The Holidays are fast approaching and companies are already starting to recruit extra help to deal with the huge increase in business. However, even though these new hires will only be temporary they still need to do due diligence and vet these new hires in the same way they would a full-time employee. Pre-employment background screening should apply the same way to seasonal hires as with full-time employees.

Even though part time help may be temporary they will still be representing the company they work for the same way as the full-time employees. Enacting consistent employment screening policies across all hires both temporary and full-time goes along way at mitigating risk and staying compliant with hiring laws.

Businesses 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. ^{hrdive.com/news/what-to-expect-from-the-2019-holiday-hiring-season/563953/}

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. ^{usatoday.com/story/money/careers/2019/09/10/seasonal-jobs-where-to-find-work-over-holidays/2271056001/}

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.

A thorough background screening should include a criminal background check (that includes a 50-State Sex Offender Registry check), an SSN Validation with Address History Trace and the necessary verifications such as previous employment and education background. Again, the key to compliance is consistency and that is why all new hires either seasonal or full-time should be vetted the same way.

To read more about this subject read recent press release found at: Holiday Hiring is in Full Effect; Maintain Pre-Employment Screening Policies