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When deciding to start up your own recruitment agency, its crucial you know how to operate in your chosen sector. Long before you delve into the various terms and legalities, it's important to choose what sector/sectors you want to operate in. If it’s a sector you have worked in previously, you may already be aware of the most common language and laws practiced by industry professionals. However if it’s your first time in recruitment, you should make sure you and any of your staff have the ability and knowledge to operate legally and safely. Read on to find out more.  

 

Choosing your sector 

When starting up in recruitment, it’s important to decide what sector/sectors you want to operate in and conduct research to make sure you understand the industry and what is required in an agency specialising in those sectors.

Knowing the path you want to take can help guide any marketing and networking you may want to produce in the future, i.e. going to construction or healthcare led events where you can converse with likeminded individuals or promoting a relevant USP (Unique Selling Point) to talent in your industry. 

If you haven’t already decided on the sector/s you want to operate in, doing some prior research can give you an insight into the market and see where you could fit in. LinkedIn provide various guides and advice on hiring in your industry, have a look at their guide here and click on each sector to get an insight into job descriptions. 

 

Getting to grips with the Terms 

When talking to recruiters and prospecting with job ads, social media posts, and interviews, it’s important to make sure you are all speaking the same language. With new terms and laws/compliance popping up every year, it can be hard to keep track of what means what, even more once you have chosen the sector/sectors you want to supply to.

Each sector from Healthcare to Logistics, Development to HR and everything in between, has its own set of abbreviations and terminology you’ll need to know when scouting for workers, writing job ads, and talking to clients – not forgetting, any sector specific laws and compliance necessary, see below for more. 

Glassdoor have created general glossary of the most commonly used recruitment terms.

 

Protecting yourself against Legalities 

When starting any business, you need to become familiar with the laws and regulations so you can conduct business legally and avoid any issues down the line.

You must register as a business with HMRC and depending on the sector to which you will be supplying temporary workers, you may need to register with certain agencies or authorities directly.

For instance, if you are working within the care industry you may need to register with the Care Quality Commission (CQC). For agriculture or food packaging and processing, a recruitment agency must be licensed by the Gangmasters Licensing Authority (GLA).

If you are supplying staff to the education sector you must ensure they are correctly checked in line with rules governing contact with children or vulnerable people, such as criminal records checks. You must be aware of and implement, Agency Worker Regulations and understand the rules surrounding contract workers such as the requirements of theNational Minimum Wage.

Compliance at all levels is essential and is closely monitored by the authorities, therefore you must ensure that you and your agency monitory compliance and keeps it up to date – one way of maintaining this is through the right software. 

 

DOWNLOAD OUR EBOOK: The Ultimate Guide to Starting a Temporary Recruitment Agency

 

 

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