Thursday, 26 November 2009

Pre-budget wish list: dropping IR35 and income shifting

London, 10th November 2009

With the Pre-budget report due out on the 9th of December 2009, various special interest groups are lobbying for changes in taxation. Most vocal so far are those who represent professional contractors and seek to repeal the dreaded tax rules known as IR35. However, as tax expert Nichola Ross Martin explains, the government is so dependent on contractors that any request for change is unlikely to be heeded now or at any time in the foreseeable future.

Anne Redstone (author of IR35, Personal Service Companies and a visiting professor of tax at Kings College, London) argued in Taxation magazine that IR35 “is a high-cost, high-stress and a low revenue part of the tax system”. She argues that it is unfair to make small business subject to such complex rules; they serve only to stifle entrepreneurs.

Her call has been matched by the Chairman of the Professional Contractors’ Group, Chris Bryce, who has written directly to the Chancellor. He sets out a number of issues affecting freelancers and including an urgent need to repeal IR35 and to drop proposals for "Income Shifting" legislation. Whilst also requesting re-examination of sections 44-47 of the Income Tax (Earnings and Pensions) Act 2003, which effectively force a contractor to incorporate.

The problem with all these arguments is that IR35 suits the government quite well, especially in a time when the Treasury is demanding efficiency savings from other governmental departments. The Ministry of Defence is heavily reliant on contractors, many of whom as ex-forces and now contract via umbrella companies to service, maintain, cook and clean our military machinery and bases. Likewise, the NHS uses a small army of contractors on similar lines. Lord Carter’s transformation programme has meant that departments such as HM Revenue & Customs are completely reliant on IT workers, the majority of whom are contracting via their own service companies and umbrella companies. State funding of the 2012 Olympics also demands cheap labour whenever possible, and then of course, there are the banks. Banks are heavy users of contracted labour, and some which are state owned too these days. So, why would the government wish to abolish IR35 and repeal tax-employment law? There is no logical benefit: it stands only to increase its own costs, which are of course, our costs by 12.8%, and no one would want that, would they?

Nichola Ross Martin, is Tax Director with www.rossmartin.co.uk and Head of Ross Martin Tax Consultancy's Virtual Tax Partner services.

A Chartered Accountant with over 20 years experience in advising owner-managed business and assisting other professional firms. She trained with Baker Tilly before setting up her an accounting and audit practice. In 2000 she moved into tax acting as tax director for a firm accountants in Kent before setting up her own Virtual Tax Partner consultancy service. She is the creator the Practical Tax Database, an online service that provides tax planning and know-how to accountants and tax partners. Nichola advises clients and accountancy firms nationwide.

For more information contact Mary Driscoll, Managing Partners of Maven Partners on 020 7061 6420.

Keeping up to date with tax developments whilst between jobs

London, 5th November 2009

For job seekers in the tax arena, keeping up to date can seem quite daunting. Of course if you are currently in employment then your employer will (hopefully) have provided you with the tools with which you can keep up to date, but the issue for those currently between jobs is that many of the better resources are subscription based. Nevertheless there are still publicly available sources of information that can be used in order to keep oneself informed of new developments as and when they arise.

HMRC Resources

The HMRC website itself contains a wealth of information - see http://www.hmrc.gov.uk/thelibrary/. In addition, there is a "What's New" sectionhttp://www.hmrc.gov.uk/news/index.htm that indicates what has recently been added to the HMRC website and a "News Releases" sectionhttp://nds.coi.gov.uk/clientmicrosite/default.aspx?clientID=257.

What is an RSS Feed?

The News Release section has been set up as a "RSS feed" - an RSS feed is a special format used widely for distributing news and other web content. To pick up RSS feeds, you can use a RSS reader that you can set up to pick up news items from your chosen sources. Sharpreader is easy to use and is free (http://www.sharpreader.net/) For more information on RSS feeds see http://en.wikipedia.org/wiki/RSS.

