#ACRseminar2013

Yes, it’s that time of year again! The team and I at ACR are busy preparing for our annual employment law seminar, held in partnership with Hegarty LLP Solicitors.

The seminar is a popular and well-respected event amongst HR professionals in the region, and we’re pleased to be hosting it once more in the Cambridge Suite at Peterborough Arena, on Thursday 26^th September.

Seasoned presenters Martin Bloom and Tim Thompson will be joined for the third year by their colleague from Hegarty LLP Emma Carter. All three are experts in their field ensuring that delegates receive the most up to date information.

The subjects on this year’s agenda are settlement agreements and the proposed changes to the tribunal process.

There will also be discussions around case law and the most recent changes to employment law legislation.

This year both ourselves and Hegarty’s will be tweeting updates before and during the seminar using #ACRseminar2013 so if you have any questions you would like to ask in advance, please let us know.

You can follow us @ACRPeterborough and @HegartyLLP.

To book your place, please get in touch with us by calling 01733 235298 or emailing info@annecorder.co.uk.

Employers take note: how NOT to interview candidates

You would think that as the UK’s largest electrical retailer that Curry’s might know a thing or two about appropriate interview protocol. Yet recent media reports have revealed that a rather worryingly unconventional technique was used during a group interview at the company’s Cardiff store, where the candidates were asked to demonstrate their dancing abilities.

A number of articles, including this one here by the Independent have commented on graduate Alan Bacon’s shock and humiliation after being asked to dance to rap music during his interview. Alan said he felt he had ‘little choice’ after having been rejected from other jobs elsewhere due to fierce competition.

Having to do so had a negative effect on Alan, who had prepared properly for what he thought would be a normal face-to-face interview – spending time researching the company and reading up on new product launches.

This is exemplary behaviour from a candidate, which only serves to more strongly highlight the unorthodox approach taken by the store manager in question.

While Currys has publically apologised to all of the interviewees involved and invited them to attend another, more appropriate interview, it appears to be too little, too late for Alan who reportedly said he would not be taking them up on their offer.

It is an important lesson for Currys, who will now need to seriously review the way in which their recruitment policies are communicated both internally and externally.

Only by businesses choosing the right interviewing methods and processes, and investing the time and effort required to implement them effectively, can they hope to become a respected and sought-after employer of choice.

Our advice? Remember that you’re selling your business to candidates in the same way as you expect them to sell themselves to you; pitch it right and you’ll reap the rewards.