ISO 37001 Solutions for All Industries (Part 3)

In part 1, we discussed how ISO 37001 ABMS can help companies across a wide range of industries, including automotive, aviation and insurance. In part 2, we looked at how pharma and healthcare, property, IT and telecommunications organisations can benefit from Anti-Bribery solutions as well. In this final part, we will explore some aspects of how companies from the financial, oil and energy industries could implement ABAC solutions.

Finance

Bribery and corruption are among the top fraud concerns for all financial organisations. These include banks & financial institutions, real estate lenders, business credit and finance companies, commercial investment corporations, asset-based lenders, debt financing firms, acquisition capital firms and others. Having safeguarding processes in place is required both from a legal and compliance standpoint and from the position of being a trusted, secure financial institution. The financial sector includes new Anti-Money Laundering (AML) rules and legislation, and these regulations are strict and increasingly enforced. As such, remaining in compliance through implementing proper prevention controls is a must.

In one high-profile case, between 2006 and 2013, JPMorgan Chase and its subsidiary, JP Morgan Securities (Asia Pacific) Limited (JPM-APAC) took on about 100 Chinese interns and full-time employees who ended up at the centre of a bribery case spread over two continents and worth hundreds of millions of dollars. In order to win business from members of the Chinese government and state-owned companies, JPM-APAC allegedly targeted their children, offering them high-ranking and well-paid positions in the business in order to curry favour with their parents. JP Morgan fell into trouble for allegedly violating the Foreign Corrupt Practices Act (FCPA), and the DoJ called the scheme ‘bribery by any other name’ – alleging that it had threatened national security. In November 2016, the bank was ordered to pay $264 million to settle the claims against it – $130m to the SEC for violations of the FCPA, $72m to the US Justice Department and $61.9m to the Federal Reserve Board of Governors.

CRI Group™ investigates: Pharma corruption case included CFO

ISO 37001 in Oil, Gas and Energy Industries

The oil and energy sector is a massive portion of the world’s economy, dealing mainly in petroleum – including upstream (exploration, development and production of crude oil or natural gas) and downstream (oil tankers, refiners, retailers and consumers) pipeline. The need to prospect, discover, and realise oil and energy production in various (and often far-flung) locations lends to the vulnerability to fraud – but geographic considerations aren’t the only risk factors.  Perhaps even more impactful is the complexity of business relationships required to operate in the industry – relationships with governments, contractors, regulators, investors/venture partners, equipment suppliers and other parties. Every such interaction and dealing can be considered susceptible to bribery and corruption where cutting corners may be considered profitable or even perceived to be “business as usual.”

An infamous example is the case of Petrobras. In December 2017, the world’s largest builder of offshore rigs agreed to pay $422 million in penalties after entering a guilty plea for bribery charges connected with the Petroleo Brasileiro (Petrobras) scandal. Keppel Offshore & Marine Ltd. made illicit payments to both Petrobras officials and government representatives for more than a decade, between 2001 and 2014 (Reuters, 2017). The sweeping multimillion-dollar bribery scandal that rocked Petrobras led to numerous investor lawsuits and the downfall of disgraced government officials. It also served as the embodiment of the huge risk of bribery and corruption that confronts the entire oil and energy sector. See “Oil and Energy Companies Look to ISO 37001.”

Long-lasting Benefits of Certification of ISO 37001

ISO 37001 provides a strong framework for addressing and isolating risk factors in all industries. The benefits of certification are far-reaching, impacting not just the primary organisation but also influencing contractors, clients, and raising the profile of the company as an ethical entity that is a good trading partner. Even more effective, ABAC™ tailors IS0 37001 to the specific needs of the client.

By achieving ISO 37001:2016 certification, an organisation will ensure that it is implementing a viable anti-bribery management system utilising widely accepted controls and systems. It will also assure management, investors, business associates, personnel and other stakeholders that the organisation is actively pursuing internationally recognised and accepted processes to prevent bribery and corruption. Today, companies cannot afford to be reactive to threats of bribery and corruption. By achieving ISO 37001 Anti-Bribery Management System certification today, an organisation will remain in compliance and better positioned to address risks head-on.

Stay updated 

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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, 

, 
العناية الواجبة 360°
, 
حلول الامتثال
 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.

 

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    اشترك في إدارة المخاطر والامتثال والتحقيق في الشركات والخلفيات وذكاء الأعمال والأخبار المتعلقة بالعناية الواجبة والحلول والأحداث والنشرات

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Procurement Risks: The 5 common Risks Every Organisation Needs to Know!

Procurement Risks: Your Lack of Due Diligence can Lead to Harm

Procurement risks: lack of due diligence can lead to harm. Procurement is one of the most critical areas of any organisation, large or small. Procurement officers secure the materials and goods that a business needs to be productive and successful. They ensure the best possible price, quality, delivery efficiency, and other important considerations.

Unfortunately, due to the very nature of dealing with third-party suppliers/vendors, procurement also requires an elevated level of risk management. As many high-profile cases have shown, supply-line problems can cause financial and reputational damage, sometimes on a grand scale.

The infamous horse meat scandal in the UK presents a classic scenario of the damage from risky third-party associations. Widely known international corporations, including Burger King and others, were forced to cut ties with a meat supplier after facing financial and reputational harm from the news that some of the supplier’s products were tainted with horseflesh.

The revelations of tainted meat resulted in international news headlines, waves of criticism from consumers and food products pulled from shelves and freezers in response to the uproar. As damaging as it was, the crisis helped illustrate why due diligence became more important as supply chains expanded and became more complex, especially among international organisations.

The procurement risks: How to minimise them?

