RM Oct13

Recruitment Matters Issue 19 October 2013

Trade Association of the Year

What’s inside The 2 -3 Intelligence and REC talk

PA

Public sector crises, Party Conference time and the Good Recruitment Campaign

Michael Gove’s education policies have raised some questions

Speak up at the REC’s Education panel At the Conservative Party Conference this month, education secretary Michael Gove called this generation’s teachers the best ever.

However true Gove’s words, they do not take into account the issue at the heart of this month’s Recruitment Matters: the growing shortage of teachers in parts of England.

In September, the first meeting of the REC Audited Education panel took place to discuss this very issue with key stakeholders, as well as the safe recruitment agenda and the new REC Audited Education process.

Chaired by Professor John Howson from the University of Oxford, members of the panel include representatives of the Association of School and College Leaders; Voice: the union for education professionals; education body SSAT (The Schools Network); the British Council; the Independent Academies Association Assured Services; and the Department of Education.

Recruiters have a huge part to play in helping schools – and of course, pupils – deal with problems such as the growing teacher shortage. Schools are increasingly turning to specialist education recruitment agencies to help them meet critical shortages of staff in subject areas such as English and physical education, in addition to those subjects where there have been long-term problems in recruiting teachers, such as biology and physics.

With 2012 seeing the highest number of births recorded in 40 years and over 700,000 extra children predicted to enter primary level education in the maintained sector in the next five years, this sustained pressure in the system is set to continue.

Turn to pages 4-5 to read more about how this problem has arisen or email chris.wilford@rec.uk.com to sign up to the next REC Education Sector Group Meeting.

Where 4-5 have all the teachers gone?

How new policies have left too many teaching vacancies unfilled – and what can the recruitment industry do to help

Update and Business Matters 6Legal The legal low-down on public sector procurement and how the REC Legal Partners can help you

Institute of Recruitment 7 Professionals The new IRP Awards shortlist is up! Plus invaluable tips from Marios Georgiou, founder of teaching agency Step Teachers

best events 8 The and training Get your info online with the RecTechHub, or try out the REC’s Recruitment Business Academy and consultants

www.rec.uk.com RM p1_OCT-B.indd 23

07/10/2013 16:22

Leading the Industry

the intelligence Our members have long reported that they are seeing increasing numbers of doctors and nurses, as well as other categories of staff, choosing to leave NHS and local authority social care services to work in a flexible capacity or leaving England to work overseas.

Figures from the Health and Social Care Information Centre issued in 2013 illustrated that the number of district nurses fell by 39% between 2002 and 2012, while modelling work from the Centre for Workforce Intelligence predicts that there could be a shortage of 190,000 registered nurses by 2016.

With the current workforce models in place, sustainable and safe nurse staffing levels are fast becoming unobtainable.

The Royal College of Nursing’s 2012 UK nursing labour market review, ‘Overstretched. Underresourced’, highlights an overall staffing decline in the NHS. In the review, it is clear that a relentless focus on cost has contributed to reductions in the numbers of commissioned training and education places, to reductions in staff numbers, pay freezes and reduced training budgets for the nursing workforce.

Whilst the lack of data is a big issue in seeking to understand trends in the workforce, the review indicates that shift demand for agency and temporary staff has been increasing steadily in England.

The REC/KPMG ‘Report on Jobs’ shows that the Nursing/Medical/ Care sector has consistently been one of the top performing

2 Recruitment Matters October 2013

RM_02_OCT-B.indd Sec1:24

sectors. In the September 2013 edition, this sector was the second strongest performer in terms of temporary employees, having been the strongest the previous month. The respective index posted 67.9 (scores over 50 indicate growth on the previous month) for the August 2013 period, having stood at 68.3 for the July 2013 period.

The RCN’s 2012 nursing labour market review also provides a stark warning that in the international competition for clinical talent, England and the UK as a whole is falling behind: “In the international context, the UK has moved from a situation of net inflow of nurses to a position of net outflow in recent years, meaning that more nurses are moving abroad than are coming to the UK to practice. The main destinations are Australia, Canada, New Zealand and the USA.” The REC will continue to monitor the situation with interest. For more information on the REC’s work in the healthcare sector, contact Chris Wilford chris.wilford@rec.uk.com Nursing, Medical, Care 80

70

60

50

40

■ Perm ■ Temp

30 02 03 04 05 06 07 08 09 10 11 12 13 (year)

