Neil Martin – Partner – MBR Partners

Ad ap t i n g

Re c r u i t me n t

St r at e g i e s t o t h e

Ec o n o mi c Cl i mat e

TelecomsMedia

The CloudOutsourcing

TransformationFinancial services

Back to the Future

- Doom and gloom followed by the boom

- Indicators suggest that across Telecoms activity is rising

- MWC figures up 24% (2010 – 2011)

- Share price boomerang

- Technology Cycle

Anite Share Price

Labour Market Basics

• Salaries dictated by supply and demand

• Speed of market closing increases the higher supply of labour is

• Client vs Candidate driven markets

• Skills shortages lead to increased time to hire and higher packages

Trends in a down market

• Cost saving king

• Reduce contractor rates and reduce or freeze real salaries

• Reduce agency %

• Movement towards insourcing / internal recruiting

Factors of success

• Jobboards – regional + industry specific

• Social Networking “opening up stage”

• ATS improvements

• High usage and availability of candidates / low overall recruitment

The Market Swings

Networkers Share Price

Telecoms has it’s own technology cycles

- LTE- Handsets (apps /

smartphones)

New growth companies

Positions finally “off hold”

Rebound in the contingency IT&T market globally

Successfully Adapting

Understand the market has changed

Help Your Recruitment team

Direct Communication Hiring Manager interviews

Respond quickly and make decisions quickly

Be flexible on package and flexible working

Company Image

Upgrade your image to attract the best

staff

On and off portal presence – video &Recruitment section

Share good news…

Be seen…

Choose brands recruiters that knowYour market and can pitch for you +Improve you brands recognition

The Bad News

• Recruitment channels less effective than in the downturn

• The “closing” of some social networking sites

• Still no technology only solution• Each role takes recruiters longer• Pressure on internal recruiters• Agencies with low % can shift there time

and attention to higher yielding clients.

Throws focus on internal databases / ATS and dividing up requirements between internal and external partners. Upward pressure on agency %.•Need to work with specialist recruiters•Increasing internal recruiter staffing levels

Guaranteeing Delivery

• Consider roles where you need to attract the very best person rather than someone that can simply fulfil the role

• Engage exclusive search brands that will:

• Understand your business and the proposition

• Pitch your company to candidates• Increase your brand awareness and

have the necessary gravitas to discuss opportunities with execs

• Will approach all the relevant people within the space without fail

• Will meet with & video interview candidates

• Will spend all the time required on a role necessary to get to closure

• Will reject new business to ensure they have the capacity to deliver

• Will guarantee short lists within set time frames

Not all exclusive search brands will charge retainers up front

Summary

• It is getting progressively harder to attract talent in many areas

• Consider the best level of insourcing and use the tools that are available

• Utilise exclusive search companies and contingency recruiters in parallel

• Work with the recruiter and help them wherever possible

• Be flexible to change

MBR Partners London2nd floorBerkeley Square HouseBerkeley SquareLondon, W1J 6BD

Phone: +44 20 7193 3305Email : request@mbrpartners.com

Ho w t o c o n t ac t u s

MBR Partners FranceLes Bureaux du Soleil251 chemin des Gourettes06370 Mouans Sartoux

Phone +33 977 196 094Email : request@mbrpartners.com