The following are some priorities every organisation should have to minimise procurement risks in their procuring process:

Risk #1 – Know who your suppliers are

Due diligence is as vital in procurement as in any other business area, in some cases, more so. 

 services help organisations proactively mitigate risks from third-party affiliations, protecting organisations from liability, brand damage, and harm to the business. As part of this service, experts check supplier backgrounds to verify their financial viability, quality control, compliance standards and – most importantly – any prior legal or criminal action. Taking this step before you engage with a supplier or vendor can save some severe headaches down the road. Get our 3PRMTM and DueDiligence360TM brochures to learn more about our tailored investigative solutions.

Risk #2 – Consider your organisation’s reputation

The horsemeat scandal showed how quickly and drastically it can damage a well-respected organisation’s reputation and brand. Your procurement team should know that while the bottom line is essential, nothing is more critical than protecting the image and brand of the company. Cutting due diligence corners to secure the lowest price is not only unwise – it should be strictly against company policy.

Risk #3 – Find sustainable lines of supply

Seek out suppliers with long, successful backgrounds in their business. Find economically sound and socially conscious companies, using fair labour practices and promoting sustainable resources. It harmed the organisation when it discovered that a supplier was using child labour or other unethical or illegal methods to produce their goods. Implement a code of conduct with expectations for your contractors, suppliers and vendors, and review them regularly to ensure they follow your guidelines.

Risk #4 – Have backup suppliers in place

What happens when your primary vendor is suddenly out of compliance? Or folds up completely? If your production chain grinds to a halt, the damage can be severe and lasting to your organisation’s financial and reputational health. Ensure your procurement team has conducted due diligence on backup suppliers that you can turn to in a crisis. Spending a little more to keep the production lines open will be a small price to pay compared to seeing your business come to a standstill.

Risk #5 – Conduct a thorough risk assessment

Any organisation that hasn’t prepared a risk assessment of its procurement process should immediately do so. How else will you know what red flags or gaps make your organisation susceptible to fraud, waste, risk to reputation, or all of the above? Third-party risk management experts can help you develop and put in place an effective third-party risk assessment plan that keeps your organisation protected and minimises your exposure to unseen or unknown trouble spots.

Every organisation needs a successful and efficient procurement process. It also needs to be safe from the inherent risks with connections to third parties, including suppliers, vendors and contractors. When it comes to procurement, let CRI Group™ help you put proper risk management processes in place so you don’t have to worry about your supply chain putting you in tomorrow’s headlines.

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, 

, 
العناية الواجبة 360°
, 
حلول الامتثال
 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.

 

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Tackling Corporate Fraud in the Middle East

Tackling corporate fraud in the middle east has become even more challenging during the pandemic. ICAEW Insights sat down with our founder and chief executive, Zafar Anjum, to discuss the rising levels of corporate fraud in the middle east during the pandemic.

Find out how CR™ is using AI to investigate wrongdoing; from fake degrees and doctored CVs to false insurance claims and bogus bills, our corporate fraud investigators in the Middle East have seen it all. Zafar told ICAEW his firm was busier than ever as the pandemic triggered a rise in white-collar crime cases across the region.

From its base in London, CRI has been helping firms in middle east regions like Qatar, Dubai, Abu Dhabi and Saudi Arabia. Regions where anti-fraud frameworks are still being built out inside the embryonic corporate regulatory regimes that govern the Middle East.

“We’ve seen a lot of insurance fraud claim investigations, fake bills, fake debts and fraudulent certificates designed to cheat insurance companies,” Zafar said. “Covid allowed internal controls to be relaxed; people are working from home, so the usual check and balances are missing.”

Nascent Regulatory Regime

Last year, PwC research found corporate fraud was on the rise across the region, with nearly half of all local companies reporting at least one occurrence in 12 months. Zafar said the lack of counter-corruption model legislation such as the UK Bribery Act 2010 often meant policing the business areas such as the Dubai International Finance Centre (DIFC) fell to private companies as the regulator doesn’t have the resources to cover the scale of the problem. 

“In the Middle East, the issues relating to fraud and corruption are of concern because there isn’t the legislation when compared to developed countries. The definition of fraud and fraudulent activities are different across the Middle East,” he said. 

The DIFC was established in 2004 to create a safe and constant upward regulatory environment for companies to do business. One of its aims was to attract investment from London and Wall Street firms and other corporates from both continents. A regulator was created to monitor the market, and the set-up was replicated for the Abu Dhabi and Qatar financial business districts. 

The economic “free zones” have relied on firms themselves to help shape the regulatory framework, Zafar said, which has created a mixture of frameworks as standards are broadly aligned with the UK or US markets.

“It’s not national-level legislation, which carries its own problems. There have been scandals, and a lot of that centres on fraudulent financial statements, investment scams,” Zafar said. “A prevalent problem is vendor/third-party screening and false claims, especially during the bidding process. Some firms exaggerate their capabilities and are not able to deliver.”

Investor Scams on the Rise

A big part of CRI ’s work is analysing financial statements, checking backgrounds, and working with compliance teams to root out bad actors. Zafar said investors scams were also on the rise across the UAE; because the country is ripe for development, some fraudsters had found it easy to prey on foreign victims who are drawn to the opportunities but unwilling to carry out proper due diligence. 

The UAE’s family offices are a driving force of industry, and the name carries significant weight regarding deals. “It’s very risky to invest without carrying out the proper checks, and unfortunately, a lot of people come in blind,” Zafar said.

“Fake property claims are rife. It can be individuals who are targeted or small groups of foreign investors. One case involved a handful of US investors who wanted to invest in some economic and humanitarian projects. They wanted to create jobs, other activities, but fell in with people who weren’t with the families they claim to be a part of.”

Family names are often taken by scammers and used to convince investors to part with their cash fairly frequently, Zafar said. Because many people don’t care about due diligence, it can end up costing millions of dollars,” he said. “It’s so hard to recover the money, to catch the fraudster. If the victims don’t have local consultants or experts, it can be hard to trace back and recover the damages.”

An investor group puts its trust — and its funds — in the hands of an outside business partner without considering a due diligence check on the individual.

