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Employee Screening

The Importance of Background Checks for Seasonal Employees

September 18, 2024 By Chris Miller

As businesses gear up for their busiest seasons, they often rely on a surge of temporary, seasonal employees to manage increased demand. However, in the rush to fill positions, some companies might be tempted to bypass rigorous hiring procedures, including background checks, assuming that these short-term workers don’t need the same level of scrutiny as permanent employees. This approach can be a costly mistake.

Background checks are just as crucial for seasonal workers as they are for permanent employees. Although these workers may only be with the company for a few months, they still represent the organization, have access to its facilities, interact with customers, and may handle sensitive information. Neglecting background checks for seasonal hires can open the door to serious issues, including theft, fraud, workplace safety risks, and damage to the company’s reputation. Let’s explore why background checks are essential for seasonal employees, the benefits they offer, and best practices to ensure a safe and productive seasonal workforce.

Why Background Checks for Seasonal Employees Matter

It’s easy to assume that because seasonal workers are temporary, they don’t need the same level of scrutiny as permanent staff. However, this assumption is flawed for several reasons.

  1. Access to Sensitive Areas and Information: Seasonal workers may have the same level of access to company facilities, customers, and sensitive information as permanent employees. A temporary cashier at a retail store may handle large sums of money, or a seasonal warehouse worker might have access to valuable products. In hospitality or customer service, seasonal staff may interact directly with customers and represent the brand.
  2. Company Representation: Every employee, whether temporary or permanent, is a representative of your brand. Poor behavior by seasonal workers, such as inappropriate customer interactions or mishandling of tasks, can damage the company’s image and erode customer trust.
  3. Risks of Skipping Background Checks: Failing to perform background checks on seasonal workers can result in hiring individuals with criminal records that may pose a threat to the workplace. This increases the potential for theft, fraud, or worse, violence, and puts both the business and its employees at risk.

Benefits of Conducting Background Checks for Seasonal Workers

There are several clear benefits to performing thorough background checks on seasonal employees. These checks help reduce the risks associated with temporary hires and can positively impact the business’s overall success during busy periods.

  1. Reduce Risks of Theft, Fraud, and Criminal Activity: A background check can uncover a history of theft, fraud, or other criminal behavior, allowing employers to avoid individuals who may pose a risk. Seasonal workers often have access to cash, inventory, and sensitive customer data, making it essential to minimize the potential for criminal activity.
  2. Ensure Workplace Safety: Conducting background checks can help identify individuals with a history of violence or other concerning behaviors that may jeopardize workplace safety. Seasonal workers are often hired in industries where they interact directly with the public or work in team settings. Ensuring a safe work environment is vital for protecting both employees and customers.
  3. Informed Hiring Decisions: A thorough background check allows employers to make informed decisions about who they bring into their company. Screening for criminal history, verifying past employment, and checking references all contribute to understanding a candidate’s qualifications and suitability for the role.
  4. Improve Overall Workforce Quality: The quality of the seasonal workforce can directly impact business performance during peak seasons. By screening out potentially problematic hires, companies can ensure they have reliable, trustworthy, and competent employees, which leads to smoother operations and better customer experiences.

Best Practices for Background Checks on Seasonal Workers

To get the most out of the background screening process for seasonal hires, it’s important to follow best practices that streamline the process while ensuring thoroughness and compliance with relevant laws.

  1. Use the Same Screening Standards as Permanent Employees: Even though seasonal workers may only be with the company for a few months, they should still be held to the same standards as permanent employees. Background checks should be as rigorous as those for full-time staff to ensure consistency and safety.
  2. Outsource to a Professional Background Check Company: For businesses hiring a large number of seasonal workers in a short time frame, outsourcing background checks to a professional screening company can ensure efficiency and thoroughness. Companies like FYI Screening specialize in conducting comprehensive checks and can handle the volume of seasonal hiring while ensuring compliance with legal requirements.
  3. Be Aware of Relevant Laws and Regulations: Background checks are subject to federal, state, and local regulations. Employers must ensure they comply with laws such as the Fair Credit Reporting Act (FCRA) and any state-specific regulations governing what can be included in a background check and how the information can be used.
  4. Start the Hiring Process Early: Seasonal hiring often occurs under tight deadlines, but it’s essential to start the process early enough to allow time for thorough background checks. Rushing the process can result in mistakes or missed steps, potentially leading to hiring risks.

