What checks Sat for employment. What data does the security service check when hiring

Security issues are extremely important to ensure the stable development and sustainability of the company. Therefore, it is not surprising that security services are being created in almost every organization today. We will devote this article to an analysis of what the security service checks when hiring, and also give some important points in matters of this direction, which it will be useful for personnel workers to know about.

In its activities, the Security Council is guided by the relevant legislative acts. Russian Federation and internal legal documents of the company - the Regulations on the Security Council, the Security Concept. The internal corporate documents of the enterprise define the main functions, tasks, duties and rights of the security service, taking into account the specifics of its activities.

The security service should direct its activities not only to prevent moral or economic damage from outside, but also to ensure internal security guarantees, that is, to prevent possible damage to the organization by its employees.

When determining the direction of their work, the security service should take into account: organizational structure companies, the territorial location of its divisions, the features of their functioning.

Employees of the Security Council are given Special attention the personnel of those units in which material assets are concentrated or stored, as well as documents that contain confidential information (in order to prevent leakage of information that is a trade secret).

In addition, employees of the Security Service pay special attention to those categories of employees who may commit illegal actions that damage the economic security of the organization. First of all, this refers to employees working with contracts, accounting staff, persons who have the right to dispose of forms and seals, employees of the information and technical department, personnel with access to trade secrets.

Security at work with personnel companies use a variety of preventive and preventive methods, namely: briefings, training, sanctions, etc.

Work with personnel in the company by employees of the Security Service is carried out in the following areas:

• verification of applicants during employment, identification of possible threats and risks for the organization;
• ensuring safety in the course of the performance of official duties by employees;
• preventing the leakage of information that is a trade secret, or causing economic damage to the company in the event of the dismissal of an employee.

How does the security service check when hiring

The selection of personnel of the organization is carried out in accordance with the requirements for each vacant position, taking into account the personal qualities, professional skills and abilities of the applicant.

When selecting candidates, you need to be guided by the fact that a potential employee must:

• be properly qualified or the possibility of its rapid acquisition;
• be loyal to the company;
• have high moral character.

preliminary work

When hiring new employees, the security service is connected to the work of personnel officers at the stage of compiling job advertisements.

Search for potential employees on this stage carried out in a variety of ways:

• analyzes the proposals of recruiting agencies, employment services;
• appropriate announcements are placed in periodicals;
• the summaries available in the database and are considered;
• offers are being viewed loyal employees working in the organization for a long time;
• proposals of specialists from highly specialized periodicals, on Internet resources, etc. are being studied.

Employees of the Security Council take part in the development of psychological tests, compiling professional questionnaires, evaluating each of them in detail together with specialists from departments in which there are open vacancies.

All documents submitted by candidates are analyzed in detail by employees of the personnel management and security department. At the same time, the education received by the candidate, work experience, skills in competent paperwork, etc. are evaluated.

The purpose of the SA is to collect as many additional information about the candidate, which will minimize the possibility of causing damage to the company after employment. The check by the security service when hiring a candidate is focused on finding out that:

• whether he was brought to criminal liability for offenses at his previous places of work related to financial or other activities;
• whether he was fired from previous jobs on the basis of financial or other violations, which were not officially made public;
• whether he has previously worked in organizations practicing "shadow" business schemes.

Candidates recommended by the company's employees are tested according to the general complex scheme. In addition, the reputation of the recommender is taken into account, as well as the degree of family ties, the motives for the invitation and whether they have joint interests in terms of business.

Modern interview techniques: Video

Interview

Checking the security service when hiring through personal conversations with candidates is an integral stage in the selection of specialists. Such conversations are structured in such a way as to achieve a certain level of freedom in communication and trust. The main task of the Security Council employees at the interview is to obtain from the candidate the maximum amount of information of an installation and biographical nature, as well as to verify the accuracy of the information presented in the submitted documentation (work experience, level of education, etc.).

If the applicant refuses to provide any additional documents, it is important to analyze its reasons.

When talking with candidates, the security guards are guided by the installation to find out:

• the main motives for getting a job in this organization;
• the required work experience;
• the applicant's plans for the future (career growth, advanced training, salary expectations, etc.);
• reasons for leaving the previous job;
• useful business and personal connections;
• the nature of relationships with staff and managers at the previous place of work, etc.;
• readiness, if necessary, to provide assistance to colleagues, work on weekends and holidays, overtime;
• the most preferred mode of work for the applicant (active, routine, business trips, etc.).

