Michael Rayner

𝗬𝗼𝘂𝗿 𝗹𝗶𝗯𝗿𝗮𝗿𝘆 𝗼𝗳 𝗳𝗿𝗲𝗲 𝗦𝗔𝗣 𝗿𝗲𝘀𝗼𝘂𝗿𝗰𝗲𝘀 𝗜𝗥𝟯𝟱 𝗚𝘂𝗶𝗱𝗲  Advice from Qdos Contractor to help hiring managers build an internal business case for engaging outside IR35 contractors. Get it here: https://lnkd.in/ewBEJwTu 𝗪𝗼𝗺𝗲𝗻 𝗶𝗻 𝗦𝗔𝗣 𝗥𝗲𝗽𝗼𝗿𝘁  How the percentage of women in SAP has progressed over time, the impact of AI, practical interventions to get more applications from women, and key insights from UKISUG. Get it here: https://lnkd.in/e9eSsz8g 𝗖𝗼𝗻𝘁𝗿𝗮𝗰𝘁𝗼𝗿 𝗦𝘂𝗿𝘃𝗲𝘆 𝗥𝗲𝗽𝗼𝗿𝘁  UK & Ireland contractor survey results on how much contractors are paid, what drives them to accept or reject a role, and what makes them stick around for the duration of a project. Get it here: https://lnkd.in/eGzeTreJ 𝗛𝗶𝗿𝗶𝗻𝗴 𝗠𝗮𝗻𝗮𝗴𝗲𝗿’𝘀 𝗣𝗹𝗮𝘆𝗯𝗼𝗼𝗸  Eighteen pages filled with useful, objective data on how to attract and retain great SAP contractors. Get it here: https://lnkd.in/ecN_M3TS 𝗦𝗔𝗣 𝗟𝗶𝗰𝗲𝗻𝘀𝗶𝗻𝗴 𝗚𝘂𝗶𝗱𝗲  Practical advice from Gaurish Dessai, Enterprise Solutions Architect, on how to navigate the complex world of SAP licensing. Get it here: https://lnkd.in/eGBXwXDM -- 𝗦/𝟰𝗛𝗔𝗡𝗔 𝗜𝗺𝗽𝗹𝗲𝗺𝗲𝗻𝘁𝗮𝘁𝗶𝗼𝗻 𝗚𝘂𝗶𝗱𝗲𝘀 -- The 5 biggest challenges of an S/4HANA implementation (and how to overcome them) with Paul Kelly, Chief Technical Architect Get it here: https://lnkd.in/eyPpmxkY The five key components of a successful S/4HANA implementation in retail with Paul Drage, SAP Retail Programme Manager Get it here: https://lnkd.in/eyPpmxkY

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The job market is seeing more fixed-term contracts as companies adapt. Some candidates are showing flexibility, but it will be interesting to see if businesses can retain this talent as the market shifts. There is an increasing amount of vacancies and offering contract or permanent is a lot more attractive for candidates. Don't think for just NOW Think for NOW and the FUTURE

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🚀 Exciting Announcement! 🚀 I’m thrilled to share that our sister company Unify Technologies, an incredible Microsoft Partner specialising in Dynamics 365 are pleased to announce the launch of a brand new resourcing company - Unify Tech Resourcing Limited 🎉 Our mission is simple: To provide top-tier talent with fair and transparent terms, helping companies thrive with the right professionals who understand the intricacies of Dynamics 365. Whether you're scaling a project, building your team, or need specialised expertise, we’re here to support your hiring needs with efficiency and care. Our ethos is T.H.I.S. - Transparency, Honesty, Integrity, and Simplicity. We have a genuine client-first approach and are ready to connect the best talent with leading organisations in the Dynamics 365 ecosystem. 🌍 If you're looking for skilled professionals or have upcoming hiring needs, let's connect! I’d be happy to discuss how we can support your team and projects. #Hiring #Dynamics365 #MicrosoftPartner #Resourcing #TalentAcquisition #NewBeginnings #BusinessGrowth

