As featured in episode 4 of Backchat
Two years ago, the biggest screening challenge was volume.
Today, it’s trust.
In episode 4 of Backchat, our hosts sat down with Mat Armstrong, CEO of Giant Screening, to explore how background screening has shifted over the past year and what employers should be preparing for as we head into 2026.
One message came through clearly.
Fraud does not stand still. And screening cannot either.
This blog brings together the key insights from that conversation, focusing on the trends shaping employer risk, readiness, and confidence in the year ahead.
AI is no longer a future consideration for screening. It is already part of the risk landscape.
Over the past year, screening teams have seen a clear shift away from simple CV embellishment towards far more sophisticated attempts to bypass controls. AI-generated identities. Artificial employment histories. Convincing documentation designed to pass surface-level checks.
Traditional screening models assumed one thing: that the information being provided was broadly honest. That assumption is no longer reliable.
As discussed on the podcast, this has forced organisations to rethink how checks are delivered. AI is now being used defensively, helping identify inconsistencies, patterns, and risk signals that would be almost impossible to spot manually at scale.
The focus has moved away from speed alone and towards assurance.
When asked about the biggest threat to safe recruitment, the answer was not AI.
Instead, it was pricing pressure.
As more screening providers enter the market offering increasingly low-cost checks, something has to give. Too often, that something is verification depth, human oversight, or auditability.
On paper, the process looks compliant.In reality, corners are being cut.
This creates a false sense of security. Boxes appear ticked, until an issue arises and organisations are left without the evidence, defensibility, or confidence they assumed they had bought.
Background screening is not a commodity. It relies on experience, judgement, and robust processes that can stand up to scrutiny when it matters most.
A recurring theme throughout the conversation was assumption.
Assuming last year’s screening approach is still fit for purpose.
Assuming existing suppliers are still delivering the same standard.
Assuming technology alone equals compliance.
Screening is not static. Legislation changes. Fraud tactics evolve. Candidate behaviour and expectations shift. Providers that do not continually adapt can quickly fall behind, even if contracts quietly renew year after year.
One clear warning stood out. If a provider cannot clearly explain their process, data sources, controls, and decision-making logic, that should raise immediate concern.
Clarity is not a “nice to have”. It is fundamental to safe recruitment.
While technology often dominates procurement conversations, it is rarely what employers are truly looking for.
What organisations want is confidence.
Confidence that checks are being carried out properly.
Confidence that decisions are fair, proportionate, and defensible.
Confidence that candidates are treated respectfully without weakening compliance.
Screening is often a candidate’s first meaningful interaction with a new employer. That experience shapes perception. At the same time, employers want more than a simple pass or fail. They want context, insight, and clarity to support informed decision-making aligned to their risk profile.
One-size-fits-all screening is becoming less viable. Sector understanding, role-based risk, and clear communication are now expected as standard.
AI will continue to shape screening into 2026, but not in the way many expect.
Rather than replacing people, its real value lies in strengthening compliance. AI can review data across entire systems, identify patterns humans may miss, and surface risk indicators earlier in the process. It can support more consistent document validation and help improve accountability across screening decisions.
Used properly, AI enhances oversight rather than removing it. It supports better judgement, tighter controls, and more resilient screening processes as regulatory scrutiny increases.
The future of screening is not automation alone. It is intelligent support combined with expert review.
Screening is becoming more complex, not simpler.
As fraud grows more sophisticated and expectations rise, employers need screening approaches they can genuinely stand behind. Speed still matters, but confidence, clarity, and compliance matter more.
As highlighted throughout episode 4 of Backchat, organisations that treat screening as a strategic safeguard rather than a procurement exercise will be far better placed to manage risk and onboard with confidence in 2026 and beyond.
If you would like to hear the full discussion, including deeper insight into AI, pricing pressures, and what safe recruitment looks like in practice, you can watch episode 4 of Backchat in full.
Or, if you would prefer to talk through what these trends mean for your organisation, our screening experts are available to review your current approach and help you identify where risk or opportunity may be emerging.