We're celebrating 10 years of Community Jobs Scotland Jobs, skills and support 10,367 jobs delivered,Developing new skills Improved employability skills Progression from economic inactivity Successful,placements 84% of employers reported that all or most placements were successful Benefits for employers,93% of employers agreed that the CJS support team brought value to employees and employers The CJS programme,Scotland has benefited young people, their employers and their communities -

An organisation's people are its greatest resource When you are involved in Human Resources (HR) at your voluntary organisation, you are helping to contribute to a positive culture, effective team engagement and productivity, and you'll also support wellness and your staff team's...

topics, including: managing long-term sickness redundancies and changing terms and conditionsof employment,reviewing and developing employment policies recruitment issues and recruiting for the first time team,resources include everything you need from recruiting your first member of staff, to developing your job,descriptions and drafting an employment contract through to onboarding and beyond.,policies and guides include all the statutory requirements plus everything you need to be a good employer

Community Jobs Scotland (CJS) is an employability programme that funds work placements in the third sector,for young people with significant barriers to the labour market to gain experience and on the job training,counterfactual, for example, whether the young people who succeed in CJS would be successful in other employability

afloat, or just need some help to future proof your organisation, come and get support with HR and employment

This helps employers ensure that people are not unnecessarily discouraged from applying, or rejected,,It is therefore advisable to review a job advert each time the job becomes vacant to ensure that the,is an occupational requirementexplain if and why any occupational requirement existsstate if the employer,particularly under-represented groupinclude the pay and benefits availableinclude a statement about the employer's,It is, however, likely to be difficult to show that a failure by an employer to show a particular group

Pre-employment checks are an important part of the recruitment process.,employee has permission to work - and remain - in the UK and has not been barred from carrying out the job,) and do not discourage people from applying for the job.,You can make any job offer conditional on the outcome of pre-employment checks.,A conditional job offer does not become a binding employment contract until both parties have agreed

There is no specific legal obligation on employers to prepare job descriptions, however it is good practice,Problems may arise if employers define criteria that are not actually relevant or necessary.,Equally the employer can point to the job description to indicate expectations of the performance of,There have been cases where an employer has been unable to justify and thus defend claims of this nature,Employers must ensure that such a working pattern is a real requirement for the particular job and is

To help define the role to be advertised, employers should first consider: the requirements of the job,If there is an existing job role, employers could consider: if any changes in the business have affected,the particular job or if the nature of the work has changed (for example, due to technological developments,there are any relevant factors that could require different treatment of, and contributions from, the job