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A WORD word from our Sponsor A FROM OUR SPONSOR As a long-term partner of Recruiter, we s a long term partner of are proudRecruiter, and honoured once again to we are proud and support the 2013 Recruiter for honoured once againAwards to Excellence headline sponsor. support the as Recruiter Awards 2013 as We come together this evening to headline sponsor. celebrate ourtogether industrythis and our people We come evening to within this ever-changing, exciting celebrate our industry and our people and innovative sector. It is fantastic to hear within this ever changing, exciting and that the recruitment industry in the UK innovative sector. It is fantastic to hear has despite the difficult market thatgrown the recruitment industry in the UK conditions. has grown despite the difficult market These days we all communicate, conditions. connect people via Theseand dayslink wewith all communicate, many different technologies connect and link with people viaevery many single day. Candidates andsingle mobile different technologies every day. recruitment users nowrecruitment expect theusers full Candidates and mobile now expect the full desktop desktop experience on theexperience move and on recruiters the move and recruiters need as youasneed to beyou able to to be able to provide that—service, connecting provide that service connecting and and bringing people their datatogether bringing people andand their data together wherever wherever they maythey be. may be.

EployConnect™, ConnectTM,the the foundation foundation of Eploy ofour latest web platform, supports this process our latest web platform, supports this on every level and has proved to be a process on every level and has proved huge bothwith existing new to besuccess a huge with success bothand existing clients alike. It brings together all aspects and new clients alike. It brings together of the recruitment process in a seamless all aspects of the recruitment process and intuitive way, linking recruitment in a seamless and intuitive way, linking portals, social media and communication recruitment portals, social media and via email and SMS into a single automated communication via email and SMS system. Eploy ConnectTM does for mobile into a single automated system. recruitment what the shopping cartEploy did for Connect™ does for mobile recruitment the internet, it really is that big! what the shopping cart did for the No other recruitment solution will internet — it really is that big! give you so much - allowing you to send No othermessages recruitment will and receive fromsolution anywhere and give much — allowing to send fromyou any so device, with all emailsyou monitored, and receive from anywhere connected tomessages records and stored in your and from any device,Send withfrom all emails system automatically. your monitored, connected to records and phone and it’s instantly visible in Eploy TMyour system automatically. stored Connectin . Receive SMS replies and they TM are instantly visible in Eploy . Send from your phone andConnect it’s instantly Flag emails on your desktop and they are visible in Eploy Connect™. Receive SMS automatically flagged and connected to replies and they are instantly visible TM your contact in Eploy Connect . No email in Eploy Connect™. Flag emails on your syncing, importing copying - just real desktop and theyor are automatically time automated progress! fl agged and connected to your contact in Eploy Connect™. No email synching,

importing or copying — just real-time Fully mobile, multi-lingual career automated portals fromprogress! Eploy ConnectTM enable Fully mobile, candidates to notmulti-lingual only register,career but portals Connect™ enable managefrom their Eploy entire application and career candidates to not only register, but in real time from registration to interview manage their application and booking via anyentire smartphone or tablet career in real time from registration to device - even compliance and onboarding interview bookingultra-modern via any smartphone activities including talent community features. Whichever way you or tablet device — even compliance and look at it, Eploy deliversincluding a superlative onboarding activities candidate experience. ultra-modern talent community TM features. Whichever wayoffers you look at it, Eploy Connect also a powerful suite of real time reporting enabling you to Eploy delivers a superlative candidate make important business decisions based experience. onEploy fact and vastly improves day to Connect™ also offers a day management ofof your businessreporting via an easy powerful suite real-time to use and intuitive dashboard.

It is fantastic to hear that the industry It is recruitment fantastic to hear that the in the UK has grown despite the recruitment industryconditions in the UK difficult market has grown despite the difficult market conditions

enabling you to make important business decisions based on fact and vastly improves day-to-day management of your business via an easy-to-use and intuitive dashboard. Here at Eploy we work as a Hereconstantly at Eploy striving we worktoas a team, team, push the constantly striving to push the technological boundaries to their limit technological boundaries to their but never forgetting that every person in limit but never forgetting every our team matters and makesthat a difference. person in our team matters and makes Ultimately a successful business strongly arelies difference. Ultimately a successful on the calibre and integrity of it’s people. The recruitment and business strongly reliesindustry on the is calibre will always be about the people. and integrity of its people. The recruitment industry andshortlisted will always Congratulations to is those be people. andabout to thisthe year’s ultimate winners and once again let us hope an entertaining, Congratulations tofor those shortlisted memorable and inspiring evening. and to this year’s ultimate winners and once again let us hope for an entertaining, CHRIS BOGHand inspiring evening. memorable

Edwin Avenue, Kidderminster,

Edwin Avenue, Kidderminster, Worcestershire DY11 7RA Worcestershire DY11 7RA Tel: 0800 073 42 43 Tel: 0800 073 42 43 Email: info@eploy.co.uk Email: info@eploy.co.uk www.eploy.co.uk www.eploy.co.uk

Technical director

Eploy Bogh Chris Technical director, Eploy

Recruiter Awards 2013 l 3

RECRUITER AWARDS 2013

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4 l Recruiter Awards 2013

We hope you’ve enjoyed this evening of bright lights and excitement, celebrated in the warm glow of professional pride and recognition. It’s been another record-breaking year for the gold standard bearer of recruitment awards with — yet again — more entries than ever before of an increasingly higher standard, and adjudicated by an unmatched panel of world-class professionals. Equally unmatched are our outstanding ‘first in class’ winners of 2013 and of course the amazing shortlisted nominees! Thank you to our headline sponsor Eploy, our supporter the Recruitment & Employment Confederation and our generous category sponsors who have made this ‘night of nights’ possible. And thanks to you, our audience,

readers and members of the entire recruitment community — a dynamic, exciting and innovative business community that injects life into the UK economy every day. DeeDee Doke, editor, Recruiter

Your contributions are a force multiplier for UK plc and global business HOSTED BY: ED BYRNE Fresh from his acclaimed ‘Crowd Pleaser’ and ‘Roaring Forties’ tours, Ed Byrne is hosting the Recruiter Awards for Excellence, sponsored by Eploy, for a second time. In addition to his wildly popular live shows, the Irish comic is well known to TV viewers from appearances on Mock the Week, Have I Got News for You and Comic Relief. Last year, he appeared on BBC Two’s World’s Most Dangerous Roads, driving across Siberia with fellow comedian Andy Parsons. He has also teamed up with Oxford University to help explain the science of volcanoes and to many, he is best known as the voice of Carphone Warehouse commercials.

CONTENTS A Word From Our Sponsor

Best Newcomer Agency

Welcome to the Recruiter Awards for Excellence 2013

Best Employee Referral Strategy

The Judges

Recruiter Awards Roll of Honour Winners 2013

Best Recruitment Agency Marketing Team

Recruiter Awards Roll of Honour Winners 2012

Most Effective Recruitment Campaign Best Banking/Financial Recruitment Agency

Best Small Recruitment Agency to 35 Work For (Fewer than 50 Employees)

Most Effective Employer Brand Development

Best Large Recruitment Agency 37 to Work For (50+ Employees)

Best Temporary Recruitment Agency

Best Embedded Recruitment Team

Best Candidate Care

Outstanding Outsourced Recruitment Organisation

Best Candidate Care Experience 21 and Onboarding Best Client Service

Best Graduate/Trainee Recruitment Strategy

Best Apprentice/School Leaver Recruitment Strategy

Best Professional Services Recruitment Agency

Best IT Recruitment Agency

Best Technology Innovation

Innovation in Recruitment

Best Job Board

41 Small Recruitment Agency of the Year (Few than 50 Employees) Agency Recruiter of the Year

In-House Recruiter of the Year

Best Recruitment Team

Best International Recruitment Agency

Large Recruitment Agency of the Year (50+ Employees)

Charity of the Year

Best Global/International Recruitment Strategy

Best Engineering Recruitment Agency

Recruiter Awards 2013 l 5

THE JUDGES Our judging panel comprises leading experts and specialists from the world of business and recruitment. We are extremely grateful for the time and input they have put in to studying the entries and selecting the cream of the crop in the recruitment sector

Maria Antoniou, HR director, E.ON UK

Maria has been UK HR director for energy business E.ON since October 2008. Previously she spent two years as group HR director for Transport for London. Maria also worked 20 years with Ford Motor Co.

Steve Ball,

group finance director, SEMTA

Steve is finance director for Semta, an organisation focused on skills development in the engineering sector. His previous experience includes time with Marks & Spencer and DHL Express.

