22 minute read
The Last Word
THE TECHNOLOGY PROVIDER
Dan Kirkland, co-founder and director, TribePad
What is the recruiter’s new normal looking like?
Th ere’s no simple one-size-fi ts-all answer, as diff erent companies and diff erent jobs will still require diff erent processes. However, digitisation of end-to-end processes will feature. Much less paper is being exchanged during the recruitment process, which is a welcome change for most. Additionally, geography is no longer the boundary it was previously perceived to be. Th is is great for recruitment if your company plans to continue to support remote working. Your talent pool geography may now have increased from 30 miles radius of your offi ce to around 200 countries (regulations allowing).
Covid-19 has clearly accelerated a trend to an increased use of video interviewing and tech such as AI in the screening process. What are the up and downsides of this?
For me, there are more upsides than downsides. Th ese tools help automate manual processes and provide a consistent, accessible and more transparent and accountable recruitment process. Th erefore, it should be fairer, more repeatable and more effi cient. Two of the possible downsides recruiters need to look out for are a) how much they can remove the human element and b) some tools overclaim the use of AI and, worse still, provide no transparency of how fair that AI is. For example, some AI-enabled tools purport to reduce unconscious bias but have been programmed by white males and with small datasets. Th at’s not a good combination for tackling unconscious bias.
What tech are recruiters asking for during this difficult time?
Nearly every recruiter has been slingshot to a world where their entire recruitment process had to be digitised over the past year. Th is starts with having a robust ATS [applicant tracking system] and CRM [client/candidate relationship management system] to help with job advertising and pipelining candidates through the process. In the absence of face-to-face interviews, online assessing tools like SHL, PredictiveHire, SpeakNow and their ilk have been key to helping recruiters identify the best candidates. It would be impossible to imagine recruitment without video-interviewing tools in the last year. Later in the process recruiters have turned to e-signature platforms to ensure employment contracts can still be signed in a timely, remote fashion. Even later in the workfl ow, many fi rms have digitised their onboarding process, something that has been on their agenda for years, but the pandemic has forced the move.
Do you think the pandemic will change the use of technology in recruitment forever?
No doubt about it. Previously, some companies and recruiters were ‘video sceptics’. And some companies hadn’t digitised their contracts or onboarding process. Now these tools and processes have been thrust upon companies and recruiters, and everyone has realised the benefi ts and effi ciencies that they bring. In fact, many companies have identifi ed a signifi cant decrease in time-to-hire (some quoting more than 40+% decreases) since bringing more of their process online. Assessments, interviews, signing contracts, reference checking and onboarding is quicker. Why would you want to go back to old processes?
However, among the excitement of decreased time-to-hire, there will no doubt be another recalibration.
Many companies and recruiters will be desperate to reintroduce more direct human touch points back into the recruitment process. Second and subsequent stage interviews are likely to see a signifi cant shift back to face-to-face. And many recruiters have implemented a ‘forced tactical’ process rather than an optimal one for a new world, so I defi nitely see a refi nement of processes, especially onboarding once more people can get back to the offi ce.
Finally, a recruiter’s greatest attribute – empathy – has had to be used in tenfold due to the current candidate market. Candidate experience is more important than ever, not just from an employer branding perspective but from a simple humanistic level. THE IN-HOUSE RESOURCING HEAD What are your biggest challenges? Th e pandemic has thrown up many challenges that we had weeks to fi x, Ben Gledhill, head of resourcing, not months or years. My main concern Thames Water is the wellbeing of my team and wider colleagues. We all have had both personal and professional problems to How easy/difficult was it to revert overcome so I have ensured that their to homeworking? health – both mental and physical – Personally, very diffi cult. I am very comes fi rst. From a wider resourcing much a people person, and I feed off perspective, we have had to adapt to the energy of others. However, being operating a function from behind pragmatic I am still in employment Microsoft Teams, which itself brings doing a job that I love. Many are in far huge challenges when it comes to worse situations, so you have to be building and maintaining relationships appreciative. with hiring managers and leaders.
How is technology helping you tackle these and what tech is proving most valuable?
Well, trust me to lead a technology implementation programme through Covid. We went live in February 2021 with a new applicant tracking system, onboarding platform and FAQ chatbot to improve both the candidate, new starter and hiring manager experience. In this new normal, more than ever, the resourcing function wants to please, especially when it comes to creating an experience for new starters that really sets them up for success on day one, which in most cases will be a virtually-based role working from home.
