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As a small business owner, it is always important to consider data security.
When looking at data you may store virtually, from customer’s private information, to financial records, it’s not difficult to see that a breach would quite possibly result in serious damage to your business.

One of the board members at the National Cyber Security Alliance, along with the Vulnerability Research Team’s Senior Director for cybersecurity provider Sourcefire, were consulted to find out what security measures were key for small businesses.

1. Establish strong passwords

The simplest thing to do in order to strengthen your security, is implementing strong passwords.

A simple tip for creating hard-to-crack passwords, is to use combinations of capital and lower-case letters, numbers & symbols, and to make them 8 to 12 characters long.

It is advised to avoid using your birthdate, or anything personal to you.
Use a checker to see if you have crafted a strong password, change your password at least every 90 days, and never write it down!

Another key aspect is to make sure each user has their own login credentials, never use one username and password for all.

2. Put up a strong firewall

Firewalls are an essential aspect of protecting your network, they protect your network by policing the traffic that comes in and goes out. Firewalls are a standard practice when it comes to network security.

3. Install antivirus protection

Another standard practice is anti-virus & anti-malware software, these are the last line of defence, should you be breached. It is always wise to choose an anti-virus & anti-malware software that you trust, and that’s right for you.

4. Update your programs regularly

Ensuring that your programs are regularly updated is vital in the ongoing endeavour of being fully protected. There’s not much value in installing all this fancy software, if you’re not planning to maintain it.

It’s essential to update regularly as the goalposts are constantly moving, and while no security application is 100% fool-proof, it keeps your system up-to-date with the latest protection available!

5. Secure your laptops

Laptops are at a much higher risk of being lost or stolen, this is an obvious fact due to their portable nature. Because of this, taking extra steps in order to protect your sensitive data is important.

One of the simplest things to do is: encrypt your laptop! What encryption software does is, alter the way information looks on your hard drive, so unless you have the correct password, it can’t be read.

Another simple but very effective way of protecting your laptop, is to not leave your laptop anywhere where it may be an easy target for opportunists. Preventing your laptop falling in to the wrong hands may save you, your business and your clients, a lot of unwanted aggravation.

6. Educate your employees

Prevention is definitely the best approach when it comes to the security of your data. Make sure your employees understand the importance of safety, when it comes to navigating the internet. They should understand the potential security risks they may put upon the company, if they decide to make bad decisions online.

For a great number of employers, screening the backgrounds of their potential employees is a must. Screening can be complex and challenging, especially when HR, as well as hiring managers are unsure how to stay absolutely compliant.

Currently, 60% of organisations in the UK conduct background screenings, according to the statistics provided by Sterling Talent Solutions.
This percentage is said to increase year on year as employers are becoming more aware of its importance.

Compliance appears to be the top reason employers are carrying out these checks, however, keeping up-to-date with the ever-changing regulations can be challenging. So, the question is, how can employers stay legal when it comes to the screening process?

Criminal Record Checks

Criminal record checks that are carried out by employers must be proportionate and also relevant to the employee’s position in question, it is also to be in compliance with The Police Act (1997) and the Rehabilitation of Offenders Act (ROA) (1974).

According to employment law associates, employers are allowed to ask applicants about their criminal record, however, the ROA (1974) restricts to what extent an employer is able to base their decisions using such information.

In the case of “Spent convictions” – where a crime has been committed previously, but no re-offence during a given period, employers should not request information. These applicants are treated as having clean records, unless there is an exception that applies under the ROA (1974).

Credit Checks

Credit checks are an element of screening that is used, particularly in the financial sector. Like criminal record checks, they are to be proportionate to the job at hand. For a role like a financial director, a credit check will be necessary, however a job that doesn’t require any financial responsibilities wouldn’t likely need a credit check.

It is recommended by The Information Commissioner’s Office (ICO) that credit checks are to be conducted only when a less intrusive option is not available.

Social Media Screening

With checking platforms like Facebook & Instagram, you are able to capture applicant’s activities that may be potentially incriminating. There are however legal risks and consequences if you get it wrong.

