If one doesn’t get you, then the other one will – unless you screen candidates for employment and also check on independent contractors before they can access sites or data.
For candidates for employment, there is not a single “right” way to screen, according to James MacKenzie of ChoicePoint, Alpharetta, Ga. “In many cases, employment screening is valued differently, depending on the varying levels of employees that comprise an organization. For instance, in the retail industry sometimes minimal screening such as a Social Security number verification or a theft database search is the only background screening performed on entry-level employees.
“But, when screening senior-level executives, more extensive due diligence may be performed, which could include education and employment verifications, both local and national criminal background checks, as well as a credit check and any pertinent license verification,” added MacKenzie.
It’s time for companies to usher in the next generation of background screening to keep pace with the new world of independent contractors, temp workers, flex workers, outsourcing and consultants, concluded Moise.