Pre-Employment Checks policy

At a glance…

• We are committed to ensuring the safety of our team members and residents, and ensuring that we do the right thing by all those at Student Roost.
• The purpose of this policy is to clearly and fairly define what checks will be undertaken by Student Roost, when these will take place, and who will complete them.

Why do we have a Pre-Employment Check policy?

All offers of employment made at Student Roost are conditional upon the Company being able to verify to its entire satisfaction the information provided by candidates during the recruitment process.

This verification involves a number of checks which are carried out once an offer of employment has been made and formally accepted by the candidate.

In order to be as transparent as possible for our team members, these checks are outlined below.

What checks are currently undertaken?

The following checks are currently in place and vary by role. They are carried out to verify information provided to the Company prior to employment, as well as to enable the Company to comply with current employment legislation.

• Employment references – to verify your employment history and relevant details provided to us in the recruitment process. References will be requested for all roles throughout the company and may be taken up either pre or post-employment commencing.

• Proof of eligibility to work in the UK - this check will be undertaken before all team member’s first day of employment, and requires a passport copy or other suitable documentation to be endorsed and certified by a manager or member of the People Team. Until this is complete, it is not possible for an employment contract to be issued.

• Disclosure & Barring Service check – this basic criminal record check is undertaken for all team members working within our properties who have access to student residences, and must be completed prior to any team member commencing employment.

Candidates may be required to provide additional information should the Company reasonably request it.

Pre-employment checks will be carried out by the Company and / or agents acting on its behalf.

The subsequent discovery that a candidate has provided false or misleading information may lead to the withdrawal of the offer of employment or, if determined after employment has commenced, disciplinary action up to and including dismissal.

If you have any questions about this policy, please speak to a member of the People Team.

Future Revision

This Policy is not contractual, but it is important that we keep it relevant and fully up to date. Because of this it may be amended or withdrawn at any time and does not form any part of our main terms and conditions of employment.