STAFF CHECK

[Чередов Алексей]

Thank!

 

[Лада Безопасность]

thank!

 

[НСК-СБ]

Thank you very much, Andrey - good information!
I saw one article, almost a topic ...

 

[НСК-СБ]

How to pass a security check

In many companies, applicants are checked by the security service. The depth of the audit depends on the position of the candidate, the company's access to closed bases and paranoia of top managers.

How to check?

Former call

The most popular and inexpensive way to check applicants. To get recommendations for a candidate, it is enough to contact previous employers. Typically, companies are phoned by HR managers, for this they need only half an hour.

You can be skeptical of such a “check”:

• the company could be liquidated;
• the counselor could quit;
• years could have elapsed since the candidate’s dismissal, which means that unpleasant memories of him have faded in the cycle of events.

Verification of recommendations does not give the employer complete information about the applicant. And additional tools are used - database surveys, questionnaires and a lie detector.

Database check and questionnaire

The security service reviews the information received from the candidate (questionnaire) and from third-party sources. It is important to understand that the processing (collection, recording, systematization, etc.) of personal data can only take place with the consent of the subject (paragraph 3 of article 3, paragraph 1 of article 1 of article 6 of Federal Law of July 27, 2006 No. 152- Federal Law "On Personal Data").

Even for the official verification of recommendations, the employer must obtain the consent of the candidate for the processing of personal data.
Some employers do not stop breaking the law. The applicant is unlikely to find out about an illegal check. And if the unsightly facts of the biography “emerge”, he will be asked leading questions or they will find the “necessary” reason for refusing to accept a job.

The remaining employers are trying to “legitimize” the candidate’s verification through all available channels. Therefore, they propose that applicants fill out and sign questionnaires in which the phrase is present: “I confirm the accuracy of this information. I agree to the processing of my personal data. “I do not mind getting additional information about me, studying and checking my business qualities.” Ideally, the applicant is allowed to sign a separate document - consent to the processing of personal data (they are spelled out in detail in the document).

An offer to fill out a questionnaire can come both before the first interview, and after a preliminary decision on hiring is made. There are cases when applicants “jumped off” precisely at this stage, although all the interviews were brilliant.

Polygraph Testing (Lie Detector)

Candidates are not required to undergo such an examination, even if it is registered in the local act of the company. Indeed, the norms of internal documents that worsen the situation of workers are not subject to application (part 4 of article 8 of the Labor Code of the Russian Federation). This position is also confirmed by Rostrud in the framework of consultations on the electronic service Online inspection.RF.

What will they ask about?

The list of security questions depends on the level of vacancy and the size of the company. In line posts, only the presence / absence of a criminal record is usually checked. In the middle and top management positions - to the maximum:

• criminal record;
• participation in litigation, with what and with what result?
• work (currently or earlier) as a founder or CEO of a company, what? a similar question about relatives;
• the presence and size of debt on loans;
• evasion of alimony or military service;
• the reliability of entries in the workbook, diplomas, certificates of advanced training and other topics.

Often in questionnaires there are questions about close relatives. Respond to or ignore? It all depends on the legal form of the employer.
Option 1

The candidate participates in the competition for filling the vacant position of state civil service. When submitting documents, a citizen must provide a handwritten and signed application form of the established form (approved by Order of the Government of the Russian Federation of May 26, 2005 No. 667-r). This questionnaire must also be presented when concluding a service contract (Clause 2, Part 2, Article 26 of the Federal Law of July 27, 2004 No. 79-FZ “On the State Civil Service of the Russian Federation”).

The questionnaire has questions about close relatives: parents, brothers and sisters, children, spouses, including former ones (paragraph 13-14 of the form). The questionnaire has a clause of the following content: “I know that reporting self-false information about myself in the questionnaire and my non-compliance with qualification requirements may result in refusal to participate in the competition and in recruiting for a job, entering the state civil service of the Russian Federation or the municipal service in the Russian Federation ”(p. 23). If the candidate does not write information about relatives, then he can be suspended from participation in the competition.

Option 2

The candidate is applying for a position in a commercial organization. According to Roskomnadzor, if a citizen is asked to indicate the name, patronymic and surname of relatives ("Ivanova Maria Fedorovna" or "Ivanova Maria Fedorovna, housewife"), then we are not talking about the disclosure of other people's personal data. In this case, it is impossible (directly, indirectly) to determine a specific personality.

But to indicate the date of birth, address of residence or registration, social, property, marital status, information about income, education, profession, passport data and others (“Ivanova Maria Fedorovna, chief accountant of Organization No. 1 LLC) is possible only with written consent person. But in profiles of employers, as a rule, this is not provided.

