Compliance by Country: The Netherlands

At Recruit 121 Limited we pride ourselves on connecting the world’s best-run businesses, with the very best talent. In doing so, we have provided thousands of candidates to more than 500 SAP customers around the globe.

When placing candidates in different countries, we work closely with contract management specialists to ensure that candidates fully comply, not only with the stipulations of the job they are working on, but also with the regulations of the country that they are placed in.

Here, Naveen Joshi, B.Com, GMS, EPGDIBS, Head of Research & Development at contract management and talent mobility specialists Access Financial, provides answers to frequently asked questions for contractors working in the Netherlands.


For a contract where a consultant will be working in The Netherlands, what are the residency rules/requirements and how does one go about registering in the country if required to do so?

It is mandatory for everyone to register in person with the municipality where he/she will reside, within 5 days of arrival, if he/she intends to stay in the Netherlands for 4 months or more.

Partners and children travelling with the contractor must also be registered in person.

Upon registration with the municipality, the contractor will receive a provisional certificate of registration. Thereafter, the contractor has to report to the Immigration and Naturalisation Service (IND) to apply for a residence permit. Once, IND has accepted the application, they will inform the municipality, who will then issue the BSN (burger service number or citizen service number) and send it to the registered address.

Do I need to move from a Limited Company to an umbrella company? 

It is possible, in the Netherlands, to work through your own foreign Limited Company (Personal Service Company). However, before starting your business activities you have to register your foreign PSC with the Dutch Chamber of Commerce and also have to apply for a VAR (Verklaring arbeidsrelatie). There are four types of VAR and the relationship between you and your agency/client will determine which VAR you will receive. If you are considered as a deemed employee, the agency/client hiring you will be responsible for paying income tax and social security contributions on your behalf. Also, the staffing agency or umbrella company who has hired you must also be registered with the Dutch Chamber of Commerce and should be compliant under the WAADI Act. As a deemed employee, all of your income will be considered as wages and subject to Dutch income tax and social security.

Hence, it is recommended to move to an umbrella company that is registered with the Dutch Chamber of Commerce and compliant under the WAADI Act.


What are the income tax and social security rates in The Netherlands? 

In the Netherlands, social security contributions (national insurance) are paid together with the income tax and included in the first two income tax brackets. Income tax is charged at a progressive rate from 36.5% to 52%, including national insurance contribution of 28.15% (for 2015). In addition, the employer is required to pay contributions under unemployment insurance, occupational disability insurance, sectoral contributions, child care contributions and health insurance. All social security contributions paid by the employer are calculated on the maximum contribution base of €4,331.33 per month. For an employee earning a monthly wage of €4,331.33 or more, the maximum social security contribution paid by the employer is approximately €750 per month per employee.
Are you able to give an indication of the legitimate tax allowances available to expatriates? 

High skilled migrants coming to work in the Netherlands can take advantage of the 30% ruling, if certain conditions are met. Under the 30% Ruling, the employer can grant a tax free allowance equivalent to 30% of the total salary, without any receipts of expenditure. The 30% allowance paid for extraterritorial expenses is exempt both from income tax and social security. Contractors approved for the 30% Ruling cannot claim any further extraterritorial expenses, though they are still eligible for other allowances (for example, relocation allowance, travel allowance for commuting and business travel etc.).

Those who do not qualify for the 30% ruling can get deduction for extraterritorial expenses.
Do I need a VISA to work in the Netherlands? 

If you are not an EU/EFTA national, you will require a long-stay national visa or temporary residence visa (an MVV) to work in the Netherlands. You and your sponsor in the Netherlands are required to apply for the MVV and residence permit at the same time. Nationals of Austria, Canada, Japan, New Zealand, South Korea and USA are exempt from the requirement for a MVV but the sponsor in the Netherlands is still required to apply for residence permit. Once the residence permit is approved, you are eligible to enter to the Netherlands and start work.

Should I keep my company registered in my home country? What are the pros and cons of this?

Certainly if you plan to use it again, after your assignment in the Netherlands is over.

The pros and cons are the cost of keeping the company dormant compared with the cost and administration of closing down one company and incorporating another.

For more information on freelance and permanent SAP jobs from Recruit 121, call us on +44 02920 496121 or email us at: info@recruit121.com

Recruit 121 Limited and Access Financial are unrelated companies, other payroll solution providers are available and contractors should take independent advice so that their individual circumstances are properly considered.

access financial

“Professional, pragmatic and solution oriented”, Josh Williams celebrates 8 years at Recruit 121

Josh Williams Recruit 121This week, at Recruit 121, we celebrated the 8th anniversary of Josh Williams joining our team.