The primary issue is, if the job applicant claims that a decision to not employ them was based on information found by the employer, from one of their social media accounts.

Education & Credential Verifications

Checking an applicant’s qualifications and credentials can give you a clear understanding of their knowledge, specialties and skill sets.

Some candidates may however be tempted to fabricate the results of an educational & credential verifications check, via the use of technology, which can obviously affect the reliability of these kinds of checks.

Reference checks

One of the best ways to ensure that you are hiring the right person, is a reference check. It is advised however that certain rules are adhered to, such as making sure discriminatory questions are avoided.

Recruiters should be vigilant, as acting on a reference that is potentially discriminatory may cause issues, as they may be liable for damages/loss of earnings, if the offer is withdrawn due to a reference of this nature.

KPMG forecasts a decline of UK GDP by 2.6% for 2020, this is on the condition that the COVID-19 pandemic will be contained by the summer, with a predicted sharp recovery during the first half of 2021 as uncertainties that surround the dissipate.

If an even more enduring outbreak would occur, it may prompt a decline of 5.4% this year. Business investment would be particularly hard hit, along with consumer spending, due to COVID-19 related uncertainty and disruptions.
KPMG offer a flat growth forecast for the second half of this year, but also offer a forecast of a sharp recovery in the first half of 2021, with a 1.7% UK GDP growth in 2021.

A contraction of 2.6% in the UK economy during 2020 is expected, due to the impact of the COVID-19 virus, this is according to KPMG UK’s most recent quarterly economic outlook, however a more protracted outbreak may result in perhaps, a more severe effect than the experienced downturn in 2008-2009. In the case of either scenario, the economy is expected to recover at the latest, by the second half of 2021.

The main scenario that KPMG has offered assumes that the measures put in place for public health will stem the rising number of cases by summer.
If this is the case, then the expectations are that the economy will remain flat in the latter half of the year, and will have a strong recovery moving into the first half of 2021, as the uncertainties around the pandemic dispel.
This will see UK GDP decrease by 2.6% this year, but then grow by 1.7% in 2021. However, in the case where the pandemic persists up until the latter half of next year, GDP may contract by 5.4% this year, then a further 1.4% in 2021.

More action will be needed to shore up the UK economy

With recent measures announced by the Chancellor, the significant disruption to economic activity during the first half of the year may see unemployment peak at a relatively low figure of around 5.6% entering May.
KPMG’s predictions are that it will gradually ease to around 4.1% by Q1 of 2021, which will leave the labour market relatively tight once again.
The protection of jobs and incomes will provide in the short term, much needed support of the besieged households of the UK.

Due to the recent quarantine measures, which includes the restrictions on social gatherings, businesses that sell consumer goods and services, are set to face a significant fall in demand. The disruption in the supply chain, as well as loss of workforce and workplace shutdown, will challenge importers and exporters all at the same time, as UK’s key trading partners also head towards a recession. A low inflation, however, may leave the Bank of England room for monetary expansion in order to combat both economic downturn and the turbulence in markets, but with record low interest rates, measures of more creative stimulus will need to be used.

Due to the outbreak of Covid-19, also known as the Coronavirus, we have all recently witnessed our way of life rapidly change.

The global economy has been significantly affected, people are worried about their security, we are exercising social distancing, and as a nation, doing what we can to stop the further spread of the Coronavirus.

What is Social Distancing?

Social distancing is exactly that, distancing ourselves from all unnecessary social interactions. We have been advised by the government to stay at home, to avoid any crowds, and to keep a distance of at least 2 meters if we do come into contact with others.

Pubs, clubs and restaurants have been asked to close in order to keep the public from congregating and being in close proximity to one another. Many other non-essential retail shops have also been asked to closed their doors in support of social distancing and aiding in curbing the spread of COVID-19.

Why is Social Distancing so Important?

Social distancing is important because it slows down the spread of the Coronavirus, this slowing down of the spread, also known as flattening the curve, will help to alleviate the NHS from being overwhelmed.
Flattening the curve ensures that those who need hospital care will get it, and as a result, many lives will be saved.