Mark Brewer, co-founder, The SR Group

Mark is chief executive and co-founder of The SR Group, which encompasses five specialist recruitment brands and 200 employees across London, Dubai, Singapore, Hong Kong, Sydney and Melbourne.

Paul Harrison, managing partner, Carve Consulting

Paul is managing partner at Carve, a social business consultancy that advises organisations on the effective, strategic use of corporate social networking.

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William Axtell, partner, Charles Russell

Will is a partner at top 50 law firm Charles Russell where he specialises in corporate law, and is particularly active in advising clients on buying and selling companies.

Nicky Binning,

head of experienced recruitment & global mobility, KPMG Nicky led transformational change through a focused strategic approach to client and candidate engagement leading to Recruiter’s 2012 Award for Best Recruitment Team of the Year.

James Cullens, group HR director, Hays

Appointed group HR director (HRD) of Hays in 2008, his previous appointments include group HRD at Linde and PA Consulting Group. He is a non-exec director of the CIPD and Open University Business School.

Guy Hayward,

chief executive officer, Goodman Masson

Guy became chief executive of financial recruiter Goodman Masson in 2008. He was previously managing director at Hudson, first joining that organisation in 1997 as a researcher in its Legal business.

Matt Alder,

founder & digital strategist, MetaShift

Matt is a digital strategy consultant and highly regarded recruitment “futurologist”. Currently an independent consultant, he previously worked as head of digital for two major ad agencies.

Dean Ball,

UK regional managing director, PageGroup

Having started his career at global recruitment consultancy PageGroup as a trainee in the Newcastle office, Dean is a UK regional managing director, leading 10 out of 25 PageGroup disciplines.

Alastair Blair,

recruitment, media & marketing, ThePotentMix Alastair has over 25 years’ experience in recruitment marketing, latterly as UK managing director for advertising and media for Euro RSCG Riley. He is now an independent consultant.

Tim Evans,

managing director, Boxington Corporate Finance Tim is a chartered accountant, MBA. Boxington Corporate Finance is a human capital and recruitment sector M&A advisory house specialising in UK and cross-border sell-side transactions.

Andy Hill,

vice president talent & resourcing, Invensys

Andy has global responsibility for talent, resourcing, performance management, diversity and employer brand across 128 countries for advanced technologies firm Invensys.

Matthew Jeffery,

global head of talent acquisition strategy and innovation, SAP A Recruiter Award recipient in 2010 for individual achievement, before taking on his latest role at SAP, he held senior key talent and employer brand positions at Autodesk and Electronic Arts.

Dr Kevin J Lapwood, City financial analyst

Kevin has been a financial analyst in the City since 1985. Most recently at Cantor Fitzgerald Europe, he has also worked at Seymour Pierce and ING among other leading firms.

Paul Maxin,

global resourcing director, Unilever

An international recruiting and resourcing expert, Paul is responsible for the delivery of a locally implemented global approach to resourcing policy, employment branding, assessment and attraction.

Katharine Robinson, founder, Sourcing Hat

Known online as The Sourceress for her expertise in tracking down tough-to-find talent, Katharine’s consultancy Sourcing Hat helps clients to identify more interesting and interested people.

Dean Shoesmith, executive head of HR, London Boroughs of Sutton and Merton

Dean holds the first London Boroughs’ joint HR director post at Sutton and Merton. He has also been past Public Sector People Managers’ Association (PPMA) president for 2010-11.

Simon Kaye,

regional recruitment director, Gartner

With responsibility for all talent acquisition across EMEA and APAC for information technology research and advisory company Gartner, before then, Simon spent over seven years at Deloitte.

Alan MacKinnon, director of talent acquisition (EMEA and APAC), IHS

Alan joined global information services group IHS after three years at Transport for London where he led the recruitment function in the run-up to the 2012 London Olympics and Paralympic Games.

Paul Modley, former head of recruitment, LOCOG

As head of recruitment for the London Organising Committee for the Olympic Games & Paralympic Games (LOCOG), Paul was responsible for the delivery of its paid recruitment strategy.

Michele Ryan,

human resources director, McDonald’s UK

Michele was appointed HR director for McDonald’s UK in June 2011. She leads a People Team of 110 professionals responsible for HR, employer reputation, training and customer services. Group Captain Ian Tolfts OBE MA MCIPR RAF, head of RAF recruitment and selection, Royal Air Force Ian is head of recruiting and selection for the Royal Air Force. He is also chairman of Hounds for Heroes, a charity that provides assistance dogs to injured members of the armed forces and emergency services.

Mark Kingston,

senior executive, Boxington Corporate Finance Mark is senior executive at Boxington Corporate Finance, Recruiter’s research partner in the Recruiter FAST 50 league table. He has worked as an M&A adviser in the recruitment sector for seven years.

Kean Marden,

head of business services equity research, Jefferies International Kean Marden has 17 years experience as a City analyst and maintains an active interest in the recruitment sector. He is a regular contributor to Recruiter/ recruiter.co.uk.

Roopesh Panchasra, director of recruiting, Expedia

Director of recruiting at online travel company Expedia, Roopesh has successfully fronted multi-national resourcing teams across leading industries (IT, E-Commerce and Media brands).

Paul Saunders, consultant, PKS Consulting

After 20 years as a main board director of Lloyds TSB Commercial Finance, Paul set up PKS Consulting three years ago. He has specialisms in asset based lending and the UK recruitment industry.

Sue Weekes,

freelance journalist

A journalist for more than 20 years, she has specialised for the past 10 in recruitment/HR technology as well as management and workplace issues. She is a regular contributor to Recruiter. Recruiter Awards 2013 l 7

RECRUITER AWARDS 2013 WINNERS Categories 2013 Winners Best Newcomer Agency

AdMore Recruitment

Best Employee Referral Strategy

EMC2

Best Recruitment Agency Marketing Team

FiveTen Group

Most Effective Recruitment Campaign

The Portland Hospital in partnership with Pink Squid

Best Banking/Financial Recruitment Agency

Cititec

Most Effective Employer Brand Development

LV=

Best Temporary Recruitment Agency

Protocol Education

Best Candidate Care

Independent and Kiddicare

Best Candidate Experience and Onboarding

Matalan

Best Client Service

CBSbutler

Best Graduate/Trainee Recruitment Strategy

Newton Europe

Best Apprentice/School Leaver Recruitment Strategy

Network Rail with Work Communications

Best International Recruitment Agency

Penta Consulting

Best Global/International Recruitment Strategy

Life Technologies

Best Engineering Recruitment Agency

CBSbutler

Best Professional Services Recruitment Agency

Annapurna Recruitment

Best IT Recruitment Agency

LA International Computer Consultants

Best Technology Innovation

YO! Sushi in partnership with Pink Squid

Innovation in Recruitment

Hays

Best Job Board

CareersinAudit.com

Best Small Recruitment Agency to Work For

Caritas Recruitment

Best Large Recruitment Agency to Work For

Goodman Masson

Best Embedded Recruiting Team

Capita Resourcing at Secure Central Government Client

Outstanding Outsourced Recruitment Organisation

GradWeb

Small Recruitment Agency of the Year

Resourcing Group

Agency Recruiter of the Year

Tony Vickers, Balance Recruitment

In-house Recruiter of the Year

Jo Morgan, Sodexo Prestige

Best Recruitment Team

Life Technologies

Large Recruitment Agency of the Year

Pathology Group

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RECRUITER AWARDS 2012 WINNERS Categories 2012 Winners Best Newcomer Agency

Annapurna HR

Best Recruitment Agency Marketing Team

Impact Recruitment Services

Best Onboarding Strategy

Network Rail

Best Embedded Recruiting Team

Meridian Business Support

Best Candidate Experience

Farrer & Co

Best Candidate Care

Tangent International

Best Employee Referral Strategy

Lifestyle Services Group with Creed Communications

Best Retail Recruitment Agency

Elite Associates Europe

Best Client Service

Sanctuary Personnel

Best Public Sector Recruitment Agency

Sanctuary Personnel

Best Temporary Recruitment Agency

Milestone Operations

Best Apprentice/School Leaver Recruitment Strategy

Network Rail with Work Communications

Best Engineering Recruitment Agency

CBSbutler

Best Graduate/Trainee Recruitment Strategy

Boots UK

Most Effective Employer Brand Development

LV= with ThirtyThree

Best Professional Services Recruitment Agency

Goodman Masson

Best Global/International Recruitment Strategy

G4S

Best International Recruitment Agency

Antal International Network

Best Banking/Financial Recruitment Agency

Oliver James Associates

Most Effective Recruitment Campaign

McCann London Graduate Recruitment Campaign

Best IT Recruitment Agency

Nicoll Curtin

Innovation in Recruitment

Boots UK

Best Recruitment Agency to Work For

McCarthy Recruitment

Outstanding Outsourced Recruitment Organisation

Transline Resource Group

Best Technology Innovation

TribePad by Talent on View

Recruiter of the Year

Mark Kelly, SThree (Computer Futures, Dublin)

Agency of the Year

Amoria Bond

Best Recruitment Team

KPMG

Recruiter Awards 2013 l 9

WINNER

Best Newcomer Agency AdMore Recruitment provides executive search, selection and talent management solutions for clients in the retail, hospitality, leisure and consumer sectors.

