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We specialise in placing all roles within the Manufacturing, Distribution and Engineering sectors, especially in Operations, Production, and Supply Chain.
Areas We Serve
We look after clients in the following towns within Hampshire, Surrey and Berkshire:
Aldermaston, Aldershot, Alton, Andover, Basingstoke, Bordon, Bracknell, Camberley, Farnborough, Farnham, Fleet, Frimley, Hartley Wintney, Hook, Newbury, Overton, Whitchurch, Winchester, Winnersh, Wokingham, Yateley and the surrounding areas.
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Candidate Advice
7 Reasons Why Becoming a Recruitment Consultant Could Be Your Best Career Move Yet!
Are you looking for a new professional challenge? Are you a people person? Do you want to earn a great income?
A career as a recruitment consultant could be perfect for you!
What does a recruitment consultant do? 
Recruitment consultants are job match-makers - matching candidates to roles at client companies.
As a recruiter, you’ll build relationships with companies and work with them to understand the roles they’re looking to fill and develop an understanding of the company culture.
You’ll source candidates for jobs, attracting talented applicants by writing great job advertisements, following up on referrals and applications.
After interviewing, screening and advising candidates, you’ll recommend candidates you’ve matched to a role to the client. If a client selects your candidate for the job, you could earn a commission.
Part of your job will be to bring new client companies to the business, pitching the value of the services your agency offers.
Why become a recruitment consultant?
1. Earn a great income
A career as a recruitment consultant can be very financially rewarding. In addition to a base-salary you’ll have the opportunity to earn commission and bonuses.
At Priority Appointments, we offer uncapped commission and regular incentives and benefits. Our incentives are tailored to the person, so we offer you opportunities to earn something you really want.
Team members also benefit from non-contributory private healthcare, life assurance and free parking.
2. Change people’s lives
You help change people’s lives for the better! Successfully placing a candidate in a job they love is so rewarding!
As well as finding a candidate their dream job, you have an impact on the success and development of the client companies you recruit for.
We pride ourselves on getting to know the company culture of every client and finding candidates who will fit in and thrive.
3. It’s exciting!
Recruitment is a fast-paced industry with plenty of variety and a lot of excitement - you’ll never have a dull moment!
There’s no real ‘typical day’ in the life of a recruitment consultant, you could be speaking to an existing client, winning new business, sourcing candidates online or interviewing candidates in-person. There’s always something to do and you’ll never be bored!
4. For the challenge
If you’re a tenacious self-starter who loves a challenge, you’ll thrive as a recruitment consultant. You’ll be responsible for your own clients, for bringing in new clients and for sourcing candidates for roles.
In recruitment, you’ll work towards targets and goals as a team and as an individual. Priority Appointments offer ad hoc, monthly and quarterly incentives.
5. Career progression
Your career in recruitment can progress quickly. You don’t need specific qualifications or a set amount of experience, your progression is determined by your hard work, initiative and making the most of opportunities for professional development.
At Priority Appointments, we invest in our team, our professional development scheme goes right up to director-level. We offer regular external training opportunities to team members to develop skill sets and maximise earning potential.
6. Entrepreneurial spirit
If you have an entrepreneurial spirit and value your independence, you’ll thrive in recruitment. You’ll be responsible for your own clients and schedule.
As an independent agency, Priority Appointments team members are given greater autonomy and decision-making power compared with many other recruitment agencies.
7. You love people!
Recruitment is a people-orientated business and you spend most of your time communicating with a diverse range of people, from candidates to CEOs and hiring managers. If you’re a people-person, you’ll be in your element!
We are a tight-knit team and as well as working hard, we play hard too! We have a lot of fun at Priority Appointments, at work and also on our team nights out - going out for meals, an evening bowling or taking a trip to the spa!
What skills and qualifications do you need?
You don’t need any formal qualifications to become a recruitment consultant. Previous recruitment experience can be an advantage but it’s not a necessity.
Many successful recruitment consultants have backgrounds in sales or Human Resources because the jobs require very similar skill sets.
