|
Welcome to issue 312 of the ukrecruiter newsletter. Please note that the next issue is in two weeks time. | 
|
CONTENTS
Visit http://www.careersinrecruitment.com for the latest recruitment industry jobs. |
My Favourites http://www.wikipedia.org/ - For when you have no idea what a client/candidate is talking about. Bear in mind that content is user generated and may not be entirely reliable. http://www.surveymonkey.com/ - Easy to use site to create surveys. Good for adding to mailshots to candidates and clients http://www.mysupermarket.co.uk
- If you haven't time to get out and do your weekly shop you can do
it online - and make sure you get the best prices. This week's favourites were provided by Carla Peters, Freelance Researcher Why not submit your 3 favourite web sites. See the guidelines at http://www.ukrecruiter.co.uk/articles.htm |
Advertisement Not just a FREE TRIAL - It's next month's placements! We will even help you search our database of over 550,000 live CVs! To access your free fully account managed trial just visit http://www.cv-library.co.uk/trial or call 01252 810995 and we'll set you up straight away. Once you have finished your fully managed FREE TRIAL you will then have the option to subscribe to our excellent value packages at £159 per month or less, which gives you full access to our CV Database, watchdog filters, company profile, unlimited vacancies with your banner and we will also circulate them onto ten other job boards! For more information visit http://www.cv-library.co.uk/trial or contact us directly on 01252 810995 or sales@cv-library.co.uk |
Article One: A Crash Course for Recruiters in Social Media Marketing by Kelvin Newman Just like most business, the online marketing world loves a good abbreviation. The latest that everyone has been talking about is SMM or Social Media Marketing (you can see the Wikipedia definition of SMM here http://en.wikipedia.org/wiki/Social_media_marketing). As the web has become more complicated a large number of websites have found success in participation in conversations with their customers. These interactions are coming in all different shapes and sizes, For example ‘Amazon’ (www.amazon.co.uk) allowing the customers to rate books or setting up a company country in ‘Second Life’ (www.secondlife.com). This article examines and highlights some of the opportunities these technologies hold for recruiters. Social Networking – Given the huge uptake of the internet, social networks have helped people make new friends and keep in touch with existing contacts. Usually users create their profiles with information, photos and details of their contacts. Many of the popular networks (like Myspace (www.myspace.com), FaceBook (www.facebook.com) and LinkedIn (www.linkedin.com)) can be used by recruitment firms to create more personal relationships with current and potential candidates. It also provides recruiters with a great opportunity to talk to potential candidates on their own terms in their own environment. Social Book Marking – As the volume of web-pages online has increased, a large number of people have looked for filters to help them find quality websites. Social Book Marking works in a variety of ways across different websites but usually the users submit and vote for pages they like. Additionally they can also view pages highlighting popular content, which they in turn can also vote for. There are chances for recruiters to take advantage of social book marking services to help drive traffic and potential candidates to their website. Whether it’s creating content with the top five jobs in your industry or producing a behind the scenes video about an employer, there’s opportunities to get your company job board in front of a large number of passive candidates. Digg (www.digg.com), Del.icio.us (del.icio.us) and stumbleupon (www.stumbleupon.com) are three of the most popular sites. User Generated Content – Whether it’s allowing users to review products or encouraging them to create the pages of an encyclopedia, a number of websites have been successful in taking advantage of the knowledge and expertise of their readers. For recruitment firms there are small steps that can be taken to encourage User Generated Content (UGC) like including a blog with comments or introducing a job seekers forum. It requires letting go of the editorial reigns a little and plenty of buy-in to the idea but it allows your candidates to create a much more involved relationship with your company and website. Virtual Reality Games – With the increased processing power of home PCs and the improved speed of the internet a number of vast computerized worlds have sprung up where users can interact as if it was the real world. ‘Second Life’ is one example which has attracted the attention of some marketers, with Reuters and Adidas amongst others developing a presence in game. At the moment the Return on Investment of marketing in these worlds is low, but it’s not hard to imagine a situation where you might seek to interview candidates or headhunt in virtual worlds some point in the future. For more info on secondlife you might find their wikiepedia page useful http://en.wikipedia.org/wiki/Second_life. Social Media – Social Media is a catch all term used to describe many different technologies including social book marking and networking as well as web pages which encourage the participation of the audience including blogs, photo-sharing sites like flickr (www.flickr.com) and video content sites like ‘YouTube’ (www.youtube.com). Podcasts, Wiki’s like ‘Wikipedia’, virtual reality games such as ‘Second Life’ and ‘World of Warcraft’ (www.worldofwarcraft.com) are all forms of social media which encourage user generated content and conversation between the producers & the audience. Many of these technologies can be seized upon by recruiters to market and promote their companies. While the technology behind Social Media Marketing might be new the same old marketing principles about know your target audience still apply. With technical know how & marketing nouse there’s an opportunity for your company that your competitors may well be ignoring. Kelvin Newman is a Search & Social Media Marketing Executive at SiteVisibility. SiteVisibility is a specialist search engine optimisation & marketing agency based in the UK. You can contact him via email at Kelvin.newman@sitevisibility.co.uk or read his blog at http://www.sitevisibility.co.uk/blog.html |
Advertisement Want to improve your completion rate of successful hires? As a British Psychological Society level A&B trained assessor I can: - Assist you in your selection process and support you in making the right recruitment decisions Call Louise on 07724 197830 or email louise@ukrecruiter.co.uk |
