Representatives from CRI Group were in Washington, D.C. this week to help “Elect to Effect Change,” the theme of the 2016 NAPBS Mid-Year Legislative and Regulatory Conference. In particular, CRI Group discussed with attendees important issues surrounding pre- and post-employment background screening.
The conference provided the opportunity to meet with the best professionals in the background screening industry for two and a half days of education followed by Advocacy Dayon Capitol Hill. With a focus on regulation, legislation, education, and compliance related to pre- and post-employment background screening, the event offers invaluable networking and educational opportunities for attendees.
CRI Group is a worldwide provider of background screening services, and has been meeting with background screening professionals at the conference to discuss challenges and innovations in the industry. Zafar I. Anjum, founder and CEO of CRI Group, said that background screening professionals must be on the cutting edge of industry technology and resources – while also staying educated on the changing laws and regulations that govern the field. As Anjum noted, background screening can cover a wide variety of issues, including:
- Managing employee background screenings across borders
- Employee monitoring and risk management
- Data protection compliance
- Employee testing and confidentiality
- Employee risk management
CRI Group’s experts know that the background screening process needs several key elements to be successful. Companies need to engage a thorough process of vetting candidates and current employees that includes address checks and physical verifications, international criminal record checks, credit, financial and litigation records checks, including bankruptcy research; employment, education, references and credential verifications; local language media/public domain searches; compliance and regulatory checks; and immigration status verifications.
When companies skip this part of the hiring process, bad things can happen. Some candidates will go to great lengths to make themselves stand out in the hiring process, including using outright deception and falsifications. We have included some case studies on this site that involved improper due diligence on the hiring side. For example:
An applicant claimed to be a holder of a university degree. 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.’ The applicant also provided a reference letter, apparently signed by the university’s Deputy Controller of Examination (Dy COE) — 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 said degree.From “Case Study: Fakes and Forgeries From Applicants.”
And then, the story of a company that did it the right way – checking education and other background credentials as part of the hiring process:
When investigators checked the engineers’ degrees, they learned that … four out of seven of them had claimed fake degrees. Also, when an investigator contacted the universities in question, they found that the degrees were bogus – none of them ever enrolled in those universities, much less graduated from them. From “Case Study: Pre-Employment Screening Investigation Exposes Fake Degrees.”
Conducting proper pre- and post-employment background screening is a proper, and essential, measure of due diligence for any company, regardless of size or industry. It is the business leader’s first line of defense from adding dishonest, incompetent, or even fraudulent actors to their ranks.