Are new employees checked by the administration? What is the job of a company's security service when recruiting personnel?

To ensure an effective personnel selection process, economic and information security, the enterprise adopts a regulation on the procedure for screening candidates for a vacant position. It sets the following data:

• organizational measures;
• structures or departments of the enterprise responsible for the procedure;
• a list of positions for which applicants are subject to testing;
• list of details and information to be analyzed.

Legislation on information protection and access to personal data may make it difficult for an employer to independently access information about a person, and therefore it is practiced to analyze those documents that the applicant himself provides.

Screening of candidates when hiring by security service

To exclude disputes related to violation of the procedure for access to personal data and the inviolability of a person’s personal life, the research must be carried out with the written consent of the applicant.

The security service's responsibilities may include reviewing the following information:

• The presence of a court decision according to which a person was brought to criminal liability, as well as an expunged or expunged criminal record.
• Bringing a person to administrative responsibility for offenses related to corruption, acts in the field of property protection or traffic, etc.
• Availability of corporate rights to identify and prevent conflicts of interest and information leakage.
• Health status. It is determined whether the person is registered in psychiatric or drug treatment institutions. The specifics of production at the enterprise may require other medical data.
• Military registration.
• Information about the education of the person is verified.
• Characteristics from previous places of work that show the level of professionalism and communication skills of a specialist.

Depending on the importance of the vacant position, the level of access to material assets and corporate secrets, the diagnosis can be superficial, when the candidate himself provides information and certificates, or in-depth, in which the security service personally collects data.

How to screen candidates when hiring?

The issuance of an order for admission to a position is preceded by a check, which may consist of several stages, at each of which applicants who are not suitable for professional, personal and other qualities are eliminated.

• Stage 1 - receiving from the person a questionnaire, resume or autobiography in free form or according to an approved sample.
• Stage 2 - competition or interview of the applicant with a potential manager or a person authorized by him. At this stage, testing can be carried out to determine the depth of knowledge, communication skills, psychological compatibility, loyalty to the company, stress resistance, and motivation.
• Stage 3. Collection and analysis of information about the applicant. Includes checking candidates for employment in the Ministry of Internal Affairs by providing a certificate of no criminal record. The person is required to provide a copy of their passport, education document, and medical certificate of health.
• Stage 4. May include in-depth research of the candidate.

In official sources of the Ministry of Internal Affairs and the FSB using online services you can check:

• invalidity of the Russian passport;
• the validity of the invitation for a citizen to enter the country;
• the presence of grounds for refusing entry into the territory of Russia to foreign citizens and stateless persons through the Ministry of Internal Affairs;
• compliance of the document and the registration address;
• availability of data on enforcement proceedings to recover the amount.

Unofficial sources of obtaining information include asking neighbors or past employers about the reasons for dismissal, which may warn against hiring an employee who is dishonestly using his labor rights. Written consent is a mandatory element of any audit.

Purposes of screening candidates for employment

Poor quality personnel selection at an enterprise can lead to economic losses, and therefore this issue is placed under the personal control of the manager. The purpose of the primary stage is to identify the characteristics of the applicant’s self-presentation, behavior, appearance, and obtain information about the life path and level of training.

The second stage answers the question about professional and personal qualities that can be useful in a given team with its inherent corporate ethics and working conditions. The third stage comes down to preventing the hiring of an employee who is potentially capable of:

• cause material damage;
• use corporate information for personal gain;
• promote unfair competition;
• lead to fines from regulatory authorities.

An in-depth audit of the information provided by the applicant is carried out in exceptional cases, when the vacant position is of a managerial nature, and a personnel error may be associated with large financial losses for the enterprise. In such cases, it is possible to attract resources for analysis that specialize in monitoring commercially significant information.

The procedure for checking candidates for employment

There are a number of methods, the use of which helps to structure information about the candidate:

• interview;
• research and analysis of provided documents, requesting additional information;
• testing;
• requesting references from previous places of work or study;
• lie detector.

