Asurint

Background screening technology is more capable than ever. Employers can gain deep insights into job candidates and workers. But with this power comes responsibility. Given the incredible tools available, how can HR professionals balance privacy and security?

Tom Manning, VP of Product for background screening provider Asurint, has an interesting perspective. A former Intelligence Officer in the U.S. Department of Defense, he entered the background check industry 10 years ago. He says the two fields are quite similar: “Background check providers compile intelligence reports. We just call them consumer reports.”

Most Americans, he explains, have accepted a high level of surveillance. Search engine companies know what we look for online, streaming services understand our tastes in music, and e-retailers can tell what we’re buying for loved ones this holiday season.

The workplace was, for a time, considered different. Historically, employers could only see what employees were up to on-premises. They could log arrivals or restrict use of company computer networks. What happened off-site and after hours was mostly a mystery, though.

That’s all changed. Technology now gives employers extensive visibility beyond their own doors, which can enhance safety. In particular, realtime criminal monitoring, criminal trend algorithms, and of course, artificial intelligence are transforming the background screening industry while also raising important questions, ones Manning strives to answer for his company and his clients.

Realtime Criminal Monitoring

Background checks were once a “one and done” proposition. Candidates applied for a job, and a screening cleared them for duty, typically for their entire tenure with the company. The problem with this approach should be obvious—what if someone engages in alarming criminal behavior after hire? Consider settings where safety is a top concern for the customer of the business—such as when a technician must enter a home or healthcare setting.

This is precisely why Asurint has built realtime criminal monitoring. Is there a privacy implication? “Of course, some people will be concerned,” Manning says. “The key is to be transparent. Explain what you’re monitoring and why. Most employees will be glad that ongoing criminal checks are protecting them, as well as their colleagues and clients.

Just as importantly, explain what’s not being monitored so it’s clear how their rights are being respected.” Employers must remember that conducting criminal monitoring through a background screening provider is still subject to the Fair Credit Reporting Act and applicable state and local laws, so they should also ensure their program aligns with such requirements including consent from employees to ongoing background screening.

Criminal Trend Algorithms

When Manning entered the industry, background searches were narrow, centering on the jurisdictions in which a candidate had lived and worked. The assumption was that relevant criminal records would appear there. As we all know, however, people are increasingly mobile, and in fact, Asurint’s internal criminal trend data suggests more than 20% of crimes today are committed away from home.

The old way isn’t sufficient anymore. Neither is the common method of only searching third-party national databases. Significant gaps exist in these repositories—and the blind spots are getting larger each year, as more courts reduce access to information, including date of birth.

Background check providers compile intelligence reports. We just call them consumer reports

That’s why Asurint leverages technology to perform millions of more thorough background checks each year. By analyzing criminal activity and overlaying trends against specific screening requests, smart systems point to “hot spots” nationwide. The result is a background check that surfaces more criminal records, more efficiently, and helps keeps communities safer.

Artificial Intelligence

The last technology on Manning’s list is by no means the least. Artificial intelligence offers perhaps the greatest potential but also the most dangerous pitfalls in background screening—depending on how it’s used.

Manning helps evaluate AI use cases. He says recent innovations have greatly improved background report accuracy, for example. By consulting public records, past screening orders, and other information, AI can identify possible errors before a client ever sees the report. AI can also accelerate employment verifications, and it can be a boon for customer support.

Where AI falls short, according to Manning, is in final decision-making. AI cannot apply adequate nuance to determine whether a particular record should be included in a background report, so final decisions should always be handled with human review. On the client side, he says, employers should not turn over hiring choices to computers and should consult with qualified counsel when considering leveraging AI.

Like other technologies, AI must be viewed as a tool, helping people do their jobs better. When it comes to setting policies and procedures and communicating transparently about how background screening technologies are being used—well, those areas remain the responsibility of we human beings.