Kohort Recruitment’s Post

Are you struggling with recruitment or retention in your team? Do you know what candidates really want, and how to make sure they get it? We dive into this very question in our guest post on the Jonathon Bray Limited blog. Enjoy! #compliance #legalrecruitment #retention #lawfirm

I’ve helped dozens of firms hire for DFSA/FSRA compliance officers / MLRO’s, and the market remains extremely competitive, here’s my tips to employers to attract and secure the best talent in the market. Competitive Compensation Packages: In a competitive market, offering attractive compensation packages is crucial. This includes not just salary, but also benefits like health insurance, retirement plans, bonuses, allowances, child support, individual incentives, equity schemes in the company and other perks. Career Development Opportunities: Highlighting opportunities for career growth and development can be very appealing to candidates. This could include training programs, mentorship opportunities, and clear paths for advancement within the organization. Emphasize Company Culture: A positive and supportive company culture can be a major draw for candidates. Highlight aspects like a collaborative work environment, diversity and inclusion initiatives, and work-life balance policies. I personally think this is one of the main points when hiring the best talent, they want to work daily with good people to help and support in a positive culture. Flexible Work Arrangements: Offering flexible work arrangements, such as remote work options or flexible hours, can attract candidates who value work-life balance or have other commitments outside of work. Clear Job Descriptions: Ensure that job descriptions are clear, accurate, and comprehensive. Candidates should have a clear understanding of the responsibilities, qualifications, and expectations for the role. Streamlined Recruitment Process: A lengthy or cumbersome recruitment process can deter top candidates. Aim to streamline the process as much as possible while still ensuring thorough evaluation of candidates, this is where the benefit of recruiters can come into play as they manage this role process in a timely manner to support both client and candidate till the end of the process. Highlight the Importance of Compliance: Emphasize the critical role that compliance officers and MLROs play in maintaining regulatory compliance and mitigating risk for the organization. This can attract candidates who are passionate about upholding ethical standards and ensuring regulatory compliance. Demonstrate Commitment to Compliance: Showcasing the organization's commitment to compliance and ethics can help install confidence in candidates. This could include highlighting compliance initiatives, investment in compliance technology, and a strong compliance culture within the organization. Engage with Passive Candidates: Don't limit your search to active job seekers. Engage with passive candidates who may not be actively looking for new opportunities but could be open to the right offer.

The legal risk & compliance sector is rapidly evolving, presenting both challenges and new opportunities. Our 2024 guide highlights the potential for strategic and innovative roles in this dynamic environment. Ready to navigate the future of Legal Risk & Compliance careers? Find out how to leverage these opportunities for career advancement by downloading our 2024 UK Legal Risk & Compliance Salary Guide - https://lnkd.in/ezPXMGvf #CareerOpportunities #CareerInsights #SalaryGuide #LegalRisk #Compliance

𝐕𝐞𝐭𝐭𝐢𝐧𝐠 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐞𝐬 Let’s explore some practical ways to implement vetting in your hiring and partnering decisions. 💥𝐂𝐨𝐦𝐩𝐫𝐞𝐡𝐞𝐧𝐬𝐢𝐯𝐞 𝐁𝐚𝐜𝐤𝐠𝐫𝐨𝐮𝐧𝐝 𝐂𝐡𝐞𝐜𝐤𝐬💥 Screen potential candidates or partners by conducting thorough background checks, including criminal records, employment history, and references. 💥𝐃𝐮𝐞 𝐃𝐢𝐥𝐢𝐠𝐞𝐧𝐜𝐞💥 Investigate the financial stability and history of potential partners or collaborators to see if they can fulfill their commitments. 💥𝐈𝐧𝐭𝐞𝐫𝐯𝐢𝐞𝐰𝐬 𝐚𝐧𝐝 𝐀𝐬𝐬𝐞𝐬𝐬𝐦𝐞𝐧𝐭𝐬💥 Use interviews and assessments to gauge the qualifications, skills, and cultural fit of candidates or potential partners. 💥𝐋𝐞𝐠𝐚𝐥 𝐂𝐨𝐧𝐬𝐮𝐥𝐭𝐚𝐭𝐢𝐨𝐧💥 Seek legal advice when necessary, especially in industries with strict regulations or when forming complex partnerships or contracts. 💥𝐂𝐨𝐧𝐭𝐢𝐧𝐮𝐨𝐮𝐬 𝐌𝐨𝐧𝐢𝐭𝐨𝐫𝐢𝐧𝐠💥 Don't stop vetting once the initial decision is made. Continuously assess the performance and conduct of employees or partners to ensure they remain aligned with your expectations. BizGrow Holdings is a leading consulting firm that helps businesses attain ISO 9001:2015, ISO 14001;2015, ISO 45001:2015, and other ISO standards. It also helps to achieve SIA-ACS, COP-119, IPSC, and other security standards. Get in Touch: 🌐: https://lnkd.in/dqurBdVK ✉️: sales@bizgrow-holdings.net ☎️: 020 8090 4209 / +92 319 1004724 #BS7858 #screening #employment #benifit #security #BizGrow #acsconsultants #vetting #onlinescreening

