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临时工背景调查的 4 个技巧

根据劳工和统计局的数据,自 2009 年以来,劳动力中的临时雇员人数增加了 29%。与此同时,私人工作岗位的数量增长了不到 1%。

观火背调 2020 年就业筛选基准报告的调查结果还显示,临时工或临时工有所增加。今年,76% 的受访者表示他们使用临时工,高于 2010 年的 66%。

不幸的是,该报告还揭示了临时工背景审查方面存在的几个重大差距。在使用临时工的调查对象中,只有 48% 的人表示他们会对员工进行背景调查。这意味着超过一半的临时工是在没有对犯罪历史、身份、教育等进行筛选的情况下被雇用的。这对许多雇主构成了重大风险。

这一群体的药物和酒精检测也很低,只有 22% 的雇主对合同工进行药物检测,只有 7% 的组织对非员工进行持续的药物检测。研究表明,吸毒和酗酒会增加工作场所事故缺勤的风险,并降低生产力。

最后,报告的调查结果还表明,对临时工的就业筛选要求不如对长期劳动力的要求那么彻底。与正式员工相比,雇主对临时工进行刑事检查、身份验证和就业验证的频率较低。

只需一个人就可以将公司的客户和员工置于危险之中并损害其品牌声誉。那个人很容易成为临时工。

随着越来越多的临时工加入劳动力队伍,建议雇主制定他们的就业背景筛查计划,以更好地降低与临时工相关的招聘风险。

以下是进行更有效的扩展劳动力筛查的一些最佳实践。

1. 概述政策
组织应尝试将临时工筛选与现有员工筛选保持一致,对两组工人进行相同的背景调查和验证。在制定临时工人筛选政策时,请确保您的政策措辞是指合同工,以降低雇佣索赔的风险。

2. 考虑供应商
许多组织依赖第三方供应商在其设施中雇用合同工。例如,医院可能会使用第三方公司为其餐饮部门配备人员。组织既可以自己管理来自供应商的员工的背景筛选,也可以允许供应商管理筛选。

如果组织确实决定允许供应商进行背景筛查,则应将更新后的临时工政策通知供应商,该政策概述了背景筛查要求,并为他们提供了遵守的时间。组织还应在供应商协议中包含更新的扩展劳动力筛选政策,要求供应商满足其背景筛选政策标准,并提供已满足标准的证明。

3. 精简
可能只有 48% 的雇主对临时工进行背景审查,因为他们认为时间和成本负担太重。但是,升级到自动化就业筛选解决方案可以帮助雇主避免在其计划中添加新筛选政策的麻烦。

值得信赖的就业背景筛查供应商可以将您的员工和非员工筛查程序整合到一个自动化系统中。自动化解决方案通过减轻管理员、供应商和工人本身的负担,使筛选临时工人变得更加容易和具有成本效益。

4. 执行该政策
就新的临时工人背景筛查政策的重要性以及不执行该政策的风险对人力资源人员进行教育。在临时工通过背景调查之前,不要让他们访问您的设施或任何敏感信息。最后,对员工和非员工计划进行内部审计,以确保您组织的背景筛选实践符合您概述的政策。

您的组织是否计划在未来几个月内雇用更多的临时工?你有什么样的政策来筛选这些工人?

According to the BUREAU of Labor and Statistics, the number of temporary employees in the labor force has increased by 29 percent since 2009. At the same time, the number of private jobs grew by less than 1%.


The findings of the Fireback Review's 2020 Employment Screening Benchmark report also show an increase in temporary or temporary workers. This year, 76% of respondents said they used temporary workers, up from 66% in 2010.


Unfortunately, the report also revealed several significant gaps in background checks for temporary workers. Only 48 percent of respondents who use temporary workers said they conduct background checks on their employees. That means more than half of temporary workers are hired without screening for criminal history, identity, education and so on. This poses significant risks for many employers.


Drug and alcohol testing is also low for this group, with only 22 percent of employers conducting drug testing for contract workers and only 7 percent of organizations conducting ongoing drug testing for nonemployees. Studies have shown that drug and alcohol use increases the risk of workplace accident absenteeism and reduces productivity.



Finally, the findings of the report also indicate that the employment screening requirements for temporary workers are not as thorough as those for permanent workers. Employers conduct criminal checks, identification and employment verification on temporary workers less frequently than on regular workers.


It only takes one person to put a company's customers and employees at risk and damage its brand. That man could easily become a temp.


As more temporary workers join the workforce, employers are advised to develop their employment background screening programs to better reduce the recruitment risks associated with temporary workers.


Here are some best practices for more effective expansion of workforce screening.


1. Outline policies

The organization should attempt to align temporary worker screening with existing employee screening by conducting the same background checks and verification for both groups of workers. When developing a temporary worker screening policy, make sure your policy wording refers to contract workers to reduce the risk of employment claims.


2. Consider suppliers

Many organizations rely on third-party vendors to hire contract workers at their facilities. For example, a hospital might use a third-party company to staff its catering department. Organizations can either manage background screening of employees from vendors themselves or allow vendors to manage screening.


If the organization does decide to allow vendors to perform background screening, suppliers should be notified of the updated temp policy, which Outlines background screening requirements and provides them with a time frame for compliance. The organization should also include in the supplier agreement an updated extended workforce screening policy that requires suppliers to meet their background screening policy criteria and provide proof that they have met the criteria.


3. The streamline

Perhaps only 48% of employers do background checks on temporary workers because they consider the time and cost too much. However, upgrading to an automated employment screening solution can help employers avoid the hassle of adding new screening policies to their plans.


Trusted employment background screening provider can integrate your employee and non-employee screening procedures into one automated system. Automation solutions make it easier and cost-effective to screen temporary workers by reducing the burden on managers, suppliers, and workers themselves.


4. Implement the policy

Educate human resources personnel on the importance of the new temporary worker background screening policy and the risks of not implementing it. Do not give temporary workers access to your facilities or any sensitive information until they pass a background check. Finally, conduct an internal audit of employee and non-employee programs to ensure that your organization's background screening practices are consistent with the policies you outlined.


Does your organization plan to hire more temporary workers in the coming months? What policies do you have in place to screen these workers?


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