Rapid worker intake: Getting employees badged, vetted and onto the work site faster than ever


In the previous two blog posts, we discussed digital ID onboarding/badging, and background checks, respectively. Today, we’ll highlight how the combination of these two abilities forms a fast and robust intake process.

 

The ability to rapidly process, integrate, and identify (ID Card) new workers is an integral feature of digital ID systems. Quickly bringing large amounts of workers on for the start of large new projects is crucial for contract scheduling. Easily integrating temps, contractors, and rapid turnover workforce is just as important in contingent workforce organizations. Whether dealing with a massive influx of new personnel all at once, or a trickle of new hires over time, digital ID’s can save both managers and projects from slower, more obsolete ways of onboarding and badging. But while the personnel can be brought on and identified quickly, this methodology does not account for vetting and screening employees- in short, it does not establish the necessary threshold of trust and security in the character of the employees themselves.

 

The ability to tie badged identities to background checks is another important capability of digital ID’s. While physical ID cards can be faked, borrowed, stolen, or kept past the worker’s employment, digital ID cards can only correspond to approved workers. Such meaningful security of features means that any badge holder is guaranteed to be the person who passed the original background screening.

 

With the digital ID system encouraging rapid self onboarding, background checks are performed remotely, in conjunction with all other hiring intake forms (i.e. compliance, records, identifiers, etc.). This means that any number of workers and contractors can go through the onboarding, badging, and background check process a mere 24 hours before work begins. The flexibility to successfully vet and intake a whole workforce within a day’s time is immensely helpful in industries that increasingly rely upon contractual employment.

 

Construction companies who churn through inconsistent workers, utilize networks of contractors, and receive shipments from vendors can benefit from the rapid digital badging process. Gig work companies who rely upon flexibility and convenience as touted benefits to their workforce can increase their attractiveness with digital ID intake systems. Projects with tight schedules can both quickly, and safely, bring on an entire team of workers, and events with security concerns have the option to activate and approve participants on short notice. This is by no means an exhaustive list of situations where the rapid intake process is useful, but is meant to help the potential user generate ideas for their own organization.

Flexible work terms, decentralized workforce, just-in time deliveries, accelerated schedules, precipitous emergencies, contractor employment, and reliance on project style work contracts are all now integral features of the highly connected, information style economy. A rapid intake process that can quickly self onboard, identify, and background screen new workers is the next logical step for organizations looking to stay efficient and relevant; digital ID systems are that next step.


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