By Katie Kulp


As reports of violence and fraud become increasingly common in the news, it’s no surprise that businesses are looking for better ways to ensure the safety of their employees and clients. Leading the charge to a safer future is a new trend in background screening: rolling background checks. Could this be the game-changing advancement that many are hoping it will be?

Rolling background checks – What they are and how they affect your business

For years, industries that depend on trust, privacy, and a high level of discretion – healthcare, for example – have always been required to meet high standards in background screening. In most cases, it is typical for workers in these industries to undergo repeated, regular background checks after being hired.

With stories of major fraud and preventable violence surfacing almost daily, however, managers in other industries are starting to take the hint: continuous background screening might be necessary for their company’s continued security. In today’s business market, the consequences of fraud, violence, and harassment aren’t limited to perpetrators and their victims. Deep into the digital age, a company’s reputation can be tarnished worldwide – perhaps permanently – by the actions of a rogue employee.

Rolling background checks, otherwise known as re-screening current employees on a consistent basis after bringing them aboard, may provide a solution that helps business owners take hold of the situation. In principle, continuous background screening could instantly alert managers to recent criminal activity. In addition, rolling background screening will help owners take advantage of improvements and updates to old government databases, which will help identify potential threats that would have been overlooked in the past.

Your employees were clear when you hired them, but are they still? It is a good thing to find out.

Things to consider when re-screening current employees

The task of interpreting and responding appropriately to criminal background checks on new hires can be challenging. Needless to say, deciding how to handle an adverse background check on a current employee, especially a good one, is even tougher. An acceptable best practice process has been a source of conflict among hiring managers for as long as background checks have existed. How much information should be collected? Should you hire or keep someone with a criminal record? These questions can be more complex when uncovering information on a current employee (one whose performance you might otherwise be pleased with). Managers planning to implement rolling background checks will need to make appropriate adjustments to all related company policies before moving forward.

Likewise, adjusted background screening policies must still comply with applicable FCRA and EEOC guidelines. Screening cannot be performed without consent, nor can action be taken without notifying the employee. In fact, employees must specifically give consent for continuous screening, as any previous consent forms that have been signed will not apply to your new policies. Regardless, many companies have found that the benefits of implementing rolling background checks are well worth the extra steps involved. And at Chane, we undoubtedly agree.

Successfully implementing change

Making changes to your background screening policy should only be done with expert guidance. Since each hiring situation has specific needs and requirements, a tailor-made solution can help you avoid unnecessary complications and legal troubles. At Chane Solutions, we specialize in customized screening strategies for businesses with unique demands. To learn more about creating a screening solution that meets your needs, contact us today.

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