6 Background Screening Trends to Watch for in 2025

In today’s fast-evolving employment landscape, background screening practices are rapidly adapting to technological advancements, regulatory changes, and shifting workplace priorities. As we look to 2025, staying ahead of these trends is crucial for employers and HR professionals striving to maintain compliance, efficiency, and fairness in hiring. Here are 6 key background screening trends to watch for in the coming year.

1. AI & Automation: Faster, Smarter, but Still Human-Guided

Artificial intelligence (AI) and automation have transformed many aspects of hiring, and background screening is no exception. In 2025, we can expect these technologies to play an even more prominent role, enabling faster and more accurate processing of criminal records, employment verifications, and education checks.

However, while AI has immense potential to streamline background checks, it is not without challenges. Algorithmic bias and discrimination remain critical concerns. For example, unchecked algorithms may inadvertently perpetuate systemic biases present in historical data. Employers must recognize the importance of skilled human intelligence in overseeing automated processes to ensure fairness and compliance. By combining the speed of AI with the expertise of trained professionals, businesses can harness the best of both worlds.

 

2. Outsourcing Social Media Checks for Consistency and Compliance

Social media screening has become a popular tool for evaluating candidates beyond their resumes. However, this practice carries significant risks, particularly when HR professionals inadvertently come across protected class information such as age, race, religion, or gender identity. Exposure to such data can lead to unconscious bias and potential legal liabilities.

In response, many employers are shifting to outsourcing social media checks to third-party providers. These specialized firms ensure a consistent and compliant process by filtering irrelevant information and delivering reports focused solely on professional behavior, red flags, or content violations. This trend not only mitigates bias but also protects HR teams from inadvertently violating anti-discrimination laws.

 

3. Rising Employment Verification Costs Prompt Alternatives

The costs of third-party fees for employment verifications continue to climb, driven by higher administrative charges from previous employers and third-party verification services. In response, many employers are exploring cost-effective alternatives.

One increasingly popular option is “managed” professional reference checks. Unlike traditional employment verifications, which rely on direct communication with past employers, managed reference checks involve collecting feedback from individuals selected by the candidate. This approach not only reduces costs but also provides richer insights into a candidate’s skills, work ethic, and personality.

By integrating these alternatives into their background screening processes, employers can maintain thorough evaluations without succumbing to escalating costs.

 

4. The Rise of Workforce Monitoring for Ongoing Compliance

Background screening doesn’t stop after the hire. Workforce monitoring—the process of rescreening current employees for criminal activity, driving infractions, or medical exclusions—is gaining traction as employers prioritize ongoing compliance and risk mitigation.

Workforce monitoring is particularly important in industries where employees have ongoing access to sensitive information, vulnerable populations, or hazardous equipment. In 2025, this trend is expected to grow, with organizations increasingly using workforce monitoring to detect:

• • Criminal activity, such as recent arrests or convictions that could impact job performance or company reputation.
  • Driving infractions for employees in roles that involve operating vehicles.
  • Medical exclusions for employes in medical facilities which receive reimbursement from state or federal programs such as Medicare & Medicaid.

Workforce monitoring ensures that businesses are proactive in addressing potential issues, fostering a safer and more compliant work environment.

 

5. Shifting Drug Screening Priorities: Less THC, More Synthetic Opiates

As societal attitudes and legal landscapes around cannabis use continue to evolve, many employers are reevaluating their drug screening policies. In 2025, more organizations are expected to remove THC (tetrahydrocannabinol) from their drug panels, focusing instead on substances with higher workplace safety risks, such as synthetic opiates. (i.e. Fentanyl, Oxycodone, and Hydromorphone.

This shift reflects a growing understanding that off-duty cannabis use does not necessarily impact job performance, particularly in non-safety-sensitive roles. By contrast, the rise in synthetic opioid use poses a more immediate and serious threat to workplace safety, requiring greater attention.

 

6. Navigating New State Laws and Regulations

The regulatory environment surrounding background screening has been dynamic in recent years, with states introducing laws aimed at promoting fairness and protecting privacy. This trend shows no signs of slowing in 2025.

Employers must stay informed about new state-specific regulations that may affect:

• • Clean-Slate laws, which expunge, seal or erase certain criminal records after a waiting period.  One big concern with these laws is that some states have announced the law leading some applicants to believe their record is clear, but the state has been slow to administratively process the erasures.  Others require the applicant to file a petition, and some require the state’s attorney to concur. These delays or additional steps could cause confusion for applicants.
  • Fair chance hiring ordinances, designed to provide equal opportunities for individuals with prior convictions.  These laws often require a documented individualized assessment process.
  • Privacy laws governing the collection and use of personal data in background checks.

Keeping up with these changes is essential for maintaining compliance and avoiding costly legal penalties. Partnering with a knowledgeable screening provider and legal counsel can help HR professionals navigate this complex landscape.

 

Final Thoughts

Background screening is an indispensable part of the hiring process, but it’s also one that requires constant evolution to meet new challenges and opportunities. In 2025, trends like AI-driven automation, outsourced social media checks, alternative verification methods, workforce monitoring, revamped drug screening policies, and state law compliance will shape how employers approach screening practices.

 

By staying ahead of these trends, HR professionals can ensure their organizations remain competitive, compliant, and committed to building a fair and inclusive workforce. Proactive planning and the right partnerships will be key to navigating this ever-changing landscape.

 

Are you ready for the future of background screening?   Make it a Happy New Year by partnering with Fair Screen to help navigate these changes with confidence.

 

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Fair Screen is a background screening company dedicated to helping employers fairly use criminal records in the hiring process. Contact Us to learn more about how a well-tuned screening process can speed the time to hire, include more job applicants, and help ensure your consistency and compliance. Help us make a difference!

 

 

The foregoing content is not given as legal advice but is instead offered for informational purposes only. Fair Screen is not a law firm and therefore cannot offer legal advice. We always recommend speaking with an attorney who is knowledgeable about your company’s individual circumstances prior to making any hiring decisions or policy changes. Fair Screen makes no assurances regarding the accuracy or completeness of this content.