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!

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Who is CRI Group™?

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

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CRI™ Named Certified Provider by HRO Today Association

CRI Group™ has been approved by the HRO Today Association as a Certified Provider to the human resources services industry. CRI Group™ completed a rigorous audit process and “demonstrated a high level of accountability of standards and ethics,” according to an HRO Today Association statement.

“The HRO Today Association has long been the HR industry’s standard-setting organisation,” said Renee Preston, Global Executive Director of the HRO Today Association. “We are pleased to add CRI Group™ to the growing list of certified providers who are dedicated to offering the highest level of service to the HR community.”

“We are extremely proud to be recognised by HRO Today Association for our diligence and rigorous processes to ensure best practices across organisations,” Anjum said. “At CRI Group™, we share the vision with HRO Today Association that shifting demographics and increased globalisation means that human resources truly lead from the front among employers, candidates and customers,” Anjum said.

Established in 1990, CRI Group™ is a leading global provider of expert employee background screening services. Serving clients worldwide, CRI Group™ also provides investigative due diligence, third-party risk management, compliance and other professional investigative research services. Addressing a need for thorough pre- and post-employment background screening, CRI Group™ developed its own EmploySmart™ background screening service to avoid negligent hiring liabilities. EmploySmart™ can be tailored into specific screening packages to meet the requirements of each specific position within an organisation.

Proper pre-employment checks can reduce the risk of hiring someone who could cause irrevocable damage. Zafar Anjum, founder and CEO of CRI Group™, said “Firms spend years, thousands, even millions to brand their products and services, and one bad hire can cause loss of capital and reputation. EmploySmart™ focuses on using best practices, technological solutions, and a ‘boots on the ground’ approach to provide the best possible background screening for clients.”

About HRO Today Provider Certification Program

HRO Today Association certified members demonstrate that they have undergone evaluation and testing to verify themselves as credible and trusted providers. This form of certification ensures customers have access to qualified service providers in the HR services and technology industry.

Let us know if you would like to learn more

If you have any further questions or interest in implementing compliance solutions, please contact us. 

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 BS102000:2013 and BS7858:2019 Certifications is an HRO certified provider and partner with Oracle.

In 2016, CRI Group™ launched the Anti-Bribery Anti-Corruption (ABAC™) Center of Excellence – an independent certification body established for ISO 37001:2016 Anti-Bribery Management Systems, ISO 37301 Compliance Management Systems and ISO 31000:2018 Risk Management, providing training and certification. ABAC™ operates through its global network of certified ethics and compliance professionals, qualified auditors and other certified professionals. As a result, CRI Group™’s global team of certified fraud examiners work as a discreet white-labelled supplier to some of the world’s largest organizations. Contact ABAC™ for more on ISO Certification and training.

Meet our CEO

Zafar I. Anjum is Group Chief Executive Officer of CRI Group™, a global supplier of investigative, forensic accounting, business due to diligence and employee background screening services for some of the world’s leading business organizations. 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, Estonia, Turkey, Singapore, Malaysia, Brazil, China, the USA, and the United Kingdom.

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

CONTACT INFORMATION

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

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

t: +44 207 8681415 | m: +44 7588 454959 | e: zanjum@crigroup.com

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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

CONTACT INFORMATION

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

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

t: +44 207 8681415 | m: +44 7588 454959 | e: zanjum@crigroup.com

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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.

GET A FREE QUOTE

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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!

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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.

DOWNLOAD PLAYBOOK

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.

Filed under: All Industries, All Regions, All Solutions, Background Investigation by admin
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FAQ: Employment Screening

Want to know what red flags are most often found on résumés and employment applications? CRI® Group’s EmploySmart™ experts provided some statistics on their latest pre-and post-employment screening engagements, giving insights into where companies are most vulnerable in the hiring process. The operations team found that providing incorrect employment details is the most common red flag, as it was uncovered in about 4.5 per cent of background screenings. This is followed by providing incorrect education degree details and having adverse media (unfavourable news or online mentions), both at 2.33 per cent.

