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Changing Dynamics of Employment Background Screening

Employees are typically a firm’s greatest investment and highest cost. In that sense, hiring the right person is not a simple process. It should be kept in mind that any prospective employee can look good on paper. However, falsehoods, deceptions, and exaggerations are still common in resumes and job applications. According to a recent survey, 88% of survey respondents indicate that they found these types of interpretations.

Trends in global employment are changing!

In that regard, employers should avoid underestimating the potential cost of neglecting to screen job candidates. For instance, according to the US Department of Commerce:

-In the US 30% of business failures are directly attributed to poorly-executed hiring procedures.

-In addition, 5% of employees have criminal records (1)

Even though background screening remains a crucial part of mitigating business risks, it is not a stable process and it should evolve with respect to the changing dynamics in the business world and global employment trends. For instance, while a decade ago, social media wasn’t even on the hiring map, today it becomes a basic part of talent management. In addition, the “gig” economy and technology also create significant changes in global employment dynamics.

Similar to the changing dynamics in global employment trends, challenges for background checks is evolving as well. For instance, especially for the last 5 years, with more complex candidate backgrounds, organizations are struggling to find a balance between speed and accuracy.

Background screening trends in 2017?

Past employment checks will remain as critical as criminal checks: Even though most organizations generally reserve more time or budget for criminal checks; without a proper employment, verification organizations could face the risk of hiring a stranger. Thus, a more comprehensive employment check should be able to well explain the unexplained gaps in the candidate’s employment story.

International screening and growing numbers of contingent workers: With decreasing unemployment rates and fast-growing on-demand workforce, companies again started to hire and contingent workforce is becoming prevalent. In addition, the world which is becoming increasingly connected to the number of employees who spent more time abroad is increasing.

As a result, employers become more and more responsible for international checks. While most of the employers are not conducting international checks, international moves may sometimes a mean that the candidate may try to escape negative records

Continuous screening and post-hire rescreening:  Do the employees may commit crimes after being hired? In fact, a poor post-hire rescreening could create various threats. As a result, continuous screening, continual screening, infinity screening or re-screening become the industry’s “normal” and it is usually performed on workers annually or semi-annually.  

Unlike the candidates who hope to join the organization, it should be kept in mind that the current employees may have access to sensitive information or business secrets. However, it is indicated that 48% of employers do not screen in the post-hiring process. Thus, it could be estimated that the post-hire rescreening process may be more popular in the near future and insider threats could be minimized by rescreening in the post-hiring period.

The increasing trend in social media screening: With the increasing trend in using social media, employers today cannot resist mining information from social media platforms. According to Careerbuilder, 60% of employers using social media to research job candidates in 2016 that this number was 11% in 2006. (2)



  1. FYI Screening, “How Employee Screenings Protects Your Business”
  2. Society for HR Management, “Know Before You Hire: 2017 Employment Screening Trends”


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