Eighteen months into the partnership, the individual has succeeded in fleecing the group of more than $6 million and is still at large. Investigators such as CRI™ are increasingly turning to artificial intelligence and machine learning tools to help with screening. Zafar said great strides had been made in tackling corruption and bribery.

Public and Private Investigation Partnerships

Databases of politically exposed individuals, or persons with links to crime, on watchlists or have criminal activity linked to their name or accounts are rapidly being populated for use by regulators and private investigators. 

“We’re trying to prove that there is a role for AI in detecting crime and that it can be a part of the investigative process. Machines will scan publicly available databases, criminal cases and the like, and we can check if firms have been blacklisted by authorities such as the Asian Development Bank, IMF or World Bank, which is really helpful.”

In the past, these checks would have to be carried out by hand, one by one. “It’s hard, almost impossible! Name matches are probably the largest problem in the Middle East.

You cannot find a person with the first name Mohammad or last name Khan; you’ll get billions of matches, so we need to develop a database that builds on this with other information. There isn’t a nationwide electoral database in any Middle East region, so you can see how much work still has to be done.”

Credit history, employment checks and previous addresses are a handful of ways the files can be built out, Zafar said, and his team is working on ways to streamline that process. There was no concept of background screening in 2008 when Zafar’s team started, and despite having come a long way, he said they still encounter fraud on a massive scale. However, they still encounter fraud on a huge scale, he said. 

Alarming Numbers

“Sometimes applicants try to falsely fill the gap in their CV, which is dangerous because we don’t know if they’ve spent time in jail,” he said. “More common red flags are fake degrees and fake previous employment references. We found one in 20 applications for a job had fake degrees, experience letters, or fake references in some regions. It’s a huge number, and some of the universities were prestigious too, which makes it quite alarming.”

Another big area of focus is auditing gifts and donations passed through a company concerning projects carried out. His team works with companies to ensure their anti-bribery controls are as robust as possible, given the tough penalties on offer. 

“It’s a criminal liability for a company, and the directors will be liable if they don’t have the proper anti-bribery procedures in place,” Zadar said. “Accounts and financial teams are critical to making sure firms have proper internal controls.”

CRI is also on a mission to stamp out “box-ticking” compliance, which has traditionally been a problem across the Middle East due to the nascent regulatory framework. “If you’re conducting audits, nothing will happen if this is the way; you’ll never spot the problem,” he said. “The role of accountants, whether internal or external, to shape the controls and make sure they are implemented effectively.”

He said bribery through sales commissions, waste for public service, sexual extortion or sextortion as a form of corruption could be rife in some sectors. It was up to companies to ensure money wasn’t being paid outside official channels to staff. 

“We understand it’s a process for some firms who are not used to doing it this way, but we’re here to help,” he said. “Companies need to establish their compliance documentation and make sure it’s up to the standard. The most important areas are due diligence and anti-bribery policies. This should not be a paper-based box-ticking exercise, it has to be implemented, and every employee must know the company believes in zero-tolerance of corruption.” 

Visit ICAEW’s Fraud hub for related articles and case studies, or to see the original article, click here. 

 

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5 Reasons To Run Employee Screening

Being HR professional, we have to deal with rigorous recruitment cycles, and for this, we must meet with several candidates before closing the vacancy. Every HR person has their style of evaluating the candidates, but one thing that needs to be kept in mind before making the final hiring decision is to “Never judge a book by its cover” (Stonehouse, 2017), since at times we might overlook some critical points, perhaps due to a fancy resume or qualification. Every HR professional should consider a crucial step before taking a candidate on board: run employee screening.

According to Business Week – 16% of executive resumes contain false academic claims and/or material omissions relating to educational experience. The U.S. Department of Labor estimates that the average cost of a bad hiring decision can equal 30% of the first year’s potential earnings. If you are an HR professional and reading this article, then I can assure you that other HR professionals must be thinking, “is it worth investing additional time and money in pre-employment background screening service?” Let me tell you the key benefits that you can gain from conducting pre-employment background screening services:

1. Better Compliance: It Keeps You Out of Legal Issues

Let’s suppose one of your employees commits fraud in your company, and after investigations, you came to know that the employee did the same with previous employers. At this point, you will regret not conducting their background check, as if you had conducted their employment and criminal check, then you wouldn’t have hired them in the first place.

2. Ensures Credibility When Performing Sensitive Tasks

In addition to legal issues, some background checks can verify a candidate’s creditability in performing their on-job duties. For instance, when a candidate is being hired for the accounts department where petty cash and the company’s account handling are their primary responsibilities, their employment check may come across that his previous employment has concluded due to mishandling of accounts.

3. Safer Work Environment: Keep Employees and Clients Safe

Conducting Background checks can also convey a message throughout the company’s stakeholders, especially its clients, that all employees hired in the company have gone through rigorous checks. Therefore, the data shared by the clients are in safe hands, thus increasing the overall integrity of the company and its staff.

4. Verifies Education and Certification

The increase in the number of fake degrees has amplified the importance of pre-employment check of educations. Therefore, all degrees and certificates of the applicant under consideration should be verified. The outcome of verification is not just about checking an applicant’s honesty but also verifying the legal status of the degrees and their issuing authorities.

5. Stronger Hires, More Savings: It Gives an Overall Picture of the Applicants

Apart from the interviews, pre-employment background checks can help the interviewer to make their hiring decision accordingly. For instance, candidates may have successfully cleared the interview process, but in their employment checks, the company found that they had resigned from their services after they were accused of sexual harassment by colleagues. Irrespective of how competent a candidate is for the vacancy, such red flags regarding the candidate’s behaviour can completely change the hiring decision and safeguard the company from future issues.

It is indeed worth spending extra time and money on pre-employment background screening because making a wrong hiring decision can not only increase recruitment cost and time but may also incur the cost of damage that employee has given to the company, whether in the form of litigation’s or damaging the company’s goodwill.

