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:
A CANDIDATE WHO HID HIS DEPLORABLE BACKGROUND
One of our clients had interviewed an impressive candidate who had done well in the interview and had all the skills for the job. But the reference list he provided seemed ambiguous which included work experiences from much former jobs and did not provide any details of his recent employers for the client to verify the authenticity. We were in a perplexed situation unable to identify whether this was a red flag in our pre-employment screening (recruitment) process or did our candidate simply lack the skills to put together a credible reference list?
To further the hiring process we had recommended the client to ask their prospective job applicant to provide relevant information of his two recent managers for background verification to which he obliged and that made him appear to be reliable.
However, this was a short-lived impression since after connecting with the line managers we discovered that this candidate had been fired by both of his last employers for theft and fraud following with jail time for those cases.
Imagine if we, like some employers, wouldn’t make an effort to go an extra mile to check employee references, conduct thorough pre-employment investigation and make sure that each and every provided information is reliable only to put the corporation at the verge of reputational risk?
An open-ended question for our readers! Would your employee background screening practices have kept this from happening to you, or would this guy now be working down the hall from you, swindling you too?
The lesson from this incident clearly is: Don’t limit yourself only to the candidate’s list of references. If the candidate has offered peers or personal references rather than managers, ask to be put in touch with the specific people you want to talk to. Call the main switchboard numbers rather than the direct number you were given. For all you know, the candidate could have given you a friend’s phone number so the friend can pose as the former boss. Ask the right questions. If you just run through a perfunctory list of questions, you may never get to the most useful information. References are only a waste of time if you treat them like just an item to check off your list, rather than as a genuinely valuable part of your assessment process.
Downside of Negligent Hiring
Recruiters should also have a clear understanding of the skills an applicant needs to possess to succeed in their job role. AJ Silberman-Moffitt, senior editor at search marketing agency Tandem Buzz, learned just how wrong things can go when the wrong candidate is hired while she was training her replacement after accepting a promotion. “Because she worked in a position with the same title as mine, there was no reason to think she would not know how to use the necessary tools and software,” Silberman-Moffitt said. “She answered everything appropriately in the interview, and the HR manager and I hired her,” according to a report in the businessnewsdaily.com.
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!
Who is CRI Group™?
Based in London, CRI Group™ works with companies across the Americas, Europe, Africa, Middle East and Asia-Pacific as a one-stop international Risk Management, Employee Background Screening, Business Intelligence, Due Diligence, TPRM, Compliance Solutions, and other professional Investigative Research solutions provider. We have the largest proprietary network of background-screening analysts and investigators across the Middle East and Asia. Our global presence ensures that no matter how international your operations are we have the network needed to provide you with all you need, wherever you happen to be. CRI Group™ also holds BS 102000:2013 and BS 7858:2012 Certifications, is an HRO certified provider and partner with Oracle.
In 2016, CRI Group™ launched the Anti-Bribery Anti-Corruption (ABAC™) Center of Excellence – an independent certification body established for ISO 37001:2016 Anti-Bribery Management Systems, ISO 37301 Compliance Management Systems and ISO 31000:2018 Risk Management, providing training and certification. ABAC™ operates through its global network of certified ethics and compliance professionals, qualified auditors and other certified professionals. As a result, CRI Group’s global team of certified fraud examiners work as a discreet white-labelled supplier to some of the world’s largest organisations.
Contact ABAC™ for more on ISO Certification and training.
WEBINAR RECORDING | Corporate Compliance Program: Compliance & Adequate Due Diligence for Third-Party Risk Management
Building a Culture of Compliance and Trust Through ISO 37301:2021 CMS: Compliance adequate Due Diligence for Third-Party Risk Management – corporate compliance program
Free Webinar | 4 August 2022 | 2 pm – 3 pm UAE Time | in collaboration with ABAC®
CRI® Group hosted a free webinar on August 4th in collaboration with sister brand the Anti-Bribery Anti-Corruption (ABAC®) Center of Excellence. Our intention was to be able to provide resources on corporate compliance and due diligence to organisations around the globe that will aid them in expansion and an ethical working environment. Take advantage of this free recording on compliance and adequate due diligence for Third-Party Risk Management.
Compliance in the Workplace
The compliance standard directs an organisation to establish ideals and ethics. It involves the organisation to illustrate those ideals and ethics adequately in a manner in which team members can recognise them and submit to them. A compliance standard necessitates that an organisation train team members on ideals and ethics and demands that the organisation hold team members liable for their conflicts and behaviours. In other words, compliance helps to define the force in the wake of the organisation and its motivational efforts.
However, many authoritative figures view compliance as intrinsically fundamentalist as they assume that the objective of compliance is to rein in conduct that couldn’t be further than the truth. Compliance provides a compelling instrument of prolonged adjustment. If everyday behaviour branches from education and codes of conduct, and codes of conduct branch from ethics, expression, and alteration; over time, these said principles can intensely influence administrative behaviour. Standards can be deemed as a leveraging point, and in the long run, compliance centres on the driving principles of an organisation therefore, it is incredibly important to implement them into your corporate culture which is what we intend on discussing in our webinar.
Discussion Points
Most individuals are vaguely aware of what fraud prevention entails but many cannot fully comprehend how intensive and impactful a proper fraud prevention strategy can be. Our speakers will be looking at the following points:
- What does compliance mean?
- Compliance obligations
- Compliance related areas
- What is ISO 37301:2021 Compliance Management Systems
- Common elements of the framework
- Compliance risk assessment
- The process: Top management
- Questions to ask when developing a compliance management policy
- The involvement of third parties
- The results: the pay-off of good governance
- The results: long-lasting benefits integration with ISO 37001
- Anti-Bribery Management System, ISO 37000:2021 Governance of organisations, and ISO 37002:2021 Whistleblowing Management systems
Meet the Speaker – SAMIA EL KADIRI
SAMIA EL KADIRI
IRCA Lead Auditor | TOT
Governance & Compliance Consultant – Hawkamah Institute for Corporate Governance (DIFC), UAE
Auditor at Anti-Bribery Anti-Corruption (ABAC®) Center of Excellence
She brings in over nine years of progressive experience working in private and government-owned entities in compliance, management, quality assurance and excellence functions. Possess keen understanding, oversight and reporting mechanisms on Financial Crimes – Anti-Money Laundering, UAE Central Bank regulations, Dubai and UAE federal government mandates. She Developed and delivered various workshops and awareness sessions to leaders and decision-makers on “Good Corporate Governance Practices”, “Development of Strategic Plan and Effective Policies” and “Financial Ethics” (AML&CFT according to Central Bank Guidelines). Authored reports and research papers on Compliance and the evolution of CG in the MENA region.