In this hard-fought category, the judges described AdMore’s entry as a very consistent and well argued submission with real-life examples. In addition, they noted that AdMore already feels like a business which is establishing solid foundations underpinned by core values. These values are quality, customer focus, integrity, partnership and passion. The judging panel found examples of excellent client service and the use of innovation in finding challenging roles. The company’s aim is to do the simple things exceptionally well, and this is borne out in the Candidate Cycle where consultants ensure that the candidate’s experience is positive. All candidates are responded to, even those who AdMore is unable to help. A third-party Quality Survey is also sent out to both the candidate and clients to give their opinion on the service provided, and any areas for improvement are acted upon by the

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directors. Candidates are contacted regularly and unsuccessful ones are given feedback to help them in future job applications. AdMore constantly strives to improve the quality of service that both candidates and clients receive, emphasising the partnership role the recruiter offers and underpinning everything AdMore offers to jobseeker and employer. The testimonials from both clients and customers were particularly impressive, the judges decided, and gave the company the edge over the competition in this category.

The company’s aim is to do the simple things exceptionally well

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HIGHLY COMMENDED ¬ Pod Talent

FINALISTS ¬ Alderwood ¬ Argyll Scott ¬ Barclay Meade ¬ Dynamite Recruitment Solutions ¬ Gemini Search

WINNER

Best Employee Referral Strategy The judges were impressed with how EMC managed to bring consistency to its referral programme across Europe, the Middle East and Africa (EMEA) regions. The company also enhanced the employee experience with some innovative creative work.

Last year cloud and IT solutions company EMC relaunched its employee referral programme across EMEA regions. With a market shortage of technical talents, the company needed to make use of all channels to fill the high number of vacancies. Although there was an employee referral programme in place, in the first half of 2011 EMC only had on average 22% of hires coming from employee referrals. The industry benchmark for Europe was 30%, so the organisation was keen to bridge the gap. The existing programme was not widely known, policies varied from country to country, there was no official system for employees to make referrals and there was no EMEA-wide campaign in place. The solution was to create EMEAconsistent but locally relevant

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compensation amounts and a global online system was introduced. All recruiters were trained on the importance of following up on referrals, as well as giving the referrer updates using online tracking. A variety of different methods of attraction was used from posters, table cards, email signatures. On the day of the re-launch, give-away headphones were put on the desks of all employees and each country HR leader sent out an email educating their employees on the Employee Referral campaign. The campaign itself was designed around the concept of a ‘data portrait’. As EMC is leading the technology sector’s transformation towards cloud computing and big data, the visual interpretation of the digital world in the form of data portraits was a concept unveiled earlier in the year at EMC World, where chief executive officer Joe Tucci had his portrait turned into a data portrait. This was created

The judges particularly liked the concept of ‘Transform Your Friends into Music to Your Ears’

using tiny photographs of employees, who had had their careers transformed at EMC, to make up the image of the CEO. As well as earning the referee a monetary bonus, each referral is entered into a quarterly prize giveaway. The judges particularly liked the concept of ‘Transform Your Friends into Music to Your Ears’. The first quarter had a Guitar theme, and was associated with a ‘Rock Star Referral’ phrase. This also resonated with EMC employees internally as high performers are referred to as ‘Rock Stars’. So the relaunch created a culture of referring Rock Star future employees — a great tie-in and allround campaign.

FINALIST ¬ Boots UK

” Recruiter Awards 2013 l 11

WINNER

Best Recruitment Agency Marketing Team The winning team from the FiveTen Group was considered a comprehensive entry by the judges, rising to the challenge of uniting a number of brands across different platforms and regions.

The FiveTen Group is made up of six distinct brands: Antal Russia, EMR, Greythorn, Laurence Simons, Marks Sattin and Ortus. Marketing responsibilities for the global team of 22 ranges from literature, campaigns and events, employer branding and advertising to graphic design, market research and digital management. The team provides a seamless and comprehensive service for the business from mature markets such as the UK through to frontier markets in Brazil, Kazakhstan and India. Client events are put on across the globe, all managed and run by the marketing team. The team also carries out salary

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surveys across the Group’s specialist markets, including a ‘Global Legal Salary Survey’ for Laurence Simons, a comprehensive salary survey across Antal Russia’s core markets of Russia and Kazakhstan, and the EMR Salary & Market Trend Report specifically for the UK marketing, communications and digital industries. The judges were particularly impressed with the creativity and innovation within the FiveTen marketing team, pulling off the challenge of uniting the complex businesses and functions within the FiveTen Group, along with creating an agency-style culture to attract the top marketing and design talent in the industry.

The FiveTen marketing team provides a seamless and comprehensive service for the business

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HIGHLY COMMENDED ¬ Cititec

FINALISTS ¬ Antal International ¬ Oasis HR ¬ Pertemps ¬ Phaidon International ¬ Your World Healthcare

WINNER

Most Effective Recruitment Campaign The Portland Hospital is a private hospital in London dedicated to the care of women and children. After the opening of the Paediatric Intensive Care Unit (PICU) in 2011 and the increase of inpatients, there was a need to increase staff numbers, specifically paediatric nurses.

Creative design agency Pink Squid worked with The Portland Hospital to create a campaign that integrated intellectual and interactive media with a microsite at its hub to inform and educate the audience, and allow CV upload and data capture. The judges felt that this winning entry demonstrated the campaign’s effectiveness, especially through the initial research that was carried out into discovering what type of recruitment activity and campaigns really didn’t work. The campaign spoke to a hard-tofind audience and reached out to nurses

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that were looking for an environment offering a better place to do the job they love — and so make a real difference to the lives of patients and their families. The entry impressed with its use of humour in its adverts, appealing to the ‘super hero’ quality of the hospital’s children’s nurses, as well as the interactivity online, where candidates could take a 360-degree tour of the hospital and the PICU, and hear testimonials from individual staff members. Social media platforms helped drive traffic towards the microsite, leading to more than 2,700 visits in a fourmonth period. And as well as achieving substantial cost savings, 25 positions were filled within this timescale.

The entry impressed with its use of humour in its adverts, appealing to the ‘super hero’ quality of the nurses

FINALISTS ¬ Mars in partnership with Work Group ¬ McDonald’s Restaurants ¬ Nando’s in partnership with Pink Squid

” Recruiter Awards 2013 l 13

CONGRATULATIONS

Winner 2013: LinkedIn, Dublin

to o all our Recruiter Harlem Shakers

AKING H S ET G & BLIPP

All entries can be viewed at: recruitermagazine.tumblr.com Happy shaking!

BLIPP THIS

RECRUITER

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14 l Recruiter Awards 2013

Open Blippar and hold your device over this full page advert

Your TV will come to life HAPPY SHAKING!

WINNER

Best Banking/Financial Recruitment Agency Overall, this was a closely contested category but Cititec tipped the balance in the views of the judges because of the company’s focus on equality and diversity.

Cititec has more than 90 employees based in London and Amsterdam, and has an annual turnover of £60m. Global specialists in IT & technology within the financial services sector, the recruiter is often tasked with filling niche roles in the trading arena for its clients. Monitoring the diversity and equality statistics of the headhunting is done not only to review the process and offer advice to the client, but above all to ensure that all talent pools have been exhausted. As many of the roles are so specific to a certain software or experience set, this aspect of the search is vital for Cititec to find the expertise to fill those elusive positions. The judges admired the real sense of partnering with clients to give them a quality service.

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Cititec works alongside government, recruitment and banking industry bodies and specialist groups to create shared value. The company puts on regular events, such as the Business Breakfast, in which HR and talent acquisition professionals increased their knowledge and understanding of regulatory change to assist them in their roles. As a result of this event, as well as cementing good relationships with existing clients, Cititec picked up four roles from new companies that attended and was added onto a preferred supplier list. The judges also liked the community work the company encourages its employees to take part in, as well as its aim to create a sustainable future for employees, candidates, clients and the communities in which it operates.

The judges admired the real sense of partnering with clients and giving them a quality service

FINALISTS ¬ Oliver James Associates ¬ Orgtel London IT Banking ¬ Selby Jennings

” Recruiter Awards 2013 l 15

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WINNER

Most Effective Employer Brand Development For the second year, insurer LV= is the winner, catching the judges’ eyes — this time with its strengthening of the employer brand in key locations around the UK. The entry was comprehensive, with plenty of innovation, and the judges found that LV= had genuinely done something new and fresh to attract candidates.

