When bbu was launched in 1986 our research into the industry at the time highlighted many unresolved expectations in the service provided to companies. Our objective was to ensure that these expectations were met, and that quality, professionalism and integrity prevailed.
In order to do this, we initiated methods to ensure that we provided the service that we were soon to be noted for, which other agencies adopted and which we feel have served us well in maintaining the highest reputation and longevity in the local recruitment industry.
Using these methods, we have been successfully placing candidates into companies throughout the Thames Valley for over 33 years. Please see our Areas of Expertise for the categories of staff we can provide.
We can supply Temporary or Contract staff for all assignments from as little as a few days to long term assignments such as maternity cover.
Temporaries can cover sick leave, holidays and step in for urgent projects or to cover back-logs. If you have a headcount freeze, but still need help, hiring a Temporary is the perfect way to solve that problem. If you have sickness or a sudden back-log of work, we can provide a qualified and skilled Temporary to step in at a moment’s notice and solve your problem.
Many of our Temps are happy to take on Temp to Perm roles which means that after a period of Temping, if both parties are happy and the headcount is available, the role can become Permanent. In the case of a headcount freeze, a Temporary can still work on a Temporary basis until a full contract is offered.
After we have taken a full job specification from our client, we start the search process to find the right candidate. This person could be on our database already, or someone we find through search. Once we have identified this person, we have to ascertain their suitability.
- 1. This means a full briefing on the position, salary, location, experience, skills, availability but most important of all, interest in the company and the role.
- 2. Once this candidate has been put on our initial shortlist, we conduct a full telephone interview on their CV. We look at reasons for choosing jobs, longevity in jobs and reasons for leaving. We study their experience, skills set and suitability for the role. We discuss their aspirations, ideal role and interest in the position in question.
- 3. Now that we have our final shortlist, each candidate is invited to meet us for a face to face interview to determine personality, profile, presentation and chemistry to ensure we have the right team fit for our client.
This 3-point process gives us a true profile of the individual. If at any time during this selection process we are unsure of a candidate’s suitability, we do not submit their CV.
We would be delighted to take over your next staffing requirement be it a Permanent, Temporary or Contract role and help you find the right candidate for your vacancy. Here is a brief outline of the recruitment process and how we would work together with you to ensure a successful outcome.
- 1. We would require a detailed job specification both for a Permanent Role or a Temporary Assignment. This can be emailed to us or you can register a job on this website (see register a job)
- 2. You would then receive a call during which we shall verify your requirements, negotiate or determine fees or hourly rates and register your vacancy or assignment. This will be acknowledged by email and you will be sent Terms of Business reflecting this agreement which we will require you to sign.
- 3. CVs will be sent only after our stringent selection process. The whole recruitment process from CV to placement will be overseen and supervised by a dedicated Consultant who will be your sole point of contact.
- 4. If possible, before commencing work on your requirement we would schedule a visit to your premises to meet you, see your place of work and the department where the individual will be working and identify a good team fit.
Although it is ultimately the client’s responsibility to take up references on their chosen candidates, as part of our own stringent selection process, all candidates are referenced upon registration. We also subscribe to an accredited company who provide us with different levels of security screening.
Depending on the nature of your business certain screening processes could be essential. Examples of record checks are as follows: MOD, CRB, political activity such as animal welfare, international trading, history of anti-social behaviour, history of illegal activity and general abuse of confidentiality. These checks are only carried out on instruction from our clients.
It is very important that we get a full briefing before starting work on any role or assignment. You can send us a job specification on line through ‘Register a Job’ but these are the main criteria we need to ensure we find the right person for you.
The Role and Benefits Package We would require a full and detailed specification of the role in question, the tasks, duties, responsibilities and experience required. We would require full details of the goals, objectives, KPIs and expectations of the role and all reporting information. We would also require an outline of the company benefits package and anticipated salary.
The Department We would require a detailed profile of the department, its function within the company, its responsibilities and objectives, the team or number of people in the department, their duties and the management and reporting structure.
The Person The type of person required, their minimum academic requirements, technical ability, software knowledge, leadership skills, track record, industry experience, commercial experience and any other attribute essential for this role.
Agency Workers Regulations 2010 are a statutory instrument forming part of UK labour law. They aim to combat discrimination of people who work for employment agencies, by stating that agency workers should be no less favourably treated in pay and working time than their full-time counterparts, who do the same work.
It gives effect in UK law to the Temporary and Agency Workers Directive. In simple terms any Temporary who works continually for a company for up to and beyond a 12-week period, automatically qualifies for AWR.
This entitles them to many of the benefits as a permanent employee doing the same role. This would be a comparable worker. A Temporary would receive the same rate of pay and conditions of any comparable worker in the same company.
It is the duty of both the agency and employer (company) to ensure that this takes place after the 12 week period. There are many exceptions to the benefits and conditions in question.
These exceptions and more information can be found on the HMRC website by clicking on this link.
At bbu we have the facility to run both weekly and monthly payroll. Many of our clients have taken advantage of this over the years, particularly when a company has direct Temps working for them. Most companies only operate monthly pay for their own permanent employees and don’t have the facility to have ad hoc weekly paid workers as part of their process. We can assist with this by adding these individuals to our payroll. In order to do this your candidate would need to register with us, provide us with their bank details, tax codes and NI Numbers and they will be registered with us as an agency worker. We would then issue timesheets weekly, add the candidates to our weekly payroll and invoice you for their gross pay, employers NIC and charge a nominal fee for this service. All PAYE deductions, changes in tax codes and RTI will be done by us as part of the service. If you feel that this is a service which would be of benefit to your company, please feel free to call us and we can arrange it for you.
Many of our clients feel that they need help deciding on the correct salary to offer a new employee. Sometimes there is no precedent in the company for a particular salary as it could be a newly formed role.
Also, some clients feel that they are too close to their own company and need to know if they are maintaining market standards.
Pitching the wrong salary can also be responsible for having difficulty filling a role or retaining staff.
We have the current salary brackets for all the categories of staff we deal with and are willing to share this with our clients. We can see objectively if a job is undervalued and the salary is either too high or too low.
Either way, getting it wrong can have adverse effects on your business.