5 Reasons To Run Employee Screening
5 Reasons To Run Employee Screening
5 Reasons To Run Employee Screening
5 Reasons To Run Employee Screening
5 Reasons To Run Employee Screening

 

So, If Your Company is not Conducting Background Screening! Think Again!

Being in HR, you might be creating liability for the company by making the wrong hiring decision. It’s never too late to correct your actions, so contact us, and we can provide our employment background screening services. As it is rightly said, I quote, “better safe than sorry” (Bateson, 2008). 

CRI Group™, based in London, works with companies across the Americas, Europe, Africa, Middle East and Asia-Pacific as a one-stop international Risk Management and 

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. 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. CRI Group also holds BS 102000:2013 and BS 7858:2012 Certifications, is an HRO certified provider and partner with Oracle.

References

  1. Bateson, J., 2008. Building Hope: Leadership in the Nonprofit World. United States Of America: Greenwood Publishing Group.
  2. Stonehouse, R. A., 2017. You’re Hired! Job Search Strategies That Work. 1st ed. s.l.:eBookIt.com.

 

 

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CRI Group™ Celebrates World Accreditation Day

Accreditation has a positive impact on consumers, suppliers, purchasers, and regulators across industries and organisations all over the world. Proper accreditation and certification can demonstrate necessary expertise and training, and ensure quality and reputability.

That’s why CRI Group™ and its ABAC™ Center of Excellence celebrates World Accreditation Day on Wednesday, 9 June 2021. We understand that being affiliated with leading certification and accreditation bodies around the globe provides assurance to our clients, partners, and governing organisations that we have the highest level of knowledge and rigorous testing that our field requires.

World Accreditation Day (#WAD2021) is a global initiative established by ILAC and IAF to promote the value of accreditation. This year’s theme is Accreditation: Supporting the Implementation of the Sustainable Development Goals (SDGs): “The SDGs are at the core of the United Nations’ 2030 Agenda for Sustainable Development, a broad and ambitious plan of action with the overarching objective of leaving no one behind. Accreditation, in collaboration with other quality infrastructure institutions, provides the technical foundations that are critical to the functioning of developed and developing societies. It enables industrial development, trade competitiveness in global markets, efficient use of natural and human resources, food safety, and health and environmental protection”.

While the COVID-19 pandemic might have disrupted the WAD celebration this year, CRI Group™ and ABAC™ encourage you to celebrate with us online while sharing Joint Statement, Poster, Brochure and videos from the IAF-ILAC Youtube channel published by IAF and ILAC for WAD 2021 to raise awareness on the value of accreditation and look into our certification opportunities and how can it help you to contribute to UN’s SDGs.

Accreditation, WAD, accreditation day

 

World Accreditation Day: Contribute to Sustainable Development Goals with ISO Standards

International Standards published by ISO represent globally recognized guidelines and frameworks based on international collaboration. ISO standards “provide a solid base on which innovation can thrive and are essential tools to help governments, industry and consumers contribute to the achievement of every one of the SDGs”. For every SDG goal, ISO has identified the standards that make the most contribution. We are proud to announce that all ISO standard certification, implementation or training offered through ABAC™, contribute to at least 3 of the UN’s sustainable development goals.

On this year’s World Accreditation Day, visit our ABAC™ to read the full article and learn more about how your organisation can benefit from ISO standards today.

 

About us…

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, 

, 
العناية الواجبة 360°
, 
حلول الامتثال
 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 BS102000:2013 and BS7858:2019 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 organizations. Contact ABAC™ for more on ISO Certification and training.

 

MEET THE CEO

Zafar I. Anjum is Group Chief Executive Officer of CRI Group™ (www.crigroup.com), a global supplier of investigative, forensic accounting, business due to diligence and employee background screening services for some of the world’s leading business organisations. Headquartered in London (with a significant presence throughout the region) and licensed by the Dubai International Financial Centre-DIFC, the Qatar Financial Center – QFC, and the Abu Dhabi Global Market-ADGM, CRI Group™ safeguard businesses by establishing the legal compliance, financial viability, and integrity levels of outside partners, suppliers and customers seeking to affiliate with your business. CRI Group™ maintains offices in UAE, Pakistan, Qatar, Singapore, Malaysia, Brazil, China, the USA, and the United Kingdom.

Contact CRI Group™ to learn more about its 3PRM-Certified™ third-party risk management strategy program and discover an effective and proactive approach to mitigating the risks associated with corruption, bribery, financial crimes and other dangerous risks posed by third-party partnerships.

 

CONTACT INFORMATION

Zafar Anjum, MSc, MS, CFE, CII, MICA, Int. Dip. (Fin. Crime) | CRI Group™ Chief Executive Officer

37th Floor, 1 Canada Square, Canary Wharf, London, E14 5AA United Kingdom

t: +44 207 8681415 | m: +44 7588 454959 | e:

zanjum@crigroup.com

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Mubadala Petroleum Achieved ISO 37001 ABMS Certification Through CRI Group™

Corporate Research and Investigations Limited (CRI Group™) announced that Mubadala Petroleum, a leading international oil and gas company, has successfully achieved ISO 37001 Anti-Bribery Management Systems certification.

The announcement was made by Zafar Anjum, CEO at Corporate Research and Investigations Limited. “We are honoured to certify Mubadala Petroleum for ISO 37001, as the ethical and transparent front-runner in the oil and gas industry.”

Mubadala Petroleum is a leading international, upstream oil and gas exploration and production company that manages assets and operations spanning ten countries globally, with a primary geographic focus on the Middle East and North Africa, Russia and Southeast Asia.

The ISO 37001 certification was achieved through ABAC™ Certification, a component of CRI Group’s Anti Bribery and Anti-Corruption (ABAC™) Center of Excellence, accredited by the Emirates International Accreditation Center (EIAC) for administering ISO 37001 ABMS certification.

