As a human capital risk management company, we have witnessed a surge in the number of cases of double employment since the pandemic began. We have also seen the damage it can cause to organizations that never anticipate it and stay unprepared to deal with this risk. The need of the hour is to take the smart route. Companies need to reevaluate their existing policies to safeguard human capital as well as business interests. The primary step is to ensure moonlighting checks to locate dual employment while mitigating concerns such as data privacy, employee alienation, low productivity, and, most crucially, revenue loss.
Secondly, there’s a need for companies to adapt to their employees’ behavioral and moral shifts. 43% of employees cite monetary considerations (earning more and leading a better lifestyle) as the reason for adopting the hustle culture. Employees also cite repaying loans (37%) and career growth (29%) as reasons to want to earn more. (Source: Indeed)
An increasing share of employers is willing to renegotiate employment terms and create prior consent agreements to welcome ethical moonlighting as long as it happens within the knowledge and pre set terms:
At the intersection where these facts, lie an organisation’s personal beliefs. Companies, whether in favour or against, must leverage cutting-edge background checks to get more visibility of their people, foresee red flags and assure compliance.
Critical checks to have control over moonlighting:
Trust in the workplace is your competitive advantage. We shall leave you with the thought.
