WHERE LOCAL BUSINESS GROWS

Finding People



Taking on a graduate
 

Use the Graduate Talent Pool to advertise internships to new and recent graduates. The adverts are free.

You can advertise for internships in UK organisations of any size from the public, private or voluntary sectors.

Before you start
You’ll need to create an account before you can post an advert.

Prepare your advert

You need to include:

- job title
- location, eg town or city
- why you need an intern, eg to help cover a large project or busy period
- what they’ll be doing
- conditions, eg pay, hours, and benefits

You can also include up to 10 requirements that the candidate must meet to apply.

Vacancies must be live and can be paid or unpaid.

Visit the Graduate talent Pool - http://employer.gtp.prospects.ac.uk/index.html 

Taking on an apprentice
 

1. Overview
Apprentices are aged 16 or over and combine working with studying for a work-based qualification - from GCSEs or equivalent up to degree level.

Apprentices can be new or current employees.

You could get a grant or funding to employ an apprentice if you’re in England.

You must pay the apprentice at least the minimum wage during their placement with you.

Your apprentice must:

- work with experienced staff
- learn job-specific skills
- study for a work-based qualification during their working week (for example, at a college or training organisation)

Hiring your apprentice

There are several steps to taking on an apprentice.

1. Choose an apprenticeships framework or standard for an apprenticeship in your industry and at a suitable level.
2. Find a training organisation that offers apprenticeships for your industry - they’ll handle your apprentice’s training, qualification and assessment.
3. Check you’re eligible for a grant and apply.
4. Advertise your apprenticeship - your training organisation will do this for you through the find an apprenticeship service.
5. Select your apprentice and make an apprenticeship agreement with them.

To find out more about employing apprentices or providing traineeships, use the National Apprenticeship Service’s enquiry form. You can also call them using the number on the form.

You can use an apprenticeship training agency if you want to employ an apprentice without the responsibility for running the apprenticeship scheme.

How long it lasts
Apprenticeships can last from 1 to 4 years, depending on the level of qualification the apprentice is studying for.

2. Get a grant
You may get a £1,500 apprenticeship grant if:

- you have less than 50 employees
- your apprentice is aged 16 to 24
- You can claim support for up to 5 apprentices.

Contact the National Apprenticeship Service to check you’re eligible and apply.

National Apprenticeship Service 
Telephone: 0800 015 0600 


Funding for training
You can apply for funding to cover the costs of your apprentice’s qualification if you’re providing their formal study as well as being their employer.

Usually the training organisation provides the apprentice’s training and will get this funding - contact the National Apprenticeship Service for more information.

The amount you could get varies depending on whether the candidate is:

- aged 16 to 18 - you can get all of their course costs up to advanced level apprenticeship qualifications (for example, higher diplomas or A-levels)
- aged 19 to 23 - you can get half of their course costs
- 24 years and older - you may only get a contribution

3. Pay and conditions for apprentices
You must pay apprentices at least the minimum wage rate.

The National Minimum Wage calculator works out the exact amount that you have to pay an employee.

Conditions
Apprentices usually work for at least 30 paid hours a week and must work more than 16.

You must pay your apprentice for time spent training or studying for a relevant qualification, whether while at work or at a college or training organisation.

You must offer apprentices the same conditions as other employees working at similar grades or in similar roles. This includes:

- paid holidays
- sick pay
- any benefits you offer such as childcare voucher schemes
- any support you offer such as coaching or mentoring

Apprentices and redundancy
You can’t usually make an apprentice redundant simply because you can’t afford to pay them, (for example, if your company runs out of work).

You should get legal advice if you think you might have to make an apprentice redundant or want to end the apprenticeship early for another reason.

If you’re unsure whether you can commit to a full apprenticeship but would still like to hire an apprentice, you can use an apprenticeship training agency.

4. Make an apprenticeship agreement
You must sign an apprenticeship agreement with your apprentice.

This gives details of what you agree to do for the apprentice, including:

- how long the apprenticeship is for
- the training you’ll give them
- their working conditions
- the qualifications they are working towards
- You can write your own apprentice agreement or download an apprenticeship agreement template.

