A current view where it matters
Rescreening keeps job-relevant public conduct up to date for the roles you choose, instead of relying on a check from years ago.
Continuous Workforce Screening
Continuous Employee Screening for Sensitive Roles
A pre-hire check shows who someone was when they applied. For the roles where trust matters most, that picture goes stale. On Enterprise plans, Ferretly rescreens defined groups of employees’ public online content and sends new findings to the people who own your program.
*Continuous screening is provided as a feature of the Enterprise Plan
Book a demoThe gap after hire
Your access controls and data loss prevention tools see what happens inside company systems. They don’t see what someone posts publicly outside them, such as:
- A public threat aimed at a coworker or manager
- Harassment of a colleague on a public account
- Confidential company information posted to a public forum
For most roles, that gap is an acceptable risk. For people with access to patients, children, money, critical systems or the public, many organizations decide it isn’t.
What your program gains
Proportionate by design
You define the role groups, the available screening frequency and the reasons. This is a targeted program, not company-wide monitoring, and it’s easier to explain to employees, leadership and regulators.
New findings for the people accountable
Your program owners review new flagged findings with the underlying public content.
How it works
Define the program
Choose the role groups in scope, the available screening frequency for each, and why. Write the rationale into your screening policy.
Establish a baseline
Each person in scope starts with a screen of their publicly available content across social platforms, news, forums and the open web.
Rescreen
Ferretly reviews new public content against the same behavioral risk classifications and custom keywords you chose for each role group.
Review and decide
Your program owners review new flagged findings with the underlying public content. Optional Analyst Assistant support for the initial review depends on your plan and service agreement. Your organization decides whether any follow-up is needed.
What program owners receive
- New findings organized by behavioral category
- The underlying public content, for context
- Public information only, with nothing from private accounts
- Findings, not conclusions: the response is yours to decide
What it looks for
Continuous screening focuses on conduct that bears on the workplace: explicit threats, glorification of violence or extremist symbols, harassment of colleagues, public disclosure of confidential information, and weapons or drug content where it’s relevant to a safety-sensitive role.
Configure role-relevant screening criteria and keep protected beliefs and characteristics out of decisions.
Where it fits
The examples below are illustrative scenarios, not customer results.
Safety-sensitive operations
A transit or utility operator rescreens employees in safety-critical positions, alongside its existing safety program.
Privileged access
A financial services firm includes employees with elevated system or funds access in its insider risk program. For the UK, see social media screening for UK financial services.
Youth-serving and care roles
An organization rescreens staff who work directly with children or vulnerable adults.
Public-facing leadership
Senior staff whose public conduct reflects directly on the organization.
For how this fits a broader program, read insider risk management and social media screening.
Guardrails that keep the program defensible
Public content only
No passwords, and no requests for private-account access.
Protected characteristics stay out of decisions
Ferretly is designed to keep reviewers focused on conduct, and your process should do the same.
Protected activity is left alone
Employees discussing pay or working conditions together may be engaging in legally protected activity, which isn’t a risk signal.
Lawful off-duty conduct is respected
Some states protect lawful off-duty activity, including political activity. Criteria should target conduct, not viewpoints.
The background-check framework applies
When a third party screens current employees for employment purposes, disclosure, authorization and adverse action steps generally apply. Your organization is responsible for running that process.
Scope is documented
Which roles, which available screening frequency, and why.
Questions, answered
Frequently asked questions
What is continuous employee screening?
Periodic rescreening of current employees’ publicly available online content, usually for defined sensitive roles, so an organization’s view of job-relevant conduct stays current after hire.
Is continuous screening the same as employee surveillance?
No. It covers public content only, applies to defined roles, and uses role-relevant criteria such as threats and harassment, with protected beliefs and characteristics kept out of decisions.
Should every employee be included?
Usually not. A proportionate program limits continuous screening to roles where the risk justifies it, and documents why.
Which Ferretly plans include continuous screening?
Continuous screening is available on Enterprise plans. Book a demo to scope a program.
Do employees need to be told?
When a third party screens current employees for employment purposes, the background-check framework generally applies, including disclosure and authorization. Requirements vary by jurisdiction, and your organization is responsible for meeting them.
Scope a program around your highest-trust roles
Walk through role groups, available screening frequency and who receives findings, and see how a proportionate program would run in your organization.
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