Webrecruit

Webrecruit ATS - Applicant Tracking System, Candidate Onboarding and Career Site Software

Webrecruit ATS is an ideal choice for Public Sector organisations who want to implement a cost-effective, intuitive, and EDI-friendly recruitment management tool. Webrecruit ATS is used to streamline recruitment processes, promote the employer brand, improve candidate engagement, reduce bias, build a diverse talent pool, and leverage talent attraction solutions.

Features

• Cloud based recruitment/ATS software, delivered in SaaS model. GDPR compliance
• API’s/integrations to job boards, eSignatures, social media, testing, SMS, HRIS’s
• Reporting: real-time, customisable, schedulable, exportable, equal opportunities and app source
• Blind/anonymised screening and shortlisting, and non-bias candidate scoring facilities
• Customisable job management tools including creating, approving, and posting jobs
• Onboarding tools: referencing, data capture, digital offer/contract generation, eSignatures
• Build, search and manage talent-pools, including agency applicants via portal
• Interview management module and self-service interview scheduling including bulk processing
• Integrated Career Sites, bespoke/templated options including job alert functionality
• Intuitive, UX/UI focusing on accessibility, audit trail tracking, two-factor authentication

Benefits

• Talent Pool functionality: increase direct hires, recruit faster, reduce spend
• Real-time reports driving increased efficiency throughout the recruitment process
• Easy to implement, secure platform, automated software updates
• Straightforward, consistent, and auditable recruitment process to engage hiring managers
• Technical support for all user types and candidates within fees
• Accessible recruitment platform that improves diversity/inclusion by removing unconscious bias
• Integrated careers sites and HRIS’s saves re-keying information
• Enhance employer brand through candidate engagement and brand-replica careers sites
• Automated recruitment tasks, processes, and communications saving invaluable administrative time
• Customisable recruitment process to allow for flexible hiring requirements

£4,000 to £30,000 an instance a year

• Education pricing available
• Free trial available

Service documents

• Pricing document

  PDF

• Service definition document

  PDF

• Terms and conditions

  PDF

Request an accessible format

If you use assistive technology (such as a screen reader) and need versions of these documents in a more accessible format, email the supplier at sgedye@webrecruit.co.uk. Tell them what format you need. It will help if you say what assistive technology you use.

Framework

G-Cloud 14

Service ID

218369048503648

Contact

Sam Gedye
01392 822196
sgedye@webrecruit.co.uk

Service scope

• Software add-on or extension: No
• Cloud deployment model: Public cloud
• Service constraints: No constraints
• System requirements:
  • Internet connectivity
  • Web browser

User support

• Email or online ticketing support: Email or online ticketing
• Support response times: Response to critical issues within 1 business hour by email or phone call, and resolution time within 4 business hours. ; ; Response to high priority issues within 4 business hours by email or phone call, and resolution time within 8 business hours ; ; Response to other issues within 8 business hours by email or phone call, and resolution time within next software upgrade release.; ; Webrecruit shall provide the Customer with Standard Helpdesk Support services during Normal Business Hours 08:30-17.30 GMT Monday to Friday excluding Bank Holidays in the UK.
• User can manage status and priority of support tickets: No
• Phone support: Yes
• Phone support availability: 9 to 5 (UK time), Monday to Friday
• Web chat support: No
• Onsite support: Yes, at extra cost
• Support levels: Support is provided by a dedicated technical account manager and also a in-house technical helpdesk team who have direct access to our development team. This is available at no additional cost. ; ; We use Zendesk to manage support requests and all requests are assigned unique ticket number through which all communications are logged.; ; Support levels are broken down by issue level. Critical issues (preventing users from using crucial functionality) will be given support immediately and we will work until the problem has been solved or an acceptable workaround devised (resolution time within 4 business hours). High priority issues (preventing users from using non-crucial functionality with no workaround available) will be given support within 4 business hours with a resolution time of 8 business hours. Medium priority issues (preventing users from using functionality but a workaround is available) will be responded to within 8 business hours and resolved within the next software upgrade release. All other low priority issues and enhancement requests will be responded to within 8 business hours.; ; 8 hours of training is included with the licence cost and additional training can be purchased ad-hoc.
• Support available to third parties: Yes