In the course of communication with potential employees, security guards pay attention to intonation, style of speech, argumentation of answers, gestures, and facial expressions.

If it is difficult for a person to logically and consistently talk about his work experience, then it will not be superfluous to check his level of intelligence through additional testing.

When analyzing the answers of the applicant, you can determine such points as:

• inability to clearly and concisely express one's thoughts, quickly answer questions of various types;
• lack of systematic thinking;
• excessive touchiness, conflict;
• inability to listen to the interlocutor;
• excessive stubbornness in defending one's own beliefs and views, ambitiousness.

In practice, very often employees of the department in which the newcomer will work in the future are involved in the interviews of candidates with the security service. The relevance of this is due to the fact that applicants do not perceive future colleagues at the psychological level as inspectors, therefore, by answering their questions, you can understand a lot about the professionalism of the candidate.

Analysis and verification of information

security service in without fail when hiring, checks the documents of candidates and analyzes their contents.

In practice, quite often, in order to obtain additional information about a new employee, security officers turn to private companies specializing in providing information services for help. Thus, the Security Council can clarify or find out:

1. List of organizations where the potential employee was the founder, chief accountant, head, as well as the organizational and financial state of these institutions at the present time.
2. The applicant has a criminal record participation in the activities of any criminal gangs.
3. Relationships with competing organizations.

Checking documents when hiring allows employees of the Security Council to identify some negative features of a potential employee, in particular, by analyzing the reasons for dismissals and penalties from previous jobs.

Based on the results of the assessment of the candidate's biographical documents, a logically consistent chain of events should be drawn up. In addition, special attention should be paid to the continuity of work experience, and if the question of the reasons for interruptions in a person’s activities “unsettles”, or he gives an unconvincing answer, additional verification is necessary.

An analysis of the positions held by a potential employee in various companies can give an idea of ​​his career growth as a specialist. Security officers have the right to clarify the reasons for demotions (increases) of a candidate in positions at previous jobs, and the answers must be clear and consistent.

One form of verification is to obtain information about the applicant from the previous place of work or even study. However, it should be noted that by interviewing contact persons, it is often not possible to obtain objective information. More reliable information about the applicant can be obtained during a conversation with his former colleagues, personnel managers, heads of departments and employees of the Security Service, if such was in the organization where the potential employee previously worked. Such conversations can be conducted both by going to the organization, and in the "telephone" mode.

In some cases, the method of collecting information about the candidate at his place of residence is relevant. At the same time, attention should be paid to the place of residence of the applicant, his behavior in everyday life, etc. The important point here is that only a security officer with appropriate training can collect data in this way.

After carefully analyzing all the information received, the security guard conducts a final interview with the candidate.

Admission of a new employee to the performance of official duties

In order to ensure security, an organization is not recommended to employ candidates if, during their checks, it was determined:

• insincerity in answering questions during an interview or hiding important information for the employer;
• connection with a competing company;
• the presence of business interests in the field of operation of the company (friendly or family ties, own business);
• the presence of doubtful or large debt obligations;
• submission of false information;
• conflict dismissal from the previous place of work.

If, nevertheless, contrary to the recommendations of security personnel, a candidate with negative data was hired, his activities should be under constant control of the Security Service.

Large companies, medium-sized enterprises do not save on the maintenance of a special unit, the specialists in it are engaged in ensuring the security of the team during labor activity. A security check is carried out upon hiring to prevent economic problems from employees or competitors. They are enrolled in the staff of the enterprise after a standard procedure, when the inspectors have no doubts about the reliability and competence of the applicant. Each department has its own criteria for evaluating candidates.

Why are job applicants screened?

The security check when hiring new employees gives the result to both parties before the conclusion labor agreement.

The manager learns that he is hiring a reliable, competent specialist who is confident in his knowledge. The candidate for the position reveals his abilities, confirms the reliability and responsibility.

Even if there is a large percentage of unemployment in the country, creating a team is a task that is difficult for the personnel department to solve, especially when experience and certain skills are required from the staff.

No matter how many staff positions, an organization is created to make a profit. This goal can be achieved by people who are purposeful, capable of learning, ready to perform tasks in different directions.

