HR U Can Trust Blog

A blog providing trustworthy Human Resources advice to business owners, managers and employees plus the occasional LOL true story from the workplace.

Why You Should Never Download Your People Policies Online

Tiffany Boyes - Tuesday, March 21, 2017

Why You Should Never Download Your People Policies Online


What did you do the very first time that you realized that you were going to need some people policies? If you’re like most employers, then you probably carried out a quick Google search to grab what you needed to make sure that you’re compliant with the law and doing everything you can to drive performance and engagement.


It seems like the obvious place to start. You’ve no doubt picked up a ton of valuable business advice online during your time as an entrepreneur. So, naturally, search engines often become your trusty advisor when it comes to the things that you just don’t know.


However, it pays to exercise more than just a little bit of caution. You’d know better than to search for medical advice online, or just hope for the best when it comes to what you’ve heard about managing your finances… So should you really trust Google to give you the policies and templates that have the power to make or destroy your business?


Here’s why you might want to rethink…


You have no real idea where your advice is coming from


You don’t have to be an expert legal advisor, or even an HR consultant, to create a website and share your views and opinions online. Pretty much anyone with a laptop and the patience to watch a few YouTube videos can do it. You might say that it would be pretty pointless for someone to intentionally give you the wrong advice, and that’s probably true. But it’s not worth leaving anything to chance.


Working with a skilled HR professional will make sure that your documentation is informed by legal requirements and cutting-edge best practice.


The law changes regularly




There are times in your business when doing a few online searches is going to give you exactly what you need. But when it comes to managing your most valuable asset – your people – it’s never worth cutting corners.


If you’re concerned about whether your practices are hitting the mark, get in touch today and we will have a no-obligation chat about where you stand and what your options are.

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Will Facebook’s New Jobs Feature Make LinkedIn Obsolete?

Tiffany Boyes - Wednesday, March 08, 2017

Will Facebook’s New Jobs Feature Make LinkedIn Obsolete?


For the past couple of years, LinkedIn has well and truly had a monopoly when it comes to being the social network of choice for recruiters and small business owners on the lookout for top new talent. With the new changes recently announced from Facebook though, the more ‘professional network’ might have a fight on its hands.


Of course, many business owners have been using Facebook for recruitment more informally for quite some time now. We’ve all seen the posts from companies letting their followers know that they’re hiring. The new feature simply makes the process a little more intuitive.


As soon as the job listing is posted to Facebook, anyone who visits the page will be able to make an application. There’s even the option for candidates to auto-fill their information based on the details that Facebook holds on them, such as name and location, to make the process a little speedier.

Similarly, Facebook will allow page owners to pay to ‘boost’ their job ads to reach more people, based on their demographics and interests.


The feature’s brand right now, so it’ll be interesting to see how it works out over the coming weeks and months, and how businesses manage to leverage the power of Facebook to find their top talent. Still though, the move demonstrates that online recruitment is very much a growing phenomenon, and it’s something that businesses absolutely can’t afford to ignore. Putting an ad in your local paper is not likely to cut it anymore, and you need to make sure that your recruiting toolkit is up to date.


With Facebook more traditionally being the less formal social network, favored by those looking to connect with their friends rather than seek out professional opportunities, the new developments also raise some compelling points about how the world of business is changing. The lines between work and play are becoming more and more blurred, and this is a challenge and an opportunity in its own right for small business owners.


What do you think about the recent announcement from Facebook? Will you update your recruitment practices accordingly? Get in touch today for a free no-obligation consultation. If we are unable to meet your HR needs, we will put you in touch with an HR professional who can.

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Should You Let Your Staff Work From Home?

Tiffany Boyes - Tuesday, February 28, 2017

Should You Let Your Staff Work From Home?

 According to recent research by, 45% of employees feel that they don’t have enough time each week to do personal activities. A whopping 75% ranked workplace flexibility as the most important benefit they desire, so it’s not really surprising that working from home is a trend that a ton of savvy employers are considering.

Homeworking provisions vary between businesses, but the overarching principle is that you let your staff carry out their tasks from the comfort of their own space. They might do this once or twice a week, or it might be a more permanent solution.

It’s an approach that’s likely to be welcomed by those with caring responsibilities, and let’s be honest here... Probably everyone else, too. After all, no one enjoys doing the commute, or being stuck in an office all day long.

As a business owner though, you’re likely to have a few concerns. Could it really work? Will it provide your staff with the temptation to sit twiddling their thumbs all day? Or is actually a wonderful way to give your staff what they really desire, utilize the benefits of modern technology, and strengthen your reputation as a desirable employer who everyone wants to work for?

There’s no denying that there’s a lot to consider, if you’re to get it right.