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𝗠𝘆𝘁𝗵-𝗕𝘂𝘀𝘁𝗶𝗻𝗴 𝗜𝗥𝟯𝟱: 𝗖𝗹𝗲𝗮𝗿𝗶𝗻𝗴 𝗨𝗽 𝗖𝗼𝗺𝗺𝗼𝗻 𝗠𝗶𝘀𝗰𝗼𝗻𝗰𝗲𝗽𝘁𝗶𝗼𝗻𝘀 𝗳𝗼𝗿 𝗖𝗹𝗶𝗲𝗻𝘁𝘀 🔍 IR35 can be a tricky area to navigate, with many myths and misconceptions floating around. Let’s clear up some common misunderstandings to help you manage your IT contracts effectively and stay compliant: 𝗠𝘆𝘁𝗵 𝟭: 𝗜𝗥𝟯𝟱 𝗢𝗻𝗹𝘆 𝗔𝗳𝗳𝗲𝗰𝘁𝘀 𝗖𝗼𝗻𝘁𝗿𝗮𝗰𝘁𝗼𝗿𝘀 Reality: While IR35 directly impacts contractors, clients are also responsible for correctly determining the contractor’s status. Misclassification can lead to financial penalties for your business. 𝗠𝘆𝘁𝗵 𝟮: 𝗨𝘀𝗶𝗻𝗴 𝗮 𝗖𝗘𝗦𝗧 𝗧𝗼𝗼𝗹 𝗚𝘂𝗮𝗿𝗮𝗻𝘁𝗲𝗲𝘀 𝗖𝗼𝗺𝗽𝗹𝗶𝗮𝗻𝗰𝗲 Reality: The CEST tool is a helpful guide, but its results aren’t legally binding. It's essential to seek additional professional advice to ensure accurate assessments. We can help you with this. 𝗠𝘆𝘁𝗵 𝟯: 𝗖𝗼𝗻𝘁𝗿𝗮𝗰𝘁𝗼𝗿𝘀 𝗜𝗻𝘀𝗶𝗱𝗲 𝗜𝗥𝟯𝟱 𝗔𝗿𝗲 𝘁𝗵𝗲 𝗦𝗮𝗺𝗲 𝗮𝘀 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 Reality: Even if a contractor falls inside IR35, they are not employees. They don’t receive the same benefits and protections as full-time employees but are subject to similar tax treatments. 𝗠𝘆𝘁𝗵 𝟰: 𝗜𝗥𝟯𝟱 𝗗𝗼𝗲𝘀𝗻’𝘁 𝗔𝗽𝗽𝗹𝘆 𝘁𝗼 𝗦𝗺𝗮𝗹𝗹 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀𝗲𝘀 Reality: The private sector reform in April 2021 introduced an exemption for small businesses, but medium and large businesses still need to comply. Understanding your business’s classification is crucial. 𝗠𝘆𝘁𝗵 𝟱: 𝗜𝗥𝟯𝟱 𝗦𝘁𝗮𝘁𝘂𝘀 𝗶𝘀 𝗙𝗶𝘅𝗲𝗱 Reality: A contractor’s IR35 status can change based on the specifics of each contract and working arrangement. Regular reviews and assessments are necessary to stay compliant. 𝗠𝘆𝘁𝗵 𝟲: 𝗢𝗻𝗹𝘆 𝗖𝗼𝗻𝘁𝗿𝗮𝗰𝘁𝗼𝗿𝘀 𝗡𝗲𝗲𝗱 𝘁𝗼 𝗪𝗼𝗿𝗿𝘆 𝗔𝗯𝗼𝘂𝘁 𝗜𝗥𝟯𝟱 𝗜𝗻𝘃𝗲𝘀𝘁𝗶𝗴𝗮𝘁𝗶𝗼𝗻𝘀 Reality: HMRC can investigate both the contractor and the client. Ensuring compliance from the start protects both parties from potential scrutiny and penalties. Understanding these myths and the realities of IR35 helps in creating a compliant and fair working environment for all parties involved. If you need any guidance or have questions about IR35, feel free to reach out. We’re here to support you through the complexities. #IR35 #Compliance #ITContracts #ITRecruitment

