Think Employee Background Checks are a waste of time? Think again!

So you think an Employee Background Check is a waste of your time? Here are some alarming stories for you:

Why an Employee Background Vetting is an Indispensable Recruitment Tool

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.  

The concept of Employee Background Check

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.

Advantages of an Employee Background Check

Organisations carry out such checks due to a myriad of reasons. Some of these include:

• Validating the resume
• Learning about the nature of the candidate
• Behaviour at past offices
• Learning about criminal experience

What to include in Employee Background Checks?

• History of employment: Verify the references given by the candidate as it confirms their behavioural and working patterns with previous employers. 
• Criminal background: It is essential to confirm that the candidate does not have a criminal history.
• Credit history: Knowing the credit rating of your candidate is also important as this reveals the integrity of the employees. 
• Terror Watch List: For the businesses running in countries like the USA, checking the Terror Watch List against names of their candidates is especially critical.
• Checking Social Security: Organisations should check the legitimacy of Social Security Numbers of candidates. This will also confirm if the candidate has been using other names.
• Checking public/court records: This is done to check if the candidate has been implicated in any sort of court proceedings or not.
• Reference checks: There are two types of reference Employee Background Checks: personal and employment. Both facilitate in confirming the integrity, reliability, steadiness, and personality of the employee.
• Checking Sex Offender Registry: A Sex Offender Registry check must be conducted as well so you don’t endanger others, especially in roles surrounding children and other susceptible individuals, by hiring a sexual predator.
• Education check: This is carried out to determine the authenticity of the various credentials provided by the candidate you are planning to recruit.
• Driving Records: If your candidate is required to drive a company-owned vehicle, then checking driving records and license is essential for you.
• Record of Military Service: You need to pay attention to some key measures while hiring a candidate with a military service record. That is why checking the military service records of your candidates is also important.
• Compensation Record: Checking the candidate’s compensation claims from past employers is also significant before hiring an employee.

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:

Do’s

• Having a consistent background checks policy and detailing how the policy should be used.
• Getting legal advice on how to conduct background checks under the local legal framework.
• Giving the applicants a chance to clear up any faults or misconstructions appearing on their documentations and during the interview process.
• Employing a Background Check service provider who is compliant with the legal frameworks of your region
• Understanding the difference between background checks vs investigative consumer reports.

Don’ts

• Avoid background checks on an applicant-by-applicant basis. The checks should be carried out for everyone.
• Avoid making the assumption that some parts of the background check process are routine
• Avoid making decisions without giving the applicant a chance to respond.
• Avoid assuming that any companies seeking information about an individual are legally compliant.
• Avoid requesting information about the character or personal and the private life of an individual while verifying the historical employment facts.

Necessities for conducting Employee Background Checks

• You need to have a candidate’s full name, date of birth, and Social Security Number for doing a background check.
• If you want to check credit reports, military records, and school transcripts, you need the candidate’s permission.
• If you hire an outside company to do the background check, you need to take the candidate’s permission.
• If the candidate denies the permission, you will be entitled to take the candidate out of consideration for that job profile.

What are the disadvantages of an Employee Background Check?

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!

GET IN TOUCH

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 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.

Filed under: All Industries, All Regions, Industry Insights, Resources by Roque Fernandes
No Comments »

How does Human Rights Due Diligence Legislation in EU affect Asia

Filed under: All Industries, All Regions, Business Intelligence, Compliance Solution, Due Diligence, Industry Insights, Investigative Solution by Roque Fernandes
Comments Off on How does Human Rights Due Diligence Legislation in EU affect Asia

Background Investigations: One-on-one interview with Zafar Anjum

Background Investigations: One-on-one interview with Zafar Anjum

Having dedicated his career to a background investigation, fraud prevention, protective integrity, security and compliance, Zafar Anjum is a distinguished and highly respected professional in his field. As Group Chief Executive Officer (CEO) at Corporate Research and Investigations Limited (CRI Group), he uses his extensive knowledge and expertise in creating stable and secure networks across challenging global markets. For organisations needing comprehensive project management, security, safeguard testing, background investigations and real-time compliance applications, Anjum is the assurance expert of choice for industry professionals.

Q: To what extent have you seen an increase in corporate fraud in recent years? What are some of the common themes and underlying causes?

Anjum: Fraud always seems to be increasing. No matter how sophisticated our attempts to prevent it become, perpetrators are always adapting with new methods. According to the 2020 Association of Certified Fraud Examiners (ACFE) Report to the nations, asset misappropriation is the leading type of occupational fraud. It makes up 86% of fraud cases and causes a median loss of $100,000. On the other spectrum, financial statement fraud schemes are the least common (10% of cases) but are the most costly, causing a median loss of $954,000. A typical fraud case can last 14 months before detection and cause a loss of $8,300 per month – a whopping 5% of an organisations revenue is lost to fraud each year. There are various factors at play here, but it starts with ‘tone at the top’. Basically, corporate culture often sets the tone for how strict or lax an organisation prevents or detects fraud. Combine a lax approach with a country or jurisdiction where corruption is still prevalent, even considered ‘business as usual, and there will likely be a fraud.

Q: Could you outline the benefits of using background investigations to reduce potential fraud? Under what circumstances is it prudent to undertake a background investigation?

Anjum: It should be a priority to conduct thorough background investigations when engaging in a merger or acquisition, an initial public offering (IPO), engaging suppliers, contractors or new clients – your client relationships can affect your organisation’s reputation and your ability – to name a few situations. This can help you avoid becoming entangled with third parties that have hidden fraud and other legal issues. It will also make you aware of a potential partner who has credit risk, has claimed bankruptcy or is faced with debtor filings, for example. In one case, a company was seeking to engage a new supplier for medical supplies and equipment. A background investigation revealed that the warehouse’s physical location – claimed by this ‘supplier’ did not exist. The company’s principal had previously been charged with a ‘criminal breach of trust’. Three other civil damages claims against the principal were discovered, with millions claimed in liabilities.

Q: What are some of the best practice approaches to conducting a background investigation? 