You need to think about how you’ll make sure that team members are in communication, and they all understand their responsibilities and how they fit into the bigger picture. In some cases, you’ll also have to look at how you can ensure that everyone has the equipment they need.

And working from home isn’t right for everyone. Some of your staff will crave face-to-face contact, and will be able to imagine nothing worse than just staring at the same four walls all day, with only their dog for conversation.

But it’s 2017 now, and you can’t afford to stay stuck in the past. Fail to give your employees what they really crave, and they WILL start to look elsewhere…

Regardless of how much they might enjoy their work.

The concept of a job for life is over, and you have to work hard to win loyalty.

If you’re not looking at ways to bring more flexibility into your business, then you’re seriously missing an opportunity. It can be a difficult shift to manage, but get it right, and it could work some real magic. Need help with planning your approach? Get in touch today for a free no-obligation consultation. If we are unable to meet your HR needs, we will put you in touch with an HR professional who can. 

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Recruiting For Less Desirable Roles… What Do You Need To Know?

Tiffany Boyes - Tuesday, February 21, 2017

Recruiting For Less Desirable Roles… What Do You Need To Know?

 Picture the scene…

Your business is growing, and it’s time to bring in an extra pair of hands to manage all the various different tasks that are clogging up your desk. Excellent! It’s a sign of growth, and it could mark the start of an exciting new chapter for your business.

But you sit down, and you start to put your job description together.

All of a sudden, you’re worried.

You know that you need to recruit a cold-caller, but you also know that finding someone who loves getting on the phone to complete strangers and attempting to sell them something is going to be a bit of a challenge.

So what do you do?

Well first of all, don’t be tempted to write a whole load of lies (or even exaggerated truths) about what the role involves.

If you do that, then sure, you might get more applications.

But what happens once they’re working in the role? They’re quickly going to realize that you deceived them. There will be unrest, disappointment, and it’s highly likely that they’ll move on to new pastures … Meaning that you’ve pretty much just wasted your recruitment and training budget.

Giving your applicants a realistic job preview at every stage of the recruitment process is essential. They should know exactly what they’re applying for, and understand what their role is likely to involve on a day-to-day basis.

The key here is knowing how to craft an honest but compelling job advert and description, and getting it in front of the RIGHT people. It’s about knowing your audience, knowing how to draw out the key points of a role, and speaking the language of the kind of applicants who can take your business to the next level.

Just because YOU hate the idea of cold-calling, it doesn’t mean that everyone else does. Some people will love the challenge of jumping on the phone and forming profitable relationships with people of influence and buyers, and they’ll be dying to get plugged in.

Bringing those kinds of people through your doors is a challenge, but when you have the right tools in your kit, it’s definitely very achievable.

If you’re struggling to find the right talent for your roles, or you’re unsure about how to craft your descriptions and advertisements, then let’s talk. Working with a professional to get this right first time could save you a huge load of time, money, and hassle in the longer term.

Give us a call today, and we’ll arrange a no-obligation consultation. If we’re not able to fulfill all your HR needs, we’ll direct you to HR professionals who can.

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Four Ways That A Good HR Consultant Could Save You A Ton Of Cash

Tiffany Boyes - Tuesday, February 14, 2017

Four Ways That A Good HR Consultant Could Save You A Ton Of Cash



Think that you can’t afford an HR consultant?


Know that you could do with a helping hand with some issues that are bubbling away under the surface, but wondering whether you can really spare the budget?


Considering whether you’d be better off just hoping for the best and carrying on as you are?

We get you!

We know that it can be scary to make that leap and bring in some HR help. The reality here though is that we can often actually SAVE you a big chunk of money.

And that’s a no-brainer investment to make in your business.

Let’s have a look at just a few of the ways in which we could slash your costs…


We can keep you out of the court room


It’s easy to fall into the trap of thinking that because you’re a fair employer who tries to do your best by all your employees, that you’re not at risk of having to face a lawsuit. This isn’t necessary true though.

Employment law is complicated, and if you miss something, you could find yourself with a potentially very costly situation on your hands. We can make sure that your people practices are on the right side of the law.


We can skyrocket the performance of your workforce



Imagine if you could double the output of your workforce overnight. Realistically, that’s probably not going to happen. But a good HR consultant can dive deep into your business, pinpoint the exact issues that are at play, and create a step-by-step plan to fix them.

This can absolutely skyrocket your productivity and make sure that your staff are firing on all cylinders. You might think that a big marketing budget, or some fancy social media tactics are what are going to give you the edge. But the real breakthrough happens when you look INSIDE your business, rather than outside.


We can educate your managers



We don’t just come into your business, work some temporary magic, and then leave. We can give your managers the skills to ensure that they’re playing an active role in driving your business forward. This means less of a learning curve, less mistakes, and more strides forward.

