Whether you’re looking for full-time cybersecurity professionals to be part of your IT team or planning to work with contractors or temporary workers to establish smart cybersecurity practices for your business, You may face job challenges.

The past decade has brought an unprecedented level of cyber security threats. As a result, most businesses are in dire need of individuals who can help them manage and improve their cyber security. The demand for these professionals far exceeds the supply. Estimates predict that by 2022, the global cybersecurity workforce will be short by approximately 1.8 million people.

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This deficiency represents a hurdle for any business looking to fulfill a cybersecurity role. Cybercrime is expected to cost the world $6 trillion annually by 2021—more than double its economic impact in 2015. Hiring managers. Beggars can’t be choosers when hiring cybersecurity professionals.

Cybersecurity professionals have considerable responsibility within the organizations they serve. Not only are they being tasked with protecting networks, devices, and sensitive data and documents, but they are also inherently gaining access to the very systems they are trying to protect. Thus, employers need to ensure that the cybersecurity professionals they hire are both qualified enough to do the job effectively and reliable enough to not misrepresent their positions. Do not use.

Background checks are an essential part of the vetting process for these employees. While a shortage of cybersecurity experts may force businesses and organizations to lower their hiring standards, they should do the opposite. A thorough criminal history investigation is necessary to uncover previous convictions—from fraud to embezzlement to terrorism—that could be red flags.

Verification checks for education, past employment, professional references, professional licensing (where relevant) are also necessary to ensure that candidates have the qualifications required for the job. Technical interviews and skills testing can be beneficial in the interview process to verify the candidate’s ability to perform the job responsibilities. Rubrics for specialized or hands-on interviews should vary by role or cybersecurity subfield.

At backgroundchecks.com, we can help your business develop a background check strategy for hiring cybersecurity professionals. Whether you’re hiring a contractor, a temporary worker, a part-timer, or a full-time employee, our solutions are ideal for learning important facts about the people you plan to hire. Contact us today to learn more about what we offer.

Understand the limitations of background screening.

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While necessary, there are some limitations to background screening during the pre-employment process. Companies should therefore develop a risk prevention program to ensure the highest safety standards.


These types of programs should include a reliable pre-employment background check. Also, constant identity checks will prevent future threats. Hiring a new employee can be a difficult and expensive process, but if an employee steals sensitive information, your losses will outweigh the cost of the initial investment of a thorough background check.

Criminal history

A limitation of initial employment screening is that they only consider criminal history. A criminal background check on a potential new hire is important, it’s not just something to consider.

Credit check

Part of any thorough risk prevention program should include a financial background check. Many companies store customer information in databases. This data typically includes credit card information, identification information, and other types of sensitive data.

If you know that a potential employee has a history of financial trouble, such as filing for bankruptcy or repossession claims, you may want to be careful when hiring them, especially if they are sensitive to them. Expect to handle financial data.

Prevent insider threats from progressing

To counter the limitations of the initial background screening process, every company should conduct ongoing identity checks throughout the employee’s employment. An employee is much less likely to commit a crime if they know they are being monitored.

These ongoing checks should include a financial and criminal history report. If there has been a recent development in the life of an employee that may pose a threat to your company.

It is recommended that you set up a system within your company to secure data and traffic to as many remote servers as possible. Your IT personnel can help block unwanted traffic and limit access to sensitive data.

Understanding legal rights

An important tip for businesses is to make sure they understand the legal rights of everyone in the company. If businesses understand the key elements of legal rights, they can help keep the business and employees safe.

When conducting a pre-employment screening, make sure you are not violating any laws under the Equal Employment Opportunity Act.

Cyber ​​security and background check experts

Want to reconnect with someone you’ve lost touch with, or need a background check on a future business partner? Have your eye on some property and need a title history and remodeling permit?