Conclusions about the applicant’s non-compliance with the requirements for employees are drawn up in the form of a memo addressed to the manager. This document is in the nature of internal correspondence and is not issued to an outsider.

What are the deadlines for checking candidates when applying for a job in the Ministry of Internal Affairs?

The organization of the selection of citizens wishing to serve in the Ministry of Internal Affairs has its own specifics. The study of candidate data takes place in several stages. At the first stage, an interview is conducted, during which information about the person, his relatives, and work experience is clarified. The second step is to submit an application for registration, after which a set of activities is carried out for three months to study the applicant’s biography. The period may be extended up to four months by decision of the manager. Based on the results of the research, a decision is made to hire an employee.

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Large companies and mid-level enterprises do not skimp on the maintenance of a special unit; specialists in it are engaged in ensuring the safety of the team during work. A security check is carried out upon hiring to prevent economic problems from employees or competitors. They are enrolled in the company's staff after a standard procedure, when the inspectors have no doubt about the reliability and competence of the applicant. Each department has its own criteria for assessing candidates.

Why do they check applicants for a position?

Security checks when hiring new employees provide results for both parties before concluding an employment agreement.

The manager learns that he is hiring a reliable, competent specialist who is confident in his knowledge. The candidate for the position reveals his abilities, confirms his reliability and responsibility.

Even if there is a high percentage of unemployment in the country, creating a team is a task that is difficult for the personnel department to solve, especially when experience and certain skills are required from the staff.

No matter how many staff there are, an organization is created to make a profit. Such a goal can be achieved by people who are purposeful, capable of learning, and ready to perform tasks in different directions.

Who helps the employees of the department

When an irresponsible citizen who violates the routine of the enterprise is hired into the team, he will begin to reduce productivity in his area, which will affect the overall financial result. The security service carries out the verification of the applicant together with other departments, since it will require versatile knowledge.

Their research includes:

• Human Resources Department;
• lawyers;
• financiers.

Working with different specialists helps to more accurately reveal a person’s biography if his future position requires it. When a financier is hired, an employee of this level will be able to test his knowledge. Each department requires experience corresponding to its profile. Therefore, the department whose specifics can evaluate the candidate’s preparation is involved in the work.

Who passes the strict selection process

Security checks during employment can occur in different ways. The seriousness of data research depends on the structure of the organization.

Special control belongs to:

• law enforcement agencies;
• financial companies;
• closed enterprises.

It is difficult to get a job in a closed organization with secret production, even as auxiliary workers. Ordinary cleaning companies do not check; they need information on applicants with whom an agreement on financial responsibility or for a managerial position will be concluded. The applicant must justify the high salary; he is required to have the ability to manage a group of subordinates and the company.

Only after this the employee is allowed:

• to secret developments;
• monetary transactions;
• material values.

The security service performs checks during hiring using effective methods. Collecting information about a citizen depends on what position he is applying for and what information most accurately characterizes him.

Comprehensive assessment of the applicant

Many citizens are looking for employment, and when they find it, they have to go through several more stages. To get a job in the place they like, their knowledge and skills must match the level of the company.

Checking an applicant by the security service consists of a set of practical measures:

• documentary research, requests to government agencies;
• testing;
• interviews;
• law enforcement agencies study polygraph responses.

Security efforts are aimed at working with candidates for:

• safety of material assets;
• confidentiality of information;
• theft prevention.

The manager must be confident in the employee, his moral stability, abilities, and absence of bad habits. After checking the employee by the security service, the specialist will be taken on a probationary period, during which time he will be under the supervision of a supervisory unit.

The employer fully trusts their certification. The opinion of these employees about the applicant has a significant advantage over other departments; the drafted memo will reflect all the characteristic details.

What data is needed for characterization

A security check when applying for a job begins with the collection of information. A standardly completed resume is only the first step towards meeting someone.

