Working With Your Staffing Firm To Ensure
Consistent Screening
According to the Department of Labor Statistics, May, 2010 reported an 8% increase in temporary workers employed over April’s 400,000 figure, with an hourly work week averaging 34.2 hours. These figures show that many employers are concerned about committing to full-time positions, even though the economy is currently showing signs of life, and have turned to the use of temporary workers, or opening temporary to permanent positions, to fill workforce needs.
With high unemployment rates across the country, and over fifteen million Americans flocking to new job openings, there are higher concerns of applicant fraud as job-seekers embellish their credentials to be viewed as more competitive. Many employers are now demanding that more intense screening be conducted up-front on the temporary workforce to ensure a proper job fit, and weed-out potential bad hires and costly unqualified applicants.
More and more staffing firms are now being required to conduct background checks and drug testing before a potential temporary worker is even considered. The growing concern among employers is the level of screening being conducted and the magnitude of due diligence that is achieved to satisfy internal screening requirements. Employers should always follow best practices when outsourcing background screening to staffing firms to guarantee synergized screening goals.
Communication is the key to insuring that you and your staffing agency are on the same page. Employers should always have a formal understanding of the type and thoroughness of the background check conducted on each applicant. The term background check is a common word these days. A fast and inexpensive search of a national criminal records database provides very limited information with regards to potential criminal history, and does not provide for a level of due diligence to protect an employer or the staffing firm. The same scenario goes for verifying a single past employer without fully understanding the candidate’s entire work history and skill level.
To assist your staffing firm in meeting your screening needs, HR Professionals should provide written policies on employee screening protocols, and/or include this language in your agreement or contract. A clear understanding of the different levels of screening should be communicated to your staffing firm, along with any expectations and guidelines that should be followed. In addition, employers should require that the staffing agency provide documentation disclosing what level of screening was conducted on each applicant to ensure consistency.
Many employers will bridge this gap by recommending that their staffing firm use the same background screening partner to assure consistency and reduce cost. EBI provides expert assistance by working directly with your staffing firm on your behalf. EBI can ensure consistent screening, and even provide leveraged pricing based on additional volume.
Sharing screening results is another way to ensure consistency between you and your staffing firm. The proper disclosure and consumer’s consent to share such information under applicable laws must be provided by the staffing firm. Employers should consider viewing the notification, consent and authorization documentation when reviewing the background check itself, to ensure proper FCRA compliance.
The access of background screening information should always be on a need to know basis; a consumer report or background check should only be viewed by individuals directly involved in the decision-making or evaluation process for both the staffing firm and employer. Always consult your legal counsel before adding any such language, or receiving or sharing confidential screening results from outside parties.
The benefits of consistent screening, and the potential liabilities and risks of not screening, are the same whether employers utilize direct hire staff or temporary workers. EBI works collaboratively with employers and staffing firms alike to define and streamline a screening program that will satisfy due diligence requirements, help identify the best qualified candidates, and reduce overall costs while keeping your screening program consistent, comprehensive and compliant.
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All information contained herein is provided by Employment Background Investigations solely for the convenience of its clients. EBI is not providing legal advice or counsel and nothing provided on this document should be deemed as legal guidance or advice. Readers should consult with their own legal counsel to determine their legal responsibilities or if they have questions on any information provided by EBI.