With the holiday season in full swing, you may find yourself calling in temporary workers to provide coverage for employees on intermittent, short-term, or two-week vacations. The Society for Human Resource Management says that background screening is an effective tool for mitigating risks, such as theft or violence in the workplace.
Given the huge amount of access that temporary workers are given during a relatively short amount of time, it’s important to screen these workers just as you would other employees.
The top considerations for screening and hiring are:
- Obtain a signed authorization and disclosure from the applicant before conducting a background check, and if you reject an applicant due to the results of the background check, you must provide pre-adverse and adverse notices to the job seeker and comply with applicable state and federal requirements.
- Remember the Equal Employment Opportunity Commission (EEOC) guidance and applicable state and local laws regarding the use of credit and criminal background checks when doing your seasonal hiring.
- Beware of ban-the-box laws. Make sure you review your employment applications to see if there is an inquiry about criminal history. If your policy is to inquire about criminal history on the application or before making conditional offers, make sure you are in compliance with applicable state and/or locals laws.
To learn more about how to attract and hire the right types of employees for your business, check out our free onboarding webinar.