The 2009 edition of our \'Management Consultancy Recruitment Channel Report\' March event at London.

1. Recruiting in a Tough Market 2009 Tel: +44 (0)207 667 6880 Friday 6 th March 2009

2. To better understand today’s tougher recruiting climate, today’s seminar will cover: Agenda: 09.00 - 09.30 Registration & Networking 09.30 - 10.00 Market update / emerging trends 10.00 - 10.20 Key findings from the 2009 recruitment channel report 10.20 - 11.00 Coffee & Networking 11.00 - 11.20 Recruiter Awards 11.20 - 12.20 Question & Answer session** 12.20 - 12.30 Close ** Panel comprises experts from Barkers, Enhance Media (publishers of NORAS), TMP Worldwide, Top-Consultant.com and the winner of the 2009 recruiter award.

3. Session 1: Market update / emerging trends

5. Retention rates & trends

6. The median attrition rate was just under 10% Source: 2009 Recruiter Survey What staff attrition rate has your consulting business experienced in the last year?

7. The median attrition rate has fallen from just over 10% a year ago to just under 10% now What staff attrition rate has your consulting business experienced in the last year? Source: 2009 Recruiter Survey

8. Recruiters expect staff attrition to worsen slightly over the next year What do you believe will happen to staff attrition rates in 2009? Source: 2009 Recruiter Survey

9. Career prospects and work/life balance now more important than remuneration Source: 2009 Recruiter Survey Exit interviews – reasons given for consultants leaving

10. Movement within the consulting industry remains the single biggest cause of attrition What types of roles are Consultants moving on to? Source: 2009 Recruiter Survey

12. Recruitment targets and the impact of the economic downturn

14. Recruiters expectations have changed significantly since this time last year 2009 vs. 2008 recruitment targets Source: 2009 Recruiter Survey

15. Poaching from other consultancies remains the most likely source of hires to meet this demand Source: 2009 Recruiter Survey Most likely source of hires in 2009

16. And in which sectors is most recruitment activity expected within consulting? Source: 2009 Recruiter Survey

17. Which functional areas do you expect to be most active through 2009? Source: 2009 Recruiter Survey

18. Session 2: Key findings from the 2009 recruitment channel report

21. Some headline findings in terms of candidate trends for 2009

22. Candidate intentions reinforce the view that attrition will worsen over the coming year Source: 2009 Candidate Survey Compared with this time last year are you more or less likely to change employer in the next 12 months?

23. Though on a positive note the majority intend to remain within consulting Source: 2009 Candidate Survey In the next 12 months I am most likely to accept:

25. Candidate attraction key findings

27. Two channels generate the majority of candidates’ applications Overall the survey shows the importance of Internet Job Sites and Recruitment Agencies… 2009 share of applications Source: 2009 Candidate Survey

28. How many candidates are you currently failing to reach? But also that a multi-channel approach is essential in order to saturate the market 2009 channel penetration Source: 2009 Candidate Survey

29. Corporate Sites

30. More consultants are making direct applications than ever before Source: 2009 Candidate Survey Penetration – corporate sites

31. But the share of applications made via this channel has fallen Source: 2009 Candidate Survey Share of Applications – corporate sites

32. How do candidates reach corporate websites so that they can make their direct applications? Source: 2009 Candidate Survey If you submitted applications via corporate websites, what prompted you to visit their website?

33. Personal Referrals

34. Personal referrals have consistently generated applications from ~2/3 of all candidates for the last 8 years Source: 2009 Candidate Survey Penetration – personal referrals

35. However, share of applications achieved has fallen this year Source: 2009 Candidate Survey Share of Applications – personal referrals

36. Newspapers

37. Newspapers - candidate penetration levels continue to fall Source: 2009 Candidate Survey Penetration - Newspapers

38. … translating to a situation where they are now responsible for less than 8% of applications Source: 2009 Candidate Survey Share of Applications - Newspapers

39. Recruitment Agencies

40. The use of recruitment agencies rebounded during the upturn but is falling once more Source: 2009 Candidate Survey Penetration – recruitment agencies

41. Share of applications has remained fairly steady Source: 2009 Candidate Survey Share of Applications – recruitment agencies

42. Internet Job Sites

43. Internet Job Sites enjoy the highest share of candidate usage Source: 2009 Candidate Survey Penetration – internet job sites

44. Candidates are on average making more applications through this channel than they have in recent years Source: 2009 Candidate Survey Share of Applications – internet job sites

45. Future trends?

47. Candidate Reach Meaning that job board and recruitment agency strategies are key to saturating the market 40% 0% 20% 80% Recruitment Agencies Internet Job Sites Personal Referrals Corporate Sites Newspapers Share of Applications Source: Analysis, Top-Consultant.com

48. Session 3: Recruiter Awards

49. Choosing recruitment agency and job board suppliers

50. Channel: Recruitment Agencies

53. The agency with the greatest candidate reach was Michael Page , up from 3rd place last year Top 20 recruitment firms by reach (% of share of applications) Source: 2009 Candidate Survey 1 20 Robert Walters 1 19 Michael Warwick Nicholls 1 18 Pacific 1 17 Heidrick & Struggles 1.2 16 Huxley 1.4 15 Odgers 1.4 14 Elan 1.7 13 FreshMinds 1.7 12 Harvey Nash 2 11 Aston Carter 2.1 10 Hudson 2.5 9 Prism 2.6 8 Korn Ferry 2.7 7 Selecture 3 6 Robert Half 3.4 5 Consulting Point 3.4 4 Mindbench 4.5 3 Hays 7.8 2 BLT 10 1 Michael Page % share of applications 2008 rank Recruitment agency

