您已经对所有员工进行了全面的背景调查。所以你有一个安全的、经过全面审查的员工队伍，对吧？
不一定。
虽然彻底和专业的背景调查提供了每位员工入职时的个人资料，但情况可能已经发生了变化。时代在变，环境在变，人也在变。如果不定期或定期对人员进行后续背景调查，可能会出现可能严重影响您的业务的问题。
考虑一下：与希望加入您公司的候选人不同，您已经雇用的人现在可能可以访问高度机密的信息，包括您最敏感的文件、电话记录、商业交易、联系信息、人事数据和财务机密。他们利用这些知识做什么会严重影响您公司的品牌声誉甚至稳定性。
还要记住，您的员工经常与您的其他员工保持联系，也可能与您的供应商和您宝贵的客户保持联系。心怀不满的员工散布的错误信息、虚假信息、影射、谣言和彻头彻尾的谎言可能会毁掉一个企业。
如果员工在最初的背景调查后出现了个人问题 ——而你对此一无所知——你的公司和你的其他员工可能处于危险之中。
例如，让我们以苏珊为例。五年来，她一直是一位出色的经理，在她向您申请工作时进行了彻底的犯罪、机动车和背景调查。从那以后，她的记录似乎完美无缺——“出现”是有效的术语。事实上，她得到了晋升！
事实上，去年，苏珊和另一位司机发生了争执。她失去了冷静，打了另一个司机。有人拨打了 911，警察出现了，苏珊因殴打和殴打被捕。她被定罪并获得缓刑。
但你从来不知道它。
你也没有意识到苏珊的问题升级了。她继续有愤怒的问题，她的另一半离开了她。苏珊陷入了深深的沮丧和债务之中。没有第二个收入来源，她晚上找第二份工作来支付账单。然后她甚至开始偶尔从你的公司偷东西。
重新筛选本可以揭露定罪，并可能将更多问题扼杀在萌芽状态。相反，苏珊的问题变成了你的问题。
您可能想要评估后续背景调查是否在法律上是允许的，对于在您实施当前的背景筛查政策和做法之前就已经加入但没有像您那样彻底筛查的员工来说，这可能是谨慎的今天会。
如果重新筛选没有发现任何问题，则证明您最初决定雇用该员工，这可能会给您的人员安全实践带来更大的尊重和信心。
因此，请考虑在某人升职、更换部门或上次筛选很久以前进行另一次员工背景调查。
观火背调最近对其一些客户进行了调查，42% 的客户表示他们目前正在重新筛选员工，或者将来可能会开始重新筛选员工。这种做法在运输部门最为普遍。
在筛选现有员工之前，请确保您了解您所在州的法律。在公司政策中包括您在后续背景调查中的职位，并区分聘用前和现有员工的筛选。您还需要讨论背景调查通知和授权要求，因为它们可能因州而异。
背景调查对于帮助确保您带来值得信赖且合格的候选人至关重要。但对员工进行例行检查对于促进安全、可靠和可靠的员工队伍同样重要。
background check on all your employees. So you’ve got a safe, fully-vetted workforce, right?
Not necessarily.
While a thorough and professional background check provided a profile of each employee at the time he or she came on board, things may have changed. Times change, conditions change, and people change. And without occasional or regularly-scheduled follow-up background checks of personnel, problems may arise that could seriously impact your business.
Consider: Unlike candidates wishing to join your company, people you’ve already hired may now have access to highly-confidential information including your most sensitive files, phone records, business transactions, contact information, personnel data, and financial secrets. And what they do with such knowledge can seriously affect your company’s brand reputation and even its stability.
Also remember that your employees are in constant contact with your other staff, as well perhaps, with your vendors and your valuable clients. Misinformation, disinformation, innuendo, rumors, and outright lies spread by a disgruntled employee can decimate a business.
If an employee has developed personal problems since his or her initial background check – and you’re in the dark about them – your firm and your other employees could be in jeopardy.
For example, let’s take Susan. She’s been a great manager for five years, following thorough criminal, motor vehicle, and reference checks conducted when she applied for employment with you. Since then, her record’s appeared flawless – “appeared” being the operative term. In fact, she’s being given a promotion!
Actually, last year, Susan got in a tiff with another driver. She lost her cool and punched the other motorist. Someone called 911, the police showed up, and Susan was arrested for assault and battery. She was convicted and got probation.
But you never knew about it.
You also weren’t aware that Susan’s problems escalated. She continued to have anger issues and her significant other left her. Susan fell into deep depression as well as debt. Without a second source of income, she took a second job at night to pay her bills. And then she even began to occasionally steal from your company.
A re-screening could have uncovered the conviction, and may have nipped further problems in the bud. Instead, Susan’s problems have become your problems.
You may want to evaluate whether or not a follow-up background check is legally permissible, and may be prudent for an employee who may have come onboard before you implemented your current background screening policy and practices, and wasn’t screened as thoroughly as you would today.
If a re-screening uncovers nothing, it validates your initial decision to hire that employee, which may instill greater respect and confidence in your personnel security practices.
So consider running another employee background check when someone is promoted, switches departments, or if their last screening was long ago.
HireRight recently surveyed a number of its clients and 42% said they either presently rescreen employees or may begin rescreening employees in the future. The practice is most prevalent in the transportation sector.
Make sure you know your state’s laws before screening current employees. Include your position on subsequent background checks in your company policy, and distinguish between pre-employment and screening of your existing employees. You’ll also want to discuss background check notice and authorization requirements as they may differ from state to state.
Background checks are vital to help ensure you’re bringing on-board a trustworthy and qualified candidate. But conducting routine checks for employees is equally important to facilitating a safe, secure and dependable workforce.