Budget material

HM Treasury and HMRC websites contain the raw press releases and other materials issued on Budget/PBR days. However, by the following morning you will be able to download the initial thoughts and analysis of the Big 4 from their websites.

Third Party Websites

There are also third party websites that carry news items, e.g.

ICAEW http://www.ion.icaew.com/TaxFaculty

CIOT's Technical Committee Newsdesk http://www.tax.org.uk/index.pl?section=28;n=3791

Accountancy Age http://www.accountancyage.com/tax/

AccountingWeb http://www.accountingweb.co.uk/topic/tax

TaxationWeb http://www.taxationweb.co.uk/tax-news/

RSS feeds can be set up for all of these sites.

The Big 4

Finally, the Big 4 also publish regular news updates, with users being able to subscribe by email to their weekly news emails. PwC in particular has an excellent offering - PwC Plus - for which registration is free.

Remember that keeping up to date is vital, especially during this difficult time when competition for positions is fierce. Good luck.

Andrew Ross is a Senior Tax Manager with Mazars. Within his previous role at PwC Andrew acted as tax technical advisor to the whole of the PwC tax practice and as knowledge management champion within the M&A Tax department.

Rob Stephenson is a Founder and Managing Partner of Maven Partners, a specialist taxation recruitment business. For more information please contact Rob on 0207 061 6421 or robstephenson@mavenpartners.co.uk

Thursday, 1 October 2009

Debt Restructuring Issues in the Current Environment

London, 1st October 2009

What problems arise when a group needs to restructure its existing debt? This article looks at what would be the next step if a group is not securing effective tax relief for its financing costs: debt restructuring and its related tax impact.

The previous article in this series, Issues with Securing Effective Tax Relief for Financing Costs, focused on whether or not a group is securing effective tax relief for its financing costs in the current economic environment. This article will look at what would be the next step if a group is not securing effective tax relief for its financing costs: debt restructuring and its related tax impact.

The tax issues associated with debt restructuring are complex and this is particularly the case when we are dealing with cross-border debt. But for those who deal with debt restructuring, this is nothing new.

What is Different in the Current Economic Environment?

In a normal economic environment, debt restructuring issues typically arise in highly leveraged private equity groups where debt restructuring is a regular feature of daily life. While debt restructuring does happen in more typical multinational groups, it invariably takes place around a key event such as the disposal of a non-performing business.

In the current environment, however, debt restructuring is likely to be more commonplace in multinational groups as balance sheets deteriorate due to exceptional and unpredictable trading conditions with companies no longer being able to support advancement with the existing levels of debt and payables.

While there are a number of possible actions when considering debt restructuring, two of the more familiar actions are a debt waiver (i.e. where the lender releases the borrower from its obligation to repay the debt) or a debt conversion (i.e. where the lender and borrower agree that the debt will be ‘converted’ into shares in the borrower company).

What are the Problems?

First, there are the tax issues arising in respect of debt waivers. With intra-jurisdiction debt waivers there is a reasonable expectation is that a debt waiver, whether this be a third party or intra-group, should be either taxed or ignored on both sides, but this should always be checked. I have come across a number of instances where this isn’t the case, and in one particular situation the debt waiver was subsequently found not to be tax neutral because the waiver hadn’t been put into effect by a formal deed of release.

With cross-border debt waivers, the position is much more complex, particularly with intra-group debt waivers, and achieving tax neutrality becomes a challenge. The following two examples illustrate some of the problems that can arise in cross-border situations:

  1. A shareholder resident in Territory A waives a formal loan due from its subsidiary, which is resident in Territory B. In some cases while the shareholder won’t obtain tax relief on the amount waived, the subsidiary could be taxed on the amount released, e.g. as a capital contribution.
  2. A subsidiary resident in Territory A waives a formal loan due from its shareholder, which is resident in Territory B. In many circumstances this can be treated as a distribution in the subsidiary such that no tax relief is obtained on the amount waived. The shareholder, however, may be taxed on the waiver as a dividend and may therefore pay tax on the amount waived.

