Recruiting Top Talent in the UK

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Top Talent in the UK

Hiring the right talent in the UK to expand your company can result in a thriving business with numerous opportunities. However, the recruitment process can be complicated when you have no physical presence in Britain yet. Our PEO and EOR service can be the solution for your company.

Recruitment can be a tricky business, especially when a company is venturing into unfamiliar countries and exploring new markets. This is the perfect occasion to bring in a specialist to oversee the process for you. Our comprehensive knowledge of all British employment sectors and understanding of the culture and customs guarantee an untroubled transition. Look through our guide to familiarize yourself with everything an employer needs to know about the recruitment process in the UK.

The Recruitment Process in the UK

Employers in the UK use a variety of recruitment methods to find the best applicants for their company, such as employee referral schemes (which varies according to the organization), external recruitment (through job boards, local job centers, recruitment agencies, LinkedIn, and links with local colleges or universities), and internal recruitment (providing career development opportunities and promotion to the company’s workforce).

Once the right employee is found, the employer must follow thorough staffing and registration procedures. These include:

  • Registering with the UK’s HM Revenue and Customs
  • Registering for National Insurance
  • Creating employment contracts for your new employees in English and other languages (if required)
  • Calculating employees’ monthly salary and sending them their pay slips

The recruitment process requires time and dedication, and how can you find these things in the array of all these complicated tasks? Well, allow us to provide the answer – by engaging an Employer of Record (EOR) such as Bradford Jacobs. By acquiring our services, we can convert your British expansion goals into an action plan with a few simple steps:

Bradford Jacobs steps in as an EOR and acquires the right employees, ensuring they comply with UK employment contracts, payroll, HR, tax, visa requirements, and work permits (if required). We manage all work-related registration formalities, whilst you have daily control of your employees. The employees complete their time sheets and expenses claims and we invoice you, the client. Once paid, we deduct all contributions to the British authorities and transfer the balance into employee’s account. Within a few days, your company has international presence in the UK – in a prime position to explore further expansion without risking the expense or hassle of setting up your own subsidiary or branch office.

Legal Checks You Can Make on Employees

When commencing the recruitment process in a foreign country, employers must consider their legal obligations regarding personal information. Employers must carry out background checks, which are only considered fair and legal if they relate directly to a job and are necessary for reaching a decision on recruitment. These background checks may also only be carried out with the consent of the candidate, and all employee information must be protected according to GDPR and data protection laws.

Nevertheless, employers recruiting in the UK may ask for the following checks (following certain conditions):

  • Immigration Compliance: Employers are obliged to check that job applicants have the necessary immigration papers and are allowed to work in the UK.
  • Criminal record checks: Employers may request a Disclosure and Barring Service (DBS) check for job applicants. Certain senior roles may be eligible for a more detailed background check, such as healthcare or childcare.
  • Health checks: Employers may only ask for health checks from successful candidates if it is a legal requirement and affects their ability to do their job.
  • Information about these checks must be featured in the offer letter and requires written consent from the candidate before asking for a health report from the candidate’s doctor.
  • Candidates are entitled to see the report, as well as ask that it be changed or withheld from their prospective employer. Employers must make sure that these health checks do not discriminate or discourage people from applying for the job.
  • Reference and educational checks: Often done in practice, to assess a candidate’s suitability regarding work performance.
  • Employment history checks