When you hire a new employee, you will probably run a background check. But what happens after day one? For many companies the answer is nothing, and that can leave you at risk. The reality is that circumstances change over time. An employee’s record at the time of hire doesn’t necessarily reflect their situation months or years later. New issues can arise inside or outside of work, that may impact their ability to safely and effectively perform their role.

That’s where continuous screening comes in. A proactive way to keep you informed and protect your organization every day, not just at the point of hire.

What Is Continuous Monitoring?

Continuous monitoring is the practice of checking existing employees’ records on an ongoing basis rather than just once at the time of hire.

This can include periodic or real time alerts about:

• New criminal charges or convictions.
• Changes to licenses, certifications, or credentials.
• Inclusion on sanctions or watch lists in regulated industries.
• Other role-specific concerns that could impact eligibility or compliance.

By keeping an eye on relevant information over time, you gain insight into changes that may affect workplace safety, compliance obligations, or job performance.

Implementing a continuous monitoring program provides clear advantages for your business and your team:

Stay informed. You’ll have up-to-date information to support safe, compliant, and effective operations.
Enhance safety. Early awareness helps you take appropriate action before problems escalate.
Support compliance. Many industries have ongoing monitoring requirements; staying current helps avoid penalties.
Demonstrate diligence. Shows employees, customers, and stakeholders that you take your duty of care seriously.
Protect your culture. Reinforces your organization’s values by ensuring continued alignment and accountability.

The Growing Risks of Inaction

Workplaces, industries, and personal circumstances are constantly changing and so are the risks associated with them. Without continuous monitoring, you may unknowingly:

• Retain employees who are no longer qualified for regulated roles.
• Miss serious red flags that could jeopardize workplace safety or customer trust.
• Face increased liability in the event of an incident that could have been prevented with better oversight.

As expectations around corporate responsibility and transparency grow, so does the importance of maintaining vigilance beyond the hiring stage.

Employer Guidance

A background check at the time of hire is a vital first step, but it shouldn’t be the last. Employees’ situations can change over time, and staying informed helps you make better decisions, protect your team, and maintain compliance.

Continuous monitoring is a smart, proactive approach that allows your organization to adapt to evolving circumstances with confidence.

GIS is here to support and protect your organization with accurate, reliable background checks. If you want to learn how continuous monitoring can enhance your screening program, contact us today.

In today’s digital hiring environment, verifying a candidate’s identity is more important than ever. With the rise of remote work, AI-generated resumes, and identity fraud, employers need to be confident that the person behind the application is who they say they are.

Luckily, background screening provides multiple tools to help confirm identity, forming a strong first line of defense against fraud and compliance risks.

Here are five reliable ways to confirm a candidate’s identity as part of the background screening process:

1. Government ID Verification

The first and most basic step is verifying a candidate’s government-issued ID, such as a driver’s license or passport. This helps confirm name, date of birth, and in some cases, address. But while important, this method alone can be vulnerable to fake or stolen documents which is why it should be paired with other checks.

2. Social Security Number (SSN) Trace

An SSN trace identifies names and addresses historically associated with a candidate’s SSN. It helps uncover aliases or inconsistencies in identity, and is often the starting point for criminal background checks. A mismatch here can raise important red flags early in the process and prompt deeper review.

3. Biometric Verification (with vID)

Biometric tools like vID go a step further by matching a candidate’s live selfie or facial scan to their ID photo, confirming they’re a match to the documents provided. It’s a powerful way to stop identity fraud before the screening even begins, especially for remote or hybrid roles where face-to-face validation isn’t possible.

4. Address History Validation

Verifying past addresses is another helpful identity checkpoint, especially when cross-referenced with job history and criminal jurisdiction searches. Address history helps ensure that the background check covers the appropriate locations and timeframes, leading to a more complete and accurate report.

5. Social Media Identity Review

While not used to judge character, public social media profiles can help confirm a person’s identity, employment history, and even basic location details. When used properly and compliantly, social media screening can validate that the candidate’s online presence aligns with the information provided on their application.

Why Identity Verification Matters

Mistaken identity, resume fraud, and intentional deception are growing risks in the hiring space. Confirming identity isn’t just about security, it’s about protecting your workplace, clients and employees.

When identity isn’t verified, the consequences can be severe. Negligent hiring claims, data breaches, workplace safety issues, or costly rehiring processes may be the result. Taking a layered approach to screening protects your organization from these avoidable risks.

Our Commitment to You

At GIS, we don’t just run background checks. We build customized solutions that protect your organization. From biometric identity verification to SSN traces and social media insights, we use advanced, compliant tools to confirm every candidate’s identity with diligence and care.

If you have any questions about identity verification or are interested in incorporating these tools into your screening process, please contact us.

Now more than ever, job applications are flooding in faster than ever, and many resumes seem flawlessly tailored.

