Q
HR
Are you recruiting new workers or applying for jobs? Welcome back to regular readers and a very warm welcome to any new readers this month! I hope you’re keeping safe and well.
How do you go about seeking References?
Many organisations are recruiting workers at the moment, and many people are applying for jobs. A number of my existing clients have also asked me recently for advice on recruitment and what they should consider before making employment offers, so I thought it might be helpful to share some of this advice and give you a few things to think about before making (or accepting) a job offer.
References are normally sought when an offer of employment is made (subject to satisfactory references and checks being received). The organisation’s Recruitment Policy and/or Procedure should detail the process that will be followed when taking up references and how they will be used. This should be communicated to job applicants. It is advisable to seek at least two references from current and previous employers.
Does your preferred applicant have the Right to Work in the UK?
Can you ask an applicant to complete a Medical Questionnaire?
Before making an offer of employment, employers should check that job applicants have the right to work in the UK. This involves physically checking certain original documents and taking and storing copies of them confidentially. Failure to follow the required process can cause the organisation and the applicant serious problems which could potentially lead to legal action.
The Equality Act 2010 makes it unlawful to ask applicants to complete a medical questionnaire before being offered a job. Organisations can, however, make it clear in job advertisements about any physical or medical requirements of a particular role. Employers should also ask applicants if they need any specific adjustments or have any access requirements as part of the recruitment process.
Does your preferred applicant actually have the required Qualifications?
How should you make an Offer of Employment? Offers of employment should always be made in writing, setting out the main terms and conditions of the role. It is important to note, however, that if you make a verbal offer of employment during the recruitment process, the verbal offer is legally binding, just like the
Before making an offer of employment, employers should also check that job applicants have the appropriate qualifications. Again, this involves physically checking original certificates and/or documents and taking and storing copies of them confidentially. 20