How is technology helping you to preserve the human side of recruiting and what tips do you have for others?
Technology is only as good as the humans that use it and the reasons why they use it. I think we need to consider that Teams/Zoom actually might be overkill. Yes, we need to be social and keep in contact, however, being in front of a camera six or seven hours a day is very demanding physically. People need downtime. From personal experience, give yourself a break. It’s been a tough time and many things in life will still be challenging for a time to come. Don’t be afraid to sometimes admit defeat, close the laptop and return another day.
WHAT HAVE YOU BEEN UP TO? GET IN TOUCH!
As our Social page in the magazine over the years has shown, recruiters are extremely generous with both their time and money in helping charities and those disadvantaged communities. This has been highlighted during lockdown, where pupils had to stay away from schools and learn remotely on their own computers or laptops. However, what about the children struggling to learn due to having no access to technology at home?
YOLK RECRUITMENT PLANTS SEEDS OF HOPE
Yolk Recruitment is to plant a tree in woodlands for every candidate it successfully places, as part of the company’s drive to champion social responsibility through its ‘Yolk’s Oaks’ initiative. Yolk will plant one oak tree in Blaen Bran Community Woodland in Cwmbran, South Wales for every candidate it places. Gareth Jones and Nici Jones lead the campaign PROJECT 500 GIVE LAPTOPS TO BIRCH COPSE PRIMARY SCHOOL
Established by Chris Redmond (managing partner, RedHolt Search & Advisory Service), Tim Roedel (CEO, Simply Commerce) and Sean Anderson (CEO, Hoxo Media), Project 500 called on the recruitment industry to help and raised more than £42.3k to supply 500 laptops to struggling families over February. DRIVER REQUIRE DELIVERS
Driver and logistics recruiter Driver Require donated 15 of its old laptops to local Stevenage schools via ‘People for People – Stevenage’, which were handed out to their home learning pupils most in need.
CENTO GIVES HOPE AT THE END OF THE RAINBOW
Specialist recruiter Cento Group has been raising money to support its local hospice. Rainbows Hospice in Loughborough provides vital care and support to families affected by life-limiting conditions with end-of-life care, symptom management, short breaks and respite care.
I N STA G R A M
ZEEL GIVES 30 SOLUTIONS TO SCHOOL
Recruitment soft ware company Zeel Solutions donated over 30 new laptops, split between two Midland schools: Bantock Primary School in Wolverhampton, and Heritage Academy in Birmingham. Pictured (l-r): Stacey Wright and Tarj Sahota from Zeel Solutions, and Harvey Sarai, head teacher of Bantock Primary School, with Zeel’s donated laptops VIQU viqu_uk We’re still blown away by our win at the #investingintalentawards for ‘Best Recruitment Team of the Year’. Thank you for your continued support @recruitermagazine
@RecruiterMag instagram.com/recruitermagazine/ recruitermagazine.tumblr.com/
AGENCY RECRUITMENT LEADER OF THE YEAR » Andrew Anastasiou, Managing Director –
Pertemps Professional Recruitment » Sasza Bandiera, Managing Director –
Oyster Partnership » Danny Brooks, Founder and CEO –
VHR Global Technical Recruitment » Kelly Cartwright, Managing Director –
Jark Norfolk » Richard Cooke, Owner and Managing Director –
Seven Resourcing » Daniel Cornwell, Managing Director –
SPE Resourcing » Natasha Makhijani, Group CEO – Oliver Sanderson » Kieran Smith, CEO – Driver Require
RECRUITMENT INDUSTRY ENTREPRENEUR OF THE YEAR » Ryan Adams, CEO – Signify Technology » Helen Archer-Lock, Director of Recruitment –
