Category Archives: HR

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Joslin Rowe Questions Whether The Lowest Point For HR Recruitment In London Has Passed

Joslin Rowe, the specialist recruitment company, has reported a recent noticeable upturn in HR recruitment following a year long slide in City HR job volumes. While most of 2009 has been characterised by a continuing slump in HR recruitment, job volumes reached their nadir during mid June 2009, with a 77% decrease in HR jobs compared with 2008.

joslinrowe

Daniel Cooper, a senior consultant with Joslin Rowe’s HR recruitment team, commented: “Mid-May to mid-June signalled the lowest point, where the only positions being recruited for were incredibly specialist, such as learning & development roles, expat positions and comp & bens. There were very few generalist positions available. However, the last few weeks has seen a marked increase. There’s been an incredible bounce upwards.”

According to Joslin Rowe data, the HR jobs desk is now handling more roles than at any time since the recession was declared in 2008. And, more importantly, the sheer variety of firms recruiting is a strong indicator the market may no longer be in a downward spiral.

“We’ve seen our first few senior HR jobs being released from the legal sector, whilst a number of investment banks and insurance firms are recruiting again – even those who were hardest hit,” said Cooper. “Another positive is the number of HR generalist jobs. Certainly, the recruitment we’re seeing at the moment is way ahead of previous client predictions which all pointed to the end of 2009 before recruitment would reach current levels.”

Conversations with Joslin Rowe clients indicate that departments are now so lean, even a small increase in business activity will necessitate increased HR headcount, with one HR Director admitting his team is so stretched, he might be back up to 2008 headcount levels by the start of 2010.

“The key is of course, whether this growth can be sustained,” admits Cooper. “I think if we start to see jobs for internal recruiters, we’ll certainly know we’re heading in the right direction. At the moment, entry level HR jobs, graduate recruitment and internal recruitment are yet to recover.”

Another positive is that salaries for roles coming to market have remained very competitive. Despite this, candidates who previously earned £70,000 are now willing to look at roles at the £65,000 mark in order to return to the labour market.

Dan Cooper believes, “Job seekers are realistic enough to realise that whilst in the good times they may have seen their salary soar from £50,000 to £70,000, the market has re-aligned itself and they are happy to do the same.”

About Joslin Rowe:
Established in 1982, Joslin Rowe is one of the leading UK financial services recruitment firms in the UK. Joslin Rowe consultants, candidates and clients work together to achieve the best employment opportunities and long term relationships. Joslin Rowe recruits for accountancy jobs and banking jobs along with other financial services jobs across London, Edinburgh and Glasgow including interim contracts, temporary and permanent positions. Joslin Rowe is a Randstad company – the second largest HR services group globally.

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Demand For Experienced Invoice Finance Professionals

Hays Banking, specialist recruitment company, reports the need for companies to seek a financing facility and generate cash during the recession has helped to maintain demand for experienced invoice finance professionals.

Invoice Finance Professionals

Despite the problems encountered by the banking industry as a whole, invoice finance has remained fairly resilient, “Many providers are independent businesses and therefore have not been affected as much as the large banking institutions. The invoice funding facility can provide a much-needed boost to cash flow, particularly in the present climate,” commented Tessa Hollingworth, Operations Director at Hays Banking.

Invoice finance is an integral part of commercial, business and corporate banking and is offered as a service by both independent providers and banks to commercial businesses of all sizes, from SMEs through to multinational corporations. The types of roles being recruited for include relationship and client managers, heads of customer relations and business development managers.

Among the key competencies required for invoice finance jobs are client and portfolio management experience, a track record of generating new business, liaison with external stakeholders and risk management control. Although there are no specific qualifications needed to specialise in invoice finance, organisations are typically looking for technical experience at relationship manager level and above. “Smaller invoice finance businesses will often require experienced individuals with excellent local knowledge and the ability to self-source deals through an introducer base,” remarked Hollingworth.

Invoice finance is split into three core areas: factoring, invoice discounting and asset-based lending. Invoice discounting enables the organisation to retain control of their sales ledger with funds based on the value of invoices, while factoring means that the bank deals directly with a company’s debtors, thereby eliminating the costs of administration. “Typically, individuals will specialise in either factoring or invoice discounting; the two are however closely aligned and candidates with these skill sets will often possess experience of both areas. Asset-based lending is a more complex, structured form of lending and is therefore a specialist area in its own right,” explained Hollingworth.

Although direct experience is required for the majority of roles, there are routes into the profession for those with relevant industry knowledge, “Transferable skills from junior support roles within the banking sector and financial service sectors are a definite advantage for invoice finance roles,” advised Hollingworth.

For those wanting to remain in a client-facing role, invoice finance allows the individual to gradually work towards the high-value client management arena, which brings greater reward and responsibility, along with access to more complex business structures. Client-facing success can also turn into staff management or area management positions in medium to large organisations if this is a preferred career path.

About Hays Banking:
Hays Banking is part of Hays plc, specialising in a range banking jobs from commercial banking jobs to wealth management jobs. It is market leader in the UK and Australia, and one of the market leaders in Continental Europe. The Group employs 8,294 staff operating from 380 offices in 28 countries across 17 specialisms.

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IT Leads Organisational Efficiency – Reports Hays Information Technology

Hays Information Technology, a leading specialist recruitment company, reports a number of specialist IT skill sets have come to the fore during the current climate, as organisations seek to maximise efficiencies.

hays

Providing technical solutions in a structured and cost-effective manner remains a key priority, particularly for larger organisations and consequently this has led to sustained demand for architecture expertise in the current IT architect jobs market. “Enterprise architects can still command excellent salaries and remuneration levels reflect the substantial cost savings that these individuals can bring to their organisations,” commented James Lloyd-Townshend, Managing Director at Hays Information Technology.

The focus on cost efficiency has also fuelled demand for business intelligence consultants, whose remit is to prepare management information reports, keep senior stakeholders informed on all aspects of company performance and highlight areas where resources need to be diverted in order to optimise financial outlays. “SharePoint experience is a particular skill set that employers are looking for, as this can make a real difference to the way businesses share information, which in turn has a dual knock-on effect on engagement and productivity,” added Lloyd-Townshend.

Virtualisation is a central part of an organisation’s IT strategy in achieving consolidating and standardising infrastructure. This results in server and device consolidation and these reductions mean less capital expenditure, lower power consumption and maintenance costs, fewer human resource support requirements and software licenses. Cloud computing and cloud-based applications are seen as a pivotal part of this economy drive. Other specialist skills that are currently in demand for IT jobs include VMware, C# and .Net.

