Make background screening part of your recruitment strategy

Make background screening part of your recruitment strategy

In 1912, the doomed Titanic hit the fatal iceberg because it didn’t realise the danger ahead before it was too late. In the same way, what we know of our employees is often just fraction of the real picture, so your recruitment strategy has to address this. Just as you don’t want your company to sink, you need go deeper to gain clarity in security detailing or analysis. You may only be looking at an eighth of the picture. Is that what you want to base your security decisions on?
For the last 18 years, I’ve learned the importance of background screening—investigating the iceberg, as it were. The truth is that more companies are checking employment chronologies, certificates from education institutions, drivers licences and credit histories. In South Africa, where fraud and collusion are rife, it’s especially important.
However, what no-one realises is that if you perform this process in a random or unethical manner, it can be destructive and may lead to serious legal consequences for your company. The best background screening processes are:

Well formulated,
Well communicated,
Transparent,
Understood, and
Accepted as a standard part of company procedures.

Here’s a test. Do your staff members clearly understand the process of security checks? Do they understand that it protects them, not just the company? Communication in any security process is important to understand the strengths, risks and consequences of a policy.

How big is the iceberg?

Putting together a background screening policy starts when security professionals meet with HR to:

Discuss the needs of the company,
Identify vulnerable areas,
See what resources are available, and
Agree on the required outcomes.

Make questions such as the following part of developing your background screening policy:

Who should you be performing background screening checks on?
How many years should these checks cover?
What type of background screening checks should you include in your recruitment strategy?

Be careful what background screening checks you choose

Sadly, not all security checks are as exhaustive or reliable as clients may think. It’s critical to work with security specialists who understand what security checks are relevant for a company’s employees or vendors*.

Consistently apply your background screening checks

Here’s a warning. Sporadic checks offer weak protection in terms of employee background screening. To stay on course, you need complete, accurate and consistent information. A comprehensive and detailed plan is what keeps employees and employers safe.

Prevent disaster: Integrate background screening into your recruitment strategy

You can prevent a disaster by using a shrewd pre-employment screening process. New talent in a company can revitalise it and make your services and products better, but make sure you employ the right people.

How to carry out a background screening process

Explain the required checks to the applicants.
If you want to carry out credit or criminal record checks, get the applicant’s permission first**.
Investigate the applicant’s social media accounts.
In your recruitment strategy, verify qualifications and membership of any professional associations or professional bodies.

Right now, it may serve you to look at your company from comprehensive viewpoint:
See its vulnerabilities from outside threats.
Identify the risks that may already be inside the company.

Security checks must apply to more than just your existing permanent employees. It must extend to new people coming in, extended stakeholders and vendors and, most importantly, it must be an ongoing process. False security and complacency can be deadly—ask the captain of the ill-fated Titanic.

*On this note, don’t ignore partners in your company, temp or contract workers or consultants.
**In some circumstances, you may feel the need for a more detailed credit check or investigate any ongoing court cases.

This article was written by Jenny Reid Link