McLane Foodservice paid $40,000 to settle the lawsuit due to a lack of pre-employment background checks on job applicants. Yes, that’s right! In 2017, McLane Foodservice, a Texas-based company, made headlines after settling a discrimination lawsuit filed by the Equal Employment Opportunity Commission (EEOC) for $40,000. The lawsuit claimed that the company violated federal law by hiring an applicant with a criminal record without conducting a proper background check. The applicant had a criminal history, including a conviction for aggravated assault with a deadly weapon, and was hired to work as a delivery driver without a background check that would have revealed their criminal record.
This case serves as a crucial reminder for businesses of all sizes that neglecting to conduct proper background checks can put their companies at risk of legal action and create potential safety risks. In this blog, we will delve deeper into the importance of employee background checks and how to conduct them effectively to reduce hiring risks and improve the hiring process.
As an essential tool for many businesses, conducting background investigation on potential employees is critical to ensure that employers are hiring the best and most qualified candidates for their organizations. Neglecting to conduct background checks can lead to a range of issues, including increased risks to the business, legal repercussions, and damage to the company’s reputation. In this section, we will discuss the reasons why conducting background checks is crucial for businesses.
One of the primary reasons for conducting background screening is to improve the quality of hiring decisions. A background check can reveal critical information about a candidate’s history that may take time to be apparent from their resume or job interview. Information such as employment history, education, and criminal records can provide valuable insights into a candidate’s qualifications and suitability for the position.
Conducting background checks can help businesses reduce hiring risks by identifying potential issues that could impact the safety and security of the company. For example, a background verification may reveal that a candidate has a criminal record or a history of violent behaviour. This information can help employers make informed decisions about whether or not to hire a candidate.
Many industries have specific legal requirements for conducting background checks on potential employees. For example, employers in the healthcare industry are required to conduct criminal background checks on employees who will have access to patients. Failing to comply with these requirements can result in legal action and potential damage to the company’s reputation.
Employing individuals with a history of criminal behaviour or other problematic issues can significantly damage a company’s reputation. Conducting background checks helps businesses avoid these situations by identifying potential issues before they become problems. By hiring qualified candidates with a clean record, businesses can protect their reputation and maintain the trust of their customers and clients.
Many companies turn to pre-employment background checks to ensure comprehensive screening of potential employees. These checks can provide valuable insights into a candidate’s employment history, qualifications, and character, allowing employers to make informed hiring decisions. This section will discuss the types of pre-employment background checks that businesses can use to mitigate hiring risks.
Address Verification confirms the accuracy of a candidate’s address and provides a physical verification of their location. This check can help businesses ensure that they are communicating with the correct candidate and that the individual resides in the location stated in their application.
Identity Verification confirms the authenticity of a candidate’s identity. This check can include verification of a candidate’s Social Security Number (SSN), driver’s license, passport, and other identification documents to prevent fraudulent activity during the hiring process.
Previous Employment Verification confirms a candidate’s employment history, job title, duties performed, and reasons for leaving. This check can help businesses confirm a candidate’s employment history and determine if they have the necessary experience to perform the job.
Education & Credential Verification confirms a candidate’s educational background and any professional licenses or certifications they hold. This check can help businesses ensure that candidates possess the required qualifications for the position and have the necessary skills to perform the job.
Local Language Media Check is a comprehensive search of local media sources in the candidate’s language of origin. This check can help businesses identify any potential negative media coverage of a candidate that may affect their suitability for the position.
Credit Verification & Financial History investigates a candidate’s financial history, including their credit score, public records, bankruptcies, and liens. This check can help businesses evaluate a candidate’s financial responsibility and identify any potential financial issues that may impact their job performance.
Compliance & Regulatory Check helps businesses ensure that their hiring process complies with federal and state regulations. This check can help businesses avoid legal and financial repercussions by identifying potential compliance issues during hiring.
Civil Litigation Record Check searches for any civil litigation records against a candidate. This check can help businesses identify any potential legal issues that may affect their job performance.
Bankruptcy Record Check investigates a candidate’s bankruptcy history, including any current or past bankruptcies. This check can help businesses assess a candidate’s financial stability and identify any potential issues that may affect their job performance.
International Criminal Record Check searches for any criminal records outside of the United States. This check can help businesses identify any potential safety risks and ensure compliance with international regulations.
Integrity Due Diligence investigates a candidate’s integrity and reputation, including any potential conflicts of interest, political affiliations, or involvement in unethical behaviour. This check can help businesses assess a candidate’s character and ensure that they align with the company’s values and culture.
Are you looking to hire new employees for your business? Do you want to ensure that you are hiring the best and most qualified candidates for the job? Look no further than CRI Group™ for pre-employment background screening. Here are some reasons why:
CRI Group™ is a leading background screening and vetting services provider, duly certified by the British Standard Institute for the scope of BS 7858:2019 Screening of individuals working in a secure environment, Code of Practice and BS 102000:2018 Code of Practice for the provision of investigative services. We specialize in providing services to specific industries, including:
Our background screening services for the UK market are in compliance with the Scope of BS 7858:2019 revised standard. This includes various checks such as Identity, address, and Right to Work in The UK verification in line with the DBS (Disclosure & Barring Service) document guidance, covering:
Choose CRI Group™ for pre-employment background screening and vetting services to ensure secure hiring in specific industries. Our comprehensive and customizable services can help you mitigate hiring risks, ensure compliance with legal requirements, and protect your reputation. Contact us today to learn more about our services and how we can assist your organization.
