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In today's complex regulatory landscape compliance must be more than just a box to tick in the recruitment process – as NRL’s Egremont Director Rebecca Graves discussed with In-Cumbria business magazine.
For businesses in the UK, particularly those in highly regulated industries, ensuring that all potential employees meet stringent legal and industry-specific requirements is not just about adhering to regulations. It's about protecting the business, its employees, and its reputation.
Building compliance into recruitment processes
With over 40 years of experience in highly regulated fields like nuclear power, NRL are experts in technical and engineering recruitment. They understand the importance of pre-employment checks, including Right To Work and certification validation, are essential for compliance. In the UK, non-compliance can result in hefty fines and damage to reputation.
Ensuring candidates possess the necessary qualifications and certifications safeguards both safety and quality, particularly in roles demanding technical skills. In sectors such as defence and energy, where security clearance is a prerequisite, starting this process early ensures that there are minimal delays in project timelines due to staffing issues. It's about being proactive rather than reactive, a philosophy that underpins NRL’s own strategic approach to recruitment.
Factoring in Working Rule Agreements
The complexities of compliantly navigating Working Rule Agreements, such as NAECI, further underlines the need for an in-depth understanding of the legal and regulatory framework governing employment. Changes in legislation are periodically introduced, so an intrinsic part of managing compliance within the recruitment process, is to regularly review legislation and ensure processes are up to date.
Supporting clients to manage compliance
It’s an area that Egremont-based NRL are extremely familiar with, as Director Rebecca Graves explains.
“We have an in-house compliance and administration team with extensive experience supporting our clients to manage legislation and industry regulations. From calculating NAECI pay rates to managing security clearance, we’re well versed in understanding what is required when onboarding new starters into a wide range of industrial environments.
It’s something we also know can be a roadblock to progressing engineering work, if lead times are not carefully managed to allow enough time to undertake all the relevant security and compliance checks. We always try and be as proactive as possible with clients, sharing our recruitment and compliance knowledge to help them deliver their projects.”
If you’re interested in finding out how NRL can support your business with recruitment and compliance support, then you can get in touch with Rebecca Graves at rgraves@nrl.co.uk
You can read the full December issue of In-Cumbria business magazine online.