Inspectors are interested in:

1. Reasons for leaving the previous enterprise.
2. Why was this company chosen?
3. Relations with law enforcement agencies.
4. Criminal record.
5. Number of fines and offenses.
6. Military service.

Based on the collected data, the employer can approximately learn negative information about the person that will interfere with his position. The main security check of candidates is carried out before they are hired. In addition to a resume, they require filling out a questionnaire.

What is included in the profile survey

An autobiography reflecting skills and experience in the specialty is not enough for the HR department to fully evaluate an applicant for the position. They develop a form of questionnaire, from the answers from which you can get an idea about the citizen. Each expression recorded in the questionnaire is examined together with the submitted documents.

The security service checks the profile with the written consent of the candidate. Then inquiries are made to organizations that can confirm the validity of the written facts.

What documents require confirmation?

Before signing an application from an applicant, the security service begins an employment check with a documentary study.

Authentication required:

• diploma of education;
• presented certificates;
• passports;
• entries in the work book;
• awards, insignia in the labor field.

Information from documents shows a person’s achievements, how often he changed jobs, although they are not always real. Diplomas are bought, and fictitious entries are made in the work book. Convincing management that there was no forgery in the transferred certificates is the responsibility of the security team.

What do they find out at the interview?

They prepare meticulously for the first meeting. The positive outcome of the employment agreement depends on the conversation with future management. A visual assessment will say more about a citizen than ideal papers and recommendations:

• appearance;
• neatness;
• restraint;
• correct judgments;
• grammatically correct speech;
• calm answers to the questions asked.

The security service's verification of a person is based on the psychological knowledge of its employees. They observe the manner in which the candidate talks about himself to characterize his personality. The interview takes place according to a developed scenario.

Even a candidate with a positive appearance is provoked by asking unpleasant questions to see how he will behave in an irritated state. Many professions require endurance in order to solve production problems calmly and psychologically. Conflicts and quarrels are not needed within the team and in communication with clients.

In unforeseen dangerous circumstances, help:

• composure;
• self-control;
• the ability to quickly assess a situation.

By creating tests for stability, citizens from a special department obtain from an applicant for a staff unit the disclosure of behavioral character; they examine his actions and actions in an aggressive environment.

What requests do they make?

A work record book can tell a lot about movements on the work path and the abilities of citizens. This document is a reliable informant; records of dismissals are not welcome. Frequent changes of places of employment indicate lack of harmony in the team.

It is not difficult to find the company where a person previously worked and contacts of the company’s managers. Over the phone or in personal communication, former colleagues will tell you a lot of things that are not in any document. You can find out whether a citizen was a university student by writing a request or calling the department. If a candidate passes the employment security check, then he will not have problems with other departments.

How will information about your marital status benefit an employer?

There are jobs that only accept people who are officially married. Although the opinion that a family man will not commit illegal acts or theft does not always correspond to reality.

For example, an advertisement for a large company listed the requirements for the position of chief accountant. The woman did not pass the security check only because she was not married. She presented original documents and positive reviews from her previous job. The employer decided that the specialist’s good appearance would be a hindrance: men would court her, and perhaps her position would attract criminal elements.

All close relatives of the applicant are checked if the future job is related to monetary transactions or precious metals. A simple seller will not be accepted into a jewelry store when there are people in the family with a criminal record.

How to politely refuse a job

According to Article 64 of the Labor Code there should not be.

In fact, an employer may have several candidates, and a report from the security service is needed to evaluate applicants; there is no discrimination. The manager has the right to choose the most worthy employee to fill the vacancy, and everyone cannot be approved according to the staffing table.

They will not be approved for the position if they find:

• forgery of documents;
• inaccurate entries in the work book;
• negative reviews from former colleagues and management;
• criminal past.

