Is Your Business Harbouring a Terrorist?
By admin
Issued on behalf of Professional Recruitment
RECRUITMENT has never been so fraught with potential problems.
We all remember the days – and for some they still exist – where a job offer is made with a nod and a wink after the all too briefest of chats between employer and would-be employee.
But there are now so many potential issues in the world, that such a practise could be potentially devastating to your organisation, and beyond.
So how do you know who you are recruiting to your business, or who is already on your payroll? How well do you really know your staff, work colleagues and friends?
In the euphoria of capturing a new recruit how rigorous and thorough were your reference checks? Other than academic and work references, how deeply did you delve into that person’s background and interests?
In fact, other than being able to perform their job tasks effectively, do you really know anything about your new member of staff – or, indeed, any of your colleagues?
Months or years later, it could transpire that your brilliant candidate may have committed an act of terrorism or have developed outside work interests that may be somewhat less than mainstream.
It’s a bit worrying, so what can an employer do? There is no foolproof way to determine if a person has the propensity to do harm or commit a criminal offence.
Assessment centres can help. Psychometric tests might go further in being able to illuminate the presence of fanaticism.
But “sleepers” – people, usually without criminal records, who live normal, day to day lives as they await their call to action – are not a new phenomenon, but do present employers with a real challenge.
Recruitment agencies now carry out more thorough routine vetting procedures prior to candidate registration including obtaining sight of a current passport, where appropriate a document confirming European Economic Area National status, a Home Office residents permit and sight of a full birth certificate.
The fine line between employer intrusion and providing necessary information is clear, but there is an inevitability we will be required to divulge more and more personal information in the workplace.
Paul Clutton is Group Director of Professional Recruitment, which specialises in the recruitment of Executives and Interim Managers for businesses throughout Wales and the West of England. The company is based at Sophia House, 28 Cathedral Road, Cardiff. Telephone 029 2066 0116; email: pclutton@professionalrecruitment.com; website www.professionalrecruitment.com
