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1D Mereworth Business centre,
Hermitage Farm, Danns Lane,
Wateringbury, Kent. ME18 5LW

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The Emergence of Continuous Screening: Moving Background Screening From Pre-hire Problem Identification to a Threat Management Tool that Helps to Mitigate Risk

Regular Monitoring Screening (RMS) or on-going, post-hire, continuous or reoccurring screening. JH UK Ltd is in the process of conducting background checks on current employees on a periodic or on-going basis to stay informed about life changes which could create increased risk for your organisation.
We originated the term Regular Monitoring Screening (RMS) in 2009 when the data base technology for being able to conduct on-going, continuous or reoccurring screening emerged. We saw the “writing on the wall” and that significant change is to occur in the background screening industry. It has been a slow and difficult journey, but every year more and more firms are moving to conducting RMS screens.
HireRight reported in their 2015 Annual Benchmark report that 46 percent of their survey respondents
were conducting re-occurring background checks up from 32 percent in the 2014 Benchmark Report.
RMS is taking hold because employers are finally learning and understanding that pre-hire detection of problem behaviour is not enough to forestall or foretell future bad behaviour that creates risk for the organisation. It's no surprise to any experienced business manager that at the core of compliance/risk and threats to businesses are the people they employ. Employees account for a significant portion of risk including:
 Theft embezzlement
 Identify theft
 Industrial espionage
 Data breaches
 Reputation damage
 Workplace violence
Along with understanding the reality of the risk and threat associated with hiring people the technology that enables continuous screening to happen real time has continued to progress as well. With the advent of cloud computing the capabilities have advanced considerably.
Rather than scanning one time, or on a regular schedule of intervals (such as every few years), organisations now have the power to perpetually evaluate risk post-hire as life events, and identity data, evolves. Using Personnel risk assessment technology in a continuous screening model, sophisticated analytics can be unleashed to assess risk factors in real-time and proactively alert managers to potential issues before they escalate. A shift to continuous post-hire monitoring for the latest actionable information is now possible.
Technology also helps organisations visualise threats and prioritise based on various factors, which can be customised for industry. For instance, the transportation industry may weigh a motoring offence as a riskier trait than the finance industry, whereas the healthcare industry views delinquent payments as a bigger problem. Each industry faces its own unique challenges in meeting regulations and mandates, but a continuous screening platform can help organisations make sense of it all.
Armed with this level of specific information managers are positioned to make decisions on how to best reduce or mitigate their risk when derogatory information is discovered about an employee.
It should be noted that it is important that company's using continuous screening understand that identifying derogatory information on an employee does not mean automatic termination and should simply be grounds for an investigation to ensue. This is where an individual assessment is very important and all the relevant information needs to be examined starting with, is there a correlation between the negative information and the nature of the work being performed. For example, the alert identifies that an employee has been convicted of robbery and their job is parking cars. It’s a clear correlation between the two and finding the employee another position or termination might be in order. Whereas, an employee convicted for possession of child pornography that works on a manufacturing production line would be a steeper hill to climb in showing a correlation between the two, despite how much disdain you might have for the wrong doing. The point being each case must be looked at based on the unique circumstance and variables relevant to the situation, but above all, avoid blanket policies. And, before you take any actions be sure to consult your solicitor.
If you have not already started to use Jefferson Hunt Limited Screening now may be a good time to explore adding it to your threat management toolbox and risk mitigation tools.

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