Recruitment and employment practices can be and have been particularly vulnerable to corruption risks.
In our investigations, we have seen several examples of managers failing to undertake levels of pre-employment screening and vetting commensurate with the levels of access and sensitivity of each position. We have also seen recruitment processes where clear conflicts of interest including favoritism, discrimination and nepotism have taken place.
Lack of appropriate levels of pre-employment screening and vetting and post-employment revalidation has led to many issues relating to the background of candidates not being ascertained and has facilitated the practice of ‘recycling’ employees with problematic discipline, complaint or criminal histories. In many cases such ‘recycled’ employees have been involved in corruption and/or misconduct in the new agency.