Does “Bob in Bookkeeping” Have His Hand in Your Pocketbook?
The Society of Human Resource Management (SHRM) Research Department estimates that 69% of companies in the United States conduct some level of background check on new employees. As of 2012, most of these background checks are conducted after a contingent offer of employment.
In 2009, “Bob in Bookkeeping” got a job for one of those companies that conduct background checks and his report came back “clean as a whistle”. Unfortunately, hard times hit “Bob in Bookkeeping” during his divorce and in 2011, he received a conviction for check cashing fraud. Good thing “Bob in Bookkeeping” knows just what to do with your money. As a matter of fact, “Bob in Bookkeeping” just bought his new girlfriend a brand new necklace. Thanks to you.
While employment background checks are obviously a very effective tool to help reduce employee theft, workplace violence and negligent hiring liabilities, initial screening should really be just the beginning of your company’s safety policies and practices. And I’m not talking about just random drug tests here, although that is vital as well.
To learn about the misconduct of current employees after the pre-employment background check process, companies must implement a re-screening process into their company policies and procedures. Re-screening employees will provide you with the peace of mind that your staff is working in a safe environment, and that your workplace continues to be free of employee theft and potential violence.
Here are three important reasons why you should re-screen current employees:
- Protect Your Investment (Your Workplace)
We all know that an employee is an investment. You’ve invested time and money to recruit, onboard, and train your employees. They have access to company property and vital company information. Employees interface with customers, vendors, and the general public. Employees represent your company. Unless the crime occurred on company time or on company premises, the only way to learn about criminal misconduct of a current employee is by re-screening and conducting annual background checks.
Although a criminal background check is highly recommended in your re-screen process, it is not the only important screening option for you. For example, if your employee holds a professional license or certification, it is important to validate that certification annually. Many employers may also wish to conduct periodic re-screens to validate motor vehicle reports/driving records, credit reports, and industry-specific sanction lists.
- Employees that Slip Through the Cracks
The employee re-screening process is also an effective method of discovering employees who may not have been properly vetted through the initial pre-employment background check, or who were hired under a different set of criteria. New hires may inadvertently “slip through the cracks,” bypassing the employment screening process altogether. Whether by an innocent mistake of a past hiring manager or even resume fraud from the employee, the risk of just one employee who is not properly background screened can have severe consequences to an organization and to its employees and customers.
- Promotions and New Job Responsibilities
Employers should consider making it a standard practice to background check and re-screen employees upon any promotion, transfer to another department, or any other change in job responsibilities and duties. It may have been many years since an employee’s pre-employment background check was conducted. Additionally, the background screening requirements of the new position may include additional screening requirement that were not even considered pre-employment. For example, you may have conducted a criminal record check, but not verified their education or degree.
Before giving employees additional responsibilities, you should ensure they meet the screening standards and criteria that are currently applicable to new hires for the same position.
Good Screening is SMART Business and Implementing a Re-Screening Program in your company makes very SMART sense.
MBI Worldwide conducts employee re-screening for many of our customers to help ensure their compliance with industry regulations and to help reduce the risk of workplace violence, employee theft and negligent retention liabilities. If you are not re-screening your employees on a regular basis, how do you know that you do not have a convicted criminal working for you? How do you know that you do not have a “Bob in Bookkeeping” managing your checking account?
Re-Screen. If you have questions about implementing an annual re-screening program into your company, please call MBI Worldwide.
MBI Worldwide is here to help keep your company compliant, safe and we have re-screening solutions that fit your needs, and your pocketbook…even if “Bob in Bookkeeping” has his hand in it.