The Gangmasters Licence and why it matters to your business

We display our gangmasters licence on our website and on every proposal we create that requires it we detail how we ensure your business is covered. But what is the meaning of this piece of legislation? More importantly, what does it mean for your business, and how does this impact your choice of recruitment partner?

Why was the gangmasters licence introduced?

The GLAA explains that –

“Our role is to protect vulnerable and exploited workers. Through the intelligence we receive from our inspections, the public, industry and other government departments, we investigate reports of worker exploitation and illegal activity such as human trafficking, forced labour and illegal labour provision, as well as offences under the National Minimum Wage and Employment Agencies Acts.

Our licensing scheme regulates businesses who provide workers to the fresh produce supply chain and horticulture industry, to make sure they meet the employment standards required by law.”

As a labour provider, a gangmasters licence is mandatory when we supply workers to you who operate in certain sectors and where the worker will undertake specific tasks.

  • Agriculture
  • Horticulture
  • Shellfish gathering
  • Any associated processing and the packaging of any product derived from agriculture, fish or shellfish

The licence is required for any work carried out in the UK regardless of where the business is located.

To be clear on what this means it helps to understand exactly what is meant by a ‘worker’ and what the word ‘supply’ means in this instance.

What is a WORKER?

  • Agency/temporary worker
  • Permanent worker
  • Employee
  • Self-employed person
  • Volunteer
  • Family Member

What is meant by SUPPLY?

Any of the following actions made by an individual or business into the above sectors are seen as supplying workers –

  • Supplying temporary agency workers.
  • Sourcing candidates and sending details to another labour provider. This includes screening CV’s or completed application forms.
  • Introducing candidates for direct employment.
  • Providing permanent recruitment services.
  • Any screening of candidates for work in the highlighted sectors, whether the client employs the worker or not.
  • The setting up of an agreement to provide workers on an ongoing basis and the entire duration of the agreement.

So ANY business or individual needs a licence if they supply a worker to undertake any work in the scenarios outlined above.

What this means for your business

Most of the above is describing the responsibilities of the company supplying the worker to your business. For any company that operates within the above sectors, there is also a duty to ensure you are operating within the legislation. Not doing so can be a criminal offence with penalties that include imprisonment and financial fines.

Using an unlicensed gangmaster, possession of fraudulent documentation and the obstruction of a GLAA officer in the course of their duties are all offences under the Act.

Making sure your labour provider understands the legislation and operates within all its conditions is therefore essential for your business.

The Gangmasters & Labour Abuse Authority (GLAA) has a searchable public database on the gov.uk website where you can confirm whether the individual or business supplying your workforce is correctly licenced.

You can inspect our current GLAA listing here –
https://glass.gla.gov.uk/public/s/rs-licence/a183z00000KagfPAAR/lc2021058570

Team4You continue to comply with the requirements of the gangmaster licence scheme. We will be on hand to ensure we both adhere to the legislation throughout our entire relationship together.

If you are looking for a partner to provide a workforce that goes above and beyond our legal obligations get in touch. Use our contact form here, email us at info@team4you.today or give us a call on 01743 627237

You can also download the Introduction to Team4You brochure here

The Team4You Community Model and what it means for your workforce

Recruiting workers for fast-paced production line and manufacturing roles has always been a challenge for companies in the FMCG sector. Without a reliable workforce, the output of your business is at risk, and recruitment processes in the past have been known to concentrate on volume and numbers over staff retention.

Team4You do not believe this should be the case and build into all our employer strategies a model to change this. Our community model promises to address essential areas that make a real difference for your production workforce.

The Team4You Community Model

We believe as a minimum every worker should feel appreciated and looked after. Team4You then take that a step further through the Community Model that is delivered to your workforce through our on-site team.

We provide essential benefits to your workforce helping them with their basic living needs. These benefits include assistance with –

  • Health and Wellness
  • Family and Parenting
  • Financial Advice
  • Education/Skills
  • Work-Life Balance

Staff Incentives and Motivation

As part of the Community Model we also provide incentives and bonuses to ensure workers feel valued and to encourage staff development. We reward effort through worker of the week and month awards. We also provide incentives for recommending a friend. These are just two of the extra benefits we provide.

Why we think this matters

We take our responsibility seriously as your recruitment provider. From the first interview we are investing time in every employee we manage on your behalf. Finding people who are right for your business is important to us. We believe sourcing the right people is only the beginning though. Providing the benefits and incentives that matter ensures your workers have a good foundation around them to concentrate on their job. We help your workers to register with a GP, get their children enrolled in school and other basic lifestyle tasks. All this makes the workforce happier, and we believe a happy workforce is a productive one.