Although you don’t need set qualifications, some personality traits and skills are very valuable for a recruiter to possess.
Our years of experience have shown that these are some of the top assets of a successful recruitment consultant:
1. Attitude - keep it positive!
A positive, can-do attitude is important for staying motivated and it’s absolutely essential for such a social job.
2. Professionalism
Respect, integrity and honesty are core to professionalism. At Priority Appointments, we practise ethical recruitment and hold ourselves to very high professional standards.
3. Relationship building
Strong, trusting relationships are crucial to a successful career in recruitment. Recruiters who take the time to nurture and develop professional relationships tend to be most successful.
4. Negotiation skills
Negotiating skills are an essential asset as you’ll need to negotiate candidate salaries, client fees and contracts.
5. Tenacity
Determination and persistence are great traits for a recruiter to possess. Things won’t always go your way and you’ll need to be determined to get them done.
How can you become a recruitment consultant?
Get in touch today!
Priority Appointments is an independent, growing and ambitious recruitment agency, and we’re looking for great people to join our team!
To start your career in recruitment send us an email with your CV attached to office@priorityappointments.co.uk or call our friendly team on 01256 334 575.
All You've Ever Wanted to Know About the National Living Wage But Were Afraid To Ask
The new National Living Wage came into effect in April 2016, replacing the National Minimum Wage for all employees over the age of 25.
Around six million people in the UK now receive new National Living Wage, but how do you find out whether it can benefit you and what do you have to do to make sure you get it?
Our Q&A with Priority Appointments' Business Director Tracy Welch tells you all you need to know:
Q: How do you apply for the National Living Wage?
A: You don’t have to apply for it. Your employer, or your agency if you work as a temp through Priority Appointments, will automatically check if you are eligible for the National Living Wage.
Q: I work part-time – will I still get it?
A: If you pay National Insurance, have a contract of employment or you are a contractor paid via an agency like Priority Appointments. you should be eligible. If your work is completely flexible, you may not be, as you will be considered to be self-employed. You can check if you will be eligible using this calculator.
Q: I am not yet 25, so what do I get?
A: You continue to receive the Minimum Wage until you are 25. There are different rates for over-21s; 18 – 20 year olds; under 18s and apprentices. You can check the current rates on the UK government website.
Q: Is this the same as the Real Living Wage?
A: The 'Real Living Wage' is a voluntary pay structure promoted by the Living Wage Foundation. This is not run by the Government and is not mandatory for employers. However, more and more companies are signing up to the scheme all the time, so it would be worth asking your employer if they are a member.
For information on local jobs at excellent rates of pay, please contact Tracy Welch.
Understanding Agency Workers Rights - Infographic
The Recruitment and Employment Confederation (REC) has published a useful infographic which clearly explains the rights of Agency Workers.
An ‘agency worker’ is defined as someone who is engaged by an agency and supplied to work under the supervision and direction of another business, so temps and contract workers will all come under this heading
You can download a copy of the infographic here.
Do's and Don'ts When Writing your CV
The way you write your CV can have a huge impact on whether it is read, let alone whether it gets you that all-important interview.
So here are some tried and tested do’s and don’ts to bear in mind when you’re writing your CV:
DO… Write your CV with your potential employer in mind. Look at the advert or specification and think about what the job involves and what the employer needs. Find out about the main services the employer provides.
DON’T… Hand-write your CV. This looks unprofessional and old fashioned.
DO… Tailor your CV to the job you are applying for. Your CV shouldn’t detail your life story but it should be adjusted to suit the job you’re applying for, focusing on the skills you have that are important for that particular job.
DON’T… Include negative information. Failed exams, divorces, unsuccessful business ventures, driving bans etc don’t need to be mentioned. Don’t lie, but don’t give the interviewer any reason to discard you at this stage either.
