10 September 2007

BETTER SKILLS AND PROGRESSIVE IMMIGRATION POLICY ARE NEEDED TO MEET THE LABOUR MARKET NEEDS

Gordon Brown used his speech to the TUC to highlight his measures to get more unemployed people into work. Commenting on the plan to create 250,000 jobs, Reflex support's Tom Hadley, the REC's Director of External Relations, in his comments that:  “Recruitment agencies already play a pivotal role in providing the link between employers who need workers and workers who need jobs. Enhancing the skills and employability of job-seekers is essential in order to swell the pool of job-ready candidates in what remains a very tight labour market in a number of sectors.

“Ongoing co-operation between the public and private sector is crucial and recruitment agencies up and down the country are already working more closely with Jobcentre Plus”.

The focus on more opportunities for British job-seekers is linked to other recent announcements on the tightening of immigration criteria - in particular, the need for migrant workers to demonstrate English language skills.  

In response to this, Hadley concludes: “Over the past few years it is thought that around 500,000 central Europeans have moved to the UK to work, and yet there remain over 600,000 job vacancies. Recruitment professionals will continue to play a key role in enabling job-seekers to access local job opportunities.  

“However, the longer-term focus on ensuring that workers can develop the appropriate skills needed by employers should come hand in hand with an immigration system that continues to help fill the immediate skills gaps in our economy.” 

25 June 2007

SURVEY CONFIRMS POSITIVE TREND IN HR/RECRUITMENT AGENCY RELATIONSHIPS

Reflex has welcomed the findings of a new survey issued by the Chartered Institute of Personnel and Development (CIPD) which shows that almost three quarters of all UK employers rely on recruitment agencies to fill their vacancies. The survey showed that 51 per cent of employers believe they have a partnership with their employers.

Commenting on the survey, “The CIPD's research confirms the results of the REC 360º Degree Tracking Survey which shows a trend of employers using agencies as it is easier to outsource than finding of candidates themselves. This is because employers find using agencies is a much quicker and effective process than recruiting in-house. “At face value the use of recruitment agencies can look costly. However the survey shows that employers recognise that on balance recruitment agencies offer value for money. Direct recruitment has immediate and indirect costs to a business, for example through draining away time from managers.”

The CIPD report also discovered that 99 per cent of businesses believe the quality of candidates to be very important when assessing the agencies' credibility. But it also found that the ownership for recruitment agency contracts still appears to be primarily HR's responsibility – a total of 79 per cent

Reflex notes that “it is encouraging to see that HR still plays a key role in procuring staffing services. There is a danger that the human element is forgotten when procurement professionals are left to make staffing decisions alone.There is still a need to be discerning when choosing a recruitment agency. Not only should they be abiding by the law but should also be prepared to go one step further. This will continue to be an extremely important factor and will ensure the dynamics between employers and recruitment agencies continue to be fruitful and mutually beneficial.“

20 June 2007

MSC (MANAGE SERVICE COMPANY) UPDATE

The position now is that employment businesses will not be caught by the definition of an MSC Provider, nor will they have tax debt transferred to them from MSCs which have failed to account properly for their tax liabilities, so long as they are only acting in the ordinary course of an employment business.  However, if an employment business was to encourage or be actively involved in directing/advising workers to provide their services through an MSC Provider, then it could become liable for tax shorfalls when the 3rd party liability provisions come into force in January 2008. There will be no 3rd party liability for shortfalls occurring before that date.  Therefore employment businesses should not offer any opinion as to how a contractor should choose to provide their services, but stick to simply giving factual information if the contractor asks.  If a contractor comes to you, there is no need to ask questions about the type of company he is using, so long as you have not encouraged the contractor to use it.
Key dates: -
• 6 April 2007 - MSCs must deduct PAYE tax from contractors' earnings;
• 6 August 2007 MSCs required to deduct NIC's from contractor's earnings.
For further information you will find the HMRC guidance on their website helpful at: http://www.hmrc.gov.uk/employment-status/msc.htm .

5 April 2007

NEW TAX RULES TO HIT LIMITED COMPANY CONTRACTORS

Good Friday is the start of the tax year, and with it a major change to the way many limited company contractors are taxed. The REC today warns contractors to be alert to the changing situation.

