euroresource international limited © euroresource international limited 2005

EURORESOURCE INTERNATIONAL LIMITED

© Euroresource International Limited 2005

THE EUROPEAN ADVANTAGE

A NEW STYLE OF COMPANY

EXPANDING HORIZONS

PRODUCTIVITY & PROSPERITYPRODUCTIVITY & PROSPERITY

Productivity comparedProductivity compared by output per workerby output per worker

0

20

40

60

80

100

120

140

Pro

du

ctiv

ity

Ind

ex (

UK

=10

0)

UK Germany France US

Source: Organisation for Economic Co-operation and DevelopmentSource: Organisation for Economic Co-operation and Development

““To ensure future prosperity, we should To ensure future prosperity, we should aim to increase the 2.5 – 2.75% trend rate aim to increase the 2.5 – 2.75% trend rate of growth over the longer term, by of growth over the longer term, by increasing the productive capacity increasing the productive capacity of the economy.”of the economy.”

Sir Digby Jones – Director General of the Sir Digby Jones – Director General of the CBICBI

““To deliver such growth, over the course of To deliver such growth, over the course of the next Parliament we will require our the next Parliament we will require our productivity to rise relative to our key productivity to rise relative to our key international competitors, in order to close international competitors, in order to close the productivity gap with France, Germany the productivity gap with France, Germany and the US.”and the US.”

Spending Power US$

Luxembourg 53,780

United States 34,320

Ireland 32,410

Iceland 29,990

Norway 29,620

Denmark 29,000

Switzerland 28,100

Netherlands 27,190

Canada 27,130

Austria 26,730

Belgium 25,520

Australia 25,370

Germany 25,350

Japan 25,130

Hong Kong 24,850

Italy 24,670

Finland 24,430

United Kingdom 24,160 Chart Source: World Bank - 2003

Our relative prosperityOur relative prosperity

• The UK is ranked 12th out of the EU 15 countries (Source: DTI)

• For the 4th largest economy in the world this is not good

enough.

FACT

FACT

The "Business Britain" report by Lloyds TSB The "Business Britain" report by Lloyds TSB found that almost a quarter of the 2,000 found that almost a quarter of the 2,000 businesses surveyed had difficulties finding businesses surveyed had difficulties finding unskilled workers. unskilled workers.

At this moment in time there are over 650,000 At this moment in time there are over 650,000 reported jobs available in the UK with no reported jobs available in the UK with no takers.takers.

Lloyds - TSB GroupLloyds - TSB Group

Skills gaps identified by Skills gaps identified by employersemployers

Source: National Adult Learning SurveySource: National Adult Learning Survey

EU enlargement EU enlargement

- a potential economic solution?- a potential economic solution?

Percentage of Working Population Percentage of Working Population UnemployedUnemployed

22

20

18

16

14

12

10

8

6

4

2

Czech Rep.

Estonia Latvia Lithuania Hungary Poland Slovenia Slovakia UK

Wages ComparedWages Compared

0

5

10

15

20

25

30

35

% of EU average

Slovenia

Czech Republic

Hungary

Poland

Slovakia

Estonia

Latvia

Lithuania

Source: European Integration ConsortiumSource: European Integration Consortium

Calculated from OECD & National SourcesCalculated from OECD & National Sources

"If it was not for immigrant "If it was not for immigrant labour, especially in leisure, in labour, especially in leisure, in tourism, tourism, in agriculture, in construction, in agriculture, in construction, then frankly many of our then frankly many of our businesses would not havebusinesses would not havethe workers we need.”the workers we need.”

CBI’s Director General Sir Digby JonesCBI’s Director General Sir Digby Jones

"Most people know the huge contribution that "Most people know the huge contribution that immigrants have made to our country.”immigrants have made to our country.”

"Migrants are part of the rich fabric of our "Migrants are part of the rich fabric of our nation, every bit as British and valued as any nation, every bit as British and valued as any other member of our society." other member of our society." - Tony Blair PM- Tony Blair PM

MIGRANT WORKERS CONTRIBUTE MIGRANT WORKERS CONTRIBUTE

TO UK’s WEALTHTO UK’s WEALTH

LITHUANIA

ESTONIA

CZECH

REP

LATVIA

POLAND

SLOVAKIA

HUNGARY

SLOVENIA

UK

RELATIVE INDUSTRIAL OUTPUTRELATIVE INDUSTRIAL OUTPUT

100

338%

Industrial Growth in LithuaniaIndustrial Growth in Lithuania

Fall in growth caused by the Fall in growth caused by the Russian Economic CrisisRussian Economic Crisis

(Russia was its main (Russia was its main customer)customer)

Manufacturing output in the UK rose by only 0.2 per cent in 2003Manufacturing output in the UK rose by only 0.2 per cent in 2003

• Increased ProductivityIncreased Productivity

• Increase in ProfitabilityIncrease in Profitability

The European AdvantageThe European Advantage

““For every one per cent increase in For every one per cent increase in immigration there was a corresponding 1.5 immigration there was a corresponding 1.5 per cent increase in national wealth.”per cent increase in national wealth.”

