MIE
Monday, 24 June 2019
The evolving digital world and resultant
online presence of the population is no doubt changing the way people engage
and how business is conducted - but also what information can be sourced
online, prior to such engagement taking place. While available online
information may give previously unknown insights, is it enough to truly know
who you are forming alliances or associations with and who you are entrusting,
especially when it comes to your business information? Managed Integrity
Evaluation (MIE) takes a deeper look.
A recent research report
highlighted that 54% of the South African population is connected to the
internet and with this, 40% of these users had active social media accounts.
This same report also noted that local internet users spend more time online
than many other countries.
Says Michelle Baron-Williamson, CEO of
Managed Integrity Evaluation (MIE); “With such a strong number of the local
population making use of some form of social media, certainly the ability to
source information about an individual, or even a company, online, is much
easier than it was 15-years or so ago. While there is value to be had in
conducting social media information checks, there are certain considerations
that should never be negated.”
Increasingly tougher economic and market
conditions, and rife competition, coupled with the benefits the digital world
offers, is seeing many businesses re-look many of their traditional internal
processes and strategies. Modernising processes to take full advantage of
digital mechanisms has become a key component to streamlining spend. And it is
no different within the human resources and procurement space.
Continues Baron-Williamson; “The new and
modern digital world we find ourselves operating in, that is making this wealth
of information easily accessible today, is no doubt tempting some businesses to
re-look their current background screening processes in relation to hiring and
procurement. This can include undertaking ‘self-check’ online searches of
potential candidates, for example – as it is, after all, perceived to be a
‘cheaper’ option and therefore rather attractive. However, negating thorough
background screening or conducting such online searches outside the right
ethical parameters could in fact end up costing a business much more in the
longer term”.
Social media screening and online checks can
provide many benefits to a hiring employer; however, such screening should not
be carried out in isolation. It should be accompanied with a full and comprehensive
background screening approach. Businesses should look to partner with companies
that hold the expertise within this field to not only ensure these checks are conducted
in compliance with the latest legislation and guidelines linked to the protection
of personal information, but that they are non-biased and provide fair and comprehensive
assessments.
“Self-checks online alone are not sufficient
to obtain an objective and well-rounded view of a potential candidate or
supplier. Additionally, this practice could open a business up to regulation
negligence, as well as the possibility of making an ill-informed hiring or
association decision, based on information taken purely at face value.
Self-check online searches and the data derived from these carries privacy
restrictions that businesses must understand and comply with, to avoid facing
possible discrimination or data protection rights,” adds Baron-Williamson.
“While the digital world offers ample opportunity and the ability to know more simply through reviewing information publicly available, it doesn’t allow for comprehensive screening – a risk mitigation tool that every business should invest in. No short cuts should be taken if it is your business’s reputation and continued success on the line,” concludes Baron-Williamson.
Source Article