Some of the larger organisations in particular will be looking to increase their expenditure on IT projects during the second half of the year, in preparation for the upturn. “Businesses will initially look to bring in senior interim professionals to manage these projects and we would then expect them to gradually increase their permanent headcount as and when the market starts to pick up,” added Lloyd-Townshend. “Small and Medium Sized Enterprises (SMEs) are also taking advantage of the current market conditions to attract talent and these organisations offer opportunities for individuals to make a real difference to their businesses.”

While the nature of the current economic climate has altered the parameters for IT recruitment, many organisations are reassessing their requirements in preparation for delivering fundamental strategic projects, as this represents an opportunity to steal a march on the competition and subsequently gain market share. IT professionals can also bring their commercial skills to bear in the public sector, which is keen to hire individuals with a commercial background. “It is important that jobseekers research transferable skills and understand how these organisations operate,” added Lloyd-Townshend as a note of caution.

Finding increasingly cost effective infrastructure solutions, enabling faster data access across organisations and sharing information to gain operational efficiencies have all led to a steady demand for specialist IT skill sets, which will help organisations through the downturn and provide a solid platform for the economic recovery.

About Hays Information Technology
Hays Information Technology is part of Hays plc, specialising in IT jobs including developer jobs and programmer jobs. It is market leader in the UK and Australia, and one of the market leaders in Continental Europe. The Group employs 8,294 staff operating from 380 offices in 28 countries across 17 specialisms.

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Hays Social Care Has Reported That The Recent Government Announcements To Invest In The Recruitment Of Social Workers Is Likely To Provide A Temporary Boost To The Numbers Employed In The Industry

Hays Social Care, specialist recruitment company, has reported that the recent government announcements to invest in the recruitment of social workers is likely to provide a temporary boost to the numbers employed in the industry, but a longer term action plan is needed to combat the skills shortages that are crippling the industry.

hays-socialcare

“There has been systematic underinvestment in social care for many years, which has resulted in a severe shortage of experienced social workers – the latest figures say that one in seven social work positions are currently vacant. The perception of the industry as a whole needs to be addressed and a defined career structure needs to be introduced, so that social work graduates are not lost to the industry,” commented John Faraguna, the newly appointed Managing Director of Hays Health and Social Care.

A number of reasons have been put forward to explain the lack of qualified social workers. Salaries for experienced frontline social workers are not as competitive as those for nurses and teachers, and there is a lack of financial assistance to help support them through their ongoing studies. Unlike nurses, social workers do not receive any funding for their studies. The sponsorship of university places that has just been announced is a small step to encourage workers to pursue these careers.

The majority of social workers in the UK studying for their social work degrees have either changed careers or had previous experience of social care work and decided to retrain later on in life. Local authorities are increasingly looking overseas as a viable solution to plug the skills gap but the figures are still not stacking up.

Hays Social Care has found that those authorities who have tapped into the overseas talent pool have generally been impressed with the calibre of candidates, which has lead the company to receive excellent feedback in almost all cases. However, Hays warns that this is just a drop in the ocean. Paul Marriott, Operations Director for Hays Social Care, remarked, “Putting measures in place to retain the existing workforce is just as important as attracting international candidates or the considerable numbers of social workers that have left the profession. Social workers need the support of management, regular supervision and ongoing training to be provided.”

There are also differences depending on the social work specialization and this is another prevalent factor which has led to some professionals leaving the industry altogether. “Children’s social workers tend to be stressed, work long hours, have to juggle increasing caseloads in what are often extremely challenging environments. We don’t seem to get the same feedback from those working within Adult Services,” noted Paul.

While there are an increasing number of individuals who are studying towards a social work degree straight from school or college, finding work experience can be fraught with obstacles. Placing newly qualified social workers into permanent positions is often difficult and many find they have to work initially as unqualified social workers. “Two good placements under your belt will greatly increase employability” concluded Paul.

About Hays Social Care
Hays Social Care is part of Hays plc, the leading global specialist recruitment group. It is market leader in the UK and Australia, and one of the market leaders in Continental Europe. The Group employs 8,294 staff operating from 380 offices in 28 countries across 17 specialisms. For the year ended 30 June 2008:
– the Group had revenues of £2.5 billion, net fees of £786.8 million and operating profit before exceptional items of £253.8 million;
– the Group placed around 80,000 candidates into permanent jobs and around 300,000 people into temporary assignments;
– the temporary placement business represented 49% of net fees and the permanent placement business represented 51% of net fees.

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Women Equal Men In Hunt For Financial Service Jobs Reveals Joslin Rowe

Joslin Rowe has revealed that women working within investment banking and investment management jobs are closer to reaching parity in terms of the percentage of job offers they’re receiving versus men, thanks to the longer and more rigorous interview processes put in place by City firms as a consequence of the recession.

joslinrowe

Lack of budget for head count in 2009 has ensured that when hiring for financial services jobs does take place, candidates are subjected to a more rigorous and lengthy interview process to guarantee the very best candidate is hired. This appears to have weeded out gender prejudices, whether passive or active.

Joslin Rowe, the financial services City recruitment specialist, analysed 1,244 City job offers across accountancy jobs, risk and finance jobs, banking operations jobs, compliance jobs and investment management jobs. Between May 2007 & May 2008 (when the recruitment process was typically 3 weeks) men received 55.1% of all financial services job offers compared to 44.9% for women.

Fast forward to May 2008/May 2009, when interview times jumped to over 6 weeks and more interview stages were introduced, and women now receive 48.4% of all financial services job offers – with men receiving 51.6%. In the year 2000, just 41.1% of financial job offers went to women compared to the 58.9% received by men.

Tara Ricks, managing director of Joslin Rowe, the City of London recruitment consultancy, explained: “Today’s interview process has become one of the most intense we’ve ever witnessed. With so many candidates to choose f r o m, and the need to justify every single hire, interviews are involving many more hiring managers and assessment stages. City firms have always been incredibly selective but now only ‘exact match’ candidates can expect to tick all the boxes on each financial services job spec and receive that job offer.”

“Of course there may be other factors at work behind these increases,” added Ms Ricks. “For example, many City firms have been working hard for years to ensure an improved diversity and equal opportunity culture and you can see that f r o m the progressive figures we’ve witnessed since the start of the Millennium.”