Who helps the employees of the department

When an irresponsible citizen who violates the enterprise’s routine is accepted into the team, he will begin to reduce productivity in his area, which will affect the overall financial result. The security service performs the verification of the applicant jointly with other departments, since versatile knowledge will be needed.

Their research includes:

• Human Resources Department;
• lawyers;
• financiers.

Work with different specialists helps to more accurately reveal the biography of a person, if his future position requires it. When a financier is accepted, an employee of this level will be able to test his knowledge. From each department you need experience that matches the profile. Therefore, the department is connected to the work, the specifics of which will be able to evaluate the preparation of the candidate.

Who passes a rigorous selection

Security screening at hiring may occur different ways. The seriousness of the study of data depends on the structure of the organization.

Special control belongs to:

• law enforcement agencies;
• financial companies;
• closed businesses.

It is difficult to get a job in a closed type organization with secret production, even as auxiliary workers. Ordinary cleaning companies do not check, they need information on applicants with whom an agreement will be concluded on liability or as a leader. The applicant must justify the high salary, he is required to have the ability to manage a group of subordinates and the company.

Only after this employee is allowed:

• to secret developments;
• money transactions;
• material values.

The security service checks when hiring effective methods. The collection of information about a citizen depends on what position he is applying for, what information will most accurately characterize him.

Comprehensive assessment of the applicant

Many citizens are looking for employment, and when they find it, they have to go through several more stages. To get a job in the place that they like, their knowledge, skills must fit the level of the company.

Checking the applicant by the security service consists of a set of practical measures:

• documentary research, requests to government agencies;
• testing;
• interviews;
• in power structures they study polygraph answers.

The efforts of the security service are aimed at working with candidates for:

• safety of material values;
• secrecy of information;
• theft prevention.

The leader must be confident in the employee, his moral stability, abilities, lack of bad habits. After checking the employee by the security service, a specialist will be hired to probation, during this period he will be under the supervision of the controlling unit.

The employer fully trusts their certification. The opinion of these employees about the applicant has a significant advantage over the rest of the departments, the memorandum drawn up will reflect all the characteristic details.

What data is needed to characterize

Checking by the security service when applying for a job begins with the collection of information. A standardly completed resume is only the first step towards getting to know each other.

Auditors are interested in:

1. Reasons for leaving the previous company.
2. Why was this company chosen?
3. Relations with law enforcement agencies.
4. Criminal record.
5. The number of fines, offenses.
6. Military service.

Based on the collected data, the employer can roughly find out negative information about a person that will interfere with his position. The main check of candidates by the security service is carried out before they are enrolled in the state. In addition to a resume, they require filling out a questionnaire.

What is included in the profile survey

An autobiography reflecting the skills and experience in the specialty for the personnel department is not enough to fully assess the applicant for the position. They develop a form of a questionnaire, according to the answers from it, you can get an idea of ​​\u200b\u200ba citizen. Each expression recorded in the questionnaire is examined along with the submitted documents.

The verification of the questionnaire by the security service takes place with the written consent of the candidate. Then requests are made to the organization, which can confirm the validity of the written facts.

What documents require confirmation

Before signing the application from the applicant, the security service begins the verification of employment with a documentary study.

Authentication required:

• diploma of education;
• presented certificates;
• passports;
• records in work book;
• awards, badges of distinction in the labor field.

Information from documents shows the achievements of a person, how often he changed jobs, although they are not always real. Diplomas are bought, entries in the work book are fictitious. To convince the management that there was no forgery in the transferred certificates is the responsibility of the security team.

What is revealed in the interview

Prepare carefully for the first meeting. The positive outcome of the labor agreement depends on the conversation with the future management. A visual assessment will tell more about a citizen than ideal papers and recommendations:

• appearance;
• neatness;
• restraint;
• correct judgments;
• grammatically correct speech;
• calm responses to questions.

Checking a person by the security service is based on the psychological knowledge of its employees. They observe the manner in which the candidate talks about himself in order to characterize his personality. The interview takes place according to the developed scenario.

An applicant, even with a positive appearance, is provoked by asking unpleasant questions to see how he will behave in an irritated state. Many professions require endurance to decide production problems calm and psychologically stable. Conflicts, quarrels are not needed within the team and in communication with clients.

In unforeseen dangerous circumstances, help:

• composure;
• self-control;
• the ability to quickly assess the situation.

By creating tests for stability, citizens from a special department seek to disclose a behavioral character from an applicant for a staff unit, they examine his actions, actions in an aggressive environment.

