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Feb 18  |  Mar 18  |  Apr 18

Apr 18 : A Day in The Life Of… an Assembly Operative

If you’re interested in working in the motorcycle industry, have you considered working as an Assembly Operative? Have you ever wondered what it takes to build a motorcycle? If you’re wondering what a typical day involves, we interviewed one of our workers to find out what they do on a day-to-day basis…

What does an Assembly Operative do?

Our Assembly Operative builds engines for a leading motorcycle company. The assembly process starts with the crankcase – this is the case covering a crankshaft - which is fitted onto a moving conveyor where internal components are added. Stringent checks are then applied including the cylinder heads, which are measured to establish the correct valve clearance – this is done using a CMM machine. The cylinder head is then bolted onto the crankcase using a Multi Spindle DC Tool. As the engine continues along the conveyor, the final components are fitted and, once assembled, the engine will undergo testing. The final stage of the engine assembly is the inspection; the fully built engines are then transferred to the chassis line via an automated shuttle and the frame is then fitted. More components are then added – this includes the front forks, wheels, tyres, fuel tanks and the body work. Once the motorcycle has been built, a set of final tests are carried out including a cosmetic inspection. The fully built motorcycle is then placed into a packing crate, ready to be despatched to dealers around the world.

What are the three best things about your role?

I work with a good group of people and the money is good too. The agency, HSL, really look after me – they are very helpful and supportive, which is great.

What attracted you to this job and how long have you been working in this role?

It’s a practical role, which reflected both my skills and experience. I have been working at the motorcycle factory for 8 months and I am very proud to work for such a renowned company.

How did you find out about this role?

I popped into the HSL office and the team talked me through the role of Assembly Operative - it was just the job I had been looking for. I enjoy building engines, so the job really suited me.

At HSL, we’re currently looking for more Assembly Operatives. Our client is based in Leicestershire and is one of the UK’s leading motorcycle manufacturers. This is an excellent opportunity for motorcycle enthusiasts or experienced Assembly Operatives, although previous experience is not required. However, dexterity and attention to detail is a must.

Interested in becoming an Assembly Operative?

Using air tools for assembly, your role would involve the hand assembly of motorcycles in the main assembly plant. If you have a background in assembly and production within the automotive industry, this would be a bonus. The starting pay is £9.13 per hour, which rises to £11.60 per hour (on completion of a successful 12-week probationary period), and the hours of work are between 47.5 to 22.5 (depending on the build plan).

Our client has a first-rate reputation both locally and nationally. If your application is successful, you will be joining a well-established company with many career opportunities.

If you’re interested in applying to become a motorcycle Assembly Operative, then please contact us today, call 02476 327 602 or email: enquiries@hsl1uk.com.


Mar 18 : High Volume Recruitment: 10 Things You Need to Consider

When recruiting high volumes of staff, there are many things you need to consider if you’re going to choose the right people to work for your business. Without careful preparation and efficient selection processes, your organisation could run the risk of recruiting poor candidates leading to staff problems, poor productivity and high staff turnover. 

  1.  Preparing for recruitment - effective planning
    This is probably the most important stage of all – get this right and you will have a better chance of finding the right people. Start by creating a thorough plan of all the resources you need. Do you need staff on a short-term contract to fulfil certain tasks, i.e. summer warehousing jobs for Christmas goods? Are you expanding to a level where you need long-term workers to achieve certain business objectives, i.e. working on new factory lines? Once you have a solid recruitment strategy in place, you can start looking for staff.
     
  2. Attracting the right candidate
    If you have created a concise recruitment plan, you will be able to produce a clear job specification and description for each role. This is important if you want to attract the right candidates, as accurate job specifications and descriptions will enable you to match better candidates, thus saving you a great deal of time. You might be looking to fill a selection of different roles, so it could be worth seeking outside help by outsourcing your recruitment needs.
     
  3. Employment checks and immigration status
    In our last article, we discussed the importance of making sure any potential candidates have been thoroughly checked, which includes having the right to work in the UK. As an employer, if you hire someone who does not have the right to work in the UK, you could face a £20,000 fine for each illegal worker or 5 years imprisonment.

    Our advice is don’t run the risk when it comes to employment checks! At HSL, we’re the only local recruitment agency to use the Home Office compliant system uAthenticate to check the immigration status of every candidate before any interviews take place. We can authorise over 3,000 types of identity documents to see whether a candidate has the correct visa or work permit. We also provide this service to clients that need to check existing members of staff too.
     
  4. Pre-screening candidates
    When you’re faced with a pile of CVs, it can be very hard to tell whether a candidate is up to the job you’re recruiting for. This is very difficult when you’re recruiting large volumes of staff, as you won’t have time to study every single CV in minute detail. Therefore, it’s vital that you have an efficient pre-screening process – i.e. set criteria based upon the job specification and description. At HSL, we have designed a seamless process for sifting through large volumes of CVs, which helps us check multiple candidates in a quick and effective manner.
     
  5. Assessing candidates
    Depending on the roles you are trying to fill will depend on the way you assess potential candidates. If you’re recruiting large volumes of office-based workers, this is usually in the form of a series of tests – for example, Microsoft Office programs and practical tasks to check a person’s ability and aptitude, or possibly psychometric testing depending on the role. For industrial staff, you may not need to carry out specific tests, but you will need to know whether candidates are capable of doing the job you need them to do.