Article Two: Budget update – So how does it really affect Recruiters? By Simon Dolan, of SJD Accountancy You’ve probably heard a lot about the recent Budget changes but how does it really affect you when placing a contractor or freelancer? Contractors now only have two options: 1. Work through a PAYE umbrella company and pay full income tax and full national insurance contributions on their entire earnings. A PAYE Umbrella service is where the contractor essentially becomes an employee of the umbrella company and is contracted out to provide their services to the client. The benefits for the contractors of this method are: it’s very easy to use, they simply submit timesheets and expense details and wait to be paid; all tax and NI is deducted before they receive their money, so they will have no further taxes to pay; it’s ideal if the contract is less than three months. The downsides are: their salary is subject to full PAYE Tax and NI, it's just like being a permanent member of staff again; the contractor is reliant on the umbrella company to collect their money from the client and then to pay it on to them. 2. Operate through their own limited company, which remains the most tax efficient solution available. Contracting through a limited company does require a little more work than using an umbrella company, they will need to form a company, which will just take five minutes, and there is a certain amount of paperwork involved, usually about 10 - 15 minutes per month. Benefits to Contractors of operating through their own limited company include: most importantly – it is the most tax efficient way of working; they can claim a wider range of expenses - accountancy fees, equipment, software etc; have access to the Flat Rate VAT scheme and they keep complete control of their financial affairs, meaning they do not have to risk their money with any third party administrator. As mentioned above, there is more administration needed but this shouldn’t take anymore than 10-15 minutes per month with the help of a good accountant. Operating through their own limited company is now the only financially rewarding and realistic option for contractors and freelancers who want to maximise their income and to feel confident they are operating without fear of penalties, interest and back taxes. Experienced or well-read contractors will say to you that they would like to use their own Limited Company as this is a far more tax efficient way of working. The 2007 Budget has not changed this in the least – contractors are still perfectly OK to use their own Company, and indeed ought to do so, but you must ensure it is actually theirs and not a Managed Service Company (MSC) type offering. The Chancellor of the Exchequer, Gordon Brown, sounded the death knell for Managed Service Companies (MSC) in his recent Budget where he outlawed their use. For recruiters, contractors running through their own limited company should also remove any hassles they may get surrounding lost or missing payments and issues with expenses. If recruiters would like further information they could visit the Professional Contractors Associate
www.pcg.org.uk or visit one of the many contractor websites such as
www.contractoruk.com and
www.freelanceuk.com. Both sites provide a wealth of up to date information regarding legislation changes, advice to contractors and forum/bulletin boards with professional adviser from both the tax and legal world. SJD Accountancy have been acting for Contractors and small businesses (SME's) since 1992; they are the most recommended accountancy firm on the Internet and have more qualified staff than any other specialist firm. www.sjdaccountancy.com. They have recently created an online resource for IT recruiters at http://www.sjdaccountancy.com/about/ourservices/recruiter_resources.html |
Advertisement Talent Management 2007 Explore key aspects and issues related to attracting, developing and retaining key talent for increased business performance and growth. As a direct result of exclusivity the event is of the highest quality and is truly unique. Registration is strictly limited ensuring the highest level of interaction between delegates and solution providers. For registration or event inquiries contact Jason Ballor at +357 22 849362 or visit us on the web at www.talent-summit.com. |
Don't Miss This (sponsored by http://www.alljobsUK.com "The UK’s Jobs Portal") REC News Roundup Free Team Audit Workshop, London Recruitment Networking Summer
Event, 28th June, London This section is sponsored by http://www.alljobsUK.com "The UK’s Jobs Portal" |
|
Discussion Board Summary Don't forget to visit The Discussion Board. Current topics on the site include:
Any postings you or anyone else makes will be included in the weekly digest. Sign up for the free digest here or hit reply to ask me to include your email address It is free to use the discussion board and you don't have to register to view messages. Visit the site, ask questions and share your knowledge |
Online Recruitment Update (sponsored by http://www.broadbean.co.uk for "the UK's favourite job posting system") Hitwise top 10 Recruitment
Sites, week ending 19th May 2007 Louise's UK Recruiter blog Press Release: JobTonic & My Neighbourhoods Form Partnership This section is sponsored by http://www.broadbean.co.uk; "the UK's favourite job posting system". |
Please forward this newsletter on to any colleagues or recruitment friends who you think might like to receive the newsletter. It's free for them to sign up - all they need do is complete the form below.
Regards
Louise Triance
UK Recruiter http://www.ukrecruiter.co.uk
Subscribe Don't forget to let your colleagues know about this newsletter. Anyone can subscribe - it's completely free of charge - all they need to do to receive their own copy of the ukrecruiter newsletter is complete our simple form Unsubscribe To unsubscribe from the ukrecruiter newsletter please reply to this message with the subject line "unsubscribe". |
Feedback Please feel free to email me your comments on the newsletter: the sort of articles you like, the sort you don't read, new features you'd like to see, etc. Feedback from everyone is always welcome! |
Advertising If you are interested in advertising a product, service or internet site in the newsletter please contact me by email |
|
If you want see back issues of the newsletter visit http://www.ukrecruiter.co.uk/recnet NOTE: This newsletter may be copied and distributed free of charge in its entirety. Individual sections may NOT be copied or distributed without the prior written agreement of louise@ukrecruiter.co.uk. Copyright (c) 2007, UK Recruiter Ltd |