5. Apprenticeship training agencies
You can use an apprenticeship training agency to find an apprentice to work for you. This means that you:

- aren’t the apprentice’s employer
- can stop employing the apprentice more easily if you need to
- pay a fee to the agency for the apprentice to work for you

Apprenticeship training agency fees are usually the minimum wage for the apprentice plus a management fee.

The agency supervises the apprentice’s learning, including their training and assessment.

If you end the apprenticeship early (for example, you can’t afford to carry on employing the apprentice) the agency will find them another work placement.

Contact the National Apprenticeship Service for more information on using an apprentice training agency

National Apprenticeship Service 
Telephone: 0800 015 0600 

Taking on an unemployed person
 

1. Overview
Jobcentre Plus has a range of recruitment services that can help you as an employer. You could get:

- recruitment advice, including specialist support for businesses
- help setting up work trials to give you the opportunity to try out potential recruits
- help through the Work Choice programme to employ a disabled person who needs specialist support
- support from other employment schemes, including Work Clubs and help with work experience

2. Recruitment advice and support
Contact the Employer Services Line to get practical support and advice about recruitment, including:

- specialist advisers who understand businesses’ recruitment needs and the local labour market
- help with the design and wording of your job vacancy
- help developing pre-employment training (specific to your job requirements) for people that need it
- suggesting new ways to recruit for your business and avoid excluding people, for example by offering flexible working patterns
- giving your existing employees the chance to mentor people who want to work
- an aftercare service after you’ve recruited someone

Employer Services Line
Telephone: 0345 601 2001

3. Work trials
A work trial is a way of trying out a potential employee before offering them a job. Once agreed with Jobcentre Plus, you can offer a work trial if the job is for 16 hours or more a week and lasts at least 13 weeks. The work trial can last up to 30 days.

Some of the benefits are:

- it’s risk free - you can try the person out before making a final decision
- you know they’re committed because they’re volunteering to do it
- there are no wage costs - people continue to get their benefits
- there’s very little paperwork and it’s fuss-free

The conditions for a work trial are:

- the duration of the trial must be agreed in advance
- the jobseeker must meet eligibility conditions and volunteer to take part - Jobcentre Plus will check this for you

Contact your local Jobcentre Plus to find out more.

4. Work Choice
Work Choice can help you to employ a disabled person who needs specialist support.

It’s a voluntary programme to help:

- disabled people who find it hard to get and keep a job
- employed people whose jobs are at risk because of their disability

Work Choice is delivered by various organisations from the public, private and third sectors (‘providers’).

A provider will work with you to develop a package of support specially designed for your business and the individual with the aim of developing their skills.

You can offer any type of work but it must be 16 hours or more per week to qualify.

Contact Remploy, who deliver Work Choice nationally.

Remploy
es.wis@remploy.co.uk
Telephone: 0845 155 2810

5. Work experience and apprenticeships
Work experience
Work experience is available to every 18 to 24 year old before they enter the Work Programme.

If you offer a young person work experience you’ll be helping to give them a better chance of finding work.

Contact your local partnerships manager or local Jobcentre Plus if you want help to become a work experience host.

Apprenticeships

These are organised through the National Apprenticeship Service and often follow a period of work experience. They combine practical training with study.

If you take on an apprentice, you can get funding to train them. You might also be able to get an apprenticeship grant if you run a small or medium-sized business.

6. Other employment schemes
Jobcentre Plus employment schemes can help you to recruit people as well as creating opportunities for people looking for work.

Work Programme
This is run by private and voluntary organisations called ‘providers’. They’re paid to help long-term unemployed people into work.

Your local provider could help with your recruitment needs and help you get the right person for the job.

Work Clubs
These provide unemployed people with a place to meet, exchange skills and experiences and get support to help them in their return to work.

Read the Jobcentre Plus guide on setting up a Work Club.

Work Together
This scheme encourages unemployed people to take up volunteering to help improve their skills and job prospects. Jobcentre Plus can help you to find a volunteering opportunity.

Enterprise Clubs
These are run by local businesses for people who are out of work and want to set up their own business or become self-employed.

