Pre-employment screening vs re-screening: Its Impact on your organization

1. Pre-employment screening vs re-screening: Its Impact on your organization Things change, so do people. Over the course of time, employees could become subject to drug and alcohol addiction, or get charged with a form of assault or even get sentenced to probation or judicial custody. Would an employer’s sole option be to wait and have the dark side of the bubble rise-up to the surface? No. Continuous pre-employment screening or re-screening is designed to avoid just that. The Society of Human Resource Management (SHRM) Research Department estimates that 69% of companies in the United States have policies that require background checks to be performed on new employees. As of 2012, most of these background checks are conducted after a contingent offer of employment. Pre-employment screening, therefore, can be considered as a well-established practice. Re-screening or continuous screening, however, is not. You tend to know very little about an employee at the time of hiring. Pre-employment screening helps employers make a sound hiring decision, validate what was told (or sold) at the time of the interview or shared as a part of the resume, and therefore help safeguard from potential risks. Many employers adopt stringent ​Employee background verification​​engaging ​world-class partners​ to screen candidates before making a hiring decision. So, what happens to those employees post-hiring?. The past might seem like a pretty good indicator of the future, BUT, that does not always hold good. While ​Employment ​Global Screening Services​ offers a rear-view mirror based risk assessment at the time of onboarding a new hire, re-screening, on the other hand, allows employers to continuously assess potential risks that might occur among existing employees on an ongoing basis. Screening vs re-screening

2. The table below takes a closer look at the “why” aspects of screening and re-screening from an employee standpoint.