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Recruitment market analysis - By Industry

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Bandenoch and Clark's talent spotlight gives an in-depth overview of the recruitment markets by industry type.

Bandenoch and Clark's talent spotlight gives an in-depth overview of the recruitment markets by industry type.

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  • 1. Professional talent spotlight – September 2011 / Recruitment market commentary from Badenoch & ClarkProfessional talent spotlight –September 2011Recruitment market commentary from Badenoch & ClarkContents: About Badenoch & Clark:Accounting & Finance Page 2 Badenoch & Clark is a leading Badenoch & Clark has offices throughoutBanking & Financial Services Page 3 international recruitment consultancy the UK.Central Government Page 4 specialising in placing professionals into permanent, temporary, interim Using market intelligence form major jobHuman Resources Page 5 boards, data from all brands within the and contract roles.Information Technology Page 6 Adecco Group UK & Ireland, companyLegal Page 7 The company specialises in recruiting websites, social networking sites,Marketing & Communications Page 8 for accounting & finance, banking & SalaryTrack, the market‟s leading earningsNHS Page 9 financial services, human resources, information service andProcurement & Supply Chain Page 10 IT, legal, marketing & communications, www.mysalarychecker.com we havePublic Sector and not for profit Page 11 procurement & supply chain, project provided detailed salary trend informationScotland Page 12 & programme management and to back up our observations on the public sector roles. recruitment market. For more information, please contact: Daniel Rolle or Hannah Buckley at MHP Communications T: 020 3128 8116 / F: 020 3128 8171 / E: daniel.rolle@mhpc.com or hannah.buckley@mhpc.comRecruitment specialists for: Accounting & Finance, Banking & Financial Services,Human Resources, IT, Legal, Marketing & Communications, Procurement &Supply Chain, Project & Programme Management, Public Sectorwww.badenochandclark.com
  • 2. Professional talent spotlight – September 2011 / Recruitment market commentary from Badenoch & ClarkAccounting & Finance All comments by Nicola Linketer, Employer brands still at risk from slow Managing Director, Badenoch & Clark feedback “Companies‟ response speed and lack of feedback is continuing to send negative messages to candidates and damaging employer brands. Employers need to be aware that poor levels of recruitment response give rise to a less than positive profile in the marketplace which can affect their Employer branding and ability to attract the best talent.” employee engagement key move up the agenda Battle of the sexes in the spotlight Banking regulation & projects “The government has come one step closer to imposing quotas as gender equality still doesn‟t meet the desired levels set out in the Davies report. drive demand Companies are urged to redouble their efforts and put equality at the heart of their hiring policies with half of all new board appointees being women.” Market data: Employee engagement still high on corporate Permanent agendas  Vacancies fell by around 9% (MOM) in August/September. “The need to keep top talent engaged and motivated is still a major concern.  On average salaries are up around 0.1% MOM. Despite the choppy nature of the economy, businesses need to ensure that  Finance manager salaries rose 0.43% MOM to they recruit smart and retain key talent to provide leadership and drive growth £62,700 and finance business partner salaries when markets improve.” rose 0.37% to £55,500.  Auditor pay in London was up 0.61% to £52,400 and management accountant pay in the East Continued demand for taxation and governance Midlands rose 1.0% to £31,400. Accounts assistant pay rose MOM across the east of experts England (0.68% to £25,200), Yorkshire & “In light of the legislative change and the government‟s new banking Humberside (1.26% to £22,100), the North West regulation proposals, the market continues to seek out auditors who can keep (1.2% to £22,200), Scotland (1.38% to £22,700) companies within the prescribed framework and reduce the cost of doing and Wales (1.68% to £23,800). business.” Contract  MOM vacancies fell 13.22% to 2,139 in August/September Rise in project-related vacancies  In line with the decrease in reported vacancies contract rates held more or less steady (0% “As budget pressure persists, we‟re seeing an increase in project-related MOM). roles as companies divide up their target deliverables into discreet project  Finance project manager contract pay rose specifications.” 0.1% to £50/hour and auditor pay rose 0.08% to £25/hour. “Market volatility and the summer break have clearly reduced the demand for permanent accounting and finance staff. We expect this to pick up as stability returns.” For more information, please contact: Daniel Rolle or Hannah Buckley at MHP Communications T: 020 3128 8116 / F: 020 3128 8171 / E: daniel.rolle@mhp.com or hannah.buckley@mhp.comRecruitment specialists for: Accounting & Finance, Banking & Financial Services,Human Resources, IT, Legal, Marketing & Communications, Procurement &Supply Chain, Project & Programme Management, Public Sectorwww.badenochandclark.com