DO… Make sure your CV is clear, neat and tidy. Ask someone to check your spelling and grammar (remember your CV is selling YOU, so don’t affect your chances by making careless mistakes). It should be easy to read with space between each section. Don’t include too much information – keep it short and use left-justified text as it’s easiest to read.
DON’T… Make your CV any longer than two pages – you can leave out information that is less important. You don’t need to include referees – just state they are available if required. Don’t go into detail about all of the jobs you have had since school, just the relevant ones. Add information about your most recent qualifications, but summarise the rest.
DO… Place the important information (personal statement and work history) at the beginning and include experience and educational achievements in reverse order. Talk about experiences and interests that might be of use to the employer: IT skills, voluntary work, foreign language competency, driving skills, hobbies and interests that show you’re a team player and have organisation/leadership skills.
DON’T… Don’t bother with the list of schools you went to with results unless you are new to the job market. Also, don’t include a long list of hobbies, or an overly-detailed work history. Think about demonstrating what you have achieved by applying the skills you have worked at, and explain the benefits your clients have enjoyed as a result of your work.
DO… Use positive and friendly language. Describe your work achievements use words such as ‘launched’, ‘managed’, ‘co-ordinated’, ‘motivated’, ‘supervised’ and ‘achieved’. Include specific outcomes to prove your claims. For example, ‘This reduced the development time from 7 to 3 days’ or ‘This improved the company’s internal structure, and enabled us to reduce overheads from £35,000 to £23,000 per year’.
DON’T… Use jargon, acronyms, technical terms and internal phrases unless essential. And of course, be truthful – employers have ways of checking what you claim is accurate.
DO … Ensure that the relevant information on your CV matches your LinkedIn profile as many employers will check this.
Once you’re happy with it, send it over to us to have a look at – we may have the perfect job for you! Click here to send us your CV.
Could You Be One Of Our Hidden Gems?
Do you lack recent work experience? Are you looking to move to a different industry? Are you overqualified for the job you want that will suit your lifestyle? These are all things that could mean your job application gets overlooked by other recruitment agencies and you could be a hidden gem!
At Priority Appointments, we know that although you may not tick all the boxes on an application form you could have the transferable skills and the right attitude that make you the perfect fit for one of our clients.
What is a hidden gem?
Our ‘hidden gems’ are candidates who are often underestimated or overlooked by potential employers because they don’t meet on-paper criteria. Here at Priority Appointments, we’re looking for people with eminently transferable skills such as great communication, proven abilities at problem solving and teamwork that employers really value.
We discover our hidden gems in all sorts of places and they can often be people who have had a career break or are looking for a better work-life balance. Could this be you?
After a career break
People take time off from work and their careers for all sorts of reasons. If you’ve had a career break due to family reasons, or travelling the world, we recognise that these experiences will have helped you develop different skill sets.
But when you’ve been out of the workforce for sometime, it can really affect your self-belief and knock your confidence.
This was the case for Cathy, who due to family circumstances had taken some time out of the workplace. She lacked recent work experience, so was turned away by other recruitment agencies who didn’t look beyond her CV. The rejections by other agencies took a real toll on her self-confidence.
We got to know Cathy and could see that she had lots to offer. We took the time to work with her to boost her confidence and restore her self-belief.
We know our clients really well and understand their ethos and values, so we knew she would be a fantastic fit for one company in particular.
Cathy has thrived in role her as a part-time receptionist and when nominated by her employer, she won the Temp of the Month Award!
At Priority Appointments, we take the time to get to know you and what you want so we can match you to a company and a role where you can excel!
Looking for a work-life balance
When a candidate has a been in a senior position, it can be off-putting to a recruiter or employer who might think they are overqualified for the role. But if you’re looking for a better work-life balance and are happy to accept a lower salary, it can be a win-win situation for everyone!
Paul was in a senior position at one of our client companies when we first met him. When the company relocated, he decided to find a new role that would suit his desire for a better work-life balance and of course he came straight to us!
We know our clients really well so when Paul became available, we knew he’d be a terrific fit at one company especially. So we presented him speculatively to one of our clients before a position was even available!