ABAC’s Scheme Manager, Huma Khalid added: “Mubadala Petroleum was very motivated to achieve the globally recognised certification to prove their commitment to the highest integrity and accountability levels across the world. It is an honour to certify Mubadala Petroleum in the UAE in numerous business areas including but not limited to ABC ethics & compliance, ABC risk assessment and management, business management, investigations and reporting, due diligence and employment procedures. It is encouraging that exponential number of worldwide organisations start deciding to not only commit to their sustainable business commitments but also achieve certification to promote transparency inside and outside their organisations.”

 

حول مجموعة سي آر آي (CRI Group™)

Since 1990, CRI Group™ (Corporate Research and Investigations Limited) has safeguarded businesses from fraud and corruption, providing insurance fraud investigations, employee background screening, investigative due diligence, third-party risk management, compliance and other professional investigative research services.

CRI Group’s ABAC™ Center of Excellence provides certification and training solutions to local organisations in the field of Anti-Bribery Management Systems, Risk Management Systems, ISO 37301 Compliance Management Systems.

 

Stop Bribery and Corruption Today – With ISO 37001 Certification!

Corruption and bribery affects any organisation, large or small, public or not-for-profit. It has the potential to cause severe harm to your business, including financial loss, dire legal consequences, damage to your brand, company’s reputation and sustainable development. Therefore anti-bribery needs to be managed correctly and effectively.

ISO has developed a standard – ISO 37001:2016 ABMS – to help organisations promote an ethical business culture. “Designed to help your organisation implement an anti-bribery management system (ABMS), and/or enhance the controls you currently have. It helps to reduce the risk of bribery [and corruption] occurring and can demonstrate to your stakeholders that you have put in place internationally recognised good-practice anti-bribery [and anti-corruption] controls”.

ISO 37001 CERTIFICATION

 
 

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Background Screening Trends You Need To Know Now

COVID-19 has changed our lives significantly, changes are happening across all areas, and pre-employment background checking is no exception. Organisations worldwide have focused on ‘pandemic-proofing’ their employment background checks to ensure they pick the right talent despite the constraints, offering a positive candidate experience and staying compliant with the new legal amendments. Let’s look at a few major background screening trends that you as an employer need to know to screen your potential employees efficiently.

Anticipated Delays in Screening

Employers are experiencing noticeable delays in screening candidates because of the inability to receive information from courts and educational institutions owing to their temporary closure. Several people who managed to clear interviews in this pandemic are waiting to join their organisations because their screening reports are still pending.COVID-19 has made educational verification a tough nut to crack in a few countries in the APAC region. They demand physical visits to ascertain the credibility of the qualifications mentioned by the candidate. Employers are now forced to make the best decisions possible with whatever information is available in digitised records. Large employers are seen to use automated methods for employment verification. Employment verifications can proceed with minimal to no obstructions as long as the repositories holding employment records remain operational.

Drug Testing is Changing:

Pre-employment drug testing is becoming a tough nut to crack since COVID-19 began spreading. Employers are not able to perform drug screening as per conventional processes. In-person visits are not permitted in labs. You may also find candidates hesitant to visit busy public labs for testing. In regulated industries where drug testing cannot be forgone, there might not be other options than to plan for delays and reschedule your hiring process.

In a few other industries, alternative options exist. Several clinics offer specimen collection services with text-ahead services – candidates can book appointments online. They will be reached by the lab technicians whenever they are available. The best part is that candidates can remain self-isolated in their cars until being reached rather than in the waiting room. Some employers also choose alternative ways like mobile collection services that reach out to the candidates directly at their homes.

Oral fluid testing is also gaining attention. A quick swab can help you test the candidate for recent usage of cocaine, opiates, cannabinoids, and other narcotic drugs. Candidates can swab their mouths while the observer remains at a distance safely. Trained observers are even assisting candidates in the oral fluid collection through video conferencing apps to collect the oral fluid correctly, seal it properly, and deliver it to the labs.

Post-employment Background Screening – a Viable Option?

Employers are recently conducting a background check after recruiting employees into the organisation. Yes, you read that right! They choose to hire based on whatever information is available to them and opt to postpone background screening when all courts and educational institutions are open to verifying records.

While post-hire background checks on employees look viable, employers should remain aware of the risk they may face by making wrong hires – spending time training new hires only to fire them due to findings obtained by screening them.

As an employer, you may want to check your background screening disclosures provided to employees and ensure an option regarding future background checks that they have assented to. Even then, it is always better to notify employees and receive consent from them whenever you want to perform a screening check.

With background checks for employment being crucial in the recruitment process, neglecting it will bring serious repercussions. Companies will have to look for more viable and compliant options to meet this need while selecting background check companies. You must choose a background checker who can adapt to the circumstances and tweak their solutions to support your talent recruitment process.

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, 

, 
العناية الواجبة 360°
 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.

 

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The Story of Our CEO and Company

The Story of CRI Group™

By

ظفر أنجوم
, Group CEO

THE BEGINNING: EVENT THAT CHANGED ME

Shortly after leaving the Pakistani Rangers in 1994 (five years after my graduation), I took over my father’s private investigation organisation – called, at the time, the Metropolitan Detective Agency. During this period, I was involved in investigating a case of suspected insurance fraud. The case involved a grandfather attempting to lay claim to his daughter’s life insurance settlement following her death under the pretext that he was responsible for the guardianship of her four orphaned children. After investigation, it was revealed that this was not the case and that the grandfather was attempting to defraud his late daughter’s insurance company.

Much like my feeling towards the case, the situation’s outcome could be characterised in two ways – one positive and one negative. I remember the overwhelming pride I felt in our success on the positive side. However, this was somewhat overshadowed by a sense of what is perhaps best articulated as injustice – I saw first-hand how fraud is damaging. And although fraud was having (and continues to have) a detrimental effect on the people, the lack of an effective solution to the problem meant that, frustratingly, such crimes were able to continue.

UNCOVERED MY FIRST FRAUD; WHAT’S NEXT?

