job. Tis reduces risk, promotes safety and helps save lives by providing information to assist them in their employment deci- sions. Background screening also plays an important role in the healthcare industry for these same reasons. A recent survey of companies in the
healthcare industry highlighted their background screening activities (HireRight 2014). Five hundred and thirty-four orga- nizations were surveyed concerning their common screening practices and policies. Forty-five percent of the respondents iden- tified themselves as an owner, executive, director, or manager. Te respondents indicated background
screening programs benefited them by responding to three of their top five con- cerns: patient and donor care, employee safety, and improved reputation. A key
concern was to protect against hiring an ineligible individual that might pose a risk to patient, donor and employee safety, which could result in fines, litigation, and brand damage. Many organizations use screening to
determine if applicants are being truthful. Seventy-four percent of the respondents in- dicated their screening program uncovered an issue that would not have been other- wise caught. Fiſty-four percent responded they found individuals who lied on their resumes or applications. Even more trou- bling, 39 percent of the respondents stated that they were not sure if applicants lied. Te survey indicated less than one-third
of survey respondents rescreened their current employees within the company on any criminal charges during the time they have been employed. Only 39 percent of the
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respondents stated that they perform sec- ondary or reoccurring background screens on current employees who have had a status change, which includes having an employee move laterally to a new position or moving vertically with a promotion, within the or- ganization. Background screening programs should not be limited to just screening new hires. Current employees with access to your facility, equipment, client’s applicants, and your employee files, may cause as much or more harm to your organization than an ineligible applicant or new employee. Te level of risk increases as employees move into higher levels of management and have access to more PII and other company proprietary information. Periodic rescreen- ing programs are an imperative for revealing post-hire issues, such as the employee who
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