Therefore, the key message is that tax neutrality, particularly in relation to cross-border loan waivers, cannot be assumed and, in some cases, may not be achievable. In such cases, alternative cross-border planning mechanisms for eliminating the debt will need to be considered.

Second, there are the tax issues arising in respect of debt for equity conversions and in many ways the issues to consider here are similar to those in respect of debt waivers. As with debt waivers the most difficult scenarios invariably arise in relation to cross-border transactions.

This is best illustrated by way of a simple example:

A company resident in Territory A has £100 of debt and has agreed with a lender, which is resident in Territory B to convert the debt into shares. If the £100 debt is converted into shares with a value of £100, the expectation is that there shouldn’t be any direct tax consequences arising from the conversion, although this should, of course, be checked.

If the £100 debt is converted into shares with a value of £75, then arguably the borrower has been released from £25 of debt and the question arises as to whether or not this is a taxable release. Accordingly, consideration will need to be given to the same issues mentioned above in relation to debt waivers.

Again, the key message is that tax neutrality, particularly in relation to cross-border transactions, cannot be assumed even with a straightforward example. As with debt waivers, alternative mechanisms need to be considered to the extent that tax neutrality is not achievable.

What Action Should Treasurers and Finance Professionals be Taking?

Whenever I am involved in a debt restructuring, the key issues for me as a tax professional are to understand, first, how the debt arose, e.g. loan financing, trading balance, etc, and, second, what is going to be done to the debt and how.

Obtaining accurate information is absolutely critical to the efficacy of the subsequent tax analysis and this is particularly the case for interim professionals who have little prior knowledge of the organisation. In the absence of such information, expected tax neutral restructurings can, on subsequent enquiry by the tax authorities, give rise to an adverse tax mismatch and a resulting cash tax cost. The position is further complicated in relation to cross-border transactions and it should be accepted that alternative mechanisms will need to be sought if the overall commercial objective is to be achieved without giving rise to a tax cost.

Martin Bardsley, Senior Director with Alvarez & Marsal Taxand UK, serves as head of the firm's Treasury & Financing Tax practice and also leads Taxand's Global Financing service line. Taxand is a global network of leading tax advisors from independent firms in nearly 50 countries.

Martin brings over 20 years of experience in providing corporate and international tax advice to a wide range of multi-national clients and has significant experience in advising on Treasury and Financing transactions, both in the corporate and financial industry sectors. Prior to joining Alvarez & Marsal, Martin spent 17 years with the tax groups of PricewaterhouseCoopers and KPMG, 13 of which were spent in London focusing on Treasury and Financing Tax. Martin also completed a long-term secondment to a major FTSE 100 multinational firm during 1998 and 1999 where he was tax adviser to the Treasury, Corporate Finance and Asset Management teams.

For more information contact Rob Stephenson, Managing Partner of Maven Partners on 0207 061 6421.

Tuesday, 1 September 2009

Interim Management v Management Consulting

London, 27th August 2009

Interim Management versus Management Consulting is a subject that everyone in the world of Interim is aware of. Whether you are an Interim Manager, Management Consultant or specialist recruiter, the relative benefits of each are well known to all.

Many of the reasons for using an Interim Manager over a Management Consultant can be put to one side in this economic situation. Cost is the main area for consideration and it is well known that taking on an Interim Manager to resolve an issue, undertake a turnaround project or manage a change programme, is much more cost effective than using a consultant.

There are many other clear benefits to utilising the skills of an interim manager. These include the personal responsibility of the individual for delivery and the practical and proven solutions that will be implemented. Contrast this to strict and inflexible methodologies often employed by the consultancies.

New Legislation

The major consulting firms will currently be gearing up for the impending new SAO regulations for example that will be hitting UK businesses with a turnover of over £200m or a total balance sheet of more than £2bn. On a smaller scale, this is reminiscent of the SOX regulations that were introduced in 2002, where those with strong finance process or internal audit skills were in demand. Individuals with a tax process engineering background should begin to see an increase in related interim positions as businesses ramp up to deal with the new legislation.