She is currently a Consultant at DIFC – Hawkamah Institute for Corporate Governance charged with leading entities consultancy and advisory engagements in identifying the relevant controls, processes and frameworks and recommend areas of improvements, in addition to her independent role with ABAC where she provides auditing services and expertise on management systems related to fighting Bribery and corruption. She works closely with clients in assessment and development, advisory and succession planning across multiple industries (Dubai and Federal Government entities, Healthcare, Financial institutions including Banks, and Real Estate) and functional topics (Ethics, Strategic Excellence, Clinical Governance, Regulatory Compliance and Audit, Policies & Procedures, etc.).
She participated in the ESG Index; the MENA wide Environment, Social and Governance (ESG) Index in cooperation with Standard & Poor’s with the support of the International Finance Corporation (IFC).
Prior to joining Hawkamah, she was the Regulatory Compliance Officer and Chief Editor of Compliance newsletter at Wall Street Exchange, a member of Emirates Post Group where she developed systems, policies and procedures for compliance with relevant UAE laws. Prior to that, she worked with the American Clinics for Psychiatry and Neurology where she focused on health care compliance with MOH and Dubai Healthcare Authority’s mandates.
Prior to ACPN, she worked at Roads and Transport Authority (RTA) in Dubai where she focused on government excellence, quality, and customer happiness.
She is a Certified Train the Trainer – Institute of Leadership and Management (UK), In addition to other accreditations related to Anti-Money Laundry (AML) and Counter Financing Crimes.
The webinar is fit for attendees who work in the field of:
- Top Management (including Risk, Quality, Health, Safety and Environment Management)
- Compliance and Ethics manager and officer
- Legal Practices and Counselling
- Internal Auditor
- Internal Controller
- Finance manager and officer
- Supply Chain manager and officer
- Procurement manager and officer
- Operations manager and officer
Why ISO?
Issued in April 2021, the ISO 37301 framework offers a certifiable global benchmark for compliance systems and explains in detail how to construct a compliance management system to comply with international official standards and regulations. This standard is also acknowledged to indicate compliance with social and ethical principles across the globe.
The International Organization for Standardization (ISO) is an independent, non-governmental body that has developed and implemented the ISO 37301. Corporate compliance continues to be one of the utmost risk interests for management – to which the key solution in preserving integrity and confidence within an organisation and third-party representatives is to implement a robust compliance program. The ISO 37301 further urges organisations to place emphasis on the methodical implementation of an organisation-wide compliance system as a means of efficiency and compliance understanding the workplace.
Like other ISO standards for management systems, such as the ISO 37001 standard for anti-bribery management systems, the ISO 37301 pulls on the founded ISO value of “Plan-Do-Check-Act” (PDCA) – a standard which necessitates those certified organisations to operate within an unremitting development progression sequence.
WEBINAR | Compliance and Adequate Due Diligence for Third-Party Risk Managements
Building a Culture of Compliance and Trust Through ISO 37301:2021 CMS: Compliance adequate Due Diligence for Third-Party Risk Management – corporate compliance program
Free Webinar | 4 August 2022 | 2 pm – 3 pm UAE Time | in collaboration with ABAC™
CRI Group™ is hosting a free webinar on August 4th in collaboration with sister brand the Anti-Bribery Anti-Corruption (ABAC™) Center of Excellence. Our intention is to be able to provide resources on corporate compliance and due diligence to organizations around the globe that will aid them in expansion and an ethical working environment. Take advantage of this free webinar on compliance and adequate due diligence for Third-Party Risk Management.
Compliance in the Workplace
The compliance standard directs an organization to establish ideals and ethics. It involves the organization to illustrate those ideals and ethics adequately in a manner in which team members can recognise them and submit to them. A compliance standard necessitates that an organization train team members on ideals and ethics and demands that the organization hold team members liable for their conflicts and behaviors. In other words, compliance helps to define the force in the wake of the organization and its motivational efforts. However, many authoritative figures view compliance as intrinsically fundamentalist as they assume that the objective of compliance is to rein in conduct that couldn’t be further than the truth. Compliance provides a compelling instrument of prolonged adjustment. If everyday behavior branches from education and codes of conduct, and codes of conduct branch from ethics, expression, and alteration; over time, these said principles can intensely influence administrative behavior. Standards can be deemed as a leveraging point, and in the long run, compliance centers on the driving principles of an organization therefore, it is incredibly important to implement them into your corporate culture which is what we intend on discussing in our webinar.
Discussion points
- Most individuals are vaguely aware of what fraud prevention entails but many cannot fully comprehend how intensive and impactful a proper fraud prevention strategy can be. Our speaker will be looking at the following points.
Meet our speaker, Samia El Kadiri
Consultant, Author & Trainer, 6σGB |IRCA- QMS Lead Auditor | TOT | Auditor | Anti-Bribery Anti-Corruption (ABAC™) Center of Excellence
She brings in over eight years of progressive experience working in private and government owned entities in compliance, management, quality assurance and excellence functions. Possess keen understanding, oversight and reporting mechanisms on Financial Crimes – Anti-Money Laundering, UAE Central Bank regulations, Dubai and UAE federal government mandates. She Developed and delivered various number of workshops and awareness sessions to leaders and decision makers on “Good Corporate Governance Practices”, “Development of Strategic Plan and Effective Policies” and “Financial Ethics” (AML&CFT according to local Guidelines). She authored reports and research papers on Compliance and the evolution of CG in the MENA region. She participated in the ESG Index; MENA wide Environment, Social and Governance (ESG) Index in cooperation with Standard & Poor’s with the support of the International Finance Corporation (IFC). She is a Consultant at DIFC – Hawkamah Institute for Corporate Governance charged with leading entities consultancy and advisory engagements in identifying the relevant controls, processes and frameworks and recommend areas of improvements. She works closely with clients in assessment and development, advisory and succession planning across multiple industries (Dubai and Federal Government entities, Healthcare, Financial institutions including Banks, and Real Estate) and functional topics (Ethics, Strategic excellence, ESG, Clinical Governance, Regulatory Compliance, Audit & Risk , Policies & Procedures…etc.). Prior to joining Hawkamah she was the Regulatory Compliance Officer and Chief Editor of Compliance newsletter at Wall Street Exchange, a member of Emirates Post Group where she developed systems, policies and procedures for compliance of relevant UAE laws. Prior to that she worked with the American Clinics for Psychiatry and Neurology where she focused on health care compliance of Dubai Healthcare Authority’s mandates. Prior to ACPN she worked at Roads and Transport Authority (RTA) in Dubai where she focused on government excellence, quality management, and customer happiness. She is Graduated with a BSC in Economics. She is a Certified Train the Trainer – Institute of Leadership and Management (UK), In addition to other accreditations related to Anti-Money Laundry (AML) and Counter Financing Crimes. She is fluent in English, Arabic and French.
Who should attend?
| From corporations: | By industry: | |
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By Job Title:
- Investigation Director/Manager
- Internal Audit Director/Manager
- Internal Control Director/Manager
- Chief Compliance/Legal /Ethics/Financial/Risk Officer
- Compliance & Ethics Director/Manager
- General Counsel/Legal Director
- Legal Manager /Legal Counsel
- BD & Commercial Director/Manager
- Purchasing Director/Manager
- …
From Accounting Firms & Consulting:
- Managing Director
- Executive Director
- Partner
- Associate Attorney & Attorney
- …
Why ISO?
