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Background Screening Presentation

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Background Screening 101 - INT Malaysia

Transcript: Verify by phone call Verify by field visit Country - state - town - kampong/are - post code The certificate was indeed issued at the given date Real Cases Suspect any irregularities Data of candidate must be treated with highest descretion Do not disclose candidate's data for other than verification purposes without prior notice/approval from client Full Name of Referee Prefix Job Title Relationship with the candidate Phone number Email Receive new incoming screening Communicate with client for any queries Send the report How to check? Check the credibility of Referee CHECK WHETHER Check the methodology! Lifestyle, car, weekends, activity, family business, etc. Between education to the next education Between last education to first job Between employment to employment Overlapping dates All properly recorded Only the last 1 year or 2 years or 5 years Data deleted after resign Only after permanent Contract/project-based, internship may not available May not available after merger/acquisition Data recorded manually Candidate hired through vendor Company has no HR information from public directory, Facebook, news, job ads, picture, mailing list, public entry, friend (of a friend), LinkedIn, Blog Spot LinkedIn Fraud; Embezzlement; Integrity Issues; Attendance issues CONTACT NUMBER VERIFICATION Check within the past 5 years or the last 3 employers Goal: Get everything verified! Methodology if possible Priority: Direct Supervisor MEDIA CHECK Different university applies different policy Always check the methodology! Generally, if the candidate still works, NO CHECK TO HR unless the client authorize to do so Search information from community officials or building management How long have the candidate lived there? Ownership of the property? Rent/private owned? With whom he/she lived there? Reputation? Conduct checks based on methodology of respective client Curriculum Vitae +62 812 9374 2797 (WhatsApp) Check whether the certificate and/or transcript is genuine Previous Employment The candidate indeed took training/certification at the institution No need to check: Mandatory training In-house training 1 Copy of Academic Certificate Copy of Transcript Copy of Student ID card Consent Letter Ready Fake University Statement Letter Permanent / Internship / Contract-based / Project-based / Casual work / Agency / Bancassurance / Partnership Review all reports to meet the Integrity standard and client's expectation Terima Kasih! Helping our client to select the best employee for the job To protect our client's interest and reputation To report any findings truthfully Being read by the management level Affecting their decision in recruitment hardline movements, political involvement criminal activity Email to AM if any additional doc required ASAP Using someone else’s student ID number Using someone else’s transcript Original certificate but fake transcript Tampering the grades Fake degree Fake signature of the dean Fake the whole certificate Fake the certificate number Fake letterhead Fake the logo Fake statement Etc. You can mention the client's name if allowed Why Background Screening? TYPES OF FRAUD Go! Associative check analysis Team Involved Adverse Record If ... Application form Remember to estimate the time to receive the result Don't forget! annisa.hidayat@integrity-indonesia.com How? DOCUMENTS REQUIRED in Background Screening Professional Certification & Contact Number Verification Availability of data may vary DOCUMENTS REQUIRED Make sure to call the candidate's next of kin/family If others: ask for replacement Follow the script Apply good courtesy If others: Ask alternative contact Make sure the candidate indeed works there with the correct job position If the candidate has resigned, make a follow up to the HR Phone call Fax Email Desktop Search Field Visit Online Directory Third Party Verification Report based on fact/findings No less No addition Validity PROFESSIONAL CERTIFICATION Reference letter Job Position Work period Reason of resignation Employment status Resign properly? Any adverse record or reputation? Performance? Education check Employment check Professional certification Reference check Contact number verification check Media search Bankruptcy check Civil Litigation check Reverse directorship ID check Neighborhood check Gap Analysis Check to the HR department or related department where the candidate worked Level/Qualification Basic Principles Fake Referee Employment Check Fake Degree USA: National Clearing House Canada: Aura Data UK: HEDD *additional fee incur Application form If any additional fee incur, make sure that the client approved before submitting request. If in different terms, ask whether it refers to the same job Communicate any findings or obstacles found during verification Discreet check to receptionist, admin staff, mailing room Integrity Indonesia Team www.integrity-asia.com If the candidate is still registered as an active student The candidate is an active student? Match