As a specialist provider in interim taxation professionals, we are approaching businesses that may have a need for such skill sets. If you believe you fit this profile then please do not hesitate to contact us.

Mary Driscoll is a Managing Partner at Maven Partners, a specialist finance and tax recruitment business.

marydriscoll@mavenpartners.co.uk

+44 (0)207 061 6420

Accountants doing what they do best

London, 26th August 2009

Technical accountants get busy

A quick glance at the IASB Workplan projected from this summer indicates just how busy accountants who are expert in technical matters are likely to be for the next 6-months and beyond. In addition to whatever the IASB and FASB have going on independently, their joint initiative arising out of the global financial crisis, the Financial Crisis Advisory Group (FCAG) has only added to the burden of discussion and consultation that we will witness for the foreseeable future.

The Financial Crisis Advisory Group (FCAG) comprises recognized leaders from the fields of business and government with a broad range of experience in international financial markets and an interest in the transparency of financial reporting information. Its primary mandate is to will consider how improvements in financial reporting could help enhance investor confidence in financial markets.

The advisory group also will help identify significant accounting issues that require urgent and immediate attention of the boards, as well as issues for longer-term consideration.

Increased demand for technical accounting skills

This increased workload has already started to produce a corresponding demand for those accountants who do what they do best - specializing in the sort of technical accounting work that is never really lauded amongst their financial peers but actually provides the bedrock of what makes the accounting profession so important to the way the business world, and those who participate in and regulate it, operates.

If you have a strong bent for technical financial analysis, thorough research and an ability to translate this into clear and concise technical reports then there has never been a better time to look to develop those skills further. The time for technical accountants is here and now. At Maven Partners we are expertly connected to the various specialist teams and official agencies that require these skills and are witnessing a steadily increasing demand for them.

Rob Stephenson is a Managing Partner at Maven Partners, a specialist recruitment services business.

robstephenson@mavenpartners.co.uk

+44 (0)207 061 6421

Achieving "Best Practice" in Managing Your Taxes - The New SAO Rules

London, 1st September 2009

Traditionally, corporate tax and finance departments should have adopted the goal of ensuring that they are achieving "best practice" in managing their various tax obligations. With the announcement of the new "Senior Accounting Officer" (SAO) measures, the Government has now seen fit to impose a legislative onus on large company SAO's to personally certify that they have taken "reasonable steps" to establish and then maintain appropriate tax accounting arrangements. Experienced international tax professional, Andrew Taylor, explores these issues in more detail.

Who does SAO apply to?

Broadly, the new SAO rules will apply to UK incorporated companies with a consolidated turnover in excess of £200m or a total balance sheet of more than £2bn.

The SAO is a director or officer with overall responsibility, as appropriately delegated, for the company's financial accounting arrangements.

The obligations imposed by the legislation apply in relation to financial years beginning on or after 21st July 2009 (being the date of Royal Assent for the new rules).

The scope of responsibility extends beyond just direct company taxes to include VAT and PAYE, amongst a range of other taxes.

What are the consequences?

Failure to comply with the duties imposed under the legislation can expose SAO's to individual fines of £5,000 and up to £10,000 per year. There may also be broader repercussions beyond the stigma and personal financial cost to the SAO of being fined, in that it might cause the HMRC to place greater scrutiny on a company's tax affairs, with the consequential cost of time and resource in managing this.

It is also uncertain how a company's auditors might react as, depending on the size of the inherent tax risk, they may see fit to qualify a company's accounts or at least note the issue in their audit report. This would elevate the breach to the attention of the company's shareholders with potentially adverse consequences for the company's senior management.

What can SAO's do to manage their responsibilities under this legislation?