Commenting on the changes, Anne Fairweather, REC External Relations Manager said “composite companies will change their formats from 6th April in response to changes in tax law. Limited Company Contractors affected should carefully check their new arrangements. It may be more beneficial for them to work as agency workers rather than through other company structures. It should also be bourn in mind that those who continue to work though a company format will be liable for any underpaid tax.”  “To avoid these pitfalls contractors should speak to their recruitment agency about these changes. REC members have been kept fully up to date with these complex changes to tax law and should be able to provide some impartial advice.”

Earlier concerns that recruitment agencies could become liable for underpaid tax, simply by advising contractors of their options have been allayed. On this point Anne Fairweather said “the REC successfully lobbied for a delay in the 3rd party debt transfer provision. REC agrees with the Treasury that agencies who force their workers into certain company formats should be stopped. However we were deeply concerned that wording around this provision was too wide and could catch agencies who were simply helping to advise contractors. The delay to these provisions, until 6th January 2008, has given us time to get the regulations in this area right. Recruitment agencies are currently in no danger of being caught with un-paid tax debt and should feel free to offer their contractors advice at this difficult time.”

Users of limited company contractors may also see their labour costs rise as a result of these changes. Commenting further Anne Fairweather said “HMRC is trying to recoup what it sees as unpaid tax. But it is unlikely that workers will just accept a greater proportion of their salary going to the taxman. Users of contractors are therefore likely to be hit with an increased cost of labour in markets where the supply of skilled workers is already tight. The Construction, Engineering and IT sectors are particularly heavy users of limited company contractors. This could see the costs of large projects such as the Olympics and the NHS IT project soar.”

4 March 2007

NEW REPORT SHOWS HIGH LEVEL PERFORMANCE AND SATISFACTION WITHIN RECRUITMENT INDUSTRY

The data contained in the REC Industry Research Unit's first ever 360º Tracking Report is the culmination of a continuous programme which has been running for more than a year. This now provides a valuable database of knowledge on the industry and greater understanding of how it is evolving over time. Its findings provide an upbeat appraisal of the industry which is performing well on all fronts.

It shows evidence of sustained levels of satisfaction among agency workers increased significantly last year while most agencies and employers remain optimistic about short-term business prospects in the coming 12 months.

The report is the first in a series of quarterly summaries which for the first time will include year-on-year changes. Its research has been made possible by the leadership and support of members of the IRU's steering group which comprises senior representatives from both top recruitment agencies and the REC. Marcia Roberts, the REC's Chief Executive Officer, said: “The Tracking Report once again underlines how our industry prospers when the overall health of the UK economy thrives. 

“This was first highlighted in our Annual Turnover Report last November, but now, with the data from this report, we can pinpoint areas where we can continue to make improvements and adjustments to overall standards.”

Roger Tweedy , the REC's Director of Research, said: “We hope that this research being carried out will provide an invaluable source of data through which the REC can continue promoting the interests of its members and indeed the whole industry, and also inform perceptions on the current trends within both the UK workforce and labour market.” Roger added: “We are indebted to the IRU's steering group members for their strong leadership as ultimately it is their insights into the industry that will help us going forward in determining the research we should be undertaking on members' behalf.”

10 October 2006

REFLEX REPORTS 4th QUARTER GROWTH IN DEMAND FOR IT STAFF

Reflex Computer Recruitment Limited, today reports further growth in the demand for IT & Communications staff, which covers both the Permanent and Contract sectors. Reflex is seeing this growth across the Country and predicts that this trend will continue until the end of the 4th Quarter this year. It also feels that, barring any major unforeseen economic changes, this trend should continue into the 1st quarter next year.

At the same time there has also seen a marked increase in average Permanent Salaries & Contract rates offered to candidates. Reflex reports that Clients wanting to attract the best IT candidates, are often having to rethink salary banding's and contract budgets, resulting in many increasing these in order to secure the services of the right qualified personnel.

Reflex's findings have, by and large, been mirror by the KPMG & REC monthly “Report on Jobs” which this month reported a “growth of permanent staff placements hitting a two-and-a-half year high” last month together with “strong inflation of staff wages and salaries”.

Reflex feels that this is good news for candidates, however not all bad news for clients. Currently Reflex is finding a number of experienced candidates willing to consider sideways or even lower salaries for positions which offer training in newer technologies (such as Microsoft .net or Vista) and industry qualifications (such as Microsoft MCSD & MCSE, Cisco CCIE or Prince2).

