mcgregor boyall - commerce brochure

2

What We DoCategory M

anagement

Procurement O

perations/Systems

Vendor Managem

ent

Directs/Indirects

GeneralistRewardL&D

HR Systems

Talent Management

Busines

s Analy

sis

Progra

mme Man

agem

ent

Projec

t Man

agem

ent

Trans

formati

onal

Chan

ge

Digital Strategy

SEO/PPC

PR/Social Media

UX/UI

Web Analytics

Contingent Labour One

Contingent Labour One - SCS

Non Medical Non Clinical

CxO

& D

irec

tor

Leve

l

Sear

ch &

Sel

ecti

on

Inte

rim

Sol

utio

ns

Tale

nt P

oolin

g

Inform

ation &

Risk Se

curit

y

Network

Secu

rity

Penetr

ation Te

st

Archite

cture

Development

Infrastructure

BI & Analytics

ERP / CRM

Mobile

Tech

nolo

gy

HR & Ta

lent

Man

agem

ent

Procurement & Supply Chain

Change &

Project

Management

Digital

Marketing &

Com

munications

Public Se

ctor

Cyber Security

Senior Appointments

With offices covering the UK, Asia and the Middle East, a history going back over a quarter of a century and some of the most long-standing client relationships in the recruitment industry, McGregor Boyall Associates can justifiably claim a position as a market leader in the delivery of high quality recruitment services.

We provide permanent and contract/interim professionals, delivering people with the essential experience and skills to help organisations achieve their business objectives and increase performance.

Our Sectors

London Dubai SingaporeEdinburgh Manchester Reading

3

What makes us so good?

Why McGregor Boyall?

Put simply – it’s because we care. We care about the people whose careers we influence and guide. We care about the organisations those people engage with and work for. We care about the service that our customers, clients and candidates alike, receive. We care about the recruitment experience that we help our clients deliver. We care about the recruitment industry and the way it is perceived. Last but far from least, we care about our employees, their families, their lives; without their happiness our customers would not receive the exceptional service for which we are renowned.

How do we do this?

But it’s not just about caring. It is about process, rigour, innovation, technology and hard work.

At McGregor Boyall we have developed a number of systems and tools that allow us to provide the best in class service that we’ve been delivering since 1987, and will be delivering long after today’s ‘latest thing’ has become legacy technology and process.

HR DirectorGlobal Telecoms Company

Security ConsultantRetail

“I have worked with McGregor Boyall for several years now. McGregor Boyall has always provided a high level calibre of candidates within our Digital, IT and SAP areas. They are

able to provide CV’s quickly; proficient in managing their candidates, setting up interviews, providing feedback and completing the on-boarding process. They bring a positive attitude towards client care and are professional in their approach. McGregor

Boyall fully engages with us to create a strong longstanding working relationship. For the past 2 years McGregor Boyall has been one of our top UK suppliers.”

“This experience would entice me to stay in contact with McGregor Boyall and for any future career moves.”

“McGregor Boyall were a great help and have a very high ability in knowing what is needed. The best company I have come across. Will definitely contact them for my next

move.”

93%of our clients would

strongly recommend us

79%of our business is

repeat

96%of candidates state they

would work with us again

4

Community Engagement

HR & The Digital Age

June 2015

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Discovering HR Talent

0207 422 9000

www.mcgregor-boyall.com

[email protected]

er, HR Business Partner, Head of Change & OD, Compe

ared Service Manager, People transformation speciali

ourcing, Reward Specialist, Diversity & Inclusion con

& OD, Compensation & Benefits Manager, HR Systems

ion specialist, HRIS, Specialist, Graduate Recruiter, H

lusion consultant, Employee relations consultant, Tal

pecialist, Diversity & Inclusion consultant, Employee relat

on & Benefits Manager, HR Systems Implementation Consu

HRIS, Specialist, Graduate Recruiter, HR Advisor, HR Direct

nsultant, Employee relations consultant, Talent acquisitio

ms Implementation Consultant, HR Manager, Head of Lear

ruiter, HR Advisor, HR Director, Talent Management specia

onsultant, Talent acquisition manager, HR Business Partne

HR Manager, Head of Learning , HR Shared Service Manag

Talent Management specialist, Head of Resourcing, Reward

ager, HR Business Partner, Head of Change & OD, Compens

Shared Service Manager, People transformation specialist,

Resourcing, Reward Specialist, Diversity & Inclusion consul

e & OD, Compensation & Benefits Manager, HR Systems Im

mation specialist, HRIS, Specialist, Graduate Recruiter, HR A

nclusion consultant, Employee relations consultant, Talen

Market Insights

January 2016

mcgregor-boyall.com

London BusinessAnalytics Group

The London Business Analytics Group is a community data and analytics interest group, All

meetings are free of charge and open to all.Meetings usually start at 6:30pm. The talk and Q&A last for one hour maximum and there is some

time for drinks, chat and networking afterwards. We meet about once a month on a weekday

evening at a central London venue.Join us at: http://www.meetup.com/London-Business-Analytics-Group/