Contact your local partnerships manager or local Jobcentre Plus if you want help to become a work experience host.

New Enterprise Allowance
This provides Jobcentre Plus claimants with mentoring and financial support to help start their own business. You can contact the provider in your area if you want to become a mentor.

Sector-based work academies
These provide sector-based training, work experience and a guaranteed job interview. They can help you fill your vacancies more effectively.

Jobcentre Plus can help you if you want to get involved.

Taking on a disabled person
 

1. Job specifications
The job specification (or ‘person requirements’) of a vacancy must not exclude disabled people from applying for a job.

However, some jobs may have an essential requirement that can’t be met with a reasonable adjustment.

Examples

A vacancy for a van driver says the person must be able to drive. This might exclude some disabled people, but it is an essential part of the job.

A company advertises a job with occasional travel necessary. The person could go by train so the company should not say that the person needs a driving licence.

If you reject a disabled candidate, it must be based on their performance at interview rather than having to make reasonable adjustments.

2. Encouraging applications
Your local Jobcentre Plus can help with:

- making sure your application process is accessible
- advising you about recruitment practices that open up jobs to disabled people
- information about making reasonable adjustments that can help someone start or keep their job

Contact Jobcentre Plus to find out more.

Jobcentre Plus
Telephone: 0845 604 3719

Apply for the ‘disability confident’ symbol
The disability confident symbol has replaced the ‘two ticks’ symbol.

You can use the disability confident symbol on adverts to show that you encourage applications from disabled people. You’ll need to sign up as a disability confident committed employer first - it’s free.

Alternative formats
You must provide information about the vacancy in alternative formats (for example, large print) on request if this is reasonable. You must also accept applications in alternative formats (for example, electronically) where possible.

3. Reasonable adjustments
You can ask if a candidate needs an adjustment to the recruitment process to allow them to be considered for the job, or you can wait to be told.

You must make adjustments if they’re reasonable, for example allowing:

- wheelchair users to have their interview on the ground floor
- candidates to complete a written test using a computer

After you’ve made a job offer, you can ask what adjustments they’ll need to do the job.

You can get help paying for extra support in the workplace through an Access to Work grant but you can’t use the money for reasonable adjustments.

4. Work Choice programme
Work Choice helps disabled people with more complex issues to find work and stay in a job. It’s a voluntary Department for Work and Pensions (DWP) programme.

You can work with a provider that offers specialist support to develop a disabled person’s skills and abilities. The provider designs a support package for your business.

Eligibility
There are no restrictions on the type of work you can offer, except that it must be for 16 hours or more a week.

Contact Jobcentre Plus to find out more and to speak to a Disability Employment Adviser 

Employing for the first time
 

There are 7 things you need to do when employing staff for the first time.

1. Decide how much to pay someone - you must pay your employee at least the National Minimum Wage.

2. Check if someone has the legal right to work in the UK. You may have to do other employment checks as well.

3. Check if you need to apply for a DBS check (formerly known as a CRB check) if you work in a field that requires one, eg with vulnerable people or security.

4. Get employment insurance - you need employers’ liability insurance as soon as you become an employer.

5. Send details of the job (including terms and conditions) in writing to your employee. You need to give your employee a written statement of employment if you’re employing someone for more than 1 month.

6. Tell HM Revenue and Customs (HMRC) by registering as an employer - you can do this up to 4 weeks before you pay your new staff.  

7. Check if you need to automatically enrol your staff into a workplace pension scheme.

Recruitment and selection
 

Visit the following link to obtain a useful factsheet from the CIPD website.

You may have to register your details but the factsheet can be read free of charge. 

https://www.cipd.co.uk/knowledge/fundamentals/people/recruitment/factsheet

 

Preventing discrimination
 

1. Overview
It is against the law to treat someone less favourably than someone else because of a personal characteristic, eg religion, gender or age.

Discrimination can include:

- not hiring someone
- selecting a particular person for redundancy
- paying someone less than another worker without good reason

You can discriminate against someone even if you don’t intend to. For example, you can discriminate indirectly by offering working conditions or rules that disadvantage one group of people more than another.

