| Employees who act dishonestly in an attempt to | | | | employee can damage credibility and may incur |
| defraud their employers can cause serious | | | | penalties for the company itself. |
| damage internally, contribute to financial losses and | | | | A comprehensive pre-employment screening and |
| cause a quantifiable damage to an organization's | | | | Personnel vetting process is paramount if a |
| reputation. | | | | company is to be successful in weeding out |
| The most advantageous way to preclude | | | | dishonest applicants for even entry-level positions. |
| employee fraud is through the vetting process | | | | These screening processes are best conducted |
| and pre-employment screening. With statistics | | | | by qualified outside consultants with the expertise |
| demonstrating that one out of every four | | | | and staff to handle the investigation and criminal |
| applicants lie on their resume or CV, it is more | | | | background checks on prospective employees. |
| important than ever to vet prospective new hires. | | | | The process can be either expensive or |
| The most fraudulent area in CV and resume | | | | time-consuming for the employers to delve into |
| "padding" is in material falsehood consisting of | | | | using their own resources and time. The vetting |
| overstating qualifications, education and | | | | process performed by outside consultants should |
| responsibilities followed by the falsification of | | | | validate employees according to a required |
| employment history. Falsification of employment | | | | standard set by the prospective employer. These |
| history exacerbates because of difficulties in | | | | vetting processes should include disclosure from |
| obtaining references as more and more | | | | the Criminal Record Bureau, employment and |
| employers, in both private and public sectors, will | | | | residence verification, employment history with a |
| do little more than confirm the dates of | | | | full explanation for career gaps, and a financial |
| employment for an individual. When employees | | | | probity or credit check. Any good |
| are hired without proper vetting and | | | | pre-employment screening or vetting process |
| pre-employment screening, an organization is | | | | should cover a least a five-year period if not ten |
| opening itself up for insider fraud that may | | | | years. |
| present itself as falsification of expenses, false | | | | Managing the process through proper screening |
| overtime and time sheet submissions, false or | | | | and vetting ensures mitigation of insider fraud and |
| manipulated sales, theft of customer data and | | | | dishonest practices of employees hired to |
| manipulation of bonuses and rewards. In industries | | | | perform their duties to the best of their abilities, |
| where privacy laws and discretion is a vital | | | | improving the financial outlook and integrity of any |
| characteristic, such as the legal profession, the | | | | firm, company or organization. |
| health and education sectors, a dishonest | | | | |