Whilst I had managed to deal with one case of fraud and thus prevented the successful committing of a crime, this was just a single instance of fraud – I had done nothing to move towards an overall reduction of the problem. In other words, I concluded that I had managed to treat a mere symptom rather than the underlying illness.

DEDICATION TO INVESTIGATING FRAUD

Although the case itself was not particularly unusual, at least as far as fraud cases go, one particular aspect of the affair struck me – that, in contrast, most crimes are dealt with by the justice system, and fraud is peculiar. It often mandates investigation by an external agency or organisation that specialises in fraud detection. I noticed that such organisations were sorely lacking in Pakistan at the time – and that there was a distinct lack of counter fraud education in the general population, which aided those committing fraud greatly. Furthermore, even where individuals were aware that they were being defrauded, they lacked knowledge of effectively resolving disputes between themselves and the defrauder.

With this analysis in mind, I concluded that there needed to be significant growth in the counter-fraud industry within Pakistan. This is where the privatised nature of fraud investigation could make a significant positive impact. 

Although the police might not have had the resources to deal with fraud in its entirety, there was certainly an incentive for private companies to increase their spending in this area. In other words, there was a clear market opportunity for the expansion of the anti-fraud industry, and one that I knew how to fill with my experience and knowledge. Although I am market-minded as a matter of business necessity, it has become apparent to me over recent years that I am at my most motivated not when I am seeking organisational growth but when I am seeking professional development.

Corporate Research and Investigations (CRI®) Group's First Logo

Corporate Research and Investigations Ltd (CRI Group’s First Logo)

FUTURE PLANS: CRI GROUP™ EXPANSION

With this conclusion in mind, I continued with the operation and expansion of Corporate Research and Investigations Limited “CRI® Group”. As well as expanding the CRI® Group, I began to take more and more of an interest in the professional aspects of fraud investigation. For this reason, in 1995, I became the first member of the Association of Certified Fraud Examiners from Pakistan, and in 1998 I was appointed the Area Governor for Pakistan and the Middle East by the World Association of Detectives.

The Area Governor appointment letter, issued to Zafar Anjum by World Association of Detectives, 1998

The Area Governor appointment letter, issued to Zafar Anjum by
World Association of Detectives, 1998

If I were to summarise the one lesson that I learned due to my early experiences in Pakistan, it would be important to expand counter-fraud and counter-corruption to where it is needed. The ramifications of this lesson did not end when I left Pakistan either. My awareness of areas into which fraud prevention might be further expanded has continued. For this reason, I have taken a particular interest in the emerging area of corporate corruption and fraud.

CRITICAL REFLECTIONS ON MY PERSONAL DEVELOPMENT

Being a business owner, it is only natural that my personal development has been attached to the development of my organisation. As noted above, I have sought to have my organisation grow in line with my field – where there has been a need to combat corporate corruption and fraud, I have sought to conquer the resulting market. Similarly to how I have sought to expand my business, I have also found it necessary to seek out personal development opportunities whenever they become available. To this end, I have consistently been seeking out academic development since 2009. I have since completed an ICA International Diploma in Financial Crime Prevention, ICA International Diploma Governance, Risk and Compliance, ICA International Diploma in Anti-Money laundering, and MSc in Counter Fraud and Counter Corruption Studies. I completed another Master in Fraud and Financial Crime with Distinction and a Master of Laws (Legal Practice Intellectual Property). It is only natural that I am currently seeking to learn academically and contribute something to academia in the form of my PhD thesis.

In terms of personal development, I can therefore consider myself lucky to bring my career experience to doctorate-level study. Still, I will be able to take what I have learned at the doctorate level and apply it in a professional setting. Although I am market-minded as a matter of business necessity, it has become apparent to me over recent years that I am at my most motivated not when I am seeking organisational growth but when I am seeking professional development.

Hard work and dedication are two values ingrained into our core and are found in all facets of our operation. We believe that true value comes from fostering trust with our colleagues and clients at an equal level. We take great care in keeping integrity at the forefront of our Anti-Corruption, Compliance and Risk Management services. We wish to build long-term relationships in which we can be counted on to provide efficient and cost-effective services.

CRI® Group's very first international directory advertising in the UK during 1998

CRI Group’s very first international directory advertising in the UK during 1998

Looking Forward…

I believe it is important to constantly look for ways of improvement, especially in this rapidly changing industry. Each new technological development is an opportunity for us to advance our capabilities and competencies. Making use of the finest equipment and the most advanced technologies is one of the many ways that we set ourselves apart from the competition. I take great pleasure in implementing the most innovative ways to provide for our colleagues and team.

Our goal is to provide principled and reliable Anti-Corruption, Compliance and Risk Management Services for our clients. With the shifting marketplace, we pride ourselves on maintaining our core values as a constant. The message to our client is that your satisfaction is the main driving force behind our business. When you choose our services, you can expect a professional, high-quality experience every time.

Thank you all for your dedication, and congratulations on our 32nd anniversary!

With gratitude and wishing for more years to come for the CRI Group™ family,

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CRI™ is Welcomed to the Association of Corporate Investigators (ACi)

The Association of Corporate Investigators (ACi) has approved the Corporate Research and Investigations (CRI Group™) as a member of its global community of investigators.

CRI™ is now part of a global community that exclusively champions the role of investigators. Our membership connects the CRI® team to colleagues across the globe and provides access to an abundance of events (live and on-demand), education and resources. ACi also offers vast scope for enriching our profile and contributing our voice through speaking at events, authoring articles or taking the lead in a region or sub-region.

The role of corporate investigators and those who support them have never been of such significance. With this membership CRI® Group will be able to share thought leadership, cross-industry insights,  increase our networking opportunities and centralised resources. 

