Companies must also report any data breaches – including cyber-attacks and accidental leaks – to authorities within 72 hours. Individuals can demand a copy of all data held about them, which must be supplied within 30 days.
Individuals also have the right to demand that their data is deleted if it’s no longer necessary to the purpose for which it was collected. This is known as the ‘right to be forgotten’. Under this rule, they can also demand that their data is erased if they’ve withdrawn their consent for their data to be collected, or object to the way it is being processed. However, this is just the tip of the iceberg with so many new rules and so much new information for companies to prosses it is no wonder some are struggling. That is why Recruitment Solutions Wales are making every effort to help their staff and clients train and comply to the new regulations.

The post WHAT IS GDPR appeared first on Recruitment Solutions Workforce.

Tax thresholds

Philip Hammond also shared the news that the personal allowance and higher-rate tax threshold will rise; changing to £11,850 and £46,350 respectively.

‘When we came in to office the personal allowance was £6,475 per year from April we will increase the personal allowance to £11,850 per year and the higher rate threshold to £46,350,’ he said.

At present, people have a personal allowance of tax-free income up to the amount of £11,500. After this, a 20% basic rate of income tax applies to earnings between £11,501 and £45,000. Between £45,001 and £150,000 income tax is placed at 40% and at 45% for those earning over £150,000.

From 2015, the personal allowance has been linked to the national minimum wage, ensuring workers on the national minimum wage working up to 30 hours per week did not pay income tax.

National Living Wage

Introduced in July 2015 by George Osborne, the compulsory national living wage is the lowest wage which can legally be paid to employees aged 25 or over; adjusted every April. This will now rise from £7.50 per hour to £7.83 per, coming into force as of April 2018. However, its reasons are about just more than keeping employees happy.

According to the chair of the Low Pay Commission, Bryan Sanderson, the hope was to increase the income of those below the age of 25.

“For young people aged between 18 and 24 years old, Commissioners judged that economic conditions warranted larger percentage increases,” Sanderson explained.

“There have been ongoing improvements in their employment and unemployment position, and their earnings have been growing faster than those of workers aged 25 and over for three years.”

What does this mean for Recruiters?

Here at RSW, we work with a diverse range of Welsh businesses, offering honest, ethical recruitment services across the region. While this change does mean more outlay for businesses offering National Living Wage, it is one of legal obligation that our agency upholds.

By 2022, Hammond predicts that an extra 600,000 people would be in jobs, meaning the next few years should be rather busy! So, if you are looking for a job or some support with recruiting for your company, be sure to get in touch.

The post 2017 Autumn Budget: Everything You Need to Know About Taxation and Wages   appeared first on Recruitment Solutions Workforce.

What is a social CV?

A Social CV is built from an individual’s contributions on social and developer networks. While LinkedIn profiles and traditional CVs are celebrated for being the best way to showcase talent, Social CVs are fast becoming the first port of call for employees; but why?
According to a recent research project, start-ups in particular get straight online when looking to recruit, wanting to gain a true insight into the way candidates conduct themselves as professionals. Adding another layer of their personality for employers to look at, demonstrating key skills in a less formal way can do wonders for a candidate’s chances of bagging the post.

Could your Social CV benefit from some improvements?

A Social CV should reflect your online presence; social interactions, authority and influence, providing a window into your life as a digitally-savvy professional. In order to build an effective social CV, you need to stay busy online, networking with peers, passing comment on relevant subjects within your profession.
One of our main tips would to be not rehashing the content featured on your CV, using the internet to add something extra! If you are working in the digital space, this is particularly important, with many utilising blogs to share innovative commentary on their field of expertise.

Looking for a job in Wales? If so, be sure to send us through your CV, allowing one of our many recruitment agents to assist you with your job search.

The post Should you be looking at your Social CV?  appeared first on Recruitment Solutions Workforce.

So, how are our idiosyncrasies affecting professions such as recruitment or HR?

Emotions

According to INSEAD professor Erin Meyer, writing in Harvard Business Review, when recruiting a French person, “generally it’s alright to be emotionally expressive and even confrontational. Conversely, being either confrontational or emotionally expressive would generally turn off a candidate from the UK”.

Highlighting a difference in culture, Meyer suggests that here in the UK, we can be slightly narrow-minded when it comes to recruiting those that do not uphold the stiff upper lip stereotype.

Personal questions

In Britain, we have a slight scare of asking personal questions, feeling it to be rude to dig into a candidate’s home life, family and social activities. However, by asking such questions you gain a true insight into a person, gauging whether or not they would be suitable working in your environment.

References

A study by candidate referencing platform, Xref, recently identified a flaw in the way in which British companies request and answer references. 38% of British referees said they would answer all questions but would not say anything that would be considered negative. Undermining the whole referencing process, is our insistence to not be rude harming recruitment and HR processes?

During the research project, Xref found that this was generally because those responding to references did not want to get involved in any disputes, increasing the chances of libel action.