Ms Ricks concluded: “The recession may actually prove good news for women. According to a CIPD report, entitled ‘Women in the Boardroom’, female executives interviewed said the traditional rewards and trappings of a higher career status, such as huge bonuses, money and bigger cars, were geared towards a male perspective of success. What they wanted was more time and greater flexibility, something that may be more, rather than less, likely in the post hyper-bonus world.”

 

According to Joslin Rowe research 50.5% of job interviews are with women and 49.5% are with men. This means that although women are slightly more successful at gaining interviews this marginal advantage does not actually translate into job offers.

About Joslin Rowe:
Established in 1982, Joslin Rowe is one of the leading UK financial services recruitment firms in the UK. Joslin Rowe consultants, candidates and clients work together to achieve the best employment opportunities and long term relationships. Joslin Rowe recruits for accountancy jobs and banking jobs along with other financial services roles across London, Edinburgh and Glasgow including long-term contracts, temporary and permanent positions. Joslin Rowe is a Randstad company – the second largest HR services group globally.

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Hays Highlights The Demand For Specialist Treasury Accounting And Systems-Based Experience Has Increased Over The Past Six Months

Hays, the specialist recruitment company, highlights the demand for specialist treasury accounting and systems-based experience has increased over the past six months. The increasing focus on compliance has led to a stronger focus on individuals with regulatory experience.

Hays, the specialist recruitment company

“Employers are looking for accounting and systems based personnel, in contrast to the same period a year ago when we were experiencing a very high demand for treasury operations managers, working in broad roles and overseeing small teams on the general day-to-day operations,” commented James Crichton, Senior Business Manager at Hays Treasury.

James continued, “Employers are particularly keen to hire individuals who can demonstrate a solid understanding of IAS32 and 39, for both permanent and interim assignments.”

The role of the corporate treasurer has also assumed greater importance during the current downturn, as treasury departments are coming under increasing workload pressures. At the more senior end, applicants need to demonstrate accounting qualifications, strong relationship and change management experience, while strong analytical and systems skills are prized at the more junior end of the market, ideally gained in a complex, multinational environment.

“Employers are looking for accomplished technical and behavioural competencies when recruiting for their corporate treasury jobs,” noted James Crichton.

There has also been steady growth in interim and temporary roles, particularly for strategic (as opposed to operational) appointments, which has fuelled demand for experienced corporate treasurers that are available for contract work. Required competencies include bank relationship and cash flow management expertise, two skill sets that have surged in demand during the current downturn.

“Companies that had previously not employed a dedicated treasurer are reaping the benefits of having an in-house expert, particularly in the management of cash flow”, James remarked.

Another key trend has been an increase in recruitment activity for permanent senior level positions. A number of new posts have been created to accommodate experienced professionals who are able to take on the Head of Treasury role and make fundamental changes to the organisational structure of the accounting function.

“Companies are increasingly looking to bring in specialists who can not only head up their departments but who have the leadership and management skills to drive through change and establish a separate identity for the treasury function,” continued James.

There has been a clear shift of emphasis in the demand for jobs in treasury during the last six months, and the overriding message is that applicants with the right accounting and systems experience and qualifications are well placed to succeed in the current market. However Hays warns that the onus rest on the individuals to show that they have the right skills and background. Individuals who do not have the required experience will find it more difficult to move into treasury roles, as employers are increasingly looking for very specific skill sets.

 

About Hays Treasury:
Hays Treasury is part of Hays plc, and offers a wide range of Tax and Treasury roles including corporate tax jobs, personal tax jobs and tax investigations jobs. It is market leader in the UK and Australia, and one of the market leaders in Continental Europe. The Group employs 8,294 staff operating from 380 offices in 27 countries across 17 specialisms.

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Sanford Rose Associates Expands Outplacement Services in Ohio

Sanford Rose Associates – Cleveland East is proud to announce its partnership with national Sanford Rose Associates offices expanding outplacement and career transition services to companies Ohio, Pennsylvania, Kentucky, Indiana and Michigan.

Like many professionals, the changing economy has Ginni Garner, managing director of Sanford Rose Associates-Cleveland East noticing a change in her business. As an executive search and recruitment professional, Garner spent the last 15 years helping companies find, recruit and hire talent. Today’s economy presents a different challenge. Client companies have shifted their focus from hiring and growth to cost-cutting and stability. Companies are now in a situation where they are facing staff reductions and right-sizing.

“While the lay offs and spiraling economy has been alarming, it has allowed my firm and other SRA Managing Directors to examine how we could increase our outplacement service offerings to provide value to companies and individuals in the mid-west,” says Garner. “We are utilizing our years of candidate coaching, resume writing and interviewing to help displaced employees.”

Outplacement or career transition services make good business sense. First, companies can reduce their exposure to litigation. A former employee is less likely to search for a reason to sue if they are treated well when they leave the company. Second, companies will preserve positive community relations. Employees are more likely to talk favorably about a former employer if they are participating in an Outplacement program or given career assistance. In addition, employees often continue relationships with former colleagues. Positive communication will influence current employee engagement and retention.

“As my colleagues and I surveyed the market and spoke with executives who used outplacement in the past, we noticed a high cost and minimal personal attention given to the displaced employee,” notes Garner. “Our typical outplacement program costs half the price of some of the larger firms and focuses on assisting displaced employees one-on-one, an approach that allows us to focus in their individual career experience and transition. Our basic package consists of six hours of coaching. We work with people face-to-face, over the phone and via online webinars.

SRA outplacement consultants coach and mentor displaced employees through a career evaluation, job search skills, packaging/branding, interviewing and offer negotiation.

With the job market changing daily, the high volume of job losses has created a huge demand for outplacement, and Ginni Garner and Sanford Rose Associates-Cleveland East team of consultants is here to help small businesses effectively right-size their workforce. Learn more about SRA-Cleveland East outplacement services at www.srexecutivesearch.com/outplacement.html

About Sanford Rose Associates-Cleveland East
Sanford Rose Associates, has served the recruitment needs of clients for senior-level executives and professionals for over fifty years. The first Sanford Rose office was opened in 1959 in Northeast Ohio. Today, Sanford Rose Associates organization has over sixty offices in North and Central Americas, Europe and Asia. The Cleveland East provides executive and management recruitment services as well as outplacement services for companies in Ohio and across the globe.

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Continued Demand For Specialist Contact Management Skills Reports Hays

Hays Recruitment has reported that the current economic environment is likely to fuel further demand for senior contact centre jobs with the trend set to continue throughout 2009.

