The recent cyber-attacks on major retailers like M&S, Co-Op, Adidas, and Harrods have underscored the critical need for robust internal security and screening processes. These incidents, often stemming from third-party involvement and human error, highlight the growing sophistication of criminal organisations and the increasing reports of rogue workers infiltrating workplaces.
To safeguard your organisation from similar threats, here are some essential measures to consider implementing:
Hiring practices
Detect AI-generated candidates: Use AI detection tools, such as the AI text classifier from ChatGPT, to distinguish between human-generated and computer-generated text in job applications
Competency-based interviews: Opt for competency-based interviews over structured ones to reduce the chances of candidates using pre-prepared answers and regularly update your interview questions
In-person interviews: Conduct interviews in person or via video conferencing platforms with background filters turned off
Validate work history: Don’t rely solely on CVs or references check official channels, like integrated HMRC information, to verify work history your candidate has provided
Identify fake references: Utilise the BHI best practice guide to spot fake references and name changes
Digital identity verification: Use digital identity solutions such as AssuredID, which includes Amberhill and SIRA checks
Source verification: Verify all data from the source or through integrated solutions where possible
Social media checks: Conduct social media and adverse media coverage checks
Employment practices
Conduct annual checks for all employees on the following:
Managing temporary workers & contractors
Screening standards: Ensure temporary workers are screened to the same standard as permanent workers, including ongoing checks, on an annual basis
Centralised screening: Use a centralised screening business or in-house team, and regularly audited supplier screening
Accredited agencies: Ensure recruitment agencies hold necessary accreditations, such as REC and APSCo – if the agency does not have a formal screening business or third-party supplier, treat them as high risk
The shadow workforce
Third-party screening: Ensure third-party suppliers and contractors adhere to the same screening standards, conducting audits or insist on centralised screening
Cyber security
Robust cyber–security plan: Implement a comprehensive cyber security management plan
Accreditations: Consider obtaining ISO 27001 or Cyber Essentials accreditations to ensure robust measures are in place and regularly tested
Training & awareness
Regular training: Provide regular training, including live testing examples, to help employees identify suspicious activities
Culture of curiosity: Foster a culture where employees are encouraged and enabled to identify and challenge suspected activities
For any queries or support, or more information on how we can assist with your pre-employment screening needs, explore our services online or get in touch with an expert today.