Onboarding and offboarding

• Getting started: Webrecruit ATS is an easy-to-use system that doesn’t require a lengthy training/implementation period. Users are supported throughout the set-up process by a dedicated Account Director and Product Support Manager. ; ; Webrecruit provides system induction training to all users inclusive of the prices quoted as standard. Webrecruit will invest time in making sure all users are fully trained and prepared for success at each stage of the way. Training can be provided in the form of multiple sessions and can be conducted in person or online. An online user guide is also provided via a tool called Zendesk, available 24/7. This guide is presented in a modular format, providing user guidance for all individual areas of the system via descriptive detail & screen shots. Recorded video training of the ATS can be arranged on request. ; ; Please note that Webrecruit are flexible to tweaking the structure and elements within the inclusive training package that we deliver, mindful of the sometimes unique requirements of individual organisations. For example, if there is a very high volume of Hiring Managers who will require training but the managers are based across multiple locations, two days of face-to-face training across separate locations may be more pertinent.
• Service documentation: Yes
• Documentation formats:
  • HTML
  • PDF
• End-of-contract data extraction: At the end of the contract Webrecruit can provide the customer all of their candidate data in a machine-readable format (CSV or JSON) and a zip file with all supporting documentation, application forms and CVs upon request. This would be at no additional cost. In addition, customers will at all times have tools to extract their data during the term of their contract.
• End-of-contract process: All licences and access to Webrecruit ATS will terminate at the end of the agreed contract. Upon request, Webrecruit will provide the customer all of their candidate data in a machine-readable format (CSV or JSON) and a zip file with all supporting documentation, application forms and CVs. This will be at no additional cost.

Using the service

• Web browser interface: Yes
• Supported browsers:
  • Internet Explorer 11
  • Microsoft Edge
  • Firefox
  • Chrome
  • Safari
  • Opera
• Application to install: No
• Designed for use on mobile devices: Yes
• Differences between the mobile and desktop service: All functionality is available on both mobile and desktop devices. The system is accessible and functional by any device that supports an internet browser. This includes, but is not limited to, mobile devices, tablets, gaming consoles, laptops and desktops. The system also adopts a responsive design that adapts to the user's environment based on screen size, platform and orientation. The practice consists of a mix of flexible grids & layouts, images and an intelligent use of CSS media queries.
• Service interface: Yes
• User support accessibility: WCAG 2.1 AAA
• Description of service interface: Webrecruit builds careers sites which seamlessly integrate into the ATS. Webrecruit’s careers sites are a destination for prospective candidates where they can view and apply for roles and learn about a company’s culture. Webrecruit offer a variety of pre-determined careers site templates or we can provide a fully bespoke jobs portal. Whichever design option is undertaken, the final outcome will mean a customer-branded jobs portal ensuring a seamless candidate journey.
• Accessibility standards: WCAG 2.1 AAA
• Accessibility testing: As part of our commitment to accessibility, the system's interface is tested with and can be used in conjunction with screen readers including JAWS, VoiceOver, Window Eyes and Supernova, and we are committed to giving users the best possible experience when using them. In addition to this, we test with and support screen magnifiers such as ZoomText and Glassbrick, and speech recognition software such as Dragon Naturally Speaking and Claro (as well as in-built system speech packages and all OS specific accessibility tools).; ; Webrecruit’s Product team regularly review compliance with regulatory and legislative requirements, and if a change is required this would be treated as high priority. Webrecruit ATS currently is designed to comply with (WCAG) 2.1 guidelines. Our development team use an in-house ‘Style Guide’ as a design and development tool that brings cohesion to user interface (UI) and user experience (UX). It is designed to ensure consistency over crucial UI components including colours, sizes, iconography and language. It also documents important UX components such as hover states and popovers. The guide has been written to comply with the .GOV.UK Design System (https://design-system.service.gov.uk/get-started/) which also guides our considerations towards accessibility.
• API: Yes
• What users can and can't do using the API: The Webrecruit ATS Open API will allow you to extract data about your vacancies, candidates, their applications and onboarding information. You can use the API to integrate directly with other applications where this is supported, build a ‘connector’ between another application and Webrecruit ATS, or develop a custom application of your own.; ; Examples of how the Open API could be used are integrating with a HR or payroll management system, or in-depth reporting using a Business Intelligence system.; ; Currently you are not able to modify or add data to Webrecruit ATS using the Open API, as all endpoints are for reading data only.; ; There is no configuration necessary using the Open API; you will be supplied with the necessary access key which is used to identify you to the API backend.
• API documentation: Yes
• API documentation formats: Open API (also known as Swagger)
• API sandbox or test environment: Yes
• Customisation available: Yes
• Description of customisation: Webrecruit has many configuration options as standard including, but not limited to, candidate profile fields, job fields, company branding, templated email communications, templated SMS communications, interview schedules, onboarding workflows, document templates, job requisition workflows, limits on application volumes, talent pool data structure, screening questions, scoring parameters for screening question responses, applicant source tracking, cost-per-hire metrics, equal opportunity/diversity data capture, blind/anonymised applicant views, creating custom reports, scheduling automated report delivery, activating additional language packs, user permissions, user groups, user-specific UI contrast and colours, referral schemes, multi-factor authentication, session timeout length and data detention/deletion schedules.; ; Tools to customise these options are available to users designated as 'Super Users'. Super Users can then grant grant granular permissions/privileges to other users in the user hierarchy as to what the can customise and configure. Bespoke and templated career sites can also be customised by users to match the look and feel of their brand and main website.

