An Employer's Essential Guide to Rescreening

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Is the First Background Check Enough? 

Background checks are a great place to start when it comes to reducing risk and ensuring employee suitability. However, in today’s dynamic and fast-paced working world, businesses cannot afford to think of employee background screening as a set and forget activity. 

Despite conducting a comprehensive initial pre-employment screening, naturally, some elements fall outside of the control or view of the employer.  What an employee does in their leisure time or how their habits or lifestyle changed months or years after being hired can be overlooked. In this case, any criminal activity or negative behaviours could tarnish an organisation's brand, culture, and people. 

From internal fraud, workplace violence or a criminal record gained during employment that may compromise an employee's position - the warning signs may already be there. If they’re identified early, it could make all the difference - and that’s where rescreening plays an essential role.  But what exactly is employee rescreening, and how can employers establish a strong rescreening guide? 


What is Employee Rescreening? 

Rescreening is an ongoing and periodic check conducted throughout the employment of an individual.  The set period when rescreening takes place is determined by the organisation, the company's screening policy, and the industry/role in question depending on the level of risk. 

When Should Rescreening Take Place?

It’s common for employee rescreening to occur 2 to 3 years into the tenure of an employee, or in cycles such as every 6 months or every year. This provides organisations with the opportunity to refresh and update an employee's record during the defined period. 

However, there may be times when a situation warrants employee rescreening. Please see Rescreening Guide: Reasons to Consider Rescreening.   


What Industries Commonly Conduct Employee Rescreening?

Rescreening is often observed among start-up and technology firms, as they work with confidential information and proprietary software, therefore protecting their intellectual property is of paramount importance.

While rescreening may be a new concept for some, it’s familiar and mandated within regulated sectors such as financial services, or healthcare.  And rightly so, as these are critical industries where people’s lives and financial well-being depend upon it - any negligence could have disastrous implications. 

As reported within our Guide ‘The Need for Periodically Screening and Re-screening Your Existing Employees with Background Checks’, in 2020, at the peak of the pandemic, a CXO of a renowned investment firm was found guilty of insider trading. Consequently, this resulted in checks for all employees at the organisation. 

Veremark’s 2022 State of Discrepancies Report reveals that within the financial services sector, there are an average of 7 checks per candidate, and the top 5 discrepancies identified include CV gaps, past employment falsifications, conflict of interest, criminal records and discrepancies in civil checks. 


Why is Rescreening Important?

The primary reason for having a strong rescreening guide is to protect the company assets, brand, and clients. Rescreening is likewise crucial to:

Identify Red Flags 

Employee rescreening helps identify any new or emerging issues, such as criminal activities or substance abuse, allowing employers to address potential risks immediately and maintain a safer work environment.

Keep Records Up to Date 

It ensures that employee records remain accurate and current, reflecting any changes in qualifications, certifications, or legal status, which is crucial for compliance and organisational integrity.

Verify Initial Screening 

Employee rescreening provides an opportunity to validate the information obtained during the initial hiring process, ensuring that employees continue to meet the necessary criteria for the job.

Help Reduce Turnover Rate

By identifying issues early on, rescreening contributes to employee retention efforts, helping reduce turnover rates and maintain a stable and experienced workforce.

Rescreening Tips: Reasons to Consider Rescreening  

Where it’s not mandated, responsible employers are leveraging rescreening as a best practice approach to maximise their protection and minimise risk. Taking a proactive approach to the risks, can alert your organisation of any early threats that can occur, such as embezzlement, conflicts of interest, fraud, theft and violent behaviour. 

These are some of the main reasons organisations choose to rescreen:

  • Breaks in employment or furlough - During the pandemic more than one in four workers were furloughed in the UK alone according to the BBC, employers may wish to account for these periods where there is an increased element of risk.
  • Mergers or acquisitions - In this case existing employees are treated as ‘new’ and are subject to the same level of checks as a new starter.
  • Promotions - For example, an employee may transfer to a new department e.g. from Customer Service to Finance, which may involve dealing with monetary transactions, or viewing sensitive information.
  • Workplace accidents - may warrant employee rescreening to assess for potential changes in the employee, including the possibility of substance abuse, ensuring a safe and secure work environment.
  • Checking for up-to-date qualifications - Competencies and credentials need to be kept up to date to ensure employees can carry out their duties, efficiently and lawfully.
  • Employee Relocation - If your employee is moving to a new country you may wish to rescreen to comply with local laws and company policies in the new destination.
  • Tendering for new contracts - During a project tendering process certain clients may require checks so that you’re considered for business.

Regardless of the industry you’re operating within, rescreening should be a serious consideration. It demonstrates your organisation is stringent, has robust processes in place to hire and attract the right person. 

How To Have a Strong Rescreening Guide - Tips for Employers

It’s critical for businesses to have a strong rescreening guide to clearly define the when, why, and hows of conducting the background check again. Here are some best practices for employers to establish a strong rescreening guide:

Be Consistent

Apply rescreening consistently across all levels and roles within the organisation (unless in the case of certain incidents, which should be explained by your policy). This ensures fairness and reduces the risk of overlooking potential issues based on job titles or hierarchical levels.

