返回列表 发表时间:2021-08-31    浏览次数:1493

不要忽视对临时工的背景调查

随着组织慢慢摆脱全球经济衰退的剩余影响,许多组织正在解决同时增加劳动力以满足不断增长的需求的需求,同时仍然保持成本意识。

此外,许多组织仍然因过去几年挥之不去的痛苦而感到痛苦,因此,他们可能会暂时承担长期责任,例如长期雇员,如果他们可能不得不放弃这些长期责任经济复苏步履蹒跚。

因此,许多雇主都希望通过转向更灵活的劳动力来源来解决他们眼前的人员配备需求,同时避免长期承诺。临时工——如自由职业者、承包商、临时工和实习生——如今受到组织的热切追捧。

事实上,根据观火背调的 2020 年就业筛选基准报告,近三分之二 (64%) 的雇主在其组织内的某个级别使用临时工。

然而,根据同一份 观火背调 报告,尽管有这种趋势,仍有近三分之一 (32%) 的组织没有对这些员工进行背景调查。

考虑到临时工通常可以访问您的设施、数据和其他员工,这尤其令人担忧。

此外,这些员工有时会履行重要职责并与您的客户互动,这意味着他们本质上是您品牌的大使。

在这种情况下,想到他们从未筛选过犯罪记录、吸毒、基本资格或您作为雇主应该知道的其他信息,这可能会令人恐惧。

为什么雇主忽视临时工的背景筛查?

那么,鉴于临时工的普遍存在,为什么组织不对他们进行背景调查?理由可以多种多样。一些雇主可能不认为筛选这样的员工是他们的责任,而是落入了安置人才的公司,如人力资源中介公司。

同样,雇主可以假设配售实体已经进行了适当的背景调查。但是,如果该组织只进行了一项基本检查,不符合您的内部标准呢?或者更糟糕的是,如果根本不进行检查会怎样?

雇主可以通过将临时劳动力纳入背景调查工作,有效地加强其就业筛选计划的力度。您可以要求任何间接劳动力来源与类似级别的长期雇员一样严格。

为使这变得更容易,一些筛查提供商提供了将两个人群的筛查整合到一个系统中的解决方案,使它们保持离散,但为您的整体工作提供了一个整体视图。

同样,如果您使用外部供应商为人们提供访问您的办公室、信息或员工的权限(如咨询公司或人员配备机构),您可以要求这些供应商执行符合您内部标准的背景调查。

这样的要求可以编入合同中,并为您的关系提供一定程度的舒适度。此外,市场上有一些筛选解决方案,实际上可以让您作为客户查看这些背景调查的结果,从而确保筛选符合您的特定标准。

通过背景筛查您的临时员工,您可以帮助减轻组织内不必要的风险,并为您的就业筛查计划带来额外的复杂性。


This is especially alarming considering that contingent workers typically have access to your facilities, data, and other employees.

Moreover, these workers are sometimes performing important responsibilities and interacting with your customers, meaning they’re essentially ambassadors of your brand.

In this context, it can be frightening to think that they’ve never been screening for criminal history, drug use, basic qualifications, or other information about which you as an employer should know.

Why Are Employers Overlooking the Background Screening of Contingent Workers?

So, given the prevalence of contingent workers, why are organizations not performing background checks on them? The rationale could be varied. Some employers may not consider it their responsibility to screen such a worker, instead falling to the company that placed the talent, like a staffing agency.

Similarly, an employer could assume that a proper background check has already been performed by the placing entity. But what if that organization only performed a basic check, one that doesn’t meet your internal standards? Or even worse, what if no check were performed at all?

Employers can effectively bolster the strength of their employment screening programs by including their contingent workforce in their background checking efforts. You can demand that any source of indirect labor be subject to the same rigor as permanent employees at similar levels.

To make this easier, some screening providers offer solutions to integrate screening of both populations into a single system, keeping them discrete but offering a holistic view into your overall effort.

Similarly, if you are using outside vendors that provide people with access to your offices, information, or employees (like a consulting firm or staffing agency), you can require that these vendors perform a background check that meets your internal standards.

Such a requirement can be codified in a contract and provide you with a level of comfort in your relationship. Furthermore, there are screening solutions available on the market that actually allow you, as the client, to see the results of these background checks, so that you can be sure the screen was performed to your specific criteria.

By background screening your contingent workers, you can help mitigate unnecessary risks within your organization and bringing an additional layer of sophistication to your employment screening program.


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