Issued in April 2021, the ISO 37301 framework offers a certifiable global benchmark for compliance systems and explains in detail how to construct a compliance management system to comply with international official standards and regulations. This standard is also acknowledged to indicate compliance with social and ethical principles across the globe. The International Organization for Standardization (ISO) is an independent, non-governmental body that has developed and implemented the ISO 37301. Corporate compliance continues to be one of the utmost risk interests for management – to which the key solution in preserving integrity and confidence within an organization and third-party representatives is to implement a robust compliance program. The ISO 37301 further urges organizations to place emphasis on the methodical implementation of an organization-wide compliance system as a means of efficiency and compliance understanding the workplace. Like other ISO standards for management systems, such as the ISO 37001 standard for anti-bribery management systems, the ISO 37301 pulls on the founded ISO value of “Plan-Do-Check-Act” (PDCA) – a standard which necessitates those certified organizations to operate within an unremitting development progression sequence.
About CRI Group™?
Based in London, United Kingdom, CRI™ is a global company with experts and resources located in key regional marketplaces across the Asia Pacific, South Asia, the Middle East, North Africa, Europe, North and South America. We have experts’ speakers who know the industry inside out and have worked in the field for years and are dedicated to our mission of safeguarding the corporate world by detecting and exposing those elements that can cause irreparable harm to an organization while standing up against the outside forces, who through corruption, collusion, coercion, and fraud, can cause financial, organizational, reputational, and legal harm to our global clients. CRI Group™ also holds BS 102000:2018 and BS 7858:2019 Certifications, is an HRO certified provider and partner with Oracle. Our webinars, resources and other events are always designed with our clients in mind. Expect to be provided detailed insights and expert opinions to all your questions and queries regarding compliance adequate due diligence for third-party risk management, corporate compliance program and what it means for your organization. CRI Group™ has safeguarded businesses from any risks, providing investigations (i.e. insurance fraud), employee background screening, investigative due diligence, business intelligence, third-party risk management, forensic accounting, compliance and other professional investigative research services. 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.
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 organization.
Employee Fraud: Why are Human Factors so Important in Risk Management?
When any fraud, including employee fraud, is discovered, it’s usually by surprise. That’s because most of us aren’t used to looking for criminal behaviour inside our organisation. We trust our employees and co-workers, and we keep our focus on succeeding as a team and accomplishing our goals for the business. Nobody wants to think that someone might be subverting the rules for their gain.
Unfortunately, though, fraud does happen. The statistics tell us that, on average, organisations lose about 5 per cent of their total revenues to fraud, and the median loss in frauds committed by owners/executives is $600,000. If that’s not bad enough, the average fraud lasts 18 months before being discovered – if it is discovered at all (ACFE, 2020).
Employee fraud is a combination of complex events, and many organisations include “human factors” in generic terms in the causation path of failure. Because for many organisations, it is hard to specifically identify human factors and understand how to manage them. At CRI Group™, we have 32 years of experience in the causes of potential deviations, the unwanted scenario that organisations may face, and the controls necessary to prevent or mitigate incidents. Our analysts uncover the truth every day; here are the most common human factors that lead to employee fraud:
- Pressures to Perform
- Staff Reductions
- Departmental Cuts
- Business Survival
- Overworked Audit Staff
- Increased External Vulnerability Due to Weak IT Controls
- Reduced Regulatory Oversight
Human factors in risk management
Understanding the impact of human behaviour on your primary process is key. When we address human factors related to health and safety, we aim to optimise human performance and reduce human failures. Organisations need to take a proportionate approach to human factors in risk assessment based on their hazard and risk profile. Several large companies have recognised the value of adopting some kind of a risk model.
Applying human factors tools and techniques in your risk assessment is detrimental to the safety of your workforce too. This human factor risk management process should consider work ethic, culture, and stakeholder expectations as organisational culture is affected by these concepts and links management processes to corporate sustainability.
Benefits of implementing human factors in risk management
- Reduce turnover and training costs
- Gain a competitive edge through the hiring of better people
- Increase productivity – help your employees be more productive knowing that everyone employed by your company has been screened
- Set your company apart and win more business
- Reduce employee-related problems
- Protect company reputation/brand & customer relations
- Comply with mandates created by state or federal law for certain industries
- Increase retention
- Reduce negligent hiring claims
- Avoid violence in the workplace (threats of violence and actual violence)
- Reduce theft and espionage
- Avoid lawsuits and the costs associated with the defence
- Avoid loss of goodwill
Mitigate employee risk
Organisations spend years and thousands, even millions, to brand their products and services – it only takes one bad hire to cause a loss of capital and reputation. Employee Background Checks can aid in reducing the risk of hiring an employee who does not live up to their supposed skill set and could cause irrevocable damage. It can cause a business to fail, especially if the employee holds malice toward the organisation. EmploySmart™ is CRI Group’s own solution aiming to expose vulnerabilities and threats within your organisation. Our EmploySmart™ is a risk management measure that can significantly reduce business and financial crime, fraud and malpractice within your workplace.
Our EmploySmart™ solutions are also certified by the British Standard Institute BSI for the scope of BS 7858:2019 Screening of individuals working in a secure environment, Code of practice (the only BS 7858 certified background screening services provider in the UAE and across the Middle East); and BS 102000:2018 Code of practice for the provision of investigative services.
Other Solutions…
CRI Group™ has experts who have conducted fraud investigations worldwide for organisations of all sizes and industries. Our investigators work on-site at your company bringing a boots-on-the-ground approach to uncovering all the case facts. When you’ve uncovered fraud, that’s the time to let the experts take over. You owe it to yourself and the future of your business to make sure every investigation is done professionally and effectively.
CRI Group’s unique identity and vision evolved from our fundamental desire to support our clients and their candidates, thus creating the DueDiligence360™. Identifying key risk issues clearly and concisely helps enhance your knowledge and understanding of the customer, supplier, and third-party risk, helping you avoid those involved with financial crime. The DueDiligence360™ reports help organisations comply with anti-money laundering, anti-bribery, and anti-corruption regulations. This service also proves beneficial ahead of a merger, acquisition, or joint venture. It can be used for a third-party risk assessment, onboarding decision-making, and identifying beneficial ownership structures.
50th UAE National Day 2021
50th UAE National Day 2021
50th UAE National Day 2021. Today is the UAE’s National Day, which coincides with the country’s Golden Jubilee, marking 50 years since the founding of the Emirates, and we couldn’t be more excited to celebrate. This UAE National Day reflects the dreams, development and dynamism of the last 50 years for those who call this nation home. The UAE wasn’t always a prosperous, cosmopolitan country; the country had humble beginnings. The UAE’s rich history is rooted in trade. The Emirates’ location between Europe and the Far East attracted merchants from India and China and was prized by Europeans, particularly the Portuguese, Dutch and British.
