The document discusses characteristics of confident networkers, identifying that they possess "Cool Cat" inner qualities, employ helpful "Buzzy Bee" social skills, and utilize strategic "Wise Owl" knowledge to effectively manage their networks for career success and opportunities. It also notes that while business networks can resemble social relationships, their potential for commercial benefit distinguishes them, and that networking is not underhanded selling but developing long-term, mutually helpful relationships.
RASE is a UAE-based recruitment firm specializing in the energy sector. It has a global supply chain and local recruitment teams to deliver qualified candidates. RASE aims to build partnerships with clients to understand their needs and culture in order to provide customized recruitment solutions from its network of over 1 million candidates worldwide. It offers a range of services including executive search, contingent recruitment, and recruitment process outsourcing.
The document is a franchise proposal from Riskpro India for human capital management services. It outlines Riskpro's background and capabilities in risk management consulting and recruiting. Key points include that Riskpro has over 200 years of cumulative experience, offices in major Indian cities, and aims to have one franchise in each city by end of 2012. It then discusses the growing Indian recruitment market and opportunities in staffing and training for risk, finance, and other professionals.
An RPO provider helped a financial services firm hire 3,600 people in 5 months by screening 18,000 candidates. RPO allows companies to outsource recruiting tasks like this one to free up HR executives for strategic work. RPO is growing due to labor shortages, complex hiring needs, and an evolving HR role focused more on strategy. RPO providers can expand candidate pools, shorten hiring cycles, and reduce costs through dedicated recruiting teams tailored to each company's needs.
Leighton Partners provides executive search and talent acquisition services globally. They offer both contingent and retainer fee structures depending on the position urgency. Contingent fees are paid only if the candidate is successfully hired, while retainer fees involve an upfront portion with the balance due on hire. Leighton Partners sources candidates through their database, advertising, and industry networks. They conduct an in-depth qualifying and interviewing process before presenting candidates to clients.
Riskpro India is seeking franchise partners to expand its human capital management services across India. As a franchise partner, you would gain access to Riskpro's brand, resources, and experienced professionals while running your own business with day-to-day autonomy. The initial investment is Rs. 150,000 plus taxes for a lifetime franchise fee with a 20% revenue share. Franchise partners would be provided with local contacts and support in sourcing resumes while being responsible for business development, billing, and statutory compliance in their area. The process involves submitting an application, payment, and signed agreement to become an authorized Riskpro franchise.
The document provides an overview of salaries and trends in various sectors based on PSD's analysis of 15,000 procurement professionals. It finds that permanent hiring in financial services rose 17% year-over-year. Salaries have remained steady or increased in some areas. Interim roles have declined 20-30% since late 2009, with a shift to fixed-term contracts. Public sector faces challenges of budget cuts, with the UK government targeting £6 billion in savings and postponing some projects.
Heidrick & Struggles Global Talent Reportmatt_stencil
The document summarizes the findings of a report on the global talent outlook to 2015. It analyzes talent environments in 60 countries through an index that benchmarks their capacity to develop, attract, and retain talent currently and projected to 2015. The US ranks first in 2011 and 2015 due to its excellent universities, high quality workforce, and meritocratic environment. Nordic and Asia-Pacific countries also rank highly. The report finds that companies are generally confident in attracting needed talent but with reservations, particularly in Asia. Firms are increasingly developing employees themselves. Executives report a lack of creativity in recruits, especially in Asia and Latin America.
BRUIN Financial is a leading specialist recruitment consultancy operating solely in the financial services marketplace. They focus exclusively on recruiting for financial services positions on a permanent, temporary, or interim basis. They utilize both traditional contingent recruitment techniques like an international candidate database as well as established executive search tactics like headhunting specific talent. This combination allows them to provide high quality candidates more quickly to clients and offer appealing career opportunities to candidates.
RASE is a UAE-based recruitment firm specializing in the energy sector. It has a global supply chain and local recruitment teams to deliver qualified candidates. RASE aims to build partnerships with clients to understand their needs and culture in order to provide customized recruitment solutions from its network of over 1 million candidates worldwide. It offers a range of services including executive search, contingent recruitment, and recruitment process outsourcing.
The document is a franchise proposal from Riskpro India for human capital management services. It outlines Riskpro's background and capabilities in risk management consulting and recruiting. Key points include that Riskpro has over 200 years of cumulative experience, offices in major Indian cities, and aims to have one franchise in each city by end of 2012. It then discusses the growing Indian recruitment market and opportunities in staffing and training for risk, finance, and other professionals.
An RPO provider helped a financial services firm hire 3,600 people in 5 months by screening 18,000 candidates. RPO allows companies to outsource recruiting tasks like this one to free up HR executives for strategic work. RPO is growing due to labor shortages, complex hiring needs, and an evolving HR role focused more on strategy. RPO providers can expand candidate pools, shorten hiring cycles, and reduce costs through dedicated recruiting teams tailored to each company's needs.
Leighton Partners provides executive search and talent acquisition services globally. They offer both contingent and retainer fee structures depending on the position urgency. Contingent fees are paid only if the candidate is successfully hired, while retainer fees involve an upfront portion with the balance due on hire. Leighton Partners sources candidates through their database, advertising, and industry networks. They conduct an in-depth qualifying and interviewing process before presenting candidates to clients.
Riskpro India is seeking franchise partners to expand its human capital management services across India. As a franchise partner, you would gain access to Riskpro's brand, resources, and experienced professionals while running your own business with day-to-day autonomy. The initial investment is Rs. 150,000 plus taxes for a lifetime franchise fee with a 20% revenue share. Franchise partners would be provided with local contacts and support in sourcing resumes while being responsible for business development, billing, and statutory compliance in their area. The process involves submitting an application, payment, and signed agreement to become an authorized Riskpro franchise.
The document provides an overview of salaries and trends in various sectors based on PSD's analysis of 15,000 procurement professionals. It finds that permanent hiring in financial services rose 17% year-over-year. Salaries have remained steady or increased in some areas. Interim roles have declined 20-30% since late 2009, with a shift to fixed-term contracts. Public sector faces challenges of budget cuts, with the UK government targeting £6 billion in savings and postponing some projects.
Heidrick & Struggles Global Talent Reportmatt_stencil
The document summarizes the findings of a report on the global talent outlook to 2015. It analyzes talent environments in 60 countries through an index that benchmarks their capacity to develop, attract, and retain talent currently and projected to 2015. The US ranks first in 2011 and 2015 due to its excellent universities, high quality workforce, and meritocratic environment. Nordic and Asia-Pacific countries also rank highly. The report finds that companies are generally confident in attracting needed talent but with reservations, particularly in Asia. Firms are increasingly developing employees themselves. Executives report a lack of creativity in recruits, especially in Asia and Latin America.
BRUIN Financial is a leading specialist recruitment consultancy operating solely in the financial services marketplace. They focus exclusively on recruiting for financial services positions on a permanent, temporary, or interim basis. They utilize both traditional contingent recruitment techniques like an international candidate database as well as established executive search tactics like headhunting specific talent. This combination allows them to provide high quality candidates more quickly to clients and offer appealing career opportunities to candidates.
BRUIN Financial is a leading specialist recruitment consultancy operating solely in the financial services marketplace. They focus exclusively on recruiting for financial services positions on a permanent, temporary, or interim basis. They utilize both traditional contingent recruitment techniques like an international candidate database as well as established executive search tactics like headhunting specific talent. This combination allows them to provide high quality candidates more quickly to clients and offer appealing career opportunities to candidates.