Most employers would probably say that when it comes to educational background, the only thing worse than providing incorrect degree information would be outright claiming a fake degree – which occurred in nearly 2 per cent of cases. Other red flags included:

• Having a criminal record (1.5 per cent).
• A civil litigation record (1.27 per cent).
• Providing a fake address (also 1.27 per cent).

To round out the findings, the operations team found bankruptcy records, fake certificates and negative references among 0.85 per cent of those screened.

Get answers to frequently asked questions about background checks/screening cost, guidelines, check references etc. This eBook is a compilation of all of the background screening related questions you ever needed answers to:

• Does a candidate have to consent to process a background check/screening?
• How long does it take to conduct a background check?
• When should I conduct pre-employment checks?
• How often should I screen employees?
• How to collect references, and what to ask?
• How much does it cost to conduct background checks?
• What is the difference between employment history verification and employment reference?
• How do I check on entitlement to work?
• How to conduct identity checks?
• What will a financial regulatory check show?
• Is it possible to identify conflict of interest during checks?
• What is a bankruptcy check?
• What about directorships and shareholding search?
• Can I have access to a criminal watch list?
• Anti-money laundering check?
• Can we conduct FACIS (fraud and abuse control information system) searches?
• … and MORE!

Taken as a whole, it is the perfect primer for any HR professional, business leader and company looking to avoid employee background screening risks. It provides the tools and knowledge needed to make the right decisions.

Download your “Employee Background Screening FAQ” FREE ebook now!

FAQ employee background screening

Filed under: Due Diligence, Employee Background Check, Pakistan, Islamabad, Pakistan, Karachi, Qatar, Doha, Resources, Shanghai, Singapore, Singapore, United Arab Emirates, Abu Dubai, United Arab Emirates, Dubai, United Kingdom, London, United States of America, New York by admin
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Background Screening Red flags: Numbers Don’t Lie

Want to know what types of red flags are most often found on résumés and employment applications? CRI® Group’s EmploySmart™ experts provided some statistics on their latest pre- and post-employment screening engagements, and they give insights into where companies are most vulnerable in the hiring process. background screening red flags

The operations team found that providing incorrect employment details is the most common red flag, as it was uncovered in about 4.5 per cent of background screenings. This is followed by providing incorrect education degree details as well as having adverse media (unfavorable news or online mentions), both at 2.33 per cent.

Most employers would probably say that when it comes to educational background, the only thing worse than providing incorrect degree information would be outright claiming a fake degree – which occurred in nearly 2 per cent of cases. Other red flags included having a criminal record (1.5 per cent), a civil litigation record (1.27 per cent), and providing a fake address (also 1.27 per cent). To round out the findings, the operations team found bankruptcy records, fake certificates and negative references among 0.85 per cent of those screened.

Deception Among Job Seekers is Real

Anytime someone intentionally provides false information in their résumé, they are committing résumé fraud – usually in the hopes of gaining a competitive edge in the hiring process. “There are even business services out there that will knowingly assist candidates with changing their résumé in this way, such as offering advice on how to hide employment gaps or how to add false information that looks realistic. Some will even provide fake transcripts and fake letters of recommendation” (HR Daily Advisor, 2018).

The same goes for fabrications on an application. It can occur anywhere in the process, and the candidate will likely continue to misrepresent themselves in the interview process to maintain their fraud. As mentioned above, helping candidates embellish or even fabricate credentials has become a business unto itself. “On the surface, these appear to be candidates taking desperate measures. But the candidates themselves may not be the only ones at fault. As recruitment has migrated online and become automated … opportunities for scammers have arisen. Professional recruiters, who get placement fees when they land candidates in jobs, have a clear incentive to game the system, Zhao says. They are ‘middlemen who can make significant profit by misrepresenting clients’” (Inc.com, 2019).