Instead of refusing, the HR manager usually sends applicants home to wait for an answer, promises to call and report the result, but the specialist they don’t like will most likely not hear a call from them. You can complain to all legal authorities, but starting your career with such actions is a bad decision. The boss will justify his verdict with the necessary arguments, there is no doubt about it.

How long does it take to check

There are no specific deadlines in the law for studying the documents presented to the employer by a candidate. If an enterprise urgently needs a specific specialist, management can hire him immediately, on the same day, even with the condition that a medical examination will be completed in parallel with work.

When an employee seriously checks every certificate submitted, data from a resume, and calls the persons who gave recommendations, such a procedure can drag on for a long time.

The HR department should tell you how long it will take to make a final decision, they know the speed of their security staff. The timing also depends on the structure into which the citizen is admitted.

The bank will need the following to check the operator:

• credit history of the candidate and his relatives;
• no criminal record for all relatives;
• separate conversations to identify harmful addictions and mental illnesses, since certificates are not always believed.

Inspectors do not shy away from informal requests to check with the database in law enforcement agencies, and take data from social networks. Bankers develop their own test schemes, which require them to perform practical actions to solve numerical and verbal problems. With strict selection, financiers themselves pose insoluble problems. They don’t need an older specialist, and an inexperienced young specialist will have difficulty completing the task taken from the working example.

The Constitution of the Russian Federation states: citizens of the state have the right to work and protect their interests. If an applicant is not hired, he can prove the illegality of such a decision in court. To make a claim, you must obtain written confirmation of the negative decision from the employer.

Screening of candidates when hiring- the most important stage in concluding an employment contract between employer and employee. It is important for an employer to hire a responsible and competent specialist, and for an employee, a check is a reason to demonstrate their positive qualities, as well as a sign that the company is serious about choosing employees.

What is a pre-employment screening?

Pre-employment screening is a set of measures for a comprehensive assessment of both the moral and professional qualities of the applicant.

When hiring, organizations use verification methods such as:

• Formal verification of documents. Includes reconciliation of the information provided by the applicant with supporting documents, and verification of the authenticity of the documents presented. It is no secret that a diploma from a prestigious university, for example, can not only be obtained after several years of study, but also bought in a subway passage.
• Testing. A good way for mass testing of the personal and professional qualities of a large number of people. Test results are processed quickly and provide insight into each candidate. This screening is effective in combination with a subsequent interview with each candidate.
• Interview. It evaluates the specialist’s appearance, his manner of communication and behavior, and professional skills. A representative of the HR department or the candidate’s immediate future manager is interested in his successes at his previous place of work and offers situations for discussion in order to assess his level of qualifications. The conversation can be based on different scenarios. For example, an employer may conduct a stress interview to test how a candidate will react in a situation of moral turpitude.
• Testing using specific methods, for example using a polygraph (common name - lie detector). This method is necessarily used by law enforcement agencies, for example the Ministry of Internal Affairs and the FSB (this is directly permitted by Article 6 of the Federal Law “On Operational-Investigative Activities” dated August 12, 1995 No. 144-FZ and by Order of the Ministry of Justice dated April 16, 2013 No. 51). Other organizations can also perform polygraph tests, but only with the written consent of the employee himself. In addition, when compiling a list of questions, you need to take into account the provisions of Art. 64 of the Labor Code of the Russian Federation, which prohibits discrimination in employment on the basis of gender, race, nationality, age and religion.
• Requesting documents from other organizations or government bodies. The employer may require the applicant to provide references from previous places of work, certificates from medical institutions, or information about no criminal record.

Important! When applying for employment in the police, customs, educational institutions, FSB, bailiff service, the candidate is required to submit a certificate of no criminal record, since Part 1 of Art. 65 of the Labor Code of the Russian Federation establishes a ban for persons with a criminal record from working in these organizations.

