Construction Hiring Checklist: 15 Checks Before a Worker Arrives On Site

Most hiring problems are predictable: unclear start times, missing cards, wrong PPE, no site contact, poor travel planning or confusion over the exact task. A simple checklist prevents small admin gaps from becoming site delays.

Use the checklist before sending a vacancy. It helps site teams collect the details RecruitEasy needs, then gives readers a clear route to Post a Vacancy or Find Workers.

• 1. Confirm job title and task.
• 2. Confirm site address and postcode.
• 3. Confirm start date and time.
• 4. Confirm expected duration.
• 5. Confirm rate and shift pattern.
• 6. Confirm CSCS or trade card.
• 7. Confirm CPCS or NPORS where plant is involved.
• 8. Confirm right to work.
• 9. Confirm references or recent experience.
• 10. Confirm PPE.
• 11. Confirm transport and parking.
• 12. Confirm site contact.
• 13. Confirm induction requirements.
• 14. Confirm welfare and reporting process.
• 15. Confirm replacement process if the worker is not suitable.

Keep this list in a reusable template so every hiring manager sends the same standard of brief.

Ask your agency to confirm worker availability, contact details, relevant cards/tickets, right-to-work process, pay expectations, start confirmation and any known limitations. The agency should also know who to contact if the worker is delayed or unsuitable.

For legal checks, use official guidance such as GOV.UK right to work. For safety expectations, refer to site rules and HSE construction guidance.

Good workers are in demand. A clear brief, fair rate, organised induction and responsive site contact make your booking more attractive. This is especially important when hiring at short notice.

The checklist should be used before the vacancy is sent, not after the worker is booked. It helps the hiring manager collect the right details in one place.

Keep a copy in the office and on site. Use the same version for every role. This makes the process easier for managers, administrators and recruiters.

If a detail is missing, fill it in before the search starts. Missing details slow everything down.

The checklist should not stop at arrival. On day one, confirm the worker has reported to the right person. Check that the task is clear. Check that the induction has been completed.

At the end of the first shift, send quick feedback. Was the worker on time? Were the skills right? Should the worker return tomorrow? This feedback protects the rest of the booking.

If the worker is a strong fit, ask for them to be noted as preferred. If not, explain why so the next match is better.

The checklist can also work as a simple PDF for site teams. Employers can print it, share it with managers or use it before sending a vacancy.

The PDF should be clean and practical. One page is enough. Add a short prompt at the bottom so employers know where to send a vacancy.

This gives RecruitEasy a useful resource to share in sales emails, LinkedIn posts and follow-up messages after employer calls.

Someone needs to own the checklist. On some sites that will be the site manager. In other firms it may be an administrator, contracts manager or resourcer.

The owner should make sure the brief is complete before it goes to the agency. They should also collect feedback after the worker starts.

Ownership matters because shared responsibility can become no responsibility. One clear owner keeps the process moving.

Each checklist item can become a small FAQ. What PPE is needed? Who checks right to work? What happens if a worker is late? What cards are accepted? What time is induction?

Adding these FAQs to the page can help search visibility and reduce repeated questions from employers.

It also makes the article more useful. Readers can scan the checklist first, then open the questions that matter to them.

Review the checklist every few months. Update it when site rules change, when new card requirements appear or when the team spots a repeated problem.

Keep the language simple. The checklist should be easy to use on a busy day. If it becomes too long, managers will stop using it.

A good checklist is short, clear and current. It should help people act, not slow them down.

The checklist should be useful enough to print or share. Keep it short, current and action-led. The more it helps a site manager prepare a proper brief, the more useful it becomes.