Nowadays, the online world and social media have become a part of people’s lives. Besides using social media creatively, there are some groups of people who have a history of adverse news in the online world or those who have committed offenses but are involved in dark cases that cannot be verified in criminal records, such as physical assault cases, sexual harassment cases, etc.
Therefore, checking the adverse media history of individuals online, or Adverse Media Checker, is another aid for organizations that want to select trustworthy individuals with a reliable history to join their teams, preventing people who might have a bad history but have never been prosecuted from joining the workforce.
The disadvantages of hiring employees with a history of adverse media
Hiring employees with a history of adverse media can be as risky as hiring those with criminal backgrounds. This is because some of these individuals may pose silent threats, having never been prosecuted for their actions. Choosing to bring such individuals on board might potentially harm the organization or its future employees. The downsides of hiring these employees are including
1. Physical Abuse
Physical abuse is a problem that can occur anywhere, including families, public spaces, and workplaces, especially in service-related jobs. Incidents where service providers physically harm customers can tarnish the reputation of the organization. Many individuals who resort to violence might have never been prosecuted or are involved in ongoing criminal cases, making it impossible to verify through criminal records.
Case example of news on physical abuse:
This is a news story that occurred on July 5, 2023, when the former celebrity, Keng Metas, brought forth evidence to complain that he was assaulted by a group of debt collectors from a gambling website at a restaurant in the Bang Kruai area, Nonthaburi, on June 30th. Mr. Keng was surrounded, threatened, and physically harmed by the group before the Bang Kruai Police Station officers intervened to control the situation
From the mentioned incident, arrest warrants have been issued for the suspects, namely Mr. Prasert Jongmisuk or “Laem,” aged 45, Mr. Surasak Kamnun Sak or “Deng,” aged 34, and Mr. Apichat Ruengfak or “Foo,” aged 32, for the joint charge of robbery with possession of weapons.
2. Sexual Harassment
Sexual harassment has been a long-standing issue, especially in workplaces, and it is not always possible to identify perpetrators through criminal background checks. This is largely due to the reluctance of victims to report the incidents to the police, fearing reputation damage. However, in recent times, many victims have resorted to posting about the perpetrators on online platforms, intending to tarnish their reputations. While this approach can disgrace the offenders, it might also allow them to evade legal prosecutions, possibly leading them to commit further offenses in the future, tarnishing the reputation of other organizations they may join, and creating a stressful work environment for their colleagues.
Case example of news on sexual harassment:
The incident took place in November 2019, when Mr. Ravipon Pumruang, an assistant director of a Y series, was charged in a case of sexually harassing a 15-year-old boy. This led to his arrest in a joint operation by the DSI and the Bang Bua Thong Police Station, despite his denials. This case underscores the critical responsibility organizations have to conduct thorough background checks to safeguard their reputation and ensure a safe working environment. It also highlights the evolving nature of how these cases are reported and handled in the digital age, with social media playing an increasingly prominent role in bringing such incidents to light.
From the mentioned news, it has resulted in Mr. Ruvipon being punished by the organization he is working for, by suspending him pending the outcome of the investigation, and he will be immediately dismissed from his position if the investigation finds him to be truly guilty.
Fraud is yet another problem many organizations face. This can involve employees defrauding each other or the company itself, leading to loss of assets and vital company information. Sometimes, the perpetrators employ sophisticated fraud methods that cannot be detected by merely checking criminal records. There is a risk that when an organization hires an employee with a history of fraud, that individual might commit fraud again in the new organization, causing damage to the organization.
Example of a news case on fraud:
This is a news incident that happened in January 2016 when a group of more than 50 rubber farmers from groups 2, 5, and 7 from the small hill sub-district, Sichon district, Nakhon Si Thammarat province, reported a case to the Sichon police station. They filed a case against Kittiporn Pengchamnan, the owner of a garden supplement shop, in a fraud case. This is because Kittiporn cheated the members out of their share of the money, amounting to more than 3 million baht.
This case started with Mrs. Kittiporn, who ran two share groups consisting of 143 members. Each member of the share groups had to pay a fee of 1,000 baht twice a month, on the 1st and 15th, for a period of 2-3 years, and could peer share 200,000-300,000 baht at a time. However, the shareholders found that they did not receive the share value. Meanwhile, Mrs. Kittiporn closed her beauty salon and fled to open a new shop in Sichon district. The total amount of money she swindled from her shareholders is approximately 3 million baht.
Conducting Adverse Media background checks is another option for organizations that want to protect themselves from hiring individuals with undesirable histories, who may not necessarily have criminal records. Sometimes, those who manage to avoid having criminal records can still cause harm to the organization and its employees. Therefore, checking a person’s background through news on online media can be an excellent tool to help organizations hire trustworthy and confident employees.