Sentences with phrase «screen contingent workers»

Rosen said that an employer should remember two factors when considering whether to screen contingent workers: Show consistency and understand an employer's duty to hire.

The 2015 HireRight Employment Background Screening Benchmarking Report found that nearly 71 percent of organizations don't background screen contingent workers, even though these individuals often have direct access to facilities, staff, and company information.

The 2015 HireRight Employment Background Screening Benchmarking Report found that nearly 71 percent of organisations don't background screen contingent workers, even though these individuals often have direct access to facilities, staff and company information.

42 % of those that screen contingent workers require a background check based on specific screening criteria.

Not exact matches

However, behind the advantages of hiring contingent workers lie a few challenges, namely the hiring and screening process.

No screening of contingent workers.

As such, it is prudent to require the same screening for contingent workers as for regular employees.

Your organization's entire workforce introduces risk, whether these individuals are your employees or not, so it is vitally important to take control of background screening your extended workforce which includes temporary or contingent workers, contractors and even vendor representatives who work at your site.

«We're eight years out of the great recession, and now that unemployment rates are down, companies are hiring and the gig and contingent workforce is becoming more prevalent,» said Mary O'Loughlin, vice president of global customer experience at HireRight, a background screening provider based in Irvine, Calif. «As freelance job opportunities continue evolving, it will become much more acceptable, and the standard, for employers to screen gig and contingent workers.»

The HireRight EWS solution allows you to determine the employment screening standards your contingent workers and vendors must meet.

As the popularity of an extended workforce grows, with more organizations hiring contingent, contract or temporary workers, many employers also screen these workers, who may pose the same risks as regular employees.

In a nutshell, employers should require the same screening of their contingent workers as they do of their regular full time workers and should take full responsibility for ensuring this level of screening takes place.

In fact, many employers believe that they can bypass the threat of litigation for negligent hiring or tort liability by using workers who are screened elsewhere when, in reality, companies should assume that regardless of the party with ultimate responsibility for the acts of contingent workers, the company that worker is «representing» bears the most risk.

When an employer fails to ensure that the agency supplying its contingent workforce is diligently screening its workers, the liability for negligent hiring could transfer directly to the organization.

Studies have shown that a surprising majority of companies fail to uphold the same screening requirements of their contingent workers as they do of their traditional employees.

Still, studies have shown that a surprising majority of companies fail to uphold the same screening requirements of their contingent workers as they do of their traditional employees.

In fact, while temporary, contract, and contingent workers often have the same access to company assets as traditional employees, 65 % of companies fail to uphold the same screening requirements of their extended staff.

With a global workforce, contingent workers on the rise and new federal, state and local government regulations, its vital for your company to have a strong background screening policy in place.

For example, employers can insist on any contract for any service that any time a contingent worker comes on premises, that worker has been the subject of a background screening.