Ready to Rescreen Employees? Here’s the Why and How

Over half of employers already rescreen their workers, and in some sectors—healthcare, transportation, childcare—it’s practically universal. But here’s the issue: rescreening feels like a logistical nightmare. Even companies that know they should rescreen often avoid it because it’s a pain to implement.

So, what if there were a way to keep your workforce checked and ready without drowning in logistics? Spoiler: it exists.

In this guide, we’ll break down why rescreening matters, the basics of building a program, and how to make rescreening actually work for you. By the end, you’ll see just how manageable—and smart—rescreening can be.

Why companies rescreen their employees

Rescreening employees means running background checks on current employees after they’re hired, usually on a regular basis or when their role changes.

Companies rescreen their employees for a reason—or actually, three: compliance, qualification, and safety. Here’s a closer look at why so many are making rescreening part of their routine.

1. Compliance: With regulations constantly evolving, many industries require regular background checks to keep your business—and your team—on solid ground. Think insurance policies, industry accreditations, and state regulations that mandate rescreening for specific roles. Keeping compliant is a whole lot easier when you’re up to date.
2. Qualification: Licenses expire, driving records shift, and certifications lapse. A rescreen is a way to make sure your people still check the right boxes, especially in jobs that require specific credentials or skills. This isn’t about mistrust; it’s about keeping standards where they need to be.
3. Safety: If your team works directly with customers or sensitive information, rescreening just makes sense. It’s a way to know you’re putting the best, most qualified people on the job, building trust with customers and confidence within your team.

At the end of the day, a background check is a snapshot in time. Rescreening keeps that picture updated, so you’re regularly in the know.

Problems with legacy rescreening

With most screening providers, rescreening active employees takes a considerable amount of work. We’ve talked to a lot of companies, and this issue comes up every time: “We should be running rescreens, but it’s just not feasible right now.” And that’s because of all the extra work it requires.

That work has to fall somewhere, and it typically lands in one of two places: you, or your employees. Either you’re spending hours on repetitive, manual tasks to get those screens ordered, or your employees are stuck filling out the same forms they did as new hires.

And that’s where companies get two big reasons not to run rescreens:

1. It’s difficult and time-consuming
2. It creates unnecessary work for employees

So even though many companies know they should have a compliance program, they end up avoiding rescreens because the process is just too much. That’s a huge problem—one that only grows in companies that hire at high volume. The larger the workforce, the harder it becomes to keep rescreening practical.

No one’s built a solution for easy rescreening that actually works for high-volume hiring.

Until now.

The only solution for high-volume rescreening

When we realized that no one had a good solution for rescreening at scale, we decided to build it ourselves. It took a lot of digging, conversations, and testing to get it right. We’ve walked through the details with high-volume hiring companies across industries, and out of that research came the first rescreening solution designed specifically for them.

“After hearing the same frustrations from so many companies, we knew we couldn’t just offer a ‘better version’ of what was out there. Companies told us what they needed, and we built exactly that. Now we’re hearing from users that it’s finally a solution they love.”  – Brady Stromme, Yardstik’s Head of Customer

So, what did we learn (and build) along the way? The rescreening solution companies actually needed:

• Use employee data from any system: Most companies want their employee information centralized, and they don’t want their background check provider to be the source of truth for it. That data might live in a CRM, ATS, HRIS, or even across multiple systems. With our solution, you can use information from wherever it’s stored.
• Order rescreens in bulk with one click: You need a list, not a long process. One click starts rescreens for everyone on that list, whether it’s 10s, 100s, or 1000s of employees.
• Run screens without extra work for candidates: Rescreens should stay in the background—employees shouldn’t be interrupted with tasks they’ve already done once. In almost every case, our solution lets employees stay focused while you get the updates you need to keep them qualified.

After countless hours of research and testing, we’ve delivered a solution that finally makes high-volume rescreening possible. Just upload a simple list of emails, and we handle the rest.

Rescreening should be simple

Rescreening should be simple. If it’s a hassle, let’s face it—you’re probably not going to stick with it.

A simple rescreening program starts with clear, manageable rules that fit your company’s needs. There’s no point in over-complicating it. Roles, timing, and risk tolerance are key factors, and they’re all you need to get started.

Then, there’s the tech side. The right tools should help you manage rescreening in bulk without bogging down your team—or your workers—with manual tasks.

It is simple, you’re a lot less likely to miss a beat on compliance, qualifications, or safety.

Build an employee rescreening program

You don’t need an overly complex rescreening program. But you do need one that works for you. Building the right plan depends on a few key factors:

• Timing: Think frequency, not frenzy. Some companies stick to an annual or biennial schedule; others rescreen every six months, especially in fields where the stakes are higher.
• Role requirements: Certain roles come with more risk, especially those involving sensitive data, direct customer contact, or safety-sensitive tasks. These higher-stakes roles may need a tighter rescreening cadence to make sure the right people stay in the right jobs.
• Role changes: If someone gets promoted, transferred, or starts working in a new city, a rescreen can help make sure they’re still qualified for their new responsibilities.
• Risk tolerance: Some organizations are stricter than others based on the work they do and the clients they serve. Assess how much risk you’re willing to take to keep your rescreening aligned with your goals.

Rescreening doesn’t have to be an impossible task, even if you’re managing a high-volume workforce. With the right approach—and the right tools—rescreening becomes something you can count on, not something you dread. At the end of the day, it’s about making sure the people you trust to work are still the people you’d hire again today. And now, there’s finally a way to make that happen without the hassle.