Sir Digby Jones Director General of the Sir Digby Jones Director General of the CBI CBI

‘‘Immigrants have a proven track record of Immigrants have a proven track record of creating wealth wherever they go - and it creating wealth wherever they go - and it isn't all down to hard work. isn't all down to hard work.

Global markets have a constant thirst for Global markets have a constant thirst for new ideas, new products, new recipes, new new ideas, new products, new recipes, new ways of doing things.’ ways of doing things.’

Immigrants bring new ideas and working Immigrants bring new ideas and working practices into the workplace, creatively practices into the workplace, creatively adding more to their working environment adding more to their working environment than their job demands.than their job demands.

Work EthicWork Ethic

The former Soviet States believed work to The former Soviet States believed work to be CENTRAL to their existence.be CENTRAL to their existence.

To not work or to be lazy was seen as To not work or to be lazy was seen as being of no use or value to a society being of no use or value to a society which had high ideals to achieve.which had high ideals to achieve.

People who didn’t work hard were People who didn’t work hard were shunned by society.shunned by society.

Work EthicWork Ethic

Although Soviet politics ultimately failed, Although Soviet politics ultimately failed, it left a wealth of labour in its wake …it left a wealth of labour in its wake …

Euroresource International Limited source Euroresource International Limited source candidates from Eastern and Central Europe:candidates from Eastern and Central Europe:

Czech RepublicCzech Republic

EstoniaEstonia

HungaryHungary

LatviaLatvia

LithuaniaLithuania

PolandPoland

SlovakiaSlovakia

SloveniaSlovenia

Romania

Bulgaria

Turkey

Our Candidates are:Our Candidates are:

Mobile Mobile - - ready to locate to ready to locate to where where you you need need themthem

Flexible Flexible - - willing to fit in with willing to fit in with your your company’s company’s scheduleschedule

Committed - Committed - Hard working, loyal Hard working, loyal and and tenacious.tenacious.

• Happy to perform menial and/or repetitive tasks.Happy to perform menial and/or repetitive tasks.

• Motivated more by money than by any incidental Motivated more by money than by any incidental rewards.rewards.

• Highly flexible – willing to work long/unsociable Highly flexible – willing to work long/unsociable hours.hours.

• Lower wage expectationsLower wage expectations

Unskilled Candidate - ProfileUnskilled Candidate - Profile

HEALTH & SAFETYHEALTH & SAFETY - Language- Language

• Training provided through translating Training provided through translating company policy on H & S into candidate’s company policy on H & S into candidate’s language.language.

• Candidates taught ‘Hot’ words.Candidates taught ‘Hot’ words.

• Teams: ER ensure that at least one of them Teams: ER ensure that at least one of them can act as the interface between the can act as the interface between the employer and the team.employer and the team.

• Tailor-made programmes of language Tailor-made programmes of language training available.training available.

Your Health & Safety Instructions

will be translated

Recruitment Methods:Recruitment Methods:

Outsourcing to Agencies

Internal Recruitment

Staff Referrals

Advertising

Word of Mouth

Job Centre

Internet

Since Recruitment is considered to Since Recruitment is considered to be a major expenditure by most be a major expenditure by most companies …companies …

… … mistakes can be very costly!mistakes can be very costly!Problems with Candidate selected:Problems with Candidate selected:

• Unsuitability of the candidateUnsuitability of the candidate

• Poor aptitudePoor aptitude

• ‘ ‘Can do / won’t do’ - (inflexible)Can do / won’t do’ - (inflexible)

• Sickness & General Poor HealthSickness & General Poor Health

The cost:The cost:

• Employer time wasted in the recruitment process Employer time wasted in the recruitment process (job descriptions, advertising, interviewing) (job descriptions, advertising, interviewing)

• Employer’s/supervisor’s time spent on induction and Employer’s/supervisor’s time spent on induction and trainingtraining

• Lower productivity as the recruit learns the taskLower productivity as the recruit learns the task

• Employer’s time spent in terminating the employmentEmployer’s time spent in terminating the employment

• Employer/supervisor time spent in catching up on work Employer/supervisor time spent in catching up on work left undone or mishandled by the unsatisfactory recruitleft undone or mishandled by the unsatisfactory recruit

• Round two recruitment costs.Round two recruitment costs.

