Virginia Department of Human Resource Management’s Post

A promotion policy can minimize your risks as an employer while giving workers clear expectations about their career path. This blog explains what should be included in a promotion policy and how to communicate it to employees. It even provides tips on how to deal with an employee who does not get a promotion. Check it out here. #CareerDevelopment #HumanResources #EmploymentLaw #HRCompliance https://lnkd.in/gNW63Fdm

We understand that employers have different sensitivities to individuals with convictions when considering hiring them... Our industry leading pre-employment screening system allows employers to personalise and establish key risk tolerances, so automated logic can proceed or flag cases where convictions have been disclosed, reducing delay and moving these individuals through the hiring process without delay. We are also leading the conversation across the industry about how we work to improve the hiring of people with convictions, most recently supporting a roundtable of experts to propose policy reform which we intend of taking to UK Government. To learn more about innovative pre-employment screening, get in touch today via screening.enquiries@reed.com. #PioneeringHiring #Convictions #Government

A promotion policy can minimize your risks as an employer while giving workers clear expectations about their career path. This blog explains what should be included in a promotion policy and how to communicate it to employees. It even provides tips on how to deal with an employee who does not get a promotion. Check it out here. #CareerDevelopment #HumanResources #EmploymentLaw #HRCompliance https://lnkd.in/exyQ5ri6

Recruitment practices are evolving, and this Labour Day, it's time to shed light on outdated practices that should be left behind. 1) As a candidate, you have rights that are protected by law, such as EPF/KWSP, SOCSO, and EIS contributions from day 1. 2) Medical and hospitalization leave are also rights, not benefits. 3) Employers, posting the salary range and avoiding vague requirements like "able to wear many hats" and "is a team player" will attract quality candidates. Let's work smart, not hard, and leave these outdated practices behind. What other outdated practices have you seen in job postings? Share in the comments below! #LabourDay #Recruitment #JobPostings

A promotion policy can minimize your risks as an employer while giving workers clear expectations about their career path. This blog explains what should be included in a promotion policy and how to communicate it to employees. It even provides tips on how to deal with an employee who does not get a promotion. Check it out here. #CareerDevelopment #HumanResources #EmploymentLaw #HRCompliance https://lnkd.in/gkEtxkQP

A promotion policy can minimize your risks as an employer while giving workers clear expectations about their career path. This blog explains what should be included in a promotion policy and how to communicate it to employees. It even provides tips on how to deal with an employee who does not get a promotion. Check it out here. #CareerDevelopment #HumanResources #EmploymentLaw #HRCompliance https://lnkd.in/g4NTdrKf

A promotion policy can minimize your risks as an employer while giving workers clear expectations about their career path. This blog explains what should be included in a promotion policy and how to communicate it to employees. It even provides tips on how to deal with an employee who does not get a promotion. Check it out here. #CareerDevelopment #HumanResources #EmploymentLaw #HRCompliance https://lnkd.in/eBeDr-9D

Understanding the Difference Between Employees and Consultants Ever wondered about the difference between an employee and a consultant?  Please hear this fun analogy from Newton's own Isobel Willoughby. An employee works under a contract of employment, establishing an ongoing relationship with their employer. This contract, along with various statutory protections, grants the employee specific employment rights. A consultant, on the other hand, operates under a contract for services and is typically self-employed. They’re responsible for their own taxes and generally don’t enjoy the same employment rights as an employee. However, just labeling someone as a consultant doesn’t necessarily make them one. Much like slicing into a cake on the show, you might find that what you thought was a consultant is really an employee after all. For a company, this can be a major issue. If the person engaged as a consultant is actually an employee, they could be entitled to a range of statutory employment rights, which could cause unexpected complications. So, don’t rush into engaging consultants without ensuring you’ve got the recipe just right. Make sure your consultancy agreement serves as the perfect icing on the cake, so there are no surprises when you slice into the relationship!

In a recent survey conducted by Employ Inc, recruiters reported an increase in applications, but unfortunately, stress levels did not decrease. It's important to remember that just because something gets easier doesn't necessarily mean that the stress is less. Check out some of the insights from the survey in the link below. #recruitmenttrends https://lnkd.in/dB88ftfS

Did you know that National Careers Service is also here to help EMPLOYERS upskill and develop their workforce? Find out more..👇🤗 #NationalCareersWeek #NCW24 #Skills #Career #Training #Jobs #Employment