Thanks to AI tools and auto-apply agents, candidates are submitting hundreds of polished applications with the click of a button. LinkedIn alone now processes 11,000 job applications every minute, and one HR consultant recently received over 1,200 applications for a single remote role in less than a week.

But when everything looks good on paper, how do you know what’s real?

AI vs. AI

To keep up, companies are also turning to AI — using tools like chatbots to screen applicants, automated video interviews to assess soft skills, and gamified assessments to measure problem solving.

Not only are bots writing the resumes, but they are also conducting the interviews, and both sides are trying to outsmart each other.

If there’s one thing AI can’t replace, its the need for human trust and verification.

Fake Identities on the Rise

With AI doing much of the heavy lifting, some candidates are using it to cheat the system, even going as far as applying under fake names or stolen identities. As GIS previously reported, the use of artificial intelligence by fraudulent individuals to impersonate job candidates has become more common. In fact, a recent federal case revealed that North Korean nationals were posing as U.S.-based IT workers to secure remote jobs.

That’s why background screening is no longer just a step in the process, it’s the foundation of making safe, smart hires.

Why Background Screening Is Essential

In a world of automated applications and AI-enhanced candidates, background screening gives employers the confidence to know if a person is who they say they are. Background screening provides insights into:

• Identity Verification: Ensures the applicant is a real person and not a fabricated profile or AI generated identity.

• Employment & Education Verification: Confirms past jobs and degrees are valid, not just keywords added by AI.

• Criminal Background Checks: Helps you identify risk before it becomes a liability.

• Credential Checks: Verifies licenses, certifications, and professional qualifications.

Don’t Let AI Become a Liability

While AI can make hiring faster, it also opens the door to legal and compliance risks. Discriminatory algorithms have already sparked lawsuits, and several states are enacting legislation to regulate how AI is used in employment decisions.

For more information, click here.

As AI continues to transform the hiring process, the demand for speed and efficiency grows and so does the need for truth and verification. Background screening plays a crucial role in ensuring your process remains fair, compliant, and grounded in fact — not assumption.

At GIS, we give employers the clarity they need. Our background screening solutions deliver verified, trustworthy insights that help you make confident hiring decisions while protecting your organization.

Washington State is stepping up its commitment to fair hiring by expanding its Fair Chance Act, aiming to give individuals with a criminal record a more equitable shot at employment. As of July 1, 2026, businesses in the state with 15 or more employees will need to revise their background screening and hiring processes to align with new legal requirements—or face significant consequences.

Updated Fair Chance Act

Under the updated law, employers must wait until a conditional job offer is made before asking about or reviewing an applicant’s criminal background—unless a specific exemption applies (such as for financial institutions or positions subject to regulatory rules).

This shift emphasizes the importance of evaluating a candidate’s qualifications first, and only considering criminal history when there’s a legitimate business justification for doing so.

What Can’t Be Considered

Employers are prohibited from taking adverse action based on:

• Arrest records, including pending charges, unless the person is awaiting trial while out on bail or personal recognizance.

• Juvenile convictions

• General policies that automatically disqualify applicants with any criminal history

If a conviction is to be considered, the employer must tie it directly to the job’s responsibilities and assess the potential risk to the workplace, reputation, or customers.

What Must Be Considered

Employers are required to perform and document an individualized assessment if they decide to move forward with considering a conviction. That assessment should include:

• The seriousness and nature of the offense

• Time passed since the conviction

• Any proof of rehabilitation or positive life changes

• The job’s duties and where/how it’s performed

This is designed to ensure that each applicant is evaluated based on context—not just criminal records in isolation.

New Notice & Disclosure Requirements

If adverse action is being considered based on criminal history, employers must:

• Provide the applicant with a notice detailing the specific criminal record in question

• Hold the position open for at least 2 business days (or 5 days if combined with a federal Fair Credit Reporting Act (FCRA) notice)

• Allow the applicant to provide context, corrections, or evidence of rehabilitation

• Send a final notice that explains the decision and documents the employer’s evaluation process

There’s also a new disclosure mandate: If an employer mentions a post-offer background check or if an applicant voluntarily discloses criminal history, the employer must provide a written explanation of the law and include a copy of the Attorney General’s Fair Chance Guide.

Smaller Businesses

Employers with fewer than 15 employees get a six-month extension. They’ll need to comply with these requirements by January 1, 2027.

Employer Guidance

Failing to follow the amended law could lead to civil penalties, lawsuits, or even compensatory damages. Washington isn’t alone—other states including California, Illinois, and New York have adopted similar “fair chance” laws with their own unique notice and assessment rules.

Washington employers should begin preparing now by updating their hiring procedures, revising screening policies, and training HR teams on the new requirements. It’s also a good idea to consult legal counsel to ensure your practices align not only with Washington’s changes but with evolving standards nationwide.

