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。
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。
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.