Part of a tailored plan

All these benefits are can be provided by Team4You as part of an overall recruitment strategy tailored to your business. Your business not only benefits from a more productive workforce but is seen to be investing in the longevity of the staff at every level of the business.

To find out more about our Community Model and how it sets us apart from other recruitment providers get in touch with our team today. Use our contact form here, email us at info@team4you.today or give us a call on 01743 627237

You can also download the Introduction to Team4You brochure here

8 Proven Ways to Speed Up Your Hiring Process

Attracting and then assessing potential employees can be a major time sink. If you’re determined to handle the hiring process internally there are a number of ways you can speed up your talent search. 

Whilst you’re focussing on speeding up your hiring process remember that you shouldn’t be judging your efforts based on a simplistic metric such as, the ‘number of applications received’. Instead, always maintain a focus on the overall quality of your recruitment process which will lend itself to securing a successful hire.

Ultimately, if you do attempt to speed up your hiring process by implementing the following methods, it’s always a good idea to keep that old phrase in mind: quality over quantity.

1. Inbound & Candidate Database

Before you put out any job adverts it’s always a good idea to have some form of system in place for inbound talent acquisition. You don’t necessarily have to invest in any candidate sourcing software. Your system could simply be a “Careers” page on your website that has an online form or you could set up an email address or filter on your primary company email address specifically for applicants.

Even if you’re not currently advertising an open role, it’s good practice to allow interested candidates to submit their CVs. In this way you lay the foundations for building a candidate database that you can refer back to when a position does open up.

2. Social Hiring

Social media can be used to showcase your businesses culture and begin building relationships with potential employees. Posts that highlight examples of investments in the professional growth of your employees can go a long way in attracting new employees.

When it comes to the candidate/company fit, social media is one way of helping candidates make an initial assessment. It won’t hurt to post your job ads on social media either.

3. Leverage Your Team’s Network

Continuing with the bootstrapping methods or, early steps that serve as the foundation for your long term recruitment efforts, leverage your team’s professional network by incentivising referrals.

Employee referrals are a quick way to build up your candidate database whilst also being cost-effective.

4. Write a High-Quality Job Advert

Although you might spend more time creating your job posting, you’ll save time during the screening process. A high-quality advert that includes plenty of detail gives the reader an accurate idea of what the job entails as well as the necessary skills and experience.

Take the time to think through what skills are necessary to succeed in the role. An honest job ad is the best way to attract the most suitable candidates. You’ll receive fewer applications but you’ll ensure that applicants have a good idea of the role they are applying to which will expedite your screening process and increase the likelihood of a successful, long-term hire.

5. Optimise The Application Process

Of course, optimising the application process will take different forms depending on the role and industry, however, when making the application process easier is a sure-fire way of speeding up the hiring process.

Again, you have to be mindful of balancing quality and quantity here but an easier application process will lead to a higher number of applicants over a shorter time period. Consider the average time it takes to complete the application process, as well as the ability for candidates to apply using their smartphone.

6. Incorporate Video or Telephone Interviews

In-person interviews take more time to coordinate, as geographical distance and travel time, have to be taken into account. Being more flexible with your interview process, by incorporating video or telephone interviews into your process can save time whilst also increasing the likelihood of attracting talent from further afield.

7. Set a Criteria & Stick to It

Set clear criteria for the skills and experience you’re looking for in candidates and don’t deviate from it. With every job posting, there will be applications from candidates who don’t meet the criteria in some. Adding them to your candidate database won’t hurt but focus on interviewing those candidates who do meet the criteria you set out.

Offering interviews to candidates who don’t meet your criteria can slow down your recruitment process and is more of an indicator that some part of your process hasn’t been effective.

8. Contract Recruitment Specialists

Although it’s possible to handle many elements of your recruitment process in-house if you’re looking to speed up your hiring process you’d do best to contract an expert. Speed is an important factor but, at a minimum, you should be aiming for an effective hiring process.

An effective hiring process is one that connects you with suitable candidates. If you’re aiming to combine effectiveness with efficiency then a recruitment agency is the way to go.

If you’re looking for your dream candidate, get in touch with us here.

Video in Recruitment – Fad or Functional?

It’s not just the initial interview, recruiters are using the medium of video at various stages of the recruitment process. The use of video brings a number of benefits to both employers and candidates but also raises ethical questions.

What Are The Benefits of Video?

