An Introduction to Post-Hire Background Checks
September 13 2024
What if you could create a safer, more secure workplace with minimal effort? By now, most companies run employment background checks before hiring. Getting an accurate background check done on a candidate ensures that the right people enter your organization. However, a solid post-hire background check policy is just as important for maintaining long-term success. It enhances your company’s screening process and ensures you are upholding your high standards throughout employment. Post-hire background check services make it easy to review a current employee’s criminal record, driving record, and social media activity.
Running background checks for employment is an essential start, but it’s your post-hire screening process that truly solidifies trust. Clients and investors are more inclined to support companies that take steps to mitigate risk, and ensuring current employees continue to pass a criminal records background check helps protect both your people and property.
When to Run a Background Check for Employment
There are a few key times when you should run a background check for employment, including:
When you extend a hiring offer
Pre-employment background checks are typically the first step in the screening process. Once the hiring process concludes and an offer is extended, it is customary to conduct a background check. We recommend starting your background check with SSN Trace Plus for comprehensive coverage.
A new hire background check often includes a criminal records search, employment history verification, professional license validation, and more. An accurate background check ensures you bring in trustworthy, well-qualified candidates.
These checks enable companies to identify any employee misconduct or criminal behavior to prevent being held legally liable for their employees’ actions. No company wants to have its reputation tarnished because of criminal activities they were unaware of, not to mention the associated legal implications.
— Archie Payne, Caltek Staffing
When promoting an employee
Consider this scenario: You promote an employee to finance management position, but their original background check didn’t include a credit report. Or perhaps their new role requires a professional license, but that was never verified.
Running a background check during promotions ensures that employees moving into leadership roles are fully qualified and free of issues that could affect their performance or your company’s reputation.
Sometimes companies conduct post-hire background checks when they are considering an employee for promotion. When an employee is up for promotion, they have likely been at the company for a substantial amount of time, during which they could have been convicted of a crime that impacts their job responsibilities.
— Matt Woods, SOLD.com
When it’s been a while since an employee started
Can you guarantee the employee you hired five years ago would still pass a criminal records search today?
Unfortunately, there’s no way to ensure employees uphold the ethical guidelines outlined in their contracts. By conducting a background check on existing employees at regular intervals, you can stay informed of any criminal history records updates. A post-hire background check reveals if an employee has engaged in illegal activity since joining your company.
Revamp your screening program: Modern Background Check Services You Might Be Missing
Negligent retention—keeping an employee with a criminal history—poses just as much risk as negligent hiring.
3 Benefits of a Post-Hire Background Check Policy
Boosts confidence
Clients and investors need to trust that your business mitigates risks effectively. While negligent hiring is a well-known concern, negligent retention—keeping an employee with a criminal history—poses just as much risk.
A post-hire background check policy significantly reduces the chance of negligent retention, allowing you to take action before it’s too late. This proactive approach reassures clients, employees, and possible shareholders, making your company more attractive for future business relationships.
Improves workplace safety & security
Workplace culture is crucial, but ensuring employee safety is an even greater priority.
With a post-hire background check policy, your company can act if an employee’s criminal records reveal concerning changes. Employees will feel safer knowing their colleagues are being held to high standards, and your company may avoid internal security issues before they escalate.
Simpler way to maintain high standards
Upholding your company’s values and reputation is easier with the right tools. Employment background checks help maintain these standards from the start.
By adding post-hire background check services such as continuous criminal monitoring, your company can automate criminal record searches and ensure employees continue to meet company standards without the hassle of running individual checks annually.
Post-hire threats range from embezzlement, fraud, and theft to violent behavior. When an employer screens employees at the point of hire and doesn’t screen them again, there is always the possibility that they will be convicted of a crime in the months or years after the pre-employment background check.
— Jessica Miller-Merrell, Workology
Post-Hire Background Check Services
Your post-hire background check policy should go beyond a criminal records background check. Consider adding these services to strengthen your post-hire screening process:
Social Media Screening
Rather than checking employees’ social media profiles yourself, which can lead to legal risks, consider third-party social media screening. These services provide reports on content like hate speech or illegal activity, filtering out irrelevant information to keep your focus on what matters.
Keep Reading: Social Media Screening 101
Continuous Criminal Record Checks
This is a game-changer. Continuous criminal monitoring scans criminal history records nationwide and alerts you if an employee commits a crime. This allows you to act quickly and simplifies the maintenance of up-to-date employee information.
Learn more: An Introduction to Criminal Monitoring
Driver Monitoring or MVR Recertification
Managing employees’ driving records can be challenging. Adding MVR searches to your post-hire background check policy allows you to track employee driving history and receive reminders when it’s time for recertification.
Drug Testing
With advances in technology, post-hire drug screening is more efficient than ever. Rapid testing options help streamline the process. You can also schedule drug tests through your post-hire background check provider, ensuring compliance with company policies.
Further Reading: An Overview of Drug Testing Solutions
Post-Hire Background Check Policy Checklist
Here are some tips for creating an effective post-hire background check policy:
Check industry standards
Some industries, like transportation or healthcare, have strict regulations requiring post-hire screenings.
Take precautions with vulnerable populations
If your company serves children, seniors, or individuals with disabilities, post-hire background checks may be required.
Follow a schedule
Regularly scheduled screenings make it more difficult for employees to hide criminal behavior.
Screen before promotions
Before promoting an employee or changing job responsibilities, verify their credentials with a post-hire background check.
Choose an FCRA-compliant provider
Ensure your screening provider adheres to Fair Credit Reporting Act (FCRA) guidelines, and always consult legal counsel to stay up to date with state and federal laws.
Get an Accurate Post-Hire Background Check Solution
Implementing a post-hire background check policy not only mitigates risks but also promotes workplace safety and company integrity. It’s a key part of a modern background check program. By regularly conducting post-hire background checks, you ensure that your employees continue to meet the same high standards they did when hired. Whether it’s checking for criminal activity, verifying licenses, or monitoring driving records, keeping a close eye on your workforce ensures ongoing compliance and security.
About Tammy Cohen
Tammy Cohen, an industry pioneer and expert in identity and employment screening, founded InfoMart 30 years ago. Deemed the “Queen of Screen,” she’s been a force behind industry-leading innovations. She was most recently the first-to-market with a fully compliant sanctions search, as well as a suite of identity services that modernizes talent onboarding. Tammy revolutionized the screening industry when she stepped into the field, developing the first client-facing application and a due diligence criminal search that has since become standard for all background screening companies. Cohen has received national awards and honors for her business and civic involvement, including Atlanta Business Chronicle’s Top 25 Women-Owned Firms in Atlanta, Enterprising Women Magazine’s Enterprising Women of the Year award, the YWCA of Northwest Georgia’s Kathryn Woods Racial Justice Award, and a commendation in the 152nd Congressional Record.
About InfoMart
InfoMart has been revolutionizing the global background and identity screening industry for 30 years, providing businesses the information they need to make informed hiring decisions. They develop innovative technology that modernizes talent onboarding, including a first-to-market biometric identity authentication application and a verified sanctions search. The WBENC-certified company is a founding member of the Professional Background Screening Association, and they have achieved PBSA accreditation in recognition of their consistent business practices and commitment to compliance with the FCRA. The company is dedicated to customer service, speed, and accuracy, and it has been recognized for its success, workplace culture, and corporate citizenship with over 45 industry awards. To Get the Whole Story on InfoMart, please visit www.InfoMart-USA.com, follow @InfoMartUSA, or call (770) 984-2727.