2 cissp ® Official Study Guide Eighth Edition

Candidate Screening and Hiring
Employment candidate screening for a specific position is based on the sensitivity and 
classification defined by the job description. The sensitivity and classification of a specific 
position is dependent on the level of harm that could be caused by accidental or intentional 
violations of security by a person in the position. Thus, the thoroughness of the screening 
process should reflect the security of the position to be filled.
Employment candidate screening, background checks, reference checks, education
verification, and security clearance validation are essential elements in proving that a can-
didate is adequate, qualified, and trustworthy for a secured position. 
Background checks
include obtaining a candidate’s work and educational history; checking references; verify-
ing education; interviewing colleagues, neighbors, and friends; checking police and govern-
ment records for arrests or illegal activities; verifying identity through fingerprints, driver’s 
license, and birth certificate; and holding a personal interview. This process could also 
include a polygraph test, drug testing, and personality testing/evaluation.
Performing online background checks and reviewing the social networking accounts of 
applicants has become standard practice for many organizations. If a potential employee has 
posted inappropriate materials to their photo sharing site, social networking biographies, or 
public instant messaging services, then they are not as attractive a candidate as those who 
did not. Our actions in the public eye become permanent when they are recorded in text, 
photo, or video and then posted online. A general picture of a person’s attitude, intelligence, 
loyalty, common sense, diligence, honesty, respect, consistency, and adherence to social 
norms and/or corporate culture can be gleaned quickly by viewing a person’s online identity.