He joined the team and has achieved the work-life balance he was looking for while his senior experience and skill set are hugely valued by the company.
We want to help you shine!
Here at Priority Appointments, we are particularly good at bringing out your confidence and spotting hidden potential.
If you feel you’ve been been overlooked or underestimated by employers please get in touch. We may be able to help you realise your potential, bring your talents to the fore and help you find your dream job just like Sean has:
“After taking time out from my career to focus on family, the time came when I needed to look for new opportunities. Priority Appointments were the only agency that were there to meet face to face and truly understand and support me with the direction I had chosen. They worked closely with me and successfully introduced me to a company where I have now been for nearly a year.
I found Priority Appointments to be extremely friendly and professional and would like to say thank you. I would recommend Priority Appointments whole heartedly and should the day ever arise for me to make further changes in my career they will always be my number 1 choice.”
Get in touch today by email at office@priorityappointments.co.uk or call our friendly team on 01256 334 575. Check the latest jobs on our website.
Recruiter Advice
5 Essential Factors You Can't Learn From A Candidate's CV
What do the flying machine and the CV have in common? They were both invented by Leonardo Da Vinci! Yes, CVs really have been around since 1482 and we have Leonardo to thank for it! They became a formal part of the job application process in the 1950s and have been a fundamental part of it ever since.
CVs remain a really important and useful tool for a recruiter, but they are just the start of the story. They tell us a lot about a candidate and are a useful aid to create a shortlist.
A CV can tell you about a candidate’s work experience, education, skillset and whether or not they use a spellchecker! But here are five essential things you need to know about a candidate that you won’t be able to find on their CV.
1. Work ethic
A strong work ethic is one of the most sought after qualities a candidate can possess. It’s demonstrated by professional behaviour, determination to get the job done, ability to work as part of a team, being organised and producing high-quality work.
To find out more about a candidate’s work ethic, you can screen them with a telephone call or invite them for an initial interview, asking questions to understand how they would theoretically respond in circumstances that would reveal their work ethic. Questions about their previous work experiences and behaviour can also provide a great insight.
Ask work-ethic orientated questions such as:
- What does ‘work ethic’ mean to you?
- When you’ve finished your list of tasks, what do you do?
- When have you worked your hardest? What was your motivation to do that?
Perhaps the most revealing way to discover a candidate’s work ethic is to give them a trial work period.
2. Values and motivations
It’s so important that the values of employer and employee align for long-term success. If values are out of sync, or in opposition even, this could lead to issues in the short and long-term.
Understanding what is really important to a candidate and motivates them, be it money, a work/life balance, flexibility or something else, can help determine whether they will fit in and thrive.
A CV might give you a little insight into their values and motivations but it could also have you making incorrect assumptions. It’s best to have a conversation with a candidate on the phone or in person to find out what really drives them.
Ask value-based questions such as:
- When have you disagreed with your colleagues? What happened?
- How do you define ‘integrity’ and what does this look like to you in the workplace?
- Can you describe a time when you’ve felt happiest at work? What were your responsibilities and tasks?
3. Personality and culture fit
A candidate’s personality is crucial to understanding if they would be a good fit for the company culture. A mismatch could have far reaching and long term consequences.
CVs aren’t great mediums for expressing personality. But it’s vital that you learn about a candidate’s personality to understand if they would be a good fit for the company culture.
Having an in-person interview is a great way to learn more about candidate’s personality. Making small talk as well as asking some direct questions can reveal a lot about them.
Ask questions such as:
- What are you passionate about?
- Do you prefer to work as part of a team or on your own? Why is that?
- If you could change one thing about your personality, what would it be and why?
4. Salary expectations
You can get an impression from a candidate’s work history on their CV of a salary they might be anticipating, however, they may be looking for a position with a better work/life balance and actually expect to take home a lower salary than they have previously. A read of their CV might lead you to believe that they’re looking to move up a pay grade but communicating directly with them, could clarify the matter.