We caught up with Josh, now a Senior Recruitment Consultant, to find out about how his journey started, the changes he’s seen over the 8 years he’s worked within the industry and how he sees the future for those looking for work in SAP.

 

 

The road to Recruit 121:

After studying for a degree in IT at The University of Glamorgan between 2002 – 2005, Josh began to look for jobs in the IT industry. He started working with Recruit 121 in May 2007 and was immediately drawn in by the fast paced, success driven environment that IT recruitment offers.

Career Highlight:
Josh is one of the leading suppliers of freelancers to one of the biggest software companies in the world. Francesca Romagnolo, Resource manager at SAP Italia said: “Josh is very professional, pragmatic and solution oriented. His communication style is very effective and always to the point.”

Changes in the industry:
Josh is always conscious of the ever growing role of social media, particularly LinkedIn, in both SAP recruitment and the SAP industry itself. Josh uses LinkedIn to connect with SAP consultants or analysts who are looking for work, to take the time to understand their skills and preferences in order to find the right candidate for the right role – this fits in with his belief that an open, transparent and honest approach to business is extremely important.

The future of SAP jobs:
In line with SAP CEO Bill McDermott’s announcement of ‘Digital for Customer Engagement’ – a cloud CRM platform designed for individuals, small teams and SMBs but with enterprise-grade capabilities, Josh sees a move away from on premise SAP solutions to cloud based solutions on the horizon. This development brings across the expectation that there will be more vacancies for the user interface aspect of cloud.

As a Senior Recruitment Consultant at Recruit 121 Ltd, Josh specialises in locating SAP consultants for both Permanent and Contract roles across EMEA and MENA. If you are a SAP consultant or analyst, let Josh take the time to understand your skills and preferences so that he can screen our current and future SAP openings for you.

Contact Josh now on: +44 (0) 2920 496 121 or email: josh.williams@recruit121.com

Do's and Don'ts of an SAP CV Graphic

The Do’s & Don’ts of structuring an SAP CV

“Your CV is the window into your world of experience for any job application. It is your primary selling tool to an employer, and one you can’t afford to get wrong” says our Director of Business Development, James Turner.

In a bid to help you Spring clean your CV, we’ve been sharing our top tips for CV content and the importance of first impressions.

In this week’s blog, we dive in with James to discuss the do’s and don’ts of CV structure to make sure that your first impression is a strong one!

Do – Think about the length of your CV.

We recommend a CV length of 2-5 pages. Anything less than that means it’s unlikely you’ll have given us enough information. Anything more, and you aren’t being concise enough.

 Don’t – Have inconsistent formatting

There’s no need for different types and sizes of font throughout your CV. Pick one or two accentuating fonts and a standard one for the body of your text. I recommend Bolded Arial size 12 for accentuating and size 12 Regular Times New Roman for the main text. Subtle differences can be effective, and consistency really helps accentuate your most important points.

Do – Ensure that no dates of employment are missing

If a CV is logical, then it’s understandable. Putting things in chronological order goes a long way, but missing dates can raise some red flags.

Don’t – Miss out summary and overviews on experience

In our experience, the average vacancy receives 8-15 applications. This means that agencies and employers alike sometimes need to look for any reason to differentiate one from the other. A cogent summary is one of the best ways to do this because it not only shows your skill to be concise, but it also clearly communicates your most important experience that can be quite helpful.

Do – Check for poor grammar and spelling

Poor grammar or spelling is an easy way for us to filter out applicants. This is meant to be your best representation of yourself, so we expect it to be 100%. If English isn’t your first language, it’s well worth your time to have somebody else look it over before you submit it.

Don’t – Put inaccurate information in the CV

The SAP community is smaller than you might think. We’ve received false references or inaccurate project durations that we knew were untrue. False information can make you look bad, so it’s best to stick to the truth. Remember, your CV should be an honest reflection of you, not somebody else.

Do – Job position content is either too detailed or too high-level

This relates back to the length of your CV. If you tell us about your role in two sentences, you probably haven’t given enough information. Likewise, if you’ve listed every output you achieved in 20-50 bullet points, then you’ve probably gone too detailed. Additionally, if you list your outcomes in multiple bullet points, you can sometimes fail to contextually frame the precise nature of the role.

