How much screening do your current employees need?

Is more always better?

Not always. But when it comes to screening? Maybe.

Thanks to technology, we have more options than ever before when it comes to screening. And according to information from the Society for Human Resource Management (SHRM), employers are exploring all their options. Whether it’s continuous screening or periodic screening, more often than not, background checks aren’t a one-and-done event. Some industries—like healthcare or certain federal jobs—demand regular screening. But the trend seems to be reaching to other industries, too.

Why bother with a re-check?
Wondering if your company should consider regular screening? Employers who add periodic screening do it for a variety of reasons. Some companies need extra screening because of insurance requirements. Always consider ongoing screening if your work involves a vulnerable population or one-to-one consumer access. Ongoing screening can offer a deeper level of security.

How do you determine the pros and cons?
Regular background checks mean staying up-to-date on any criminal activity. Extra screening can help spot illegal activity at the earliest possible time. But you’ll have to weigh risk versus reward.

Extra screening can require extra commitments. You’ll need a policy specifically written for ongoing screening, and you’ll need some time to focus on compliance. (Your consent forms must clearly state that you’re seeking consent for ongoing screening.) You’ll also need to consider employee reaction. Make a plan in the event a current employee declines consent for ongoing checks.

What’s the bottom line?
Today, screening demands a custom-fit. With more records going digital, companies have the option of real-time updates and added layers of security. Having the right level of screening in place supports the safety of both clients and employees. So, how much screening do you need? That’s a question only you can answer. But whatever your answer is, ClearStar will be here to help. Contact us today.

At ClearStar, we are committed to your success. An important part of your employment screening program involves compliance with various laws and regulations, which is why we are providing information regarding screening requirements in certain countries, region, etc. While we are happy to provide you with this information, it is your responsibility to comply with applicable laws and to understand how such information pertains to your employment screening program. The foregoing information is not offered as legal advice but is instead offered for informational purposes. ClearStar is not a law firm and does not offer legal advice and this communication does not form an attorney client relationship. The foregoing information is therefore not intended as a substitute for the legal advice of a lawyer knowledgeable of the user’s individual circumstances or to provide legal advice. ClearStar makes no assurances regarding the accuracy, completeness, or utility of the information contained in this publication. Legislative, regulatory and case law developments regularly impact on general research and this area is evolving rapidly. ClearStar expressly disclaim any warranties or responsibility or damages associated with or arising out of the information provided herein.