BRUIN Financial is a leading specialist recruitment consultancy operating solely in the financial services marketplace. It focuses exclusively on recruiting for various divisions within financial services like accounting, banking, HR, risk and compliance. It utilizes both traditional contingent recruitment techniques like an international candidate database as well as established executive search tactics like headhunting specific talent. This combination enables it to provide high quality candidates more quickly to clients. It is committed to equal opportunities and corporate social responsibility. It offers a bespoke recruitment service and comprehensive support to both clients and candidates.
BRUIN Financial is a leading specialist recruitment consultancy operating solely in the financial services marketplace. It focuses exclusively on recruiting for various divisions within financial services like accounting, banking, HR, risk and compliance. It utilizes both traditional contingent recruitment techniques like an international candidate database as well as established executive search tactics like headhunting specific talent. This combination enables it to provide high quality candidates more quickly to clients. It is committed to equal opportunities and corporate social responsibility. It offers a bespoke recruitment service and comprehensive support to both clients and candidates.
New Chapter is a leading executive search and selection consultancy specializing in recruiting for middle to senior management roles in the FMCG and retail sectors. They aim to raise standards in recruitment by deeply understanding clients' businesses and culture to source candidates that are a strong fit. New Chapter offers a range of services including advertising, database searches, and consultancy to help clients attract, assess, recruit, and retain top talent. Candidates are drawn to New Chapter due to their strong reputation in the market and focus on delivering professional, honest, and results-oriented service.
Talent Works International provides cost-effective and innovative resourcing solutions through talent pooling, recruitment research, and market intelligence. They create talent pipelines for clients to reduce costs and time associated with hiring. Talent Works maps competitors to gain market insights and identifies potential candidates. Their solutions include maintaining talent pools of passive candidates and identifying targets from competitors to approach about current and future opportunities. Clients include large multinational companies across various industries.
Heidrick & Struggles is an international executive search and leadership consulting firm with over 55 years of experience. They operate through a matrix structure across industries and geographies to provide services like executive search, board member search, leadership assessment, and executive coaching to clients worldwide. Their specialized industry and regional expertise allows them to identify top executive talent on a global scale.
The document provides an overview of Morgan McKinley's technical division and its capabilities in the UAE. The technical division is split into four teams: Construction & Design Engineering, Logistics and Supply Chain, Manufacturing & Operations, and IT & Telecommunications. It recruits qualified professionals for middle and senior management roles across various sectors. Morgan McKinley has extensive experience and local knowledge of the UAE market, and finds the best technical talent both locally and internationally to meet its clients' needs.
Hudson is a leading provider of permanent recruitment, contract professionals, outsourced solutions and talent management services with nearly 2,500 employees in over 20 countries. The document provides an overview of Hudson's operations in the UK and Ireland, including its offices across the region and specialist areas such as executive appointments, accounting and finance, HR, IT, telecommunications, marketing and communications, legal, sales, supply chain and procurement, and public sector recruitment. It also describes Hudson's approach of providing local expertise combined with global reach and its integrated recruitment solutions.
ND & Associates is a recruitment firm based in Dubai that specializes in providing experienced professionals to clients across various industries and business functions. It divides its consultants into two divisions: Industry Specialization, which focuses on sectors like IT, engineering, and logistics; and Business Support, which covers areas like IT, finance, and HR. The company offers recruitment services including executive search, on-site recruitment, headhunting, and mass recruitment. It also assists with localization and increasing Emirati representation. ND & Associates prides itself on its industry expertise, large candidate database, and personalized approach to meeting clients' unique staffing needs.
MiCA Qatar is a private consulting firm specializing in Engineering, project management, construction management consultancy, and project management technical support services.
MiCA Qatar was established in Qatar in 2006; the company has previously worked in the Middle East under the name of “Co-Design” and “Primatech.” The latter was the sole representative of Primavera Inc. in Egypt, Sudan and North Africa. All in all, the experience of MiCA extends over the last 23 years in project and construction management market in the Middle East (Qatar, Kuwait, Egypt, and Saudi Arabia).
MiCA Qatar has been authorized by the Urban Development Authority to provide Engineering Consultancy Services in the field of Civil Engineering, Electrical Engineering and Project Management.
www.MicaQatar.com
MiCA Qatar is a private consulting firm specializing in Engineering, project management, construction management consultancy, and project management technical support services.
MiCA Qatar was established in Qatar in 2006; the company has previously worked in the Middle East under the name of “Co-Design” and “Primatech.” The latter was the sole representative of Primavera Inc. in Egypt, Sudan and North Africa. All in all, the experience of MiCA extends over the last 23 years in project and construction management market in the Middle East (Qatar, Kuwait, Egypt, and Saudi Arabia).
MiCA Qatar has been authorized by the Urban Development Authority to provide Engineering Consultancy Services in the field of Civil Engineering, Electrical Engineering and Project Management.
MiCA Qatar is a fast growing company with a stable history and proven success. With a team of partners in diversified disciplines; MiCA Qatar can form professional teams to effectively meet the specific needs and requirements of medium to large projects. We do what it takes to help our customers meet current demands and be prepared for the future.
MiCA Qatar is a private consulting firm specializing in Engineering, project management, construction management consultancy, and project management technical support services.
MiCA Qatar was established in Qatar in 2006; the company has previously worked in the Middle East under the name of “Co-Design” and “Primatech.” The latter was the sole representative of Primavera Inc. in Egypt, Sudan and North Africa. All in all, the experience of MiCA extends over the last 23 years in project and construction management market in the Middle East (Qatar, Kuwait, Egypt, and Saudi Arabia).
MiCA Qatar has been authorized by the Urban Development Authority to provide Engineering Consultancy Services in the field of Civil Engineering, Electrical Engineering and Project Management.
MiCA Qatar is a fast growing company with a stable history and proven success. With a team of partners in diversified disciplines; MiCA Qatar can form professional teams to effectively meet the specific needs and requirements of medium to large projects. We do what it takes to help our customers meet current demands and be prepared for the future.
This document provides a recipe and instructions for making chocolate chip cookies. It lists the ingredients which include butter, shortening, sugars, eggs, vanilla, flour, baking soda, salt and chocolate chips. The instructions are in 7 steps and involve mixing the wet and dry ingredients separately and then combining them along with chocolate chips. The cookies are baked for 8 to 10 minutes and then allowed to cool before enjoying.
This document provides a recipe and instructions for making chocolate chip cookies. It lists the ingredients which include butter, shortening, sugars, eggs, vanilla, flour, baking soda, salt and chocolate chips. The instructions are in 7 steps and involve mixing the wet and dry ingredients separately and then combining them along with chocolate chips. The cookies are baked for 8 to 10 minutes and then allowed to cool before enjoying.
Library Programming with Life Skills and Cool GadgetsBetsy Dobles
The document discusses plans for a family-friendly October arts festival and event at the local library. It provides details on making the event participatory and interactive for patrons, with 20 different activities over 3 hours. It discusses brainstorming ideas, mapping out space needs, setting a budget, developing branding and promoting the event through various channels.
This document outlines the details of a Langlois Family Trivia event, including the teams, categories, questions, and prizes. It provides biographical information on family members and history related to the Langlois ancestry, Racine WI, and generations within the family.
This document provides a recipe and instructions for making chocolate chip cookies. It lists the ingredients which include butter, shortening, sugars, eggs, vanilla, flour, baking soda, salt and chocolate chips. The instructions are in 7 steps: mixing the wet ingredients, adding the dry ingredients, mixing in the chocolate chips, scooping cookies onto a baking sheet, baking for 8-10 minutes, letting cookies cool on the pan for 1 minute before transferring to a cooling rack, and enjoying the cookies. It also credits those who helped with the recipe.