  • 3. Professional talent spotlight – September 2011 / Recruitment market commentary from Badenoch & ClarkBanking & Financial Services All comments by Kay Evolving regulation fuels candidate demand Senior, Operations Director, Banking & “As the regulatory environment continues to evolve, we‟re seeing high levels Financial Services, of demand across all compliance specialisms, notably in monitoring where Badenoch & Clark clients are seeking internal audit skills. However, compliance professionals are cautious about moving due to volatility within the market, leading to a shortage of quality candidates.” Compliance professionals still in demand A demand / supply paradox in asset Hiring freezes within major management operations organisations reduce “With a significant number of in-house asset management operations being outsourced to larger third-party administrators, resulting redundancies have opportunities led to an increased pool of operations candidates. However, demand still exists for more highly skilled ops candidates who are degree educated / Demand for interims with a industry-qualified, allowing those with the relevant qualifications to stand out more easily from the crowd.” commercial mindset Transformation projects favouring contractors “With a focus on increased regulation, systems development and cost & process efficiencies, major finance transformation projects are currently taking place in most banks and financial institutions. During this time of flux, fixed term contracts are being favoured in place of permanent headcount, and successful candidates are being required to demonstrate strong levels of commerciality and technical knowledge.” Market data: Permanent Project-based roles to focus on creation of  Permanent salaries up 0.48% MOM ‘living wills’  Permanent vacancies down 15.9% MOM to 10,612 “The onus is now on banks to enhance their contingency planning and have a  Change Manager and Internal Auditor clear plan for their orderly wind-up should they face bankruptcy. This has led salaries up 0.5% (to £57,000) & 0.49% (to to an increased appetite for project-based roles to help scope out „living wills‟ £46,000) respectively for major organisations, to prevent a repeat of Lehman Brothers.” Contract  Contract salaries up 0.23% MOM  Contract vacancies down 12.6% MOM to 485 “With the summer months and market volatility, several major financial organisations have implemented hiring freezes resulting in an inevitable slow down in vacancy numbers across the board. Once markets settle we expect hiring to recommence.” For more information, please contact: Daniel Rolle or Hannah Buckley at MHP Communications T: 020 3128 8116 / F: 020 3128 8171 / E: daniel.rolle@mhp.com or hannah.buckley@mhp.comRecruitment specialists for: Accounting & Finance, Banking & Financial Services,Human Resources, IT, Legal, Marketing & Communications, Procurement &Supply Chain, Project & Programme Management, Public Sectorwww.badenochandclark.com
  • 4. Professional talent spotlight – September 2011 / Recruitment market commentary from Badenoch & ClarkCentral Government All comments by Pay drops on rate card introduction Matt Gascoigne, Operations Director, “With the government under pressure to control costs there is pressure to Public Sector stick to rate card pay scales. As a result candidates need to accept working Badenoch & Clark to rate cards if they are to work in government.” Project management and contract roles in  Cost control sees introduction demand of rate cards “With voluntary redundancies aplenty the government is considering how to up-skill its people and improve capability to cover skills gaps. While the  Government turns to government looks at the wider training and professionalism agenda of civil contractors and project servants going forward roles are being filled with project managers and contractors.” managers to fill vacancies  Technical candidates in Difficult to fill technical roles driving demand demand “Despite the recruitment freezes and grading structures in place there is a requirement to fill the more difficult technical roles. A direct result is that architecture, testing and IA contractors are needed”. Market data: Permanent  Permanent salaries up 0.28% MOM  Permanent vacancies down 10.6% MOM to 5,107  Leasehold officer and policy officer salaries up 0.96% MOM to £23,200 and £29,550 respectively Contract  Contract salaries up 0.28% MOM  Contract vacancies down 15.4% MOM to 438  Pay rates flat across the board “The summer break has compounded the public sector cuts as demand for both permanent and contract staff dropped significantly. Whilst pay is still on the rise we expect to see it drop next month due to the introduction of rate cards.” For more information, please contact: Daniel Rolle or Hannah Buckley at MHP Communications T: 020 3128 8116 / F: 020 3128 8171 / E: daniel.rolle@mhp.com or hannah.buckley@mhp.comRecruitment specialists for: Accounting & Finance, Banking & Financial Services,Human Resources, IT, Legal, Marketing & Communications, Procurement &Supply Chain, Project & Programme Management, Public Sectorwww.badenochandclark.com