There is only one clear remedy and protection method to combat this type of fraud: thorough and comprehensive background checks. Most organisations, however, don’t have the time, resources, or the expertise to conduct the needed level of background screening on their own. This is where CRI® Group’s EmploySmart™ comes in. The robust pre-employment background screening service helps organizations worldwide avoid making uninformed and potentially harmful hiring decisions. As a leading provider of specialised local and international employment background screening, CRI® Group’s uses EmploySmart™ to provide risk mitigation and give business leaders confidence in their hiring process. EmploySmart™ includes a thorough menu of screening that fulfills your organization’s risk management needs. These checks include the following:

• Address verification – one of the red flags discussed above.
• Identity verification – what are they hiding? Falsifying one’s identity is a major red flag.
• Previous employment verification – candidates might claim false employment to beef up their résumés.
• Education & credential verification – screeners check degrees and education history.
• Local language media check – what is uncovered about the candidate in news reports?
• Credit verification & financial history – candidates who conceal financial problems can be a fraud risk (local privacy laws apply).
• Civil litigation record check – lawsuits can indicate red flags, background screening will uncover the details.
• Bankruptcy record check – when hiring someone for a financial or leadership position, it’s important to know if they have bankruptcy filings.
• International criminal record check – checking criminal records is essential for the safety of your employees and your business.

These are just a few of the essential checks that are part of the EmploySmart™ process. CRI® Group’s network spans the Americas, Europe, Africa, and Asia-Pacific for providing international risk management, background screening and due diligence solutions provider. Don’t tempt fate and invite red flags into your business by making risky hires. The proper pre-and post-employment screening will uncover those hidden things that a candidate might not want you to know. Contact CRI® today and learn more about how EmploySmart™ will help provide your organisation with that extra layer of protection you need. Get a FREE QUOTE now!

Filed under: Due Diligence, Employee Background Check, Pakistan, Islamabad, Pakistan, Karachi, Qatar, Doha, Resources, Shanghai, Singapore, Singapore, United Arab Emirates, Abu Dubai, United Arab Emirates, Dubai, United Kingdom, London, United States of America, New York by admin
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Top notch candidate! Too bad its a lie.

The hiring process can be an exciting time for both the candidate and the employer, especially if is due to a growing business. However, it presents a degree of risk, as well. Organisations that bring new employees into their fold and entrust them with their business, processes and assets are playing with fire if they do conduct proper due diligence first. Employee Screening

One of CRI Group’s clients was recently hiring for a critical management level position. After finding what appeared to be an exemplary candidate, the client engaged CRI Group’s EmploySmart services, which provide thorough pre-employment background screening. CRI Group’s agents began right away in working to confirm the applicant’s credentials.

The candidate claimed to be a holder of a university degree. But when CRI Group conducted its local education verification process, the university named by the candidate reported that the applicant’s degree was ‘fake and forged’. That wasn’t all that ended up being fake.

The applicant also provided a reference letter, apparently signed by the university’s Deputy Controller of Examination (Dy COE) — apparently confirming his education record and asking to re-check his record with the university. However, further investigations showed that the reference letter was also fake, and the signatory was not, nor had ever been, the Dy COE of the university. Another fake and forged degree was revealed when CRI Group investigated the applicant’s BBA — as there was no conferment of the said degree.

In short, there was nothing legitimate about the candidate’s educational background, nor, as such, his candidacy. The client declined to offer him the position, and dodged a very real bullet by not hiring someone who was unqualified and untrustworthy.

At CRI Group, our EmploySmart pre-employment background screening process analyses a job candidate’s claims and credentials, and digs beyond the surface to make sure the facts match up. Our experts conduct extensive checks that examine all of the following details of a potential employee:

• Verification of address
• Verify name and date-of-birth
• National ID number
• Credit checks
• Previous employment verification
• Credentials verification
• Bankruptcy checks
• Civil litigation checks
• Criminal history
• Record checks
• Professional qualifications and memberships
• Criminal background checks
• … and more.