What requests are made

A work book can tell a lot about the movements on the working path, the abilities of citizens. This document is a reliable informant, records of layoffs are not welcome. Frequent change of places of employment speaks of quarrelsomeness in the team.

It is not difficult to find an enterprise where a person used to work, and contacts of company executives. By phone or in person, former colleagues will tell you a lot of things that are not in any document. You can find out if a citizen was a university student by written request or by calling the department. If the candidate will be tested security service during employment, which means that he will have no problems with the rest of the departments.

What benefits will the employer bring information about marital status

There is a job that only accepts people who are officially married. Although the opinion that a family man will not commit illegal offenses, theft, does not always correspond to reality.

For example, in the ad large firm Listed the requirements for the position of chief accountant. The woman did not pass the security check just because she was not married. She presented the original documents, positive reviews from a previous job. The employer decided that the good appearance of the specialist would interfere: men would look after her, perhaps her position would attract criminal elements.

All close relatives of the applicant are tested if the future work is related to monetary transactions, precious metals. A simple seller in a jewelry store will not be accepted when there are people with a criminal record in the family.

How to politely refuse a job

Article 64 Labor Code should not be.

In fact, an employer may have several candidates, and a report from the security service is needed to evaluate applicants, there is no discrimination. The manager has the right to choose the most worthy employee to close the vacancy, and everyone cannot be approved according to the staffing table.

The position will not be approved if:

• forgery of documents;
• inaccurate entries in the work book;
• negative feedback former colleagues and guides;
• criminal past.

The HR manager, instead of refusing, usually sends the applicants home to wait for an answer, promises to call, inform about the result, but the specialist they don’t like will most likely not hear a call from them. You can complain to all legal authorities, but starting a career with such actions - bad decision. The boss will justify his verdict with the necessary arguments, there is no doubt about it.

How long does it take to check

There are no specific deadlines in the law for studying the papers presented to the employer from the candidate. If the company urgently needs a specific specialist, the management can immediately accept it, on the same day, even with the condition that the medical examination will be completed in parallel with work.

When an employee seriously checks each submitted certificate, data from a resume, calls the persons who made recommendations, such a procedure can drag on for a long time.

Human Resources should tell you how long it will take to make a final decision, they know the speed of their security staff. The terms also depend on the structure in which the citizen is admitted.

The bank will need to check the teller:

• credit history of the candidate and his relatives;
• no criminal record for all relatives;
• separate conversations to identify harmful addictions and mental illness, as the certificates are not always believed.

Inspectors do not shy away from unofficial requests for verification with the base in law enforcement agencies, they take data from social networks. Test schemes bankers develop their own, they require to perform practical actions to solve numerical, verbal problems. With strict selection, financiers themselves set themselves insoluble problems. They do not need an older specialist, and an inexperienced young specialist will hardly complete the task taken from the working example.

The Constitution of the Russian Federation states: citizens of the state have the right to work and protect their interests. If the applicant was not hired, he can prove the illegality of such a decision in court. For a claim, you need to take confirmation of a negative decision in writing from the employer.

Checking an employee when applying for a job often occurs not only for his professional suitability, but also for the candidate's conflict, past work experience. Each company protects trade secrets and therefore such checks are not something extraordinary. These types of checks are carried out by the security service (hereinafter referred to as the Security Service) of the enterprise. Depending on the size of the organization, the Security Council can be its own or attracted.

Read our article:

What checks Sat when applying for a job

Verification of candidates upon employment is carried out to the extent necessary for its full assessment. Most often, the depth of verification depends on the vacant position for which the applicant is applying.

The object of the study, of course, is various data about the applicant. In practice, each organization is free to verify the accuracy of the information provided to the extent necessary. First of all, check the truth of the information displayed in the resume:

• seniority;
• recommendations;
• reasons for changing jobs;
• personal information.

Checking sat when applying for a job is not limited to the information listed in the resume and work book. If necessary, a criminal record, traffic police fines, and whether the candidate is registered in psycho- and drug dispensaries can be checked. Conscripts are often subject to a check for military service evasion. Depending on the specifics of the company's activities, the list of data for analysis may also differ.

How long does the security service check when hiring

The duration of such a check is not regulated by law. In practice, it can last a month or more for applicants for top vacancies. The employer is not obliged to report to the future employee on the progress of consideration of his candidacy, as well as on the verification of the Security Council. Only after an unsuitable candidate has already been refused, at his written request, it is necessary to send him an answer about the reasons for the refusal. The deadline for this is 3 days.

