Recruitment Support for Employers
We help employers hire well. From job adverts and pay banding to interviews, onboarding and right to work checks. Not an agency, just expert recruitment support.
Recruitment Support That Helps You Hire With Confidence
Recruitment is expensive, time-consuming, and high-stakes. A bad hire costs far more than the recruitment fee. It disrupts your team, drains management time, and can lead to a costly probationary dismissal or, worse, an employment tribunal claim. Most small businesses do not have a dedicated HR or recruitment team, so the hiring process often falls to a busy owner or manager who is doing it alongside everything else. The result is rushed job adverts, inconsistent interviews, and decisions made on gut feeling rather than a structured process.
We are not a recruitment agency. We do not source candidates, charge placement fees, or take a commission. Instead, we support you through every stage of the recruitment process so you can make better hiring decisions yourself. We help you define the role clearly, write job adverts that attract the right candidates, set fair and competitive pay, screen applications, structure interviews, make compliant offers, and onboard new starters properly. You stay in control of who you hire. We make sure the process is professional, legally compliant, and designed to get results.
At Rebox HR, we have helped businesses hire everyone from their first employee to senior management teams. We understand the specific challenges that small employers face, from competing with larger companies on pay and benefits to making sure you meet your legal obligations around right to work checks, equal opportunities, and data protection. Whether you need help with a single vacancy or want to overhaul your entire recruitment process, we are here to help.
What We Cover
Practical, expert support across every aspect of recruitment support for your business.
Job Adverts and Role Design
A good hire starts with a clear brief. We help you define the role, write a compelling job description, draft person specifications that distinguish essential from desirable criteria, and create job adverts that attract the right candidates. We also advise on where to advertise for your industry and budget, and make sure your adverts comply with the Equality Act 2010 to avoid discrimination claims before you have even started.
Pay Banding and Benchmarking
Offering too little means you lose good candidates. Offering too much eats into your margins. We help you research and set competitive pay bands for each role based on market data, industry norms, and your location. We also advise on wider benefits packages that help smaller employers compete with bigger companies for talent, without breaking the budget.
CV Screening and Shortlisting
Sorting through a pile of CVs takes time, and it is easy to overlook good candidates or be swayed by a polished CV that does not match the brief. We screen applications against the person specification using a consistent, structured scoring method, ensuring you have a fair and defensible shortlist. This also protects you against discrimination claims by demonstrating that selection decisions were based on objective criteria.
Interview Process and Guidance
Interviews are where hiring decisions are made, and where employers are most at risk of making mistakes. We design structured interview processes with competency-based questions tailored to the role, provide interview scorecards, and coach your managers on effective interviewing techniques. We also advise on what you legally can and cannot ask during interviews, helping you avoid questions that could give rise to a discrimination claim under the Equality Act 2010.
Offer Letters and Contracts
Once you have found the right candidate, the offer needs to be right too. We draft offer letters, prepare contracts of employment that comply with section 1 of the Employment Rights Act 1996, and advise on probationary periods, notice terms, and any specific clauses you need (such as restrictive covenants or confidentiality agreements). Getting the paperwork right from the start avoids disputes down the line.
Onboarding and Right to Work
How you welcome a new employee sets the tone for the entire employment relationship. We help you design an onboarding process that gets new starters up to speed quickly and makes them feel valued from day one. We also ensure you carry out compliant right to work checks in line with the Immigration, Asylum and Nationality Act 2006, including guidance on acceptable documents, the checking process, and record-keeping requirements. Failing to carry out proper checks can result in civil penalties of up to 45,000 pounds per illegal worker.
How We Help
A clear, structured approach from start to finish.
Define the Role
Tell us what you need. We help you clarify the role, write the job description and person specification, set the right pay band, and plan where and how to advertise. If you already have these in place, we review them to make sure they are clear, attractive, and legally compliant.
Find the Right Person
We support you through the selection process. That can include screening CVs, shortlisting candidates, designing interview questions, providing scorecards, and coaching your managers on interviewing. We help you make the right hiring decision, not just the quickest one.
Onboard Properly
Once you have chosen your candidate, we help you make a compliant offer, draft the employment contract, carry out right to work checks, and set up a proper onboarding process. We make sure the new starter has a positive first experience and you have all the legal documentation in place from day one.
