The CBI is confident that the private sector employers will be able to soak up the cuts in public sector employment announced in the Spending Review last week. With the North West having an above average percentage of workers in public sector – 22.3% as compared to the English average of 20.1% - private sector companies in Cumbria need to get their sponges out! Irrespective of whether private sector companies have jobs, the two workforces are not necessarily interchangeable.
Richard Dixon, Director of Carlisle-based Riverside Recruitment, is a specialist in providing recruitment services in Cumbria and the North of England. “We are indeed experiencing an increased number of calls and registrations from candidates currently employed in the public sector. Most of our clients in the private sector - companies in manufacturing, distribution, processing and tele-marketing – are taking the opportunity to look at public sector candidates to augment their workforces.” However, the workforces have different dynamics and, with the economy in an uncertain state, Dixon has five pieces of advice for companies considering an increase in staff:
1. Don’t advertise yourself. With some job adverts getting more than 150 applicants, use a recruitment company that has response and legal compliance systems to handle the advertising and selection process for you. Public sector employees are used to formal systems and they are also more aware of discrimination legislation so do not leave yourself open to potential claims.
2. Competence not experience. Don’t ask for significant experience of an industry specific job – i.e. 10 years of scheduling home deliveries of White Goods – when an ex-council road-works scheduler is available. Industry specific skills can be learnt quickly by people with the right competencies and they can frequently bring a fresh approach to the role.
3. Contract-out. You don’t have to employ the staff yourself. Contract this to a reputable employment agency who will handle all the administration. This also gives more flexibility to down-size should the economy take a double-dip. This is a common arrangement in the public sector.
4. Try before you buy. If you do want to employ direct, take prospective employees on a temporary contract through a recruitment agency first. This gives you a chance to find out what the person is like first.
5. Be flexible with benefits. If you can, be flexible with the benefits you offer. Previous public sector employees may be willing to trade salary for enhanced pension contributions, flexible working hours or increased holiday.
Dixon encourages companies to take the advice of a recruitment specialist first. “Unlike other business services, we don’t charge for advice and you only pay us a fee a once a candidate has started work with you.”
Riverside Recruitment Ltd
http://www.riverside-recruitment.co.uk/