Thanks to national lockdowns and wider restrictions on travel over the course of 2020, even the most tech-fearing of grandparents know about Zoom and Facetime. Specialised tech offerings are a different animal however, designed to solve specific problems and improve the recruitment process.

Although it was a relatively nascent sector within the recruitment industry, recruitment technology built around video were growing in popularity before the pandemic struck in 2020. Companies such as Shine, HireVue and Odro offer video-based solutions that have a number of use cases.

Overcoming Geographical Distance 

An in person interview is often an essential part of the hiring process. As an employer, we recruit based on character and it’s important for us to actually spend time with candidates to observe their behaviour and learn about their personalities. Of course, a face to face interview is the best way to do this but when there’s a considerable geographical distance a video interview is the next best thing.  

Video is a great tool for building fully remote teams. It opens up the global talent market and improves possibilities. 

 

Cost Savings 

The cost-saving applies to both the recruiter and the candidate. Incorporating a video CV or interview into the recruitment process allows recruiters to effectively screen more candidates than they would be able to through face to face interviews. There’s a time saving for recruiters there.  

On the candidate side, they don’t need to shell out on travel costs or taking time off from their current job to attend an interview. After all many first stage interviews lead to rejection.

 

Showcase Important Skills 

One of the most common complaints we hear from recruiters who are screening initial applications based on written CVs is that candidates often appear very similar. It’s hard to really assess an individual’s soft skills through the written word and their experiences alone. Video allows a candidate to really showcase their soft skills. 

Of course, certain customer-facing roles or jobs that require excellent verbal communication also place great emphasis on verbal fluency and body language. A video allows us recruiters to get an idea of a candidates’ proficiency in verbal communication straight off the bat. Furthermore, video allows hiring managers to really pick up on what a candidate is passionate about. Being able to get a sense of their character allows us to make better judgements on the fit between the candidate and the role or hiring company.  

 

Issues 

Although the use of video technology may bring opportunities for recruiters and candidates alike, it does raise issues around discrimination.   

With a video CV, for example, the hiring manager can see characteristics such as ethnicity and can hear a candidate’s accent.  So, when incorporating video CVs into the recruitment process, employers and recruiters must be mindful of unconscious bias and discrimination. Other individual details that can be imparted through video and impact unconscious bias include religious belief, as shown by items of clothing or jewellery.  

 

Let’s Talk About It 

Incorporating video into the recruitment process isn’t always easy but there’s plenty of different offerings available that may suit your needs. 

We’re forward-looking in our approach and always happy to help where we can. If you’re interested in video and other technological innovations affecting recruitment we’d be happy to answer any questions you might have.  

For more information on how we can help you, click here.

Recruiting in a Candidate Shortage Market; a Recruiter’s Guide

Recruiting is key for a business to grow and develop, but it can easily be done wrong.

Often, recruitment isn’t treated as a priority. We understand that all members of the team are busy, and it can be easily forgotten about.

There are some common mistakes that are made when recruiting, especially in talent shortages and here is how to best address them.

How do you look for candidates in a talent shortage?

With so many companies clamouring for the best talent, it’s important to avoid missing out on a qualified candidate by not using an external recruitment agency.

The biggest mistake that organisations make is relying solely on in-house resources and colleagues when they are looking to recruit someone new. Missing out because you have given the responsibility to someone that has a 3-foot stack of documents on their desk already, is not going to give you a fighting chance at looking for candidates.

It may sound simple, but the root of the problem may not be that there is a talent shortage but instead an advertisement shortage.

Ask yourself – Am I being proactive in looking for candidates? Is this being given my full attention or is it taking a backseat? If yes to the latter, then you may need to reevaluate your approach…

Should I offer flexible work arrangements and a benefits package?

Absolutely.

Flexibility is the perfect solution and will help with both attracting candidates and extending the talent pool. By adding flexible work arrangements, such as location, it grows the talent opportunities and removes restrictions between your business and candidates.

Another way in which you need to be flexible is with your expectations. You must be open to the idea that not every candidate is going to be the perfect fit. This is where the writing of your job description is crucial. Leave out the long list of specific requirements and narrow it down to what your business truly needs from them.

Think transferable skills. Think, what could they bring that’s new? That’s how you’ll get those much desired ‘breath of fresh air’ candidates.

How important is employer branding?

A talent shortage may feel out of your control like there’s no way for you to avoid it. But there are things you can do. The first step is to make your business look and feel like the best place to work.

How businesses operate has changed, and so have the people applying.

Candidates are becoming increasingly selective about where they work and what businesses they apply to. Research shows that 40% of candidates that accept counter-offers search for another job within a year. This demonstrates that money is not the only motivator.