We tailor each background check to each situation and understand that the background check database does not contain all the answers for an individual. We use the latest technology, and our investigators are certified and highly skilled to thoroughly capture the information our clients require. Whether you’re an organization that needs a background check on a new executive or an individual you’re interviewing wants to know more about, we’re knowledgeable and can help you get results. Uses responsible investigative tactics to

  1. Dolo RMG has the experience and expertise for your cyber security and cyber research needs. Whether it’s investigating security breaches, potential threats, or cybersecurity risk prevention, we have the tools and skills you need. Cybersecurity threats are a new reality in today’s digital world. Dolo RMG works with local, federal and international police forces to assist in the safety and security of our clients.
  • Employers are increasingly concerned about the risks associated with employees, temporary workers, independent contractors, and others who have the ability to wreak havoc on an organization from the inside. This is often referred to as “insider threat.”
  • There are numerous types of insider and post-hire threats that range from embezzlement, theft of trade secrets, workplace violence or active shooters, and everything else in between. Potential insider threats are not just employees but anyone with access to a business office including contractors, vendors, and temporary workers. While there are numerous tools that can be used for preventing insider threats, this article will focus on background checks.
  • Although pre-employment background checks are often cited as an essential element of an insider threat prevention program, background checks are just one part of an overall strategy. The identification and prevention of insider threats requires an inter-disciplinary approach that can include mental health assessments, psychological testing, physical security, internal controls, continuous evaluation of personnel, supervisor and co-worker training to recognize danger signals, identification of risk factors, sharing and analyzing information between responsible parties, and a culture of safety, reporting, and integrity. Most critically, an organization needs to have a commitment to prevent these threats, and a leadership team and professionals who are able to formulate and implement an overall strategy. 

Background Checks – A Critical Part Of The Risk-Management Toolkit

Employees are not only a significant investment and large cost, but each hire also represents a large potential risk. Every employer has the obligation to exercise “due diligence” when hiring. Employers, especially in industries with higher risk, need to be able to vouch for the integrity and honesty of their employees. Generally speaking, people with a past history of honesty are much more likely to be honest in the future. Conversely, there is evidence to suggest that if applicants are dishonest in how they obtained a job, they may be dishonest once they have the job. But it is difficult to identify potential “bad hires” just by interviews since some applicants lie so often they come across naturally as if they believe their own story.

Background screening provides a valuable and objective risk-management tool that gives employers additional protection against a bad hire. Employers utilize background checks to minimize the risks associated with workplace violence, lost customers, negligent hiring lawsuits, identity theft and fraud, embezzlement, data breaches, and high turnover. It has been estimated, for example, that the cost of a single bad hire can run from $10,000 to $100,000 given time wasted to recruit, hire, and train and then having to replace the bad hire.

It has been estimated that the cost of a single bad hire can run from $10,000 to $100,000 given time wasted to recruit, hire, and train and then having to replace the bad hire

Background Screening – Types Of Inquiry

A pre-employment background check is conducted under a federal law called the Fair Credit Reporting Act (FCRA) that sets out specific steps, such as the need for a written disclosure and consent as well as steps necessary to ensure accuracy and to allow a consumer to ask for a re-investigation of a report. Background checks broadly cover two types of inquiry. First, a background check may verify information an applicant provides about their credentials, such as past employment and education. Secondly, a check may involve searching relevant public or private records, such as driving records, criminal matters, exclusion or sanction databases, or credit reports. A competent screening firm will have a number of tools that can help an employer depending on the nature and risk of the hire and the industry involved.

Criminal record checks in particular are often a key element of a background check since past criminal conduct can raise concerns about the propensity to repeat criminal behavior. However, employers need to be mindful of their obligations under Equal Employment Opportunity (EEO) laws and other laws such as Ban the Box rules that prohibit asking about a criminal record on an application form, to ensure that the use of criminal records is both relevant and fair and complies with an employer’s legal obligations. 

Since background checks can impact employment, it is increasingly subject to more litigation, regulation and legislation. Class action lawsuits against employers have dramatically risen for example. For that reason, background screening has become a highly regulated professional endeavor that requires legal compliance expertise and the ability to provide highly accurate information while maintaining the highest level of data security and protection. 

Do Background Checks Eliminate Future Risks?

Part of the problem for employers is that even if a person passes a background check, it is hard for employers to measure with any accuracy how an employee will react in the future to various situations, such as a need for money, a substance abuse or other personal problem, or ability to act in an ethical fashion when under orders to do something that is less than ethical by a superior. Many organizations have found that the key is to supplement pre-employment background checks with ongoing or continuous screening, and an environment of control and physical safety.

Risk Types – Predictable, Unpredictable And Secret

Even with “good hires,” the potential for insider threats always exists. After getting applicants in the front door, a business must be concerned about employees with substantial authority (C-level and above), access to Information Technology (IT) or proprietary information, access to cash and accounting or access to sensitive information such customer lists and operations information. In fact, a new hire is full of risk. “Predictable risks” include employees with access to cash or assets and little internal controls. “Unpredictable risks” occur when employees develop financial issues, gamble, use drugs, or are encouraged or ordered by supervisors to perform acts of questionable honesty. “Secret risks” involve people with political agendas who use jobs to advance goals detrimental to employers.

