Pre-Employment ScreeningBy Kelvin Ko and Andy Cheung

Meeting You Today

Kelvin Ko, Managing Director of Verity Consulting Limited 15 years of investigation practice Ex-HK Police Inspector Experience from US listed Risk Management

company

Andy Cheung, Founding Principal of MAWSL Consulting ICAC Forensic investigation of Big Four accounting firm Experience in business ethics & investigation

function of a MNC’s Asia Pacific arm

Covering Topics

Current Events – Global & Local Importance of Screening – Employers & Job Seekers Typical Lies on a CV Pre-screening Documentation Level 1 – Basic Level 2 – Advanced Level 3 – Integrity Interview Interview Skills

Current Events Around the Globe

How Often Do People Lie on Their CVs?

According to statistics provided by a HR firm: 80% of all resumes are misleading 20% state fraudulent degrees 30% show altered employment dates 40% have inflated salary claims 30% have inaccurate job descriptions 27% give falsified references

Importance of Screening – Employers

Better candidates leads to better workforce, higher productivity, reduce turnover

Prevent long term costs and inefficiency Promote a safe and ethical working environment Protect company, maintain trust and good reputation

Importance of Screening – Job Seekers

Ensure credibility Disqualify from other openings in the company Lost of future job opportunities Damaged reputation in the industry Discharge from company

Typical Lies on a CV

1. Salary package2. Change dates to hide gaps3. Academic qualification4. Job title or designation5. Reasons for leaving6. Responsibilities and role7. Work experience8. Size of department9. Business interests10. Language fluency

Case Study – Employment Dates

Overview

Findings

Result

Account manager position Claimed ex-company has been dissolved Provided reference letter copy

Research on ex-company Ex-company dissolved before stated

employment period

False employment date provided Potentially false reference letter were provided Candidate was not hired for the position

Case Study – Conflict of Interest

Overview

Findings

Result

MNC Merchandiser position

Candidate was a shareholder of another company

Same industry

Information was not declared by candidate Conflict of interest with hiring company Candidate was not hired for the position

Pre-Screening: Documentation

Complete curriculum vitae Design your own application form Statement of qualification Declaration of clear conflict of interest A guarantee and a understanding of liability Interview summary Authorization from the candidate

Levels of Screening

1. Basic

2. Advanced

3. Integrity Interview

Junior staff and executives Job nature & role – any

First and Mid-Level management Job nature & role – sensitive Tiebreaker

Upper-Level management Job nature & role – sensitive Tiebreaker

Level 1 - Basic

Verify educational qualifications• Confirm courses taken and certificates• Authenticate degrees and diplomas

Verify employment history• Previous positions and responsibilities• Salary history• Reason for leaving• Employment gap, unstated positions

Telephone enquiries with referees• Relationship with candidates• Cross-check with HR

Level 2 – Advanced

Records• Business interest, conflict of interest, undisclosed business

Property• Lifestyle and income match

Legal proceedings• Legal and financial issues

Credit• Financial credibility

Media• Reputation and character

Level 3 – Integrity Interview

Andy Cheung, CFE

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Guided by principles Doing what is right Not crossing the line

Transparency Trust Consistency

What is Integrity?

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1. Gather information

2. Solicit thoughts

3. Assess integrity

Objectives of an Integrity Interview

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Competence

Experience

Education Salary

Character Integrity

What Will You Consider Before Hiring a Candidate?

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Apply to all positions

In particular:a) Leaderb) Senior rolesc) Sensitive position

Could be performed by professional or in-house resources

Who Will be the Interviewee?

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Past behaviors + Scenarios Future Behaviors

What is the Theory Behind?

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1. Study CV

2. Self performed background enquires

3. Study pre-employment check report by professional

4. Prepare questions and scenarios probe into ethics standard and value (generic + job specific)

Before the Interview

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1. Build rapport

2. Use “softer” words

3. Express understanding

4. Avoid negative signals

5. Open questions

6. Body language

7. Thorough (action, thinking, feeling)

Interview Skills

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Q: What is the biggest mistake you have ever made and what have you learned from it?

1.What did he/she do? (action)

2.Why he/she did it? (thinking)

3.How he/she felt about doing it? (feeling)

Action Thinking Feeling‧ ‧

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Something to Share – How People See Integrity?Corruption Perception Index 2011

Source: Transparency InternationalNote: The Index ranks 182 countries on a scale of 10 (very clean) to 0 (highly corrupt)

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Something to Share – How People See Integrity?Corruption Perception Index 2011

Rank Country/Territory 2011 Score 2000 Score 1995 Score

1 New Zealand 9.5 9.4 9.1

2 Denmark 9.4 9.8 9.3

3 Finland 9.4 9.4 8.87

5 Singapore 9.2 9.1 9.26

12 Hong Kong 8.4 7.7 7.12

32 Taiwan 6.1 5.5 5.08

75 China 3.6 3.1 2.16

95 India 3.1 3.2 2.79

143 Russia 2.4 2.5 N/A

182 Somalia 1.0 N/A N/A

Source: Transparency InternationalNote: The Index ranks 182 countries on a scale of 10 (very clean) to 0 (highly corrupt)

Contact Information

Kelvin Ko – Verity Consulting Limited

Phone: (852) 2581 9696

Fax: (852) 2581 9096

Email: kko@verity.com.hk

Website: www.verity.com.hk

Andy Cheung – MAWSL Consulting

Phone: (852) 3693 5714

Email: acheung@mawsl.com

Website: www.mawsl.com