In this case, you can not disclose personal data - do not fill out the appropriate columns of the questionnaire. To justify the refusal, you can write in the questionnaire: “Filling in the data (s) column (s) is a violation of paragraph 1 of Part 1 of Art. 6 of the Federal Law of July 27, 2006 No. 152-ФЗ “On Personal Data”, according to which the processing of personal data is possible with the consent of the subject. For violation of the requirement, administrative, criminal liability is provided (Clause 1, Article 24 of the Federal Law of July 27, 2006 No. 152-FZ “On Personal Data”). ”

Is it possible to dissemble?

It is not necessary to give the employer false documents when concluding an employment contract (diploma, insurance certificate and other documents provided for by Article 65 of the Labor Code of the Russian Federation). If the candidate is accepted into the state, then during the work a forgery can be detected - the employer will calmly terminate the employment contract (Clause 11, Part 1, Article 81 of the Labor Code of the Russian Federation).

Responsibility for the provision of incomplete / inaccurate information in the employer's questionnaire is not provided. But "omissions" may be revealed at the most inopportune moment. The employer's security service will reasonably ask about the reason for hiding the facts.

There are various options for the development of events:

• One candidate did not indicate that he was the founder of Company X, and this became known after the audit. The applicant was not denied employment, but they made it clear that he had to leave the founders during the probationary period, otherwise he would be dismissed due to the non-completion of the probationary period (of course, this is also a delicate point, the employer will have to present arguments).
• Another candidate was constantly asked for a new job, even during the probationary period. Later it turned out that he had another job that he did not plan to quit, and combining both types of employment was problematic. As a result, the new company parted with him.
  
  How to pass a security check

 

[Патрушев Михаил Владимирович]

How to pass a security check

In many companies, applicants are checked by the security service. The depth of the audit depends on the position of the candidate, the company's access to closed bases and paranoia of top managers.

How to check?

Former call

The most popular and inexpensive way to check applicants. To get recommendations for a candidate, it is enough to contact previous employers. Typically, companies are phoned by HR managers, for this they need only half an hour.

You can be skeptical of such a “check”:

• the company could be liquidated;
• the counselor could quit;
• years could have elapsed since the candidate’s dismissal, which means that unpleasant memories of him have faded in the cycle of events.

Verification of recommendations does not give the employer complete information about the applicant. And additional tools are used - database surveys, questionnaires and a lie detector.

Database check and questionnaire

The security service reviews the information received from the candidate (questionnaire) and from third-party sources. It is important to understand that the processing (collection, recording, systematization, etc.) of personal data can only take place with the consent of the subject (paragraph 3 of article 3, paragraph 1 of article 1 of article 6 of Federal Law of July 27, 2006 No. 152- Federal Law "On Personal Data").

Even for the official verification of recommendations, the employer must obtain the consent of the candidate for the processing of personal data.
Some employers do not stop breaking the law. The applicant is unlikely to find out about an illegal check. And if the unsightly facts of the biography “emerge”, he will be asked leading questions or they will find the “necessary” reason for refusing to accept a job.

The remaining employers are trying to “legitimize” the candidate’s verification through all available channels. Therefore, they propose that applicants fill out and sign questionnaires in which the phrase is present: “I confirm the accuracy of this information. I agree to the processing of my personal data. “I do not mind getting additional information about me, studying and checking my business qualities.” Ideally, the applicant is allowed to sign a separate document - consent to the processing of personal data (they are spelled out in detail in the document).

An offer to fill out a questionnaire can come both before the first interview, and after a preliminary decision on hiring is made. There are cases when applicants “jumped off” precisely at this stage, although all the interviews were brilliant.

Polygraph Testing (Lie Detector)

Candidates are not required to undergo such an examination, even if it is registered in the local act of the company. Indeed, the norms of internal documents that worsen the situation of workers are not subject to application (part 4 of article 8 of the Labor Code of the Russian Federation). This position is also confirmed by Rostrud in the framework of consultations on the electronic service Online inspection.RF.

What will they ask about?

The list of security questions depends on the level of vacancy and the size of the company. In line posts, only the presence / absence of a criminal record is usually checked. In the middle and top management positions - to the maximum:

• criminal record;
• participation in litigation, with what and with what result?
• work (currently or earlier) as a founder or CEO of a company, what? a similar question about relatives;
• the presence and size of debt on loans;
• evasion of alimony or military service;
• the reliability of entries in the workbook, diplomas, certificates of advanced training and other topics.