In 2017, Amazon made a strategic decision to acquire Whole Foods, a move that promised to expand the e-commerce giant’s reach into the grocery space. But what looked good on paper quickly turned into a major cultural clash because the acquiring corporation neglected human due diligence and employee background screening of existing human capital. Amazon’s efficiency-driven, tech-centric culture thereby collided with Whole Foods’ more idealistic, people-focused approach and caused hindrance in ensuring a seamless deal transition.
The result was a suboptimal merger that failed to live up to its potential. Stories of Whole Foods’ processes being streamlined to make them more “efficient” had a negative impact on employee morale, and the cultures of the two companies never quite meshed.
This scenario illustrates the importance of human due diligence in M&A deals. A thorough understanding of the cultures, values, and attitudes of the companies involved is essential for a successful merger or acquisition. Without it, the resulting clash of cultures can lead to suboptimal results, lost productivity, and even employee turnover. As a business owner, it’s essential to invest time and resources into human due diligence, because at the end of the day, it could be the deciding factor between a successful acquisition and a costly mistake.
Pre-employment background screening is a crucial step in the human due diligence process. It involves conducting background checks, verifying qualifications, and assessing a candidate’s suitability for a particular role. With the rise in fraud and dishonesty in the workplace, pre-employment screening has become integral in ensuring that prospective employees are trustworthy and capable of carrying out their duties responsibly.
Pre-employment vetting is a proactive approach that organizations take to protect themselves from potential risks associated with hiring an employee. With the right screening process, companies can minimize turnover rates, prevent legal issues, and reduce the risks of reputational damage. A comprehensive background check process can also help identify candidates who may need to gain the necessary qualifications or experience and consequently prevent poor quality hires.
Furthermore, background verification is a necessary practice for certain industries, such as banking, healthcare, and education, where employees have access to sensitive information. It is an essential step for ensuring that individuals with criminal backgrounds, drug or alcohol abuse problems, or other negative behaviors are not hired for such positions.
There are numerous benefits of pre-employment background investigation for an organization, including:
Pre-employment background screening is an essential part of the hiring process that helps employers make informed decisions about potential candidates. However, some employers choose to avoid the process altogether, either because of a lack of resources or simply because they believe that it is unnecessary. This can have far-reaching consequences not only for the company but also for its employees and customers. Let’s explore five key consequences of avoiding pre-employment screening.
One of the biggest risks of avoiding pre-employment background screening is that the company may end up hiring fraudulent candidates. Without proper screening, it becomes easier for candidates to falsify their credentials, such as their education or work history, or even provide fake references. These fraudulent candidates may seem promising, but they can cause major problems for the company later on, such as damage to the company’s reputation, financial losses, or even legal issues.
When a company hires the wrong person for the job, it can lead to decreased productivity. This is because the employee may not have the necessary skills or qualifications for the position, may not fit in with the company culture, or may cause disruptions in the workplace. The result is a decrease in overall productivity, which can be detrimental to the company’s success.
When employees are not vetted properly, they may not be a good fit for the company, which can lead to increased turnover. This can be costly and time-consuming for the company, as it must continually hire and train new employees to replace those who leave. Additionally, high turnover rates can negatively impact the company’s culture and morale, which can further decrease productivity.
Another consequence of avoiding pre-employment background screening is an increased risk of workplace violence. This is because some individuals with a history of violence or other criminal activity may slip through the cracks if they are not thoroughly screened. This can create a dangerous situation for other employees and customers and can also result in legal and financial consequences for the company.
Avoiding pre-employment background screening can result in decreased customer satisfaction. This is because employees who are not properly vetted may not have the necessary skills or personality traits to interact effectively with customers. This can lead to customer complaints, negative online reviews, and a decrease in the overall business.
Avoiding pre-employment screening can have serious consequences for any business. At CRI Group™, we understand the importance of conducting thorough background checks to avoid potential risks and liabilities. Our certified BS7858 pre-employment background screening service, EmploySmart™, ensures a safe work environment by tailoring specific screening packages to meet the requirements of each position within your company. Whether you need local or international background checks, we’ve got you covered. Here’s how our employment screening services can help you avoid the consequences of avoiding pre-employment screening:
Our team of experts specializes in domestic and international screening, and has extensive experience conducting background checks across various industries. Our team is well-equipped to handle any screening needs, providing you with the necessary insights to make informed hiring decisions.
We understand the importance of time and efficiency in the hiring process, which is why we offer online management and quick turnaround times. This allows for a seamless process, providing you with the necessary information in a timely manner.
Our extensive quality controls and numerous checks ensure that you receive high-quality searches that you can trust. We strive for accuracy and attention to detail in all of our services.
Our flat organizational structure allows you to have direct access to senior staff members throughout the due diligence process. This ensures that any questions or concerns are addressed promptly and with the necessary expertise.
