Working in the hospitality sector requires employees to keep up with the fast pace and handle new challenges every day. And this work isn’t for the faint of heart. In fact, the staff turnover rate in hospitality businesses within the UK is said to be around 30% – double the national average.
With that said, it’s crucial that hospitality businesses keep recruitment at the top of their agenda, moving quickly to fill any vacancies that could disrupt business.
Although, that’s not to say that businesses should cut corners in recruitment to achieve a quick turnaround. The recruitment process is easy to get wrong if proper processes aren’t followed, and this could lead to your business having to deal with the cost of a bad hire.
In order to avoid bringing in the wrong candidates, hospitality businesses look to background checks, which help them get a better idea of exactly who they’re hiring…
Why are background checks important for hospitality workers?
Background checks provide employers with verified information of a candidate, and they play a crucial role in ensuring you’ve fulfilled your legal obligations as an employer.
There are a range of different background checks that can be conducted by hospitality businesses, each revealing different pieces of information that may play a part in your decision to hire a candidate.
DBS Checks
The Disclosure and Barring Service (DBS) provides DBS Checks to enable employers to check prospective employees’ criminal history.
There are three levels of check: Basic, Standard and Enhanced. The three levels have different eligibility requirements and reveal different information about the applicant.
Most roles in hospitality will require an individual to work in the presence of children or vulnerable adults. Or at least have access to sensitive information with vulnerable groups. In this instance, it’s advised to conduct an Enhanced DBS Check, so you’re able to check if they’re suitable for this type of work.
Right to Work Checks
You should never make assumptions about a person’s eligibility to work in the UK or their immigration status. As an employer, it’s your responsibility to carry out checks on all prospective employees.
Right to Work Checks play a crucial part of the recruitment process, enabling your hospitality business to verify that candidates are eligible to work in the UK.
You must check the applicable documents – for example, a passport or visa – to establish whether a prospective employee has a time-limited or permanent right to work.
You’re required to do this before employing any person to make sure they are legally allowed to do the work in question.
Failing to conduct a Right to Work Check puts you at risk of being fined by the Home Office. If this happens, you’ll get a ‘referral notice’ to let you know your case is being considered and that you might have to pay a civil penalty (fine) of up to £45,000 for each illegal worker.
Identity Checks
Candidates don’t always tell the truth in their interviews, and, in some cases, they might even lie about who they are.
So, many businesses choose to conduct Identity Checks, which are a type of electronic identification check designed to verify a candidate’s identity. These checks can help protect your retail business from fraud and give you an extra level of confidence in those that are working for you.
Adverse Credit Checks
‘Adverse credit’ refers to any late or non-payment on a person’s credit history.
An Adverse Credit Check will reveal any serious adverse credit history the applicant has. The following types of adverse credit will show up on a financial probity check:
- Individual Voluntary Arrangements (IVAs)
- County Court Judgements (CCJs)
- Bankruptcy
Adverse Credit Checks are a great way to ease any potential worries over staff fraud or dishonesty. For example, an employee who is shown to be economically vulnerable could be more open to accepting bribes or stealing, which could put your hospitality business at risk.
You’re better off with uCheck
Here at uCheck, we’ve made background checks simple for over 30,000 organisations just like yours. From our range of DBS and Right to Work Checks to Adverse Credit and Identity Checks, we can help you confidently recruit the best talent at lightning-fast speed!
By working with us to help manage your background check needs, your hospitality business could benefit from:
- Extra time on the clock with the speediest pre-employment checks
- More bang for your buck by only paying for the checks you need
- A support team that’s by your side and ready for anything
Ready to get started? We’re ready when you are. Sign up today!