The document outlines three situations from an individual's work profile demonstrating leadership, communication skills, and teamwork. For a leadership situation, they delegated tasks and streamlined activities to reduce costs while increasing attendance for cultural events. Their communication skills helped launch a new advertising campaign without cannibalizing an existing brand. Teamwork was shown by collaborating across groups to help a customer decide on home paint colors and open a store, which increased the brand's visibility by 30%.
The document appears to be a trivia game about the Langlois family from 2005. It includes questions in different categories like Birthdays, Nana, the 2003 Reunion, Injuries, and the Old Neighborhood. The questions test knowledge of family members' birthdays, where Nana lived during the war, activities from a 2003 family reunion, injuries family members sustained, and places frequented in the family's old neighborhood. The document lists the prize amounts for correct answers in each category.
Artificial intelligence (AI) is everywhere, promising self-driving cars, medical breakthroughs, and new ways of working. But how do you separate hype from reality? How can your company apply AI to solve real business problems?
Here’s what AI learnings your business should keep in mind for 2017.
BRUIN Financial is a leading specialist recruitment consultancy operating solely in the financial services marketplace. They focus exclusively on recruiting for financial services positions on a permanent, temporary, or interim basis. They utilize both traditional contingent recruitment techniques like an international candidate database as well as established executive search tactics like headhunting specific talent. This combination allows them to provide high quality candidates more quickly to clients and offer appealing career opportunities to candidates.
BRUIN Financial is a leading specialist recruitment consultancy operating solely in the financial services marketplace. It focuses exclusively on recruiting for various divisions within financial services like accounting, banking, HR, risk and compliance. It utilizes both traditional contingent recruitment techniques like an international candidate database as well as established executive search tactics like headhunting specific talent. This combination enables it to provide high quality candidates more quickly to clients. It is committed to equal opportunities and corporate social responsibility. It offers a bespoke recruitment service and comprehensive support to both clients and candidates.
BRUIN Financial is a leading specialist recruitment consultancy operating solely in the financial services marketplace. It focuses exclusively on recruiting for various divisions within financial services like accounting, banking, HR, risk and compliance. It utilizes both traditional contingent recruitment techniques like an international candidate database as well as established executive search tactics like headhunting specific talent. This combination enables it to provide high quality candidates more quickly to clients. It is committed to equal opportunities and corporate social responsibility. It offers a bespoke recruitment service and comprehensive support to both clients and candidates.
New Chapter is a leading executive search and selection consultancy specializing in recruiting for middle to senior management roles in the FMCG and retail sectors. They aim to raise standards in recruitment by deeply understanding clients' businesses and culture to source candidates that are a strong fit. New Chapter offers a range of services including advertising, database searches, and consultancy to help clients attract, assess, recruit, and retain top talent. Candidates are drawn to New Chapter due to their strong reputation in the market and focus on delivering professional, honest, and results-oriented service.
Talent Works International provides cost-effective and innovative resourcing solutions through talent pooling, recruitment research, and market intelligence. They create talent pipelines for clients to reduce costs and time associated with hiring. Talent Works maps competitors to gain market insights and identifies potential candidates. Their solutions include maintaining talent pools of passive candidates and identifying targets from competitors to approach about current and future opportunities. Clients include large multinational companies across various industries.
Heidrick & Struggles is an international executive search and leadership consulting firm with over 55 years of experience. They operate through a matrix structure across industries and geographies to provide services like executive search, board member search, leadership assessment, and executive coaching to clients worldwide. Their specialized industry and regional expertise allows them to identify top executive talent on a global scale.
The document provides an overview of Morgan McKinley's technical division and its capabilities in the UAE. The technical division is split into four teams: Construction & Design Engineering, Logistics and Supply Chain, Manufacturing & Operations, and IT & Telecommunications. It recruits qualified professionals for middle and senior management roles across various sectors. Morgan McKinley has extensive experience and local knowledge of the UAE market, and finds the best technical talent both locally and internationally to meet its clients' needs.
Hudson is a leading provider of permanent recruitment, contract professionals, outsourced solutions and talent management services with nearly 2,500 employees in over 20 countries. The document provides an overview of Hudson's operations in the UK and Ireland, including its offices across the region and specialist areas such as executive appointments, accounting and finance, HR, IT, telecommunications, marketing and communications, legal, sales, supply chain and procurement, and public sector recruitment. It also describes Hudson's approach of providing local expertise combined with global reach and its integrated recruitment solutions.
ND & Associates is a recruitment firm based in Dubai that specializes in providing experienced professionals to clients across various industries and business functions. It divides its consultants into two divisions: Industry Specialization, which focuses on sectors like IT, engineering, and logistics; and Business Support, which covers areas like IT, finance, and HR. The company offers recruitment services including executive search, on-site recruitment, headhunting, and mass recruitment. It also assists with localization and increasing Emirati representation. ND & Associates prides itself on its industry expertise, large candidate database, and personalized approach to meeting clients' unique staffing needs.
MiCA Qatar is a private consulting firm specializing in Engineering, project management, construction management consultancy, and project management technical support services.
MiCA Qatar was established in Qatar in 2006; the company has previously worked in the Middle East under the name of “Co-Design” and “Primatech.” The latter was the sole representative of Primavera Inc. in Egypt, Sudan and North Africa. All in all, the experience of MiCA extends over the last 23 years in project and construction management market in the Middle East (Qatar, Kuwait, Egypt, and Saudi Arabia).
MiCA Qatar has been authorized by the Urban Development Authority to provide Engineering Consultancy Services in the field of Civil Engineering, Electrical Engineering and Project Management.
www.MicaQatar.com
MiCA Qatar is a private consulting firm specializing in Engineering, project management, construction management consultancy, and project management technical support services.
MiCA Qatar was established in Qatar in 2006; the company has previously worked in the Middle East under the name of “Co-Design” and “Primatech.” The latter was the sole representative of Primavera Inc. in Egypt, Sudan and North Africa. All in all, the experience of MiCA extends over the last 23 years in project and construction management market in the Middle East (Qatar, Kuwait, Egypt, and Saudi Arabia).
MiCA Qatar has been authorized by the Urban Development Authority to provide Engineering Consultancy Services in the field of Civil Engineering, Electrical Engineering and Project Management.
MiCA Qatar is a fast growing company with a stable history and proven success. With a team of partners in diversified disciplines; MiCA Qatar can form professional teams to effectively meet the specific needs and requirements of medium to large projects. We do what it takes to help our customers meet current demands and be prepared for the future.
MiCA Qatar is a private consulting firm specializing in Engineering, project management, construction management consultancy, and project management technical support services.
MiCA Qatar was established in Qatar in 2006; the company has previously worked in the Middle East under the name of “Co-Design” and “Primatech.” The latter was the sole representative of Primavera Inc. in Egypt, Sudan and North Africa. All in all, the experience of MiCA extends over the last 23 years in project and construction management market in the Middle East (Qatar, Kuwait, Egypt, and Saudi Arabia).
MiCA Qatar has been authorized by the Urban Development Authority to provide Engineering Consultancy Services in the field of Civil Engineering, Electrical Engineering and Project Management.
MiCA Qatar is a fast growing company with a stable history and proven success. With a team of partners in diversified disciplines; MiCA Qatar can form professional teams to effectively meet the specific needs and requirements of medium to large projects. We do what it takes to help our customers meet current demands and be prepared for the future.
This document provides a recipe and instructions for making chocolate chip cookies. It lists the ingredients which include butter, shortening, sugars, eggs, vanilla, flour, baking soda, salt and chocolate chips. The instructions are in 7 steps and involve mixing the wet and dry ingredients separately and then combining them along with chocolate chips. The cookies are baked for 8 to 10 minutes and then allowed to cool before enjoying.
