Should post-hire employee screening as a practice become mandatory?

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Employee screening

By Teena Thimothy  on 23 Apr ’14

Would it not be magnificent if the organization could vet 100% confidence on its employees? However, the situation is not so black and white; history has shown repeatedly how disastrous that could be.  Trust only goes so far.

Most of the organizations today perform employee screening “only” as part of its pre-hire process. The assumption is this mitigates the risk the company might have to face in terms of cost of bad hires, fraudulent employees and such.

A recent survey shows that most organizations, about 32 per cent do not screen individuals who could have potential access to corporate information and personnel. Only 67% organizations worldwide carry out pre-employment screening for their global workforce and the number hits single digit for post-hire screening.

Just a one-time employee screening – is that enough? The entire setting of work environment is evolving in terms of technology, resources, culture, law, job role, and other contributing factors. Jobs today require much more scrutiny than that in the yester years. Sometimes we do not realize the huge necessity to identify risk an employee brings to the work and the impact, it causes.

Spiteful employee may giveaway valuable information. With users who have, high levels of access can easily target the core of the organization.  Periodic post-hire screening (PHS) as a practice will it help separate the spoilt apple and protect the bushel from going rotten?

Seen today is an increase in drug abuse, violence at work, loss due to absconding, negative publicity, unlawful activities, inattentive retention claims, and others. Post-employment checks are an effective tool to reduce the employer’s liability and increase the overall confidence in the workforce integrity. Neeyamo advocates, every organization needs to revisit its employee screening strategies and policies and include post-hire employee screening on a regular basis.

The human factor of the human resource makes them an unpredictable entity. Reports state that,

-More than 75% of substance abusers are employed

-Substance abusers are at least 33% less productive

-6 million threats of violence and 2 million workplace assaults each year

-13 people die due to workplace violence every week

-33% of employees admit to stealing a product or money from jobs

-estimated that 30% of business failures are directly related to employee theft

Post-hire screening can help mitigate risks that might otherwise go unnoticed for long. The purpose is to defend against incidents like, insider threats, violence at the workplace, and provide protection and accountability.

Post-hire screening check gives employers an in-depth look at each employee on a periodic basis as required by the organization or the regional law.

What can post-hire screening bring to the table?

-Exhibits due diligence

-Ensures employee do not go off the wagon

-Reduces chance of injury to other employees

-Reduces employee theft

-Reduces turnover

-Reduce bad employee hire costs and

-Ensure compliance

We diagnose that the onetime pre-hire background checks minimize the risk of bad hiring decisions; periodic post-hire checks minimize organizations’ exposure to risk for the long haul.

Are you wondering how you could have a post-employment screening strategy that does not administratively burden your HR organization and at the same time has minimal impact on your HR budgets? Write to us and we can help with your query.

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