'Can't I just fill out a standard form from the HMRC website?'

'Can't I just fill out a standard form from the HMRC website?'

 

 

Taken from the Safe Computing travel subsistence (TS) and agency workers regulations (AWR) seminars.

2011 is a tough legislative year for recruiters

2011 is a tough legislative year for recruiters

Hello bloggers, Renata Jones here, lead generation manager for Safe Computing.  I hope you enjoy reading my blogs, and in this most recent instalment I explore why I believe this year seems to be a tough one for recruitment agencies. It is only February and 2011 is shaping up to be a year of moderate discontent, especially for recruitment companies, perhaps their toughest yet.

Well publicised in the world media is the period of austerity we are all experiencing to some degree following the impact of a global recession. Essentially a fancy way of saying we are all watching the pennies and tightening our proverbial belts. The recruitment industry has long experienced increasing regulation as a minority of less ethical companies gave the industry as a whole a bad name. Increases in regulations to travel and subsistence schemes and from the new agency workers regulation that come into effect from October, make 2011 no exception to this rule.

Navigating these macro economic factors and remaining a profitable recruitment business can be an arduous task with limited in-house experience, so why not let some recruitment agency specific software take some of the pressure off your organisation? Recruiting software can for instance manage applications, parsing CV information received automatically from web based portals, also known as cloud computing, for candidates to basically do information inputting for you, without a tedious form for them. Recruitment management software can help your business manage multiple employments of your employees within the same timeframe. Pay and bill software can help you process timesheets, pay accordingly, and manage correctly your national insurance (NI) payments. So what are all these miraculous software tools called? Well actually they all have one name, Safe Tempest. From one basic system specifically engineered for the recruitment agency market, Safe Tempest can be customised with modular optional extras to archive all of the above recruitment management functions of your business, letting you do what you do best, focus on the people. Cut down your administration and interview more candidates, and meet with your customers more, building your relationships and your business. Safe Tempest recruitment software is used by most of the top 50 recruiters in the UK and Ireland, and will scale to the size of your business as it grows. There is even a range of optional extras which can enhance this software, and Safe can create custom built bespoke additional modules on request. Safe also offer software for smaller users numbers and businesses.

To find out more speak to your account manager, or visit www.safe-tempestsuite,co.uk and click on the ‘enquire online’ link. If there is a topic you’d like me to explore in a future blog post, please contact me using info@safecomputing.co.uk.

At last! Holiday pay, AWD, and other issues are coming along!

Hi I’m Eddie Young, and thank you for reading my blog. I want this space to be about the burning issues that face our industry, and this is the first of what I hope to be a series of blog posts.

Employment businesses are increasingly reviewing their relations with clients and workers, in the light of further legislation, coming soon. They are considering the impacts of this legislation in this changing market.

Back in 1998, there was a lot of talk about holiday pay, and a lot was around how to minimise its impact on margins! This view was a reflection of an anticipation, that the agencies were worried they might have to make temps move off their books early! One client was worried they might have to finish a temporary worker, on a Friday, only to restart them on a Monday, to avoid any pitfalls and complications around continuous service!

Thankfully temporary workers are a little more savvy these days, and know they are entitled to the same rights as those in comparable roles, but what are comparable roles? There are no official guidelines from the government on this. Agencies have to agree these with clients, and clients need to agree what they will accept after 12 weeks service, as rates may increase.  People seem to currently have their ‘heads in the sand’ over this issue, and we need to find a way forwards.

Ireland have taken advantage of the ambiguity, and can’t give any firm dates yet on the agency workers directive (AWD) current issue. Rather than just revise that aspect, they are looking at their whole legislation in relation to agency workers.

I’ll explore some of these issues more in a further few blog entries, but would be interesting in hearing your thoughts on info@safecomputing.co.uk!

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