54. The recruitment agencies that consultants rated most highly were: Are there any recruitment agencies you would particularly praise, and why? Source: 2009 Candidate Survey Hays 8 Aston Carter 7 FreshMinds 6 Hudson 5 Mindbench 4 3 2 1 Recruitment Firm Ranking

55. In 3 rd place were Robert Half Are there any recruitment agencies you would particularly praise, and why? Source: 2009 Candidate Survey Hays 8 Aston Carter 7 FreshMinds 6 Hudson 5 Mindbench 4 Robert Half 3 2 1 Recruitment Firm Ranking

56. In 2 nd place were Prism Are there any recruitment agencies you would particularly praise, and why? Source: 2009 Candidate Survey Hays 8 Aston Carter 7 FreshMinds 6 Hudson 5 Mindbench 4 Robert Half 3 Prism 2 1 Recruitment Firm Ranking

57. And in 1 st place, congratulations to all the team at BLT Are there any recruitment agencies you would particularly praise, and why? Source: 2009 Candidate Survey Hays 8 Aston Carter 7 FreshMinds 6 Hudson 5 Mindbench 4 Robert Half 3 Prism 2 BLT 1 Recruitment Firm Ranking

58. Channel: Internet Job Boards

59. Top-Consultant remains the job board with the greatest penetration of the consultant population Which websites do you regularly review for consultancy job opportunities? Source: 2009 Candidate Survey

60. … and also remains Consultants’ preferred site for finding Management Consultancy jobs Which of the job sites do you rate above all others for finding a consulting job? Source: 2009 Candidate Survey

62. Session 4: Question & Answer session

63. We are delighted to have on today’s panel a line-up of recruitment & advertising experts Charles Hardy is an Account Director with TMP and his key clients include RBS, Dell, Oracle, Motorola, the NHS and IBM. Prior to this role Charles worked at IBM and managed a central team supporting pan-European hiring across IBM, having previously been a practising consultant within the business. Don Leslie is a director of BLT, a professional services recruitment company which he co-founded in 1987, when he was four. He recruited his first management consultant in 1983, and has specialized in the sector ever since. BLT recently came second in UK Recruiter’s ‘Recruitment Blog of the Year’ survey, so today’s result means a bigger trophy cabinet will be required. Tony Restell is Director and co-founder of Top-Consultant (2000) and also of the pay-per-click jobs board ConsultancyRoleFinder (2008). The businesses help attract candidate hires to 60+ of the top 75 consulting firms primarily via both online and offline advertising and events. Previously Tony was a Senior Consultant with Roland Berger Strategy Consultants.

64. We are delighted to have on today’s panel a line-up of recruitment & advertising experts Matt Alder is Head of Digital at Barkers. He has overall responsibility for Barkers team of 50 digital specialists who have expertise in digital media strategy, web site development and digital recruitment effectiveness measurement. Ten of his twelve years of digital work experience have been spent within the online recruitment industry. Giles Guest is the Director of Enhance Media, a specialist online recruitment research, strategy, training and advertising agency. They annually conduct the largest piece of online recruitment research in Europe and use the findings combined with their other substantial research (including RIO delivered in conjunction with the REC) to deliver specialist online recruitment strategy and advice to clients. They are the only company in the UK accredited to deliver online recruitment training to the national BTEC standard and also deliver expert, highly targeted online recruitment advertising across job boards, search engines and social media.

66. 1 . What is the best way to reduce recruitment costs in 2009? (Shae Withers, Ineum Consulting) Charles Hardy, TMP Giles Guest, Enhance Media Matt Alder, Barkers

67. 2. As the pool of candidates becomes larger, which methods can we use more actively to separate the great from the good? (anonymous) Don Leslie, BLT Matt Alder, Barkers Giles Guest, Enhance Media

68. 3. Are candidates less likely to leave current employers in the current economic climate? What key factors would influence an experienced consultant to leave a consultancy firm and go to another lesser known consultancy in the economic downturn? (Jayne Santacana PRTM) Matt Alder, Barkers Don Leslie, BLT Charles Hardy, TMP

69. 4 . What is the first thing a Recruiter should do when the activity goes to "ON HOLD"? (question amended)? (KPMG) Charles Hardy, TMP Tony Restell, Top-Consultant & ConsultancyRoleFinder

70. 5. What innovative pricing models and solutions do recruiting agencies intend to come up with to compete in the current climate where the competition for talent seems to be in decline?? (John Barber OEE Consulting) Giles Guest, Enhance Media Don Leslie, BLT

71. 6. How do you think the current economic downturn will change the landscape of the management consultancy market over the next 18 months? (Angela Heath - BLT) Tony Restell, Top-Consultant & ConsultancyRoleFinder Panel Floor

72. 7. Do you believe that consultancies will lead the way in recruiting into the recovery, and when do you believe we might see this happening ? (Richard Harris, Mohawk Consulting) Tony Restell, Top-Consultant & ConsultancyRoleFinder Panel Floor

73. Thanks to our panelists: Matt Alder, Barkers Giles Guest, Enhance Media Don Leslie, BLT Matt Alder, Barkers Charles Hardy, TMP Tony Restell, Top-Consultant & ConsultancyRoleFinder

74. Finally, two dates for your diary…

75. The Consultancy Careers Fair 8 th & 9 th October 2009 The Barbican Hall 1, London

76. Recruiting in a Tough Market 2009 Tel: +44 (0)207 667 6880 Friday 6 th March 2009