Stopping The Spread

As the virus is so contagious and can be transferred so easily, it is imperative that we make sure we frequently wash our hands, disinfect and clean all surfaces at home. We need to also refrain from social interactions, arrange for your shopping to be delivered if you can, and do not share towels, toothbrushes or utensils with anyone, including members of your family. 60
If we can implement all these precautionary actions, we give ourselves the best chance of a swift recovery.

What Changes Have Been Made to The DBS ID Verification Procedure as a Result of Social Distancing?

In order to support the government’s efforts, there will be temporary changes to the way DBS ID Verification procedures will be conducted.

As it stands, the best practice for validating ID documentation is to carry out a face-to-face examination, however if this is not possible, there is the option of conducting a live video call as an alternative.

Current guidance stipulates that the ID checker must physically possess the original documents, in order for them to be thoroughly checked for any possible indicators of fraud.

Seeing as the public have been advised to not travel, and to work from home when possible, there have been significant difficulties in receiving the physical documentation, which in turn is delaying applications, and in some cases has prevented applications from being submitted.

In order to ensure that the DBS is able to carry out the necessary checks at this time, ID documents are now to be viewed over a video link, and scanned images used prior to the submission of the DBS check.

However, when the applicant first attends their position, they will be required to provide original copies of their documents. These changes came into effect on Thursday 19th March 2020.

Recruiters have moved on from simply looking at CVs, screening application forms and asking tricky questions at interview. 21st century recruiters and interviewers have a whole host of tools at their disposal to screen candidates applying for jobs. Generally, jobs which have a higher degree of responsibility, or where the wrong candidate could cause serious financial damage have higher levels of checking. Employers might look at social media accounts, speak to previous employers, check with universities about degree qualifications or ask you to bring your passport to prove your identity. In the financial service industry, credit checks are common and basic identity checks extend to many other industries too. If that’s the case for your new job, the electoral roll takes on a lot more significance.

What is the Electoral Roll?

The electoral roll, also known as the electoral register, is an official list of everyone registered to vote in the UK. Local boards around the UK send out letters usually every year to each household, asking someone to complete the details of all people over the age of 16 living there. The information on the electoral roll is used to produce the little voting cards which drop through the door every time there’s an election. The electoral roll used to be a physical paper register, but it is now held digitally.

Why is it Important?

The electoral roll is one of the first things that any identity checking service will look for. Someone who is not on the electoral roll has less of a digital “footprint” and therefore won’t be able to apply for credit, loans or take out a mortgage. If you’re not on the Electoral Roll this will have an ongoing impact on your credit history and without utility bills and similar in your own name, proving your identity can be tricky. People who move around a lot, such as students, are less likely to be on the electoral roll.

Getting on the Electoral Roll

If you’re not on the electoral roll, and are eligible to vote in the UK, then the good news is that registration is very straightforward. Search online for “register to vote” and follow the link on the official government website. Once you’ve registered, you don’t need to go back and re-register for each subsequent election. As the electoral roll is a public document, once you’re listed on the roll, you’ll appear on the databases which the credit reference agencies and identity checking services use.

Credit Checks and Pre-Employment Screening

Not all employers run credit checks on their prospective workers. It is however standard for people working in banks, insurance companies and in other organisations where workers have access to money or could be influenced to commit fraud. Employers aren’t expecting a candidate to have no debt whatsoever, it’s more about weeding out people who have such serious financial problems that they may be tempted to commit fraud. Many employers repeat the check every year or two years, to make sure that someone’s financial circumstances haven’t changed.

Getting your first passport is a rite of passage, and something most of us do as a child when our parents apply for a passport on our behalf. But if you’ve never had the chance to apply for a passport as a child then getting your first adult passport is quite a different process. Most people apply for a passport in order to travel overseas, but that’s not the only reason. A passport is one of the most widely accepted and trusted forms of identification. A valid passport doesn’t just prove your name and date of birth but your nationality too. If you’ve never had a passport before, you’ll be called for a face to face interview as part of the process.