Click here for more information.

At Global Investigative Services, we are your trusted ally in background screening, committed to delivering precise, timely, and comprehensive information to empower your decision-making. If you have any questions about background screening laws in your state or need guidance navigating these regulations, please contact us.

In an increasingly digital hiring environment, employers rely heavily on tools like E-Verify to validate the employment eligibility of new hires. But when systems experience disruptions, as seen with a recent E-Verify technical issue impacting cases between April 9 and May 5, 2025, it can raise significant concerns for HR teams and compliance officers alike.

The Impact on Employers

For businesses that processed employment verifications during the affected window, there’s a chance that certain cases—especially those involving Social Security Administration (SSA) mismatches—may have been incorrectly marked as Final Nonconfirmations (FNCs), despite the employee taking steps to resolve the discrepancy. This has led to confusion, potential delays in onboarding, and concerns about compliance with federal employment verification laws.

Employer Guidance

If your organization received an FNC for a case initiated between April 9 and May 5, it’s essential to revisit those cases. Creating a new E-Verify case is recommended for any employee whose verification might have been impacted. And importantly, employers are reminded not to take any adverse action, such as termination or suspension, based solely on these FNCs.

Technology is a powerful tool for streamlining hiring, but it’s not immune to glitches. That’s why employers must work with partners who are both tech-savvy and compliance-focused. Whether it’s a system error, a regulatory update, or a candidate question, we’re here to guide you through every step of the background screening and employment verification process.

Click here for more information.

If you have any questions, please contact us. GIS helps to ensure your hiring practices remain compliant, fair, and efficient—no matter what bumps arise on the digital road.

In this episode of Behind the Screens, host Lester Rosen sits down with Marc Linchuck, CEO of Global Investigative Services and a expert in the background screening industry.

Marc shares his journey from early career challenges to leading a successful screening company, offering valuable insights for professionals at every stage. The conversation covers everything from industry evolution and technology shifts to the impact of PBSA accreditation and the resources professionals often overlook.

But it’s not all business — Marc also opens up about his personal interests, family life, and what keeps him grounded outside the office.

Episode highlights:

• Building a career in background screening
• Navigating PBSA sessions and tools
• The real-world impact of accreditation
• Industry trends and tech innovation
• A few fun facts and off-the-clock hobbies

Whether you’re new to the space or a longtime industry pro, this episode delivers practical takeaways and a fresh perspective from one of the field’s most experienced voices.

Click here to listen to the episode.

​In the evolving landscape of remote work, a new challenge has emerged: the use of artificial intelligence (AI) by fraudulent individuals to impersonate job candidates. This trend poses significant risks to companies, especially those hiring for remote positions.​

The Rise of AI-Driven Impersonation in Job Applications

Recent reports indicate a surge in cases where scammers utilize AI technologies, including videos and voice cloning, to deceive employers during virtual interviews. These individuals often present fabricated resumes and identities, making it increasingly difficult for hiring managers to discern genuine applicants from imposters. The FBI has issued warnings about such practices, noting that some scammers have successfully secured positions that grant them access to sensitive company data.

Implications for Employers

The infiltration of fake candidates into organizations can lead to severe consequences, including data breaches, financial losses, and reputational damage. Companies may unknowingly grant access to proprietary information, customer data, or internal systems to unauthorized individuals. Moreover, the presence of imposters can disrupt team dynamics and undermine trust within the organization.​

Strategies to Mitigate Risks

To combat this growing threat, employers should consider implementing the following measures:

• Enhanced Verification Processes: Incorporate multi-factor authentication and biometric verification during the hiring process to confirm candidate identities.​

• Training for HR Personnel: Educate hiring teams on recognizing signs of AI-generated content and technologies.​

• Utilization of Advanced Screening Tools: Adopt solutions that can detect inconsistencies in applicant information and identify potential red flags.​

• Regular Audits and Monitoring: Continuously review and monitor employee activities, especially in remote settings, to detect any anomalies that may indicate fraudulent behavior.

Employer Guidance

As AI continues to evolve, so do the tactics used by those looking to exploit the hiring process. Employers must stay proactive by implementing strong safeguards, including comprehensive background screening protocols that verify both qualifications and identity. Tools like GIS’s vID, which uses biometric technology to confirm a person’s identity, add a powerful layer of protection—helping to prevent fraud, reduce errors, and ensure that employers are making informed decisions based on accurate, verified information.

For more information, click here.

As always, GIS is here to help protect your company or organization with trusted screening solutions. To learn more about how you can strengthen your security—or to inquire about our cutting-edge biometric solution, vID—please don’t hesitate to contact us.

