Blog by Danilio Davila, Executive Director, GroupOne Background Screening

Most employers take a great deal of time on the accurate and thorough validation of a candidate at the time of their initial interview. Whether a candidate goes through extensive interviews or the expansive background screening, your new “hire” should be evaluated as completely as possible.

Your clients, patients, employees and administrators should have the utmost confidence your new employees will fit into the workplace and have the capability to deliver quality service.

After the employee has been working for your organization for several months, what changes in their background could possibly occur? The always-changing movement of litigation impacts employees at every level. It’s not unusual for criminal convictions to be released and posted six months after they took place meaning, you could have hired someone with a criminal record.

The practice of conducting “rechecks” on recently hired employees has increased over the last 10 years. At least 15 percent of the employers who participated in the July 2017 National Association of Professional Background Screening survey indicated that reports are conducted at times other than the initial hiring process because of company requirements.

Post-employment background screening takes place for various purposes. The most common types of reports conducted after hiring is an annual (or even quarterly or monthly) criminal check. Health care employers also request annual sanction rechecks to be run on their employees. Transportation companies will usually request post-hire motor vehicle checks.

The tools used to implement post-employment reporting have evolved and the expenditures are reasonable when adhering to safe workplace standards. As a human resource and talent management official, it is a practice consider.

 

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