“As we see further company restructures, organisations will increasingly focus on process improvements and management of costs. Employers are looking for individuals who can demonstrate significant business re-engineering and change management experience,” said Lorna Shakespeare, senior manager at Hays Contact Centres.

Employers are looking to bolster recruitment within their support functions, where the demand for resource planning and forecasting jobs for senior managers remains steady. Other areas of focus for call centre employers include performance management, workforce management, dialler management and MI management, which is reflected in the demand for experienced professionals.

“These specialist skill sets are harder to source and all play a key role in improving efficiencies and reducing costs. Salaries for these support roles have remained pretty competitive,” continued Lorna Shakespeare.

Although jobseekers for senior roles will typically have five years’ experience, coupled with a strong technical knowledge of industry systems such as Total View, Blue Pumpkin and Avaya, organisations are also placing great emphasis on people management skills.

The public sector is creating opportunities for more traditional call centre jobs, particularly for senior customer service manager and operational manager roles. Jobseekers with previous private sector experience are a major plus for many organisations. “Skills are very transferable and the public sector welcomes applications from those with private sector backgrounds, particularly given that many of them will already have experience driving cost and efficiency savings. Salary and benefits packages are also enticing,” explained Lorna Shakespeare.

Applicants do, however, need to apply additional effort to make sure that their CVs are tailored to specific job requirements. Providing a detailed picture of their experience is imperative to emphasise suitability for the role.

However, as long as jobseekers maintain a positive and realistic outlook, applicants with the right set of technical and personal skills, particularly in the change and people management fields, can excel in the current marketplace as evidenced by the steady demand for interim and permanent contact centre jobs in both the public and private sectors.

Hays Contact Centres is part of Hays plc and specialises in contact centre jobs including customer service jobs and collections jobs. It is market leader in the UK and Australia, and one of the market leaders in Continental Europe. As on 30 June 2008, the Group employed 8,872 staff operating from 393 offices in 28 countries across 17 specialisms. For the year ended 30 June 2008, the Group had revenues of £2.5 billion, net fees of £786.8 million and operating profit before exceptional items of £253.8 million. The Group also placed around 80,000 candidates into permanent jobs and around 300,000 people into temporary assignments. The temporary placement business represented 49% of net fees and the permanent placement business represented 51% of net fees.

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401k & Retirement, Careers, Compensation, Compensation & Benefits, Conflict Resolution, Employee Relations, Health & Welfare Plans, HR, HR Consulting, HR Services, HR Solutions, Human Resources, Human Resources Law, Motivation & Rewards, Payroll, Payroll Services, Recruiter, Recruiting & Retention, Recruitment, Team Building, Training & Safety

Corporate Benefit Coordinators Is Proud To Announce Its Newly Formed Integrated Business Solutions Model, The M-5 Group

In this economy business owners must work smarter. CBC’s M-5 Group gives them the tools and resources to bridge the gap between struggling and thriving. Corporate Benefit Coordinators is proud to announce its newly formed Integrated Business Solutions model, the M-5 Group. Currently comprised of nine powerful firms that deliver innovative quality employee benefits, top-rated retirement plans, more efficient web-based payroll services, premier CPA auditing and consulting, and more, the M-5 Group provides business owners a virtual one-stop shop for all their business needs. Each M-5 Group member brings unique strengths, dedication and specific business know-how within each of their respective fields. Unlike the normal business model wherein the business owner solicits and engages with several entities to fulfill company requirements, the M-5 Group provides an impressive array of independently operated firms that provide business resources that the employer can utilize to streamline and efficiently position his/her company in an ever-more-challenging business environment. Member groups include:

• Brucker and Morra – The largest Southern California firm that exclusively practices employee benefits law, this company has a deep understanding of every nuance of tax and labor law, including but not limited to 401K, IRS and DOL compliance initiatives and self-correction alternatives, ERISA litigation and family law.

• CommerceWest Bank – Core values, consistency, reliability and a dedication to the highest level of service standards for clients is what this regional and business banking institution is all about. With special features, including Remote Deposit Solution, Concierge, Banking by Appointment, NetBanker Online Cash Management, 48-Hour Turnaround and 24/7 Emergency Banking, CommerceWest stands heads above the competition.

• Corporate Benefit Coordinators (CBC) – A full-service benefits firm dedicated to helping companies achieve their financial and business goals. CBC offers superior group medical, dental, and ancillary plan designs. In addition, we offer compliance and administrative services with hands-on, personal attention to help improve the bottom line. Cafeteria plans, COBRA administration, Health Savings Accounts, 401K plans, and 5500 tax preparation are also among our top-rated client services.

• Garret/Mosier/Griffith/Sistrunk Insurance Services (GMGS) – GMGS is a full-service insurance brokerage dedicated to providing insurance, surety and risk management solutions for businesses. Through a combination of claims/loss control services, technical insurance knowledge and alternative cost-effective combinations of risk retention & risk transfer, GMGS is able to dramatically lower the long-term insurance costs for businesses while successfully protecting and enhancing their financial strength.

• HR Alternatives, Inc. – HR Alternatives provides Human Resource capabilities to meet business objectives while effectively managing employee related concerns with our advisory support and project solutions consulting. Advisory support provides ready access to certified expert consultants on a retained basis. Project Solutions provides the design and implementation of projects, such as HR Compliance, AAP, Employee Handbooks, Compensation Programs, Safety, Recruitment, Training and Organizational Development. This company’s full spectrum of resources provides an effective Human Resource function at a fraction of the cost of traditional options.

• ING Retirement Services – One of the largest and most formidable leaders in the U.S. retirement services marketplace, ING closed its acquisition of CitiStreet, thus reinforcing its long-term commitment to the business and further strengthening its ability to design and deliver best-in-class customer solutions.

• Lesley, Thomas, Schwartz & Postma – A full-service, certified public accounting firm dedicated to providing a full spectrum of customized accounting and advisory services to solve business problems and achieve business goals, this firm has a proven track record for producing results.

• PayBridge – A nationally recognized leader in web-based, real-time payroll solutions that integrate with retirement plan administration and recordkeeping. PayBridge eliminates repetitive spreadsheet calculations, enables contributions to reach 401(k) plans faster, and promotes timely compliance with federal and state regulations with less time needed for oversight. Above all, PayBridge saves money for clients by streamlining payroll operations. The outcome is a fast, intuitive, and flexible payroll / HR solutions platform that reduces costs and lets managers spend more time growing revenue.

