Can You Fake A Background Check

July 16th, 2015 | Sterling

Are You Relying On Fake Criminal Record Checks?

Canadian employers take turned to criminal tape checks to help attain safer workplaces and prevent internal fraud and theft. While it's encouraging to see so many employers adopting more diligent background screening programs, many organizations have a gap in this decision back up procedure that tin can be (and has been) exploited past deceitful candidates.

In an attempt to make the hiring process more convenient, some employers agree to have criminal record check results from the candidate. The process, when operating optimally, looks something like this:

Candidate visits their local police section and completes the required forms
Candidate patiently awaits the results
Upon receipt of the results of the checks, the candidate delivers the paper results to their hiring manager

That might sound well and good, but what if the candidate decides to deviate from the procedure. Consider for a moment that the candidate takes a detour and follows a different path:

Candidate gets a copy of a clear criminal record check (through a friend, relative or simply creates one later on basic internet enquiry)
Candidate uses document editing software to change the proper noun or results on the certificate
Once satisfied with the faux clearance, the candidate provides this altered paper result to their hiring director or recruiter

Unless the document is an obvious fake, there's a good chance that it could exist accustomed and the candidate will be hired. With all of the sophisticated, yet user-friendly design tools and technology available today, would y'all trust the "self reporting" model? The employer in this circumstance may never discover out the truth and fifty-fifty if they do, irreparable damage may accept occurred in a short fourth dimension period to their clients, their workforce, their corporate assets or as importantly, to their brand. Would you be able to detect a fake document?

Faux SENSE OF SECURITY?

If your screening policy involves the acceptance of newspaper criminal record bank check results that are provided by the candidate, yous may be creating a false sense of security in your organization. Fraudsters have proven time and time again that they tin deceive employers by providing fake police certificates. While some fakes are easy to spot others can exist near impossible even to a trained heart. The availability of simple editing software makes it easy for someone with even bones skills to change a document. One central purpose of background screening is to place fakes and fraudsters so you tin can forestall them from joining your organization and that the "articulate" candidate is fairly recognized. By trusting them to provide their ain "18-carat" newspaper document, you contradict the very nature of your screening plan.

USE PROFESSIONALS FOR PREVENTION AND PROTECTION

Criminal record checks offer tremendous value to the hiring process and provide insight into your candidate's honesty and any past criminal activity; however, criminal record checks but retain that value if they are non forged, contradistinct, or tampered with. The only way to preclude your organization from accepting fake police certificates is to utilise a professional, objective background screening provider that has engineering and processes in place to forbid tampering.

SterlingBackcheck provides secure online ordering and delivery, keeping the candidate at arm's length from the results. Although your candidate may request a copy of their criminal tape bank check (or receive it automatically via myBackCheck.com), they are never responsible for handling or providing the stop outcome to the hiring manager. Results are ever delivered deeply and electronically to the hiring manager to forestall any tampering or forgery. Additionally, in order to prevent a candidate from using a false identity to complete the criminal record bank check, an ID verification is completed – either through a physical exam of photo identification or a serial of out-of-wallet questions that merely the candidate tin can know. Ultimately, employers should go out criminal record checks in the hands of a qualified provider instead of their candidates.

This publication is for advisory purposes only and cipher contained in it should exist construed as legal advice. We expressly disclaim any warranty or responsibility for damages arising out this information. Nosotros encourage you to consult with legal counsel regarding your specific needs. We do not undertake any duty to update previously posted materials.