How to check an employee when hiring, how much data to analyze depends on the duration of such a procedure. First of all, the laboriousness of the verification will directly depend on the vacancy for which the applicant is applying. Financially responsible persons and heads of departments and branches are most carefully checked.

Conventionally, verification levels can be divided into 3 groups:

• superficial;
• average;
• in-depth.

Surface testing is most often used in verification of candidates for mass positions, working specialties. It is carried out directly at the interview or immediately after it and requires a minimum of both time and effort. The submitted documents are visually inspected for falsification and inaccuracies. Information is requested directly from the candidate.

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With this type of verification, there is a high probability of missing a fake document or copy of it. It also does not allow to reveal unpleasant facts from the past.

What does the security service check when applying for a job at a bank?

The middle group is most common for data analysis of middle managers, financially responsible persons and bank employees. Often such checks are made by the Security Council not only from official sources. The data provided directly by the applicant is collected, information from the previous place of work is requested.

An important component of such a depth of verification is the verification of documents and data in them for authenticity. Sending requests to educational institutions, former employer. An additional interview may be conducted with a security officer to assess behavior.

The average level of analysis takes much longer. The Security Council interview rarely takes place on the same day as the main interview. And the verification of documents itself takes some time, so the entire interview cycle can take from a week or more.

An in-depth level implies checking not only all previous levels, but also obtaining information about financial position, environment, connections. The collection of information takes place behind the scenes. The presence of administrative and criminal offenses is also checked. Only top managers and executives are subjected to such a check. It is the longest in time.

Methods for screening candidates when applying for a job

What questions does the security service ask when applying for a job are of interest to many job seekers. Before proceeding with the collection and processing of data, the candidate is required to obtain written consent from him. This is a requirement of the law (Article 86 of the Labor Code of the Russian Federation).

There are a lot of methods for assessing a candidate, and today we will talk about each of them.

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Interview

During a face-to-face conversation, the Security Council representative has the opportunity to evaluate not only the answers given by the candidate, but also to observe gestures, facial expressions and behavior. The candidate's appearance and speech are analyzed. The task for the Security Council will be to find out how safe the work will be for the company this candidate. Questions that will be asked to the applicant can be divided into the following groups:

• reasons for leaving previous jobs;
• relationships with law enforcement agencies. If “he was involved”, and the candidate denies, it will not be to the advantage of the candidate. Not only the criminal past is considered, but also unpaid loans and fines, etc.;
• psychological condition. The adequacy of a person is checked, as well as a tendency to nervous excitement (anger).

Verification of documents

Document verification is carried out in order to detect inaccurate or incorrect data, as well as to detect forged documents. If we are talking about the passport, then the FMS has a special service that allows you to determine whether the document is valid or not.

Diplomas and certificates are often found “purchased”. It is important to pay attention to the correctness of their filling, to the presence of clear stamps. The diploma number must match the application number, as this is one document. The authenticity of the educational document can be verified by requesting the educational institution.

The authenticity of entries in the work book is also verified by calling or sending inquiries to previous employers.

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Testing

Today, few interviews are complete without tests. With the help of them it is easy to confirm the professional level of the candidate. For the security service, the test is developed somewhat differently. The questions in it should not be trivial. However, the veracity of the result obtained will be small in the region of 50%.

Verification of information about a criminal record, administrative violations

To check the criminal record, it is enough to request the relevant certificate from the candidate. And here is the check administrative offenses the applicant can only pass through unofficial channels. There is no special form provided by law.

Certificate of presence or absence of a criminal record

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Employment History Check

It would seem that it is easier to call the last employer and ask him former employee. However, not all so simple. First, most often you will get the answer that the candidate is excellent. Just to keep you off. Or the reverse situation, when they did not want to let the person go and the employer would give extremely negative feedback. Both reviews will not be completely true, however, important information can be gleaned from them.

Polygraph when applying for a job

The polygraph test when applying for a job is a fairly new invention. Even 10 years ago, they were used only in intelligence. Today it is becoming more and more common in employment. Moreover, the employer can use both a third-party organization and its own specialist.

It is worth noting that it is not difficult for an enterprise to purchase such a device. It doesn't cost that much large organization, about 300 thousand rubles. However, there are quite a few polygraph examiners of a good level, and all of them are specialists. services.

