6 Reasons to Conduct Post-Hire Background Checks

Most companies are aware of the importance of screening candidates before finalizing hiring decisions, but did you know that conducting post-hire background checks could be just as crucial? Post-hire or continuous background checks help maintain a safe work environment, a work environment where employees uphold your business’s core values. Many companies have not made the shift from pre-employment background checks to continuous criminal monitoring, though. Read what industry experts have to say about why you should add post-hire background checks into your company’s safety protocols.

For Client Confidence

Client confidence is one reason to conduct background checks past the initial hire. This move is especially powerful in industries dealing with sensitive financial and security matters. Saying that you vetted your people when they started working may not hold as much weight once the staff has been working for a long time, and it may not put your partners fully at ease. Checking periodically ensures that your staff stays clean, shows your diligence, and gives clients extra reassurance of your team’s reliability.

Michael Alexis, TeamBuilding

For Access to Sensitive Information

One reason to perform regular background checks is to ensure that your high-level employees (or anyone who has access to sensitive information) remain compliant with your company’s screening requirements after joining your team. The larger the organization, the more opportunity there is for data breaches, misallocated revenue, etc. Doing consistent background checks among the employees who have access to this information is an excellent way to maintain a high level of security and to protect the company.

Sylvia Kang, Mira

To Maintain Standards

Establishing a rolling background check policy is a great way to ensure that a company holds all employees to the same high standards expected of new hires, limiting the potential for any favoritism or hypocrisy. Employees can change a lot in the months or years after being hired, especially if they fall in with the wrong crowd or get involved in activities that could limit their capability to do their job. Performing post-employment background checks is a simple way to guarantee that your business is aware of your staff’s criminal activities and legal disputes.  Rest easy knowing that your workforce is being held to the same standards that you initially set when they got hired.

Teresha Aird, Offices.net

When Considering an Employee’s Promotion

Sometimes companies conduct post-hire background checks when they are considering an employee for promotion. When an employee is up for promotion, they have likely been at the company for a substantial amount of time, during which they could have been convicted of a crime that impacts their job responsibilities. 

Matt Woods, SOLD.com

To Minimize Risk of Post-Hire Threats

Employers shouldn’t assume that passing a background check means there will never be issues with insider threats down the line. Post-hire threats range from embezzlement, fraud, and theft to violent behavior. When an employer screens employees at the point of hire and doesn’t screen them again, there is always the possibility that they will be convicted of a crime in the months or years after the pre-employment background check. Continuous screening can protect an employer from significant risks and ensure workplace safety. 

Jessica Miller-Merrell, Workology

Companies May Be Held Liable for Criminal Behavior

These checks enable companies to identify any employee misconduct or criminal behavior to prevent being held legally liable for their employees’ actions. No company wants to have its reputation tarnished because of criminal activities they were unaware of, not to mention the associated legal implications.

Archie Payne, Caltek Staffing

Guaranteeing an environment of trust in the workplace by conducting post-hire background checks doesn’t have to be difficult. InfoMart can help with Continuous Criminal Monitoring, a service that gives companies peace-of-mind in knowing that their employees’ criminal records get checked regularly and automatically by a trusted background screening vendor. Read more about Continuous Criminal Monitoring here.

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About Tammy Cohen

Tammy Cohen, an industry pioneer and expert in identity and employment screening, founded InfoMart 30 years ago. Deemed the “Queen of Screen,” she’s been a force behind industry-leading innovations. She was most recently the first-to-market with a fully compliant sanctions search, as well as a suite of identity services that modernizes talent onboarding. Tammy revolutionized the screening industry when she stepped into the field, developing the first client-facing application and a due diligence criminal search that has since become standard for all background screening companies. Cohen has received national awards and honors for her business and civic involvement, including Atlanta Business Chronicle’s Top 25 Women-Owned Firms in Atlanta, Enterprising Women Magazine’s Enterprising Women of the Year award, the YWCA of Northwest Georgia’s Kathryn Woods Racial Justice Award, and a commendation in the 152nd Congressional Record. To learn more about Tammy, visit www.tammycohen.com.

About InfoMart

InfoMart has been revolutionizing the global background and identity screening industry for 30 years, providing businesses the information they need to make informed hiring decisions. They develop innovative technology that modernizes talent onboarding, including a first-to-market biometric identity authentication application and a verified sanctions search. The WBENC-certified company is a founding member of the Professional Background Screening Association, and they have achieved PBSA accreditation in recognition of their consistent business practices and commitment to compliance with the FCRA. The company is dedicated to customer service, speed, and accuracy, and it has been recognized for its success, workplace culture, and corporate citizenship with over 45 industry awards. To Get the Whole Story on InfoMart, please visit www.InfoMart-USA.com, follow @InfoMartUSA, or call (770) 984-2727.