Employees go rogue - or they join your company fully intending to commit a crime against or using the company.

Risk Values identifies those that display a propensity to commit financial crime.

It is non-discriminatory for race, religion, even address.

Although the candidate's name is taken this is purely so that you can identify thr record and is not stored or used in any way. If you prefer you can put a candidate code into that response box.

Risk Values does require and act on gender and age. This is not, however, for any form of prejudice. Simply gender and age are factors that affect the way that people view their world. And no matter how we dress it up, when you take on an employee, their world and yours collide.

Because the responses are handled by a black-box algorithm over which you have no control and to which you have no access, you can be assured that no complaint as to discrimination can ever be proved.

We do not recommend that a particular Risk Value should be a determinant for taking on or rejecting, or for retaining or dismissing, an employee. What it does do is indicate to you the level of monitoring that should be applied to any particular employee.

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2008 - an accounts executive stole some GBP2 million from her employer, bringing the company into insolvency from which it could not recover. It was discovered that she had had a previous conviction for fraud against a former employer which she had concealed. After leaving the company she killed, she joined another company and had already begun stealing from that company by the time she was arrested.

Nothing in the interview procedures of any of the companies concerned revealed that she was a recidivist embezzler.