ContactMarta GronowskaBusiness Intelligence [email protected]

Tel: +44 (0)20 7422 9208

160

140

120

100

80

60

40

20

0

mcgregor-boyall.com

What Technology Professionals value most in their current organisation:

2016

UK & Europe | The Middle East | Asia Pacific

Sector Analysis - Technology

48%

of technology candidates are likely to be looking for a new role in 2016

Technology

Most Valued Least Valued

Physical

Working

Environment

Culture Health

& Safety

Career

Progression

Holiday

EntitlementFlexible

Working

Learning &

DevelopmentBenefits

/ Perks

Remuneration Job

Security

Work-life

Balance

Work life balance and the opportunity for a new challenge were cited as the key reason for Technology Professionals to move to a new opportunity in 2016. Location and the daily commute were also cited as influencing factors.

54% of Technology Professionals said they are unlikely to consider a complete career change, with 52% saying they would not consider relocating for a new role. 29% cited that they would be likely to relocate with as little as 26% saying they would be very likely to consider a complete career change.

The marketplace has moved on from one of recovery and into one that includes a fair

amount of optimism and increased spend to achieve growth and improved performance. There is increased confidence which has led to recruitment being top of the business agenda and stiff competition for the best talent.

At McGregor Boyall we have experienced an increase in demand for technology skills at all levels across nearly all industry sectors from junior first job through to the most senior and experienced of executives, both for permanent hires and professional interims. In general salaries are improving across the board, but with some specific areas of significant increase in areas such as; Cyber & Information Security, Digital Transformation, ERP, Project & Programme Management and Senior Leadership talent to design and deliver fresh IT and Business Strategy.

Neil PriceHead of Practice - Leadership Appointments McGregor Boyall

Overview

A Valued Partner

In order to provide true value to our customers, it is essential for a recruitment firm to be embedded in its market. Only in this way can an organisation get close enough to professionals within an industry to understand the needs and desires of both employees and employers in order to bring them together in the symbolic partnerships that we all strive for. McGregor Boyall have undertaken a number of initiatives to achieve this level of involvement.

Events and Round Tables

We understand the importance of networking in our industry, therefore run regular events and roundtables to encourage discussion, the sharing of ideas, experiences and best practice. If you’re interested in getting involved then please get in touch.

London Business Analytics Group

We host the London Business Analytics Group and we meet up regularly to discuss a variety of topics around Big Data, Machine Learning and Data Analytics. Our network currently has 3,200 people and is growing.

Surveys

You cannot know what is most important to a sector of a population unless you ask them. Recent examples of when McGregor Boyall has done just that are our FS Digital Survey, HR & the Digital Age Survey and our latest Market Insights.

Thought Leadership

To truly engage with a community and add value to it a business needs to contribute ideas and opinions. They also need to be prepared for people to challenge those things in open debate.

Our well-researched and informative Thought Leadership pieces are designed to do just that. Wherever those conversations occur, whether in the workplace between peers or outside it through social media, debating the issues within an industry or sector is a healthy means to allow businesses and individuals to develop and grow.

5

Market Data

Intelligence and Analytics

Since the birth of the recruitment industry, companies have looked to recruiters to give them useful information on the market for prospective employees, often to be rewarded by little more than a gut feeling or limited anecdotal ‘evidence.’

As a result of our partnership with Innovantage, McGregor Boyall is in a position to provide relevant, useful and reliable market information to inform an organisation’s hiring decisions. Our access to data concerning salaries, skills, geographies and trends, contextualised by the real-time knowledge gained by our subject matter expert consultants, allows us toshare truly informative reports with our client partners.

You want to know who is hiring, where the candidates are, how many there are in your area and what they will cost you? Should you be hiring of head office or a regional office? You’re considering a change of technology stack but need to know whether you can attract the right kind of techies locally? Hire new or develop your own people? We can help you to make those decisions from a position of knowledge.