In recent guidance the HMRC have issued, they suggest the following actions might be a suitable starting point, depending on the individual circumstances:

  • Ensuring there is a process for gathering and recording data in a systematic way;
  • Making sure that the key tax compliance risks and issues in the business are properly understood;
  • Designing and implementing control activities to mitigate these risks, for example separation of responsibilities and ensuring that people who undertake delegated activities have the right levels of skill and competency;
  • Putting in place mechanisms for communicating roles and responsibilities; and
  • Setting up monitoring activities to ensure that controls are operating effectively. The level of monitoring required will vary according to the level of risk present.

A logical first step for companies would be to undertake an overall risk assessment and evaluation of how their existing tax and accounting systems are operating. (This might be an important first action to demonstrate that "reasonable steps" have been taken).

Based on the results of this exercise the SAO and the company's senior management might then define their expectations for how their overall tax and accounting functions should be optimally set up to address these risks. Any gaps in the current system will then need to be addressed.

It is also suggested that one "best practice" way to help reduce the risks of misreporting taxes is to significantly involve a company's tax team or external advisers in the annual budgeting and forecasting processes. This will ensure that they are well briefed on any transactions or new initiatives well in advance so they have time to review them, and can then monitor the tax outcomes as they occur through the financial year.

Experience suggests that involving the tax team in signing off the tax treatment of each relevant transaction as it occurs rather than delaying their involvement until the year end accounts and tax returns are being prepared can make a significant difference in minimising the risk of getting it wrong. (This is particularly relevant if a company is relying on external advisers to prepare its returns).

More detailed guidance on the HMRC's interpretation of the new rules can be found at: http://www.hmrc.gov.uk/largecompanies/duties-sen-acc-officer.pdf

How will this impact on the recruitment of tax professionals?

Rob Stephenson, Managing Partner at Maven Partners believes that companies subject to the SAO rules may look to bring tax resource in house for the first time. Tax process and procedures will be higher up the boardroom agenda. It makes sense from a commercial and risk management perspective to hire in an experienced professional to work with the external advisors. Furthermore we may see an increase in demand from larger companies for interim tax professionals with a tax process engineering skill set to help ensure that best practice is being adopted.

Andrew Taylor has over 16 years international tax experience having previously worked in the in-house tax departments of GE Real Estate and the Westfield Group in the UK and Australia, having begun his international tax career with Arthur Andersen and KPMG.

Rob Stephenson is a Founder and Managing Partner of Maven Partners, a specialist taxation recruitment business. For more information please contact Rob on 0207 061 6421 or robstephenson@mavenpartners.co.uk

Wednesday, 26 August 2009

Issues with Securing Effective Tax Relief for Financing Costs

London, 25th August 2009

The question as to whether or not a group is securing effective tax relief for its financing costs is not a new issue. In fact, treasurers and finance professionals spend many hours locked up with their tax advisers with the precise aim of ensuring that effective tax relief is secured. Furthermore, in an increasingly complex tax environment, the raft of thin capitalisation, transfer pricing and anti-avoidance often makes this a difficult and arduous process, but again this is nothing new.

So why is the position any different in the current economic environment?

With the first scenario there isn't too much to say in the context of this article. If a company's business performance has deteriorated to a level where full tax relief isn't being secured for its financing costs then tax relief will be the least of its worries.

With the second scenario, however, there is much to consider.

In recent years, international groups have become increasingly sophisticated in terms of their intra-group financing arrangements. In this regard the balance sheets of group companies are invariably arranged to ensure that the maximum level of debt is 'pushed-down' to companies with sufficient tax capacity to absorb the associated financing costs.

In a normal economic environment, such intra-group structures require little maintenance: profits remain stable or grow and financing costs are paid to the group parent or finance company, which in turn makes payments to the third party lender.

In the current economic environment, however, the position can be very different with the following three issues being of particular relevance.

First, trading results are likely to be highly volatile (with the level of volatility depending on markets, jurisdiction, etc), thus potentially putting previously secure tax deductions at risk if the company suffers a major drop in profits or makes a trading loss.

Second, the balance sheet of the group company could deteriorate to such an extent that the debt:equity ratio no longer satisfies the local thin capitalisation and transfer pricing criteria, whether the criteria is statutory or set out in an advanced agreement with the local tax authorities. Again, previously secure tax deductions may now be at risk.

