Whenever your organization wants to hire someone, there are two ways to do it: using your own means or using a Human Resources company. In both cases, it is essential to verify your suitability, if you are someone you can trust and your ability to maintain the due reserve of extremely delicate matters such as the company's internal issues and the candidate's background as well as the veracity. statements and documents.
Unfortunately, annually the damage caused to companies and national economies worldwide by employees with personality disorders is immense. Studies point out that 6% of the world population currently suffers from personality disorders. For example, in the United Kingdom, a study by the King's Fund revealed that in 2008 the expenditure of the State and companies that sent individuals for treatment was £ 704 million and that, taking into account the loss of productivity factor, the estimated loss for companies and the national economy it was £ 7.9 million.
Corporate psychopaths, music lovers and compulsive liars, histrionics, narcissists, make-up artists and obsessive-compulsives are just some of the disorders often camouflaged. Recent studies report that in large groups of positive samples (individuals tested and with proven personality disorders) there is a proportion of three (3) TypeR elements - resistant to any treatment, as they do not recognize being sick - to one (1) TypeS element - who acknowledges being sick and actively seeks treatment. In addition, studies from the University of Surrey have shown that three (3) out of eleven (11) of the most problematic personality disorders are more common in executives than in convicted criminals.
They are experts in avoiding complicated questions, getting around matters, justifying their faults and failures, blistering their supposed virtues often under a cover of modesty coupled with an unreasonable ego that simultaneously makes them look like the ideal candidate in interviews and simultaneously attracts who they are. they recognize that they are useful for their goals (bosses) and intimidate anyone who realizes their true intentions (usually colleagues who are less useful to them).
The reasons that motivate them to continue are the fear of being discovered; fear of censorship by peers, family, friends and society, among others, and the damage they can cause may include damage to the company's image in the market; customers; business partners; operations; internal company structure and employee morale and may even go so far as to ruin the company.
Other most common reasons for job seekers to lie and resort to forging documents are often as simple as despair and insecurity and the simple need to secure a job and livelihood.
Due to the vulnerabilities that individuals with these characteristics represent for organizations and companies, especially when dealing with sensitive matters such as information only accessible to executives, it is necessary to verify access to employment in certain organizations. obliged to use only individuals who are going through this vetting process.
Essentially being a background check or investigation of that background the term refers to the process of searching, compiling and verifying various types of records: criminal, commercial and financial for a job seeker and using all legal means to ensure that they are not only the ideal elements for the vacancy but above all that do not represent a vulnerability for the company or organization.
Our role at IntellCorp, having a perfect and in-depth knowledge of the vulnerabilities that individuals, companies and organizations traditionally present, is to ensure that research is taken to the limit of what is possible and beyond what is carried out by Human Resources companies or by the companies themselves. companies. After all, who better qualified than those who have dealt with shadows or various gray areas throughout their professional lives? Nobody better than us at IntellCorp.
To find out more, send us an email to email@example.com . For more content follow our updates also on LinkedIn, and also on Facebook and Twitter.