Hiring a contractor is scary. Whether you’re entrusting them to build your dream home or oversee a renovation, you’re inviting your contractor into your inner circle. They will become familiar with your finances, what you do for a living, where you call home, what you have in your home, and who you share your home with (your kids, for instance). Not to mention the subcontractors who are often employed by contractors for finishing specific jobs.
As this SFgate.com article states, “Hiring the wrong individual can cost you more than money; incompetence can also lead to a delay or abandonment of your project.”
Before you enter into any relationship with a contractor, you will want to conduct a thorough background check. This will help you determine how comfortable you are with their experience, reputation, trustworthiness and a variety of other important values.
Contingent workers are an essential component of any contractor’s workforce. A contractor organization relies on independent contractors, temporary workers, consultants, strategic partners and vendors who often have access to secure areas and sensitive information. Most employers assume that their contingent workforce has been thoroughly screened, but with a lack of tools to ensure background check compliance, these contingent employees could present a serious security breach.
Here are five steps to help you screen your contractor before signing on the dotted line.
Check licensing requirements and contractor compliance. You can call a local builders’ association to learn about licensing requirements in your area and then you can request to see your contractors licenses to make sure he or she’s in compliance and up to date.
Verify insurance coverage. Make sure your contractor has proof of liability, property and workers’ compensation insurance and that the coverage runs the length of your contract with him/her.
Do your own reference checks. Contact former clients and ask for their opinions on the work performed by the contractor, but also his/her professionalism, timeliness and rates. You should also look up the contractor’s rating on the Better Business Bureau and any consumer protection agencies in your area or state.
Request a background check. Make sure you follow all compliance laws regarding this step. For more information, contact Active Screening or an employment attorney for assistance.
Make sure subcontractors are screened, too. This last point is extremely important because these are the folks that you are not hiring directly, but who will be working on your project/in your home/near your children. You can dem
and that your contractor only bring on board subcontractors who perform background checks on their workers, but there is no guarantee this will actually happen. Another option is to turn your contractor onto our services here at Active Screening.
Contractor Background Investigations
Active Screening’s contractor screening solutions guarantee background screening compliance throughout your contractor’s entire contingent workforce. Designed specifically for your contractor’s freelance workforce, Active Screening’s contractor screening solutions can be used to ensure that everyone working under your contractor’s umbrella is thoroughly screened.
Our industry-leading screening solutions aren’t just for contractors in the home building/improvement business. Any industry that relies on contingent or temporary or freelance workers can benefit from our comprehensive platforms. Here’s a sampling:
• Pharmaceutical manufacturers
• Utility providers
• Hospitals and healthcare facilities
• HR recruiting and staffing
• Military institutions
• School districts
For more information on Active Screening’s contractor screening solutions, or any of our other industry-specific platforms, click here. As always, if you have questions, don’t hesitate to leave us a comment below or contact us directly.