Background       ScreeningCapt SB Tyagi, COAS CC*, CSP, CSC
Why Background           Screening?   Criminal background check, sex offenders   Employment history & education,   Driv...
Best ways of           background screening   Applying background screening haphazardly    and without a carefully formul...
Understanding the       Problem A screening policy begins when  security professionals meet with their  human resources c...
Understanding the       Problem The goal is to truly understand steps  of hiring and contracting, and all the  potential ...
Closing the Extended           Workforce Loophole   Workplace vulnerability - the presence of a    largely unscreened ext...
Closing the Extended           Workforce Loophole   What is Extended workforce?   Loophole exists largely as a function ...
The Most Critical Step:           The Standard Policy   Having a standard, mandatory background    screening policy for e...
Complete, Accurate          and Consistent Data   Screening should always include a careful    cross-check of data provid...
Ongoing Protection   Consider     regular    post-hire    criminal    background & drug screenings of employees    and ve...
Pre-employment       screening Criminal records Former employers Background checks Employment background verification...
Character Reference               Verification   Supplied references are asked pre-designed    list of questions.   Pre ...
Not the function of          HRD Department   No more collection of references from the    concerned person itself or ask...
International Council of    Security & Safety          Capt S B Tyagi
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Background screening

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Background screening

  1. 1. Background ScreeningCapt SB Tyagi, COAS CC*, CSP, CSC
  2. 2. Why Background Screening? Criminal background check, sex offenders Employment history & education, Driving records, Credit history, Restricted parties lists and more. Clearly the drive to background screening is prompted by the desire for a safer workplace, the need to hire better people and threats of litigation for negligent hiring and retention. Capt S B Tyagi
  3. 3. Best ways of background screening Applying background screening haphazardly and without a carefully formulated plan can leave organizations vulnerable to negative events they are trying to avoid, as well as to criticism, employee dissatisfaction and even litigation. To avoid these problems -make it an accepted and standard part of company’s carefully considered background screening policy based on best practices. Capt S B Tyagi
  4. 4. Understanding the Problem A screening policy begins when security professionals meet with their human resources counterparts, as well as all other staff members responsible for the hiring or contracting of workers throughout the organization. Capt S B Tyagi
  5. 5. Understanding the Problem The goal is to truly understand steps of hiring and contracting, and all the potential points of vulnerability. For example, many companies perform criminal background checks as a matter of policy. Capt S B Tyagi
  6. 6. Closing the Extended Workforce Loophole Workplace vulnerability - the presence of a largely unscreened extended workforce. CSO at a global company….. “No employee of the company, including himself, got into the CEOs office without a background check, security badge and escort - no one, that is, unless you counted the man who watered the plants in the CEOs office who had free access with no screening whatsoever”. Even in stringent employee screening policies … no plan for vetting vendors, partners, and temporary and contract Capt S B Tyagi
  7. 7. Closing the Extended Workforce Loophole What is Extended workforce? Loophole exists largely as a function of procedure, management and technology challenges. Typically, all direct workforce applicants are processed by security and human resources through the corporate screening process before being hired. Indirect workforce: employees of maintenance company, IT contractors or marketing consultants, are oftentimes not required to go through security and HR departments before being granted access . Capt S B Tyagi
  8. 8. The Most Critical Step: The Standard Policy Having a standard, mandatory background screening policy for every employee and vendor -from top executives to part-time workers - not only protects the companys workforce, property and information, but it also eliminates any inconsistency and helps ensure that information gathered is used appropriately. Protects the company by ensuring compliance with legal requirements. Capt S B Tyagi
  9. 9. Complete, Accurate and Consistent Data Screening should always include a careful cross-check of data provided in the interview; resume, job application form, background verification application and background check report. Incomplete information can reveal gaps in employment and education. Inconsistencies should then be explained by the applicant. Capt S B Tyagi
  10. 10. Ongoing Protection Consider regular post-hire criminal background & drug screenings of employees and vendors to protect the workforce. Background screening policy should be regularly reviewed for its responsiveness to company needs. With screening of the extended workforce as a standard procedure and a carefully crafted background screening policy in place, security professionals will protecting their employees and company. Capt S B Tyagi
  11. 11. Pre-employment screening Criminal records Former employers Background checks Employment background verification Background Verification (Residence, Behavior/ Perception) Academic / Professional Verification Bad Credit History Verification Capt S B Tyagi
  12. 12. Character Reference Verification Supplied references are asked pre-designed list of questions. Pre & Post Employment Background Verification works in four critical ways:  Discourages applicants with something to hide. A person with a criminal record or false resume will simply apply to a company that does not carry out background verification.  Limits uncertainty in hiring process. Using instinct in hiring process can be important, basing a decision on hard information is even better.  Demonstrates professionalism, that an employer has exercised due-diligence in its hiring process.  Encourages applicants, to be forth coming in their interviews. Capt S B Tyagi
  13. 13. Not the function of HRD Department No more collection of references from the concerned person itself or asking for character verification by the police & believing them to be whole truth! So far, we at the perils of being called unprofessional believed them to be so! Specialized security function needing certain degree of expertise and relates to not only the employees but to all the potential customers, venders and service providers. Capt S B Tyagi
  14. 14. International Council of Security & Safety Capt S B Tyagi
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