Felicity walked into the human resource director’s office as if she owned the place. Her confidence was awe-inspiring, her smile disarming and open. She looked like a million dollars in a tailored Versace suit.
For the HR director this had not been a good morning. The previous applicants for the senior accounts position had been less than promising. Felicity, however, seemed to be exactly what he had been looking for. He had scanned her résumé before she had been ushered in and was impressed with what he had read. Now, here was the self-assured young woman. If she made it through the interview, the job was hers. "When can you start?" asked the HR boss after the interview. "Beginning of the month?" she replied brightly.
Six months later Felicity was on the run and the company was R1,1 million out of pocket, skillfully defrauded by the personable 'accountant'.
That small, true-life cameo probably happens hundreds of times a year throughout the country. Some are reported in the media, many others are not because companies, especially big ones, hate to admit they have been had.
Whose fault was it? Why was a woman with a criminal record (as it transpired) employed in such a sensitive and vulnerable position? Ultimately the blame would lie with the head of the human resources department, but spare him a little sympathy. The company had been feeling the crunch of the global economic downturn and it, like many others, had downsized its workforce. HR had felt the staff chop along with other departments and became more overworked than ever. An upshot of the staff cuts had been a less than thorough background check on Felicity. In fact, it had not happened at all. Felicity had settled in, become aware of the systems and siphoned off over a million rands before anyone was any the wiser. And this story's sad ending could so easily have been avoided.
In any event, to conduct pre-screening in-house, a company would be required to devote time, resources and energy to learn about how professional applicant screening is accomplished. These staffers would have to find their way around the complexities of accessing. The accurate and legal gathering of information needed for quality pre-employment screening is time-consuming, exacting and requires knowledgeable administrative skills.
A growing number of South African companies are realising that they are better off spending their time and energy conducting and growing the business that they know, while leaving the task of pre-employment and background screening to a professional organisation. By using a professional third party, companies have the reassurance that they will be competent, legal and remain a benefit for the safety of the entire organisation.
Trust, but verify
One of the most common misrepresentations on a job application is the educational credential. From minor embellishments to blatant inventions, deceptive applicants with skills in computer and printing will sometimes create realistic-looking degrees that will fool almost anyone. It is as well, therefore, to check the applicant's educational claims. It could be as easy as calling the school or university. Some learning institutions, however, will not release such information without the student's consent. In that case, ask the applicant to have his school or university to fax the information you require to you.
Some applicants will have earned their qualifications from small, unknown colleges. Many of these are legitimate, some are fake. The department of education will tell whether or not the school or university the applicant claims to have attended was registered or not. A trickier situation arises when an applicant produces a degree from a foreign college or university. Depending on the school, you may be able to call, e-mail or fax a request for confirmation. Many such institutions will have stricter rules about divulging information than we do in this country. In that case, have the applicant submit a written request that proof of qualifications be sent directly to you.
Another problem could be that transcripts may be in a foreign language, or the country may not confer educational levels as we do here. Use a service that specialises in translating and evaluating credentials received from foreign countries.
There are other aspects to be investigated, such as criminal records and, sometimes, a credit rating. In the end, a thorough investigation into prospective employees will pay dividends. Employing people does not come cheaply. It is as well to safeguard your investment at the beginning, rather than regret you had not later on.
When knowledge really is power
A better route is pre-employment screening, not by employment agencies or your own hirers and firers - but by an organisation trained and equipped for the task. As important is post-employment screening. You may never know what crimes have been committed and convictions obtained by people working for you. Not every crime is reported in the press, and few perpetrators will come clean and tell you. While most employment agencies will help you find suitably qualified people, they will seldom pick up all those facts that the applicant wants to keep hidden.
As South Africa strives to find its place in the global economy, businesses are exposed and vulnerable like never before, faced daily with the threat of fraud, theft and industrial espionage.
Eleven good reasons why companies should engage the services of pre-employment screening experts are:
1. Criminal record checks
Does the subject have a criminal record? Were charges ever laid against him or her?
2. Credit checks
How sound is the subject's credit record? Were judgements ever handed down? Cheques RD'd?
3. Education qualifications verification
How genuine are the subject's certficates, how real are the qualifications, how truthful is the entire academic record?
4. Driver's licence verification
Verify full details of the subject's driving record, including validity, endorsements and codes.
5. Financial analysis
A summary of the subject's details will provide an insight into lifestyle and needs.
6. Registrar of companies search
Is the applicant a director or member of another company or close corporation, or a shareholder? This is useful information to have, especially if it was not disclosed in the application.
6. Deeds office search
Does the applicant own any properties he does not want you to know about? It is best you know.
7. Vehicle asset identification
We will also uncover what cars, caravans, boats and trailers - amongst other vehicles - are registered in the subject's name.
8. Graphology
Handwriting analysis is increasingly being used worldwide as a pre-evaluation technique. It is a valuable tool to assess specific qualities needed to sustain the pressures of a key position. It is also a useful pointer to honesty and integrity.
9. Polygraph tests
Lie detector tests can be made on all or specific prospective employees. In most cases a polygraph will uncover dishonest and criminal tendencies.
10. Efficiency, expertise, accuracy
An expert background check means you are buying expertise, knowledge, technology and proven investigative experience.
11. Cost-effectiveness
Pre- and post-screening will reward your company with significant reductions in the costs of hiring, as well as reduced turnover rates, increased asset protection and a safer, more pleasant work environment.
For further details contact Griffiths and Associates on tel: 011 786 8556.
© Technews Publishing (Pty) Ltd. | All Rights Reserved.
printer friendly version