• The Pension Group, Inc. – A committed, premier retirement-plan design and administration service group dedicated to Profit Sharing, 401k, Pension Plans and New Comparability/Tiered Plans, The Pension Group’s professional approach saves both time and money for businesses and creates on-going value for clients with appropriate, timely, accurate, personalized service.

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Demand For Specialist Telecoms Talent Reports Hays Telecoms

Hays Telecoms has reported that employers are seeking specialist telecoms talent, with business and core networks, content and media, mobile and wireless, all experiencing steady recruitment activity.

High on the list of desirable skills is the demand for individuals with experience of transmission, provisioning and planning of fibre networks.

“People skills and advanced technologies are being used to streamline networks and follow best practice in and around transmission of the data to make networks more productive,” commented Lee Chant, Managing Director at Hays Telecoms. The key skill sets that employers are looking for in networks jobs are engineering based; knowledge of products such as LAN, WAN, Cisco and Juniper are particularly sought after while other networks (Extreme, 3Com etc) and infrastructure skills (Cat5, Cat6) are also currently sought after.

There is also a requirement for internal network security jobs within companies and their Firewalls. Companies are looking at their present networks to ensure they are accurately mapped – central to this enhancement is fibre optimisation and the design of the most efficient circuits to execute customer requirements and service. “Network optimisation is very much a buzz phrase around the industry at the moment,” noted Lee.

Recruitment activity for core network jobs is also remaining resilient, as many companies seek to win provisioning, transmission and design work. The current economic conditions have also provided a good opportunity for companies to complete their design and network planning, which has led to equipment upgrades and work around network efficiencies. This has fuelled demand for specialists with experience of Juniper, Cisco, Huawei, Ciena, and more driving environments such as IP, MPLS, VPLS, ATM, Frame Relay, SDH, PDH and DWDM. “Other buoyant skill sets include TDM, VoIP, SIP, H.323, IMS, Intelligent Networks, CPE, Ethernet and Dark Fibre,” added Lee.

Linked to the core networks is the content and media side of telecoms. The race is on for companies to corner the market in the ‘quad play’ arena, namely providing the ‘four in one’ home broadband, TV, telephone and mobile services. Investment in research and development has generated mobile and wireless telecoms jobs, as companies strive to gain a comparative advantage over their competitors. Mobile applications, mobile content, Symbian, J2ME, Multimedia, Broadcast, IPTV, VoD, DTV,H – DAM, EPG, Triple/quad Play are all desired skills.

“Although the sale of mobile handsets has slowed, companies are looking to invest in product development, such as mobile TV applications,” Lee explained.

Another area of growth is the field of technology to support collaboration, video-conferencing and web-conferencing. Knowledge of Cisco and Tandberg are proving to be the most in demand skills, as well as general IP networking experience relating to conference bridges. Employers are looking for professionals with web-based video conferencing experience, using sophisticated Telepresence technology. “The advantage of these products is that they save money and are environmentally friendly,” concluded Lee.

About Hays Telecoms:
Hays Telecoms is part of Hays plc and specialises in a wide range of telecoms roles fromconvergence jobs to jobs in broadband. Hays is market leader in the UK and Australia, and one of the market leaders in Continental Europe. The Group employs 8,294 staff operating from 380 offices in 28 countries across 17 specialisms.

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Oil And Gas Sector Remains Attractive Option For Engineers Says Hays

Hays, specialist recruitment company, survey shows demand for qualified engineers in the oil and gas sector remains resilient despite the downturn and this is reflected by the competitive salary and benefits packages on offer in the industry.

The 2009 survey, which was conducted in partnership with the Energy Institute, analysed trends in the oil and gas jobs sector, showed pensions were top the list of desirable benefits for almost 80% of workers, followed by annual leave entitlement (71%), health insurance (66%), and bonuses (58%).

“Nine day fortnights are also fairly typical of the oil and gas sector, enabling workers to take a supplementary day off every other week. We are also seeing car allowances at all levels, including for more junior roles,” commented Eliot Davies, National Operations Director for Hays Oil & Gas.

Many companies also sponsor career development, offering to pay for further training – this is borne out by the number of workers who hold a postgraduate qualification (43%). The survey also revealed that over half of oil and gas workers saw their incomes boosted by bonuses (58%), which can climb as high as 20% of base salary. Indeed, almost half of oil and gas professionals (45%) are expecting to receive a bonus this year. The opportunity to work on projects globally is also attracting jobseekers to the oil and gas industry, demonstrated by the survey findings, which reveal that two thirds of respondents deemed this to be either important or very important.

“Although Aberdeen is still seen as a centre for engineering excellence, many head offices located in the city will offer opportunities for secondment abroad,” stated Eliot.

The commercial experience of principal and contracts engineers is also highly sought after, along with C&I, structural and mechanical engineers. While some employers require specialist oil and gas experience, others are considering taking on construction sector professionals such as quantity surveyors where skills can be easily transferred across industries.

“We are experiencing particularly strong demand for intermediate and senior level reservoir engineers, geoscientists, geophysicists and people with FEED experience,” Eliot commented.

Salary bands for oil and gas engineers in the sector vary from £28-36k at the junior level (for individuals with one to three years’ experience), £35-50k at the intermediate level (three to six years’ experience), £48-70k at the senior level (seven to 10 years’ experience) and £60-120k at the management level (10 years’ plus experience).

About Hays Oil & Gas:
Hays Oil & Gas is part of Hays plc, the leading global specialist recruitment group, specialising in a range of oil and gas jobs from piping and drilling jobs to field engineer jobs. It is market leader in the UK and Australia, and one of the market leaders in Continental Europe. The Group employs 8,294 staff operating from 380 offices in 27 countries across 17 specialisms.

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Hays Reports Interim Learning And Development Professionals Still In Demand

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According to Hays, the leading specialist recruitment company, while the current market may have impacted the recruitment of permanent learning and development jobs there continues to be fixed term contracts available for senior interim professionals.

“We envisage that employers will be using interims more regularly to identify organisational requirements on an ad-hoc basis to deal with specific requirements,” observed Heidi Waddington, Managing Director for Hays Human Resources.

Organisations are looking for practitioners with a strong commercial background and a track record in the management and development of staff. The emphasis has shifted from core training delivery, to a more strategic requirement to identify and implement bespoke programmes that are linked in to an organisation’s overall talent management programme. Investing in leadership programmes and competencies remains an important aspect of organisations’ HR strategies, as the importance of succession planning becomes ever more important, particularly during difficult economic times.

“There is a greater focus on talent-management and identifying key players in an organisation. Some of the larger organisations typically will forge associations with leading business schools to develop in-house programmes”, Heidi continued.

