Welcome to Our 12-Week HR Essentials Blog Series for Business Owners and Managers – Week 2:
At Consensus HR, we know that effective HR management is key to creating a productive, compliant, and supportive workplace. Over the next 12 weeks, we’re providing business owners and managers with practical insights into different aspects of HR—from recruitment and onboarding to performance management, mental health support, and legal compliance.
Each weekly blog offers actionable advice to help you strengthen your HR practices, minimise risks, and support your team’s growth and well-being. Join us on this journey as we explore how thoughtful HR can positively impact your business and create a thriving, engaged team.
Week Two of Twelve
Week 2: Effective Recruitment Strategies to Attract Top Talent:
Overview:
Recruiting the right talent is foundational to business success. Well-thought-out recruitment strategies attract candidates who are not only qualified but also a cultural fit for the business.
Key Points:
Crafting Job Descriptions: Write clear, precise job descriptions that outline responsibilities and the ideal candidate profile. Include essential skills and desirable attributes.
Sourcing Candidates: Utilise various platforms like job boards, social media, and employee referrals to widen the candidate pool.
Effective Interviewing: Develop structured interviews to assess both technical skills and cultural fit and consider including practical tasks for relevant roles.
Promoting Diversity: Strive for a diverse team by reducing biases in recruitment, ensuring all potential employees have an equal opportunity
Managing HR can feel complex, but you don’t have to navigate it alone. If you have questions about this week’s topic or need tailored HR support for your business, our team is ready to help you create a productive, compliant, and supportive workplace. For more information, visit our website at www.consensushr.com or get in touch with us directly. Let’s work together to make HR a strong asset for your business.
To view more about our range of HR & Employment Law Services
At Consensus HR, we are proud to offer a wide range of HR & Employment Law services to help our clients with all areas of best practice and Employment Law which can be found by clicking on the button:
Are you concerned about keeping your business up to date with Employment Law changes?
If your business always wishes that it works in all areas to the benefit of the team and company and as an employer of choice, give us a call or email now for a non-obligatory chat.
Consensus HR | Your Outsourced Human Resources and Employment Law Department | “Helping companies take the pain out of managing people whilst Preventing People Problems.” 01438 576750
Our Latest blog: Is all your team, all legally entitled to work within the UK?
A key part of any companies Recruiting Strategy should be the checking of an employee’s right to work within the UK and assumptions should never be made. Consensus HR firmly emphasisis to all clients to ensure that they obtain the required document as shown within this blog and a copy kept for future use, if needed. When Matthew Chilcott, our business owner worked for a well-known Hospitality company, he went through the process of getting the companies HR files up to date and asked all members of the team to provide a relevant document that proved their right to work in the UK. Even though this was an inconvenience to many, the team all ensured the relevant document was provided so that a copy could be taken. This process identified a member of the team who was NOT authorised to work within the UK and could have resulted in a hefty fine for the company.
So, In the UK, what are employers required to check that all employees have the right to work in the country. We have produced a step-by-step guide on how to check right to work documents:
1. Obtain the Documents
Ensure you have one of the following sets of documents from the employee:
List A: Documents that show the holder is a British citizen or a citizen of the UK and Commonwealth having the right of abode in the UK, or other types of settled status.
List B: Documents that show the holder has a time-limited right to work in the UK.
2. Verify the Documents
Physically check the original documents in the presence of the holder.
Check for authenticity: Make sure that the documents appear genuine, are not expired, and belong to the person presenting them. This involves:
Checking photographs and dates of birth for consistency across documents and with the person’s appearance.
Ensuring the expiry dates of any limited leave to enter or remain in the UK have not passed.
Checking any work restrictions.
Ensuring the documents are genuine and have not been tampered with.
Checking the reasons for any different names across documents (e.g., marriage certificate or divorce decree).
3. Make Copies and Record the Date
Make a clear copy of each document in a format which cannot later be altered (e.g., a photocopy or a PDF scan).
Record the date on which the check was made.
For passports, copy any page with the document expiry date, the holder’s nationality, date of birth, and photograph, and any page showing immigration endorsements.
For all other documents, make a complete copy.
4. Online Right to Work Check (Optional)
If the employee has an immigration status that can be checked online (such as settled or pre-settled status under the EU Settlement Scheme, or a biometric residence permit/card), you can use the Home Office online service:
The employee will need to provide you with a “share code” which they can obtain from the UK government website.
