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How to attract and keep the best staff
Page 36
Page 39
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1. Legal requirements
When recruiting staff it is illegal to discriminate on the grounds of race, sex, sexual orientation, disability, religious or political beliefs, spent criminal convictions or membership (or nonmembership) of a trade union.
Applicants who believe they have been discriminated against might be entitled to make a claim to an employment tribunal — and there's no longer any ceiling on the financial compensation awarded them.
From 2006, employers will not be allowed to discriminate on the grounds of age. The implications for recruitment include stipulating minimum experience levels, provision of benefits, pay structures, pension and retirement schemes.
2. Young workers
Additional rules apply to the employment of workers under the age of 18. Under the Working Time Directive their weekly hours will be limited to 40 with a maximum working day of eight hours. Night shifts will be restricted to between 10pm-6am or 11pm-7am.
3. Data protection
Employers will need to comply with the new provisions of the Data Protection Code (DPC) and should only request and process data that is relevant and necessary to the job.
The collection of -sensitive personal data" will be subject to extra rules governing scrutiny and consent. The DPC also covers: employment records (collection, storage, disclosure and deletion); monitoring at work (use of the telephone, e-mail systems and vehicles); and medical information (occupational health. medical testing and genetic screening).
4. Recruitment methods
Depending upon the size and resources of a company,there are a number of ways to recruit drivers.They might simply come in looking for work, of course.
Alternatively, there's always the Job Centre, local and national press adverts, or links with local schools and colleges. When recruiting by word of mouth via the friends and families of existing employees, particular care must be taken to ensure that the sex and race discrimination regulations arc not breached.
5. Job description
A description of the job should be prepare outlining the main duties and responsibilitil who the new recruit will be responsible to— al who he or she will be responsible for.The ma tasks of the job can be in the form of a list. personal specification can outline the ma qualifications, experience and attributes th are essential or desirable; eg. whether ADR fork-lift experience is needectnumber of yet experience, customer-care experience. whit skills, knowledge of technology and soon.
Checks on an applicant's eligibility to work the UK might be a wise precaution.
6. Application forms
Application forms make it easier to compa candidates, with the employer deciding wl information will be requested. The fort should be easy for candidates to complete, a information on gender or ethnic origin shot be requested only if it is to be used as part of equal opportunities policy.
7. Interviewing
Deciding what information is required duni the interview will provide some structure a should ensure that all candidates are ask the same questions. Candidates will be inc relaxed if given a hot drink followed by inf mation on the company and the job. Questic should be open-ended ie, they require disc sion and cannot be answered by yes or no sponses. Outline the main terms and conditi( employment, including trial periods and hat kind of references are required.
Advise the candidate when to expect the utcome of the interview. It might be approprie to check a driver's knowledge of the drivers' Durs regs by asking specific questions. If assible,show candidates around the premises.
. References
'ritten or verbal references provide useful formation, and former employers should asked to confirm basic information such length of service, sickness/accident records, ekeeping, disciplinary record, relationships with colleagues and customers and why the employment ended.
There is no legal obligation to provide a reference but if one is provided care must be taken to ensure that the information provided is accurate and not malicious or negligent.
9. Induction
Ensure that new recruits arc able to settle into their new company and job as quickly as possible. and to make them feel welcome and valued. Even the most informal induction process should explain the contents of the staff handbook and the contract of employment. It should also explain the rult on appearance, smoking, cleaning of compat vehicles, methods of work, health and safei rest and first aid facilities.holidays.sick pay ar issues such as uniforms, security passes and tl company's policy on mobile phones.
10. Continental drivers
Employers need to check applicants' refe ences. Ask if applicants have had problems wit Customs or the Home Office to ensure th, drivers have not been accuse or prosecuted for offenct such as smuggling. •