Even with the nascent ban the box movement limiting some employers’ ability to ask about an applicant's criminal history early in the hiring process, background checks remain an integral part of candidate selection for many companies. As movements like #MeToo trigger concerns about the quality of the existing workforce's character, employers have begun to wonder if their current policies are sufficient. The result is an increase in the number of businesses undertaking routine background checks to monitor existing employees for new red flags.
Continuous screening is not a new process. For some employees, such as healthcare professionals and those handling sensitive financial transactions, a
The genesis for this change has its roots in broader shifts in the business world. The growth of
The emergence of the gig economy and the popularity of independent contracting for companies such as Uber have also played a role. In the wake of high-profile criminal incidents, there is public pressure on many organizations to do more to minimize the potential for harm. It was only recently that Uber began to implement annual screenings and monitor its drivers for new instances of criminal
While annual screening can provide a clear snapshot of a company's staff, it is not a cure-all that can prevent any problems from arising. Problematic
For employees, these new procedures make it more important to know and understand what may appear on your background report, too. As this trend develops, the balancing act between fairness, compliance, and safety must continue.
About Michael Klazema The author
Michael Klazema is Chief Marketing Technologist at EY-VODW.com and has over two decades of experience in digital consulting, online product management, and technology innovation. He is the lead author and editor for Dallas-based backgroundchecks.com with a focus on human resource and employment screening developments.