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Who Needs Agent of Record? Business owners seeking efficient admin support and compliance management for their flexible workforce, especially when hiring Independent Contractors, will find Agent of Record services invaluable. This solution is designed for: Risk mitigation Business expansion Organizational efficiency Flexibility Cost-effectiveness Managing a flexible workforce while also adhering to compliance and legal issues can be complicated. An Agent of Record is able to expertly handle the complex administrative tasks that come along with growing a thriving and dynamic business. https://lnkd.in/gBjM9dCY

Who Needs Agent of Record? Business owners seeking efficient admin support and compliance management for their flexible workforce, especially when hiring Independent Contractors, will find Agent of Record services invaluable. This solution is designed for: Risk mitigation Business expansion Organizational efficiency Flexibility Cost-effectiveness Managing a flexible workforce while also adhering to compliance and legal issues can be complicated. An Agent of Record is able to expertly handle the complex administrative tasks that come along with growing a thriving and dynamic business. https://lnkd.in/gG-e5kwf

Newly hired executives at family offices are often venturing into uncharted areas with diverse dynamics, unestablished rules and industries in which they could have little to no prior experience. Here's why onboarding matters, writes executive recruiter Amanda Bassin, CPA, CA for Canadian Family Offices. #familyoffice #hiring #wealth #wealthmanagement #recruiting #HR #humanresources #CPA #CA #CMA #CFA #CIM #RFP #hashtag #IAFP #FEA #FEC #FELI #familyoffices

Are you struggling to keep on top of things at work? 🤨 Have a team of people but still feeling the pressure? Guess what, we've all been there.... Read our blog on why outsourcing to a VA can be advantageous for your business AND your team! 👇 We are an award-winning VA business specialising in creative and traditional business support. #admin #outsource #administrationservices #virtualassistant #outsourcing #va #businesssupport

Family offices spend excessive time and effort hiring the right candidates. But sometimes failure occurs because they weren't robustly integrated and onboarded into this unique world. You'd think that new hires, especially at this level, would surely figure things out, but some do not, writes executive recruiter Amanda Bassin, CPA, CA for Canadian Family Offices. #familyoffice #hiring #wealth #wealthmanagement #recruiting #HR #humanresources #CPA #CA #CMA #CFA #CIM #RFP ##IAFP #FEA #FEC #FELI #familyoffices

This is a great article that applies equally well to all business situations-check it out! #onboarding #recruitment #selection #culture #retained search

We are supporting a range of businesses across London with Interim Finance hires. During busy times of the financial year or extended leave, many businesses opt for interim support, and our temps are on hand all year round to offer their expertise. 🚀 Immediate help    You need help and you need it now. Recruitment is time-consuming. On average it takes three weeks, but can take much longer, to find the right permanent fit. And then they're likely to have to work a substantial notice period before joining you. We can source candidates in our network within 24 hours and they will be compliant and ready to start as soon as you need them! 💸 Better for your budget   Although the daily rate may seem higher, savings on recruitment advertising and the hours spent in interviews with potential candidates can cost thousands. What's worse is rushing the process and letting that person go can cost even more! Partnering with HAYS Interim means we cover NI, pension, insurances, and background vetting or limited company checks... so you can find an interim resolution is a cost-effective way to meet your business needs without having to pay large fees!    👍 'Try before you buy'   Our interim candidates have a wealth of knowledge and hit the ground running while integrating with existing teams. Often, they are extended, and sometimes transition to permanent!     So, if you are looking to add interim staff into you finance team, please feel free to reach out today to set up a confidential discussion ✉ Liam.Oakes@Hays.com

