Posted: September 23, 2020
Category: Compliant Payroll, Data Security, Gig Economy, Government & Public Sector, Payroll Technology, Solutio News

Complimentary ‘Switching Service’ to Help Payroll and Recruitment Business Deploy Solutio & Cleanse their Data

Recognising the problems some potential clients have with regards to extracting and cleansing their data to ensure it is compatible with Solutio’s cloud and app-based payroll platform, we have created a dedicated ‘switching service’ to ensure a smooth transition process from previous ‘legacy’ systems.

The free and fully managed ‘switching service’, devised in association with QXAS, gives clients the opportunity to migrate their data for cleansing by Solutio’s team in advance of running a succession of dummy payroll runs.

During this exercise, payroll teams will be assisted throughout every step of the transitional process until they are trained to use the system for themselves. There is no time limit on this process as it is imperative that clients are empowered to use Solutio for themselves for the mutual benefit of all parties.

The free ‘switching service’ includes the following elements:

  • One-to-one training with Solutio’s UK-based team of software experts
  • Unlimited video conferencing sessions and telephone support when required
  • Includes screen sharing, plus ‘live’ and real-time system management
  • Advanced data analysis and cleansing prior to entering into Solutio
  • Complimentary trial with QXAS outsourced accounting & payroll services
  • Access to the Solutio Academy online training platform & video library

Solutio and QXAS have formed a potent commercial partnership to provide prospective clients with a complete end-to-end payroll solution that is affordable, efficient and compliant.

For more information regarding this unique opportunity to deploy Solutio, please contact Sophie Law (Business Development Manager) on 0203 819 7970 or via sophie.law@solutio.com

 

SUPPORTING ARTICLE FOCUSSING ON DATA MANAGEMENT

Andrew Pinnell, Solutio’s Communications Director, posits his observations and insights with regards to the importance of strategic data management in the recruitment industry.

Data Really is the New Oil – An Introduction

It has become something of a cliché in industry and technology circles but suggesting that data is as potentially lucrative as oil is being ratified especially in our increasingly digitally driven times. Of course, social media behemoths such as Facebook, Instagram and Twitter (let alone Linkedin) have long-since recognised the value of data and based their business models on the largely stealth collation of personal information in exchange for (limited) access to their various platforms.

A combination of naivety and irreverence resulted in billions of us giving away our demographic details, buying habits, media preferences and even sensitive financial information with barely a second thought. Eagerly entering said information into a myriad of web forms, apps and search sites handed the tech giants an accurate and up to data global database for free.

Lucrative in the extreme, this data has been used to bombard us all with ads for every conceivable consumer product or service, plus bewilderingly sophisticated and blatant political messaging from organisations who may or may not have our best interests at heart. You may question the relevance of these opening statements to the UK recruitment industry, but read on as the same rules, trends and techniques should be acknowledged by any entrepreneur looking to scale-up a business in the new COVID world.

Data-matching – The Reality is, it Works!

With new assignments destined to becoming increasingly scarce as the economy shifts wildly from a PAYE-based structure to a contractor-led environment, the data held by recruitment businesses needs to be both accurate and up to date. Ultimately, recruitment is a data-matching service where suitably deemed candidates are aligned with vacancies relevant to their skills and experience; should the information relating to either the person or the job be wrong, then the whole process falls over at the first hurdle.

No longer the preserve of well-meaning consultants with an intimate knowledge of their candidate pool, the process is now controlled by algorithms, bots and AI programmes scanning for prescribed keywords in resumes and job descriptions. The new rules demand that the more relevant the data, the more successful the outcome which in this case, is a successful (and lucrative) placement.

From personal experience, I recently started receiving emails from a job board that I had never heard of. Somehow, the platform has mined my location, email address and professional skill sets and send me a ‘job alert’ email at 7am on the dot every weekday morning; sadly for them, their assumptions about my career aspirations are somewhat awry as this morning’s missive invited me to apply for a healthcare assistants role in Somerset and a support workers post in Birmingham among many other inappropriate positions.

You get my point. Despite covertly getting hold of my data, the rest of the process has failed dismally and only resulted in irritation and reputational damage. Conversely, the promotional code I received from Diptyque last week inspired me to part with almost a hundred quid on a new scent and a candle; get it right and the rewards can be staggering.

The Problem with Software & Data

‘You get out what you put in’ is a truism of business-critical significance when it comes to software, We have all experienced our names being spelt wrong in direct communications from organisations lazily spewing out their ill-conceived Mailchimp campaigns or hastily posted brochures. Annoying at best, but at least these examples have no real commercial consequence except for rolling of the eyelids or shake of the head. When it comes to more meaningful repercussions, the folly of entering inaccurate information into a software platform becomes apparent, particularly with regards to paying workers via Solutio.

Sophisticated as it may be, software can make little allowances if a contractor’s personal data or an assignment schedule is inserted erroneously. Simply exporting a spreadsheet without prior cleansing inevitably leads to a succession of mistakes which frustrates all parties including most notably the worker who receives an incorrect payment or, even worse, no wages at all.

Many recruitment businesses readily admit to failing to manage, update and analyse the data they hold despite the well-meaning intentions of GDPR and data protection legislation. Those companies who do treat data as a valued asset reap the rewards in the form of increased response rates, more sales and an enhanced brand reputation.

The problem is that checking, editing and correcting data is a time-consuming, laborious and largely manual task. Once the initial data sets are fit for purpose, the process for maintaining information becomes much easier; for example, every time I log into my bank account, I am forced to confirm my email address and phone number with any changes automatically updated in my account.

To find out more information about Solutio and any of their Commercial Partnerships, please contact Sophie Law (Business Development Manager) on 0203 819 7970 or via sophie.law@solutio.com.