Stay Compliant with the Laws

Stay abreast of relevant laws and regulations to ensure that your rescreening processes comply with legal requirements. 

Clearly Communicate the Rescreening Guide with the Employees

Communicate openly with employees about the rescreening process. Be transparent about the reasons behind it, emphasising its role in maintaining a safe and secure work environment. Address any concerns employees may have and provide a platform for questions.

Clearly Define Situations That Warrant Rescreening

Clearly define red-flag indicators that may prompt rescreening, such as criminal activities, substance abuse issues, or changes in licensing or certifications. Having specific criteria in place helps in identifying potential risks swiftly and effectively.

Partner with a Reputable Background Screening Platform

Collaborate with reputable screening agencies that specialise in employee background checks. Ensure that they adhere to industry best practices and maintain the highest standards of accuracy and confidentiality.

State The Types of Checks You’ll Run

This tends to cover baseline screenings such as criminal record checks and more recently social media checks which have grown in popularity. These ensure that any questionable social media statements or remarks are flagged to the employer, for more informed hiring decisions.


Get Your Rescreening Process Started with Veremark

Rescreening is critical to protecting your company and keeping you ahead. Trusted by the world’s best workplaces, Veremark offers an automated solution for your rescreening needs. You only need to provide us with employee details, order the checks you need, and receive the report from us. Our system seamlessly integrates into your current HR workflows, which means you can easily combine essential information to make informed decisions. Learn more about our background checks here

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What is Employee Rescreening?

Employee rescreening involves conducting background checks on existing employees after their initial hiring. This process is typically done periodically or in response to specific events or changes in job responsibilities.

Why do employers choose to rescreen their employees?

Employers may rescreen employees for various reasons, including promotions to higher-risk positions, compliance with regulatory requirements, addressing security concerns, or as part of a routine review to ensure ongoing adherence to company policies.

How can employers establish a strong employee rescreening guide?

Employers can create a robust employee rescreening guide by clearly defining the criteria triggering rescreening, ensuring compliance with relevant laws, maintaining transparent communication with employees about the process, and implementing a consistent and fair rescreening procedure across the organisation.


What background check do I need?

This depends on the industry and type of role you are recruiting for. To determine whether you need reference checks, identity checks, bankruptcy checks, civil background checks, credit checks for employment or any of the other background checks we offer, chat to our team of dedicated account managers.

Why should employers check the background of potential employees?

Many industries have compliance-related employment check requirements. And even if your industry doesn’t, remember that your staff have access to assets and data that must be protected. When you employ a new staff member you need to be certain that they have the best interests of your business at heart. Carrying out comprehensive background checking helps mitigate risk and ensures a safer hiring decision.

How long do background checks take?

Again, this depends on the type of checks you need. Simple identity checks can be carried out in as little as a few hours but a worldwide criminal background check for instance might take several weeks. A simple pre-employment check package takes around a week. Our account managers are specialists and can provide detailed information into which checks you need and how long they will take.

Can you do a background check online?

All Veremark checks are carried out online and digitally. This eliminates the need to collect, store and manage paper documents and information making the process faster, more efficient and ensures complete safety of candidate data and documents.

What are the benefits of a background check?

In a competitive marketplace, making the right hiring decisions is key to the success of your company. Employment background checks enables you to understand more about your candidates before making crucial decisions which can have either beneficial or catastrophic effects on your business.

What does a background check show?

Background checks not only provide useful insights into a candidate’s work history, skills and education, but they can also offer richer detail into someone’s personality and character traits. This gives you a huge advantage when considering who to hire. Background checking also ensures that candidates are legally allowed to carry out certain roles, failed criminal and credit checks could prevent them from working with vulnerable people or in a financial function.

Transform your hiring process

Request a discovery session with one of our background screening experts today.

The Need for Periodically Screening and Re-Screening Your Existing Employees with Background Checks

For a positive future of work, it is important that all organisations ensure that every employee is privately and professionally positive in their life behaviour, both now and over the months and years ahead. If an existing employee commits a criminal offence, it can significantly and negatively impact their organisation. Hence, it's crucial today to perform ongoing periodic checks throughout their employment.

Companies need to be more alert about this during their hiring process. Candidates must be screened thoroughly, and all information related to their backgrounds, professional experience, and educational qualifications must be verified. Failure to do so can cost the hiring company months in lost productivity, thousands of dollars in salary and hiring costs, and may damage the company's culture, brand, and reputation.

Employee screening is the practice of investigating talent for any misconduct or changes in their circumstances. On one hand, this may be considered invasive; however, it may also be prioritised as an important part of the ongoing health of the workforce checking and verification process. Employee screening is something that, first and foremost, any employer needs to do. A business needs to plan justified ongoing screening of its employees in order to mitigate and minimise risk.

In this report, we discuss:

- How widespread is employee screening?

- How does talent screening during the course of employment work?

- Criminal record checks

- Ensure the greater safety of your business after hiring a new employee

- Can Employers Re-screen Employees?

- What employers should follow while conducting checks during the course of employment

- How to conduct ongoing background rescreening?

- What may an employer expect to find when a check is done during employment?

- Consent regarding the continuous screening of employees

- Employers are increasingly running social media check

- Reduction in time required for employee screening

- Veremark candidate & employee screening

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