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Home > Inside The Latest Screening Trends For 2025
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Originally posted on The HR Gazette on December 2nd, it was then later published on Professional Security Magazine on December 4th. Written by Susie Thomson, Chief Operations Officer. Inside The Latest Screening Trends For 2025
After a year when the perils of not carrying out thorough candidate checks put employee screening firmly in the headlines more than once, Matrix Security Watchdog’s Susie Thomson reveals what the next 12 months have in store for this increasingly important area of HR.
After the tragic results of the Metropolitan Police’s failure to carry out regular officer checks sent shockwaves through the UK in 2024 with the Sarah Everard case, let’s hope rescreening employees jumps up to the same level of importance as pre-employment screening in 2025.
Frequently viewed as an add-on by organizations, rescreening should work in partnership with pre-employment screening as part of a comprehensive HR security solution. This will be crucial in avoiding the catastrophic impact on victims, should someone who’s not been re-screened effectively enough commit a crime. It will also help prevent the potentially devastating reputational and financial effects on the organizations responsible.
Perhaps an employer/employee charter is the answer to encourage people to open up about their changing circumstances, whether financial or psychological, safe in the knowledge that they will be offered support. But this is only a hope for the coming year. Here are some more concrete trends…
Read the full article here on The HR Gazette, or here on the Professional Security Magazine.
Few things stand still these days and the area of employee screening is no exception. 2025 is sure to be another rollercoaster ride for employers looking to secure the talent they need in the face of new challenges like the rise in employer NI contributions and potentially stronger employee rights from day one. Of course, this heightens the need for effective, reliable and ethical screening as it will be that much more important to find the right candidate first time round, and then keeping them by firmly supporting their personal and professional progress. To emphasise my initial point, this can be achieved by screening. And then screening again!
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