Please note that the management from the applicant’s previous place of work does not have the right to provide information about him without his written consent to do so (Article 88 of the Labor Code of the Russian Federation, Federal Law “On Personal Data” dated July 27, 2006 No. 152-FZ). If it is important for you to obtain information about how the candidate worked before, it is better to ask him to submit a letter of recommendation from his previous place of work.

The screening of candidates before concluding a contract is most often carried out by the organization's personnel service together with the security service.

Security check before hiring

The security service is a structural unit of an organization that is obliged to prevent moral or economic damage to the company’s property. And not only from the outside, but also inside, exercising control over the activities of employees. It is easier to prevent a crime than to eliminate its consequences, so the security service is actively involved in screening candidates for employment.

What actions does the security service take when checking applicants? First of all, it checks the authenticity of all documents presented and the accuracy of the information provided. For example, to check an applicant’s higher education diploma, it is enough to make a request to the relevant university.

In addition to the information provided by the candidate, the security service collects additional data about the candidate in order to minimize the risk of harm to him after employment. The security service is interested in information about:

• Criminal record and presence of administrative offenses. Many fines from the traffic police are a sign that the employee should not be hired as a driver.
• Previous places of work. At the same time, not only the reasons for dismissal are important, because the work book may contain a record of voluntary dismissal, but in a private conversation the previous employer may complain about the employee’s incompetence or even minor misconduct. The security service checks the type of activity of the previous employer and whether the candidate has connections with competing companies.
• Medical diseases and addiction to alcohol or drugs.
• Credit history. A large number of loans, especially overdue ones, is a sign that the applicant should not be trusted to work with material assets.
• The employee's family. Even if the employee himself is crystal clear and honest, his close relatives may pose an indirect threat to the company: for the sake of parents with an unfavorable credit history or a son who fell into bad company and committed an offense, the employee himself may break the law.

Important! You have the right to refuse to hire a person with a criminal record only if your company is legally prohibited from working for people with a criminal record (Part 1 of Article 65 of the Labor Code of the Russian Federation). In other cases, according to paragraph 6 of Art. 86 of the Criminal Code of the Russian Federation and Art. 64 of the Labor Code of the Russian Federation, an expunged criminal record is not an obstacle to employment.

For verification, the security service must use open sources of information, but, as a rule, company managers prefer to recruit former law enforcement officers into the security service, who receive information about future employees through their unofficial channels. Open information from social networks is also considered by the security service as an addition to the psychological portrait of the candidate.

The duration of the inspection is regulated by the company’s management, depending on the level of the vacant position. The vetting of a candidate for the position of top manager of a company can last several months.

The security service draws up information on the results of the inspection in the form of a memo to the manager. Based on this document and information from the human resources department or recruitment agency, management makes a decision on whether to hire the candidate or not.

As a rule, a probationary period is established for a newcomer, including so that the security service can check the employee directly at the workplace or have additional time for a more thorough check.

Results

It is very important to devote as much time as possible to screening applicants for a particular position before starting joint activities. It is easier to weed out unsuitable people at the interview stage than to hire them, bring them up to speed and discover personal incompatibility or professional unsuitability. And the larger the company or the more responsible the position, the greater the costs the company will incur by hiring an employee who will have to be fired a couple of weeks later.

Going through security when hiring is a standard procedure that is practiced in many organizations. This is necessary in order to ensure the reliability of the future employee and his ability to perform certain job functions. This article is devoted to an analysis of what exactly security specialists check, as well as some nuances that both applicants and HR employees should pay attention to.

When is a pre-employment screening carried out?

The security service at the reception carries out a whole range of measures aimed at suppressing possible economic losses of the organization both due to the actions of competitors and company employees. Therefore, the main efforts of security officers are aimed at working with personnel, in particular:

• conducting screening of job candidates;
• ensuring safety while employees perform their duties;
• suppression of information leakage that is a trade secret;
• preventing damage to the company in the event of an employee’s dismissal.