  • 5. Professional talent spotlight – September 2011 / Recruitment market commentary from Badenoch & ClarkHuman Resources All comments by Sarah Wynn, Lift in HR interim roles to support overstretched Operations Director, teams HR, Badenoch & Clark “With many HR teams being rationalised over the past year, resources have been over-stretched for some time. Whilst organisations have recognised the need to mitigate this in order to retain key employees, they are now ramping up their hiring of interim consultants to help alleviate excessive workloads.”  Drawn-out recruitment HR Managers to HR Business Partners processes in search of the very “With „commercial focus‟ understandably now on most employers‟ wish-lists, best talent organisations are moving toward roles that directly engage with the wider business to ensure a commercial mindset throughout. Business Partner roles  Uplift in interims to relieve have seen a recent uplift in popularity, in favour of HR Manager titles that are perhaps perceived to be heavier on administration and less reflective of a overstretched teams progressive HR function.”  Requirement for commercial focus creates demand for Doom and gloom leads to great expectations business partners “A combination of the summer months‟ disruptions and ongoing negative press about economic conditions has resulted in drawn-out recruitment processes, with employers increasingly particular about the calibre of Market data: candidate they will take on. Current expectations are such that an external hire must almost be of higher calibre than the existing team or predecessor, Permanent rather than like for like, with the trend particularly true of blue chips hiring for  Permanent salaries up 0.9% MOM mid-level roles”  Permanent vacancies down 10.13% MOM to 1,863  Head of Recruitment sees the largest Oil & gas sectors ramp up resourcing teams average salary uplift at 3.36% YOY to £57,000 “With major new contracts being won in international markets and the  Hiring freezes within banking & financial continuing boom in commodities fuelled by emerging markets, large and mid cap organisations are increasing their recruitment drives whilst continuing to Contract focus on retaining their best talent.”  Contract salaries up 0.03% MOM  Contract vacancies down 5.32% MOM to 281 Rise of HR team leaders for service centres “Over the summer months and against a “With the continual drive for cost efficiencies, shared service processing backdrop of continued uncertainty in the centres for high-volume work are becoming increasingly popular. This is markets, we have seen an inevitable drop in creating increased demand for strong people managers to lead large teams both permanent and contract vacancies but we of HR administrators, who focus anything from on/off boarding to the full expect this to pick up in Q4.” recruitment lifecycle.” For more information, please contact: Daniel Rolle or Hannah Buckley at MHP Communications T: 020 3128 8116 / F: 020 3128 8171 / E: daniel.rolle@mhp.com or hannah.buckley@mhp.comRecruitment specialists for: Accounting & Finance, Banking & Financial Services,Human Resources, IT, Legal, Marketing & Communications, Procurement &Supply Chain, Project & Programme Management, Public Sectorwww.badenochandclark.com
  • 6. Professional talent spotlight – September 2011 / Recruitment market commentary from Badenoch & ClarkInformation Technology All comments by Public Sector Matt Gascoigne, Operations Director, IT Badenoch & Clark Difficult to fill technical roles driving demand “Despite the recruitment freezes and grading structures in place there is a requirement to fill the more difficult technical roles. A direct result is that architecture, testing and IA contractors are needed.” Technical candidates in demand Finance sector needs 3rd line support Private Sector Calling all IT contractors 3rd line support in demand in finance sector “The finance sector continues to recruit heavily with a demand for 3rd line support with „all round‟ skill sets, particularly those with a good grasp of networking, Wintel and Virtualisation knowledge.” Market data: Calling all IT contractors “As the market tries to manage their financial outlay in response to the Permanent economic environment they are looking to IT contractors for support.”  Permanent salaries up 0.09% MOM  Permanent vacancies down 9.81% MOM to 13,973  .Net salary up 0.11% MOM to £39,300 Contract  Contract pay up 1.15% MOM  Contract vacancies down 0.18% MOM to 6,022  IT Directors‟ pay up 3.8% MOM to £96/hour and SAP pay up 2.43% to £63/hour “The summer break has seen demand for permanent staff drop significantly whilst contractor demand remains relatively steady. With pay still on the rise, it remains to be seen if candidate demand will stabilise.” For more information, please contact: Daniel Rolle or Hannah Buckley at MHP Communications T: 020 3128 8116 / F: 020 3128 8171 / E: daniel.rolle@mhp.com or hannah.buckley@mhp.comRecruitment specialists for: Accounting & Finance, Banking & Financial Services,Human Resources, IT, Legal, Marketing & Communications, Procurement &Supply Chain, Project & Programme Management, Public Sectorwww.badenochandclark.com
