Is your screening program built for today’s workforce?
March 20, 2022
With the unprecedented rise in remote and hybrid work since 2020, organizations have naturally adapted and expanded their talent searches to larger, broader markets. These same companies were then forced to adapt further to combat the effects of the Great Resignation. After the Great Resignation came quiet quitting. No matter how you look at these past few years, it’s clear that the new hiring and employment landscape has changed for good.
How have companies dealt with these challenges? Many have turned to temporary and contract workers to fill the gaps. In the first quarter of 2022 alone, staffing companies in the US 2.7 million contract and temporary works per week. In 2023, these numbers are expected to rise even further, as companies tighten budgets, they are looking more and more toward contingent workforce to fill roles.
Couple this with a generational shift in mindset, and job flexibility becoming more important than ever, the growth of contract workers is set to be enormous. Add in the gig economy, and it’s exponentially larger. The gig economy alone is expected to reach $455 billion by 2025.
While companies have largely accepted this new model of hiring, many have struggled with how to effectively hire while mitigating risk, and making sure the employee experience is up to par with that of full-time employees. If you are thinking about hiring more temporary or contract workers in 2023, now is the time to review your screening program.
Here are some key areas you should focus on:
The Candidate Experience
Today’s candidates have come to expect a great experience. Larger companies have invested heavily in user-friendly, fast, and mobile first experiences for years. As time goes on, candidates applying for jobs will expect that’s same level of thought to be put into the overall experience. The screening process will be one of the first engagements they have with your brand, which is critical. It’s commonplace to see bad experiences shared on social media, personally with friends, and or other potential candidates. Make sure your candidates can fill out forms where, when and how they want when you send them. They’ll be happier, and you’ll speed up hiring. It’s a win-win. Be transparent when explaining the process, and providing instructions and/or next steps for the candidate. Setting expectations and delivering on them will look great for your brand, while speeding up hiring.
Consistent Screening Practices
A clearly defined program and policy ensures consistency, accuracy, and efficiency in your hiring process.
Complex laws and regulations regularly change at every level. Organizations that don’t have expertise with these regulatory changes related to screening should work with a background check provider that understands current requirements that meet fair hiring standards and can advise them in a timely fashion of regulatory trends that could impact them.
Contractors and contingent workers should be screened as well as full-time employees. Many contractors will be working in the same systems with the same access to company and client information that full-time employees use.
Maintain a consistent policy for handling background records. Being consistent with hiring decisions will help mitigate risk and ensure you are compliant with fair hiring practices, while building a safer culture for all your employees.
Audit your Hiring Processes and Workflows
In much the same way candidates expect a modern experience when being recruited and onboarded, you should be receiving an equally modern experience on your side from your technology and vendors. No matter how efficient your processes may be, you’ll want to make sure you partner with vendors that not only understand your unique needs and workflows, but also the risks, trends, and value of their offering. Good partners will complement your workflows and allow you to work more efficiently, and hire the right people faster and more easily.
2023 will see accelerated growth in the contingent workforce space. The trend is likely to continue for the foreseeable future as well. Whether your business is already on board, or is merely considering hiring contingent workers, you should review your screening program now and make sure it is up to par. You’ll ensure you’re building a safer workforce and providing a safer environment for all, while reducing risk, saving time and money, and futureproofing your program.
Vault is currently offering a free 30-minute screening program review with our compliance experts. A clearly defined program and policy ensures consistency, accuracy, and efficiency in your process no matter what type of workers you’re hiring. There’s no better time than now to review your overall screening program and policy to ensure they’re providing the best experience possible, while mitigating risk.