Background checks have become a standard part of the U.S. hiring process. According to a 2017 study conducted by the Professional Background Screening Association (PBSA), 96 percent of employers conduct pre-hire background screening.
For many companies, however, a one-time, pre-hire glimpse into an employee’s driver history doesn’t provide the legal protection companies need. With 83 percent of Americans reporting they drive at least several times a week, employers are developing robust safety policies that include standardized employment eligibility and continuous employee monitoring.
Although most organizations have a defined safety policy for employees who drive for work-related purposes, many lack the means to enforce that policy and lose visibility into their employees’ driving behavior as a result. When risk is identified, oftentimes it is too late.
Of the employers who participated in the PBSA study, two thirds called out the time it takes to receive screening data as a significant challenge. This time delta impacts not only companies looking to hire, but also those applying for jobs.
Due to the importance of knowing how your drivers behave behind the wheel, background screeners are now offering FCRA-compliant* continuous driver monitoring, which provides driver transparency in real time. Employers can now receive alerts for every incident and status change, as well as insight into employee data trends.
With access to rich employee information, however, companies must acknowledge, and comply with, consumer data regulations lest legal action be taken due to improper handling and use of employee screening and continuous monitoring information.
*Enforced by the Federal Trade Commission, the FCRA is a federal law that governs the collection, assembly, and use of consumer information.