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Welcome to issue 405 of the ukrecruiter newsletter. We've had a great sign up for the networking event on the 18th June in London already. However, if you'd like to come along and aren't registered please do so now. We have four sponsors (VAT PAY, 1Job.co.uk, Intelligence Software and HB RIDA) ensuring your first drink is free! You can sign up at http://recnet.eventbrite.com/ |
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CONTENTS
Visit http://www.ukrecruiterjobs.co.uk for the latest recruitment industry jobs. |
Weekly Tips A couple of weeks ago we did a poll in the newsletter asking how you would react to a client "stealing" a candidate (you can see the survey here). Here is the response we got:
It also created a lot of discussion
on our forum. If you want to suggest a subject for a poll please email louise@ukrecruiter.co.uk. 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: 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. Equality Bill – the highlights The long-awaited Equality Bill has been published. It has two key purposes: to harmonise discrimination law and to strengthen the law to support progress on equality. A number of key changes have been proposed, including the following: Gender pay gap The Bill will outlaw pay secrecy clauses, making it unlawful to stop employees discussing their pay with their colleagues. It also contains a power to require private sector employers with 250 or more employees to report on their gender pay gap. The intention is to use this power from 2013 if sufficient progress on reporting is not made by then. The Bill will also include powers which require public authorities to report on equality issues. Socio-economic disadvantage The Bill will introduce a new duty on certain public authorities to tackle the unequal outcomes arising from socio-economic disadvantage. The duty will apply only to the broad, strategic decisions made by public authorities and is intended to be "light touch", to enable public bodies to assess how relevant the duty is to them and how they are going to meet it. Equality duty A new streamlined public sector equality duty is due to replace the race, disability and gender equality duties. The equality duty will also be extended to cover all discrimination strands, including gender reassignment. Positive action Employers, where they feel it is appropriate, will be able to take under-representation into account when selecting for appointment or promotion between two equally qualified candidates. However, making decisions irrespective of merit (i.e. quotas) or having an automatic policy of favouring those from under-represented groups will remain unlawful. Redundancy selection and length of service The Court of Appeal has confirmed, by a majority, that using length of service in redundancy selection criteria is lawful. In Rolls Royce plc v Unite the Union, Rolls Royce had two collective agreements with the union which set out its approach to redundancy situations. Both agreements outlined a redundancy selection matrix where points were awarded based on a number of factors, including achievement of objectives; self motivation and expertise/knowledge. Each employee would also receive one point per year of continuous service. Rolls Royce and the union asked the High Court to determine whether the length of service criterion complied with the Employment Equality (Age) Regulations 2006. The High Court held that although the criterion was discriminatory on the grounds of age, it was objectively justified. On appeal, the Court of Appeal agreed with the High Court and dismissed the appeal. The Court of Appeal made a declaration that the use of length of service as a criterion in a redundancy selection process was indirectly discriminatory but it was justified as it was a proportionate means of achieving a legitimate aim. The legitimate aim was the reward of loyalty and the overall desirability of achieving a stable workforce in the context of a fair redundancy selection process. It considered it proportionate to use length of service as it was only one of a substantial number of criteria used to measure employee suitability for redundancy and was not determinative. The length of service criterion was entirely consistent with the overarching concept of fairness. The Court of Appeal also expressed the provisional view that awarding points for length of service was capable of constituting a "benefit" within the meaning of regulation 32. This regulation broadly provides that an employer may treat workers differently by reference to length of service in relation to the "award of any benefit" and, where length of service exceeds five years, requires that it must reasonably appear to the employer that the way in which it uses the criterion of length of service fulfils a business need. The Court noted that length of service could objectively be seen to reasonably fulfil a business need of the company, of having a loyal and stable workforce. Agency Workers Directive The Department for Business, Enterprise and Regulatory Reform has published a consultation paper on the implementation of the Agency Workers Directive. The consultation, which closes on 31 July 2009, seeks views on:
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Advertisement Trade-In your existing recruitment software and get money off with Voyager Software Voyager is pleased to announce that after an almost overwhelming response to our Trade-In offer back in January, we've brought it back again for the months of May and June. Virtually any software specifically developed for the recruitment industry qualifies for this special promotion and you can expect a minimum of 30% off each Voyager licence when you trade-in each licence of your current software! Just call the Voyager team on 0800 008 6262 or email sales@voyage.co.uk before 30th June 2009 to see whether you could benefit from this limited-time offer. The wide range of software is available onsite or hosted and Voyager offers all the complimentary services you’d expect from one of the UK’s market leaders. www.voyage.co.uk |
Article Two: 5 Top Business Tips by Tom Atkinson Always agree your terms of business BEFORE supplying Sounds obvious but so often not done leading to disputes and non payment later. There is an old Catalan expression that roughly translated says “Negotiate like gypsies and work together like friends. Negotiate like friends and you work together like gypsies.” There is superb advice about agreeing payment terms on www.payontime.co.uk Always be sure who you are giving credit to. Just because there is a brand don’t believe you are dealing with the company that owns the brand without checking Would you give credit to a company you had never heard of? Seems obvious but I once wanted to sue Stringfellow’s Angels club, only to be told that it had nothing to do with Peter Stringfellow nor even any of his companies but a company called Clearflex Ltd, a company that I had never heard of. Worse, it had subsequently gone bust. Stringfellow’s Angels still continued trading without seeming to miss a beat, run by another company I had never heard of. Just because of a brand over the door don’t believe you are dealing with the company that owns the brand. Always check credit limits of the correct client Sounds obvious but it can be difficult. Would you give credit to “TNT”? There are over 50 TNT companies all with different levels of credit worthiness. One Customer got a contract to supply TNT Post Uk Ltd and thought he had credit insurance but he was in fact supplying TNT UK Ltd. Fortunately they did not go bust but if they had his insurance would have been invalid. In any event his premiums were wasted. Always be wary of payment plans for overdue debt Sometimes they work but nearly always a debtor who has failed to pay on time (or even reasonably overdue) will also fail to complete a payment plan. Sounds obvious but so many of us lose money doing it and the administration of keeping a debtor to a plan can be horrendous. Some serial defaulters know that if they can pay some to get the debt below £5k and stop, you are forced go through a Small Claims Court and you are unlikely to get any legal costs back and might give up. In fact some rely on it. Always avoid “pay when paid” contracts if you can The sad truth in such contracts is that as a supplier, you can never know with any accuracy when your client is paid. You do not have access to their books and often the only way to find out is to take them to court if you are not paid and if they really haven’t been paid that can be an expensive waste of time. Tom Atkinson is CEO at Cash Simply and Owner of Keen Thinking Ltd |
Advertisement Factoring, Funding, Payroll, Invoicing – you choose We understand that recruitment agencies need a back office solution that is as flexible as they are. Our services include the preparation of payroll, payment of temporary staff and raising client invoices. We can also provide factoring through our sister company Calverton Factors ensuring a seamless, fully integrated service. We are offering a 25% discount on our standard charges for the first 6 months of the agreement when you quote ‘UKRecruiter’. Contact Mark Byrne at markbyrne@calvertonfactors.co.uk or 01908 268888 Or visit our website www.calvertonfactors.co.uk and follow the link to Payroll Finance. |
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 23rd May 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" |
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Advertisement Twitter and LinkedIn Guides for Recruiters Twitter is fast becoming one of the most talked about social networks available on the net. It has huge potential for recruiters; however only a few are using it properly and utilising its full potential – are you? UK Recruiter has produced a guide to help you unlock this potential, find new candidates and increase your presence. This guide will take you through the whole journey from being a complete novice and creating your basic Twitter profile through to methods of search, sourcing candidates, what to ‘Tweet’ and a host of information on how to utilise many other facilities. To purchase the Twitter and our existing LinkedIn guides for only £4.99 each please visit the UK Recruiter Site. |
Don't Miss This UK Recruiter’s Jobseekers Guide to LinkedIn Press Release: Online job seekers prepared to be flexible to get the right job? Press Release: Alphaexecutivejobs.com goes from strength to strength |
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Regards
Louise Triance
UK Recruiter http://www.ukrecruiter.co.uk
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