Use the share code along with the employee’s date of birth to check their right to work online.
Download or print a copy of the online check result and store it.
5. Follow-Up Checks
If the employee has a time-limited right to work, conduct follow-up checks before their right to work expires.
Set reminders to perform these follow-up checks.
6. Use the Employer Checking Service
If the employee cannot provide the necessary documents and you have a reason to believe they have the right to work, you can contact the Home Office Employer Checking Service.
Documents Accepted for Right to Work Check:
List A (permanent right to work):
UK passport.
Biometric Residence Permit indicating indefinite leave to remain.
Passport or national identity card from a European Economic Area (EEA) country or Switzerland.
Birth or adoption certificate from the UK, Channel Islands, Isle of Man, or Ireland.
List B (temporary right to work):
Biometric Residence Permit with a time-limited period.
Passport endorsed to show the holder can stay in the UK and is allowed to work.
A positive verification notice from the Home Office Employer Checking Service.
My HR Comment: Are all of your team legally entitled to work within the UK?
Matthew Chilcott, Owner of Consensus HR comments: “By following these steps, you can ensure compliance with UK immigration laws and avoid penalties for employing individuals who do not have the right to work in the UK.”
Consensus HR encourages clients to have a policy in place that covers all areas including:
How robust is your Recruitment Strategy? Talk to Matthew at Consensus HR and find out!”
Further information on my past experience can be found on my LinkedIn profile.
Do you need help with your HR and Employment Law?
If you find it hard to keep on top of HR and Employment Law changes and manage a team, give us a call / email now to talk about how we can help you Prevent People Problems.
Consensus HR | Your Outsourced Human Resources & Employment Law Department. | “Helping companies take the pain out of managing people whilst Preventing People Problems.” – 01438 576750.
Are you concerned about keeping your business up to date with Employment Law changes?
At Consensus HR, we ensure that our clients do not make assumptions when it comes to the performance / abilities of team members and that if identified, we seek the member of teams consent to write to a relevant medical professional to obtain support and advice and any reasonable adjustments needed to ensure what is possible is provided.
If you manage a team / business and find it hard to keep on top of changing Employment Law and best practice and wish you could outsource it to a HR Charity for a small monthly investment, give us a call now for a non-obligatory conversation.
Consensus HR | Your Outsourced Human Resources and Employment Law Department. | “Helping companies take the pain out of managing people whilst Preventing People Problems – 01438 576750.
While February 2024 saw further increases in rates of starting pay for both permanent and temporary workers, as employers reacted to competition for highly-skilled candidates, the rate of salary inflation was the slowest recorded since 2021.
This is one of the key findings in the latest Report on Jobs published by the Recruitment and Employment Confederation (REC) and KPMG.
Ongoing economic uncertainty and hesitancy to commit to new hires amid cost pressures led to a further marked fall in permanent placements, the report notes, while temp billings dropped at the steepest rate since mid-2020.
With uncertainty over the economic outlook leading employers to often delay or freeze hiring decisions, the number of people placed into permanent jobs across the UK continued to decline markedly midway through the first quarter (Q1) of 2024.
The availability of staff rose for the 12th straight month in February amid reports of redundancies and a slowdown in hiring activity.
REC Chief Executive, Neil Carberry, said: “The temporary labour market is the unsung hero of the economic uncertainty of recent years. It keeps the cogs of the economy turning amidst uncertainty and labour shortages — but it still needs nurturing. As we approach the General Election, businesses will be looking to politicians for commitment on this, and reforms of regulation that will support it from IR35, to regulating of the umbrella market and delivering flexibility to the Apprenticeship Levy.”
The retail and construction sectors led the downturn in demand for temporary workers. Of the 10 surveyed job categories, only blue-collar and engineering noted increases in demand for short-term staff during February.
HRInform
Our HR Comment / Advice:- Salary inflation at the slowest recorded rate in nearly three years | Consensus HR | Herts, Beds
Matthew Chilcott, FCIPD, ACEL, owner of Consensus HR comments: “These statistic from these reports demonstrate the current labour market and vas uncertainties of what to expect with the Election approaching and highlight why businesses need to ensure that their Recruitment Strategy is correct for their business. At Consensus HR, we understand that selecting the right candidates whilst attracting them to your business is never easy, whilst ensuring when you have successfully recruited that you retain them. This is why we always encourage our clients to look at the bigger picture and their companies HR Strategy in general for the success of the business and the member of the team. Getting your recruitment strategy right is the start but then ensuring that they remain motivated and an asset to the company is another chapter. Their Induction, development, performance reviews,Contracts of Employment, Employee Handbooks from day one of employment and the list goes on are all key parts of getting your HR strategy right and becoming an employer of choice. Believe me, this is not easy and maintaining it, is another challenge.
