techrec bristol

TechRec13 Roadshow - Bristol

INTRODUCTION TO THE DIRECT EMPLOYERS ASSOCIATION

Alan Whitford

Operations Director

+44 7971 864620

[email protected]

Website: www.directemployers.eu

Copyright Direct Employers Association 2013

mailto:[email protected]

http://www.directemployers.eu/

What Is The DEA?

The first UK Trade Body specifically created for commercial hiring organisations with a specific focus on the Talent Acquisition/Resourcing function and the in-house professionals who deliver the recruitment agenda

Provides the members with a single voice supported by the power of the collective force of the UK's best and most innovative employers

Work with and influence policy makers, key stakeholders and business leaders to create the right environment for effective recruiting

Formulate and deliver best practice in all aspects of the recruitment function whether that be permanent or contingent worker hiring

The DEA Agenda

Influence Government and Policy Makers

Educate and Support Business Leaders

Establish Best Practices, Develop and Support Resourcing Practitioners

Educate the Supply Chain

Community and Talent Acquisition Members only free job board

Member Benefits Membership of the DEA is for the organisation, with a named individual leading

the relationship We have no limit on the number of individuals that can take part, including colleagues

from other areas of the HR community

Attendance at DEA events, participation in workshops and webinars, and taking part in research

Access to the 'free for members' job board and talent community which will launch this summer Saving 1-2 agency fees will more than pay for the annual membership

Be seen as a leader in driving change for in-house recruiters - helping to develop standards, education and templates for best practice Learn from global leaders in recruitment strategy, process, technology, social media

and agency management such as G4S, the world's 2nd largest private

Be a major part of the Collective Voice that the DEA has with government and policy makers

employer

Our Most Recent Event

HMRC Whitehall Briefing 3 April 2013 Topics included

Supply chain compliance IR35 Contingent workers BIS Agency Conduct Regulations

Contact Details

Alan Whitford

[email protected]

Tel: +44 (0)845 519 3322

Mob: +44 (0)7971 864620

LinkedIn Group

Twitter: @DEAEurope


http://www.linkedin.com/groups/DEA-Europe-4465627

https://twitter.com/DEAEurope

Maximising the Value

of a Recruitment Business

Optima Corporate Finance10 Furnival StreetLondon EC4A 1YHTel : 020 3405 3166Email: [email protected]

Presentation Topics

Introduction to Optima Corporate Finance

Maximising the value of your business – an Insider’s Guide to what purchasers look for

Valuation

The S Factor – How Saleable is Your Business?

Issues to Consider

Concluding Thoughts

About Optima

Headed by Philip Ellis• 1989 Qualified as Chartered Accountant • 1991 Joined Corporate Finance Boutique• 1996 First recruitment deal• 2001 Founded and floated Staffing Ventures on AIM • 2007 Business Partner with REC for Acquisitions & Disposals • 2007 Received Corporate Finance Qualification• 2008 Dan Walters joined as Project Manager• 2009 Established Optima Corporate Finance • 2010 Became Affiliate Members of APSCo• 2012 Became Service Provider to ALP

Work with clients of all sizes across a range of recruitment sectors to help owners and Directors maximise their value by growing and/or selling their business

Specialising in advising recruitment businesses

Our Services

Mergers & AcquisitionsHave acted for a range of public and private companies in identifying acquisition targets, negotiating & structuring terms and project managing deals to completion

Business Sales / MBOsHave acted for numerous business owners selling to larger recruitment large firms and corporates selling non-core businesses, sometimes to the management team

Raising & Restructuring FinanceLast year raised £500,00 for a new technology platform into the recruitment sector. Have secured unconventional invoice finance deals for clients. Strong contacts with debt and equity funders

Supporting management teams from the time they start considering selling. We help to develop strategic plans and financial projections. More information later about a tool we have developed to measure how saleable a recruitment business is

Preparing Businesses For Sale

Track RecordWe have completed deals in the following recruitment sectors over the past 17 years:

Driving

Healthcare

IT

Education

Engineering

Domiciliary Care

Secretarial

Construction

Social Care

Call Centre Management

Industrial

Finance

Rail

Insider’s Guide to what Purchasers look for

Brand - strong market presence and reputation

International presence

Specialism(s)

Compliance - paying contractors, AWR, candidates etc

Spread of clients

Healthy & sustainable margins

Robust client relationships

Here are the key issues that a Purchaser will consider when looking at any recruitment acquisition target:

Insider’s Guide to what Purchasers look for

No dependence upon owners

Quality of remaining management

Motivated and loyal team

Profitable business model

Maintainability and visibility of profits

Documentation of procedures

Corporate governance

For the Purchaser it’s all about

RISK

Valuation

Earnings x multiple = Enterprise Value + cash – debt = Equity Value

Earnings

Use of EBITDA

Adjustment of Profit

Average/Weighted Average of Profits

Multiple

Comparative plc Multiples

Size of Business

Recent Deals

Competitive sale process

Strategic Fit

Risk Factors highlighted earlier

Market Sentiment

What the Purchaser is Willing to Pay

Valuation - Example

EBITDA: Yr1 Yr2 Yr3£100k £400k £250k

Multiple: 4 times EBITDA

Valuation decision:

A. Don’t touch it with a barge pole

B. Most recent profit = £250k, then apply multiple of 4 = £1m valuation

C. Weighted average profit = (1x£100k) + (2x£400k) + (3x£250k) = £275k 6

then apply multiple of 4 = £1.1m valuation

D. Don’t Know

£’000

600

500

400

300

200

100

0

Year 1 Year 2 Year 3

A. Don’t touch it with a barge poleB. Most recent profitC. Weighted Profit AverageD. Don’t Know

Valuation - Example

The S Factor is the only business tool designed exclusively for recruitment businesses to assess and benchmark how an acquirer will value your business relative to the rest of the market


Premium to market average valuation

Below market average valuation

In line with market average valuation

100

0

S F

acto

r

80

60

How Saleable is your business?

Who is The S Factor Suitable for?

The S Factor is suitable for any owner of a recruitment business who intends to sell their business one day and wants to maximise the value they will receive.

Your S Factor report should ideally be prepared some while before you intend to sell your business, giving you the opportunity to shape your business to maximise its Saleability.

For more information visit:

www.optimacf.com/thesfactor


Issues To Consider when Selling

Confidentiality

Asset or Share Sale

Surplus Assets

Deduction of Debt

Earnout

Warranties and Indemnities

Don’t take your eye off the ball

Concluding Thoughts

It’s all about RISK for the Purchaser

Consider who might buy your business

Ensure the business isn’t heavily reliant upon you

Specialists are more valuable than generalists

Successful business sales don’t happen by chance

Most people only sell a business once so it’s worth getting advice in order to maximise the value you will receive

Any Questions?

www.optimacf.com

www.optimacf.com/thesfactor

Philip Ellis020 3405 [email protected]

http://www.optimacf.com/


Vacancy Lead Generation for the Global Recruitment Market

Bradley PlacksFounder and CEO of MyResourcer

Why work jobs when you have difficulty in finding suitable candidates?

Key Features

• Unlock the potential of your client and prospect database by securely uploading their websites allowing MyResourcer to notify you when new vacancies are being posted

• In addition to your database tap into over 500,000 company websites with Data+

• Use Watchdogs to bring back new leads based on your specific search criteria as soon as jobs are posted

• Use specific Free Text Searches to create more interviews for the candidates you are working with

• Use Board+ to find new direct employer vacancies from key job boards

• Search geographically to pinpoint the perfect jobs for your candidates

• Find more candidates from your Linkedin network

Benefits

• Saves time and makes business development more targeted and relevant.

• Create more opportunities for candidates you are already working with.

• Improves your interview to placement ratio.

• Free Text Search brings back instant live job leads.

• Watchdog Search delivers results directly to your inbox as and when vacancies are added.

• Uncover positions in companies you are not already working with.

• Company insight – Including the right person to talk to .

• Enables you to find hidden candidates in your network.

• More leads, more interviews, more placements, more money!

What Our Clients Are Saying...

“...it is under 1 month and has paid for itself already. I strongly believe over the year we should be able to generate a further role to close per month, giving us a return on our investment of around 24 times.”

Simon Bliss, Managing Director, Principle People

“Since implementing MyResourcer, we now have access to around 3,000 of our clients’ vacancies daily, something that is not physically possible through manpower alone.

The staff can now set up their own specific searches and alerts creating good quality leads. The tool has been a valuable support to the team and is completely self

Funding,” Chris Benham, Director, Orion Electrotech

In Summary

Find more jobs from your clients and prospects

Be more pro-active with candidates at your disposal

The more you market candidates, the more interviews you will get

More interviews = More placements!

.

