The advent of omni-channel retailing – allowing for purchases to be made “anytime, anywhere, any how” – has forced businesses to rethink their logistics strategies and structures. As a result, the UK’s logistics and warehousing sector is booming. National trade body UKWA (the UK Warehousing Association
) believes the sector to be worth over £90 billion, employing around 8% of the country’s workforce. Those numbers are set to keep increasing - with scarce availability of land for further warehouses one of the only factors that could curb that growth.
As the sector’s workforce continues to grow, so does the number of risks within the workforce that employers need to monitor. With large and complex supply chains and distribution networks in place – and bearing in mind the sheer volume of products being handled at any given time – employee theft and fraud are two of the most obvious risks. However, health and safety considerations are also in play, especially relating to activities that employees may not be properly qualified to undertake, including driving with an invalid license. And finally, as this is a sector which currently relies on a substantial number of overseas workers, the danger of employing people who it transpires are not eligible to work in the UK has grown considerably in recent years. To combat all these risks, employers can take steps to assure themselves of employees’ identity, honesty and integrity with a comprehensive set of Pre-employment screening
and Post-employment screening
For businesses involved with importing into the United States, such checks take on even greater importance. Membership of the US Customs Trade Pact against Terrorism (CT-PAT)
does require import businesses (and their partners) to have in place processes that screen prospective employees and to periodically check current employees.
Further information on is covered on our Manufacturing page
Checks that employers may want to consider running in this sector
Right to Work: We’ll ensure that a candidate’s documentation meets the current Home Office requirements. We can also repeat checks as and when needed for individuals who have a limited entitlement to remain in the UK.
Identity checks: To prevent employers falling victim to identity fraud, we can undertake electronic verification checks on identity documents provided by a candidate. Alternatively, we can provide online identity checks, using biographical data.
Criminal record checks: We’ll undertake the appropriate level of UK criminal record checks, subject to strict eligibility guidelines. We’re also able to obtain overseas criminal records for candidates with an international background.
Employment history: We can verify a candidate’s work history and references for the past three years, including checks on the existence and authenticity of all listed employers. Using our CV comparison service, we can also check for any discrepancies between the CV used to secure an interview and the subsequent findings of the full background check.
Professional and academic qualifications: Where applicable, we can check the validity of someone’s professional accreditations or registrations while also checking that their academic qualifications are genuine. For all professional and academic qualifications, we’ll always check at source with the awarding body.
International fraud and sanctions watchlists: We’ll check to see whether a candidate’s name appears on any of the hundreds of publicly available watchlists worldwide, relating to anything from terrorism and fraud through to being a barred or politically exposed person.
Credit checks: We’ll establish a candidate’s identity, address history and financial status via credit referencing agency records. The search will reveal details of financial probity and information including County Court Judgements, bankruptcies and voluntary arrangements within the last six years. This search will be recorded on the candidate’s file but will not be visible to other parties and will not affect the candidate’s credit score.
Social media checks: An increasingly popular – and relevant – check for employers keen to understand whether someone’s social media activity could damage their brand, reputation or client relationships. As well as highlighting illegal activity and undesirable characteristics, such checks can also play a part in authenticating a candidate’s employment history.
Driving licence checks: We’ll check that the candidate does indeed have a valid driving licence. We’ll also check for any endorsements or disqualifications currently on their licence.