0330 555 1139 hello@crossehr.co.uk
Criminal Record Checks

Criminal Record Checks

If an applicant or employee has a criminal record, that doesn’t mean they aren’t right for the job.

You may be surprised to learn how many people end up with a criminal conviction by the age of 53. So, how does this affect your hiring decisions?

We explore this and more in our presentation below.

Get to understand criminal record checks in our presentation below, including:

-The Rehabilitation of Offenders Act
-Different Types of DBS
-Spent vs Unspent Convictions
-Disclosure
-Filtering
-Risk Assessments

Please play and pause the slideshow by pressing the button in the bottom left of the video.

If you have any questions, please don’t hesitate to get in touch.

 

How To: Manage the Recruitment Process

How To: Manage the Recruitment Process

Do you need a refresher on how to manage the recruitment process? Our handy guide covers what to include and some top tips.

You can download it for free below.

How To: Manage the Recruitment Process

  • This field is for validation purposes and should be left unchanged.
Get Ahead With Your 2017 HR Strategy

Get Ahead With Your 2017 HR Strategy

It’s almost the end of another year. Can you believe it? Many of us will be starting to wind down for the Christmas break, or, more likely, desperately trying to complete to do lists. In terms of HR, your focus right now is probably managing the Christmas period in the office, or maybe, (though hopefully not), picking up the pieces after the office Christmas party. But before you wind up for the Christmas break, it is important to look ahead to next year and turn your attention to your 2017 HR strategy. Now’s the time to understand how HR will be required to support your 2017 business strategy, and also take stock, learn from experiences and make improvements for the year ahead.

Here’re are a few things to consider for your 2017 HR strategy.

Compensation and company benefits

The new year typically brings with it annual salary increments and bonus payments. Now’s the time to conduct a salary review to benchmark your company against the marketplace and understand the resourcing and retention budget required for your 2017 business plans.

You may wish to offer premium company benefits to be more competitive than other companies in the market. If you have benefits in place already, are you communicating them well enough? Make sure you have an efficient and regular communication strategy in place to improve benefit take up and inform employees of policies and guidelines.

Improve your hiring processes

It is likely that recruitment will be vital to your business growth strategy in 2017, and improving the recruitment process will help you increase efficiency and hire better quality candidates. Consider your current recruitment process. What are the successes? Where can you improve? Consider pre-screening tools, improving job descriptions and reviewing interview processes. For more information on recruitment, read our recent blog posts:

How to avoid discriminating during the recruitment process
How to structure a job description
Recruitment: How to recruit the right people

Do you have an onboarding strategy?

Onboarding strategies offer new employees a better insight into an organisation’s strategy and culture. They also help them quickly get up to speed with their job role. First impressions count. Getting them engaged from day one when they are feeling most positive, will help them bed in quickly, reflect the companies values and increase their confidence in fulfilling their role. Request open and honest feedback from new starters and use it to revamp processes, or improve your onboarding strategy for 2017.

Keep skills up to date

Do you need to invest in training to align the skills of your workforce with your organisation’s strategy for 2017? Training and development are vital to ensure the continued growth of organisations whilst demonstrating that you value, and are willing to develop your team. Training goes hand in hand with employee career progression. The cost of developing existing employees, (with the knock-on benefits to morale, engagement and loyalty) must be considered against the recruitment costs of hiring more experienced team members.

Training doesn’t necessarily need to be costly. You may have the skills in house, in more experienced team members, that can be harnessed to develop those that are less experienced.

Test out a new education initiative, measure the results and strategise for the rest of year.

Employee engagement and culture

Now’s the time to work on your employee engagement strategy. Employee engagement is a vital part of improving motivation, productivity, employee retention and well-being, as well as building a sense of pride and loyalty. Consider mentoring for newcomers, charity projects, celebrating achievement, recognition schemes, social events, feedback exercises, office decoration and team building exercises.

