Kirsten Halcrow is the MD of Employers' Mutual Protection Service, better known as EMPS (www.emps.co.za), which specialises in a full spectrum of "Workforce Integrity Solutions". She has been running EMPS since 1991. Contact her on tel +27 (0)11 678 0807 or email .
Kirsten is the Managing Director of EMPS, she has run EMPS and been involved in the employee screening and vetting industry for 11 years. Kirsten came from a recruitment background, spending 1 year in a corporate HR environment and a further year within a recruitment company. Kirsten has her Honours degree in psychology and sociology, an HR diploma and trained within a psychometric environment for 2 years.
[Kirsten Halcrow] The greatest pull-back in markets since the great depression of the 1930s put new appointments on hold and initiated a programme of retrenchments in South Africa and abroad. A recovery from this situation in the short term seems unlikely, but as employment opportunities become scarcer, so some applicants are dishonestly boosting their CVs in order to better their chances of landing the job.
[Kirsten Halcrow] In today's competitive economic environment, companies cannot afford to be sidetracked by employee problems such as dishonesty, theft, false CVs, fraud or harassment. Employers have increasingly turned to pre-employment screening as a critical risk-management tool to try and avoid hiring problem employees in the first place.
[Kirsten Halcrow] Any company would be very mistaken to think that screening and due diligence stops or is complete once a person has signed their contract of employment and started working, considering research shows that a high percentage of individuals who have held positions over a long period are implicated in serious fraud.
[Kirsten Halcrow] There are five key standard questions for recruitment managers to gain the best understanding of job candidates and to weed out those who are unacceptable risks. Asking standard questions has several advantages. They allow for a consistent process so that all applicants are subjected to the same questions and take the pressure off interviewers because questions are written out for them and can indicate that these standard company policy questions are asked of everyone.