Why Do Employers Do Background Checks After You Are Hired?

Employers are confronted with several workforce development challenges. Recruiting the right employee for the right job is one of the most significant concerns, and with a global economy and a highly mobile workforce, this task became more difficult. Employers can no longer make sound employment decisions solely based on candidate interviews. A corporation is not anything without a potential workforce, so it is critical to ensure that everyone in your group is both competent and experienced. That’s why you must think about your employee screening process carefully. By performing pre-and post-employment background checks, you can ensure that the workforce you’re hiring will continue to be the quality candidates your company seeks.
Post-employment screening services, as opposed to pre-employment checks, investigate current employees’ backgrounds. These regular reviews assist in maintaining the expectations you necessitate of new employees. Even if you hire good potential, situations can still go wrong during their tenure. If you are unaware of the problem, it is more likely that it will harm your business in the future. Regular background checks keep your employees protected and accountable throughout their time with you. This means you can be confident that your company is being represented by the same great people you hired in the first place.

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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.

The majority of employees anticipate being screened during the recruiting process. Employers have the right to conduct a background check after hiring, which may come as a surprise to some. In both cases, the employee must have given written permission to be screened, and the employer must adhere to adverse action procedures. The reasons for running a background check after hiring differ depending on the industry, promotions, or other events that may cause an employer to screen again. Employers in certain industries will frequently conduct background checks after hiring to reduce risk to their clients, their business, and other employees. Background checks are also recommended or required after hiring in industries with a high risk of fraud or that are heavily regulated. To perform repetitive background checks you will require:

  • Consent from potential employees for a post-employment background check, so this must be communicated clearly to evade employee dissatisfaction or distrust of the organization
  • To ensure that the screening is pertinent for potential designations held by individual employees.
  • Employees should be rescreened regularly. Re-screening should be conducted every 12-18 months to ensure that no problems have arisen since the beginning of employment.
  • Consider using an updating service that provides you with frequent access to information about your employees.

In today’s highly competitive business environment, it’s important to determine and resolve any potential dangers to your company. Reliable employees will help your company build a positive reputation, and you must know exactly who you’re working with.

Millow is India’s trusted background verification provider. We use our proprietary technology and rigorous processes to deliver BGV reports to you in the shortest possible time. If you would like to have your employees, suppliers, business partners, credit applicants, or even yourselfor your profile verified, contact us at:
Email: info@millow.io
Contact: 011 41219183