LEA 3
Introduction to
Industrial Security Concept
CHAPTER 5 :
PERSONNEL SECURITY
PURPOSE OF PERSONNEL
SECURITY
•To identify security measures in proportion
to the risk
•To reduce the risk the employing personnel
likely to present a security concern
PURPOSE OF PERSONNEL
SECURITY
•To establish that applicants and
contractors are who they claim to be
•To close down opportunities for abuse of
the organization’s assets
PRE-
EMPLOYMENT
SCREENING
Personnel Security
measures are usually
undertaken during the
recruitment process.
COMPANIES IMPRESSIVE
RESUME
better to spot dangerous
Believe that it’s
or dishonest individuals
before they are hired.
THE PRE-
EMPLOYMENT
SCREENING SHOULD
INCLUDE CHECKS ON
THE FOLLOWING:
1. Proof of identity and
address.
2. Details of education
and employment
3. Criminal records check
4. Financial check
5. Checking of at least two character references
PRE-EMPLOYMENT
SCREENING POLICY
CHECKLIST
(CPNI, 2011)
1. Make pre-employment screening an integral part of
the recruitment process.
2. Ensure that applicants are informed in writing that
any offer of employment will be subject to the
satisfactory completion of pre-employment
screening checks, whether or not the individual has
already been granted access to the site.
3. Ensure that the screening processes are legally
complaint at all stages (including the wording of
application forms).
4. Involve all the relevant departments in the
organization, and ensure they communicate and share
data effectively.
5. Identify the specific office responsible for the pre-
employment screening process.
6. Incorporate specialist businesses into your strategy
if appropriate.
7. Ensure that the application form requests all
relevant information, including consent for further
checks, and outlines your screening policies.
8. Establish decision making guidelines for consistent
and transparent judgements about information.
9. Have a, clear understanding of the thresholds
for denying someone employment.
10. Be clear about how fake or forged documents
will be dealt with.
11. Collect data on the results of the pre-
employment screening process (e.g. incidence of
false qualifications or criminal record).
APPLICATION
FORM
STANDARDIZED APPLICATION FORM
All relevant information and confirm its correctness with a
signature.
The form should include the provisions that pre-employment
screening will be carried out.
By signing the form, the applicant provides consent for
background checks to be undertaken.
CLEAR STATEMENT
lies of omissions are ground to
terminate the hiring process or
employment even if it is discovered
when the applicant is already hired.
INTERVIEWS
portion of the application also
helps in the screening process
because it provides an
opportunity to discuss the
candidate’s suitability for
employment.
Job Interview
A face to face discussion encourages
applicants to be honest.
It allows the employer to clarify information in
the application form, and probe candidates about
their responses.
It also provides a good opportunity to add to the
overall assessment of the applicant’s reliability and
integrity.
IDENTITY
VERIFICATION
Verifying the applicant’s
identity
=is a critical measure in the
screening process.
There are four main reasons why individuals use
FALSE IDENTITIES:
•To avoid detection
•For dishonest financial gain
•To avoid financial liability
•To legally obtain documents
The purpose of verifying
identity:
•Determining that the identity is genuine and relates to a
real person
•Establishing that the individual owns and is rightfully
using that identity.
PAPER
BASED
APPROACH
• One method in verifying identity
• Involves requesting original documents such as those that corroborate,
applicants full-name, signature, date of birth and full permanent address.
CHARACTERISTICS:
1. Issued by a trustworthy and reliable source
2. Difficult to forge
3. Dated and current
4. Contains the owner’s name photograph and signature
5. Requires evidence of identity before being issued.
ELECTRONIC
APPROACH
• Involves checking othe applicant’s personal details against external databases.
• Requires checking the cross-referencing information from databases such as
criminal records or credit reference agencies.
CHARACTERISTICS:
1. Issued by a trustworthy and reliable source
2. Difficult to forge
3. Dated and current
4. Contains the owner’s name photograph and signature
5. Requires evidence of identity before being issued.
QUALIFICATIO
N AND
EMPLOYMENT
CHECKS
QUALIFICATION CHECKS
-determine a candidates academic
and educational achievements.
-confirm the time and place of study
as well as any grade achieved.
-are carried out directly with the
institution in question.
WHY ARE QUALIFICATION
CHECKS IMPORTANT?
Two Main Reasons:
1.To confirm the education level and
qualifications of a candidate
2.To verify the accuracy of other information
provided by a candidate
WHAT ARE DIPLOMA MILLS?
•Diploma mills are
bogus universities or
higher education
institutions that offer
“students” a fast track
qualification.
KEY CHARACTERISTICS OF
DIPLOMA MILLS AND FAKE
QUALIFICATIONS:
• No physical site
• No accreditation
• Candidates haven’t had to
interact with teachers or
professors and haven’t had to
do any homework
• Flat fee
• Degree awarded based on life
experience
EMPLOYMENT CHECKS
CHECKS
•Involve the verification of the
applicant’s employment history in
terms of dates, of employment and
positions.
The Employment Check Should
Verify The Following Information :
• Dates of employment
• Positions held
• Duties
• Salary
• Reason for leaving
• Any employment gaps
MEDIA SEARCH
MEDIA SEARCH • is a search of all social networks
and accounts to gather
information about an
individual.
• can turn up a variety of information
about someone, profile pictures,
names, past names, current
locations, past locations, school
and work experience, and more.
ONGOING
PERSONNEL
SECURITY
DURING
EMPLOYMENT
PERSONNEL A system of policies and
procedures which aim to
SECURITY manage and minimize
the risk of people
exploiting legitimate
access to an
organization's assets or
premises for
unauthorized purposes.
ONGOING PERSONNEL SECURITY
DURING EMPLOYMENT
•The application of good
ongoing personnel security
principles adds significant
value to physical and technical
security measures in a cost
effective manner.
ONGOING PERSONNEL SECURITY DURING
EMPLOYMENT
IMPORTANCE
• personnel security protects your people, information, and
assets by enabling your organization to:
• reduce the risk of harm to your people, customers and
partners
• reduce the risk of your information or assets being lost,
damaged, or compromised
• have greater trust in people who access your official or
important information and assets
• deliver services and operate more effectively.
COMMON INSIDER ACTS INCLUDE:
• unauthorized disclosure of official, private, or proprietary
information
• fraud or process corruption
• unauthorized access to ICT systems
• economic or industrial espionage
• theft
• violence or physical harm to others.
SECURITY
TRAINING AND
AWARENESS
SECURITY TRAINING
•is a strategy used by IT and
security professionals to
prevent and mitigate user risk.
SECURITY AWARENESS
TRAINING
• helps to minimize risk thus preventing the loss of money
or brand reputation.
• An effective awareness training program addresses the
cybersecurity mistakes that employees may make when
using email, the web and in the physical world such as
tailgating or improper document disposal.
ADDRESING BEHAVIORS
OF CONCERN
