Why Do Employers Do Background Checks After You Are Hired?

Difference Between Pre-Employment Screening and Post-Employment Background Check

The most significant distinction between pre-and post-employment screening is, of course, the time frame. Before you hire a candidate, you must conduct pre-employment screening. It is the procedure for verifying a candidate’s background, screening them for their history and qualifications, and learning more about their behavior and character. A post-employment background check aims to investigate your current employees’ backgrounds. These screenings aid in maintaining your workforce’s high standards and integrity. Post-employment screening can be an efficient tool for identifying applicants who have a history of non-violent but damaging workplace misconduct. [Click here to know more about the difference between pre-employment and post-employment background check]

Benefits of Conducting Post-Employment Background Verification

Although most employers conduct a pre-employment background check, the practice of post-employment screening is becoming increasingly popular. Repetitive checks can notify employers of changes in criminal activity, but they can also reveal any recent convictions, which can be critical for those in positions of trust, such as those in charge of large sums of money. If an employee engages in ongoing criminal activity, the organization’s image may be permanently harmed. Customers may lose trust in your company based on the intensity of the criminal activity. Consider the news stories about sexual abuse in childcare facilities and church organizations, where the criminal activity can go on for years or even decades. Employers who want to implement continuous screening every two or three years should think about each position and assess the worst-case scenario. Furthermore, prioritizing people in key positions for more in-depth checks than those with little customer contact, as well as tailoring checks to specific roles, can be beneficial and efficient.

The majority of businesses today recognize the significance of pre-employment verification. The pre-employment verification is a one-time check that does not provide information about a candidate’s back-story beyond the point at which the pre-employment check was performed. A company needs to be diligent and implement a continuous post-employment check policy. When candidates make their resumes, they sometimes provide falsified information who offers recommendations based on the candidates’ needs. An impromptu reference check may reveal discrepancies in the initial recommendations.

Post-employment background checks provide continuous feedback on any criminal records that have been recorded in the candidate’s name. Depending on the depth of the crime, this information enables the HR manager to either give advice to the employee or take the appropriate measures. In today’s job-seeker-oriented market, many employees are constantly in search of career discoveries. These employees make an abrupt transition to a new job, putting HR managers in a bind. A recurring post-employment check assists in keeping track of the candidates’ online activity. This can include the candidate’s activity on job boards, social sites like LinkedIn, and so on, and can provide HR managers with insight into the candidate’s long-term intentions. Many employees pursue new educational qualifications to advance their corporate ladder. An ongoing post-employment background check verifies the submitted educational qualifications and ensures that only the most deserving candidates are promoted.