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When the holiday season rolls around and shoppers are on the hunt for great deals, many stores need to fill temporary positions. But what happens when terrible hires turn out to be dangerous? You might not find out until it’s too late! Find out about how you can do your homework and work towards making sure that the people you hire are as safe and reliable as possible.

The holiday season is a busy time for many businesses and hiring temporary employees to help with the increased workload is common. If you’re planning to hire holiday help in Florida, you may be wondering if you need to run background checks on these employees.

While there’s no law requiring employers to run background checks on all employees, there are certain situations where it may be necessary. For example, if you’re hiring someone to work with children or the elderly, or handle money or other valuables, it’s a good idea to do a pre-employment background check.

If you do decide to run an employment background check, be sure to follow all state and federal laws regarding employment screening. These laws regulate how and when you can request information, what type of information you can request, and how you can use that information. Ignoring these laws could result in legal problems down the road.

How to Run Background Checks

Background checks are an important part of the hiring process, but they can be especially critical when hiring seasonal or holiday employees. Here are some tips on how to run background checks in Florida:

  1. Know the law. In Florida, employers are allowed to request and use criminal history information in making employment decisions. However, there are some restrictions on what can be considered and how it can be used. According to the U.S Equal Employment Opportunity Commission, employers cannot consider arrests that did not lead to convictions, and they must take into account the nature of the offense and the amount of time that has passed since it occurred.
  2. Use a reputable pre employment background check service. Many companies offer background check services, but not all of them are created equal. Be sure to research any company you’re considering using to make sure they’re reputable and have a good track record. A best practice in the industry is being Accredited by the PBSA as a background screening provider in the United States.
  3. Get consent from the applicant. Get written consent from applicants before running a background check. This consent must be given voluntarily and cannot be required as a condition of employment.
  4. Be prepared to explain your decision if you choose not to hire someone based on their background check results. If an applicant is denied employment based on their criminal history, they have the right to know why. The employer must provide a written explanation of the decision, which must include specific information about the conviction(s) or other information that led to the denial of employment.


With the influx of applicants this holiday season, it’s important to remember to run an employment background check on all potential hires. By taking this extra step, you can help work towards your business being protected from potential liabilities.