Screening Background

Transcript: Depression Anxiety Suicidal Ideation ADD YOUR LOGO HERE Mental Health Screening Annual Training Background HB 323 Passes USBE Board Rule Created Timeline 2020 Legislative Session Statute is Created 2020 Legislative Session House Bill (H.B.) 323 - School Mental Health Funding Amendments was sponsored by Representative Steve Eliason and Senator Ann Millner. This bill set standards for participating LEAs to implement approved Mental Health Screening Programs for students It also gave authority for USBE to make rules to govern mental health screening in schools HB 323 Passes USBE Board Rule Created Timeline 2020 Legislative Session Statute is Created HB 323 Passes USBE Board Rule Created Timeline 2020 Legislative Session Statute is Created Statute 53F-2-522 Includes Instructions to the USBE to: Identify the mental health conditions that will be screened Identify the tools that can be used for screening Develop annual training requirements Develop a process to approve LEAs screening programs submitted. It also: Prohibits mental health screening without parental consent Requires USBE to work with DHHS to approve mental health screening tools Provides data privacy guidelines Establishes that USBE can distribute funds to LEAs to assist parents to pay for resources needed to address a potential mental health condition that was identified during screening. HB 323 Passes USBE Board Rule Created Timeline 2020 Legislative Session Statute is Created R277-625 This Rule includes: Mental health conditions that can be screened A list of pre-approved mental health screeners and a process for submitting a screener not on the approved list Guidelines for LEA programs, including data privacy guidelines, parent consent guidelines, Data reporting requirements to USBE Guidelines for the optional mental health screening grant LEAs are not required to screen for mental health, but if an LEA chooses, they must adhere to these guidelines. Behavioral Health & Mental Health Behavioral Health Substance Abuse Services Social Workers, Counselors, Psychiatrists, Neurologists, Physicians, etc Mental Health Services Continuum of Care Behavioral Health Substance Abuse Services Social Workers, Counselors, Psychiatrists, Neurologists, Physicians, etc Mental Health Services Mental Health Mental Health includes our emotional, psychological, and social well-being. It affects how we think, feel, and act. It also helps determine how we handle stress, relate to others, and make healthy choices. A person can experience poor mental health and not be diagnosed with a mental illness. Likewise, a person diagnosed with a mental illness can experience periods of physical, mental, and social well-being Preliminary Data School Safety Survey Screening Practices Survey The majority of Administrators are concerned about academic delays and mental health concerns their students were facing The top 3 risk factors which increased during that time were anxiety, stress and social isolation. 69% of school were already conducting some form of mental health screening (as well as many more schools expressing interest) The leading conditions schools were screening for were anxiety, depression and suicidal ideation. 2020-2021 Data 20 LEAs participated in the 2021 Mental Health Screening Program, resulting in 304 represented schools. 2,966 Students were screened 1,014 Students were referred to services within the school as a result of screening 543 Students were referred to services in the community as a result of screening CONCLUSION & QUESTIONS Question Time CONTACT INFORMATION Contact Information TITLE

Background presentation

Transcript: Go on Exchange present your country abroad Work with different mentalities Diversity Explore different cultures Be a Member Develop your skills Have an impact Enrich your knowledge AIESEC Be a Leader Lead your team Achieve your vision Coach others Be a mentor EXPERIENCE YOUR AIESEC JOURNEY Gives you a great experience

DNA screening presentation

Transcript: DNA Screening What is DNA? •DNA is known as Deoxyribonucleic acid •A very important molecule found in all cells •A material that controls characteristics such as eye colour, hair colour, bone density and many other human traits •Our body cells each contain a complete sample of our DNA, and all cells have the same DNA What is DNA Screening? •A method for determining whether a person is genetically prone to obtaining certain diseases •A technique usually used by forensic scientists to identify certain changes in DNA •Involves direct examination of the DNA molecule itself •Some other genetic tests include biochemical tests for gene products such as enzymes and proteins How does it work •Scientists will scan a patients DNA sample for mutated sequences •DNA sample can be gathered from any tissue, including blood •For some types of tests, researchers design short pieces of DNA called probes •Another type of DNA testing involves comparing the sequence of DNA in a patient’s gene to a normal version of the gene •Cost of testing can range from hundreds to thousands of dollar, all depending on size of genes and number of mutations tested Pros? Cons? •Difficulty of interpreting a positive result •Unknown mutations or environmental factors that cause diseases •Sample misidentification •Contamination of chemicals used for testing •Can be extremely expensive, and may not be included under patients insurance •Only indicates possibilities, not 100% certain Ethical Issues •Ethical issues that arise within the context of genetic testing are similar to those that arise for any personal medical information •Concerns about who has access to genetic information and what it will be used for •Concerns about protecting the privacy of the patient and confidentiality of information •Because of social perceptions of certain diseases, forms of discrimination and stigmatization may occur •Knowledge of genetic information can have an influence on the entire family as it involves the status of their health as well THANKS FOR WATCHING ! :) Bibliography 1.) Freund, Carol L. "Genetic Testing: Ethical Issues: Information from Answers.com." Answers.com: Wiki Q&A Combined with Free Online Dictionary, Thesaurus, and Encyclopedias. Web. 08 Dec. 2010. <http://www.answers.com/topic/genetic-testing-ethical-issues>. 2.) "Ethical, Legal, and Social Issues --Genome Research." Oak Ridge National Laboratory. U.S. Department of Energy Office of Science, 16 Sept. 2008. Web. 08 Dec. 2010. <http://www.ornl.gov/sci/techresources/Human_Genome/elsi/elsi.shtml>. 3.) Fore,, By Joe. "The Pro & Cons of DNA Testing | EHow.com." EHow | How To Do Just About Everything! | How To Videos & Articles. Web. 08 Dec. 2010. <http://www.ehow.com/about_5117045_pro-cons-dna-testing.html>. 4.) "DNA Genetic Testing - Pros & Cons – HealthTree." Health Knowledge – Health Information – HealthTree. Web. 08 Dec. 2010. <http://www.healthtree.com/articles/genetic-health/pros-cons/>. 5.) "What Is DNA? - Genetics Home Reference." Genetics Home Reference - Your Guide to Understanding Genetic Conditions. Web. 08 Dec. 2010. <http://ghr.nlm.nih.gov/handbook/basics/dna>. •They operate over 500 factories in 83 countries, employing over 230,000 people •What makes this company special is that each of their national companies has the flexibility to make their own decisions, in order to meet needs of their own people and communities •Dramatically improves lives •Appropriate treatments can be used •Identify individuals who are at risk of certain diseases so they can be prevented •Transforms fatal conditions into treatable ones •Disorders such as Alzheimer’s and types of cancer can be determined by using DNA screening A presentation by Christine Xin

