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- [Narrator] From a security perspective,

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hiring a new employee is one of the most

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important decisions that
an organization makes.

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The insider threat is real.

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An organization's employees
have privileged access

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to all kinds of sensitive
information and systems.

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Of course, it's impossible to filter out

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all of the bad apples,

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but organizations have a
responsibility to ensure

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that security plays a prominent
role in the hiring process.

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Spending a little extra
time on security issues

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before hiring an employee

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can help avoid costly mistakes.

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Every organization should perform

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preemployment screening to verify

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the backgrounds of potential hires.

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The timing an contents of
this screening will vary

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based upon the type of organization,

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the job position, and legal constraints

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in the specific state or country

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where the employee is hired.

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Some common components of
preemployment screening

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include checking for a criminal background

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in all states and countries
where the employee

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has lived or worked,

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verifying that an employee is not listed

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on the sex offender registry.

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This is often a mandatory part

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of preemployment screening for positions

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where the employee will
work with children,

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such as in a school or childcare facility.

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Checking references
provided by the employee

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as well as using personal contacts

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at past employers to learn more

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about a job candidate.

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Verifying that the educational
and employment experience

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on a resume is accurate by
contacting schools and employers.

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And in some cases,
organizations may perform

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credit checks to further investigate

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an employee's background,

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although obtaining and
using this information

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requires written consent of the employee

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and is heavily regulated,

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so many organizations skip this portion

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of background checks.

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Organizations should use
written employment agreements

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that spell out the
employee's responsibilities

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in many different areas.

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For the purposes of the exam,

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you should know that this may include

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security-related responsibilities.

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Two specific areas that organizations

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should consider including
in employment agreements

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are nondisclosure agreements or NDAs,

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where the employee agrees not to disclose

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any confidential information learned

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during the course of employment

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even after the employee
leaves the organization,

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and asset return agreements,

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where the employee agrees to return

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all of the organization's property

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at the end of employment.

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This should include both information

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and physical assets.

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Finally, employers should use

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the hiring and orientation process

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as an opportunity to familiarize employees

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with the organization's security policies

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through training and perhaps
a written acknowledgement

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from each new hire that he or she

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has read and agrees to the
organization's security policies.