Many employers struggle to implement effective recruitment and induction processes within their organisations. With the rise of hybrid working, now more than ever employers need to consider if their recruitment processes and policies are fit for purpose.
The recruitment stage is the beginning of the relationship between employers and their staff and investing in the process will provide the long-term benefits. In line with the government’s easing of lockdown restrictions, the new normal will also be affected by the end of Covid-19 adjusted right to work checks on 31 August 2021. From 1 September 2021, employers will be expected to revert to face-to-face right to work checks or use the Home Office’s online checking service, where possible.
In this guide, we set out the top ten tips for navigating the new landscape and getting recruitment right from beginning to end.
This information is necessarily of a general nature and doesn’t constitute legal advice. This is not a substitute for formal legal advice, given in the context of full information under an engagement with Bates Wells.
All content on this page is correct as of August 3, 2021.