Amanda Krebs’ Post

With the well-documented skills shortage in the UK becoming even greater, companies are struggling to recruit, often leaving positions vacant for months rather than weeks. ❓ So why should you worry ❓ As a result of open vacancies or other long-term absences, the workload created by someone leaving is often spread among the existing team, placing greater pressure on those coping with an already busy schedule. ❓ What is the solution ❓ Rather than risk a mutiny from your existing finance team, employers should consider the benefits of professional interim finance support to help ease the load. ❓ What are the options available ❓ ⚫ Hourly or day rate interim support - you only pay for what you need ⚫ Fixed-term contracts - a sensible solution for defined longer-term requirements such as maternity cover ❓ And what are the benefits ❓ ⚫ Instant impact: Temporary workers are used to working in different companies and quickly adapting to new environments, so they can make an immediate impact on your organization and ease the load on your existing team! ⚫ Shorter hiring process: The hiring process for interim positions can be very quick - often a one-stage call to assess technical ability ⚫ Highly skilled, focused experience: Professional interims bring specific skills and experience and can often recommend process improvements or reduce project timelines ⚫ Cost-effective: Temporary workers are by definition a temporary solution, so you only pay for the time that they work, with none of the associated permanent employee costs ⚫ Flexible: Temps allow you to respond to immediate requirements as they happen with little or no notice The question is, how under pressure is your team and how can you support them with extra interim resources?

😊☀️ 𝗘𝘅𝗰𝗶𝘁𝗶𝗻𝗴 𝗡𝗲𝘄𝘀 𝗳𝗿𝗼𝗺 𝗛𝗮𝗽𝗽𝘆 𝗛𝘂𝗻𝘁𝗲𝗿𝘀 𝗔𝗴𝗲𝗻𝗰𝘆! ☀️😊 We are thrilled to announce that Happy Hunters Agency now offers 𝗖𝗼𝗻𝘁𝗿𝗮𝗰𝘁 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 to meet all your 𝗖𝗼𝗻𝘁𝗿𝗮𝗰𝘁 𝗪𝗼𝗿𝗸 𝗡𝗲𝗲𝗱𝘀! This service is designed to provide you with flexible staffing solutions without the hassle of managing the administrative aspects of employment! #hiring #alwayshiring #HHA 𝐇𝐞𝐫𝐞'𝐬 𝐰𝐡𝐚𝐭 𝐰𝐞 𝐡𝐚𝐧𝐝𝐥𝐞 𝐟𝐨𝐫 𝐲𝐨𝐮: 𝟭. 𝗣𝗮𝘆𝗿𝗼𝗹𝗹 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁: We take care of all payroll processing, ensuring timely and accurate payment to contract employees. This includes managing taxes, deductions, and compliance with all relevant regulations! 𝟮. 𝗕𝗲𝗻𝗲𝗳𝗶𝘁𝘀 𝗔𝗱𝗺𝗶𝗻𝗶𝘀𝘁𝗿𝗮𝘁𝗶𝗼𝗻: Our services include managing benefits for contract employees, such as health insurance, retirement plans, and other perks. We ensure that employees receive the benefits they deserve, relieving you of this administrative burden! 𝟯. 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝗮𝗻𝗱 𝗢𝗻𝗯𝗼𝗮𝗿𝗱𝗶𝗻𝗴: We handle the entire recruitment process, from sourcing and interviewing candidates to onboarding them into your project. Our team ensures a seamless transition and integration of contract employees into your workflow! 𝟰. 𝗣𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁: We oversee the performance of contract employees, providing feedback and support to ensure they meet your expectations and project requirements. This includes regular check-ins and performance evaluations! 𝟱. 𝗖𝗼𝗺𝗽𝗹𝗶𝗮𝗻𝗰𝗲 𝗮𝗻𝗱 𝗥𝗶𝘀𝗸 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁: Navigating the complexities of employment laws and regulations can be challenging. We ensure compliance with all local, state, and federal employment laws, reducing your risk and liability! 𝟲. 𝗔𝗱𝗺𝗶𝗻𝗶𝘀𝘁𝗿𝗮𝘁𝗶𝘃𝗲 𝗦𝘂𝗽𝗽𝗼𝗿𝘁: From handling contracts and documentation to addressing employee queries and concerns, we provide comprehensive administrative support. This allows you to focus on your core business activities without the distraction of employee management! With our contract employee services, you can enjoy the benefits of a flexible and scalable workforce without the administrative burden. Let us handle the details while you focus on what you do best! ▶ 𝗖𝗼𝗻𝘁𝗮𝗰𝘁 𝗜𝗻𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻 📞 (𝟴𝟬𝟯) 𝟯𝟬𝟲 - 𝟰𝟬𝟰𝟭 📧 𝗱𝗲𝗻𝘇𝗲𝗹.𝗷𝗼𝗵𝗻𝘀𝗼𝗻@𝗵𝗮𝗽𝗽𝘆𝗵𝘂𝗻𝘁𝗲𝗿𝘀𝗮𝗴𝗲𝗻𝗰𝘆.𝗰𝗼𝗺 🌐 www.happyhuntersagency.com "ɪᴛ’ꜱ ꜱɪᴍᴘʟᴇ, ᴡᴇ ᴘʀᴏᴠɪᴅᴇ ʀᴇᴄʀᴜɪᴛɪɴɢ, ᴍᴀʀᴋᴇᴛɪɴɢ, ᴀɴᴅ ᴡᴇʙꜱɪᴛᴇ ᴅᴇꜱɪɢɴ ꜰᴏʀ ʏᴏᴜʀ ᴄᴏᴍᴘᴀɴʏ 😊"

