|
Welcome to issue 397 of the ukrecruiter newsletter. We've a few plans for our 400th issue but if you have any suggestions please email contact2@ukrecruiter.co.uk
|
|
CONTENTS
|
Weekly
Tips - If I've Learnt Three Things in Recruitment.... We really want your input on this. To make it easy we've set up a questionnaire that you can complete here.
|
Advertisement Question. Which website has been used by over 100,000 employers and 1 Million candidates over the last 12 months to find and contact recruitment agencies to work on their behalf? Answer. www.AgencyCentral.co.uk – the most popular site in the UK for employers and candidates looking to find recruitment agencies. Agency Central Ltd also provides job posting services (www.VacancyCentral.co.uk) and CV Access (www.CVCentral.co.uk), plus our unique Rec2Rec tool for establishing recruitment partnerships, www.SplitFeeJobs.com. For more information, send an e-Mail to sales@agencycentral.co.uk, or call 01925 639100
|
Article One: Employment and the Law - Recent Developments by Louise Fernandes-Owen Louise Fernandes-Owen of Field Fisher Waterhouse LLP examines the latest key employment law developments. April – changes in employment law April always brings a series of changes to employment law. Here are just some of the key changes to watch out for this month: · On 1 April 2009, statutory annual leave entitlement will be increased from 4.8 weeks to 5.6 weeks. Following the Opinion of the Advocate General, the European Court of Justice (ECJ) has confirmed in the Heyday case that legislation which provides for compulsory retirement at 65 may be permitted under the Equal Treatment Framework Directive if it can be justified by reference to a legitimate aim. It is now for the High Court in the UK to determine whether retiring employees at the age of 65 is justified by a legitimate aim and whether the means of achieving that aim are appropriate and necessary. In December 2006, Age Concern, operating as Heyday, challenged the provisions in the Employment Equality (Age) Regulations 2006 (the Age Regulations) allowing for the compulsory retirement of employees at 65. It also questioned whether the kinds of treatment which may be justified should be defined by a list. The ECJ has now confirmed that there is no need for types of permissible age discrimination to be specifically listed in the Age Regulations. However, the ECJ distinguished between aims that may be considered legitimate, and therefore capable of justifying age discrimination, and individual reasons which are particular to the employer's situation. Aims which may be considered legitimate are social policy objectives, such as those related to employment policy, the labour market or vocational training. The public interest nature of these legitimate aims are therefore distinguished from reasons such as cost reduction or improving competitiveness. The ECJ did note, however, that employers may be afforded a certain degree of flexibility in the pursuit of these legitimate aims. The ECJ's decision is not surprising. It is the next stage of the challenge that will be of most significance, when the High Court examines whether the UK retirement age of 65 can be justified by a legitimate aim and whether the means of achieving that aim are appropriate and necessary. Irrespective of the outcome of the Heyday challenge, the Government will be reviewing the retirement age in 2011 so this is an ongoing issue for the UK. New ACAS guide to equality in the workplace ACAS has published a new guide entitled “Delivering Equality and Diversity”. The guide, developed with the support of the Equality and Human Rights Commission, is intended to give managers practical help in establishing equality in the workplace. For example, it recommends that employers: · review existing equality policies and action plans (or write a new policy if one does not exist) NICE guidance for managing staff on sick leave The National Institute for Health and Clinical Excellence (NICE), has issued new guidance for the management of long-term sickness absence and incapacity. Key recommendations include identifying a trained and impartial worker to undertake initial enquiries with sick employees; arranging for a more detailed assessment by relevant specialists and co-ordinating and supporting any return-to-work plan agreed with the employee.