Avoid making the wrong Avoid making the wrong decisiondecision

Most small business employers are not trained in Human Most small business employers are not trained in Human Resource procedures. Resource procedures.

The process can be time and resource expensive. The process can be time and resource expensive.

If it becomes too overwhelming a task, there is a danger of If it becomes too overwhelming a task, there is a danger of ‘giving someone a go’ just to get the process over and ‘giving someone a go’ just to get the process over and done with or of withdrawing from the process altogether.done with or of withdrawing from the process altogether.

Advantages of using our servicesAdvantages of using our services

Savings on time spent:Savings on time spent:

• Placing AdvertisementsPlacing Advertisements

• Wading through CV’sWading through CV’s

• Conducting 1Conducting 1stst Interviews Interviews

PLUSPLUS

• Expert MatchingExpert Matching

…we take the effort out recruitment

- eliminating costly mistakes!- eliminating costly mistakes!

How we source candidatesHow we source candidates

JOB DESCRIPTION

WE EMAIL OUR

REPRESENTATIVES

LIKELY CANDIDATESSELECTED & SCREENED

LOCALLY

ONLY THE MOSTPROMISING ARE

SUBMITTED TO US

WE SELECT THE ‘BEST OF THE BEST’

THEN REFER THESETO YOU.

Candidate Interviews - Maintaining Candidate Interviews - Maintaining QualityQuality

• All applicants are interviewed thoroughly face-All applicants are interviewed thoroughly face-to-face and a complete profile is drawn up.to-face and a complete profile is drawn up.

• The applicant's work history and experience is The applicant's work history and experience is discussed at length, probing any gaps in discussed at length, probing any gaps in employment and their reasons for leaving.employment and their reasons for leaving.

• We also have the facility to use a question We also have the facility to use a question sheet provided by you - so that we can obtain sheet provided by you - so that we can obtain answers to particular questions you would like answers to particular questions you would like candidates to be asked.candidates to be asked.

Candidate Screening ProcessCandidate Screening Process

FACE-TO-FACEINTERVIEW

CV - WORK HISTORYGAPS IN EMPLOYMENT REASONS FOR LEAVING

WORK SKILLSEXPLORED

LIKES &DISLIKES

NUMERACY TEST(if required)

EVALUATION OFENGLISH SKILLS

ATTITUDEREPORT

GENERAL APPEARANCEPUT INTOA FINAL REPORT

We can use a questionnaire created by you to give feedback on specific We can use a questionnaire created by you to give feedback on specific questions you want us to ask our candidates. (Charges Apply)questions you want us to ask our candidates. (Charges Apply)

Placement FlowchartPlacement Flowchart

SUITABLE CANDIDATEDETAILS SUBMITTED

TO YOU

YOU DECIDEWHICH

WE PROVIDEYOU WITH

CONTACT INFO

FINAL INTERVIEWBY US OR YOU

YOU TELL USWHICH CANDIDATEYOU’VE SELECTED

JOBOFFER

TRAVELARRANGED

CANDIDATEARRIVES

(At time & place specified)

Candidates who are relocating expect accommodation to be arranged for them by their prospective employer. (This cost can then be deducted

from their wages)

UK NATIONAL REFERENCE POINT UK NATIONAL REFERENCE POINT FOR VOCATIONAL FOR VOCATIONAL

QUALIFICATIONSQUALIFICATIONS

National Information National Information Recognition CentreRecognition Centre

Optional servicesOptional services

• Customised InterviewsCustomised Interviews

• Arranged AccommodationArranged Accommodation

• IELTS English TestIELTS English Test

• Work History Check (5/10 Work History Check (5/10 yrs.)yrs.)

• Verification of QualificationsVerification of Qualifications

• Equivalency Check (NARIC)Equivalency Check (NARIC)

• Current Employer (soft probe)Current Employer (soft probe)

• ReferencesReferences

• MedicalMedical

• Criminal Records CheckCriminal Records Check

There comes a tide in the affairs of menThere comes a tide in the affairs of men

Which, if taken at the flood, Which, if taken at the flood,

leads on to great fortune . . .leads on to great fortune . . .

EPILOGUE

W. ShakespeareW. Shakespeare

Any Questions?Any Questions?

[email protected]

0845 156 2152 (Local Rate)

OutsourcingOutsourcing

• Can take too long to source a Can take too long to source a CandidateCandidate

• Poorly screen applicants - Poorly screen applicants - (suitability)(suitability)

• Don’t listen enough to Client Don’t listen enough to Client concernsconcerns

• Mismatch Candidates (suitability)Mismatch Candidates (suitability)

• Spam companies with CV’s - Spam companies with CV’s - (relevancy)(relevancy)

‘ ‘throw enough mud and some is bound to throw enough mud and some is bound to stick’stick’

… … experience the experience the difference.difference.

