Most companies do an excellent job of screening their candidates to mitigate risks, but they are strapping themselves up for surprises when they lack the frequent rescreening of their employees. As robust as a background check can be, it is only valid at that point in time, before the hire. A 2018 survey shared with SHRM by Sterling shows that only 4 percent of 6,500 HR professionals said that their organizations perform continuous, rolling background checks on their employees
Neglecting the follow-up background checks may cost some companies in the case of accidents, harassment, or other unethical work behaviors, especially those in high-risk industries.
What does rescreening mean?
Similar to screening, it is the process of performing background checks on employees after a period of employment, be it five months or five years. Rescreening processes are typically less broad than the first screening, with certain parameters you can exclude – such as education, previous employment history, and personal identification. Rescreening should alert companies on threats based on circumstances changes and dynamic risks leading to possible embezzlement, fraud, and theft to violent behaviour.
Reasons for rescreening current employees
Keeping up with your employees’ lives
People change over time, and rescreening helps to justify your investment in the employees. As the face of your company, your employees have access to your key corporate information and need to interact with clients, vendors, and the public. Employers are not able to predict the future of their employees from the point of hire, and it is unfair to assume patterns of employees’ current behaviors based on their background checks ages ago. It is crucial to rescreen employees lined up for promotions, transfers, secondment, or a change in their job responsibilities in case of potential liabilities.
Verify initial background checks to reduce mistakes
Some employees managed to slip through the cracks bypassing the initial screening process or get away with their provision of false information. Irrespective of whether it is a case of innocent mistakes or intentional frauds, companies can protect themselves with regular rescreening. Negligent hiring is a legal claim made against businesses who do not adequately assess the risk that an employee poses to the workplace.
Changing requirements for background screening
Companies are valuing more in-depth background screening over time, such that the background screens from 5 years ago will be different than the more comprehensive checks today. Employees need to be rescreened to make sure all their credentials are not in conflict with the organization.
Talent acquisition and retention have become a more significant challenge in the hiring landscape today, and that pushes companies to invest in thorough and rigorous background screenings. Pre-hire screens is a crucial risk management technique, but it is not enough. With an average job tenure of 4.2 years in the U.S., companies need to mitigate risks during employment with constant rescreening.
How to run a rescreening program
A well-defined rescreening program keeps security standards high and helps to identify internal threats. Commonly, rescreening programs run annually, and when employees move into high-risk roles with greater responsibilities. Sterling RISQ is an industry leader in employment background checks and performs rescreening programs suited with your candidates in mind. Contact us to learn more about how Sterling RISQ can help uncover risk through rescreening based on our unique client case management model enabled by state-of-the-art technology.
This publication is for informational purposes only and nothing contained in it should be construed as legal advice. We expressly disclaim any warranty or responsibility for damages arising out this information. We encourage you to consult with legal counsel regarding your specific needs. We do not undertake any duty to update previously posted materials.