In this podcast episode, IHR’s Natasha Preocanin, and James Waby from Access Group discuss the changes the impact COVID-19 has had on some of the legislative changes on right to work and candidate screening processes and what the wider impact has been for recruitment overall.
Undoubtedly COVID-19 has impacted every business area, in varying degrees, but some of the changes that have been brought in relating to candidate screening have been beneficial to businesses – reduced DBS turnaround time, for example. Whether such positive outcomes stay is yet to be seen, but there’s no let-up on the repercussions should your right to work checks not be stringent and in order.
Panelists
What was discussed
- New and amended legislation employers need to be aware of
- The most common mistakes made along with business implications
- Case study on how employers have effectively shifted to virtual hiring
- The benefits of shifting to a more technology-based recruitment process
- Being “always-on” and the birth of the Right To Work App
- Upcoming trends, including Brexit
- Top tips to employers
Aside from providing the necessary technology, Access Screening, the leading pre-employment screening software provider, are also seen as a thought leader with a wealth of resource and up-to-date legislative information that employers can use to ensure their applicants are compliant with the latest changes as well as a recent release of their new Right To Work App.
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Partner
Screening candidates allows employers to verify employee information, conduct the relevant background checks and ensure their right to work. Having the right screening technology in place can save your HR team time and effort.