If a candidate is applying for a position at a higher pay grade than their previous job, it’s also important to understand what they can bring to the role that surpasses their contributions in their previous role.
It’s easy to draw conclusions but an actual conversation with the candidate will better help you understand their salary expectations.
During a telephone or video call, tell the candidate the salary range for the job and ask if this is an acceptable level of pay for them.
If you’re not convinced the candidate’s salary expectations are a match for the role, ask the following questions:
- How did you arrive at the expected salary figure for this role?
- How does your research about pay for similar positions match up with your salary expectations?
- Given that the salary is higher than your previous role, what will you bring to the role that exceeds your performance at your previous company?
5. Appearance and presentation
You might receive the occasional passport photo attached to a candidate CV but including an image of yourself isn’t the norm in the UK.
Knowing how someone presents themselves is important to see how professionally they dress, and whether or not they would be a good fit with a company.
A pre-interview video call using Skype or Zoom is a useful and efficient tool for getting to know the candidate and finding out how they present themselves in a professional situation.
Phone, video calls and initial interviews are the best ways to find out these five essential pieces of information but to get the greatest benefit, it requires time. If you’re pressed for time or don’t have the resources to find great candidates in-house, it’s well worth outsourcing to an experienced recruitment agency such as Priority Appointments.
Email us at office@priorityappointments.co.uk or call us on 01256 334575 and one of our friendly and professional team will be very happy to help!
Would You Let A Robot Recruit For You?
We take a light-hearted look at the intriguing development of Artificial Intelligence (AI) solutions for the recruitment industry
There is no doubt that a growing number of HR executives believe that Artificial Intelligence will transform their talent acquisition capability.
But what will this mean for recruitment consultancies that rely on human intuition, knowledge and skill to help them fill jobs?
Here at Priority Appointments, we have been having a bit of fun imagining a future where robots with artificial intelligence could take over the recruitment process completely.
Here are some pros and cons of relying on a machine, rather than friendly, human recruitment consultants, to help you find your next staff member.
Voice Recognition
If your robot recruiter had the same unreliable level of voice recognition capabilities as most of our mobile phones, its interpretation of your brief about the type of staff you’re looking for could result in some interesting interpretations! It’s one thing to end up with the wrong sort of pizza topping, but just think what could happen if it mis-heard ‘we need an experienced packer and picker’!
Interaction with Humans
Robots would probably need considerably less tea than some of our team members, just a squirt of WD-40 every now and then and a software upgrade once a week. But would they be as effective spending time on the phones and in face-to-face meetings finding the perfect candidate to suit your vacancy?
The Personal Touch
Artificial intelligence might potentially offer a higher level of consistency than the average human, but it seems like a high price to pay. We know that our clients would sorely miss our personal approach if they had to deal with R-74B-Z instead of Lucy, Emma or any of the rest of our friendly team!
Body Language Cues
An area that industry observers are watching with great interest is the potential for machines with AI to ‘interview’ candidates. An AI-based service could collect, process and analyse huge amounts of unstructured information from a job interview and compare thousands of applications in just a few minutes. However, without a real live human to pick up on subtle cues such as somebody’s body language, tone of voice or eye contact, it would be easy to get lured into choosing someone whose answers were spot on, but whose personality meant that they would not suit either the job or your working environment
Looking at the subject rather more seriously, there is no question that AI is a technology that is on the rise.
Research by Deloitte Human Capital Trends in 2017 showed that 33% of employees expect their jobs to become augmented by AI in the near future.
It could well make sense to include an element of artificial intelligence in the recruitment process as it becomes more widely accessible. For now, however, the best way to make sure that your new employees fit well with your team, business culture and values, is by having a friendly, experienced and human consultant to help you find new staff!
As a professional recruitment consultancy we’ll continue to be alert to AI opportunities within the recruitment industry, but for now we’ll just paraphrase the famous line from RoboCop:
“Excuse me. I have to go. Somewhere there is a new job vacancy happening.”