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If you are an employer and have been struggling to find ample qualified talent in your own market, you are not alone. But there is a cure! SolvoHR helps businesses throughout the United States solve for this by providing access to an amazing college-educated, bilingual workforce throughout Central and South America. Can’t imagine how this could work for your company? We’ll show you how! You share your needs with us. We share candidates with you. You find your next great teammates. Simple as that. If it’s not a fit, there is no obligation to move forward. Although we have placed over 15,000 people in 600 different roles, here is a list of the current top roles that our talented workforce is filling on behalf of our clients: ·     #CustomerServiceRep ·      #OutboundSales ·      #Payroll ·      #LegalAssistant ·      #Recruiter ·      #BilingualCustomerServiceChatRep ·      #DigitalModeler ·      #Scheduler ·      #IntakeSpecialist ·      #CollectionsSpecialist ·      #DataEntry ·      #Dispatcher ·      #ExecutiveAssistant ·      #InsideSales ·      #AdminAssistant ·      #MedicalInterpreter ·      #TalentAcquisition ·      #Paralegal ·      #AccountsReceivable If you’d like to explore how this can work for you, let’s talk. Your new teammates are waiting! You can book an appointment on my profile and we'll dive in!

"Hello Everybody , here are answers to my previous Post" 🌍 Why Choose an EOR for Global Expansion? 🚀 1.Legal & Costs: EORs handle compliance with lower setup costs compared to setting up a legal entity. 2.Control: Streamlined hiring and management processes, reducing admin while staying flexible. 3.Risks: EORs mitigate legal and financial risks by managing compliance in new markets. 4.Scalability: EORs allow for rapid team expansion without the complexity of local entities. 5.Brand & Experience: Efficient employee management, letting you focus on growth, with minimal impact on brand. EORs offer a cost-effective, flexible solution for global workforce expansion. 🌎💼 Infotree Global Solutions Allow me to help you , Lets connect :asthay@infotreeglobal.com #GlobalExpansion #EOR #BusinessGrowth #HR #Compliance #InternationalBusiness #HumaResource #IndepenentContractors #Staffing #RPO #GlobalPayroll

Question: Diane, What are your thoughts on working contingent vs. retained searches? I've been on the retained side, but I see possibilities for delegating people to work contingent roles. I know you love contract placement - this could be an interesting way to break into it... My Anwser: take the contingent work -- there are lots of people who will do splits, work with them or use contractors or employees. Some people prefer contingent to retained because you can decide which roles to work on and are not beholden to certain searches - that's a personal preference. As for contingent as a way to "break into" contract placement - makes no sense. There's no "breaking into it," you just do it. Ask your current and past clients where they need contractors or where they use them or could use them, and then sign up with an employer of record who does all the back office, compliance, invoicing, payroll, and insurance. I can introduce you to the ones I like best if you need recommendations for a good back office/ EoR ps: If you join my program, people share resources like a good VA Sourcing firm that one of the members has tried and tested.

