HR Services designed around your business & your people.

If you’ve ever asked yourself what does a recruitment consultant do?, you’re not alone. Whether you’re job hunting or trying to hire, recruitment consultants play a key role in connecting people with the right opportunities. But their role goes far beyond just scanning CVs and setting up interviews. In this article, we’ll break down what a recruitment consultant does, how they support both employers and job seekers, and why their expertise is so valuable in today’s hiring market. What Does a Recruitment Consultant Do Day to Day? So, what does a recruitment consultant do on a daily basis? Here are the core tasks that make up their role: 1. Understanding Hiring Needs The first step a recruitment consultant takes is learning about the client’s needs. They ask questions like: What does the role require? What kind of person will fit the team? What are the long-term business goals? This understanding is essential for finding the right match. 2. Finding the Right Candidates Next up in answering what does a recruitment consultant do is the search process. Consultants source candidates through job ads, CV databases, professional networks, and direct outreach. Often, they tap into talent that isn’t actively applying for jobs — known as the hidden job market. 3. Screening and Shortlisting After identifying potential candidates, they carry out initial screening calls, review CVs, and assess who’s the best fit. If you’re still wondering what does a recruitment consultant do behind the scenes, it’s this careful filtering that saves employers huge amounts of time. 4. Coordinating Interviews and Feedback Recruitment consultants then manage the logistics — arranging interviews, preparing candidates, collecting feedback, and keeping both sides informed throughout the process. 5. Negotiating Job Offers A big part of the answer to what does a recruitment consultant do comes down to negotiation. They act as the go-between for salary discussions, contract terms, and start dates, helping both the employer and candidate reach a fair agreement. What Does a Recruitment Consultant Do for Employers? For employers, recruitment consultants offer expertise, efficiency, and reach. They bring: Access to wider and better-qualified talent pools Deep understanding of hiring trends and salary benchmarks Time savings through candidate screening and admin support Guidance on writing compelling job descriptions Support with urgent, niche, or volume hiring If you’re a business owner or hiring manager wondering what does a recruitment consultant do to improve your hiring process, the answer is simple: they make it faster, smarter, and more effective. What Does a Recruitment Consultant Do for Job Seekers? Recruitment consultants don’t just work for employers — they also support candidates throughout their job search. Here’s what a recruitment consultant does for job seekers: Matches you with relevant job opportunities Improves your CV and interview technique Gives you access to unadvertised roles Offers tailored career advice Keeps you in the loop from application to offer So if you’re looking for a new role and wondering what does a recruitment consultant do for someone like me? — the answer is: quite a lot. Final Thoughts: What Does a Recruitment Consultant Do? To sum it up: what does a recruitment consultant do? They connect great people with great jobs. They save businesses time, help job seekers find the right roles, and keep the whole process running smoothly. Whether you’re hiring or applying, a good recruitment consultant can make all the difference. Looking for Help With Hiring? At The People Factor, our recruitment consultants don’t just fill vacancies — they help build great teams. If you’re ready to find the right people faster, get in touch with us today.

ACAS dismissal during probationary period is a topic many employers overlook — but getting it wrong can lead to costly consequences. While probationary periods offer flexibility, dismissing an employee during this time must still follow fair and lawful procedures. This guide will explain what ACAS dismissal during probationary period means, how to apply it correctly, and how to avoid common legal pitfalls. What Is ACAS Dismissal During Probationary Period? ACAS dismissal during probationary period refers to the process of ending an employee’s contract during their initial trial phase, in line with guidance from ACAS (Advisory, Conciliation and Arbitration Service). Although probationary periods are not legally required, they are widely used and supported by ACAS as a best practice for assessing new hires. Employers must follow ACAS guidance to ensure fair treatment, even during probation. Failure to do so can lead to claims of wrongful dismissal or discrimination, despite the employee’s short service period. Why ACAS Dismissal During Probationary Period Matters The phrase ACAS dismissal during probationary period may sound technical, but it’s simply about handling early-stage dismissals fairly. According to ACAS, employers should: Set clear expectations from day one Provide regular performance reviews and feedback Offer support and improvement opportunities Document all discussions and concerns Follow a fair dismissal process, even in probation These steps are designed to protect both employers and employees, ensuring a transparent and respectful process. Legal Rights Even though employees usually need two years of service to claim unfair dismissal, ACAS dismissal during probationary period doesn’t give employers a free pass. From day one, all employees are protected under key UK employment laws, including: Protection against discrimination Entitlement to notice periods (statutory or contractual) Protection from automatic unfair dismissal (e.g. for whistleblowing, pregnancy, etc.) Following ACAS dismissal during probationary period procedures helps reduce legal risk and demonstrates that your business values fairness and compliance. Common Reasons for Dismissal During Probationary Period Employers may consider dismissal during probationary period for a range of reasons, such as: Poor performance or failure to meet agreed objectives Inappropriate behaviour or conduct issues Attendance or timekeeping problems Cultural mismatch or inability to adapt to the role Whatever the reason, ACAS recommends a consistent, evidence-based approach. Employers should ensure the employee understands the concerns and has had a fair chance to improve before dismissal. How to Handle Dismissal During Probationary Period Step-by-Step To carry out a dismissal during probationary period properly, follow these key steps: Review performance or conduct with documented evidence Hold a formal meeting to discuss concerns and provide the employee a chance to respond Decide whether dismissal is justified, based on facts and ACAS guidelines Give proper notice, as stated in the contract or required by law Document the process to protect your business and demonstrate fairness This process ensures your decision aligns with ACAS dismissal during probationary period standards and helps protect against claims of unfair or wrongful dismissal. Mistakes to Avoid with ACAS Dismissal During Probationary Period Many employers assume probationary dismissals don’t need much care. But ignoring ACAS dismissal during probationary period guidance can backfire. Common mistakes include: Failing to document performance concerns Skipping review meetings or feedback Not providing notice or using the correct procedure Allowing bias or assumptions to influence the decision Breaching the contract or policies already in place By following the ACAS dismissal during probationary period process, you reduce risk and maintain trust with your team. ACAS Dismissal During Probationary Period and Discrimination Risks Discrimination is one of the biggest risks when handling ACAS dismissal during probationary period. Employees are protected from discrimination from day one — including protections related to: Age Gender Disability Religion or belief Race Pregnancy or maternity Even during probation, dismissal must not relate to any of these protected characteristics. Following ACAS guidance ensures your process is fair, documented, and legally sound. Final Thoughts on ACAS Dismissal During Probationary Period To sum it up: ACAS dismissal during probationary period is all about striking the right balance between flexibility and fairness. You have the right to end employment if things aren't working out — but you must do so in a way that’s respectful, documented, and in line with UK employment law. By following ACAS dismissal during probationary period best practices, you not only protect your business from risk, but also build a reputation for treating people with fairness and professionalism. Need Support with how to manage a Dismissal During Probationary Period? At The People Factor, we help employers manage probation reviews and dismissals the right way. If you're unsure how to handle a dismissal or want to review your current probation process, our HR experts are here to help. Let’s make sure your process is fair, compliant, and stress-free.Get in touch with our team today.

Understanding the difference between merger and acquisition is essential for anyone involved in business, finance, or corporate strategy. Although the terms are often used together, the difference between merger and acquisition is significant—and knowing the details can impact investment decisions, leadership planning, and legal outcomes. In this guide, we’ll explain the difference between merger and acquisition in simple terms, with clear examples, comparisons, and insights into why it matters. What Is the Difference Between Merger and Acquisition? The difference between merger and acquisition lies primarily in how companies are combined and who maintains control. A merger usually involves two companies of equal size agreeing to form a new entity, while an acquisition involves one company purchasing another and taking full control. Let’s explore both sides of the difference between merger and acquisition in more detail. What Is a Merger? A merger is when two businesses join together to become one new company. In a merger, both companies typically agree to combine as equals and create a shared structure, leadership, and brand identity. For example, if Company A and Company B merge, they may become Company C, representing a fully new business formed by mutual agreement. This collaborative aspect is a key part of the difference between merger and acquisition—in a merger, neither company dominates. What Is an Acquisition? An acquisition is when one company purchases and absorbs another. The acquired company may continue to operate under its original name, or it may be fully integrated into the acquiring business. For example, if Company A acquires Company B, Company A remains in full control, while Company B may cease to exist as an independent entity. This unilateral control is another defining point in the difference between merger and acquisition—an acquisition is led by a single, usually larger, company. Summary Table: Difference Between Merger and Acquisition Here’s a quick comparison to highlight the differences Factor Merger Acquisition Ownership Shared Acquirer takes control New Entity Yes No Size of Companies Usually similar Acquirer usually larger Strategy Collaboration Takeover Power Dynamics Equal partners One dominant company The difference between merger and acquisition affects everything from legal documentation to HR policies, branding, and customer perception. Why the Difference Matters The difference between merger and acquisition matters because it directly affects business outcomes: Shareholders experience different impacts depending on whether it's a merger or acquisition. Employees face different integration processes and leadership shifts. Customers and clients may see changes in service levels, branding, or pricing. Knowing the difference between merger and acquisition helps decision-makers prepare for change, navigate negotiations, and align with the right strategy. Real-World Relevance Many major corporations have gone through either a merger or an acquisition. In each case, understanding the difference between merger and acquisition provides insight into the motives, results, and long-term implications of the deal. For example, the Disney–Pixar deal was an acquisition: Disney bought Pixar and gained full control. The Exxon–Mobil union was a merger: two energy giants became a single new company. Each example shows how the difference between merger and acquisition plays out in practice, affecting branding, structure, and global reach. Final Thoughts on the Difference Between Merger and Acquisition The difference between merger and acquisition isn’t just about semantics—it defines how companies grow, compete, and evolve. Whether you're an entrepreneur, investor, or simply curious about corporate news, understanding this gives you a clearer picture of how businesses operate at a high level. Meta Title: Difference Between Merger and Acquisition | Detailed Comparison Guide Meta Description: Learn the real difference between merger and acquisition. Explore detailed comparisons, definitions, and examples to understand how these strategies differ.

