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All pre-employment checks should be completed before a candidate starts in their role. 

Some pre-employment checks can be waived in certain circumstances, if required. The checks that can possibly be waived are as follows:

  • Qualifications

    • Where ‘equivalent experience’ has been stated as an option in the Job Description (JD) or Person Specification (PS). 

      If a Recruiting Manager (RM) requests a waiver and 'equivalent experience' is not stated in the JD/PS, HR Shared Services (HRSS) will need authorisation from the Corporate HR team.

All other pre-employment checks listed below, require approval to be waived from the Corporate HR team.

  • Occupational Health (OH)

  • References

  • Identity (ID) / Right to Work (RTW)

  • Disclosure and Barring Service (DBS)

 

Requesting a candidate to start prior to pre-employments checks being complete

Should a RM want a candidate to start before the pre-employment checks are complete, HRSS will require written approval from the Corporate HR team.

A Trac note confirming the approval will not be accepted by HRSS.

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