Boom and Bust Cycle Fewer Cands. Lots of Jobs. Boom. Fewer Jobs. Many Cands. Bust. (Downturn, Recession, Depression)

Transcription

1 Chris Bartlett Managing Director

2 GCS Heritage Founded in 1989 Based in Reading, London, Amsterdam and Dublin Worldwide client base Contract/Temporary and Permanent recruitment 65 staff Accreditations ISO 9001:2008 Investors in People APSCo

3 GCS Awards

4 Recruitment Economy!

5 Lots of Jobs Boom Boom and Bust Cycle Fewer Cands Fewer Jobs Bust (Downturn, Recession, Depression) Many Cands

6 image cannot be display ed. Your compu ter may not have enoug h memo ry to open the image, or the image may have been corrup ted. Restar t your compu ter, and then open the file again. If the red x still appear s, you may have to delete the image and then insert it again. The image cannot be displayed. Your computer may not have enough memory to open the image, or the image may have been corrupted. Restart your computer, and then open the file again. If the red x still appears, you may have to delete the image and then insert it again. The image cannot be displayed. Your computer may not have enough memory to open the image, or the image may have been corrupted. Restart your computer, and then open the file again. If the red x still appears, you may have to delete the image and then insert it again. The image cannot be display ed. Your compu ter may not have enoug h memo ry to open the image, or the image may have been corrup ted. Restar t your compu ter, and then open the file again. If the red x still appear s, you may have to delete the image and then insert it again. The image cannot be displayed. Your computer may not have enough memory to open the image, or the image may have been corrupted. Restart your computer, and then open the file again. If the red x still appears, you may have to delete the image and then insert it again. Recession Recovery Recruitment Typically Rebounds Sharply After Recessions Annual Percentage Change 35% The 30% 25% Recession 20% 15% Temporary Help Employment 10% 5% 0% GDP -5% -10% -15% Source:

7 Biggest Challenge Companies Face.. When asked to name the biggest challenges to their organisation over the next three years, global executives consistently identify the top three as * 50% 40% 30% 34% 36% 45% 20% 10% 0% Growing the business Rival firms in the sector Recruiting quality talent *Source: EquaTerra

8 Recruitment Recruitment refers to the process of sourcing, screening and selecting people for a job at an organisation or firm. Most companies can handle some elements of their recruitment.

9 Why do companies use Agencies to find staff? Some of the issues leading to the usage of suppliers of recruitment services are: Supply & Demand of niche or rare skills Location Time Factors Lack of recruitment knowledge Economy (Boom or Bust)

10 Value added by Agencies? Good recruitment agencies should help their customers drive their own competitive advantage by procuring talented staff GCS helps its customers develop and run their businesses Works best as a partnership

11 Recruitment Business Models Executive Search Contingency Recruitment Process Outsourcing e-recruitment

12 Executive Search HEADHUNTERS / EXECUTIVE SEARCH A Head-hunter is recruitment industry slang for a recruitment business that directly seeks candidates, often when normal recruitment efforts have failed. Candidates are often passive (i.e.. not actively looking) so in-depth research is required to identify potential candidates. Pro: Very High Fees. Con: Passive candidates can be unpredictable.

13 Contingency Recruitment (GCS) Contingency or spot business agencies do not generally have contractual arrangements to supply staff to employers. Contingent workers also known as Freelancers, independent contractors, temps, interims or consultants. Fees also contingent on a candidate actually starting work. Vacancies are generally urgent and other recruitment methods therefore are inappropriate. Very flexible arrangement

14 Recruitment Process Outsourcing Generally in-house Employer outsources all or part of its staff recruitment to an external recruitment service provider. The agency selected will either take responsibility for recruiting the staff or will recruit a percentage of staff and vendor manage other recruitment agencies or will be vendor neutral and not directly place any staff but will manage all the other suppliers/agencies.

