Background checks do not only exist during the pre-employment stage but can also be conducted when individuals are already employed. If you are considering or have questions about conducting post-hire background checks, you will need a dependable employment background screening company. They can help you with all the background screening products you may need. A good place to start is to review the trends of employment screening which contains current background screening trends.
Potential best practices for creating a post-hire background check policy:
1. Background Check Validity
Conducting a pre-employment background check can provide you with a sense of who you are considering hiring based on the candidate’s past performance. However, what about current behavior once the individual becomes an employee? A good practice could be to rescreen your employees periodically or continually. Consider these questions as a guide:
- Does the employee’s behavior put others at risk if he/she is suspected of criminal activity?
- Has the employee’s performance changed or got worse?
- Is the employee’s job critical? Do they have access to finance, security, or healthcare?
If the answer is “yes” to any of the questions above, then you may want to consider running a post-hire background check. Note that utilizing a background check for a current employee might fall under an investigative consumer report if there is a specific “on the job” reason to do the background check.
2. Background Check or Screening Policy Requirements
Your post-hire background screening policy should indicate which positions will be screened, what specific searches are required, and why these searches are required. Of course, the employment background screening company can facilitate the screening, but you also need to know the rights and legal obligations to protect consumer rights, and consumer privacy, and to remain in compliance. Consumer rights include providing a disclosure and obtaining authorization before screening. In addition, there are employer obligations to follow pre-adverse and adverse action procedures.
The important thing is to remember that a post-hire background check policy may need to be a distinctly separate policy from a pre-employment background check policy. A post-hire background can be conducted due to job performance, accidents, or promotions. Edge will apply the same Federal and State FCRA rules regardless of pre-employment or employment status. How an employer utilizes this information in the hiring and the continual hiring process should be explained within their policies.
3. Other Considerations
Post-hire screening should be initiated with care. An employer must be aware that the policy is not discriminatory and follows EEOC guidelines, is not costly, and should relate to the job performance.
On the other hand, employees may revoke their authorization to be screened at any time.
Employees must understand and acknowledge any new policies that would affect them. Any policy created should be reviewed and signed by every employee.
Final Thoughts
It is one of the best practices for an employer to get the correct people needed for the job. Being extra cautious is not bad either. If you are looking for a reliable and ethical screening company, Edge Information is the best in town. We base our business code on ethics, respect, integrity, justice, lawfulness, accountability, and teamwork. Call us now.
