Risk & Responsibility in Recruitment If you aren’t sure of your legal responsibilities as a recruiter, or if you are tired of carrying the risk for clients and contractors, this is for you. Darren Berson talks through risk and responsibility in recruitment with Martin Richardson of Ready Set Recruit Legal, a lawyer that focuses on our industry.
What does PlatinumWFM’s back office solution have in common with Ready Set Recruit Legal's TOBs Toolkits? Both are tools to help protect your agency against nasty legal surprises and make it as easy as possible for you to keep up with your responsibilities. If you recruit and manage contractors (also called staffing or on-hiring staff), you have specific legal obligations. On-hiring is not the same transactional business model as permanent recruitment as it is regulated by laws governing employment, workplace safety, taxation and labour-hire licensing. Despite those PSA’s your clients expect you to sign, you’re not an insurer for risks in their businesses, so let’s unpack your actual liabilities and how we can help you manage them. Cross your T’s, dot your i’s The excellent revenue in recruiting and managing contractors comes with some risks, but these can be minimised in your back
Darren Berson Platinum WFM
office processes and by using quality legal documents. We know you’re not a lawyer, anymore than you’re a software techie. We understand that it’s tempting to use that old legal document template that’s been floating around for years, just as it seems easier to use a different software solution for each step in your back office process. But, we don’t want you to find out the hard way that this approach to legal documents and software has put your business at risk. When it comes to compliance and governance, PlatinumWFM’s back office automates as much as possible to reduce human error and tick off your reporting and governance obligations as money flows through your business. We make this possible because our solution integrates the leading software into one seamless back office that’s specifically tailored for recruiters. Similarly, Ready Set Recruit Legal's tailored legal documents and toolkits are
Martin Richardson Ready Set Recruit Legal especially designed to meet the needs of recruiters. ‘Tailored’ means the documents are created by a lawyer with a working knowledge of recruitment and staffing. Remember that a legal document is a product, just like software. You need the right product for your business, one that you understand and use effectively. When you put your TOBs in front of a client, you want to be able to answer questions confidently and push back on changes as necessary. “Your TOBs need to reflect your service delivery risk - your service is not what your contractors ‘do’ for a client,” says Martin. “Take a tech agency that supplies a developer – is the agency the specialist I.T. consultant who can sign off on software deliverables? Definitely, not! I see too many contracts and TOBs that get this fundamental principle wrong and leave agencies carrying service delivery risk and becoming their client’s default insurer.” RECRUITMENT & CO | 17