There are also potential surprises employers can face post-hire. First, employers may obtain newly discovered information concerning an applicant such as discovering a new employee is a registered sex offender or faked an academic or professional credential. The good news is that employers can take steps to minimize surprises by a well thought out pre-employment screening program. The first step is to have in place policies, practices, and procedures to carefully select your employees in the first place through a well thought out pre-employment screening program commensurate with the risk involved.

Experts recommend employers consider “continuous” evaluation that occurs periodically after hiring to deter employees from committing crimes after being hired

Formulating A Wise Pre-Employment Screening Program

Employers should also ensure their application forms make it clear that any material falsehood or omission can result in termination NO MATTER WHEN DISCOVERED and have language in employee manuals that deals with discovered falsehoods or omissions post-hire. Background check releases can have an “Evergreen” clause to allow future screening if needed (although there are limits to what can be done). Employers need to keep in mind that any screening program for new or existing employees should pay careful attention to the requirements of the FCRA as well as numerous applicable state laws.

There are several screening tools for detecting “insider threats”: Ongoing “continuous” evaluation (CE); Re-enactment (post-mortem) screenings; Credit Reports and asset searches; Social Media Background Checks; and Screening current workers or newly acquired workforce. It is also important for employers to know that internal “in-house” investigations can invoke the FCRA.

Employee Screening After Hiring

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Some experts recommend employers consider “continuous” evaluation that occurs periodically after hiring. The argument in favour of such screening is that employees may commit a crime after being hired. It can also be a deterrence of sorts. Employers may also need to screen newly acquired employees if a merger or acquisition occurs. In addition, certain contracts may also require only screened employees.

However, there are legal implications of using information acquired after hiring. Employers should not have a knee jerk reaction and carefully review all the facts and circumstances to give the employee an opportunity to be heard. It is especially important for employers to carefully document actions – especially if employee has pending employment related claim – and be careful of allegations of retaliation. In addition, many of these tools have drawbacks. For example, the use of social media sites to track threats is hampered by the fact that there is so much information online; it can be challenging to locate, identify, and utilize actionable data about a particular person, especially since a person may hide their activities behind privacy protection or use an anonymous online persona. 

Screening Without Proper Internal Controls Is Insufficient

  • According to the 2012 Association of Certified Fraud Examiners (ACFE) Report to the Nations, most occupational fraudsters are first-time offenders with clean employment and criminal histories. The walkaway point is that although pre-employment screening is critical to detect and deter fraud and threats, it is inadequate as a sole line of defense in the absence of proper internal controls that prevent surprises.
  • Cyber ​​security, computer repair, installation, (IT) information technology employees have access to the company’s most vulnerable assets.
  • It is estimated that about 50 percent of all information security incidents are caused by insiders and can result in significant financial and reputational damage.
  • Technology companies, and other computer service and data providers need to carefully screen employees.
  • More than any other process in an organization, employee selection and screening can affect a company’s fortunes for good or ill.
  • The cost of a “bad technology hiring company” is incalculable. Advanced Technology A quality employment screening background check may be the least expensive but most important investment you can make in your business.
  • For the price of an ink refill for your printer or copier, you can conduct a professional employment background check.
  • The most important elements of an employment screening program
  • A complete criminal record background check includes state, county and federal criminal record checks.
  • Our criminal records “Smart Search Plus®” will give you the peace of mind that you have passed a rigorous criminal record background check.
  • For example, an applicant with a federal criminal record but no state or county arrest record,
  • Click here.
  • These records could not have been found without checking the separately maintained federal criminal records system, which contains about 10 percent of all arrest records.
  • The above risks can be mitigated by following a two-step employee screening process, which includes (1) a thorough criminal background check and (2) and, because people and their lives can change, an ongoing Or a rotating background check process. . .
  • All of our criminal record background checks comply with the Fair Credit Reporting Act FCRA.
  • We also provide federally compliant employment screening releases and other forms in connection with employment screening background checks.
  • Quick driving records are available to screen applicants who may potentially drive on behalf of the business.
  • Our automated employment screening provides applicants with a controlled process that allows
  • FCRA compliant background check forms, including electronic chain of custody forms
  • And releases will be completed online by the applicant.
  • This article is about a criminal background and how it can affect those entering the cybersecurity field. If instead, you are looking for information on security clearance in cyber security, we suggest you check out our article on how to get a security clearance in cyber security. If you are interested in the related topic of employer drug testing in the cybersecurity field, you can check out our article on cybersecurity employer drug testing here.
  • The recent expansion of the cyber security sector has come with many jobs at all levels. A common question about the cybersecurity field relates to a prior arrest or criminal record, and how a prior record can affect one’s chances of pursuing and succeeding in a cybersecurity career. As someone with a criminal record wants to pursue a career in cyber security, in this article I wanted to know how a criminal record can affect career prospects, and what one can do to minimize that effect. .
  • So, can you get a job in cyber security with a criminal record? It is possible to get a job in cyber security with a criminal record but it depends on whether the offense was a felony or misdemeanor and how long ago the crime occurred. Cyber ​​security positions within the government have stricter criminal background requirements than positions in the private sector.
  • With all of this said, there are still many questions to be answered about whether your particular situation and how it may affect your career options in cybersecurity. Let’s jump in and answer the big questions.

