Positive end to 2012 with record fall in unemployment

It might be clichéd to say, but figures released this week from the Office for National Statistics are sure to bring good tidings to job seekers this Christmas, with the greatest quarterly fall in jobless figures since 2001.

A promising piece of news at last; largely due to a steady improvement in the jobs market over the past three months, as well as an overall increase in employer confidence.

The data is certainly encouraging for businesses, reflected in a slow but sure narrowing of the gap between employer demand and supply both nationally and locally. Recent reports show that there are now more positions than candidates available in the IT sector, which is something that we have experienced first hand here at ACR. Last month, we launched a recruitment drive in response to record rises in the number of IT roles available locally, holding a dedicated open day at our offices to identify suitable candidates with the right skills.

Also relevant to our own work in Peterborough was the statement made by the REC’s chief executive Kevin Green, who stressed the importance of temporary and part-time workers in contributing to the recent economic development. To echo this, I - along with the rest of the team - have always recognised the need for flexible working hours for both clients and candidates. This is why we have staff dedicated solely to temporary and interim placements, with demand continuing to grow.

As 2013 approaches, we’ll be working harder than ever to support and contribute to this growth locally. We certainly believe the overall findings of the latest national figures are reflected here in Peterborough and hope the positivity generated helps push the local economy forward into the New Year and beyond.

Shocking statistics woke up Peterborough’s HR world

Around 200 HR professionals from Peterborough received a shock over their breakfast coffee on Tuesday morning!

At the annual Employment Law Briefing we organise with Hegarty LLP Solicitors, Martin Bloom – the employment partner there - warned the amount of discrimination claims could double from 285,000 this year.

That’s an expert saying there could be half a million disgruntled employees bringing claims against the companies they work for – that’s not only a big number that’s also a substantial increase.

Much of that rise will come as a result of the new strands of discrimination brought in by last year’s Equality Act. It’s only now that the effects of the act are starting to be felt.

The main change is all to do with associative and perceptive discrimination rules. The Equality Acts names ‘protected characteristics’ – these include race, sex, religion, sexual orientation and age. It is against the law to discriminate against someone for any of these characteristics. It is now also against the law to discriminate against someone ‘on the grounds of the protected characteristic’ but not necessarily that person’s own protected characteristic. Thankfully Martin’s real life example explained it more clearly than the law does! A woman was the victim of disability discrimination when she was treated less favourably because she cared for her disabled son.

Similarly, a case of perceived discrimination: a man who wasn’t either gay or believed to be gay but who was subjected to ‘banter and innuendo’ on the grounds he went to public school and lived in Brighton successfully brought an harassment case.

This widens the net for victims of discrimination and is something all HR professionals need to be aware of.

Also discussed during the seminar were statutory sick pay and case law.
As always the seminar was fascinating and we are delighted to be able to continue our association with Hegartys in organising it.

Breakfast briefing a success

An early start this morning – it was the annual Employment Law Breakfast Briefing which we run with Hegarty LLP Solicitors.

With an incredible 40 per cent increase in the cases of unfair dismissal filed since April – the majority of which were related to redundancy procedures – and the continuing difficult times for a lot of companies, redundancy had to be at the top of the list of subjects for discussion.

Around 200 delegates – mainly HR professionals and business people – gathered to listen to employment law experts Martin Bloom and Tim Thompson. As ever, they did an admirable job of updating us with current thinking, procedures and the law – this year in regard to redundancy and fair selection.

One of the key points I came away with was ‘Polkey’ – a House of Lords precedent which dates back to 1988. Polkey has been resurrected over recent years and often comes into play at tribunals, according to Martin. Basically even if an employer has engaged in a redundancy process which a tribunal finds to be procedurally unfair the tribunal can rule in favour of the employee but not make an award if it believes the same redundancy decision would have been made anyway. I thought that was an interesting point for employees to bear in mind when deciding whether to take a former employer to tribunal.

Besides that, there was all sorts of useful information about redundancy procedures and also some positive thoughts about how companies can change terms of contract to try and stave off the threat of redundancy, while staying within the law.

A useful couple of hours, as always.

Get the most out of your recruitment partners

“We need a secretary.”
“Tell us more. What hours will they be required to work? Who will they report to? Do they need formal qualifications?”
“Errrr, ummmmm….”

We’ve had those kind of conversations – frequently. It’s amazing how many people have identified a job vacancy, called in a recruitment agency to help fill it and that’s where the thinking’s ended. They haven’t defined the role, thought about a timescale or even considered the option of internal promotion so recruiting at a more junior level.
We can, of course, lead companies through that process. But our help can only go so far. It may be that board approval is needed before recruitment above a certain salary level can begin. Companies will know if there are any potential internal candidates – we won’t.
Before briefing begins answer some key questions internally: how does the role fit within the organisation? Job description? Responsibilities in association to budget, assets and people? Legal requirements? Necessary qualifications?
It’s good practice to have a standard approach to defining jobs. Use a template if there is one making it easier for everyone to understand the process. Cutting corners now will only cost more time and effort in the long run.
Once these details have been agreed on, brief your recruitment partners accordingly. They will help pull together a process and a realistic timetable for filling the vacancy.
Then stick to it!

Welcome to my first blog!

Welcome to my first blog!At the end of one of our busiest years to date, and with us taking the final steps towards being a paperless office, we felt the time was right to pass on our knowledge, information and ideas to candidates, clients and those in the industry, through the power of the internet.So here I am, sitting at my desk in the middle of a busy office, writing my first blog – not bad for someone who leaves technology to other people whenever possible!As well as launching the blog, this month has seen the distribution of our 11th annual Salary Survey. This year, to save us hours with the calculator, we handed over the compilation of the facts and figures to experts in the field who were able to collate, calculate and distribute the information at the click of a few buttons.The survey – which boasts 21 employers, including big names like Diligenta and Thomas Cook – is a brilliant snapshot of what’s going on in the market.