The oil and gas industry is under constant pressure to move fast without cutting corners. Projects span remote locations, involve hazardous materials, and run on tight deadlines. As regulators raise the bar, technology is changing how HR leaders manage hiring and background checks to keep their sites safe and contracts intact.
“In this industry, speed and accuracy have to work together,” says Constance Brackett, Chief of Staff at KRESS. “Technology gives HR teams the tools to stay compliant without slowing down the entire hiring process.”
Organizations in the oil and gas sector are now beginning to benefit from advanced background screening solutions that not only streamline hiring, but also enhance safety and boost regulatory compliance.
The Bigger Picture: Modern Background Screening
The background screening process is changing fast. Reports show a sharp rise in candidate identity fraud and resume fraud, fueled by artificial intelligence tools that can fake documents, interviews, or even video calls. In fact, Gartner estimates one in four online profiles could be fake by 2028. At the same time, regulators are introducing new rules, including bias audits for AI-driven hiring in cities like New York.
Overall, HR leaders in the oil and gas sector are not only having to balance fraud prevention and fair chance compliance, but also need quick clearances on safety-sensitive worksites.
Technology is no longer optional; it’s becoming the backbone of every background screening process. The insights gained help organizations make informed hiring decisions, improve safety, and mitigate risks.
KRESS Tools Transforming Oil & Gas Compliance
Global ID
AI-powered biometric verification matches a government ID to a live selfie in minutes, reducing fraud and speeding onboarding. Using Global ID means you can prove identities are authentic before site access is granted.
ResumeMatch (patent pending)
Flags discrepancies between resumes and verified work or education records before a worker steps on site. We've found that many candidates submit different information on their resume as they submit as part of their background check - their new employer non-the-wiser. When you consider the candidates' qualifications and specialized training needed for many oil and gas roles, the risk is very real.
ResumeMatch is the solution, quickly and efficiently identifying any discrepancies.
KRESS SHIELD Continuous Monitoring
Constance Brackett explains, “Pre-employment background checks are essential, but they only give you a snapshot. Continuous monitoring is how you maintain workplace safety and compliance across the lifecycle of employment, especially for employees in critical positions, ensuring safety and compliance throughout their employment.”
KRESS SHIELD provides real-time alerts for a tracked employer, for example, if an employee’s license expires or if a new criminal record is filed. Continuous monitoring means HR leaders aren’t caught off guard by expired credentials or undisclosed violations.
Do We Need to Talk About Individualized Screening?
In 2024, a high-profile lawsuit in California against refinery operators and screening vendors put the oil and gas industry on notice. The case alleged violations of the California Fair Chance Act for using automated scoring systems that rejected applicants solely based on criminal records, without an individualized assessment.
Although this lawsuit originated in California, the compliance risk is nationwide. As of 2025, more than 37 states, including Texas, Oklahoma, Louisiana, Colorado, and North Dakota, have some form of “Ban the Box” or Fair Chance hiring law for criminal background checks. Many cities and counties also have their own requirements. The EEOC’s guidance makes clear that ignoring individualized review can lead to Title VII disparate impact liability under federal law.
What not to do:
- Use blanket bans for any criminal records.
- Rely solely on automated or vendor scoring without any human review.
- Fail to consider the relevance of the offense to job duties.
- Overlook the need to match background checks to the specific position within the organization.
What’s required instead:
- Wait until after a conditional job offer for potential hires to ask about criminal history.
- Consider the nature of the offense, time since it occurred, and its relation to the role. It may not be relevant.
- Review rehabilitation evidence, certifications, or recent employment history.
- Use a standardized individualized assessment checklist and always retain records for audit purposes.
“Oil and gas roles are often safety sensitive, making careful candidate vetting non-negotiable,” says Constance Brackett, Chief of Staff at KRESS. “But compliance requires weighing business necessity against individual rights, and employers need to show they've been through that process and documented the decision.”
This industry carries both safety risks and complex legal obligations. Many roles involve hazardous materials and high-risk environments.
“No one is saying that thorough background checks aren’t essential, they are, but they MUST be tied directly to job duties and supported by documented assessments. Screening should be tailored to the specific position/positions, making sure that qualifications and responsibilities are verified for each role.”
For global operators, the trend isn’t limited to the U.S. The UK’s Rehabilitation of Offenders Act and EU privacy directives also demand careful, contextual evaluation of criminal history in hiring.
It's also worth mentioning that industry regulations guide the screening process for both direct hires and any contracting firm responsible for staffing oil and gas sites, ensuring compliance and safety across the entire workforce.
How to stay compliant:
- Train HR and hiring teams on relevant state, federal, and local laws.
- Audit vendors to ensure their background screening services meet compliance standards.
- Implement written policies and use checklists for every individualized review.
- Keep documentation to defend your background check process if challenged.
- Maintain a focus on hiring qualified oil and gas workers while confirming that each contracting firm adheres to compliance standards and industry regulations.
Final Thoughts
We believe the future of background checks isn't about adding complexity. We believe it's about using technology to make the entire process smarter, faster, and more defensible under scrutiny. We also believe smarter hiring leads to great talent!
Regulators and auditors want complete records. HR leaders need confidence that every worker is cleared. That is why modern tools like biometric ID verification matter. They do more than check boxes. They help companies secure workplace safety, protect projects, and maintain integrity in one of the most heavily regulated industries in the world.
Don’t let outdated screening slow down your hiring process. KRESS offers technology-driven oil and gas background check services trusted by industry leaders. Get started and keep your workforce site-ready.