Crime vs. Malpractice and Cyber ​​Security Jobs

Does your criminal background history include any felonies or misdemeanors? As with many jobs in the cybersecurity field, a security clearance is required. Now the level of security clearance may vary depending on the job title or the company you were working for, but with any level of security clearance comes a background check. This means that the investigating agency will check all of your previous legal history, as well as previous addresses and places of employment. They will also talk to your colleagues and neighbors in many cases.

 Regarding past convictions, if you have any type of felony in your criminal history, it will make it almost impossible to get a cyber security job that requires a security clearance. Many employers, especially government agencies, will consider the crime an automatic dismissal. Also, it’s important to note that it’s important not to lie about your criminal history (even if you believe it will disqualify you), as this is also grounds for rejection.

Having a misdemeanor on your record will also reduce your chances, but in many cases you will not be automatically terminated. In these examples, you’ll notice that I’m referring to an event. If your record includes multiple felonies or multiple misdemeanors, most agencies will view this as a negative pattern of decision-making and judgment, which will weigh heavily against you.

Are you pursuing a cybersecurity job that requires clearance?

Do you want to work for the government or in the private sector? The importance of this question cannot be overstated. As touched on with the last question, if you have a criminal background it will be much harder to get a job in the government then with a private sector employer. Private sector employers have the flexibility to adjust their decision-making and hiring processes as they see fit and may have clients unrelated to an employee’s criminal background. The government is more likely not to deviate from its employment standards and practices.

Also, a private company may not very well require a security clearance (unless they are working as a government contractor), but will most likely do a background check, especially Especially if they are large employers. However, many small employers (20 employees or less) have told us that they still do not routinely complete background checks as part of the employment process, but that they do conduct background checks within the state where they live. Can search the case.

If you have a criminal record, the good news is that you may be able to explain to your employer the severity of your offense, and in many cases, an employer may be forgiving. Depends on when the crime happened and the nature of the crime itself. Let’s look at it now.

The nature of the offense weighs heavily on your employability.

What kind of crime did you commit? If the crime you committed was a white-collar crime such as theft, embezzlement, or tax fraud, your chances of getting hired at a private sector company are probably slim, as most employers consider these types of crimes to be illegal. What do they mean and how can they have negative effects? affect their business. But if your offense was a minor drug possession, or a lesser offense that can be explained and proven that you are now an adult and a better person who has put the incident behind you, So you may be able to convince the employer. give you a chance In these cases, we have found that many employers are willing to give an applicant a chance, especially if the applicant is likable and can adequately explain his or her history.

A prior criminal record is excusable.

How long did the crime take? The timing of the offense is probably the most important factor, and is particularly relevant to minor misdemeanor charges against you. For example, if you are in your late twenties or early thirties, and the crime you committed when you were 18, you may be able to explain to the employer that the crime was committed as a juvenile. was done because of the stupidity of and that you have become Since then a more upstanding citizen for society. Many employers can relate to the poor decision-making that can occur in young people, and may be more likely to sympathize with this situation.

