Employment retention and how rescreening should become the norm
With staff fraud costing businesses at least 40 million annually (RSM), ensuring that employees can be trusted should be high on the list of company priorities.
Pre-employment screening has become the norm as businesses attempt to protect themselves from a bad hiring decision which could result in theft, fraud, data breaches, litigation or risk to company reputation.
But pre-employment screening is not enough, and a false sense of security can be created when companies fail to look at rescreening current staff members who already have access to sensitive company information, customers and valuable assets.
Criminal records checking is only valid until the day it is carried out and therefore cannot protect businesses from misconducts which have taken place since the check. Crimes committed while staff are employed could easily slip through the net and not only create a risk for your company and staff, but in some cases legally disqualify a staff member from working in certain roles.
Some companies do take the time to rescreen employees when they are promoted or change roles, but regular rescreening should become a company policy, to ensure that all staff are not only legally entitled, but also capable, of fulfilling the role for which they are employed.
Many hiring decisions are made based on professional licenses or certificates and it is essential to ensure that these are up to date. Staff members may need to undergo further training or assessment to prove their eligibility.
With pre-employment background screening a relatively new practice in business, it is essential to ensure that staff members who might not have undergone thorough checks at the time of hiring have been screened properly. Likewise, if someone has worked their way up to a high-level position they may not have been subject to screening relevant to their current position.
Regular rescreening of all personnel, from temp staff to board members, is a prudent step to take to protect your business from the risk of unsuitable candidates, whether they are relatively new hires or a long-term employee.