“I was impressed by the quality and range of data McGregor Boyall provided, in fact it helped while preparing my 2016/17 hiring plans”

Group CIO Multinational Professional Services Firm

60%

50%

40%

30%

20%

10%

0Introduction of

flexible working

hours

Organised staff

socials / networking

events

Reviewed training /

development

plans

Virtual desktops -

Ability to log on from

anywhere

Reviewed

benefits package

Introduced Skype

/ Instant Messaging

Services

Offered time off for

charity work

BYOD - Bring

your own device

mcgregor-boyall.com

Engage and Adapt

62% of respondents rated levels of employee engagement

within their organisation as good or excellent, with the highest

number of excellent ratings coming from the Technology / Media

/ Telecoms sector. Interestingly, it was companies with fewer than

50 staff and those with more than 500 staff that felt they had

the most engaged employees, with room for improvement for

organisations in between.

We are now seeing up to 5 generations in the work place for the first time. How have you adapted / plan to

adapt to cater for the multi-generational work force?

A Forward Look

Despite evolving employee preferences and expectations,

many companies have workplace policies that have failed to

mature alongside their employees. Therefore it is encouraging

to see a shift away from these outdated practices with more

and more companies offering flexible working and virtual

desktops to allow their employees to connect from anywhere.

54% of respondents across all sectors feel that salaries will be

on the increase in 2016. However 40% of respondents feel there

will be no change, suggesting that while the outlook for 2016 is

generally positive, current market conditions mean businesses

are still being cautious when it comes to remuneration, and with

candidate confidence growing businesses will have to find more

innovative ways to attract and retain the top talent.

Impact of current market conditions on salaries for 2016

54%40%

6%

Increase in

base salary

Decrease in

base salary

No Change

HR & The Digital Age

June 2015

Generalist HR

HR Director 80,000 150,000 300,000

Head of HR 70,000 90,000 130,000

HR Business Partner 60,000 90,000 120,000

HR Manager 45,000 55,000 65,000

HR Advisor 30,000 40,000 50,000

HR Admin 20,000 28,000 35,000

HR Shared Services

Head of 60,000 80,000 100,000

Manager 40,000 55,000 70,000

Advisor 25,000 35,000 45,000

L&D/Talent Management

Director 80,000 120,000 150,000

Manager 40,000 65,000 80,000

Advisor 30,000 40,000 45,000

Admin 20,000 28,000 35,000

HR Change/ OD/Transformation

Head of 80,000 100,000 180,000

Consultant 50,000 80,000 110,000

Compensation & Benefits/Reward

Director 80,000 120,000 150,000

Head of 70,000 90,000 110,000

Manager 50,000 70,000 80,000

HR Director 50,000 40,000 130,000

Head of HR 80,000 120,000 150,000


Director 50,000 40,000 130,000

Head of 150,000 150,000 150,000

HR Advisor 30,000 120,000 130,000

HR Director 150,000 150,000 150,000

Head of HR 50,000 120,000 100,000

HR Advisor 50,000 70,000 130,000

Head of 80,000 120,000 150,000

Director 30,000 70,000 100,000


HR Director 30,000 70,000 100,000

Head of HR 150,000 150,000 150,000

Permanent (£ per year)

Role

HR & TALENT

London & The South East Junior (1-2 years) Mid (2-5 years) Senior (5 years plus)

Generalist HR

HR Director80,000

150,000300,000

Head of HR70,000

90,000130,000

HR Business Partner60,000

90,000120,000

HR Manager45,000

55,00065,000

HR Advisor30,000

40,00050,000

HR Admin 20,000

28,00035,000

HR Shared Services

Head of

60,00080,000

100,000

Manager40,000

55,00070,000

Advisor

25,00035,000

45,000

L&D/Talent Management

Director

80,000120,000

150,000

Manager40,000

65,00080,000

Advisor

30,00040,000

45,000

Admin

20,00028,000

35,000

HR Change/ OD/Transformation Head of

80,000100,000

180,000

Consultant50,000

80,000110,000

Compensation & Benefits/RewardDirector

80,000120,000

150,000

Head of

70,00090,000

110,000

Manager50,000

70,00080,000

HR Director50,000

40,000130,000

Head of HR80,000

120,000150,000


70,000100,000

Director

50,00040,000

130,000

Head of

150,000150,000

150,000

HR Advisor30,000

120,000130,000

HR Director150,000

150,000150,000

Head of HR50,000

120,000100,000

HR Advisor50,000

70,000130,000

Head of

80,000120,000

150,000

Director

30,00070,000

100,000


120,000130,000

HR Director30,000

70,000100,000

Head of HR150,000

150,000150,000

Permanent (£ per year)Role

CYBER SECURITY

London & The South East Junior (1-2 years) Mid (2-5 years) Senior (5 years plus)

6

Candidate AttractionSo you know the skills exist, how much they should cost, and where they are, but how do you reach them?