Third, cash flow could be such that a group company is not able to pay the financing costs to the group parent or finance company as they fall due. If the group company had borrowed directly from the third party lenders, in many cases this shouldn't give rise to a tax issue on the basis that most European jurisdictions provide for tax relief for financing costs to be given on an accruals basis, i.e. as charged in the accounts. With intra-group debt, however, this is not necessarily the case and there are a number of instances where relief for financing costs arising on intra-group loans is only given on a paid basis. So, again, previously secure deductions may now be at risk.

So, given this, what action should treasurers and finance professionals be taking?

Treasurers and finance professionals should be reviewing their intra-group financing structures to ensure that in a volatile environment the group's intra-group financing structure continues to be effective. Failure to do this could result in tax relief not being secured for financing costs and ultimately this may result in higher cash tax payments being made than were expected

In terms of undertaking the review this should of course be done in conjunction with the Tax Department. In my experience, however, it is often more efficient to bring in a specialist tax professional on an interim basis to be responsible for both managing, driving forward and delivering the review. In particular such a specialist tax professional will be able to act as bridge between the Treasury and Tax departments thus allowing both to continue with their day-to-day work-streams, largely unhindered by the review.

Martin Bardsley, Senior Director with Alvarez & Marsal Taxand UK, serves as head of the firm's Treasury & Financing Tax practice and also leads Taxand's Global Financing service line. Taxand is a global network of leading tax advisors from independent firms in nearly 50 countries.

Martin brings over 20 years of experience in providing corporate and international tax advice to a wide range of multi-national clients and has significant experience in advising on Treasury and Financing transactions, both in the corporate and financial industry sectors. Prior to joining Alvarez & Marsal, Martin spent 17 years with the tax groups of PricewaterhouseCoopers and KPMG, 13 of which were spent in London focusing on Treasury and Financing Tax. Martin also completed a long-term secondment to a major FTSE 100 multinational firm during 1998 and 1999 where he was tax adviser to the Treasury, Corporate Finance and Asset Management teams.

For more information contact Rob Stephenson, Managing Partner of Maven Partners on 0207 061 6421.

See our website at www.mavenpartners.co.uk for more information.

Monday, 10 August 2009

Increases in demand for experienced Interim Managers

One would hope that we are going to start to see the next phase of this recession pretty soon and the signs are there. Volumes of research have been undertaken and the good news is that, for those of us who either work in or provide services to the finance industry, things should soon start to look rosier.

Safety in the specialism

In a recent survey by a large recruitment business that outlines the safest jobs to be in during a recession, unsurprisingly finance ranks highly. Those working in finance as accountants, risk and compliance specialists or internal audit professionals will be deemed as increasingly necessary to businesses either looking to survive the downturn, or to deal with those that don’t manage to. Those with an insolvency specialism are and will continue to be in demand.

The interim solution

We are already seeing businesses start to rely more on interim managers within finance and taxation to deal with change. Organisations will increasingly look for seasoned interim professionals with exposure to dealing with change to add value to the business. Interim Finance Directors and transition or turnaround specialists are already being sought to help turn loss-making businesses into profit, or to restructure finance functions. The benefits of using highly experienced interim managers far outweigh the perceived cost. The value of having an external person coming into the business with a proven ability in delivery in challenging times is priceless. The flexibility of having someone being paid on a daily rate basis can also be useful if the individual completes the assignment ahead of time for example.

Experience Counts

As the market for the top end interim positions starts to build, we should also see an increase in project based and mid-management level interim roles as the economy begins its slow incline. The competition for each interim role remains high and businesses are taking a far more cautious approach to the selection of individuals at every level. Those that have proven ability as a career interim manager are certainly seeing more success than those who haven’t had in depth prior exposure.

Mary Driscoll is a Managing Partner at Maven Partners, a specialist Interim Management and Temporary Recruitment business. Please contact me for individual market advice.

marydriscoll@mavenpartners.co.uk

See our website at www.mavenpartners.co.uk for more information.

