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BUSINESS PROTECTION
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04.01.2017
Virtuelle Case Study: The Recruitment Consultant
I generally advise small businesses who don’t have the need for a full-time HR person but still need generalist HR services on a regular basis – all businesses need HR expertise and having an external HR advisor enables small businesses to leave HR in capable hands while they dedicate their time to their business.
The client
My client is a recruitment agency who are expanding rapidly. When they first started a couple of years ago, they only had a few employees so had no formal HR policies and procedures in place. However, as they are now growing, they are aware that they need to formalise their employment procedures.
What I do
I worked with my client to identify what they needed to put in place and when, in order of priority. Together we drew up an annual plan identifying what needed to be done over the next year: setting up formal employee records, putting in place formal contracts of employment, creating job descriptions, creating formal HR policies and procedures and an employee handbook, implementing a performance feedback and appraisal system and setting up an induction procedure. I am also advising them on recruitment and selection, employee training, employee engagement and reward structures.
How what I do helps my client
As my client is expanding their business, they are keen to have formal HR processes, policies and procedures in place to be compliant with current legislation and to follow best practice.
My client doesn’t have the need to employ a full-time HR person but working with me means that they know that they have HR support and advice when they need it.
My client knows that I am an Associate of the CIPD (Chartered Institute of Personnel and Development), that I like to keep up to date with HR trends and developments, and that I regularly attend CIPD and ACAS training on employment law and employee relations, so I can give them advice on current best practice.
As an external HR consultant, I can offer objective, unbiased opinions and am able to share with my client other business stories, success and ideas. I provide a fresh set of eyes and bring new ideas and perspectives that I know my client values.
The client
My client is a recruitment agency who are expanding rapidly. When they first started a couple of years ago, they only had a few employees so had no formal HR policies and procedures in place. However, as they are now growing, they are aware that they need to formalise their employment procedures.
What I do
I worked with my client to identify what they needed to put in place and when, in order of priority. Together we drew up an annual plan identifying what needed to be done over the next year: setting up formal employee records, putting in place formal contracts of employment, creating job descriptions, creating formal HR policies and procedures and an employee handbook, implementing a performance feedback and appraisal system and setting up an induction procedure. I am also advising them on recruitment and selection, employee training, employee engagement and reward structures.
How what I do helps my client
As my client is expanding their business, they are keen to have formal HR processes, policies and procedures in place to be compliant with current legislation and to follow best practice.
My client doesn’t have the need to employ a full-time HR person but working with me means that they know that they have HR support and advice when they need it.
My client knows that I am an Associate of the CIPD (Chartered Institute of Personnel and Development), that I like to keep up to date with HR trends and developments, and that I regularly attend CIPD and ACAS training on employment law and employee relations, so I can give them advice on current best practice.
As an external HR consultant, I can offer objective, unbiased opinions and am able to share with my client other business stories, success and ideas. I provide a fresh set of eyes and bring new ideas and perspectives that I know my client values.
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