Scaling

• Independence of resources: The system has been designed to be highly scalable and extremely efficient so that extra users utilising the system do not have any noticeable impact on other system users. We are continually measuring performance of the system and optimising key areas to ensure it can scale to handle large workloads. We have an active monitoring application in place to give us instant feedback of the performance of the system so we can rapidly act on any performance issues.

Analytics

• Service usage metrics: Yes
• Metrics types: Available service usage metrics include but are not limited to number of system users, user login times, user logout times, activities/data changes performed by user (inc. time and date), user IP address, user device, user browser, volume of applicants by job, volume of applicants by source, volume of applicants by device used, volume of hired applicants, volume of applicants completing screening questions, size of candidate database/talent pool, volumes of emails sent, volume of SMS messages sent. Applicant reports can all be structured by custom fields such as department, function, level location etc.
• Reporting types:
  • API access
  • Real-time dashboards
  • Regular reports
  • Reports on request

Resellers

• Supplier type: Not a reseller

Staff security

• Staff security clearance: Other security clearance
• Government security clearance: Up to Developed Vetting (DV)

Asset protection

• Knowledge of data storage and processing locations: Yes
• Data storage and processing locations:
  • United Kingdom
  • European Economic Area (EEA)
• User control over data storage and processing locations: No
• Datacentre security standards: Complies with a recognised standard (for example CSA CCM version 3.0)
• Penetration testing frequency: At least once a year
• Penetration testing approach: ‘IT Health Check’ performed by a Tigerscheme qualified provider or a CREST-approved service provider
• Protecting data at rest:
  • Physical access control, complying with another standard
  • Encryption of all physical media
• Data sanitisation process: Yes
• Data sanitisation type:
  • Explicit overwriting of storage before reallocation
  • Deleted data can’t be directly accessed
• Equipment disposal approach: A third-party destruction service

Data importing and exporting

• Data export approach: Super users can at any time access tools to export individual candidates' data or choose to export full sets of their data in machine-readable formats. For particularly large exports, Webrecruit can assist with generating desired datasets and delivering them in a safe and secure manner. Webrecruit ATS includes a reporting suite consisting of circa 20 standard reports as well as the ability to create additional custom reports. All reports (standard or custom) can be exported in CSV files.
• Data export formats:
  • CSV
  • Other
• Other data export formats: JSON
• Data import formats: CSV

