In many cases it may not be enough to simply screen an applicant at the time they are initially hired.

Could you really defend your company's screening policy in court if it was only done at the time of initial employment?

Infinity screening is continuous or frequent post-hire employee screening.

You may not realize it but you may already do this.

Do you run annual driving reports through your insurance company on company drivers?

That is infinity screening. But what about other positions?

Do your accountants still have their credentials or license?

Do your nurses still hold an active license without any disciplinary action on them (that you know of)?

How about criminal records? Do you know if that floor manager in production is doing weekends in jail or is on a jail work release program?

Infinity screening can be done if your release authorization indicates that you can continue to do background checks on a candidate throughout their employment with your company.

Sometimes it doesn’t hurt to do a yearly criminal check along with your yearly driving checks on your drivers.

Maybe criminal records were clear when you screened the candidate before hiring them, and maybe there was never any issue after that candidate was hired.

Maybe they never received any tickets or DUI arrests. Can you take a chance with it? Maybe. Would you be better off protecting your company with annual reviews on current employees, double checking licensing, driving, criminal records, credentials, etc? Absolutely.

FTC Staff Opinion letter dated August 05 1998 On Infinity Screening:  Click Here