BPOs run intense security checks on staff
SOURCE: EconomicTimes
DATE: 13th May, 2008
Mohit Soapbox:
There was a recent case about an employee from HSBC involved in a credit card fraud. Background checks is a good directional step to help deal with the problem. The issue of dealing with security also has to be dealt within the framework of awareness, identification and enforcement. Without a single source of identification within the country – similar to a social security in the US and a credit record, it is hard to maintain and enforce a background screening. It gets harder for say the transport employees, the drivers which come from far flung places within the country and without any background check capability. An awareness of the seriouseness of the issue and its consequences are critical for all employees to be communicated to. This also needs to be part of the client governance model as to how the clients will handle the verification of background of employees.
ARTICLE
In the wake of BPO employee Prakash Jadhav’s alleged involvement in a multi-crore credit card fraud, BPOs and ITeS companies are once again in the limelight for data security practices.
With the rising number of such cases coming to light, outsourcing companies in the country have now resorted to conduct infinity screening — background screening more than once for the employees — as a measure to strengthen security.
Jadhav, a Mumbai-based BPO employee was caught on Friday by the local police in an alleged credit-card scam. The focus has also shifted to transport personnel who are increasingly being subjected to regular background checks. While some companies are content with mere address verifications, a few others are conducting sting operations on cabbies to ensure the safety of their associates.
Infinity screening process entails conducting background screening more than once during the year. Background screening typically happens when the employee joins the organisation. According to First Advantage managing director (West Asia), Ashish Dehade, Indian companies are the only ones practising infinity screening. “It helps in checking criminal records as these are dynamic in nature. Previous employment and education records remain static,” Mr Dehade says. First Advantage is one of the largest employment screening and verification companies.
It is difficult though to base this concept on random sampling as it affects companies’ resources. Gurgaon-based background verification company, AuthBridge Research Services’ CEO Ajay Trehan says that background checks conducted more than once have a rationale behind them. “These tests are held when an employee is put on another project which is more sensitive or when he is sent abroad for an assignment,” says Mr Trehan. There have been cases of acquisitions where employees of acquired companies are made to undergo background screening. “In one case 10,000 employees of an acquired company underwent background screening,” he adds.
Background screening is a recent concept in India undertaken at the insistence of clients. Screen Facts co-founder Kalpesh Desai says risk mapping followed by perpetual checks would be the ideal. “High risk areas should be mapped and details of the employees working in these departments should be verified from time to time. As of now, the number of companies doing this is negligible,” adds Mr Desai.
Further, forethought needs to be given to this process as it has a huge financial impact. WNS corporate HR chief people officer Aniruddha Limaye says that under normal circumstances it is not feasible to conduct background screening for a random sample periodically. “It takes anywhere between Rs 1,000-2,000 per person to conduct a background check,” adds Mr Limaye.
And checks are not limited to employees anymore. WNS, a third party BPO with over 17,000 employees conducts fingerprint tests for its drivers apart from its employees in association with district forensic departments. It also conducts behavioural tests for the company’s transport staff.
“The drivers are basically aggressive. The training aims at educating them with the driving norms. We tell them to adhere to the speed limit and not be pressurised by employees,” says Manoj Sharan, chief administrative officer, WNS.
These work shops are held during weekends. The drivers are selected on the basis of feedback received by the employees. There are close to 2,000 drivers at WNS. While WNS has been conducing address verification in the past, license checking and finger printing etc have been institutionalised in the last one year. Like WNS, the BSE-listed Firstsource too has started taking fingerprints of its security personnel and driving staff. They also conduct random alcohol tests on the drivers.
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