Commercial Services Group » Jamie Fraser, CEO – InterEx Group » Ryan McCabe, CEO – Odro » Chris Sheard, Managing Director –
SR2 – Socially Responsible Recruitment » Gary Wills, Founder – Talent Today and FurLearn
BEST CANDIDATE EXPERIENCE » EY Candidate Experience – EY » Hovis RPO – Hovis in partnership with
Seven Search & Selection » Network Rail signaller experience –
Network Rail in partnership with Bavarde » Tomorrow’s Talent – Sky in partnership » Recruiting Brilliance – Virgin Media in partnership with Amberjack
BEST GRADUATE RECRUITMENT STRATEGY » The World of Accenture – Accenture » DHL Strengths Journey – DHL Supply Chain » Shaping a diverse and skilled workforce –
Nationwide Building Society » Dare to Do More Challenge – PepsiCo Europe » Be the Change – Police Now » Vodafone in partnership with Aon
BEST APPRENTICE/SCHOOL LEAVER RECRUITMENT STRATEGY » Greene King Apprentice Recruitment –
Greene King » GTR Engineering Apprentices –
GTR in partnership with eArcu » Morrisons Makes It – Morrisons in partnership with Amberjack » Vodafone Apprentice – Vodafone in partnership with Pink Squid IN–HOUSE INNOVATION IN RECRUITMENT » Intelligent Automation for Early Careers
Recruitment – BDO in partnership with Amberjack » Bupa Care Services Internal Volunteer
Recruitment Initiative – Bupa » GQR|ONE – GQR » How Iceland saved their store leaders 24,000 hours a year by implementing transformational change – during a pandemic! – Iceland Foods in partnership with PredictiveHire » Recruiting Brilliance – Virgin Media in partnership with Amberjack
MOST EFFECTIVE EMPLOYER BRAND DEVELOPMENT » Bupa – Belief in You – Bupa in partnership with Pink Squid » Cleveland Clinic London Employer Brand – Cleveland
Clinic London in partnership with Pink Squid » You make the story – Telegraph Media Group in partnership with That Little Agency
BEST IN–HOUSE RECRUITMENT TEAM » CityFibre » EY Student Talent Attraction and Acquisition – EY » Foxtons Talent Acquisition Team – Foxtons » Recruitment Team – Helping Hands Homecare » Sunrise and Gracewell Recruitment Team –
Sunrise Senior Living UK and Gracewell Healthcare » T
BEST RECRUITMENT AGENCY MARKETING TEAM » Acre » Charlton Morris » Driver Require » Randstad UK » Talent
BEST CANDIDATE CARE » Caritas » Elemed » Hunter Bond » Insight Executive Group » Pertemps » Remedium » Rthirteen Recruitment » Search » Sentinel » Stanton House » tml Partners » Trace
BEST CLIENT SERVICE » Amberjack » Amoria Bond » Andersen James » Headway Recruitment » Proman » Seven Resourcing » The Barton Partnership » Venquis BEST BANKING/FINANCIAL SERVICES RECRUITMENT AGENCY » Boxtree Recruitment » Broadgate Search » Eames Consulting Group » Hunter Bond » Investigo » Robert Walters
BEST ENGINEERING RECRUITMENT AGENCY » ATA Recruitment » Carrington West » ersg » NES Fircroft » VHR Global Technical Recruitment
BEST INTERNATIONAL RECRUITMENT AGENCY » Amoria Bond » Elemed » G2V Recruitment Group » NES Fircroft » Robert Walters » Select Offshore » Signify Technology » VHR Global Technical Recruitment
BEST IT/TECHNOLOGY RECRUITMENT AGENCY » Corriculo » develop » G2V Recruitment Group » GCS Recruitment » Lucid Support Services » Searchability » Signify Technology » Talent » TalentHawk » Trust in SODA » VIQU » Xpertise Recruitment
BEST NEW AGENCY » AL Solutions » Bangura Solutions » Buildout Recruitment » Harper Fox Partners » Impala Search » Mantell Associates » OPR Associates » Oxygen Digital » Parker Rose Recruitment » Pratap Partnership » RecruitmentJunky » Spencer Clarke Group
BEST PROFESSIONAL SERVICES RECRUITMENT AGENCY » CMA Recruitment Group » Laurence Simons Search » RedLaw » SSQ » Trilogy International