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LV= went one stage further by promoting the LV= office on a localised level using local workers

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SPONSORED BY

There’s nothing new in organisations using their own people to appeal to consumers and jobseekers, but LV= went one stage further by promoting the LV= office on a localised level. By using individuals from the office they were promoting, the organisation linked instantly recognisable landmarks and headlines relating to a particular area that would resonate with candidates in that town or city. And it wasn’t just specific to the local media material. Once a candidate reaches the careers site, the IP [internet protocol] recognition software would pick up on the location and deliver local content and job, as well as a welcome from an employee working in their local LV= office. In 2007, LV= spent over £4m with recruitment agencies, hiring 750 people across three locations. Just five years later and this has grown to hiring more than 5,700 people across 22 locations. In 2012 alone the LV= resourcing team processed

over 30,000 applications and filled over 2,000 vacancies — all from people applying directly to LV=. This represented a 52% increase on hires above business plan with a 2012 resourcing budget saving of more than £250,000. Not only did this improve the candidate attraction, the employee engagement part of the campaign meant that staff turnover last year was 10.8% against an industry standard of around 30%.

Transline Group is the UK’s largest specialist recruiter of temporary and permanent staff in the driving, industrial, IT and technical sectors and a firm favourite of many of the country’s household name retailers and distributors. Transline has an on-site management presence at over 75 offices throughout the UK, providing clients with a workforce of over 7500 highly trained staff every day. At the beginning of 2013 the Group was,

for the second year in succession, named as one of the fastest-growing recruitment organisations in the UK. Transline Group is among the UK’s highest achievers in its sector, with a string of awards to its credit - most recently ‘UK’s Most Outstanding Outsourced Recruitment Organisation’. Internationally, in 2012 the company established a wholly owned subsidiary in Canada, plus new operations in Budapest, Dublin and Spain.

HIGHLY COMMENDED ¬ Allied Bakeries

FINALISTS ¬ Direct Line Group ¬ Expedia ¬ Greythorn ¬ McDonald’s Restaurants ¬ Mars in partnership with Work Group

Recruiter Awards 2013 l 17

WINNER

Best Temporary Recruitment Agency Protocol Education is a specialist provider of recruitment services to the education sector, supplying teachers, support workers, tuition and special educational needs staff to primary, secondary and special needs schools throughout the UK and via international offices located in Australia, New Zealand and Canada. Most of Protocol Education’s placements are temporary, with about half of its transactions focused around supplying staff for only a day or two.

The judges made reference to Protocol’s ‘Narrowing the Gap’ initiative, saying it was a superb example of the recruiter’s partnering approach. Pupil Premium payments is a flagship policy of the Coalition government, which provides extra funding for pupils judged to be in greatest need. Schools have both the opportunity and challenge of how to demonstrate the funding has been used to encourage academic

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improvement for the individual pupil. Protocol Education responded by creating ‘Narrowing the Gap’, a tuition product which provided schools with specialist one-to-one tutors, and delivered the assessment and invoice trail for schools to demonstrate how the funding had been used and with what results. Another impressive initiative was Protocol’s involvement in a school where a long-term working relationship existed already. The school was on an upward trajectory as far as its Ofsted reports, but despite the school’s best efforts attendance rates were below average. Protocol became involved in a project to help improve pupil attendance and devised a series of activities which included contributing to regular school assemblies, creating and promoting a pupil incentive

The ‘recruitment with a personal touch’ approach struck a chord with the judges

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schemes and funding special events and prizes for the winners. The ‘recruitment with a personal touch’ approach struck a chord with the judges, who saw the firm’s conscious decision to make a difference to address student attendance as another strong example of Protocol’s innovative service.

HIGHLY COMMENDED ¬ Randstad Education

FINALISTS ¬ Barker Ross Staffing Solutions ¬ Caritas Recruitment ¬ Driver Hire Nationwide ¬ Extrastaff ¬ Meridian Business Support ¬ Pathology Group ¬ Resourcing Group

WINNER

Best Candidate Care Retailer Kiddicare is among the top destinations for all things to do with babies, with more than 5,000 products available online, in-store, mobile or app. Owned by supermarket chain Morrisons, the retailer is rapidly expanding its physical presence with 10 store openings between September 2012 and August 2013 — which means finding 1,500 new colleagues.

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This entry demonstrated the importance of retaining the human element

SPONSORED BY

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In early 2012, Kiddicare engaged Independent — a provider of resourcing, talent and HR support to blue-chip clients across the UK and in France — to project manage the end-to-end recruitment process from attraction, application management and assessment centres to offers, allowing the Kiddicare team to focus on preparing for store openings and new colleague training. One of the most significant challenges was ensuring Kiddicare’s culture of providing unique customer service was reflected throughout the selection process. Once past the initial screen, candidates are spoken to over the phone to find out whether they connect with Kiddicare’s values. The next stage is an assessment centre — always referred to as ‘recruitment events’ for candidates. The team is acutely aware that many candidates will be extremely anxious when they arrive, as some are new to the workforce or have not worked for some time, whether due to unemployment or taking a career break to raise their family. The judges were impressed that the recruitment team was able to take the

fear out of the assessment process by making candidates feel welcome and as relaxed and comfortable as soon as possible. After the event, each candidate was thanked individually via email and all offers of employment made by telephone and followed up by a formal offer with full paperwork. A personal, day-to-day contact is also provided so that new joiners can ask any questions they may have. This human contact and personal touch was evident throughout. In an age of technology-led application processes, social media and other bland attraction messages, this entry demonstrated the importance of retaining the human element.

The Recruitment & Employment Confederation (REC) is the professional body for the recruitment industry. The REC represents 3,776 corporate members who have branches across all regions of the UK. In addition, the REC represents 6,000 individual members within the Institute of Recruitment Professionals (IRP).

We are: • Recruitment’s biggest lobbying voice • The source of recruitment knowledge • Raising recruitment standards • Helping individuals develop successful careers in recruitment •E xceeding members’ expectations through business support E: info@rec.uk.com W: www.rec.uk.com

HIGHLY COMMENDED ¬ Penta Consulting ¬ Tangent International

FINALISTS ¬ Meridian Business Support ¬ NES Global Talent ¬ Salt ¬ Sanctuary Personnel ¬ Selby Jennings

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Awards 2013 Tuesday 3rd December 2013 Marriott Hotel, Grosvenor Square

ENTER NOW THE IRP AWARDS 2013 www.rec-awards.com For further information Email: info@rec-irp.uk.com Telephone: 0207 009 2155

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WINNER

Best Candidate Experience and Onboarding Applying for jobs is rarely top of most people’s ‘fun things to do’ list, so providing candidates with a memorable and enjoyable experience must be the aim for any employer’s recruiting team. The judging panel agreed that Matalan’s recruitment team, supported by Eploy’s webbased career portal, ensured that the candidate experience was convenient, engaging and personal — genuinely placing the candidate at the heart of the process.

Innovative features of Matalan’s career portal include: uploading a CV, which extracts data to automatically fill registration fields, thus speeding up the application process; sharing jobs with friends via social media networks; a Google maps page showing where the new stores and vacancies are; and an easy way to confirm interviews and book onto assessment days. The Eploy system also allows the recruitment team to stay in regular touch with candidates.

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The personal approach of the team was key to this winning entry. Interviews are conducted in a relaxed manner, with the emphasis not on catching a candidate out but seeking to get the best from each person. Head office or retail management applicants are given a call first, rather than relying on the information in a CV, and unsuccessful candidates are spoken to verbally and offered feedback. There is also the opportunity for such candidates to attend an interview workshop where presentations and interviews are practised and tips given on where to improve. Retail is a customer-focused business and the candidates are the recruitment team’s customer. The Matalan team has shown that regardless of suitability for a role,

The personal approach of the team was key to this winning entry

the candidate always receives the best possible journey during their application process and through the early days of their work at the company. The judges felt that Matalan’s overall approach ensured that all candidates remained positive about the company, enhancing Matalan’s reputation both as an employer and consumer brand.

HIGHLY COMMENDED ¬ Ovo Energy

FINALISTS ¬ KM&T and Interview Coordinator ¬ Mars Chocolate UK in association with Tonic Agency

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WINNER

Best Client Service In an incredibly popular and competitive category, engineering and technical recruiter CBSbutler came out on top through its clear and deep understanding of their clients’ business and commercial challenges.