𝐏𝐞𝐫𝐦 𝐨𝐫 𝐭𝐞𝐦𝐩 ? 𝐑𝐞𝐚𝐥𝐥𝐲 𝐬𝐭𝐢𝐥𝐥 𝐦𝐚𝐤𝐢𝐧𝐠 𝐚 𝐝𝐢𝐟𝐟𝐞𝐫𝐞𝐧𝐜𝐞 ? There are many work models available, particularly within the IT industry. I am often fascinated by how frequently I am asked if I work "perm" or "contract". It's always a surprise when I explain that the distinction doesn't really matter much to me. I am flexible and open to either, depending on the opportunity at hand. Various options are available, with some being more prevalent in certain countries: - Permanent Employment - Contracts/Freelancing - Arbeitnehmerüberlassung (usually in Germany) - Payrolled Employment - Interim Positions - Umbrella Companies (mainly in the UK) - Consulting - Consulting Companies Ultimately, I see two main aspects that influence the decision for a working model: - Who finds the end-customer and "sells" you to them? - Who calculates and transfers your taxes? In many locations, the tax implications are not significantly different either way. More effort can sometimes provide more flexibility but may also cause more hassle, so it depends on your preference and when it's worth it. Some countries and roles of course have specific requirements. For instance, in Switzerland, you need to be payrolled one way or another, and in Germany, for managing employees, you need to go through "Arbeitnehmerüberlassung" or payroll; you cannot take such a position as a freelancer. The most important thing for me is that the choice of a work model is not a significant decision that defines you. Some positions in some locations work best with one model, while others work better with another. Your preference may vary over time and opportunity, and that's perfectly fine. In conclusion, the choice of work model should be driven by the specific circumstances and opportunities at hand rather than a rigid preference for one type over another. Flexibility and openness to different models can lead to better career satisfaction and success. What do you think, flexible and open or determined to a specific model ?

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After tons of research🔬, interviewing various employers, asking questions and listening👂 to those in #HR, #Finance and #Csuite, we have make great progress towards providing #employers with a frictionless, transparent, and empowering way of finding, quoting and comparing their ideal HR service provider 🏢. Here are 3 major improvements✅ we have make for the benefit of employers seeking the best HR service provider for their business 1. Frictionless - We have created an employer <>provider matching grid search🔎 based on company size(employee count), geography, industry, desired HR features, and desired insurance coverages. This helps narrow down the search for potential HR providers and saves employers a ton of time🕓 & also helps HR providers get discovered 👋 2. Transparent - Each provider on our marketplace has a "store front"🏪. The purpose of this is for each provider to have its own profile and demonstrate features✨ that makes their services unique. Also, it helps the employer understand who the provider is, how they can help and brings clarity to services offered and rates💲. 3. Empowering - Last but no least we've continued to grow🌱 our #PEO knowledge base, curate and expand PEO marketplace with established and reputable HR service providers so employers may have access to a single central platform🤲 to research, ask questions and ultimately find the ideal HR service provider with confidence💪 We're here to help you navigate the #hroutsourcing waters. Search PEOs Now on peo-marketplace.com and let's find the plan that fits just right. 🚀 If you experience any bugs on our site we apologize in advance as we are continuing to make improvements. 🙏 💁♀️Contact Support@peo-marketplace.com if you need help or have questions #smallbusiness #payroll #professionalemployerorganization #growth #smallbusinesscheck #supportsmallbusinesses #finance #controller #cfo #ceo #businessowners

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