  • 7. Professional talent spotlight – September 2011 / Recruitment market commentary from Badenoch & Clark Legal All comments by Freezes in banking diminish legal roles Duncan Ward, Operations Director, “With the recent uncertainty and general state of the economy, some of the Legal, major players within the banking & financial services industry have Badenoch & Clark implemented global hiring freezes. In-house legal roles within the industry have therefore been affected, with hiring focused on tactical staff replacement as opposed to strategic growth, and legal banking roles within private practice have also declined slightly.”  Overall drop in both permanent and contract vacancies during Property and construction remains prudent summer period “Whilst the property and construction industries are reportedly growing (notably construction firms with a presence in Eastern Europe, the Middle East & Africa), new roles within property and construction law are being slow  In-house roles lifting slightly to come to market. With continued market prudence, most organisations are with organisations keen to currently focusing on recruiting replacement hires as opposed to actively expanding their in-house legal teams.” commit their full headcount budget for 2011 Budget maximization boosts in house roles  Hiring freezes within major “As organisations focus on using up their full headcount budget for 2011 and potential expansion plans for 2012, we have seen a slight upturn in the financial organisations limit number of in-house roles available. This is particularly notable for permanent roles, and the trend spans almost all sectors.” opportunities  Public sector focus on Public sector procurement requires specialists procurement creates demand “The expected upturn in procurement-related locums is now coming to the for specialist locums fore. Initially it was anticipated that this area, with its strategic focus on savings, would experience an upturn as much as a year ago. However with initial cost savings focused on the more immediate, „quick win‟ cuts, such as head count and closures, procurement is now in the spotlight.” Evolving local authorities’ new constitution “As local authorities drastically change their structures, there has been an increase in focus on constitution and corporate governance work, with the constitution needing to be re-written to reflect this.” Local authority asset sales create new demand “In a bid to cut costs and balance the books, local authorities are increasingly resorting to selling off land and other property assets, such as care homes. The early signs suggest that this, in turn, is stretching legal property teams who have had their numbers cut in recent years, creating new appetite for property locums in an area of law that has been quiet for years.” For more information, please contact: Daniel Rolle or Hannah Buckley at MHP Communications T: 020 3128 8116 / F: 020 3128 8171 / E: daniel.rolle@mhp.com or hannah.buckley@mhp.comRecruitment specialists for: Accounting & Finance, Banking & Financial Services,Human Resources, IT, Legal, Marketing & Communications, Procurement &Supply Chain, Project & Programme Management, Public Sectorwww.badenochandclark.com
  • 8. Professional talent spotlight – September 2011 / Recruitment market commentary from Badenoch & ClarkMarketing & Communications All comments by Demand still strong for online skills Sarah Wynn, Operations Director, “As marketing budgets continue to be pressured lower, demand remains high Marketing & Communications, for candidates with digital and on-line skills who can deliver demonstrable Badenoch & Clark ROI results. More and more businesses are looking for candidates to help them maximise the benefits of a coherent social media strategy.” Commercial acumen moves up the skills Drive for better social media ranking strategy boosts digital demand “All round commercial knowledge and an understanding of what makes a business tick remain sought-after skills for marketers. Hirers are continually on the look-out for candidates who not only understand brand values but also Marketers need to understand how to drive effective sales strategies that create revenue streams and drive growth.” more than just brand value Hiring managers look to Industry cross-fertilisation brings business transferable skills benefits “We‟re seeing a small but growing trend in employers becoming more open to applicants from outside their specific industry sector. There‟s a deeper Communication & project skills understanding of the benefits of cross-fertilisation of skills and experiences in