Average Holiday Pay in the UK: What Employers and Workers Need to Know Understanding how average holiday pay is calculated under UK law is essential for both employers and employees. Since recent rulings and updates to the Working Time Regulations, the way this type of pay is determined has changed — especially for those with variable hours, overtime, or bonuses. In this article, we’ll explain what counts towards it in the UK, how it should be calculated, and what the legal requirements are. What Is Average Holiday Pay? This refers to the amount a worker must be paid when they take statutory annual leave. UK law requires that workers receive the same pay while on holiday as they normally earn when working. This ensures that taking time off doesn’t result in financial loss. The calculation must include all elements of normal pay, not just base salary. How Is Average Holiday Pay Calculated? The method of calculation depends on the type of worker and how they’re paid: For workers with fixed hours and pay: Holiday pay is based on their standard weekly earnings. If a worker is paid the same amount every week or month, that amount forms the basis of their leave pay. For workers with variable pay: If earnings fluctuate due to commission, overtime, or shift work, the amount must be calculated based on their average weekly earnings over the previous 52 paid weeks. If a worker hasn’t been employed for 52 weeks, only the available paid weeks are used — skipping unpaid ones — up to a maximum reference window of 104 weeks. What Should Be Included? UK law and case rulings (such as Bear Scotland and British Gas) make it clear that several types of payments must be considered when calculating pay for time off: Basic salary Guaranteed overtime Regular non-guaranteed overtime Commission Shift premiums and allowances Frequent performance bonuses The key principle is that workers should not be worse off financially simply because they are on leave. Statutory vs. Contractual Leave The rules apply to the statutory 5.6 weeks of leave under the Working Time Regulations. If an employer offers more leave than the legal minimum, they may choose how the additional days are paid. However, many companies use a consistent method across all leave types to reduce admin and avoid confusion. Common Mistakes with Average Holiday Pay One of the most common errors is calculating leave pay based solely on base salary. If workers regularly earn overtime, bonuses, or commissions, this can result in underpayment. UK courts have reinforced that calculations must reflect what the worker would normally earn, not just their contracted wage. Employers should regularly review payroll policies to avoid mistakes. What Happens If It’s Miscalculated? Underpaying for leave can lead to claims for unlawful deductions and compensation, workers may be entitled to backdated payments going back up to two years,  and as well as this employers could also face repetitional damage and legal costs. Accurate record-keeping and ongoing reviews are essential to avoid liability. Final Thoughts Getting this calculation right is about more than just legal compliance — it’s also a matter of fairness and employee trust, so whether you're an HR manager or an employee checking your payslip, understanding how UK rules work around holiday pay can help you identify and resolve potential issues early. For additional clarity or to resolve disputes, ACAS or a legal advisor can provide guidance. Meta Title: Average Holiday Pay UK | How It’s Calculated Under UK Law Meta Description: Learn how average holiday pay is calculated in the UK. Find out what’s included, who it applies to, and what UK law requires for fair and legal holiday pay.