Taking a little time out to ensure that the structure of your CV fits these points is invaluable, remember, the CV is the first foot in the door to getting that dream job.

Let us help you with all the information you need on SAP jobs, contact us on +44 02920 496121 or Email us at: info@recruit121.com

First Impressions Count!

Recent studies have shown that on average, a HR Manager looks at a CV for just seven seconds before deciding whether to consider a candidate for a job.

We’ve already given you the tips on what to include in a SAP CV  but once all the ingredients are in there, how should it be structured to make you an appealing candidate for a role in SAP?  

This week, we sat down with James Turner, our Director of Business Development, to get his advice on the importance of having a well-structured SAP CV that will get you noticed.

 James, why do you see it as being so important to have a well-structured CV?

“I see your CV as being the window into your world of experience for any job application. It is your primary selling tool to an employer. If you get it wrong, it can cost you the job”.

Do you get any feedback from our customers (the employers) around making improvements??

“Customer requirements change based on their own unique vacancies, just like someone’s favourite flavour frosting! However, we hear a lot of common mistakes over and over again. It’s unfortunate because in many cases, just one or two of these mistakes can cause an applicant to not be considered for a role. The most common ones I hear from our customers are:

  1. The CV is too long
  2. Formatting is mixed and all over the place.
  3. Dates of employment are often missing
  4. Missing summary and overviews on experience
  5. Poor grammar
  6. Job position content is either too detailed or too high-level
  7. Putting inaccurate information in the CV.”

It sounds like a lot of things can go wrong… Can making these CV changes affect your application outcomes?

“In our experience, yes it can. When we provide feedback to candidates in these areas and ask them to make the changes and update their CV’s we see a marked improvement in the number of candidates that progress to the interview stage. These simple changes and attention to detail in the first instance really do improve your chances of being selected for interview.”

 So standing out from other applicants is important then?

“Without a shadow of a doubt. You only get one chance to make a first impression. Why would you make your chances of interview selection harder? On average, there can be as many as 8-15 applicants per vacancy that our customers will review. Getting them to read past page 1 is key, but any of these mistakes can reduce the possibility of that happening”.

You wouldn’t turn up to an interview in your faded jeans and moth eaten jumper (we hope!) so why let your CV make the wrong impression. Avoid the rubbish bin and get yourself seen by those all-important decision makers.

 Let us help you with all the information you need on SAP jobs, contact us on +44 02920 496121 or Email us at: info@recruit121.com

Recruit 121’s Top 10 Tips for a Killer SAP CV.

Winter is almost over. Days are becoming longer and it won’t be long until Spring has sprung.

A symbol of beginnings, it could be time to think about Spring cleaning your career, progressing forward or maybe aiming for something totally new.

A great place to start is brushing away that virtual dust your CV has gathered up sitting unopened on your computer.

Our Delivery and Resource Manager, Richard Jones shares his top 10 tips for a killer SAP CV:

1. Include all versions of SAP that you’ve worked on.
It’s important that employers are certain you’re qualified. As SAP software is constantly changing, skills can become outdated and even irrelevant. By listing each version of SAP you have worked on, employers can see how your skills work in relation to specific roles. It is also valuable to include any SAP Certifications which could be of significant interest to prospective employers and Project Managers.

2. Include all industries you’ve worked in.
SAP works across a multitude of industries, often with transferable skills. It is important to mention these, however you should give particular attention to any experience you’ve had in the industry of the current job you’re applying for.

3. Include the type of implementation.
Whether the contract you’ve previously worked on was a greenfield project (setting up a brand new system), an upgrade (updating the software to a more recent version), a template (developing repeatable processes) or a rollout (taking an existing template project and simply localising it) it is important to state this in your CV so it is clear to the employer the type of experience you have.

4. Make your work experience chronological.
This may seem like common practice, but by listing your most recent work first an employer can determine what your last experience was, and how this could transfer into a new role.

5. Highlight any extensions you’ve received.
Contractors may be brought in on a six month contract (see our freelance advice post); if this is extended for an additional six months it speaks volumes to how helpful an employer finds the work carried out. This will imply a good skill set when looking for other work.

6. List all languages that you speak.
SAP has more than 282,000 customers in 188 countries, which means that you may often be dealing in multi-lingual businesses. Proving that you can converse in different languages could stand you in good stead with potential employers.

