Updated on June 18, 2010
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Do you find yourself hiring “virtual” employees, such as virtual assistants or freelance workers? If so, you should be background checking these individuals just as you would background check someone who was coming to your organization day-in, day-out.
Surprisingly, a great deal of businesses forget to background check these types of virtual employees. Perhaps it’s an out-of-sight, out-of-mind issue; or maybe they don’t think the virtual employee can do much harm. But in the end, it’s short-sighted, especially in an era when the Internet allows bad press to immediately become available.
Before you ever cut a paycheck to a virtual employee (or, Heaven forbid, give him or her access to your network or customer database), find out who he or she really is with a background check. It doesn’t have to cost much, either; it’s more of an “insurance policy” against bringing someone unacceptable into your team.
A lot of companies have recognized just how much of a cost savings they can see when they hire freelance staff to perform various functions. From virtual CFOs to marketers, freelancers are ready to tackle projects. But that doesn’t mean you should forgo common sense when hiring them!
Below are 5 great reasons to background screen all freelance staff members:
- They’ll be representing your company. The public won’t care if they are freelance or not if they do something wrong!
- They will likely have access to some confidential data. Can you afford a breach?
- Their past nefarious decisions can ruin your reputation. Who wants to hire someone with a criminal record a mile long?
- They might not be who they say they are. We all know people sometimes lie on their resumes. Who’s to say your freelancer isn’t stretching the truth?
- A reference checkcan tell you so much. If you call the freelancer’s references, you’ll have a better idea of whether to move forward with him or her.
Don’t take a chance! Background screen anyone on your team, even those who aren’t full-time employees.