Our solutions are easily customizable and tailored to your specific concerns and risk areas, allowing us to address any decision-making across your business. With our extensive global network and multi-lingual teams, we can conduct assignments on thousands of subjects in over 80 countries.
Our solutions include due diligence, employee pre and post-background screening, employment history verification, business intelligence, and compliance. We facilitate decision-making across all areas and departments of your business, providing you with the necessary information to make informed hiring decisions.
EmploySmart™ provides a comprehensive suite of pre-employment screening services and background checks to ensure that you are making informed hiring decisions. Our experienced team works as a trusted partner to HR and recruiting managers of corporations and institutions across the world.
Our services include:
With CRI Group™ ‘s EmploySmart™, you can customize your screening package to meet the specific needs of each position within your company. Our team of more than 50 full-time analysts is spread across Europe, Middle East, Asia, North and South America and fully equipped with the local knowledge to serve your needs globally.
Let us help you make informed hiring decisions and mitigate the risks associated with negligent hiring.
So you think an Employee Background Check is a waste of your time? Here are some alarming stories for you:
One of our clients had interviewed an impressive candidate who had done well in the interview and had all the skills for the job. But the reference list he provided seemed ambiguous which included work experiences from much former jobs and did not provide any details of his recent employers for the client to verify the authenticity. We were in a perplexed situation unable to identify whether this was a red flag in our pre-employment screening (recruitment) process or did our candidate simply lack the skills to put together a credible reference list?
To further the hiring process we had recommended the client to ask their prospective job applicant to provide relevant information of his two recent managers for background verification to which he obliged and that made him appear to be reliable.
However, this was a short-lived impression since after connecting with the line managers we discovered that this candidate had been fired by both of his last employers for theft and fraud following with jail time for those cases.
Imagine if we, like some employers, wouldn’t make an effort to go an extra mile to check employee references, conduct thorough pre-employment investigation and make sure that each and every provided information is reliable only to put the corporation at the verge of reputational risk?
An open-ended question for our readers! Would your employee background screening practices have kept this from happening to you, or would this guy now be working down the hall from you, swindling you too?
The lesson from this incident clearly is: Don’t limit yourself only to the candidate’s list of references. If the candidate has offered peers or personal references rather than managers, ask to be put in touch with the specific people you want to talk to. Call the main switchboard numbers rather than the direct number you were given. For all you know, the candidate could have given you a friend’s phone number so the friend can pose as the former boss. Ask the right questions. If you just run through a perfunctory list of questions, you may never get to the most useful information. References are only a waste of time if you treat them like just an item to check off your list, rather than as a genuinely valuable part of your assessment process.
Recruiters should also have a clear understanding of the skills an applicant needs to possess to succeed in their job role. AJ Silberman-Moffitt, senior editor at search marketing agency Tandem Buzz, learned just how wrong things can go when the wrong candidate is hired while she was training her replacement after accepting a promotion. “Because she worked in a position with the same title as mine, there was no reason to think she would not know how to use the necessary tools and software,” Silberman-Moffitt said. “She answered everything appropriately in the interview, and the HR manager and I hired her,” according to a report in the businessnewsdaily.com.
The escalating figure of crime scenes and fraudulence incidents justifies why organisations take up this step. Within the dynamic business environment we’re operating in, corporations are now more inclined towards being vigilant of the quality of employees they are hiring. Specifically, the human resource managers are strategizing to reduce employee turnover and burnout rate thereby increasing retention of competent employees. With the vision of achieving a sustainable workplace environment, pre-employment screening and comprehensive background checks are becoming an essential instrument to welcome and retain the finest possible.
An Employee Background Check is a worthwhile concept as employers strive to have the best pick from the candidates who show up for the recruitment process. After the interview sessions are over, a minimum of two weeks is required to get through the employee background screening procedure before you can finalise the hires. Since this procedure requires a thorough knowledge of regulatory compliance and investigative analytical skills, corporations outsource this service to the industrial experts to conduct a comprehensive verification of employee’s academic, professional and even social presence. After the employer is gratified with the check, the employee is offered an appointment letter to join them.
CRI Group’s EmploySmart™ can be tailored into specific screening packages to meet the requirements of each specific position within your organisation.
Download our EmploySmart brochure or get a free quote to ensure a safe work environment for all.
Organisations carry out such checks due to a myriad of reasons. Some of these include:
In conducting employee background checks, there are some golden rules that one needs to observe to avoid any legal complications. These do and don’ts include but are not limited to:
One of the major disadvantages is that you might see this as a wastage of time and money. An organisation invests large sums of money in conducting such investigations, and most of the time, the person turns out to be a genuine one and with the time it takes to conduct these checks, the candidate may think that the organisation is not interested and hence, they may join some other organisation in this period.
Judging a candidate on his/her background deeds may not always prove to be fruitful either. It may happen that a candidate got trapped in a criminal offence and in an actual sense, they are a gem of a person. But when you do not know the candidate personally, you will focus on the verification reports and let a genuine person go.
If there is still any uncertainty in your mind about conducting employee background checks, why not reach out to us? CRI Group has experts across the globe from all backgrounds who are trained to provide you with specialised, expert advice fit for your business needs. Get in touch today!
Who is CRI Group™?