Anjum: One of the most important aspects of thorough background investigations is having a ‘boots on the ground approach. Online database searches can only take you so far. When conducting due diligence on entities or individuals, red flags that pop up often warrant further checking before they can be truly weighed as part of the decision process. For example, if you are considering partnering with another company and providing information for their physical location, do you have agents who can visit that location to make sure it is legitimate? Investigations sometimes discover that purported ‘headquarters’ is actually an abandoned home or vacant lot. Also, if certain credentials are claimed, you need to make phone calls or possibly a visit to the school or accrediting bodies to verify them. These are the important details that help you with facts that help guide your decisions.

EFFECTIVE RISK MANAGEMENT THROUGH BACKGROUND INVESTIGATIONS. FIND OUT HERE

Q: What kinds of legal or regulatory issues might complicate a background investigation?

Anjum: Privacy laws are probably the most important issue, and they need to be carefully understood and followed for every jurisdiction. In the UK, for example, the pandemic has created new data privacy issues, but prudent organisations are constantly evaluating their data protection strategies under the General Data Protection Regulation (GDPR). When it comes to background investigations, similar privacy considerations apply. You might want to check an individuals’ financial or credit history – relevant information if they own a business you seek to partner with or acquire, or if you are considering them for a high-level position at your organisation. Accessing such information is permitted in some jurisdictions and restricted by law in others. The last thing you want is to end up in court for violating someone’s privacy. It is best to engage a professional due diligence background screening firm. They will be trained and up-to-date on the laws governing your background investigations, plus they will have access to resources that most companies do not have.

Q: To what extent are background investigations more challenging in a cross-border or multi-jurisdictional context? How can these additional challenges be overcome or avoided?

Anjum: This goes back to the importance of having investigators in various locations, your ‘boots on the ground’, in your approach to due diligence. The world is much smaller these days as organisations seek to expand across international borders. And the COVID-19 is teaching leaders invaluable lessons in business efficiencies and future strategy. This can lead to obvious challenges – both following the laws and regulations in various jurisdictions and overcoming language and cultural barriers. That is why it is important to have access to locally-based agents – including certified fraud examiners and similarly credentialed professionals – to help with your checks, whether investigating a potential third-party partner or an individual being considered for employment. Another advantage is to have a set, written policy and process for conducting background investigations that you can reference and rely upon when undertaking key business decisions. In this way, your organisation is less susceptible to someone convincing you to bypass proper due diligence simply because it might seem logistically difficult to conduct an overseas investigation.

MITIGATE EMPLOYEE RISK BEFORE & AFTER HIRE? LEARN MORE HERE

Q: Once the background investigation results are collated, what are the key points to analysing?

Anjum: If red flags are uncovered, the best way to further investigate is to understand discrepancies. For example, suppose you are conducting background screening on a potential employee, and something comes up in their criminal record, rather than eliminating them from consideration. In that case, you should ensure that there was no error in your background check, investigate the discrepancy, gather all relevant information, and ask the person to explain what you found and why they did not disclose it. They might have an explanation that affects your decision process. In other words, do not overlook potential talent. According to Nacro, more than 11 million people in the UK have a criminal record – that’s 1 in 3 men – however, just over half of these had been convicted on only one occasion, and 85% were convicted before they were 30 years old. Not all of those have a prison record, however. Most convictions are for motoring offences, such as speeding or unpaid tickets.

Q: What essential advice would you offer to companies on developing internal policies and processes to combat fraud? should intensive background investigations form part of their standard procedures?

Anjum: Intensive background investigations should be a part of an organisation’s standard procedures. It should be part of a greater risk management plan, be set forth as written policy that owners and directors approve, and be reviewed and understood by management and other relevant personnel. Engage risk management professionals when developing your policies and procedures. They can help tailor a plan based o your organisation. Key questions to address should include; who will implement the plan, how an investigation is conducted, who evaluates and reports the results, etc. Sometimes organisations put forth a thorough, excellent programme for background investigations and then, six months or a year later, nobody is following it. The key to success is following through with it and ensuring your entire organisation understands the process and why it is so important. The security of your company depends on effective risk management.

The security of your company depends on effective risk management

Background investigations are critical to any company’s success because working with qualified, honest and hard-working employees and other businesses is integral to thriving in the business community. What you don’t know can hurt you, and the simple act of one bad decision can result in an unprecedented loss for your company. 

From vendor and third-party screening to employment screening, CRI Group recommends background investigations as critical proactive measures to help keep your business safe. An effective background screening investigation will help screen for bad apples that can cause havoc down the road. Because we maintain a diverse talent base comprised of multilingual and multi-cultural professionals, CRI can traverse obstacles that often impede international background investigations. That’s why we are frequently contracted by our competitors to conduct background investigations in geographic regions not serviced or accessible by larger investigative firms. 

Meet our 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 businesses 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 safeguards 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

37th Floor, 1 Canada Square, Canary Wharf, London, E14 5AA United Kingdom  e: zanjum@crigroup.com | LinkedIn | Schedule a meeting | t: +44 207 8681415 | m: +44 7588 454959

Filed under: All Industries, Background Investigation, Employee Background Check, Industry Insights, Resources by admin
No Comments »

Seven types of business risk you may want to address in your company

Filed under: Due Diligence, Industry Insights, Resources by admin
No Comments »

FCRA: Risk Assessment and Financial Crime

A thorough understanding of its financial crime risks is key if a firm is to apply proportionate systems and controls. The following are self-assessment questions to help you implement an efficient risk assessment to mitigate the risk behind finance crime.

Self-assessment questions:

• What are the main financial crime risks to the business?
• How does your firm seek to understand the financial crime risks it faces?
• When did the firm last update its risk assessment?
• How do you identify new or emerging financial crime risks?
• Is there evidence that risk is considered and recorded systematically, updated assessments, and appropriate sign-off?
• Who challenges risk assessments and how? Is this process sufficiently rigorous and well-documented?
• How do procedures on the ground adapt to emerging risks? (For example, how quickly are policy manuals updated and procedures amended?)