This document provides a recipe and instructions for making chocolate chip cookies. It lists the ingredients which include butter, shortening, sugars, eggs, vanilla, flour, baking soda, salt and chocolate chips. The instructions are in 7 steps and involve mixing the wet and dry ingredients separately and then combining them along with chocolate chips. The cookies are baked for 8 to 10 minutes and then allowed to cool before enjoying.
Library Programming with Life Skills and Cool GadgetsBetsy Dobles
The document discusses plans for a family-friendly October arts festival and event at the local library. It provides details on making the event participatory and interactive for patrons, with 20 different activities over 3 hours. It discusses brainstorming ideas, mapping out space needs, setting a budget, developing branding and promoting the event through various channels.
This document outlines the details of a Langlois Family Trivia event, including the teams, categories, questions, and prizes. It provides biographical information on family members and history related to the Langlois ancestry, Racine WI, and generations within the family.
This document provides a recipe and instructions for making chocolate chip cookies. It lists the ingredients which include butter, shortening, sugars, eggs, vanilla, flour, baking soda, salt and chocolate chips. The instructions are in 7 steps: mixing the wet ingredients, adding the dry ingredients, mixing in the chocolate chips, scooping cookies onto a baking sheet, baking for 8-10 minutes, letting cookies cool on the pan for 1 minute before transferring to a cooling rack, and enjoying the cookies. It also credits those who helped with the recipe.
The document outlines three situations from an individual's work profile demonstrating leadership, communication skills, and teamwork. For a leadership situation, they delegated tasks and streamlined activities to reduce costs while increasing attendance for cultural events. Their communication skills helped launch a new advertising campaign without cannibalizing an existing brand. Teamwork was shown by collaborating across groups to help a customer decide on home paint colors and open a store, which increased the brand's visibility by 30%.
The document appears to be a trivia game about the Langlois family from 2005. It includes questions in different categories like Birthdays, Nana, the 2003 Reunion, Injuries, and the Old Neighborhood. The questions test knowledge of family members' birthdays, where Nana lived during the war, activities from a 2003 family reunion, injuries family members sustained, and places frequented in the family's old neighborhood. The document lists the prize amounts for correct answers in each category.
Artificial intelligence (AI) is everywhere, promising self-driving cars, medical breakthroughs, and new ways of working. But how do you separate hype from reality? How can your company apply AI to solve real business problems?
Here’s what AI learnings your business should keep in mind for 2017.
The half year review document discusses Site Group's financial performance for the six months ending December 31, 2012.
1) Revenue for the half year was $6.3 million, in line with expectations. Training revenue increased 34% over the prior quarter.
2) The acquisition of Axis Training Group has been earnings accretive and contributed net profit of $251,000 for the period from July 1 to December 31, 2012.
3) Overall, the board is confident in management and their marketing strategy. While full year revenue may be lower than initial estimates, management expects to reach monthly profitability by the end of the financial year.
The document summarizes the increasing demand for compliance, risk, and regulatory professionals in the financial industry. New regulations like Basel 2/3, Solvency 2, and MiFID have created complex multi-layered rules, requiring firms to improve systems/controls and introduce more specialized roles. Regulators are also inspecting firms more aggressively to ensure compliance. As a result, financial firms are urgently seeking to build project teams and hire technical experts to implement new rules and systems by 2012. The recruitment firm JJ Associates has seen increased requests to fill these roles and has built a specialist database to support clients' permanent and interim hiring needs.
The document summarizes the increasing demand for compliance, risk, and regulatory professionals in the financial industry. New regulations like Basel 2/3, Solvency 2, and MiFID have created complex multi-layered rules, requiring firms to improve systems/controls and introduce more specialized roles. Regulators are also inspecting firms more aggressively to ensure compliance. As a result, financial firms are urgently seeking to build project teams and hire technical experts to implement new rules and systems by 2012. The recruitment firm, JJ Associates, has seen increased requests to fill these roles and has built a specialist database to support clients' staffing needs.
The document discusses the role and requirements of a recruitment consultant. It summarizes that recruitment consultants work to attract both clients and candidates, screening and interviewing candidates to place them in suitable jobs. The role requires strong interpersonal and communication skills, ambition, and the ability to handle a fast-paced and diverse work environment. Experience in sales, marketing, or customer service can be beneficial for entering the industry, though on-the-job training is also common. Progression within the industry may lead to roles like senior consultant or branch manager.
Twenty Recruitment is a fast-growing independent recruitment business founded in 2009 during the recession. It has expanded rapidly to include eleven business streams across three industry sectors in Europe and the US. The founders, Paul Marsden and Adrian Kinnersley, previously founded and sold another successful recruitment business. Twenty aims to be an industry-defining brand by focusing on professional recruitment across multiple sectors rather than job boards. It has experienced strong growth, with 2010 revenue up 350% and net fee income up 250% compared to 2009. Twenty is seeking ambitious recruiters who see recruitment as a profession rather than just a process.
For more information contact: emailus@marcusevans.com
An interview with Bob Keller of Triumph Investment Managers, LLC, a private equity firm at the marcus evans Private Wealth Management Summit Spring 2013 talks about taking advantage of opportunities in the banking sector.
Join the 2014 Private Wealth Management Summit along with leading regional investors in an intimate environment for a highly focused discussion on the latest investment strategies in the market.
For more information contact: emailus@marcusevans.com
This document discusses MSLGROUP's growth in Asia over 23 years of supporting clients in establishing, protecting and expanding their businesses across the fast-growing region. It notes that MSLGROUP has grown into a network of 38 owned offices and 1,675 advisors across key Asian markets. The summary highlights that finding the right audience in Asia through expert financial communications advice - locally, regionally and worldwide - can help clients succeed with acquisitions, market entry or investment capital raising.
The newsletter provides information on Blueprint's support for advisers to achieve QCA Level 4 status and prepare for RDR requirements. It highlights Blueprint's training programs for qualifications, segmentation support to transition client bases, and marketing solutions. The newsletter also features client testimonials that praise Blueprint's hands-on support and trustworthiness in delivering on promises.
The newsletter provides an overview of Globalinx Corp.'s activities in Q1 2013 and plans for the future. Key points include:
1) Globalinx saw increased demand in 2012 for cross-cultural training and will continue focusing on developing these programs.
2) In 2013, Globalinx will offer its management seminars publicly for the first time and expand its eLearning offerings.
3) The president expresses excitement about reaching a wider audience and providing essential skills for global business.
The annual report summarizes Interpublic's financial results for 2007 and discusses progress and plans for the future. Key points:
- Net income and earnings per share were the highest since 2000, as organic revenue grew 3.8% and operating margin improved.
- All material control weaknesses identified in previous years were remediated.
- Strategic focus areas include digital capabilities, high growth markets and competencies, and targeted acquisitions.
- Continued investment in talent and resources across the agency portfolio is supporting improved performance and new business wins.
- Financial and operational improvements since 2005 demonstrate significant progress in the turnaround.
1) The Interpublic Group of Companies saw strong financial results in 2007, with organic revenue growth of 3.8%, operating margin of 5.3%, net income of $131.3 million, and earnings per share of $0.26.
2) They completed remediation of 18 material control weaknesses and achieved Sarbanes-Oxley compliance, allowing them to reduce external costs and focus on profitability.
3) Looking forward, Interpublic is committed to competitive organic revenue growth and an operating margin target of 8.5-9% for 2008, barring a significant economic slowdown.
- The annual report summarizes Interpublic's strong financial results in 2007, including organic revenue growth of 3.8%, operating margin of 5.3%, net income of $131.3 million compared to a loss in 2006, and earnings per share at the highest level since 2000.
- It attributes the turnaround to talent additions, strategic decisions, and focus on financial infrastructure, allowing the company to reduce costs and improve profitability.