BIG DATA & ITS RELEVANCE IN RECRUITMENT

Steve Barnhurst – UK Agency Sales Director

About Broadbean

• Global leader in job posting distribution and candidate sourcing technology

• 60,000 users in 65 countries

• We are still heavily focused on the UK with 75% of the top 250 agencies

• We post 60%+ of all online vacancies in the UK

• Approximately 9 million responses each month

• In excess of 1.5million searches per month

• 125 people based out of offices across 3 continents

‘In God we trustall others bring data’

W. Edwards Deming

• Google runs over 2 million searches

• Apple has 50,000 App downloads

• YouTube users upload 48 hours of new video

• 571 new websites created

• 200 million + emails sent

Every minute of the day

• Brands and organisations receive 35,000+ ‘likes’ on Facebook

So, Big DataThere’s a lot of it!

BUT

What do you need / What do you want?

AND

How do you manage it?

‘75% of senior executives from over 500 companies say that they

are wasting more than half the data they hold’

Source - Deloitte

Maybe LEAN DATA• If you can be more specific it might be

better…

• But how specific?

• Which bits are still important?

• Which are not?

• Is it worth taking the risk?

it’s not how big the DATA is

So…

it’s how you use it….

Consider this….• 95-98% of all applications are not suitable for the

original job applied for…

• Over 50% of applications are likely to be known by your business / already on your CRM…

• Some CV’s will simply be overlooked…

• Some however ‘may’ never be looked at….

job board performance

Response Volumes Apr 2011 to March 2013

Apr-11

May-11

Jun-11Jul-1

1

Aug-11

Sep-11

Oct-11

Nov-11

Dec-11

Jan-12

Feb-12

Mar-12

Apr-12

May-12

Jun-12Jul-1

2

Aug-12

Sep-12

Oct-12

Nov-12

Dec-12

Jan-13

Feb-13

Mar-13

2000000

2500000

3000000

3500000

4000000

4500000

5000000

5500000

job board performance

Application per Vacancy Apr 2011 to Mar 2013

Nov.10 Feb.11 Jun.11 Sep.11 Dec.11 Apr.12 Jul.12 Oct.12 Jan.13 May.1316.50

17.50

18.50

19.50

20.50

21.50

22.50

23.50

24.50

Responses Per Ad

Num

ber o

f Res

pons

es

21% increase in Applications Per Va-cancy over last 2 years

Consider Impact of wider economic conditions on this?

Rise of the Aggregators

Dec-09 Dec-10 Dec-11 Dec-120

10000

20000

30000

40000

50000

60000

70000

80000

90000

100000

Indeed

Job Rapido

Paid Board Average

Social Media – the Bb facts

Total Jobs Jobsite Monster Twitter FacebookLinkedin0

5000

10000

15000

20000

25000

30000

Dec 2009 - Ad Volumes

Total Jobs Jobsite Monster Twitter Facebook Linkedin0

5000

10000

15000

20000

25000

30000

35000



10000

20000

30000

40000

50000

60000

70000



10000

20000

30000

40000

50000

60000

70000


Candidate ranking tools

Organise candidates in useful hotlists

Have a joined up approach with your CRM

Easy access to past application history

Research from publicly available tools

Brand Development

GETTING VALUE FROM YOUR DATA

‘People are our greatest asset’

“Idiot! He’s out chasing the herd again, while I have everything at my fingertips.”

All previous applicants can be stored and made available to the whole business

Search using both keywords and facets

Tag candidates to add value to future searches

UNDERSTANDING YOUR DATA(ROI)

Which sources work best for you?

When should I look to advertise?

Do any business areas stand out?

Summary

• The big data phenomena is as relevant to recruitment as it is to all industries

• Many companies are still making do, even where the opportunity exists to be much more structured and far more informed

• Forward thinking recruitment companies are pushing our development in this area and driving the need for new products

http://www.google.co.uk/url?sa=i&rct=j&q=&esrc=s&frm=1&source=images&cd=&cad=rja&docid=bWbcnfqgg9jJgM&tbnid=knRp91A6Xm701M:&ved=0CAUQjRw&url=http://www.anthonyjoyce.ie/banks-insane/&ei=VfFvUfDzMKeQ0AWWu4CwBg&bvm=bv.45368065,d.d2k&psig=AFQjCNHqUenvi6h8tBy9k7HjVWsCLWkgVQ&ust=1366377163006702

Thank you

CV RadarUnlocking the power of LinkedIn‘Find active candidates fast’

www.theitjobboard.co.uk 60

Alex Farrell, MD, The IT Job BoardApril 22nd 2013


Agenda

• Introduction

• Video

• Current Situation

• What’s the problem

• The solution - CV Radar

• How does it work?

• Key Benefits

• Conclusion

• Q+A


Introduction

Pan European network of IT Job Boards


Video

http://www.youtube.com/watch?v=1jU1ZJza8HE


Current Situation


What’s the problem?