ACi was Born to Address the Needs of Corporate Investigators

The ACi is a global not-for-profit association founded by corporate investigators to meet the needs of the corporate investigation community in its widest sense, from entrants to seasoned professionals, across all sectors. Investigations are recognised as part of corporate DNA. The global investigations community, and all its related service and technology specialists, is estimated to exceed 500,000 people.

ACi association exists to serve and to build this growing community, actively promoting diversity, equity and inclusion as central to our member-led mission. ACi are developing the gold standard in corporate investigations training, drawing from leading industry experts in our community.

ACi brings together investigators who work internally and externally, in the private and public sectors, NGOs, and not for profits, united in our pursuit for professional excellence in corporate investigations.

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, 

, 
العناية الواجبة 360°
, TPRM, 
حلول الامتثال
, 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.

 

Why Partner with CRI Group

In 2016, CRI Group launched Anti-Bribery Anti-Corruption (ABAC ) Center of Excellence – an independent certification body that provides education and certification services for individuals and organisations on a wide range of disciplines and ISO standards, including ISO 31000:2018 Risk Management- Guidelines; ISO 37000:2021 Governance of Organisations; ISO 37002:2021 Whistleblowing Management System; ISO 37301:2021 (formerly ISO 19600) Compliance Management system (CMS); Anti-Money Laundering (AML); and ISO 37001:2016 Anti-Bribery Management Systems ABMS. ABAC offers a complete suite of solutions designed to help organisations mitigate the internal and external risks associated with operating in multi-jurisdiction and multi-cultural environments while assisting in developing frameworks for strategic compliance programs. Contact ABAC for more on ISO Certification and training.

CRI Group invites you to schedule a quick appointment with us to discuss in more detail how our risk management solutions can help you and your organisation. 

احجز موعد اجتماع الآن!

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How is COVID-19 Radically Transforming the New-Hire Experience

The COVID-19 pandemic has been a challenging time for industries, organizations and their teams on every level. HR leaders had to adapt to a new normal quickly. Along with coping with the closing of workplaces and adjusting to working from home, many organizations had significant recruitment, vetting and onboarding activities. With two-thirds of employers reporting increased productivity for remote workers than in-office workers, businesses also discovered the benefits of a remote and flexible workforce. With the human element of HR almost vanishing overnight, HR leaders had to learn how to leverage the “digital” aspect of their jobs, ramp it up and implement it across their processes to deliver a new-hire experience and an overall good employee experience. And these changes are very likely to stay for the long haul.

This article explores how COVID-19 radically transformed the new-hire experience from recruitment to background screening, onboarding, and retention. We also explore some of the advantages of these changes and how you can leverage the new normal into your employee experience and increase retention.

The New Normal

When COVID-19 struck, companies were faced with the difficult task of hiring quickly and economically, continuing effective onboarding processes, and changing the overall new-hire experience whilst managing the day-to-day risks and ever-changing challenges. COVID posed a lot of challenges when it comes to recruitment, such as:

  1. Navigating the new realm of virtual recruitment.
  2. High demand for recruitment in specific sectors (e.g., pharmaceuticals, retail supermarkets, delivery companies, transportation, retail banks, healthcare).
  3. The need to hire employees with a specific skill set (e.g., digital marketing, IT teams, customer service).
  4. Accommodating for existing staff working from home.
  5. Considering the long-term and short-term economic impact of hiring during the uncertainty of the pandemic.

There was also the onboarding process. Before the pandemic, some would say the process of onboarding an employee begins when the candidate is offered the position and continues until the new employee is considered productive – which could be anytime from the end of a probation period, for example, to a full year and the first appraisal. However, according to a recent survey by CareerBuilder, 25% of employers reported that their onboarding process took a day or less. In comparison, 26% spent a week, 21% over a month, and 11% said their onboarding process extends over three months or longer.

Furthermore, during the pandemic, the number of cases of employee fraud and misconduct grew substantially. In a survey conducted last year by CRI Group, an overwhelming number of respondents said the COVID-19 pandemic is affecting human resources at their company. There are also concerns about fraud, and the protection of confidential information, as much of the workforce has gone virtual in work-from-home (WFH) arrangements. CRI Group’s survey measures the pulse of human resources during a challenging time in business worldwide. The largest number (38%) of survey participants were human resources professionals, but respondents also included managers (19%); executives, directors and administrators (27%); and other roles.

Being digital in a COVID world, where face-to-face interaction is no longer possible, is mostly about optimising the end-to-end employee experience and leveraging data to deliver a somewhat personal employee onboarding experience. Outlined below are ten fundamental tips that support it:

1. Integrate Employee Information from Screening to Onboarding and Deployment

Managing data is a challenge, but it is essential to ensure that the monitoring and engagement of the new hire remain consistent throughout the onboarding lifecycle. Integrate a system that includes Applicant Tracking System (ATS), recruitment, background screening, onboarding, and performance management, and learning/development systems.

2. There are no Shortcuts in Recruitment; Background Screening is More Critical than Ever

Many companies are hiring at an accelerated rate – especially in the medical profession and industries dealing with infectious diseases, medical supply, pharmaceutical companies and research facilities. A need for quick and effective pre-employment screening has arisen, but that is precisely why proper background screening is critical during COVID. Take the revised BS7858:2019 standard: When establishing policies and practices around the standard and vetting new hires against the standard, organisations can show that they place a high value on hiring individuals who possess integrity. Organisations can then task their new hires with responsibilities designed to keep their co-workers, customers and information safe from the negative forces that have become more prevalent in today’s ever-changing COVID-19 world.

3. Reduce Insider Fraud or Misconduct Risk and Increase Employee Integration Success Rate from the Get-Go

Unfortunately, during the COVID-19 crisis, employee fraud has increased. According to a 2020 report from the Association of Certified Fraud Examiners, 5% of all revenue generated by organisations – some three and a half trillion pounds globally – is lost every year through fraud committed by employees. Effective background screening for candidates and employees is an essential and effective countermeasure.