Today's IT differs radically from that of 5 years, 2 years or even 6 months ago. The emerging protocols of yesterday have become today's standards but predicting which of today's will become the technology of the future, is much harder. However, despite an ongoing climate of change and development, there is still one fundamental within the industry: IT is a people business!

22 September 2006

REFLEX MOVES OFFICE AND RETAINS A REGAL ADDRESS

Reflex Computer Recruitment Limited, established 18 years ago and based for the past 8 years at Kingsgate House, Redhill, Surrey are on the move! They are retaining their regal address in their move to Regent House, Queensway in Redhill.

Kingsgate House had suited Reflex however in order to aid expansion it was decided that the business would be better suited to finding a new spacious building with state of the art features which would be a spring board for further expansion.

Regent House is a very attractive landmark building in the centre of Redhill, superbly fitted and equipped with the latest communications systems. Reflex is building on the technology and also installing a new email and internet system to provide its teams with a faster and improved system which should meet the needs of the growing business. The new office will be up and running on 25th September 2006.

26 April 2006

YOU WILL NOT BELIEVE THE EXCUSES WE ARE GIVEN!

You would not believe the excuses we are given by some candidates for not attending interview. Usually candidates have the courtesy to phone beforehand to cancel, but sometimes sadly, they don’t. Of course excuses are normally genuine and the reasons for cancellation are unavoidable, and occasionally it does happen that people are unable to phone in advance to cancel their appointments. However, sometimes people come out with unlikely excuses only when chased up by the agency afterwards.
This is a true selection of some of the true/false/amusing excuses we have been given for non-attendance at interview during the past 6 weeks alone:

Girlfriend had an car crash.
An unfortunate candidate postponed his first interview because his child broke his arm falling out of bed and he had to rush him to hospital. The same candidate cancelled his rearranged appointment as he had a car accident on the way to the client.
Couldn’t attend interview because candidate ‘got s##t’ in his eye.
‘Had a better offer!’
Didn’t attend interview or phone to cancel because had ‘abscess in my mouth and couldn’t speak’.
‘Aunt and Uncle had car crash abroad and had to get emergency flight out to them’ (The relatives suffered only minor injuries we were later told).
The same candidate cancelled the rearranged interview because his ‘wife’s job might relocate in the future’. The candidate had told us that his wife was giving up work in the autumn when she had their first child.
‘I forgot to mention I’m getting married soon and need 5 weeks off in the next two and a half months. Is that a problem?’
‘Couldn’t make the interview as I had to take my Nan to hospital’.

Managing Director David Broster commented “When the market is buoyant as it is now, we see a few candidates not showing up for interview. However when the market is more client driven, it happens very rarely indeed. Feedback from our clients has shown that our proactive approach of thorough interview confirmation and preparation reduce the ‘no show’ rate to that of way below other recruitment agencies. Often a candidate pulling out of an interview is a symptom of a change in their circumstances, or simply that the role in question on reflection, is unsuitable. It is particularly important to identify these issues well before an interview is arranged in order that everybody’s time is not wasted. Reflex Consultant’s are experienced in the field and guide both candidates and clients through the fine art of professional recruitment.

21 September 2005

REFLEX WARNS ON THE MISUSE OF INLINE CV DATABASES!

Reflex Computer Recruitment has noticed a growing trend of some online websites opening their services directly to employers. As a result candidates who have posted their CV’s in strictest confidence now face the prospect of having their CV being viewed by their current employer. This is because some online recruiting portals are allowing employers to view their CV databases, to recruit new staff. However these same employers could instead use the sites in order find out which members of their staff are considering leaving their company! As a result these the staff may find themselves called in to uncomfortable meetings with their bosses. Alternatively members of staff may find themselves being inadvertently passed over for promotion or have their career prospects being hampered in other ways. All this without knowing the reason why!
David Broster (Managing Director) commenting on these worrying developments stated that "It is time that there was better regulation of these sites as current self regulation, in many cases is not working". David went on to say that "this problem was also spreading across the internet to employer’s own websites. This is because some employers now have a recruitment section on their website encouraging candidates to register their CV’. The downside being that, in many cases there are little safe guards to stop these confidential CV’s and the personal data contained, being pooled with other employers or any other organisation for that matter.

He added that “candidates should take care when sending their CV to any website and as to who can or cannot view their details. Reflex Computer Recruitment is a member of the recruitment trade body REC, and their IT Division code of conduct specifically address the problem. All members pledge to ensure that no candidate details are forwarded to any employer without the candidate’s prior approval”. David concluded by saying that he felt “confident that if action was taken to address this sensitive issues sooner rather than later then potential problems can be minimised”.

