The screening of (potential) employees strengthens the mutual trust within your organisation and ensures that possible risks surface. There is a distinction between the screening of applicants and the screening of current employees. In this blog we will focus on employee screening.
Employee screening can include in-employment screening. During an employee screening, the data of your current staff is verified and we look if there are any changes in the employee’s living or working situation that might affect their current or future performance.
In-employment screening is often an addition to pre-employment screening, the screening of applicants upon recruitment. After some time, certain results of pre-employment screening are no longer valid. It is therefore smart to combine pre- and in-employment screening.
Why screen your existing employees?
There are various motives for screening your personnel. Usually, the reason is a promotion and or change of function. We explain several more reasons below:
Job change:In the event that an employee changes jobs and or is promoted, it is interesting to check certain personal data again. Some background checks are snapshots and should be conducted again after a period of time. For example, consider a check for criminal offenses by applying for a certificate of conduct (VOG).
Laws and regulations:In some sectors, there are legal obligations with regard to the quality and reliability of employees. For example, financial institutions may only appoint a person to an integrity-sensitive position after they have made a substantiated assessment of his reliability. According to former Minister of Finance Wopke Hoekstra’s 2019 parliamentary document, banks should also periodically check whether existing employees appear on sanctions lists and what information they consult in customer systems.
Business acquisition:When an entrepreneur decides to merge with or take over a business, it may be wise to screen the incumbent staff to ensure they know who is currently employed. In addition, it sends a clear message to employees that integrity and quality are paramount.
Quality standards:In-employment screening can also be part of an organisation’s policy to ensure continuous quality. Think of a regulation regarding secondary functions, activities and or conflicts of interest. Additionally, there are also requirements from laws and regulations. For example, a healthcare provider must renew his BIG registration every five years by demonstrating that he meets the set requirements.
What should you pay attention to when screening employees?
If your organisation already conducts pre-employment screening, the subsequent in-employment screening will automatically consist of fewer components. An employee screening contains checks that serve as a snapshot and are therefore subject to change. These include a VOG check, integrity statement, and a credit check.
White paper on successfully screening employees
In-employment screening – the screening of current employees – is increasingly performed by companies. Our white paper discusses the main questions; what exactly is in-employment screening and why do companies use a combination of pre- and -in employment screening?
How can Validata help to screen current employees?
In-employment screening may feel uncomfortable for an employer, after all these people have already been hired and are currently employed. A careful balance must be established between the privacy of colleagues and the interests of the organisation. It is also good to be aware that screening existing personnel may be met with internal resistance. Validata is here to help you with this and to ensure everyone is on board. A screening policy and clear communication can help to create more support.
Validata’s software for screening employees
Validata has developed software that supports organisations with both one-time and periodic in-employment screenings.
Fast and efficient: Our software makes the screening process fast and efficient due to, amongst other factors, a user-friendly design.
Transparent for the employer and candidate: The results of the screening are simultaneously offered to both the employer and the employee. By doing so, we offer a process that is as transparent and fair as possible.
GDPR-proof: The security of our software is the most important precondition for our existence. Validata uses strict frameworks that are periodically tested by independent parties. In addition, Validata employs a DPO, who ensures that our services, and thus your screenings, always comply with the guidelines of the GDPR.
Access anytime and anywhere: The software is designed for mobile use. This gives employees more freedom to go through their screening when and where it suits them. This flexibility ultimately benefits the turnaround time.
Integration with other software: Through our API it is possible to integrate employment screening into your existing workflow and collect reports and data from within your existing ATS or HR tool, in one central place.
A smart combination of applicant and employee screening
Usually, organisations screen their applicants before they start working to be sure of who they are hiring. In addition, they may conduct an in-employment screening for their current employees. After several years, a lot can change in a person’s living and working situation. It is then interesting to conduct certain checks again.
The combination of screening both applicants and existing employees strengthens trust. The stronger the trust, the lower the unnecessary risks.