We are delighted that you have decided to join us and have included some information below to help you to get to know us better as you begin your career with ICG. It includes a guide to our onboarding process and incorporates information about which steps need to be taken when.
Everything is described in more detail below with the aim of ensuring that employment checks are completed or in progress, that you have received a full contract of employment and that your details are set up in our people system (Workday) ready for when you join.
By now, you should have received a verbal offer from us. We would ask for you to verbally accept the offer and confirm a start date.
If you are currently in employment, we strongly recommend that you wait for your offer letter and employment contract before tendering your resignation. Your formal paperwork should normally be with you within a few days, but it may take a little longer to process depending on your individual circumstances.
Step 2 – Offer and contract of employment
Once you have received your formal offer letter and contract of employment, you should tender your resignation from your current job (where relevant). If your start date then needs to be altered slightly because of the timings around this, please let us know as soon as you can.
Please be mindful that your employment is conditional on the satisfactory completion of employment checks that may not be completed in full until after you join us. Do let us know whether this is a cause for concern. For further details, please see the section on References & Checks below for further details.
Step 3 – Pre-employment checks
Next you will receive an email with a link and instructions to complete our pre-employment checks which are carried out on our behalf by a third party. We ask you to complete these within 48 hours of receipt. Again, see the section on References & Checks below for further details of the checks we undertake.
On average, these checks take between three and six weeks to complete. If you have agreed to start quickly in your new role, for whatever reason, these checks may not be completed until after your start date.
We will contact you and your line manager if anything arises from these checks that requires further consideration or action.
Step 4 – Access to Workday
Additionally, we will also send you an email with a link to access our secure people system, Workday. On there, you will be asked to provide personal information such as contact details, bank account information and next of kin contact details, all of which are required in order to complete your set-up on our systems and ensure that we are ready for day one.
Step 5 – Preparation / induction
We will contact you before you join to confirm arrangements for your first day.
Your line manager will be responsible for organising your local orientation and induction, and depending on your grade and location, we will enrol you on one of our annual group induction days.
On your first day we recommend that you download our checklist for new colleagues, which you will be able to find on Connected (ICG’s intranet), to help you plan for and monitor your progress in completing relevant induction activities in your first few weeks with us.
References and checks
At ICG, we maintain the highest standards of professionalism, honesty and integrity, so our onboarding process includes a number of employment checks. These checks ensure we remain compliant with relevant legislation and regulation and protect our clients and the company. Some of these may require additional information from you, where relevant.
Financial, credit and fraud checks
We review a number of internal and external databases to gather information on your previous and current financial, credit and fraud history.
Our employment checks may include using a credit reference agency to assess your history of money management, including a standard credit report showing us your current and previous addresses as well as basic credit information.
If you hold a bank account or any other form of credit with a company that does not subscribe to this external credit reference agency, we may ask you to supply alternative evidence of your financial status eg last 3 months’ bank statements.
If we are unable to complete these checks in full for any reason, you will be given the opportunity to provide alternative information to satisfy our requirements.
Pre-placement medical checks
We may carry out a pre-employment health review or questionnaire before you join. We will do this only after we have made you a formal offer.
The purpose of this review is to gather information about any underlying conditions and how these may impact your day to day work activity. This will help us to make reasonable adjustments to your role if required and/or provide appropriate ongoing support.
Depending on the country in which you are based, you may be asked to complete an online medical questionnaire or attend a medical check.
Criminal record checks
We carry out criminal record checks on our new joiners. For all roles, we ask prospective employees to declare if they have any unspent criminal convictions. Depending on your role, we may also ask you to give us your permission to complete a UK Disclosure and Barring Service (DBS) standard check (or the local equivalent) which shows spent and unspent convictions, cautions, reprimands and final warnings. We aim to complete this check before you start.
Background reference checks
You will be asked to provide background details for a period going back either three or five years, depending on your role. This covers previous employers, any education periods and periods of unemployment or self-employment. You will be asked to detail any gaps and the reasons for these and you may also be asked to provide supporting evidence.
Employment history
We will ask your previous and/or current employer(s) for references with your permission. If a reference from a previous employer is unobtainable, for example because the company is no longer trading, we will ask you to supply alternative evidence such as confirmation of employment from HMRC, payslips, a P45 or a P60. We will never contact a current employer until after you have resigned and have given us explicit permission to do so.
Periods of unemployment
For periods of unemployment, we may require a written explanation and evidence of receipt of benefits or authority to obtain confirmation from the Department of Work and Pensions or local equivalent.
Self-employment
If you have been self-employed or operated as a sole trader, you will be asked to provide evidence for the dates provided together with a copy of the last published accounts. If this is unobtainable, confirmation may also be sought from an independent trade body, franchised organisation or local tax authority depending on location.
Exams and qualifications
For certain roles, the passing of specific exams or qualifications may be required and you may need to provide evidence, eg original certificates.
Regulatory requirements
Certain roles may need additional checks or documents in order to fulfil local regulatory requirements. We will confirm to you what may be required and provide you with any additional documents that need to be completed.
Eligibility to work
It is a legal requirement for ICG only to employ individuals who are eligible to work. Therefore, you will be asked to provide evidence of your eligibility to work in the country in which you will be based, usually in the form of a passport, visa, green card, etc.
Visa checks
We also have a legal responsibility to ensure that if you require a visa to maintain your eligibility to work, that it is valid and up to date. We will normally request certified copies of documentation every 12 months and ask you to confirm that nothing has changed which would impact your eligibility to work.
Please note that throughout your employment, you are required to notify us immediately if anything changes that may impact your eligibility to work. You will also be expected to provide a certified copy of new visa documentation when your existing visa expires.
Getting ready
Now you’re ready to start at ICG! Here is some further information about what to expect in the first few weeks.
Getting paid
You will be paid monthly on the 25th of each month (or the closest work day before this date) and each monthly salary payment covers the period of the month in which it is paid (partly in arrears and partly in advance). For example, a salary payment made on 25 January covers the period 1 – 31 January.
Your first salary payment is determined by the date you joined. If you join before the 10th of the month then you will be paid that month. If you join after the 10th then your first pay will be in the following month dating back to your start date.
Pay slips are available electronically depending on the specific payroll provider for your country and they can be printed out from our online system.
Employee Handbook
Our Employee Handbook, along with your contract of employment and our People Policies, is your essential guide to working at ICG. You will find a copy of the employee handbook on Connected and you should read through it when you join us. When we update the Employee Handbook, we will let you know and tell you what has changed and what you may need to do differently.
Learning & Development
At ICG, you will find the support and training you need to learn and develop your skills and manage your career. Providing our people with varied training and learning opportunities is important to us. Your career development is in your own hands, but we will provide the leadership, encouragement and educational tools to help you reach your potential.
Our Learning Management System (LMS) as part of Workday, provides structured training, information and support to progress your expertise and skills.
Our learning materials come in many forms, ranging from subject-based factsheets through to structured online courses. Whether you seek to expand your knowledge in your current role or focus on broader development and learn about a particular subject, you will find the training, study materials and the support you need.
For specialist training or professional qualifications, please speak to your HR business partner to discuss the best course of action.
Please note that there are a number of mandatory training courses that you will need to complete upon joining ICG and throughout your career here. You will receive prompts for these automatically at the relevant time.
Reward
At ICG, we provide you with a total reward package that recognises your contribution and pays you fairly through a market competitive salary, a discretionary bonus and a comprehensive set of benefits to help you look after your health, family and suit your lifestyle.
You will find further details of our total reward and benefits offering tailored to your local market on Connected once you have joined us.