Working the network

Our consultant population are aligned in technical disciplines. This allows them to gain a greater under-standing of the motivations and desires of the people within the potential candidate market. Importantly, it also allows them to know what a ‘good’ candidate looks like.

Our recruiters are dedicated to building up personal networks of the talented people within their specific market. This means they go where the candidates are – MeetUp Groups, networking events, seminars, professional social networks. And all the popular job boards of course.

Employer Brand

We know how important this is to a business. Market-ers know that it takes a long time to build a brand and seconds to ruin it, and that applies to your employer brand as much as any other. With our wealth of experience we can work with you to understand how your brand is perceived in the market. Through surveying the candidates that go through your process, particularly the ones that aren’t ultimately

successful, we can feedback and advise on the experience they receive and how it can be improved.

Talent Mapping

Is an integral part of your strategic workforce planning and business success. Effective planning saves time, money, and manages risk for the future. We can support you to integrate mapping/pipelining seamlessly into your people and business strategy. We can offer support across the following areas;

> Succession planning> Diversity planning> Growth & building capability> Business continuity> Brand/perception management

Branded Advertising

GitHub

Cyber Security Jobs Security Cleared Jobs

88%more candidates will respond to branded

advertising

7

4 Dimensional AssessmentQuality over Quantity

The quality of our candidates is as important to us as it is to our clients. The better the overall quality the less time it takes for you to make the key hires that drive your business forward. Sometimes CV review and interview time is at a premium within an organisation; sometimes you may not even have the technical skills in-house to make an effective hiring decision. That’s why McGregor Boyall has developed our 4D Assessment Offering, combining the science of assessing candidates in the areas of Technical Ability, Personality Profile & Professional Experience, contextualised by the Market Knowledge of our SME’s gained through years of experience.

Subject Matter Expert

With some of the most experienced recruitment consultants in the industry aligned in technical vertical markets, and with market-leading tools and processes to help them, our ability to perform a cultural and technical assessment is second to none.

In this age of increased communication and the hugeamounts of data available, we believe the most important part of any recruitment process can only be performed by a detailed understanding of both client and prospective employee.

“The benefits from our consultants meeting with and understanding the businesses they partner with cannot be underestimated. And it goes without saying that meeting candidates to truly understand their drivers, and whether they are aligned with the needs of your organisation, is part of the McGregor Boyall DNA.”

Sarah GreensmithBusiness Head

Technical

Professional

Subj

ect

Mat

ter

Expe

rt

Behavioural / Competency

8

Technical & ProfessionalTechnical

McGregor Boyall’s long-standing relationship with IKM has allowed us and our client partners to gain a better understanding of the technical strengths and weaknesses of potential employees. Established nearly 30 years ago, IKM provide innovative adaptive tests across a vast range of technical disciplines, old and new, such as C++, Java, Oracle Database, Microsoft SQL Server and Hadoop. The tests are adaptive so they stretch the delegate base out more than tradi-tional tests, allowing you to see the true gaps between the best and worst, and also differentiate effectively between the various levels of very good (or very bad!). The report also gives you a detailed breakdown of the areas of competency within a particular discipline.

Professional

SFIA gives individuals and organisations a common language to define skill, abilities and expertise in a consistent way. Clear language, avoiding technical jargon and acronyms, makes SFIA accessible to all, including Human Resources and Learning and Development professionals.

By defining core competencies as professional standards, SFIA helps organisations create roadmaps and development plans where both they and their employees can recognise a pathway to success and improvement.

And consistency means that SFIA works well for both large and small organisations: they share an approach, a vocabulary, and a focus on skills and capability.

With that in mind, we have partnered with Validate Skills, who have taken the SFIA Framework and created an online tool which enables us to offer a simple but effective assessment tool, by working with you to understand the key professional competencies for the role and building a test specific to your needs. This enables us to deliver a short list of suitably qualified candidates by using our 4 dimension assessment; our subject matter experts, professional competency assessment (SFIA), psychometric personality assessment and technical testing (where appropriate).

Define Requirements

Confirm Levels

Allocate Codes

Build Assessments

Deliver on-line

Analyse Results

9

Behavioural & CompetencyBehavioural/Competency Assessment

Behavioural and competency based assessment can often be confused by organisations. A behavioural assessment typically measures a candidate’s natural behavioural preferences within themselves i.e. an urge to work in a specific way. A competency based assessments measures a candidate’s skills and abilities and whether or not they are able to provide evidence on successful application of such skills.