Those working from Sunday to Thursday get four days off to celebrate National Day and Commemoration Day from Wednesday, December 1 to Saturday, December 4, giving both private and public sectors a much-needed four-day weekend. Read more about the public holiday here. Join us as we celebrate the remarkable journey of the UAE and now it’s time to experience the festivities together as we honour the Year of the 50th. across Dubai.
Who are Corporate Research and Investigations Limited (CRI Group™)?
Ever since 1990, Corporate Research and Investigations Limited (CRI Group™) has committed itself to safeguard organisations from fraud, bribery and corruption. Based in London, United Kingdom, CRI™ is an international organisation with specialists and resources situated in key, provincial marketplaces throughout the Asia Pacific, South Asia, the Middle East, North Africa, Europe, North and South America and aim to shield organisations from detriment by determining the lawful compliance, financial feasibility, and integrity measures of external partners, suppliers and consumers pursuing to associate themselves with your brand. They are acknowledged as a prominent Compliance and Risk Management organisation accredited and interconnected in the objectives of the Dubai International Financial Center (DIFC) and Qatar Financial Center (QFC).
With a profession spanning over 30-years in the disciplines of fraud prevention, defensive integrity, security and compliance, CRI® Group’s CEO Mr Zafar Anjum is a highly revered authority in his line of work. As a dependable influence in the field of fraud deterrence and protections together with commercial clients, management organisations and trade units, Mr Anjum is renowned for producing secure and reliable networks throughout the dynamic, challenging worldwide markets. In conjunction with a remarkable educational experience coupled with his trade proficiency, Mr Zafar Anjum is continually the first accredited global investigator on the scene when multi-national EMEA corporations pursue to eliminate compliance or security breaches.
2016 found the organisation instituting the Anti-Bribery Anti-Corruption (ABAC™) Center of Excellence – an autonomous certification body that aims to assist organisations in abating core risks as well as peripheral ones through the delivery of a comprehensive group of Anti-Bribery, Compliance and Risk Management programs.
Why CRI™?
CRI Group’s extensive efforts and reliable record in this field of work heavily align with what The UAE Innovation awards stand for – the aim to assist organisations across various sectors in strengthening their vetting capabilities in a manner that demonstrates sustainability in and of the public interest at large while maintaining legalities and development within the internal corporate structure is one to advance innovation in the industry for certain. In a sector that is accelerating the congealment of innovative proficiencies across a countless sum of industries comprising of automotive, aviation, oil, gas & energy, IT & telecommunications, property and many more industries, the services that CRI Group™ have to offer paired with a constructive influence on the society adjacent to it, a significant increase in the development of innovative systems is certainly to be anticipated.
Compliance & Adequate Due Diligence for Third-Party Risk Management | WEBINAR RECORDING
Building a Culture of Compliance and Trust Through ISO 37301:2021 CMS: Compliance adequate Due Diligence for Third-Party Risk Management – An essential part of a corporate compliance program
Free Webinar | 11 November 2021 | 2 pm – 3 pm UAE Time | in collaboration with Dubai Quality Group (DQG)
CRI® Group will be hosting a free webinar on November 11th in collaboration with Dubai Quality Group and sister brand the Anti-Bribery Anti-Corruption (ABAC®) Center of Excellence. Our intention is to be able to provide resources on corporate compliance and due diligence to organisations around the globe that will aid them in expansion and an ethical working environment. Take advantage of this free webinar on compliance and adequate due diligence for Third-Party Risk Management.
Widespread trust is built on a company culture of doing the right thing, where every employee contributes because they understand and believe in its importance. Our “Building a Culture of Compliance and Trust Through ISO 37301:2021 CMS” webinar in collaboration with DQG will highlight all essential parts of a corporate compliance program.
Compliance in the Workplace
The compliance standard directs an organisation to establish ideals and ethics. It involves the organisation to illustrate those ideals and ethics adequately in a manner in which team members can recognise them and submit to them. A compliance standard necessitates that an organisation train team members on ideals and ethics and demands that the organisation hold team members liable for their conflicts and behaviours. In other words, compliance helps to define the force in the wake of the organisation and its motivational efforts.
However, many authoritative figures view compliance as intrinsically fundamentalist as they assume that the objective of compliance is to rein in conduct that couldn’t be further than the truth. Compliance provides a compelling instrument of prolonged adjustment. If everyday behaviour branches from education and codes of conduct, and codes of conduct branch from ethics, expression, and alteration; over time, these said principles can intensely influence administrative behaviour. Standards can be deemed as a leveraging point, and in the long run, compliance centres on the driving principles of an organisation therefore, it is incredibly important to implement them into your corporate culture which is what we intend on discussing in our webinar.
Why ISO?
Issued in April 2021, the ISO 37301 framework offers a certifiable global benchmark for compliance systems and explains in detail how to construct a compliance management system to comply with international official standards and regulations. This standard is also acknowledged to indicate compliance with social and ethical principles across the globe.
The International Organization for Standardization (ISO) is an independent, non-governmental body that has developed and implemented the ISO 37301. Corporate compliance continues to be one of the utmost risk interests for management – to which the key solution in preserving integrity and confidence within an organisation and third-party representatives is to implement a robust compliance program. The ISO 37301 further urges organisations to place emphasis on the methodical implementation of an organisation-wide compliance system as a means of efficiency and compliance understanding the workplace.
Like other ISO standards for management systems, such as the ISO 37001 standard for anti-bribery management systems, the ISO 37301 pulls on the founded ISO value of “Plan-Do-Check-Act” (PDCA) – a standard which necessitates those certified organisations to operate within an unremitting development progression sequence.
Most individuals are vaguely aware of what fraud prevention entails but many cannot fully comprehend how intensive and impactful a proper fraud prevention strategy can be. Our speakers will be looking at the following points:
- What does compliance mean?
- Compliance obligations
- Compliance related areas
- What is ISO 37301:2021 Compliance Management Systems
- Common elements of the framework
- Compliance risk assessment
- The process: Top management
- Questions to ask when developing a compliance management policy
- The involvement of third parties
- The results: the pay-off of good governance
- The results: long-lasting benefits integration with ISO 37001
- Anti-Bribery Management System, ISO 37000:2021 Governance of organisations, and ISO 37002:2021 Whistleblowing Management systems
SAMIA EL KADIRI
IRCA Lead Auditor | TOT
Governance & Compliance Consultant – Hawkamah Institute for Corporate Governance (DIFC), UAE
Auditor at Anti-Bribery Anti-Corruption (ABAC®) Center of Excellence
She brings in over nine years of progressive experience working in private and government-owned entities in compliance, management, quality assurance and excellence functions. Possess keen understanding, oversight and reporting mechanisms on Financial Crimes – Anti-Money Laundering, UAE Central Bank regulations, Dubai and UAE federal government mandates. She Developed and delivered various workshops and awareness sessions to leaders and decision-makers on “Good Corporate Governance Practices”, “Development of Strategic Plan and Effective Policies” and “Financial Ethics” (AML&CFT according to Central Bank Guidelines). Authored reports and research papers on Compliance and the evolution of CG in the MENA region.
