Ensure Recruitment’s Post

When hiring employees who will be working in a country where your company has no business operations, there are 5 options to consider, each with its own financial and tax considerations. Dive into the details in our latest video https://lnkd.in/dfwYxDaX, where we showcase these options along with their unique implications. Additionally, you can also read our detailed article on our website https://lnkd.in/d2RSJC_2. If you have any questions or would like our advice that fits best your business operations, you can always contact us at info@briddge.com and we will be happy to support you! #buildingbridges #businessexpansion #hiringabroad #globalemployment #payrollstrategies

We recently had the opportunity to manage an appointment with a candidate based in the Netherlands for a remote role within a UK-based company. The appointment required a different than usual approach as we needed to take into account the intricacies of international employment standards, practices and contractual laws. 𝗥𝗲𝘀𝗲𝗮𝗿𝗰𝗵 𝗮𝗻𝗱 𝗣𝗿𝗲𝗽𝗮𝗿𝗮𝘁𝗶𝗼𝗻: To ensure compliance with both EU and UK laws, conducting thorough research on: - Employment contracts and labour laws in the Netherlands and the UK - Tax implications and social security contributions across borders - Salary structures, including in country contractual rights 𝗖𝗹𝗶𝗲𝗻𝘁 𝗮𝗻𝗱 𝗖𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁: Balancing the needs and expectations of both the client and the candidate was crucial: 𝗖𝗹𝗶𝗲𝗻𝘁 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻: Maintaining regular updates and transparent communication ensured that the client was informed about every step of the process. 𝗖𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲 𝗦𝘂𝗽𝗽𝗼𝗿𝘁: Providing the candidate with detailed information about the employment landscape in both regions and addressing their concerns promptly and with transparency. 𝗢𝘃𝗲𝗿𝗰𝗼𝗺𝗶𝗻𝗴 𝗖𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲𝘀: Navigating different time zones, understanding cultural nuances, and ensuring legal compliance were some of the challenges we faced. 𝗢𝘂𝘁𝗰𝗼𝗺𝗲: We scheduled regular check-ins with both the client and the candidate to address any concerns promptly. We also developed a detailed onboarding plan to navigate employment laws, tax implications, and social security contributions in both regions. At the end we achieved a smooth transition into the new role for both the client and the candidate. We look forward to working with and growing the team with more appointments on the horizon. #AssetFinance #AutoFinance #EquipmentFinance #TalentAcquisition

🫢Did you know hiring an in-house employee in the UK can cost around £25,159 annually? While the minimum wage is around £22,776 for a full-time employee, adding on National Insurance contributions can bump costs up by 13.8%, and the expenses for office space, equipment, and training, range from £4,000-8,000. The numbers are staggering.📈 But, what if you could cut down these costs by 70%? At Umbrella Connect, for just £8,840, you can get a highly skilled virtual assistant who handles the same tasks as an in-house employee. In fact, for the price of one in-house employee, you could hire three virtual assistants, giving you triple the support without breaking the bank! Why spend more when you can get the same quality of work for a lower cost? Connect with us today to find out how we can help you cut costs! 🤝 #BusinessProcessOutsourcing #PA #PersonalAssistant #RemoteAssistant #VirtualPA #bpo #BusinessAssistant #OnlinePersonalAssistant #London #UK #RealEstate #realestateagents

📊💼 The financial sector in the UK has undergone a significant transformation in its hiring practices to allure and retain top talent in accounting and finance roles. Increased competition in the job market has prompted financial institutions to revamp their recruitment strategies. They now focus on offering attractive salary packages, flexible working arrangements, and continuous professional development opportunities to entice skilled professionals. Moreover, the rise of remote work has opened up new possibilities for talent acquisition. Companies are leveraging technology to conduct virtual interviews and assessments, widening their talent pool beyond geographic boundaries. This shift towards remote work has not only enhanced accessibility but also improved work-life balance for employees. In addition, organizations are prioritizing diversity and inclusion initiatives to foster an inclusive workplace culture. By promoting diversity in their hiring practices, financial institutions are not only attracting diverse talent but also creating more innovative and dynamic teams. By embracing these modern approaches, the financial sector in the UK is not only attracting top talent but also nurturing a workforce that is agile, diverse, and equipped to thrive in a rapidly evolving industry. #FinanceTalentUK #InclusiveHiring #RemoteWorkRevolution