Examples of good practice:

• A comprehensive risk assessment.
• Risk assessment is a continuous process based on the best information available from internal and external sources.
• The firm assesses where risks are greater and concentrates its resources accordingly.
• The firm actively considers the impact of crime on customers.
• The firm considers financial crime risk when designing new products and services.

Examples of poor practice:

• Risk assessment is a one-off exercise.
• Efforts to understand risk are piecemeal and lack coordination.
• Risk assessments are incomplete.
• The firm targets financial crimes that affect the bottom line (e.g. fraud against the firm) but neglects those where third parties suffer (e.g. fraud against customers)

Using An External Services Provider to Conduct Your Financial Crime Risk Assessment

Aside from it often being difficult to schedule time for this type of review or know where to start, there is considerable benefit in having an independent, objective review of the financial crime risks your business faces. Corporate Research and Investigations Limited (CRI® Group) has a wealth of knowledge in Financial Crime and can help you identify risks and exposures that might otherwise be missed, thereby enabling appropriate procedures to be put in place.

To engage CRI® Group to conduct your Financial Crime Risk Assessment, contact the CRI® team. CRI® has a dedicated team of experienced compliance consultants who can provide expert assurance and peace of mind. Get in touch to see how we can help your organisation.

About CRI® Group

CRI® Group has protected businesses from fraud, bribery and corruption since 1990. We are a leading Compliance and Risk Management company licensed and incorporated entity of the Dubai International Financial Center (DIFC) and Qatar Financial Center (QFC). CRI® protects businesses by establishing the legal compliance, financial viability, and integrity levels of outside partners, suppliers and customers seeking to affiliate with your business.

In 2016, the company launched the Anti-Bribery Anti-Corruption (ABAC®) Center of Excellence. This independent certification body helps organisations mitigate internal and external risks by providing a complete suite of Anti-Bribery, Compliance and Risk Management programs.

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. Our global team can support your organisation anywhere in the world. 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 and 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.

Filed under: Due Diligence, Industry Insights, Resources by admin
No Comments »

What Is Corporate Compliance and Why It’s Important?

The Importance of Corporate Compliance

Corporate compliance should be an essential part of your business operations, regardless of size or industry. How does your business manage compliance and mitigate risk? Taking preventative measures can feel like a hassle up front. Still, it can save you untold organizational costs in the long run.

Corporate compliance violations can result in fines, penalties, lawsuits, loss of reputation, and more. Keep your business from learning the lesson the hard way. Start developing a compliance program today. This article will define compliance, what it means for your business, and how to create a successful compliance program.

What is Compliance in Business?

The definition of compliance is “the action of complying with a command,” or “the state of meeting rules or standards.” In the corporate world, it’s defined as the process of making sure your company and employees follow all laws, regulations, standards, and ethical practices that apply to your organization and industry.

Corporate compliance covers both internal policies and procedures and federal and state laws. Enforcing compliance helps your company prevent and detect rules violations, protecting your organization from fines and lawsuits. The compliance process should be ongoing. Many organizations consistently and accurately govern their compliance policies over time.

The Purpose of a Corporate Compliance Program

The purpose is to protect your business. It’s as simple as that. But the return on investment could be significant, helping you avoid waste, fraud, abuse, discrimination, and other practices that disrupt operations and put your company at risk.

Your corporate compliance program needs to be integrated with all compliance efforts enterprise-wide, from managing external regulations and internal policies to comprehensive employee training. By ensuring all departments and staff are working together to maintain standards, you can mitigate the risk of significant failures and violations.

An effective program improves communication between leadership and staff. It should include a process for creating, updating, distributing, and tracking compliance policies. After all, employees can’t be held responsible for rules and regulations they don’t know exists. But once they understand expectations, your staff can stay focused on your organization’s broader goals and help operations run smoothly. What’s more, when employees are adequately trained on compliance requirements, they are more likely to recognize and report illegal or unethical activity.

Maintaining compliance equips your employees to do their jobs well, reach their career goals, and keep customers happy. In turn, your company can achieve its goals and grow faster.

In the unfortunate event that your organization faces a lawsuit, your corporate compliance program will help in court.

As one report from Rutgers School of Law explained, “An organization that has made a robust effort to prevent and detect violations of the law by its employees and others acting for it will be treated less harshly than one that was indifferent to complying with the law.”

How to Create a Successful Corporate Compliance Program

Very few businesses can afford to procrastinate on a corporate compliance program. Don’t let hindsight be 20/20 for your organization. Have the foresight to take action today.

Your program should be carefully planned and implemented, with coinciding training programs to guarantee personnel are well-versed in all areas of compliance. Here are a few steps to establish or refine your corporate compliance program:

• Your corporate compliance program won’t run itself. One person should be assigned the responsibility of managing the program day-to-day.
• Depending on the size of your organization, you could have one compliance officer or several. Regardless, those in charge of the compliance program must have the authority to enforce the rules and hold staff at all levels accountable.
• They also need direct access to its governing body, including senior management or the board of directors.
• Access to senior management and authority to enforce rules is essential when potential compliance issues arise, empowering your officers to respond quickly. But communication goes both ways. The governing body needs to regularly assess the corporate compliance program’s effectiveness.

Corporate compliance fosters a workplace culture that values integrity and ethical conduct. This starts at the top. Your leaders need to follow the rules for the program to work. They should encourage ethical behavior and openly talk about the importance of compliance.

Company leaders should encourage employee input, emphasizing that they won’t be punished for reporting unlawful or unethical behavior.

The Department of Justice created a checklist for evaluating corporate compliance programs and suggested asking the following questions:

• How have senior leaders encouraged or discouraged the type of misconduct in question through their words and actions?
• What concrete actions have they taken to demonstrate leadership in the company’s compliance and remediation efforts?
• How does the company monitor its senior leadership’s behavior? How has senior leadership modelled proper behavior to subordinates?

Conduct Risk Assessments

Corporate compliance is about managing risk. To build an effective program, you need to know what compliance areas pose the highest risks to your organization. Once you have identified these areas, you can focus your resources on addressing them.

