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TechRec Bristol

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  • 1. TechRec13 Roadshow - Bristol
  • 2. INTRODUCTION TO THE DIRECTEMPLOYERS ASSOCIATIONAlan WhitfordOperations Director+44 7971 864620alan@directemployers.euWebsite: www.directemployers.euCopyright Direct Employers Association 2013
  • 3. What Is The DEA? The first UK Trade Body specifically created for commercial hiringorganisations with a specific focus on the TalentAcquisition/Resourcing function and the in-house professionalswho deliver the recruitment agenda Provides the members with a single voice supported by thepower of the collective force of the UKs best and mostinnovative employers Work with and influence policy makers, key stakeholders andbusiness leaders to create the right environment for effectiverecruiting Formulate and deliver best practice in all aspects of therecruitment function whether that be permanent or contingentworker hiring
  • 4. The DEA Agenda Influence Government and Policy Makers Educate and Support Business Leaders Establish Best Practices, Develop and SupportResourcing Practitioners Educate the Supply Chain Community and Talent Acquisition Members only free job board
  • 5. Member Benefits Membership of the DEA is for the organisation, with a named individual leadingthe relationship We have no limit on the number of individuals that can take part, including colleaguesfrom other areas of the HR community Attendance at DEA events, participation in workshops and webinars, andtaking part in research Access to the free for members job board and talent community which willlaunch this summer Saving 1-2 agency fees will more than pay for the annual membership Be seen as a leader in driving change for in-house recruiters - helping todevelop standards, education and templates for best practice Learn from global leaders in recruitment strategy, process, technology, social mediaand agency management such as G4S, the worlds 2nd largest private Be a major part of the Collective Voice that the DEA has with government andpolicy makers employer
  • 6. Our Most Recent Event HMRC Whitehall Briefing 3 April 2013 Topics included Supply chain compliance IR35 Contingent workers BIS Agency Conduct Regulations
  • 7. Contact DetailsAlan Whitfordalan@directemployers.euTel: +44 (0)845 519 3322Mob: +44 (0)7971 864620LinkedIn GroupTwitter: @DEAEurope
  • 8. TechRec13 Roadshow - Bristol
  • 9. Maximising the Valueof a Recruitment BusinessOptima Corporate Finance10 Furnival StreetLondon EC4A 1YHTel : 020 3405 3166Email: philip@optimacf.comwww.optimacf.com
  • 10. Presentation TopicsIntroduction to Optima Corporate FinanceMaximising the value of your business – an Insider’sGuide to what purchasers look forValuationThe S Factor – How Saleable is Your Business?Issues to ConsiderConcluding Thoughts
  • 11. About OptimaHeaded by Philip Ellis• 1989 Qualified as Chartered Accountant• 1991 Joined Corporate Finance Boutique• 1996 First recruitment deal• 2001 Founded and floated Staffing Ventures on AIM• 2007 Business Partner with REC for Acquisitions & Disposals• 2007 Received Corporate Finance Qualification• 2008 Dan Walters joined as Project Manager• 2009 Established Optima Corporate Finance• 2010 Became Affiliate Members of APSCo• 2012 Became Service Provider to ALPWork with clients of all sizes across a range of recruitment sectorsto help owners and Directors maximise their value by growingand/or selling their businessSpecialising in advising recruitment businesses
  • 12. Our ServicesMergers & AcquisitionsHave acted for a range of public and private companies in identifyingacquisition targets, negotiating & structuring terms and projectmanaging deals to completionBusiness Sales / MBOsHave acted for numerous business owners selling to largerrecruitment large firms and corporates selling non-corebusinesses, sometimes to the management teamRaising & Restructuring FinanceLast year raised £500,00 for a new technology platform into therecruitment sector. Have secured unconventional invoice finance dealsfor clients. Strong contacts with debt and equity fundersSupporting management teams from the time they startconsidering selling. We help to develop strategic plans andfinancial projections. More information later about a tool wehave developed to measure how saleable a recruitmentbusiness isPreparing Businesses For Sale
  • 13. Track RecordWe have completed deals in the following recruitmentsectors over the past 17 years:DrivingHealthcareITEducationEngineeringDomiciliary CareSecretarialConstructionSocial CareCall CentreManagementIndustrialFinanceRail
  • 14. Insider’s Guide to what Purchasers look forBrand - strong market presence and reputationInternational presenceSpecialism(s)Compliance - paying contractors, AWR, candidates etcSpread of clientsHealthy & sustainable marginsRobust client relationshipsHere are the key issues that a Purchaser will consider whenlooking at any recruitment acquisition target:
