Does your organization have an active program that conducts reference checking on employees before they are hired? Ownership of the pre-employment vetting process does not often reside with the security function within the organization. Some companies outsource background checks to third party organizations to share the task. Many of these policies are impacted by legislation, and limitations can be imposed on the use of various vetting methods.
By working together cohesively with HR and legal, the security team can also function as the final gatekeeper to help ensure that the organization is screening in accordance with its policies and that every candidate has properly cleared the company’s background check standards.
Target Corp. plans to stop asking prospective employees about their criminal records in initial job applications at all of its U.S. stores, mere months after Minnesota Governor Mark Dayton signed "Ban the Box" legislation, which next year will make it illegal to ask about an applicant's criminal history until he or she has been selected for an interview.
The business of hiring is a minefield of potential loopholes and pitfalls that culminate with one simple truth: “Everyone can lie.” It often falls to the security team to verify the backgrounds of potential employees, to ensure that applicants are being honest about where they’ve worked, what they’ve done and who they are.
The hiring process overseas can be a much taller hurdle than anticipated – How can enterprise security executives vet candidates effectively?
August 1, 2013
Background checks are a normal course of the hiring process for many companies in the United States. In some industries – like financial services and education – this due diligence is actually mandated by government regulations.
Hiring a new employee can be a rushed process, especially if the position is a mission-critical one. But neglecting to follow through on pre-employment screening can be even more disastrous to the enterprise than having an empty seat for a few weeks. A foregone or limited background check, a lack of fact-checking or a single-minded policy about hiring could leave a company with rushed hire and an unsuitable new employee, or worse – a wave of new risks and liability.
What does Dr. Park Dietz, one of the world’s foremost forensic psychiatrists, want you to know about mitigating workplace violence? Read his guide on warning signs and prevention, along with features and columns on RFID technology, mobile credential standards, security convergence, CSO interview questions and more in our February 2017 edition of Security magazine.