Personel kontrolü. "Kâr" dergisi. Mayıs 2012

[Детективное агентство Симферополь]

Private investigation in ensuring organizational and personnel security of entrepreneurship. Especially for the magazine "PROFIT". Author: Denis Soloviev.
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[/ DLMURL]

Organizational and personnel security (hereinafter referred to as the Design Bureau) is the state of business security from threats caused by the human factor. Betrayal, espionage, theft, negligence and mistakes are all negative manifestations of the human factor. Design bureau is provided with timely identification, prevention and suppression of dangerous actions of personnel. Providing OKB is one of the components of enterprise risk management.

The main task of OKB is a high-quality selection of personnel and control of the reliability of the existing one. I want to devote this article to candidate verification methods in staff recruitment and in this regard, the management of enterprises with private detective agencies.

Detective agencies verify the correctness of the information provided by candidates and collect other information about the employee, which allows company managers to minimize risks before entering into an employment relationship. Personnel inspection by a detective agency allows companies to make a decision and not allow fraudsters, agents of competing firms, thieves, and other employees at risk to work.

Below I will cite far from complete, but the main characteristics, which are being verified:

Filling out a special questionnaire with a candidate, initial interview with a security specialist.

Information received by a specialist in a special questionnaire filled out by a candidate makes it possible to immediately receive answers to many important questions, which also serve as an important part in a further personal conversation between a specialist and a candidate.

This event is held at the very first stage of the selection of candidates and in some cases it allows you to immediately weed out people in a particular risk group.

Verification of the candidate for criminal and administrative liability.

This point, I think, is not particularly required to be clarified. But, let me give you an example from practice: carrying out inspection work in a supermarket chain of one large trading company, it was decided to conduct an independent inspection of the security personnel of the enterprise from the personnel service. It would seem that the personnel service conducted interviews, psychological tests with everyone, checked the candidates' resumes, but during our audit it turned out that some security officers distorted the information in the resume and recommendations from their previous places of work, and four (!!!) had previous convictions under criminal articles, including “Theft”. Further, it turned out that three of them, and working in this company, did not disdain embezzlement.

Collection of information from past workplaces.

Checking the candidate’s past jobs and finding out the true reasons for the dismissal, including checking recommendations. Often, candidates, writing a resume, embellish their importance in past jobs, embellish their true skills and abilities. Also, checking this characteristic allows you to understand the behavioral characteristics in the workplace, the level of subordination, controllability, etc.

Information about education.

It is important to verify the authenticity of the stated level of education. Quite often, the information provided in the candidate’s resume contains inaccurate data. As a rule, this is done in order to obtain the desired position and / or increased salary level.

Personal recommendations of neighbors, acquaintances, etc.

This information is perfect for understanding some attributes of a candidate’s personality. After all, where, if not in a homely everyday environment, true behavioral and moral characteristics are manifested.

Psychophysiological testing on a polygraph (lie detector). Screening.

A polygraph allows you to identify a huge number of threats and risks in a candidate. Even if a well-trained person succeeds in deceiving a security specialist, it is practically impossible to deceive a polygraph, especially if testing is carried out by a highly qualified polygraph examiner.

Lastly ...

There are many more ways to conduct screening activities of candidates before hiring. Detective agencies can provide a number of other possibilities. Do not forget that the selection of candidates for work is the most important moment in the organizational and personnel security of the company and in spite of any level of professionalism of the personnel service of the enterprise, there are a number of questions that can only be answered by the profile security specialist of the company or a detective agency involved.

Author: Denis Soloviev (Akimov), private investigator. Detective agency DASC Investigations & consulting

Full or partial republishing of an article is permitted only with a mandatory active link to the author’s website: [DLMURL] https://dasc-detective.com/ [/ DLMURL]

 

[@InfoPoisk]

Denis is great, well done.
A briefly guided course of action

 

[Краев Евгений Леонидович]

Denis, great article. I read it with pleasure.

 

[Детективное агентство ИКС-Инфо.]

Dan, class:!::!::!:

So soon you’ll write a book on the database: P: P : D

 

[Детективное агентство Симферополь]

Dan, class:!::!::!:

So soon you’ll write a book on the database: P: P : D

Romych, so this year I plan to start writing a book: P

 

[Игорь Коракс]

Thank you, Denis. Great stuff!

 

[Частный детектив. Панда. Краснодар.]

Thank you, Denis, interesting material.

 

[Детективное агентство. Инициатива. Самара.]

Denis, strong!

 

[Детективное агентство. Инициатива. Самара.]

In continuation of the topic, my author, an advertising article.
HR security


Consider the security issues of the enterprise when building a personnel policy and personnel selection on the example of the work of the detective agency "Initiative", Samara, as an external organization that provides security.

HR security
Any organization, accepting new employees, should be guided by two criteria that are most important for themselves:

The candidate must meet the professional requirements of the employer, that is, be able to solve tasks, achieve high performance.
The candidate should not pose a security risk to the employer's enterprise.

An applicant who is intentionally or unintentionally harmful to a company must be cut off at the selection stage.

The main aspects of personnel security:

protecting companies from the penetration of people with links to criminal groups;
setting a "barrier" to people prone to theft;
barring drug-abusing candidates from work;
protection against information “leakage” (protection of production secrets, databases, business plans and other important information);
preventing candidates who are predisposed to destructive actions within the team to work (deterioration of labor discipline, provocation of conflicts, etc.).
It should immediately be noted that in order to have legal grounds for verifying personal and other data provided by a candidate, his written consent for such verification must be obtained.

Security methods used in the work of a detective agency (private detective):

Checking the employee for the absence / presence of a criminal record, bringing to criminal and administrative liability,
Checking for possible connections with the criminal world,
Clarification by former employers of the reliability and honesty of potential employees,
Verification of all personal data, including recommendations provided by the employee.
Conducting a competent interview with the candidate, which allows to reveal the hidden goals and objectives behind the desire to get a job in a particular company.
Analysis of the information that the applicant reports on previous jobs.

In the practice of our detective agency, there was a case when a candidate during the interview began to actively expand on topics related to the commercial secret of his previous employer, episodes of the personal life of the leadership, thereby wanting to earn trust. This candidate did not pass the interview as a person inclined to disseminate secret, significant information.

In the event that when checking the information presented in the resume and in the candidate’s questionnaire, data are found that do not correspond to reality, this is a signal to special attention.
When selecting candidates for leadership positions, the task arises not only to verify the information provided by the candidate, but also to gather additional information about him through available channels and to analyze it correctly. Obtaining information from sources such as former subordinates, past leaders, spouse, neighbors, etc. allows you to make a clearer and more complete picture of the personal qualities of a person.

When hiring, one should be aware that the candidates, and especially the part of them who intentionally want to infiltrate the company to carry out any unfriendly actions, are carefully prepared. This means that the level of professionalism of persons responsible for personnel security should be very high.

Varzar Vitaliy Vyacheslavovich,
private detective, Samara
Detective Agency "Initiative"

 

[Детективное агентство Симферополь]

Great, Vitaliy! Good article!