Data-in-transit protection

• Data protection between buyer and supplier networks: TLS (version 1.2 or above)
• Data protection within supplier network: IPsec or TLS VPN gateway

Availability and resilience

• Guaranteed availability: We ensure that the system availability level maintains at 99.9% during normal business hours (08:30 to 17:30 UK time) and 99.5% out of business hours, excluding scheduled maintenance. To ensure this we actively monitor at the server and platform level and leverage Zabbix (https://www.zabbix.com/) to monitor and alert support staff of any conditions which pass specific server thresholds in respect of matters such as processing, memory, drive space, etc. (this allows use to respond to typical events that may arise through various usage conditions before they cause any adverse conditions). We also use Statuscake (https://www.statuscake.com/) for platform monitoring; it sends external requests to the platform every 30 seconds to make sure it is responding. The request tests https response, DB response and Solr response which are the main components of the platform.
• Approach to resilience: The server environment is provided by OVH. To guarantee high speed, high quality bandwidth and low latency time, OVH has deployed its own global fibre optic network. ; ; Should a total utility power outage ever occur, all of OVH’s data centre’s power systems are designed to run uninterrupted, with every server receiving conditioned UPS (Uninterruptible Power Supply) power. The OVH datacentres are powered by two separate electrical power supplies and are also equipped with UPS devices. Power generators have an initial autonomy of 48hrs to counteract any failure of the electricity supply network. OVH data centres are accredited to PCI DSS, ISO27001, and ISAE 3402 Type II standards, ensuring sites and applications are secured by the best processes and technologies.; ; Webrecruit uses Zerto (https://www.zerto.com/), a replication and continuous backup technology to protect data from loss at all times. Should any interruption occur, a failover process is in place to ensure that Webrecuit ATS can be recovered within 4 hours. Full snapshots of the database are taken weekly, and differential backups are run every day. Any local corruption at the server or data level can be restored within approx. 1 hour. A full recovery at the secondary datacentre would take 4 hours.
• Outage reporting: In the event of an outage we would notify customers directly via email and continue to provide updates on the status and activities to resolve the outage. We would also share updates on our Facebook, LinkedIn and Twitter channels.

Identity and authentication

• User authentication needed: Yes
• User authentication:
  • 2-factor authentication
  • Username or password
• Access restrictions in management interfaces and support channels: Access across our support, development and devops teams is granted on a principle of least privilege and access is reviewed and updated regularly. Access to production servers and data, via remote access, is granted to a restricted number of Webrecruit personnel that are required to maintain the service. This includes DevOps engineers who apply platform updates and infrastructure engineers who maintain servers and apply patches.
• Access restriction testing frequency: At least every 6 months
• Management access authentication:
  • 2-factor authentication
  • Dedicated link (for example VPN)
  • Username or password

Audit information for users

• Access to user activity audit information: Users have access to real-time audit information
• How long user audit data is stored for: At least 12 months
• Access to supplier activity audit information: Users contact the support team to get audit information
• How long supplier audit data is stored for: At least 12 months
• How long system logs are stored for: Between 6 months and 12 months

Standards and certifications

• ISO/IEC 27001 certification: Yes
• Who accredited the ISO/IEC 27001: LNE (https://www.lne.fr/fr) who are accredited by COFRAC (https://www.cofrac.fr/)
• ISO/IEC 27001 accreditation date: 04/02/2024
• What the ISO/IEC 27001 doesn’t cover: This certification covers the services provided by our hosting provider - OVH.; Webrecruit Information Security Policies have been certified to the IASME standard.
• ISO 28000:2007 certification: No
• CSA STAR certification: No
• PCI certification: No
• Cyber essentials: Yes
• Cyber essentials plus: No
• Other security certifications: Yes
• Any other security certifications: Cyber Essentials

