The pressure of compressed hiring timelines often tempts employers to bypass standard vetting procedures for seasonal workers. However, Corra Group co-founder Nick Gustavson argues that the duration of a contract is a poor metric for risk assessment. Whether a role lasts for a few days or several months, the specific duties—such as handling inventory, driving vehicles, or supervising children—dictate the necessary level of scrutiny.

Rather than applying a blanket policy, businesses should evaluate each position's unique exposure. A retail clerk handling cash requires different oversight than a performer at a haunted attraction or a driver managing logistics. By tailoring background checks to include criminal records, motor vehicle reports, or sex offender registry searches based on actual job responsibilities, companies can mitigate liability while maintaining operational speed. Establishing these protocols before the hiring surge begins allows for a smoother, more secure integration of temporary staff.