Xperian Recruitment offers a fantastic additional service to its employer customers; Fast Background Employment Checks, delivered at a great price so that you don't have to worry about your new recruits.
A Choice of Background Employment Checks
We supply a broad range of Background Employment Checks, from Basic Supplier Checks to FCA Checks. They are all fast, efficient and cost-effective.
Basic Supplier Check
Our Basic Supplier Check is made for you if you're looking for basic evidence that Contract Suppliers have the credentials to work for you. The Basic Supplier Check includes:
Company incorporation check
VAT registration check
Company credit check
Basic Individual Check
When individual security and checking is required to supplement the supplier company checks, we can perform the following basic checks:
Right to work check
For fuller, FCA compliance, we can perform the following:
Electoral Roll check
Right to work check
Bankruptcy / insolvency check
Up to date credit...
Many contractors own limited liability companies so that they can invoice clients and remunerate themselves from the proceeds. This is tax efficient because salaries can be subsidised by dividend payments. A portion of those dividend payments are free of National Insurance and personal tax, but before swapping into a contract relationship, contractors must consider IR35. IR35 legislation stops ordinary employees from swapping full time employment for a contract relationship, solely to avoid tax.
Xperian Recruitment’s contracts support IR35 with the key points, as follows:
IR35 - Scope of work
The scope of work defines the work to be completed and it avoids general points of ownership or responsibility.
IR35 - Right to substitution
With reasonable notice, you can substitute yourself for another equally qualified individual during the term of your contract.
IR 35 - Notice period
A supply contract is not an employment contract, so notice periods don't rest comfortably with IR35 compliance. However, the HMRC is lenient with notice periods of no less than 1 month.
Employers should expect their recruitment partners to quickly deliver outstanding candidates. But, recruiters will only give you great results if you do your part too. This short blog will help you understand how to make sure that your organisation is worth their time.
Managing Recruiters - The Terms
You want cost-effective commercial terms guaranteeing an outstanding level of service for the lowest overall cost. The 3 commercial levers for managing recruiters are:
The percentage of basic salary and benefits payable to the agent once candidates are successfully placed.
The period over which a percentage of the rate is repayable due to premature departure of the candidate.
The period for which a single recruitment partner retains sole right to present candidates for a vacancy.
Some employers desire a mutually rewarding relationship with their recruitment partners. Others seek commercial terms that recruiters describe as unrewarding.
Settling punitive terms generally demotivates recruiters, resulting in less focus on the employer. Don't fool yourself; the best candidates are presented to employers...
The Conduct of Employment Agencies and Employment Business Regulations 2003 (CEAEBR) were implemented to ensure proper conduct of employment agencies and employment businesses with the intention of protecting the people using them.
The regulations primarily protect permanent and temporary workers, but there are some specific sections dealing with limited company contractors, so we advise that you should understand them.
If you commence a contract for the supply of services, by default you are opted into the CEAEBR and you will:
Have to agree terms prior to commencing a contract
Have the option of working for the client post contact without penalty
Receive guaranteed payments from the client, even without a signed timesheet
There is, however, a big issue with opting in and that concerns IR35 compliance and likelihood of operating more like an employee from a tax perspective.
Opting out of the CEAEBR helps limited company contractors to remain more flexible in their approach to the labour market. The considerable gain for...
There are 3 types of Insurance that you will have to consider for any Contract offered through Xperian Recruitment Limited. They are as follows:
Public Liability Insurance
The levels of cover required may vary from contract to contract and those levels are most commonly specified by the Client. You will commonly be required to submit proof of cover to Xperian at the commencement of any engagement and periodically thereafter.
Public Liability Insurance
Public liability insurance covers any damage or accidental injury to a third party or their property caused by you or your employees or your business. It also covers any related costs and expenses such as legal fees, as well as hospital treatment costs (including ambulance charges) that the NHS may claim from you.
Public liability does not cover claims from your employees for damage or injury; you will need to ensure that you have employer's liability insurance.
Public liability insurance protects you if you deal with members of the public;...
An Umbrella company operates as your employer and you will operate as their PAYE employee. The Umbrella signs a contract with Xperian Recruitment Limited and you will have a separate employment agreement with the Umbrella. Once the Umbrella has received your regular timesheets and expense claims, it will invoice us appropriately and then pay you directly.
You will not be an Owner / Director and you will not enjoy the tax advantages of running your own company, but you will benefit from less administration, immediate insurance cover (subject to service) and avoiding the concerns of tax compliance when paying yourself from your own company. The Umbrella will charge you a fee for their services and those fees are commonly deducted at source.
Each Umbrella company offers different services and their charges vary, so our advice is to shop around. Your key criteria should include
reliability of payment to you,
ease of processing,
quality and scale of insurance cover and
fee structure of...
We believe that contractors should know how much their agents make and they should expect payments to be fair, accurate and timely. Unfortunately, many contractors have first-hand experience of their agents taking more than their fair share.
One of the simple agent tricks is to use margin calculations, rather than markup.
When an employer agrees a rate, the method of calculation should be clear from the start and here's why.
Markup vs Margin
Markup and margin are the two calculation methods for determining payments to the contractor and the agent. The difference between these methods can cause a lot of confusion.
Doing the maths
The best way to understand the difference between the markup and margin methods of rate calculation is by working through some examples.
Imagine you have a relationship in which you agree £100 for the contract resource. This fee doesn't cover the agent fee.
To calculate the agent's fee, simply add a percentage to the contractor fee.
By way of example, the contractor fee is £100...
Paying contactors is more tax efficient than remunerating PAYE employees. That's because employers benefit from avoiding National Insurance payments, pension contributions, sickness and holiday pay.
Contractors benefit too. Some contractors own limited liability companies from which they invoice clients and remunerate themselves. This is tax efficient for the contractor because salaries can be subsidised by dividend payments which are free of National Insurance and personal tax.
Can you make your current employees contractors?
Her Majesty’s Revenue and Customs (HMRC) is aware of so called ‘disguised employee’. They have a contract relationship with an organisation, but operate just like any other employee.
If HMRC determines that a contractor is an employee by another name, both the employer and the contractor can be asked to pay backdated taxes. As you might imagine, this can be very costly and a position to be avoided.
The key IR35 points
A contract of supply is drawn up between a supplier and a customer for the delivery of specific services over a...
A summary of the best industry advice available to people who are creating or updating their CV.
CV Headings and Sequence
Recruitment Consultants and Employers review many CVs. It is rare for any one of them to read your CV in detail. Instead, most people scan the document for the information they need to qualify your suitability. To help the reader to find the most relevant information, you you adopt a familiar style that is easy to navigate.
So, you are helping the reader and your own prospects of achieving an interview if your CV has the following sections in this order:
Personal information such as name, address, telephone, email
Personal statement offering a description of what you do; function, experience, location etc.
Career history with most recent first; roles, key functions, responsibilities and measurables
Skills summary summarising systems / products and tools and experience and other relevant information
Education & qualifications giving results and qualifications with the most valuable listed first