Our last blog focused solely on referencing which is of course one of the pre employment checks that companies adopt when recruiting. However, there are other pre employment checks that should form part of any recruitment and selection policies/procedures, including: –
The right to work in the UK – this is the standard check that all employers in the UK must make. If you don’t carry out the appropriate checks you face potential statutory penalties including significant fines.
Criminal records checks – if you have roles that require criminal records checks then you need to ensure that you adopt clear policies. This should not only include the Disclosure Scotland process but should also be clear on employing people with criminal records.
Health checks – generally you are now prohibited by law from asking applicants questions about their health before a job offer is made. Be careful though as this doesn’t affect your responsibility to make reasonable adjustments for disabled job applicants to overcome the disadvantages that disabled people may experience during the recruitment process.
Social Media – there has been a marked increase in the number of employers using social media to research candidates’ backgrounds. Using a search engine or social media in this way is not necessarily unlawful. However, it is important to balance both your and the candidates interests and be cautious with how you use the information to form decisions.
A careless approach to pre employment checks increases the risk of employing the wrong person. This in turn can lead to increased turnover, costs and lower morale. In some cases it can also risk legal challenge.
We would always recommend incorporating a clear process on pre-employment checks within your Recruitment and Selection policy or procedure. You need to ensure that the process carried out is appropriate for the job in question and blanket exclusion policies are avoided.
If you would like further information on developing a Recruitment and Selection policy or procedure which incorporates all aspects of pre employment checks then please do not hesitate to contact SimpleHR.