Turnover and profit growth 25 20 15 10 5 0 -5 -10 -15 -20 -25 -30 -35 -40 -45

%

The health and social care workforce in England is currently in crisis, says Chris Wilford, senior policy advisor at the REC

Fig 1: Annual growth in median recruiter revenue net disposable revenue (NDR)

■ Median revenue growth ■ NDR growth Apr Aug Dec Apr Aug Dec Apr Aug Dec Apr Aug Dec Apr Jun 9 10 11 12 13

Fig 2: RIB member median revenue growth and UK vacancy growth 20 ■ RIB median revenue ■ ONS vacancies 15

10

%

Rise in public sector skills gaps

5

0

-5

-10 Jan Apr Aug Jan Apr Aug Jan Apr Aug Jan Apr Aug 10 11 12 13

Cautiously optimistic Temporary billing continues to be the fastest growing of the three recruiter revenue streams. Figure 1 shows that both median annualised revenue and median annualised net disposable revenue (NDR) are now growing in high single digits, 6.2% and 6.4% respectively, well ahead of inflation, so this represents real growth – twice the increase in Retail Price Index (RPI) inflation of 3.1%. In fact, this is the highest level of NDR growth in two years. And with the exception of February this year, temporary revenue growth is the highest we have seen since November 2011.

Unfortunately permanent billings, after its remarkable turnaround earlier this year, fell back significantly this year to only low single digits. We will keep a close eye on this.

I would also caution that growth in vacancies in the UK labour market has now fallen back for two consecutive months, according to the latest figures from the Office for National Statistics (ONS), shown in Figure 2.

• Chris Ansell is chief financial officer at Recruitment Industry Benchmarking (RIB). The RIB Index provides bespoke confidential reports on industry trends. See www.ribindex.com; info@ribindex. com: 020 8544 9807. The RIB is a strategic partner of the REC.

www.rec.uk.com 07/10/2013 16:23

Leading the Industry

Party time Tom Hadley, the REC’s director of policy and professional services, gives us the scoop on the Party Conference chatter.

The party’s over – all three of them. The REC’s policy crew was in the thick of it – in the congress halls and hotels bars of Brighton, Glasgow and Manchester – so it’s time to take stock of what the various policy proposals, pronouncements and pontifications might mean for our industry.

• Public sector reform is high on the agenda and we need to keep pushing the resourcing angle All three conferences included specific debates on childcare, education policy and the future of healthcare. Our message is that sourcing and placing suitably skilled staff will always be a top priority.

• Despite the zero hour ‘wall of sound’, the value of flexible work was generally recognised Our fringe events at all three events underlined the need for government policy to reflect the changing world of work and the positive role of agency work.

• The ‘good regulation’ agenda supports our calls for effective enforcement The Liberal Democrats and Conservatives underlined a commitment to cutting red tape while ensuring that the regulations that remain are effective and proportionate. Our line was that ‘good regulation’ must involve effective enforcement in order to ensure that compliant businesses are not undercut.

• Boosting skills is key for all parties. The question is how?

Recruiters are helping UK businesses to access the talent they need, but the lack of skilled workers is a real barrier to growth. We look forward to the findings of our Youth Employment Taskforce – particularly on careers guidance.

• There is broad consensus on the need for tax policy to deliver a level playing field This is a major issue for recruiters, particularly in relation to travel and subsistence schemes, and VAT models in the NHS. These are now firmly on the government’s radar and we will continue to push for more effective HMRC enforcement.

Having a strong industry presence at the party conferences is a core part of our work. This year’s events were especially crucial with manifesto commitments starting to take shape. We will build on our various discussions with ministers and shadow ministers over the coming months and ensure that the voice of the UK recruitment industry resonates loud and clear.

The View It’s been another month in which jobs have been centre stage in the press. Not only has there been the ongoing debate about zero-hour contracts, but the Labour Party is pushing a British jobs agenda, and the trade unions are seeking to reopen the debate on AWR. The media have made extensive use of the REC during this period and we have done a good job at defending the UK’s flexible labour market. It has also enabled us to position the recruitment industry as a force for good and the REC as a voice on all things employment.

While we continue to influence policy makers both inside and outside government, we decided some time ago that this year we also needed to raise our voice and enhance the industry’s reputation within the business community and with your clients. The REC and an alliance of other business bodies including the CIPD, CBI and FSB will be launching our Good Recruitment Campaign.

The campaign includes an aspirational charter, detailed guidance on what good resourcing looks like and a new updated client kit for members to use in conversation with their clients.

