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Welcome to issue 327 of the ukrecruiter newsletter.
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CONTENTS
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Article One: Employment and the Law – Recent Developments by Louise Fernandes Louise Fernandes of Field Fisher Waterhouse LLP summarises this month’s key employment law developments and looks ahead to the changes that will take place in October. National Minimum Wage - first criminal prosecution The proprietor of a children's nursery has been fined £2,500 and ordered to pay £500 in costs in the first National Minimum Wage criminal prosecution case. The proprietor pleaded guilty to the charge of obstruction (one of the criminal offences under the National Minimum Wage Act 1998), after preventing HM Revenue & Customs compliance officers from accessing staff records. New package for vulnerable workers Business and Enterprise Secretary, John Hutton, has announced a raft of new measures to crack down on rogue employers who exploit vulnerable workers. The measures are due to include: John Hutton has called for a new partnership between Government and unions, including a new £3 million fund targeted at equipping unions to help vulnerable workers. Systematic exploitation of migrant workers Thousands of Polish and Lithuanian workers are being exploited at work in the UK, according to a new report commissioned by the TUC. Since 2004, more than 475,000 Polish and Lithuanian workers have come to work in the UK. The study shows that most of these workers found insecure and poorly paid employment, with more than half of those surveyed encountering problems at work. A quarter of the workers in the study reported having no written contract (a figure which rose to nearly a third amongst agency workers) and over a quarter had faced problems with payment, including not being paid for hours worked, discrepancies between pay and payslips, unauthorised deductions and errors in pay calculation. Ten times as many migrants as indigenous workers were paid less than the national minimum wage. One-off smoking offence - dismissal held to be reasonable response A tribunal in Scotland has confirmed that a dismissal for gross misconduct following a one-off breach of the employer's no-smoking policy did fall within the band of reasonable responses and the dismissal was fair in all the circumstances. In Smith v Michelin Tyre plc, the tribunal noted that the employer had a strict policy in relation to smoking, and had had one for many years prior to the implementation of the legislative smoking ban in Scotland. The impact of the change in the law had little impact in this case, simply providing the employer with an opportunity of reinforcing the already established rule and reviewing the places where smoking could take place under the new legislation. Although the employer's decision to dismiss appeared harsh, the tribunal held that its actions did not fall outside the band of reasonable responses. The employee's personal circumstances (which included depression and the loss of employment just before Christmas) had to be weighed against the importance of the policy in preserving the employer's business, their property and the lives of other staff. Forthcoming legislative changes 1st October often heralds a number of changes in employment law. Here are the key changes to note this year: - The Commission for Equality and Human Rights (CEHR) will be established, to provide a single equality body, merging the Equal Opportunities Commission, the Commission for Racial Equality and the Disability Rights Commission. The CEHR will also have additional responsibility for the newer "strands" of discrimination (sexual orientation, religion or belief and age), plus human rights. - The first stage of the increase in statutory annual leave entitlement will take place, with entitlement increasing from 20 to 24 days. - The principal rate of the national minimum wage will increase from £5.35 per hour to £5.52. For workers aged 18-21, the hourly rate will rise from £4.45 to £4.60 and for workers below the age of 18 who have ceased to be of compulsory school age, the hourly rate will rise from £3.30 to £3.40.
