Comparing Extended Workforce Screening in the U.S., EMEA, and APAC

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HireRight’s Annual Employment Screening Benchmark Survey asked thousands of human resources professionals about their policies regarding conducting background checks of the extended workforce (non-employees). The results indicated a variety of similarities and differences between organizations in the United States (U.S.), Europe/Middle East/Africa (EMEA), and Asia Pacific (APAC).

1. What types of employment screening are you familiar with?

Of course respondents in all three regions are most familiar with screening local employees, but the majority are also conversant with screening the extended workforce. But do they conduct background checks on them?

2. “Which workers do you screen?”

While most respondents said they’re familiar with screening the EWS, surprisingly few do it. EMEA screened contingent and contract workers twice as much as American and APAC firms, and also screened temporary workers nearly twice as much. APAC trails both regions except in screening vendor representatives.

3. “Approximately what percentage of your organization’s workforce is comprised of non-employee workers?”

It is interesting to note that while 86 – 95 percent of companies surveyed in all three regions employed contingent, contract or temporary employees, only 17 – 36 percent of them screened those workers, as seen above in #2.

4. “If your organization conducts post-hire background checks, which employees do you rescreen?”

While people and conditions change after hire, around half the countries in the U.S. and APAC, and two-thirds of organizations in EMEA do not conduct follow-up background checks at all. Of those that do, beyond EMEA, a low percentage of contingent, contract or temporary workers are rescreened, and the backgrounds of far fewer volunteers and vendor representatives are re-checked.

Summary

Contingent, contract, temporary and even volunteer workers may have the same access to company facilities, data, and other employees and customers as full-time employees. For this reason, it may be practical and help raise the level of workplace security to thoroughly screen every worker in the same way, regardless of employment status.

Download: The 2017 Employment Screening Benchmark Report
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Lewis Lustman

I’m a recovering UCLA English major who loves communicating using today’s variety of media. As Content Marketing Manager for HireRight, I have the privilege and opportunity to discover and share new perspectives on the background check process.

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