How to Increase Your Chances of Getting Hired

  • If asked, be upfront with the employer and be prepared to explain. Having a criminal history immediately puts you below the rest of the candidates hoping to land the same job. But with the right social interaction anything is possible. A good idea is to be as upfront as possible with the employer. Telling the employer your side of the story before they make their decision gives you the best chance to see the brightest side of their code of ethics. As with any job, it’s always good to maintain your resume and your intelligence on the subject to give yourself the best chance and make your criminal record as thoughtful as possible.
  • You can choose not to disclose information if you are not asked to. While it’s probably best to be upfront about your criminal past, if you really want to take the risk, you might as well try not to bring it up. If the job you’re applying for doesn’t require a background check, it may be in your best interest not to mention your background, while explaining it when needed. Always be prepared. This may be the case for an entry-level position in the cyber security field where you are not tasked with handling any valuable information and your past is not an issue from the employer’s perspective.
  • Attend professional networking events to build your social network. Another great thing is social networks. This is something that people often overlook, but getting to know more people in the field is a great way to increase your odds of finding a job. Go to as many events and stay active on sites like LinkedIn or cyber security forums. If you get a job opportunity in the future with an employer you’ve already met who promotes you immediately, and with a criminal background you need to take every opportunity to impress. Because as said before, you are already at a disadvantage when meeting someone because you never know if you might be sitting across their desk during an interview at some point in the future.
  • Join the community. From personal experience I have found that employers really like to see if a candidate has done some kind of community service. It can be an informal way of saying that I am a good person and I care about my community. But it can also be a great way to show an employer that you’ve been on the straight and narrow since you committed a crime and can show how motivated you are.
  • This is another great way to show your moral code, and while no other candidate for the same job is required to do this, it’s a good way for an employer to see you as an equal. A great example of a community service act is to see if any tech companies in your community need help with a public event, or to see if a non-profit in your area needs tech support. .

Can Criminal Hackers Get Jobs?

A popular topic that has been discussed for a long time is that the government has hired some of the best criminal hackers because of their expertise. While it’s true that this has happened before, it shouldn’t be the best cybersecurity career path

Can I become a penetration tester with a criminal background?

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Penetration testing is a cyber career path also known as ethical hacking. This is where a company can hire a team of ethical hackers to test their systems.

Cybersecurity and employee background checks

Many small and medium-sized businesses don’t immediately see cybersecurity as a huge threat. Sure, they know they need some level of virus protection and data protection, but many of these companies don’t realize the impact a data breach can have on a small company. can can doA great danger

In 2018, an IBM-sponsored study by the Ponemon Institute reported that “the global average for a data breach is $3.86 million, which breaks down to about $150 per theft record.” Among the 17 industries represented in the report, the most affected sectors were financial, services and manufacturing, he added.

We should all be familiar with the dangers of a hack by now, including loss of data, loss of customer confidence, potential fines and lawsuits, and negative impact on productivity.

  • Avoid disaster.
  • The National Institute of Science and Technology (NIST) US Department of Commerce has developed a framework for cybersecurity that can be implemented by businesses of any size. The steps are as
  • Control who has access to your information, including listing all employees with computer access, securing/locking all electronic devices when inactive, and limiting physical access to devices by unauthorized personnel. , like Includes maintenance, repair/construction workers, and building visitors. .
  • Conduct background and security checks for all employees – All potential employees or others who will have access to computers should be thoroughly vetted. As with any thorough background check, it should include: criminal background check, sex offender check, credit check, verification of work histories for previous employers, and education and degree verification.
  • Individual user accounts are required for each employee—with strong, unique passwords for each.
  • Create cybersecurity policies and procedures
  • At a minimum, a cybersecurity policy should include: your expectations of your employees to protect company information, the resources that need to be protected and how you expect your employees to protect that information; And each employee must understand and understand a signed contract policy. It should be kept in each employee’s HR file and reviewed/updated once a year).
  • You may want to consult with an attorney or higher authority to help you create your first cybersecurity policy, to ensure you comply with all laws and regulations. The Manufacturing Extension Partnership (MEP) National Network has several easy-to-follow tips to help you get started, including your company’s assessment, action plan, and incident response plan:

Why Choose a Top Authority for Employee Background Screening?