While organisations continue to review their cost efficiencies and examine ways in which they can streamline their HR operations, learning and development jobs remain
a central point of the HR function, despite the fact that resources are being stretched and that these skills have to be picked up by HR managers.

“Although companies remain keenly focused on the management and development of their people, line managers are having to upskill and add to their remits, particularly within small and medium sized organisations that are increasingly relying on in-house recruitment expertise rather than external training providers. Of course, in certain regulatory fields, there is always a requirement for training delivery,” Heidi explained.

Typically learning and development jobs do not follow a standard HR career path, in contrast to that of the HR generalist. An individual specialising in learning and development will have usually started life outside HR before making the transition to learning and development, albeit they would have had some involvement with training and development within a commercial environment. Skills can be easily transferred across from other disciplines, as long as they have previous training and development experience.

Learning and development remains closely linked to organisational development, particularly during difficult times when the need to invest in staff becomes greater and the reduced staff numbers need to acquire and make up for any ‘lost’ skills. Organisations will rely on interims to design programmes and to use their change management expertise in order to shape overall company structure and ultimately lay the foundations to provide challenging and rewarding careers for staff. The role of the learning and development manager spans across the whole talent agenda, looking closely at development needs and at staff retention.

About Hays Human Resources:
Hays Human Resources is part of Hays plc, the leading global specialist recruitment group, and specialises in a range of HR jobs from diversity and equality jobs to training jobs. It is market leader in the UK and Australia, and one of the market leaders in Continental Europe. The Group employs 8,294 staff operating from 380 offices in 27 countries across 17 specialisms.

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42% Of Workers Say They Could Be More Productive Out Of The Office

BT Business and Nortel have revealed new independent research* statistics showing that less than one in ten (8%) of the UK’s businesses trust their employees to work out of the office – despite the 42% of workers who are confident that they could do a better job remotely.

The data shows managers are reluctant to move their people away from their outdated, desk-based working models. This is regardless of their employees, who say they could be more productive on the road, working with a customer or from home if they were given the technology to manage and support them.

John Wright, National Chairman, Federation of Small Businesses, said “This boils down to a matter of trust. In the current climate, small firms need to be operating at full stretch. Last week’s bad weather demonstrated the need for British businesses to enable their employees to be productive, wherever they are.”

Despite dramatic changes in the UK workforce since the 1970s, the research points to outdated working practices – such as ‘presenteeism’ where it is thought that if employees are not at their desks, they are not working . The new research suggests that businesses can put such practices to bed by unifying their communications.

Unified communications integrates voice, data, fixed and wireless business channels, allowing teams to work together, answer calls and customer queries whether in or out of the office. Managers can check productivity – down to even the number of calls and emails that are made and answered. Costs and duplicate work are reduced because all customer, supplier and partner contact is reduced to a single communications system.

John Dovey, IT services director at BT Business said: “BT’s 70,000 flexible workers have saved us £500m in building costs and 100,000 tonnes of CO2. We can effectively manage our employees and have seen a 30% rise in productivity. By unifying communications systems our business customers can be more responsive to new opportunities and customer enquiries wherever they are. Faster reaction and fulfilment times are a positive way to increase customer satisfaction, increase loyalty and encourage growth. These technologies can also help to attract and retain staff through flexible working.”

Barry Bonnett, president, Enterprise Solutions, EMEA, Nortel, said “As lifestyles change, so must management’s attitudes towards employees. Unified communications can help managers, but ultimately change depends on trust.”

BT Business understands the challenges that businesses face in the current climate, and supports cost control, improved productivity and winning business through product collections including business broadband & internet, domains & web hosting, data & voice networks, IT solutions and mobile services.

* All figures, unless otherwise stated, are from YouGov Plc. Total sample size was 3473 workers in organisations with less than 500 employees and employed for at least 3 months. Fieldwork was undertaken between 2nd – 8th December 2008. The survey was carried out online. The figures have not been weighted.

About BT
BT is one of the world’s leading providers of communications solutions and services operating in 170 countries. Its principal activities include the provision of networked IT services globally; local, national and international telecommunications services to customers for use at home, at work and on the move; broadband and internet products and services and converged fixed/mobile products and services. BT consists principally of four lines of business: BT Global Services, Openreach, BT Retail and BT Wholesale.

British Telecommunications plc (BT) is a wholly-owned subsidiary of BT Group and encompasses virtually all businesses and assets of the BT Group. BT Group plc is listed on stock exchanges in London and New York.

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TalentScotland has announced the results of its latest survey which reveals that Scotland would be their first choice to relocate to in the UK

TalentScotland has announced the results of its latest survey of 2,602 global job hunters which reveals that Scotland would be their first choice to relocate to in the UK. TalentScotland.com, the website offering advice, support and vacancy information for people looking to relocate to Scotland has published these latest results which found that 49 percent picked Scotland compared to 44 percent who chose England as their preferred location.

The survey highlights the global appeal of Scotland as a relocation destination with the considerable majority of respondents (93 percent) coming from outside the UK. 58 percent live in Europe, 10 percent in Asia and 8 percent come from North America. Of the overall number of respondents, 86 percent said they would actually considerrelocating to Scotland with those aged between 25 and 44 being the most willing to move.

When considering a career change and possible relocation the survey respondents revealed that they felt the following to be most important factors in their decision making:
– 74% local education services
– 66% house prices
– 52% culture and shopping
– 51% access to the outdoors

Hazel Sinclair, Head of TalentScotland, commented on the findings:

“I am not surprised that so many jobseekers see Scotland as a highly desirable place to relocate. Not only do we have a wealth of great jobs across a wide range of sectors, but we have all the additional quality of life aspects, such as world class schools and universities, affordable housing, a distinct and welcoming culture and the amazing Scottish countryside on our doorstep.

“It is encouraging to find that most people felt job satisfaction to be more important than salary with 81 percent rating job satisfaction as fairly important or extremely important compared to 79 percent for salary.”

About TalentScotland.com
TalentScotland.com, with the backing of the Scottish Government and industry partners, aims to bring highly skilled professionals to choose Scotland as a location to live and work. The website provides information about Scottish careers, lifestyle as well as practical information on making a move. It acts as a gateway to a large number of vacancies in Scotland’s key industries including life sciences, electronic technologies, financial services and energy. TalentScotland produces a regular e-newsletter for registered users as well as emails listing current vacancies.

