| even when you have irrefutable proof. They
will insist it is some type of clerical error. Don’t be fooled. An executive with a
professional demeanor and an impressive background can deceive you as easily as a
snake-oil salesman. Associations Can Help
Another way to combat resume fraud is to enlist the aid of professional
associations. Such associations assure minimum competency levels |
for their profession, provide certification
of membership and skill level and also serve as a centralized source of reference for
verifying claims. Most associations will actively investigate if they suspect someone of
using their credentials fraudulently. Honesty Tests
The latest buzz in fighting fraud in the hiring process is the honesty test.
Such tests can be handwritten or computerized and are designed to objectively gauge a
prospective employee’s honesty by |
asking a series of ethical questions.
Sometimes the same question is asked in several different ways to see if it generates a
contradictory response. The results of this test are reviewed for inconsistencies that
could indicate deception on the part of the applicant. You Have the
Tools
Unfortunately, the current hiring process forces you to be suspicious of almost
every applicant that comes to your company’s door. |
By installing some relatively simple
hiring policies indicating zero-tolerance for deception, and backing them up with a solid
background checking process, you will minimize your risks and ensure that you are only
hiring the most genuinely qualified individuals in the marketplace. |
| 7. Do you check for past
offenses within the driving record of job applicants who will be driving company vehicles
including cars, trucks, buses and forklifts? 8. Do you perform a
credit check on vendors to ensure they have no previous bankruptcies or other
money-related problems?
9. Do you check the conviction record of every applicant for sensitive
positions, especially those that involve handling cash or direct contact with customers?
10. Do you perform a criminal check on the individuals responsible for
running the vendor’s business?
11. Do you maintain records of rejected applicants at least 12 months
after they are notified, and for those that are hired, at least 7 years after they leave
the company? |
12. Do you run credit
checks and fingerprints on any applicants who will handle cash, checks or have access to
valuable assets? Now count the total number of questions you answered
"Yes." Compare your results with our ratings below.
Company Protection Meter
9 – 12 Congratulations! You are taking the right
steps towards combating employee and vendor fraud.
5 – 8 You’ve started down the road to
protecting your business, however you could stand to make some improvements.
Under 5 You are leaving the door open to employee and vendor
fraud. Follow the suggestions outlined in this newsletter to establish proper background
review procedures. |
|
| references to tell you about the quality
of the vendor’s work. (Don’t just assume that companies listed as customers or
references are legitimate businesses.) Get It In Writing
The final step is to draw up a formal Contract or Service Agreement that clearly
communicates your expectations of the vendor. Include provisions that allow you to audit
the screening results of vendor employees assigned to your location to ensure they are
screened as carefully as your own. Also include a provision that allows you to terminate |
the contract if you discover the vendor
has misrepresented his products or services in any way. Fighting
vendor fraud takes a watchful eye and active investigation on your part. The consequence
of not keeping a tight rein on your vendor relationships is almost an invitation for them
to take advantage of you and your company. By following the steps detailed above, you will
be knowledgeable about your vendors and comfortable enough to allow them to help your
business grow. |