Throughout the submission, CBSbutler’s agile and adaptive solutions highlighted the company’s indepth knowledge and expertise shown to a wide spectrum of clients. Key account managers are all longserving and have their bonuses linked to customer-aligned objectives, giving them a strong incentive to go the extra mile. And this approach is testament not only to the retention of client relationships and strong client focus, but shows that CBSbutler is continuing to deliver benefits to its clients.

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CBSbutler came up with solutions for delivering key performance gains for customers, such as migrating from an agency man-hour system to a workdeliverable model, finding hard-to-fill positions in tight timescales, including security clearance-type roles, and continually meeting clients’ planned production schedules by getting recruitment needs in place on time and within budget. The judges especially admired CBSbutler’s work in attracting young people into science, technology, engineering and maths (STEM) careers through partnership with its clients.

CBSbutler’s agile and adaptive solutions highlighted the company’s indepth knowledge and expertise

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In 2012, 35 clients exhibited at CBSbutler’s Working World Exhibition at the Brooklands museum in Surrey for young people interested in STEM careers. Through CBSbutler initiatives such as this, clients are able to promote themselves and attract the people needed to address the shortfall in STEM skills in the UK.

FINALISTS ¬ LA International Computer Consultants ¬ Meridian Business Support ¬ Oasis HR ¬ Oil Consultants ¬ Pathology Group ¬ Penta Consulting ¬ Purple Consultancy ¬ Sanctuary Personnel ¬ Synergy Group

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Recruiter Awards 2013 l 23

WINNER

Best Graduate/Trainee Recruitment Strategy UK plc is crying out for science, technology, engineering and maths (STEM) skills and if your business is growing and dependent on graduates in these skills, then appealing to them in a highly competitive marketplace is paramount.

The judges were very impressed with Newton Europe’s intimacy and emotional nature of their contact to a population of people that are globally extremely sought-after. In fact, the judging panel said the ‘keep in touch’ programme was highly impressive and clearly a differentiator. Newton Europe is reliant on technical excellence and needs a regular talent pipeline of graduates excelling in STEM skills. In the past, recruitment was the bottleneck that prevented the business from growing more than 25% year-on-year — there was the historic problem of never finding enough strong candidates to meet the ambitious growth targets. When the recruitment team was established in 2011, there was no talent pipeline; as a growing business Newton had never had resource dedicated to recruitment before.

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However, last year the company’s graduate recruitment strategy unblocked the recruitment bottleneck. Raising awareness among STEM subject students was the first step, along with growing the company reputation at the top universities through career fairs, liaising with careers services and networking with student societies. Newton has built up strong relationships with candidates, lecturers and careers services. As well as participating in lunchtime talks for students, at Cambridge, for example, consultants from Newton give regular lectures to third-year students on a manufacturing engineering course. This has significantly increased the number of applications, but to keep the momentum going, candidates are invited to selection days and then offered a role within a matter of weeks. During the university milkround period a candidate from Oxford or Cambridge could progress through the process from application to job

The ‘keep in touch’ programme was highly impressive and clearly a differentiator

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offer within 19 working days. This was highly competitive and gave Newton the advantage over other graduate employers. The number of applications increased 10-fold and has allowed the company to have a pool of very high-calibre technical graduates from which to choose, allowing the company to grow at its target 25-30%. And most impressively, although supported by others, this has all been achieved by the one-person recruitment team, Justine Pavey.

HIGHLY COMMENDED ¬ Deutsche Bank

FINALISTS ¬ BSKYB ¬ Lockheed Martin ¬ Post Office

WINNER

Best Apprentice/School Leaver Recruitment Strategy Winners for a second year in this category, the judges awarded Network Rail the top prize for its fresh approach in attracting its 200 apprentices.

What was particularly striking was that the company did not get complacent; instead, it carried out an extensive research project into its target audience to ensure its apprenticeship scheme was as good as possible and to build on its successes. The judges decided the entry’s initiatives felt embedded within the business rather than solely HRsponsored. Hiring around 200 new apprentices each year, the three-year programme involves the apprentices spending their first year of training alongside the Royal Navy at Europe’s largest engineering training facility at HMS Sultan in Hampshire. To attract applications, back in 2010 Network Rail’s budget was just over £150,000 for a multi-channel campaign. In 2011/12, the resourcing team was challenged to find a way to maintain quality and application

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numbers, but drastically reduce spend. The research showed that social media and Facebook in particular was the most popular way of communicating with their target audience, and so the team developed a Facebook page to communicate the benefits of an apprenticeship to a largely uninformed audience. Eight Network Rail apprentices were trained to be representatives on the site, answering questions and interacting with visitors, and the team populated the site with profiles and videos of the team. As the company’s first exploration into entry-level social recruiting, the results speak for themselves. Network Rail has to date received more than 5,600 applications for its 200 vacancies, and in addition received an unprecedented number of posts and questions, introducing a new audience to the possibility of an opportunity outside of university.

The resourcing team was challenged to find a way to maintain quality and applications, but drastically reduce spend

HIGHLY COMMENDED ¬ Visa Europe

FINALISTS ¬ Ernst & Young ¬ KPMG in association with SMRS

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WINNER

Best International Recruitment Agency The judges found this a difficult category to decide due to such a large volume of extremely good submissions. The eventual winner, Penta Consulting, a leading recruitment supplier to the mobile and connectivity market, demonstrated good use of market-leading practice globally. The adoption of a strategic approach, delivered locally, allowed Penta to deliver clear and tangible benefits to its clients, while providing excellent support to candidates during the recruiting process and even during onboarding.

Most impressive was Penta’s attention to security precautions when placing expat contractors in dangerous geographical regions, such as Iraq. The dedicated deployment and logistics team based in the UK and in Baghdad handles everything and anything the contractors need to feel secure, so they can focus 100% on their work.

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This includes providing high-quality security and transport, often fully equipped armoured vehicles and 24/7 protection by highly-trained security guards for all forms of accommodation. As well as security challenges, Penta’s remote technical support function is a team of experts who are available and ready to engage within 30 minutes’ notice for severe issues, giving customers anywhere in the world access to quick-time problem solving and significantly reducing customer contact engagement time. The consultant could be engaged and working within the hour, saving crucial down time. Meanwhile, fasttrack arrangements are made for the deployment of necessary resources. In fact, Penta has more than 20 customers around the world and hundreds of candidates signed up and making use of this ground-breaking

The deployment and logistics team in the UK and in Baghdad handles everything the contractors need to feel secure

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recruitment service, accessing consultants the same day, alleviating the frustrations of the past where customers would wait to have a consultant deployed on site, not just days later, but often weeks, due to visas and logistics.

HIGHLY COMMENDED ¬ Antal International

FINALISTS ¬ Darwin Recruitment ¬ NES Global Talent ¬ Oil Consultants ¬ Selby Jennings ¬ Staffgroup ¬ Tangent International

WINNER

Best Global/International Recruitment Strategy Life Technologies is a global biotechnology company, developing innovative scientific products. With more than 10,000 staff, often in unusual scientific roles, Life developed an international recruitment strategy that was able to find challenging positions across multiple geographies, and at the same time reduce agency costs substantially.

To come out on top in this category, the talent acquisition team in the EMEA (Europe, the Middle East and Africa) region was transformed from being an administration team, relying excessively on recruitment agencies, to one that worked proactively in partnership with other internal departments, and adding value on a strategic rather than simply operational level. New staff with particular skill sets were added to the team, and training was put in place. The judges recognised that while

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substantial savings were made, the quality of hire and candidate experience were never sacrificed along the way. The talent acquisition team at Life Technologies shared clear objectives and followed a precise roadmap of where they wanted to be, and along with the sponsorship and support at the highest level in the company, plan to continue and further improve on their impressive strategy into the future.

The talent acquisition team at Life Technologies followed a precise roadmap of where they wanted to be

FINALISTS ¬ Deutsche Bank ¬ Mars in partnership with Work Group ¬ Tech Mahindra

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WINNER

Best Engineering Recruitment Agency This is the third year in a row that CBSbutler has won the Best Engineering Recruitment Agency. Among a number of outstanding entries in this category, CBSbutler’s commitment to the engineering sector, seeking to future-proof it and widen the talent pool by working in conjunction with partners, showed genuine longterm commitment.

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CBSButler exceeded targets, delivered cost savings and went far beyond their clients’ expectations

SPONSORED BY

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In addition, the judges felt that the company’s commitment to in-house staff recognition and training was exemplary. The judges were impressed by the high-calibre of entries in a sector dogged with candidate shortages. Strategies to overcome this received the judges’ closest consideration. The range of ideas to solve these skill shortages and lack of candidate availability were impressive. Working within a number of challenging sectors, CBSbutler exceeded targets, delivered cost savings and went far beyond their clients’ expectations. Currently CBSbutler has 85 staff with its head office in Redhill, Surrey, together with German and Qatari operating companies. With certain employers, the biggest challenge is to attract talent to clients that may not necessarily seem as ‘exciting’ as more well-known employer brands, and so CBSbutler prepared marketing literature to promote the client, organised recruitment days and coached line managers in how to ‘sell’ the opportunity effectively during the interview.