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1,000 Londoners A Week Look For Jobs In Scotland Reveals Talentscotland

TalentScotland, the website offering advice, support and vacancy information for people looking to relocate to Scotland, has revealed that 1,000 Londoners log on to its website every week in search of jobs in Scotland.

With almost 60,000 visits to the website from around the world in the last 12 weeks, TalentScotland remains buoyant in attracting interest from people wanting to come to live and work in Scotland.

With a particular focus on filling high value positions within the investment and fund management sectors in financial services, Hazel Sinclair, Head of TalentScotland said: “Scotland is an attractive place to live and work with high value jobs and great opportunities for career progression. The current climate in financial services around the world continues to raise many challenges however the diversity of Scotlands financial services sector, also offers many opportunities for people looking to relocate.”

Scotland has some of the world’s biggest household names including Morgan Stanley, J.P. Morgan and Barclay’s Wealth, as well as hundreds of smaller boutique operations that have all offered positions for key workers in fund management in the recent past.

Hazel continued, “TalentScotland is leading the way in providing comprehensive support for those wishing to secure short and long term career moves and it is great to see such interest from people currently living and working in London. We would encourage all those with an interest in relocating to Scotland to log on to talentscotland.com.”

Scotland currently has the second largest UK concentration of financial services expertise next to London with over 86,000 people employed in the sector. With seven of the top 20 companies in Scotland are financial services companies and the industry accounts for around £7 billion or 7% of Scotland’s GDP, it seems that Scotland will remain the ideal place for Londoners looking to relocate.

About TalentScotland
TalentScotland.com, with the backing of the Scottish Government and industry partners, aims to bring highly skilled professionals to choose Scotland as a location to live and work. The website provides information about Scottish careers, lifestyle as well as practical information on making a move. It acts as a gateway to a large number of vacancies in Scotland’s key industries including life sciences, electronic technologies, financial services and energy. TalentScotland produces a regular e-newsletter for registered users as well as emails listing current vacancies.

Case studies on successful appointments in Scotland are available on request.

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Who has had the greatest number jobs in the UK

Jobs for life are virtually non-existent in today’s labour market, with the current average lifespan of jobs in the UK being on average just three years, and even as short as 18 months for graduates.

While the majority of workers regularly change their jobs, this is not the case for people who live in Scotland , as a high percentage of workers only have one job throughout their lifetime, a recent survey by online job search specialists Tip Top Job has discovered.

The survey polled over 1,000 people to find out who the biggest job-hopping culprits are. While Scots are the most stable, those in the South West have the most jobs in the UK throughout their working life, with the majority of them holding over eight different positions.

Who has had the greatest number jobs in the UK ?
The Welsh are the next region with jam-packed CVs – 23% of Welsh workers have had eight or more jobs, compared to a relatively low percentage in the North West and North East, where workers tend to have just two or three jobs in their working lives.

Corinne Dauncey, Careers Expert from TipTopJob.com, said: “While staying in one job for your entire life might seem unrealistic, it appears that there are people out there who are content doing the same job, which says a lot about the companies they work for.

“However, if you feel that you have got as much as you can out of a job, then looking for a new one might be a good option as long as you don’t do this too frequently. Moving jobs every few months will put potential employees off as they will question your loyalty and the credibility of your CV.”

As jobs in the UK become more fluid and less stable, job search services play an ever more important role. Careers are more flexible than they have ever been before, and job seekers have to be aware of this if they are to make the most of their working lives.

Tip Top Job is an international job search engine that covers every area of today’s job market. With a focus on UK vacancies, Tip Top Job allows users to search its job boards quickly and easily according to their needs, skills and requirements.

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Working as an in-house lawyer can amplify legal career horizons

According to the leading specialist recruitment consultancy, Hays, although recruitment activity has been affected by the downturn and slowed in the legal market as a whole, there are still opportunities for high calibre in-house lawyers. The market for interim roles, for example, is relatively buoyant and this route offers an excellent way to gain relevant experience as an in-house lawyer.

Lawyers need to be prepared and focused given the tougher market conditions. Strong technical skills and a track record of advising clients, either through prior permanent in-house or secondment experience, is a definite plus. Given the current climate, jobseekers can stand out by updating their skills in certain areas of legislation. “It is definitely worth brushing up on areas such as employment law, restructuring and insolvency work, and we would advise jobseekers to do so as these areas will be experiencing an upsurge in activity over the next 12 months,” noted Nick Creed, Business Director at Hays Legal.

He continued, “The downturn is throwing up some good interim opportunities to cover absences, such as maternity leave”.

Jobseekers must make sure that they are well prepared as competition for roles is intense and they must be very clear about the reasons why they are applying for a particular role. There should be a strong focus directed on the interview process, as thorough preparation will set applicants apart and ensure a better chance of securing a role. Keeping an open mind and not having preconceptions about a particular industry sector is also important.

“It’s as much about the people you are going to be working with as the actual industry itself,” explained Nick, “so keep your options open and explore available opportunities in sectors you may not have otherwise considered.”

Moving to an in-house role from private practice is another viable option and one where transferable skills, such as customer relationship management, will prove beneficial and facilitate the transition. In-house lawyers are involved in many different aspects of strategy, which not only requires a solid understanding of the business but also the communication skills to strip down often complex legalese.

While prior experience is an advantage, any previous in-house exposure will be advantageous. Asking for a secondment to a client, if working for a law firm, is one way of gaining experience. “This can be an invaluable stepping stone, even if it is just for three months, as you are cementing your understanding of what an in-house lawyer actually does on a daily basis. The key is to keep your private practice experience as broad as you can.” Advised Nick.

About Hays

Hays Legal is part of Hays plc, the leading global specialist recruitment group and specialises in legal jobs including legal secretary jobs and paralegal jobs. Hays is market leader in the UK and Australia, and one of the market leaders in Continental Europe. On 30 June 2008, the Group employed 8,872 staff operating from 393 offices in 27 countries across 17 specialisms.

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The public sector is increasingly becoming an employer of choice for PAs

Hays, specialist recruiter, reports that although recruitment in some areas of the commercial market has slowed, the demand for PAs in the public sector is holding firm. A number of opportunities are being created, particularly temporary positions, in the health, central government and education sectors.

The public sector is increasingly becoming an employer of choice for PAs, primarily as a result of added job security, pensions, and work-life benefits. For example, some Primary Care Trusts (PCTs) are currently embarking on a programme of recruiting permanent staff.