Based in London, CRI Group™ works with companies across the Americas, Europe, Africa, Middle East and Asia-Pacific as a one-stop international Risk Management, Employee Background Screening, Business Intelligence, Due Diligence, TPRM, Compliance Solutions, and other professional Investigative Research solutions provider. We have the largest proprietary network of background-screening analysts and investigators across the Middle East and Asia. Our global presence ensures that no matter how international your operations are we have the network needed to provide you with all you need, wherever you happen to be. CRI Group™ also holds BS 102000:2013 and BS 7858:2012 Certifications, is an HRO certified provider and partner with Oracle.
In 2016, CRI Group™ launched the Anti-Bribery Anti-Corruption (ABAC™) Center of Excellence – an independent certification body established for ISO 37001:2016 Anti-Bribery Management Systems, ISO 37301 Compliance Management Systems and ISO 31000:2018 Risk Management, providing training and certification. ABAC™ operates through its global network of certified ethics and compliance professionals, qualified auditors and other certified professionals. As a result, CRI Group’s global team of certified fraud examiners work as a discreet white-labelled supplier to some of the world’s largest organisations.
Contact ABAC™ for more on ISO Certification and training.
The most popular type of fraud is misappropriation of assets, including theft of cash and inventories. The motivation to commit fraud include a lack of understanding about fraud behaviour, opportunity to commit fraud and lifestyle and financial pressure.
The motivation for employee to commit fraud stems from three conditions:
Let us look at this case from 2019 which resulted in the conviction of a UK solicitor for fraud.
A former senior partner, the UK solicitor, has been jailed for four years after defrauding his firm out of a total of £2.3m. Andrew Davies, 59, paid personal invoices to himself from the business and under-declared £1.1m in stamp duty land tax to HM Revenue and Customs (HMRC) for over nine years.
Davies pleaded guilty to one count of fraud by false representation at Reading Crown Court in 2019 and was sentenced to four years imprisonment in January this year. As a senior partner at the firm, Andrew Davies managed to defraud it out of the money by paying personal invoices to himself from the business account.
The 59-year-old also under-declared £1.1m in Stamp Duty Land Tax to HMRC over nine years, over-declaring tax to clients and then taking money from the solicitor’s firms account for himself, both defrauding the company he worked for and HMRC at the same time.
Davies also raised invoices to pay over £1.6 million to his friend Stephen Allan, who worked as a property developer and was a firm client. The 62-year-old from Bishop’s Stortford was convicted at Reading Crown Court on one count of money laundering and jailed for three years.
In a statement, police mentioned the convictions and sentencing of a solicitor’s firm in Berkshire defrauded out of £2.3m between 2010 and 2017.
Allan then made smaller payments into Davies’ account and also pocketed around £400,000 himself. The solicitor extracted funds from the firm’s client account, paying it to Allan in transactions described as ‘fees’, but there was no known work for this.
Davies of The Street, West Clandon, Guildford, and Allan of Thornberry Road, Bishops Stortford, Hertfordshire, was charged by police officers in August 2019.
The statement did not name the firm, but a Solicitors Regulation Authority notice has previously stated that Davies worked for Reading firm Pitmans LLP, which has since become part of another practice. Davies has already been struck by the Solicitors’ Disciplinary Tribunal and ordered to pay £17,000 in costs.
Investigating officer Detective Constable Katie Taylor of Thames Valley Police’s Economic Crime Unit said: ‘In this case, a solicitor trusted to safeguard client funds abused this position and systematically defrauded his firm of large sums of money for his benefit.
‘He then used a corrupt relationship to launder the proceeds of his crime through a property developer. These professional enablers of organised crime represent a significant risk, and we hope that the conviction and sentence, in this case, will act as a deterrent to others.’
Source: Financial Crime News & The Law Society Gazette
Employee background check and employment history check is vital to avoid horror stories and taboo tales within HR, your business, or your brand. Simply investing in sufficient employment screening services can save you time, money and heartbreak.
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Based in London, CRI Group™ works with companies across the Americas, Europe, Africa, Middle East and Asia-Pacific as a one-stop international Risk Management, Employee Background Screening, Business Intelligence, Due Diligence, Compliance Solutions and other professional Investigative Research solutions provider. We have the largest proprietary network of background screening analysts and investigators across the Middle East and Asia. Our global presence ensures that no matter how international your operations are, we have the network needed to provide you with all you need, wherever you happen to be. CRI Group also holds BS 102000:2013 and BS 7858:2012 Certifications, is an HRO certified provider and partner with Oracle.
In 2016, the CRI Group launched the Anti-Bribery Anti-Corruption (ABAC™) Center of Excellence – an independent certification body established for ISO 37001 Anti-Bribery Management Systems, ISO 37301 Compliance Management Systems and ISO 31000 Risk Management, providing training and certification. ABAC™ operates through its global network of certified ethics and compliance professionals, qualified auditors and other certified professionals. As a result, CRI Group’s global team of certified fraud examiners work as a discreet white-labelled supplier to some of the world’s largest organisations.
The Intellectual Property Commission estimates that IP infringements in the form of counterfeit goods, trade secret theft, and pirated software costs the US economy $225 billion to $600 billion.
