{"id":71374,"date":"2021-05-26T09:00:41","date_gmt":"2021-05-26T08:00:41","guid":{"rendered":"https:\/\/www.bullhorn.com\/uk\/?p=71374"},"modified":"2021-09-17T20:28:43","modified_gmt":"2021-09-17T19:28:43","slug":"4-ways-to-maximise-productivity-and-optimise-your-contingent-workforce-background-check-program","status":"publish","type":"post","link":"https:\/\/www.bullhorn.com\/uk\/blog\/4-ways-to-maximise-productivity-and-optimise-your-contingent-workforce-background-check-program\/","title":{"rendered":"4 Ways to Maximise Productivity and Optimise Your Contingent Workforce Background Check Program"},"content":{"rendered":"

A decade ago, the concept of working a \u201cgig\u201d might bring to mind musicians staging a show at a local venue. Thanks in great part to digital technologies like ride-sharing apps and freelancing platforms. However, we\u2019ve seen a huge shift from traditional, full-time employment to freelance and contract work across many industries. <\/span>It\u2019s a significant enough change to earn its status as the gig economy, projected to reach <\/span>$455+ billion<\/span><\/a> within the next two years. But, while organisations benefit from the flexibility of bringing on contingent workers to address skills gaps or fulfill increased demand, an inefficient hiring process can detract from the value. <\/span><\/p>\n

If your process is due for a tune-up, implementing these four best practices for <\/span>screening contingent workers<\/span><\/a> can help.<\/span><\/p>\n

1. Start with Identity<\/strong><\/h3>\n

When the global pandemic struck, some companies had to pivot to remote work quickly\u2014and remote hiring. Others needed to quickly bring large numbers of frontline or essential workers to meet spiking demand for everything from nurses and other healthcare professionals to legions of warehouse workers and delivery drivers. At the same time, reports of <\/span>identity fraud<\/span><\/a> also ballooned, with the number of stolen identity complaints rising 113% over 2019 numbers according to Federal Trade Commission data. <\/span><\/p>\n

This is further supported by <\/span>2020 research<\/span><\/a> which found that \u201cAlmost one in five organisations have experienced instances of employee or candidate identity fraud.\u201d It\u2019s a trifecta of challenges that have pushed the importance of <\/span>identity verification<\/span><\/a> into the spotlight, increasing the pressure to make informed, timely decisions on new hires.<\/span><\/p>\n

Consider, for example, the huge demand for contingent workers across the e-commerce industry. Earlier this year, <\/span>Supply Chain Dive<\/span><\/a> reported that openings for drivers, supply chain associates, package handlers, and personal shoppers hit a record-setting 73% year-over-year boost between April and October 2020. Yet, with more than 400,000 of these job openings still waiting to be filled, HR departments and recruitment agencies have their hands full\u2014especially when they\u2019re looking to onboard hundreds or even thousands of contingent workers in a short time. <\/span><\/p>\n

Even when hiring needs aren\u2019t at that scale, the process for identity verification needs to be reimagined. With remote work becoming more normalised and more desirable, the entire hiring process may occur without ever having an in-person meeting. What do you do when you can\u2019t compare an approved photo ID with a prospective hire through traditional face-to-face interactions?<\/span><\/p>\n

Digital ID verification technology<\/span><\/a> offers both greater flexibility and accuracy. And the benefits aren\u2019t only felt by employers. Like a digital wallet on a smartphone, digital ID verification platforms empower gig workers by giving them a secure way to prove their identity and easily share other relevant credentials quickly. It\u2019s a win-win. Employers can make decisions faster without sacrificing the trust and safety of employees and customers; contingent employees can use their digital IDs when they\u2019re applying for future positions, making it easier to self-direct their careers.<\/span><\/p>\n

2. Maintain consistent screening practices<\/strong><\/h3>\n

The pressure to facilitate fast hiring comes when resources are stretched thin, but cutting corners isn\u2019t the answer. Whether organisations need to screen one applicant or one thousand, maintaining consistent screening practices helps to ensure the well-being and safety of one of the most important assets any company has\u2014people. What practices are must-haves?<\/span><\/p>\n