The focus of the campaign is very much to promote good practice and to help REC members educate their clients about how they should be working with their recruitment partners.

The timing of the launch is important.

We wanted to wait until the economy and the jobs market were strengthening and we are pleased that is now the case. Now is the right time to put resourcing right at the top of the corporate agenda. We hope it sends a clear message to your clients about the true value of working with professional recruitment organisations.

• You can follow Kevin on Twitter

• You can follow Tom on Twitter www.twitter.com/@hadleyscomment

www.rec.uk.com RM_03_OCT-B.indd 25

www.twitter.com/@kevingreenrec

Recruitment Matters October 2013 3

07/10/2013 16:24

The Big Talking Point

Where have all the teachers gone?

Funding issues and changing industry perspectives have left too many gaps in schools and on teacher training courses.

Francesca Steele asks what can recruiters do?

E

veryone remembers their favourite teacher. For Darryl Mydat, managing director of The London Teaching Pool (TLTP), it was Mrs Waddie at Stanburn School in Stanmore. “It’s been 40 years but I still I remember her. A little Scottish lady, with very strong classroom management!

But kind and caring too.”

Placing the right teachers in the right jobs has never been more important, with funding being cut to old training courses.

But as this lack of funding continues (along with, recruiters say, a lack of understanding of what is needed in the sector) placing anyone at all in certain roles may become the problem.

Britain is facing a serious shortage of teachers, particularly in the subjects of maths and science, experts say. According to specialist recruiter Randstad Education

there will be a shortfall of 128,000 teachers by 2050 due to skills shortages, an ageing workforce and restrictive migration policy.

In fact, some research suggests the shortfall is already here. Research by Professor John Howson of Oxford University and DataforEducation.info, which specialises in analysing recruitment trends, has revealed that up to 30% of maths places on PGCE teacher training courses due to start this September remained unfilled, leaving schools 700 recruits short this year. There is a similar problem with physics, where courses have attracted 386 fewer recruits than in 2012, while other key subject areas such as modern foreign languages and English are in a similar position. More than 100,000 secondary school pupils may even be taught maths and science by teachers

My favourite teachers at school were W Ashton, who was head of Stamford Hill Juniors and a rarity in the 1950s as he had a physics degree, and Raymond Ryba, who taught me A-level geography and went on to be Dean of Education at Manchester University. Both provided a vision for the future and set high standards.

Professor John Howson of Oxford University 4 Recruitment Matters October 2013

RM_4-5_OCT-B.indd 26

untrained in the subjects because of a chronic shortage of new recruits.

TLTP says that the widespread problem in the capital, and other cities like Birmingham and Manchester, is down to the growing burden of red tape and bureaucracy in the industry, and the deteriorating behaviour in the classroom.

The agency also says that the withdrawal of government funding last summer for ‘Return to Work’ courses (designed as short refresher courses for former teachers who had taken career breaks), the restrictions surrounding UK visa requirements, and the dramatic increase in UK births, have all put the sector on an “inevitable collision course”.

There has also been a steady growth in the number of teachers leaving the profession altogether.

“People are very disillusioned, with everchanging policies, with bad behaviour in schools and so on,” says Mydat. “We’ve lost respect for the profession. There seems to be no real follow through with policies. So for example, education minister Michael Gove made it easier for foreign teachers to work here but then home secretary Theresa May made it harder for them to get visas – it makes no sense.”

Professor Howson explains that the

www.rec.uk.com 07/10/2013 16:25

Short-term teaching experts in short supply Stewart McCoy, Randstad Education and new chair of the REC Education sector group, explains the important role played by supply teachers “Reports often come out about supply teachers not being good enough and I couldn’t disagree more. We have to change this perception. Recruiters can play a big part in this by reassuring schools and making sure they match up the person to the job. Sometimes the person who is best on paper is not the best in person for the particular classroom or school you are matching him or her to. We recruit a lot of newly qualified teachers, who we haven’t been able to find the right post for yet. So they work on a supply basis for a period of time, which helps them broaden their experience and see more schools. This is actually really important because new teachers shouldn’t just take the first position that is offered to them. It can take time to get to the right placement, but when people find it they want to stay, which of course benefits the school. The old days of supply teaching, when people would just send in anyone they could think of are over.”