Improve communication

Poor communication is one of the biggest frustrations in many businesses, particularly when they reach a size where there are multiple departments, with competing objectives. Relationship building, however, is vital to productivity, efficiency, and workplace harmony. How can you improve communication processes between departments and team members? Consider the best ways to collect information and the best channels to use to share it, whilst at the same time, avoiding meeting overload!

Time is limited, and energy is often lacking in December, but getting ahead with your HR strategy for next year, will pay dividends. Creating the foundations now will help you hit the ground running in January.

How to Avoid Discriminating During the Recruitment Process

How to Avoid Discriminating During the Recruitment Process

Did you know that it’s actually unlawful, under the Equality Act 2010, to discriminate on the grounds of certain protected characteristics such as sex, race, ethnicity, disability, age, gender reassignment, religion, pregnancy, marriage/partnership or belief? The risks of getting the recruitment process wrong can result in being accused of discrimination and being taken to an Industrial Tribunal. This will be damaging for any business and could be particularly catastrophic for SMEs.

Here’s our short guide which explains how you can avoid discriminating when growing your team.

Fail to prepare is to prepare to fail

It’s important that you spend time at the beginning of the process carefully considering the role and requirements of the position you are hiring for. You should create a pre-determined role profile which establishes the key criteria that the successful candidate should meet to successfully fulfil your requirements. This profile should be strictly adhered to throughout the process to ensure that you recruit ONLY to meet the specifications in this profile and do not consider external factors, that could be considered discriminatory.

Use this role profile to create a detailed job description and person specification documents. In these documents, you should clearly describe the daily duties of the role and the skills required from the successful candidate. The duties outlined must be ESSENTIAL for the post as well as RELEVANT, NON-DISCRIMINATORY, and JUSTIFIABLE requirements. This not only ensures you attract the right candidates but also protects you as an employer.

Have a written selection policy

Add an extra layer of protection to your recruitment process by ensuring you have a written policy covering your selection process. This should cover the content of the job advertisement and selection procedures and how to conduct interviews. Train all interviewers thoroughly on this process to ensure there are no breaks in the chain.

Document genuine occupational requirements

There are times when you genuinely need to positively discriminate. For example, if you require a male only nurse to care for male patients to protect their dignity. In these instances, it is justifiable to discriminate but it’s always best to check with the Equal Opportunities Commission http://www.eoc.org.uk/ to ensure you are compliant with your legal obligations.

Be careful with the language you use

When creating job descriptions, adverts or person specifications, be careful with the language you use. Phrases like “fit” or “energetic” could be seen to discriminate against those with disabilities while requiring a minimum number of years’ experience could equally be seen to discriminate on the basis of age.

Have an equal opportunities statement

It’s always good practice to feature your equal opportunities statement in your job advertisement to demonstrate your commitment right from the start.

Make reasonable adjustments for the right candidate

You are legally obliged to recruit the person who best fits your job profile. If they tick all the boxes of your person specification but have a disability, you are legally obliged to consider making an adjustment to the role, your business or premises to enable them to perform their duties.

You are able to request information from applicants as to whether they have special requirements to undertake the role. This will enable you to make any adjustments required to enable them to attend an interview.

Structured and systematic interviewing

At the interview stage, you should have clearly defined selection criteria and weightings that are objectively justifiable. Questions should correspond directly to the job description and you should have a standardised scoring system. This will help you objectively evaluate all candidates on their SUITABILITY FOR THE ROLE only and not on other factors.

Test with caution

Tests are required sometimes to assess a candidate’s experience or suitability. For example, if the role requires candidates to be competent using a certain piece of software. Tests should only be used if they are both relevant and justifiable for the selection process. There should be no discrimination aspects to the test and the business should make reasonable adjustments to allow every candidate to take the test.

Document everything

By documenting every part of your recruitment process you can ensure that your recruitment decisions are justifiable should you ever be challenged on your decision. Make sure you keep records for at least 12 months.