- Interpublic aims to address evolving client needs through its range of powerful brands, with a focus on developing new tools, structures, and a new business model, especially in digital media and high-growth markets and competencies.
Telstra Global - State Of The Asian CXO 2012 Reportmaxxed8888
Telstra Global is pleased to continue its
support of “The State of the Asian CXO survey 2012” for the third consecutive year.
This annual survey provides an insight into the minds of 280 CXOs across seven
countries in Asia Pacific to understand their
challenges, needs, priorities and attitude towards emerging technologies, such as cloud computing.
Markets
The GCC Partners is a specialized financial consultancy firm run by professionals with over 25 years of combined experience in global capital markets. They offer tailored solutions and services including strategic consultancy, executive search, and financial markets training to banks, asset managers, and other financial institutions. By leveraging their international experience and local knowledge of the Middle East region, they aim to help clients grow their businesses through performance improvement, cost cutting, and efficiency gains. Their objective is to build long-term trusting relationships with clients.
Markets
The GCC Partners is a specialized financial consultancy firm run by professionals with over 25 years of combined experience in global capital markets. They offer tailored solutions and services including strategic consultancy, executive search, and financial markets training to banks, asset managers, and other financial institutions. By leveraging their international experience and local knowledge of the Middle East region, they aim to help clients grow their businesses through performance improvement, cost cutting, and efficiency gains. Their objective is to build long-term trusting relationships with clients.
The GCC Partners is a financial consultancy firm in the United Arab Emirates run by professionals with over 25 years of combined experience in global capital markets. They offer strategic consultancy, executive search, and financial markets training to banks, asset managers, and other financial institutions. Their goal is to use their international expertise and local knowledge to help clients grow their businesses through consultancy, recruiting top talent, and training programs.
Markets
The GCC Partners is a specialized financial consultancy firm run by professionals with over 25 years of combined experience in global capital markets. They offer tailored solutions and services including strategic consultancy, executive search, and financial markets training to banks, asset managers, and other financial institutions. By leveraging their international experience and local knowledge of the Middle East region, they aim to help clients grow their businesses through performance improvement, cost cutting, and efficiency gains. Their objective is to build long-term trusting relationships with clients.
Markets
The GCC Partners is a specialized financial consultancy firm run by professionals with over 25 years of combined experience in global capital markets. They offer tailored solutions and services including strategic consultancy, executive search, and financial markets training to banks, asset managers, and other financial institutions. By leveraging their international experience and local knowledge of the Middle East region, they aim to help clients grow their businesses through performance improvement, cost cutting, and efficiency gains. Their objective is to build long-term trusting relationships with clients.
CARE Ratings is issuing an IPO to raise Rs. 7.2 crores. As the second largest credit rating agency in India, CARE has a dominant #2 market position and benefits from the structural growth of the Indian debt market. It has a robust business model with high margins and returns. While not cheap, CARE is available at a discount to its listed peers CRISIL and ICRA due to its strong quality and growth opportunities. The document recommends subscribing to the IPO.
The document discusses opportunities for recruiters in Asia Pacific. It notes that while Western economies are still recovering from the financial crisis, Asian economies like China, Hong Kong, Singapore, and others are experiencing strong growth and a booming recruitment market. Recruitment in the region is described as dynamic and growing rapidly across many industries. The region represents opportunities for experienced recruiters to help companies meet their growing talent needs.
Similar to Acquire, Evaluate, Develop Newsletter (20)
1. Issue 3
acquire
evaluate
develop
acquire evaluate develop
Confident Networking for
Career Success
Seeing the Smaller Picture
Engaging Future Leaders
The Growing Need for
Background Screening
UAE
2. Market Update: UAE
2
Hello and Recruitment specialists Relationship Managers are presently
welcome NOT generalists in widespread demand by the
to the third Throughout the downturn and now banks, and the expected increase in
edition in the midst of a period of strong liquidity within the region is likely to
of AED growth, our focussed approach, trigger a fresh phase of Mergers and
(Acquire, unparalleled access to a global pool Acquisitions activity.
Evaluate, of candidates and ability to draw
Develop), upon Reed Specialist Recruitments Business Services
which has rapidly established international expertise have been This broad group incorporates a
itself as an eagerly awaited highly valued by candidates and diverse array of different sub-sectors
source of interesting and clients alike. which Reed’s specialist recruiters
helpful information about focus upon.
different aspects of resourcing Big enough to cope, small
enough to care HR and Marketing in particular
In addition to a carefully chosen With the majority of the team based have seen increased demand, with
mix of specially-commissioned, out of Qatar and Dubai, Reed’s Marketing Assistants proving to be a
topical articles, we have again recruitment specialists have helped popular hire.
included a selection of items employers of all shapes and sizes
looking at trends and issues linked throughout the GCC, and also within Technical Services
to the recruitment market. North Africa, adapt their resourcing The Energy sector is currently one of
strategies to suit the changing the most dynamic within the overall
Historically, the Middle East economic environment. Technical Services sector.
and North Africa (MENA) region
has been reliant upon a steady Our specialist agency approach Demand is high for people with
influx of suitably skilled foreign now extends across three specialist skills for the Energy sector.
workers. However, at the height broad categories; Financial This plight is accentuated by the local
of the global financial crisis this Services, Business Services and skills shortage, which has lead to a
pool of talent was in many cases Technical Services. number of expats returning back to
dispersed as non-local employees the GCC.
were made redundant. Financial Services
Banking and Finance within the A local nuclear energy sub-sector is
As the MENA region has emerged region has stabilised, with the banks beginning to emerge, triggered by
from the global recession, albeit at beginning to resume lending. an ambitious twenty year plan and
different paces depending upon recent developments such as the
which country, state and business One of the impacts of the global creation of the Masdar renewable
sector, the demand for suitably financial crisis was to highlight energy city and the adjacent Masdar
skilled and experienced candidates to businesses the value that Institute. As a result, we have seen
has noticeable increased as good financial controllers and an increase in demand for skilled
confidence returns along with business analysts could bring professionals with experience gained
a renewed appetite for hiring to to an organisation. in this sector. Meanwhile, links with
secure competitive advantage. the Korean energy market also
remain strong.
3. Market Update: UAE
3
Continued…
There has also been a healthy The KV assessment process is very With over 50 years’ recruitment
demand for experienced new rigorous and as the first international experience and expertise, Reed
recruits, such as Quantity Surveyors “Executive Search Firm” accepted Specialist Recruitment has a role to
for instance, from the recovering into KV, further bolsters our credibility play in the economic resurgence of
Property & Construction sector. within the region. the MENA economy. By continuing
to only recruit in service lines where
Satellite Offices The UAE team based in the we have experts with specialist sector
In September this year, Reed secured Knowledge Village currently covers knowledge, Reed will continue to
the first international Executive both Dubai and Abu Dhabi - although be able to source the best available
Search license within the Knowledge our dedicated Abu Dhabi office will talent for our clients and remain
Village free-zone in Dubai. also be opening soon. an important resourcing business
partner for organisations of all sizes.
Dubai Knowledge Village (KV) Expansion of HR
launched in 2003, and was founded Consulting services With best wishes for a good close
as part of a long-term economic To further help clients optimise their to 2010 and to a successful start
strategy - focused on attracting new resourcing throughout the region, to 2011.
organisations who will help introduce Reed Consulting, which works with
new people, new skills and develop companies of all sizes is launching
talent in the region. a new suite of services to include:
Competency Mapping, Goal Analysis
Reed’s acceptance by this well- and Training.
Maria Brown –
respected organisation marks a
Associate Director
significant milestone for the business.