demand that this approach can bring which is in line with candidates‟ aims to use their transferable skills and gain diverse industry experience.” Change and project communication are favoured skill sets “As organisations continue to face upheaval and constant economic challenges, those with the communication and project skills to carry out the change process effectively and keep employees appropriately briefed are more widely sought after.” For more information, please contact: Daniel Rolle or Hannah Buckley at MHP Communications T: 020 3128 8116 / F: 020 3128 8171 / E: daniel.rolle@mhp.com or hannah.buckley@mhp.comRecruitment specialists for: Accounting & Finance, Banking & Financial Services,Human Resources, IT, Legal, Marketing & Communications, Procurement &Supply Chain, Project & Programme Management, Public Sectorwww.badenochandclark.com
  • 9. Professional talent spotlight – September 2011 / Recruitment market commentary from Badenoch & Clark NHS All comments by Duncan Project managers expected to be in Ward, Operations Director, demand in the South East NHS, Badenoch & Clark “As strategies are finalised Acute Trusts in the South East are beginning to implement system upgrades and implementations around PAS and clinical systems. We expect to see demand for project managers with strong system backgrounds to increase as a  Acute Trust strategies to boost result.” project manager demand Demand for safeguarding, governance and  Focus on risk & clinical governance driving demand PALS professionals set to rise in Q4 for PALS candidates “With greater focus on risk, clinical governance, patient safeguarding and patient liaison planned we expect to see a need for safeguarding, governance and PALS professionals over the coming  Regional infrastructure months.” projects feeds interim demand Infrastructure projects boost demand  Demand for re-designing and “Infrastructure projects are on the rise across the midlands and the service improvement skill sets north with temporary project management and support professionals rises. being sought while permanent employees work on other projects.” Provider arm acquisitions driving demand Market data: “Organisations who have acquired various provider arms are now looking at how to integrate them resulting in a demand for candidates Permanent with service re-designing and service improvement skills.”  Permanent salaries up 0.28% MOM  Permanent vacancies down 10.6% MOM to 5,107  Project manager salary up 0.04% MOM to £40,700 Contract  Contract pay up 0.28% MOM  Contract vacancies down 15.4% MOM to 438  Pay rates flat across the board “The summer break has compounded the public sector cuts as demand for both permanent and contract staff dropped significantly. With pay still on the rise, it remains to be seen if candidate demand will stabilise.” For more information, please contact: Daniel Rolle or Hannah Buckley at MHP Communications T: 020 3128 8116 / F: 020 3128 8171 / E: daniel.rolle@mhp.com or hannah.buckley@mhp.comRecruitment specialists for: Accounting & Finance, Banking & Financial Services,Human Resources, IT, Legal, Marketing & Communications, Procurement &Supply Chain, Project & Programme Management, Public Sectorwww.badenochandclark.com
  • 10. Professional talent spotlight – September 2011 / Recruitment market commentary from Badenoch & ClarkProcurement & Supply Chain All comments by Duncan Demand for middle management on the rise Ward, Operations Director, Procurement & “Companies have now made their strategic senior moves. They are now Supply Chain, looking at the next stage of middle-managers and we‟re seeing increased Badenoch & Clark levels of demand as a result.” Customer supply candidates in heavy demand Demand for middle “Employers are placing ever more importance on customer supply skill sets. management on the rise. We‟re seeing heavy demand for candidates with these skill sets as employers are increasingly viewing them as business critical.” Customer supply candidates in heavy demand. For more information, please contact: Daniel Rolle or Hannah Buckley at MHP Communications T: 020 3128 8116 / F: 020 3128 8171 / E: daniel.rolle@mhp.com or hannah.buckley@mhp.comRecruitment specialists for: Accounting & Finance, Banking & Financial Services,Human Resources, IT, Legal, Marketing & Communications, Procurement &Supply Chain, Project & Programme Management, Public Sectorwww.badenochandclark.com
