Handbook

09 10 2023

Acas says companies should provide menopause awareness training for managers. | Consensus HR – Herts, Beds

Matthew Chilcott Blog, Employment Law, General, Handbook, Health & Safety #consensus hr, #employmentlaw, #hertfordshirebusinesses, bedfordshire, Business, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, menopause, Small Business, SME, SME's, stevenage

The Advisory, Conciliation and Arbitration Service (Acas) says companies should provide awareness training for managers about the menopause. Advice for companies includes making practical changes at work to help staff manage their symptoms, such as the availability of cold drinking water and temperature control, and how to handle the issue “with sensitivity.” Susan Clews, chief executive of Acas, said: “British businesses overwhelmingly feel that it is important to support women experiencing menopause at work. Staff can experience menopause in different ways and some symptoms can be severe both physically and mentally. Acas has a range of advice for employers on how best to support women impacted by the menopause: to stay at work , keep within the law and avoid any potential conflicts before they arise. We are encouraging businesses to take advantage of Acas’s expertise to develop a menopause policy, provide training and start conversations with staff to help normalise menopause, and provide a safe space for staff at work and to help women to stay at work. ”

Daily Telegraph

Our HR comment: – Acas says companies should provide awareness training for managers about the menopause | Consensus HR – Herts, Beds

Matthew P Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “This is a very interesting article from the Daily Telegraph in relation to ACAS and what they are now advising businesses in relation to the Menopause. ACAS is an independent organisation that provides support to businesses and some great information, and the ACAS Code of Practice is the main practice that must be followed at all times when dealing with any area of HR such as disciplinaries and grievances. At Consensus HR, we ensure our clients are always kept up to date with best practice and the law and is why all our retained clients who have our employee handbook have this, Policy. A very recent case at an Employment Tribunal in Leicester in February 2022 involving Ms Rooney involved the first Employment Appeal Tribunal decision that menopause symptoms can amount to a disability for the purposes of the Equality Act, setting a legal precedent. Business owners / Managers should ensure that they always keep up with legislation, best practice and any precedents that have been set by recent cases. Full details in relation to the case can be found by clicking here”

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If you employ people or have managers that manage a team and wish to ensure that they have the correct skills to manage effectively for the success of the business, individual and team, give us a call today.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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23 08 2023

PWC partners take pay cut to invest £100m in AI | Consensus HR

Matthew Chilcott Blog, General, Handbook #AI, #beds, #outsourcedhumanresources, #PWC #outsourcedHR, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Partners at PwC have taken a hit to their annual pay-outs in favour of investing £100m in artificial intelligence (AI). The firm’s 1,057 partners in Britain were paid an average of £906,000 for the financial year, down from just over £1m in 2022. PwC has made significant investments in the AI space, collaborating with Microsoft, Icertis, and Harvey AI. The firm’s legal teams are already using AI technology to draft and read contracts and letters. PwC’s investment in AI is focused on investigating how staff can use emerging technologies in the future. The firm’s revenue rose 16% to £5.8bn for the year, driven by growth in consulting, tax, and audit services. PwC’s partners believe that investing in AI is crucial for the firm’s long-term success. “If ever there was a time to invest for the medium and long term, from which we’ll all benefit as partners, it’s now,” said Kevin Ellis, senior UK partner of PwC.

Our HR Comment: PWC partners take pay cut to invest £100m in AI | Consensus HR

Matthew P Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “This is an interesting article in a range of papers todays and highlights the importance AI is having in more and more businesses and within PWC is playing a key part. Does your business use AI? If not now, do you think it will use it in the future? As I have previously said, we do not use AI now and do not see us using it in the future as HR is personal to the team and individual working with businesses to get the best from the team whilst ensuring they are a place where people wish to work and are treated reasonably at all times regardless of the difficulties and business may be under.”