Technology

Though regarding ourselves as a technology hub, here in the UK we are rather slow when it comes to adopting technology regarding the recruitment cycles. While we at RSW are constantly investing in new technology to streamline the recruitment process in Wales, a recent study showed that generally the UK is behind the times when compared to countries such as US, Australia and Canada.

Looking to recruit?

If you are a Welsh company in need of recruitment support, be sure that we at Recruitment Solutions Wales can help. As a modern company with traditional values, our team create bespoke solutions that work. For more details, contact us today.

The post Are we too British when it comes to recruiting? appeared first on Recruitment Solutions Workforce.

Social Media Job Hunting

The advertising space for recruiting has becoming increasingly busy. This looks to increase even further with big players vying for room, most notably Facebook and Google.

When Google created their independent search engine for job listings, they ultimately set out to succeed in recruitment. Whereas Facebook also added a job openings feature, ultimately challenging LinkedIn for space in the recruiting sector.

The above developments are massive, as it indicates the power companies such as Facebook and Google have to not only stray from their prominent services but to muscle in on others. If they are successful (which they probably will be), it’s highly likely that others will take their lead.

Making Use of Marketing

There’s always been an element of marketing in the business of recruitment, which strives as such a competitive market. However, it has always been lightly used with a minimal amount of channels. It’s predicted that next year will see the UK recruitment take full advantage of marketing and the digital sphere.

Gig Economy

The ‘gig economy’ is continuing to drive debate and develop the way we look at traditional forms of work and shift the perception of how we think about ‘work’. Next year, we will hear about it even more, and we predict that companies are going to accommodate/embrace it.

Greater Diversity

Workplace diversity has been a large topic in the media. Everyone is interested, an it’s clear that everyone wants change. For 2018, more companies are set to contribute to breaking down any negative perceptions of the industry, all whilst moving towards a more diverse workforce.

Conclusion

It’s vital that, you understand what is on the horizon in your sector. Having a finger on the pulse will set you in good stead for changes.

Here at Recruitment Solutions Wales, we Specialise  in the Logistics, Industrial, Professional Services, Manufacturing, Engineering, Commercial and Warehousing sectors, we are proud to work with some of the greatest companies and candidates in Wales. Be sure to take a look at our website and contact us today at.

The post Top Recruitment Industry Trends for 2018 appeared first on Recruitment Solutions Workforce.

This trend doesn’t come as a surprise, with the world of work becoming increasingly flexible. Technology has given workers the ability to access and accept many different freelance opportunities. However, even though this is a great opportunity for employees, what does it mean for recruitment?

A bigger talent pool

Technological enhancements have increased mobility, meaning that candidates can accept jobs from across the world. This ultimately gives recruiters a huge talent pool to choose from, due to them not being restricted to recruiting just from their local area. Additionally, this gives them access to a more diverse workforce, which is positive news for any company.

‘Benching’ talent

A talent which is proving to be popular in the working world is ‘benching’. This term is used when a candidate is put on the back burner in case they are suitable for the role in the future. Whilst a candidate may not get the role the first time around, there may future projects that they are suitable for. Additionally, by ‘benching’ talent, you are sure to save time whilst recruiting in the future.

Competition is tougher

A global talent pool has its benefits, and it brings with it tougher competition. In the past, recruiters may have only had to compete with local candidates, though they are now contending with an entire web of organisations on a global scale. Ultimately, this could make finding the perfect candidate rather difficult, due to numerous companies battling to offer the best incentives to secure the top talent.

Cutting costs

One particular positive of the gig economy is that it could help recruiters to cut costs during the initial hiring process. Freelancers seem to promote themselves more heavily through new technologies, ultimately making them cheaper and easier for recruiters to find online. Ultimately, this flexible working culture could make finding your next recruit even easier!

They’re only temporary

A persistent downside to the gig economy is that it’s all about short term and flexible hours. This means that you may need to start recruiting more often than usual. Staff on full time contracts are ultimately more reliable and have stronger reliabilities. Whereas, employing someone on a temporary contact means that will have to be replaced at some point. This means that you may find yourself recruiting more roles, more often.

The gig economy opens an array of talented candidates to your company. However, the gig economy doesn’t come without its faults, with working on a global scale making the competition a lot tougher. Overall, you should find ways to secure the most talented recruits, staying ahead in this ever-changing landscape.

Are you looking to inject some creativity into your workforce? Here at Recruitment Solutions Wales, we can dedicate time and resources to scouting, engaging, contacting, hiring, and on-boarding top talent, helping your business move forward. Specialising in the Logistics, Industrial, Professional Services, Manufacturing, Engineering, Commercial and Warehousing sectors, we are proud to work with some of the greatest companies and candidates in Wales.

For more details on how we can help you, get in touch today.

The post What Does the Gig Economy Mean for Recruitment? appeared first on Recruitment Solutions Workforce.