  • Conducting thorough employee background checks and mitigating cybersecurity risk requires an experienced professional. The process is complex and there are many state and federal laws that employers must follow to avoid fines or legal action.
  • At High Authority we are experienced, professional and thorough in our screening, which guarantees that you will receive information that is current and relevant. We care about your safety and will work with you to protect you from harm or unnecessary problems.best practices when it comes to “Cybersecurity for Manufacturers.” These recommendations follow the National Institute of Standards and Technology’s (NIST) Cybersecurity Framework, which has become the standard for the US manufacturing sector.
  • According to a 2018 IBM-sponsored study by the Ponemon Institute, the global average for a data breach is $3.86 million. That breaks the record by about $150 per theft. If you’re a small or medium-sized manufacturer, you might not think that such statistics apply to you. But among the 17 industries represented in the report, the sectors most affected are financial, service and, wait for it, manufacturing.
  • Because manufacturers often invest fewer resources in information security, they are popular targets for cybercriminals. And it only takes one cyber attack to destroy a small manufacturer’s entire operational system. Networked machinery, suppliers, distributors, or even customers can all be hacked by a single computer/device in a manufacturing facility.
  • Other risks include:
  • Loss of information critical to running your business
  • Negative effects on customer confidence
  • Regulatory fines and resulting legal fees
  • Decrease or stop productivity.
  • Fortunately, you can learn how to protect your operations with the help of the National Institute of Standards and Technology (NIST), which has developed a five-step framework for cybersecurity that can be implemented by businesses of any size. can be done Available online, the NIST Cybersecurity Framework can be further explained by your local representative of the MEP National Network, the go-to experts for advancing American manufacturing. You can also view the Manufacturers’ Guide to Cybersecurity (add link once document location is known) which provides the basic procedures and tools manufacturers need to develop a cybersecurity program.

Ready to take your first step toward data security? This process starts with identifying your risks.

Control who has access to your information.

Create a list of employees with computer access and include all your business accounts, type of access (physical or password) and physically store all laptops and mobile devices when not in use. Have your employees use a privacy screen or position the computer screen so that passersby cannot see the information on the display, and set the screen lock to activate when the computer is not in use.Do not allow unauthorized personnel physical access to computers or systems, such as:

  • Cleaning staff or maintenance personnel
  • Unsupervised computer or network repair personnel working on systems or equipment
  • Unknown persons entering your office or shop floor without asking an employee.
  • It only takes seconds for a criminal to gain access to an open machine. Don’t make it easy for them to steal your sensitive information.
  • Conduct background and security checks for all employees.
  • A background check is essential to identify your cybersecurity risks. A thorough nationwide search should be conducted for all potential employees or other people who will have access to your computers and company systems and equipment.
  • These checks should include:
  • Criminal background check
  • Sex offender screening
  • Credit check, if possible (some US states restrict the use of credit checks)
  • References for verification of working dates for previous employers
  • Education and degree verification
  • You might also consider doing a background check on yourself, which can alert you quickly if you’ve inadvertently become a victim of identity theft.
  • Individual user accounts are required for each employee.

If you experience data loss or unauthorized data manipulation, it can be difficult to investigate without individual accounts for each user. Set up a separate account for each employee and contractor that needs access. Require them to use strong, unique passwords for each account.

Limit the number of employees who have administrative access, especially if they are not required to perform day-to-day work duties. Consider Internet-only guest accounts for visitors or users at your facility.

Create cybersecurity policies and procedures

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While creating your first cybersecurity policy can seem like a daunting task, the MEP National Network has a number of easy-to-follow tips that can help you get started. You may also want to consult with a legal professional familiar with cyber law to review your policies to ensure you are complying with local laws and regulations.Your new cybersecurity policy should include:

