根据观火背调 2020 背景将临时工和供应商员工（扩展劳动力）带入您的工作场所会带来类似于长期员工带来的风险，但如今只有三分之一已经对其长期员工进行筛查的组织也会筛查其扩展劳动力 筛选基准报告。

如果您的组织中存在这种安全漏洞，那么在整个员工队伍中实现筛查一致性和降低风险并非遥不可及。如果您的组织已经在筛选扩展劳动力，那么您的计划可能会从一些改进中受益。

您可以使用以下九个技巧来降低扩展劳动力的潜在风险：

1. 评估您当前的扩展劳动力筛选计划的状态。

如果您今天没有扩展的劳动力筛选计划，请采取一些初步步骤来评估其中的好处。即使您已经制定了一个计划，也可以通过对同行的最佳实践进行基准测试以及与运营成功计划的组织交谈来学到很多东西。此外，利用您的背景筛选提供商的专业知识并与您的供应商交谈。

2. 更新您的扩展劳动力筛选政策以匹配您的员工政策。

查看您员工的筛选政策，并将其设置为扩展员工队伍的最低要求。请务必以书面形式列出贵公司对所有需要使用设施和系统的工人的最低要求。

3. 选择您将管理所有供应商还是要求供应商自行管理。

如果您的公司受到预算或人员配备限制的挑战，请要求您的供应商管理他们的程序部分并让他们为自己的背景屏幕付费，但要让您了解已达到标准的证据。为了更好地控制，直接管理您的计划并利用符合您组织需求的解决方案。

4. 将您更新的政策通知供应商，并为他们提供遵守的宽限期。

将您更新的扩展劳动力筛选政策传达给当前的供应商。邀请您当前的供应商参与并给他们合理的时间来加入您的计划。在您的计划开始后，请务必按计划开始执行您的政策。

5. 在新的和续订的供应商协议中包含您更新的政策。

一有机会就将更新的扩展劳动力政策变更正式添加到您的供应商协议中。考虑对现有协议使用附录，以尽量减少对您的组织和供应商的影响。将更新的政策包含在新协议中以避免以后发生变化。

6. 使用控制来帮助确保您的扩展劳动力符合政策。

实施控制措施，以确保根据您的政策对您的外聘劳动力进行筛选。在候选人通过背景调查之前，避免提供进入您的场所的权限。使用定期审核来确认您的外延劳动力已正确筛选并满足您的要求。

7. 将所有筛选活动合并到一个单一的背景筛选提供者以保持一致性。

当您必须与多个背景筛选公司打交道时，几乎不可能将控制措施落实到位，更不用说所有供应商和临时工都通过一个程序所获得的效率了。

8. 请您的背景筛查提供者审查候选人报告并确定结果。

请您的背景筛查提供者裁定背景报告并确定候选人是否符合您的扩展劳动力筛查政策。依靠值得信赖的第三方来执行这一重要流程是一种明智的方法，可以提高您对符合您标准的扩展劳动力的信心。

9. 简化您的扩展劳动力筛选计划，以减少管理工作量。

尽可能简化您的扩展劳动力筛选流程。利用按需软件等技术，用自动化工作流程和电子表格和签名取代手动任务和纸质表格。减轻您的组织、供应商和候选人的管理负担。

为了帮助您实施扩展劳动力筛选计划，重要的是与经验丰富的提供商合作，他们可以帮助确定您的计划中可能存在的差距，并提供解决方案以帮助有效地执行您的政策。幸运的是，今天专门设计的扩展劳动力筛选解决方案使任何组织都可以实施和增强其扩展劳动力筛选计划。

HireRight 2020 Background Screening Benchmark Report.

If this security gap exists in your organization, achieving screening consistency and reducing risks across your entire workforce is not out of reach. If your organization is already screening the extended workforce maybe your program could benefit from some refinement.

Here are nine tips you can use to reduce the potential risks of your extended workforce:

1. Evaluate the status of your current extended workforce screening program.

If you don’t have an extended workforce screening program today, take some preliminary steps to evaluate the benefits of one. Even if you already have a program in place, much can be learned by benchmarking against the best practices of peers and speaking with organizations that operate successful programs. Also, leverage the expertise of your background screening provider and speak to your vendors.

2. Update your extended workforce screening policy to match your employee policies.

Review the screening policy for your employees and set this as the minimum requirement for your extended workforce. Be sure to place in writing the minimum requirements your firm has for all workers who will require access to facilities and systems.

3. Choose whether you will manage all vendors or will ask vendors to manage themselves.

If your firm is challenged by budget or staffing limitations, require your vendors to administer their portion of your program and have them pay for their own background screens, but provide you with visibility into proof that standards have been met. For greater control, manage your program directly and leverage a solution that matches the needs of your organization.

4. Notify vendors of your updated policy and provide them with a grace period to comply.

Communicate your updated extended workforce screening policy to current vendors. Invite your current vendors to participate and give them a reasonable amount of time to join your program. After your program has begun, be sure to start enforcing your policy as planned.

5. Include your updated policy in new and renewing vendor agreements.

Formally add your updated extended workforce policy changes to your vendor agreements at the first opportunity. Consider using addendums for existing agreements to minimize the impact on your organization and your vendors. Include the updated policy in new agreements to avoid changes later.

6. Use controls to help ensure your extended workforce meets policy.

Put controls in place that will ensure your extended workforce is screened to your policy. Avoid providing access to your premises until a candidate passes their background check. Use periodic audits to confirm your extended workforce has been correctly screened and meets your requirements.

7. Consolidate all screening activities to a single background screening provider for consistency.

It’s virtually impossible to put the controls in place when you have to deal with multiple background screening companies, not to mention the efficiencies gained when all vendors and temps go through a single program.

8. Ask your background screening provider to review candidate reports and determine the results.

Ask your background screening provider to adjudicate background reports and determine if a candidate meets your extended workforce screening policy. Relying on a trusted third-party to perform this vital process is a sensible method for increasing your confidence in the extended workforce meeting your standards.

9. Simplify your extended workforce screening program to reduce administrative workloads.

Streamline your extended workforce screening process as much as possible. Leverage technology, such as on-demand software, to replace manuals tasks and paper forms with automated workflows and electronic forms and signatures. Reduce the administrative burden on your organization, vendors and candidates.

To aid in your process of implementing an extended workforce screening program, it’s important to work with an experienced provider that can help identify gaps that may exist in your program and offer a solution to help efficiently carry out your policy. Fortunately, today’s specially designed extended workforce screening solutions make it feasible for any organization to implement and enhance their extended workforce screening program.