The disconnect between BPO management and agents’ well-being is a deep-rooted issue, particularly in environments where bonuses and metrics take precedence over human concerns. This has led to a toxic, profit-driven culture where agents are treated as mere tools to achieve financial targets, rather than valuable employees who deserve care and support. Key Reasons for the Disconnect: Bonuses Over Well-Being: In many BPOs, managers are incentivized to meet strict metrics and KPIs, often at the expense of agents’ mental and physical health. The focus is on productivity, call volume, and efficiency—rather than on providing a supportive environment for the agents handling stressful customer interactions. Managers push for results to maximize their bonuses, disregarding the toll it takes on the front-line agents. Lack of Accountability: Despite seeing agents collapse under pressure, management often faces no repercussions. There’s a systemic lack of accountability for the well-being of employees. This creates an environment where exploitation is normalized, and poor management practices persist without consequence. Dehumanization of Agents: The human touch has disappeared in many BPOs. Agents are no longer seen as individuals but as numbers on a spreadsheet. This dehumanization allows management to justify pushing agents to their breaking point in pursuit of higher metrics. Manipulation of Metrics: Metrics are often manipulated to suit the narrative that management is doing well, while the agents, who are responsible for those numbers, are suffering. Management tends to bend the rules and twist data to ensure their targets are met, regardless of the reality on the ground. Impact on Agents: Mental and Physical Health: The constant pressure to meet unrealistic targets leads to burnout, anxiety, and physical health issues. It’s common to see agents collapse under the strain of their workload. Job Dissatisfaction: With no sense of support or recognition from management, agents quickly become disillusioned. They feel like they’re simply a means to an end for managers who only care about hitting their bonuses. High Turnover: This toxic work environment leads to high attrition rates, as agents leave due to stress and frustration. It’s a vicious cycle—new hires come in, are quickly burned out, and leave, perpetuating instability in the workforce. Why Management Faces No Consequences: Corporate Profit-Driven Culture: Many companies focus on short-term profits, which makes it easier for upper management to ignore poor management practices as long as the numbers look good. Agents are seen as expendable, so there’s little incentive to create a healthier, more sustainable work environment. Lack of Oversight: Upper management and corporate leadership are often too far removed from the day-to-day struggles of agents to fully understand the problem.

The report review. The dreaded report review! After timesheets, the report review has to be the next most stressful part of the day to day life of a consultant. Handled correctly, the review can be an opportunity for professional development, confidence building and most importantly, it can be an opportunity for great learning. Handled badly, it can turn into a soul sucking, morale draining, confidence crushing, weekly nightmare. I have seen managers tear strips off junior engineers for making mistakes in reports. I have had managers use report reviews to exact revenge for things that happened outside work. I have had managers start reviews at 3:30pm on Friday afternoon then dump it on my desk as they leave for the weekend and tell me it has to be out this afternoon. Whether it is done on Track Changes or the old fashioned way with a red marker on printed paper, the report review is a stressful time in every consultants life. Regardless of how competent you are at your job. A good review system is invaluable to a company. The benefits are: ✅️ Accelerated graduate development ✅️ Enhanced team bonding ✅️ Quality control ✅️ Reduced time spent on Additional Information requests My worst report review experience: One Monday morning I was called into my bosses office. I had a report thrown at me and was told it was crap from start to finish. I was given a verbal warning and told to pull up my socks as this level of work was not acceptable. Coincidentally, on the Saturday night before, my wife had pulled out of a night up in my bosses house watching a movie at the last minute, as had the other lady who was also invited. This company was way too involved in the private lives of their staff! Have you any nightmare report review tales that you lived to tell? ‐--------- Hi, I'm Jason. I help people get out of shit jobs and leave shit bosses. Image created by my brain and AI specifically for this post 👉🧠 👈

“‘When should I hire my first finance or legal person?” said NO ONE ever! It's a question that is very often asked, yet HR, People Ops people should always have a seat at the top table. From day one, they will shape and guide the people function, working alongside in partnership with finance and legal to ensure the company is steered in the right direction. Let's flip this around… → Our [INSERT NAME] team meets strategic goals, delivering on commercial objectives while scaling and driving the vision forward. We ensure the company hits its targets as it grows. → Our Legal team meets strategic goals, delivering on commercial objectives while scaling and driving the vision forward. We ensure the company hits its targets as it grows. → Our Finance team meets strategic goals, delivering on commercial objectives while scaling and driving the vision forward. We ensure the company hits its targets as it grows. → Our HR, People Ops team meets strategic goals, delivering on commercial objectives while scaling and driving the vision forward. We ensure the company hits its targets as it grows. [mic drop] 🎤    Founders and business leaders, when did you hire your first HR, People Ops person?