2. Discrimination during recruitment

Discrimination in job adverts
You must not state or imply in a job advert that you’ll discriminate against anyone. This includes saying that you aren’t able to cater for workers with a disability.

Only use phrases like ‘recent graduate’ or ‘highly experienced’ when these are actual requirements of the job. Otherwise you could discriminate against younger or older people who might not have had the opportunity to get qualifications.

Where you advertise might cause indirect discrimination - for example, advertising only in men’s magazines.

Get help advertising a job without discriminating

Small Business Recruitment Service
Telephone: 0345 601 2001 (option 2)

Questions you can’t ask when recruiting
You must not ask candidates about ‘protected characteristics’ or whether they:

- are married, single or in a civil partnership
- have children or plan to have children

Asking about health or disability

You can only ask about health or disability if:

- there are necessary requirements of the job that can’t be met with reasonable adjustments
- you’re finding out if someone needs help to take part in a selection test or interview
- you’re using ‘positive action’ to recruit a disabled person

You might be breaking the law if any discrimination happens during their recruitment process, even if you use a recruitment agency.

Asking for a date of birth

You can only ask for someone’s date of birth on an application form if they must be a certain age to do the job, eg selling alcohol.

You can ask someone their date of birth on a separate equality monitoring form. You shouldn’t let the person selecting or interviewing candidates see this form.

Spent criminal convictions

Applicants don’t have to tell you about criminal convictions that are spent. You must treat the applicant as if the conviction has not happened, and cannot refuse to employ the person because of their conviction.

There are some areas of employment that are exempt from this rule, eg schools.

Trade union membership

You must not use membership of a trade union as a factor in deciding whether to employ someone. This includes:

- not employing someone because they’re a member of a trade union
- insisting someone joins a trade union before you’ll employ them

Employing people with protected characteristics
You can choose a candidate who has a protected characteristic over one who doesn’t if they’re both suitable for the job and you think that people with that characteristic:

- are underrepresented in the workforce, profession or industry
- suffer a disadvantage connected to that characteristic (eg people from a certain ethnic group are not often given jobs in your sector)

You can only do this if you’re trying to address the under-representation or disadvantage for that particular characteristic. You must make decisions on a case by case basis and not because of a certain policy.

You can’t choose a candidate who isn’t as suitable for the job just because they have a protected characteristic.

Favouring disabled candidates
When a disabled person and a non-disabled person both meet the job requirements, you can treat the disabled person more favourably.

3. Discrimination during employment
You must not discriminate against your employees. This could be done by, for example:

- introducing measures that discriminate between workers, eg a benefit for married employees that’s not available for people in a civil partnership
- paying men and women different amounts (this includes benefits, eg company cars) when they’re doing work of equal value
- selecting someone for redundancy because they have a protected characteristic
- failing to make reasonable adjustments for a disabled worker
- firing someone for making an allegation of discrimination
- firing someone because they’re a union member
- unfairly rejecting a request for flexible working from a new parent

This includes self-employed people on a contract for you.

Training and promotion can’t just happen because of an employee’s age or the time they’ve worked for you.

You’re allowed to ask employees about their future career plans, including retirement. But you can’t just choose older workers for discussions about retirement. Such talks should be part of general discussions about each worker’s career development.

Employment tribunals

An employee who thinks they’ve been discriminated against may raise a grievance or take their case to an employment tribunal.

You’re responsible for discrimination carried out by your employees unless you can show you’ve done everything you reasonably could to prevent or stop it.

Employing family members

If you hire members of your family you must:

- avoid special treatment in terms of pay, promotion and working conditions
- make sure tax and National Insurance contributions are done correctly

Gender reassignment

The moment a worker tells their employer that they’re having gender reassignment, they’re protected from discrimination. Discrimination includes:

- disadvantaging the worker because of the time they have to take off because of medical treatment
- not enabling the worker to use facilities appropriate to their gender

To avoid discrimination, you must:

- change your records (eg human resources records) when the worker has a Gender Reassignment Certificate and a new birth certificate
- ensure complete confidentiality of all information the worker gives you about their gender history

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News

6 results found 
Momentum bring innovation to companies that are frustrated with the high cost of sales training.