Background Screening

Transcript: Contents By Erik Gabrielson Employer has the right to learn more about the candidate of the job Makes sure that they are hiring the right person for the job Ensures the employer that the candidate is not lying on application Gives the employer a better understanding of who they are hiring By giving the person the notice in advance, the person has an opportunity to review the report and explain any negative information. (n.d.). Background Checks What Employers Need to Know. Retrieved from https://www.eeoc.gov/eeoc/publications/background_checks_employers.cfm Clicking, B. (n.d.). 6 Reasons HR would Reject Employees Based on Their Backgrounds - College Recruiter. Retrieved from https://www.collegerecruiter.com/blog/2014/04/17/6-reasons-hr-reject-employees-based-backgrounds/ H. (n.d.). What Is a Background Check? Retrieved from https://www.thebalance.com/what-is-background-checking-1918065 HR background check [Digital image]. (n.d.). Retrieved from http://austinhr.com/background-checks-cross-line/ Sample Employee Background Checks Policy - HR Daily Advisor. (2015, May 18). Retrieved from http://hrdailyadvisor.blr.com/2008/08/21/sample-employee-background-checks-policy/ Tag Archives: Candidate Experience. (n.d.). Retrieved from https://chinagorman.com/tag/candidate-experience/ References Criminal History http://hrdailyadvisor.blr.com/2008/08/21/sample-employee-background-checks-policy/ https://www.eeoc.gov/eeoc/publications/background_checks_employers.cfm Why is Background Screening Important in HR? Past Employers Employers take criminal history extremely seriously Employers don't want criminals working for their company If an applicant has a history of felony convictions, one or two violent criminal offenses, or a clear pattern of criminal activity, those can all be seen as very valid reasons for HR departments to reject the applicant. Policies Human resource representatives want to find out whether or not prospective employees have been dishonest in any way throughout the job interview process. Employers may use social media to see how employees act outside of the workplace EECO does not approve of social media screenings Social media screens mostly affect young people Application employer checks with candidate's previous employers about their work experiences Employers do not want to hear of bad reputations of candidates Former bosses who can’t provide a positive recommendation or who actively criticizes the applicant in question as being insubordinate or not working well as part of a team greatly hurts the candidates chances of getting the job Social Media Background Screening Application Inaccuracies What is Background Screening? What is background screening Why is it important in HR Background screening policies Criminal history Past employers Application inaccuracies Credit history Social media References "Background checking is the process of authenticating the information supplied to a potential employer by a job applicant in his or her resume, application, and interviews." This assumes that the employee signed a statement attesting to the truth of his or her provided information as is the case on all job applications.

