Anrok’s Post

Recently, we did a lot of work around ensuring we communicate a single mission. The old way of accounting is broken. In the effort of utilising sums here, let’s explain what this means. The talented people in accounting are bored of tick-box activities and low-impact tasks + working with people who don’t support their growth = leaving accounting  The rapidly scaling brands of the future within the UK can’t find partners who can support their needs = hiring internally The solution: Fractional teams, made up of talented people, focused on providing inputs, not outputs. 🤝🏼 Back to our mission. First up, accountants we’re speaking to you; we want to make you love what you do again, so you're proud to share your occupation at parties. For start-up and scale-up founders, we understand accounting isn't working for you. Let's partner to provide the inputs you need for growth, not just the end-of-year tax returns.

What is the view of the pot for life? I know the tech has come a long way but this was clearly cooked up by people with no understanding of the pressures and costs of running a business. It is often challenging enough for employers - especially small to medium sized ones (ie most businesses in the UK)- to correctly administer a single scheme with one set of processes to follow. How on earth will they cope if they have to deal with half a dozen or more providers? They may literally have to hire extra staff to deal with this, not to mention expend management time and effort on a non-core activity. It’s basically a stupid idea cooked up by a government on its way out that has run out of sensible ideas.

🌟 Why the EOFY is a Great Time to Hire!🌟 As we approach the end of the financial year, it's the perfect time to think strategically about expanding your team. Here are a few reasons why now is the ideal time to hire: 1. Budget Realignment and Planning: Align your hiring budget with your financial goals. 2. Tax Incentives and Write-Offs: Take advantage of tax benefits. 3. Fresh Talent Pool: Access a surge of motivated candidates. 4. Strategic Growth and Expansion: Prepare for new opportunities in the upcoming year. Our permanent recruitment services are here to help you find the perfect fit for your team. Contact us today to learn more and get started! https://lnkd.in/gVnZUDuS #EOFY #Hiring #Recruitment #BusinessGrowth #StrategicPlanning #TalentAcquisition Check out our latest blog 👉 https://lnkd.in/gsm4AC5W

It's getting ever more important to hire individuals in the correct roles. Recently in Spain, an individual sued Google and YouTube for contractor misclassification. Previously, both Amazon and Google have faced massive fines here for misclassifying workers. Sounds scary? Here's some advice on how to get it right at the point of hiring 👇

Few business strategies are as overlooked as the financial benefits of hiring veterans. From an accountant's perspective, this isn't just a hiring decision. It's a strategic financial move. Veterans bring more than just unparalleled experience and skills to the table. They come with significant tax advantages that many businesses, surprisingly, fail to capitalize on. First, the Work Opportunity Tax Credit (WOTC). Hiring veterans can qualify your business for up to $9,600 per veteran in federal tax credits. Yes, you read that right. Not deductions, but credits - dollar for dollar reductions in your tax bill. But it doesn't stop there. For businesses operating in specially designated zones, additional incentives like the Empowerment Zones Employment Credit can stack, further enhancing the financial benefits. And let's not forget about the Disabled Access Credit. Businesses making their workplaces more accessible for veterans with disabilities can see further tax savings, promoting an inclusive environment while improving their bottom line. Beyond the numbers, hiring veterans fosters diversity in thought, leadership, and resilience in your team. The soft skills veterans bring are invaluable and often hard to quantify. Yet, they're exactly what sets apart good companies from great ones. The message is clear: Hiring veterans isn't just good for our heroes; it's excellent for your business's financial health.

When we're hiring, We want people to start right away. When someone wants to leave, we insist they stick around for a 3 Months notice period. Existing employees get a small 5% raise this year, while new hires could enjoy a whopping 30% increase. Dear Companies, Let's ditch this double standard and prioritize ethical business practices. Too many businesses are sacrificing ethics in the chase for bigger profits. But remember, without ethics, long-term survival is uncertain. Agreed? #HypocrisykibhiSeemaHotiHai

Avoid Common Mistakes: Hire Your Perfect Amazon’s Virtual Assistant Running an Amazon business can be a complex, time-consuming task. For many sellers, hiring an Amazon’s virtual assistant is the logical step to manage the increasing workload. However, the process of hiring isn’t always smooth sailing. Mistakes are common, leading to frustration, wasted resources, and limited business growth. If you want to ensure a smooth and profitable journey, keep reading. We’ll walk you through the five common mistakes most Amazon sellers make when hiring a virtual assistant and how to avoid them. We’ll also explore why Outsourced Doers stands out as the prime choice for your Amazon business needs.

"We've tried hiring, but candidate expectations are too high" Is it as simple as that? It depends. Sometimes, yes, expectations are ridiculous. We can speak with someone early in their career and they want $200k. We ask why; it's because their friend at Amazon is earning that. What this person doesn't understand is that their friend is an anomaly. Other times, no. Candidate expectations are not too high. The budget isn't in line. By the way, this is ok, as sometimes budgets can't be moved. As long as you're willing to be flexible with your requirements. If you find the salary expectations of too many candidates too high, it might be worth reviewing your banding. When was the last time your company reviewed its salary bands? How did you get the salary data? (Was it from a good source?) When hiring, I remind customers that most people moving jobs expect a pay increase. Think about your budget and then minus 10-15%. This is who is attainable. If you rely on someone taking a pay drop or moving sideways, they are much more susceptible to counter-offers. A free knowledge base is specialist recruiters. They can tell you what people are looking for. Please remember, what someone is earning and what they are willing to accept in a new job can be very different.

Apparently it is harder to to hire qualified IT staff now more than before lockdown. Why? 1. A lot of these pros are demanding substantially higher pay. It’s funny that they are demanding pay higher than directors that they report to at times. 2. They see that companies are more fluid now, and have no problem dumping Sr staff. So they are moving to jobs that they control their employment more on. I’m quite surprised the numbers of my friends are only using high quality contractor agencies to place them. 3. Retirements out switching industries. I know of at least 20 engineers who have retired in their 50s or 60s, because they are tired of keeping up. They are tired trying to stay on the edge. So they jump industries, go to management, or just retire. 4. Schools are getting lazy, and turning out students who can pass tests, but still cannot write legible code. Or security people that don’t understand what a cloud architecture looks like, and don’t know how to secure it while making sure the public interfaces are still accessible from customers. Resolution… 1. Not all schools suck. Watch the trends. 2. Make sure reluctant engineers know that you’d rather have them grow, rather than feel they are getting outpaced. 3. Work with your HR to focus on retention plans. Managers and directors promote team building, so onboarded members don’t feel lost. 4. Consider rent-to-own, aka Contract-to-hire. Engineers that are success driven, and are motivated by your projects, team, and environment, are the one who will prove themselves fast. After their contract period is over, hire them. LCPtracker, Inc. We are still shockingly low turnover rates. I say shockingly because of the industry average. If you are interested, goto the link below for opportunities, and means to apply.

Attention DSP Owners, Are you looking to expand and improve your business? Schedule a call with us to discuss how we can help you prepare for the upcoming busy season and effectively manage all your deliveries. We are eager to connect with you and assist in taking your business to the next level. We look forward to speaking with you soon! #amazon #dsp #lastmiledelivery #amzl #amxl #middlemiledelivery #afp #amazonprime #humanresources #hr #recruitment #business #hiring #humanresourcesmanagement #recruiting #jobs #jobsearch #leadership #career #job #employment #work #management #careers #resume #employeeengagement #payroll #staffing #nowhiring #hrconsulting #humanresource #humanresourcesconsulting #recruiter #smallbusiness #training #hrmanagement #covid #jobhunt