  • Your expectations of your employees to protect company information
  • Essential resources that need to be protected and how you expect your employees to protect that information.
  • A signed agreement from each employee confirming that he has read and understands the policy.
  • Keep the signed agreement in each employee’s HR file.
  • Even background checks can be compromised by hackers. Last week, it was announced that two US federal agencies had stopped background checks with a contractor after the contractor announced that its networks had been breached in a cyber attack. While the attack apparently originated in a country outside of the U.S., it’s unclear how much government employee information was compromised.
  • The United States Investigative Services (USIS) is located in Falls Church, Virginia. The company has hired a computer forensics firm to determine how the breach occurred and where it originated.
  • All this was enough for the government to take action, perhaps with great caution. The Office of Personnel Management (OPM) and the Department of Homeland Security (DHS) have temporarily suspended their contracts with USIS. The company says it hopes to resume normal business practices soon.
  • USIS is a company that takes advantage of the privatization of background checks by some government agencies. OPM privatized background check operation in 1996. USIS conducts employee background checks and investigations for the government. It also participates in other security-related investigations, such as health care fraud.
  • USIS has been in the news for the past few months. The contractor did a background check on Edward Snowden, the man who leaked top-secret documents last year. USIS has also been under investigation by the U.S. Department of Justice, accused of taking shortcuts during the background check process.
  • There can be no shortcuts in the background check process. Background checks and pre-employment screening are important parts of the hiring process. A thorough and reliable background check can protect a business from negligent hiring lawsuits. It also helps promote a safe work environment. Pre-employment screenings also reduce the risk of getting the wrong job, something that can adversely affect employee productivity and earnings. Don’t short-change the background check process. It’s not worth the risk.
  • Banks must have a process for verifying all new hires’ job application information. Additional background and credit checks may be warranted based on the sensitivity of a particular job or access level. Persons with privileged access such as administrators, cyber security personnel, etc. should be…
  • Add background checks to the IT hiring process. The extent and frequency of periodic reviews of these checks should depend on the sensitivity and/or criticality of the function and should be applicable to employees, contractors and vendors. (PO7.6 Personnel Clearance Procedures, CobiT, Version 4.1)
  • Screen potential personnel before hiring to reduce the risk of attacks from inside sources. (Examples of background checks include prior employment history, criminal record, credit history, and reference checks.) (12.7, Payment Card Industry (PCI) Data Security Standard, Requirements and Security Assessment Procedures, April 3.1 2015)
  • Screen potential personnel before hiring to reduce the risk of attacks from inside sources. (Examples of background checks include previous employment history, criminal record, credit history, and references.) (12.7, Payment Card Industry (PCI) Data Security Standard, Requirements and Security Assessment Procedures, v3 .2.1)
  • Screen potential personnel before hiring to reduce the risk of attacks from inside sources. (Examples of background checks include previous employment history, criminal record, credit history, and references.) (12.7, Payment Card Industry (PCI) Data Security Standard, Requirements and Security Assessment Procedures, Version 3.2)
  • Are potential personnel (see definition of “Personnel” above) screened prior to hire to reduce the risk of attacks from inside sources? (12.7, Payment Card Industry (PCI) Data Security Standard, Self-Assessment Questionnaire D and Compliance Verification for Merchants, Version 3.1)
  • Are potential personnel (see definition of “Personnel” above) screened prior to hire to reduce the risk of attacks from inside sources? (12.7, Payment Card Industry (PCI) Data Security Standard, Self-Assessment Questionnaire D and Compliance Verification for Merchants, Version 3.2)
  • Are potential personnel (see definition of “Personnel” above) screened prior to hire to reduce the risk of attacks from inside sources? (12.7, Payment Card Industry (PCI) Data Security Standard, Self-Assessment Questionnaire D and Verification of Compliance for Service Providers, Version 3.1)
  • Are potential personnel (see definition of “Personnel” above) screened prior to hire to reduce the risk of attacks from inside sources? (12.7, Payment Card Industry (PCI) Data Security Standard, Self-Assessment Questionnaire D and Verification of Compliance for Service Providers, Version 3.2)
  • Inquire with human resources department management and confirm that background checks are conducted (within local law restrictions) prior to hiring potential personnel who will have access to cardholder data or the cardholder data environment. . (12.7, Payment Card Industry (PCI) Data Security Standard, Testing Procedures, Version 3.2)
  • In accordance with local laws, regulations, ethics, and contractual restrictions, subject all job candidate, contractor, and third-party access to classified data to background checks commensurate with business requirements and acceptable risk. will go (HRS-02, Cloud Controls Matrix, v3.0)
  • Establish policies and procedures for background checks on all new hires (including but not limited to remote employees, contractors, and third parties) in accordance with local laws, regulations, ethics, and contractual restrictions; Documenting, approving, communicating, applying, reviewing and maintaining them. . a… (HRS-01, Cloud Controls Matrix, v4.0)
  • Background verification checks on all candidates for employment will be conducted in accordance with relevant laws, regulations and ethics and will be commensurate with business needs, information access classification and perceived risks. (A.7.1.1 Control, ISO 27001:2013, Information technology – Security techniques – Information security management systems – Requirements, 2013)
  • Background verification checks on all candidates for employment must be conducted in accordance with relevant laws, regulations and ethics and must be proportionate to business needs, information access classification and perceived risks. (§ 7.1.1 Controls, ISO/IEC 27002:2013(E), Information technology – Security techniques – Code of practice for information security controls, 2nd edition)
  • Background verification of all candidates for personnel must be conducted prior to joining the organization and on an ongoing basis.
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