Making the Appointment

After you’ve sent off your application for your passport, you will be invited to make an appointment for your interview. You have a fair degree of flexibility over when and where you attend and can choose the office most convenient for home or work. If you live in a very remote area, there might be alternative options for an interview closer to home. You can’t book your appointment online, so you’ll have to give the passport office a ring and try to book a slot which suits you.

What Will I Be Asked?

The staff at the passport office are interested in working out if the person in front of them is the person who has filled out the form. They will therefore ask some seemingly random questions to establish your identity. Questions vary; there’s not a standard list of questions which all applicants will be asked as this defeats the purpose of an interview. Applicants might be asked where they were born, the full names and birthdays of their parents, who else lives at their address, or how many siblings they have. As well as the basics, some of the questions are things which are less fact based. Applicants might be asked to describe the route they’d walk from their house to the nearest station or bus stop. Or to describe the house they live in- how many bedrooms, detached or semi-detached, what can they see from the window? All things which are very easy to answer if you’re genuine, but which will stump a fraudulent applicant. You may also be asked about the person who has countersigned your application to make sure you really know them.

Getting Your Passport

The team which conducts the interviews isn’t the same team as produces the passports. They will just record on the system whether you passed the vetting process or not. The standard turnaround time for a passport after interview is just a few days, but issuing a new passport can take longer, especially in the spring at the busy holiday booking period. The good news is that children under 16 don’t require an interview if their parent is applying for their first passport, and when your first passport runs out you can apply for a renewal rather than going through the interview again.

The end of the year is always the time for reflection and statistics, so it’s no surprise that the end of 2019 saw the release of an interesting survey into the state of the pre-employment checking market. Although every employer does their own style of checking or vetting, the broad trends identified in the survey can help candidates predict what kind of employment checks they may be up against in 2020. From an employer’s perspective it can act as a check – if all your competitors are vetting in a certain way, should you be doing it too?

Criminal Records Checks

One of the main conclusions in the report is that employers are asking about criminal records with increased frequency. Around 78% of all organisations now ask about criminal records and do some form of checking. The most common way of checking up on criminal records is by asking candidates to complete a basic DBS check, which will flag up current convictions and cautions only. This is one of the most controversial aspects of pre-employment screening however, as employers have to find the balance between allowing people to leave their past behind and protecting their business.

CV Discrepancies

83% of the companies interviewed for the end of year survey said they had found discrepancies on candidate CVs. Some of these may well be genuine errors, such as misremembering dates of employment or mixing up your exam grades. However, many other discrepancies are intentional, designed to paint the candidate in a better light to give them the edge on the competition. However, companies know that this is a growing problem and are fact-checking CVs with increasing frequency so it’s really not worth risking it. Employers who don’t fact check risk taking on someone who is really not suitable for the role, and who lacks the essential experience required.

Re-Screening

Although most companies are aware of the need to look into the identities and backgrounds of people who are applying to work with them, only a third repeat the process for existing employees. Workers’ situations change over time, and not repeating the screening when someone is promoted or moved into a position with new responsibilities could be risky. It was also found that even when companies have a robust system for checking workers, volunteers, interns and work experience staff often walk into the organisation without any checks at all.

Future of Employment Screening

There’s no surefire way of predicting how employment screening is going to go in the future. However, with more databases going online and social media making it easier than ever to check up on the background of candidates, employers aren’t going to stop doing what they can. If you’re thinking about applying for a new job, probably the most essential thing to do is go through your CV and application forms and make sure that everything is completely accurate. Any errors or deliberate fibs could come back to haunt you in the future – being found out lying on your CV is normally defined as gross misconduct, and cause for immediate dismissal.

Disclosure and Barring Checks, also known as CRB checks or PVG checks in Scotland, are a way of looking at whether or not candidates for a job have a criminal record. A surprisingly high number of people have had a minor brush with the law in the past. Some estimates are that up to a third of men have some sort of criminal record. Having a DBS check is something many people worry about, but that’s usually because of a misunderstanding about the process.