Federal and state regulations, as well as industry standards, are continually evolving. To avoid the risk of non-compliance, it’s essential to conduct regular assessments. The Association of Corporate Counsel (ACC) suggests conducting a risk assessment once a year.

A formal assessment process, like this one recommended by the ACC, can help your organization be proactive about preventing corporate compliance violations:

• Audit results
• Recent litigation
• Compliance complaints
• Employee claims
• Industry enforcement trends
• Compliance policies in each risk area

Establish and Maintain Your Code of Conduct, Policies, and Standards

Your corporate compliance program needs a well-defined code of conduct. Why? Because it can help define your program’s purpose and set expectations for behaviour.

The code of conduct acts as a foundation and should explain the following key points:

• Who is responsible for managing the program
• How employees should report misconduct
• Disciplinary measures for violating the code of conduct

Your corporate policies should build on top of that foundation by providing guidelines for specific areas of compliance. For example, they may address common corporate compliance violations:

• Corporate corruption
• Bribery
• Tax practices
• Conflicts of interest
• Record retention

The list goes on. But the exact areas you need to address will depend on your industry.

Once risk areas have been identified and policies created, you should establish procedures to help employees carry out policies correctly. Creating step-by-step guidelines makes it easier to follow procedures and identify non-compliance.

Risk areas in specific industries may require additional standards. For example, the Foreign Corrupt Practices Act may require you to keep detailed protocols for screening third-party business partners.

Properly Train All Employees

Compliance policies and standards are useless if employees don’t follow them. After establishing the policies and procedures for your corporate compliance program, you need to disseminate them to every member of your staff.

Ensure company officers, employees, and third-party vendors read and sign off on all compliance policies and procedures.

All employees and relevant vendors should be trained on laws, regulations, corporate policies, and prohibited conduct. Depending on the size of your organisation, you may want to conduct training tailored to specific employees in high-risk areas.

The ACC recommends that you track, document, and follow up on training. By implementing a compliance policy and training management tool, you can accomplish this and automate many of your manual processes. The right software lets you distribute policies, conduct online training, create custom tests, and more.

Improve Your Compliance

Creating or revising your compliance policies and training takes a lot of work. It’s an ongoing process requiring consistent monitoring and updates. But don’t wait until an incident has occurred to take action. If you and your compliance officers are already busy and time-constrained, finding the right time to implement a new program can be hard. The trick is finding a compliance management solution that fits your organization.

If you’re ready to take control of compliance, and protect your business from risk, learn more about CRI® Group compliance solutions and discover how we can help your corporate compliance program.

Compliance Solutions by CRI Group

Due Diligence 360° | Third-Party Risk Management 3PRM™ | Anti-Money Laundering Solutions 

CRI® Group’s compliance solutions are tailored to your organization’s needs, helping assure compliance in all areas and keeping you one step ahead of regulatory requirements.

Money laundering is a serious global issue, and recent legislation is aimed at requiring organizations to follow strict anti-money laundering protocols.

Our Due diligence 360° services provide the specialized intelligence needed by global financial institutions and multinational corporations to guarantee complete compliance with anti-money laundering (AML) regulations and legislations.

Manage your third-party risks confidently with customized 3PRM™ solutions for your organization or get certified. CRI® Group’s own exclusive, expert-developed 3PRM™ services help you proactively mitigate risks from third-party affiliations, protecting your organization from liability, brand damage and harm to the business.

Whether your organization has a large, well-established third-party program, is in the early stages of development, or is anywhere in between, 3PRM™ solution can improve the health of your program and future-proof your entire business in many forms.

CONTACT US 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, 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 B.S. 102000:2013 and B.S. 7858:2012 Certifications; is an HRO certified provider and partner of Oracle.

Filed under: All Industries, Background Investigation, Industry Insights, Resources by admin
Comments Off on What Is Corporate Compliance and Why It’s Important?

Risk Management & what can business intelligence do?

Businesses must manage risks because they can frequently prevent or minimize the financial, political, social, and cultural ramifications associated with them. Risk management is an effective tool to tackle uncertainties in the probability of an event’s occurrence that challenges decision-making. Many factors associated with risk management, including business intelligence, have the potential to be used to reduce such uncertainties. Business Intelligence services supports organizations in the making more accurate estimates and predictions by analyzing historical and current data and mitigating internal and external risks.

What is Business Intelligence? How are Investigative operations are compared to Intelligence operations? Business Intelligence (BI) is a phrase coined for the analytical procedures an organization commences.

Business Intelligence is a successful method of conducting market research as it merges data derivative from the peripheral environment (i.e., market and industry) in which an organization operates with data from the core environment of the organization as fiscal and controls data. When combined, this data can deliver a complete image of any business decisions a firm can make as a means of benefit to themselves; this ranges from operational decisions such as product positioning to strategic decisions such as pricing.

What Are The Five Basic Tasks Of Business Intelligence?

• Intelligence is used for business decisions….
• Following are the five steps siness Intelligence:
• The data is sourced from…
• The results of the analysis are…
• Being aware of your surroundings:…
• The risk assessment is that…
• Support in making decisions…

What is counted as Business Intelligence services?

Business Intelligence (BI) services can take on numerous forms and structures in today’s complex corporate environment. Business Intelligence services investigates everything from assets to the exterior disputes facing an organization. It can also appraise an organization’s employees to ensure that its integrity, reputation, and bottom-line profits are safeguarded from any malice and illicit activities.

CRI® Group takes two approaches to business intelligence services:

• Intelligence operations (via market research and analysis): we focus on researching your business’s future and potential growth – i.e. determine the commercial viability and potential for success in the market, analyze consumer behavior and business trends in that market, etc.
• Investigative operations (via commercial investigations): we focus on the status of your business – i.e. location of assets, financial information, identification of unmet needs of any market, gauge brand awareness and identity in the market, etc.)

What are intelligence operations?

