Your resident labour market test, part three – how to advertise
Part three of your guide to a compliant resident labour market test.
Accurate and clear job advertisements are an integral part of a resident labour market test (RLMT).
In order for your ads to be compliant with UK immigration rules, the information they hold must be clear, specific, and designed to identify the most suitable candidate for the role.
The following details must be included in the adverts:
- Job title – This must exactly match the job title that will subsequently be used in the individual’s employment contract
- Salary – A salary range can be given but you must pay the migrant worker an amount from within that range, or an indication of salary package
- Advertisement posting and closing dates – These must be clearly displayed and outline a minimum period of 28 days*
- Company name – Where a recruitment agency arranges your advertising and your company name is not displayed in the advert, a copy of a letter or a recent invoice between you and the recruitment agency should be kept on file
- Location of the job
- Job description – This must include main duties and responsibilities, along with any skills, qualifications and experience which are required for the role – be as accurate and detailed as possible to ensure that only suitable candidates will apply
*If the role is being advertised as part of a rolling recruitment programme, the advertisement must also show the period of the recruitment programme.
It is important to ensure that any ‘soft’ or transferable skills, such as possessing good communication skills, trustworthiness or problem-solving ability, that are listed in the job description are accurately described and can be justified to be necessary in performing the role in question.
It is also key that you are able to measure and evidence whether or not a candidate has these skills during the recruitment process.
Beware!
Once a job advertisement has been posted you should not amend it in any way. If an advert needs to be corrected or is taken down before 28 days, then you may have to re-advertise the role completely.
Look out for part four where we will focus on the compliant recruitment process.
See also Your guide to a compliant resident labour market test:
Part 1 – How to conduct a Resident Labour Market Test