4. Leverage HR Technology, Social Media and Remote Working to Elevate the Employee Experience

Remote working is very much a given in this era, so you must leverage technology to not only facilitate your new hire now but their job as a future permanent employee. It will also reduce the need for face-to-face support while at the same time encouraging pro-activity and self-service. In today’s reality, employee experience is not just about boosting employee engagement but more about employee support effectiveness as a whole – while reducing dependencies on HR at the same time.

5. Engage New-Hire from the Get-Go

Employee onboarding starts not just when the employee joins the organization. Your very first email is the first experience the candidate has with your organization. In the fast world of recruitment, too many sure candidates drop your process or reject your offers for a better one. It is essential to keep the candidate engaged while at the same time initiating a slow process of integrating her/him into the organization asap — by doing so, you will improve the offer-to-join ratio.

6. Accelerate the Time-to-Competency for New Hires by Reducing the Learning Curve

It is important to establish expectations, set clear goals for the new hire, and monitor them consistently. Investing in employees’ professional development has always been an attractive “benefit” of any luring organization. With COVID and the inability to learn on the job, this is more important. Why? Employees at all levels worldwide have been flung into a different and new way of working, which requires a very different skill set. According to Gallup, organizations that invest in employee development report 11% greater profitability. Every individual has his/ her learning style and ways of retaining information, so leverage all the digital tools available such as on-demand videos, live chats, virtual assistants, and other forms of interactive self-paced learning options.

7. Up-skilling Your People by Providing Learning and Knowledge Retention Tools on Demand

Learning is key to making an employee productive. Training new and current employees to cope with the ongoing changes from the COVID-19 pandemic will help them remain productive. Employee retention like this is invaluable, especially as recruitment has become that bit trickier in a remote world. Do not lose top talent, knowledge and experience, for lacking that extra level of support.

8. Mental Health is Critical; It is Time to Acknowledge and Practice it

The turbulence of today’s dual health and economic crises is unprecedented and is affecting employees. PwC’s 2020 Global Consumer Insights survey shows a shift in the consumer’s priority, with 69% saying they are caring more about their mental health and physical fitness, and 63% saying they want to eat healthier as a direct result of the COVID-19 pandemic. A study from Tilburg University in the Netherlands (commissioned by the IOSH – Institution of Occupational Safety and Health) estimated around 12.8 billion working days are lost due to anxiety and depression. The study concluded that organizations could help prevent mental health problems from becoming more severe and achieve a more sustainable workplace by paying attention to each individual’s situation and conditions. Employers must emphasize meeting individual needs and finding a more tailored approach where the new reality can safely “cohabit” with a desired new future. Leveraging social media to provide a robust peer support system is equally helpful – these will aid the onboarding process.

9. The Employee Continuously Due Diligence

Conduct a periodic review of existing employees. Investing in due diligence is vital to mitigate the risks and identify fraud. Periodically screening and vetting existing employees can protect and enhance the overall security of your organization.

10. Cut Costs Drastically

Leveraging these new changes and integrating them into your onboarding cycle can help reduce expenses drastically across your business. It eliminates the cost that comes when placing the wrong candidate.

EmploySmart – Take the First Step Towards Transforming Your Employee Background Screening!

Businesses have to adapt quickly to survive, which can mean cutting steps in their hiring process, and no one knows how this will play out. Using a vendor to conduct your background screening effectively will invaluably make your onboarding process more scalable. It will allow you to focus on delivering consistently superior services to new hires across the board and, more importantly, focus on the fun stuff like supporting the new hire on their continued improvement.

We understand how important it is to monitor all stages from recruitment to onboarding and from onboarding to learning and development; that’s why our employee screening reports are easy to “transcribe” to whatever HR ecosystem you use. Our reports will essentially complement the effectiveness of any employee onboarding process and, therefore, your HR department.

Mitigate the employee risk impact! Learn how with this FREE eBook. Taken as a whole, this eBook is the perfect primer for any HR professional, business leader and company looking to avoid employee background screening risks. It provides the tools and knowledge needed to stay ahead of COVID-19 effectively. DOWNLOAD now!

EmploySmart | Most Robust Employee Background Check Service

How do you know the candidate you just offered a role to is the ideal candidate? Are you 100% sure you know that everything they’re telling you is the truth? 90%? They showed you a diploma, how do you know it’s not photoshopped? Did you follow the correct laws during your background checks process? Employee background checks and necessary screenings are vital to avoid horror stories and taboo tales that occur within HR, your business, or even your brand – simply investing in a sufficient screening can save you time, money and heartbreak.

CRI® Group has developed EmploySmart™, a robust new pre-employment background screening service, certified for BS7858,  to avoid negligent hiring liabilities. Ensure a safe work environment for all – EmploySmart™ can be tailored into specific screening packages to meet the requirements of each specific position within your company. We are a leading worldwide provider, specialized in local and international employee background checks, including pre-employment and post-employment background checks.

 

EmploySmart | Most Robust Employee Background Check Service

How do you know the candidate you just offered a role to is the ideal candidate? Are you 100% sure you know that everything they’re telling you is the truth? 90%? They showed you a diploma, how do you know it’s not photoshopped? Did you follow the correct laws during your background checks process? Employee background checks and necessary screenings are vital to avoid horror stories and taboo tales that occur within HR, your business, or even your brand – simply investing in a sufficient screening can save you time, money and heartbreak.

CRI® Group has developed EmploySmart™, a robust new pre-employment background screening service, certified for BS7858,  to avoid negligent hiring liabilities. Ensure a safe work environment for all – EmploySmart™ can be tailored into specific screening packages to meet the requirements of each specific position within your company. We are a leading worldwide provider, specialized in local and international employee background checks, including pre-employment and post-employment background checks.

 

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, COVID-19 Insights, Employee Background Check, Resources by admin
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حقوق الطبع والنشر لعام 2023 لمجموعة سي آر آي (™CRI Group). جميع الحقوق محفوظة.