In conjunction with an educational charity (SATRO), the recruiter initiated a programme called the ‘CBSbutler Working World’, which comprised inviting our clients and major employers within the Southern home counties to participate in various events promoting STEM careers to young people. Dr Rebecca Bowden, chief executive officer at SATRO, says: “It is wonderful to be working with a visionary company like CBSbutler that recognises the difficulty in recruiting suitable, trained professionals, and is prepared to work to address the issue by helping us to encourage young people into the sector for the future.”

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FINALISTS ¬ Consilium Group ¬ Contract Scotland ¬ Earthstaff ¬ JAM Recruitment ¬ Meridian Business Support ¬ NES Global Talent ¬ TXM Recruit

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WINNER

Best Professional Services Recruitment Agency Annapurna HR is a professional services recruitment agency specialising in HR, IT and change management. The entry impressed the judges with its corporate social responsibility agenda, particularly its membership of the charity 1% for the planet, donating 1% of the company’s turnover directly to charities nominated by clients and candidates on an annual basis.

The ethics of building long-term relationships through excellent customer service to clients and candidates also differentiated Annapurna from its competitors. This has meant the company has grown steadily and shown impressive financials, according to the judges. Annapurna’s approach to innovation is demonstrated by its use of TV channels to reach out to its content ‘communities’ — HR Transformation Network, Technology Transformation Network and Business Transformation

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Network. As well as building longterm relationships by adding value to candidates and clients both actively and passively, the TV channels deliver content in a very real and immediate way to the professional communities, and can reach out to activate passive and dormant talent pools quickly. The judges also highlighted excellent examples of candidate service, compelling client and candidate testimonials, and Annapurna’s good international reach for the size of its business as giving them the edge above the competition in this category.

The judges also highlighted excellent examples of candidate service, compelling client and candidate testimonials

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FINALISTS ¬ Goodman Masson ¬ ITN Mark Education ¬ Oakleaf Partnership ¬ Shilton Sharpe Quarry

WINNER

Best IT Recruitment Agency Specialising in the supply of IT, technology and project/ programme resources on a contract and permanent basis, LA International Computer Consultants operates in 23 countries across Europe. In another extremely hardfought category, the judges were impressed with the tenacity and persistence of LA International when faced with clear challenges.

The innovative approach of the recruiter, in a very specialist sector, stood out particularly within the military and defence sector. As one of only four specialist IT/ technical recruiters that are certified as an HM Government Approved Defence Contractor, LA International’s expertise came to the fore when the UK MoD urgently required a team of technical resources to deliver an integrated Allied communications network in Afghanistan. Although the MoD initially went to the market, and expected to use multiple suppliers to sources such

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skilled IT contractors, LA International made use of its deep knowledge of the UK defence market to source the expertise. The recruiter knew that a conventional resourcing strategy would not deliver the right resources for this work and that this requirement could only be delivered by intensive networking in clandestine circles with individuals that were not known to other recruitment companies. LA International’s brand, positioning and presence in the secure market allowed it to reach resources with the right blend of IT and ex-military skills needed for this team. The MoD has since awarded the entire contract to LA International, due to the company’s high levels of specialist knowledge and outstanding understanding of the requirement.

The judges were impressed with the tenacity of LA International when faced with clear challenges

FINALISTS ¬ Annapurna IT ¬ Cititec ¬ ConSol Partners ¬ Energize Recruitment Solutions ¬ Eurostaff Group ¬ Henderson Scott ¬ Nicoll Curtin Recruitment ¬ Salt ¬ The ITHR Group

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WINNER

Best Technology Innovation YO! Sushi in partnership with Pink Squid’s entry excited the judges and distinguished itself from the other contestants in the category as doing something genuinely new.

Having gone through a brand value exercise, YO! Sushi wanted to attract a new type of candidate, one that is as open and fun as the playful eating experience YO! Sushi provides. The company needed a total of 48 hires across eight restaurants to start with and to extend that across the stores later. Working with creative design agency Pink Squid, the idea was to install an XBOX kinect computer gaming console in-store. Through the YO! Selecta game, YO! guests would interact and challenge each other on how many dishes they could collect, working up

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an appetite not just for the food but to the idea of being a YO! employee. The results would encourage them to the website and speak to a human being — a YO! friendly manager. The results were that YO! Sushi received 270 applications, which converted to 70 hires. However, as the game serves as a tool for reinforcing the employer brand, the company was able to find the right people with the right behaviours suited to working at YO! Sushi. The game built an empathy with staff and customers that got everyone excited, putting back technology and innovation at the heart of YO! Sushi.

The results would encourage them to the website and speak to a human being — a YO! friendly manager

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FINALISTS ¬ 3 Story Software (a Hays PLC company) ¬ DiversityJobs.co.uk ¬ Hollaroo ¬ LaunchPad Recruits ¬ The Transline Group ¬ TribePad

WINNER

Innovation in Recruitment The judges were bowled over with The Hays Challenge — an online, interactive recruitment game, which showcases all aspects of a career in recruitment in a fun and engaging way. The ‘game’ solution was welltargeted at its audience, as well as being future-proof and forward-looking. The judges were genuinely excited by the concept.

Hays’ innovative game evolved from people’s often negative perception of the recruitment industry and the fact that it was rarely seen as a career choice for graduates. So Hays set about addressing these issues and widening the talent pool of graduatelevel applicants in particular. The game introduces potential applicants to the world of recruitment and allows them to test their skills in the different dimensions of a recruiting expert’s role in a stimulating and novel way. By playing the game, applicants see that recruitment is an entrepreneurial, competitive and exciting career choice.

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Each player receives a score and a summary of their performance at the end and they are encouraged to share their score and experience with friends via Facebook or other social media channels such as Twitter. The feedback loop at the end of the scoring gives applicants a steer, based on their performance, as to whether they should follow through and apply immediately, read more and apply, or whether they should consider other roles rather than a consultant role. In the first six months since its launch, more than a quarter of a million people visited the new Hays careers site which hosts The Hays Challenge — a significant improvement on the activity levels in the past. Over 20,000 individuals have played The Hays Challenge in 190 countries from China to Colombia, reflecting Hays’ global footprint. And numbers of applicants in the UK have risen nearly five-fold, without any additional marketing campaign to support this recruitment drive.

Hays set about addressing these issues and widening the talent pool of graduatelevel applicants in particular

HIGHLY COMMENDED ¬ The Royal Bank of Scotland Group in association with ThirtyThree

FINALISTS ¬ LV= ¬ REL Field Marketing ¬ University of the Arts London

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WINNER Best Job Board The judges declared CareersinAudit the winners of this category, saying the job board had worked hard to build high levels of engagement in what could be deemed a dry sector.

The site advertises roles from audit assistants to heads of department, spanning internal and external audit, IT audit, risk, compliance, assurance, advisory, tax and graduates and trainees. However, the CareersinAudit. com site does so much more than just advertise jobs. The industry’s top advisers have exclusively written more than 120 career advice articles and the site conducts regular research among jobseekers and industry experts to monitor the latest industry trends, making CareersinAudit.com at the forefront of current affairs affecting auditors today. The use of social media was highlighted as being a particularly

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strong factor in its entry, as professional social networking has rarely been utilised within the audit industry. This includes running several social media pages and online discussion forums for candidates, as well as fully integrating the CareersinAudit.com website with all social media channels. In this way all jobs and career advice articles can be shared socially and re-tweeted. This type of interaction between the site and candidate base is extremely effective and has helped CareersinAudit.com build the largest audit-related career group on LinkedIn and a large social discussion forum on Facebook.

The use of social media was highlighted as being a particularly strong factor in its entry

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HIGHLY COMMENDED ¬ Technojobs

FINALISTS ¬ Chemistry World Jobs, Royal Society of Chemistry ¬ CV-Library ¬ DiversityJobs.co.uk

WINNER

Best Small Recruitment Agency to Work For Specialising in recruitment for the social care sector, Caritas has had to deal with the challenging public sector spending cuts and how that could have an impact on staff morale. The judges found that the company was able to meet the challenges both on a business and individual level.

