Latest news and updates - March 2021
Hello everyone and welcome to March's newsletter. I am excited to announce the imminent launch of our new website and I return to a theme that has been uppermost in my mind for over a year – the changes to IR35 Rules.
Enjoy reading, and remember we are experts in NDT recruitment, so if you want to let someone else to take the load of finding new NDT staff, do contact our Technical Director, Paul Morgan, for a confidential, no obligation chat on +44 (0)1793 200169
Or drop him a line at: firstname.lastname@example.org
New Website Due to Be Launched This Week
I'm delighted with the look and, more importantly, the message that the company's new website has.
It still enables NDT professionals to register their interest, upload their CVs and view jobs. But it now discusses the pain points that hirers of those personnel face and guides them through our process that takes that pain away - why we are uniquely placed to do that compared to generic engineering recruiters.
I invested in the skills of Susan Payton, a ‘Storybrand' expert. As she puts it:
‘People buy from people they believe can help them lead a better life [not so airy-fairy a statement if you consider the trials of looking for a new hire or job]*. To truly make a difference in people's lives, you need to connect with them first. To do that, you need to know and share three stories:
You'll also find a FREE downloadable guide to hiring your next NDT professional.
*italics are my input.
IR35 Status Determination – Getting It Right
I'm hearing that more and more medium to large end-user clients are insisting that all their contractors operate inside IR35 (that they pay NICs and PAYE). That's because the responsibility for determining whether a contractor works within or outside of IR35 rests with them (previously it was with the contractor). This default position has arisen because they are afraid of being held responsible for payment of unpaid taxes due from the contractor.
The impact upon worker availability and market rates are hard to gauge at this point. If you're a contractor I would really welcome your thoughts.
But if hirers obtain support to arrive at a determination that truly reflects their contractor workforce as being outside of IR35 - not a scam, HMRC dodging artifice, but something that is backed up by comprehensive insurance - then the benefits to be had for that company would be huge, such as:
Insured Status Determination Tool
For both end users and contractors, I imagine that having access to an independent IR35 assessment tool, that is backed up by insurance to all parties in the supply chain, would be quite attractive. Yes, there is HMRC's CEST tool, but it does have its critics. They claim that CEST excludes certain key status indicators, whilst being overly reliant on others.
However beware, some insurers will only pay out to defend an IR35 assessment if they deem there is more than a 50% chance of success at a tribunal.
Nonetheless, I know of a least one that makes the assessment themselves and if deemed outside of IR35, theyguarantee to indemnify for legal defence, taxes, penalties and interest in respect of an IR35 investigation, for whoever is deemed the responsible party in the supply chain, and they are underwritten by Zurich Insurance plc.
If you want to know more, give me a call or drop me a line:
01793 200169 or 07752 484266
Q & A
Q. What if I want to introduce an NDT function into my Quality chain?
A:G & O Springs Ltd wanted to do just that. However, with no in-house knowledge of NDT, it was crucial they recruited the right person to lead the initiative. We found a technician with the personal qualities needed to take on the steep learning curve to get their new department accredited. They are now NADCAP certified for NDT.
Business is continuing to pick up here. We have received the following requisitions:
These do not appear on our jobs page yet. If you want to know more, give me a call or drop me a line:
01793 200169 or 07752 484266
NDT Resources Ltd acts as an Employment Agency (introducing candidates for employment by the hirer) and an Employment Business (engaging and supplying temporary workers to provide services to clients) as defined under the Conduct of Employment Agencies and Employment Businesses Regulations 2003.
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