  • 15. Insider’s Guide to what Purchasers look forNo dependence upon ownersQuality of remaining managementMotivated and loyal teamProfitable business modelMaintainability and visibility of profitsDocumentation of proceduresCorporate governanceFor the Purchaser it’s all aboutRISK
  • 16. ValuationEarnings x multiple = Enterprise Value + cash – debt = Equity ValueEarningsUse of EBITDAAdjustment of ProfitAverage/Weighted Average of ProfitsMultipleComparative plc MultiplesSize of BusinessRecent DealsCompetitive sale processStrategic FitRisk Factors highlighted earlierMarket SentimentWhat the Purchaser is Willing to Pay
  • 17. Valuation - ExampleEBITDA: Yr1 Yr2 Yr3£100k £400k £250kMultiple: 4 times EBITDAValuation decision:A. Don’t touch it with a barge poleB. Most recent profit = £250k, then apply multiple of 4 = £1m valuationC. Weighted average profit = (1x£100k) + (2x£400k) + (3x£250k) = £275k6then apply multiple of 4 = £1.1m valuationD. Don’t Know
  • 18. £’0006005004003002001000Year 1 Year 2 Year 3A. Don’t touch it with a barge poleB. Most recent profitC. Weighted Profit AverageD. Don’t KnowValuation - Example
  • 19. The S Factor is the only business tool designedexclusively for recruitment businesses to assess andbenchmark how an acquirer will value your businessrelative to the rest of the marketThe S Factor – How Saleable is Your Business?Premium to market average valuationBelow market average valuationIn line with market average valuation1000SFactor8060How Saleable is your business?
  • 20. Who is The S Factor Suitable for?The S Factor is suitable for any owner of a recruitmentbusiness who intends to sell their business one dayand wants to maximise the value they will receive.Your S Factor report should ideally be prepared somewhile before you intend to sell your business, givingyou the opportunity to shape your business tomaximise its Saleability.For more information visit:www.optimacf.com/thesfactorThe S Factor – How Saleable is Your Business?
  • 21. Issues To Consider when SellingConfidentialityAsset or Share SaleSurplus AssetsDeduction of DebtEarnoutWarranties and IndemnitiesDon’t take your eye off the ball
  • 22. Concluding ThoughtsIt’s all about RISK for the PurchaserConsider who might buy your businessEnsure the business isn’t heavily reliant upon youSpecialists are more valuable than generalistsSuccessful business sales don’t happen by chanceMost people only sell a business once so it’s worth gettingadvice in order to maximise the value you will receive
  • 23. Any Questions?www.optimacf.comwww.optimacf.com/thesfactorPhilip Ellis020 3405 3166philip@optimacf.com
  • 24. TechRec13 Roadshow - Bristol
  • 25. Vacancy Lead Generation for theGlobal Recruitment MarketBradley PlacksFounder and CEO of MyResourcer
  • 26. Why work jobs when you havedifficulty in finding suitablecandidates?
  • 27. Key Features• Unlock the potential of your client and prospect database by securelyuploading their websites allowing MyResourcer to notify you when newvacancies are being posted• In addition to your database tap into over 500,000 company websites withData+• Use Watchdogs to bring back new leads based on your specific searchcriteria as soon as jobs are posted• Use specific Free Text Searches to create more interviews for thecandidates you are working with• Use Board+ to find new direct employer vacancies from key job boards• Search geographically to pinpoint the perfect jobs for your candidates• Find more candidates from your Linkedin network
  • 28. Benefits• Saves time and makes business development more targeted and relevant.• Create more opportunities for candidates you are already working with.• Improves your interview to placement ratio.• Free Text Search brings back instant live job leads.• Watchdog Search delivers results directly to your inbox as and whenvacancies are added.• Uncover positions in companies you are not already working with.• Company insight – Including the right person to talk to .• Enables you to find hidden candidates in your network.• More leads, more interviews, more placements, more money!
  • 29. What Our Clients Are Saying...“...it is under 1 month and has paid for itself already. I strongly believe over the yearwe should be able to generate a further role to close per month, giving us a returnon our investment of around 24 times.”Simon Bliss, Managing Director, Principle People“Since implementing MyResourcer, we now have access to around 3,000 of our clients’vacancies daily, something that is not physically possible through manpower alone.The staff can now set up their own specific searches and alerts creating good qualityleads. The tool has been a valuable support to the team and is completely selfFunding,”Chris Benham, Director, Orion Electrotech
  • 30. In SummaryFind more jobs from your clients and prospectsBe more pro-active with candidates at your disposalThe more you market candidates, the more interviews you will getMore interviews = More placements!.