Even before the start of testing, the applicant should obtain consent to such a procedure. A candidate's refusal to be tested cannot be a reason for refusing employment (Article 64 of the Labor Code of the Russian Federation).

The management of the organization is interested in reliable and responsible employees working in it. Internal Services security conduct activities aimed at checking the seriousness and decency of the candidate for vacant position. Checking candidates for employment is carried out at the stage of obtaining a resume or after an interview with an employee.

Methods and methods of verification

Companies prefer not to disclose the methods of verification and its methods of implementation. The security services employ people with experience in law enforcement or government civil structures. For verification, the old business connections and well-established interdepartmental communications.

The method of control measures includes a preliminary assessment of the personal qualities of the employee. Psychologists are involved. Evaluation can be visual. A candidate for a vacant position is asked to write a letter, fill out a questionnaire, or provide a curriculum vitae.

Screening of job applicants includes a study of handwriting. It does not involve graphological examination, but experts study the features of the letter and determine the personal qualities and character of a person. Linguistic and stylistic analysis of writing is applied. The very nature of the written information sketched by the hand of the candidate for the position indicates the general and special professional qualities of the future employee.

Checking candidates by the security service - the main activities

Employees of the security department of large enterprises work in cooperation with the bodies of the Ministry of Internal Affairs, the prosecutor's office and other control and supervisory departments. Commercial organizations has the right to conclude agreements on cooperation, including the provision of personal information of citizens, if this does not contradict the law and is aimed at the purpose of employment.

The screening of candidates upon hiring by the security service is not limited to targeted interdepartmental requests. The thoroughness of the event and the list of actions depends on the complexity and responsibility of the proposed work. If the candidate will work with material values or he is entrusted with the protection of the leadership of the organization, then requests to law enforcement required.

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The employee in respect of whom the check is being carried out is obliged to bring a certificate of no criminal record, a conclusion from a narcologist and a psychotherapist. The security department has the right to study the submitted documents, conduct their legal analysis. Their work is carried out in an expanded composition, in cooperation with other departments. A psychologist, a recruiter, employees of the legal department are involved in the verification.

When applying for a job in law firms, a request can be made on behalf of the head of the organization. The presence of a criminal record and the facts of bringing to administrative responsibility are taken into account. Checking candidates by the security service is a complex procedure. It is carried out in accordance with Art. 64 of the Labor Code of the Russian Federation, 331 of the Labor Code of the Russian Federation. The norms contain a ban on unreasonable refusal of employment and a list of cases when a citizen is not allowed to a vacant position.

In addition to security, lawyers take part in the audit. They analyze the information provided, present to the management their own professional point view of the prospects and consequences of the employment of a particular person. With the consent of the candidate for the position, it is possible to use a polygraph. It is not mandatory, but the honesty check and its positive results will be in favor of the future employee.

Checking candidates when applying for a job online: methods and methods

An effective method of analyzing information that is publicly available in the databases of government agencies. Screening activities include searching for information about the candidate. They are important in order to form an idea of ​​the previous activities of a person.

Employees responsible for the verification enter the full name, locality residence of the candidate and find out: on which sites he is registered, in what events he participated or was involved. The method allows you to get a primary idea about a person and compare them with a resume or facts found out during the interview.

Employers are looking for information about a candidate in in social networks, analyze its page. Screening candidates for employment online method includes analysis of information in the Unified State Register of Legal Entities, tax authorities, Rosreestre.

Recruitment of employees in a serious organization is important task. Indeed, the profit or loss of the company may depend on the actions and decisions of a person of a certain official level.

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In enterprises, with the help of their own security services or third-party organizations, candidates are screened when they are hired.

Organizational goals and structure of enterprise security services

The security service at the enterprise is organized not only to check applicants, it is designed to protect entrepreneurial activity organization from internal and external threats in general.

The main goals of the security service:

• safety of material values;
• ensuring information security;
• provision of security measures;
• study of candidates and identification of unscrupulous persons;
• prevention and identification of sources of economic damage to the enterprise.

The structure of the security service depends on the specifics specific enterprise. In the simplest case, in small firm there may be one person who is in charge of all security matters.

IN large enterprises The security service consists of several departments, each of which solves a specific problem.

Generalized scheme of the security service:

Before being hired, the applicant goes through several stages of verification. It is under the control of the personnel service and the security service.