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Article Two: Treat Your Candidates The Way You Would Wish To Be Treated; Part One by Gaynor Lowndes You’ve heard it said before: Recruitment is a sales profession. This is definitely true, but there is one obvious yet very significant difference between recruiters and other sales roles: Other salespeople sell products, recruiters sell people. This adds a whole new element to our work. Candidates are not material products, they are people whose needs, goals and feelings need to be taken into account. Yet many consultants seem to forget this. They devote so much consideration to the needs and priorities of a client who pays them the fee, but they forget that their candidate is more than just a commodity to sell. This may sound exaggerated, but many consultants take on such an attitude without even realising it. It is no coincidence that many candidates report that they do not feel that they were well-treated, or that their needs were well considered, during the recruitment process. This is a widespread problem, but it isn’t difficult to remedy. As a consultant you should develop a relationship with your candidates. A relationship is like a two way street: If your candidates are confident that both their career and personal needs are being made a priority in the recruitment process, then you, as a consultant, can be confident that your candidate will be committed and loyal, increasing the likelihood of successful placement, and ensuring that the candidate will provide positive word of mouth to other potential candidates, about the quality service he or she received from you. The relationship with your candidate effectively begins at the registration stage, where the candidate usually calls to be registered, either generally or in response to a particular vacancy. You, as the consultant, will pre-screen the candidate either during their initial call, or you will return their call later, and conduct a pre-screen then. And it is at this early stage that consultant – candidate relationships often become damaged. As a trainer, I often ask my participants: “What are the implications of you not returning prescreen calls quickly enough?” The answer is obvious enough: The candidate will lose faith in your agency almost immediately, and try one of your competitors instead. It is absolutely essential that you return the pre-screen call the same day that the candidate called. This shows them that you are committed to making them a priority. Remember: You have to be the first to show commitment, and they will respond by giving you their commitment. Studies have shown that 95% of the impact of our communication does not come from what we say, but how we say it. Keep this statistic in mind while pre-screening your candidate. Use a warm and friendly tone of voice to put them at ease, and take your time, to ensure that they feel as though they are important. Your manner during the pre-screen call is the very first impression the candidate will receive of you as a consultant, and therefore, you cannot assume that your candidate will turn up for an interview, just because you booked one during the pre-screen call. No, it just isn’t that simple. If you are insensitive, impatient, or unenthusiastic during a pre-screen call, then expect a “No-show.” It is also important not to leave too big a gap between the pre-screen and the interview. In a candidate short market, candidates have the luxury of picking their agencies, and you want this candidate to pick yours. Therefore, you need to get in quickly, by arranging an interview date which assures the candidate that you are committed to them now, not in a month’s time. If the gap between the pre-screen and interview is any more than a couple of days, then your candidate will begin to doubt your commitment to getting the process moving, and may look for an agency that can offer him or her a faster process, and not even bother to turn up for your interview. Such “No-Shows” are a widespread problem in our industry, yet simple common sense on your part, can ensure that the candidate feels sufficiently comfortable with you personally, and confident in you professionally, to keep the appointment. The other thing to keep in mind, when it comes to treating your candidate well at pre-screen, is that if he or she is satisfied with the way you have handled the call, they will generally be more than willing to provide you with referrals to people they know who might make quality candidates, and generally marketing information, about competitors and potential clients. Your candidate has been out on the market, so no one has more insight than they do, as to what the market is doing. This article is continued in the next week’s newsletter when Gaynor talks about how to ensure the success of the relationship with the candidate from the interview stage forwards.
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Don't Miss This (sponsored by http://www.alljobsUK.com "The UK’s Jobs Portal") REC News Roundup
Press Release: RecruitRank Research Reveals Loyalty Is Alive and Kicking
Amongst UK Recruiters Confusion over MSC Approval
Schemes? Press Release: PreVisor To
Host Assessment Best Practices Seminar And Networking Event Press Release: Year Of Awards
For SJD Accountancy – Specialist Accountants for Contractors This section is sponsored by http://www.alljobsUK.com "The UK’s Jobs Portal" |
Online Recruitment Update (sponsored by http://www.broadbean.co.uk for "the UK's favourite job posting system") Hitwise top 20 Recruitment
Sites, week ending 22nd September 2007 Hitwise don't aggregate data from sites who form part of a network such as fish4.co.uk For more information about Hitwise, visit http://www.hitwise.co.uk Louise's UK Recruiter blog Press Release: HotLizard Launch New Jobs Blog and RSS for Telegraph Discussion
Board Summary This section is sponsored by http://www.broadbean.co.uk; "the UK's favourite job posting system". |
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Regards
Louise Triance
UK Recruiter http://www.ukrecruiter.co.uk
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