In a study which concentrated on 1,000 workplaces, it was unveiled that approximately 81% of workplaces have failed to create an environment in which new ideas can be experimented and voiced. This study was conducted by RADA in Business (the commercial subsidiary of the Royal Academy of Dramatic Art which provides communication skills training for corporate individuals), and focussed on staff retention and feedback.

According to the study, many employers have come to terms with the fact that their businesses are suffering as a result. Just below a quarter (24%) have stated that their workplace is in desperate need of new ideas and fresh thinking to progress with upcoming projects and satisfy both staff and clients.
As well as the above, the report concluded that there are numerous factors which are to blame for the suppressing of original thinking and fresh ideas.

With regards to having ideas heard and considered in the workplace, just over 1 in 5 employees (21%) stated that they didn’t believe anyone wanted to hear their suggestions. Similarly, 18% of those that had gone ahead and proposed their ideas were rarely heard or had their suggestions implemented.

The study found that as many as 16% of workers think that their new ideas would be treated with criticism rather than welcomed. Meanwhile, approximately 15% of people think that their employers avoid integrating innovation into the workplace.

Commenting on the findings, Kevin Chapman, Director of RADA in Business, said: “It’s concerning to see how many people feel that creativity and innovation aren’t encouraged in their role – especially when there are simple techniques available to help companies to support and tap into the power of imagination for solving problems or developing new ways of working as a team.

In the same way that a theatre director works with their cast of actors to experiment with different ways to tell a story, business leaders can benefit from improvising with their teams, which is a key element to unlocking greater creativity.

Rather than promoting individualism and ‘showing off’, improvisation is a surprisingly effective tool to create better team bonds and understanding.

We encourage businesses to give space to play with new ideas without being overly critical. Adopting an attitude of enthusiastic curiosity towards every idea that you come up with defies your critical voice and may lead the way to new innovations.’’

The report unveiled that both government and local government workplaces are the settings where people find it the most difficult to think creatively (21%). Meanwhile, people who work in IT (29%) and financial services (26%) find it the most difficult to have their ideas heard and considered. They stated that this is due to their industry often being dominated by ‘loud voices’.

However, those that are working in the teaching or trades sectors are four times less likely to struggle with innovation.

Are you looking to inject some creativity into your workforce? Here at Recruitment Solutions Wales, we can dedicate time and resources to scouting, engaging, contacting, hiring, and on-boarding top talent, helping your business move forward. Specialising in the Logistics, Industrial, Professional Services, Manufacturing, Engineering, Commercial and Warehousing sectors, we are proud to work with some of the greatest companies and candidates in Wales.

For more details on how we can help you, get in touch today.

The post British Companies at Risk of ‘Creative and Innovation Crisis’ appeared first on Recruitment Solutions Workforce.

In simple terms, the regulation applies if the data controller, processor, or the data subject is based in the EU. Though, differently to the current directive, GDPR will apply to organisations which aren’t based in the EU if they go ahead and process personal data which belongs to EU residents.

According to the European Commission, “Personal data is any information relating to an individual, whether it relates to his or her private, professional or public life. It can be anything from a name, a photo, an email address, bank details, posts on social networking websites, medical information, or a computer’s IP address”.
Therefore, personal data isn’t defined by the legislation, and ultimately regional differences need to be taken into consideration.

If you store data about individuals, you are responsible for its safe keeping and security. Additionally, you are then responsible for whom sees it and has access to it. According to the regulation, you will also need to decide the appropriate ways in which to share this information with others.

How will this affect your recruitment process?

As one of the industries heavily impacted by the change, below are just a few things recruiters should consider:

• The rights for individuals under GDPR will change. From the 25th May 2018 rights will include having subject access, information erased and inaccuracies corrected.
• Unless you have their explicit consent, potential candidates will have the right to not be subjected to an automated process.
• Each private contract will need to be updated with your legal formalities of processing individual’s data.

What do you need to do?

• Be fully responsible for your data cycle.
• Review existing agreements and procedures
• Actively work with partners and suppliers to become a compliant.
• Have an individual that’s responsible for data protection.

What happens if the GDPR is breached?

According to article 31 of the GPDR, “In the case of a personal data breach, data controllers shall without undue delay and, where feasible, not later than 72 hours after having become aware of it, notify the personal data breach to the supervisory authority […] unless the personal data breach is unlikely to result in a risk for the rights and freedoms of natural persons/[individuals]”.

Overall, a data breach is something that causes harm to people and their personal details are compromised. Therefore, this doesn’t certainly mean that there’s been a loss of finances.

Here at Recruitment Solutions Wales, we operate in a completely compliant fashion. So, if you are considering outsourcing recruitment demand, be sure that we can help. We can dedicate time and resources to scouting, engaging, contacting, hiring, and on-boarding top talent, helping your business move forward. For more details on how we can help your business, get in touch today.

The post Explained: The meaning of GDPR for recruitment appeared first on Recruitment Solutions Workforce.