Fraud risk management in the recruitment process

The recent strain on the various governmental organizations that companies need to make greater efforts on behalf of better and more transparent business practices is one of the most difficult issues facing companies today as one of a kind of internal nature. While the fraud of employees has always been significant and potentially dramatic revenue loss has now become more of a question as additional threats to external forces have arisen because of the criminal offense of a criminal enterprise. As companies are taking more and more steps to stop this activity, they must start action if these problems have already occurred or when an employee is suspected, but from the outset, before the workers have been hired, they will be subject to strict controls because if a person is willing to lie and commit fraud at this level, employers have to ask themselves what other degree would be such a candidate would be willing to commit fraud.

Too often, in these days, companies are creating a false sense of security in the recruitment process, ensuring that since such information on the Internet is easily available, candidates could not lie about their qualifications and work history. As mentioned above, the only way for companies to effectively avoid the victims of such lies is through careful care and a thorough background in order to control each aspect of individual credentials. Despite these newly misguided beliefs that the Internet is capable of replacing these shortcomings, according to a recent survey, roughly forty percent of executives with 40% in all industries and huge pay levels and positions admitted to having committed some degree of fraud in the past to increase their chances of gaining a position. In this certification process, employers have to start teaching candidates and begin working on it, and have to confirm all aspects of individual credentials before hiring out.

As important as these measures, the linkage of risk management fraud to the recruitment process is still far too simple for the issue. Studies have shown that three main factors are needed to enable a worker to commit fraud and unfortunately, given these mitigating factors, it seems that anyone is willing to commit fraud under the right circumstances. These factors include: a) motivation or the need to steal or commit this unlawful act against any personal benefit; b) the argument that the process in which an individual perceives a defect to the organization is "a return"; and c) the option, otherwise it says that the individual needs the time and access to certain information to commit fraud. Knowing these factors and educating employees and leaders to be aware of them is an effective environment for detecting and preventing employees cheating. Ultimately, employers must remember that fraud prevention is a wide-ranging effort that must be taken by the recruitment process and be kept under constant supervision.

Source by sbobet

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