To view more about our range of HR & Employment Law Services
At Consensus HR, we are proud to offer a wide range of HR & Employment Law services to help our clients with all areas of best practice and Employment Law which can be found by clicking on the button:
Are you concerned about your companies HR Strategy?
If you wish to talk to us at Consensus HR about your current HR Strategy for your business and team and look at ways of getting the right candidates in the right places whilst ensuring your is a place where people like to come to work and the business succeeds, give us a call now.
Consensus HR | Your Outsourced HR & Employment Law Department | “Helping companies take the pain out of managing people whilst Preventing People Problems” – 01438 576750
Whistleblowing protection does not extend to external job applicants.
Note for employers:
This case clarifies the level of protection that job applicants can be given against whistleblowing and confirms that it will not be applied to external applicants, save under limited NHS job candidates not applicable in this case.
Nevertheless, even though the protection wasn’t extended in this case, this should serve as a reminder of the need for a robust recruitment process. This includes measures such as having more than one interviewer to avoid misinterpretation of what has been said. Another measure that can helps employers in cases such as these are compiling detailed notes during the interview process, including when it comes to making decisions. This will help employers get an overview of what happened during the interview and (hopefully) reassure them that genuine and on-discriminatory reasons explain the applicant’s rejection.
Our HR / Employment Law comments are at the bottom of this article.
LAW
The Employment Rights Act 1996 (ERA) sections 47B and 48 give protection to employees and workers following a public interest disclosure. It does not, however, extend that protection to job applicants.
Under the Human Rights Act 1998 section 3(1), primary legislation has to be read, so far as possible, in a way that is compatible with the European Convention on Human Rights (ECHR), including the status of worker under the ERA. That is unless by doing so it is necessary to amend the wording of the law; only parliament can do that.
Article 10 ECHR relates to the freedom of expression, and article 14 the prohibition of discrimination. Withholding protection from a whistle-blower legally entitled to protection would be a breach of these rights.
In Gilham v Ministry of Justice [2019], the Supreme Court had to decide how to interpret the ECHR definition of “other workers” found in article 14 in order to apply the whistleblowing protection under the ERA. To do so, it created a four stage test:
(i) whether the facts fell within an ECHR right;
(ii) whether the claimant was treated less favourably than others in an analogous situation;
(iii) whether the reason for such treatment was based on a listed ground or other status;
(iv) whether the treatment was proportionate
FACTS
The claimant had two job interviews with the respondent but was not accepted for either role. The claimant then filed a police report that alleged that during the interviews she had been verbally harassed by the respondent’s employees. She later complained directly to the respondent about the way the interviews had been conducted, prompting an internal investigation. She also made a complaint to her MP about the interviews and alleged that an employee of the respondent was involved in trust related financial irregularities. The respondent dismissed the complaints and disapplied her right to appeal.
The claimant subsequently brought a claim before the ET arguing that she had suffered a detriment when her right to appeal had been disapplied, and that this was because of the allegations regarding the financial irregularities she had made. She argued that whilst she was not a worker under the ERA, the protections for whistle-blowers should be extended to applicants by reason of ECHR articles 10 and 14
EMPLOYMENT TRIBUNAL (ET)
The ET had to first establish if it had jurisdiction to hear this case, which hung on whether or not the claimant held the appropriate status to be eligible to bring an ET claim.
In order to answer this, the ET applied the four stage test in Gilham v Ministry of Justice [2019]. To answer the second stage of that test, an “analogous” situation must be identified. Here, the claimant was arguing that internal applicants could be used for comparative purposes, and that by denying the right of appeal she had been treated less favourably that an internal applicant would have been. This was however rejected by the ET. In the case of an internal applicant, there is an existing relationship between the that does not exist in the same way as between the employer and an external applicant, and as such the situations cannot be analogous.
This reasoning led to the conclusion that she was not eligible to bring a whistleblowing claim. The ET held that Parliament had clearly intended to exclude job applicants from having whistleblowing protection. It also held that the ECHR was not engaged here, as ‘job applicant’ was not a recognised status for the purposes of article 14. In any event, the ET held that even if that were not the case, the actions of the respondent would have been proportionate in the circumstances.
