Investigative services firms are reporting a moderate increase overall in screening requests since September 11th. Certain industries however, such as government and transportation, have seen an outright surge in screening activity. The investigative-services industry is monitoring trends and changes as they emerge, leaving many to wonder about the lasting impact of the terrorist attacks. Are optional background checks a thing of the past?

Background checks aren't new to corporate America, but companies have been traditionally slow to adopt this service. In the 90's, security firms faced a tough learning curve; often having to educate clients about the nature of the screening process. Companies looking to thwart employee law suits also learned about screening's "hidden benefits." In addition to preventing negligent-hiring suits, a pre-employment background check can substantially reduce turnover, lower department costs and bolster salary negotiations.

With employee safety in the spotlight now, corporate interest in background investigations is on the rise. Hiring is slow, but management is responding. Renee Svec, Marketing Manager of HireCheck Inc., reports a general increase in employer interest and awareness since the attacks on our nation. Government and transportation employers have been especially active, not only screening new hires, but current employees as well. "Companies are playing catch-up now," says Ms. Svec, following-up on due diligence screening that had fallen by the wayside.

The choice to investigate or not is still a matter of employer discretion. However, the day may come when employers are legally required to conduct background investigations, notes David Roemer of Total Solutions Outsourcing. We have already seen government mandates in the aviation and transportation industry, requiring that the FAA screen all term employees. Similar mandates might soon follow in other industries. Another area likely to undergo changes is international hiring. Companies with H-1B and other visa programs might encounter increased barriers and/or liability in their hiring efforts. International employees are not subject to the same discrimination and fairness laws as US citizens, and can more readily be singled-out for scrutiny. One of the most costly and challenging of all investigation types, international screenings might well become a routine feature in overseas hiring initiatives.

In reviewing security needs in these changing times, companies should be especially careful to avoid discriminatory practices. "To protect themselves companies need to apply a fairness level across the board," states David Roemer. Companies must be upfront and fair about the screening process and apply the same rules to all employees, regardless of race, sex, title or other factors. Screening only mailroom workers, for example, would be considered a discriminatory practice under US law.

The events of September 11th still so close, it is difficult to discern what affect national security concerns will have on corporate practices. Investigations are still a matter of employee discretion, and are likely to remain so. However, as companies re-evealuate their hiring and screening practices, recruiters and candidates alike should be prepared to deal with a modicum of uncertainty and change.

Recruiters World Special Reports is a timely, in-depth news series that explores vital issues and trends affecting the human-capital industry. Published monthly, Recruiters World Special Reports is presented and distributed exclusively through Recruiters World in Review. Also watch for new articles as they appear on the Recruiters World home page.

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