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Hire the services of a professional accountant to assist you in the preparation of your financial statements.


Get a business bank account that settles the taxes, manages investments, and pays out to individuals on time.


Work with freelance database developers to create effective databases that fulfill the demands and objectives of their clients.


Get photographs clicked by professional freelance photographers who charge reasonably per the requirements of the client.

Web Developer

Employ a creative web developer to create fully functional websites that follow current trends and are more visually appealing.


Work with experienced technicians to handle software and hardware and diagnose and analyze user issues and provide solutions.

App Developer

Hire app developers who will create bug-free, efficient apps that work on all platforms.

UI/UX Designer

Hire professional UI/UX designers to create a clean user interface that delivers a positive user experience.

Employment Laws in the UK

Employees in the UK enjoy the broadest set of rights. Employers in the UK must pay a fair wage, which differs by age and rises each year. There is a lot more to learn about employment laws in the UK, and you can simply discover it with us.

HR Recruitment

We follow a tight process for finding, recruiting, evaluating, choosing, employing, and onboarding employees to hire applicants who possess the desired
qualifications and qualities.

Recruiting Services

We offer one of the best recruitment consultants in the market, dedicated to meeting the demands of each industry area.


Candidate Evaluation

We thoroughly examine and assess applicants to hire the best potential candidates depending on their qualifications.


Selection Interviews

Any HR services consultant will ask candidates questions during this phase of the hiring process to assess their core skills and interest in the position.


Employees Rental

We set up a contract between workers and employees of a different company that pays them and handles their other costs and duties.


Head Hunting

We hire people who are good at spotting talent and locating people who fit specific job criteria.


Personnel Relocation

We provide financial and organizational relocation help to make employee relocation as smooth as possible.

Job Hunting in the UK

Job hunting is a tedious process. We will walk you through the process of finding a job in the UK, providing knowledge on the existing employment market, job opportunities, and other associated concerns to make the process as simple as possible for you.


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Your Complete HR Management

We have a dedicated HR management team (plus our health and safety consulting partner) that successfully recruits and retains individuals while increasing and strengthening the organization’s growth and productivity while keeping a healthy workforce and culture.

How to Recruit in the UK

Write a Better Job Description

Our team creates a strong job description that lays out a clear set of requirements for companies to connect to their employees.

Choose the Right Targeting Channels

The job description is distributed through several targeting channels to grab the attention of more candidates assisting in having a larger pool of candidates to choose from.

Interview Informed Candidates

Expert professionals interview the chosen candidates to assess their talents and skills concerning the job description.

Close the Right Candidate

The candidate with the needed skills is then hired based on the job description and requirements, bringing the process to a close.

Latest Post From Blog

Employee Recruiting Secrets Revealed

The United Kingdom has a vast pool of talented and skilled workers. So, if you’re looking to recruit employees for your business, it’s important to know how to tap into this talent pool and find the best candidates for the job.

There are many different ways to go about recruiting employees in the UK. But, there are some methods that are more effective than others. Here are five UK employee recruiting secrets that will help you find the best candidates for the job:

Start With a Strong Job Ad

Job Search and Employment, Occupation Opportunity Classified Ad Newspaper Page stock photo

Image Source: Unsplash

The best way to attract qualified candidates is to start with a well-written and engaging job ad. Your ad should be designed to capture the attention of your target audience and should include all the essential information about the position. Using hashtags and social media can help you reach a wider audience, but be sure not to sacrifice quality for quantity. In addition to including all the necessary details about the job, such as duties and responsibilities, required qualifications, and salary, your ad should also be clear and concise. The goal is to attract the best candidates, so make sure your job ad is up to the task.

Utilise Employee Referral Programs

As any HR manager knows, finding good candidates is essential to the success of any business. There are a number of ways to find good candidates, but one of the best is to utilise employee referral programs. This is a great way to find candidates who are already familiar with your company’s culture and values.

Ask your employees if they know anyone who would be a good fit for the role. And, offer a reward for successful referrals. This will incentivize your employees to help you find good candidates. And, it will help you build a strong pool of potential candidates.

Hold an Open Day

If you’re looking for a great way to attract potential candidates, why not hold an open day? Invite candidates to come and tour your offices, meet the team, and learn more about the company culture. This is a great way to give candidates a taste of what it’s like to work for your company. Plus, it’s a great opportunity for you to get to know the candidates and see if they would be a good fit for your team. So if you’re looking for a great way to attract top talent, an open day might be just what you need.

Be Ready to Negotiate

When you’re recruiting employees in the UK, be prepared to negotiate. The UK labour market is very competitive, so you may need to offer a higher salary than you originally planned. But, remember that salaries are not the only thing that candidates are looking for. They also want to know about the company’s culture, values, and benefits. So, be ready to talk about all aspects of the job and be open to making some concessions. With a little give and take, you should be able to reach an agreement that works for both sides.