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𝗠𝘆𝘁𝗵-𝗕𝘂𝘀𝘁𝗶𝗻𝗴 𝗜𝗥𝟯𝟱: 𝗖𝗹𝗲𝗮𝗿𝗶𝗻𝗴 𝗨𝗽 𝗖𝗼𝗺𝗺𝗼𝗻 𝗠𝗶𝘀𝗰𝗼𝗻𝗰𝗲𝗽𝘁𝗶𝗼𝗻𝘀 𝗳𝗼𝗿 𝗖𝗹𝗶𝗲𝗻𝘁𝘀 🔍 IR35 can be a tricky area to navigate, with many myths and misconceptions floating around. Let’s clear up some common misunderstandings to help you manage your IT contracts effectively and stay compliant: 𝗠𝘆𝘁𝗵 𝟭: 𝗜𝗥𝟯𝟱 𝗢𝗻𝗹𝘆 𝗔𝗳𝗳𝗲𝗰𝘁𝘀 𝗖𝗼𝗻𝘁𝗿𝗮𝗰𝘁𝗼𝗿𝘀 Reality: While IR35 directly impacts contractors, clients are also responsible for correctly determining the contractor’s status. Misclassification can lead to financial penalties for your business. 𝗠𝘆𝘁𝗵 𝟮: 𝗨𝘀𝗶𝗻𝗴 𝗮 𝗖𝗘𝗦𝗧 𝗧𝗼𝗼𝗹 𝗚𝘂𝗮𝗿𝗮𝗻𝘁𝗲𝗲𝘀 𝗖𝗼𝗺𝗽𝗹𝗶𝗮𝗻𝗰𝗲 Reality: The CEST tool is a helpful guide, but its results aren’t legally binding. It's essential to seek additional professional advice to ensure accurate assessments. We can help you with this. 𝗠𝘆𝘁𝗵 𝟯: 𝗖𝗼𝗻𝘁𝗿𝗮𝗰𝘁𝗼𝗿𝘀 𝗜𝗻𝘀𝗶𝗱𝗲 𝗜𝗥𝟯𝟱 𝗔𝗿𝗲 𝘁𝗵𝗲 𝗦𝗮𝗺𝗲 𝗮𝘀 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 Reality: Even if a contractor falls inside IR35, they are not employees. They don’t receive the same benefits and protections as full-time employees but are subject to similar tax treatments. 𝗠𝘆𝘁𝗵 𝟰: 𝗜𝗥𝟯𝟱 𝗗𝗼𝗲𝘀𝗻’𝘁 𝗔𝗽𝗽𝗹𝘆 𝘁𝗼 𝗦𝗺𝗮𝗹𝗹 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀𝗲𝘀 Reality: The private sector reform in April 2021 introduced an exemption for small businesses, but medium and large businesses still need to comply. Understanding your business’s classification is crucial. 𝗠𝘆𝘁𝗵 𝟱: 𝗜𝗥𝟯𝟱 𝗦𝘁𝗮𝘁𝘂𝘀 𝗶𝘀 𝗙𝗶𝘅𝗲𝗱 Reality: A contractor’s IR35 status can change based on the specifics of each contract and working arrangement. Regular reviews and assessments are necessary to stay compliant. 𝗠𝘆𝘁𝗵 𝟲: 𝗢𝗻𝗹𝘆 𝗖𝗼𝗻𝘁𝗿𝗮𝗰𝘁𝗼𝗿𝘀 𝗡𝗲𝗲𝗱 𝘁𝗼 𝗪𝗼𝗿𝗿𝘆 𝗔𝗯𝗼𝘂𝘁 𝗜𝗥𝟯𝟱 𝗜𝗻𝘃𝗲𝘀𝘁𝗶𝗴𝗮𝘁𝗶𝗼𝗻𝘀 Reality: HMRC can investigate both the contractor and the client. Ensuring compliance from the start protects both parties from potential scrutiny and penalties. Understanding these myths and the realities of IR35 helps in creating a compliant and fair working environment for all parties involved. If you need any guidance or have questions about IR35, feel free to reach out. We’re here to support you through the complexities. #IR35 #Compliance #ITContracts #ITRecruitment

