Continuous Workforce Screening

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Workforce criminal monitoring is an essential process that involves constant surveillance of public court records for any new criminal activity by employees, contractors, GIG workers, volunteers, and others associated with your organization. It is a proactive measure that helps identify potential risks and criminal activity that may have occurred after the initial background check. It is an effective way to ensure the safety and security of your organization.

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.


Workforce monitoring uncovers information about convictions, arrests, pending cases, dismissed cases, and case progression which emanates from over 2800 county courts and all federal district courts in the US.


Your workforce undergoes a constant real-time comparison to national criminal activity. In the event of any relevant criminal activity, employers will receive immediate notification along with all published details about the event. Following the initial notification, case updates are provided to ensure efficient handling of the situation.


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type of traditional one-and-done screening is, at best, a snapshot of impermissible activity and is almost immediately out of date.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?


Self-reporting simply doesn’t work as there is little to no motivation for someone to put their job at risk. The suspects are released for most infractions within days, if not within hours. For example, in one instance we found an individual who was arrested for shooting someone on a Friday and was back at work the following Wednesday…

As you can see, serious crimes often do not result in long-term confinement, either at arrest or sentencing. Below are some examples of felonies that our clients were unaware of:

  • Assault with a Deadly Weapon with Intent to Kill or Inflict Serious Injury
  • Sexual Assault
  • Child Endangerment
  • Embezzlement
  • Breaking and Entering
  • Larceny
  • Habitual Driving While Impaired
  • Possession of Controlled Substance with Intent to Sell or Distribute

You don’t know what you don’t know. We have found that up to 4% of the workforce becomes involved in some type of illegal activity, some of which would have precluded them from becoming employees originally. Your ability to demonstrate to stakeholders that your organization has taken timely and fair proactive steps to meet safety and security obligations is one of the program’s ROI.


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.


Not at all. We only supply data that is 100% in the public domain.



Continuous Criminal Monitoring​

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