21 January 2005

REFLEX CELEBRATES ITS 15th YEAR!

Reflex Computer Recruitment is celebrating its 15th year of operation. From its inception in February 1990, Reflex has grown into a thriving independent force in the provision of IT staff. The Company remains a general IT resource provider with nationwide coverage, supplying both Contract and Permanent IT staff. Over the past 15 years it has built up additional niche special expertise which today include; Progress, MFG Pro, IT Security, Perl, e-commerce as well as Bank & Finance IT sectors. Key to the Reflex philosophy has been the establishment of a team of professional consultants with given recruitment credentials, each of whom possesses an extensive understanding of the computer industry. Over the past 15 years the company has successfully retained its roots while looking to the future and this is particularly demonstrated in continuing to recruit further consultants as well as to increase its investment in new technology. This investment programme has given us a distinct advantage when competing for new business and has allowed us to meet the increasing demand for our contract and permanent services.

David Broster (Managing Director) commenting on today's developments stated that "over the past 15 years Reflex has achieved much success and built an impressive track record in supplying IT staff to International Corporate's and other major Accounts". David went on to say that "despite an ongoing climate of change and development, there is still after 15 years one fundamental within the industry; IT is a people business”. He added “today's IT differs radically from that of 5 years, 2 years or even 6 months ago. The emerging protocols of yesterday have become today's standards”. David concluded by saying that ”he felt confident that which ever new technology came to the fore, Reflex would be able to provide the skilled expertise”.

1 May 2004

Reflex - New business opportunities of EU enlargement

David Broster commenting on the ten new states joining the EU on 1 May sees many business opportunities both for Reflex Computer Recruitment and for British business as a whole.

He sees that the new club of 25 is a long way from its beginnings as six-nation group more than 50 years ago. The EU is now the world's largest trading bloc in terms of population, with 74 million new citizens taking the total to 455 million. The new member states are poorer than the old ones, with a combined GDP of less than 5% of the EU15; the combined economic output of the 10 is equivalent to that of the Netherlands. The new member economies are growing fast and there will be opportunities for IT expertise from British Companies such as Reflex Computer Recruitment to allow them to develop their IT infrastructure.

At the same time, according to independent estimates, European Union enlargement will deliver a £1.75bn boost to the UK economy every year. However David Broster points out that it is going to take some time before the 10 new members become big consumers of British goods and services.

British Companies will profit from new market opportunities and the enlarged pool of IT workers. This may help some of the Companies address labour shortages, which has been affecting profitability.

David Broster does caution that some other new EU changes, and in particular new legislation from Brussels, could have a negative effect on British business. One example is the European Working Time Directive, however he agrees with the Chancellor Gordon Brown who earlier this year unveiled plans to tackle European red tape, which he says, is stifling business.

What is clear for British businesses is that there is plenty to play for in a newly enlarged European economy.

7th January 2004

Reflex - Confirms further demand for staff for 1st quarter 2004

Reflex Computer Recruitment reports seeing continued growth in the demand for IT staff. Reflex has seen an increase in demand for its specialist services during the past few months and also predicts this growth in demand for Permanent and Contract IT staff will continue for the duration of the 1st Quarter of 2004.
Reflex’s comments are confirmed in the latest findings in the NTC Research “Report of Jobs” released today. The Report of Jobs is produced on behalf of Deloitte & Touche LLP and REC (Recruitment & Employment Confederation) and states for the 6th successive month (June to December 2003) there has been a monthly increase in demand for IT staff. This increase in demand covers both Permanent positions as well as Temporary and Contract assignments.

This increase in demand for staff also has its downside. Reflex has noticed that as a result of this increasing demand for IT staff that the availability of candidates for these positions has some signs of decreasing. This is not necessarily a skills shortage but more an experience shortage as clients are not looking for candidates who have just been on a training course. Clients are expecting positions to be filled with candidates who have the skills and experience to allow them to hit the ground running. Reference to this new trend in the availability of staff to fill IT positions can also be found in the “Report on Jobs” released today.

As a result of market conditions Reflex Computer Recruitment announces its intention to engage new Recruitment Consultants in order to meet this increase for its services from existing Clients as well as to gear up to take on fresh assignments from new clients. The Company is also in the process of upgrading its website presence of www.reflexgroup.co.uk and www.progressteam.com in order to give Candidates new facilities such as IT Training, Personality profiling, as well as interview guidance, advice to 1st time contractors and CV layout assistance.