Don’t take unnecessary risks with your business, assets, investments and reputation. Whenever you are hiring new employees, use  EmploySmart pre- and post-employment background screening. Our investigative due diligence is second to none in the industry, and we will uncover those facts that potential new hires might not want you to know. Learn more about EmploySmart today or get a FREE QUOTE now!

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

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. 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.

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Your company’s security begins at the hiring process

Your company’s security begins at the hiring process

It’s an exciting time for a company when business is growing and there is a need add more employees and start a hiring process. One organisation that was in such a position sought to make sure they were being diligent while hiring new staff. To that end, they engaged CRI® Group’s EmploySmart^TM services, providing thorough and extensive pre-employment background screening in verifying prospective candidates’ experience and credentials. What happened next is eye-opening for any business leader.

CRI® Group’s agents uncovered disturbing details regarding one of the applicants. When CRI® Group contacted this individual’s former employers, one of them reported that the applicant had been hired without any prior experience, was trained for a couple of months, and then terminated due to committing cash embezzlement as well as participating in harassment and workplace violence. In other words, he was an employer’s nightmare!

Further checks revealed more problems at other organisations – CRI® Group discovered that the individual had been terminated from a second position after causing a financial loss at the company. By using EmploySmart^TM, the client dodged a major bullet and avoided hiring someone who could have done serious damage, both financially and to the company culture.

What you don’t know can hurt you

A dishonest employee could be unqualified for the position, possibly endangering others on the job. Or they might be a fraud risk, willing to bend the truth in other ways in order to enrich or advance themselves on your dime.

At CRI® Group, our EmploySmart^TM pre-employment background screening process analyses a job candidate’s claims and credentials, and digs beyond the surface to make sure the facts match up. Our experts conduct extensive checks that examine all of the following details of a potential employee:

• Verification of address
• Verify name and date-of-birth
• National ID number
• Credit checks
• Previous employment verification
• Credentials verification
• Bankruptcy checks
• Civil litigation checks
• Criminal history
• Record checks
• Professional qualifications and memberships
• Criminal background checks
• … and more.

Resume fraud: More common than you think

In another case study, CRI® Group’s investigators conducted background screenings of employees who were working for a multinational organisation operating in Pakistan. While verifying education credentials is just one of the aspects of the EmploySmart^TM process, the investigators immediately noticed red flags and initiated detailed checks of the education degrees claimed by the subjects.

In this case, CRI® Group screened 18 degrees claimed from a single university. By contacting the university and conducting an examination of documents and records, CRI® Group found an astounding 5 of them (27.7 percent) to be fake and/or forged. As it turns out, the following are some of the most common areas of resume fraud:

• Stretching dates of employment
• Inflating past accomplishments & skills
• Enhancing job titles & responsibilities
• Education exaggeration & fabricating degrees
• Unexplained gaps & periods of “self employment”
• Omitting past employment
• Faking credentials
• Fabricating reasons for leaving previous job
• Providing fraudulent references
• Misrepresenting military record

Resume fraud is a widespread problem for employers in every industry, and at any size company. It’s persistent and sometimes even careful examination of a resume won’t immediately reveal red flags or problems. The only way to properly vet job candidates is to screen them with a thorough pre-employment background screening process.

 Hiring process is Trusting, but verifying

No organisation can afford to have employees on staff who aren’t what they claim to be. Even a seemingly innocent embellishment can indicate more background problems under the surface, and the potential for future problems down the road.

Every business leader should embrace the need to EmploySmart^TM. Your greatest resource is your employees. Make sure they are who they say they are, and that you only hire the best.

Take a proactive stance with the highest level of Employee Background Screening as a part of your essential business strategy.  Contact us today to learn more about our full range of services to help your organisation stay protected. 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.

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