Aspects like company culture and strong company values are important to display to possible future employees to draw them in, not only to the job, but the business as a whole.

Team4You are here to prioritise you and your business. We understand that you are the experts in what you do, and Team4You are the experts in finding the right people to do it.

We have the time, resources, energy, and experience to solve your talent shortage and recruit the right candidates for you.

For more information on how we can help you, click here.

Tips From Managers on Interviewing and Selecting the Right Person for the Job

Maybe you have a stack of resumes on your desk, all claiming the candidate is a “hard worker” and a “great communicator.”

Or maybe you’ve gotten trapped in a cycle of losing employees and desperately finding replacements.

This is much more than an annoyance. It can cost you and your company –– literally.

Three Main Ways Hiring the Wrong Person Can Cost You

1. Financially

Training, paying, and working with the wrong employee can damage your company’s finances. From having to run new employment ads to simply dealing with inadequate work, you simply can’t afford to hire the wrong person.

2. Internally

Hire people who stay.

Don’t waste your time hiring, training, and paying those who simply quit months later. This can significantly damage productivity and even team morale.

3. Externally

If you hire the wrong person, they might feel like they chose the wrong company. This can result in some major reputation damage for potential new hires.

How to Hire the Right Person

One of our experienced recruiters gave us an inside scoop on how to hire the right candidates.

1. Create an effective job description

Just as the candidate is selling themselves to you, you’re selling your company to them. Include all the behaviours, skills, and qualities you’re looking for to ensure you attract the right candidates.

2. Develop a good hiring process

Think about how your hiring process has gone in the past and learn from that.

3. Ask intelligent interview questions

This is your chance to really get to know the candidate. Ask questions that prove their skills, traits, knowledge, and experience.

4. Involve the manager of the department

They know the role better than anyone else. They’ll know what to look for.

5. Verify the facts

Make sure the candidate is telling the truth about their experience and education. Ask for references as well as details on their resume points.

We’ve helped our clients produce their best work by finding them the best candidates.

If you’re tired of hiring the wrong people, it’s time to make a change. Let our recruitment experts at Team4You help!

Looking forward to chatting with you soon.

What our Clients Say

…Team4you were offering a refreshing and new approach to how they undertook the challenge of providing us with a recruitment solution. I was delighted with what was on offer, and the simplicity that it offered. The proposal was simple and was based around a “Let us get to know you” proposal. Team4you already had extensive recruitment knowledge, and were keen to demonstrate their industry knowledge and how they operate…

Charles Pierce MIoD,
Managing Director, Darwin Group

Free Consultation

An initial consultation with Team4You is free, whether you want to speak on the phone, Zoom or face-to-face. We have offices in Birmingham, Shrewsbury and Liverpool, and naturally we adhere to all the Government’s safety guidelines.

Our Mission

To be educators and leaders in ethical recruitment.

To create amazing opportunities for driven people.

To never ask for exclusivity. We are confident in our service.

To do things the right way, always.

To provide the highest standards of service and care.

To become the partner you wouldn’t be without.

Why So Many People Hate Recruiters

Quite often we come across clients, prospective clients, and jobseekers who have a negative view of recruiters and on the recruitment industry as a whole.

“Recruitment agencies don’t know a thing about the jobs they’re recruiting for…”

“They take a huge commission for doing a tiny bit of admin…”

“They don’t care about their workers at all…”

We get it. Some agencies are sharks. Some agencies don’t care. Some agencies have a bad rep. And it reflects badly on all of us.

What we’re doing to change that

At the end of the day, it’s about our reputation and what we do to uphold it. We aren’t like other recruitment agencies. And aren’t we glad about that!

If clients ask why they should work with us, we simply reply, “Why not?”

We’re honest

First and foremost, we believe in transparency. Our team is dedicated to protecting everyone’s assets and best interests.

One example of how we achieve this is in the break-down of our charge rates for clients.

Ahead of time, we think you should know that your invoice will be split into 6 monthly payments, no payment will be due for that month if our candidate leaves within their first 6 months, and there will never be any need to chase us for a rebate.

For our clients, we provide you with all the information you could possibly need before asking for any commitment.

We have nothing to hide. We show holiday pay, for example, on candidates’ payslips; we list working time directive; we show pension contributions.

Everything is fully transparent in the charge rate.

And that’s just the start of why we’re different!

So, if you’re coming around to the idea of recruiters, and you want an honest answer, please get in touch on 01743 627404 or click here.

Because honestly, honesty is the best policy in every business.

Take care and catch you soon.

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