您知道进行就业前背景调查的价值，既可以帮助您做出明智的招聘决定，又可以确保您遵守各种联邦、州和地方法律法规。事实上，94 % 的雇主在做出招聘决定之前至少会进行一种背景调查。
越来越多的雇主开始意识到雇佣后背景调查的价值，并正在采取措施调整他们的流程，以确保在员工的整个任期内及时更新。2020 年，12% 的受访雇主表示他们每年或更频繁地进行背景调查，而 2018 年这一比例为 6%。
然而，随着人力资源专家继续认识到并讨论定期重新筛选的价值，这些数字可能会增加。在一篇SHRM 文章中，Fishman Group Consultants 总裁 Nick Fishman 说：“持续监控是背景筛查行业的关键演变。它将保护公司免受欺诈、盗窃和声誉损害。”
Elizabeth McLean 表示：“如果雇主本应知道员工存在不合理的风险，但未能采取行动或解雇员工，他们可能会面临因疏忽而提出保留要求的风险。”
开始聘用后背景调查计划的 5 个步骤
根据您所在组织的就业筛选政策实施例行背景调查，如果警报提示决定是否终止晋升，请遵循平等就业机会委员会 (EEOC) 的指导方针和您的就业筛选政策，以确保一致性和公平性。
An increasing number of employers are becoming aware of the value of post-hire background checks and are taking steps to adjust their processes to ensure timely updates throughout an employee’s tenure. In 2020, 12 percent of surveyed employers said they were conducting background checks annually or more frequently compared to 6 percent in 2018.
However, as HR experts continue to recognize and discuss the value of regular re-screening, these numbers are likely to grow. In a SHRM article, Nick Fishman, president of Fishman Group Consultants, says: “Continuous monitoring is a critical evolution in the background screening industry. It will keep companies safer from fraud, theft and reputational damage.”
Continuous Screening Benefits the Company, Employees & Customers
Employers may risk damage to their reputations and potential legal liability because of things their employees may be doing outside of the workplace. Certain industries—childcare services, healthcare organizations and financial services, for instance—may be especially susceptible to risk based on employees’ criminal behavior.
Employers also are responsible for the safety of their employees and customers. It’s important for organizations to be continually alert to signs that employees may represent potential risk and to take steps to minimize or remove that risk.
“Employers may be at risk for negligent retention claims if they fail to take action, or terminate, an employee when they should have known that an employee represented an unreasonable risk,” said Elizabeth McLean, General Counsel at GoodHire.
Continuous post-employment screening helps you to:
Let’s take a look at how to get started and what you need to know to do these checks in a consistent and compliant way.
5 Steps to Get Started with a Post-Hire Background Check Program
When initiating a post-employment background check program, it’s important to incorporate the process into your company’s employment screening policy. Keep in mind that all employees must be screened equally—not just some employees. However, it’s acceptable—and recommended—to customize your screening packages based on different employee positions and responsibilities. It’s important to not discriminate between employees and to ensure consistency in the process and any decisions made based on the findings.
1. UPDATE YOUR BACKGROUND CHECK POLICY
An important first step is to update your background check policy to include post-hire screening, and ensure it is accurate, up-to-date and compliant. Any new policy updates should be reviewed by your legal counsel.
The policy should include:
What, specifically, you will review (e.g. criminal records).
How often, and when, you will conduct this screening. Depending on your industry, this could be annually or as frequently as monthly. In terms of timing, the background check might be based on an employee’s anniversary date or some other date (e.g. the beginning of each year).
A statement that the policy applies to all employees.
A request for employees to be open about anything that may turn up in their background check and to be proactive about reporting these incidents.
2. INFORM CURRENT EMPLOYEES AND NEW HIRES
You will want to notify and clearly explain the policy to existing employees, explaining the importance of regular screening for the company and for them.
Make sure that all employees know who to contact, and how, and ask that they be proactive in alerting you to any incidents that may occur.
When you hire new employees, clearly state that your policy is to conduct routine background checks on all employees, and how often they occur. Your goal is to ensure employees are not surprised when it’s time to run a check.
Don’t just make communication a one-and-done event. It should be ongoing.
Keeping employees informed and educated about your process and its benefits to the company, them and your customers can help to alleviate any anxiety or concerns they may have.
3. KEEP COMPLIANCE TOP OF MIND
Just as with pre-employment background screening, there are rules and regulations that apply to conducting ongoing post-employment screening. Most importantly, per the federal Fair Credit Reporting Act (FCRA), you are required to obtain your employees’ consent before conducting a background check. For ongoing checking a best practice is to include an evergreen clause in your initial consent form if allowed in your state.
You should also be clear about what type of actions may be taken based on the result of a screening, and the rights employees have to dispute the report or provide additional information. (GoodHire’s system allows employees to easily append this type of information to the record.)
4. FOLLOW YOUR POLICY
Implement routine background checks in accordance with your organization’s employment screening policy and, if an alert prompts a decision about whether to terminate or not promote, follow the Equal Employment Opportunity Commission’s (EEOC) guidelines and your employment screening policy to ensure consistency and fairness.
It’s one thing to say that you will run a background check every six months, it’s another to actually follow through. Any variance between policy and action will diminish the impact and value of your screening policy.