In today’s fast-paced business environment, agility is essential. Traditional workforce models often fall short when companies need to move quickly, adapt to change, or deliver projects with lean teams. That’s where OnDemand Resourcing comes in. At The People Factor, we help organisations tap into flexible, high-calibre talent solutions that support their goals without adding headcount pressure. OnDemand Resourcing is one of the most efficient ways to bridge capability gaps, scale operations, and maintain business momentum—without compromising on quality. What Is OnDemand Resourcing? OnDemand Resourcing gives your organisation access to experienced professionals when you need them, for as long as you need them. It’s a flexible, scalable solution that enables you to bring in project-based specialists, interim leaders, parental leave cover, or additional HR capacity—without the long lead times, commitments, or overheads of traditional hiring. It’s not just about filling a seat. It’s about bringing in the right capability at the right moment, to deliver meaningful outcomes fast. When Should You Use OnDemand Resourcing More and more HR leaders, COOs, and project managers are turning to OnDemand Resourcing to stay ahead of changing demands. Common use cases include: Covering parental leave or long service leave Supporting transformation programs or change initiatives Scaling up for project surges Filling hard-to-hire or niche roles Bridging leadership gaps during transition Trialling a role before committing to a permanent hire OnDemand Resourcing is ideal when speed, flexibility, and quality all matter. Why OnDemand Resourcing Works This approach is fast, efficient, and low-risk. Unlike traditional recruitment, there’s no need to commit to permanent contracts or carry the cost of underutilised roles. You only engage what you need—and only for as long as you need it. At The People Factor, our OnDemand professionals are vetted, experienced, and ready to deliver. They integrate quickly, adapt to your culture, and hit the ground running. You gain capability without delay and insight without a learning curve. The Strategic Advantage OnDemand Resourcing offers more than just operational support. It creates space for strategic thinking. It allows HR and executive teams to: Maintain team performance during capacity gaps Access specialised knowledge not available internally Minimise downtime during recruitment Strengthen internal capability through mentoring and knowledge transfer Pivot quickly in response to new priorities or risks It’s a smarter way to approach workforce planning—one that prioritises outcomes over roles. How The People Factor Delivers We don’t believe in transactional placements. Our OnDemand Resourcing model is tailored, relationship-led, and focused on finding the right fit for your business and your culture. Whether you need a senior HR business partner, a change manager, a workforce planning specialist, or a project-ready People & Culture advisor, we can provide talent that’s aligned to your immediate needs and long-term vision. We stay closely involved throughout the engagement—ensuring smooth onboarding, clear expectations, and ongoing support. Let’s Talk About Your Workforce Needs If you're facing resourcing challenges, gearing up for change, or simply want a more flexible way to access top talent, OnDemand Resourcing could be the answer. Get in touch with The People Factor to explore how we can support your team with agile, professional, outcome-driven resourcing—on your terms.

Commercial roles sit at the heart of every successful business. From business development and account management to marketing, product and operations—these are the people who drive revenue, deepen customer relationships, and turn strategy into results. That’s why getting commercial recruitment right is critical. At The People Factor, we specialise in sourcing high-performing commercial talent that aligns not just with the role, but with your culture, vision and goals. Whether you're scaling fast or strengthening an existing team, we help you find the right people to move your business forward. What Is Commercial Recruitment? Commercial recruitment focuses on hiring professionals for roles that contribute directly to a company’s growth, revenue and customer success. These roles typically span: Sales and Business Development Marketing and Brand Management Product and Customer Experience Commercial Strategy and Pricing Account Management and Client Services Operations and Commercial Leadership Unlike technical or back-office hiring, commercial recruitment is all about finding people who can make an immediate impact—through insight, influence, relationships and execution. Why Commercial Recruitment Matters The commercial talent you hire today can shape the trajectory of your business tomorrow. A great BDM doesn’t just sell—they open new markets. A strong product lead doesn’t just manage features—they drive strategy. The right Head of Marketing can be the difference between slow growth and category leadership. Commercial recruitment is not about filling vacancies. It’s about building teams that fuel your business engine. Challenges in Commercial Recruitment While demand for commercial roles is high, recruiting the right talent isn’t always straightforward. Common challenges include: Skills shortages in competitive markets High candidate turnover in sales or BD roles Difficulty assessing soft skills like influence, leadership or strategic thinking The need for culture fit in fast-paced, customer-facing teams Aligning expectations across stakeholders (sales, product, finance) That’s why many organisations turn to specialist partners like The People Factor—to find not just good candidates, but the right ones. Our Approach We take a partnership-led approach to commercial recruitment. That means we go beyond job descriptions to understand your goals, team dynamics, and growth plans. Then we deliver a recruitment process that’s tailored, targeted, and built for long-term success. What you can expect: Deep discovery and role scoping Targeted search across active and passive talent pools Capability and values-based candidate assessments Transparent communication throughout the process Post-placement follow-up to ensure success We understand the nuances of commercial hiring and work closely with hiring managers, HR teams, and executives to ensure alignment at every stage. Who We Work With From scale-ups to corporates, we’ve helped a wide range of organisations build out their commercial functions. Our clients include: Founders hiring their first Head of Growth COOs building out customer success and operations teams CMOs looking for hands-on marketing talent Commercial leaders scaling fast in new markets HR teams needing flexible support across multiple hires We also support interim and contract placements for commercial roles when speed or flexibility is required. Let’s Build Your Commercial Team Whether you're hiring one key player or scaling a full commercial function, The People Factor can help you attract and retain the talent that drives business performance. Get in touch today to talk about your commercial recruitment needs—and how we can help you build a team that’s ready to grow with you.