🌟 #Workday Contractors – The Key to Successful Projects in an #OutsideIR35 Setup 🌟 Following my recent post on the benefits of hiring Workday contractors in outside IR35 roles, I wanted to dive deeper into why this model is crucial for project success. 📊 Key Considerations for Engaging Outside IR35 Contractors: 1️⃣ Flexibility is King – Whether you're managing a complex Workday implementation or need ongoing support, contractors provide agility that internal teams may not always offer. 2️⃣ Deep Expertise in HR Tech – Workday HCM professionals bring specialised knowledge of the platform, meaning less time training and more time delivering high-impact results. 3️⃣ Compliance & Cost Savings – Outside IR35 arrangements keep businesses compliant while offering financial efficiency by avoiding the administrative and tax burdens associated with inside IR35 roles. Attracting top-tier talent to your projects means understanding how contractors work best... often this means #outsideIR35. If you want to bolster your team with Workday specialists, let’s connect to discuss how we can set up a compliant and effective partnership! 📈 #Workday #HCM #HRTech #IR35 #OutsideIR35 #HRTransformation #WorkdayContractor #ProjectSuccess #WorkdayHCM #WDRising #WorkdayRising

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Cloudcat Recruitment's series on common mistakes made by SDRs continues. Every mistake listed is one to keep in mind, as they have been suggest by highly successful SDRs and Sales Leaders who I have spoken to over the last few years. Using AI is great, and mastering its usage makes you extremely efficient. The majority of my network is involved in selling or utilising artificial intelligence! But using it blindly is akin to trying to sell to a prospect in a monotonous, under-researched and dry tone. Over-use and brazen use of AI messaging can come across as lazy, unoriginal and most importantly: It does not signify that the seller is a solution-led individual, who wishes to solve a problem. #SDR #salesdevelopmentrepresentative #artificialintelligence

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Another week, another 'cluster' of Platform roles...happy Monday! 😆 DM or email ([email protected]) if you'd like to learn more Jonny Potts Stephen Turkington Carol Donnelly Nick Napier Tiernan Ruddy #CloudEngineering #PlatformEngineering #CloudRoles

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What's the trickiest vacancy you're trying to fill? Often it's not the "Head of xxx" or "xxx Manager". It's a Technical Consultant with 2 years' experience. Or a Junior DBA. Recently it took me 2 months to fill a 1st Line Application Support Specialist role. These entry-level type of positions are critical for any company, but especially for SMEs. In my case it was for a construction business. Technical skills were important but CULTURE fit was massive. Stakeholder management skills were critical in order to deal with a wide variety of different users. We got there in the end, and both candidate and manager are a perfect match! But why so hard to find the right person, when you're hiring at entry/junior level? ➡️ There's not a lot of work experience to go on, so lots more CV screening and interviewing required. ➡️Typically less engagement, so harder to pin down for availablity and commit to interview. ➡️ More susceptible to counter offers. ➡️ Unrealistic salary expectations. What issues do you face when hiring such roles? Comments ⬇️ please!

