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?