Investigation and Evaluation facilities are constructed to aid clients during the business intelligence procedure. Intelligence operations are highly acclaimed by organizations of all industries. The service aids the preliminary phases of detecting the necessary components for a suitable corporate policy to the closing execution phases. At CRI® Group, we know that data is your greatest advantage when performing enterprise on several degrees.

Our market research will collect the mandatory statistics to make significant corporate decisions; everything from registering into other markets or industries to associating or partnering with other organizations (i.e., Mergers and Acquisitions) is covered in our BI Solutions. CRI® Group is proficient in understanding and transmitting this data to allow you to implement it into your corporate development; our experts are trained to the highest degree and understand how to get the proper data promptly.

CRI® Group’s methodology is to assist the organization in tracing corporate movements and market changes which, in turn, will aid in steering them through the practice of successfully conveying their brand in the larger market to then be able to market their goods and services accordingly. With representatives in nations across the globe, CRI® Group is distinctively situated to assist you in traversing cultural and regulatory environments to maximize your market potential in the regions you seek to trade.

Gaining insight into how your brand reputation affects potential buyers and understanding what motivates the market to purchase will enable you to establish effective marketing programs that impact your audiences and build brand loyalty among buyers. Why not check out our BI solutions brochure to learn more about our approach.

What are investigative operations?

It is no secret that every industry has its issues. However, some matters, such as Employee Theft, Company Fraud, rivalry, continuous malingering, or Industrial Espionage, can start on a moderately trivial scale. Still, as time advances, the culprit becomes brasher in their endeavors (typically due to an absence of discovery) instigating the situation to develop out of control and become detrimental to your commerce.

As an organization, you have every right to be involved with the internal activities of your firm; hence, carrying out commercial investigations on your employees as a means of curtailing threats is not out of the question. Our team of experts can support you to do this in a manner equally as ethical as it is providing as it delivers you the data you so greatly pursue.

Commercial investigations can be achieved for any form of an enterprise, including commercial, industrial, legal, and public sector corporations. Our team hails from diverse backgrounds, including military and fraud investigators, which is why CRI® Group is so adaptable in its approach to help you with intelligence and investigative operations. Why not check out our BI solutions brochure to learn more about our approach.

A little bit overwhelmed and wanting to learn more? Get in touch and let us know how we can help!

GET IN TOUCH

Filed under: Business Intelligence, Industry Insights, Resources by admin
No Comments »

How to protect your IP with brand protection investigations?

Intellectual Property (IP) is an exclusive right of the brand owner. This property includes intangible creations of the brand owners’ human intellect; therefore, the brand owners are lawful copyright or trademark owners. However, when unscrupulous individuals indulge in manufacturing and distributing counterfeit products of well-known brands, the result is the loss of sales, a tarnished brand image and erosion of brand loyalty, not to mention the ill effects of consumption by the consumer and the loss of revenue to the government. This is when Brand protection services are crucial to business integrity.

Counterfeiting threatens the fabric of national economies, endangers safety and frequently kills. It devalues corporate reputations, hinders investment, funds terrorism, and costs hundreds of thousands of people their livelihood annually. Companies and organizations face IP-related risks from a multitude of sources, namely:

• From within the organization itself;
• From entities in the ecosystem of the organization;
• From competitors;
• From independent 3rd parties; and/or
• From illegal entities.

It is important to consider the risks to your intellectual property and take the steps necessary to protect your brand. Because of the potential complexity of IP investigations you should consider consulting experts. Investigators who are specially trained to protect the brand equity and customer loyalty you’ve built by providing professional assistance in the areas of:

• Trade Secret Breaches
• Data Breaches & IP Leaks
• Theft of Proprietary Customer Data
• Copyright Abuse
• Unauthorized Use of Trademarks
• Counterfeit & Pirated Products
• Threats to Brand Integrity & Reputation
• Brand Imitation & Product Copying
• Global Counterfeiting Investigations

Getting help

Brand protection services can:

• Research and investigate the legal aspects of copyright, trademark and patent claims
• Identify the company and/or individuals that have breached your IP rights
• Perform background and financial investigations on subjects involved in IP infringement
• Pinpoint the source and location of the manufacturer in counterfeit product claims
• Establish new delivery channels for the trade of your products

As an integral member of the ICC Counterfeiting Intelligence Bureau, CRI® Group is certified to advise and assist organizations with intellectual property investigations involving grey market and product counterfeiting crimes.

CRI® Group utilizes various techniques, analytics, and global technology to investigate intellectual property infringements, including the use of international Counterfeiting Seizure Maps and International Anti-Counterfeiting Directories. Our strategic partnerships with IP firms worldwide ensure that leads are identified and investigated and claims are settled expeditiously.

VIEW OUR BROCHURE

CRI® Group Intellectual Property (IP) Investigations:

• Trademark Investigations
• Intellectual Property Acquisition Services
• Patent Investigations
• Brand, Media and Internet Monitoring Services
• Anti-Counterfeiting Programs
• Brand Integrity Programs
• Copyright Abuse Investigations
• Cyber Surveillance
• Litigation Support

 CRI® is an ideal partner to be the eyes and ears of brands across markets, offline and online. Our multidisciplinary experts regularly review and scan the online marketplaces to keep a close eye on fake products. From online surveillance to supply chain audits and real-time market surveys, brands will find CRI® the ideal long-term partner to keep a close eye on all markets. You, meanwhile, can focus on running the business and building your brand.

CRI® Group invites you to schedule a quick appointment with us to discuss in more detail how our Brand Protection Solutions can help you and your organization. 

BOOK A MEETING NOW!

About CRI® Group

For short, Corporate Research and Investigations Limited, or CRI® Group, has protected businesses from fraud, bribery, and corruption since 1990. Globally, we are a leading Compliance and Risk Management company licensed and incorporated entity of the Dubai International Financial Center (DIFC) and Qatar Financial Center (QFC). CRI® protects businesses by establishing the legal compliance, financial viability, and integrity levels of outside partners, suppliers and customers seeking to affiliate with your business. Based in London, United Kingdom, CRI® is a global company with experts and resources in key regional marketplaces across the Asia Pacific, South Asia, the Middle East, North Africa, Europe, and North and South America. Our global team can support your organization anywhere in the world.