    Some larger organisations set up an Assessment Centre when they are hiring pools of staff. This is where you invite candidates in for the day and assess a group of people all in one go. Obviously, this can prove tricky if you are looking to hire more than 10 employees! Therefore, it will save you precious time and resources if you can rely on a trusted outside party to carry out any relevant assessments on your behalf, such as a professional recruitment agency.
     
  6. Communicating with candidates
    Even when you are recruiting for one role, communicating with potential candidates can take up a lot of your team’s time. However, a lack of communication could result in the loss of a valuable candidate, so it is important to make sure you have this area covered. When it comes to recruiting large volumes of staff, individual communication becomes nearly impossible. Unless you have a big HR/Personnel team, most businesses tend to outsource large-scale recruitment for this very reason. At HSL, we act as a liaison between our clients and candidates to avoid time-consuming, ‘tennis style’ communications.
     
  7. Making an employment offer
    When you are recruiting large pools of staff for more industrial roles, you will need a smooth process to confirm every job offer with each individual candidate. This includes contacting candidates to confirm salaries, any perks or benefits, and then issuing each person with an employee contract including holiday allowance, etc. You may find it easier to use a recruitment partner to manage the whole process on your behalf.
     
  8. IT systems and technology training
    Do you have any specific software systems or bespoke technology within your business that staff will need to be trained to use? This could include warehousing systems, factory machinery, and clocking systems. For example, at HSL, we use a system called Clock-rite, which we consider to be a highly effective time and attendance system.
     
  9. Briefing and Health & Safety
    Before your new employees begin working for you, it’s important to create a thorough brief of what’s expected of them when they start. It’s really important to include Health & Safety policies and procedures within any briefing documents, especially if your staff will be working in an industrial environment, such as warehousing or factory settings. Obviously, your Health & Safety guidance will be site specific, so make sure you cover any high-risk areas. Get in touch if you need any advice on this.
     
  10. Ongoing monitoring and management of staff
    Once your new employees have started, it’s essential that you set up regular monitoring processes. This should start with a full induction including a Health & Safety briefing, as well as advising staff of any Appointed First Aiders. Depending on the nature of your business, you may decide that you need to set up weekly or monthly briefings/meetings to keep staff up-to-date and to monitor their progress. At HSL, we provide a dedicated consultant for each of our clients to monitor employees, and this includes regular site visits.

To conclude, outsourcing high volume recruitment will save your organisation precious time, money and resources. Always choose a trusted recruitment agency to help you recuit large volumes of staff - bad employees could cause serious issues, disrupt your business operations and seriously damage your reputation.

At HSL, we do all the hard work on your behalf when it comes to high volume recruitment. We offer specialist Onsite Solutions, which include managing the entire recruitment process on your behalf - from candidate checks and assessments to inductions, training, staff briefings, timesheet collation, and even KPI reporting. For more information, please contact us today.

Feb 18 : Does Your Workforce Have the Right to Work in the UK?

As an employer, when you take on a new member of staff, do you know whether they have the right to work in the UK? Are you sure you have carried out the right immigration checks? Whether you’re an employer with a large workforce or a small company, this is a huge concern for any business. There are severe penalties for non-compliance with immigration checks.

If you are found to have employees who do not have the right to work in the UK, you could be fined up to £20,000 for each illegal worker or imprisoned for 5 years. Can your business afford this risk? We strongly advise that all staff are fully checked BEFORE they join your workforce.

Passports and ID cards: real or fake?

Forged passports and ID cards are becoming more sophisticated year on year, which means being able to spot fake documents is an increasingly challenging task. As a business, it’s vital your personnel are fully up to date with government guidance. What’s more, your employee checks need to be highly effective and secure to protect your business interests, as well as your reputation.

Stay compliant and avoid prosecution

At HSL, we are the only local recruitment agency to be able to offer immigration compliant workforce checks aligned to Home Office guidance. We use a system called uAuthenticate, which allows us to check and authorise over 3,000 types of identity documents. This gives you full peace of mind when it comes to the immigration status of your employees.

  • Instantly check whether employees have the right to work in the UK
  • Authenticate identity documents using a global database
  • Monitor employee immigration status and give warnings
  • Stay fully compliant with Home Office guidance
  • Avoid hefty fines and imprisonment

For more details, please watch our uAuthenticate video below:

Do you need to run checks for your workforce?

 

We work with many large firms across a wide range of industry sectors including logistics, automotive and engineering. When you use our recruitment services, your candidates’ immigration status will be checked using the uAuthenticate system, free of charge.

However, if you are just looking to check whether your employees have the right to work in the UK, we can help. We have three options available for our immigration checking service:

  • £25 per person
  • £20 for 50 people
  • £15 for 100 people or more

Our immigration checking service ensures you are compliant with the Immigration & Asylum Act 1999, Prevention of Illegal Working and the Immigration Acts of 2014/16, as well as the Equality Act 2010 to protect your business against any potential accusations of racial and cultural discrimination. The uAuthenticate system is continually updated in line with any changes to legislation and Home Office guidance.

If you’re worried about whether your employees have the right to work in the UK, please do not delay, contact us today! We would be happy to talk through your concerns and can offer checks for individuals or for your entire workforce. For more details on our recruitment services, please visit our Employers page.

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