|
Advertisement IQX recruitment software offers front office, VMS, and payroll. IQX is used by thousands of recruitment professionals across all sectors simply because it is the best solution available to meet all of the challenges thrown up by our diverse marketplace. Completely configurable, dynamically functional and simple to use IQX comprises an out of the box recruitment database with additional, CV parsing, web, VMS, payroll and billing modules available as required. For more information call 01344 393 581 or contact sales@iqx.co.uk www.iqx.co.uk |
Article Two: Employ flexibly and beat the credit crunch by Karen Kennard Surprisingly many companies are hesitant when it comes to thinking differently about how they employ their staff. Words such as ‘flexi time’, ‘home working’ and ‘ job share’ can send shivers down their spine and visions of their hard-earned profits waltzing out the door. However, if used wisely these flexible employment methods can actually increase efficiency and save money rather than costing them more. How will a flexible worker actually save me money? A flexible worker often represents far more value for money than an average employee. They tend to be highly experienced and knowledgeable people who, for whatever reason, although usually due to caring for their family, cannot work in a ‘normal’ 9-5 role. They are often willing to compromise on salary as long as the job fits in with their needs. Stay at home mothers returning to work may have had over 10 years of professional experience before they stopped work to bring up young children, that can be put to good use and mean that they can be up to speed far more quickly than a graduate. Employing flexible workers can really benefit start-up companies who can initially operate a ‘virtual’ office where staff can work from home but have access to colleagues, information and facilities almost as though they are working in the same office. This can create the impression of a large scale, established operation whilst keeping costs to a minimum. These flexible workers also tend to be more loyal, increasing staff retention and thus decreasing re-training costs, as they really appreciate finding a fulfilling role which also enables them to make time for their family. The reduced stress of a flexible role also means reduced sickness absence, and that personal commitments can be fulfilled in one's own, flexible, time. BT Business’s managing director Bill Murphy said: “Recent studies have demonstrated the business benefits of flexible working, from improved staff retention and productivity to cost savings and new business wins. BT has itself witnessed a 20% increase in productivity where it has put smarter working practices in place.” Once in the office flexible employees are normally much more efficient as they condense their working hours. If they work for just a few hours a day there will not be a requirement for a company to pay them for a lunch hour and the wasted time spent chatting over coffee is dramatically reduced. If their business allows, companies can just employ staff during term times, giving un-paid leave during school holidays, this gives the employee valuable time off but also reduces salary costs. Similarly, employing freelance or contract workers can relieve companies of the burden of high salary expenditure and allow them to increase staff as they need without committing resources in these uncertain times. Extended business hours can be covered with flexible work schedules and companies can adapt to increased business quickly and make available additional personnel at times of high customer demand. Direct costs such as office space and any traveling expenses can be cut by employing home-workers, job-sharers or people at different times who can hot desk. If your company is environmentally minded this can also help reduce traffic pollution and the environmental cost of heating/lighting an office space. Flexible working offers a greater ability to attract high calibre, new staff in an increasingly competitive labour market. Organisations which show that they value their employees as whole people, gain a good reputation as employers, especially now that flexible working is considered to be the number 1 benefit a company can offer for prospective employees. How can I find a flexible employee? If you are looking for someone with specific skills and experience, it can be hard to find those skills in someone who wants to work locally and part time. There are a few web sites which specialise in matching companies requirements to local people who are looking for flexible working. The recruitment costs of these web sites is usually much lower than recruitment agencies and the applicants have normally already been vetted for suitability. By using these sites you’re already saving money! Karen Kennard is Director of Flexible Skills Bank. Flexible Skills Bank specialises in matching highly skilled local job-seekers with employers who can offer flexible jobs. Companies don’t even have to pay for advertising roles, just for contacting applicants you wish to interview. http://www.flexibleskillsbank.co.uk or telephone: 07879 205485 |
Advertisement A new beginning for Recruitment Websites and Job Boards Companies working with tight budgets can now benefit from a website or job board by industry experts, HotLizard. Whether you want a start-up or bespoke platform, we have the expertise to meet your requirements. Whatever your size and budget, our rental and purchase options are affordable and guarantee to deliver results. Gecko – A choice of creative designs teamed with HotLizard’s core functionality For more information call HotLizard on 01635 527900 or email sales@hotlizard.net |
Online Recruitment Update (This section is sponsored by http://www.1Job.co.uk; "the leading UK job search engine") Hitwise top 10 Recruitment
Sites, week ending 28th March 2009 Louise's UK Recruiter blog Discussion Board Summary This section is sponsored by http://www.1Job.co.uk; "the leading UK job search engine" |
|
Advertisement LinkedIn Guide for Recruiters LinkedIn is a vital resource for all recruiters and UK Recruiter has created an inexpensive and detailed tool to help you exploit this invaluable source of candidates and information. This guide will take you from creating and optimising your profile through to sophisticated methods of utilising LinkedIn for sourcing candidates, raising individual/company profiles and on to the utilisation of all of LinkedIn facilities. To purchase this 17 page detailed guide for only £4.99 please visit the UK Recruiter Site
|
Don't Miss This Press Release: Mobile internet devices
- the key to finding a job? Press Release: Chewing up the Credit Crunch Press Release: New sales solution with a difference brings success to the recruitment sector New Offering From UK Recruiter For Industry Suppliers Recruitment Businesses Looking to
Sell? |
Please forward this newsletter on to any colleagues or recruitment friends who you think might like to receive the newsletter.
Regards
Louise Triance
UK Recruiter http://www.ukrecruiter.co.uk
Subscribe Unsubscribe |
Feedback Advertising |
|
If you want to see back issues of the newsletter visit http://www.ukrecruiter.co.uk/recnet NOTE: This newsletter may be copied and distributed free of charge in its entirety. Individual sections may NOT be copied or distributed without prior written agreement. Copyright (c) 2009, UK Recruiter Ltd |