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Recruiting HR Services

As we discussed in our previous blog ‘Recruiting additional help with your recruitment process – part 1, there are many aspects of the recruitment process that you legally have to adhere to. Advertising, shortlisting and interviewing are only the start of the recruitment process, and there are some legal requirements around these areas that you need to fulfil. Once you have found your candidate and have ascertained that they have a legal right to work in the UK, and then you move into the second phase of the recruitment process – job offer – criminal records check (DRB) if applicable – contract and then induction.

Congratulations! You think you’ve found the most suitable candidate for the job, and you want to make them a job offer. The most common way to do this is by a phone call, which is then followed up by a formal offer letter. Your letter should set out the main terms and conditions of the job and include; their name; their new job title; the date that their employment starts; any conditions the offer is subject to as well as any action required by the candidate (such as competing a DRB or attending a medical, etc.). Although the letter will contain some of the key terms and conditions of employment, you will still need to issue a full contract of employment.

Pre-employment checks such as the criminal records check, known as DRB are required for some professions and working environments. They are an essential requirement for jobs where employees will have access to children or vulnerable adults. The checks can take around four weeks to process and will need to be done before the candidate begins work, so it is essential to gather the information required to process the check as soon as you can.

Providing an employee with a contract for employment, while not essential is recommended for some reasons, ensuring both employee and employer are clear about the terms, and conditions of employment is always a good thing. At the very least your contract should outline the following –

  • The salary, including any overtime or bonus pay
  • The hours of work, including any potential overtime hours
  • The annual leave allowance, including how much time off you are entitled to, sick pay and any other leave entitlements
  • Details of redundancy pay and terms
  • Notice periods for resignation or dismissal

The key is to get the contract of employment written correctly, if you are unsure of how to write a contract so that it is legally correct and workable for both employer and employee, the working with a specialist HR Outsourcing company can help you to avoid the pitfalls which people so often find during the recruitment process. It’s better to get it right at the start than to make a costly error.

Next month we’ll be looking at part three in our recruitment guide – induction and getting your employee off to a good start.

If you need help, support or guidance in terms of HR and your recruitment process, or if you’re looking for HR Consultancy services in Cheshire, Manchester and across the UK then please contact Triple Three Solutions today on 0161 300 1214, or visit their website