Conclusion

At FYI Screening, we understand the unique challenges of seasonal hiring. Our expert team specializes in providing fast, accurate, and compliant background checks tailored to your specific needs. Whether you’re ramping up for the holiday rush or preparing for the summer season, we’ve got you covered.

Request a Free Consultation.

Filed Under: Background Checks, Employee Screening Tagged With: Seasonal Employees, Seasonal Hiring

The Ultimate Guide to Remote Onboarding: Setting Your New Hires Up for Success

August 26, 2024 By Chris Miller

In today’s increasingly digital world, remote work has become the new norm for many organizations. With this shift comes the challenge of effectively onboarding new employees in a virtual environment. A well-executed remote onboarding process is crucial for setting your new hires up for success, fostering engagement, and ensuring long-term retention. In this comprehensive guide, we’ll walk you through the key steps and best practices for creating a stellar remote onboarding experience.

1. First Impressions Matter: The Pre-Interview Phase

The onboarding process begins long before a new employee’s first day. It starts with the very first interaction a candidate has with your company. Here’s how to make that first impression count:

a) Provide Comprehensive Pre-Interview Information:
Ensure candidates have all the information they need before the interview. This includes details about the interview process, who they’ll be meeting with, and the technology they’ll be using. By providing this information upfront, you’re setting the stage for a smooth and stress-free interview experience.

b) Conduct a Pre-Interview Video Call:
Consider scheduling a brief 10-minute video call before the actual interview. This allows you to:

  • Explain the recruitment process and timeline
  • Provide specifics about the first interview
  • Help the candidate set up any necessary software
  • Answer any questions they might have

This personal touch can help candidates feel more comfortable and confident going into the interview.

c) Master the Virtual Interview:
During the interview itself, keep these points in mind:

  • Explain how you’ll be taking notes to avoid misunderstandings
  • Highlight your working environment and any potential distractions
  • Keep the conversation active and encourage the candidate to ask questions
  • Respect the candidate’s time by running on schedule

d) Follow Up Promptly:
After the interview, send a thank-you email reiterating your appreciation for their time and when they can expect to hear back from you.

2. Pre-boarding: Bridging the Gap Between Offer and Start Date

Once you’ve selected your new hire, the pre-boarding phase begins. This crucial period helps maintain the candidate’s excitement about joining your team and reduces the chance of a no-show on their first day.

a) Extend a Timely Offer:
Call the candidate to verbally present the job offer and review the benefits package. Follow up with a written offer promptly.

Note: Most companies conduct background checks after extending a conditional job offer. This means the offer is contingent upon the successful completion of the background check.

b) Internal Communication:
Update your internal team about the new hire and ensure IT is aware of the systems access they’ll need.

c) Welcome Package:
Send some company swag as a welcome gift. This tangible representation of your company can help the new hire feel part of the team even before they start.

d) Paperwork and Preparation:

  • Set up a call to review the new hire package, including tax forms and benefit information
  • Book calendar invites for their first week, including team introductions and check-ins
  • Have their manager reach out to provide first-day information and answer any questions
  • Discuss work equipment and software, including when and how it will be provided

3. Background Check Completion: Ensuring Trust and Compliance

FYI Screening Mobile

An essential step in the hiring process, particularly for remote positions, is the successful completion of a background check. This process helps ensure the safety and integrity of your organization while building trust with your new hire. Here’s how to handle this crucial step:

a) Initiate the Background Check Early:
Once the candidate has accepted the offer, initiate the background check process promptly. This allows ample time for completion before the start date.

b) Communicate Clearly:
Inform the candidate about the background check requirement, explaining the process and what it entails. Be transparent about what information will be verified (e.g., employment history, education, criminal records).

c) Obtain Proper Consent:
Ensure you have the candidate’s written consent to perform the background check, complying with all relevant laws and regulations.

d) Use a Reputable Service:
Partner with a reliable background check service that can handle checks for remote employees across different locations. Learn more…

e) Review Results Promptly:
Once the results are in, review them carefully and promptly. If any discrepancies arise, discuss them with the candidate to understand the context. Make sure you follow the adverse action rules.

f) Confirm Successful Completion:
When the background check is successfully completed, inform the candidate immediately. This confirmation can alleviate any anxiety and reinforce their excitement about joining your team.

g) Document the Process:
Keep detailed records of the background check process and results for compliance purposes.

h) Integrate with Onboarding:
Once the background check is complete, seamlessly transition into the next phases of onboarding. This might include finalizing paperwork, setting up accounts, or preparing equipment shipments that were contingent on background check completion.

i) Maintain Confidentiality:
Treat all information obtained through the background check with the utmost confidentiality, sharing only on a need-to-know basis within your organization.