This was appealed.
EMPLOYMENT APPEAL TRIBUNAL (EAT)
Dismissing the appeal, the EAT confirmed the ET’s decision that the claimant was not treated less favourably to others in an analogous situation as her status as external job application did not fall within the prescribed statuses in article 14. To hold otherwise, the EAT said, would only be possible after “legislative deliberation” on the wording of the existing law.
HRInform
Our HR Comment and Advice: – Sullivan v Isle of Wight Council – Whistleblowing: Job applicants | Consensus HR – Herts, Beds
Matthew Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: – “This is a rather interesting and comprehensive case that took me a few reads to fully understand but highlights the importance of companies ensuring their Recruitment Strategy is correct and working to best practice and the law. As stated within this case, Sullivan was not an employee and as such not eligible to bring a Whistleblowing claim but regardless of this, if the employer had ensured that they worked to best practice when recruiting by ensuring more than one person was recruiting and detailed notes of the interview had been kept when making the decision, this could have been dealt with a lot easier and promptly.”
To view more about our range of HR & Employment Law Services
At Consensus HR, we are proud to offer a wide range of HR & Employment Law services to help our clients with all areas of best practice and Employment Law which can be found by clicking on the button:
Are you concerned about how you recruit and your recruitment strategy?
If you ever need to recruit and want to ensure that your Recruitment Strategy is fit for purpose and gains the best results for the business and team, give us a call now for a non-obligatory chat on how Consensus HR can help you and your business.
Consensus HR | Your Outsourced HR Department – 01438 576750 | “Helping companies take the pain out of managing people whilst Preventing People Problems.”
Many newly qualified teachers in the UK are choosing to teach abroad due to poor pay and conditions in schools at home, according to new evidence. Universities across the country report that more teaching graduates are opting for international posts for their first job, attracted by higher pay and more respect. The trend will worsen the teacher shortage crisis in UK schools, with vacancies nearly doubling since before Covid. The government is also missing its teacher-training targets, leading to reliance on non-specialist teachers and supply cover. Evidence from the Institute of Education at Manchester University shows that 15% of its primary cohort plans to work abroad. Pay for early-career teachers is often below training bursaries, leaving them unable to afford living costs.
Our HR comment: Newly qualified teachers leaving UK for higher pay abroad | Consensus HR | Herts, Beds
Matthew P Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “I always remember the phrase “everyone remembers a good teacher” and I do, to this day. Mrs Morgan is the teacher I always remember. Why? Because she knew how to get the best out of you when teaching any subject whilst motivating, developing and encouraging you at all times. At Consensus HR we provide development in a wide range of management subjects such as Performance Management, Employment Law, Communication, Feedback and many more to give the skills required for the team and the businesses success. Was also note when recruiting and asking specific behavioural and technical questions the vast difference in responses from candidates which can make a vast difference to the outcome. Teaching whether at school or in the workplace, is vital for the continual success of both the student / employee and business whilst also being able to adapt to ensure you meet the needs of the individual and their learning style.”
Contact us now
I you have a team and would like to look at how you can manage their performance and provide the development required, give us a call now.
Consensus HR | “Helping companies take the pain out of managing people, whilst preventing people problems.”
Small and medium-sized enterprises (SMEs) in Britain are struggling to compete for talent, with the cost of recruitment soaring, a new study suggests. According to research from talent platform Employment Hero, 89% of SMEs are struggling to match salaries offered by bigger organisations in the UK. The study of 514 small businesses found that multinationals present a threat to 69% of firms. The average cost of hiring has risen by 68% to £3,089 over the last year. SMEs, particularly those employing less than 10 workers, are also facing the highest advertising costs and turnover rates. Ben Thompson, CEO and co-founder of Employment Hero, said, “Recruitment isn’t working for SMEs. They are the backbone of our economy but can’t keep up with a hiring environment of increasing complexity and cost, where huge multinational companies can easily outspend them in the race for top talent.”