Saturday 05 August 2017

As part of our partnership with global sales development Sales Star, based in New Zealand. we have developed an innovative and on-demand sales training product. This is ideal for businesses which are frustrated with the high cost of sales training which invaribly results in only short term increase in revenue and improvement in the skills of the people who have received training. The Sales Star on demand product delivered by Momentum to businesses throughtout the UK will help business owners and CEO's who are frustrated because they want to grow sales but.... Can't find a cost or time effective way of doing this. Cannot take the team off the road to get the growth required. Aren't sure what the right solution is or which provider to use. Find training fees prohibitive Are nervous about committing significant funds to training they cannot control. Sales Star on Demand provides business owners and sales managers the tools they need. Pete Evans, MD of Momentum comments " We are excited to be able to bring this product to businesses in the UK. It uses the latest technology and research so that we can support sales managers and business owners who have to manage and lead sales people. We are able to provide them with relevant tools which are fun and innovative. The other benefit is that businesses can grow their sales and revenues without the high cost which is typically associated with sales training" For further information please contact Pete Evans, pete@momentumss.com
Posted by Momentum Sales Solutions Limited
Digital agency welcomes University of Huddersfield student to the team

Wednesday 02 August 2017

Following a number of recent client wins, Cara Cardona has joined Brighouse-based Vizulate Digital in the role of Digital Marketing Business Administrator on a 12 month placement from the University of Huddersfield. It was her keen interest in digital marketing, e-commerce and creative projects that enticed Cara to the position, and she is now hoping to gain an in-depth understanding of digital marketing, as well as learning how a business-to-business service operates. Currently in the third year of a marketing degree at the university, Cara said: “I’m really excited to be joining a growing digital agency and looking forward to applying some of the academic practices I have learned in my first two years of study.” Speaking about the appointment, Vizulate Digital director Scott Brant said: “As a Digital Marketing Business Administrator Cara will be working closely with the rest of the team over the next 12 months, assisting in the delivery of a number of large scale digital projects for our diverse range of clients. “Cara’s appointment means we are now a five-strong team and have ambitious plans to grow the agency further over the next 12 to 18 months.”
Posted by Vizulate Digital
The benefits of being a member of Kirklees Business Hub

Friday 26 May 2017

Earlier this year, we returned from the Objective Management Group (OMG) International Conference in Boston, having won two awards, best new partner or "rookie" of the year award and an outstanding performance award. We wrote an article about our achievement on Kirklees Business Hub and included information about how we support businesses with improving their sales. The news article was subsequently shared by the team at Kirklees Business Hub on LinkedIn and Twitter. As a result of the article being shared, we received two new enquiries. One of the new enquiries is a business based in Kirklees and the other prospect is based in South Wales. Our business is already experiencing the benefits of the hub and we would encourage people to share their news. More importantly, attend the excellent events that are organised. The one I attended on Wednesday at the 3M Innovation Centre was excellent. It is a great opportunity to learn and make contacts with like minded local businesses.
Posted by Momentum Sales Solutions Limited
Cyber Security expert joins Security and Risk Management Organisation

Thursday 27 April 2017

The recruitment falls in line with Equilibrium Risk’s growth strategy, and is a result of another year of growth in profit Huddersfield-based security and risk management company, Equilibrium Risk have appointed Stefan Garczynski as the Head of Cyber Security. The appointment comes in response to a growing demand within the SME market, who have very limited access to effective cyber security and is furthered strengthened by the introduction of the General Data Protection Regulation (GDPR), taking effect next year. Stefan is an industry veteran with over 25 years’ experience in the IT industry, having worked on an array of projects for high-profile clients including the Home Office, Network Rail, NHS, and the Leeds City Council. Stefan specialises in ensuring that businesses have the correct governance and strategies in place to enhance a business’s security framework, at the same time making sure that businesses adhere to the various legal requirement bodies out there while identifying innovative ways to defend against cyber-attacks. Previously, Stefan spent over 11 years as a Section Officer for West Yorkshire police, providing services as a response officer, dealing with various first response activities and crime initiatives within Leeds city and south district, leaving in 2007, where he was awarded a Long Service Medial. Commenting on the appointment, Luke Appleby of Equilibrium Risk commented: “We are delighted to welcome Stefan to Equilibrium Risk. Stefan shares our ethos of becoming a trusted client resource in order to deliver the highest level of service and results. He has already proven to be a valuable addition to our team, and we are confident he will assist us in continuing to provide unique and bespoke security services.” Stefan Garczynski added: “Cyber security and the physical security of environments, people and processes has always appealed to me, which is why it is such an honour to be working with an organisation that places the importance of both these areas equally. I’m looking forward to getting stuck in and supporting the region’s SME’s with their security needs, especially with the upcoming regulations.”
Posted by Equilibrium Risk
Momentum Wins Objective Management Group Outstanding Achievement Award

