Thanks to the on-demand economy, we often see companies turning to temporary and contractual workers to supplement their permanent staff during peak seasons and for short-term projects. The risks involved with hiring non-permanent employees, however, are often overlooked because of a common misconception that these employees won’t be around long enough to do any real damage.

The risks of not screening temps

Failing to background screen your temporary and contract workers can lead to more cost than benefit. Your non-permanent workers can still damage your brand’s reputation through negative customer interactions, can access and distribute sensitive information, and contribute to a hostile and even violent workplace.

These risks can be largely mitigated by maintaining a company-wide policy and procedure for screening non-permanent workers. A comprehensive background screening program doesn’t have to be a lot of extra work so long as your policies are applied consistently. Enterprises and small businesses alike use professional third-party screeners to implement screening programs and improve workplace safety.

Challenges to screening temps

Implementing a screening program for your temporary and contract positions may require some persuasion. Common challenges HR professionals face when suggesting a background screening program for non-permanent workers include:

    • Cost restrictions
    • Time restrictions
    • Limited HR policies
    • Departmental segmentation

These challenges are not insurmountable. Money and time can be difficult to pull out of an already stretched budget, but the benefits of creating a policy that protects your company far outweighs the costs associated with ineffective procedures rife with the potential for negative and legal consequences.

Common background screens conducted on non-permanent workers

Companies that utilize temporary and contract employees to supplement their permanent staff will often conduct basic checks on these employees to ensure both cost efficiency and due diligence. Common background checks include:

  • Criminal Histories: local, statewide, federal, multi-state or national criminal histories and multi-state sex offender searches.
  • Previous employment verification
  • Education verification
  • Drug test

Depending on the position your non-permanent employee will be working, you should also conduct:

  • Credit checks: for positions handling money or trade secrets.
  • Professional license verification: for positions requiring certification or licensure.

Choosing the right background screening partner

A professional third party background screener will offer you customized packages for your temporary and contract workers based on your needs and the needs of the positions you need filling. Professional screeners are also well-versed in compliance and legal regulations and can help you create a program that adheres to your applicable federal, state, and local laws.

 

Whether you’re a small or large firm, InfoMart has the advanced technology you need to order and receive results quickly. We offer full ATS/HRIS integration for companies that have all their applicant information in one piece of software, as well as an easily accessible web portal for companies that may not use yet use such software.

If you use a staffing agency to find your temporary and contract employees, make sure they properly screen candidates before placing them at your organization. You’ll want the screen to cover all information you’d want to know before putting a person permanently in that position, and you’ll want to make sure the screens were conducted within the last 6 months.

InfoMart's team knows its way around customized staffing screening

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