Employee Rescreening

Recommended for

Products available for this service:

Technically any products are available for this, however we recommend the following products to you.
If you already verified the highest degree, you can skip the rescreening process unless your employee get a new degree after you screened the last time.

• County Criminal Records
• Statewide Criminal Records
• Federal Criminal Records
• US Criminal Record Locator (USCRL)
• US Criminal Record Locator (USCRL) Plus Alias
• National Registered Sex Offender (NSOR)
• Drug & Health Screening
• Global Monitor Check
• Social media checks
• Motor Vehicle Records (MVR)

Sources

Turnaround Time

We will automatically rescreen your employees every month, every year to save your time, but still meet your compliance goal.

Information Required

Results Guidelines

Potential Outcome (Result)

Sample Report

FAQ

Q: What is the interval of rescreening?
A: Rescreening is the process of screening current employees after a period of employment, compared to the traditional background screening of potential employees pre-hire. This process is usually not as broad as initial pre-employment background screening, as factors such as previous employment, education history and ID have already been verified pre-hire. A typical rescreening policy may comprise of global watch list, criminal checks, and credit reports for certain roles, however this can vary from client to client.

Q: Rescreens vs. Continuous Monitoring
A: Rescreens: essentially “re-do” a previous screening you already conducted, and the rescreen would “look back” on a specific time period, like the last six months.

 
Continuous Monitorig: alerts you about issues quickly, such as license suspensions or racists posts on social media.

Q: When Should You Rescreen?
A: The need for rescreening and the frequency it is undertaken will vary. Typical instances of when employers may rescreen employees are:

• Annually – For regulated positions. In particular, if the role is Financial Conduct Authority (FCA) regulated and falls under the Senior Managers Regime (SMR) then annual rescreening is required to demonstrate that employees are fit for their role.
• Periodically – For companies who rescreen, this is often processed in cycles. For example, employees may be screened once every three years, meaning that within a three year cycle all employees are rescreened. This has the added benefit of spreading the cost of rescreening over three financial years.
• Before a move to a higher-risk position – Moving to a managerial role, perhaps with control over budget, may require a rescreen, particularly if the initial screen was for an entry level role. This could also apply if a role is given new responsibilities which make the job higher risk.
• When moving internationally within your company – Unless you have a global screening policy in place, it is likely that candidates will be screened to different standards in different locations.
• Following a merger/acquisition – If a company is bought out by another, it is possible that the background screening may have not been to the same standard, and candidates may need to be rescreened.

Q: Do I need a rescreening program in place to get started?
A: We recommend building out a very well-defined rescreening program and putting a policy in place that is accessible to all employees. Ideally your employee manual is where such a policy would live. The policy should explain clearly what the process is for re-screening, what you are looking for in the checks, and how you will deal with criminal convictions if they occur for current employees.