SkillPages turns 21 and goes freemium

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skillpages-logoDUBLIN- February 6, 2014- SkillPages, the world’s trusted network of people with skills, has launched a range of premium accounts to cater for its 21+ million users.

The new accounts are designed to suit three main types of users on the freemium platform – service providers, recruiters and job seekers.

While other platforms tend to only support people with white-collar jobs, SkillPages is suitable for all kinds of workers. Almost two-thirds (61%) of its users are in white-collar jobs but over a third (39%) are in other industries such as construction, media, crafts and agriculture. Everyone from a carpenter who wants to find an instant job to a recruiter looking for a mechanical engineer will get what they are looking for on SkillPages.

Head of Product at SkillPages, Stephen Forbes, said: “The launch of our premium accounts marks the next phase in the development of SkillPages as a world-class platform.

“We have a wide variety of users on our platform, from recruiters looking for PHP developers to homeowners who need plumbers, and from accountants who want to move up in the career ladder to cartoonists looking for their next commission. The premium accounts have been designed to give our users a more tailored experience.”

Recruiter Account

Target: In-house and external recruiters for white-collar and non-traditional jobs, managers and all employers

Main features:
· It includes tools such as advanced search filters as well as profile and job insights.

· Suggested lists of candidates for the job save time.

· “Who viewed your job” gives recruiters an indication of the kind of candidate interested in the job post.

· Saved profiles, searches and alerts when a new candidate signs up mean recruiters never miss out on a potential candidate.

· Recruiters can access up to 500 results per search.

· Only recruiters can view “secret” job seekers – those that are looking for a new job but don’t want their current employers to find out.

Pro Account

Target: Service providers and freelancers

Main features
· It includes a personal webpage that allows the account holder to easily create a unique web presence for their business.

· Profile insights and enhanced messaging give the user access to more clients and customers.

· Account holders will be highlighted in search results, and they can unlock the Request a Call-Back feature, which will alert the user when a potential client wants to get in touch.

Job Seeker Account

Target: All types of job seeker

Main features:
· Only verified recruiters can see if the user is a job seeker or not.

· Account holders can keep track of their job applications, see who is interested in their profile with profile insights and access up to 250 results for every job search.

· The user will get instant alerts when new jobs match their searches.

SkillPages turns 21 infographic

Launched in 2011, SkillPages is the world’s trusted network of people with skills. Our mission is to create new opportunities for everyone, everywhere. Over 21 million people from 170+ countries have joined the platform. Every month, millions of people visit SkillPages to find skilled people, get found by people who need their skills and to discover new skilled people to collaborate with. SkillPages has offices in Palo Alto, Singapore and Dublin. For more information, visit and

One in Five Organizations Hiring for HR, SHRM’s Survey Shows

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Human Resources Knowledge

First HR Jobs Pulse Survey: 37% of HR professionals likely to start a job search

ALEXANDRIA, Va. — More than one-third of human resource professionals plan to seek new employment in the near future, the Society for Human Resource Management (SHRM) said today in its first HR Jobs Pulse Survey.

The majority of HR professionals (79 percent) responding to the survey said they were confident that they could land another job.

“We will be seeing definite churn in the HR profession,” said Deb Cohen, SHRM’s senior vice president of Knowledge Development. “This first HR Pulse Survey will create a foundation from which to understand that churn and enable SHRM to predict what it means for the HR profession and employers.”

Almost all of the respondents who said they planned to seek new jobs — 95 percent — said they would look for employment within the HR profession.

But, just like the job market overall, hiring for HR professionals is not widespread. One in five organizations said they were currently hiring for HR positions, the pulse survey showed.

Of the organizations with HR job openings, the country’s largest employers (those with 25,000 or more employees) are hiring at the highest rate — 62 percent of those companies have openings.

The majority of openings were for HR generalist positions (70 percent of organizations seeking generalists), followed by employment/recruiting positions (40 percent), administrative (32 percent) and employee relations (28 percent).

“The big question,” Cohen noted, “is whether or not the churn this will create will result in more opportunity for HR professionals.”

But not all HR professionals are secure in their jobs. Thirty-nine percent of respondents said they had some degree of concern with job security (32 percent were “somewhat concerned;” 7 percent were “very concerned”). Those most worried about job security were early-career HR workers.

The new HR Pulse Survey — which examines hiring trends in HR as well as HR professionals’ views about their job security and the ability to find employment elsewhere — will be done at regular intervals. The survey is based on the responses of HR professionals at all levels: early career, mid-career, senior and executive.

“This is insight we haven’t had before,” Cohen said. “With this pulse survey, the first in a planned series, SHRM is able to better understand the HR profession and how the profession influences organizations.”

About the Society for Human Resource Management
The Society for Human Resource Management (SHRM) is the world’s largest association devoted to human resource management. Representing about 260,000 members in more than 140 countries, the Society serves the needs of HR professionals and advances the interests of the HR profession. Founded in 1948, SHRM has more than 575 affiliated chapters within the United States and subsidiary offices in China, India and United Arab Emirates. Visit SHRM Online at and follow us on Twitter @SHRMPress.

Are Your Workers Employees or Independent Contractors?

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Proper classification can help avoid IRS trouble.

Uncle Sam

ST. PAUL, MN, January 30, 2014 /24-7PressRelease/ – If you own a business, it is your legal obligation to properly classify your workers as either employees or independent contractors. It is important that the classification be done correctly to avoid problems with the IRS. The main purpose for classifying a worker is to determine the taxes and recordkeeping for which your business will be responsible. If you fail to accurately report an employee you may be held liable for past due employment taxes. There are relief provisions in some circumstances.

The following information is intended to assist you in making the correct classification. If you need further information, give us a call.

Worker Classifications – The IRS has four different worker classifications:

w2 form

1. Independent Contractor -An independent contractor controls the kind of work he/she takes on and how the work is completed. The business hires the independent contractor to complete the work and only controls the end result or product. While the business may set deadlines for an independent contractor, it may not set specific work hours.

2. Employee – If a business controls what, where, when and how work is done, the individual doing the work is normally considered an employee.

3. Statutory Employee – Some workers who meet the elements to be an independent contractor may still be considered an employee due to specific statutes designating them as such. Statutory employees include:

- Individuals who work from home under specific instruction with materials the business provides, which materials are returned to the business or someone named by the business;

- Certain food and beverage delivery drivers;

- Commissioned dry cleaning and laundry drivers;

- Insurance agents working primarily for one life insurance company selling life insurance or annuity contracts; and

- Full-time traveling salespersons who submit orders directly to the business from other businesses or wholesale establishments.

4. Statutory Nonemployee – Statutes deem some workers, who would otherwise be considered employees, nonemployees. These include:

- Direct sellers and real estate workers who are not paid on an hourly basis; and

- Companion sitters (home health aids and private nurses) not employed by a placement service.

Still not sure as to how to classify a worker? – In some cases it may be difficult to arrive at the classification of a particular worker. To get an answer up front, you may wish to complete and submit form SS-8 to the IRS, allowing the IRS to make a determination of the worker’s status. Form SS-8 and its detailed instructions can be downloaded online from Consult with your attorney before filing the form. You may direct any questions to Paul Overson of Coodin & Overson, PLLP

Changing Times for Job Search Interviewing

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