Our HR comment: – Small businesses struggle to compete for talent | Consensus HR – Herts, Beds
Matthew P Chilcott, FCIPC, ACEL, Owner of Consensus HR comments: “This is a very interesting and worrying article for SME’s which is the core of Consensus HR’s business and is why we like to work with businesses to find the best recruitment & HR strategy for them. We have recruited for a range of roles in the past and have agreed, when necessary, some great rates with local recruitment providers. Businesses, however, need to realise that it is not just the recruitment that costs but ensuring that when you have recruited that they develop the new employee into the business and help them to grow into the organisation and its culture. This is why we offer all our client a three-month probationary workbook for new employees that I wrote many years ago which puts the emphasis on the new employee and business / manager to spend time with the new employee with emphasis on the recruit to play an active part.”
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If you have any questions about Health & Safety and what you should be providing within your business, give us a call now.
Job openings have fallen for the first time in almost three years and wage growth is slowing, according to analysis by the Recruitment and Employment Confederation (REC) and KPMG. The vacancy index slipped to a reading of 49.2 in September, the first time in more than two years that it had fallen below the 50-point threshold that separates growth from contraction. The decline was driven by a dip in public sector hiring. The report also shows that starting salary wage growth slumped to a two-and-a-half-year low, while temporary staff wage growth stalled to its slowest pace in 31 months. Claire Warnes, a partner at KPMG UK, said: “Employers are clearly nervous due to the long-term economic uncertainty and budget constraints that are affecting businesses everywhere. This is leading to a continued reliance on temporary staff.” REC chief executive Neil Carberry said: “This feels like a market that is finding the bottom of a year-long slowdown. The relative buoyancy of the private sector is likely to be driving this more positive outlook.”
Our HR comment: Vacancies fall for first time in three years. | Consensus HR – Herts, Beds
Matthew P Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: – “This is an interesting article with some interesting statistics and shows that the recruitment sector is seeing major changes with growth slowing for the first time in the last three years. There is currently a lot of uncertainty in the market, and we wait to see what the rest of the year brings with an anticipated election next year. At Consensus HR, when we are asked to run a recruitment campaign for a client, we always ensure that we have a detailed strategy meeting to ensure we are only attracting the right people using the right media considering the salary for the role, role requirements, culture of the business and the overall recruitment strategy for the company. We help companies when they decide to recruit their first employee and beyond to put in place the HR / Legal foundations required for the success of the employee and the business. This helps to ensure that the business owner can get on with what they know best, their business with us giving them support when it comes to their team.”
Here are a view of our previous blogs written on the subject:
Contact us now
If your company is considering recruiting for a new member to the team or your first employee, give us a call now for a non-obligatory chat on the best way forward.
The UK’s Migration Advisory Committee (MAC) on Tuesday recommended abolishing one of the main routes for businesses to hire migrant workers in sectors where there are severe staff shortages, arguing that the current system was liable to drive down wages and leave workers open to exploitation. The so-called shortage occupation list (SOL) allows employers to pay foreigners 20% less than the going rate in jobs where there is deemed to be a shortage of workers. The MAC said scrapping the rules would help to prevent companies undercutting UK domestic worker pay rates and combat the exploitation of migrants. Despite its recommendation to abolish the rules, the MAC proposed adding eight occupations to the 2023 UK-wide list, including care workers, lab technicians, bricklayers, roofers and animal care services.
Our HR comments: – UK migration advisers call for tighter foreign worker rules | Consensus HR – Herts, Beds
Matthew P Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “It still seems to be the case that although we have low unemployment within the UK, certain sectors are still finding it very hard to recruit and as previously stated, my past industry sector, Hospitalities is still having major problems. This article demonstrates though that a current MAC scheme is having a very bad adverse effect on UK domestic workers which surely is not the right answer whilst no exploiting migrants?”
Contact us now
If your company is experiencing recruitment and employee problems and would like to discuss some available options to help you, give us a call now for a non-obligatory chat.
Britain’s jobs market is cooling, with hiring down and wage growth slowing, easing pressure on the Bank of England to push on with interest rate rises. Research by KPMG and the Recruitment and Employment Confederation (REC) found that permanent placements have contracted at the quickest pace since June 2020, with the employment index down last month to 38.9 from 42.4. The number of temporary positions has fallen for the first time since July 2020. Official data shows that unemployment is at a historic low of 4.2% and pay growth has reached a record high of 7.8%. The Bank thinks these factors will keep inflation elevated. KPMG and the REC say wages are still growing but the pace of expansion for permanent hires is down to its lowest level since March 2021.
