Our candidate screening procedures
Candidates if required by client are checked against Asset Freeze Target List (HM Treasury), Basic Disclosure, and Recruitment Risk register which may include voters Roll and Financial checks and Access NI in accordance with the Data Protection Act 1998.
All applicants are required to complete an application form, which includes the following declarations: Rehabilitation of Offenders Act, permission to work in the UK, complete work history, (without any unexplained gaps), education and medical questionnaire.
All candidates are interviewed, at which time they have the chance to notify us about their experience, preferred placements, motivation to work and their long-term aims. The interview forms the essential part of pre-placement assessment and their answers are reviewed against registration criteria.
We apply for two satisfactory work references and a character reference. Where work history is concerned all references will be from a recent or current employer. If an employer’s change of management or address means it is not possible to gain references to this standard it will be noted. We also reserve the right to take up further referencing. Character references are taken for all candidates, which provide further verification of personality and attitude.
Passport and Visa requirement
We always obtain copies of the candidate’s documentation that gives them the right to work in the UK. This is done in accordance with the Immigration and Asylum Act 1999. All documentation is checked against the Home Office guidance on preventing illegal working in the UK. Any claim to work under student status is confirmed with the educational institute concerned; term times would also be confirmed. Proof of a National Insurance number is also required; this can be evidenced by submission of a National Insurance Card, P45, P60 or HMRC letter. Temporary numbers are not accepted.
Authenticity of the candidates
All candidates are required to present proof of their identity. This is both for their security checks and for our registration. Proof can include passport, full birth certificate and driving licence. We also request proof of their address which can be any utility bill etc. We also make sure that we have two passport size photographs to verify the candidate’s identity on file and for a Top Job Recruitment ID badge.
The check made directly with the DVLA confirms whether the candidate employee is licensed to drive and provides details of any endorsements and penalty points present on their driver record. Validating these details electronically avoids issues with paper-based checks such as fake or duplicate licenses, makes administration much easier and monitoring of at-risk drivers much more robust.