DC773

Archive for the ‘employment screening’ Category

Fantastic, you’ve identified an individual who will be great for the job. Now what?
The recruitment process is a long and treacherous one, but it doesn’t end when you call a candidate and tell them: “You’re hired!” There is still a bit more work to do.
Ahead of the agreed start date, send out the Terms and Conditions of Employment plus and any other relevant paperwork, such as details of any benefits, personal details forms, information on specific policies. Enclose a stamped address envelope in which the individual can easily return all of the information.
At this stage, the offer of employment is most likely conditional upon receipt of satisfactory references. This is the point at which the employment screening process begins.
You should have received a completed application form or a detailed CV, so start contacting the listed referees. For legal reasons, ex-employers are only obliged to confirm the dates of employment and the last job title. You can ask for leaving reasons, but it’s likely the answers will be forthcoming.
You may want to ask the individual to come in before hand with copies of the academic certificates and to bring in their passport. The passport is important, not only for verifying identities but also to ensure that the individual has the right to work in the UK. This is obviously very important, as the fine for employing non-EEA residents is £10,000.
When all of the references have been received and a full employment history has been accounted for, all gaps covered, then send out a letter to confirm that the conditional terms have been met.
On the first morning, make sure there is someone, whether a colleague, manager or representative from HR . who can meet and greet the new starter. If there is no formal induction planned right away, ensure things like pay and requesting holiday are explained. Take the new person on a tour and show them the fire exits.
It’s a nice idea, if possible, to assign a buddy to the new starter, to give them someone to turn to with queries or eat lunch with. It makes the first few days that little bit easier.
Lastly, there should be some sort of training programme in place; don’t leave the individual just reading the volumes of policies and procedures.
Once their personal details have been added to the system, effectively, the onboarding process is complete. Hopefully, these tips will ensure you get the right person for your company and will give the new starter a great, positive introduction to the company.