Recruiting extra staff for Christmas? Don’t forget Right to Work checks
Like it or not, the countdown to Christmas has begun. And for many businesses, from restaurants to retailers, so has the drive to recruit extra staff to cope with the seasonal rush. Commercial pressures during busy hiring periods may make it tempting to cut corners but whether you’re hiring a few people or many thousands, you still need to give staff the best possible onboarding experience, whilst ensuring that you check they’re eligible to work in the UK.
Non-compliance with Right to Work (RtW) checks can bring more than just the associated fines – immigration enforcement intervention can quickly damage your brand, undermine your reputation with customers and disrupt the day to day running of your workforce. The guidance around RtW checks isn’t always straightforward, and applying it may bring a greater challenge when you’re checking employees who you need to get on board quickly or if you’re recruiting staff across different locations.
Read on for our five tips to making successful ID checks when recruiting extra staff:
Shout about your process
When you advertise for any role, seasonal or more permanent, make sure you publicise the fact that you conduct thorough ID and Right to Work checks and set expectations on the documentation that a candidate will need to bring with them. Having well-prepared candidates will help save time during interview and your message may deter anyone who may be tempted to apply without being eligible to work or by using fake ID documents.
Apply a consistent process
Introduce a clear and simple process which all recruitment staff understand and can easily apply to all candidates, even those on short-term contracts and who are recruited remotely. Using technology to help with document verification and RtW checks is a quick and easy way to check every document to the same level. It also speeds up checks and reduces the risk of human error.
Make sure temporary staff are fully checked
If you decide to employ temporary staff through a recruitment agency, make sure that you quiz that agency about their checking process. Ask them how they make ID checks and request proof of those checks if you’re not sure. After all, penalties for illegal employment could still fall on you and it’s your reputation at stake if an illegal worker is found in one of your stores.
Give your recruiters the right tools
ID checking technology is no longer restricted to an airport-style scanner or in-person recruitment checks by an office-based HR team. Today, hundreds of businesses are using our online identity verification services which help them to make ID and RtW checks from anywhere. This means that recruitment staff ‘on the ground’ can see an applicant’s ID documents during a field-based interview or ask a candidate to upload their documents using a secure link to capture an image, submit it for validation and make a quick decision on whether to proceed (our SLA is 1 business hour, 7-days a week)
If your recruitment cycle varies throughout the year, make sure any process you introduce can also change accordingly. For example, our online ID checking service is available as a credit-based system which means you can buy credits in bundles (valid for 2 years), then scale up when you need to bring on more people and bank credits during quieter periods.
In the Christmas rush, with a ramp up in seasonal staff, it’s a great time for employers to think about their employee ID checks. Our range of flexible services can give your recruitment teams a helping hand with field-based ID checks to help with quick turnaround on candidate on-boarding.
Want to find out more?
Sign up to receive updates
Receive notifications from TrustID direct to your inbox. Simply fill out your email address in the form below.
Want to find out more?
We’d be really happy to chat through your requirements and offer advice on the best service for your business.
Tel: 0118 466 0822 or email us.Request a callback