Page 4 Confident Networking for Career Success
Page 7 Seeing the Smaller Picture
Page 9 Engaging Future Leaders
Page 11 The Growing Need for Background Screening
Page 13 Reed News: Local and Global
4. Confident Networking
for Career Success
4
A business network is a web True self-confidence develops when 1. First, boost the inner confidence
of relationships with the you are repeatedly successful, while – maintaining personality
potential to be mutually helpful at the same time genuinely being characteristics – the Cool
and mutually trusting. These ‘yourself’. Your successes can be Cat qualities – that confident
relationships can appear very large or small and your style of networkers share.
similar to social friendships, operating can be highly conspicuous 2. Secondly, there are certain social
but there are some underlying or not. It can also involve great skills that confident networkers
differences because of their numbers of people or just a very few. use. We refer to these as Buzzy
potential to become commercial Bee skills.
in some form or other. There are some characteristics and 3. Finally, confident networkers have
strengths that self-confident people developed extensive knowledge
A misconception some people share. Inwardly, they feel at ease on how to strategically manage
have about networking is that it with themselves, in spite of knowing their networks and operate
is an underhand form of selling. It they are not perfect. They know efficiently. We call this Wise
isn’t. The best business and career what they want and what they are Owl know-how.
networks provide both formal and capable of achieving, and believe
informal opportunities to develop they will meet with success. Cool Cat qualities
long-term social relationships The first, and perhaps most
between colleagues, clients and You have probably noticed such important of the Cool Cat qualities
competitors. They encourage the people radiate positive energy. is self-belief.
sharing of personal and work-related They appear calm, in control
information, which will build trust and and approachable, and they Self-belief is at the heart of inner
facilitate the successful exchanges communicate clearly and openly. confidence and without it, our
of goods and services whenever They also directly ask for what they primitive urge to survive and thrive
such needs arise. want and will, unhesitatingly and is weaker. If you network while
effectively, both promote and defend your self-belief is shaky, you could
They also function as insurance themselves whenever they choose be undermining the potential of
against a ‘rainy day’, when there to do so. all your strengths, skills and
will be someone who can advise achievements by:
and help you meet unwelcome Some confident networkers will have
challenges. been lucky enough to have acquired n Playing too safe – You will
these characteristics naturally, but probably either narrow your
Self-confidence others – such as the shy business field of vision to people you
Whatever kind of business tycoon and self-promoter par already know, or, to avoid getting
networking you do, or intend to excellence, Richard Branson – had rejected, you might stick to talking
do, without question the more to learn how to be socially confident. to the small minority who are
self-confidence you have the more Becoming confident enough to so nice that they wouldn’t even
successful you will be and the more network well may be harder for give a brush-off to a fly sitting
you will enjoy the experience. some than others, but it is never on their nose.
impossible for anyone and we n Selling yourself short – You
believe there are three areas of may hold back on sharing
strengths that can be worked on: some of your strengths and
5. Confident Networking
for Career Success
5
Continued…
achievements, because you have Once you have identified your UAPs,
lost faith in your ability to live up you need to create an abundance
to these past standards. Or, you of opportunities to display and share
may do so because you fear you them. Confident networkers often
will be judged as arrogant. seize fleeting opportunities that
n Displaying poor social skills others may not ever even notice.
of outer confidence, which
are so crucial for interacting For instance, if you were standing
with people and building in an airport queue and spotted
good relationships. the man next to you was reading
n Failing to ‘seize the moment’ an article on a topic that was of
– In a fast-paced world, we often great interest to you, would you
have only fleeting moments to Unique Appeal Points politely try to initiate a conversation?
make a connection. If you waste To help you do this, we have Let’s imagine you would, and that
time sweating about whether or developed the concept of Unique during your five minutes of small talk
not an interesting new lead or Appeal Points (UAPs), which are a it emerges that this man works for
famous VIP will want to talk to variation on the well-known acronym a company that has just the kind
you, almost certainly a Cooler USPs and cover four key areas of opportunities you are looking
Cat will seize your opportunity. of strengths: for. But then, unfortunately, you
also learn that he has a different
How to develop your self-belief 1. Innate aptitudes: these are destination from you.
Unlike many of the other those enduring, personality-
components of self-confidence, defining qualities that usually How well would you use the five
the vast majority of us once had predetermine major areas of minutes you have left of this lucky
strong self-belief. Certainly, new- contribution in your career. For break? Would your new contact
born babies don’t doubt their right example, you need to be board his plane, knowing about your
to be noticed, liked and have their clear about whether you are interest and also have an accurate
needs met. Unfortunately, once a natural extrovert, an introvert impression of what you as an
past infancy, most people’s self- or somewhere in between. individual might be able to offer him?
belief takes a rocky path. It is 2. Developed character A good networker has to be able
knocked by failures, criticism, strengths: these are the to accurately convey their UAPs to
rejection and identity crises. strengths you’ve developed as a a new contact in just one minute.
result of your life experiences and That may sound like a tall order, but
As a good networker, your main could be, for example, patience, it is not impossible and only requires
focus should be on what others resourcefulness, consistency or, preparation and practice.
might need from you, rather than of course, self-confidence.
on what you want or need to sell. 3. Technical skills: these are your Our final tip for self-belief is to
So you must display and highlight learned competencies, which you prepare a plan for recovering from
yourself in the way that is most can legitimately claim as areas of the inevitable knock-backs you will
likely to make you and what you special expertise. get while you are networking. Accept
have to offer relevant and therefore 4. People skills: particularly those that you are certain to encounter
appealing to the other person. which are critical to networking, some rudeness and rejection, but
such as responsiveness, insight instead of panicking about this
and co-operation. reality, note down the five steps of
6. Confident Networking
for Career Success
6
Continued…
this emotional recovery plan and n immerse yourself in an activity people, communication, the type
keep them at hand as a guide: that you enjoy and will guarantee of event or networking in general.
a satisfying result;
1. Calm your pulse n ring a friend whom you know will 5. Make at least one resolution to:
You can achieve this by, for example: love to hear from you;
n do a favour for a colleague, friend n script and rehearse an
n retreating to somewhere or neighbour; assertive response to use
private and doing some n make a donation of time or at your next meeting;
controlled breathing and money to a charity; or n write a letter of complaint;
stretching exercises; n look through your networking n apologise or make recompense;
n visualising a peaceful place, or contacts and find two people n enlist on a training course to
the face of someone you love; who might benefit from being improve a skill; or
n going for a quiet walk around introduced to each other. n try an alternative
the block; or networking scenario.
n listening to a calming CD 3. Analyse the facts
or humming a peaceful Summarise what exactly happened Confident networking is not as
and rhythmic melody. using objective, third-person difficult as it may first appear. You
language, being careful not to use just need to know what to do, when
2. Boost your self-esteem any superlatives, generalisations to do it and have the courage to
You can do this by doing any and exaggerations. Then, talk test out the strategies and tips step
or all of the following: through your analysis with an by step. Trust that one day it will
empathetic and level-headed suddenly ‘click into place’ and start
n give (or plan to give) yourself a colleague, boss or mentor. to feel natural and so easy – just
treat, such as a break and some like it does to those super-confident
favourite food, or buy yourself a 4. Reflect on your learning people you used to admire so much.
small luxury; Note what the experience of
n look at some reminders of your knock-back has helped Stuart Lindenfield
past achievements; you learn about yourself, other Head of Transition Services
Reed Consulting
About the authors:
Gael Lindenfield: Gael is widely been translated into 33 languages management, with a strong
regarded as the UK’s leading and sold more than 2.5 million track record of helping individuals
confidence and self-help expert. copies, her most recent book, enhance their careers and assisting
She is a psychotherapist and ‘101 Morale Boosters – Instant organisations to successfully
trainer specialising in confidence comfort for difficult times’ was manage transitions. From main
building, assertive communication published by Little Brown Book board to frontline operatives, he
and the management of feelings. Group in February this year. has supported staff at all levels
A best-selling international author both in the commercial and not-
of 21 ground-breaking personal Stuart Lindenfield: Stuart for-profit sectors.