Equal opportunities and monitoring discrimination

It’s good practice as a business to collect information for equal opportunities monitoring but this information should be kept completely separate from the selection panel. Selectors should never be provided with this information.

Summary

It is vital to consider every aspect of your recruitment process to ensure you are protected from being accused of discrimination. Always ensure that every part of the process is relevant, non-discriminatory and objectively justifiable. For professional advice on your recruitment process or equal opportunities policies, contact us by calling 0330 555 1139 or email us at hello@crossehr.co.uk.

5 reasons to outsource

5 reasons to outsource

Whatever your business or sector, you need the right expertise in your business to be successful. You need talented marketers who know how best to spend your marketing budget to deliver a return on your investment. You need an HR outsource team to recruit the best people for your business, drive engagement and deal with people management issues. You need a diligent accountant or even a whole accounting department to make sure you are managing your books effectively and making the most of your finances.

These skilled people all come at a price. You are competing with every other business who also want these talented individuals which could mean you find it difficult to find the right people. Alternatively, you may feel that there is a shortage of the right people to fill your requirements. Whether you can find the right people or not. The costs of recruiting a qualified, talented person, or team, are high, and the time required to manage them means taking you eye off other areas of the business, like working on how to grow it further.

Many small business owners are nervous about outsourcing. They worry about yet another cost to the business and the fear that their precious business information is in somebody else’s hands. There are so many advantages to HR outsource however and here are just a few to try to ease any worries that you may have.

1. A better return on investment

The costs of recruiting a qualified person or team are sky high. Before they even get to work you have to think about the costs of advertising your position or hiring an expensive recruitment agency to do the job for you, not to mention the hours you’ll spend pouring over CVs and conducting interviews. Then, once you have found the correct candidate you’ve got countless other costs to look forward to including salaries, benefits, insurance, payroll taxes, paid time off as well as work space, furniture, computers, software. The list is endless!

The financial savings of outsourcing are significant. Outsourcing allows you to balance your requirements to your business needs and ONLY pay for the actual work delivered, nothing else. Plus, it’s tax deductible.

2. Make the most of your time

The time it takes to manage your teams on a weekly basis can be put to much better use. No more weekly update meetings or valuable time lost from your diary spent managing office operations. That’s what your outsourced supplier will do. You can spend the time instead on activities that are vital to your business objectives like working on growth strategies or building relationships.

3. Benefit from a team of experts

Using your investment on outsourcing functions of your business gives you access to a team of experts. They specialise in what they do and have to continually develop their skills to compete, which means you can trust that the service you are going to receive will be top notch. An HR outsource firm for example will be filled with experienced HR consultants or employment lawyers who continually update their skills and qualifications to retain their competitive advantage, expand their services and remain compliant. A successful marketing firm on the other hand is only as good as the results they generate for their clients. They will have a wide range of skills in house to help you grow your business through a variety of channels. Plus, they will be accountable for the return on investment they have committed to achieving for you.

4. Scale your service requirements in line with business growth

One of the biggest benefits of outsourcing is scalability. As your business grows you can simply add further functions. You can find the right supplier with the qualified team needed to deliver your requirements. You won’t need to worry about recruiting more staff or having to make redundancies should the business take a down turn. What’s more, they are on hand to help you think about your growth strategy, help you earn more money and drive your business forward.

5. Time and speed

By outsourcing you have the flexibility to choose a provider that best suits your business needs. You could choose a provider who has a different time zone. That way, the work you need doing will be done while your business is closed for the day, you can simply wake up to the work delivered to you the next morning.

Setting clear deadlines and deliverables for suppliers can also help you work faster and provide a better service. If suppliers are contracted to performing a task by a certain time you can be sure that it will get done, meaning your product can get to market quicker or your accounts will be submitted on time, for example.

Contact us today if you’d like to HR outsource to make your life and business run smoothly.