Carrying out comprehensive background screening is important to help avoid employing unsuitable candidates who won’t add value to your workforce. In addition, screening can aid in identifying criminal elements which might pose a risk to your business, your employees or customers. Pre-employment background checks are a critical part of the recruitment process and most companies now carry out screening as part of their standard employment procedures.
However, it can be easy to become complacent when it comes to company procedure, and the new year provides a great opportunity to review your practices to ensure that your methods continue to be current and relevant. We have identified three reasons why you should review your screening practices in 2019.
Background screening isn’t just for new employees
When staff are ‘part of the furniture’, it is common to feel content that all your workers remain trustworthy, loyal and suitable. However, in-employment screening is becoming more commonplace, as a guard against negligence and corruption and to ensure that your company remains compliant. People change, and someone who might have been the perfect fit for your company in the past may no longer suit their role, due to lack of skills, experience or criminal activity that has taken place while the employee was under contract with you. In addition, while in-house promotion helps reduce the cost of recruitment, this can mean that candidates are not as thoroughly screened during the promotion process as they might be if they were an outside hire.
2018 saw the new GDPR coming into force, and with it a host of new laws regarding data sensitivity and data consent. Previous screening procedures may now constitute non-compliance and must be scrutinised to ensure that they reach 2019 standards. Social and cultural changes and movements such as Ban the Box, designed to increase job opportunities for people with a criminal history, as well as gender pay equality, which is already impacting whether employers require previous salary details from candidates in the US, will all influence recruitment practices. In addition, the rising incidences of terrorism calls for increased vigilance regarding both new and current employees.
Changing work culture
With the gig economy growing at an exponential rate, contractors, freelancers and consultants are appearing more frequently in businesses around the country and have access to a huge amount of sensitive data. Many non-permanent employees are often in customer facing roles or, at the other end of the scale, working remotely. This increases the need to exercise caution in the recruitment process to ensure that all workers are who they say they are and will provide benefit rather than danger to the business.
The new year is a busy time for any company, but it also signals a refreshing period when companies can spring clean their procedures and ensure smooth recruitment and employment practices for the new year. Using a specialist screening provider will help ensure that your pre-employment screening meets with the current legislation and labour landscape