dinsdag 27 november 2018

Presentation company creation and subventions and recruitment in romania on the fit seminar 28 November 2018

Romania is oxygen for your business
I spoke about :
- company creation in romania
- recruitment in Romania
- subventions in Romania
I gave a testimonial of 15 years of business adventures with practical tips on company creation, recruitment and subventions in Romania.
If anybody is interested we can do all of this for you as we helped more then 250 clients in Romania with their business.
Just mail me frjacobs@telenet.be

Download the full presentation:

The tax rate for a micro enterprise with one full-time employee amounts to 1% in Romania

The revenue threshold of a micro enterprise will be EUR 1 million, from January 1, 2018. The tax rate for a micro enterprise, with one full-time employee, amounts to 1%, whereas the tax rate for micro enterprises with no employees reaches 3%.
According to the latest changes in the Fiscal Code,  a newly established legal entity is required to follow the micro-enterprise tax regime starting with the first fiscal year and will remain under this tax regime if it meets all of the following criteria:

1.     The maximum threshold of annual turnover is EUR 1 million;
2.     Income generated from consultancy and management activities is not more than 20% of the annual turnover;
3.     It does not carry out any banking, insurance and reassurance, capital markets, gambling or upstream oil & gas activities;
4.     The share capital must be held by entities other than the state or the local authorities.

As long as the micro-enterprise continues to meet all of the above criteria, its status will remain.
Any newly registered legal entity with a share capital of at least RON 45,000 may choose to become a corporate income taxpayer as of its date of incorporation.
Any existing micro-enterprise with a share capital of at least RON 45,000, as well any existing micro-enterprise that increases its share capital up to this threshold may also opt to become a corporate income tax payer.
As from February 1, 2018, companies that are qualified as corporate income taxpayers, but their annual revenues fall below the threshold of EUR 1 million will have the obligation to apply the micro-enterprise tax regime.

Taxation on micro-enterprises
Micro-enterprises are taxed on their turnover. Micro-enterprises with at least one full-time employee are subject to a tax rate of 1% imposed on the business income, representing RON 1.000. Moreover, the firm has to pay to the state the imposed social contributions (pensions, health, work contribution) and the income tax for each employee. One should know that micro-enterprises with no employees are subject to the business income tax of 3% imposed on profits generated in one fiscal year.
Taxpayers of income tax like companies with a turnover of more than EUR 1 million may choose, according to the Fiscal Code, for the calculation, declaration, and payment of profit tax on a yearly basis or for quarterly instalments.

What is the threshold for micro-enterprises in Romania?

The modifications of the Fiscal Code for 2018 mention that the income tax is applicable for micro-enterprises with revenues under EUR 1 million registered in 2017. This rule does not apply for juridical entities with activities in the banking sector in Romania.

Tax deductions for micro-enterprises in Romania

According to the Fiscal Code for 2018, micro-enterprises in Romania can also benefit from tax deductions. More specifically, they may fall to 20% of tax for sponsorship, for the quarter in which the expenditures were registered. This feature is applicable starting with the second quarter of 2018. For a proper understanding of the new business and tax rules for micro-enterprises in Romania, it is best to talk to one of our accountants in Romania. They can help small, medium and large entrepreneurs align with the tax regulations imposed by the Fiscal Code and its modifications.