Matthew P Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “We have written several blogs on this subject in the past, with a few of those shown below with their links. Hopefully, this news will be good for inflation but with high pay growth of 7.8% and unemployment at a historic low whilst Gen Z having different priorities when it comes to employment such as low loyalty / service, is it going to be harder for employers to retain staff? What are your thoughts?
Here are some of our previous blogs written on the subject
If you currently employ a team and wish to ensure that you recruit and retain the best team, give us a call for a non-obligatory conversation on how we can help you.
Leading accountancy firms are reverting to in-person interviews for hiring as they believe it is easier to assess candidates’ characters. KPMG and Deloitte will be returning to traditional in-person interviews this autumn, while EY is looking to follow suit by the end of the year. The switch is aimed at better preparing the pandemic generation that were educated remotely during lockdowns for office life, where working in-person with clients and colleagues is crucial. Lisa Fernihough, KPMG’s chief people officer, said: “For us as assessors, it is much easier to read the individual physically in person.” She added that a shift back to in-person interviews also enables applicants to gain a more grounded impression of the company. It is noted that KPMG has seen a 23% increase in applications this year and is hiring 1,400 graduates and apprentices. Between them, the Big Four receive around 80,000 graduate applications each year.
Our HR Comment:- Accountancy firms return to in-person interviews
Matthew P Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “This is an interesting article from The Sunday Times when it comes to a companies recruitment strategy and changing it following the Pandemic. It is starting to show that many things have changed due to the Pandemic changing many of the traditional ways of HR and this latest one involving an Accountancy firm is the latest where they are going back to the old way for recruiting and carrying out interviews in person. Personally, I believe the companies should always offer a face to face interview as it allow the interviewer the opportunity to find out a great deal about the person and how they will fit into the culture of the business whilst also allowing the candidate to gain a better understanding of the culture and what is required. This then allows it to work both ways for the candidate and company whilst hopefully helping retention and employee performance.
What are you views?
Here are a few of our latest blogs on the subject:
If you wish to look at your companies current recruitment strategy and how you may be able to improve / change it for the success of the business, give us a call now.
SMEs could hire 3.5m workers this quarter. | Consensus HR – Herts
Research from Barclays suggests UK small and medium-sized businesses (SMEs) could hire as many as 3.5m people in the next three months. The bank found that UK SMEs on average plan to hire 2.46 employees in the coming quarter, which would equate to 3.5m hires across all companies of this size.
Our HR Comment – SMEs could hire 3.5m workers this quarter.
Matthew P Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “This is great news from ‘The i” if what Barclays suggest is true. The plan to hire 2.46 employees in the coming quarter will mean a lot of preparation for these businesses in ensuring that they attract the right talent for the positions they are seeking whilst ensuring that all new recruits receive the relevant induction to the business. Many years ago, I wrote a three-month probationary workbook for new employees to the company for one major business and recently used it for a client of ours with its management team. We are in the early days of its introduction, but results are good at present and will mean at the end of their three-month probation, the company and employee will be able to demonstrate a consistent, reasonable and fair approach to getting them into the team and performing well for the benefit of the business and the new team member”.
What are your views? Is your business finding it hard to get the right talent on board?
Just click on the relevant title to read a few of our previous blogs written on the subject:
Aldi plans to hire over 1,700 workers in Britain as part of its ongoing expansion. The recruitment drive includes full-time and part-time positions at regional warehouses, with salaries of up to £53,000 a year. Aldi aims to open one new store per week in the UK until Christmas. Kelly Stokes, recruitment director at Aldi UK, stated that the company needs more colleagues to support its growth and attract new shoppers. Aldi has been the fastest-growing grocer in the UK, with sales rising by 24% and a market share of 10.2%. The retailer has a target to expand to 1,200 stores by 2025. Aldi and Lidl have expanded their presence in middle-class neighbourhoods, targeting shoppers from Sainsbury’s and Tesco.
Our HR Comment: – Aldi to hire over 1,700 workers in UK expansion.
Matthew P Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: – “This is great news to hear from The Times considering the current news in relation to Wilko’s and hopefully should the worse scenario happen, many of the team will be able to get a retail role with Aldi, another great retailer. Employers should ensure at all times that the team are continually informed of any updates in relation to their employment, so as to support them at this very difficult time.
Contact us now
If you would like to discuss ways of retaining your employees, give us a call for an informal chat | Update from Consensus HR, outsourced HR solutions. Herts, Beds, Cambs.
Give us a call now if you wish to discuss.
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