development books, which have is a leading expert on career
7. Seeing the Smaller Picture
The Importance of Making Informed Resourcing Decisions 7
Across the region and account of important local and general awareness as to how levels
throughout most sectors, labour industry variances. of pay compare. Industry norms
markets have undergone a can also have a significant effect,
major transformation – from Only with a thorough, up-to-date particularly in the case of senior
being highly employer-focused understanding of whether there or specialist roles. Other important
during the GFC, when vacancies are localised skills shortages or factors, including the resourcing
were in short supply, to now surpluses, and what dynamic local activities of sector competitors
being more employee-centred labour market factors – such as a and local employers, demographics
with companies having to work major employer moving to the area and the composition of the local
much harder to recruit and – are at play, can organisations jobseekers talent pool – its
retain the best talent. put in place the most efficient and depth and skills levels, should
cost-effective resourcing strategies. also be considered.
In these circumstances,
organisations need a thorough Micro-economic factors may also While many organisations are
understanding of relevant local influence reward decisions. Offer missing the opportunity to inform
and sector-specific data in order to below the local market rate, and their resourcing strategies in this
make the most effective resourcing organisations will not only struggle way, other, more enlightened
decisions. In particular, reviewing to attract new recruits, but are also businesses are using detailed
salary and benefit package trends likely to have employee retention research to their advantage.
by sector, profession, level and issues. Offer above the geographic
locality are critical in ensuring and sector market rate, and For instance, a major power and
a competitive edge. organisations will be wasting energy company wanted to develop
money on excessively high wages. more effective resource planning
All too often, organisations of all sizes – including improved attraction,
impede the potential success of their Good resourcing decisions recruitment and retention strategies
resourcing activities by adopting a need good local data – to help it staff its customer
broad-brush approach based solely The full resourcing picture is much service centres as cost-effectively
on macro-economic factors. more complicated and cannot be as possible.
understood simply by applying a
Making the right
resourcing decisions
At a macro-economic level, falling
unemployment and rising levels
of inflation suggest not only that
recruitment success will be impaired
by a shortage of candidates, but
also that pay increases may be
necessary for employee retention
and candidate attraction.
However, organisations that rely
on this broad information alone
risk encountering more acute
resourcing issues by failing to take
8. Seeing the Smaller Picture
8
Continued…
Recognising that they first needed based upon an understanding of and the development of an effective
a detailed insight into the external local candidate availability it is also attraction campaign, to defining a
labour market conditions for possible to identify the suitability suitable reward package and the
each location, they used Reed’s of potential attraction techniques design and delivery of the right
specialist research team to provide to support the filling of specific assessment process.
information, analysis and insight professional roles.
into what factors would have a likely The same detailed understanding
impact upon the recruitment and Resourcing best practice of local market data and pay rates
retention of customer service staff. Organisations should ensure they will help minimise the unwanted
employ a best practice approach attrition of valuable talent, while also
This enabled the company to then to resourcing and make appropriate protecting your organisation against
undertake workforce planning use of all the tools and information unnecessary pay rises.
across seven locations, with a available to them. This approach
thorough understanding of the will enable them to successfully In all cases, what may appear to
specific, prevailing external labour address two fundamental be internal management decisions
market factors, including suitable resourcing concerns: should be informed by a full
salary levels based on what local understanding of external conditions.
competitors were offering. More 1. Filling key vacancies quickly,
widely, the analysis of reward efficiently and cost-effectively In a climate where an optimised
and engagement practice even with the best people available. cost base and maximum staff
informed decisions regarding the 2. Retaining the most valuable talent performance are key, making truly
best ways to maximise customer by rewarding staff as equitably informed resourcing decisions
service standards. as possible. could mean the difference between
success and failure.
The scope and depth of labour Having a detailed, research-informed
market data and analysis can picture of who potential recruits are David Hopkins
vary and can include salary and what is necessary to attract Head of Strategic Resource
benchmarking, local labour market them is vital. It will inform all phases Reed Consulting
conditions and potential candidate of the recruitment process, from
attraction options. Additionally, evaluating recruitment feasibility
9. Engaging Future Leaders
Why Generation Y are so Important to Achieving Competitive Advantage 9
Generation Y (Gen Y) are under employer to employer – sometimes employers and between ambitious
30 years old, typically ambitious after little more than a year – in Gen Y individuals looking to secure
and frequently criticised for order to gain as much experience an attractive job opportunity.
having a ‘diva-like’ approach to as they can, as quickly as they can. Even with an improved economic
job hunting – expecting first jobs outlook, many large organisations
to almost fall into their laps and During the GFC, when really good have cut back on how many
for the financial rewards on offer job opportunities were rare, most individuals they recruit, especially
to be high from the outset. employees made a conscious onto their graduate development /
decision to stay put and ride out trainee schemes. Add in the steady
While this is something of a the economic storm. Not so for increase in student numbers over
generalisation about people born Gen Y, who continued to look the past few years, and the result
after 1980, many do have a very for and move to new roles with is more Gen Ys than ever currently
different outlook and approach employers in order to keep their looking for work.
to work, and life in general, than career on the fast track.
their parents’ generation. Business However, in many sectors the
and personal communication has Attracting and retaining recruitment market has already
changed immensely over the past the best talent from Gen Y begun to move quite dramatically
10 years, and Gen Y are so much The world’s economy has improved from being employer driven and
more familiar with the internet and throughout 2010 and a level of candidate rich during the GFC,
in particular online networking sites, confidence has returned to the to now being candidate poor
that the way they communicate with jobs market. This has brought and applicant driven. With talent
each other and interact with society back a healthy level of liquidity in attraction and retention both
is (rightly or wrongly) affecting and recruitment, with more organisations becoming more of a challenge,
changing the way we all work. hiring and an even larger number it is more important than ever for
of talented Gen Ys actively looking to employers to understand and cater
With this new age already upon move on from their current jobs. for what is important to job transient
us, the reality for many employers Gen Y candidates, in order to build
is that for their organisations to be Competition, though, is fierce, the foundations for a successful
successful in the future, they need both among talent-seeking recruitment and retention strategy.
to attract, recruit and retain Gen Y.
The challenge, therefore, is clear:
employers need to get as full an
understanding as possible about
what makes Gen Y individuals
tick, so that they are able to
create suitable talent attraction,
development and retention
strategies that are relevant to this
key group, enabling them to create
sustainable competitive advantage.
For instance, one clear behavioural
trend amongst Gen Y is that
they are not afraid to move from
10. Engaging Future Leaders
10
Continued…
The need to understand Gen Y they all expect employers to offer by recruiting and retaining top Gen Y
was clearly emphasised in a a structured career path with a talent is recognition.
recent survey conducted by Reed firm emphasis on training and
among part-qualified accountants. development, regardless of how long An employer that has a reputation
they intend to stay working for them. for recognising and rewarding the
Results showed that: achievements of its employees
n 31% of those polled wanted to will stand a much better chance
n 52% of employees stated they enrol onto professional courses. of attracting and then keeping
were unhappy with the benefits n 28% wanted to take accredited hold of Gen Y given this group’s
packages offered by their firms. courses. motivations and aspirations.
n Almost one in seven said that n 21% wanted to take in-house
benefits would play a big courses. In a Gen Y world that is made
part in influencing their next n The remainder were seeking up of ambitious, talented and
job decision. one-to-one tuition or other forms demanding individuals, employers
of training, such as e-learning. need to recognise that resourcing
In addition to this, the survey also and retention strategies for these
polled employers. Results worryingly In this example, continual professional future leaders need to reflect their
showed that the answers given by development seems to be as unique make-up. With a very large
the Gen Y respondents completely important as money and benefits, proportion of hiring managers being
contradicted those of accountancy making it possible for smaller Gen Xs (and baby boomers) the
employers – 83% of which believed employers to compete effectively with successful companies of tomorrow
that their employees were happy major firms for talent by picking their will be those who can understand
with the benefits they received. battlegrounds carefully. and embrace this new era of workers.
