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Working part-time in HR: Your legal position

Career changeThe recent growth in part-time jobs has been much remarked-upon. Part-time work helps businesses maintain flexibility and avoid redundancies in difficult times; while part-time HR staff can benefit from lifestyle advantages and a stepping stone into their HR specialism of choice. The increase in part-time work throws up several legal issues for businesses and workers.

Employee, Worker, or Self-Employed?
The most important factor for the purpose of employment law is not whether someone works part-time or not; but whether they are classified as an ’employee’; ‘worker’; or ‘self-employed’.

The majority of HR staff are employees. They are required to work regular hours unless they are on leave; and the employee makes tax and NI deductions from their wages. Those who are on the payroll but only work when required (for example those with ‘casual’ or ‘zero hours’ contracts), may be classified as workers rather than employees. Self-employed HR staff, such as freelance consultants, are hired for specific projects, invoice the business for their work and pay their own tax and national insurance.

Part-time workers and employees have a number of statutory rights and protections. Those who work on a self-employed basis do not.
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Recruiter guide to Simply HR Jobs

Here’s a useful guide to help recruiters get the most from the Simply HR Jobs website.

Add a Job
Manage Jobs
Manage Applications
CV Search
CVBE Setup


– Visit the site and follow link to Recruiters in main Nav.

– Enter email address and password. If you previously had multiple accounts this will now be a single login per company. If you are unsure which that is please contact us.

Add a job

– From the recruiter dashboard click Add a Job.

– Fill in fields with details about the job.

– When you are are happy with the content click Add.

Manage Jobs

– At the top of the page you can click the link to switch between your published and unpublished jobs.

– Use the filters or search at the top of the page to find and order jobs, and to select how many to display.

– You can view applications for each job, and edit them individually from the links next to each result.

– You can also select several jobs, or use the Tick All link at the bottom of the page to perform bulk actions. With multiple jobs selected you can delete, unpublish, renew or repost in one go using the links at the bottom of the page.

Manage Applications

– For each job in the Manage Jobs section (see above) you will see a link to Applications.
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How can HR cope with high volumes of job candidates?

War for talentWith the UK population projected to increase by half a million people over the next 12 months, the number of jobs being created may fail to keep pace with the population growth. HR departments are likely to see applications per advertised post reach new highs, and this puts pressure on the selection process.

Gerwyn Davies, CIPD Labour Market Adviser says more people will be chasing jobs and at the same time the shift towards online recruitment means a greater pool of applicants to trawl through.
“This may lead to even more applicants for employers to consider for each vacancy in the future,” says Davies. “It is very tempting for employers to feel overwhelmed by such a high volume of applicants and to set a high bar for their needs today.”

His advice is that employers should see it as an opportunity to draw on a wider pool of talent for their needs tomorrow to help address skills shortages and improve their talent pipelines.
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Employment growth continues but may not keep pace with population growth says CIPD

CV and keyboard imageA new report from the CIPD shows that more employers are planning to increase staffing levels than those planning to decrease them. This is good news for HR professionals working in recruitment, but suggests that the selection process will get more and more challenging as the pool of potential applicants will be so large.

The just-published Spring 2013 CIPD/Success Factors Labour Market Outlook report found competition for jobs is particularly tough for low-skilled and young, inexperienced workers, with 45 applicants chasing every job.

The report uses a net employment balance measuring the difference between the proportion of employers planning to increase staffing levels and those planning to decrease them, predicted a quarter-on-quarter increase from +5 to +9.

More good news is that the net employment balance for the private sector is +21, up from +16 last quarter. This is the fifth consecutive quarter of projected growth according to the historical figures collated by CIPD and Success Factors.
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Seven simple steps to promotion

Opening doorsAmbitious HR professionals will have their eyes on promotion opportunities from day one in a new job. Others – perhaps the more realistic – will reason that much must be proved before the HR career ladder can be conquered.

Due to the relatively unstructured nature of HR careers, not to mention the ongoing sluggishness of the economy meaning fewer internal promotion opportunities are coming up, a rapid rise in any organisation just now is unlikely.

Those who do expect to see regular promotion must be prepared to sacrifice a lot – putting in longer hours than colleagues, and working hard to build the right relationships and beat targets in order to get noticed and rewarded.

Here are our top tips for putting career progression into action:

Ask for a mentor at work
Mentors can offer valuable career guidance. Having a wise, experienced colleague on your side can really help propel your HR career in the right direction. In fact a US study recently found that in four out of five promotions, those promoted had a mentoring relationship with someone higher in the company who helped by advocating their skills and abilities.
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