Following the outbreak of the COVID-19 pandemic in late 2019 and its subsequent spread around the world, counterfeiters have turned their attention to producing fake testing kits, counterfeit personal protection equipment and, even before the authorities have approved treatments, fake medicines purporting to cure the disease, according to the 2020 status report by the European Union Intellectual Property Office (EUIPO) and the Organisation for Economic Co-operation and Development (OECD).
The joint report on counterfeit medicines showed that not only ‘lifestyle’ medicines but also medicines to treat serious diseases, including antibiotics, cancer therapies or heart disease medications, are subject to being counterfeited, with potentially deadly consequences for the patients who consume those medicines.
This report underlines the importance of IP rights to the EU economy and, therefore, to any recovery from the Covid-19 crisis, which has dominated the first half of 2020 and threatens to have long-lasting effects. It brings together the findings of the research carried out in recent years by the EUIPO, through the European Observatory on the infringement of Intellectual Property Rights, on the extent, scope and economic consequences of Intellectual Property Right (IPR) infringement in the EU.
The Status Report also contains research on the volume of counterfeit and pirated goods in international trade and the economic contribution of intellectual property-rights intensive industries to economic growth and jobs.
Depending on the type of business you are involved in, it is likely that your employees will create certain types of intellectual property in the course of their employment with you. This is especially true if they are involved in compiling databases, creating marketing material and training brochures. Since the IP rights here belong to the company they work for, an employee contract will serve to protect you here.
It is also vital here to run background checks on employees before you hire them.
Simply investing in sufficient employment screening services can save you time, money and heartbreak. The CRI Group is a leading worldwide provider, specialising in local and international employee background check, including pre employment background check.
Our employee background checks services, also known as EmploySmart™, is a robust new pre employment screening service certified for BS7858 to avoid negligent hiring liabilities and prevent horror stories and taboo tales within HR, your business, or your brand.
CRI Group’s Intellectual Property Investigations team helps companies identify threats to IP and confidential information internally and throughout their supply chain, develop the appropriate mitigation strategies and investigate suspected infringements.
For further information on IPR infringement or to book a meeting with our experts, click here.
Is Employee Background Screening as critical as they make it out to be?
A former builder who faked his CV to land a series of top NHS jobs has finally been forced to pay the full price for his ‘staggering lies’, says a shocking report on timesnewsuk.com/
Jon Andrewes, 69, spent a decade working as chairman of two NHS trusts and chief executive of a hospice after pretending to have a PhD, an MBA and a history of senior management roles. Mr Andrewes had been appointed chairman of the Royal Cornwall Hospitals NHS Trust (RCHT) ahead of 117 other candidates.
After Andrewes was exposed he was convicted of fraud, jailed for two years and ordered to hand over all his remaining assets of £96,737. But the confiscation order was overturned by the Court of Appeal two years ago when judges ruled he had given ‘full value’ for his salary in the jobs he did. Now, more than five years after pleading guilty to fraud charges, Andrewes has had the financial penalty reinstated by the Supreme Court and must pay back nearly £100,000.
Under his fake persona, Andrewes insisted on staff calling him ‘Dr’ and claimed to have degrees from three universities. But his only genuine higher education qualification was a certificate in social work. After starting as a builder he spent much of his career as a probation officer, customs officer or youth worker before inventing a new life for himself as an NHS manager.
His senior health jobs, which included a £75,000-a-year role as chief executive of a hospice in Taunton, earned him £643,602. He was appointed in 2004. He then led the Torbay NHS Trust in Devon for nearly a decade, before becoming chairman of the Royal Cornwall NHS Hospital Trust in 2015.
However, an investigation at the hospice uncovered discrepancies in his CV and led to police being called in. ‘He came across as very knowledgeable and competent,’ recalled David Shepperd, former head of legal services at Plymouth City Council, who liaised closely with Andrewes on a council-funded green project. ‘He was an affable, nice guy to deal with.’
‘It beggars belief that no due diligence was carried out when he was appointed to these roles in the NHS,’ says an NHS source, quoted in the timesnewsuk.com report.
The UK Screening Module covers:
More details on the UK Screening Module can be had here.
A business must understand its exposure when hiring and type of insurance coverage and limits – does your policy cover a negligent hiring lawsuit? The checks are critical to any company’s success – hiring qualified, honest, and hard-working employees is an integral part of thriving in the business community.
This three-part series of articles looks at employee background screening FAQs.
How do you know the candidate you just offered a role to is the ideal candidate? Are you 100% sure that everything they’re telling you is the truth? Or are you 90% certain? They showed you a diploma: How do you know it’s not photoshopped? Did you follow the correct procedures during your background checks process?
Simply investing in sufficient screening systems can save you time, money and heartbreak, as the employee background screening FAQs ebook will show you.
Part One of the series, “What, Why and Who?” provides an introduction to employee background checks and the necessary screenings that are vital to avoid horror stories and taboo tales that occur within your business. Part Two, “Pre-Employment Checks,” are essentially an investigation into a person’s character – inside and outside their professional lives. Part Three, “Conflict of interest check & FACIS Searches,” checks for any conflict of interests and sanctions, exclusions, debarments and disciplinary actions. To receive the next series subscribe to our monthly newsletter subscribe now!