She is currently a Consultant at DIFC – Hawkamah Institute for Corporate Governance charged with leading entities consultancy and advisory engagements in identifying the relevant controls, processes and frameworks and recommend areas of improvements, in addition to her independent role with ABAC where she provides auditing services and expertise on management systems related to fighting Bribery and corruption. She works closely with clients in assessment and development, advisory and succession planning across multiple industries (Dubai and Federal Government entities, Healthcare, Financial institutions including Banks, and Real Estate) and functional topics (Ethics, Strategic Excellence, Clinical Governance, Regulatory Compliance and Audit, Policies & Procedures, etc.).
She participated in the ESG Index; the MENA wide Environment, Social and Governance (ESG) Index in cooperation with Standard & Poor’s with the support of the International Finance Corporation (IFC).
Prior to joining Hawkamah, she was the Regulatory Compliance Officer and Chief Editor of Compliance newsletter at Wall Street Exchange, a member of Emirates Post Group where she developed systems, policies and procedures for compliance with relevant UAE laws. Prior to that, she worked with the American Clinics for Psychiatry and Neurology where she focused on health care compliance with MOH and Dubai Healthcare Authority’s mandates.
Prior to ACPN, she worked at Roads and Transport Authority (RTA) in Dubai where she focused on government excellence, quality, and customer happiness.
She is a Certified Train the Trainer – Institute of Leadership and Management (UK), In addition to other accreditations related to Anti-Money Laundry (AML) and Counter Financing Crimes.
ZAFAR I ANJUM
MSc, MS, LLM, CFE, CII, CIS, Int. Dip. (Fin. Crime), MICA, MIPI, MAB
Founder, Group Chief Executive Officer
Corporate Research & Investigations & ABAC Center of Excellence
Building 30 years’ career in anti-corruption, compliance, risk management, fraud prevention, protective integrity, security and compliance, Zafar Anjum is a highly respected professional in his field. As a trusted authority in anti-bribery and anti-corruption, fraud risk assessment and prevention, corporate compliance evaluation, securities among corporate clients, government agencies and industry groups, he is known for creating stable and secure networks across challenging global markets.
With an impressive educational background coupled with his industry expertise, Zafar Anjum is often the first certified global investigator on the scene when multi-national EMEA corporations seek to close compliance, anti-bribery and anti-corruption or corporate security gaps.
Starting his educational background in 1989 with his Bachelor of Arts Degree; he then went on to earn a Master of Science in Counter Fraud and the Counter Corruption University of Portsmouth in the United Kingdom along with specialised knowledge and certification in Fraud Investigations, Fraud and Financial Crimes, Corporate Fraud Control and Anti-Corruption. He was also awarded with Distinction in Master of Fraud and Financial Crime and included in Executive Dean’s List of 2016 by Charles Sturt University, Australia.
He earned his LL.M Legal Practice (Master of Laws) (Intellectual Property) from the University of Law in the United Kingdom, which he completed in February 2019. Alongside to enhanced further capabilities and competencies, specifically in the Bribery Risk Assessment framework, he is undertaking ICA International Diploma in Governance Risk and Compliance, ICA International Diploma in Financial Crime and Prevention, ICA International Diploma in Anti Money Laundering from International Compliance Training Academy in the United Kingdom which is mapped and are also awarded in association with Alliance Manchester Business School, The University of Manchester.
His training and business acumen give Zafar Anjum in-depth precision when dealing with fraud risk management, security consultations, crime investigations, crisis management, risk governance, event security and strategic threat management for industry leaders seeking proactive long-term risk prevention.
His leadership creates solid collaborative relationships among prevention teams, crime investigators, government officials, and business executives seeking dynamic solutions across international marketplaces. For industries needing extensive project management, safeguard testing and real-time compliance applications, Zafar Anjum is the assurance expert of choice for industry professionals.
The webinar is fit for attendees who work in the field of:
- Top Management (including Risk, Quality, Health, Safety and Environment Management)
- Compliance and Ethics manager and officer
- Legal Practices and Counselling
- Internal Auditor
- Internal Controller
- Finance manager and officer
- Supply Chain manager and officer
- Procurement manager and officer
- Operations manager and officer
Dubai Quality Group is a non-profit organization set up by the Dubai Economy under the patronage of H.H. Sheikh Ahmed bin Saeed Al Maktoum. Guided by the vision of H. H. Sheikh Mohammed bin Rashid Al Maktoum, Vice President and Prime Minister of the UAE and Ruler of Dubai, Dubai Quality Group was established in 1994 to develop and promote Excellence in UAE.
DQG Subgroups provide ‘like-minded’ members with a platform to come together and discuss their thoughts, views and expertise in different fields. Each Subgroup meets regularly and has the freedom to organize seminars, benchmarking programs and other activities.
Through its associations with international bodies such as the EFQM, ASQ, Ideas UK, Ideas America, DIB Germany, GBN etc., the group brings international knowledge and best practices to the local business community.
DQG is committed to being centre of Knowledge sharing for all topics relating to Innovation and Excellence, for more information please click here.
Based in London, United Kingdom, CRI® is a global company with experts and resources located in key regional marketplaces across the Asia Pacific, South Asia, the Middle East, North Africa, Europe, North and South America. We have experts’ speakers who know the industry inside out and have worked in the field for years and are dedicated to our mission of safeguarding the corporate world by detecting and exposing those elements that can cause irreparable harm to an organization while standing up against the outside forces, who through corruption, collusion, coercion, and fraud, can cause financial, organizational, reputational, and legal harm to our global clients.
Our webinars, resources and other events are always designed with our clients in mind. Expect to be provided detailed insights and expert opinions to all your questions and queries regarding compliance adequate due diligence for third-party risk management, corporate compliance program and what it means for your organization.
CRI® Group has safeguarded businesses from any risks, providing investigations (i.e. insurance fraud), employee background screening, investigative due diligence, business intelligence, third-party risk management, forensic accounting, compliance and other professional investigative research services. 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.
The Consequences of Neglecting Background Screening
Neglecting Background Screening
Are you neglecting background screening? What consequences may affect your organisation when you ignore this process when hiring? What is it about Background Screening? Statistics have revealed to us that a substantial quantity of resumes that are presented to HR during the recruitment process comprised fabricated material; shortlisting is a rigorous assortment procedure intended to put your applicant on trial, but if you are interviewing an individual who has fabricated much of their resume, how can you make a good judge of character? Put, executing a pre-employment check is the best way to combat this issue.
Background screening is vital to organisations of all types and industries as it can assist in authenticating your employees’ record of accomplishment and help avoid a bad hire. Before COVID-19, it was found that an estimate of 85% of organisations 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. Find out other ways COVID has impacted the hiring process, or download our background screening brochure.
Below, CRI Group™ has compiled a list of 5 risks you are running into when failing to conduct a background screening check before employment.
