Holiday Hiring is in Full Effect; Maintain Pre-Employment Screening Policies
Holiday hiring is in full affect as the season of giving fast approaches. Retailers across the country are poised to hire hundreds of thousands of temporary workers. And it is a daunting task, but companies hiring seasonal help should maintain pre-employment screening policies and continue the same vigorous vetting process one might conduct on a long-term or permanent employee.
With the push for quick hiring on employers shoulders they are starting to have job fairs and hiring events at their stores. And 2019 promises to be a big year for seasonal help.
From HRDive.com (Oct 9, 19):
The seasonal hiring push is on. Retailers, in particular, are competing for talent in customer service, warehouse roles, distribution and delivery — and in heightened numbers even from the year before. (1)
And the momentum is increasing.
Recently, a USA Today article highlighted the manic requirement for temporary seasonal help.
From Target.com (Sep 10, 19):
On Tuesday, Target announced it would be hiring more than 130,000 seasonal workers and will host hiring events at every store. The events are Oct. 11-13 and Nov. 2-3 from 10 a.m. to 6 p.m. local time. There also are openings at distribution centers. (2)
Adam Almeida, President and CEO of CriminalBackgroundRecords.com opines: "Companies should be encouraged to continue with their vigorous pre-employment background screening practices, with temporary, seasonal hires, as a best practice. Risk mitigation remains a priority within hiring and the responsibility does not lessen with seasonal employees."
From theJobNetwork.com (No Date Provided):
Yes, there’s a lot do when hiring seasonally, and you may need to fill vacancies quickly, but you still need to do basic things like conducting background checks. Hiring the wrong candidate can hurt your business and force you to restart the entire cycle. The hiring process for seasonal employees should not deviate from the process you undergo for regular long-term employees. Even though you may be hiring at a higher volume for a seasonal push, you need to maintain your hiring standards and consider short-term workers as integral members of your organization. The short-term worker will be representing your business like any other member (3)
Typical background records might include:
Employees remain the face of a company and regardless the position are a critical part of a successful business. As the holiday’s fast approach and the need for help increases, hiring managers must maintain the integrity of the hiring process by conducting the same and equal background screening process regardless the term of employment.
Almeida concludes: "Thorough vetting is critical for all new hires, permanent and seasonal, and working with a well-qualified third-party pre-employment background screening agency remains a best practice."
CriminalBackgroundRecords.com is a third-party background screening company with an A+ Rating from the BBB, a member of PBSA and advocate of SHRM that can provide compliant solutions for all screening requirements. From pre-employment to post-hire screening, as well as volunteer, caregiver and nanny checks, CriminalBackgroundRecords.com provides background screening services across a broad array of industries. From the smallest organization to the largest corporation, CriminalBackgroundRecords.com can fulfill every background screening requirement.
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