Who you choose to invite to work at your organisation is a big decision, for more reasons than the bottom line. Some of the life adjustments we all had to make during the Covid-19 era have stayed with us, video interviews being one of them.
There is a documented rise in the number of AI, deepfake and fake applicants in the number of AI, deepfake and fake applicants, pushing companies to be increasingly vigilant in order to protect not only their brand, reputation and their finances, but perhaps more importantly, their digital assets – particularly in high risk environments processing sensitive information.
Securely recruiting and vetting enables you as an employer to identify potential red flags throughout that process which could highlight as being a risk to your organisation and its digital assets – this however doesn’t mean you need to put your candidates through seven rounds of interviews.
There are many factors which could lead to a person choosing to take malicious actions such as data theft or sabotage. Understanding these factors can support you embedding practices into your recruitment campaigns which minimise the risk of onboarding personnel which become an insider threat – this is of particular importance in high security sectors where the stakes at play can be high in the instance of a compromise of sensitive information or operations.
Organisations which choose to skip or overlook vital steps in the recruitment and vetting process face higher chances of instances of internal misconduct in the form of an insider threat, which can become very financially costly in the instance of a data breach or legal case(s) being opened.
In the UK, all employers are required to undertake a Right to Work checks and undertake basic compliance checks such as confirming their residential address, but this is not enough in the current day when hiring individuals who have not been adequately vetted can lead to unethical behaviour if approached by criminals.
Robust screening and vetting protocols is a safeguard to your intellectual property, client data and physical assets. If you’re operating in an industry such as finance, healthcare or defence, trust is really paramount.
To understand more about how you can recruit and vet candidates with security in mind, reach out to us to start a conversation.
hello@diogeledd.uk
