Background-check provider HireRight will offer post-hire, continuous monitoring services through an agreement with data solutions firm Appriss Insights.
HireRight released introduced its Arrest Record Monitoring solution, which draws from Appriss’s incarceration database. The product sends alerts when the arrest of an employee is verified, “allowing employers the opportunity to discuss matters with employees and, if necessary, take decisive action,” the companies said..@HireRight offers continuous monitoring service to alert employers of worker arrests, part of slowly going trend. #HR #HRTech Click To Tweet
Although pre-hire background checks are essentially standard in talent acquisition and onboarding, HireRight Chief Revenue Officer Scott Collins said post-hire monitoring helps organizations over the long term because “[e]mployee behavior can change.”
HireRight believes background checks and post-hire monitoring are especially important as the employment market struggles under the weight of COVID-19 and the related surge in unemployment. Many employers have expanded their use of remote workers in addition to their hiring of gig workers and part-timers. That equals elevated risk, the company said, which increases the need for background screening and post-hire monitoring.
Emergence of Post-Hire Monitoring
Post-hire monitoring solutions have been gaining popularity as employers face the prospect of liability and other troubles if a worker commits some kind of crime or infraction after warning signs are missed.
Pre-employment checks, notes Security Magazine, is backward-looking and represents a fixed point of time. “The day the background check is done, it’s dated,” Raj Ananthanpillai, CEO of continuous-monitoring service Endera, told the publication.
Continuous-monitoring hasn’t been widely adopted because it’s relatively new, the technology to provide alerts isn’t widely available, and budget and administrative issues remain to be worked out, Security Magazine said.
Employers know how to approach background screening, but setting up and maintaining a post-hire monitoring effort involves several functions—including HR, risk, security and compliance. Also, background screening costs have already been “baked in” to corporate budgets, but those for monitoring haven’t been.
In addition, a number of legal and regulatory issues come into play when employers make use of continuous monitoring. For example, alerts can be triggered when false names are given to the police, and the EEOC has issued guidance saying that arrest records create an adverse impact on minority populations under Title VII, the magazine reported.
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