Priority Appointments is a professional recruitment consultancy based in Basingstoke, Hampshire. We help companies find people and people to find jobs in Basingstoke, Camberley, Andover, Farnborough, Aldershot, Winchester and the surrounding areas within Hampshire, Surrey and Berkshire. If you’d like us to help handpick your next employee please call us on 01256 334575.
Finding the Perfect Match: How to Make the Right Hire
85% of HR decision-makers admit to having made a bad hire according to REC, the Recruitment and Employment Confederation.
Of those, one in three who hired the wrong person as a manager, director, or i
n a senior official role think it cost their business nothing.
However, the true cost of hiring the wrong person is actually higher than you would expect.
REC have produced an infographic that shows that the aggregate cost of taking on the wrong employee at a salary of £42,000pa could actually lead to losses of over £132,000 to the business.
A single bad hire can create a domino effect: poor performance, coupled with strife within the team, will affect productivity and potentially damage your business’ reputation.
REC estimates the costs to the business of a bad hire are estimated as:
- £28,000 in wasted salary out of the total annual pay of £42,000
- £1,500 in wasted training
- £9,730 spend on recruiting and training the new employee
- £9,625 on lost productivity of the individual
- £29,160 on lost productivity of the wider team
- £54,000 in staff turnover as a result of dissatisfaction in the team
However, there are steps that hirers can take to ensure that the next is the right one who will contribute to growth and profit, rather than someone who seems like a square peg in a round hole:
1) Understand exactly who you need right now: Don’t just dust off the last job description when the time comes to recruit again. The job role may well have evolved and you need to regularly review the criteria for success to ensure you attract the right kind of candidate. Also, consider the overall balance of your team and build a flexible and inclusive workforce that can adapt as your business grows.
2) Check the salary band is correct: A professional recruitment consultant with good knowledge of employers in the local area will be able to advise you if the salary you have in mind is appropriate for the role you are recruiting for.
3) Consider soft skills: No amount of technical ability will compensate for a lack of soft skills which are essential if a candidate is going to integrate with your culture successfully. Good communication, leadership and collaboration skills can often mean the difference between a good and bad hire.
4) Onboard new recruits effectively: If there are problems, they usually rear their head in the first few weeks of joining. By having a clear induction process and giving responsibility to other members of the team to show the new recruit the ropes, their chances of a smooth and trouble-free integration are much higher.
5) Partner with an experienced recruitment consultant: According to REC, 40% of companies state that their staff do not have the correct interviewing skills to find exactly the right people.
By choosing a local, professional recruitment partner, you can save time by relying on the consultancy to screen candidates and propose a short-list of people. They can also advise on the types of questions to ask in an interview.
With careful planning and the right support from an expert, professional team, you can face a future free from the cost of a bad hire.
To find out how we can help you find the Perfect Match for your team, call us today on 01256 334575.
The Benefits of Regulated Recruitment Vs. The 'Gig Economy'
As a leading recruitment consultancy in Basingstoke, Priority Appointments is proud to meet and exceed the Recruitment and Employers Confederation (REC) Code of Professional Practice and comply with all employment regulations.
There is a lot of talk in the media about the ‘gig economy’. It was originally hailed as a model of work that could deliver flexibility and freedom from red tape for both employers and those seeking employment alike.
Gig Economy Issues and Risks
The Office for National Statistics estimates that 15% of the British labour market is now self-employed, with almost 5 million people classified as ‘gig workers’ (2017).
Despite the numbers using online work platforms, there are negative aspects to this unregulated sector of the employment market. There have been high-profile court cases in the media about problems in the taxi, courier and delivery markets in particular which have taken much of the shine off this form of resourcing.
What It Means for Employers
‘Gig economy’ platforms are completely unregulated, with individuals inhabiting a grey area of the market outside conventional employment legislation. For sectors such as manufacturing, logistics, driving or healthcare, where safety is a key concern, using staff via unregulated ‘gig’ platforms poses a serious risk.