McGregor Boyall is able to provide a behavioural assessment directly correlated with the candidate’s preferences in a workplace environment, in conjunction with our third party provider who has specifically adapted a behavioural assessment tool to measure this. In addition our highly skilled consultants conduct in-depth competency based interviews to assess the demonstration and evidence of a candidate’s application against certain competencies typically spanning 5 areas:

Individual – e.g: flexibility, risk taking personal integrity

Managerial – e.g: leadership, empowerment, strategic planning

Analytical – e.g: decision making, ability to interpret factual information

Interpersonal – e.g: communication, persuasiveness, teamwork

Motivational – e.g: achievement orientation, resilience, initiative

They can also work with clients to identify core competencies against which to measure for specific roles, to ensure the success in engaging the best candidate is optimised. These competencies can be those that replicate the company’s broad cultural values and/or can be specific to the role requirements. These are very successful in measuring the full remit of a candidates’ capabilities, instead of purely examining previous technical experience.

To ensure consistency, previously agreed indicators that are positive and negative for each competency will be agreed with the candidates by giving a mark of 1 to 4 in each competency.

The benefits of using this type of interview means that due to their structure and application, this type of interview reduces human bias and eliminates favouritism or discrimination, which in turn leads to an increased success of finding the right hire.

0

1

2

3

4

No evidence

Poor

Areas for concern

Satisfactory

Good to excellent

of competencies shown

little evidence of positive indicators, mostly negative

indicators

limited number of positive indicators, many negative

satisfactory display of positive indicators, some negative

but only small ones

strong display of positive indicators

10

Women In Technology, and Quality & DiversityChampioning Diversity with Women in Technology

Women in Technology is a commercial organisation (owned by McGregor Boyall) committed to assisting suitably qualified and experienced women in their search for career opportunities in Information Technology. Women in Technology comprises a job board that is dedicated to advertising positions (either directly or via the Women in Technology recruitment team) within organisations that have an explicit commitment to increasing the number of female technologists working for them, by placing diversity at the heart of recruitment and retention.

We believe unequivocally that a genuinely diverse talent base within an organisation constitutes a strong and sustainable corporate asset. Women in Technology’s strategic goal is to support that belief with practical, effective and commercially self-sustaining action. We can help you organise specific events or help organisations promote key messages via our established networks across LinkedIn, Twitter and Facebook.

A focus on quality has always enjoyed a critical position at the heart of McGregor Boyall’s service offering.

Accompanying our commitment to ethical business practices, the firm’s key policy commitment is to quality. McGregor Boyall has therefore chosen to promote quality as the key organising principle of its operations by gaining ISO accreditation BS EN ISO 9001: 2008. Since then we have been audited by a member of the British Standards Institution on an annual basis and have been awarded continued accreditation. Our Pride in Quality programme includes:

> Quality Management System for client satisfaction

> Post-Assignment Quality Surveys

> Recruitment Assignment Performance Reviews

> Continuous Consultant Performance Measurement

Additionally, McGregor Boyall operates a comprehensive Diversity & Inclusion Policy that states that everyone shall be treated equally, irrespective of gender, marital status, age, disability, sexual orientation, colour, religion, ethnicity or national origin.

All applications for employment are managed on an individual basis and the grounds for selection are based purely on a candidate’s skills, qualifications and aptitude. Our best endeavours are made to ensure that this is applicable to every applicant and regular monitoring is performed throughout the recruitment process.

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Contact UsLondon

Sarah Greensmith

Email: [email protected]

Call: +44 (0)20 7422 9041

Visit: 114 Middlesex Street, London, E1 7JH

Edinburgh

Steven TierneyEmail: [email protected]

Call: +44 (0)131 306 0046

Visit: Exchange Place 2, 5 Semple Street, Edinburgh, EH3 8BL

Manchester

Rob RileyEmail: [email protected]

Call: +44 (0)161 830 2122

Visit: Centurion House, 129 Deansgate, Manchester, M3 3WR

Reading

Al Brown

Email: [email protected]

Call: +44 (0) 118 334 0420

Visit: 450 Brook Drive, Green Park, Reading, RG2 6UU

Singapore

Jon NealeEmail: [email protected]

Call: +65 6394 7094

Visit: Office 18-02, One Finlayson Green, Singapore 049246

Dubai

Richard LettEmail: [email protected]

Call: +971 (0) 4377 0609

Visit: Office 513, Liberty House, Dubai International

Finance Centre, PO Box 506635, DIFC

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