Filed under: Anti-Bribery Anti-Corruption Solution, Compliance Solution, Industry Insights, ISO 37001, IT & Telecommunications, Resources by admin
No Comments »

What are cultural barriers in Background Screening across the globe?

Background screening cultural barriers

Background screening cultural barriers: the COVID-19 pandemic has accelerated the expansion in wireless connectivity between personal and working communities around the globe; however, this has not come without the trials in upholding an operational and compliant employment background screening program in the globalization of the digital workforce. Background Screening plays a significant role in reducing bad hires by ensuring that your candidates are qualified to do the job they have applied for. This is important in safeguarding the reputation of an organization and the nature of how commerce is conducted.

CRI® Group surveyed to gauge the state of human resources in which it was revealed that the COVID-19 pandemic is raising fears of fraud and the protection of sensitive and confidential data since the implementation of virtual in work-from-home (WFH) arrangements.

It was estimated that roughly 88 per cent of the surveyed admitted that the pandemic is indeed having an impact on the way their HR operations are being carried out, while 65 per cent are considering new ways to hold on to employees during the crisis outside of government schemes, i.e., the furlough scheme in the UK. Alarmingly, a staggering 54 per cent of the surveyed admitted to not screening their employees for criminal, media, employment history perspectives before any work-from-home arrangement as they would have done if they were being asked to work from the office despite being these employees having access to sensitive information.

Before COVID-19, it was found that an estimate of 85% of organizations testified to conducting background screening of some type. On the same note, a vast 92 per cent stated that they trust their employees with confidential data but without the assistance of a background screening measure. Background screening is vital to organizations of all types and industries as it can assist in authenticating your employees track record and help avoid a bad hire.

Find out other ways COVID has impacted the hiring process or download our brochure.

Are background screening checks essential?

Background checks are essentially an inquiry into an employee’s/candidate’s character inside and outside their vocations. At CRI® Group, we offer a complete, in-depth background screening service for candidates and employees at all levels across the globe. Working with different cultures in different geographies raises background screening challenges that should be considered when conducting a thorough background check – to be able to conduct business successfully in a geographic location that you are unfamiliar with, it is crucial to consider these aspects to be able to integrate your organizations into the locality seamlessly; these are particularly important if you are considering a partnership with oversea organizations. 

CRI® is certified by British Standard Institute BSI 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 investigative services. The BSI is the only BS 7858 accredited background screening services provider in the UAE and across the Middle East. Find out more about the BS 7858:2019 below or download the free playbook.

The Different Challenges of Background Screening Across the Globe

Regulatory policies

• The guidelines for background screening checks differ from country to country, with personal privacy and data protection being a universally passionate debate. The laws in the United States, for example, are not the same as those that impact investigations in the Middle East and the Middle East policies vary from the European ones. International Background Screening necessitates compliance with personal data protection regulations across regions where it is conducted. Background screening in the US typically must conform with the Fair Credit Reporting Act to conduct domestic background investigations. In the case of Europe, its GDPR effectively fell into force in 2018.

If you need more information on establishing GDPR procedures in your organization, read our guide on maintaining GDPR compliance.

• Other investigations outside of the West are considered far more complex. Middle Eastern countries have no prohibitive legislation governing employment screening or employee due diligence. This means that the process largely relies on consent from the applicants. Background screening industry professionals in the Middle East must follow strict data protection requirements (such as the GDPR, local Data Protection regimes, DIFC Data Protection, ADGM Data Protection and QFC Data Protection regulations) to process consensually based on personal data information. In contrast, Dubai International Financial Centre (DIFC) Data Protection standards allow for processing sensitive personal information, including criminal history, with signed consent from the data question for operative due to diligence necessities. Read more about compliance with privacy laws in the UAE. With this in mind, it is important to bear regulatory policies in mind and do further research on them when conducting these checks overseas.

Find out more about CRI® Group’s compliance solutions below or contact us to get a free quote.

Local Practices

• Much like the regulatory policies, obtaining background screening data differs from jurisdiction to jurisdiction. The Middle East, for example, have background investigators journey to remote destinations to conduct interviews, find and use other resources and enlist local assistance to verify the information. Leading background screening firms often conduct investigations that regularly involve a thorough review of local press records and online and proprietary databases to locate the appropriate public records. This is not a requirement in the US as the data is digitized and available in official sources. In South Africa, on the other hand, such a procedure would require the candidate’s fingerprints due to the digital gap. Investigators would have to go through the Australian Criminal Intelligence Commission (ACIC) in Australia.

Technology gap

• As mentioned before, the same technology is not available in all countries across the globe. The technology gap is an additional task that can impact the effectiveness of a comprehensive background screening check. The technology gap is an echo of local practices and regulatory policies; this solidifies the notion that auditors must adapt to meet the organization’s needs centered on the resources they have available to them. It is a good idea to collaborate with a screening firm in the designated country that an organization wishes to hire to make sure that no policies are being broken nor any obstacles, such as the technology gap, hinder the HR process.

Political Differences

• Political differences and solidarities should be considered during a screening as it means that the officials and authorities of the country may have different priorities than the organisation’s country of habitation. The cultural barrier index shows Africa and Middle East regions having unrest due to political instability as a significant challenge. Africa, for example, principally concentrate on preserving law and order leading to organizational processes such as verification being of lesser priority to them. In geographies where the socio-economic conditions are worse than the organization’s abode, there will certainly influence the turnaround time, which is why it is mandatory to implement the correct procedures in place – especially if you would like your organization to reap larger benefits of outsourcing.