Is DBS standard practice?

There are three different types of DBS check. Basic checks are a confirmation of a candidate’s current, unspent criminal record. That means that crimes which were very minor or happened a long time ago won’t show up on your certificate. You’re therefore under no obligation to tell your employer anything about them. In other sectors, more detailed checks apply. Employers can’t pick and choose which sort of check they will do, as the requirements are set by the government. Usually, it’s fairly clear whether or not a DBS check applies as it will be stated in the job advertisement.

Standard and Enhanced DBS Checks

These are the more detailed types of checks which may reveal older convictions, considered forgotten under other circumstances. But that doesn’t mean that all convictions are automatically disclosed. The police have to tread the line between giving someone a second chance and protecting the people or companies they are applying to work with. The general rule of thumb is that the older and less serious the conviction, the less likely it is to be disclosed. The type of conviction is also relevant in that the police will look at the type of work the applicant will be doing, and whether the conviction is in any way related.

Employment Vetting

If you’re applying for a job which requires a DBS check, then it’s important to bear in mind that it’s just a small part of the employment vetting process. Employers will also chase up references, speak to people who you have been working for in the past, ask to see degree certificates and look at passports to confirm nationality and identity. The information provided on a DBS certificate will just be a small part of their assessment about whether you’re the right person to join their business or not. DBS checks don’t have to be “clean” in order for someone to be employed. Employers just have to prove that they’ve taken steps to minimise risks to the people they are working with. They might look at all of the information and decide that on balance, someone with a minor conviction in the past who has held down a job for the past five or ten years isn’t a risk at all.

Getting Help With Convictions

If you do have a criminal conviction and are concerned about pre-employment checks, then there’s lots of help out there. One of the best sources of information and advice is from Unlock, an ex-offenders charity. Look on their website, email them or contact the helpline for answers to specific questions.

Asking for referees from candidates applying for jobs is nothing new. Although pre-employment checks have extended to encompass everything from social media screening to credit checks, checking references is still as important as ever. There are a lot of myths around references, and what employers can and cannot do.

It’s Illegal To Give a Bad Reference

One of the biggest myths, but one which you’ll hear every day, is that it’s illegal to give a bad reference. This isn’t true, but it’s easy to see how the myth has arisen. Previous employers are not allowed to lie or say something inaccurate about a previous employee without the evidence to back it up. So, if you’ve been sacked, and your ex-employer has all the paperwork from disciplinary investigations, then they are absolutely to state the fact you were sacked. A reference making value judgements or giving negative opinions rather than facts could be challenged.

Many companies get around this tricky legal issue by only giving basic references. They will just confirm that a person of a certain name was employed between stated dates, in a named position. This doesn’t give much to go on from an employer’s point of view but should confirm the position the applicant has stated. There’s no legal requirement to give a reference at all. Most employers do, but as a matter or courtesy not because they are obliged to do so.

Off The Record References

If an employer has been unable to obtain references on an applicant, or if they’ve just had the standard confirmation reference with no detail, they might try another approach. Many recruiters have been known to call up and ask to speak to their applicant’s previous boss and get “off the record” comments about the candidate’s personality, honesty and integrity. Not all managers are prepared to do this but may be happier to have a frank conversation than to put anything in writing. From the new employer’s point of view, it’s worth trying to get a verbal reference, especially in situations where the recruitment decision is borderline.

Who Do I Give as a Referee?

In most cases, it’s best to give the name, phone number and email address of your immediate manager as a referee. If you know for a fact that your employer prefers to give out generic references only, then the contact details for the HR manager may be more appropriate. School leavers and students should list tutors as a referee if they don’t have work references.

It’s also important to remember that it’s never worth lying about your position or responsibilities. If you’ve said that you were a team leader in charge of 20 people, your prospective employer isn’t going to be impressed with a reference stating you didn’t manage anyone at all. Lying in CVs and on application forms is increasingly common, with exaggeration one of the main issues. Companies must check whether people have the experience they claim. Hiring someone very inexperienced, but claiming experience, can be disastrous for a business.