Do you have a plan in place in the event an offer of employment may be denied due to information contained in a background screening report?    Part 2   The Fair Credit Reporting Act (FCRA) prohibits employers from taking an adverse action against candidates based, in whole or in part, due to information contained in their background check report without first following the two-part pre-adverse action, and adverse action notification process along with federal, and in some cases, state disclosures.  The employer must providing a copy of the report, and offer the opportunity to dispute the findings the candidate believes are inaccurate. The name of the background vendor, their address, and phone number must be included in the adverse action process along with a notification that the candidate has the right to dispute the background results, and the vendor must reinvestigate any disputed information.   Who will review the background report, and determine if the candidate will continue the onboarding process, or will the offer of employment be rescinded based in whole, or in part on information contained in the report? Best practices suggest a panel of HR professionals to broaden the scope of opinions avoid a narrow interpretation one individual might have.   When was the last time you conducted an FCRA audit of your onboarding practices to confirm FCRA compliance? As a matter of fairness to your candidates, and to avoid litigation, employers must ensure FCRA guidelines have been implemented, and practiced. To facilitate compliance, and simplify the audit process, best practices recommends creating an Adverse Action instruction manual, a checklist to manage completed tasks, and a document folder to manage process paperwork.   Always seek legal advice prior to taking an adverse action

Do you have a plan in place if an offer of employment may be denied due to information contained in a background screening report?    Part 2   The Fair Credit Reporting Act (FCRA) prohibits employers from taking an adverse action against candidates based, in whole or in part, due to information contained in their background check report without first following the two-part pre-adverse action, and adverse action notification process along with federal, and in some cases, state disclosers.  The employer must providing a copy of the report, and offer the opportunity to dispute the findings the candidate believes are inaccurate. The name of the background vendor, their address, and phone number must be included in the adverse action process along with a notification that the candidate has the right to dispute the background results, and the vendor must reinvestigate any disputed information.   Who will review the background report, and determine if the candidate will continue the onboarding process, or will the offer of employment be rescinded based in whole, or in part on information contained in the report? Best practices suggest a panel of HR professionals to broaden the scope of opinions avoid a narrow interpretation one individual might have.   When was the last time you conducted an FCRA audit of your onboarding practices to confirm FCRA compliance? As a matter of fairness to your candidates, and to avoid litigation, employers must ensure FCRA guidelines have been implemented, and practiced. To facilitate compliance, and simplify the audit process, best practices recommends creating an Adverse Action instruction manual, a checklist to manage completed tasks, and a document folder to manage process paperwork.   Always seek legal advice prior to taking an adverse action

What to do if you get denied a job offer based on a background check.

🔍 Background checks: A must for every organization! 🔍 In today's competitive business landscape, organizations cannot afford to overlook the importance of background checks. By prioritizing trust, mitigating risks, and ensuring a safe work environment, growth companies can set themselves up for long-term success. 🌟🤝 #BackgroundChecks #Trust #RiskMitigation #SafeWorkplace #TeamDynamics #Compliance #GrowthCompanies #BusinessSuccess

📢 New Article Alert! 📢 Are you looking to implement a background check policy in your company? Check out our latest guide for step-by-step instructions on how to create an effective and compliant background check policy. From legal considerations to best practices, we've got you covered. Read the full guide now and ensure your hiring process is thorough and reliable. #HR #Hiring #BackgroundChecks #Compliance #EmployeeScreening #CompanyPolicy 👉 Read more: https://bit.ly/3VuuHAf

Compliance isn't just about ticking boxes. It's a cornerstone of value within recruitment. Running a compliant operation ensures trust, mitigates risk and safeguards your business's reputation. Whether it's tax obligations, IR35 compliance, or candidate referencing. Adherence to regulation is non-negotiable. Acquirers seek businesses with robust compliance framework as they signal reliability and long-term sustainability. Are you prioritising compliance in your recruitment business? It's not just about meeting standards, it's about maximising value and securing your future. Remember… a £ of profit isn’t necessarily a £ of value. And making a quick buck without compliance won’t create value within your business. If you want to read more about how you can add value to your recruitment agency, drop me a message or head over to the website to read the full article I have written on this topic. The link to this has been placed in the comments below. #Compliance #Recruitment #Business #Value