Busting Common Contractor Screening Myths: Truths That Every Employer Should Know

Hiring third parties can be a great way to fill niche roles that are difficult to find the right fit for - offering advantages from flexible hours based on needs to filling gaps for specialized skills and positions that are only needed for short periods of time. While hiring contractors for certain roles can help you save time and increase efficiency, it’s important to think of them like the rest of your workforce when it comes to screening.  

Common Misconceptions

Screening contract employees who may not be in it for the long haul is an extra step, but the potential risks, time, and money lost just aren't worth overlooking. Despite what some might say, it's important to thoroughly screen anyone who’s on your payroll, regardless of their employment status or how long they’ll be there. That’s why we're exploring a few common misconceptions surrounding the screening of external partners: 

1. “Only full-time employees need to be screened.” 
   One of the most common misconceptions is that because service providers are not full-time employees, they don’t require screening. However, this line of thought can be dangerous. Screening contractors before letting them on-site goes beyond verifying work history and giving you insights into their fit for the role. It helps keep your current employees out of harm's way and avoid unnecessary risks, such as theft, data breaches, and unnecessary liabilities. 

1.  “Contractors don’t need to be screened the same way full-time employees do.” 
   Contractors frequently have access to sensitive areas, data, personnel, and vulnerable groups, just like full-time employees. Access to these areas, tools, and groups means that they can pose the same potential risks as full-time employees if not thoroughly screened. Treating your background check process differently for contracted positions can lead to financial loss as well as long-term harm to a company's reputation, loss of customer trust, and potential legal liabilities. 

1.  “Contractors don’t need to be screened in my industry.” 
   Unfortunately, underscreening or simply not screening contractors can have lasting consequences that affect all industries and business types.  
   

Contractor Screening Isn’t Industry Specific

Regardless of the industry you hire in, ensuring that everyone who steps foot in your workspace has undergone a background check isn’t just a matter of due diligence; it’s a critical component of maintaining a secure and trustworthy environment. Take, for example, the IT contractor for the U.S. House of Representatives accused of using his access to the U.S. Congress to steal equipment and conduct bank fraud.  Or the produce delivery driver with multiple infractions and a suspended license who crashed into another commercial truck, which led the Minnesota Supreme Court to recognize a cause of action for negligent selection of an independent contractor.  In another instance, an unscreened contract worker hired for a before- and after-school program was convicted of the sexual abuse of a student. 

These are just a few cross-industry examples of what can happen when employers skip screening or don’t properly vet contract workers. The good news is that with the right plan in place and the right partner at your side, it doesn’t have to be a hassle. Even if they aren’t in it for the long haul, the consequences of foregoing contractor screening can have lasting effects that put your organization’s reputation and employees at risk.

Making It Manageable

Your business's safety and security are only as strong as its weakest link, but taking care to thoroughly screen on-site third-party providers can be time consuming and stressful. Here are a few tips on making the process a breeze: 

1. Make contractor screening and re-screening standard. Effective screening (for any purpose) isn’t just about initial checks — it’s an ongoing process that requires continuous attention. Developing a standardized process across the board helps to mitigate legal risk, creates fairer hiring processes, and removes a lot of the guesswork. 

1. Ensure your bases are covered. Just like employment screening, not all contractor screening programs offer the same coverage. To cast a wide net and preclude troubles, consider search criteria that includes a comprehensive, multi-level criminal history and National Sex Offender Registry search as a starting point. 

1. Leveraging the right technology. Leveraging background check platforms that automate and streamline the process can make a major difference in the time investment necessary. Leveraging a partner that can connect directly to your hiring platform and give you quick results goes a long way. 

All said, taking the time to thoroughly screen on-site third parties can go a long way, from protecting your employees and business to improving overall safety and company reputation across the board. 

Looking to simplify your contractor management? Contact Verified Credentials today to set your organization up for success.