More info mail frjacobs@telenet.be

woensdag 7 november 2018

Survey recruitment trends in 2019

Some things to consider….as we are close to 2019. Some points can be converted in actions or strategies. You can ask yourself some questions as you start the new recruiting year:
Do you use the power of employee referrals ?
Employee referral is an internal recruitment method employed by organizations to identify potential candidates from their existing employees' social networks. An employee referral scheme encourages a company's existing employees to select and recruit the suitable candidates from their social networks. Employee referrals are a very popular method for finding high-quality candidates through recommendations from company's current employees. By setting up employee referral programs, companies can improve their time, cost and quality of hire.
Did you consider candidate referrals on social media ?
If we accept that to gain new business through referrals is an attractive proposition, how do we apply that knowledge to the recruitment arena? Or more specifically, how do we apply the concept of referrals to help us attract new, high-quality, candidate applications in a tight candidate market ? Linkedin gives a powerful toolkit for candidate referrals in order to generate candidates for profiles. Do you use it systematically ?
What CRM styrategy do you have ?
Candidate Relationship Management (CRM) is a method for managing and improving relationships with current and potential future job candidates. Since we live in a candidate-driven market, having a CRM strategy has become an absolute must!
What is your inbound recruiting strategy ?
Inbound Recruiting is a recruitment marketing strategy where you proactively and continually attract candidates with the goal to make them choose you as their next employer. Your goal in inbound recruiting is to attract, convert and engage candidates. What is your inbound recruiting strategy ?
Mail me for a tailor made approach: frjacobs@telenet.be
What HR tools do you use ?
Recruiting without HR technology has become mission impossible. There is a variety of great HR tools that significantly improve and fasten recruiting and hiring processes.
Where is the human touch that you added ?
Technology certainly makes recruiting tasks easier. But as you use more technology, you lose the humanness that people connect with.
You need to use some recruitment innovation to avoid a fully-robotic process. Make sure you use candidate names in correspondence. Try to recall personal details when talking to candidates. You can store notes about topics to discuss in your recruiting software.
Is your website mobile friendly ?
The best recruiting websites are designed for mobile. Not only should it be easy to find information while using a device, but candidates should also be able to apply for jobs from their phones. Recruiters who require applicants to switch to a desktop are going to suffer as people do more web browsing on the go and from the couch.
Can people work remote ?
As more jobs move completely online, more employees will work from home. Workers will be less willing to move for work. You will need to find ways to accommodate remote candidates. This will likely mean more video interviews and working around time zones. You might also need to convince clients to consider remote candidates. You might need to help clients learn how to interview candidates who live across the country. Workplace culture might not be as important to candidates, so you and your client will have to sell candidates on other job features, such as time off and educational incentives.
Mail me for a tailor made approach: frjacobs@telenet.be
Did you already experiment with video recruiting softwares ?
Video Interviewing or Video Recruiting or Digital Interviews is a fast emerging field in the landscape of recruitment today. This is an easy way to screen a high volume of candidates. The employer defines a set of questions on an online
recruiting software and invites a list of candidates to answer these issues.
Synchronous interviews are conducted live over the internet with both the interviewer and the candidate in attendance and are often used as an alternative to an in-person interview. In contrast, asynchronous video interviews are recorded by the job seeker at a time convenient to them. Typically, the applicant responds to questions displayed by the video interview platform. The hiring manager is not present for the interview.
The hiring manager has two main options. Some organizations conduct an online interview using popular, consumer-grade video platforms, such as Microsoft Skype and Apple FaceTime. This is the least expensive approach and is generally easy to set up. The drawback is that the technology can do little more than establish a connection and record, store and categorize the videos.
The other main option for the interviewer is to use specialized video interviewing software from vendors, such as HireVue, Montage, Spark Hire or Sonru. These platforms have data capture and analytics capabilities that the consumer video software lacks and have more controls for scheduling video interviews and sharing the videos among hiring managers and HR.
Do you use structured interviews to increase efficiency and to prepare for video recruitment ?
A structured interview (also known as a standardized interview or a researcher-administered survey) is a quantitative research method commonly employed in survey research. The aim of this approach is to ensure that each interview is presented with exactly the same questions in the same order.
Research shows that these interviews are much more effective than unstructured or semi-structured interviews, which is why they are being used by more and more employers. In recruiting a structured interview is a type of interview in which all the candidates are asked the same questions planned in advance
Mail me for a tailor made approach: frjacobs@telenet.be
Are you GDPR ready ?
Don’t think this new law applies to you? Think again! If you have even ONE European resident as a customer or email subscriber, it most certainly applies to you…and failing to comply could cost you BIG TIME!
General Data Protection Regulation (GDPR) is a new piece of EU legislation that will replace the current Data Protection Act (DPA) with the goal to unify data regulations within the EU. Staying compliant with GDPR is one of the top priorities for recruiters around the world.
What is your hiring metrics toolkit ?
Data-Driven Recruiting and HR Analytics are expressions used to demonstrate recruiting methods in which planning and decision making are based on data acquired through HR technology such as Applicants Tracking Systems and Recruitment Marketing Platforms.
Are the recruiting efforts linked with the overall strategic goals ?
Stop! Does Your Talent Acquisition Program Align With Your Business Strategy? Strategic alignment is another recruiting trend that will gain more attention in 2019. Strategic alignment means linking recruiting efforts with the company's overall strategic goals. That way, recruiting can be planned and executed in the most efficient way to support and drive the company's growth.
Mail me for a tailor made approach: frjacobs@telenet.be