first_imgThis week’s lettersLetter of the weekWake up to global hiring conditions Asylum-seekers have been given a lot of bad press and I am sure this isdiscouraging employers from recruiting them. Employers and the Government are blamingeach other and the problem isn’t being solved. I agree that relevant documentation should be issued to refugees andasylum-seekers to enable them to get work, as it may help reduce the stigmathat is attached to them. Employers should, however, take responsibility for gaining information onoverseas qualifications. They have to understand that as we become a globalmarket, the recruitment process is slowed down with the checking proceduresinvolved. It is a sign of the times that to employ good people you have to lookfurther than your local residents. Recruiting non-UK people may be a slowerprocess, 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 featureslack balance and disguise the fact that this issue is only part of the wholerecruitment picture. It is disappointing that you make the claim that refugees “put 10 percent more money back into the economy than British born residents”. Thisis 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 isfrom the Home Office report Migration: Economic and Social Analysis, publishedin January this year. Business links add value to HR It was surprising and disappointing to read in last week’s issue that 80 percent of HR professionals intend to stay in personnel until they retire (News,13 November). This may sound unusual from someone who considers himself an HRprofessional. However, I believe that as personnel people work in partnershipwith key business areas to provide a professional HR service, there is anopportunity for them to learn and understand how different business areasfunction. It is important to recognise that a personnel qualification should not onlyserve as a stepping stone to becoming an HR professional, but also as aspringboard for opportunities in other areas. This would ensure HR continues toadd value to organisations, not only via the HR department, but from within thebusiness 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 arewilling to recruit refugees and refugees want to make use of their skills. We at the Pathway programme want to convert the enthusiasm of employers intopractical action. We are looking for employers who are willing to provide workexperience in professional sectors for refugees with skills and qualificationsgained outside the UK. The programme is developing new ways of assessing language skills andproviding training for those wanting to work in a professional environment. For further details contact [email protected] Wintour Director Employability Forum Previous Article Next Article LettersOn 27 Nov 2001 in Personnel Today Related posts:No related photos. Comments are closed. last_img read more