Stages:

• First, the candidate fills out a questionnaire and is interviewed by the personnel department. Upon successful completion, the questionnaire is sent for approval to the security service.
• Human Resources mainly evaluate professional quality, and the security service checks the veracity of the information provided by the candidate and identifies the presence of suspicious connections or biography facts.
• IN individual organizations candidates pass.

Why is it carried out?

The financial success of an organization is largely determined by its staff. Mistakes in personnel security policy can be costly for an enterprise.

A security check is necessary to prevent:

• information leaks to competitors;
• hiring an employee with an insufficient level of qualification;
• hiring an unscrupulous employee.

Verification levels

Depending on the level of the applied vacancy, it is possible various levels personnel checks.

The most carefully consider applicants for positions with material and financial responsibility, as well as for leadership positions.

Candidate Verification Methods

There are various ways to check the candidate and his documents. You must act within the law.

The applicant must agree to the verification of his data.

Interview

During the interview, the security service representative observes the behavior, gestures, facial expressions of the candidate. Analyzed appearance, speech style.

Verification of documents

When using false documents, sometimes they simply paste the photo onto a stolen passport.

You should know that there is a special service from the Federal Migration Service where you can check if this passport is invalid.

When falsifying a document on education, they can use blank forms of the university with real seals.

If in doubt, you can ask educational institution to check if it was issued to this person.

Testing

The method is simple and attractive, but the reliability of the information obtained from it is not great - about 50%. The result largely depends on the quality.

Questions should not be trivial, and answers should also contain neutral options.

Verification of information from the candidate

The reliability of the data on the reason for dismissal from the previous job, the duties performed, the presence of a criminal record are checked.

It is desirable to confirm the information with documents, facts.

Lie detector test

This method is necessarily used when hiring for law enforcement agencies, but it can also be used in other areas, for example, banking.

Testing requires the consent of the subject.

The verification form contains a number of questions that depend on the specifics of the enterprise and the position for which the candidate is going.

Analysis and verification of information

The security service checks and analyzes information about the candidate.

First of all, the following information is of interest to her:

• in which organizations the applicant held managerial positions or was the chief accountant, and what is the current state of affairs in these companies;
• the presence of a criminal past and connection with crime;
• connection with competitors.

Negative qualities of a new employee may emerge when finding out the reasons for dismissal from a previous job.

It requires attention and continuity of work experience - if there were long breaks, it is important to find out their cause. An analysis of labor activity will help to characterize the applicant as a specialist, whether he is experiencing growth or decline in his career.

Sometimes the passport data and personal data of the subject are checked by collecting information at the place of residence. A survey of neighbors is being conducted, everyday behavior is observed.

After checking, the security service issues its conclusion. The results are sent to personnel service, and the final decision on admission or on the candidate is made.

Employee permission to work

Admission to work is carried out by registration or other legal act organizations.

Certain procedures must be carried out: signing, conducting on safety and labor protection. The security service instructs on the rules for working with confidential data, preventing financial damage to the enterprise.

Often organizations accept a candidate for a period during which he is not given access to important data. And the security service continues to check the applicant, and if compromising facts are found, it happens.

Example:

In one company, a young man from a decent family, with excellent characteristics and knowledge, got a job as a sales manager foreign language(Spanish) at a conversational level. The last fact alerted the head of the security service, but the personnel department and the head of the sales department insisted on hiring.

The head of the security service continued to check the employee, and found out that his family had recently changed their apartment, and at the old place of residence he communicated in the company of drug addicts, hooligans, and thieves. Then the head of security realized that in Spain the young man was in a specialized clinic for the treatment of drug addiction.

Having called the employee for a personal conversation, he confirmed his guesses, moreover, the employee continued to use drugs even after being hired. The case is over.

How to protect your rights in case of unlawful refusal?

If the applicant was refused, he can apply for an explanation of the reasons to the employer and receive them within 7 days after the request.

At wrongful refusal the candidate has the right to apply to the court.

The Labor Code prohibits discrimination in employment on the following grounds:

• gender, race, nationality;
• social status and financial position;
• age;
• location;
• religious beliefs;
• party affiliation.

But in practice there are no rules establishing punishment for unreasonable refusal to hire. The courts are limited to the recovery of compensation for material damage.

If the employer refused due to non-compliance business qualities candidate, such refusal is justified.