Caritas has a clear and consistent progression path for all consultants, giving everyone the chance for reward and promotion. An example is one consultant was promoted to senior, then principal consultant within 18 months and has now gone on to take over a team of six consultants. Throughout this person’s impressive progression, the employee received ongoing mentoring from their director and is currently undertaking external training to achieve a management qualification. The judges particularly liked the ethos that all staff at Caritas are valued equally from administrators through to directors, borne out in a participative leadership style, including an ‘open door’ policy welcoming and encouraging

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constructive feedback and ideas from staff at all levels. Caritas is not a ‘micro-managed’ environment, but offers a supportive culture to encourage and promote positive performance. Further, staff are encouraged to question everything they do on a regular basis and to come up with constructive suggestions on ways the business can evolve its service offering. And this is achieved in a fun and people-focused work environment, including dress-down Fridays, an end of week ‘wrap meeting’ with Friday afternoon drinks in the office, team building events such as a Crystal Maze team event and dragon boat racing, year-end awards, a black-tie Christmas party and an annual VIP overseas trip to reward performance across a variety of categories including sales results, growth and overall company contribution.

Caritas is not a ‘micro-managed’ environment, but offers a supportive culture to encourage positive performance

FINALISTS ¬ ConSol Partners ¬ La Fosse Associates ¬ Lawrence Harvey ¬ Next Ventures ¬ Parkside Recruitment ¬ Regional Recruitment Services

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WINNER

Best Large Recruitment Agency to Work For Independent financial recruiter Goodman Masson is no stranger to winning Recruiter Awards, having won Best Professional Services Recruitment Agency two years in a row. The judges were again impressed with how the company continues to overhaul and evolve its staff support and care.

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Workwise, training and mentoring is an important step to helping employees improve themselves

SPONSORED BY

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Workwise, training and mentoring is an important step to helping employees improve themselves — and their career prospects — and encouraging them positively. Through the Sales Management Blueprint programme, coaching plans and personalised Webb Maps are used to help with any skill gap, and Your Career takes the employee further down their career path in a clear and structured plan. Culturally, the Goodman Masson entry excelled in this category through the creation of ‘The Experience’, which blends development, well-being, fun, and reward and recognition. Ski holidays, trips to sporting events, top performers lunch and summer and Christmas parties are among the events the company puts on for staff. Then there’s the company’s 3.30pm Friday finish, learning new skills including Pilates, Spanish and wine

tasting — put on during work hours — and a ‘chill-out room’ complete with comfy sofas, darts board, plasma TVs, a nail bar and Play Station. Coupled with Goodman Masson’s impressive ‘Benefits Boutique’, which includes a Mortgage Fund, a Student Loan Fund and a Home Improvement Fund — all contributed to by both the employee and company — and it’s hard to see why anyone would want to leave.

CV-Library is the UK’s leading independent job board. Candidates are able to apply directly to 65,000 live vacancies from across the UK, covering over 70 different industry sectors. Recruiters and employers have access to over 6 million UK CVs, a job posting network made of hundreds of career sites, dedicated account management, featured jobs and profiles, targeted eShots and much more. The latest advances in technology ensure

that the website is highly accessible and provides all job seekers with an easy and stress-free way of searching and applying for jobs all over the UK. Our intention is to introduce the perfect candidate to the ideal recruiter. Find out more about recruiting with CV-Library here: www.cv-library.co.uk/cvdatabase

FINALISTS ¬ Amoria Bond ¬ Hays ¬ Pertemps Recruitment Partnership ¬ Phaidon International ¬ Sanctuary Personnel

Recruiter Awards 2013 l 37

WINNER

Best Embedded Recruitment Team Capita Resourcing won the contract to supply professional contractors to a secure civil service organisation, as well as transitioning more than 250 incumbent workers with a wide range of employment terms and conditions.

Because of the highly sensitive nature of the client’s work, including stringent security vetting and a limited use of communications on site, an innovative approach to recruitment was essential to provide the client with the highly skilled individuals required. The judges felt that Capita ably demonstrated effective outcomes for its client and realised cost reductions and efficiencies — especially important during the government’s ‘age of austerity’.

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The judges also pointed out that there was good evidence of innovation through Capita’s Light and Max project solution. Where contractor skills are in extremely short supply, the team pioneered the Light and Max solution. This allows the client, for a fixed period of time, to recruit contractors with just below the required skills at lower than market rates (Light), but pay above market rates for those who have more than the requirements (Max). Capita managed to provide the right talent required through this project, as well as cost savings for the client.

The judges felt Capita ably demonstrated effective outcomes for its client and realised cost reductions and efficiencies

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FINALISTS ¬ Meridian Business Support at Spirax Sarco UK ¬ Ochre House at Telefónica ¬ Pertemps Recruitment Partnership at Transport for London (TfL) ¬ The Transline Group at Monsoon Accessorize, Wellingborough ¬ Volt Consulting Group at Boehringer Ingelheim

WINNER

Outstanding Outsourced Recruitment Organisation According to the judges, GradWeb was the ‘standout winner’ in this category, successfully delivering costeffective solutions for a wide range of clients across a variety of sectors. The entry contained real detailed content which highlighted bespoke solutions for its clients, evidenced by strong testimonials.

GradWeb operates worldwide and provides entry-level recruitment services for school leavers, apprenticeships, interns and graduates across all industry sectors. Last year GradWeb managed more than 200,000 candidates for its clients. Given the large numbers, the judges highlighted the

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innovation required in not simply providing an off-the-shelf solution but creating bespoke recruitment services tailored to fit the unique and exacting challenges faced by today’s businesses. GradWeb provides its diverse clients with the ability to reach the right candidates through methods such as: its expert knowledge of online technology to attract and reach the right candidates; its ‘Intelligent Attraction’ approach to improve the effectiveness of clients’ campaigns; and its end-to-end services including concept design, marketing, candidate management, screening and assessment.

The entry contained real detailed content, which highlighted bespoke solutions for its clients

FINALISTS ¬ GTI Recruiting Solutions ¬ Hays ¬ Ochre House ¬ Raw Talent Academy

” Recruiter Awards 2013 l 39

CONGRATULATIONS TO ALL OF THE

WINNERS

Headline Sponsor:

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Supported by:

WINNER

Small Recruitment Agency of the Year Despite challenging market conditions, Resourcing Group showed a substantial increase in performance over the last 12 months, breaking through the £20m turnover barrier for the first time since it established itself as a provider of recruitment solutions predominantly for the public sector back in 2000.

The company has achieved this through diversifying into the private sector and increasing its public sector marketshare through value-added service and attracting key experienced talent within specific market sectors to join the company. Working across a variety of sectors, including social housing, maintenance, construction and the built environment, the company’s strategy is to maintain its reputation as a stand-out supplier of innovative solutions that help clients tackle their recruitment challenges and enable candidates to achieve their career aspirations.

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The innovation that particularly impressed the judges was the development of a ‘pay-as-you-go’ recruitment process outsourcing (RPO) solution. The uncertain nature of the economy meant that a 12-36 month contract was not a realistic option or a costeffective solution for clients, so Resourcing Group devised a ‘pay-asyou-go’ RPO model, which offered flexibility to customers unable to previously adopt a traditional RPO model. The company’s focus on working in partnership with social housing associations with the Shaping Your Future programme demonstrated Resourcing Group’s commitment to local communities, as well as offering added value to clients.

The innovation that particularly impressed the judges was the development of a ‘pay-as-you-go’ RPO solution

FINALISTS ¬ Annapurna HR ¬ Hanson Search ¬ Lawrence Harvey ¬ Salt ¬ Templeton and Partners

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Strategic-move is a boutique sales Recruitment to Recruitment company established to offer a refreshingly logical and consultative approach against the grain of a traditionally poorly serviced market. We are built from hands on recruitment expertise of the highest level within the most lucrative industry sectors including Technology, Media, Energy and Financial Services. We have developed a first class track record amongst our clients as well as our loyal & trusted network consisting of the strongest experienced candidates in the Industry, and the finest entry-level candidates on the market. We understand every business is different and our expertise allows us the flexibility to tailor our solutions. Due to our network and true industry understanding, you can have complete confidence in our ability to deliver a recruitment solution accurately and professionally within agreed timescales. Offering our candidates their ideal and most suitable opportunity is integral to our success, our enduring relationships have seen many of our candidates eventually retain our services when recruiting for their teams, providing a healthy pipeline of opportunities for recruitment consultants to progress into new environments, taking their careers to the next level. For more information get in touch on 0207 458 4848 or visit www.strategic-move.com

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WINNER

Agency Recruiter of the Year What sets apart a good recruiter from a great recruiter? In the case of Tony Vickers, as well as going the extra mile in his role as a recruiter, his other qualities show that he stands out as an ambassador for the recruitment industry.