Taken as a whole, this employee background screening FAQs ebook developed by the CRI® Group is the perfect primer for HR professionals and companies wanting guidance on background screening, pre-employment screening and post-employment background checks.
WE’VE COMPILED A LIST OF OUR MOST FREQUENTLY ASKED QUESTIONS IN THIS EMPLOYEE BACKGROUND SCREENING FAQs. IF YOU CANNOT FIND WHAT YOU ARE LOOKING FOR BELOW, PLEASE FEEL FREE TO GET IN TOUCH WITH THE TEAM!
At CRI® Group, we specialise in employment screening, working as trusted partners to HR and recruiting managers of corporations and institutions worldwide. Our people work with energy, insight and care to ensure we provide a positive experience to everyone involved – clients, reference providers and candidates.
Conflict of interest occurs when an individual or company have interests that might influence or be perceived as being capable of influencing their judgment even unconsciously. What your client wants you to do is to check whether the subject has any additional business or interests that are in conflict with what they were retained to do.
Example:
You head the public relations department of the UAE’s largest bank. The department is responsible for putting together a quality service recognition programme. Your bank’s public relations agency is designing the advertising speciality components for the programme targeting the bank’s 10,000 employees. Your wife owns XYZ Promotions, the largest advertising speciality firm in the state.
The company offers the best prices for large orders. XYZ Promotions has supplied products for a number of other accounts of the public relations firm. However, this is the first time that the public relations firm has used XYZ Promotions for a bank project. The public relations firm does not know that your wife owns XYZ Promotions. You have not suggested the use of XYZ Promotions.
The public relations firm has made its recommendations to you, including using XYZ Promotions as the vendor for the quality service recognition programme. The bottom line is that if somebody is contracted to do a job — so they do not have any connections from which they could benefit again (like above — you are working for the bank, and it is your job to select an advertising company and if you select XYZ you benefit again!) Essentially this is a conflict of interest because you would benefit from this if XYZ was given the job.
Would you like to learn more about our internal investigation and conflict of interest services? Get in touch and let us know how we can help!
These checks entail a search of individuals who have been disqualified from holding prudentially significant roles primarily within the Banking, Finance, Securities and Investment sector (BFSI), e.g. Individuals who have been disqualified from involvement in the management of a corporation, banned from being securities or futures representatives, banned or disqualified from practising in the financial services industry and individuals who have had Enforceable Undertakings accepted.
A Financial Regulatory Check may also cover whether a person or organisation holds a license where this license is a requirement of their role within the BFSI environment, e.g. Auditors, Liquidators, Authorised Representatives, Financial Planners etc. Availability and access to these checks vary per country.
Would you like to learn more about our Financial Investigations services? Get in touch and let us know how we can help! Or visit us here!
Confirms if an individual (including aliases and associated parties) has been declared bankrupt and recorded with the relevant body. This information is relevant to individuals holding positions of management responsibility and certain financial roles.
This search identifies potential conflicts of interest that can arise from an individual’s current and past directorships and their significant shareholdings. An individual’s performance as a Director can provide critical insight into their skills and experience. This search can highlight whether any of the companies they have been a director of have had an administrator appointed or deregistered.
Specific educational qualifications are required for many positions of responsibility, and salary packages are set accordingly. Failing to verify this information can result in unqualified people in positions in which they cannot perform their responsibilities.
CRI Group™ verifies the institution attended, the date of attendance, the qualification awarded and the graduation dates. CRI Group™ also verifies that the institution is an accredited provider from approved government databases. Suppose the institution does not appear on an accredited database. In that case, CRI Group™ will also check the institution’s name against a comprehensive list of unaccredited institutions to ensure that the institution is not a known degree mill.
Specific professional qualifications and memberships are key requirements for many roles. CRI Group’s researchers will verify the type of professional qualification and/or membership received, the status of the membership (i.e. Valid or lapsed), attendance dates and graduation dates where applicable.
CRI Group’s Police Record Check will reveal details of criminal records in line with the relevant legislation.
Where CRI Group™ cannot conduct a recognised police record check due to either legal restrictions or simply the lack of such a database, we can offer the “next best alternative.” These searches review proprietary databases and criminal watch lists issued by various governments to identify known individuals. We combine this check with an extensive media search which provides a high degree of confidence that the individual has not been involved in high-level criminal activity.
This check assists in identifying the risks associated with individuals due to specific or general involvement with Money Laundering (AML), Politically Exposed Persons (PEPs), terrorists and wanted criminals. It achieves this by detailing the relationship network between these individuals and various other entities.
The check provides an international due diligence report utilising up-to-the-day investigative information from an extensive range of available public domain information sources. It uses government, intelligence and police sites, global organisations, international and national media and all international sanctions lists. Would you like to learn more? Get in touch and let us know how we can help!
Access, availability, and information released vary across nations. In general:
Yes, we can; we conduct three levels of searches:
I AM LOOKING FOR UK SCREENING!
The UK Screening Module covers:
More details on the UK Screening Module can be had here.
A business must understand its exposure when hiring and type of insurance coverage and limits – does your policy cover a negligent hiring lawsuit? The checks are critical to any company’s success – hiring qualified, honest, and hard-working employees is an integral part of thriving in the business community.
This three-part series of articles looks at employee background screening FAQs.