Here are some of our previous blogs written on the subject:

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If you would like to know how to become an employer of choice and ensure you act as an employer of choice and reasonably, to best practice and the law always, contact us now.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

For further information on any of the HR subjects we provide, please click the heading below:

CBI closing offices worldwide | Consensus HR – Herts, Beds

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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11 08 2023

Ensure you are working safely at height | Consensus HR, Herts, Beds

Matthew Chilcott Blog, Employment Law, General, Handbook, Health & Safety, Training & Development #Health&Safety, #herts, #outsourcedHR, #outsourcedhumanresources, #outsourcing, #stevenage, #workingatheights, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME

Here is the latest article from the HSE (Health & Safety Executive) in relation to working at Heights which is the most common kind of workplace fatality and a few of the Myths that the HSE have dealt with in the past:

A few of the common working at Height Myths:

· HSE have banned the use of ladders on building sites

No, this isn’t the case. Ladders and stepladders can be a sensible and practical option. They can be used for work at height when the use of other work equipment is not justified because of the low risk and short duration (short duration means working on a ladder for no more than 30 minutes at a time); or when there are existing workplace or site features which cannot be altered.

· You need to be formally ‘qualified’ before using a ladder at work

No, you do not. You need to be competent. This means having the necessary skills, knowledge and experience to use a ladder properly for the work you will carry out, or, if you are being trained, you work under the supervision of somebody who can perform the task competently. Training often takes place on the job and does not always have to take place in a classroom. What matters is that an individual can apply what they have learned in the workplace.

· I am working at height if I’m walking up and down a staircase at work

No, you are not. Work at height does not include walking up and down a permanent staircase in a building.

Falls when working at height remain the most common kind of workplace fatality.

HSE’s annual fatality statistics reported that there were 40 fatal injuries caused by falling from height in 2022/23.

Make sure you take the necessary precautions and visit our working at height website for guidance on how you can protect workers.

The site also has a range of useful information and sources of advice for employers. They include

key messages to follow before working from height and some common work at height myths.

You can find guidance on the safe use of ladders and stepladders, which includes advice on when and how you should use a ladder at work.

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If you are worried about your companies Health & Safety contact us now | Update from Consensus HR, outsourced HR solutions. Herts, Beds, Cambs. Give us a call now if you wish to discuss.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

For further information on any of the HR subjects we provide, please click the heading below:

09 08 2023

Data breach identifies thousands of PSNI officers | Consensus HR, Herts, Beds

Matthew Chilcott Blog, Employment Contracts, Employment Law, General, Handbook #databreach, #GDPR, #herts, #outsourcedhumanresources, #outsourcing, #PSNI, Business, Business Owners, HR, HR Advice, HR Consultant, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

The Police Service of Northern Ireland (PSNI) has apologised for mistakenly revealing details of all its 10,000 staff. In response to a Freedom of Information request, the PSNI shared names of all police and civilian personnel, where they are based and their roles. The details were then published online, before being removed after two hours. NI’s Police Federation said the breach could cause “incalculable damage” and demanded new safeguards be put in place immediately. Apologising to officers, Assistant Chief Constable Chris Todd said the error was “unacceptable.” He added: “We operate in an environment, at the moment, where there is a severe threat to our colleagues from Northern Ireland-related terrorism and this is the last thing that anybody in the organisation wants to be hearing this evening . . . I owe it to all of my colleagues to investigate this thoroughly and we’ve initiated that.”

BBC News

Daily Mail

The Guardian

Our HR Comment: Data breach identifies thousands of PSNI officers.

Matthew P Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “This is an example of when replying to a Freedom of Information request and the use of technology can go extremely wrong. Everybody has the right to ask to see recorded information held by public authorities.

The Freedom of Information Act (FOIA) and Freedom of Information (Scotland) Act (FOISA) gives everyone the right to see information.

If you ask for environmental information, your request will be handled under the Environmental Regulations (EIRs) or Environmental Information (Scotland) Regulations (EISRs).

