Each time a business recruits there are certain risks involved in the process that need to be managed in order to ensure compliance. Managing these risks can be daunting to businesses, especially due to the constantly shifting legislative landscape. In the last three months alone, there have been eight changes in employment law and legislations which may affect your business.

Using a strategic resourcing partner such as Omni can be a sensible way of ensuring the compliance of both the candidates and hiring organisations throughout the recruitment process; whether those recruited are temporary, permanent or contract workers. But for those who choose to go it alone, in this blog we have outlined the three ways in which companies can manage the risk in recruitment:

1.       Auditing and Benchmarking

Knowing which employees are doing what, when, where and how much they are being paid might seem straightforward, but if multiple contractors are being hired under many different hiring managers, things can quickly become complicated. A full audit conducted through interviews with hiring managers, individual employees and focus groups will ensure visibility of employee status and produce a wealth of data which is extremely valuable in order to achieve compliance.

 2.       Transparency

With access to data, effective use of technology can give an organisation a huge degree of control over recruitment, while also delivering absolute transparency. Having a applicant tracking and recruitment platform in place can establish who is on site, what they are doing, whether they are suitably accredited and flag any conflicts in legislation. Harnessing technology in this way is extremely efficient as it allows businesses to carry out auditing and reporting in real-time, so that any hire can be instantly assessed for compliance.

3.       Compliance

There are several legislative directives to be aware of when recruiting and Omni continuously monitors developments in employment regulation to ensure all of the latest laws are complied with.

Agency Workers Regulations (AWR), false self-employment, right to work and working time directive are just four of the legal requirements that need to be adhered to if an employer is to remain compliant. Keeping track of so many laws (and all employees affected by them) can prove challenging, while the penalties for failing to abide by each rule – not to mention brand and reputation damage – are potentially huge. This is why many decide to turn to dedicated experts for assistance in compliance.

For more detail about the legislation which could affect your future recruitment and managing the risks, download our free White Paper on recruitment Risk.