就业筛查是大多数组织招聘计划的重要组成部分，因为背景筛查会产生很多好处：促进更好的招聘质量，帮助雇主遵守州和联邦立法，减轻广泛的工作场所风险，并保护他们的来之不易的名声。
事实上，在对观火 2020 年就业筛选基准报告调查做出回应的组织中，97%表示他们正在执行某种类型的背景筛选。虽然今天的雇主肯定会通过背景筛查将自己与多种风险隔离开来，但他们的回应揭示了他们计划中的一些关键差距。
在职员工可能构成风险雇主让自己变得脆弱的一个领域是与他们的现任员工在一起。不到一半 (47%) 的受访者在雇用后重新筛选员工。对于许多组织而言，对现有员工进行背景调查是一种有效的风险缓解措施。
毕竟，即使在雇用后，员工也可能因您作为雇主想知道的罪行而被定罪。例如，一名负有驾驶责任的员工可能会被判酒后驾驶罪名成立——这可能是任何雇主都想知道的一个重要事实。
有国际关系的雇员
雇主将自己置于不必要风险的另一个领域是筛选在其所在国家/地区以外生活、工作或学习的家庭雇员。近三分之一 (31%) 的调查受访者未核实其在美国的候选人的教育或就业经验。
尽管组织积极招聘具有全球经验的候选人，但这种背景筛选差距仍然存在；55% 的受访者招聘此类候选人。一个背景审查程序，验证国外的经验将帮助这些雇主确保他们的申请者的资格，他们正在寻求。
在某些情况下，核实候选人的外国历史还有助于发现犯罪记录信息，并帮助雇主做出更有根据的招聘决定。
临时工经常被忽视
许多雇主的背景审查计划中的另一个关键潜在差距集中在他们如何处理他们的扩展劳动力，其中包括临时工、承包商和志愿者等非永久雇员。
在回答调查的雇主中，使用大量劳动力的雇主中，32% 不对这些人进行任何形式的背景调查。
虽然这些工人不构成永久工资单的一部分，但他们仍然可以访问数据、设施、客户和资产。在这方面，它们可能对您的组织构成威胁。
许多雇主获益
虽然这些差距可能会给雇主带来重大的风险机会，但好消息是，一些数字显示比上一年的数据有所改善。
2012 年，只有 34% 的雇主报告称在雇用后重新筛选员工，今年增加了 13%。另一个流程改进是扩展劳动力筛选。去年，有 35% 使用这些类型的非雇员的雇主没有对这些人进行背景调查；2013 年的数据显示提高了 3%。
Employment screening is a critical component of most organizations’ hiring programs, seeing as background screening produces a wealth of benefits: promoting a better quality of hire, helping employers comply with state and federal legislation, mitigating a wide range of workplace risks, and protecting their hard-earned reputation.
In fact, 97% of the organizations responding to HireRight’s 2013 Employment Screening Benchmarking Report survey reported they are performing some type of background screening. While employers today are certainly insulating themselves from multiple risks through background screening, their responses reveal some critical gaps in their programs.
Current Employees Could Pose a Risk
One area in which employers are leaving themselves vulnerable is with their current employees. Fewer than half (47%) of respondents are re-screening employees after hire. For many organizations, performing background checks on current employees is an effective risk mitigation measure.
After all, even after hire, employees could be convicted of crimes about which you as an employer would want to know. For example, an employee with driving responsibilities could be found guilty of driving while intoxicated – probably an important fact of which any employer would want to be aware.
Employees with International Ties
Another area in which employers are exposing themselves to unnecessary risk is screening domestic employees who have lived, worked, or studied outside of the country in which they’re based. Nearly a third (31%) of survey respondents don’t verify the educational or employment experience of their U.S.-based candidates.
This background screening gap exists despite organizations’ active recruitment of candidates with global experience; 55% of respondents recruit such candidates. A background screening program that verifies foreign experience will help these employers ensure their applicants have the qualifications they’re seeking.
In some cases, verifying a candidate’s foreign history can also help uncover criminal record information and assist the employer in making a more educated hiring decision.
Contingent Workers often Overlooked
Yet another critical potential gap in many employers’ background screening programs centers on how they handle their extended workforce, which includes such non-permanent employees as temporary workers, contractors and volunteers.
Of the employers responding to the survey who utilize an extended workforce, 32% do not conduct any sort of background checks on these individuals.
While these workers don’t constitute part of the permanent payroll, they nevertheless can have access to data, facilities, customers, and assets. In this respect, they can pose a threat to your organization.
Many Employers Making Gains
While these gaps can present significant risk opportunities for employers, the good news is that some of the numbers show an improvement from the previous year’s data.