Personal information

There is a different way to make a request if you want information that an organisation holds about you. This includes things like your health records or credit reference files. Employees should make a Subject Access Request (SAR) and you have the right to ask an organisation whether or not they are using or storing your personal information. You can also ask them for copies of your personal information, verbally or in writing. Further information can be found on the ICO website or via your HR Department.”

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If you wish to know how to deal with data protection and Subject Access Requests (SAR) contact us now | Update from Consensus HR, outsourced HR solutions. Herts, Beds, Cambs. Give us a call now if you wish to discuss.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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07 06 2023

Payroll provider hit by cyber-attack

Matthew Chilcott Blog, General, Handbook, Training & Development #cyberattack, #outsourcedhumanresources, #outsourcing, #payroll, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

The BBC, British Airways, Boots and Aer Lingus are among organisations affected by a cyber-attack targeting Zellis, a company used to process payroll payments. It is believed that the breach could have affected as many as 100,000 British workers, with staff told that data including their names, bank account details and National Insurance numbers may have been stolen. The hack was first disclosed last week when US company Progress Software said hackers had found a way to break into its MOVEit Transfer tool. Zellis said it had informed the UK Information Commissioner’s Office, the Director of Public Prosecutions and the National Cyber Security Centre (NCSC). The NCSC said it is monitoring the situation and “working to fully understand the UK impact” of the incident. Researchers at US cybersecurity firm Secureworks say the attack appears to be linked to a Russian-speaking cybercrime group called Clop.

Matthew Pinto-Chilcott – FCIPD, ACEL, Owner of Consensus HR comments: “This is very worrying in this day and age where we are so dependent on IT and the web to run our businesses and I dread to think what we would do if our IT was intercepted. News out today on the BBC that I heard on my way to work is that they are going to make them pay a ransom if they wish things to return to normal. Here at Consensus HR, we are pleased to say that we have good security and all complete regular IT development on IT security, but you can never say never that you may be hacked! We advise all our clients to ensure regular updated IT development takes place as in the world of IT, it is always changing. Our IT provider continually provides us with information and tests to confirm our understanding and action / behaviours in preventing these kinds of instances.”

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If you wish to know how to provide up to date training for the team in preventing IT hacking, give us a call now.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

For further information on any of the HR subjects we provide, please click the heading below:

05 06 2023

How Professional Services Add Value

Matthew Chilcott Blog, Employment Law, General, Handbook #HR Herts, #HRAdvice, #HRblog, #hrconsultant, #HRSupport, #professionalservices, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

It’s understandable that business owners want to cut costs. However, this can often lead to poor advice, a low level of customer service and, potentially, higher costs than the ones initially avoided.

It’s fair to assume that price generally equals quality. You get what you pay for!

Sadly, people often take advice from friends or relatives – or Google – rather than consult a professional consultant/tradesperson, purely to avoid costs.

Whether you need legal, human resources, marketing or trades advice, here’s why it’s best to work with a professional rather than take your friend’s advice:

7 Reasons to hire professional services

1. Professional qualification/licence.

Your contractor/consultant should be professionally qualified or trained. Ask them about their training and experience – they should be proud to tell you about it.

2. Relevant experience.

Too often, cutting corners involves taking advice from someone who does not have the knowledge to adapt their understanding to your specific requirement. A professional can adapt their skills to suit the needs of your business.

3. Insurance.

You are protected by professional insurance should something go wrong, or mistakes made. You should check that the person you are hiring has the right insurances in place before starting to work with them.

4. Speed.

A professional contractor/consultant generally completes work faster, as well as to a better standard, than someone who is not fully trained.

5. Flexibility.

Professionals can adapt to your situation and/or changing circumstances as jobs progress.

6. Peace of mind.

The reassurance to be gained by working with someone who demonstrates professional knowledge and offers practical advice is invaluable.