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Yesterday I spoke to a CTO who is kicking off a search for multiple new permanent Architect and Developer hires. I immediately noticed their frustration when they told me about a recent negative recruitment process.. “Over 150 CVs received” “Submitted candidates were barely qualified” “Multiple dropouts at offer stage” “Candidates were under-prepared for interviews” After a bit of deep dive, the main issue I identified was… over 8 agencies were onboarded onto the search, all sourcing the same candidates in parallel!! But why is this a problem? Surely using multiple agencies helps companies to reach a wider talent pool and drives competition amongst the agencies. RIGHT?! WRONG! ⚠️This technique often the absolute opposite effect. - Coordination complexity – managing several agencies requires much more effort which can be very time-consuming for hiring managers and HR teams. - Inconsistent messaging – different agencies might present your company & role inconsistently, potentially confusing candidates and sending mixed messages. - The best candidates are already being approached multiple times per day. How do you think they’ll react to being approached multiple times for exactly the same role? - Very few hiring managers have the time to conduct a detailed briefing with multiple different agencies, usually resulting in an over-simplified job description being sent via email, followed by a “we look forward to your profiles”, without taking the time to deep dive in the company sell, nice-to-have vs must-haves, flexibility, process optimisation, etc. 🌟 The solution - Look for a specialised agency who has a proven track-record in the area you’re hiring for. Playing trial and error with agencies who barely understand your market is not the solution when looking for your next crucial hire. - Take the time to conduct a detailed briefing. I’ve lost track of how many times candidates have been blown out of the water by the detail we were able to provide about the client’s situation and what they are looking to achieve by this hire. Spoiler alert – this is never mentioned in a job description. - Set clear timeline expectations and map out the entire process (interview dates, any holidays planned, start date / contract signature by date X). - Arrange a (bi-)weekly update call where both sides can update each other on any challenges being faced, sourced CVs can be discussed, and the search criteria can be adjusted in a quick and agile manner if required. - Avoid moving the goalposts once a search has started. - Provide timely feedback to submitted profiles – active candidates will not wait 2-3 weeks for feedback! I personally avoid accepting any new search if I know that multiple agencies are already working on the same position in parallel. I’d rather stick with my exclusive clients where I know I’m 95%+ likely to actually fill the job. What has been your experience? Share your thoughts and let's discuss! 💬👇 #recruitment #staffingsolutions

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****OCR - A KEY INNOVATION WITHIN SPEND**** OCR or "Optical Character Recognition" has been a leap forward within spend saving time by automating the process of logging invoices!! 🔥👍🚀 #focuscloud #workday #recruitment

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Ready to expand your TA team? Are you considering contract or perm, or maybe an embedded solution? Connect with TA4TA and we can help you curate the right opportunity for the market - and we don’t charge a fee. We have seen lots of false starts recently, so why not arrange a 15 minute call or drop us a note to bounce some ideas around. Even to confirm you are on the right path, or have the right salary range. TA4TA was created because TA professionals often receive the worst candidate experience - which is ironic as they dedicate their careers to helping candidates and organisations promote their brand. It’s time to give a little back, and support TA Pro’s with an experience they deserve. If you want to meet in person, come and see us at 🎪 RecFest 🎪 , or book in a quick call using the link in the comments. #TA4TA #RecFestUK #TalentAcquisition #Careers #CandidateExperience

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What do you think are the top factors impacting tech contractors this year? Are day rates going up? Which specialist skills will be most in demand in 2024? Let us know in our 10-minute tech contractor survey before 7th May. Our survey is open to anyone who engages with tech contractors or works as one 👉https://lnkd.in/efHS9PHx

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Unpopular opinion... I don't really mind if your CV was written by ChatGPT. Because, if I'm brutally honest, your CV is one of the last things I'll be judging you on. Instead, I'm more interested in having a real life conversation to understand more about: 🧡 What you're looking for 🧡 What you would consider your biggest achievements are 🧡 What has brought you to sending me your CV in the first place Conscious that CVs are a necessary evil, but a word of advice is if your CV isn't getting you anywhere - a conversation where possible might be the way to go. #interviewtips #recruitmenttips #jobsearchtips #sap

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Shocking stats, Ian Tilsed. We need real change, and allies like you paving the way are crucial. Honored to have you as a #Mentor for Halzaks Elevate - Women in Tech ElevateHER Leadership Mentor Program. As #ChangeMakers and #Allies, we must shatter barriers and empower #WomenInTech. Your commitment fuels progress. Together, we'll reshape the industry through action, not just words. 💜

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Tech Folk. The best way to find a new job. Take a cursory look at your inmails from recruiters. Choose the best three based on their relevance to your actual skills/interest and how much the recruiter seems to understand the market Call them, ask who their clients are (are they companies you’re interested in?) If so, build a passive relationship, tell them what companies/roles would interest you and you would want to see moving forwards. Watch the bespoke, off-market job opportunities roll in. ~Craig #recruitment #recruiting #recruiter #fintech #technologyjobs

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