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Rescreening is a technique used to confirm an employee's background while they are still working, often not more than a year after they were hired. Similar to pre-employment screening, rescreening frequently entails a number of different checks, which might change depending on the employee's job and the perceived risk associated with it.
Rescreening aids in maintaining workplace safety, just like pre-employment screening. Rescreening can prove to be a boon for your organisation by helping you:
Decisions on who to screen and rescreen, as well as how to screen and rescreen, may be made in collaboration with many various sectors of the company, including but not limited to:
Rescreening is extensively used as a recommended approach in a variety of industries, including those that are traditionally high-risk and regulated sectors.
Introducing a strict and comprehensive procedure for workforce rescreening can assist HR professionals in reducing the risk of legal action and compliance violations.
An initial background check gives insight into a candidate's past at that point in time, but rescreening adds precision, allowing HR professionals to update an individual's record with any pertinent discoveries that may have happened within this given timeframe.
A proactive screening strategy can inform businesses of potential hazards based on alterations in an individual's circumstances and dynamic risks that could result in theft, fraud, or violent behaviour of any kind.
Since your workforce is changing, and so is the potential danger they may offer to your organisation; after all, they engage with your customers, represent your brand, and have access to sensitive information. Even the most trusted employees' work lives can be disrupted by events that take them down unexpected and often dangerous roads.
Rescreening brings your organisation one step ahead by considering any employment-related changes, such as promotions or increased responsibility.
It is crucial to stay up with your workforce's changing lives. A criminal record, fraudulent activities, or unusual financial behaviour may raise a red signal, which many organisations may overlook since they do not check current workers or rescreen them on a regular basis.
Complygate allows you to handle all of your HR needs and employment screening at one spot. You may conduct pre-employment checks and rescreen without ever leaving the system using Complygate.
Ans. Rescreening is necessary when an employee changes roles or is promoted. Rescreening personnel yearly or after a set time of employment is often one of the finest practices.
Rescreening your workforce is legitimate. However, the Fair Credit Reporting Act (FCRA) must still be followed.
Rescreening simply implies re-running at least one of the preliminary tests you performed when hiring the employee. Ongoing monitoring, on the contrary, occurs on a constant basis and warns the employer when issues arise.
The rescreening process typically begins with the organisation sending a request for background check to a reputable third-party background check provider like Complygate. The provider will then conduct the appropriate searches and checks and return a report to the organisation. The organisation will then review the report and determine whether the employee continues to meet the organisation's standards for employment. Depending on the type of check and the jurisdiction you might be subject to different legal requirements, such as obtaining written consent from the employee before conducting the check, notifying employee of negative result, etc.
The types of background checks conducted during workforce rescreening will vary depending on the position and industry of the employee. Some common background checks include criminal history, education verification, credit reports etc. Employers may also conduct specialized checks, such as driving records for employees who drive company vehicles or professional license verification for employees in regulated industries.
Before conducting workforce rescreening, employers should provide clear and detailed information about the process to all employees. This may include information about the types of background checks that will be conducted, the scope of the screening, and any rights or protections that employees have during the process. Employers should also provide employees with the opportunity to review and contest any information that is uncovered during the screening process.