Infinity Employment Screening
In many cases it may not be enough to simply screen an applicant at the time they are initially hired.
Could you really defend your company's screening policy in court if it was only done at the time of initial employment?
Infinity screening or "rolling" background checks is a continuous or frequent post-hire employee screening program.
You may not realize it but you may already do this.
Do you run annual driving reports through your insurance company on company drivers?
That is infinity screening. But what about other positions?
Do your accountants still have their credentials or license?
Do your nurses still hold an active license without any disciplinary action on them (that you know of)?
How about criminal records? Do you know if that floor manager in production is doing weekends in jail or is on a jail work release program?
Infinity screening can be done if your release authorization indicates that you can continue to do background checks on a candidate throughout their employment with your company.
Sometimes it doesn’t hurt to do a yearly criminal check along with your yearly driving checks on your drivers. You may be glad you did.
Maybe criminal records were clear when you screened the candidate before hiring them, and maybe there was never any issue after that candidate was hired.
Maybe they never received any tickets or DUI arrests. Can you take a chance with it? Maybe.
Would you be better off protecting your company with annual reviews on current employees, double checking licensing, driving, criminal records, credentials, etc? Absolutely.
The OIG did a recent study on states that run annual background checks on long term care employees in a number of states.
In States that have implemented continuous monitoring of criminal history information, employers are alerted when current employees are arrested.
Florida began continuously monitoring criminal history information on January 1, 2013. Florida reported that from that date to May 31, 2014, approximately 4,300 individuals were flagged through the continuous monitoring system.
Approximately 30 percent of the flagged individuals became ineligible for employment as a result of offenses that occurred after their initial background checks
For the complete OIG study: Click Here