The gig economy has evolved from a group of disruptors into the new normal of juggling many odd jobs. From taxis to food delivery, the rise of independent contracting jobs using smartphone-based apps continues into other industries. As those expansions occur, some old and familiar problems persist—specifically, shortcomings in criminal background check procedures and the consequences of those failures.
When Uber first became popular over a decade ago, there was a constant parade of headlines about drivers’ wrongdoings against passengers. The public outcry led to political action to regulate how the company hired contractors. Today, app-based services are so prevalent that many people may take them for granted—and they may do the same in assuming the app’s safety. However, recent stories surrounding the pet-sitting service, Rover questions whether the gig economy has done enough to protect users.
Rover allows people to hire pet sitters via a smartphone app for various periods. Often, this service requires allowing extended access into an individual’s home. Naturally, that comes with some risks, which Rover claims to help mitigate by conducting a thorough criminal record check. Some recent developments highlight how those procedures might not be as exhaustive as claimed.
In one case, a man who hired a Rover pet-sitter experienced damage to his home and theft of his property. The sitter drove the man’s luxury car without permission, kept the keys, started a fire in the kitchen, and stole objects, including a debit card. Later searches revealed a checkered criminal history with multiple arrests that somehow slipped past Rover’s dog sitter background check.
In another case, a woman considering using Rover wanted to test how thorough its screening was. The woman, whose own criminal history included convictions for stealing, assault, and more, signed up and provided her information to Rover. After paying a fee to check for a criminal record and waiting, the app granted her the highest level of trust. Only once Rover was made aware of the experiment did they deactivate the woman’s account.
In the first case, a sitter may receive authorization because their criminal record contained only non-conviction arrests. Many background checks will not report such arrests because they are not evidence of guilt. In the latter case, it seems possible that Rover’s “enhanced” background checks are not as thorough as they say.
The company says it checks sex offender registries, terrorist watchlists, and a national criminal database. This database may be the NCIC, which contains state-reported records but is not a complete repository of all criminal information. Without a more targeted approach to background checks, including examining state or even local county records, there is a greater chance that a disqualifying conviction could slip through the cracks.
A criminal record shouldn’t be an instant barrier to employment, even in the gig economy. Many regular companies rely on contractors, too. It is vital to build a process that helps you identify suitable candidates and evaluate them on all the facts—which may include past convictions. First, obtaining the information you need using solutions from a reliable provider such as backgroundchecks.com is essential. Do so following local laws, such as those that ban the box.
When evaluating background check results, using the factors defined by the EEOC for such work is advisable. These include an individualized assessment of the facts, placing them in context, such as time elapsed and efforts made by the individual towards rehabilitation. Doing so helps create a fairer approach to hiring that does not automatically exclude those with convictions from working as a contractor. Instead, you can make a decision informed by all the facts.
Hiring independent contractors can give employers better flexibility to meet customer needs while managing expenses. For small business owners especially, that flexibility may contribute to growth opportunities. However, as we’ve seen repeatedly, you cannot be lax in your selection processes—otherwise, you can put your business or its customers at risk.
A thorough criminal background check is a must. With our instant reports, smaller companies can shape hiring processes that let them rely on independent contractors when necessary without undue risk. Learn more about these products today, including the US OneSEARCH, and explore how to staff your business safely.