1. Your prospective member of staff could be a felon
Hiring a candidate with a criminal record could taint your company’s reputation, generate a highly volatile atmosphere in your office, and harm other staff members. An employer has the right to investigate an applicants’ criminal past; however, the only way to genuinely acquire the data surrounding an applicant’s criminal past when they intend on masking the evidence is through a criminal background check.
A professional background verification service is a must to communicate with the local authorities to acquire legitimate illegal data and make a well-informed decision for the benefit of your organisation.
2. The odds of employing an unqualified candidate devoid of background screening is 1 out of 6
1 out of every 6 candidates carry inflated or falsified documents to persuade you into offering them the position – and this can be accredited to the rise of credential mills and fake corporations; applicants commonly use counterfeit degrees and false employment records to get hired, and it takes more than just a phone call to find out the reality.
Background service providers use various procedures to obtain legitimate data, including private trips to the university/corporations where applicants allege to have graduated from or worked. Applicants with falsified resumes are not simply deficient in both integrity and honesty – in most cases, they are also not competent enough to fit your job description. A straightforward background verification uncovers this deception and prevents you from hiring an unqualified candidate.
3. Endangering the welfare of other members of the task force
In correspondence to the Substance Abuse and Mental Health Administration (SAMHSA),9 % of approximately 22.4 million unlawful drug users are employed either full time or part-time. A substance abuser, aside from grappling with efficiency, will also inhibit the performance of their co-worker with their improper demeanour.
Employees with a record of drug abuse and misconduct are also deemed to be exceedingly inconsistent and present themselves as a danger to their co-workers; workplace violence and delinquency can be attributed to disregarding employee drug tests and criminal checks – checks that avert such calamities making your office peaceful and an improved place to work.
4. Increased abrasion can also be attributed to improper background screening
Pre-employment screening underlines the notion of quality over quantity. It makes sure that you hire the right candidate from a mass of applicants who applied for the position as employees with unsatisfactory credentials habitually find their way into your organisation through fabricated evidence. Hiring model candidates with an admirable mindset and relevant qualifications can mitigate employee turnover and enhance the general outcome of your organisation. However, the good news is that they never last for long, owing to their shortage of output and failure to handle the work delegated to them.
5. A candidate’s social media presence and global database can help nail down an accurate judge of character
Social media platforms in conjunction with international databases, for instance, criminal watch lists, credit archives, and public litigation archives, can expose your candidates’ positive and negative characteristics that may escape you during the interview and selection process. Abandoning these checks will hinder you as an employer from seeing your candidate’s best or worst side when picking among leading applicants who contend for a critical position. Employers who operate social media checks on their candidates have found it simpler to identify their candidates better, as social media is where the candidates are more apt to demonstrate their temperament and talents. The process for operating social media and archive checks can be burdensome, but rest assured that pre-employment screening providers are devoted to passing thorough checks on social media platforms and hundreds of databases to assist employers worldwide make critical hiring judgments.
The Verdict?
Background screening has achieved immense recognition throughout the world over the previous few years as it should do – its impact and the modern setting assist in diminishing the pressures that jeopardise every employer’s aim to enhance their personnel and work environment. Verification should be a compulsory component of an organisation’s onboarding procedure to alleviate all the risks we have discussed thus far. Notwithstanding the apparent advantages that background screening presents, it likewise confirms that your organisation hires the most excellent contenders who would promise continual triumph.
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 the provision of investigative services. The BSI is the only BS 7858 accredited background screening services provider in the UAE and the Middle East. Find out more about the BS 7858:2019 or download our BS7858:2019 free playbook.
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 organisation.
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 organisation stay protected.
Employee Background Checks: A Requisite for all Businesses
Employee Background Check Concepts
Employee Background check concepts are inescapable for your organisation if you are looking to minimise risks surrounding a bad hire. The concept of an employee background check has become one of the most significant phases in the recruitment process.
The escalating figure of crime scenes and fraudulence incidents is a key justification why organisations take up this step as aside from the rising crime rates, organisations are also becoming hyperaware of their employee turnover rate, employee burnout, employee retention, etc. Employee Background Checks are a highly effective method of ensuring that organisations are recruiting the finest. What are the key concepts of conducting an employee background check and why is it substantial for corporations of all sizes and statures?
Concepts of Employee Background Check
In wake of the digital development, it is fair to say that the recruitment process has become quite demanding, and an employee needs to cross numerous phases to at the right time reach the finishing point. The Employee Background Check is quite a time-consuming concept as employers strive to have the greatest pick from the numerous candidates who have come up for the recruitment process. After the interview sessions are over, it needs some time to let the employee know about their joining since this is the time when most organisations go through the employee background check procedure. Some companies opt to perform this procedure in-house while some others hire external service providers to conduct a comprehensive check of the 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. Ensure a safe work environment for all. Download our EmploySmart brochure or get a free quote.
Significance of The Employee Background Check and its Advantages
Organisations carry out such checks due to a myriad of reasons, some of these include:
1. Knowing the validity of the resume
Many candidates tend to embellish their experiences on their resumes and make use of such methods to obtain their desired job through such falsified recognitions. If a candidate does obtain their role through this method, they will not be able to handle the position well making this a complicated situation for the employee and the employer concurrently. Therefore, it is incredibly valuable to know what the candidate has falsified on their resume. An appropriate and comprehensive verification of the employee’s background can unveil all such truths in front of the employer. After knowing the true details, employers can make a judgment that will be more beneficial for the organisation as well as the employee.
2. Knowing about the nature of the candidate
Like the falsified details on the resume, candidates also tend to wear somewhat of the false mask of confidence on their faces while attending the interview. It is tricky to distinguish and judge a person in a conversation of a few minutes. If it is a career profile where the pressure is going to be intense, it is crucial to know whether the candidate can handle such pressure or not. Knowing the authentic behaviour and personality aids in evading bad hires. The experts of the verification check get you an appropriate note about the personality, nature, and behaviour of the candidate to determine whether they can match up to the demands of the needed position.
3. Knowing experiences at the past offices
Candidates produce diplomatic answers about their past experiences when a question is thrown at them about said experiences. Many of the experts suggest cracking this during the interview session as the employers must verify the factual scenario at the previous offices. It may turn out that the candidate had a terrible record at the last office, or it may also happen that the employer had fired the candidate from the last job. There can be a few things that can happen. You can of course offer the candidate a chance to clarify, but it is imperative to get the verification done before this.
4. Knowing criminal experience and legal support
Having an employee background check is also about having an awareness of any criminal experience a candidate could have potentially had. It can be unsafe for the organisation to hire an employee with such a background and place them amid unharmful employees. It is just as vital to know whether the candidate has legal support or not. If yes, it should be checked whether the candidate has misused the support in the past or not. If the candidate has misused the support in the form of a lawsuit or so in the past, they do the same for your organisation too.
What to include in Employee Background Check?
