You need to take the risks of hiring a contractor into account just like you would those of hiring an employee on a permanent basis. It’s easy to mitigate these risks by partnering with a background check service. Check People helps clients with criminal history screening, employment verification, identity checks, and more.
There have never been more contractors in the workforce than there are today. These professionals often rely on contractor work as their biggest source of income. Clients are allowed to run a background check on any employee, including a conditional one like an independent contractor. State and federal laws even require companies that work with vulnerable groups like disabled or older people to screen everyone who has contact with members of these groups.
Another reason you should screen contractors and do social media assessment is to ensure consistency within the company use a site like Kwikly. You might think the agency that sent the contractor has already checked them. While they may have, the concept of a background check is quite fluid. For some sponsoring organizations, a single reference check or fleeting database inquiry will suffice.
Key Background Check Points
When it comes to checking conditional workers, there are several basic principles to take into consideration. Defining background check requirements according to their role is one. There shouldn’t be any difference in your screening protocols for full-time staff and your independent contractors. They should be made to fulfill the same requirements because they will probably have the same or similar access to facilities, other employees, clients, and systems.
There is an urgent need for this because companies are far more familiar with their regular employees than they are with contractors. With regard to managing exposure to contract behavior, this degree of risk extenuation can be critical. Sometimes companies hire contractors with the option to employ them full-time in the future. If you don’t run a background check or you rely on an agency to do it, you simply lose touch with the screening process.
Additionally, the internet has made it easier than ever to access public records. However, it’s important to do your research before you believe everything you read. To find the most relevant background check service for your needs, check out user reviews, for example, Intelius vs Truthfinder, because there are some limitations to what these websites can provide. For instance, they may not have access to all of the same records that a law enforcement agency would have. Additionally, they may not be able to provide as much information about someone’s background if that person has a common name. Nevertheless, background check websites can be a valuable resource for anyone looking to learn more about someone’s past.
Where do You Start?
Ideally, your background screening should start with a criminal database search. You need to run their name through the offender registry in your state. If they have worked or lived in more than one state, it would be a good idea to check all of the registries. You can also search criminal history databases in multiple jurisdictions.
Use the contractor’s Social Security number to search district and county records. If you have information about different counties where they have worked, check the records of those counties too. Include any verifications or reports specific to their function.
If the contractor is performing a safety-sensitive job, drug testing might be required. Financially sensitive positions require a credit history check. Jobs that involve driving require you to check their driving record. Have any professional licenses verified as well.
Ask for Consent
You cannot perform any kind of screening without obtaining the contractor’s consent in advance, with the possible exception of a Google and a social media search. Findings based on searching social media cannot be used to make an employment decision, however. The consent form is different from the job application document.
Sign a Fair Contract
A clean history is no guarantee for a successful outcome. The type of contract you have with the contractor is very important. It should detail penalties for non-performance or subpar performance and delays. Upon termination, you don’t want to have to pay him a penalty for any failures on his part. You need to have leverage.
As you go along, document the work in writing. This will help you if the contractor does not fulfill your expectations. Delays are usually the most common issue. Should there be multiple violations on the contractor’s part, prepare a list and send a letter to his address with a return receipt. Let him know he must rectify the problems and that he will be in breach of contract if he fails to do so. You’ll end the contract if worse comes to worst.
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