• Consultants leaving employment to create agencies is causing heightened competition • Candidate shortage is high due to low unemployment. Brexit may exacerbate this by lowering access to EU workers • Agencies wishing to attract top candidates must do more • High operational costs are challenging agencies to find savings while remaining competitive • New approaches must be considered by agencies in 2019
Regardless of the relatively new General Data Protection Regulation (GDPR) the recruitment industry have always had a responsibility to protect the data that they control. Whether you are an agency or an umbrella, failure to protect this data presents a significant reputational risk to your business and the ramifications of which could prove to be catastrophic.
• IR35 changes to the public sector have introduced new risk and challenge to contractors and hirers, particularly within the recruitment industry • Proposed IR35 changes will see the legislation apply to the private sector from April 2020 • Contractors being ‘inside’ or ‘outside’ IR35 is determined by hirers and recruiters • Under IR35, many workers have become employees of their hiring company • This has worsened the talent shortage common to recruiters and the industry overall • Recruiters and contractors must now prepare in advance to ensure compliance
• Morrisons have been found liable for a data leak performed by a disgruntled former employee • Over 5,000 employees have sued the company, at a total cost of over £2,000,000 • This risk is relevant to the recruitment industry • Recruiters must recognise this risk and take steps to protect their operations from the dangers of insider threat and non-compliance to GDPR • A set of practical steps are provided in this article to help recruiters do so