Image Source

Teaching can involve long hours but if you can make a difference even to one child then it’s totally worth it.

government became too reliant on a previous surplus that no longer exists: “The government got complacent after the recession. Secondary school rolls were falling so we didn’t need so many teachers; we were coming to the end of the high spot of teacher retirements and we had all those people who wanted to come into teaching because there weren’t any others jobs available. The danger, though, was that this wasn’t going to go on.”

Last July, Gove announced a huge expansion of School Direct, the government’s main vehicle for funding teacher training through schools, with a subsequent cut in the number of places funded through universities – in other words the PGCE. The impact on certain subjects was

Darryl Mydat, managing director of TLTP drastic: the number of university courses funded to train secondary English teachers, for example, was halved. But School Direct has not had the take-up that was expected, say experts.

So what can recruiters do? For one thing, as supply teaching expert, Stewart McCoy, explains below, teachers who have been out of the game for a while can get back in and ‘upskill’, sometimes by doing supply teaching for a while.

Professor Howson argues that it is very difficult at this stage in the economic cycle to fix the problem, but that we must all make some noise about the problem so that the government “starts to acknowledge what a serious problem it is, especially as classroom sizes rise”.

Recruiters, as the broker between schools and the teachers themselves

My favourite teacher has to be Mr Gates.

He taught physics and he was a little bit bonkers. I’ve always felt inspired by him to find out how and why things act in the way they do. I still use those questions every day in my job but it’s more likely to be about people rather than mass and states of matter.

Stewart McCoy, Randstad Education

www.rec.uk.com RM_4-5_OCT-B new.indd 27

however, do still have an extremely important role to play, adds Mydat.

“Recruiters have to make best use of the people who apply and the people who are here. Matching up the right people to the classroom is as important as knowing the facts themselves.”

Teaching Facts • The PGCE (Postgraduate Certificate in Education) was previously the usual route into teaching. However, funding has been cut drastically in the last two years. For example, The University of Sheffield had its trainee places reduced by 71%.

• The government now favours School Direct, the school-based training for those wanting to work at local authority funded schools in England.

• For academies, independent schools and free schools no teaching qualification is required.

• Experts are concerned too that the potentially higher salaries at academies, independent schools and free schools could attract the best candidates, drawing them away from the rest of the state system.

Recruitment Matters October 2013 5

07/10/2013 16:43

Legal Update

The public sector: the legal low-down Public sector procurement can be challenging. Here’s what you need to know, by Bunmi Adefuye, solicitor in the REC legal team Public sector organisations procure a variety of goods and services, including the supply of staff. In order to demonstrate that taxpayers’ money is spent sensibly and that there is value for money, most government tenders are awarded following a formal tendering process. Where contracts meet the required threshold, the Public Contracts Regulations 2006 (‘the Regulations’) will apply. Under the Regulations the procurement process must be conducted in a fair, transparent and nondiscriminatory manner. There are a number of advantages in winning government contracts, especially in these economic times. However, the process can be a real challenge for the following reasons: • tendering requires a substantial investment in time, finances and resources but there is no guarantee of a successful outcome; • there are legal complexities which might require specific legal advice; • the date when the OJEU (Official Journal of the European Union) is published to the actual contract award could be very long, especially if there are legal challenges; • the deadlines for tender submissions are fixed; • sometimes the financial turnover requirements in the prequalification questionnaire are not achievable for SMEs and it is difficult for SMEs to compete with larger businesses; • the lack of awareness of tendering opportunities; • having to go through the process again when the framework agreement comes to an end.

That said, winning a tender and supplying to public sector clients can be lucrative, so if you are unsuccessful you should consider alternative routes to supply, such as subcontracting via

another supplier provided the terms proposed are commercially viable and your margins are workable. In addition you could join a collaborative consortium with other suppliers and make a joint bid for the contract.

Generally when responding to tenders it is advisable to: • choose your bids carefully and ensure that you have the required experience and can supply under that contract; • read and consider the instructions carefully and seek professional advice where necessary; • keep your responses clear, precise and relevant; • be honest and ensure that you can substantiate your responses, • consider your financials carefully to avoid abnormally low bids and do take into account future legislation that will affect your charge rate for supplying staff during the term of the contract.

To assist suppliers the government is now taking steps to ensure that SMEs are not unfairly excluded from procurement processes because of bureaucracy and laborious requirements. The Cabinet Office now has a mystery shopper scheme so suppliers can inform the government of issues, particularly where attempts at resolving disputes with the relevant authority have failed.

Despite the challenges, if at first you don’t succeed you should not give up. Winning government contracts or being part of the supply chain can be advantageous, particularly now that temporary staffing spend by the public sector has increased in some sectors.

