10 Questions to Test the Value of Your Current Candidate Compliance Arrangements
If you are concerned about the profitability, and perhaps even the viability, of your business you have probably reviewed the effectiveness and comparative value delivered by your candidate compliance operation. If not, perhaps you should. Here are 10 questions the answers to which will give you an indication of where you currently stand
1. In this industry, as in many others, effective control is crucial in improving business performance. Effective control depends largely on gaining rapid access to key performance data. If staff can identify issues at the earliest possible opportunity they can intervene in the most appropriate manner. In order to be able to intervene, they need a rich source of targeted management information. Do your staff have quick and easy access to such information?
2. Candidate compliance presents a risk. The consequences of this risk turning into
fact can be severe. Placing non-
3. Every effective manager knows that fixed costs damage profitability. Hence, they are constantly searching for ways of accessing services in a flexible manner. The ability to pay for a service only when it is required eliminates waste, improves productivity and boosts profitability. Have you achieved a flexible workforce yet?
4. The achievement of candidate co-
5. Nowadays, every business depends upon its IT systems. Without them, most organisations could not function. In order to achieve sufficient levels of reliability, developers have to spend a great deal of money on ‘state of the art’ programming tools and expensive teams of staff to programme and maintain the application. Is your IT application, and those of your key suppliers, as reliable and dependable as it should be?
6. Every good business manager understands the requirement to conduct ‘due diligence’ before appointing suppliers of important goods and services. Failure to do so could leave the organisation vulnerable to supply failure. Not only is it importance to test the supplier’s capability and competitiveness but, perhaps more importantly, its financial viability. Does the supplier have the resources to ensure continuity of service?
7. Every staffing agency has to use external suppliers for some aspects of candidate compliance management. Occupational health is one of those areas. The quality of medical supervision and laboratory accreditation are central to the acceptability of fitness to work certification. Is the supplier of your occupational health service properly governed by an employed medical director and is the pathology laboratory properly accredited to NHS standards?
8. Dealing with third party suppliers can present problems, especially when communications are patchy and supplier staff unresponsive. Effective managers know that the best way to ensure that communication and responsiveness do not fail is to make a single person responsible for the relationship with a client. Do your current suppliers allocate an individual Account Manager to handle your relationship with the business?
9. Improved performance comes through innovation and in-
10. Everyone knows that profit is whatever is left over when all the costs and expenses have been deducted. Are you absolutely sure that there are no alternative approaches to managing compliance that will bring down the total cost of compliance?
If you scored ten ‘yesses’ you are the exception rather than the rule and deserve
hearty congratulations – especially if you have been entirely honest with yourself.
If, however, you scored less than ten ‘yesses’, or you know that some of them were
based upon ‘gut-
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