Frequently Asked Questions
Are you a recruitment agency?
No. We are an HR consultancy, not a recruitment agency. We do not source candidates, do not have a candidate database, and do not charge placement fees or commissions. What we do is support you through the recruitment process so you can find and hire the right people yourself. We handle the HR side of recruitment: writing adverts, screening CVs, structuring interviews, drafting contracts, and ensuring compliance. You keep full control of who you hire.
How much does recruitment support cost?
Our recruitment support is charged either on a project basis (a fixed fee for supporting a specific vacancy from advert to onboarding) or as part of your retained HR package. There are no placement fees, no commissions, and no hidden costs. We agree the scope and cost upfront so there are no surprises. Contact us for a quote based on your specific needs.
Can you help us hire our first employee?
Absolutely, and this is one of the areas where we add the most value. Hiring your first employee is a big step, and there is a lot to get right beyond just finding the right person. You need an employment contract, employer's liability insurance, a payroll setup, workplace policies, and you need to understand your legal obligations as an employer. We guide you through the entire process and make sure you start on the right footing. We also offer a dedicated new business support service for employers who are just getting started.
What are right to work checks and do I have to do them?
Right to work checks are a legal requirement under the Immigration, Asylum and Nationality Act 2006. Every employer must verify that each new employee has the legal right to work in the UK before their employment starts. This involves checking original documents (such as a passport or biometric residence permit), taking copies, and recording the date the check was made. If you employ someone who does not have the right to work and you have not carried out a compliant check, you face a civil penalty of up to 45,000 pounds per worker. We make sure your checks are thorough and properly documented.
Can you help us write job adverts that comply with equality law?
Yes. The Equality Act 2010 applies from the moment you advertise a vacancy. Job adverts must not discriminate, directly or indirectly, on the basis of any protected characteristic (age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, or sexual orientation). We review your adverts to make sure the language is inclusive, the requirements are genuinely job-related, and there is nothing that could be interpreted as discriminatory. We also advise on where to advertise to reach a diverse pool of candidates.
What should a good interview process look like?
A good interview process is structured, consistent, and fair. Every candidate should be asked the same core questions, and their answers should be scored against clear criteria. Competency-based questions (asking candidates to describe how they have handled specific situations) are more effective and legally defensible than hypothetical or unstructured questions. We design interview frameworks tailored to the role, provide scorecards, and train your interviewers on best practice. A well-run interview process not only helps you choose the best candidate but also protects you against discrimination claims.
Do you help with internal recruitment and promotions?
Yes. The same principles of fairness, consistency, and compliance apply to internal recruitment. If you are considering promoting someone, opening an internal vacancy, or restructuring roles, we advise on the best approach, help you manage the process fairly, and make sure employees who are not selected are treated properly. Mishandling internal promotions can damage morale and, in some cases, lead to discrimination or grievance claims.
What happens if a new hire does not work out during probation?
A probationary period does not give you an automatic right to dismiss without consequence. If the employee has less than two years' service, the risk of an ordinary unfair dismissal claim is lower, but they can still bring claims for discrimination, whistleblowing, or breach of contract from day one. We advise on how to manage probationary periods effectively, including setting clear objectives, conducting regular reviews, and, if necessary, extending or ending the probation fairly. If dismissal is the right outcome, we make sure the process is handled properly.
“Great HR advice and great support. Staff changes involving reducing your employee headcount can be distressing as well as being fraught with the risks of getting it wrong from a legal or procedural point of view. Thanks for your help with the initial who and the why and then the process and paperwork has been great. Also your support for the Directors has been invaluable. You are much more than just the technical stuff of HR!”
Related Services
New Business Support
If you are hiring your first employee or setting up as an employer for the first time, our new business support service covers everything from contracts to compliance.
New Business Support →Contracts of Employment
Bespoke employment contracts drafted to protect your business, comply with UK law, and clearly set out the terms of the working relationship from day one.
Contracts of Employment →HR Training
Practical training for your managers on recruitment best practice, interviewing skills, and avoiding common hiring mistakes that lead to legal risk.
HR Training →Need Help With Recruitment?
Whether you are hiring your first employee or your fiftieth, we help you get the process right. Book a free, no-obligation consultation and let us support your next hire.
Book Your Free ConsultationOr call us directly on 01327 640070