• Please note that this is not a substitute for legal advice and readers should obtain their own specific legal advice on procurement

Business development This year the REC launched a new Legal Partners scheme to enhance the legal services on offer to REC members.

In addition to the existing free legal services, new paid-for services including employment tribunal support, document review and tender support, as well as other commercial, corporate, property and litigation services, are now be available through the REC Legal Partners.

Specialist debt recovery law firm, Francis Wilks & Jones LLP, is one of the firms involved. Proper legal advice has never been more important both in terms of economic climate and in an industry like recruitment, says Andy Wilks, one of the founding partners at the firm.

6 Recruitment Matters October 2013

RM_06_OCT-B.indd 28

“One of the things we do a lot of is factoring, which essentially involves debt recovery, as well as getting involved in drafting terms and conditions of trade between the recruiter and its end customers, and working with clients where former employees have breached their covenants by taking commercially sensitive data with them and so on. These things have always happened, of course, but it’s more important than ever to make sure you are on the ball during the economic recovery.”

• Visit http://www.franciswilksandjones.co.uk for more. For details on the services provided by the Legal Partners, see the REC’s Legal Partner webpage at www.rec.uk.com/legalpartners or contact the REC on 020 7009 2100.

www.rec.uk.com 07/10/2013 16:25

Inspiration

Behind the scenes at the Institute of Recruitment Professionals

The IRP Awards 2013 shortlist is announced Every year, the REC’s Institute of Recruitment Professionals (IRP) Awards recognise and honour the achievements of both individual recruiters and recruitment businesses.

The awards are there to raise the profile of recruiters and to acknowledge the positive role models whose exceptional works, and candidate and client care sets the bar for all recruitment professional and business to aspire to.

Last year saw some pretty incredible candidates, not just in the winners list, but in the overall shortlist too. Over the past year, Recruitment Matters has chatted to the winners to see just what it is that they do to achieve so much. And the shortlist for the 2013 Awards is announced here http://www.rec-awards.com/.

The 16 category winners, as well as the Lifetime Achievement Award and highly coveted Recruiter of the Year Award, will be announced at a ceremony hosted by top journalist and presenter Jeremy Vine on 3 December at the London Marriott Hotel Grosvenor Square.

“Putting together this year’s shortlist was hard work as we had some many fantastic entries to choose from,” admits the REC director of member services Anita Holbrow.

“The high calibre and professionalism of all the entrants will give the judges a truly challenging task of choosing this year’s winners. All the shortlisted companies and individuals demonstrate the excellence, ethics and best practice which are the embodiment of everything that the REC and IRP stand for.

“We look forward to celebrating their achievements at the awards ceremony in December and I wish all of our shortlist the best of luck.”

• For more information on the 2013 IRP Awards and to book tickets for the awards ceremony, please go to the IRP Awards website http://www.rec-awards.com/ and follow the IRP Awards twitter account @IRPawards.

Things I Know Marios Georgiou, founder of Step Teachers A CV isn’t always the best indicator of talent On paper people might have all the right qualifications but you meet them and realise they’re not right at all right for a role.

Nowhere is this more true than in teaching. People have to be able to have a rapport with the students or students just won’t listen. I know the value of a CV in teaching better than anyone, because on paper I was really well qualified to teach. But as soon as I’d done my training I realised it just wasn’t for me and moved into teaching recruitment instead.

It’s important to take risks sometimes I had a conversation at a Christmas party with a colleague about how we thought we could provide a better service for our clients and thought nothing more would come of it. The next day he came to me and reminded me that we’d decided to set up our own business the night before. I went downstairs, by chance saw an offer from First Direct for an unsecured loan (back when they still offered that sort of thing to anyone!) and, still in my dressing gown, organised a loan and we set up our own business. Today I have 25 staff and two branches.

Clients love to talk So do I, so that’s good! One of the reasons I love my job is because I like to chat. In the past, most of the people in schools who spoke to recruiters were deputy heads and people who didn’t have much time, but today it’s more often secretaries and people in admin, and they are usually keen to chat. It’s really important to develop a good relationship.

Trying different things is a good thing I used to work as an estate agent and I found there were transferrable skills. Essentially you introduce two people to each other (or one person and a house/school) and see if they match.

You have to understand what people want.

Family is important My friend and I lived with my parents for a year when we first set up the business, working out of a shed in the garden (in our suits, mind) and eating with my mum and dad. I think because of that I’ve always tried to keep a supportive, family vibe going throughout the company.