7. Transparent costs.

A credible professional should offer a clear quote. Too often, people are tempted by the ‘no win, no fee’ approach. This can include hidden administration and commission costs amounting to more than the cost of hiring a professional in the first instance.

“By not seeking professional advice, you risk incurring greater costs in the long run,” says Matthew Pinto-Chilcott of Consensus HR. “One of our clients risked incurring penalties of almost £50,000 by not engaging relevant legal expertise when a former employee threatened them with Employment Tribunal (ET) proceedings. The fee involved with using our professional Employment Law service was far lower than their potential ET financial penalties.

“It’s a shame that some people don’t value the training and expertise of professionals until something goes wrong. As well as qualifying within their relevant specialist fields, many consultants must demonstrate continuing professional development to retain their qualification. This means their knowledge and skills are always up to date.”

Matthew adds: “When you pay for a professional, you are paying for years of training and expertise, plus the reassurance of their experience and insurance. Long term, it’s quicker, cheaper and much higher quality.”

Would you like to explore how professional human resources support can help your business?

Talk to the friendly team at Consensus HR. Enjoy a free initial consultation with no pressure or jargon. Oh – and be reassured … our HR team is professionally trained and qualified!

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If you need professional Chartered HR advice contact us now.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

For further information on any of the HR subjects we provide, please click the heading below:

Summer employment issues: a six-point checklist

17 04 2023

Keeping Hold of a Personnel File and employee documents

Matthew Chilcott Blog, Employment Contracts, Employment Law, General, Handbook, Health & Safety, Investigations, Payrol #employeerecords, #outsourcedhumanresources, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

One of the main questions we get asked at Consensus HR is in relation to Keeping Hold of a Personnel File and employee documents. Queries involve what data should be kept and how long for, referring to employees and ex-employees.

The answer? In reality, this is such a diverse area that adapts to the area of HR you are enquiring about. Requirements differ between recruiting new employees, disciplinary & grievance records or performance reviews to name a few.

The Employment Practices Data Protection Code, published by the Information Commissioner’s Office, provides guidance on compliance with the Data Protection Act 2018. Originally produced in 2011, the ICO states that the code remains useful and relevant. It says that employers should “Only retain information on records that is still needed,” and should “eliminate personal information that is no longer of any relevance, once the employment relationship has ended.”

HR Record Retention: The Reality

The key factor is that detailed records should be kept only as long as is necessary for the purpose for which they were created. The Chartered Institute of Personnel offers a comprehensive summary of requirements and further information, (see ‘Retention of HR Records’).

Employers should establish and adhere to standard retention times for different categories of records. Organisations can therefore set their own retention periods. Retention times should be based on business need, considering relevant professional guidelines. For example:

National Minimum Wage records must be kept for three years after the pay reference period that follows the pay period that they cover.
Payroll wage/salary records (also overtime, bonuses, expenses) should be kept for six years from the end of the tax year to which they relate.
Grievance records should be kept for six months after employment.

A brief record of the grievance may be retained after detailed records are removed from an individual’s personal file. This includes information such as:

Nature
Relevant dates
Investigation
Type of resolution that was reached

Where possible all information about former workers should be kept anonymously. You may need to keep data after the termination of employment for the purposes of defending possible tribunal and court claims. In these circumstances, the time limits for bringing claims will inform the retention period. This timeframe is currently three months minus one day from the date the problem at work happened.

Employers should ensure that information is not retained for longer than is necessary without justification. Plus, when information is destroyed, this must be done securely

Information within HR Records

The Consensus HR team advises our clients to keep a personnel record for every employee containing the following details:

Name
Address
Date of birth
Sex
Education and qualifications
Work experience
National Insurance number
Tax code
Details of any known disability
Emergency contact details
Employment history with the organisation
Employment terms and conditions (e.g. pay, hours of work, holidays, benefits, absence)
Any accidents connected with work
Any training taken
Any Disciplinary / Grievance action

Would you like to ensure you are keeping the right details of your employees?