Often in questionnaires there are questions about close relatives. Respond to or ignore? It all depends on the legal form of the employer.
Option 1

The candidate participates in the competition for filling the vacant position of state civil service. When submitting documents, a citizen must provide a handwritten and signed application form of the established form (approved by Order of the Government of the Russian Federation of May 26, 2005 No. 667-r). This questionnaire must also be presented when concluding a service contract (Clause 2, Part 2, Article 26 of the Federal Law of July 27, 2004 No. 79-FZ “On the State Civil Service of the Russian Federation”).

The questionnaire has questions about close relatives: parents, brothers and sisters, children, spouses, including former ones (paragraph 13-14 of the form). The questionnaire has a clause of the following content: “I know that reporting self-false information about myself in the questionnaire and my non-compliance with qualification requirements may result in refusal to participate in the competition and in recruiting for a job, entering the state civil service of the Russian Federation or the municipal service in the Russian Federation ”(p. 23). If the candidate does not write information about relatives, then he can be suspended from participation in the competition.

Option 2

The candidate is applying for a position in a commercial organization. According to Roskomnadzor, if a citizen is asked to indicate the name, patronymic and surname of relatives ("Ivanova Maria Fedorovna" or "Ivanova Maria Fedorovna, housewife"), then we are not talking about the disclosure of other people's personal data. In this case, it is impossible (directly, indirectly) to determine a specific personality.

But to indicate the date of birth, address of residence or registration, social, property, marital status, information about income, education, profession, passport data and others (“Ivanova Maria Fedorovna, chief accountant of Organization No. 1 LLC) is possible only with written consent person. But in profiles of employers, as a rule, this is not provided.

In this case, you can not disclose personal data - do not fill out the appropriate columns of the questionnaire. To justify the refusal, you can write in the questionnaire: “Filling in the data (s) column (s) is a violation of paragraph 1 of Part 1 of Art. 6 of the Federal Law of July 27, 2006 No. 152-ФЗ “On Personal Data”, according to which the processing of personal data is possible with the consent of the subject. For violation of the requirement, administrative, criminal liability is provided (Clause 1, Article 24 of the Federal Law of July 27, 2006 No. 152-FZ “On Personal Data”). ”

Is it possible to dissemble?

It is not necessary to give the employer false documents when concluding an employment contract (diploma, insurance certificate and other documents provided for by Article 65 of the Labor Code of the Russian Federation). If the candidate is accepted into the state, then during the work a forgery can be detected - the employer will calmly terminate the employment contract (Clause 11, Part 1, Article 81 of the Labor Code of the Russian Federation).

Responsibility for the provision of incomplete / inaccurate information in the employer's questionnaire is not provided. But "omissions" may be revealed at the most inopportune moment. The employer's security service will reasonably ask about the reason for hiding the facts.

There are various options for the development of events:

• One candidate did not indicate that he was the founder of Company X, and this became known after the audit. The applicant was not denied employment, but they made it clear that he had to leave the founders during the probationary period, otherwise he would be dismissed due to the non-completion of the probationary period (of course, this is also a delicate point, the employer will have to present arguments).
• Another candidate was constantly asked for a new job, even during the probationary period. Later it turned out that he had another job that he did not plan to quit, and combining both types of employment was problematic. As a result, the new company parted with him.

 

[Патрушев Михаил Владимирович]

Thank you Andrey!
Very informative!

 

[НСК-СБ]

This is also my topic, I have been engaged in personnel safety and business security in general for a long time. Thank you, Andrei Z. for once again raising a relevant topic - after all, the staff really decide everything!
I recommend that moderators create a separate section - "Business Security", where there will be a relevant topic - "Personnel Security".

 

[НСК-СБ]

Here is another interesting article on the subject of personnel and SB ...

 

[НСК-СБ]

Extraordinary control: how do employees with “problems” threaten business
Lev Matveev Forbes Contributor

Gamers, terrorists, haters and other risk groups from the point of view of employers
Should the personal life of employees be of interest to the employer? Even the question itself in most cases causes outrage - if the employee copes with his duties perfectly, then his boss should not be bothered by what he does in his free time. But what if, due to the employee’s “hobby”, the company risks losing millions of rubles?

This situation occurred at one of our customers - a manufacturer of alcoholic and non-alcoholic drinks. The lead financier of the company was fond of gambling. She coped well with her duties, but spent free time and breaks even in the office on online poker, roulette and similar entertainment. The security service became aware of the employee's risky hobby. Information intercepted using DLP showed that its annual game turnover was about 2.5 million rubles. At any time, this money could be withdrawn from the organization’s account, and not taken from your own wallet.