Monday, 3 August 2009

International corporation tax: a review of HMRC’s relationship with customers and their advisors

London, 3rd August 2009

In a recently published review HMRC explore feedback from multinational companies and their advisors looking at issues that need to be addressed in respect of its handling of international corporation tax issues.

Background

The review was commissioned to look at customer and stakeholder views on HMRC’s handling of international corporation tax issues. HMRC have twin objectives: closing the tax gap (ensuring that the right amount of tax is paid under the law) and improving both the customer environment and the UK business environment.

Key Themes

A number of themes emerged from the feedback:

  • The importance of the speedy resolution of issues
  • Greater certainty is required
  • Improvement of commercial understanding
  • The desire for a joined up approach across HMRC

The feedback also suggests that HMRC has been travelling in the right direction following the 2006 Review of Links with Large Business but there is more work to do, particularly in the context of international corporation tax.

A Balanced Approach

The challenge for HMRC with international tax work is to balance its twin objectives detailed above. This can be difficult for a number of reasons:

  • The stakes are high with amounts of tax involved regularly running into the £hundred millions
  • Issues are technically complex. For example, transfer pricing requires a high level of commercial understanding across numerous industries and involves an application of economic principles.
  • International tax issues can take years to resolve given this complexity

Meeting the Challenges

To meet these challenges it is essential for HMRC to forge a constructive relationship with its large business customers and their advisors. This relationship needs to be forged out of deeper understanding on all sides along with greater transparency and objectivity.

Rob Stephenson of Maven Partners has previously worked with HMRC to add commercial tax talent to the Anti Avoidance Group. Relationship building is at the heart of all our activities.

Rob Stephenson is a Managing Partner at Maven Partners, a specialist tax recruitment business.

robstephenson@mavenpartners.co.uk

+44 (0)207 061 6421

Sunday, 19 July 2009

Using social media to resource people - how effective can it be for a business?

A number of organizations at the moment are trialing the use of sites such as Linked In, Twitter and Facebook to resource candidates for internal roles directly. The rationale behind this? To try to avoid agency costs and any associated advertising spend. It will be interesting to see how well this works for companies in the long run; my guess would be that there are a few factors that will come into play.

Firstly, the size of the organization - if there is an employee (s) whose sole role is resourcing then it makes sense that these extra channels are used to find people, as long as there is the spare budget for placing the adverts. However, in large organizations recruitment consultancies are often used alongside direct advertising.

Secondly, the response is often very varied, as to find a job on Linked In for example, you have to be searching for it, unless it is posted on a group of which you are a member, in which case you may notice it. The feedback I am getting from companies who are choosing to use this method solely, is that it is taking a very long time to find the right people. Line managers are therefore getting frustrated at the process and more pressure is put on existing members of staff. Not good.

The point that seems to be being skimmed over at the moment is that even if you find the right person via that route, you have to look at the time spent on doing so. Many CVs have to be assessed and responded to, most of whom won't be suitable. Then there is the time spent on interviewing incorrect people because there is no history or other information available via these means. You are basing your decision around whether to interview someone purely on a piece of paper and perhaps a telephone conversation.

I don't know if you remember the "big boom" of the on-line IT recruiters a few years back where consultants weren't meeting people they were submitting for roles, and in lots of instances weren't even talking to them? Whilst seemingly efficient it was quickly established that this was not a great way for the industry to move as a whole.

It pays to remember the point of using recruitment businesses to find the best people. We take the hard work out of the process. We meet every candidate and offer detailed additional information on personality and potential pitfalls. We should in some instances shorten the time spent on finding the right people. We are experts in our field and therefore able to add value to the process.

Recruiters should definitely be using social media sites as a route to finding additional suitable candidates - it is just another resource that is now available to us to find the best people for you.

Mary Driscoll is a Managing Partner at Maven Partners, a specialist Interim Management and Temporary Recruitment business.

marydriscoll@mavenpartners.co.uk