We know from experience that employers often do minimal efforts in the process of hiring new staff and hereafter becoming aware of the tremendous consequences of bad hiring decisions. One of the simplest things you can do to reduce the chances of internal fraud is to make sure you know who you are employing in the first place.
Employment background and educational information are standard sections of hiring applications. They are so standard that a lot of companies will assume that the applicant is telling the truth when filling it out and consequently fail to verify the information. Often employers do not ensure the accuracy and completeness of the information submitted in a Curriculum Vitae. This while a significant proportion of applicants exaggerates and/or withholds information regarding negative aspects, or even lie about their former work experiences. Many times, applicants will falsify small parts of their background, like the time and duration of where they worked, just to make their application more appealing or to raise fewer questions. This regularly leads to unpleasant surprises for the employer, where they come to the conclusion that they would not have hired that person had they known the information in advance.
The directives of the Centrale Bank van Aruba on Sound Business Operations (2015) applies to regulated financial institutions, insurance companies, insurance brokers, money transfer companies, trust service providers, electronic money institutions and supervised company pension funds. This required that these service providers put in place adequate policies, procedures, and controls including appropriate compliance management arrangement and adequate screening procedures to ensure high standards when hiring employees. Also, every employee’s account should be monitored for potential signs of money laundering and be subjected to the same anti-money laundering and combating the financing of terrorism (AML/CFT) procedures as applicable to other customers’ accounts. Employment background screening is an effective risk management tool that has been proven to significantly reduce the risk of a bad hire.
This one-day course explains the key principles of (pre)-employment screenings. The search for relevant information about a job applicant in this context will be outlined e.g. the verification of credentials of those you are seeking to grant access to your sites and information by confirming an applicant’s identity, nationality and immigration status, and to verify their declared skills and employment history. It may also raise concerns about the integrity and reliability of an applicant, for example:
- Involvement in illegal activities;
- False or unsubstantiated claims on the CV or application form;
- Unsubstantiated qualifications;
- Unexplained gaps in employment history;
- Adverse references;
- Checks against sanction and PEP lists;
- Questionable documentation e.g. lack of supporting paperwork or concern that documents are not genuine; or
- Evasiveness or unwillingness to provide information on the part by the applicant
- Controlling employee fraud and corruption with an effective KYE program. The most common types of occupational fraud asset misappropriation, vendor fraud, accounting fraud, data theft/leak, bribery and corruption, and payroll fraud.
In addition, during the course we will outline that screening is a topic of continuous interest through the employment process. For example, screening is also mandatory while selecting personnel for an internal function, the so-called in-employment screening. Furthermore the importance of having a “Screening Policy” will also be addressed. A screening policy needs to be developed on a risk-focused approach to determine when pre-employment background screening is considered appropriate or when the level of screening should be increased, based upon the position and responsibilities associated with a particular position.
During the training we will address the following topics:
- Pre-employment screening should not be just a checklist: Why (pre-) employment screening?
- When do we execute a (pre-) employment screening?
- What is the objective of performing a (pre-) employment screening;
- Formal/legal framework;
- Organizational matters regarding selection of the candidates;
- Using assessments as a selection tool;
- Necessary information/the (pre-) employment form;
- Which are the essential parts of (pre-) employment screening?
- Screening and analysis of data;
- Making sense of a certificate of good conduct;
- The use of open sources;
- Appropriate actions to turn down an applicant;
- Red flags for Employee Fraud;
- Segregation of duties and responsibilities;
- Role of Managers/authorization level;
- Focusing on norms / values, influencing rationalization and dilemmas;
- Security & ICT – Use ICT to uncover unusual things!
- Protection of physical and digital information / assets, pitfalls, human perspective;
- Red Flags – Recognizing deviant behavior and habits/norms;
- What to do if it goes wrong (post-employment).
- HRM professionals
- Personnel in charge with the hiring/screening process of (new) staff
An accurate know how of the process of information gathering of applicants in the hiring process. The participant will afterwards be able to independently perform an adequate and thorough (pre-/-in/ post-) employment screening. How to spot the Red Flags for employee Fraud.
Basic (HR) knowledge of the process of hiring new applicants.
The duration of the training is 7 hours.
Costs includes: Training sheets, lunch and certificate of participation.
Date: January 12 and January 13, 2022.
Time: 8:30 – 12:30
Location: This training will be held at the training center of Compliance Services Caribbean located at Caya Taratata 3-A, Unit 16 (Opposite RBC Bank Italiëstraat).