It can be time consuming and slow-down the process when carrying out Right to Work Checks on potential employees, however it is law to carry out right to work checks on candidates, and there are financial consequences if this is not done, or not done correctly.
In-house recruiters or an agency sub-contracting employees to your clients are responsible as the employer for performing Right to Work (RtW) checks. With agencies, it is often the client’s responsibility but checks can still be done to add additional value-add.
What has changed?
Before Right to Work checks would have been able to be carried out via email or video call however, since 1 October 2022 this is no longer allowed. Now, Right to Work checks must be carried out either in person or digitally, using an identity document validation technology (IDVT). This will reduce the risks behind employing someone who does not possess the right documents, and stop any unnecessary hefty fines.
What is an IDSP?
IDSP stands for Identity Service Providers, the government recommends you use a Home Office certified Identity Service Provider to ensure you meet the required digital standards. Candidates can upload an image of their documents or enter their Sharecode, along with a selfie image, and the identity document validation technology (IDVT) will check and typically return a Right to Work report within minutes.
At EPQ Recruitment we ensure all of our candidates that have been placed in roles undergo a Right to Work check digitally using an IDSP. We ensure it is simple enough to use with no confusion and secure enough to meet the requirements of the digital standards. If any of our candidates do need help, we have a knowledgeable team ready to lend a helping hand. Right to Work Checks are part of a smooth and efficient onboarding process here at EPQ.
If you are looking to hire and want to take the stress out of recruiting and the onboarding process, get in touch. We are happy to help.
It’s no secret that you take a risk each time you set out to fill an opening with the perfect candidate. It takes time, money and a lot of effort to interview, that’s why we want to make sure you’re screening the potential red flags in future employees.
Some are obvious, and some you may need to dig a little deeper into the psychology behind. Nonetheless, here’s our specialised list of interview red flags:
1. Lack of eye contact
When candidates fail to maintain eye contact and consistently look down, it can indicate confidence issues. This could mean they won’t be able to drive processes or they have something underlying to hide.
2. Suspicious work history
It’s important that when you’re interviewing you ask the candidate to review work history, and explain any gaps or un-commonalities listed on their CV.
3. Inconsistent career path
If candidates’ CV’s show multiple career path changes, it could mean they get bored quickly and will grow tired of the routine aspects of the job. Again, it’s good to ask the candidate to address this.
4. Leaving jobs due to disagreements
Candidates who have a history of leaving companies because they don’t agree with managers tend to carry this behaviour into future roles. Additionally, any obvious bad-mouthing of another company is an ultimate red flag. “We don’t expect candidates to like all of their previous companies or managers, but they should keep the complaints to a minimum and keep it professional while interviewing.” Dani Bird, Recruitment Outplacement Specialist.
5. Arriving late
A candidate arriving late to an interview can be a strong indication of their time management skills, rather, lack of.
6. Missing home addresses
Candidates who fail to include an address on their CV may currently live out of the area. They’ll omit their address so that hiring managers don’t immediately rule them out. If hired, their start date could be delayed, as they probably won’t begin planning their move to the location until the position is confirmed.
7. Missing interviews
Candidates who continuously reschedule or miss interviews may be unreliable and disorganised. It also shows a lack of interest in the job itself.
8. Not asking questions
If you’re the one dishing out all the questions, it could be a sign of lack of ambition in the candidate. This again can generate signs of disinterest in the role, or a large confidence issue.
9. Inappropriate language
If your candidate uses foul language in an interview, it’s an extreme red flag. Not only does this show their lack of respect for the company, but if they can swear in this scenario, imagine where else they’d do so?
10. Arrives unprepared
If you’ve stated the resources needed for interview (copy of CV, ID etc.) and the candidate fails to bring them, this is a big sign of lack of organisation.
Would you like your recruitment process taken completely off your hands? Get in touch with us here at EPQ Recruitment