How do you know the candidate you just offered a role to is the ideal candidate? Are you 100% sure that everything they’re telling you is the truth? Or are you just 90% certain? They showed you a diploma: How do you know it’s not photoshopped? Did you follow the correct procedures during your background checks process?
Simply investing in sufficient screening systems can save you time, money and heartbreak.
Part One of the series of articles on employee background screening FAQs, “What, Why and Who?” provides an introduction to employee background checks and the necessary screenings that are vital to avoid horror stories and taboo tales that occur within your business. Part Two, “Pre-Employment Checks,” are essentially an investigation into a person’s character – inside and outside their professional lives. Part Three, “Conflict of interest check & FACIS Searches,” checks for any conflict of interests and sanctions, exclusions, debarments and disciplinary actions. To receive the next series subscribe to our monthly newsletter subscribe now!
Taken as a whole, this employee background screening FAQs ebook developed by the CRI Group™ is the perfect primer for HR professionals and companies wanting guidance on background screening, pre-employment screening and post-employment background checks.
WE’VE COMPILED A LIST OF OUR MOST FREQUENTLY ASKED QUESTIONS TO DO WITH BACKGROUND SCREENING. IF YOU CANNOT FIND WHAT YOU ARE LOOKING FOR BELOW, PLEASE FEEL FREE TO GET IN TOUCH WITH THE TEAM!
At CRI® Group, we specialise in employment screening, working as trusted partners to HR and recruiting managers of corporations and institutions worldwide. Our people work with energy, insight and care to ensure we provide a positive experience to everyone involved – clients, reference providers and candidates.
A job applicant must give written or electronic consent before any screening conducting (whether in-house or by a third party company like CRI Group™) any criminal record search, credit history check or reference interview, etc.
Background checks typically take 2 to 3 days to process and receive back from the outside contracted agency. A few exceptions may take up to 2 weeks. A background check may rarely take longer than 3 to 4 weeks. Please allow additional processing time for each background check in the event of a delay. A delay can occur for any of the following reasons:
Pre-employment screening services can help you avoid adding potential fraudsters and other bad actors to your staff. These checks can be implemented before or after a job offer (with each having its pros and cons).
Employees should be screened regularly to reveal any new information relevant to the business. That’s why our background investigations services also include:
Because it is impossible to know how your candidate will work daily from just one interview, you will need references. References are a great way to find out whether your candidates are suitable for the role or will fit with your company culture. A primary reference check asks for:
These references will help you back up their CV – however, many candidates tend to exaggerate or misrepresent themselves. Third-party vendors such as CRI® Group can go beyond to get a fuller picture for you:
Note: Some companies have policies not giving references and just providing necessary employment details, while others direct you towards HR.
That will depend on the scope. Please contact the team for a free consultation.
CRI Group’s comprehensive and detailed reference checks have been carefully designed for senior-level positions. Our highly skilled researchers probe extensively across a range of performance and behavioural attributes that have been specifically targeted to meet the information and management requirements of hiring senior-level executives.
We also verify any restrictive covenants, disciplinary actions or warnings; attendance or reliability issues; claims by or their former employer; acts of dishonesty, and eligibility for rehire in a comparable role. We provide a valuable perspective of an individual’s past performance and behaviours by conducting professional, impartial references.
CRI Group™ verifies who the individual reported to and their dates of employment, positions held, remuneration, responsibilities and reason for leaving. This is different to an Employment Reference as it verifies quantitative information such as employment dates, salary packages etc.
An individual’s media profile can encompass both professional and personal activities. This check can provide the client with a unique insight into an individual’s public activities and reputation. Our broad-based press search encompasses electronically available national newspapers and regional media sources from states where an individual has worked, helping to ensure that there are no hidden surprises. The search can be conducted by country, region or globally, where it can be of immense value in the uncovering of omissions made by the candidate (note: additional charges apply).
It is an employer’s responsibility to ensure that every individual they hire is legally eligible to work in certain Jurisdictions. CRI Group™ uses copies of the candidate’s passport or birth certificate to verify entitlement to work in the respective Jurisdiction. Where the candidate is not a local citizen, we have an online verification process set up with the Department of Immigration and Citizenship, as the case may be, to confirm eligibility to work. We will confirm whether or not the candidate is entitled to work in Australia and provide details of any limitations attached to a work visa. This search verifies and appropriately documents the individual’s entitlement to work in accordance with DIMIA requirements.
The availability of identity checks varies from nation to nation, depending on centralised databases and legislation. In essence, these checks are designed to ensure the person is who they claim to be. Where there is a recognised legislated identity card system, CRI Group™ will collect this card, ensure the details are reflected on the background check form submitted and upload the identity card to the candidate file to allow for the requestor to sight.
Identity theft is on the rise, and validating an individual’s identity is essential to making an informed hiring decision. CRI® Group verifies an individual’s identity details via a comparison with details held in the electoral roll, online telephone directory and the National database registration authorities.
This passport verification solution enables the client to verify a person’s identity and whether their passport is forged. Passport Check verifies the authenticity of machine-readable passports and identity documents by simply entering the passport/ID data.
