Re-Screening Employees, What’s the Benchmark?

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2016 HireRight EMEA Employment Screening Benchmark Report

Research from our latest benchmarking survey has revealed the different approaches to re-screening in EMEA. Businesses have to be aware of the threats posed not only by new hires, but also by existing employees. People who rise up through a company may have never been screened at a lower entry level, or things simply may have changed. Either way, re-screening employees is becoming an increasing area of focus.

It can be a difficult area to address and introduce into a workplace, especially where businesses potentially have senior staff members who have never had their qualifications and experience questioned before. It is key for HR teams to address the issue sensitively, and reinforce the benefits of introducing such an approach.

Carrying out due diligence annually on all or a selection of staff can reveal if someone has criminal or financial issues or conflicting directorships – and encourage people to discuss such issues openly. This ensures that the right action is taken to protect the business – whether that is offering help and support or taking more stringent measures.

Re-screening is increasingly being recognised as best practice, however, seven in ten (71%) EMEA organisations don’t even re-screen employees who are being promoted, or changing roles. That is despite half (49%) having uncovered issues during screening that wouldn’t otherwise have been flagged.

Our latest benchmarking report reveals the percentages of businesses who re-screen at different stages of an individual’s employment.

HireRight_EMEA_Benchmark Report_Chart6

 

To see more trends and challenges in background screening, and the full report on the research conducted, download your copy of our 2016 EMEA Employment Screening Benchmark Report.

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HireRight is here to help guide you through the biggest screening challenges so you can focus on what’s important to you; attracting top talent. HireRight provides employment background screening services to organisations of any size, in every industry, and nearly anywhere.

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The HireRight Blog is provided for informational purposes only and should not be construed as legal advice. Any statutes or laws cited in this article should be read in their entirety. If you or your customers have questions concerning compliance and obligations under United States or International laws or regulations, we suggest that you address these directly with your legal department or outside counsel.

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