By handling the background check process efficiently and transparently, you demonstrate your company’s commitment to safety and professionalism. A successfully completed background check marks an important milestone in the hiring process, clearing the way for a smooth transition into the full onboarding experience.


4. Day One and Week One: Setting the Tone

The first day and week are critical for making your new hire feel welcome and setting them up for success.

Day One:

  • Greet the new hire virtually and introduce them to the team
  • Ensure they can access all necessary systems
  • Provide training on company software and systems
  • Review the employee handbook and key policies
  • Go over the job description, role scope, and initial deliverables
  • End with an HR check-in to address any immediate concerns

First Week:

  • Continue job-specific training
  • Develop a 30/60/90 day plan
  • Arrange a virtual team lunch or social event
  • Ensure all necessary paperwork is completed
  • Conduct a pulse check at the end of the week to gauge how the new hire is adjusting

5. The First Three Months: Learning, Applying, and Optimizing

Break down the first three months into phases to help structure the onboarding process:

Month 1 (Learning):
Focus on helping the new hire learn about the company, their role, and how the team operates remotely. Provide resources about company structure, vision, mission, and policies. Set clear expectations about online status, response times, and remote work norms.

Month 2 (Applying):
This is when the new hire should start applying their skills and experience productively. They should be comfortable navigating the company’s virtual environment and knowing where to find information.

Month 3 (Optimizing):
By this point, the new hire should be leveraging their knowledge and skills effectively in their role. They should be fully integrated into the team and contributing to projects.

Throughout these months:

  • Schedule regular check-ins with the manager and HR
  • Review the 30/60/90 day plan regularly
  • Provide opportunities for the new hire to work on team projects
  • Offer continuous feedback and support

6. Fostering Engagement in a Remote Environment

Keeping new hires engaged in a remote setting requires intentional effort:

a) Clear Communication:
Ensure the new hire understands their responsibilities, priorities, and how their work contributes to organizational goals.

b) Regular Check-ins:
Schedule frequent one-on-ones with the manager to provide coaching, feedback, and support.

c) Virtual Water Cooler:
Create opportunities for informal interactions. This could include virtual coffee breaks, online game sessions, or dedicated chat channels for non-work discussions.

d) Recognize Contributions:
Acknowledge the new hire’s efforts and achievements, even small ones, to boost morale and engagement.

7. Building and Reinforcing Company Culture Remotely

Culture is the glue that holds remote teams together. Here’s how to immerse your new hire in your company culture:

a) Live Your Values:
Ensure that the behaviors and norms in your virtual workplace align with the company values you’ve communicated.

b) Make Behaviors Visible:
In a remote setting, it takes extra effort to demonstrate cultural norms. Be explicit about expectations and lead by example.

c) Create Cultural Touchpoints:
Use virtual events, team rituals, or even branded virtual backgrounds to reinforce your company culture.

8. Retention Strategies for New Remote Hires

To improve retention of your new remote employees:

a) Highlight Total Rewards:
Ensure new hires understand their full benefits package, not just their salary.

b) Support Work-Life Balance:
Help new hires prioritize their work and encourage healthy boundaries in the remote work environment.

c) Discuss Career Paths:
Talk about growth opportunities within the organization to show there’s a future beyond the current role.

d) Conduct Stay Surveys:
Regularly check in with employees to understand what’s working well and what could be improved in your remote work setup.

9. Leveraging Technology for Effective Remote Onboarding

The right tech stack can significantly enhance your remote onboarding process:

a) HRIS Systems:
Use Human Resource Information Systems to automate administrative tasks and store employee information securely.

b) Knowledge Management Tools:
Platforms like Notion or Trello can serve as a central hub for company information and guided onboarding resources.

c) Communication Platforms:
Tools like Slack can be used to create onboarding workflows and facilitate team communication.

d) Video Conferencing:
Use high-quality video conferencing tools for face-to-face interactions and team meetings.

Remember, while technology is crucial, it doesn’t replace human connection. Use these tools to facilitate, not substitute, personal interactions.

