How Updated Screening Practices Can Help Strengthen Trust in hiring in Schools and Government

In 2025, the landscape of hiring within the education and government sectors continues to evolve. With tightening regulatory requirements around security, these sectors are placing a heightened emphasis on rigorous background checks to mitigate risks related to integrity and security. Recently, a Nebraska school board fired a school psychologist—who was charged with four counts of child sex abuse—after revelations about his past misconduct raised serious concerns about the district’s background check procedures. In this blog, we look at five background screening and hiring trends shaping the education and government industry in 2025.

Learn more about solutions for these sectors here: Education and Government.

1. Adopting Identity Verifications to Help Mitigate Potential Identity Fraud in Flexible Working Arrangements

Education and government employers are increasingly exploring flexible working arrangements, such as hybrid and remote options, to attract a larger talent pool. Although this opens access to broader talent, traditional methods of verifying identity and credentials can be less reliable and more time-consuming. Verifying identity is especially critical in government roles involving access to sensitive data or infrastructure, and in education, where safeguarding students and institutional integrity is paramount.

Leveraging identity verification before a background check can help uncover criminal records and validate data. First Advantage’s digital identity solutions address the growing challenges of identity fraud mitigation by implementing a multi-layered, dynamic technology solution.

2. Focusing on Compliance with Applicable Laws and Risk Management

In the 2025 Global Trends Report, respondents from the education and government sectors identified regulatory compliance as the primary reason for conducting background screens, with others citing applicant hiring risk as their top concern. ⁶ This emphasis underscores a commitment to adhering to stringent regulations while protecting both the workforce and the communities they serve.

Managing regulatory compliance during hiring can be complex and highly manual, spanning local, state, and federal requirements—including background checks, credential verification, and employment eligibility. Partnering with a background screening provider specializing in education and government offers deep expertise in navigating sector-specific challenges, helping institutions meet compliance goals while focusing on their core missions.

3. Positive Drug Screens Are on the Rise

According to the FA 2025 Global Trends Report, from 2022 to 2024 there was a 14% increase in positive drug screens within the education and government sectors, due in part to the inclusion of marijuana in drug panels. Organizations must balance obligations under applicable laws with evolving societal norms.

It’s critical to stay informed about changes in applicable law pertaining to the use of marijuana and societal attitudes towards marijuana use. These industries should work closely with their drug screening providers so that their screening programs are configured appropriately, reflecting current legal requirements, organizational standards, and role-specific needs. While First Advantage supports organizations in helping to implement effective screening workflows tailored to their workforce.

4. Stronger Focus on I-9 Compliance

In the education and government sectors, complying with applicable laws – specifically the Form I-9 requirements is a foundational element of workforce integrity and public accountability. These institutions are often subject to heightened scrutiny and must demonstrate compliance with federal employment laws, including proper completion and retention of Form I-9. A thorough and compliant Form I-9 process helps mitigate legal and operational risks, such as fines and reputational damage. While unauthorized work status may not directly correlate with risk to vulnerable populations, failure to verify employment eligibility can undermine institutional credibility and erode public trust. For organizations that serve the public—especially in roles involving education, safety, or access to sensitive data—maintaining a workforce in compliance with Form I-9 requirements reinforce their commitment to transparency, compliance, and responsible hiring.

5. Continuous Monitoring: One-Time or Annual Checks may no Longer be Enough to Mitigate Risk

In 2025, education and government institutions face increasing pressure to ensure the integrity, safety, and compliance of their workforce. Traditional background checks, conducted only at the time of hire or on an annual basis, may no longer be sufficient to mitigate risk in dynamic, high-trust environments. Continuous monitoring has emerged as a critical strategy to fill the gap between periodic screenings.

Continuous monitoring provides background reports on current-employees’ criminal records, license status, and other reportable issues as they become known rather than through periodic checks. This approach enables organizations to identify and address issues before they escalate.

Conclusion

These major trends in background screening and hiring within the education and government sectors reflect a dynamic landscape shaped by regulatory compliance, risk management, and efficiency. As these sectors continue to evolve, staying ahead of these trends will be crucial for organizations in hiring qualified candidates, maintaining compliance, and safeguarding their communities.