There are two main areas when the security service organizes a check against an applicant when applying for a job:

1. When joining government agencies (FSB, law enforcement agencies, state civil service, etc.). Conducting inspections in law enforcement agencies and departments is regulated by the relevant federal laws (for example, “On operational investigative activities” dated August 12, 1995 No. 144-FZ). The candidate must be prepared for a thorough examination of his work and even personal biography, starting from checking the authenticity of the documents provided and ending with polygraph testing.
2. When joining a commercial organization. Large companies typically have their own security team, which is often made up of former law enforcement officers who use tools and screening skills learned from their previous jobs. The task of this department is to protect the interests of the organization, its property and intangible assets from unauthorized encroachment, maintain trade secrets and prevent conflicts within the company. In this case, the operating procedure of the Security Service will be regulated by local acts (Security Concept, Regulations on the Security Service). In this regard, it is impossible to give a guaranteed answer to the question, for example, what does the Sberbank security service pay attention to when hiring. However, there are general rules and limits to their powers, which you can read about below.

Verification of documents

Since the main goal of the security service when conducting an inspection is to identify facts that could potentially have a negative impact on the applicant’s performance of his job function, the bulk of the research is carried out before hiring. To do this, each organization creates a questionnaire that the candidate is asked to fill out, which makes it possible to find out primary information about him.

Before processing the information received from the questionnaire, it is necessary to obtain written consent from the applicant for the processing of personal data. Otherwise, the organization may be subject to a fine in accordance with Part 2 of Article 13.11 of the Code of Administrative Offenses of the Russian Federation.

So, what information do security representatives look for when conducting pre-employment screening? Typically the following are examined:

1. Personal data and documents. contains a closed list of documents that an employer may require when accepting and concluding an employment contract. The authenticity of the documents provided can be verified in various ways. The validity of a passport can be checked on the website of the Ministry of Internal Affairs, the TIN number - through the website of the Federal Tax Service, a diploma - by making a request to the educational institution, a criminal record can also be easily checked through the website of the court of general jurisdiction located at the candidate’s registration address. Also publicly available is information about administrative fines, enforcement proceedings (bailiffs website), whether a person is the founder of a company, and much more.
2. Work biography. To do this, they are asked to provide letters of recommendation. If in doubt, service representatives can call former employers and sometimes colleagues. This allows you to find out the real reasons for dismissal, the person’s character traits, his competence, as well as relationships with colleagues.
3. Information from social networks. Depending on the nature of the job function, the candidate’s personal qualities may have priority. A technique such as studying social networks can provide a lot of information about an employee and even create a psychological portrait of him.
4. Many organizations also check the applicant's credit history and connections with competing organizations during admission.

Refusal to work by decision of the security service

An employer cannot refuse a candidate because he once violated traffic rules or posted a dubious photo on the Internet. Cases where the security service has refused to hire on grounds that have nothing to do with business qualities violate current legislation and are regarded as discrimination (). The company may use the results of such checks only as auxiliary information necessary for choosing between two equally valuable candidates when hiring and filling a vacant position.

If a candidate does not agree with the refusal received and considers it to be unfounded, he can go to court to protect his rights. However, the legislation does not establish any special preventive measure for the employer in this case, and the maximum that can be awarded to a failed employee is compensation for moral damage. In any case, the employer may claim that the applicant does not have enough business communication skills, which is a necessary condition for obtaining a vacancy and is practically impossible to prove.

Screening of candidates when hiring - a mandatory procedure in many organizations. Usually, screening candidates for employment handled by the security service or HR specialists. We will tell you about the stages of the procedure and the purposes of its implementation in our article.

Stages of checking a candidate for a position

Screening candidates for a particular position is a common procedure before employment. If we are talking, for example, about the state, municipal or civil service, and even more so the military, then checking citizens is a mandatory step before concluding an employment contract with them. As for private companies, they usually check employees applying for managerial positions or positions that involve working with material resources.