Background Information: Reflex Computer Recruitment since 1990 has built its UK and European business on a reputation of delivering high quality IT Recruitment solutions. Reflex, a prominent member of REC (Recruitment & Employment Confederation), is proud to have stuck to its original aim of remaining as one of the leading independent providers of IT Resources. Reflex, which was one of the first UK Recruitment firms with an Internet presence has recently installed new technology and enhanced e-business systems. This investment programme is giving Reflex a distinct advantage when competing for new business as well as allowing it to meet the exacting and changing demand from its clients. NTC Research produce “Report of Jobs” on behalf of Deloitte & Touche LLP and REC (Recruitment & Employment Confederation). Copies can be obtained from NTC Research, Farm Road, Henley-on-Thames, Oxfordshire, RG9 1EJ. Telephone: +44(0)1491 418700 Website: www.ntc-research.com

19th September 2003

Reflex Computer Recruitment are proud to have helped sponsor Members of Specsavers IT Department based in Eastleigh who successfully took part in the ‘Global Mountain Challenge' during the weekend of 26-27th July 2003 to raise money for ‘Sight Savers International'. The team climbed, Stob Ban in Scotland, Hellvellyn in the Lake District and Snowdon in Wales, within a 24-hour period. They climbed over 10,000ft, and covered over 25 miles to help in Sight Savers aim to eliminate avoidable blindness by 2020.

All funds raised for Sight Savers International will be used to provide support for local organisations to combat blindness in developing countries, and assisting those who will never see. Currently 80% of blindness in the developing world is either avoidable or curable yet so many remain blind. Sight Savers International works in 25 countries across Africa, Asia, and the Caribbean, to cure and prevent blindness, educate blind children and rehabilitate blind adults, the charity also trains local staff in all aspects of eye care.

For more information on Sight Savers International, visit http://www.sightsavers.org.uk/

Reflex rides the the waves with the Progress User Group!

Along with 160 other delegates we were able to listen to presentations from several senior members of the Progress Software Corporation management including Gus Bjorkland, Jamison Tomasek & Maggie Alexander as well as a number of leading ISVs & End users across the UK & Netherlands.

We believe that our attendance at this type of event puts us in an excellent position to understand not only the latest Progress products, but also to hear the latest issues that both ISV's & end users are discussing out there in the real world.

Peter Rowe, our Progress Team Manager fully intends to continue in his elected role as Membership Secretary of the User Group so if you, or your organisation would like further details of how to join the PUG then please do not hesitate to contact Peter or the PUG office at http://www.puguk.org

29th August 2003

Reflex - Reports positive signs of growth in 2nd quarter 2003

Reflex Computer Recruitment is pleased to report positive signs of growth for IT Staff for the 2nd quarter in 2003. Last year the fortunes for IT Staff were depressed, effected by companies downsizing and general consolidation within MIS and IT departments. This particularly affected those within the financial sector as well as IT and Telecom.

Reflex Computer Recruitment are reporting that a number UK Clients are reviewing their business needs to ensure their information technology solutions enable them to improve their operational effectiveness. This movement is being tempered by the fact that Reflex reports that it's Clients are working within current fiercely competitive and changing markets. They are looking at IT to assist with their business direction. This has resulted in many conducting operational assessments of their IT staff and future requirements. Reflex is pleased to report that it has benefited in a modest increase in the demand for experienced contract and permanent IT staff at all levels from senior management through to junior development and support staff. The majority of demand has arisen for staff who are within the first 5 years of their IT careers. Reflex also reports a new trend having seen that the average recruitment process is becoming more sophisticated, with clients increasing the length and number of interviews together with the use of more psychometric and technical testing to ensure they recruit the right candidate.

Background Information: Reflex Computer Recruitment since 1990 has built its UK and European business on a reputation of delivering high quality IT Recruitment solutions. Reflex, a prominent member of REC (Recruitment & Employment Confederation), is proud to have stuck to its original aim of remaining as one of the leading independent providers of IT Resources. Reflex, which was one of the first UK Recruitment firms with an Internet presence and recently installed new technology and enhanced e-business systems. This investment programme is giving Reflex a distinct advantage when competing for new business as well as allowing it to meet the exacting and changing demand from its clients.