Keep an Open Mind

While it’s important to be mindful of the skills and experience that a potential employee can bring to your organisation, it’s also vital to keep an open mind during the recruitment process. There are many talented and skilled workers from all walks of life in the UK, so don’t limit your search to just one group of people. Consider candidates from all backgrounds and experiences – they may just surprise you with their abilities and work ethic. By doing so, you’ll not only broaden your pool of talent, but you may also find individuals who are a better fit for your company culture. So, next time you’re recruiting, keep an open mind – it could make all the difference.

Don’t be afraid to get creative with your recruitment methods. There are many different ways to find good candidates. So, think outside the box and try something new.

Early Conciliation: An Important Advice for Employers

Early Conciliation: An Important Advice for Employers

The United Kingdom, like other countries in the European Union, has a system for settling disputes between employers and employees called conciliation.

The early conciliation procedure is a way of settling disputes that have been introduced by the Employment Tribunal for England and Wales. It is a process to bring about conciliation between parties before a claim can be heard in court or tribunal. The conciliator helps the employer and employee reach a mutually agreeable agreement, which can then be incorporated into a legally binding contract under UK law.

If you are an employer, it is important to know how to use the new procedures correctly from day one.

How To Start The Conciliation Process

You can contact ACAS either by phone or in writing. The most straightforward way is to use the online Early Conciliation form on the ACAS website, which will also allow you to upload any supporting documents such as contracts and statutory declarations required by ACAS.

Once all of this has been done, your claim will then go through an assessment period with a conciliator at ACAS, who decides whether it should proceed into the early discussion stage. An EC Certificate will be granted once the claimant, employer or ACAS itself decides that no agreement can be met, or once the statutory conciliation period expires. It is best to get ACAS early conciliation advice for UK employers to guide you through the entire process.

If the parties involved agree to conciliate, then ACAS will have one month from the date the EC form was received by ACAS to facilitate a settlement. That period can be extended by up to two weeks where there is a reasonable prospect of achieving a settlement.

What To Do If An Agreement Is Not Reached

If an agreement is not reached through Early Conciliation, the next step is to make a claim to the Employment Tribunal. No business wants an unjust dismissal from an employee. So if you’re facing an employment tribunal, immediately seek an expert that provides tribunal representation for businesses. Employers should be aware that this process can be lengthy and costly.

The Tribunal will first consider whether it has jurisdiction to hear the case and then decide on the merits of the claim. In order for a claim to be successful, the Tribunal must be satisfied that:

  • the claimant has a legally recognised right to bring the claim;
  • the claimant was an employee of the respondent at the time of the alleged misconduct; and
  • there was some form of discrimination, unfair dismissal or breach of contract.

If the Tribunal finds in favour of your claim it can make one or more of the following orders:

  • reinstatement or re-engagement of the claimant;
  • payment of compensation to the claimant, which may include loss of earnings and benefits;
  • an order for the respondent to take specific steps to put things right (known as ‘remedial action’); and/or
  • an award of costs against the respondent.

How Mediation Can Help Resolve Disputes In The Workplace

The benefits of mediation are clear: it helps to resolve disputes quickly, cheaply, and in a confidential manner. If you have any disputes within your workplace, be sure to consider mediation as an option. It may just save your team from some serious conflicts.

A mediator works to help both parties find a solution that they are happy with, and this is not just limited to financial reimbursements. Mediation can be used for any dispute in the workplace:

  • A Promotion Or Pay Raise – if one employee feels like another has been promoted over them despite their better performance record, mediation can help both parties come to an agreement regarding this.
  • A Disagreement Over A Project – if two employees are working on the same job, but cannot agree how it should be done, mediation may also work here. Some mediators will even offer services to set up a schedule where they can oversee projects as they happen and ensure that both employees are happy with the outcome.
  • Bullying Or Harassment – this is one of the more serious disputes that can occur in the workplace, but mediation can still be a valuable tool to resolving it. The mediator will work with both parties to create a confidential agreement that stops the bullying/harassment from happening again. This type of agreement is often called a ‘Cease and Desist’ letter.

Time Limits

One calendar month is the minimum amount of time you will have from the date of receipt of the certificate to make a claim to the employment tribunal.

In some cases, you may have longer than 1 month to make a claim. For example, if you are claiming unfair dismissal, you will have 42 days from the date of your last day at work to make a claim.

Employment Laws In The UK Essential For Every Workplace And Recruitment Drive

Employment Laws in The UK Essential for Every Workplace and Recruitment Drive

Workers of the UK firms no longer belong only to the country or the English-speaking background. The national employment laws in the UK are thus available to maintain harmony among the employers and candidates throughout the hiring process and working thereafter.

Employment laws cover the rights, working conditions, and facilities different workers can enjoy depending on their working licenses and job roles. The following are some basic laws and rules the employers should comply with to conduct an ethical recruitment drive in the UK and maintain a peaceful workplace.