Background Screening

Transcript: Identifying Client's Needs PreCheck has specialized in healthcare employment services, including background checks and drug test since 1993. We have provided, assisted, and supported background screenings for employees, physicians, allied health and students. PreCheck has ranked 4121 on the 2013, 5000 List of Fastest Growing Companies. Price: $94.00 Sheridan Healthcare Corporation Discounted Price: $77.00 Background Screening & Custom Drug Testing for Sheridan Healthcare Mission To provide our healthcare clients with complete information and assistance that ensure and support the ongoing safety of their patients, physician, and staff. We utilize up to date technology to seek information as far as 7 years back. We are committed to excelling our service and motivated to investigate beyond, and deliver more than our client’s expectation, but satisfaction. PreCheck Executive Package Senior Management Staff The above are components that companies seek in applicants to ensure the safety for others and their company. Positive identification Maiden & Alias Name search Criminal record Search- County or statewide Sex Offender Search Employment verification Professional License/Certification Credentialing Education Verification (highest level) Federal Criminal Court Search- National Federal Bankruptcy Court Search Pre-employment credit Report Motor Vehicle Driving Record Newspaper Articles & Clippings Benefits of Choosing PreCheck as your Background Check provider Background Conclusion Security Honesty Trustworthy Reliable Safety We strive for client satisfaction and provide a variety of services and test. We are leader in maintaining background checks for healthcare organizations. We have full-time corporate officers with over 15 years of experiences and partnered with the National Healthcare Data bank. We are supported by a several federal and state agencies. Request for Proposal To conclude, by adopting PreCheck as a background check can ensure the following: safety of individuals, confidential information, and the organization. PreCheck provides your facility access to a variety of value added services at no additional charges, services include: Free Employment Verification Services and PreCheck also assigns your facility a dedicated client account manager to assist you with any specific needs. PreCheck can just be your one step forward on security, trust, and satisfaction in regards to potential applicants.

Background Presentation

Transcript: 14th Week Consulting interns can be expensive Time and Money Personal Experience Preliminary Design Stage NFPA 101 and NFPA 13 New and Existing Education, Business, and Mercantile Definition of Project This app would be used to provide interns and recent graduates with an outline of guidelines for how to design and review designs of specific occupancies. With the given time frame, I will be writing the information that will go into the app Begin parametric study: Speak with my mentor and Jason to understand more about what critical variables I could concentrate on for this app. Choose those parameters and begin my study Gather information from NFPA 101 and NFPA 13 for new and existing education, business, and mercantile occupancies. By: Breanne Thompson Next Steps (Continued) Finish preparing for Draft of Analysis Pull together and discuss results of project Draw my conclusions and state future work needed Turn in Final Paper! 10th and 11th Week Turn in my parametric study Begin draft of analysis Map out the process of the app for the key elements 15th Week References Next Steps 7th Week Prepare for Final Presentation Summarize my draft of analysis into presentation Work on how to incorporate a live demonstration for my presentation App Development Background Information 8th-9th Week Continuous Process Objective-C for Apple products Java for Android products 6 months of studying Places to Learn: Codecademy, iOS Dev Center, Android Developers Training Hire App Developer will cost thousands Prepare Final Paper Dive into Shark Tank! 1. http://lifehacker.com/5401954/programmer-101-teach-yourself-how-to-code 2. http://www.bluecloudsolutions.com/blog/cost-develop-app/ 6th Week Background Presentation 12th-13th Week

Background Presentation

Transcript: Real action and accountability Amnesty International Non-state actors/ Rebel Groups?? ...and what about men?? ignoring male rape victims? would rape exist without a man? Weapons of War: Rape UN as an Arena - NGO's - Discussion and dialogue Arena Instrument Actor Critical Thinking Weapons of War: Rape UN as an instrument UNSC Resolution 1820 (2008) UN as an Actor - UN Action Against Sexual Violence in Conflict Weapons of War: Rape Problems with 1820 "Roles and Functions of International Organizations" "Sexual violence, when used as a tactic of war in order to deliberately target civilians or as a part of a widespread or systematic attack against civilian populations, can significantly exacerbate situations of armed conflict and may impede the restoration of international peace and security… effective steps to prevent and respond to such acts of sexual violence can significantly contribute to the maintenance of international peace and security" (UNSC Resolution 1820, p. 2)" http://www.stoprapenow.org/uploads/advocacyresources/1282164625.pdf Background Presentation- Kristin Mann Weapons of War: Rape Brief Insight - used to manipulate social control - destabilize communities - weaken ethnic groups and identities Examples: - Sudanese Militia - Rwanda Genocide - DRC Critical Thinking http://www.womenundersiegeproject.org/blog/entry/the-need-for-numbers-on-rape-in-warand-why-theyre-nearly-impossible-to-get Critical Thinking Increased Data Collection by international organizations - determine humanitarian responses - ensures justice and reparation - provides recognition and dignity

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