To keep up to date with everything the Institute of Recruitment Professionals is doing, please visit www.rec-irp.uk.com

www.rec.uk.com RM_07_OCT-B.indd 29

Recruitment Matters October 2013 7

07/10/2013 16:26

Events and training

Introducing the RecTecHub RecTecHub – the one-stop shop for social media It’s so hard to keep up with all the technological advancements that can make business easier. Even though everyone’s aware it would help to know more about certain technologies, it can be hard to decide where to start.

It’s precisely for this reason that the REC has launched the RecTecHub, a one-stop shop for recruiters, providing a range of expert information, advice and guidance on using technology to boost business.

The REC has recruited independent experts to share their insights on the technology, applications and software that can make recruiters’ lives easier and their business more effective.

The experts who will be providing support via the website are Lisa Jones, director at Barclay Jones; Matt Alder, founder of Metashift; and Johnny Campbell, CEO of Social Talent.

“We know recruiters don’t have time to scour websites, trade shows and magazines to figure out what’s helpful, what’s hopeless and what’s just hype,” says REC chief executive Kevin Green. “That’s why the RecTecHub has been designed to support

recruiters via regular blogs from Matt Alder, Johnny Campbell and Lisa Jones on the latest developments in recruitment technology.”

One of the bloggers, Lisa Jones, says that there has been a “significant shift” within the recruitment industry in recent years. “We’re Lisa Jones looking forward to delivering help to REC members on how to use recruitment technology and social media to manage and grow their businesses,” she explains.

Recruiters will be able to get involved in the technology discussions through the RecTecHub blog and Facebook page. If you would like a consultant to visit you and provide you with an impartial health check, call the REC on 0207 009 2100 or email info@rec.uk.com

REC brings training to your office Why leave the office when the Recruitment Business Academy can come to you?

Many members have reported to the REC that they find it hard to take time out of the office to keep up with their professional development. The REC’s Recruitment Business Academy has put together a comprehensive programme of in-company training that offers a wealth of benefits for recruiters: 1. Location and time are flexible 2. You can cover a range of topics 3. If you operate in a niche market, we can focus on that area 4. You get a dedicated trainer 5. The trainers are all experienced recruitment professionals – they speak your language 6. Save money – the cost per head is lower, plus savings on travel and expenses 7. Increased retention levels – you are demonstrating your desire to invest in your employees For more information on the Recruitment Business Academy’s In-Company training, go to the REC website www.rec.uk.com/in-company

Recruitment Matters The official magazine of The Recruitment and Employment Confederation Dorset House, 1st Floor, 27-45 Stamford Street, London SE1 9NT Tel: 020 7009 2100 www.rec.uk.com

8 Recruitment Matters October 2013

RM_08_OCT-B.indd 30

Refine and improve the way you work with REC consultancy And for an even more personalised touch, our expert consultants can help recruitment businesses to improve the way they work, find new customers, increase sales, reduce costs and improve margins.

These consultants are the best at what they do because they’ve spent their working lives doing it and they have a passion for improving the industry by helping others.

Whether you’re just starting out, looking to grow or are having problems – you need to talk to us. Our business consultants can take your business to the next level or bring it back from the brink. If you want to have a chat and find out what we can do for you give the REC a call on 020 7009 2100.

Membership Department: Membership: 020 7009 2100, Customer Services: 020 7009 2100 Publishers: Redactive Publishing Ltd, 17 Britton Street, London EC1M 5TP. Tel: 020 7880 6200. www.redactive.co.uk Publisher: Anne Sadler anne.sadler@redactive.co.uk Tel: 020 7880 6213 Consulting Editor: Ed Sexton ed.sexton@rec.uk.com Editorial: Editor: Francesca Steele francesca.steele@redactive.co.uk. Production Editor: Vanessa Townsend Production: Deputy Production Manager: Kieran Tobin. kieran.tobin@redactive.co.uk Tel: 020 7880 6240 Printing: Printed by Southernprint © 2013 Recruitment Matters. Although every effort is made to ensure accuracy, neither REC, Redactive Publishing Ltd nor the authors can accept liability for errors or omissions. Views expressed in the magazine are not necessarily those of the REC or Redactive Publishing Ltd. No responsibility can be accepted for unsolicited manuscripts or transparencies. No reproduction in whole or part without written permission.

www.rec.uk.com 07/10/2013 16:26