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DBS Checks & Criminal Record Checks
Care Check is a leading umbrella body for the Disclosure and Barring Service and has been named one of the top 8 providers for criminal record checks in the UK.
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Challenges Of Working In Recruitment & How To Recruit Safely
In any industry, there are challenges that come with the job. Working in recruitment is no exception. The recruiter faces the pressure of having to find the best possible candidate for the job while also considering the company’s needs.
And with the pool of potential candidates getting bigger, but company budgets getting smaller, a recruiter is left with several challenges they need to adapt and overcome.
While every industry is different, they all face some underlying issues; we discuss them and how individuals can handle recruitment challenges as well as how to make the recruitment process safe.
What Are The Main Challenges In Recruitment?
Recruitment is one of the most difficult and time-consuming aspects of HR, with tasks such as sourcing, screening and interviewing. It can be a challenge to find the right people for your company.
1. Lack of qualified candidates
While the pool of candidates is getting bigger, the job requirements are often not met, creating a gap in the skills and qualifications needed. This often results in a recruiter needing to hire the best person for the job based on a weak pool and not necessarily the right person for the job.
Some say that this lack of qualified candidates is due to a skills gap where employers want tech-savvy employees, but most people do not have these skills or education in this area. In order to fix this issue, some companies provide on-the-job training programs so that employees will learn these skills from their bosses. Alternatively, apprenticeship programs allow recruiters to target eager job seekers, with the company offering apprenticeship wages for these positions.
2. Hiring for diversity and inclusion
In order to have an effective and successful workplace, it is important for recruiters to reach and hire individuals that represent a variety of backgrounds and perspectives. This helps to ensure that all voices are heard and that the company is able to meet the needs of its diverse customer base. Achieving diversity and inclusion in the workforce can be a challenge, but there are many things businesses can do to create an inclusive environment.
Ways recruiters can go about recruiting individuals from diverse backgrounds include:
- Casting a wide net
- Using targeted ads
- Reaching out to organisations that promote diversity
- Look for talent at events and meetups
Be sure to review our guidelines relating to what recruiters and employers may and may not ask during the interview process.
It’s not uncommon for job-seekers to lie on their CV. Recruiters may be faced with a wide selection of candidates that meet the job requirements, yet, it’s not as simple as accepting CVs at face value. Statistics show that 51% of adults have fibbed on their CV, which is an unfortunate result of a competitive market.
DBS checks are one of the ways recruiters can ensure that potential candidates don’t have a criminal record, that all critical information is disclosed, and that candidates are well-suited to work with vulnerable groups or children.
4. Competitors gaining the best candidates
It can be challenging to stand out from competitors and attract applicants who are looking for a fulfilling career. This pressure often falls on the recruiter’s shoulders, resulting in them needing to work closely with companies to encourage employment benefits and develop incentives for potential candidates.
5. Time and budget pressures
There are many reasons why qualified candidates are not being hired, but the most common is that recruiters don’t have enough time to find good people.
When faced with hiring a candidate who has fewer qualifications than desired or no qualifications at all, it’s tempting for recruiters to take the easy way out because of company deadlines. There are two problems with this; one is that these decisions can affect company culture and recruitment safety process, and the second is that they may lead to higher turnover rates.
6. Weak employer brand identity
The pandemic brought along an entirely new way of employees viewing the working world – employers are tired of simply having a job to do.
More and more individuals prioritise company culture and the people they work with more than anything else, with 46% of job seekers indicating that it is the most important aspect of a job. This means that companies need to think about new and innovative ways to keep their employees happy and create a company culture that is going to attract the right candidate.
Recruiters are faced with the challenge of working with companies to create a brand image that is appealing to job seekers. This process involves strengthening the brand image by building the brand’s reputation, sharing company ideologies with the candidates and getting candidates excited about joining the team.
7. Attracting the right job candidates
In order to attract the right candidates for your job, it is important to understand what qualities these potential employees are looking for in a workplace. In today’s competitive job market, it is essential to create a positive and attractive work environment that will lure top talent – this relates back to brand identity.
It’s the recruiter’s job to make sure that the job opening is clear and concise. This will help weed out unqualified applicants right away. However, reaching out to qualified individuals directly by using social media or job boards can be an extensive process for recruiters, as it requires ample research and communication.
DBS Checks & Criminal Record Checks
What Is Safer Recruitment
When you employ staff, it is important that you run safety checks to ensure that the candidate is who they say they are. This is particularly crucial when employing someone who will be working alongside children or vulnerable adults.
Before an organisation asks an employee to apply for a criminal record check through a DBS check, they are legally responsible for ensuring that the potential candidate is entitled to work with children or vulnerable adults.
Safer recruitment is a set of practices that ensure your staff are eligible to work alongside children. It means thinking about issues to do with child protection, safeguarding and putting the children’s welfare at every stage of the recruitment process. This is crucial in creating a safe environment for the children or vulnerable adults under your care. When recruiting, all prospective staff should be assessed and checked to ensure that any criminal convictions have been declared and that candidates have a DBS certificate that is up to date.
How To Recruit Safely
To carry out a safer recruitment process, you must do the following:
- Inform candidates of your commitment to safeguarding those in your care.
- Inform candidates that they will have to go through a strict vetting procedure before employment.
- Address that all candidates will have to go through a strict vetting procedure on the job advert.
- Carefully plan your recruitment process so that there is enough time to thoroughly vet each candidate.
- Carry out pre-employment checks such as DBS checks, qualification checks, reference checks and identity checks.
- Ensure that the new employees undergo appropriate training so that they know what is acceptable behaviour
Do I Need An Enhanced DBS Check?
Often, if working with children or vulnerable adults, you may need to complete an enhanced DBS check. An enhanced DBS check will reveal any criminal convictions, warnings and reprimands you may have had in the past. It will not only be checked against the Police National Computer (PNC) but it will also be matched against the adult and children’s barred list. If your application is checked against the barred list, a list 99 check will be conducted.
This is a list of all the individuals who have been barred from working with children by The Department of Education. To understand more about the type of DBS check you might need for the role, read our blog on what jobs require DBS checks.
Only a select few roles require candidates to undergo an enhanced DBS check. These include (but aren’t limited to) the following:
- Teaching, training and instructing jobs
- Social workers
- Foster carers
- Children’s healthcare
- Working with schools or children’s homes
Overall, the purpose of Safer Recruitment is to help identify individuals who could be at risk of abusing children and vulnerable adults. If you are recruiting new candidates but need to carry out DBS checks beforehand, then register with Care Check today. From small businesses to large charities, we are adept at obtaining all levels of DBS checks no matter what the industry. Contact us today for more information.