Once a Winner, Not Always a Winner: 3 Reasons to Re-Screen Employees

Nick Fishman

Rescreening Employees

Before hiring a candidate, you order an employment background check. Let’s say the results come back clean in every area—criminal background, resume verification, and drug screening. Your candidate also meets the requirements and skills needed for the position, so you decide to move forward. Now the question is…is a one-time background check enough? Maybe, maybe not.

You make a hiring decision based on the information you have at the time of hire, and as I’m sure you already know—people and circumstances change over time. That being said, it’s important to maintain a safe work environment by not only screening new employees, but current ones as well.

3 Reasons to Re-Screen Employees

1. Maintain Compliance—Following Industry Standards & the Law

Many industries have regulations that require an updated background check of sorts for employees. For example, for someone working in the transportation industry, a Motor Vehicle Record check might be required on an annual basis. Or for those in the healthcare industry, an Office of Inspector General (OIG) search is key to ensuring that your employee has not been added to any sanctions list. In addition to industry regulations, some company policies might require that employees pass a background check on a regular basis. Find out more about compliance regulations.

2. Criminal Records—Clean Today Convicted Tomorrow?

So your employee was clean when you first ordered a criminal background check…but what about a year or two later? Depending on the position and industry, knowing if your employee has been convicted could be vital for the protection of your company or organization. For example, many in the education industry rescreen teachers and other employees every few years to maintain a safe learning environment. Find out more about conducting a comprehensive criminal background check.

3. Substance Abuse Screening—It’s All About Consistency

You may or may not conduct drug testing on employees in the first place, but for those that do, it’s important to re-screen consistently, perhaps on an annual basis. Find out more about substance abuse screening.

Bottom Line

Remember that the aim of this post is not to suggest that employers should be suspicious of their employees. If you already conduct pre-employment background checks, you are making the best hiring decisions based on the information you have at the time.

However, also consider that if you decide to re-screen employees and do find a something—like a criminal record—this doesn’t necessarily mean an automatic dismissal for that employee. As with all pre-employment background checks, the process of re-screening employees should follow regulations for your industry and ensure compliance with state and federal laws.

Interested in how EmployeeScreenIQ provides re-screening services to our clients? Find out more here.

How do you avoid a hiring horror story?

Download our article to determine if your background screening provider is giving you the most accurate results for more intelligent hiring decisions.

Nick Fishman
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Nick Fishman

Nick Fishman is the co-founder of EmployeeScreenIQ, a leading, global employment background screening provider, and serves as the company’s executive vice president and chief marketing officer. He pioneered the creation of EmployeeScreen University, the #1 educational resource on employment background checks for human resources, security and risk management professionals. A recognized industry expert, Nick is a frequent author, presenter and contributor to the news media. Nick is also a licensed private investigator in the states of Ohio and Texas.
Nick Fishman
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