Time differences and regional natural disasters

• This reason is not as easily recognized but is just as important for successfully performing background screening checks. The climate is known to fluctuate from one geography to another, which means that some regions are more prone to natural disasters. Some natural disasters such as earthquakes or typhoons in certain regions might impact the speed of conducting a background screening. Another important aspect to consider is the time difference and the difference in working days. The working week differs across regions, some dependent on societal expectations and others on religious understanding – this is more than likely to impact the turnaround time of completing a background check. While the working week in Europe is usually considered to be Monday to Friday, the offices in UAE shut their doors earlier, with the weekend starting on Fridays and the 5-day working week beginning on Sunday. As the UAE is a predominantly Muslim country, Fridays are typically a shorter day in the working week for devout observations such as Jumu’ah (Friday) prayers.

Local Festivities

• Replies from employees, employers, education institutions and even government officials may slow down during Christmas in the Western world, Ramadan in the Middle East region, or Lunar New Year in Asia. It is an effective strategy to bear the national holidays in mind when hiring or screening your candidates, and it prevents any further delays than what has already occurred.

Social behavior

• Social behavior can vary from one district to another within the same land, so any visitor, individual or corporation is anticipated to acknowledge the cultural norms and social behaviour of the country they are visiting and to respect it as a measure of good practice. In some areas, what could be considered normal practice might be disrespectful or offensive in others. For this reason, the cultural index was established. The cultural index is a directory that notes the different cultural barriers and their impact on various regions; it is typically measured on a scale of 1, known as “not a challenge” to 5, which is “highly challenging”. Social behaviour was rated as three across countries in APAC and the Middle East as was rated as two across other regions. Again, establishing a local team will ensure a seamless process due to their awareness of how to conduct HR processes.

Language

• Failure to read or the inability to translate documents required for any step of any HR procedure would increase the turnaround time for completing the background screening process. Europe is typically challenged in this aspect as it is a continent that is representative of several diverse official languages, and a background screening service that is not adaptable nor accommodating to several languages could lead to a language barrier, thus resulting in delays and data inaccuracy. Based on this, CRI® Group has implemented a ‘boots on the ground strategy and employs local experts in remote areas in the world, who are equipped with technical skills and local knowledge and understand the cultural subtleties to help set the tone at the top.

Next steps, Locating Reputable Screening Firms

It is crucial that your organization works hand in hand with a reputable screening firm to ensure the screening process is effective in the organization’s homeland and overseas – this will aid in minimizing most if not all of the cultural barriers we have discussed thus far. Most firms who work with partners overseas are likely to adapt to your organization’s work culture fast enough as they are used to the concept of outsourcing and malleability. The best way to go about locating a reputable screening firm in the country of your choice is by following the steps below:

1. Research home and overseas background screening firms supplied by the Professional Background Screening Association https://thepbsa.org/.
2. Research the local and regional laws beforehand and ask your firm how they conform to local and regional laws governing individual privacy and data protection.
3. Screening firms are also capable of outsourcing their cases to a third party. Avoid this by ensuring that the firm’s physical address is in the region in which you’re looking to conduct investigations.
4. Know how your chosen firm investigates and conducts background screening; it is best to steer clear of firms that investigate exclusively through media searches. This provides very little personal information on the candidate.
5. Auditors in your chosen firm should comply with GDPR and maintain Information Security Management System ISMS (ISO27001). This is important for data management and protection laws. It is best to avoid those with no (international) standards implemented.
6. Evade firms that specialize in checks of the International Terrorist Watch List and the OFAC watch list; these lists are available online at no cost to the general public.
7. Ask your firm how old the data collected is, and steer clear of firms that won’t supply you with the source of the records they have acquired.
8. Background checks must involve investigative research and not just press clippings. Make certain that your firm will merge in-depth field investigations with routine public records searches as part of its process.
9. Service delivery is essential in foreign investigations, so it is best to look into average turnaround times and get commitments from your chosen firm for delivery in advance.
10. Ask for references as you would from your potential employees.

Like any aspect of corporate conduct, background screening has its challenges, but that is not to say that they are impossible to deal with. By default, proper planning, research, and local knowledge can help your organization navigate the cultural barriers to successfully run services overseas. The more you invest in sourcing morally correct corporate conduct, the more you can expect to be rewarded with a catalytic action to grow and expand your organization.

Let’s Talk!

Don’t leave hiring to chance. Take a proactive stance with the highest level of background screening as a part of your essential corporate strategy. Contact us today to learn more about our full range of services to help your organization stay protected.

GET A FREE QUOTE

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, TPRM, 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, CRI® Group launched the Anti-Bribery Anti-Corruption (ABAC®) Center of Excellence – an independent certification body that provides education and certification services for individuals and organizations 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.

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

Filed under: Employee Background Check, Global, Industry Insights, Resources by admin
1 Comment »

Personal Due Diligence, Tips You Need to Know

In the business world, due diligence refers to the investigation and steps were taken by organisations to satisfy all legal requirements before buying or selling products/ services or entering into a contract or a financial arrangement with another party. An Integrity Due Diligence allows an organisation to reduce risks arising from the FCPA (Foreign Corrupt Practices Act) and the UKBA (U.K. Bribery Act), to make informed decisions and pursue takeovers or mergers with more confidence. 

Due diligence is vital to prevent many types of fraud, and while professional services can be used in some cases, it is also up to the consumer to do their due diligence. Due diligence is vital to prevent many types of fraud. While in some cases, it is also up to the consumer to do their own personal due diligence. Due diligence sounds complicated, but it is merely the process of doing your homework before you make a significant commitment.

Personal Due Diligence In Everyday Transactions

Most of us practice personal due diligence even though we may not think of it that way (i.e. research on the internet before making a purchase or deciding what restaurant to go to). We are doing our “due diligence” to get the best deal in this process. The level of proper due diligence should be proportionate to the level of commitment involved and your specific status. So when buying a house, the due diligence ought to be more extensive (i.e. a family with children may want to check out the rating of the schools in the area). Another personal area to conduct due diligence involves a new job offer (i.e., the organisation known to treat its employees well). These areas involve a significant amount of due diligence on your part before accepting a new position at a new company.

