3 Ways to Efficiently Screen Summer Employees

Background Screening

To many businesses, it may not seem necessary to screen summer hires. Some may think it’s because seasonal employees are not in the workplace very long so employment screening is not worth it. Or, in some cases the volume is so large that they just don’t want to deal with it all. Whatever the reason may be, it is important to keep in mind that summer employees are JUST as likely to pose a threat to your organization as a full-time employee. Think about it, the most common summer jobs are in the recreation industry, where your employees will more than likely be working with or near children, outside doing physical activity, or around heavy equipment, all of which implicate a lot of liability. But we get it, spending the money for such a short period of time may make you question your ROI. So here are a few ways to save some money on your summer employment screenings

Professional References

Sure, references can take more time in the long run, but they are a free way to get a snapshot of the candidate’s credibility. Often times, summer employees are referred by current or previous employees and depending on which staff members provide the reference, you want to think you can trust that them. But when they recommend their cousin’s boyfriends’ sister, how much can you expect them to know about that person? A reference check can give you the insight you need.

Larger Jurisdictions

As mentioned in our recent post, there is no such thing as a national database to search and find answers about potential employees. However, it’s not a bad idea to perform a statewide or regional search on your applicants. Now, we don’t recommend an “all-encompassing” one-size fits all search for all new hires.However, for short-term employees, a general large jurisdiction search can reveal  major red flags.

Job-Specific Search

For full-time employees you should do a complete report as the chances of their duties differing throughout their work day are much greater than that of a summer employee. Take into consideration the duties assigned to your employees and base the searches you perform on that. For instance, if the job requires an employee to work directly with children, perform a sex offender search to ensure the safety of your consumers and their families. If the job is dealing with money, whether it’s waiting tables or retail, perform a criminal history check and protect your business from potential theft.

The little bit of time and money saved by foregoing summer employee screenings is not worth the potentially devastating risk you are exposing your business to.

What methods are you using to screen summer employees? Let us know in comments.