They say that companies have ten challenges, one of them is attract and incorporate honest collaborators, the other nine are derived from lousy methods of attraction, selection and hiringby Therefore, this cardinal challenge runs through the veins of those responsible for human resources (HR), finance, compliance and auditing.
Therefore, it is crucial that these areas collaborate and work together and thus build a impassable wall through appropriate strategies, tactics, policies and tools that prevent, identify and disable the corporate Crimes, and a basic action is in the attraction, selection and hiring of upright collaborators. The lack of integrity (ethics, honesty) in a company can not only result in sanctions and economic fines, but also in irreparable damage to the reputation of the organization.
First, it is essential that responsible for compliance, auditing and risk prevention share with the area HR the profiles and requirements necessary to select full staff and does not represent a risk to the organization. In this way, clear criteria can be established for the hiring and staff evaluation.
So it is also very important that the area financialwhich manages the economic resources of the company, works in coordination with the areas of compliance and risks prevention to detect possible irregularities or fraud in a timely manner; in such a condition, preventive and corrective measures can be implemented to avoid possible financial crimes. The linking of these interests and objectives of the aforementioned areas is essential to achieve a ethical business culture and avoid possible damage to the organization.
In addition, it is essential that the different areas work together to detect possible cases of corporate psychopathy (Dr Robert Hare, Snakes in suits 2019). These profiles are usually very difficult to identify, so collaboration and the establishment of action protocols can be key to preventing possible damage to the organization. “This profile describes the professional corporate criminal, who generates the real damage in companies and although the term sounds harsh or incredible, it is how it has been defined in the most recent studies, of course, for practical purposes we will only call them unethical people. ”**.
It’s necessary that HR acquire knowledge and tools for identify ethical people and avoid hiring corporate psychopaths. “We can assert that generally none of the previously mentioned areas knows methods and techniques in forensic psychology recently updated TVs like the kinesic-forensic interview that detects people with a lack of veracity; or the technique SCAN to eliminate suspects in cases of possible involvement of its own employees; as well as forensic psychometrics that, supported by statistics, factor analysis and even validated with “machine Learning”, reveal indicators of the profile of the corporate psychopath, all recently used in Mexico and little known by most companies”**.
“Also, it is important that clear protocols are established for the selection of collaborators and? psychological evaluations are carried out that allow identify traits of corporate psychopathy and other potential risks“so it is relevant that HR know how to choose the appropriate and validated psychometric instruments and not use those that are fashionable or more commercial, which will be of no use because they do not have the statistically necessary validity and reliability protocols, otherwise they will only have a questionnaire with good intentions, but without objectivity” **; One of those instruments that meets the necessary requirements is TPS conceived by Raul Tamez Bustillos developer of the methodology and collaborator in this article for Merca2.0 readers (** the quotes are authored by Raul Taméz)
If you want to know the details of this test, you can access a full interview (39 minutes) conducted at the National University of Costa Rica (2019) Co-worker or corporate psychopath? in it participate the own Raul Tamez, Kattia Vasconcelos, academic of the eda, and Ginneth Ugalde, Coordinator of the Internationalization Project of that academic unit.
In summary, the collaboration between the areas of compliance, auditing, risk prevention, finance and HR is essential since: “Currently each area works on its own and only Few companies link their professionals in teamworkeven, the finance areas tend to disqualify HR because they certainly don’t know anything about the subject or they don’t want to get involved, being that with proper updating and training they can contribute a lot in this regard, as well as up-to-date forensic psychology techniques”.
The company must take preventive measures and establish clear protocols to guarantee ethics and integrity in all its operations; with all this we reaffirm that corporate crime has been, is and will continue to be a shared responsibility, no one from the mentioned areas will be able to wash their hands and leave with the inadmissible statement “and me why”