Are you confident you are complying with the legal retention requirement?

Contact the friendly experts at Consensus HR. Employment law is one of our specialist areas. Contact us for an initial discussion without obligation.

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If you want to always keep up with employment law and wish to know more please get in contact now.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

For further information on any of the HR subjects we provide, please click the heading below:

11 04 2023

Why Your Business Needs Employment Contracts

Matthew Chilcott Blog, Employment Contracts, Employment Law, General, Handbook #Employment Contract, #employmentlaw, #outsourcedhumanresources, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

Can your business spare £25,000?

This is the amount it could cost for not providing an Employment Contract to an employee.

Are you at risk of a hefty penalty?

The Consensus HR team often provides HR Health Checks and employment law advice regarding our clients’ HR provision. One of the most common questions raised by employers is: “why do we need Employee Contracts?”.

Business owners/managers also query the benefits to the business. This is usually due to concern about investing time and funds to create Employee Contracts.

Why a business should provide Employment Contracts

An Employment Contract ensures that everyone is fully aware of:

the main terms within the business, and
the main terms of their employment.

It includes details such as:

Name of employer and employee
Pay and whether it’s weekly, monthly pay etc.
Job description/job title
Pensions and pension schemes
Date employment and continuous employment started
Working hours
Details of any collective agreements that directly affect the employee’s conditions of employment.
Disciplinary and grievance procedures following the Acas Code of Practice.
Job location
Holiday entitlement
Sick leave and pay entitlements
Appeals procedure under the Discipline & Grievance.

The risks of not providing Employment Contracts

It is a legal requirement for businesses to provide employees with a written statement of the terms and conditions of their employment (their Employment Contract), from their first day of employment. If this is not in place, you could be taken to an employment tribunal and fined between two and four weeks’ pay.

More importantly, written terms of employment offer some protection (for you and your employees) should there be disagreement about what was agreed. “These disagreements could result in a breach of contract claim, with a potential penalty of up to £25,000 at an employment tribunal or up to £50,000 at the High Court,” explains Matthew Pinto-Chilcott of Consensus HR. “It’s definitely not worth taking any risks.”

He adds: “When we write an Employment Contract, we ensure all required details are included. We look beyond the essential items to check what other terms may be relevant and helpful to your business. Items such as ‘Deductions from wages’ an area that is often overlooked, for example. This is needed when an employee leaves the business, is working within a probation period or has compassionate leave, to name a few scenarios.”

Are you worried about your current Employment Contract?

Would you like reassurance that your business is fully compliant and working to best practice?

Contact us now

If you want to always keep up with employment law and wish to know more please get in contact now.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

For further information on any of the HR subjects we provide, please click the heading below:

03 04 2023

Why does a company need HR?

Matthew Chilcott Blog, General, Handbook #outsourcedhumanresources, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

Why does a company need HR?

Since we started Consensus HR and left big industry it has amazed us the number of businesses that do not understand the importance of HR in the workplace and being pro-active rather than re-active. We tend to get phone calls when a business is being reactive and are in a situation that they are not prepared for or equipped to handle and when the damage has already happened.

Ignoring HR and not seeking professional advice and putting it down the bottom of the to do list can result in high financial and operational implications. This is why we work with clients to ensure they are fully covered and working to best practice and the law.

If this has caught your attention and you want to learn more, we have listed the most common HR risks that many small businesses take and the potential penalties for ignoring or getting them wrong.

Failure to Provide a written Employment Contract:

You are required by law to provide employees with a written statement of terms and conditions of their employment (i.e., employment contract), from their first day of employment. If this is not in place, and they take you to tribunal for any other reason (unfair dismissal, discrimination, etc) then it will be added on to their claim and will cost an extra 3- or 4-weeks money.

