As we reflect on the dynamic landscape of background screening in 2024, it’s clear that the industry has undergone significant transformations, adapting to evolving technologies and changing societal norms. Looking ahead to 2025, several key trends are poised to shape the future of background checks, presenting both opportunities and challenges for employers, franchisors, membership organizations, nonprofit organizations, property management companies and background screening providers alike.
One of the most notable developments in 2024 was the continued rise of social media background checks. Companies and organizations increasingly recognized the value of assessing candidates’ online presence to gain deeper insights into their character and potential fit within an organization. These checks involve examining publicly accessible data from platforms like Facebook, Twitter, Instagram, and LinkedIn to evaluate a candidate’s professional conduct and personal traits. However, it’s crucial to note that the legality of social media screening hinges on adherence to privacy laws and non-discrimination guidelines. Businesses must focus solely on publicly available information and avoid seeking password-protected content or sensitive data.
As we move into 2025, the importance of partnering with reliable background screening companies that are also consumer reporting agencies (CRAs) cannot be overstated. These organizations are subject to the Fair Credit Reporting Act (FCRA), which regulates the consumer reporting agency industry and protects consumer privacy. CRAs and their end-user clients are required to follow specific guidelines, including obtaining proper consent from candidates and following adverse action procedures if a candidate is disqualified based on their background check results. By working with FCRA-compliant screening providers, employers and other organizations can ensure they’re receiving accurate, up-to-date information, as well as processes for consumer disputes, while also protecting themselves from potential legal issues.
Another trend that gained significant traction in 2024 and is expected to continue growing in 2025 is continuous criminal monitoring. This approach moves beyond the traditional one-time background check model, providing real-time updates on individuals’ criminal convictions throughout their tenure with a company – be it for employee screening, volunteer screening, resident/tenant screening, franchisee screening, or membership screening. Continuous criminal monitoring allows businesses and nonprofits to stay informed about changes in their peoples’ criminal conviction backgrounds, helping to mitigate potential risks and maintain a safe organizational environment – whether for employees, franchisees, residents/tenants, volunteers or members. As we look to 2025, we can expect to see more companies and organizations adopting this proactive approach to background screening.
While technological advancements have brought numerous benefits to the background screening industry, they’ve also introduced new challenges. The integration of artificial intelligence (AI) in background checks has been a hot topic of discussion, with both proponents and critics weighing in on its potential impact. AI has the capability to process vast amounts of data quickly, potentially streamlining the screening process. However, it’s crucial to recognize the limitations and risks associated with relying solely on AI for background checks.
One of the primary concerns surrounding AI in background screening is the potential for bias. AI algorithms are only as unbiased as the data they’re trained on, and if that data contains inherent biases, the AI system may perpetuate and even amplify those biases in its decision-making process. This could lead to unfair outcomes in background screening, potentially discriminating against certain groups of candidates.
Additionally, AI systems may struggle with contextual understanding, potentially flagging minor discrepancies without considering legitimate explanations. For example, an AI system might identify a small inconsistency in employment history without understanding the valid reasons behind it, potentially leading to false conclusions.
As we move into 2025, it’s likely that we’ll see increased focus on compliance and data privacy in background screening. With regulations like the FCRA and various state-level privacy laws continuing to evolve, background screening companies and their clients will need to stay vigilant in their compliance efforts. This includes following reasonable procedures to ensure maximum possible accuracy of information, providing proper disclosures to candidates, and adhering to strict data protection protocols.
As we look ahead to 2025, the background screening industry is poised for continued growth and innovation. From the rise of social media checks and continuous criminal monitoring to the ongoing debate surrounding AI in background screening, employers and screening providers alike will need to stay informed and adaptable. By partnering with reliable, FCRA-compliant background screening companies, organizations can navigate these changes effectively, ensuring they’re making informed hiring decisions while also protecting candidates’ rights and privacy. As always, the key will be striking the right balance between leveraging new technologies and maintaining the human touch that’s essential for fair and accurate background screening.
Posted by: Rudy Troisi, L.P.I., President and CEO, Reliable Background Screening
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