In addition to this stark difference, Recognition – last but not least
the research also showed that The final element in a comprehensive
Gen Y aren’t just motivated by resourcing strategy to help secure
money and benefits packages, and maintain competitive advantage
11. The Growing Need for
Background Screening
11
Fraud is a global phenomenon dismissed. Application fraud is Fraud prevention and
that is costing countries, on the increase – up by 45%* detection measures
businesses and individuals huge – and can take many different Irrespective of the size, nature
amounts of money each year. forms, including: and sector in which an employer
operates, to try and prevent
While the majority of staff working n Application fraud. becoming a victim of fraud, it
for any organisation are hard- n Providing false or forged should examine its recruitment
working, reliable and honest, ID / qualifications. processes as closely as the
the cost to and impact upon n Failure to declare criminal applications it receives.
businesses caused by the very records – the most commonly
small proportion of staff who act identified offence. There are a multitude of different
dishonestly and defraud their n Providing false or exaggerated procedures that can be adopted in
employer can be huge. employment history. order to try and prevent application
n Providing false or fraud, including:
Candidate and employee fraud inappropriate references.
As well as making dishonest claims n Professional qualification
about qualifications, responsibilities Despite candidate screening and trade body membership
and achievements in previous becoming more defined and checks – including levels and
roles, candidates also make false sophisticated, there has been dates of affiliation.
statements about the dates that a marked increase in cases of n Educational establishment
they were previously employed – successful employment application checks – to verify attendance
either to make it appear that they fraud. Fraudsters continue to work and also what qualifications
have the required experience for a hard to try and evade detection they obtained.
position, or to disguise a period of and employ ever more creative n Passport and working
time when they were out of work, methods of deception. visa (where relevant)
or in a post from which they were authenticity checks.
n Credit and sanctions checks.
n Employment history verification
– written references should be
sought to confirm:
• that the applicant did work
there in the role(s) specified,
performed the tasks
detailed and was
an employee between
the dates given; and
• that there are no unexplained
gaps on a CV (it is very
common that applicants try
and hide certain periods of
their work history).
*Research conducted by Reed UK, 2010
12. The Growing Need for
Background Screening
12
Continued…
n Authenticity of referee n Previous employer verification Getting help from the experts
checks – independently checks – to validate that those Reed Specialist Recruitment are
contacting employers enables organisations listed on an industry experts when it comes
a prospective employer applicant’s CV are genuine. to staff screening and recruitment
to confirm the validity of n Criminal record checks. procedures. Screening thousands
a candidate’s previous of applicants each year, our
employers. Simply relying One final factor for employers vast experience of checking
on telephone numbers and to be aware of when recruiting applicants’ criminal record,
email addresses provided surrounds the existence and rise credit and employment histories,
by an applicant for their of ‘career applicants’ – individuals qualifications, health screening and
previous employers is risky who submit more than one CV, identity validation gives employers
because those contact details using different names, in the the assurances they need to make
may take the recruiter to the hope of bringing about a financial the right hiring decisions.
candidate’s accomplices, claim against accusations such
who have been deliberately as discrimination. Keith Rosser
lined up to provide false Head of Compliance
witness if they are approached Reed Specialist Recruitment
by a prospective employer.
13. Reed News: Local and Global
13
New Director of male workers being particularly Mena:
International Operations attached to their gadgets. More Reed has secured the first
Reed Specialist Recruitment than one in 10 men (11 percent) international Executive Search
has appointed Russell Yeomans said they couldn’t live without their license within the Knowledge Village
as Director of International Blackberry and more than a quarter free-zone in Dubai.
Operations, to lead the company’s said the same of their laptop.
global expansion. Dubai Knowledge Village (KV)
theBigGive.org.uk raises more launched in 2003, and was founded
Yeomans is an industry veteran, than US$250,000 for Pakistan as part of their long-term economic
who has held senior recruitment The Big Give (a Reed Charity) has strategy - focused on attracting
positions in Australia, Asia and raised more than US$250,000 by new organisations who will help
Europe with the likes of Morgan & doubling online donations to the introduce new people, new skills
Banks and Hudson. Pakistan emergency appeals. and develop talent in the region.
Reed’s acceptance by this well-
50th anniversary report Reed’s offer to match more than respected organisation marks
Working nine to five is no longer US$80,000 of online donations a significant milestone for the
the way to make a living according was fulfilled in under a week. When business. The KV assessment
to a new report – ‘50 years at combined with the other funders, process is very rigorous and as
the forefront of recruitment’ – this resulted in a total of 700 the first international “Executive
commissioned to mark the individual donations being matched. Search Firm” accepted into KV,
50th anniversary of Reed further bolsters our credibility within
Specialist Recruitment. Participating charities included: the region.
Oxfam, Christian Aid, Disasters
The report canvassed the views of Emergency Committee, ActionAid, Asia Pac:
3,000 workers and revealed that British Red Cross and Merlin. We are delighted to announce
employees are embracing more the opening of our latest office in
flexible working patterns, with Europe: Korea. Headed up by the vastly
many burning the candle at both Sinead Wallace, Country Manager experienced local recruiter S.H.
ends and putting in over 10 hours of Reed Specialist Recruitment Kim, Reed Korea will concentrate
a day at the office. And for many, – Ireland has reached the finals on executive, professional mid-level
work doesn’t end in the office – of the coveted Women Mean recruitment, temp staffing, career /
most people complete 42 minutes’ Business Award 2010. The outplacement consulting and cross-
‘homework’ every night because awards, in their fourth year, are border recruitment across
they “simply have too much work designed to recognise, inspire and all industries.
to get done in the working day.” reward female entrepreneurs and
From typewriters and telephones businesswomen alike. This year’s
in the 1960s to Blackberries and theme was ‘Believe in Change’ and
PDAs in the noughties, the report the WMBusinesswoman of the Year
also shows how technology has Award 2010 was presented to the
acted as a catalyst for change in woman who has contributed most
the workplace during the last 50 to the success of her company in
years. The internet and email are the past 12 months.
now accepted as essential tools
of the trade in most jobs, with
14. C6 Tower Bainunah St
13
One Company, 30 Specialisms 34 Al Bateen, Abu Dhabi
P.O. Box 113100, Abu Dhabi
UAE
+ 971 2 406 9600
www.reedglobal.ae
Reed Specialist Recruitment has experts that operate at all client.abudhabi@reedglobal.com
levels and across a wide range of specialisms including:
Accountancy Industrial
Actuarial Insurance
Banking Marketing & Creative
Banking Sales Mortgages
Community Care Nurse
Doctor PA & Secretarial
Education Property & Construction
Energy Purchasing
Engineering Retail
Finance Sales
Graduates Scientific
Health Social Care
Hospitality & Leisure Technology
Human Resources Training Professionals
In addition, we have industry leading capabilities in:
Recruitment Process Outsourcing Graduate Recruitment
Employment Screening HR Consulting
Managed Services Strategic Research
Assessment, Development & Talent Transitions & Outplacement
reedglobal.com/consulting