The Solution: CV Radar


How does it work?


Key Benefits

• Easy to set up

• Product road tested by recruitment consultants

• Efficient – target active candidates only

• Time effective - instant contact details (no more InMail)

• View and access the full CV

www.theitjobboard.co.uk

• First to market product (exclusivity)

• Addressing a need in the resourcing chain

• Providing recruiters with a market edge

• Improved time to hire

• CV Radar is positively disrupting the online recruitment space

In Conclusion

13


Q+A

Integrating leading recruitment technology for

maximum efficiency

Chris KendrickRecruitment Services Director

Introduction

The leading recruitment solution for Microsoft Dynamics CRM

•Integration

•: ‘the act of combining or adding parts to make a unified whole’

• Collins English Dictionary

•: ‘the whole is greater than the sum of its parts’• Aristotle

•Synergy

•Combining actions, systems or processes to give a much greater result than that of the individual elements.

Integration and Synergy

How important is integration?

The impact of new platforms

2012 Quarter 4 Sales

0.7m 2.6m 2.7m 6.2m

7.3m 43.5m 144.7m

Mobile apps integration

http://www.android.com/

Integrating recruitment solutions

Your recruitment solution•What is it?

• A single solution or a combination of systems and websites?

• Does it support your processes or it used only when it must be?

• Is it a single source of your most up to date information?

•Do you…

• Search multiple networks for candidates?

• Advertise your roles externally?

• Test candidates?

• Use electronic timesheets?

• Have strong real-time management information?

Everything in one placeRegister Vacancy Search

Candidate Networks

Advertise Positions

Test Candidates

Review Selections & Applicants

Submit only the best

Interviews and Offers

Create and issue

paperwork

Manage invoicing

Platform solutions vs. Recruitment software

Benefits of an integrated solutionSynergySpeed to candidate networksProductivityVisibility through Management InformationAdoption and simplificationProcess and complianceRecruitment applications

Data LossAdministrationDuplicationInfrastructure costsRisk of technology ageingDevelopment/IT budgetCapital Expenditure

Questions

Recruitment crowdsourcing :Super-charge your fee income

Marc WilliamsFounder & Chief Operating Officer

First identified by Jeff Howe – Wired Magazine

Crowdsourcing is when a company takes a job once

performed by employees, and outsources it in the form of

an open call to a large group of people using the internet

A new approach to finding talent

A smarter way to solve complex problems

91

Crowdsourcing platforms that we all use

Draw on experience beyond traditional boundaries

Crowdsourcing allows organisations to involve large

groups of specialists to:

• Extend visibility and reach

• Leverage specialist knowledge and experience

• Generate creative solutions

• Improve speed and delivery


A new approach to sourcing talent

TheJobPost is a crowdsourcing

platform enabling employers

to access the UK’s entire

recruitment industry as one supplier


Better engagements, greater efficiency

• Each vacancy presented to a focused selection of potential suppliers

• You see an outline of the role with key information and earning potential

• You pay a small charge to be engaged immediately on the role

• Only suppliers that believe they can deliver will pay to access the job

• One platform, one contract

• Once engaged, you communicate direct and build on-going dialogue


TheJobPost: Super-charge your fee income

• An extra dimension to your existing business development channels

• Selective access to live, fillable roles from new clients

• Only engage on roles where you know you can deliver

• Reduce time spent cold-calling and more time filling vacancies

• Fees and terms agreed up-front

• Build new client relationships outside of TheJobPost platform


Reviews the job market by sector & focus

View the job brief and pay to engage

Submit candidates who match the role

Easy on-going communication

We delivered excellent results for these companies


Nick ProcterRecruitment Team Manager

I’ve been really impressed with TheJobPost – it’s a fantastic platform that enables us to access the very best

agency-sourced candidates in the market, rather than just the ones who happen to be registered with the right agency


We work with some fantastic brands

Our platform is already delivering

• 34,000 specialist UK recruiters registered on the platform

• Over 300 UK employers using the platform

• Typically no more than 3 recruiters engaged per vacancy

• Current CV to interview ratio of 3:1

• Typical salary range posted between £20,000 - £150,000

• Average fee percentage of 18%


We offer a simple solution that offers real returns

• You sign one contract– allowing swift access to a range of new jobs and opportunities

• You can vary your fee based on expertise– engage at a high rate where you are strong; lower where you are developing

• Eliminate time spent cold calling– begin working on new roles as and when you need

• You gain introductions to new customers– prove your worth in a controlled trial and begin building a long term relationship


Super-charge your fee income
