The Case for Re-Screening Employees

While pre-employment screening is commonplace in the hiring process, re-screening is notably less so. In fact, 48% of employers do not re-screen employees after the initial background check.

To protect the safety of your workplace and affirmatively demonstrate due diligence, it is a best practice to continue screening throughout an employee’s tenure. Relying solely on pre-hire screening provides only a snapshot of an employee’s relevant background. Re-screening can bring to light important changes that may impact an employee’s continued qualifications for their existing role. It is recommended to periodically re-screen, particularly prior to a promotion or department switch.

It’s your reputation on the line.

Re-screening protects the company and its stakeholders. Consider the example of an employee who is a member of your financial department and, since the time of their employment, has engaged in credit card fraud. Considering their illicit behavior was not caught by authorities at the time of their hire, the initial background check would not have detected it. In this context, re-screening could play a pivotal role in uncovering important details that could safeguard a company’s financial security and reputation.

Criminal history is only part of the picture.

It is not only criminal history that employers should be conscious of when it comes to re-screening. In general, employers should be aware of any changes in an employee’s situation that may present a risk within their current or upcoming role. Examples may include licensing credentials, drug testing, and driving records. Consider a commercial driver who requires a CDL by law. Regulation changes in the last five years mandated that commercial drivers self-certify for one of four possible CDL types. Failure to do so would result in revocation of the driver’s commercial license, making a license verification extremely pertinent for employers to be aware of.

While re-screening carries its host of benefits, it is important that employers follow all FCRA requirements, just as you did during the initial pre-employment screening process. Notably, re-screening requires employee consent and an opportunity to dispute any detrimental findings.

Curious about re-screening solutions to protect your company and its key stakeholders? Learn about our ongoing employee screening services.

About Michael Gaul

Michael is a results-oriented marketing executive with over two decades of experience in employment screening, physical security, and business process management. Michael has deep experience in human capital risk management and a passion for educating business leaders and HR professionals on strategies that tangibly protect their interests. Michael serves on the Board of the Secure Cash and Transport Association (SCTA) and is a member of the National Association of Professional Background Screeners (NAPBS), and the American Society of Industrial Security (ASIS).
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