Last month, I received a very brief email from an internal recruiter at a competitor that started with “Latte or Americano? It's a question worth answering if you wanted to meet up for a confidential coffee chat one day”.
It was very cheesy, but for me he missed the point; and an opportunity to sell his brand – he told me nothing about the company, the team or why I should respond.
But it did get me thinking about employer branding and how charities can also do more to increase theirs. In a competitive recruitment market, employer branding is everything, but is often overlooked.
What comes to your mind when you think of the HR professional? The CIPD would hope that you are thinking of someone being Principles-led, Evidence-based and Outcomes-driven, but is this too idealistic?
During the last 18 months the NHS interim recruitment market has witnessed several significant changes. Firstly, NHS Improvement applied maximum pay and charge rates for temporary workers for the provider organisations that they oversee. The need for such restriction on interim spend was necessary in some areas, but this ‘one rule fits all’ solution was clearly not fit for purpose in areas where the worker’s core skillset was not NHS specific (e.g. IT, Corporate Services, Change & Transformation) and the new capped rates were not competitive with general market rates. Secondly, the change to IR35 assessments only within the Public Sector has made it highly likely that, as of 6th April 2017, a contractor working through their own personal service company will now pay significantly higher levels of tax for an assignment within the NHS compared with a like-for-like contract within the private sector. These two factors alone have combined to make interim work within the NHS less attractive for contractors compared to just 18 months ago.
Disabled. Disability. As a recruiter, these words can give you a sinking feeling. Not because we have any problem with a diverse workforce – quite the contrary – but because, after seven years of recruiting for the professional services sector, I can count on one hand the number of people I’ve helped to find a job with a registered disability. And my experience isn’t an unusual one.
Recently, I arranged a webinar aiming to increase contractors’ knowledge of the changes affecting payments made to personal service companies (PSCs) in the public sector, with IR35 being operated by agencies rather than PSCs. While the presentation, led by The Adecco Group’s Employment Tax Manager, was very well received, the Q&A session highlighted an alarmingly low level of understanding among some contractors about the legislative changes, which are due to come into effect on 6 April 2017.
As markets become more candidate-centric and competition for top performers hots up, employers are vying for the best solutions to an increasingly complex candidate conundrum. Executive Search solutions are gaining in popularity as a direct result – helping businesses to secure the very best professionals in a fixed timeline, without being restricted to board-level positions.
Tales of tech development threatening to render roles obsolete are all-pervasive in the IT industry, but the relentless march of Artificial Intelligence (AI) advancement is infiltrating every sector as we speak. And marketing is no exception.
It’s no secret that charities are going through a lot of change at the moment. In a tough fundraising climate, organisations have had to review traditional income streams and look to diversify where possible. Clearly, this is much easier to do with good reserves in place and flexibility to invest, however, as we know, ‘spare’ cash is a luxury the vast portion of the sector doesn’t have. Read more >
In April, changes to the IR35 legislation will impose a huge change on the public sector interim market.
For those caught by the legislation, workers through their own limited companies will be subject to withholding of tax and NIC on payments received, with the payer also incurring employer’s NIC and Apprenticeship Levy costs on top the payments. Read more.
As a mid- to senior-level recruiter, there is some trepidation when a client requests the use of a portal for the introduction of candidates. At the start, there are occasional issues (set up, login problems, reliability, etc.) and often they involve a lengthy candidate registration form refereed by an internal recruiter hot on non-compliance. Undoubtedly, however, when the portal is running, it delivers concrete benefits. Read more>