Security governance

• Named board-level person responsible for service security: Yes
• Security governance certified: Yes
• Security governance standards:
  • ISO/IEC 27001
  • Other
• Other security governance standards: Cyber Essentials
• Information security policies and processes: Webrecruit’s board includes our Managing Director Group CTO and Chairman who are ultimately responsible for Webrecruit. On a day-to-day basis, Information Security is managed by our CTO and Operations Director (the latter is also Data Protection Officer). All Webrecruit's security policies and processes are aligned to ISO27001:2013. Webrecruit’s system’s foundation and infrastructure is designed to be secure by ensuring data from other customers cannot be accessed. Development best practice is followed at all times, and all changes are reviewed against accepted industry standards, including the OWASP Top 10. Our server provider ensures optimal security for their infrastructures including implementing a security policy for information systems and meet the requires for PCI-DSS, ISO 27001, SOC 1 TYPE II and SOC 2 TYPE II certificates. The system also undergoes annual penetration tests by Bulletproof, a CREST approved and ISO27001 certified professional penetration and vulnerability testing service (https://www.bulletproof.co.uk/). All sensitive resources require authentication before access is granted and we enforce passwords that contain minimum 12 characters, at least one uppercase character, at least one digit, at least one special character. Access across our support, development and devops teams is granted on a principle of least privilege and access is reviewed and updated regularly.

Operational security

• Configuration and change management standard: Conforms to a recognised standard, for example CSA CCM v3.0 or SSAE-16 / ISAE 3402
• Configuration and change management approach: All changes are reviewed by the Operations Director and CTO before any development commences. Any handling of or development work directly impacting Personally Identifiable Information (PII) undergoes a Privacy Impact Assessment. This includes identifying the risks, qualifying the risks and implementing processes to manage those risks accordingly. In preparation for any release, we undergo a testing cycle with a scope including testing any new functionality and changes but also regression tests to ensure existing functionality continues to work as intended. Test cases are documented with text logs and timestamps, and all actions are recorded on our development management tool..
• Vulnerability management type: Conforms to a recognised standard, for example CSA CCM v3.0 or SSAE-16 / ISAE 3402
• Vulnerability management approach: We have a dedicated Security Information and Event Management system setup to detect a wide variety of potential threats, such as invalid login attempts, unauthorised user access, unplanned configuration changes, and other security events. Patches to address any security threats will be deployed within hours of sign off. We use .NET MVC which mitigates against many common risks and vulnerabilities. Our developers maintain awareness of common vulnerabilities/advice published via the Open Web Application Security Project (OWASP). This ensures that between our regular CREST-certified penetration tests and monthly vulnerability scans, we are regularly apprised of any potential vulnerabilities.
• Protective monitoring type: Conforms to a recognised standard, for example CSA CCM v3.0 or SSAE-16 / ISAE 3402
• Protective monitoring approach: We utilise a Security Information and Event Management solution that provides 24/7 monitoring of our infrastructure, systems, network and applications. It protects us from potential security incidents with proactive alerts, incident response and reporting. It has integrated threat intelligence, machine learning to detect behavioral changes, real-time active threat hunting and log management. We respond to incidents inline with our Business Continuity & Disaster Recover Plan (which can be supplied upon request). In the event of any Personal Data Breach, we would use all reasonable endeavours to immediately notify our clients and the ICO.
• Incident management type: Conforms to a recognised standard, for example, CSA CCM v3.0 or ISO/IEC 27035:2011 or SSAE-16 / ISAE 3402
• Incident management approach: Our incident management processes are detailed in our Business Continuity & Disaster Recovery plan. All incidents can be reported to our internal helpdesk. Upon completion of any disaster recovery response or upon resolution of issue, a report must be prepared on the activities undertaken. The report will include a description of the emergency or incident, those people notified of the emergency (including dates), action taken and by whom, outcomes arising from actions taken, an assessment of the impact to normal business operations, assessment of the effectiveness of the disaster recovery plan and lessons learned.

