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Trusting "Contract" Recruiters?

Contract Recruiters by the nature of the profession are considered "temporary" employees by many companies.  In this case, sometimes the thought of providing confidential information to "temporary employees" is troubling to large companies.  As such, should a company provide the same level of access to a "contract" employee as they provide to their direct employees?  Should the Contract Recruiter be trusted with confidential documents of any kind?S3fM c#W R?
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It's my belief the answer is a resounding yes!  After all, how else can a Contract Recruiter be effective in their jobs?  However, I have had reports from other Contract Recruiters that they are sometimes not allowed to access company databases or review other critical tools used by Direct Employee recruiters.  One such situation actually made the Contract Recruiter far less effective because she was required to access database information through a co-worker who was a direct employee.  The company also would not share organization charts and other internal salary information which was common information for Direct Employee recruiters with this Contract Recruiter.
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*o*T;o\)| l-| With that thought in mind, are there other examples of where Contract Recruiters are treated in a different manner than Direct Employee recruiters?  What about in the areas of using job boards or other online tools which might be password protected?  Will most companies provide more confidential information to their Contract Recruiters?  Are they trusted with benefit information and details?  Are there records which a Contract Recruiter is not allowed to see in the HRIS system?
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Would it make sense to have Contract Recruiters sign confidentiality agreements?  Should employers treat Contract Recruiters like Direct Employee recruiters?  Does the simple fact that the recruiter is employed on "Contract" really make any difference?