Requesting flexible working now a legal right for all workers from first day in job https://lnkd.in/edUB3sEZ #Recruitment #Recruiting #Careers #Hiring #Banking #CorporateBanking #CorporateFinance #CommercialBanking #CommercialFinance #StructuredFinance #StructuredLending #AlternativeFinance #AltFi #FinTech

Working in recruitment for over 6 years and in the realm of finance specifically for 3.5, I've seen a thing or two. 👀 I've watched as a multi-billion-dollar international group hired over 40 finance specialists into their function across two years. Assisting startups and global PLC's with varying sizes - from a humble £500,000 turnover to a mind-blowing revenue of $22.97 billion. 💼 Through it all, one thing has been consistent - the lack of transparency from companies. Promises of promotions, pay raises, training....all fall flat. Why? 🤷♀️ Because clarity is key in the following areas: 1. What's needed for a promotion? 2. What does the future offer at a company? 3. What do career training plans look like? 4. What's the training budget? 83% of HR officers claim retention is a significant issue. Not surprising when employees are kept in the dark.😒 Employees need this information for family planning, investing, securing their careers. The least employers can do is be clear about these aspects. 📝 Transparency isn't just a buzzword—it's a necessity. Let's do better. Agree or disagree? Let's discuss.

In the dynamic world of finance, attracting and retaining top talent in accounting and finance positions is paramount. 📊💼 As the landscape evolves, the financial sector has adeptly adjusted its hiring practices to stay competitive. Firms now focus on comprehensive benefits packages, flexible work arrangements, and professional development opportunities to entice skilled professionals. 🌟 Embracing diversity and inclusion initiatives has also become a cornerstone, fostering a more inclusive workplace culture and attracting a wider range of candidates. 💬 Moreover, with the rise of remote work, organisations have embraced virtual recruitment processes, conducting interviews and onboarding seamlessly online, showcasing adaptability in the face of change. 💻 By prioritising employee well-being, career growth, and embracing technological advancements, the financial sector is effectively navigating the evolving needs of the talent pool in accounting and finance roles. 💡 #FinanceTalent #AccountingSkills #FutureOfWork 🚀

Turn the accounting crisis into an opportunity for growth and stability! Explore high-paying positions in the finance and accounting sectors amidst challenging times. Discover the potential for a secure income with remote job opportunities that can offer a six-figure salary. Take advantage of this moment to secure a prosperous career path for yourself. #CareerGrowth #FinancialStability #JobOpportunities #RemoteWork #HighIncome #SecureFuture #AccountingIndustry #Mathematics #EmploymentTrends #ProfessionalDevelopment

Title: Understanding Executive Assistant Compensation: A Detailed Analysis Are you curious about why executive assistants often earn less compared to some other professional roles? Let's delve into the nuances of executive assistant compensation: Perception Matters: Executive assistant roles are crucial for organisational efficiency, yet they're often perceived as supportive rather than core functions, influencing compensation structures. Skill vs. Education: While executive assistants require exceptional organisational and communication skills, they typically don't need the same level of formal education or technical expertise as some higher-paying professions. Supply and Demand Dynamics: The supply of capable individuals for executive assistant roles often surpasses demand compared to other professions, impacting salary levels. Hierarchical Structures: Many organizations value executive roles more highly than support positions, leading to disparities in pay. Industry and Location: Salaries can vary significantly based on industry and location. Executive assistants in finance or tech hubs may command higher pay than those in other sectors or regions. Experience Matters: Senior executive assistants with extensive experience may earn more, while entry-level positions typically offer lower pay. Non-Monetary Benefits: Executive assistant roles may offer perks like flexible hours, networking opportunities, or exposure to decision-making processes, which add value beyond salary. Understanding these factors sheds light on the intricacies of executive assistant compensation. It's a blend of role perception, market dynamics, and organisational hierarchies. Let's continue the conversation about the evolving landscape of workplace compensation! Please share your views on the same. #ExecutiveAssistants #WorkplaceInsights #CompensationAnalysis #EAfaction