Reasons for Re-screening

Re-screening current employees is still something that many businesses do not recognise as a key component to a solid and reliable background check program. Our 2016 EMEA Employee Screening Benchmark Report revealed that 71% of companies don’t even re-screen when an employee is promoted or changes roles. It is quite possible that someone may have passed a background screen when they were first hired, but in the time they have been employed their circumstances may have changed, meaning they could now pose a risk to your business.

Some industries, such as the financial sector, have regulations to state that certain roles must be re-screened at regular intervals to ensure employees are fit and proper to conduct their duties. But even without regulatory pressure, best practice indicates re-screening is a must to ensure you have done everything possible to mitigate employee risk.

But how much is too much? Our tips on getting the balance right:

• Re-screen when employees are promoted or changing roles to make sure they are fit for the new role.
• Re-screen temporary workers every time they are contracted for work.
• Senior staff should not be considered above the process. Our Untouchables whitepaper revealed that 24% of firms admit it is possible board members have never been checked – don’t leave them out of the re-screening program.
• Re-screen all or a selection of staff annually to ensure you have taken proper measures to reduce employee risk.

How to run a successful re-screening program:

• As with many HR initiatives, communication is key. Have a clear policy for background screening that includes your re-screening program. Ensure all employees are made aware of the policy and have a place 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 re-screening policy must be proportionate to the role the employee is in. The level of screening should reflect the potential risk to the business and the requirements of the role.
• What do you do if information is discovered? It is key you have a policy in place for this event so the information can be dealt with appropriately. The findings should be looked at in the context of the role, and should prompt a conversation with the employee.

 

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