Ignoring the Law & Compliance

By law you are required to have a number of written employment policies in place, such as disciplinary and grievance procedure and equal opportunities to name but a few. This is where an employee handbook is imperative as it lays out what you expect of the employee.

The risk if you don’t have these policies in place is, if an employee makes an unfair dismissal or discrimination claim it would most certainly count against you if you didn’t have the appropriate policies in place, leading to a larger compensation award.

Not checking an employee’s right to work evidence.

You need to check that all your employees have the right to work in the UK (by taking copies of evidence, such as a passport or work permit). If this not carried out and an employee is found not to have the right to work in the UK, you can be fined up to £20,000 per person for employing illegal workers.

Discriminating against an employee

In employment law and under the Equality Act 2010 employees are protected against being discriminated against on the grounds of age, disability, marriage or civil partnership, race, nationality, sex/sexual orientation, ethnic origin, gender reassignment, pregnancy or maternity, religion or belief and colour.

In cases of discrimination, tribunals can award unlimited compensation and there is NO length of service requirement for employees to make a claim. In order to prove their case, a claimant need to establish on the balance of probabilities (reasonableness) that they received less favourable treatment due to a protected characteristic. The balance of probabilities is a lower standard of proof than in criminal courts. It is then up to the employer to prove to the tribunal that this is not the case, which can be extremely difficult to do.

Unfair dismissal of an employee

Dismissing an employee without having a legally fair reason or not following the correct Acas Code of Practice / legal process, can lead to an employment tribunal awarding the employee up to more than a year’s grow pa and that can’t be more than £93,878 if they were dismissed on or after 6^th April 2022 compensation or a year’s pay if this is lower.

In addition to that, you will have to pay your employment lawyer’s / Barristers fee even if you win. These are known as ‘disbursement’. The disbursement we normally incur is counsels’ fees; usually for representation at the Employment Tribunal (ET) with Barristers tending to cost approximately £750 to £2,000 + VAT per day depending on their experience and the case involved>

However, employees need to have had 2 years service to claim unfair dismissal, although if they can show that they were discriminated against unfairly when dismissed they can make a tribunal claim regardless of their length of service (see above).

Underestimating the knowledge of employees

Employees can now find any information about their rights on the internet, so tend to be very knowledgeable about their rights at work and processes their employers should be following.

As an employer if you don’t do things properly this can lead to your employees being demotivated and lower productivity. So, make sure you treat your employees fairly and lawfully and it will lead them to be happier and more productive at work

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If you want to always keep up with employment law and wish to know more please get in contact now.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

For further information on any of the HR subjects we provide, please click the heading below:

20 03 2023

The True Cost of Recruitment

Matthew Chilcott Blog, General, Handbook, Recruitment #outsourcedhumanresources, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Recruitment, Small Business, SME, SME's

Blog 1 of 3

People often believe that the cost of recruiting is purely the cost for advertising or using a recruitment agency. They rarely consider the other common costs such as management time or loss in production.

Unfortunately most companies underestimate the cost of recruitment by 90-95%. This can often lead to terrible decisions that can increase costs, even when the original intention was to reduce them.

What are the costs involved with recruitment?

Main Costs:

External expenditure such as recruitment agency costs. These can 15%-30% of salary involved – higher using an executive search company.
Advertising
Subscriptions to social media and database aggregators
Attendance at recruitment shows
In-house recruiters

Many companies seek to reduce their headline costs by taking recruitment in-house, hoping to avoid agency costs. They often deliver 8-15% costs compared to salaries – less of a saving than intended. Over 70% of in-house solutions fail to source all – this can reach 90% placement failure. This subsequently leads to working with agencies, driving the average cost up to 12-20%.

Cost of Recruitment

Assumes £40,000 average salary

Agency led solution (22% average)	£8,800 per head
In-house solution (12% average)	£4,800 per head

When is the right time to hire?

Many companies record how long it takes to recruit new members to the team, but fail to recognise it as a cost. Actually this is a huge business overhead.

