Diversity

The business case for diversity continues to be well articulated topic within the HR and recruitment sector. Yet while pledges, policies and codes of conduct are readily available for employers to engage with, there is still a significant discord between what is preached and what is practiced, particularly with regards to gender diversity.

Last month, the Recruitment and Employment Confederation (REC) held its second Women in Recruitment conference in conjunction with Recruitment International, during which a number of key themes were presented and discussed.

First and foremost was the reiteration of the indisputable business benefits brought about by the creation of a diverse workforce. Not only does it widen the talent pool, it also helps to remove the stigmas and prejudices surrounding both male-dominated industries and female-dominated industries.

It was rightly indicated that recruitment consultants have a duty to ensure that employers are fully informed and aware of the important issues surrounding diversity, particularly within their local labour markets. This is something that myself and the team at ACR directly identify with, working consistently with our clients to modify and enhance their recruitment methods according to the latest trends, research and legislation.

Most recently this has included the promotion of flexible working offerings and the support of mentoring in schools through careers guidance and work experience for young people. ACR has long been a vociferous advocate of temporary staffing because the advantages are extensive and the value high. Yet too often temporary work is regarded as a ‘women’s issue’ and wrongly attributed to return to work mums.

Clients who have recognised the benefits of employing both make and female interim workers have reported improved retention rates and increased productivity. There are multiple benefits for the candidate also – a change in career direction that began with a short-term placement being just one example.

With regards to school liaison, and the wealth of higher education opportunities now available to young people, more needs to be done to help advise and guide school and college leavers about which option to choose. And while gender crossover continues to be low within certain industries and along particular career paths, improvements must be made to the quality and availability of careers guidance and work experience opportunities.

ACR are regularly involved in school college liaison on a local level and continue to address the above points during our visits. It’s only by businesses taking on enthusiastic, hard working youngsters and discovering the benefits for themselves that they will be encouraged to invest in more and so widen the job market for that age group.

BREAKFAST SEMINAR A SUCCESS

More than 150 of Peterborough’s HR professionals and business people attended last week’s employment law seminar, which we hosted in conjunction with Hegarty LLP Solicitors.

I was delighted to see so many familiar faces, as well as some new ones. This year’s update focused on newly renamed settlement agreements, early conciliation and the latest changes to employment tribunals.

Despite the early morning start, speakers Tim Thompson, Emma Carter and Martin Bloom kept delegates alert and engaged throughout the seminar with their insightful knowledge and expertise on the subjects covered.

One of the key points this year was the introduction of employment tribunal fees, which were brought in at the end of July. All claimants are now required to pay both an issue fee and hearing fee in order to present and see a claim through to conclusion.

Fees of £390 and £1200 are now payable for unpaid wage claims and unfair dismissal cases respectively. This is forecast to reduce the number of claims being brought against employers, yet how severe the impact will be is still up for debate. It is certainly one to watch and listen out for at future updates. 

We will be continuing to work with Hegarty LLP over the coming months in putting together a series of smaller, ‘Lunch & Learn’ briefings. Each session will be assigned an individual topic for more in-depth discussion.

To register your interest please email us info@annecorder.co.uk

#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.

JOBS OUTLOOK SURVEY DELIVERS PROMISING RESULTS

Catching up on recent findings from the Recruitment and Employment Confederation’s (REC) latest JobsOutlook survey, I was thrilled to read that 56% of employers intend to increase their headcount over the next quarter.

It’s another encouraging statistic that serves to reflect increased optimism of businesses about the future of the economy and, more specifically, the jobs market.

A rise in the percentage of bosses who foresee agency staff headcounts will “stay the same” also shows growing confidence in the temporary labour market and the benefits agency staff can bring to businesses.

The summer months are a particularly busy time for temporary workers, who are most often employed to meet fluctuations in demand and to assist during sickness/holiday/maternity cover.

Temporary recruitment is something that myself and the team at ACR commit a lot of our time to, as we recognise the value that flexible work can offer both clients and candidates. And while we know there is a demand for it here in Peterborough, it’s great to see that the benefits are becoming more widely recognised, as reported by the REC.

Over the next year, one in three respondents plan to increase the use of agency workers, while 60% predict no change in their use of temps. This leaves just 6% who expect to make a reduction - a pleasingly low percentage.

ACR inputs data into the JobsOutlook survey on a monthly basis so it’s always interesting to see if our findings match those on a national level. We continue to be reassured by the latest results, and look enthusiastically forward to what the next quarter will bring.

ACR unveils new offices to the city’s business community

It’s been exactly one calendar month since we moved from our Park Road offices in the city centre to our new home on the Lynch Wood business park.

To celebrate, we hosted an evening drinks reception for clients and guests yesterday, on Tuesday July 16.

The team and I were delighted to welcome over 70 invitees – including Lord Brian Mawhinney and Cllr Marco Cereste – to the new offices at 25 Commerce Road for drinks, canapés and a guided tour.

It was a proud moment for the business, bolstered by the many compliments we received about the design and layout of the new building. We have Peterborough based designers QED and Tim Lloyd to thank for that, who were also there for the evening.

Their hard work made for a smooth transition as we quickly settled in to our new working environment. The ground floor is entirely open plan, making it easy for us to meet our clients and candidates as soon as they arrive for appointments.

The first floor boasts a range of bespoke meeting rooms and interview suites, as well as an IT training space for candidates.

Thank you to all those who attended the official unveiling yesterday. While this latest move means a fresh and modern look for the company, our intrinsic business values remain firmly the same.

We look forward to the opportunities our new location will bring, and hope to welcome many more faces through its doors.

If you weren’t able to attend the unveiling, please get in touch with one of the team on 01733 235298 who will be happy to arrange a suitable day/time for you to have a look around. 

ACR is moving to Lynch Wood

It’s been a busy three months for the team and I as we have been preparing for our upcoming office move.

Now I am delighted to announce that we will be operating from our new offices at 25 Commerce Road on the Lynch Wood Business Park from Monday 17^th June.

This is an exciting move for us and simply reflects the way in which recruitment has changed. The digital revolution has transformed the ways in which we interact with both clients and candidates, meaning that a city centre base is no longer a necessity for the modern recruitment agency.

When Anne Corder Recruitment began life 18 years ago, the business advertised vacancies in the local media and relied on candidates dropping in hard copy cvs or faxing them through to our city centre offices.

The process – whilst being thorough – was slow and labour intensive.  Being in the city centre was important for us, keen to attract candidates looking to register with their cvs or apply for vacancies during lunch breaks or city centre visits.

Now, vacancies are advertised on our digital ‘shop window’ – our website – as well as in different specialist forums, to which candidates apply almost instantly with digital cvs and application letters.

Even psychometric testing is done digitally nowadays.  Location is less important in this modern world of recruitment.

Our new premises have been immaculately refurbished to provide a fresh and contemporary office environment that is much more user-friendly. We have more space; more interview and conference rooms and we are in the midst of many of our existing and potential business clients.

There is ample parking space to make attending interviews that much easier and the business park has excellent public transport too.

Technology is a wonderful tool but it is only ever as good as the diligence of the people using it – and that is where there is simply no substitute for recruitment experience when interviewing candidates prior to presenting them to clients.

And that is where professional recruitment agencies add real value to clients and candidates. Clients require short lists of qualified candidates to speed up the recruitment process and find the right person. Candidates are equally keen to ensure the potential employer is right for them. Bringing all those pieces together is the real art of recruitment.