Conclusion

Remote onboarding requires more intentional effort than traditional in-person onboarding, but when done right, it can set the foundation for a highly engaged and productive remote workforce. By focusing on clear communication, fostering connections, reinforcing company culture, and leveraging the right technology, you can create a remote onboarding experience that not only welcomes new hires but sets them up for long-term success in your organization.

Remember, the key to successful remote onboarding is to make your new hires feel connected, supported, and valued from day one. With careful planning and execution, you can turn the challenge of remote onboarding into an opportunity to showcase your company’s commitment to employee success and well-being.

Filed Under: Background Checks, Employee Screening, Remote Onboarding Tagged With: Background Checks, Employee Screening, Remote Onboarding

Streamlining Hiring Decisions: The Power of FYI Screening

May 15, 2023 By Chris Miller

In today’s competitive job market, finding the right candidate for your organization is crucial. However, ensuring a seamless hiring process while adhering to compliance regulations can be challenging. This is where FYI Screening comes in, offering intuitive background screening tools that simplify the hiring process and enable businesses to make informed decisions efficiently.

Streamlining Hiring with FYI Screening

With FYI Screening, employers across the United States trust that their background screening needs are in good hands. The user-friendly platform provides an array of comprehensive employee background screening solutions, designed to save time, enhance accuracy, and simplify compliance. By leveraging FYI Screening’s intuitive tools, businesses can streamline their hiring process, from screening applicants to making confident hiring decisions.

Ensuring Compliant and Reliable Results

FYI Screening understands the importance of compliance and reliability in background screening. Their tools are built with robust data sources and advanced technology, ensuring accurate results that meet industry standards. By choosing FYI Screening, businesses can rest assured that their background checks align with legal requirements, providing a solid foundation for trustworthy hiring decisions.

Empowering Your Hiring Team

FYI Screening’s user-friendly interface and intuitive design empower your hiring team to navigate the background screening process effortlessly. By simplifying complex tasks and presenting information in a clear and organized manner, FYI Screening enables your team to focus on what matters most: finding the right talent for your organization.

In the quest for exceptional talent, FYI Screening stands out as the easiest way to conduct compliant background checks and make great hires. By leveraging our intuitive and comprehensive background screening tools, businesses can streamline their hiring process, ensure compliance, and make informed decisions that propel their success. Trust FYI Screening to simplify your background screening needs and help you build a winning team.

Filed Under: Background Checks, Employee Screening, HR Tech Tagged With: Employee Background Screening

4 Great Reasons To Use FYI Screening For Your Background Checks

March 29, 2019 By Chris Miller

FYI Screening MobileAt FYI Screening we hold ourselves to a higher standard. We are committed to making background checks simple, smart and safe.

Advantages of using FYI Screening:

  1. Dedicated Account Manager/US-based Support – FYI Screening customers receive premium phone and email support provided by US-based background check experts. Our background check packages come with unlimited premium support. This means clients have access to phone, email, and web support, guided activation and training, as well as dedicated account management.

2. Our Technology – Our background check platform is designed to work for you. It’s fast and powerful. It’s stylish and simple. It’s actually fun to use! It boosts productivity, saves time and helps you do background checks with ease.

3. Fast Report Turnaround Times – We deliver high quality, speed, and accuracy every day to help you save time and money.

4. 100% FCRA-Compliant – We take the guesswork out of FCRA rules and monitor the regulatory landscape for changes that might affect your company and your candidates.

What our clients are saying:

A fast and responsive background check vendor…

“I worked with Chris for our background checks for YWCA Minneapolis and he was AMAZING. He is very responsive and will put his customers first. He will send me follow-up emails to ensure that I have completed everything on my end. He is open to feedback and will work his hardest to make sure my needs were fulfilled. Chris has definitely taught me so much regarding background checks and the laws surrounding that and made it really fun. Chris is trustworthy, friendly, and has strong work ethics. I would recommend Chris to anyone looking for a fast and responsive background check vendor. Thank you Chris!”

~ Yer Winder (Thao) – Strategic Human Resources Professional

Reliable and accurate…

“As the Director of Human Resources for a company with over 5000 employees, I rely on FYI Screening to assure me that all background checks sent to them are reliable and accurate. Background reports are always returned in a timely fashion, and I would recommend their services to any of my colleagues.”