The average hiring time is 10-12 weeks (from job opening to an accepted offer), during which time the role is unfilled. For that period there is either no productivity, or it is provided by diverting someone else, (if possible).

All these options have a tangible cost, plus if the hiring timeline slips the cost goes up. In-house recruitment teams take longer to hire with an average 12-16 weeks. This is due to a lack of extensive databases and wider industry contacts. This has a significant impact on the cost involved.

How can hire costs be reduced?

Proactive recruitment planning

Move away from the purely reactive model and understanding your recruitment demand. This can reduce the typical hiring times by 4-6 weeks. For the best results, operate a Talent Warehouse. By pro-actively sourcing and managing candidates before they are needed, hiring times can be cut by to 3-4 weeks.

“This approach offers a huge saving,” says Matthew from Consensus HR. “We actively encourage our clients to maintain a database of applicants – people who have been recruited and interviewed previously, but not offered a role at that time. These applicants should be told that that their details will be maintained on a database and contacted immediately should a suitable vacancy arise.”

Effective management involvement

Management time within the recruitment process is a major cost. This typically involves:

Specifying roles
Reviewing CVs
Interviewing
Repeating the process as over 50% of offers made are rejected

This cost is the same whether candidates are sourced by agency or in-house. A Talent Warehousing approach is the only cost-cutting option, reducing management time invested in recruiting by an average of 70%. Consensus HR offers effective recruitment support by:

Writing a detailed job description and advertisement for the role
Reviewing CVs received
Producing a detailed recruitment process and selection criteria
Attending interviews as required

These activities significantly reduce the management costs involved within the hiring process.

How could you reduce the recruitment costs in your business? How could you introduce Talent Warehousing?

Contact us now

If you want to always keep up with employment law and wish to know more please get in contact now.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

For further information on any of the HR subjects we provide, please click the heading below:

08 03 2023

The Importance of Employee Engagement and How to Improve it

Matthew Chilcott General, Handbook #employeeengagement, #engagement, #outsourcedhumanresources, #stevenge, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

As a human resources consultant, I have seen first hand the impact that employee engagement can have on a company. Engaged employees are more productive, more likely to stay with the company, and more committed to achieving the company’s goals. On the other hand, disengaged employees can have a negative impact on the company, including decreased productivity, increased turnover, and decreased customer satisfaction.

In this article, we will explore the importance of employee engagement and how to improve it.

What is Employee Engagement?

Employee engagement is the emotional connection that an employee feels to their job and the company they work for. Engaged employees are motivated and committed to their work, and they feel a sense of purpose and fulfilment in what they do. They are also more likely to be creative, innovative, and productive, and they are more likely to go above and beyond what is expected of them.

Why is Employee Engagement Important?

There are many reasons why employee engagement is important, including:

Increased productivity: Engaged employees are more productive, which can lead to increased profits and success for the company.

Lower turnover: Engaged employees are less likely to leave the company, which can save the company time and resources that would be spent on recruitment and training.

Improved customer satisfaction: Engaged employees are more likely to provide excellent customer service, which can lead to increased customer satisfaction and loyalty.

Better financial performance: Companies with high levels of employee engagement tend to have better financial performance, including higher profits and stock prices.

Improved employee health and well-being: Engaged employees are more likely to be happy and satisfied with their jobs, which can lead to improved health and well-being.

Employee, Worker or Self-Employed … What’s the Difference

Anti-Slavery Day | Consensus HR in Herts & Beds.

How to Improve Employee Engagement

Improving employee engagement is an ongoing process that requires commitment and effort from everyone in the organisation. Here are some steps that you can take to improve employee engagement:

Communicate effectively: One of the key factors in employee engagement is effective communication. Make sure that employees are aware of the company’s goals, strategies, and plans, and encourage them to share their thoughts and opinions. Encourage open and honest communication, and provide opportunities for employees to ask questions and provide feedback.