Secure development

• Approach to secure software development best practice: Conforms to a recognised standard, but self-assessed

Public sector networks

• Connection to public sector networks: No

Social Value

• Social Value:

  Social Value

  • Fighting climate change
  • Covid-19 recovery
  • Tackling economic inequality
  • Equal opportunity
  • Wellbeing

  Fighting climate change

  Webrecruit is naturally aligned to governmental procurement policies, in addition to complying with ‘Greening Government:ICT and digital services strategy 2020 to 2025’; Webrecruit is committing to playing our part in fighting climate change. ; ; Webrecruit’s working processes and practices are focused on the impact of greenhouse gas emissions and how we can support minimising and eradicating these; due to Webrecruit ATS being a cloud-based system, this organically links to a zero carbon commission ethos. ; ; As a cloud-based system that supports zero net carbon commissions and zero utilisation of natural resources, Webrecruit ATS has minimal impact on the environment. Webrecruit ATS is accessible from anywhere, supporting work from home solutions which encourages a reduction in carbon emissions due to less travel to and from work for employees. Webrecruit ATS is constructed and administered using reusable materials and systems, meaning Webrecruit ATS is a waste-free platform.; ; Sustainability is a core consideration for Webrecruit, influencing our approach to the development and administration of Webrecruit ATS and our business as a whole; with this in mind, we have recieved Level 3 accreditation from Green Mark, which has made us holistically review our fighting climate change and sustainability commitments and approach. Aligning to the ‘Greening Government:ICT and digital services strategy 2020 to 2025’, this initiative means we provide service-based reporting, including carbon/eco reporting and working transparently and collaboratively with our customers, partners and suppliers to implement and encourage sustainability-related best practice initiatives across our supply chain. As part of Webrecruit’s procurement processes, we in turn ensure our partners and suppliers are committed to fighting climate change with demonstrable initiatives in place.

  Covid-19 recovery

  As a recruitment software and recruitment advertising business, Webrecruit is at the forefront in supporting businesses in their covid-19 recovery aims via our products and services supporting organisations to hire effectively, and by proxy, supporting those who have been left unemployed due to Covid-19 engage with businesses. ; ; Our recruitment software and advertising practices lend themselves to the “new normal” for many organisations, which is working remotely; Webrecruit’s solutions and products mean we can support our clients in not working from an employer-based location, which is still a large consideration for many businesses. ; ; Webrecruit understands that Covid-19 may have affected the physical and mental health of our associates, as well as our clients and suppliers; with this in mind, we ensure that all Webrecruit associates interact with care and patience at the forefront of their minds. In addition, we ensure that our offices and any premises we attend follow guidelines relating to Covid-19, such as ventilation, spacing of work spaces, ease of access to sanitising equipment,etc.

  Tackling economic inequality

  Webrecruit work with a large number of new and/or small Organisations to support mutual economic growth and business creation. Whilst working with a broad range of suppliers and partners across the UK and beyond, Webrecruit aim to work with suppliers and partners from identified economically disadvantaged regions or deprived areas; this also stretches to Webrecruit’s approach to recruiting inhouse with a UK wide focus on said areas. ; ; Through our client network, Webrecruit supply advice to a broad range of clients on how best to provide employment and training opportunities to provide entry level opportunities and up to cover skills shortages; in turn, Webrecruit work with and employ apprentices in our development and IT teams to upskill entry level associates. Webrecruit offer a broad range of certified training courses to our associates to ensure their educational attainment is supported alongside their professional. ; ; Webrecruit understands the importance of supply chain resilience and capacity; our partner and supplier list covers a vast range of businesses, from start-ups to established organisations, SMEs to VCSES ,etc. As part of our procurement and vetting processes, we strive to work with organisations who have innovative and disruptive focus to provide true development and enhanced market positioning to our marketplace, and by proxy, those of our partners and suppliers. ; ; Webrecruit is Cyber Essentials accredited, and we strive to work with accredited organisations as well as recommend to and support uncertified organisations with their accreditations to provide more cyber security and surety within our cyber processes, and bolster their own offerings within the digital technology space.