  • 31. TechRec13 Roadshow - Bristol
  • 32. BIG DATA & ITS RELEVANCEIN RECRUITMENT
  • 33. About Broadbean• Global leader in job posting distribution and candidate sourcingtechnology• 60,000 users in 65 countries• We are still heavily focused on the UK with 75% of the top 250agencies• We post 60%+ of all online vacancies in the UK• Approximately 9 million responses each month• In excess of 1.5million searches per month• 125 people based out of offices across 3 continents
  • 34. ‘In God we trustall others bring data’W. Edwards Deming
  • 35. • Google runs over 2 million searches• Apple has 50,000 App downloads• YouTube users upload 48 hours of new video• 571 new websites created• 200 million + emails sentEvery minute of the day• Brands and organisations receive 35,000+ ‘likes’ on Facebook
  • 36. So, Big Data
  • 37. •••••
  • 38. it’s not how big the DATAisSo…it’s how you use it….
  • 39. Consider this….••••
  • 40. job board performanceResponse Volumes Apr2011 to March 201320000002500000300000035000004000000450000050000005500000Apr-11May-11Jun-11Jul-11Aug-11Sep-11Oct-11Nov-11Dec-11Jan-12Feb-12Mar-12Apr-12May-12Jun-12Jul-12Aug-12Sep-12Oct-12Nov-12Dec-12Jan-13Feb-13Mar-13
  • 41. job board performanceApplication perVacancy Apr 2011 toMar 201316.5017.5018.5019.5020.5021.5022.5023.5024.50Nov.10 Feb.11 Jun.11 Sep.11 Dec.11 Apr.12 Jul.12 Oct.12 Jan.13 May.13NumberofResponsesResponses Per Ad21% increase in Applications Per Vacancyover last 2 yearsConsider Impact ofwider economicconditions on this?
  • 42. Rise of the Aggregators0100002000030000400005000060000700008000090000100000Dec-09 Dec-10 Dec-11 Dec-12IndeedJob RapidoPaid Board Average
  • 43. Social Media – the Bb facts050001000015000200002500030000Dec 2009 - Ad Volumes05000100001500020000250003000035000Dec 2010 - Ad Volumes010000200003000040000500006000070000Dec 2011 - Ad Volumes010000200003000040000500006000070000Dec 2012 - Ad Volumes
  • 44. Candidate rankingtoolsOrganisecandidates in usefulhotlistsHave a joined upapproach with yourCRM
  • 45. Easy access to pastapplication historyResearch frompublicly availabletools
  • 46. BrandDevelopment
  • 47. ‘People are our greatest asset’
  • 48. All previousapplicants can bestored and madeavailable to thewhole businessSearch using bothkeywords andfacetsTag candidates toadd value to futuresearches
  • 49. Which sourceswork best for you?When should I lookto advertise?Do any businessareas stand out?
  • 50. Summary• The big data phenomena is as relevant to recruitment as it is to allindustries• Many companies are still making do, even where the opportunity existsto be much more structured and far more informed• Forward thinking recruitment companies are pushing ourdevelopment in this area and driving the need for new products
  • 51. TechRec13 Roadshow - Bristol
  • 52. CV RadarUnlocking the power of LinkedIn‘Find active candidates fast’www.theitjobboard.co.uk 60Alex Farrell, MD, The IT JobBoardApril 22nd 2013
  • 53. www.theitjobboard.co.uk 61Agenda• Introduction• Video• Current Situation• What’s the problem• The solution - CV Radar• How does it work?• Key Benefits• Conclusion• Q+A
  • 54. www.theitjobboard.co.uk 62IntroductionPan European networkof IT Job Boards
  • 55. www.theitjobboard.co.uk 63Video
  • 56. www.theitjobboard.co.uk 64Current Situation
  • 57. www.theitjobboard.co.uk 65What’s the problem?
  • 58. www.theitjobboard.co.uk 66The Solution: CV Radar
  • 59. www.theitjobboard.co.uk 67How does it work?
  • 60. www.theitjobboard.co.uk 68How does it work?
  • 61. www.theitjobboard.co.uk 69How does it work?
  • 62. www.theitjobboard.co.uk 70How does it work?