  • 11. Professional talent spotlight – September 2011 / Recruitment market commentary from Badenoch & ClarkPublic Sector – Housing, localgovernment & charity All comments by Katy Housing Crowthall Operations Director, Housing, local government & charity, Call for stock condition surveyors Badenoch & Clark “As the next round of property improvements plans is implemented there is a demand for employers for technical experts such as stock condition surveyors.” Stock condition surveyors and generic housing officers in demand. Rise in demand for generic housing officers “Employers call for generic housing officers to support the Increased need for consultants management of the backlog of issues - it seems this is due to depleted front line staff trying to cover vacant positions.” and IT systems developers in local government. Local government Hiring strategy rethink in charities due to lack of qualified Munro review boosts consultant demand candidates “Following the recommendations of the Munro Review there is an increased demand for neutral/non biased external consultants to report on the state of front line Children‟s Services to Local Authorities across various boroughs.” Rationalisation drives IT system developer Market data: demand “As local authorities continue to rationalise their IT systems there is an Permanent increased need for interim IT system developers, particularly those that have  Permanent salaries up 0.28% MOM operated with Oracle, Agresso and SAP”.  Permanent vacancies down 10.6% MOM to 5,107  Leasehold officer and policy officer salaries up 0.96% MOM to £23,200 and £29,550 Charity respectively Contract Continued demand for major donor fundraisers  Contract pay up 0.28% MOM  Contract vacancies down 15.4% MOM to “As statutory cuts bite we are seeing a real increase in the number of 438 vacancies for major donor fundraisers. With a lack of qualified candidates  Pay rates flat across the board many organisations are rethinking their recruitment strategy in order to attract the best talent.” “The summer break has compounded the public sector cuts as demand for both permanent and contract staff dropped significantly. With pay still on the rise, it remains to be seen if candidate demand will stabilise.” For more information, please contact: Daniel Rolle or Hannah Buckley at MHP Communications T: 020 3128 8116 / F: 020 3128 8171 / E: daniel.rolle@mhp.com or hannah.buckley@mhp.comRecruitment specialists for: Accounting & Finance, Banking & Financial Services,Human Resources, IT, Legal, Marketing & Communications, Procurement &Supply Chain, Project & Programme Management, Public Sectorwww.badenochandclark.com
  • 12. Professional talent spotlight – September 2011 / Recruitment market commentary from Badenoch & ClarkScotland Accounting and Finance All comments by Kay Senior, Operations Continued demand for a flexible workforce Director, Scotland, Badenoch & Clark “As the banking world continues to face its challenges, demand for a flexible workforce also continues. The associated uplift in fixed term contracts compared to permanent roles requires candidates who are not only highly adaptable to fluid working environments, but also who bring sound accounting ability and strong stakeholder management skills with them.”  Shortage of specialist regulatory candidates in Banking and Financial services Scotland Specialist regulatory skills lacking in Scotland  Inflated contractor rates “As the FSA moves closer to a new model that will see its responsibilities divided between a number of new agencies and the Bank of England, associated under review regulatory risk and compliance positions across the industry are on the increase. Scotland is seeing a shortage of candidates as a result.”  Renewed focus on commercial skills in public Contractor rate correction and retention challenge sector “As the sector continues to struggle with spiraling restructure costs, inflated contractor rates are now being more closely scrutinised. Some organisations have already implemented rate freezes and reductions of up to 10% for long servers, with rate „corrections‟ becoming more widespread. With the risk that stronger candidates will look elsewhere for the best rates, it is more important than ever for organisations to ensure they have a robust contractor engagement Market data: strategy in place.”  In accounting & finance roles, assistant accountant salaries saw the greatest rise of Public Sector 1.38% MOM to £22,700.  Banking & financial services‟ highest MOM Public sector seeks skilled professionals salary rises were for internal auditors, up 0.95% to £41,000. " With growing pressure on the public sector to deliver the same level of service  HR salaries remain fairly static with HR with reduced budget, there is ever-growing demand for staff with specialist skills Managers seeing a rise of 0.94% to an such as change management and KPI reviewing, to ensure the sector becomes average of £37,500. more efficient and cost effective for the future."  In the public sector, the average salary for Support Workers continues to be the highest riser at 1.49% MOM to £17,360. “Whilst most average salaries have proved relatively static over the summer period, the vast majority show signs of slow but continued growth.” For more information, please contact: Daniel Rolle or Hannah Buckley at MHP Communications T: 020 3128 8116 / F: 020 3128 8171 / E: daniel.rolle@mhp.com or hannah.buckley@mhp.comRecruitment specialists for: Accounting & Finance, Banking & Financial Services,Human Resources, IT, Legal, Marketing & Communications, Procurement &Supply Chain, Project & Programme Management, Public Sectorwww.badenochandclark.com

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