Recognise and reward employees: Employee engagement can be improved by recognizing and rewarding employees for their achievements. Provide opportunities for employees to be recognized for their contributions, and use a variety of recognition programs, including bonuses, promotions, and public recognition.

Provide opportunities for growth and development: Engaged employees are those who feel that they are making progress and growing in their careers. Provide opportunities for employees to learn new skills, take on new responsibilities, and advance in their careers. Encourage employees to pursue their passions and interests, and provide support for their professional development.

Foster a positive work environment: Employee engagement is positively impacted by a positive work environment. Encourage collaboration, teamwork, and a supportive culture, and provide opportunities for employees to connect with one another, both professionally and personally.

Empower employees: Engaged employees are those who feel that they have control over their work and that they are making a meaningful contribution. Empower employees by giving them the resources, information, and support they need to do their jobs effectively. Encourage employees to take ownership of their work and to make decisions that will benefit the company.

Measure and track employee engagement: To determine the effectiveness of your employee engagement initiatives, it is important to measure and track employee engagement. Use surveys, focus groups, and other tools to assess employee engagement, and analyse the results to identify areas for improvement. Regularly gather feedback from employees to understand their needs, concerns, and opinions. This can help you identify areas of the company that need improvement, and it can also help you see the impact of your engagement initiatives.

Address employee concerns: One of the biggest reasons for disengagement is when employees feel that their concerns are not being addressed. Make sure that employees have a clear and effective way to voice their concerns, and that they feel confident that their concerns will be heard and addressed. Be proactive in identifying potential issues and addressing them before they become major problems.

Lead by example: Finally, it is important for leaders to lead by example and to demonstrate the importance of employee engagement. Show your commitment to engagement by actively participating in initiatives and programs, and by making engagement a priority in your own work. Encourage and motivate other leaders to do the same, and create a culture that values and supports employee engagement.

Employee engagement is an essential aspect of a successful company, and it is important for businesses to make it a priority. By improving employee engagement, you can increase productivity, lower turnover, improve customer satisfaction, and achieve better financial performance. To improve engagement, companies need to communicate effectively, recognise and reward employees, provide opportunities for growth and development, foster a positive work environment, empower employees, measure and track engagement, address employee concerns, and lead by example. Investing in employee engagement will not only benefit the employees, but it will also benefit the company as a whole.

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Young workers' safety highlighted during National Apprentice Week

07 03 2023

UK gender pay gap widens

Matthew Chilcott Blog, General, Handbook, Rewards & Benefits #equalityact2010, #equalityanddiversity, #genderpay, #HR Herts, #HRblog, #HRStevenage, Business, Business Owners, hertfordshire, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's, stevenage

Matthew Pinto-Chilcott, Owner of Consensus HR comments: “Following several blogs that we have written on Equality and Diversity in the workplace and how it stands now, news is reporting that the gender pay gap widens is driven by high childcare costs and the fact in the current climate, costs are increasing faster than wages. At Consensus HR, we are finding this to be an area of concern with some of our clients and have been helping them for find suitable solutions from a team member, HR, and organisation prospective.”

NEWS ARTICLE: UK gender pay gap widens, driven by high childcare costs.

A new report from PwC reveals that the UK’s gender pay gap has widened as sharp increases in the cost of childcare hamper women’s employment outcomes. PwC’s Women in Work index shows the nation’s average pay gap widened by 2.4 percentage points to 14.4% in 2021, meaning the gap between what the average man and the average women earns in hourly pay has got bigger. With childcare costs rising faster than pay increases, Larice Stielow, senior economist at PwC, says: “The motherhood penalty is now the most significant driver of the gender pay gap and, in the UK, women are being hit even harder by the rising cost of living and increasing cost of childcare. With this and the gap in free childcare provision between ages one and three, more women are being priced out of work. For many it is more affordable to leave work than remain in employment and pay for childcare, especially for families at lower income levels.”

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