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建立扩展劳动力背景调查计划的 3 个技巧

我们生活在一个快节奏变化的时代。过去是静态的劳动力比以往任何时候都更加流动和动态变化。随着供应商和承包商越来越成为劳动力的常规组成部分,像对待全职员工一样,制定一个流程来筛选这些“扩展劳动力”变得越来越重要。对一些公司来说,为临时工实施背景筛查计划的想法可能令人生畏。我们将探讨为什么这样一个过程很重要,并解决一些最常见的障碍,以简化扩展的劳动力背景筛查计划。

从所有者和政策开始
 如果您不知道组织中的谁负责该流程并且您没有关于筛选临时工的正式政策,那么开发和实施一个流程来对您的供应商劳动力进行 背景调查可能会让人不知所措。一旦您定义了所有者,您就可以处理该策略。在定义您的政策时,您需要做出一些重要的决定,例如筛选什么以及您是否接受通过供应商首选筛选器进行的背景调查,而不是您的筛选器,或者除了您的筛选器之外。通过制定和遵守政策,您可以制定明确的标准和可重复的流程,这将有助于降低工作场所暴力、欺诈、盗窃和疏忽招聘诉讼的风险。

消除恐惧
许多公司不确定在筛选供应商、临时工和承包商人口时他们有权做什么。也有对共同就业的恐惧。如果您的公司将临时工“对待”为全职员工,您是否会被视为共同雇主并让您的公司承担法律责任?可以通过教育消除这些恐惧。研究您所在行业的其他人在该领域所做的工作。也许您有一位值得信赖的顾问可以咨询,以了解您所在领域的其他公司正在采取哪些措施来建立成功的计划。

入门
因此,您拥有该计划的所有者,已制定政策并且消除了恐惧。现在,您已准备好开始筛选您的扩展劳动力。有了您的政策,您就知道您在筛查谁、何时以及您的裁决政策是什么。也许您有大量供应商、临时工和其他临时工。那么你从哪里开始呢?从小处做起:只选择您的扩展劳动力中的一个部分,然后从那里开始。通过这种方式,您可以在向所有临时员工推广之前熟悉该流程。

总而言之,开始筛查您的扩展劳动力可以分解为更小的步骤并在一段时间内推出,以减少开始时的压力。

background screening program in place for contingent workers can be daunting for some companies. We will explore why such a process is important, and work through some of the most common roadblocks to a streamlined extended workforce background screening program.

Starting with an owner and a policy
Developing and implementing a process to background check your vendor workforce can seem overwhelming when you don't know who in your organization is responsible for the process and you have no formal policy on screening contingent labor. Once you define an owner you can then address the policy. When definining your policy, you will need to make some important decisions, such as what to screen for and if you will accept a background check done through a vendor's preferred screener rather than or in addition to yours. By creating and adhering to a policy you create a defined standard and a repeatable process which will help mitigate the risk of workplace violence, fraud, theft and negligent hiring lawsuits.

Dispelling fears
Many companies are not sure what they have the right to do when it comes to screening their vendor, temp and contractor population. There is also a fear of co-employment. If your company is "treating" a temporary worker as a full-time employee, will you be considered a co-employer and open your company up to legal liability down the line? Dispelling these fears can be done through education. Research what others in your industry are doing in this area. Perhaps you have a trusted advisor that you can consult with, to understand what other companies in your field are doing to establish successful programs.

Getting Started
So, you have an owner for the program, a policy has been established and the fears have been dispelled. Now, you are ready to begin screening your extended workforce. With your policy in place, you know who you are screening, when, and what your adjudication policy will be. Perhaps you have a large pool of vendors, temporary workers and other contingent workers. So where do you begin? Start small: pick just one segment of your extended workforce and start there. This way you can get comfortable with the process before rolling it out to all contingent employees.

In summary, getting started in screening your extended workforce can be broken up into smaller steps and rolled out over a period of time in order to make it less overwhelming to begin.


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