HRO Today June 2015 - 31

Background Screening
Performing standard background screening on
temporary employees can be beneficial in the long run
if companies have plans to convert these non-employees
into a full-time position.
" These individuals may have negative information in
their backgrounds, which may preclude them from
passing a comprehensive background check when being
brought onboard as a full-time employee in the future, "
notes Robert E. Capwell, chief knowledge officer for EBI.
" This could save a lot of time and unnecessary training
for someone that has been working for a considerable
period of time. "
Best Practices
" For contingent workers, it's important that companies
ensure that they are screened to the same extent and
held to the same standards as traditional employees, "
says HireRight's Trindade. Organizations will experience
the same types of benefits when screening nonemployees:
reduced risk, a greater level of compliance,
and increased safety and security.
" Best practices for a policy would include very specific
parameters of screening everyone who has access to
your establishments premise, property, or data, " advises
Raprager. Here are some other guidelines to follow
when screening the contingent workforce.
Get HR involved. Even though contingent workers are
often sourced by the department that needs them, HR
should have a role in the onboarding process to ensure
they are properly screened, says Trindade. " Additional
controls, like linking compliance to the organization's
screening program for contingent workers to the
accounts payable process, may be an important
safeguard for companies engaging contingent workers, "
she adds.
Consider scope. " The minimum an organization should
be doing is a full criminal search, " advise Raprager. He
also recommends county and federal searches within a
national database, a social security number trace, and
address history. Don't limit the number of counties or
Spell everything out in your contract. If leveraging a
third-party staffing company to help source and place
temporary labor, Trindade recommends having clear
definitions of the screening requirements in your written
agreement. Details that outline the type of screens-
criminal, employment, drug, education verification-
and how those results affect the hiring decision should
be included. " The look and feel of the background
screening conducted will likely vary depending on the
level and type of position that's being filled, so these
details must be clearly spelled out in the contract, " she
says. " To ensure the contractual obligations are being
met, companies should conduct routine audits with
their vendors to validate that background screening that
meets their expectations is being conducted. "
Raprager warns of other vendors who may subcontract
the background screening process to other individuals.
" It is important to properly convey to your vendors what
your guidelines are and have penalties in place to ensure
they are properly vetting their workforce, " he says.
" This is where having a solid relationship with a flexible
background check company is beneficial. You should have
access to all the reports for your contractors. Verification of
every worker's background check report before they start
is paramount to a successful screening program. "
JUNE 2015 | www.hrotoday.com
[31]
federal districts that are searched, he warns: " It controls
the provider's cost, but not your liability. "
Assess the position. " I would advise looking at the
composition of your workforce, " says HR ProFile's
Owens. He provides two examples: " If I'm hiring an
accountant, it would make sense to do a multi-county
criminal check, along with education verification, license
verification, and credit history. If I'm hiring a truck driver
for my company, I would want to run the multi-county
criminal check but I would also want to verify his license
and check his driving record. "
http://www.hrotoday.com

HRO Today June 2015

Table of Contents for the Digital Edition of HRO Today June 2015

HRO Today June 2015 - 1
HRO Today June 2015 - 2
HRO Today June 2015 - 3
HRO Today June 2015 - 4
HRO Today June 2015 - 5
HRO Today June 2015 - 6
HRO Today June 2015 - 7
HRO Today June 2015 - 8
HRO Today June 2015 - 9
HRO Today June 2015 - 10
HRO Today June 2015 - 11
HRO Today June 2015 - 12
HRO Today June 2015 - 13
HRO Today June 2015 - 14
HRO Today June 2015 - 15
HRO Today June 2015 - 16
HRO Today June 2015 - 17
HRO Today June 2015 - 18
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