Seasonal employees pose just as much risk as permanent staff. They need a consistent, compliant background screening process. Depending on the role, seasonal screening might need to include criminal records searches, employment, education, and license verifications, drug testing, and motor vehicle record checks. Employers hiring seasonal workers should conduct the same background checks they use for permanent employees, based on the responsibilities and risks of the position.
Yes! Seasonal employees should be screened according to the responsibilities and risks associated with their positions, just like permanent employees.
Temporary employees may only be with your company for a short while, but they pose just as much risk to your organization as your full-time, permanent team members.
They can:
Background screening should be part of every new hire’s vetting process, whether they’re permanent employees or not. Depending on the position’s responsibilities, the background check may need these elements.
Use services like Social Security number searches and identity document verifications to identify discrepancies or signs of fraud. Run them at the beginning of the screening process to help confirm the person being screened is who they claim to be.
Run a county criminal search on every county the applicant has lived, worked, or studied in during the last 7 years.
Run a National Criminal Database search to uncover potential “traveling crimes” you wouldn’t catch in a county search.
Confirm key details of the applicant’s employment history like past employers, job titles, and dates of employment.
If the role requires a certification or degree, verify the applicant’s claims through a third party screener.
Conduct appropriate drug testing the same way you handle permanent employees.
This information is priceless if the applicant will be driving for the organization or operating a company vehicle.
Maybe. Rescreening former hires depends on company policy, the position, and how much time has passed since their last background check. A previous screening only reflects information available at that time. Employers should establish a consistent, written rescreening policy for returning workers.
Time to hire is crucial, we know. Employers can speed up seasonal background checks without sacrificing thoroughness with:
Seasonal employees are generally subject to the same federal background screening requirements as other employees. The Fair Credit Reporting Act (FCRA) establishes requirements for disclosure, authorization, and adverse action. Employers must also follow applicable state and local laws that may impose additional restrictions on the use of background information in hiring decisions.
Preparing for seasonal hiring before applications start arriving is the key to avoiding holdups and confusion.
Don’t wait until seasonal hiring is underway to evaluate your background screening process. Review your seasonal positions now and identify the appropriate background checks for each role. A well-planned, consistently executed process helps reduce hiring delays and maintains fair, compliant hiring decisions.