- History of employment: Verify the reference given by the candidate as it confirms their behavioural and working patterns with previous employers. This way, their overall performance, commitment, and proclivities can be assessed.
- Criminal background: It is essential to determine that the candidate does not have a criminal history. It is inevitable, principally for the profiles related to defence or trust.
- Credit history: Knowing the credit rating of your candidate is also important as this reveals the integrity of the employees. This can be done by completing an employee background check for the credit history.
- Terror Watch List: For the businesses running in countries like the USA, checking the Terror Watch List of their candidates is especially critical. Again, it is a necessity for security positions.
- Checking Social Security: Organisations should check the legitimacy of Social Security Number. Proper background checks of distinct names, aliases, date of birth, history of addresses, etc. This way, it can be found out if the candidate has been living with other names or anything else questionable which is not accessible in criminal records.
- Checking public/court records: This is done to check if the candidate has been or is implicated in any sort of court proceedings or not. This is incredibly significant in picking the right candidate that can offer comprehensive devotion to the job profile you are proposing to extend.
- 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: Sex Offender Registry check must be an integral part of the employee background check as you must not endanger other employees or consumers, especially in roles surrounding children and other susceptible individuals, by hiring a sexual predator.
- Education check: This sort of background check 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.
Measures to take for Employee Background Checks
Having a proper flow chart of different steps
- Organisations must have a consistent policy for the employee background check, and for this, responsible authorities should know about the different steps they need to follow for background verification. A flow chart of all the steps is often used for this measure as they are easily comprehensible across the board.
Legal Assistance to understand the role of Local Laws in Employee Background Check
- An assortment of confidential data is involved in the background check which is why taking legal Assistance will help avoid many sorts of legal complications.
Opt for FCRA Compliant Employee Background Check
- As FCRA (Fair Credit Reporting Act) determine what you can and cannot do in your employee background check proceedings and govern all the background checks, organisations must ensure that they follow FCRA’s rules and regulation.
In case of any mistake or misunderstanding, allow a candidate to Clear Up that.
- There are instances in which the data an employer has received can be incorrect; it is important to offer the chance to a candidate to rectify those misunderstandings as it determines a prudent and productive practice.
Being aware of the difference b/w Investigative Consumer Reports and Reference Checks
- If you reject a candidate because of the Investigative Consumer Report, the candidate needs to be provided with a copy of that report. However, if the information was obtained via reference check, such as asking past employers, you need not give such details to the candidate.
Academic references Checking
- Academic circles and experience are easily exaggerated and manipulated areas in recruitment and can be problematic and at times difficult to identify. Therefore, the prospective employer ought to start their reference check from this point. Undeniably, there is no need whatsoever to employ an applicant who is not honest regarding their academic qualification as they would not be productive and are likely to have ill motives. Consequently, they could be a liability to your organisation. This kind of candidate cannot be trusted at all, and therefore there is no need why the employer should. However, it would be to think such an individual for their interest in your organisation, but never should one hire them.
Call current and former supervisors.
- At times, it can prove difficult to extract any information about an applicant due to some legal handles and the fear of being sued for character defamation or even libel where the information which would be given might be negative, especially from either the current or former employers of your prospective candidate. However, it is worthwhile to find out as the data available at your disposal allows for sound and appropriate decisions to be made for the benefit of both the organisation and other members of staff.
Checking one’s network of associates
- Undeniably, for those who have been in the personnel management department, it is most likely that they have a vibrant network of associates, friend colleagues and family members who would be willing to share information about a prospective employee. It is therefore essential and significant to gather information from them. It would not be surprising that one might even get more information from such people.
Browse online sites
- With the use of the internet and using several search engines or numerous social sites, one is likely to find crucial and critical information that would go a long way in facilitating the employer get sufficient data about either the applicant or the organisation that they have worked or claim to have worked for.
- This information might range from positive to negative, thereby allowing the employer to make the right decision. Undoubtedly, the internet is a sure and free source of data that any prospective employer should employ in doing a background check.
In conducting employee background checks, there are some golden rules that one needs to observe to avoid any legal and challenges in executing the duties of their human resources and making the background check most effective and efficient. 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 is inconsistent with your background check.
- Employing the services of background check services compliant with the legal frameworks of your region
- Understanding the difference between background checks vis-à-vis investigative consumer reports.
Don’ts
- Avoid making decisions on using the background checks on an applicant-by-applicant basis.
- Avoid the assumption that some parts of the background check process routine
- Avoid making decisions without letting 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 private of an individual while verifying the historical employment facts.
Fundamentally, employee background checks are not too viewed superficially as they play an important role in ensuring that neither the employer nor the organisation encounter loss or legal handles in exercising their mandate and role. Consequently, by attracting competency and matching the skills with the tasks, employers ensure that their organisations remain profitable and are sustainably produced and competitive in their respective fields.
Finally, the most critical information that these background checks elicit are vital and are diversified in range and scope depending on the tasks to be performed and are as follows:
Criminal Records
Indeed, background checks are instrumental in providing information about the individual, which would inevitably be vital, especially where the candidate is required to handle or maintain important levels of trust, confidentiality, and security. Consequently, this kind and level of reliability would not be forthcoming from a criminal record person.
Social Security Validation
Apart from and the individual being tax compliant, background checks guarantee the legitimacy of the applicant’s social security number. The Social Security Validation facilitates in and discovering of all the names, as well as aliases and any variations thereof, dates of birth in addition to the history addresses associated with the applicant.
This limits the incidents of the employer contracting an individual who has a criminal record or does not have any legal status of seeking and getting employed in that country or region. Further still, it provided information on whether the candidate has ever lived in unrevealed places or under other pseudonyms that could divulge unlawful records that wouldn’t have otherwise been established.
Address History
Address History background checks help in tracing prior addresses where the applicant could have resided and facilitated the establishment of where else the applicant could have lived, making it easier in the verification of their true identity and may form the basis of further interview questions as well as getting to know the candidate better.
Terror Watch List
With the prevalent threat of terrorism and the global danger posed by terrorists, a thorough background check is more likely to establish if your potential employee could have been involved in terror acts or whether they are in any country or even states terror watch list. Although this was explicitly imperative for security jobs, it has been deemed necessary in almost every profession due to the changing dynamics and tactics employed by terrorists and other criminal syndicates in the twenty-first century.
Sex Offender and human trafficking Registry Check
With the ever-increasing levels of human trafficking, child pornography, organ harvesting, paedophilia and sexually related abuse globally, it is paramount that for positions dealing with minors, the marginalised and the most vulnerable through background checks are a necessity rather than just an option to ascertain the credibility of the applicant to avert and reduce the prevalence of the vices above.
Necessities for conducting Employee Background Checks
- You need to have your 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.
Are There Any Disadvantages?
One of the major disadvantages that you can see is the wastage of time and money. The 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 their 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.
Opting for an employee background check depends on the type of your business and the kind of job profile you are going to hire that candidate. Getting an employee background check has become eminent today because there have been so many instances each day. They are getting the verification done to get the employer the satisfaction that they are selecting a genuine person and will not hamper the reputation and environment of the company.