I had to part with an employee, since such hobbies were forbidden for her by an employment contract. There is always a risk that excitement will lead to crime, in the case of players. If a person has access to the finances of the employer, it is natural that some hobbies are simply impossible for him.

Risks of "problematic"

By hiring an employee, a company cannot be 100% sure of its integrity. Reducing risks, preventing incidents and finding weaknesses in the company are the tasks of security specialists. These are “professional paranoiacs,” which it is important to understand what an employee is, in addition to his professional qualities. Can it be dangerous for business and to what extent? For this purpose, information security specialists form “risk groups” based on security policies — which sites the employee visits, how and with whom they communicate, what they are interested in on the network, and so on. These are peculiar markers by which they determine whether an employee has one or another “feature” and what it threatens the employer with.

At risk are completely different people, with different qualities, habits and hobbies:

1. Gambling.

They were already discussed in the example above. However, there are several important points to consider: gamblers easily transfer the habit of taking risks to work. It’s easier for them to take criminal actions, especially if there is a serious loss and urgently need a large amount. In addition, detractors and competitors can use addiction for recruitment or blackmail.

1. Drug connection: distribution, dependence.

It is unlikely that the employer will be happy if his employees appear in the office in a state of drug intoxication or suddenly disappear for several days. For the sake of dose, the employee will not hesitate to commit a crime. A separate situation, or rather the head’s terrible dream, is the organization of illegal activities for the sale of narcotic substances within the company. This is equal to serious reputational damage and sanctions from authorized bodies. It becomes clear why drug-addicted workers are dismissed without hesitation.

1. Alcohol addiction

Here, the threats are essentially the same as in the cases of gambling or drugs. However, alcohol is usually not put in the same category with them: an employee may not drink for a long time, but for a certain period of time, fall out of life, "go into a binge," as they say. When such employees are identified, they are often not dismissed as drug addicts, but are kept under special control.

1. Problems with law

Problems to problems - discord. If an employee has violated traffic rules, quarreled with a neighbor or does not pay child support - this is one thing, and if an employee faces litigation for fraud, a large fine or criminal punishment - the employer cannot be indifferent. A fraudulent employee will definitely cast a shadow on the organization’s reputation, he can fall out of work for a long time, and the problems with the payment of a fine can be solved at the expense of the company - with the help of fraud, bribes or kickbacks.

1. Relations with banned organizations: terrorism, weapons

I think that comments are superfluous here - this topic is always under special control. Any action can be expected from employees with radical views - from recruiting colleagues to organizing a terrorist attack on the company's premises. At the end of 2015, after the tragic events in France, 87% of customers SearchInform requested the installation of anti-terrorism policies in their organizations.

1. Debts and loans

Situations can be completely different, but equally tense - a currency mortgage, debt in a microfinance organization, a large loan and the inability to pay it. Circumstances force people to look for at least some solution to problems. And they do everything - offer extra income, rollback, bribe or even steal data in order to sell them independently. With the onset of the crisis, our customers began to record such incidents especially often.

1. "Haters" or forever dissatisfied

A negative employee is a "time bomb." He is able to harm the company in the most unexpected way: leave the team at a crucial moment, move on to the competitor, systematically set up staff against management, incite employees to dismiss. Loyalty to the employer is not an employee’s private affair when it affects the business.

The boundaries of personal and work

Personal characteristics, hobbies, circumstances rarely affect the employee’s work - when we step over the office threshold, we remain the same people, we don’t become just robots with a set of professional functions. Some of the personal qualities contribute to the work, something is obvious or potentially harmful. To detect such risks and take them under control is the responsibility of the security service, the usual daily work of information security specialists. It is conducted on three levels:

• Monitoring sites, resources visited by employees; analysis of employee searches.
• Control communication, discussions in work chats.

• Monitoring employee activities: files sent “to the outside world” - to the clouds, to unincorporated e-mails, to social networks; copying to media, sending documents for printing, transfer of confidential documents within the corporate network, etc.

But n e all risk groups are monitored equally closely. The security service is interested in a direct threat to the company, which may lead to the loss of money and reputation. Illegal activities, problems with law enforcement, theft, fraud.

Getting into a non-critical risk group does not have immediate consequences. It helps to form a comprehensive opinion when making management decisions. If you give a metaphor, then I would compare it with the game: collect 10 points and hit the “pencil” security service. Getting into a non-critical risk group, an employee can push off his career advancement, cancel a transfer to another branch, etc.

In general, the main idea that moves the employer in controlling employees: while the business is dealing with living people, there is always a risk that the personal will affect the worker.
Extraordinary control: how do employees with “problems” threaten business

 

[Люков]

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