New Research: Trends in Temporary Employee Screening

Posted · Add Comment
2016 HireRight EMEA Employment Screening Benchmark Report

Most organisations have a solid process for screening and hiring new permanent staff. But what about temporary workers? Often the same level of diligence does not apply, with our research discovering that only 34% of contract and unpaid workers are screened, and just 19% of volunteers also undergoing checks.

It is hard to pinpoint why screening temporary employees seems to go get missed, perhaps they are viewed differently, their legal and contractual status is different, or it could be that they only have a lower level of responsibility. Yet despite their employment only being temporary, this does not mean they cannot cause significant harm to a business. A temporary retail employee could have access to credit card information, customer data and the customers themselves, more than enough to pose a threat.

But how can you fit screening into the recruitment process for a short term hire? Planning needs in advance allows firms to implement the same rigorous check process they undergo with permanent hires and mitigate business risk.

HireRight_EMEA_Benchmark Report_Chart7

 

Download your copy of the 2016 HireRight EMEA Employment Screening Benchmark Report today and find out more about the latest trends.

HireRight

HireRight is here to help guide you through the biggest screening challenges so you can focus on what’s important to you; attracting top talent. HireRight provides employment background screening services to organisations of any size, in every industry, and nearly anywhere.

More Posts

Follow Me:
TwitterFacebook


The HireRight Blog is provided for informational purposes only and should not be construed as legal advice. Any statutes or laws cited in this article should be read in their entirety. If you or your customers have questions concerning compliance and obligations under United States or International laws or regulations, we suggest that you address these directly with your legal department or outside counsel.

Comments are closed.