~ Director of Human Resources – Ultimate Services, Inc.

We highly recommend FYI…

“I have been associated with FYI for more than six years. I have used a number of other agencies to do our background investigations and have never had any of them that approaches the quality I receive from FYI. They deliver a quality product in a timely manner that is quick and accurate, without fail. I would add that FYI’s service is a value added component of our comprehensive Loss Prevention Product. We highly recommend FYI.”

~Director of Loss Prevention – One of the largest convenience store chains in the United States

Looking for More?

Looking to build a background check program that is not only simple but also compliant?

Request A Demo

 

 

Filed Under: Background Checks, Employee Screening Tagged With: Background Check, Employee Screening

Smarter Screening: Ban The Box, Salary History Bans, FCRA, GDPR, Medical Cannabis and More

May 18, 2018 By Chris Miller

FYI Screening NewsHaving trouble keeping up with all there is to know about employee background screening?

We can help.

FYI Screening stays on top of the latest industry news, trends and relevant compliance issues.  We are a powerful source of advice, information, and experience.

One of the best ways to tap into our vast source of information is to follow us on Twitter @fyiscreening.

Here’s what we’ve been reading…

June Will Bring New Ban-the-Box and Fair Chance Laws

“In June, new laws will go into effect that restrict employers’ ability to request and use criminal history information about applicants in three jurisdictions: Kansas City, Missouri; the State of Washington; and the city of Spokane, Washington.” – huntonretailindustryblog.com

Salary History Bans – A running list of states and localities that have outlawed pay history questions

“State and local governments are increasingly adopting laws and regulations that prohibit employers from requesting salary history information from job applicants.

The laws are aimed at ending the cycle of pay discrimination and some go further than merely banning pay history questions. A few also prohibit an employer from relying on an applicant’s pay history to set compensation if discovered or volunteered; others prohibit an employer from taking disciplinary action against employees who discuss pay with coworkers.

Here, we track the states, cities and other jurisdictions that have passed such bans, and offer a brief description of each law’s requirements, its effective date and a link to the original law.” – hrdive.com

California Employers: Beware the Background Check Bugaboos

“California is rife with regulation of how employers may obtain and consider background check information for use in hiring and personnel decisions. The relatively new California ban-the-box law (effective January 1, 2018) and the older Los Angeles and San Francisco ordinances and amendments to the California Labor Code set strict rules on when and how employers can consider criminal and credit histories in employment.” – seyfarth.com

Frito-Lay Will Pay $2.4M to Settle Background Check Class Action Lawsuit

“Frito-Lay Inc., a subsidiary of Pepsico Inc., has agreed to pay $2.4 million to settle a class action lawsuit alleging that the company violated the Fair Credit Reporting Act by using consumer credit reports when they conducted background checks as part of a hiring process without properly disclosing this practice to the job applicant.” – topclassactions.com

Budding Development: States Requiring Employers To Tolerate Medical Cannabis Use

“Can employers deny employment to people who use cannabis under a medical prescription authorized by state law? In more and more states, the answer is now “No.”

Changes in cannabis laws are creating a new haze for employers. What follows is a quick summary citing some (not all) states that now require employers to think twice before denying employment to individuals because they tested positive for the use of marijuana that they are ingesting for state-authorized medical reasons.” – seyfarth.com

Everything You Wanted To Know About GDPR But Were Afraid To Ask

“On May 25, 2018, the EU’s new data protection law goes live. The General Data Protection Regulation, commonly known as the GDPR, is the biggest change to European data protection law in over 20 years and will seriously impact businesses across the U.S. and around the world.” – lockelord.com

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About FYI Screening

FYI Screening provides reliable, in-depth, and compliant background checks for organizations of every size.  We offer a beautiful, user-friendly background screening system, backed by in-depth expertise, and great customer service.  FYI Screening provides you with everything you need to create a compliant and effective background screening process for your company.

Filed Under: Background Checks, Ban The Box, Drug Screening, Employee Screening, Legal Compliance

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Recent Posts

  • Making Background Checks Less Stressful: Communication Tips for HR Teams
  • 8 Ways To Get Your Background Screening Program Ready for 2025
  • The Importance of Background Checks for Seasonal Employees
  • 8 Critical Background Check Mistakes HR Professionals Must Avoid
  • The Ultimate Guide to Remote Onboarding: Setting Your New Hires Up for Success

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