Sunday 26 March 2017

Momentum has been a partner of Objective Management Group (OMG) for nearly 18 months and at the end of 2016, completed it;s first full year as a partner. OMG are the We are the pioneer and industry leader in sales force evaluations and sales candidate screening. Through being a partner of OMG, we are able to help businesses with accurate accurate insights for growing sales, profits and market share. We look at your people, strategies and systems and can tell you whether your people can actually execute the company’s strategies, meet your expectations and belong in the roles they are in. At the recent OMG international partners conference in Boston, Momentum received two awards, one as the best new partner or "rookie" of the year award and an outstanding performance award. We are delighted with these awards and look forward to working with businesses locally to help them increase sales. For further information about how we can help you, then click on the link below:- http://stats.objectivemanagement.com/397
Posted by Momentum Sales Solutions Limited
RoATP Acceptance

Tuesday 14 March 2017

Partners in Management have been accepted onto the Register of Apprenticeship Training Providers - RoATP for Management and Leadership Apprenticeships.
Posted by Partners in Management
6 results found 

Events Posted

27 results found, page 1 of 3.  
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All Present and Correct?
Tuesday 12 September 2017
Lockwood House, Brewery Drive, Huddersfield, Yorkshire, HD4 6EN
Free Entry - 20 places
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Adult Mental Health First Aid training
Tuesday 19 September 2017 - Wednesday 20 September 2017, 09:00 - 17:00
Paddock Village Hall, West View, Huddersfield, HD1 4TX
Free Entry - 11 places
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Youth Mental Health First Aid Training
Wednesday 20 September 2017 - Thursday 21 September 2017, 09:00 - 17:00
The Basement Recovery Project, 3, Union Bank Yard, Huddersfield, HD1 2BP
Free Entry - 15 places
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Adult Mental Health First Aid Training
Monday 25 September 2017 - Tuesday 26 September 2017, 09:00 - 17:00
Cleckheaton Town Hall, Bradford Road, Cleckheaton, BD19 3RH
Free Entry - 15 places
Image for
Youth Mental Health First Aid Training
Wednesday 27 September 2017 - Thursday 28 September 2017, 09:00 - 17:00
Heckmondwike Sports Club, Cemetery Road, Heckmondwike, WF16 9ED
Free Entry - 16 places
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Adult Mental Health First Aid Training
Monday 2 October 2017 - Tuesday 3 October 2017, 09:00 - 17:00
Holmbridge Parish Hall, Woodhead Road, Holmfirth, HD9 2NQ
Free Entry - 16 places
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Youth Mental Health First Aid Training
Wednesday 4 October 2017 - Thursday 5 October 2017, 09:00 - 17:00
Golcar Providence Methodist Church, Knowl Road, Huddersfield, HD7 4AN
Free Entry - 16 places
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You're Hired!
Tuesday 10 October 2017
Lockwood House, Brewery Drive, Huddersfield, HD4 6EN
Free Entry - 20 places
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Adult Mental Health First Aid Training
Monday 30 October 2017 - Tuesday 31 October 2017, 09:00 - 17:00

Free Entry - 16 places
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Youth Mental Health First Aid Training
Wednesday 1 November 2017 - Thursday 2 November 2017, 09:00 - 17:00

Free Entry - 16 places
27 results found, page 1 of 3.  
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