Whether you are looking for a temporary or permanent member of staff, finding the perfect candidate can raise all kind of questions. These are some of the questions that we get asked the most by employers. If your question isn’t answered here, then please contact us.
I’ve never thought about employing temporary staff before but may need to now. Help! How does it work?
Just let us know what role you’re struggling with and we’ll take all the details. We can then either send one of our experienced temporary members of staff who fits the bill or, for longer term roles, you may prefer to look at a few CVs, maybe hold a couple of interviews and decide from there. We’ll let you know what the total cost per hour is going to be. This amount will include all statutory payments and then, when you’re happy, we’ll organise for your vetted candidate to arrive bright and early to start work!
I’ve got a member of staff absent due to illness. How flexible can a temporary member of staff be?
We have lots of highly skilled people wanting various hours of work. If you have a requirement, we’re confident we can find you someone to fit in. If your member of staff returns to work sooner than expected, we can reassign our temp elsewhere, giving you maximum flexibility.
What about the Agency Workers Regulations? I heard we can't keep a temp after 12 weeks?
This is not the case! After a temporary worker completes a 12 week qualifying period with the same client, in the same role, they will be entitled to have the same basic terms and conditions of employment as if they had been employed directly. It’s usually a fairly straightforward process and we can even come along to your office and talk you through it and make sure everything is done right. There could be a slight adjustment in the pay and charge rate at the 12 week point, but you get to keep a happy, productive member of staff.
How does it work if a temporary member of staff wants to take some holidays?
Simple. As long as you have authorised it, the temp takes their leave and we pay them for it. No extra cost to you and no hassle. We can even find a replacement to cover.
We love our new temporary member of the team. Can we take them on permanently?
Of course, just let us know and we can work out the most cost effective way for you to do so
How do I know I'm working with a reputable recruitment consultancy?
Go for one that has been recommended by the REC (The Recruitment and Employment Confederation). The REC is a professional body which supports and represents the recruitment industry and, of course, we are full members! Have a look on their website for more useful information. http://www.rec.uk.com/home
How does the process work when you recruit permanent staff on our behalf?
We draw up a shortlist of suitable candidates, interviewed and vetted by us, for you to interview. On successful appointment of one of our candidates, a placement fee will be payable. There will be no cost incurred unless a candidate is placed.
One of our consultants will discuss all your requirements with you, compiling a comprehensive job specification. Our aim is to understand the role in as much detail as you do! Your consultant will then use a range of methods to source the very best candidates for your vacancy. This will include utilising our bespoke database of existing candidates as well as actively sourcing candidates from database searching, advertising on our own website and posting on external job boards, ensuring we reach the widest possible audience. A shortlist of candidates is compiled and interview arrangements are made for you.
The Consultant will control all interview feedback, keeping you and the candidates fully informed throughout the process, as well as job offer management right up to the day their employment with you begins
Who will I be dealing with?
You will have a dedicated consultant. In order to provide a seamless and consistent service it is important we gain a thorough understanding of our clients’ staffing requirements. This is why you will have a dedicated consultant, giving you one point of contact, someone who knows about your business and what you are looking for.
How do I know you will find the right person for me and won’t overlook any candidates?
As an equal opportunities employer, you can be sure that we’ll always act responsibly, fairly and judge each and every one of our candidates on their merits alone.
What is your diversity policy?
At Headway we are passionate about eliminating discrimination in the workplace, which is why all our staff look to identify any recruitment practices that could put any one of our candidates at a disadvantage in their job search. You’ll always be judged on your abilities alone – that’s all Headway are interested in, we make sure it’s all that the employers we work with are interested in too.
We protect your rights and promote equal opportunities and diversity; and to make sure you’re always treated the way you should be, we adhere to the following acts of legislation:
• Conduct of employment agencies and employment
• Business Regulations 2003
• Employment Relations Act 1999
• Equality Act 2010
• The Police Act 1997
• Health & Safety at work Act 1974
• Working Time Regulations 1998
• Data Protection Act 1998
• Asylum & Immigration Act 1996
• Electronic Communications Act
• National Minimum Wage Regulations
What is your complaints procedure?
COMPLAINTS POLICY AND PROCEDURE
Headway Recruitment is committed to providing a high level service to our customers. If you do not receive satisfaction from us we need you to tell us about it. This will help us to improve our standards.
If you have a complaint, please contact the manager of the office in question by phone in the first instance so that we can try to resolve your complaint informally.
At this stage, if you are not satisfied please contact Mark Gill, Managing Director. You can write to him at: email@example.com
30a Bingley Road, Saltaire, Bradford, BD18 4RS.
1. We will send you a letter acknowledging your complaint and asking you to confirm or explain the details set out. We will also let you know the name of the person who will be dealing with your complaint. You can usually expect to receive our letter within 7 days of us receiving your complaint.
2. We will record your complaint in our central register within a day of having received it.
3. We will acknowledge your reply to our acknowledgment letter and confirm what will happen next. You can expect to receive our acknowledgement letter within 5 days of your reply.
4. We will then start to investigate your complaint. This will normally involve the following steps;
We may ask the member of staff who dealt with you to reply to your complaint within 5 days of our request;
We will then examine the member of staff’s reply and the information you have provided for us. If necessary we may ask you to speak to them. This will take up to 4 days from receiving their reply.
5. Mark Gill will then invite you to meet him to discuss and hopefully resolve your complaint (unless the complainant is deemed to acted in an aggressive manner). He will do this within 5 days of the end of our investigation.
6. Within 2 days of the meeting Mark Gill will write to you to confirm what took place and any solutions he has agreed with you.
If you do not want a meeting or it is not possible, Mark Gill will send you a detailed reply to your complaint. This will include his suggestions for resolving the matter. He will do this within 5 days of completing his investigation.
7. At this stage, if you are still not satisfied you can write to the REC, our trade association of which we are a member marked for the attention of the Consultancy and Compliance Team, REC, Dorset House, 1st Floor, 27 – 45 Stamford Street, London, SE1 9NT.
If we have to change any of the time scales above, we will let you know and explain why.
NOTE: In any event, we will comply with any statutory procedures that may relate to your complaint.