Not only does it help protect your business, but you can also avoid your very own ‘Bad Santa’ experienceThe holiday season is approaching quickly and this means the need to hire temporary seasonal workers to help fulfill the increased volume of shoppers. Just like when you hire full-time workers, you should take steps to ensure that you’re hiring a reliable worker—even if you’re only going to need them for a few weeks.
Each year, Jack L. Hayes International releases an Annual Retail Theft Survey that polls 23 of the largest national retailers. The most recent survey (for 2013) discovered there were 78,085 employees (up 6.5 over the previous year) that were caught stealing from their employer in some way. In addition, thefts by employees cost business more than a regular shoplifter—roughly 5.4 times more. According to the theft survey, employees steal around $706 versus shoplifters stealing around $130.
Background screening is one way to help slow this trend as it can identify potential employees who have a history of stealing from their employers.
You Shouldn’t Trust Anyone…Not Even Santa
One of the most common temporary hire for the holiday season is Santa Claus. Since there will be hundreds of children lining up to have their picture taken with Santa and to tell him what they want for Christmas, it is important to be vigilant when hiring for this position.
Most experts recommend criminal background checks to cover all of the counties that ‘Santa’ has previously lived in—checking especially for their name on the sex offender registry. For an added layer of protection, you can also run a multijurisdictional criminal search, as well as drug testing.
The Background Screening Process
Background screening seasonal workers has the same basic guidelines as permanent employees. According to the National Association of Professional Background Screeners (NAPBS), here are some tips for screening temporary employees.
- Don’t rely on a simple Google search or social media. These are not good indicators. You should use a nationally accredited searching company, like InnovativeBCS (http://www.innovativebcs.com).
- Don’t discriminate against your seasonal employees. They should be treated with the same respect that you give your permanent hires. This also includes using the same background screening process—just because they are seasonal does not mean their check needs to be more in-depth.
- Know your responsibilities for background screening as an employer before performing checks. There are federal and state laws in place to protect potential employees, so you should know what is required to avoid being penalized.
- Make sure that you make your potential hire aware that you will be performing a background check before doing so. In addition, make sure to provide your potential hire a chance to explain any discrepancies.
Background checks may seem like an invasion of privacy, however, there is no denying that there are dishonest people in the world and by background screening employees, you can help ensure you’re your company is protected from internal harm, theft and/or scandal. More information about background check policies can be found at http://www.innovativebcs.com.