Every time your organization intends to hire someone, there are two ways of doing it: by your own means or by resorting to a Human Resources company. In both cases, checking the applicant’s reputation is fundamental, as well as making sure you can trust them and that they can maintain confidentiality, regarding extremely delicate matters, such as company’s internal issues. Checking the applicant’s background, as well as their statements’ and documents’ accuracy is very important as well.

Unfortunately, the damages caused by employees with personality disorders, to companies and to the world economy, every year, are considerable. Some studies show that, currently, 6% of the world’s population suffers from personality disorders. For instance, in United Kingdom, a King’s Fund’s study showed that the State’s and companies’ expenses related to treating their employees, in 2008, was £704 million. It also showed that their calculated loss, related to these individuals’ loss of productivity, would be around £7,9 Billions.

Corporative psychopaths, mythomaniacs and compulsive liars, histrionics, narcissists, Machiavellians and obsessive-compulsives are only some of the often hidden disorders. Recent studies show that, in large groups with positive samples (tested individuals with confirmed personality disorders), there is a ratio of 3 Type R individuals – resistant to any treatment, for they don’t acknowledge their disorder—to 1 Type S individual – recognizes his disorder and actively seeks treatment. Also, studies from the University of Surrey show that three (3) of the eleven (11) most problematic personality disorders are more common in administration members than in convicted criminals.

They are experts in avoiding tough questions, avoiding issues, justifying their faults and flaws, highlighting their virtues, often masked by modesty combined with an excessive ego, which makes them appear to be the perfect applicant in interviews and, at the same time, attracts the ones they consider useful for their purposes (leadership), and intimidates whoever becomes aware of their real purposes (mostly, their less useful colleagues).

The reasons that keep them going are: the fear of getting caught, and the fear of criticism by their partners, their family, friends and society, among others. They can cause damages to the company’s image in the market, to its clients, commercial partners, operations, as well as to the company’s internal structure and the employees’ morale, and they can actually get to destroy a whole company.

Other common reasons for job applicants to lie and to resort to document falsification are often as simple as despair and insecurity, and the need to guarantee a job and means of subsistence.

Because of the threat these individuals represent to companies and organizations, especially, when dealing with sensitive and classified information, a prior background check becomes crucial, in certain organizations. These organizations are often forced to hiring individuals who go through these vetting processes only.

A background check or research refers to looking into, assembling and verifying different kinds of records: criminal, commercial and financial, related to a job applicant; and also, through every legal means, guaranteeing that, besides their perfect match to the job position, they do not represent any threat to the company or organization.

In IntellCorp, as we are perfectly and deeply aware of the vulnerabilities individuals, companies and organizations may generally be associated with, our job is to guarantee that our research is performed to its fullest extent, over and above any research done by Human Resources companies or by the employers themselves. After all, who’s more qualified than people who dealt with shadows and secrets all their lives? No one more than us, at IntellCorp.

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