BEST PUBLIC/THIRD SECTOR RECRUITMENT AGENCY » Caritas Recruitment » Goodman Masson » Gravitas Recruitment Group » Insight Executive Group » Marks Consulting Partners » Oyster Partnership » Randstad Public Services » Seven Resourcing » Talent » TFS Healthcare » The Finegreen Group » TTM Healthcare
BEST TEMPORARY RECRUITMENT AGENCY » Caritas Recruitment » Seven Resourcing » TFS Healthcare » VHR Global Technical Recruitment » Walters People
SUSTAINABLE RECRUITMENT AGENCY OF THE YEAR » Acre » Amoria Bond » Broster Buchanan » EllisKnight International Recruitment » Service Care Solutions » Sure Group
MOST EFFECTIVE BACK OFFICE OPERATION » Carrington West » Eames Consulting Group » ersg » Forsyth Barnes » Gravitas Recruitment Group » Henderson Scott » NRL » Rutherford Briant » Sentinel » Service Care Solutions » Seven Resourcing » Talent
RECRUITMENT AGENCY OF THE YEAR – MICRO (UP TO 19 EMPLOYEES) » Anderson Quigley » Crewit Resourcing » Elemed » Greybridge Search & Selection » InfoSec People » Insight Executive Group » Laurence Simons Search » Marks Consulting Partners » People First » RedLaw » Select Offshore » SPE Resourcing » Totum Partners » Venari Partners RECRUITMENT AGENCY OF THE YEAR – SMALL (20-49 EMPLOYEES) » Acre » Autotech Recruit » Baltimore Consulting » CMA Recruitment Group » Driver Require » Hunter Bond » Rare Recruitment » Signify Technology » SR2 – Socially Responsible Recruitment » Trilogy International » VIQU » Xpertise Recruitment
RECRUITMENT AGENCY OF THE YEAR –MEDIUM (50-99 EMPLOYEES) » Carrington West » Charlton Morris » Client Server » GCS Recruitment » Henderson Scott » Oscar » Oyster Partnership » Seven Resourcing » The Barton Partnership » The Portfolio Group
RECRUITMENT AGENCY OF THE YEAR –LARGE (100+ EMPLOYEES) » Goodman Masson » Gravitas Recruitment Group » La Fosse Associates » Morson Group » NES Fircroft » Proman » VHR Global Technical Recruitment » X4 Group
MOST EFFECTIVE COMPLIANCE OPERATION » CMA Recruitment Group » Ganymede Solutions » TTM Healthcare
OUTSTANDING OUTSOURCED RECRUITMENT ORGANISATION » Amberjack » Morson Group » Resource Solutions » Seven Search & Selection » Talent Works RECRUITMENT TECHNOLOGY INNOVATION OF THE YEAR » Amberjack » Arctic Shores » eArcu » Enhance Media » GTI Recruiting Solutions » IR35 Shield » itris (Itec Systems) » Locate a Locum » Mercury xRM » Morrisons in partnership with
Chatter Communications » Odro » Recii
RECRUITMENT INDUSTRY SUPPLIER OF THE YEAR » CV–Library » Generate » giant group » Hinterview » IMS People Possible » Odro » Parasol » Saville Assessment » SourceBreaker » Suits Me » The Careers In Group » Tribepad
MOST EFFECTIVE RECRUITMENT MARKETING CAMPAIGN » Adzooma Campaign – Adzooma in partnership with Forsyth Barnes » CityFibre in partnership with Talent Works » ITV Apprentices – ITV in partnership with
Chatter Communications » Police Now - Virtual Neighbourhood –
Police Now in partnership with RMP Enterprise » Truck Sized CV Campaign – Zoek Job Board
WINNERS ANNOUNCED 23 September 2021 JW Marriott Grosvenor House London
Sponsored by:
L@RecruiterAwards #RecruiterShortlist recruiterawards.co.uk
BEELIVERY
Th e on-demand grocery delivery service has expanded its senior executive team with the appointment of HR professional Mandy Hamerla as new chief people offi cer. Also joining the leadership team will be two additional executive hires, including a chief fi nance offi cer and a chief marketing offi cer.
FCSA
Th e Freelancer & Contractor Services Association has appointed Deborah Murphy to the newly-created post of membership manager. Before joining FCSA she was head of customer onboarding for contractor accountancy fi rm Danbro.
HAMLYN WILLIAMS
Kalpesh Baxi has joined the regulated industries recruiter as CEO. Baxi previously was a senior partner at STEM recruiter STh ree.