Curricula Vitae (CV) are increasingly being used as a sales tool rather than a factual account of a person’s work history. This check will compare information supplied by the candidate to CRI Group™ with details supplied to an organisation in a candidate’s CV. This check aims to provide a thorough review of the candidate’s background and reveal any misrepresentations that may exist through a candidate omitting or overstating information on their CV.
How do you know the candidate you just offered a role to is the ideal candidate, when it comes to Employee Background Screening? Are you 100% sure that everything they’re telling you is the truth? Or are you 90% certain? They showed you a diploma: How do you know it’s not photoshopped? Did you follow the correct procedures during your background checks process? Who Performs Background Screening? What’s Involved in Background Checks covering History Around the Globe? Why do Employers Check Criminal History?
This three-part series of articles looks at employee background screening FAQs.
Part One of the series, “What, Why and Who?” provides an introduction to employee background checks and the necessary screenings that are vital to avoid horror stories and taboo tales that occur within your business. Part Two, “Pre-Employment Checks,” are essentially an investigation into a person’s character – inside and outside their professional lives. Part Three, “Conflict of interest check & FACIS Searches,” checks for any conflict of interests and sanctions, exclusions, debarments and disciplinary actions. To receive the next series subscribe to our monthly newsletter subscribe now!
Taken as a whole, this ebook on employee background screening FAQs developed by the CRI® Group is the perfect primer for HR professionals and companies wanting guidance on background screening, pre-employment screening and post-employment background checks.
WE’VE COMPILED A LIST OF OUR MOST FREQUENTLY ASKED QUESTIONS TO DO WITH BACKGROUND SCREENING. IF YOU CANNOT FIND WHAT YOU ARE LOOKING FOR BELOW, PLEASE FEEL FREE TO GET IN TOUCH WITH THE TEAM!
At CRI Group™, we specialise in employment screening, working as trusted partners to HR and recruiting managers of corporations and institutions worldwide. Our people work with energy, insight and care to ensure we provide a positive experience to everyone involved – clients, reference providers and candidates. Simply investing in sufficient screening systems can save you time, money and heartbreak.
To protect the company from various potential risks, a background check is considered an imperative pre-employment screening step before hiring. Companies often assume that the applicants are telling the truth on their resumes – what if they are not?
These checks are essentially an investigation into a person’s character – inside and outside their professional lives. Some checks you probably already carry out in-house, such as the candidate’s qualifications (documents provided), work history (with a reference check), right to work in the country and even a quick social media presence scan.
Permanent, temporary, benefit-eligible, non-benefit eligible, full-time and part-time staff require an acceptable background check.
Former employees, including retirees, are also subject to a background check if a contract breach occurs.
You could have an in-house HR team or contract with a third party vendor like CRI Group™.
You may have the capabilities to carry out the above services; however, to perform a full in-depth background screening service for candidates and employees at all levels, you need a considerable amount of manpower and skills – and it can be all-consuming work.
A third party vendor such as CRI Group™, with a global network that works with companies across the Americas, Europe, Africa, and Asia-Pacific, is a one-stop international Risk Management, Background Screening and Due Diligence solutions provider that brings true value to you and your team.
By contracting, you can benefit from the following:
From checks on senior executives through to shop-floor employees, a full in-depth background check should include:
These checks can reduce the risk of hiring someone who could cause irrevocable damage. Firms spend years, thousands, even millions to brand their products and services and one bad hire can cause a loss of capital and reputation to the extent that may cause a business to fail. A robust pre-employment check can help you and your company:
DOWNLOAD THE EMPLOYEE BACKGROUND SCREENING FAQs FREE EBOOK HERE
CRI Group™ hosted a free webinar on August 31st. Our intention was to be able to provide resources on workplace cultures in organisations around the globe that will aid them in expansion and an positive employee environment. Take advantage of this free recording on employee wellness, remote work, pre-employment screening and workplace cultures.
The live training session was conducted by senior certified HR professional and member of CRI’s expert team, Nilofar A. Gardezi.
Workplace trends are dictating major shifts and becoming new norms in the workplace. These trends are expected to grow in the coming years. Examples of this include hybrid work, employee wellness, and ongoing education. Adapting to workplace trends will help employers improve company culture, boost employee retention and defeat workplace complacency. This will help companies stay competitive within the industry and remain relevant in the wider world.
With over nine years of experience in HR, Nilofar A. Gardezi is a HRBP & an Associate Director with the CRI Group™. She is a gold-certified Trainer from DWE with a Certification in Psychology and serves as a Certified Professional Counsellor. She has worked with renowned organisations like Attock Group, British Council and Standard Chartered Bank.
Get answers to frequently asked questions about background checks / screening cost, guidelines, check references etc. This eBook is a compilation of all of the background screening related questions you ever needed answers to:
Taken as a whole, is the perfect primer for any HR professional, business leader and companies looking to avoid employee background screening risks. It provides the tools and knowledge needed to make the right decisions.
The CRI Group™ has been safeguarding businesses from fraud, bribery and corruption since 1990. We are a global company based in London, United Kingdom. Our experts and resources are located in key regional marketplaces. These are across the Asia Pacific, South Asia, the Middle East, North Africa, Europe, North and South America. Our global team can support your organisation anywhere in the world. For more details about the CRI Group™ or to schedule a meeting with us, click here.
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