By contrast, employing temps through a professional recruitment consultancy offers both employers and workers a regulated framework. This market is overseen by the Director of Labour Market Enforcement and regulated by the Employment Agency Standards (EAS) Inspectorate.
Under the terms of the regulations, consultants 
must:
- Provide written contracts for agency workers
- Not charge a fee to those seeking employment
- Not withhold any wages or monies due or make unlawful deductions
- Not stop a worker from seeking work elsewhere
Choosing a Regulated Recruitment Partner
Recruitment consultants like Priority Appointments, which are members of the Recruitment and Employers Confederation (REC), also have to comply with its guidance and can be investigated by the body and disciplinary action taken if they are found to be in breach.
For employers, the risk of using gig economy platforms is great. In addition to potentially breaching the Employment Standards Agency Inspectorate regulations, it is easy for employers to fall foul of anti-slavery regulations enforced by the Gangmasters & Labour Abuse Authority. You can read more about this important set of regulations and find out how to write a Modern Slavery Policy for your business in our Employer Advice article on Modern Slavery.
Making a Wise Choice
So whilst the status of workers in the gig economy remains unclear, it is a wise choice for employers to choose a recruitment partner which knows their market sector and local business area, and which can demonstrate compliance with all regulations.
Priority Appointments is a member of REC and adheres to all employment regulations, as well as following the REC Code of Professional Conduct.
If you are looking to fill jobs in Basingstoke and the surrounding areas of Hampshire, Surrey and Berkshire, please get in touch to find out more about our services.
The Living Wage and National Minimum Wage
The new levels of the National Minimum and National Living Wage come into effect from 1st April 2019. The UK's minimum pay scales are governed by two different sets of regulation:
- National Living Wage regulations were passed through parliament in 2016 with the goal of ensuring that all over-25s will be paid at least £9 per hour by 2020.
- National Minimum Wage regulations have been in force since 1999 and apply to employees under 25.
The rates from April 2019 are:
- £8.21 for people aged 25 and over (rising from £7.83)
- £7.70 for 21 - 24 year-olds (rising from £7.38)
Penalties for employers who flout the regulations are punitive. If an employee can prove that they have not been paid correctly, HMRC can issue a fine and insist that employers pay any arrears. If these monies remain unpaid, the employment tribunal could impose fines of up to £20,000. You can find out more about your reponsibilities as an employer on the ACAS website.
Voluntary ‘Real Living Wage’ Scheme
In addition to this mandatory scheme, there is also a scheme known as the ‘Real Living Wage’ run by the Living Wage Foundation, which is based on the cost of living.
There are currently around 4,500 accredited employers who support the scheme which, according to the Living Wage Foundation, helps them attract the best staff.
As a reputable consultancy with some 20 years experience, we understand the nature of the local job market, which means we can offer you guidance on the optimum hourly pay rates and salaries to attract the best candidates.
For more information about setting appropriate pay rates, please contact Tracy Welch at Priority Appointments on 01256 334575 or email us.
Congratulations, Emma!
We are absolutely delighted to announce that Emma Allen (formerly Chamberlain) has been promoted to Manager of the Office and Commercial Division!
Having joined Priority as a Consultant in April 2017 this is Emma’s second promotion in 2 years – thoroughly deserved!
Well Done, Danny, Temp of the Month!
Congratulations Danny for being awarded Temp of the Month!
"Danny has been a fantastic addition to my team. He has fit straight in with his fellow crew members, he has shown passion, enthusiasm and a willingness to learn the process. He is picking up the role with ease, only having to be shown once."
Thank you for all your hard work, Danny!
Congratulations Temp of the Month!
Congratulations to Peter, our Temp of the Month! He’s exceeded expectations in the workplace and has become a valued member of the work team. Thank you for all your hard work!
Well Done, Temp of the Month!
Congratulations to Prasiddha, our Temp of the Month! He’s gone above and beyond in the workplace as well as recommending two of his friends to Priority Appointments earning himself two £30 vouchers for the referrals. Thank you for all your hard work.