15 e-recruitment JOB BOARDS / Linkedin / Twitter etc Allow member companies to post job vacancies. Alternatively, candidates can upload a CV to be included in searches by member companies. Fees are charged for job postings and access to search CVs. Key players in this sector provide e-recruitment software and services to organisations of all sizes and within numerous industry sectors, who want to e-enable enable their recruitment process in order to improve business performance.

16 Using an Agency from a candidates perspective How good is your CV? Try to select reputable Agencies (preferably from referral) Rec or APSCo members. Do not register with too many Agencies. Keep in touch!

17 A career in Recruitment? Telecanvassers / Researchers Resourcers Recruitment Consultants Account Managers Office / Country Managers Directors

18 Profile of a Recruitment Consultant Personality Profile Happy Positive Mental Attitude Tenacious Memory Good Listener Bright / Good Common sense Empathetic Good Communicator Passionate 100% committed Assertive Driven Motivations Competitive Quick Learner Hungry (success, progression, recognition) Genuinely self-motivated Aspirational

19 Ross Bartram Ross joined GCS straight from Loughborough University where he studied economics. He was keen to get into recruitment and explored several different firms, but it was GCS s great training and support structure that convinced him to join. The only reason you will fail here at GCS is if you don t work hard, listen to what you re taught and put that into practice. You re given all the tools you need and it s up to you to make a success of it.

20 Lisa Forrester Lisa joined GCS from university, with a degree in sociology. Her initial impressions at the interview persuaded her that it would be a good company to join, and she hasn t been disappointed. I I wouldn t have achieved the fantastic life style I ve got if I hadn t worked for GCS. And the incentives are great: I ve been to Las Vegas, Miami, Spain and Sicily. If you work hard you can achieve so much.

21 Daniel Bigland Dan Dan joined GCS in 2010 after an initial career in Product Design. Dan graduated from Brunel University in Using your knowledge to build relationships with exciting clients, and becoming an extension of their business is great. If you focus at GCS then your career path and earning potential, in addition to your ability to become part of your specialist industry is unlimited

22 Primary Purpose Company Values Ambition

23 Primary Purpose To recruit and inspire the best to ensure that our customers recruit and engage with the best

24 Statement of Values We value our passionate workforce who conduct themselves with integrity, take responsibility for their actions and constantly seek improvement

25 Company Values We value: Passion Integrity Responsibility Improvement

26 Company Values We value: Passion Responsibility Integrity Improvement Passion All GCS employees are passionate about our business. You have got to love what you do. Sebastian Coe

27 Company Values We value: Passion Responsibility Integrity Improvement Responsibility All GCS employees take responsibility for their actions

28 Company Values We value: Passion Responsibility Integrity Improvement Integrity GCS will act with honesty and never put our own gain above the welfare of our customers.

29 Company Values We value: Passion Responsibility Integrity Improvement Improvement GCS will always demonstrate a positive attitude to change and will always look for ways to improve ourselves and our business.

30 Ambition To become a 60 million turnover business Generating 14 million of Gross Profit With over 100 employees Running 1,000 contractors and Making 600 permanent placements per year Within 5 years

31 Developing our Brands Added 3 more Brands to: Digital Media Accountancy Banking

32 Developing our Brands Added 3 more Brands: Digital Media Accountancy Banking Sales & Mktg Engineering Technology

33 Giving Something Back / CSR Heart of the City Help the Aged Interns NEETs

34 Giving Something Back x8 WEMBLEY APSCo Ball - NSPCC 3 Peaks (June 2010) - CARE Movember - VICTA London Marathon (April 2011) - VICTA BEAT Cancer Awareness (Wear it Pink / Orchid) Help for Heroes

35 Charities for 2011/2012 British Heart Foundation Rainbow Trust Orchid

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37 Social Media

38 join.gcsltd.com

39 Remember We are here for 2 more years Graduate vacancy alerts Degree specific careers consultant Davegilchrist75