Criminal monitoring involves identifying potential threats and recognizing behaviors and choices that could jeopardize your business and brand. Employers conduct criminal monitoring to safeguard their workplace, customers, assets, and reputation, basically the same reasons they conduct background checks. Think of it as a background check that never ends.

Yes, in nearly all jurisdictions’ employers can legally perform ongoing checks of employees’ illegal activity as long as they obtain the individual’s consent, similar to the original background check.

Pre-hire background screening vets potential employment candidates in an effort to keep the “bad guys” out. This type of traditional one-and-done screening is, at best, a snapshot of impermissible activity and is almost immediately out of date. Pre-hire background checks do not uncover problematic incidents that occur after the candidate becomes an employee – they are all about the past. Employers have no visibility into potential criminal activity once the employee becomes part of the team, which is when they potentially may become a real threat to an organization.

Many employers that rescreen employees do so on a regular schedule, such as annually or every 2-3 years from hire date. Because of these significant gaps, rescreens leave room for criminal activity to fall under the radar. Would you want to wait a year to find out someone was arrested for assault with a deadly weapon?

Criminal monitoring can raise concerns about employee privacy. To address this, employers should have clear policies explaining the purpose of monitoring, the types of checks performed, and how the information will be used. It is important to obtain consent from employees to ensure that they are aware that the organization is monitoring their activities.

Yes, employees have the right to dispute erroneous information with the organization. Employers should define and follow proper procedures for handling disputes and ensure that decisions are fair and based on accurate information.

To ensure that their monitoring practices comply with anti-discrimination laws, employers should apply consistent standards to all employees, avoid making decisions solely based on a criminal record, and consider rehabilitation and job-relatedness.

Employers should clearly communicate their criminal monitoring policies during the hiring process, with periodic updates as needed. It is a necessary step in ensuring transparency and trust between the organization and its employees.

Prior to now, organizations have relied solely on “employee self-reporting” of incidents, which doesn’t work. While the concept makes all the sense in the world, the technological capabilities to access court documents in near real-time did not exist before now. Unless your organization is using a post-hire monitoring tool that captures contemporaneous criminal data nationwide, you most certainly are not benefiting from active nationwide criminal monitoring.

Almost every organization conducts a background check, but once the check is completed, it is history and the individual you hire now represents a future risk to your organization. Additionally, most background checks are not national in scope. You may not hire a convicted felon, but if they are arrested for a felony after they are hired, don’t you want to know?

PostHire employs several overlapping techniques to ensure that our notifications solve problems rather than create new headaches for you and your team. Additionally, many customizable elements within the system allow you to choose the types of events your organization needs to be notified of.

Setup and maintenance are simple. All you have to do is provide us with a list of employees to be monitored and identify what type of activity you want to be alerted on. That’s it. Alerts are sent to you in real-time as criminal activity occurs. Because our data is directly from the primary source, it will significantly reduce the amount of time required of your resources to verify and investigate the authenticity of convictions.