Background check, vetting and profiling

1. PERSONNEL SECURITY INVESTIGATION
ISAD 22

2. PERSONNEL INVESTIGATION INVOLVE THREE (3) GENERAL
TECHNIQUES
1. Background Check
2. Positive vetting
3. Profiling

3. BACKGROUND CHECK
A check of a person’s identity and previous experience, including
where legally permissible, any criminal history, as part of the
assessment of an individual’s suitability

4. THE PURPOSE IS TWOFOLD:
 First, to ensure that the information provided by the
candidates is correct or deliberate lies.
 Second, to prevent hiring the wrong person. Done right,
background investigation will reduce the probability of
hiring a person whose vulnerabilities make him or her a
potential threat to the organization's assets.

5. GUIDELINES
• Background check should be supported by legal framework
that establishes general criteria.
• Background checks can be both invasive and costly, the
extent of the check can be adjusted to the value of the assets
that the person who is hired will be given access to.
• Information sought during the check should be relevant to
hiring decision, have good probability of being correct and if
in doubt, should be confirmed in other sources.

6. CONTENTS OF BACKGROUND CHECK
 Verification of identity
 Check of criminal history and, other personal circumstances or
behavior that could forewarn of danger
 Place of residence for the previous five (5) years
 Claimed education if it relates to the needs of the job
 Employment history back at least five (5) years with explanations
for any gaps in employment of more than one month.

7. POSITIVE VETTING
• The process of examining with careful thoroughness.
• The essence of vetting is to conduct interview under
stress and based upon answers previously given by the
applicant.

8. PROFILING
The process whereby a person’s reaction in a critical situation is
predicted by observing his behavior.
• Physiological or gestural signs
• Anomalous behavior

9. PURPOSE OF VETTING
 Challenge the applicant on the basis of any false
statement;
 Observe the applicants behavior under stress;
 Open areas for exploration which have still been hidden;
and
 Provide new investigative lead.

10. DECEPTION AND DETECTION TECHNIQUES
1. Polygraph
2. Psychological Stress Evaluator
3. Voice analyzer

11. POLYGRAPH/ LIE DETECTOR
 Records changes in blood pressure, breathing rate, pulse
and skin conductivity to electricity.
 Results depend upon the professional capabilities of the
examiner.

12. PSYCHOLOGICAL STRESS EVALUATOR
 Records and analyzes stress related components of voice.
 May be used with or without the knowledge of the person
being tested.

13. VOICE ANALYZER
 Records sub-audible tremors in speech on to a digital
tape.

14. BACKGROUND INVESTIGATION
A careful search and in-depth inquiry on the past and present
relevant information of an individual and his/her family members,
which is not limited to agency checks.

15. FINANCIAL AND LIFESTYLE CHECK
 Also called as Earning-to-Debt Ratio.
 Gather basic information on income and mode of living of the
person.
 It is usually used on consideration for assignment to significantly
more sensitive duties.

16. UNDERCOVER INVESTIGATION
 Placement of an agent in a role in which the agent’s true identity
and role remains unknown.
 It is usually used to obtain information for criminal prosecutions.
 Establish whether the person is engaging in illegal activities

17. REQUIREMENTS FOR UNDERCOVER INVESTIGATION
1. Investigator
2. Cover story
3. Placement technique
4. Control scheme