HEIDRICK & STRUGGLES
Th e global provider of executive search and leadership advisory services has made a number of leadership appointments. In London, Jenni Hibbert has taken up the newly created role of global managing partner (MP) & head of search go-to-market. Susie Clements has been appointed to another newly created role of regional MP of corporate offi cers. Tim Lüdke, based in Italy, has been appointed to regional leader of growth markets. Elsewhere, Sam Burman is the new global practice MP of the disruptive innovators team (DIT) and head of specialty practices; in Brussels, Fabrice Lebecq is the new regional MP of industrial practice; in Zurich, Wolfgang Schmidt-Soelch is the new regional MP of the fi nancial services practice; Nicolas von Rosty leads the German operations out of Munich; Niccolo Calabresi has been promoted to cluster Th e Jockey Club, one of the UK’s largest sports businesses, has announced the appointment of
Helene Sharrock
as its chief people offi cer from 17 May. Sharrock joins from major retailer M&S, where she is head of HR and responsible for people strategies. Before joining M&S, she was head of HR within BT’s Consumer division, which included brand, content, strategy and BT Sport. Previously she worked for BT’s Technology, Service and Operations division and at both ESPN and ITN.
In her new role, Sharrock will be responsible for leading the people and talent agenda for Th e Jockey Club.
leader, Italy and Iberia; while Stefano Salvatore, MD of Heidrick & Struggles’ Portugal, has also been given the lead of Spain.
IQ-EQ
Global investor services group IQ-EQ has appointed Caroline Bagshaw as new group chief people offi cer. She was previously interim head of people at Monese, an app-based banking alternative.
KEYSTREAM GROUP
Th e healthcare, public sector and life sciences IT recruitment and consultancy fi rm has hired four staff . Karima Dakhama joins as divisional manager, local government, and Chris Knights, also a divisional manager, strengthens the fi rm’s NHS capabilities. Julia Dixon joins as framework manager, supporting the business with its Crown Commercial Services placements. Millicent Barr joins the compliance team, to help maintain service levels with an increased number of contractors.
REMEDIUM
Th e healthcare recruitment specialist has appointed Garry Booker as sales director. With 25 years within the recruitment industry, Booker will join the board and senior leadership team, and brings his skills in leadership,
Email people moves for use online and in print, including a short biography, to recruiter.editorial@redactive.co.uk
change & transformation, search & selection, assessment, workforce planning and strategy to Remedium.
SANDERSON
Th e recruitment group has appointed Ross Crook as new MD of its outsourced recruitment division, Sanderson Solutions. Crook joins the company from Cielo Talent.
SRI
Th e global executive search and consulting fi rm has taken on Dietmar Damith and Florian Steinberger, managing partners of boutique executive search fi rm Invest Search, to the SRI partnership to strengthen the fi rm’s global fashion, sporting goods, sport, media, entertainment & technology and to spearhead expansion in the DACH region.
STAFFORCE
Currently head of Staff orce Managed Services brand, Alison Cook has been promoted to operations director at the recruitment specialist, strengthening the Nicholas Associates Group’s Staff orce brand.
UBER
Th e US technology driving platform has appointed Roopesh Panchasra to the role of global head of executive talent acquisition, based in London and Amsterdam. Panchasra joins Uber from software company SAP, where he was vice president for global executive recruiting.
VONQ
Recruitment technology company VONQ has appointed Arno Schaefer as CEO. Current CEO and founder Wouter Goedhart will now step back from the role but will remain involved as a shareholder.
YUNOJUNO
Th e freelancer platform has appointed Runar Reistrup, former CEO of fashion marketplace Depop, as CEO. Shib Mathew, YunoJuno’s founder and former CEO, has been appointed executive chairman.