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His emphasis on quality over quantity makes him the judges’ choice in an extremely difficult category to judge

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Tony Vickers, consultant/director, Balance Recruitment

Not only does he carry out a 360-degree consultant role but he holds regular market update presentations, hosts roundtable discussions and shares his market knowledge built on articles and information from experts in the national and trade press to bring added value to his clients. At one event he hosted, where there were topics on employment law and recruitment workforce engagement, a client found them so useful they implemented what was learnt in their own business. The client said: “It is regular events like this that add true value to us as an employer and are offered in addition to a very slick and transparent recruitment service.” Such events and added market insight also builds solid business relationships that see clients and candidates returning to him again and again for future help in the job market. Even though the judges were impressed with his advisory approach, the need for a valued recruiter to get

the basics right is still paramount, and Tony’s courteousness and respect to people throughout the process shone through. If he promises to get back to people, he will; he offers career consulting help to hard-to-place jobseekers, and gives upfront and honest advice to all he is in contact with. In short, his emphasis on quality over quantity makes him the judges choice in an extremely hard fought and difficult category to judge.

Strategic-Move is a boutique sales Recruitment to Recruitment company, established to offer a refreshingly logical and consultative approach against the grain of a traditionally poorly serviced market. We are built from hands-on recruitment expertise of the highest level within the IT, Media and Financial Services sectors; developing a first class sales track record. Strategic-Move is committed to offering

our candidates their ideal and most suitable opportunity. Our approach to building enduring relationships has seen many of our candidates retain our services when recruiting for their teams, providing a healthy pipeline of opportunities for your next career step. For more information or referrals of up to a £1000, please contact us on 0207 458 4848/ info@strategic-move.com. For more, please visit: www.strategic-move.com

FINALISTS ¬ Tony Chapman, director and founder, LinuxRecruit ¬ Jodie Gale, IT contracts team leader, Roc Search ¬ Zoe Lewis, head of resourcing, Methods ¬ Christopher Oddy, principal consultant, Real Staffing Group/ SThree

Recruiter Awards 2013 l 43

WINNER

In-House Recruiter of the Year Last year was the UK’s Olympic year — and one recruiter in particular succeeded in an Olympian recruitment task.

When Sodexo Prestige was awarded the catering contract for Olympic Park South during the Olympic Games, the company took on Jo Morgan as HR manager for the small team of four. With the task of finding 3,000 people every day to run the business (just over 1m man-hours over the course of the Olympics and Paralympic Games), Jo had to literally hit the track running. She designed and implemented the brand concept ‘Be more than a spectator’ to appeal to applicants in what was a highly competitive market. Attracting applicants from the host boroughs was key and Jo built strong relationships with the boroughs’ job brokerage initiative to encourage and support applications. Part of the recruitment process was to ensure everyone had a face-to-face interview, and with support from the wider Sodexo business, Jo managed and set up 14 recruitment days in total, recruiting just over 3,500 people for the Games. What was most impressive was

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Jo Morgan, senior HR manager, Sodexo Prestige

her ability to keep the new recruits engaged, as some would have to wait more than seven months before starting their first shift with Sodexo. Jo managed all of the communication activities with the applicants around bookings, accreditation and engagement. During the first week of set up and operation Jo remained on site working 16-hour shifts to make sure the staffing function delivered. Throughout the process, which must have been one of the most complex and challenging for any business, Jo remained calm and got on with the task at hand. The recruitment process that she developed resulted in a cost saving of around £1.4m for Sodexo. And most importantly, throughout the duration of the Olympics and Paralympics, Sodexo was never short of staff onsite.

What was most impressive was her ability to keep the new recruits engaged

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”

FINALISTS ¬ Jason Gowlett, head of resourcing delivery, Direct Line Group ¬ Tony Mancino, senior recruiter EMEA, Autodesk ¬ Emma Mirrington, head of talent, Mars Chocolate UK

WINNER

Best Recruitment Team As well as demonstrating great customer, client and team testimonials, Life Technologies showed impressive statistics on how they added value to the recruiting process, especially given the tough geographical regions the team was servicing.

Life Technologies is a global biotechnology company, developing innovative scientific products. With more than 10,000 staff, often in unusual scientific roles, recruitment plays a vital role in the success of the business. As a commercial and fast-paced organisation, Life Technologies is growing rapidly, resulting in the company needing to recruit an average of 550 roles per year across 31 countries in the Europe, Middle East and Africa (EMEA) region. The EMEA recruitment team demonstrated an outstanding team spirit, despite not having recruiters based in most of the 31 countries. The team also had to remodel to better serve the key business goals by increasing efficiency, improving internal customer service and reducing

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expenditure. So on top of its normal workload, the team was transformed from reacting to demand and relying on recruitment agencies to working proactively in partnership with other functions and adding value on a strategic rather than purely operational level. Investment in training and closer teamwork across countries helped the team achieve this turnaround. The small team of nine are constantly up against filling particularly challenging and niche positions. For example, in Siberia the team successfully filled a niche field applications scientist position in just 15 weeks by finding a candidate with a PhD in Biology who was also the right cultural fit. And in Germany, the team filled 30 positions in a manufacturing plant in just two weeks —no mean feat as unemployment was just 3.4% in the region and the local competition includes including BMW and Siemens.

The small team of nine are constantly up against filling particularly challenging and niche positions

HIGHLY COMMENDED ¬ LV=

FINALISTS ¬ Direct Line Group ¬ Jagex Games Studios ¬ McDonald’s Restaurants

” Recruiter Awards 2013 l 45

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WINNER

Large Recruitment Agency of the Year Pathology Group consists of eight companies that provide temporary (locum) doctors to the healthcare sector. The companies are: A&E Agency, General Medicine Group, Pathology Group, Surgical People, GP World, Psychiatry People, Asclepius Global and Asclepius Managed Services. The companies aim to create excellence in their respective medical specialities and to service demand in the UK market for doctors.

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What sets Pathology Group apart lies first and foremost with the recruitment, development and happiness of its people

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”

The judges recognised that what sets Pathology Group apart lies first and foremost with the recruitment, development and happiness of its people. The company empowers its employees to deliver the highest standards of service by providing continuing professional development (CPD) aimed at turning them into subject matter experts in their chosen field. With the company ethos of ‘The Best People Care’, Pathology Group’s commitment to providing the best service, the best doctors and therefore the best patient care is at the heart of everything the organisation does. The focus is on enhancing the recruitment industry’s reputation by providing not only a first-class service to the NHS and private healthcare sector, but also on innovation and thinking differently to give solutions that improve the efficiency of these organisations. The quality of Pathology Group’s compliance and revalidation services, both vital to ensuring supply of quality doctors, also impressed the judges.

Established in 2002, we are one of the UK’s leading contractor payroll providers. We are in a unique position of providing a complete range of highly compliant solutions, through our Umbrella Company, Limited Company, Sole Trader and CIS services. ICS is led by three guiding principles: trust, care and compliance. We understand the issues and increasingly complex legislation surrounding contractors, always remaining

FINALISTS ¬ Darwin Recruitment ¬ LA International Computer Consultants ¬ Oliver James Associates ¬ SThree

compliant. We are trusted within the recruitment sector, with a 10 year track record and significant experience. We understand what you and the contractors need, which leads us to focus on what is key. For more information please visit: www.ics.me.uk

Recruiter Awards 2013 l 47

CHARITY OF THE YEAR 2013/14 Soldier On! is Recruiter’s Charity of the Year for 2013-14. Chosen for a second time as the title’s charity, Soldier On! provides career management and employment support to members of the British armed forces who have been made redundant on medical grounds. It seeks to use an individual’s talent and the skills achieved during their military service to facilitate transition into employment in civilian life.

Soldier On! is already achieving its short term aim to recruit ‘medically discharged’ former ex-Service personnel to become specialist recruitment advisers. The long-term goal of the charity is to connect, regionally, with as many recruiters as possible who represent different industries so we can present our highly skilled and talented candidates to your businesses.

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It costs approximately £1,500 for one person to make the journey through the charity’s bespoke ‘Career Management Pathway’ and to provide continued post-placement support. No Serviceman or woman who asks Soldier On! for help is turned away. Established in 2010, Soldier On! was Recruiter’s first ever Charity of the Year for 2011-12. Soldier On! - Restoring dignity, benefitting business.

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The long-term goal of the charity is to connect, regionally, with as many recruiters as possible who represent different industries so we can present our highly skilled and talented candidates to your businesses

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SKILLS DEFICIT?

Highly skilled and talented medically discharged service personnel, ready for their next step in life.

For more information about our unique candidates, contact info@soldieron.org.uk

Solider On! The new generation of Services charities. www.soldieron.org.uk â&#x20AC;˘ Solider On! registered charity number 1136567

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Recruiter Awards 2013 l 51

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