Employment laws

Variations in Right to Work eligibilities 

The most important law is The Employment rights Act 1996, which abides to provide a flexible working environment according to the employees’ eligibility and allowance. The firms can hire immigrant workers if they have relevant qualifications, workers’ visas, or are students graduating from universities in the UK.

The entrepreneurs can also be covered under the trade unions and the tax regulations if they have a valid license to start their investment. Thus, while hiring, recruiters must ensure the candidates hold work or study visas and are provided the relevant facilities according to their status.

Workplace security and employers’ coverage 

A rigid contract is a must the employers should provide to every hired employee. It should be a formal statement indicating the timings, working conditions, job specifications, and personal data securities the workplace must adhere to. Equality Act 2010 also protects the employees from discrimination and the burden of overwork without prior notice.

Under these acts, they have the right to report against any assault, security threat, or unfavorable working conditions. Freelancers and part-time workers are covered under Part-time Workers Regulations 2000 who have distinguished coverage compared to full-time employees. Employers should also guarantee safe working conditions with accident protection and medical insurance coverage.

Salary, wages, and pension

National Minimum Wage Act 1998 has updated and fixed minimum wages for different categories and ages of employees. The recruitments in the UK should fulfill the minimum wage payments leaving bonuses and overtime charges as employers’ preference. Employers should provide the wages and salaries on stipulated time along with a formal payslip. Employees should have the voluntary choice to choose and deposit in their state pension schemes. They can even decide to work after retirement or leave early.

Employment laws

Leaves and holidays

The working schedule of the employees is covered with flexibility under the Working Time Regulations 1998. It includes a maximum of 48 hours of work per week, breaks during the day, leaves for medical emergencies, or social service attendance. Annually the workers get 28 paid leaves and situational unpaid and sick leaves.

The Maternity and Parental Leave Regulations 1999 provides flexible paid working tenure with parental rights and special allowances. National and regional holidays are also pre-listed at the beginning of the financial year, which the workplace must strictly follow. Working overtime due to urgency can be an emergency, which employers generally compensate with extra pay and incentives.

The advancing culture of freelancing, multinational businesses, and global immigration have made the facilities diverse for all workers. Thus, national employment laws are essential to follow, promoting the same platform and equal rights for all.

Best Online Tools To Help Employers Recruit In The UK

Best Online Tools To Help Employers Recruit In The UK

If you have a firm in the UK and want the best workforce to accompany, you need to filter out a diverse crowd to obtain potential workers. With the rise of globalization and the remote working culture of the 21st century, the candidates are no longer belong just to the UK states.

The traditional one-to-one interviews seem the most illogical approach for this crowd where the advanced digital tools are out there to help you. Check out the following suggestions to ease your UK recruitment procedures.

Employers Recruit

Online testing platforms 

While sitting and recruiting from the UK office, you can connect to the remotely located candidates through online tests. The best ones provide versatile options to wind up the various testing stages on a single platform, thus cutting your time and expense.

  • Customized tests: Recruitment in the UK can be for technical jobs, market and sales, or even professors and teachers. Depending upon the job role, you can select the mathematical and engineering MCQ tests, programming simulations, and subject-related questionnaires. They usually have general assessments like English fluency, logical and verbal reasoning skills.
  • Compatibility and security: Since the candidates worldwide apply, ensure the tools are globally compatible with every browser and region. The tools providing audio-visual proctoring and invigilation security are the best to avoid cheats and frauds.
  • New user-friendly features: The modern tools also use interactive games for creating a working situation to test the practical responses of the candidates. The games check speed, the accuracy of the work, decision-making, and reasoning abilities for different situations.

Using background checking tools

Recruitment involves strict background checking and document verification before accepting the candidates. For countless documents uploaded by the candidates, online background checking tools are easy to connect to various databases for a quick examination. You can use among:

  • Verified online tools: Global tools like People Finder, Instant Checkmate, or Truth Finder connect to various public records and online registers to verify the guarantee of documents. Recruiters in the UK can check for working visas, residential proofs, driver’s license, IELTS certification, or candidate’s career background in a single go by feeding the details on the platform.
  • Social media presence: After filtering out the top charted candidates, social media is a great tool to find about their background and community. Instagram, Twitter, or Meta platforms are famous in modern society where people are at least present on one or the other.
  • Official records: For legal eligibility and criminal background, recruiters can seek official platforms like Gov.UK to verify the candidates. Immigrants can provide Right to Work share codes, and locals can give their National Insurance Number for verification.
  • Employers Recruit

Using global job listing platforms 

If you advertise the UK recruitment drive on social media or news channels, you might get applications without any restrictions. Global job listing platforms like LinkedIn or help set eligibility, experience, age, and regional preferences to accept the applications relevant to your job post. It will avoid your tussle to separate the required ones.

These online resources are available with various features and utilities. Since you are recruiting from the UK, you can choose compatible and verified platforms to wind up your job quickly.

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