By Kristen Wakulchuk

Posted

Proper background screening is essential to mitigate risk and ensure positive hires and a safe working environment at your company. Initial background checks never lose their validity, but certain circumstances raise the need for review and, in some cases, rescreening. For many employers, this may be a timely issue as your business practices evolve with changes necessitated by the Covid-19 pandemic. 

Why You Need to Rescreen

Even though someone may have passed their initial background screening with flying colors, things may have changed since then. Rescreening helps keep your security standards high and identify any potential threats. 

  • You need to maintain consistent screening practices, even during the coronavirus pandemic, and clearly communicate them to both candidates and current employees. And, you are still required to comply with the Fair Credit Reporting Act (FCRA) and other government regulations. 
  • Restrictions due to Covid-19 are causing some organizations to shift worker responsibilities in response to market needs. You may be moving employees into new positions or having them fill dual roles for the time being. This is an excellent time to review your policy and make sure all the appropriate background checks are being conducted to stay compliant. 

When to Rescreen

The need for and frequency of rescreening will vary. Look at each case individually and consider whether you need to change your approach. When it comes to Covid-19 issues: 

  • Closures may have resulted in limited access to courts and public records and, thus, delays in the ability to review information. Or, drug screenings may still be possible, but not all clinics are open. Your screening partner company can assist in helping you jump these hurdles. 

Other typical rescreening schedules may be: 

  • Annual: Especially for regulated positions such as those that are Financial Conduct Authority (FCA) regulated. 
  • Before a move to a high-risk position: For instance, this may apply to a promotion to a managerial job, if a person’s initial screen was for an entry-level role. 
  • Following a merger or acquisition: If background screenings within the two organizations have not been to the same standard. 

How to Rescreen

If you determine that rescreening is necessary, make sure it’s commensurate with any associated risk. You may not have to fully screen an individual, so find out precisely what you do need, such as a credit check or a criminal check of the jurisdiction in which a person resides or will be working. Have a clear policy and articulate the details to everyone affected.  

  • You may want to include an honesty clause in the event full screening practices cannot yet be reinstated. This allows you to terminate a person without repercussion if misinformation or omissions are found later on. 
  • If you are considering enforcement of remote work for the long term, your screening process should reflect this. With more reliance on off-site, unsupervised employees, your company may need a broader scope of screening, including monitoring tools. 

Chane Solutions is a one-stop-shop for background screening and drug testing needs for all your candidates and employees. We are committed to ensuring that you maintain the safety of your company and its people while remaining fully compliant. Contact us today to learn more about how we can assist you and your business. 

  

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