The Hidden Costs of Skipping Background Checks for Seasonal Workers
Jami Kastner
A Data-Driven Perspective
Seasonal hiring surges in industries like construction, manufacturing, and logistics often lead to rushed decisions. While the pressure to fill roles quickly is understandable, skipping background checks for short-term workers can result in costly mistakes. Neglecting screening not only increases financial and safety risks but also exposes companies to reputational damage. In industries where compliance and reliability are critical, the stakes are simply too high to cut corners.
High turnover is a hallmark of seasonal employment, particularly in project-based construction, peak-season manufacturing, and logistics operations. Employers often prioritize speed over thorough vetting during hiring surges, assuming that short-term roles carry less risk. However, this assumption is flawed. Temporary workers are statistically more likely to be involved in workplace incidents, especially within their first 30 days on the job.
According to OSHA, new and temporary workers are at greater risk of injury due to a lack of training and familiarity with safety protocols.
In construction, unscreened workers may lack safety training or have histories of substance abuse, increasing the risk of accidents and OSHA violations. In manufacturing, poor hires can lead to equipment misuse, production delays, or quality control failures. In logistics, drivers with undisclosed violations or criminal records can pose legal and safety risks.
The financial impact of a bad hire is significant. The Society for Human Resource Management (SHRM) estimates that the cost of a bad hire can reach up to 40% of the employee’s annual salary. Additionally, internal fraud and theft cost companies a median of $145,000 per incident.
It’s also important to remember that seasonal workers are still subject to EEOC and OSHA regulations. Consistent screening helps mitigate legal risk and supports a culture of safety and accountability.
Negligent hiring exposure is another serious concern. Roles involving driving, access to homes, or vulnerable populations carry three times higher liability. In one high-profile case, a Texas jury awarded $7 billion in a negligent hiring lawsuit involving a technician with a criminal history.
Scaling background investigations for short-term hiring surges presents challenges. High-volume hiring during peak seasons often strains HR bandwidth and tight timelines.
However, thoughtful strategies can help mitigate these issues. Risk-based screening allows employers to tailor the depth of checks to the sensitivity of the role. Integrating background checks into existing hiring workflows reduces delays, and training hiring managers ensures consistent application of screening protocols.
Seasonal hiring doesn’t justify skipping background checks—especially in high-risk industries like construction, manufacturing, and logistics. Employers who invest in consistent screening practices protect their workforce, reputation, and bottom line.
To learn more about how to implement scalable, compliant background investigation strategies, contact MRA for support tailored to your hiring needs.