7. List your availability.
Most companies will keep your record on file, which means even if they don’t hire you for the job which you’re applying for, they may contact you as new vacancies appear. It’s a great way to keep your foot in the door.

8. List your contact details.
It’s important that employers can contact you, so include your details, especially email and phone number.

9. Get your CV in as quick as possible.
Some companies will stop searching for a candidate as soon as they feel that they have a viable CV, so it’s important that you’ve got one ready to go as soon as you find a post you’d like to apply for.

10. Use a trusted recruitment company.
Specialist recruitment companies like us can fill 1000’s of jobs per year. No generic job board is able to leverage the internal industry contacts that a specialist company has, so use springtime as your new beginning and get the role in SAP you’ve been waiting for.

For more information on SAP jobs, contact us on +44 02920 496121 or Email us at: info@recruit121.com

Freelance Employment  – Could it be ‘THE  ONE’?

With Valentine’s Day fast approaching, many people across the world are analysing their relationships and thinking about the next steps.

Questions such as ‘is this for the long term?’ and ‘are we the perfect match?’ are common place when thinking about a bond with a loved one, but can they also work when thinking about your career?

At Recruit 121, we serve organisations domestically and overseas on a “one-to-one” basis. With thousands of placements to more than 500 SAP customers around the globe, we are helping to create the perfect match between candidate and employer.

When thinking about the length of relationships on a career basis, freelance placement options are becoming increasingly popular. Many employers are upping the number of freelancers they are taking on, for reasons such as special projects and high workloads; freelance assignments have become a popular choice for many professionals when considering their career options.

In our experience there are four main characteristics of freelance assignments, in SAP, that you should consider when figuring out if it’s ‘the one’ for you.

  • There is no typical contract length. Some SAP contract candidates are brought in for a half day assessment whilst some are placed for several years. However, contract roles have the potential for extension or development on to a permanent basis, meaning they are often a great way to get your ‘foot in the door’ with an organisation. We are, however, seeing an average increase in contract duration. In 2014, the average length of a freelance placement was 4.5 months, an increase of 63% from 2013.
  • Some companies offer flexible working opportunities for freelancers. Working from home, partial expenses paid for and flexible work hours are all potential benefits for freelancers, this will depend on the employer.
  • You can get a sense of your long term goals. Many freelancers enjoy the freedom of being able to work with a variety of companies on different projects. Taking on freelance roles can be a great way to see which type of role you prefer and help you think about longer term career goals. Additionally, it gives you the freedom to take time off in-between assignments (summer vacations anyone?)
  •       The more attractive your CV is, the better your prospects. Just like in the dating game, marketing yourself well is a great way to get the attention of a prospective partner. One of the best ways to do this for your career is to talk to a specialist agency because they have the closest relationships with the employers.

It’s clear that there are many benefits when considering entering into freelance roles. They can be great as a stepping stone into companies, or for those looking for the option of flexibility; they also have a much higher pay rate. Just like a relationship, it’s just about weighing up the options in order to determine whether you’d be the perfect match.

For more information on SAP jobs, both freelance and permanent, contact us on +44 02920 496121  or Email us at: info@recruit121.com

Do you remember the first time?

Whilst all at Recruit 121 in the UK look forward with anticipation to 2015, we have been reflecting on the past.

It has been an incredible 14 years since Recruit 121 Limited was first incorporated in the UK.  Since then we have seen Recruit 121 LLC grow business significantly in the US and our international team develop to a point that we have concluded over 3,500 placements with the world’s most talented SAP consultants in many of the most highly-regarded global companies. 

We have seen much change in this time.  SAP has grown in popularity, market share and has continued to expand through the acquisition of a variety of dynamic competitors and complimentors, including the recent $8.3bn acquisition of Concur.  Much has changed in the sphere of recruitment too:  The growth of social media in general and LinkedIn in particular have radically altered the way that our customers, other agencies and potential recruits engage with each other.

We would love to hear back from you, be it on Twitter (@Recruit121_SAP), Facebook (Recruit121_EMEA) LinkedIn (Recruit 121 Limited) or via the form below, to discover how you first heard about Recruit 121 and how you would like to find out about exciting future opportunies, SAP news and events?  For those kind enough to respond by Sunday November 30, 2014, we will enter you into a draw to win £50 of Amazon.co.uk vouchers or a gift of an equivalent value.

We eagerly await your response and look forward to working with you in 2015!

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