  Equal opportunity

  The Board at Webrecruit, supported by all associates, believe we have a moral obligation to create equal opportunity for all and this focus is an integral part of our day-to-day activities in tackling workforce inequality. Webrecruit’s Social Value Framework complements our high level, strategic EDI-based Board priorities and this framework is communicated and shared amongst all employees so we can achieve real social value through our working practices. ; ; Examples of Measures that Webrecruit undertake to tackle inequality and improve EDI in our workforce and beyond, include:; ; • Webrecruit advertise opportunities across a range of EDI relevant boards to increase awareness of our roles and make clear in adverts we welcome applications from under-represented groups; • Webrecruit’s internal copywriting team are experts in creating job adverts which tap into under-represented talent pools; • Webrecruit is a Level 2 Disability Confident Employer, and is committed to creating and maintaining an omni-able, accessible environment for all to succeed in through ensuring reasonable adjustments are made to the workplace to ensure non-one is disadvantaged; • We have created a suite of proprietary Equality, Diversity and Inclusion (EDI) tools and solutions for use internally within Webrecruit (as well as by our external customers) to boost EDI recruitment efforts through the development of applicant tracking system & accessible careers sites technology enabling; • Reducing unconscious bias via blind hiring methods, such as the removal of PII (Personally Identifiable Information), ensuring that hiring managers review candidates based on qualification / skills / suitability so that the potential for unconscious bias is reduced ; • Ensuring the careers site application journey is Web Content Accessibility Guidelines (WCGA) compliant. Particular attention has been given to ensure that the Careers Site and application process is screen reader accessible.

  Wellbeing

  Webrecruit is committed to improving and maintaining the health and wellbeing of our associates, and by proxy, the health and wellbeing of our clients and suppliers through our interactions and communications with them.; ; Webrecruit’s wellbeing strategy currently consists of:; ; - Regular 1:1s between line managers and reports, with questions surrounding associate health and wellbeing being core pillars of 1:1s and appraisals; - Desk Assessments are concluded at the start of employment and every 3 months, focusing on when we are working in the office and when working from home ; - Line Managers are trained by a CIPD-qualified Senior Manager regarding effective line management best practice, as well as how to monitor and support health and wellbeing issues as they arise; - Line managers are trained by a CIPD-qualified Senior Manager within the business regarding “Difficult Conversations”; how these are instigated, how they are actioned and how follow-up is conducted; - Webrecruit employees have access to an Employee Assistance Programme ; - ASAT (Associate Satisfaction) is reviewed at various intervals, from 1:1s, team meeting and 6-monthly ASAT surveys which provide an anonymous avenue for associates to communicate their feedback regarding the business, their roles, their day-to-day ,etc. ; - Webrecruit is open to flexible working requests, recognising associates need in balancing their work and home life, as well as balancing their physical and mental wellbeing needs ; - EDI is a key focus for Webrecruit, and we encourage equality, diversity and inclusivity via our hiring as well as in our day-to-day operational management of the business; - Webrecruit align ourselves with charities through the year that could have a local as well as national perspective; we let our associates choose which charity they would like Webrecruit to support for one half of the year. Associates also have one paid volunteering day per year.

Pricing

• Price: £4,000 to £30,000 an instance a year
• Discount for educational organisations: Yes
• Free trial available: Yes
• Description of free trial: Webrecruit can provide a 90 day trial for prospective clients to test the service before purchase. This includes access to all core system functions and features. This can be extendable upon request.

Service documents

• Pricing document

  PDF

• Service definition document

  PDF

• Terms and conditions

  PDF

Request an accessible format

If you use assistive technology (such as a screen reader) and need versions of these documents in a more accessible format, email the supplier at sgedye@webrecruit.co.uk. Tell them what format you need. It will help if you say what assistive technology you use.