Due Diligence Makes Trust Possible

The Government is under increased pressure to give clear guidance on post-Brexit Right to Work and Right to Rent checks. In the U.K., the lack of clarity from the Government has already caused problems. Many landlords are averse to letting their properties to non-UK nationals if they breach the Right to Rent rules post-Brexit. Whether renting a property, having home renovations done, buying insurance, getting a mortgage, or even entering a new romantic relationship, you can use due diligence to protect yourself. Due diligence can prevent potential fraud and some other types of scams.

The following are tips on how to avoid fraud:

• Know who you are dealing with, ask questions and verify the information;
• Check with the governing body for licensing and insurance requirements;
• Scammers pressure you to act immediately. Don’t sign anything you don’t understand;
• Don’t sign anything for large amounts of money without having it reviewed by your lawyer;
• Scammers say there’s a problem or a prize. Do not give out your personal information without verifying who is getting it;
• Be cautious if you are asked to make up-front payments;
• Get company information, including name and address and ensure that a written contract backs all verbal promises;
• Have a contract in place for things like construction work;
• Never give an unsolicited caller access to your computer;
• Do not give out a credit card or online account details over the phone unless you made the call and the number you are calling came from a trusted source;
• Scammers tell you to pay in a specific way. Never wire money unless you’re confident that you’re sending it to someone you know;
• Be suspicious of any calls from supposedly distressed relatives who don’t give their names. After hanging up, try calling the family member with the phone numbers you have to see if they need help;
• Scammers pretend to be from an organisation you know. Be suspicious of any calls from a supposed government agency or other businesses demanding payments; and
• Landlords should check references (in some cases, a police criminal record check), credit reports, and employment information of potential tenants.

Online Fraud is on the rise

In a time of crisis, we often see the best in people. Even before COVID-19 was officially classified by the World Health Organisation (WHO) as a global pandemic, citizens and government leaders alike praised the selfless sacrifice of doctors, nurses, first responders and others putting themselves in harm’s way to help treat and limit the spread of the disease. Unfortunately, a crisis can also bring out the worst in some people; fraudsters prey on fear and confusion.

The research shows that online fraud is on the increase too. Online retailer sectors saw rising transaction volumes in March 2020 compared to the previous year, with 97% in Home products and furnishings, 136% in DIY products, 163% in garden essentials, and 26.6% in electronics. Fraudsters are using the surge in online activity to target unsuspecting consumers.

Online Due Diligence Tips:

• Change online passwords regularly and make them secure (don’t use standard information about yourself);
• Don’t post personal info such as date of birth or mailing address on social media sites;
• Have the most current firewall and anti-virus software on your computer;
• Don’t send financial or any other type of personal information by email or text;
• When purchasing online, make sure the site is secure. It should begin with HTTPS;
• Don’t open links that appear in an email asking you to start a financial transaction. Go directly to the organisation’s website;
• Don’t download software programs or apps from an unsecured source; and
• Don’t use unsecured wifi (such as in a coffee shop) if your device has personal information on it.
• Change online passwords regularly and make them secure (don’t use standard information about yourself);
• Don’t post personal info such as date of birth, mailing address, or SIN on social media sites;
• Have the most current anti-virus software and firewall on your computer;
• Don’t send financial information by email or text;
• When purchasing online, make sure the site is secure. It should begin with HTTPS;
• Don’t open links that appear in an email asking you to start a financial transaction. Go directly to the organisation’s website;
• Don’t download apps or software programs from an unsecured source; and
• Don’t use unsecured wifi (such as in a coffee shop) if your device has personal information (such as your phone contacts, apple id, banking records, residence or employment information).

DueDiligence360™

Don’t fall prey to unscrupulous business dealings and outside threats. At CRI® Group, we specialise in Integrity Due Diligence, working as trusted partners to businesses 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.

Our DueDiligence360™ expose vulnerabilities and threats that can cause serious damage to your organisation and can significantly reduce business. The world’s largest corporations trust CRI® Group and consultancies – outsource your due diligence to an experienced provider, and you will only ever have to look forward, never back.

LEARN MORE ABOUT DUE DILIGENCE 360

About 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, 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 B.S. 102000:2013 and B.S. 7858:2012 Certifications, is an HRO certified provider and partner with Oracle.

LEARN MORE ABOUT OUR SOLUTIONS

Speak Up, Report Illegal, Unethical or Improper Behaviour

Ethics and Compliance Hotline is an anonymous reporting mechanism that facilitates reporting of possible illegal, unethical, or improper conduct when the normal communication channels have proven ineffective or are impractical under the circumstances. At CRI® Group, we are committed to having an open dialogue on ethical dilemmas regardless. We want to introduce a new Ethics & Compliance Hotline. This hotline is available to all employees and clients, contractors, vendors, and others in a business relationship with CRI® Group and our sister brand ABAC® Group.

If you find yourself in an ethical dilemma or suspect inappropriate or illegal conduct, and you feel uncomfortable reporting through normal channels of communication, or wish to raise the issue anonymously, use CRI® Group’s Compliance Hotline in below mentioned ways or provide us with your complaint online on the form below. The Compliance Hotline is a secure and confidential reporting channel managed by an independent provider. When reporting a concern in good faith, you will be protected by CRI® Group’s Non-Retaliation Policy.

What Can You Report?

Feel free to report any known or suspected noncompliant behaviour or violations with any regulatory mandates and/or local policies, including but not limited to:

• Ethical standards Violations
• Violation of laws and Company Policy and internal control
• Risk and Safety
• Theft, embezzlement or misappropriate of assets and fraud
• Bribery and corruption
• Employee Rights, Employee Relation, Work Environment
• Privacy laws or security of personal information
• Discrimination
• The dispute related to Supervisor, H.R. and other Departments
• Physical and Verbal Harassment on Workplace
• Issues related to job responsibilities
• The Report related to a suspicious activity being a witness
• Unfair dismissals

Our Compliance Hotline is accessible by both phone and online. If you make a report directly by telephone, you will speak with the Compliance Department directly. If you submit a report online, the system will guide you through the reporting process, and a PIN generated automatically once you complete the Report.

REPORT NOW

Filed under: All Industries, All Regions, Due Diligence, Industry Insights, Resources by admin
No Comments »