For Cisive’s most recent benchmark report, Cisive Insights: Talent Screening Trends 2021, Cisive surveyed more than 1,500 human resources, talent acquisition, compliance, and recruitment professionals worldwide to get a big picture view of the talent screening landscape during the COVID-19 pandemic.
The 2021 survey discovered that most of the background checks introduced in 2020 consisted of ongoing or continuous monitoring. Over 31% of respondents said they introduced an ongoing monitoring program and 30% said they introduced a rescreening program for employees. Looking ahead into the coming year, employers are focused on hiring and onboarding both remote and in-person employees, creating a need for policies around background screening and continuous monitoring for a hybrid workforce.
The most crucial component of background screening – and continuous monitoring – is to establish an employee experience that is as similar as possible for both remote and in-person roles (or a blend of both). Without an equitable screening process, employers may open themselves up to litigation for discriminatory hiring practices. For example, if an employer only implements continuous monitoring for onsite employees and doesn’t screen remote employees in the same way, a case could be made for disparate treatment.
Continuous employee screening, sometimes known as continuous employee monitoring or “infinity screening,” is the practice of conducting criminal background checks and drug tests for existing employees on a regular or intermittent schedule.
We tend to think of background screening as a safeguard against physical threats at an employer’s workplace. However, internal threats to your company don’t always take place in a physical location. Consider cybersecurity, data protection, and what kind of damage criminals who are very good at hacking into a company’s infrastructure could do if they had access through your company’s intranet or VPN. If an employee is discovered to have a history of criminal activity that includes cyber theft or embezzlement, it’s imperative that screening uncover this information before a new employee has virtual access.
The following is an abbreviated list of areas to consider when creating a policy for continuous monitoring for employees in a hybrid workplace, from disclosure of your policy to employee education.
Having a hybrid workforce gives employers flexibility and scalability, but the complications around avoiding disparate treatment between in-office and remote workers along with the regulations for screening contingent and international employees will be a challenge for internal HR teams to manage on an ongoing basis.
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