Recruiting extra staff for Christmas? Don’t forget the 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 bring on additional 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 ensure that all potential employees are eligible to work in the UK. So how can this work if you’re recruiting staff across many different locations?
Non-compliance with Right to Work 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 rules for Right to Work checks seem straightforward, but applying them may bring a greater challenge when you’re checking employees who you need to get on board quickly or for those who don’t come into your head office.
Read on for our five tips to making successful ID checks on seasonal staff:
1. 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 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 will deter anyone who may be tempted to apply with fake ID documents.
2. 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 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.
3. 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.
4. Give your recruiters the right tools
ID checking technology is no longer restricted to an airport-style scanner and recruitment checks by an office-based HR team. If you’re recruiting ‘in the field’, look at mobile-based technology. Today, most of our customers are using our online identity document validation service which helps them to make ID checks from anywhere. This means that recruitment staff ‘on the ground’ can see an applicant’s ID documents during a field-based interview, capture an image, submit it for validation and make a quick decision on whether to proceed.
5. Be flexible
If your recruitment cycle varies, 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 chunks, scaling up when you need to bring on more people and banking 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?
If you’re interested in a quick way to check ID documents for seasonal or temporary staff, our online validation service could help! Find out more today.
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