Redactive Publishing Ltd 78 Chamber Street, London E1 8BL 020 7880 6200
C O N TA CT S
EDITORIAL +44 (0)20 7880 7603 Editor DeeDee Doke
deedee.doke@recruiter.co.uk Contributing writers Sue Weekes, Roisin Woolnough Production editor Vanessa Townsend
vanessa.townsend@recruiter.co.uk Senior designer Will Williams Picture editor Akin Falope
ADVERTISING +44 (0)20 7880 7661 +44 (0)20 7880 6231
display@recruiter.co.uk
RECRUITMENT ADVERTISING
recruitment@recruiter.co.uk +44 (0)20 7880 6215 PRODUCTION +44 (0)20 7880 6209 Senior production executive Rachel Young
rachel.young@redactive.co.uk
PUBLISHING +44 (0)20 7880 8547 Publishing director Aaron Nicholls
aaron.nicholls@redactive.co.uk
RECRUITER AWARDS/ INVESTING IN TALENT AWARDS +44 (0)20 7324 2771
eventsteam@redactive.co.uk
CIRCULATION and SUBSCRIPTIONS Recruiter is the leading magazine for recruitment and resourcing professionals. To ensure each issue of Recruiter magazine is delivered to your desk or door, subscribe now at htt ps://subs. recruiter.co.uk/subscribe. Annual subscription rate for 12 issues: £35 UK; £45 Europe and £50 Rest of the world • Recruiter is also available to people who meet our terms of control: htt p://bit.ly/RecruiterCC • To purchase reprints or multiple copies, or any other enquiries, please contact subs@redactive.co.uk or +44 (0)1580 883844
CONTRIBUTIONS
Contributions are invited, but when not accepted will be returned only if accompanied by a fully stamped and addressed envelope. Articles should be emailed. No responsibility can be taken for drawings, photographs or literary contributions during delivery, transmission or in the editor’s hands. © 2021 Redactive Media Group. All rights reserved. This publication (and any part thereof) may not be reproduced, transmitt ed or stored in print or electronic format (including but not limited to any online service, any database or any part of the internet) or in any other format in any media whatsoever, without the prior writt en permission of Redactive Media Group. Redactive Media Group accepts no liability for the accuracy of the contents or any opinions expressed herein. The publishers cannot accept liability for any loss arising from the late appearance or non-publication of any advertisement for any reason whatsoever. ISSN 1475-7478
Recycle your magazine’s plastic wrap – check your local LDPE facilities to find out how.
Total average net circulation between 1 July 2017 & 30 June 2018 – 14,837. is also sent to all REC members
Daniel Cornwell
What a year it’s been
Let me start by trying to give you some context.
Our fi nancial year is March to February. In 2019-20, we had a record year, where we made around 84% of our revenue in the hospitality sector. We are embedded in that sector so much so that the last event I went to was the Publican Awards – a year ago on 4 March 2020. Two thousand fi ve hundred people in a room together.
If there is an opposite to social distancing and good hand hygiene – and you really don’t want to imagine the loos at 1.45am – and something akin to a student night, this event, which we attend every year, is it.
Four days later I got what I thought was the fl u, and didn’t really think much of it. Of course, I later found out I’d had Covid but at the time I felt ok in a few days. Two weeks later we locked down for the fi rst time and everything stopped.
I’ve set the scene because I think it’s fair to say that a year ago none of us knew what the next 12 months would look like.
It has been a hellish year, and I think that is fairly well documented elsewhere. In the hospitality sector people have lost their livelihoods, their living and, in some cases, their lives. It has been horrifi c. It is far too glib to just dismiss how bad it has been for some, and we have been mindful of that. Th ere is a tightrope to walk; we need to fl agbear for our communities (both recruitment and sector) yet show empathy for what people are going through.
I would love to be able to distil how we’ve achieved this into a number of witty bon mots and strategic initiatives we’ve undertaken but, in reality, it’s come down to a number of things, mostly drawn from our values – the things we live and die by: ●Communication – internal/external. Relentless empathetic optimism ●Listen, listen, listen. Our successful interim business, launched mid-pandemic in under three weeks came from clients telling us this is what they would need and us reacting accordingly ●Cover more yards than anyone else – I haven’t had a day off since February (not that there’s anything to do if I did get a day off !) ●Say ‘yes’ to everything – even stuff that gets you outside your comfort zone; I’ve appeared on TV twice and have recorded numerous podcasts and webinar type interviews. I do not have a face for TV/YouTube.
And fi nally: ●Don’t be a D**k. I have a picture near my front door with this mantra on it. It’s our version of ‘Be Kind’.
I am immensely proud of my team’s achievements over the past 12 months – I think we have trodden the path between relentless optimism and empathy well. During the fi rst lockdown we were 92% down like-for-like (LFL), and facing a huge loss.
If you’d have told me in March we’d trade at around 45% LFL and I’d be here, with a couple of weeks left in our fi nancial year (as I write), absolutely delighted with our performance, I wouldn’t have believed you. We should, at worst, break even and we may well post a small profi t.
I am sure there will be many bumps in the road ahead, but I’ll drink to our survival, the resilience of the recruitment and hospitality sectors, and I think we’ve every reason to be relentlessly optimistic about the future. ●
Daniel Cornwell is founder and managing director of SPE Resourcing
