This week’s letters
Letter of the week
Wake up to global hiring conditions
Asylum-seekers have been given a lot of bad press and I am sure this is
discouraging employers from recruiting them. Employers and the Government are blaming
each other and the problem isn’t being solved.
I agree that relevant documentation should be issued to refugees and
asylum-seekers to enable them to get work, as it may help reduce the stigma
that is attached to them.
Employers should, however, take responsibility for gaining information on
overseas qualifications. They have to understand that as we become a global
market, the recruitment process is slowed down with the checking procedures
involved.
It is a sign of the times that to employ good people you have to look
further than your local residents. Recruiting non-UK people may be a slower
process, but we have found it is worth the effort.
Carmen Burton
HR director, The Norton Practice
Campaign leading to biased content
Could we please have a little more balance in your editorial.
Your obsession with employing refugees is becoming political. Your features
lack balance and disguise the fact that this issue is only part of the whole
recruitment picture.
It is disappointing that you make the claim that refugees "put 10 per
cent more money back into the economy than British born residents". This
is racist, biased and unfair.
Perhaps you would also brand any views that challenge your own as racist,
but the chances of seeing this in print are thin.
Nick Clarke
Via e-mail
Editor’s response
The claim that refugees put 10 per cent more money into the UK economy is
from the Home Office report Migration: Economic and Social Analysis, published
in January this year.
Business links add value to HR
It was surprising and disappointing to read in last week’s issue that 80 per
cent of HR professionals intend to stay in personnel until they retire (News,
13 November).
This may sound unusual from someone who considers himself an HR
professional. However, I believe that as personnel people work in partnership
with key business areas to provide a professional HR service, there is an
opportunity for them to learn and understand how different business areas
function.
It is important to recognise that a personnel qualification should not only
serve as a stepping stone to becoming an HR professional, but also as a
springboard for opportunities in other areas. This would ensure HR continues to
add value to organisations, not only via the HR department, but from within the
business itself.
William Martin
Regional HR manager (Scotland and North East) Telewest
Practical scheme needs your help
The clear message from the Personnel Today survey was that employers are
willing to recruit refugees and refugees want to make use of their skills.
We at the Pathway programme want to convert the enthusiasm of employers into
practical action. We are looking for employers who are willing to provide work
experience in professional sectors for refugees with skills and qualifications
gained outside the UK.
The programme is developing new ways of assessing language skills and
providing training for those wanting to work in a professional environment.
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For further details contact [email protected]
Patrick Wintour
Director Employability Forum