Your staff are the most important investment that you can make, so it makes sense to nurture that investment. If you know that your managers have room for improvement, then stop blaming, take responsibility, and talk to someone who can help you to get things moving in the right direction.


We can provide a flexible, pick-and-mix service



Maybe you’re not quite at the stage where you need full-time, permanent HR help. That’s exactly why we can assist you. We don’t tie you into ridiculously long contracts that you don’t need, and we can create a package that’s perfect for your needs.

No off-the-shelf guidance. Just what you really need to move forward and solve your problems, right now. Our aim is to make you a better employer, not tie you up with unnecessary bureaucracy.


The best HR consultancy services can save you money, and can also seriously add to your bottom line. Want to talk about how we can move forward together? Get in touch today and arrange your no-obligation consultation. If we are unable to fulfill all your HR needs, we’ll direct you to HR professionals who can.

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You Survived Blue Monday… But Is Mental Health An Issue In Your Business?

Tiffany Boyes - Tuesday, February 07, 2017

You Survived Blue Monday… But Is Mental Health An Issue In Your Business?



So if you’re reading this, then you made it through the most depressing day of the year. Monday January 16th, or ‘Blue Monday’ is the time when the festivities are well and truly over. We’re back into monotonous routine, and there feels like there’s not a great deal to look forward to. It’s also bang in the middle of a period when staff absences are likely to be high.

Adrian Lewis, Director of Activ Absence, said:

“Weary workers cannot face coming into work – it’s a long month, too, with financial woes often adding to the problem for an already stressed workforce. It’s a challenge that HR professionals face every year.


Mental health issues often create a pattern of short-term sickness absence, and sufferers often find it easier to face disciplinary action for faking a sickie than to admit they have a mental health issue, because of the stigma attached to this. Not only does ‘being in trouble’ make them feel even worse, it also prevents them from getting the support they could get if their managers were aware of the problem.”

Whatever your views might be around this statement, mental health isn’t something that can be solely tackled from the very top down. Business owners and line managers need to take responsibility and recognize that they play a role in the well-being of their staff.

So while you breathe a sigh of relief that the most depressing day of the year is now behind us, it might not be time to look forward to the summer months just yet. Take the time to think about how you can ensure that your staff are happy, productive, and enjoying good mental health.

It has business benefits to be sure… But it’s also simply the right thing to do.


Please contact us today. If we’re not able to fulfill all your HR needs, we’ll direct you to HR professionals who can.

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Can You Really Make Your Staff Sign A Love Contract?

Tiffany Boyes - Tuesday, January 31, 2017

Can You Really Make Your Staff Sign A Love Contract?

 Love contracts have been commonplace in the US for quite some time. You’d be forgiven for thinking that it’s all about dedicating your life to your partner, but it’s actually something quite different. And it’s very much a workplace issue…

A love contract is a document that two employees sign to confirm that they have not been coerced into a relationship. Worryingly, it’s used as a way to prevent sexual harassment claims being made further down the line.

Generally speaking, it’s a policy that would appear in the staff handbook, and it would encourage workers to be discrete about their relationship. In many cases, it would also rule against a manager dating someone in their direct reporting line.

But is all of this actually any of your business?

And is a love contract something that you should think about bringing into force in your organization?

With Valentine’s Day on the horizon, it’s something that’s worth considering.

First of all, it’s clear that you can’t make rules about falling in love. Your staff no doubt spend a big chunk of their time in the workplace, so it’s natural that strong bonds will be formed, and these can sometimes turn into something more. It’s totally acceptable to expect your staff to be discrete when this happens. After all, no one wants to see their colleagues kissing over the copy machine.

Taking away people’s right to work in an environment that’s free from harassment though is dangerous ground. It’s legally questionable, and it’s also a serious ethical issue.

The bottom line here is that you should be alert, and mindful of the issues that can arise. If workplace romances are going on, then it makes sense that you carefully manage the situation and ensure that it doesn’t turn into an HR disaster.

You may even want to include a marriage and dating policy in your staff handbook, so you’re prepared should the situation arise.

A love contract though is quite possibly a step too far…


Please contact us today. If we’re not able to fulfill all your HR needs, we’ll direct you to HR professionals who can.

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What You Need To Know If You’re Recruiting in 2017

Tiffany Boyes - Tuesday, January 24, 2017

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Five Strategies for Being a Better Leader in 2017

Tiffany Boyes - Tuesday, January 17, 2017

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Why You Should Worry About Your Staff’s New Year Resolutions

Tiffany Boyes - Tuesday, January 10, 2017

Why You Should Worry About Your Staff’s New Year Resolutions


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