 

Pay transparency is gaining traction across the United States as states continue to implement laws aimed at promoting fairness and equity in the workplace. The latest development comes from New Jersey, where Senate Bill 2310 (S2310) was signed into law. This new legislation requires employers to disclose pay ranges and benefits in job postings and promotional opportunities 

Effective June 1, 2025, New Jersey will join Illinois, Massachusetts, Minnesota, and Vermont as one of the newest states to implement pay transparency laws. Employers must take proactive steps to ensure compliance with evolving state regulations. 

Requirements 

New Jersey’s pay transparency law applies to employers with at least ten employees over 20 calendar weeks who conduct business, employ workers, or accept applications in the state. Under the law, all job postings for new positions and internal transfers must include an hourly wage or salary—or a range. Employers must also provide a general description of benefits and compensation programs to give job seekers a clearer understanding of what to expect. 

Beyond job postings, employers are also required to make reasonable efforts to notify employees about promotional opportunities before hiring decisions are made. This ensures that employees are aware of advancement options within their organization. However, promotions based solely on seniority or performance are exempt from this requirement. 

Exceptions 

Certain exceptions apply to temporary helping service firms and consulting firms. These businesses are not required to disclose pay ranges or benefits for speculative future openings. However, they must provide this information during interviews or at the time of hire for specific job opportunities. 

Non-compliance with the law carries civil penalties of $300 for the first violation and $600 for each subsequent violation. While these fines may seem minimal, repeated violations could harm an employer’s reputation and expose them to greater legal scrutiny. 

Employer Guidance 

With the law’s effective date approaching, New Jersey employers should take proactive steps to review and update their hiring and promotion practices, revising job postings and descriptions and keeping HR up to date with compliance. As more states introduce similar regulations, multi-state employers must remain vigilant and adapt to varying legal requirements. By staying ahead of these changes, businesses can ensure compliance while fostering a more transparent and equitable workplace. 

Click here for more information. 

At Global Investigative Services, we are your trusted ally in background screening, committed to helping you navigate pay transparency law and other evolving regulations. Our precise, timely, and comprehensive services ensure that you remain compliant and well-prepared for any changes. If you have questions or need assistance with background check practices, or navigating pay transparency requirements, please contact us.  

Several states are enacting new record-clearing laws in 2025, giving individuals the opportunity to have eligible criminal records sealed or expunged. These reforms will affect background screening practices, making it crucial for employers to stay updated on compliance requirements. 

Minnesota’s Clean Slate Act

Starting January 1, 2025, Minnesota will begin automatically clearing qualifying criminal records, including petty misdemeanors, misdemeanors, gross misdemeanors, and specific felonies. The law applies retroactively, meaning past offenses that meet eligibility criteria will be removed from background checks. 

Waiting periods vary by offense type: 

• Petty misdemeanors and misdemeanors: 2 years

• Gross misdemeanors and select felonies: 3–5 years

To be eligible, individuals must remain conviction-free during the waiting period; any new offenses reset the clock.  

Virginia’s Enhanced Record Sealing Law

Effective July 1, 2025, Virginia will begin automatically sealing certain misdemeanor convictions and dismissed charges, covering offenses like petit larceny, disorderly conduct, and misdemeanor marijuana violations. 

Key aspects of the law include: 

• A 7-year waiting period without additional convictions for most offenses.

• Immediate eligibility for sealing marijuana-related offenses.

These updates align with Virginia’s ongoing criminal justice reforms.  

Washington, D.C.’s Second Chance Amendment Act

Washington, D.C., is rolling out expanded criminal record relief under the Second Chance Amendment Act, with full implementation by January 1, 2026. Key provisions include: 

• Automatic expungement of offenses that have been decriminalized or legalized, such as marijuana possession.

• Sealing of misdemeanor convictions 10 years after sentence completion.

• Retroactive expungement of marijuana possession records by January 1, 2025.

Colorado’s Clean Slate Expansion

Colorado first introduced its Clean Slate Act in 2022, and as of July 2025, the law will expand to automatically seal: 

• Non-convictions, including arrests without charges, dating back to January 1, 2022.

• Misdemeanor arrests after 18 months and felony arrests after 3 years if no charges were filed.

Serious crimes such as murder, sexual assault, and kidnapping will remain ineligible. 

Employer Guidance

As more states adopt clean slate policies, staying informed and adjusting hiring practices will be essential for legal compliance and fair employment practices. 

Employers should review their hiring policies to ensure they align with expungement and record-sealing updates. It is also essential to train HR teams on these legal changes and ensure that hiring decisions comply with protection for sealed records. Additionally, businesses should audit their background check processes to verify compliance with state-specific regulations. 

GIS is your trusted partner in navigating these evolving legal requirements. If you have any questions regarding your background screening practices or need assistance ensuring compliance with new expungement and record-sealing laws, please don’t hesitate to contact us.