Enhancing Security Through Effective Screening & Socialisation
Felicity Gibling, Chartered Occupational Psychologist, Adept Consulting, UKManagement Stream - Thursday 2 November 2000
The first line of defence for business in fraud prevention is effective and rigorous selection, screening and employee induction or 'socialisation'. Pre-employment screening acts as an excellent early deterrent to unsuitable applicants, but it is not simply a matter of checking references. The process involves identifying the degree of risk attached to job functions, deciding on appropriate levels of screening and ensuring the application of effective and thorough selection procedures. First, pre-employment screening can be undertaken on the information contained in carefully designed application forms in order to confirm the skills, work history and qualifications of potential employees. In addition, a psychometric test, the California Psychological Inventory, can form another method of screening in relation to factors such as social conformity, integrity and attitudes to authority. Scores in this test have been found to be related to many forms of asocial and criminal behaviour. Second, in addition to careful and rigorous selection, it is necessary to create an anti-fraud culture through socialisation. This can be achieved through planned and rigorous induction procedures in line with desired culture, empowerment of staff and by leading from the top. It is a non-trivial task, which involves commitment at all levels, but it is critical to business success.