Recruitment Consultants:Recruitment Consultants:

Internal RecruitmentInternal Recruitment

• Limits the number of potential applicantsLimits the number of potential applicants

• External candidates might be better suited External candidates might be better suited and/or qualified for the joband/or qualified for the job

• Another vacancy will be created that has to Another vacancy will be created that has to be be filledfilled

• Business may become resistant to change; Business may become resistant to change; by by recruiting from outside, new perspectives recruiting from outside, new perspectives and and attitudes may be imported.attitudes may be imported.

Staff Referrals - drawbacksStaff Referrals - drawbacks

Honeymooning -Honeymooning -lost productivity because lost productivity because of of familiarity (chatting familiarity (chatting etc.)etc.)

Added difficulties if dismissal proves Added difficulties if dismissal proves necessary.necessary.

Where candidates are family members, Where candidates are family members, family issues can interfere with family issues can interfere with performance.performance.

AdvertisingAdvertising

Success limited by the availability of local Success limited by the availability of local labour.labour.

Your advertisement may be one amongst Your advertisement may be one amongst many.many.

Mistakes in the construction of an Mistakes in the construction of an advertisement can be counter-productive.advertisement can be counter-productive.

Word of MouthWord of Mouth

‘‘Hit & Miss’ - cannot be relied upon to Hit & Miss’ - cannot be relied upon to produce results quickly.produce results quickly.

Limited Choice – dependent on Limited Choice – dependent on availability of local labour.availability of local labour.

JobcentreJobcentreLow unemployment – limits choiceLow unemployment – limits choice

‘‘Back to Work’ schemes put pressure on Job Back to Work’ schemes put pressure on Job Centres to Centres to perform – perform – employers time wasted employers time wasted interviewing unsuitable candidates.interviewing unsuitable candidates.

Candidates with a poor attitude towards work may Candidates with a poor attitude towards work may be unwittingly selected.be unwittingly selected.

‘‘Malingerers’ taken off incapacity benefit are now Malingerers’ taken off incapacity benefit are now being forced to take jobs they don’t want.being forced to take jobs they don’t want.

Online RecruitmentOnline Recruitment

Most Candidates who register online Most Candidates who register online are either looking for more money, a are either looking for more money, a higher position, or are dissatisfied higher position, or are dissatisfied with their current employer!with their current employer!

• over 180,000 profiled jobseekers over 180,000 profiled jobseekers registered with totaljobs.comregistered with totaljobs.com

• an average of 200,614 an average of 200,614 applications applications to vacancies on our site to vacancies on our site on a monthly on a monthly basisbasis

Arranging Arranging Accommodation:Accommodation:

£100 per Candidate£100 per Candidate




• Work History Check (5/10 yWork History Check (5/10 yrs.)rs.)

• Verification of QualificationVerification of Qualificationss


• Current Employer (soft proCurrent Employer (soft probe)be)


• MedicalMedical



Customised Interviews:Customised Interviews:

£25 per Candidate£25 per Candidate









• MedicalMedical



English Language Test English Language Test (Int. En. Lang. Testing (Int. En. Lang. Testing Sys.) in Listening, Sys.) in Listening, Speaking, Reading, Speaking, Reading, Writing and Writing and Comprehension.Comprehension.

Considerations:Considerations:

Cost of Test (c. £40)Cost of Test (c. £40)

Distance to Test CentreDistance to Test Centre

£ T. B. Q.£ T. B. Q.










• MedicalMedical


Work History Check:Work History Check:

£20.00 per employer£20.00 per employer










• MedicalMedical


Verification of Verification of Qualifications:Qualifications:

£20 per Qualification£20 per Qualification










• MedicalMedical


Degree Equivalency:Degree Equivalency:

£95 per Degree£95 per Degree










• MedicalMedical


Current Employer Current Employer Check:Check:

£20.00£20.00










• MedicalMedical


References:References:

£20 each£20 each










• MedicalMedical


Medical:Medical:

T.B.Q.T.B.Q.

Considerations:Considerations:

General MedicalGeneral Medical

AidsAids

TuberculosisTuberculosis

HepatitisHepatitis

Costs vary according to Costs vary according to country.country.










• MedicalMedical


Criminal Records Check:Criminal Records Check:

£40.00£40.00





• Work History Check (5/10 Work History Check (5/10 yrs.)yrs.)

• Verification of QualificationsVerification of Qualifications


• Current Employer (soft probe)Current Employer (soft probe)


• MedicalMedical


euroresource international limited © euroresource international limited 2005

Documents

cbi slide

wake slide

development slide

productivity prosperity

european advantage slide

uks wealth slide

lloyds tsb group slide

work ethic work ethic