Control over potential employees at the recruitment stage is necessary in order to prevent:

• information leaks to competing organizations;
• applying for a job to a citizen who does not have a sufficient level of education;
• registration for a position of an employee who knowingly provided false information.

There are several stages of verification:

Don't know your rights?

1. Filling out a questionnaire and undergoing an interview with a HR specialist or immediate supervisor. Upon successful completion of the negotiations, the questionnaire and all documents attached to it are transferred to the company’s security service.
2. Assessing the veracity of the information provided in the questionnaire by the security service. At this stage, the presence/absence of a criminal record and other biographical facts that may serve as an obstacle to occupying a position are mainly checked. Authorized employees may make a request to law enforcement authorities to provide more accurate information about the candidate.
3. Lie detector test. This stage is not required in all cases, but only at the request of the employer. A citizen has the right to refuse to undergo a polygraph test. The refusal is recorded in the act and attached to the applicant’s application form.
4. Passing various tests or completing assignments. As a rule, this part of the test is used for persons applying for creative or managerial professions in order to assess their reaction to a particular event.

The legislator does not impose any requirements on this procedure, so the employer has the right to carry out it at his own discretion. It is advisable to reflect the entire verification procedure in the local act of the organization.

Below we will consider the methods of conducting verification, which may also change depending on the employer’s decision.

Candidate verification methods

The employer is allowed to check the employee, but without thereby violating his rights. In particular, we are talking about the protection of personal data in accordance with the provisions of the Law “On Personal Data” dated July 27, 2006 No. 152-FZ. That is, the applicant consents to the processing of data about him, and the security service receives the right to check his documents.

Let's consider several basic methods of checking a candidate for a specific position:

1. Interview. The employer's representative notes the reaction to the applicant's questions, facial expressions, and gestures and interprets them according to the psychology of communication. In addition, during an interview you can reveal a citizen’s behavior in an emergency situation (for example, the interviewer asked a tricky question).
2. Checking the documents submitted by the candidate. As a rule, they start with a passport, the authenticity of which can be checked on the official website of the Federal Migration Service of Russia (the service is called “Checking invalid Russian passports” http://services.fms.gov.ru/info-service.htm?sid=2000). Also, a security officer can make a request to the educational institution that issued the education document in order to confirm that the applicant for the position has exactly the level of education that was stated in the application form. The next step may be to send inquiries to law enforcement agencies regarding the absence/presence of a citizen’s criminal record.
3. Testing. The method is quite simple, but its result depends on the quality of the tests, since different answers can be given to the same question. Many HR professionals recommend creating open-ended questions so that the candidate for the position has the opportunity to have a real choice.
4. Checking information about previous work experience. To do this, it is necessary to ask the citizen for a description of the previous employer and clarify the contact numbers of the managers in order to make a call to them.
5. Lie detector test. This type of control will require material costs, since not every organization has a polygraph and a specialist who knows how to operate it. As a rule, it is used when checking candidates in law enforcement agencies or the banking industry.

Analysis and verification of received information

After all information about the candidate from external and internal sources has been received, the security service and personnel department employees must analyze it to determine how suitable the candidate is to work in this company:

1. Assess the real situation at the citizen’s previous place of work. If, for example, he worked in management positions, compare the state of affairs of the enterprise before his arrival and after his dismissal.
2. Assess his potential connections with competitors and his ability to leak information that he will receive in the course of his work.
3. Checking the candidate for his mental state, everyday behavior, connections with the criminal world in the past. This will help to create a holistic image of the person who is applying for the position. Character traits such as stubbornness and toughness can be useful in certain positions. But when it comes to working with clients, conflicts may arise between the parties.

After the candidate's identity and documents have been analyzed, the security service must render its verdict and formalize it in the form of a conclusion. Next, the document is sent to the HR department, which attaches it to the rest of the applicant’s papers for the position and sends it to the head of the company for approval.