Rescreening current employees is still something many businesses do not recognise as a key component to a solid and reliable background screening program. The 2018 HireRight EMEA Employment Screening Benchmark Survey reveals that 39% of employees are rescreened after being promoted or changing roles, but only 15% currently rescreen employees with no status change (in the same role), indicating a potential oversight in their company’s screening policy.
Whilst it is quite possible that someone may have passed a background screen when they were first hired, in the time they have been employed their circumstances may have changed, meaning they could now pose a risk to your business. Regular rescreening can help to keep your security standards high and help to identify any potential internal threats.
So what is rescreening and when should you rescreen?
What is Rescreening?
Rescreening is the process of screening current employees after a period of employment, compared to the traditional background screening of potential employees pre-hire. This process is usually not as broad as initial pre-employment background screening, as factors such as previous employment, education history and ID have already been verified pre-hire. A typical rescreening policy may comprise of global watch list, criminal checks, and credit reports for certain roles, however this can vary from client to client.
When Should You Rescreen?
The need for rescreening and the frequency it is undertaken will vary. Typical instances of when employers may rescreen employees are:
- Annually – For regulated positions. In particular, if the role is Financial Conduct Authority (FCA) regulated and falls under the Senior Managers Regime (SMR) then annual rescreening is required to demonstrate that employees are fit for their role.
- Periodically – For companies who rescreen, this is often processed in cycles. For example, employees may be screened once every three years, meaning that within a three year cycle all employees are rescreened. This has the added benefit of spreading the cost of rescreening over three financial years.
- Before a move to a higher-risk position – Moving to a managerial role, perhaps with control over budget, may require a rescreen, particularly if the initial screen was for an entry level role. This could also apply if a role is given new responsibilities which make the job higher risk.
- When moving internationally within your company – Unless you have a global screening policy in place, it is likely that candidates will be screened to different standards in different locations.
- Following a merger – If a company is bought out by another, it is possible that the background screening may have not been to the same standard, and candidates may need to be rescreened.
How to Run a Successful Rescreening Program
As with many HR initiatives, communication is key. Here are a few pointers to help run a successful rescreening program:
- Have a clear policy for background screening that includes your rescreening program. Ensure all employees are made aware of the policy and have an opportunity to ask any questions they may have.
- Always make sure your policies comply with local data protection laws and any applicable industry regulations.
- Like screening a new employee, your rescreening policy must be proportionate to the employee’s role. The level of screening should reflect the potential risk to the business and the requirements of the job.
- What do you do if issues are discovered during a rescreen? It is key you have a policy in place in this event so the information can be dealt with appropriately. The findings should be looked at in the context of the role and prompt a conversation with the employee.
If you would like to find out more about HireRight’s rescreening services, please contact our Sales team.