  • 63. www.theitjobboard.co.uk 12Key Benefits• Easy to set up• Product road tested by recruitment consultants• Efficient – target active candidates only• Time effective - instant contact details (no more InMail)• View and access the full CV
  • 64. www.theitjobboard.co.uk• First to market product (exclusivity)• Addressing a need in the resourcing chain• Providing recruiters with a market edge• Improved time to hire• CV Radar is positively disrupting the online recruitment spaceIn Conclusion13
  • 65. www.theitjobboard.co.uk 14Q+A
  • 66. TechRec13 Roadshow - Bristol
  • 67. Integratingleadingrecruitmenttechnology formaximumChris KendrickRecruitment Services Director
  • 68. IntroductionThe leading recruitment solution for Microsoft Dynamics CRM
  • 69. •Integration•: ‘the act of combining or adding parts to make a unifiedwhole’•Collins English Dictionary•: ‘the whole is greater than the sum of its parts’•Aristotle•Synergy•Combining actions, systems or processes to give a muchgreater result than that of the individual elements.Integration and Synergy
  • 70. How important is integration?
  • 71. The impact of newplatforms
  • 72. 2012 Quarter 4 Sales0.7m 2.6m 2.7m 6.2m7.3m 43.5m 144.7m
  • 73. Mobile apps integration
  • 74. Integrating recruitmentsolutions
  • 75. Your recruitment solution•What is it?• A single solution or a combination of systems and websites?• Does it support your processes or it used only when it must be?• Is it a single source of your most up to date information?•Do you…• Search multiple networks for candidates?• Advertise your roles externally?• Test candidates?• Use electronic timesheets?• Have strong real-time management information?
  • 76. Everything in one placeRegister VacancySearch CandidateNetworksAdvertisePositionsTest CandidatesReview Selections& ApplicantsSubmit only thebestInterviews andOffersCreate and issuepaperworkManage invoicing
  • 77. Platform solutions vs.Recruitment software
  • 78. Benefits of an integratedsolution
  • 79. Questions
  • 80. TechRec13 Roadshow - Bristol
  • 81. Recruitment crowdsourcing :Super-charge your fee incomeMarc WilliamsFounder & Chief Operating Officer
  • 82. First identified by Jeff Howe– Wired MagazineCrowdsourcing is when a company takes a job onceperformed by employees, and outsources it in the form ofan open call to a large group of people using the internetA new approach to finding talentA smarter way to solve complex problems
  • 83. 91Crowdsourcing platforms that we all use
  • 84. Draw on experience beyond traditional boundariesCrowdsourcing allows organisations to involve largegroups of specialists to:• Extend visibility and reach• Leverage specialist knowledge and experience• Generate creative solutions• Improve speed and deliveryA new approach to finding talent
  • 85. A new approach to sourcing talentTheJobPost is a crowdsourcingplatform enabling employersto access the UK’s entirerecruitment industry as one supplierA new approach to finding talent
  • 86. Better engagements, greater efficiency• Each vacancy presented to a focused selection of potential suppliers• You see an outline of the role with key information and earning potential• You pay a small charge to be engaged immediately on the role• Only suppliers that believe they can deliver will pay to access the job• One platform, one contract• Once engaged, you communicate direct and build on-going dialogueA new approach to finding talent
  • 87. TheJobPost: Super-charge your fee income• An extra dimension to your existing business development channels• Selective access to live, fillable roles from new clients• Only engage on roles where you know you can deliver• Reduce time spent cold-calling and more time filling vacancies• Fees and terms agreed up-front• Build new client relationships outside of TheJobPost platformA new approach to finding talent
  • 88. Reviews the job market by sector & focus
  • 89. View the job brief and pay to engage
  • 90. Submit candidates who match the role
  • 91. Easy on-going communication
  • 92. We delivered excellent results for these companiesA new approach to finding talent
  • 93. Nick ProcterRecruitment Team ManagerI’ve been really impressed with TheJobPost – it’sa fantastic platform that enables us to access the very bestagency-sourced candidates in the market, rather than just theones who happen to be registered with the right agencyA new approach to finding talentWe work with some fantastic brands
  • 94. Our platform is already delivering• 34,000 specialist UK recruiters registered on the platform• Over 300 UK employers using the platform• Typically no more than 3 recruiters engaged per vacancy• Current CV to interview ratio of 3:1• Typical salary range posted between £20,000 - £150,000• Average fee percentage of 18%A new approach to finding talent
  • 95. We offer a simple solution that offers real returns• You sign one contract– allowing swift access to a range of new jobs and opportunities• You can vary your fee based on expertise– engage at a high rate where you are strong; lower where you are developing• Eliminate time spent cold calling– begin working on new roles as and when you need• You gain introductions to new customers– prove your worth in a controlled trial and begin building a long term relationshipA new approach to finding talent
  • 96. Super-charge your fee incomeA new approach to finding talent
  • 97. TechRec13 Roadshow - Bristol

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