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!
Risks of Cybercrime and Social Media: NEW PLAYBOOK
The risks of cybercrime claims many victims over many sectors. The PwC Global Economic Crime Survey 2020 found that a company falls victim to six frauds on average. The most common types are customer fraud, asset misappropriation as well as cybercrime. It also proved a roughly even split between frauds committed by internal and external perpetrators, at almost 40% each – with the rest being mostly collusion between the two. Few can deny the enormous technological advancements that are constantly taking place in the modern world. The internet, the computer, and other technological advancements have dramatically changed what it means to socialise, ‘chat’, and even read a book. Both the disadvantages and advantages of such developments are clear, and as technology gains pace, so have the unlawful activities of those who seek to take advantages of such developments.
According to a 2020 cybercrime report from Europol, COVID-19 sparked upward trend in cybercrime. In fact, since the beginning of the pandemic, the FBI has seen a fourfold increase in cybersecurity complaints, whereas the global losses from cybercrime exceeded $1 trillion in 2020.
In other words, as technology evolves, the risks of cybercrime have become complex. The sense that one is safe from crime in the privacy of one’s own home has been lost. In fact, according to World Economic Forum’s “Global Risks Report 2020” the chances of catching and prosecuting a cybercriminal are almost nil (0.05%).
Take the First Steps Towards Developing Measures Against the Risks of Cybercrime!
This playbook critically examines the growth of cybercrime, evaluating the risks it poses in terms of the different forms of cybercrime that exist and the regulations that seek to detect, prevent and punish them.
The extension of an old legislation to include cybercrime is not entirely effective – especially not for crimes committed within the realm of social media and social networking. Therefore the need to develop an ‘anti-cybercrime culture emerges. It has to be implemented on an international scale that safeguards these crimes – the promotion of careful use would therefore be facilitated to hinder such crimes before they can materialise. Our playbook includes:
- What is cybercrime and why is it important?
- Top corporate cybersecurity risks and 10 types of high-tech crimes
- How cybercrime impacts business and your company’s growth
- Cybercrime and regulations in place
- And how your response as a business matters – how to can you protect your business from cybercrime including advice and tips on how to telework safely
Download the full playbook today and learn step-by-step things your company can do to be better protected from cybercrime. Robust cyber-security, data protection, anti-fraud and risk management all come together to mitigate the dangers posed by hackers, phishers and other cybercriminals.
With the playbook in your hands, you’ll learn about the most common cyber attacks. This includes viruses, phishing attacks and website hacks. You’ll also gain a better understanding of the consequences of different types of cybercrime.
To sum it up, the playbook provides best-practices and ways that companies are lessening their risk without spending prohibitive resources to do so. Above all, the right expert advice means that any company can be on the right track to protecting their customers, their assets, and their employees from the risks of cybercrime.
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 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.
You suspect employee fraud. Now what?
When any type of fraud, including employee fraud, is discovered, it’s usually by surprise. That’s because most of us aren’t used to looking for criminal behaviour inside our own organisation. We trust our employees and co-workers, and we keep our focus on succeeding as a team and accomplishing our goals for the business. Nobody wants to think that someone might be subverting the rules for their own personal gain.
Unfortunately, though, fraud does happen. The statistics tell us that on average, organisations lose about 5 percent of their total revenues to fraud. If that’s not bad enough, the average fraud lasts 18 months before being discovered – if it is discovered at all (ACFE, 2020).
One of the problems is that, since we aren’t looking for fraud, we sometimes don’t want to believe it when we do encounter its red flags. Though they may be unmistakable to some, when it involves our trusted co-workers (and even our superiors) sometimes we try to rationalize or ignore those signs altogether. Accounting discrepancies are one thing, but what about the more subtle things – like behavioural red flags? The following are a few examples:
- The subject appears to be living beyond their means
- They are having financial difficulties
- They have an unusually close association with a vendor or customer
- The subject shows excessive control issues or unwillingness to share duties
- They demonstrate unusual irritability, suspiciousness, or defensiveness
- The subject has what can be described as a “wheeler-dealer” attitude involving shrewd or unscrupulous behaviour
- They have recent divorce or family problems.
Now, these are just warning signs. None of them mean that fraud is definitely taking place. But it’s worth noting that, according to the ACFE, “at least one of these seven red flags had been identified before the perpetrator was caught in 76% of all cases.”
When such behaviours are put in the context of real discrepancies, such as accounting problems, missing cash or inventory, or other issues, a picture of fraud can begin to take shape. While most fraud is discovered by accident, having employees who are trained to recognise red flags is no accident and makes your organisation better protected in the long run.
So, now you’ve discovered fraud in your organisation. What happens next?
1. Report it
Depending on your company’s anti-fraud policy, you should follow the proper reporting channels. Many organisations have an anonymous reporting system, such as a hotline or online module, through which they can report suspected fraud without fear of retaliation. Such a system is highly recommended, as it directly results in more fraud tips and helps you uncover bad behaviour sooner, before it’s done the most damage.
2. Begin an investigation
Organisations that don’t have their own anti-fraud professionals on staff should engage an outside firm that specialises in financial investigations whenever fraud is suspected. These experts will review your fraud tip and lead your organisation through the next steps.
3. Gather evidence
Only seasoned experts should engage in an investigation because improper evidence collection can harm the potential to bring a case to court, should it rise to that level. Also, professional fraud investigators have an understanding of privacy laws and know what is and isn’t admissible in terms of gathering evidence in the workplace.
4. Interview witnesses
Part of the evidence-gathering phase, witnesses should be interviewed to draw a clear picture of what has taken place. They should be interviewed individually by anti-fraud professionals, who know how to elicit the information they need to uncover the truth.
5. Contact law enforcement
As the investigation proceeds, if fraud appears to be a proven concern, the employee should be terminated from employment and law enforcement should be informed. Without prosecution, the fraudster will just move on to their next victim.
6. Review and update your anti-fraud controls
How did this fraud happen? Were anti-fraud measures too weak, or were they not properly followed? Now is the time to evaluate risk management and control systems to learn from this case, and prevent the next fraud. Due diligence experts should be engaged to provide an objective, thorough examination of your control systems and make recommendations that will improve your level of protection.
CRI Group has experts who have conducted fraud investigations all around the world, for organisations of all sizes and industries. Our investigators work on-site at your company bringing a boots-on-the-ground approach to uncovering all the facts of the case. When you’ve uncovered fraud, that’s the time to let the experts take over. You owe it to yourself and the future of your business to make sure every investigation is done professionally and effectively. Contact CRI Group to learn more about our fraud investigations today. Get a FREE QUOTE
CRI Group has safeguarded businesses from any risks, providing investigations (i.e. insurance fraud), employee background screening, investigative due diligence, business intelligence, third-party risk management, forensic accounting, compliance and other professional investigative research services. In 2016, CRI Group launched 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. Contact ABAC® for more on ISO Certification and training.
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