Welcome to issue 198 of the ukrecruiter newsletter. Don't forget to keep sending in your "My Favourites".
My
Favourites
http://journeyplanner.tfl.gov.uk
- The London Transport Journey Planner - plan your London journey by
bus or tube. Even tells you which tube lines have
"issues" that day.
http://www.find.com
- A search engine "targeted to business needs". I
often find information via this site that I can't source by any
other means.
http://www.amazon.co.uk
- Great for keeping up to date with business books for recruitment
and HR - and other areas of interest.
Isabelle Freer is a Consultant at
Integra Personnel
Why not submit your 3 favourite web sites. See the guidelines at
http://www.ukrecruiter.co.uk/articles.htm
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Article
One: Transfer Fees: obstacles & opportunities by
Gareth Williams
Historically consultancies and their clients have been free to agree ‘transfer fee’ provisions which the court would enforce in line with contract law. ‘The Conduct of Employment Agencies & Employment Businesses Regulations 2003’ (EAA Regs) have changed this; introducing a new regime that consultancies must comply with.
Transfer fees normally arise when a consultancy takes a temp on permanently (temp to perm transfer), via another consultancy (temp to temp transfer), or introduces them to a third party (temp to 3rd party transfer).
The new rules are complex but to summarise, the client does not have to pay the consultancy any transfer fee after the longer of 8 weeks from when they last hired the temp or 14 weeks from first hiring them. "In the case of a ‘temp to perm’ or a ‘temp to temp’ transfer the client will only be required to pay a transfer fee if their contract with the consultancy provides an option for them to take the candidate on an ‘extended hire’ as an alternative to paying a transfer fee." Additional rules apply in some circumstances including where the temp has been supplied to the client previously.
This introduces significant opportunities for clients who notice that a consultancy is not complying with the new rules to recruit temps without paying any transfer fee. Some clients may even use terms that don’t comply with the regulations in order to avoid paying a transfer fee. Consultancies need to carefully review their own terms, and terms proposed by the client, to check for this, or else loose out financially.
Most consultancies who supply temps will of course be fully compliant with these new rules, but will doubtless be eager to learn of ways in which any detrimental impact of the rules can be avoided. This is particularly pressing for consultancies who supply temps in sectors where long lay off periods are common e.g. ‘supply teachers’ (who have long summer holidays).
Careful contractual drafting can restrict the application of these rules so that they only apply when the client gives a notice to the consultancy during the supply of a temp. This means that it is possible to avoid the rules after a supply has ended – i.e. the time when they are perceived to be most relevant. This all comes down to the wording of the regulations. Such contractual provisions are as yet untested in court but look likely to be effective in exploiting a loophole in the law; clearly the wording of the contracts will be vital as the courts will watch closely to ensure the agreement isn’t a sham.
Gareth Williams specialises in employment agency law at city firm Penn Legal. Further information on the EAA regs is available
here. Penn Legal are holding a seminar discussing this and other issues relevant to the recruitment industry
- more information available at http://www.pennlegal.co.uk/c_agenLaw_seminars.php
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Opinion: Training: What’s the Benefit? By Renata Minott
Without exception we have probably all come across businesses who feel that training is not critical to bottom line profit – we may even have worked for one – maybe some of us still do. In the recruitment sector decisions about what expenditure is critical and what is merely a luxury option is often a major topic of any management meeting. At the end of the day, training cannot and must not be seen purely in terms of a cost to the company. It is a strategic investment in the company’s future and a key element in creating competitive advantage.
When deciding on any form of
structured training programme – you have to be able to answer the following questions:
· Why is it needed?
· What form will it take?
· How will it be evaluated?
· How will we gauge the Return on Investment (ROI)?
Let’s look at that last question in a bit more detail, as Return on Investment is really the key to the benefits of training. Your ROI can be measured in a variety of ways. Taking the example of new joiners, training can enable them to “hit their desks running” and in turn achieve their financial targets. It can also give you lower than industry average staff turnover, especially amongst new recruits with no previous recruitment experience.
But what about more senior staff – shouldn’t they already know what they’re doing – what return can you get on providing them with training? Well if we look at the case of senior consultants. By providing training on leadership, staff management and key account management skills, you provide a succession model enabling your senior consultants to make the transition into junior management and to successfully mentor new recruits. This in turn will help the business in terms of turnover, profit, the increase in the number of exclusive relationships, the increase in the number of
preferred supplier list's you are on, as well as helping with staff retention.
Training and development is all about helping your people to do their jobs better and to maximize on potential. Evidence of the success of training will be seen in the personal growth and development of your consultants. Do you merely want sales people who can put bums on seats – or do you want your consultants to become rounded business experts who offer consultative and informed advice to clients and candidates?
Renata Minott is manager of the Internal Recruitment Division at Parker Bridge, the finance, banking and office support recruiter.
rminott@parkerbridge.co.uk
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Don't
Miss This
Win CV Database access worth £200+
Win 3 months free access to over 170,000 CV's and branded unlimited vacancy posting worth over £200. CV-Library are making this generous offer only to ukrecruiter subscribers. The "winner" will be chosen at random at midday Friday 26th November. To win visit
http://www.cv-library.co.uk/cgi-bin/ukr_comp.cgi. If you want to find out more about CV Library visit
http://www.cv-library.co.uk/cvdatabase
Invitation to 23rd February Recruiters' Event from Top-Consultant.com
The latest edition of Top-Consultant.com's Annual Recruitment Channel report is going to be released in February and UK Recruiter readers are invited to attend a special launch event alongside a couple of hundred HR Managers and recruiters from the management consultancy sector. For full details and to register please see:
http://www.top-consultant.com/recruiters_event.asp
Discounted Rate for Legal Seminar, 6th April, London
Penn Legal are running a half day seminar on the topic of "Employment
Agencies Act Regulations 2003 One Year On: an introduction and other legal issues in
recruitment". The seminar takes place on 6th April 2005 from 1pm to 5pm. They are offering a discounted rate of £200 (including VAT) to ukrecruiter subscribers. A seminar overview is available on their website at
http://www.pennlegal.co.uk/c_agenLaw_seminars.php. For more information call 0870 043 4361 or email
agency@pennlegal.co.uk quoting ukrec.
UK Recruiter Discussion Forum
- Are you using it?
Don't forget to visit http://www.ukrecruiter.co.uk/forum. Current topics on the site
include "Agency Fees", "Excessive Phone Use by
Contractor" and "Rec to Rec".
It is free to use the discussion board and you don't have to
register to view messages. Visit the site; ask questions and
share your knowledge
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Statistics
Hitwise top 10 Recruitment
Sites, week ending 22nd January 2005
The most visited UK recruitment sites last week, starting with the
most popular, were Jobcentre Plus, Jobsite, Total Jobs, Reed.co.uk,
Monster.co.uk, Fish4 Jobs, TES Jobs, Guardian Unlimited Jobs,
Jobserve and National Health Service - Careers . For more information about Hitwise, visit http://www.hitwise.co.uk
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complete the form below.
Regards
Louise Triance
UK Recruiter http://www.ukrecruiter.co.uk - 01635 254881 (UK)
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