Post-Hire Screening: Background Checks Should Not Be a One & Done Process

Post-hire background checks are paving their way to a new normal. A lot has changed over the last year, with employers globally adopting remote hiring. But the need for employment background screening shall remain and will be more stringent than ever before. 

Why is post-hire screening essential?

As per the 2020 PBSA (Professional Background Screening Association) background screening survey, the top three reasons for conducting background checks are primarily the same as years before:

• Protecting the safety of employees and customers (83%)
• Improving the quality of hires (51%) 
• Mandated by law/regulations (40%)

From phasing out of ‘salary history’ questions to the prohibition of inquiring about criminal histories (“Ban the Box” regulation), the background screening process has constantly been updating and progressing in every normal.  

Pre-hire background checks have been the norm. But that only full-proofs the hiring of qualified and honest candidates. But is that enough? How to ensure the company’s future and its workforce’s safety against any risk that was not present during the hiring phase? 

With shifts in laws, statutes, market, industry, and business, employers’ needs also change, escalating compliance requirements. In this case, an employer cannot risk having even a minute liability, and you would better be proactive than reactive. 

Post-employment background checks ensure just that while fostering a safer environment and protecting your brand. Hence, many employers are getting onboard with screening their employees even during employment and keeping a continuous check to further their security. 

With pre, post, and ongoing employment background checks, an employer ensures that the people they hire continue to be the quality candidates their company wants.

How to structure post-employment screening?

While employers feel secure, there are chances that employees might not. As a result, the post-hire screening may cause uneasiness or distrust. Hence, it is of paramount importance to employers to streamline a process that demonstrates honesty and transparency. 

Therefore, an employer must set a robust post-hire background check policy that complies with:

• EEOC (Equal Employment Opportunity) regulations to ensure a non-discriminatory, culture-agnostic screening program that does not hamper employee morale and prevent harassment
• FCRA (Fair Credit Reporting Act) compliance directs employers to seek consent at all times and before every screening; few states are eligible to seek evergreen consent from their employees to avoid any hassle
• Data privacy and Security laws such that employees’ privacy is protected every step of the way

Adding to these compliances, a company must ensure that managers handling the screening program are both capable and qualified. They should be able to provide not just an effective process but also permeate trust among employees. 

How can an employer keep up the morale of employees during post-hire background checks?

Here are some tips:

1. Communicating Openly: Assuring employees that rescreening is only basic hygiene conduct for the company to ensure their records are up-to-date.
2. Bringing a positive shift in perspective: Post-offer background checks make sure that changes in employee circumstances are being accounted for as they move through their careers. This approach will consequently support their career growth.
3. Inculcating the spirit of community: Running compliant background checks guarantees a safe workspace for all while setting the company image as authentic and well-compliant. As a result, you can unlock growth for the business and mitigate any risk of reputational damage.
4. Defining a culture of growth: Post-employment verification helps against any potential inside threats (including data theft, data breaches, and physical theft). It also encourages employees to be transparent about changes in circumstances that may impact the business. 

Final thoughts

While post-hire screening sounds good on paper, it may seem complex to many employers. But gone are the days when the employees’ background check was limited, bounded, or complicated in any way. Today, especially after the pandemic and the rise of gig and remote working, many employers are exploring innovative and advanced background screening methods. 

Companies are leveraging technology to adopt a compliant, seamless, and error-free arrangement, especially with the growth of Applicant Tracking Systems (ATS). This advancement shortens the screening time and cost for employers. It also aids in improved candidate experience and process efficiency where all the data of employees stay in the ATS, thereby introducing further encryption to the system.

Whether you are adapting to remote work or managing a hybrid model, maintaining a compliant and effective background screening process will be crucial to get the business running. The only constant is change, and it is a smart move to adapt to the transition to cause disruption rather than be disrupte