Mitigating Employment Risk in the Technology Sector
The evolving threat landscape requires technology businesses to move beyond traditional, transactional approaches to employment screening.
This article was originally published on UK Tech News on October 14, 2025.
Historically, many technology companies have considered employment background screening to be quite transactional, focusing on metrics such as turnaround times and adjudication rates. Additionally, there hasn’t been much variation in the components of their screening programmes (e.g., roles of all levels were often screened for the same things, despite certain roles being more senior or having access to sensitive data undoubtedly carrying a greater degree of risk).
However, in the past year or so, we have seen more businesses acknowledging evolving threats to their business (e.g. fake identity documents, entirely fictitious identities, additional need for/concern about protecting personal information) and many savvy companies are adapting their screening programmes to help mitigate these risks.
Here are four types of employment risk that some technology companies are becoming increasingly concerned about and some proactive measures that could help protect against them before it’s too late.
1. ID Fraud
Consider: A digital ID verification solution to fortify your identity document checks
Until recently, many businesses have been relying upon basic identity document (ID) checks, which could easily be circumvented, to verify that a candidate has a valid ID. However, thanks to the latest developments in ID verification technology, advanced digital ID verification solutions may offer significant benefits, including rapid document authentication, biometric-driven identity verification and cross-referencing against global databases to help detect fraudulent documents and identities.
The urgency of implementing robust ID verification became starkly apparent in 2024 when cybersecurity firm KnowBe4 inadvertently hired a North Korean operative posing as a software engineer. The individual used stolen U.S. credentials and an AI-enhanced photo to bypass standard background checks. This incident highlights how sophisticated networks of threat actors can pose ongoing risks to organisations of all sizes.
2. Employee Misconduct
Consider: Conduct or social media searches to detect candidate or employee behaviours that may raise red flags
Enterprise technology companies may face heightened exposure to reputational damage from employee misconduct, given their high public visibility and often large global workforces. Incidents involving discrimination, harassment or other problematic behaviours can quickly escalate into brand-damaging events if made public, which could impact customer trust, employee morale and workforce retention.
While traditional pre-employment screening checks used by technology companies – such as criminal record checks, employment and education verifications and ID checks – provide a good foundation for employment risk mitigation, they lack the scope to identify behavioural patterns that could undermine your organisation’s culture.
Conduct searches leverage global public records and civil databases to uncover documented behavioural incidents that may not appear in standard criminal checks, providing critical intelligence across jurisdictions with varying screening restrictions. Social media searches analyse candidates’ and employees’ public digital footprints to identify concerning online behaviours, discriminatory statements or interactions that could signal cultural misalignment or reputational risk. Together, these tools may provide a valuable behavioural risk assessment to help uncover insights to support a company’s hiring and retention decisions.
3. Vendors and Your Contingent Workforce
Consider: An extended workforce screening solution to help drive consistent standards for screening across your entire workforce
Many technology companies rely heavily on their contingent workforce (including contractors, freelancers and third-party vendors) to maintain flexibility and manage costs. However, despite contingent workers often having access to the same systems, data, and intellectual property as full-time employees, they might undergo less rigorous screening processes or, worryingly, sometimes none at all. This can create a vulnerability in the organisation’s security posture, as malicious actors may target contractor positions as easier entry points into company systems.
An extended workforce screening solution can help ensure consistent screening standards across all worker classifications including contractors, temporary staff and vendor employees. This approach may include consistent background checks and regular rescreening based on role sensitivity and duration of engagement. Companies implementing a comprehensive extended workforce screening programme may find it to be a helpful tool to support their efforts to maintain security whilst leveraging flexible staffing models.
4. Your Current Workforce
Consider: Periodic rescreening of your workforce to detect any changes within your workforce that may impact your employment risk
Employment screening shouldn’t be a one-and-done process that finishes once an individual is hired. Circumstances change and new information may emerge that could affect a worker’s suitability for their role. Periodic rescreening can help businesses to maintain ongoing visibility into their workforce’s risk profile.
The frequency and scope of rescreening should typically be tailored based on factors like role sensitivity and legal or regulatory requirements with positions involving access to financial systems, customer data or critical infrastructure perhaps requiring more frequent and more robust review. Rescreening best practices – where there are no laws or regulations stipulating how often it must be conducted – include conducting checks at regular intervals (often every two to three years for standard roles and annually for high-risk positions) and rescreening ahead of promotions to higher-risk roles.
Summary
The evolving threat landscape requires technology businesses to move beyond traditional, transactional approaches to employment screening. A comprehensive background screening programme that includes advanced identity verification, behavioural checks to help identify threats to your company culture and reputation, extended workforce coverage and periodic rescreening of your existing workforce can help create multiple layers of protection against sophisticated threats. This proactive approach not only helps with risk mitigation efforts, but also demonstrates due diligence to stakeholders, customers and regulators.
Companies that invest in robust screening programmes may be able to position themselves to attract top talent whilst maintaining security and compliance standards. The cost of implementing comprehensive screening can be minimal compared with the potential impact of a security breach. As the technology sector continues to evolve, those organisations that prioritise employment risk mitigation may be best positioned to thrive in an increasingly complex threat environment.
Release Date: November 3, 2025