“As well as a buoyant demand for temporary positions in the public sector, we are experiencing growth for permanent PA roles, especially within the education sector, which is evident in the roles we have recently recruited to. This trend is also reflected in those being advertised in the press,” commented Bethan Robbins, Regional Manager for Hays Secretarial.

Despite the economic backdrop, there are good opportunities for PAs with a commercial background to enhance their careers and gain new experiences by moving into the public sector. While prior experience is sometimes seen as an advantage and is preferred in some cases, skills can be transferred from one sector to the other. This has been borne out by recruitment volumes.

Bethan Robbins explained: “We have seen an increase in the number of candidates with commercial or banking experience, applying for advertised jobs online, and subsequently registering with Hays Secretarial. It is, however, important that PA jobseekers have a solid grasp of the challenges and demands of the public sector and understand how the various organisations operate.”

The health sector is one such sector where there remains a strong demand for temporary staff. However, the demand for experienced medical secretaries working on temporary placements can fluctuate depending on the time of year and is a trend that Hays has been seeing throughout the whole of Greater London.

A previous Hays survey revealed that the interest generated in public sector jobs has increased significantly: almost three in four respondents are now more likely to consider a move to the public sector than at the same point last year. The majority are also prepared to take some form of pay cut in exchange for improved job security within the public sector. “Many of these candidates will consider a reduction in salary as the trade-off for job security in the current job market,” confirmed Bethan Robbins.

About Hays

Hays Secretarial is part of Hays plc, the leading global specialist recruitment group and specialises in PA and secretarial jobs including senior, medical and legal secretary jobs. Hays is the market leader in the UK and Australia, and one of the market leaders in Continental Europe. At the end of June 2008, the Group employed 8,872 staff operating from 393 offices in 27 countries across 17 specialisms.

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Bigmouthmedia has announced the appointment of Lastminute.com CEO, Ian McCaig, to the company’s board in a non-executive role

Bigmouthmedia has announced the appointment of Ian McCaig to the company’s board. Joining bigmouthmedia, Europe’s largest independent digital marketing agency, in a non-executive role, the lastminute.com CEO brings a wealth of client side international business experience to the position.

“Digital marketing plays an increasingly important role in the success of online commerce and it is a particularly exciting time for this growth sector,” said McCaig. “The industry is set to take an even more prominent place on the global stage and, as a leading-edge brand with a great history and pan-European footprint, bigmouthmedia is perfectly positioned to remain at the forefront of this fast evolving industry.”

McCaig, who will remain in his lastminute.com post, has a history of involvement in companies poised to make a major impact on the international markets. He was appointed COO of lastminute.com in 2003 and has been responsible for the group’s operations throughout Europe. Since joining he has worked on the growth and development of lastminute.com and has successfully led the integration with Travelocity since its acquisition in July.

Aged 41, Ian was previously Vice President of 3G operations at Nokia and spent seven years overall in the telecommunications industry.

“We are particularly excited by the addition of Ian to our board”, commented Steve Leach, CEO of bigmouthmedia. “While his extensive experience in the online and technology sectors will deliver obvious benefits, his mastery of the mergers, acquisitions and integration process will be of great value as we enter the next phase in bigmouthmedia’s development.”

Bigmouthmedia GmbH was formed in 2006 with the merger of bigmouthmedia limited and Global Media GmbH to form the largest privately held digital marketing agency in Europe through the backing of The Carlyle Group. Nazo Moosa, a director at Carlyle who sits on the board of bigmouthmedia, said: “We believe these challenging markets provide an opportunity for the leaders in each industry to consolidate their position. We are committed to supporting bigmouthmedia in its aim to lead the fragmented digital marketing sector in Europe, and are confident Ian will play a key role in achieving this.”

About bigmouthmedia

Founded in 1997, bigmouthmedia is Europe’s largest independent digital marketing agency. With a team of over 200 staff across 13 offices in 10 countries on 3 continents, the company maximises exposure for major brands online through a variety of fully integrated digital marketing channels: Search engine optimisation, PPC, Online Media Planning, Affiliate Marketing, Social Networking, Brand Monitoring, Online PR and Web Analytics. Bigmouthmedia also provides up to date daily digital marketing news to ensure clients are fully informed and aware of all industry developments.

Leading the digital marketing strategies of a third of the UK’s most trusted brands, bigmouthmedia services over 300 big-brand customers globally including: Adidas, Hilton, British Airways, Tesco, Aer Lingus, BP, Barclays, Castrol, Conrad International, Dorling Kindersley, Early Learning Centre, , Fasthosts, Jumeirah, Canon, Samsung, Starbucks, Top Man, Debenhams, Which?, Lacoste, Euler Hermes and Wall Street Institute.

 

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Hays has been proclaimed as the Best Performing Plc at the Recruitment International Awards 2008

Hays, the UK’s leading specialist recruitment consultancy, which has a number of offices throughout the country, has been proclaimed as the Best Performing plc in a national awards ceremony. The recruitment consultancy managed to beat strong competition to win the highly acclaimed category at the Recruitment International Awards 2008.

To win the highly coveted award of Best Performing plc, Hays successfully demonstrated that it was continuing to perform extremely well and manage to outperform its competitors, despite the current economic climate. The awards were judged by 14 of the top industry professionals and sector specialists, including analysts and brokers. The ceremony took place at Madame Tussauds and was attended by over 200 special guests, comprising of senior directors from the UK’s top recruitment companies.

Tim Cook, Managing Director of Hays said: “We are delighted to have won this award. We are always looking for new ways to better meet the needs of local employers and employees and pride ourselves on strong customer service levels, an extensive database and innovative recruitment methods, which allow us to achieve this. An award for best performance is a strong accolade, particularly in the current climate.”

The Recruitment International’s Awards are particularly highly regarded within the recruitment industry because they are won entirely on a company’s merit following selection by a panel of judges and a day of intensive debate where each judge selects their own top three for each award category, before the points are calculated and a winner emerges.

About Hays

Hays is part of Hays plc, the leading global specialist recruitment group. It is market leader in the UK and Australia, and one of the market leaders in Continental Europe. By the end of June 2008, the Group employed 8,872 staff operating from 393 offices in 27 countries across 17 varied specialisms including recruitment for engineering jobs, nursing jobs and admin jobs.

For the year ended 30 June 2008:
– the Group had revenues of £2.5 billion, net fees of £786.8 million and operating profit before exceptional items of £253.8 million; 
– the Group placed around 80,000 candidates into permanent jobs and around 300,000 people into temporary assignments; 
– the temporary placement business represented 49% of net fees and the permanent placement business represented 51% of net fees.

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