TMP Feed

TMP's Rebecca Stevens to be co-Dean of the 2011 Association of Business Psychologists conference

17th May 2010: TMP Worldwide’s Rebecca Stevens has volunteered and been successfully crowned co-Dean of the 2011 Association of Business Psychologists conference. The conference runs from 5th – 7th May 2011 and Rebecca will be working alongside Lylie Fitzpatrick, an independent business psychologist who is also conference co-Dean.

The Association of Business Psychologists (ABP) is the leading professional body representing business psychology by actively championing the benefits of the use of psychology in the workplace & by bringing together a community of practitioners and academics. The 2010 annual conference attracted over 150 delegates with speakers from employers and assessment practitioners including TMP Worldwide.

Rebecca is a Senior Consultant in the Assessment Services team at TMP Worldwide Rebecca’s role as co-Dean of the ABP conference 2011 means responsibility co-organising the whole conference. Rebecca comments “It’s a real honour to be the co-Dean of the ABP conference 2011. The 2010 event highlighted how business psychology truly adds value in organisations and had a fantastic entertainment programme. I’m looking forward to getting stuck into the organisation for next year already.”

ENDS

Contact:
Sophie Dalton
TMP Worldwide
Sophie.dalton@tmpw.co.uk
020 7268 9155

About TMP Worldwide (www.tmpw.co.uk)
TMP Worldwide in the UK & Ireland provides recruitment advertising and manages the process of hiring from everyday roles through to senior positions. Its end-to-end solutions provide a pain free way to get the best candidates onboard, designing and delivering everything critical for the hiring process from job profiling, employer branding, careers website design and media buying to candidate management and assessment services.

TMP Worldwide is one of the largest organisations of its kind, with seven offices across the UK & Ireland and it works as part of a global network which enables it to provide a tailored service on both a local, national and global level. Its creative approach to recruitment communications means it has won multiple-awards for its campaigns across the private and public sector.

TMP Worldwide’s Neil Harrison presents the plenary session at this year’s gradireland Graduate Employers Conference

13th May 2010: Neil Harrison, Head of Planning and Research at TMP Worldwide (TMP), regularly presents at the Targetjobs Breakfast News events in London. Neil will be presenting TMP’s student research at the plenary session at this year’s gradireland Graduate Employers Conference on the effects of the recession on graduate attitudes and their perceptions of graduate employer brands.

Around 200 graduate employers and third-level careers advisers are expected to attend Ireland's fourth annual gradireland Graduate Employers Conference at the Burlington Hotel in Dublin, organised jointly by GTI Ireland and Graduate Careers Ireland, the professional association of third-level careers services in Ireland.

This year's Conference will take place on Thursday 20 May from 10.00 am to 5.30 pm at the Burlington Hotel, Dublin, and will be followed by the gala gradireland Graduate Recruitment Awards dinner.

Neil Harrison, head of Research and Planning at TMP says; “A campus brand is not the same brand it was in 2009. The recession has seen to that. No employer and no market sector will be viewed outside the context of the downturn and what changes it has wrought.

This generation of students have not lived through a recession before and have only the vaguest idea about what such economic times mean to recruitment, careers and employment. They are looking at graduate employers for some form of guidance and direction. They want you to acknowledge the fact that the recession has happened, how you have responded and what this means for them and their careers.”

Neil Harrison, Jayne Cullen, Head of Graduate Solutions at TMP, and the TMP Dublin team will be available at the TMP Worldwide stand at the conference.

The whitepaper on Campus brands post recession can be requested via the TMP website.

ENDS

Contact:
Sophie Dalton
TMP Worldwide
Sophie.dalton@tmpw.co.uk
020 7268 9155

New year, new brand. Introducing TMPMAGNET.

11th January 2010: Building on its reputation for innovation, passion and highly effective direct response advertising, TMP Directional Marketing has rebranded to TMPMAGNET. The rebrand to TMPMAGNET reflects the agency’s broad expertise in creating the best search, directory, affiliate and emerging media campaigns which attract purchasing customers to brands.

Matt Richards, General Manager of TMPMAGNET comments, “Over the last two years we have reinforced our position and reputation as one of the leading direct response advertising agencies in the UK. We have grown significantly year on year and attracted an exciting range of new clients. During this time we have been fully aware that the breadth of our expertise, as well as the media landscape, have been changing radically. The agency’s old name rooted us in traditional direct response advertising, which although still a key area of expertise for us, does not reflect our integrated approach or the range of services we offer.”

“TMPMAGNET’S approach is entirely media neutral. Putting the customer and their media habits at the heart of the plan, we build an integrated advertising campaign. For our clients this means more customers attracted to their brand, more cost efficiently than ever before. Our new tagline: TMPMAGNET - attracting customers to you – reflects the breadth, power and uniqueness of our offer.”

Creative Director, Craig Robinson at TMP Worldwide who developed the TMPMAGNET identity says “The brand identity TMPMAGNET is a clear metaphor for attraction and connection, for a magnet’s power is undisputed. It’s something you can completely rely on to get the job done. In these uncertain times and as increasingly new media is added into the equation, this is just the reassurance that customers need and exactly what they’ll get from the TMPMAGNET team.”

ENDS

Contact:
Sophie Shilling
TMP Worldwide 020 74063409
Sophie.shilling@tmpw.co.uk

About TMPMAGNET (www.tmpmagnet.co.uk)
TMPMAGNET is one of the UK’s leading direct response advertising agencies.
TMPMAGNET plan, manage and optimise media campaigns designed to attract purchasing customers to a clients’ brand or service. With their unparalleled experience in search, directory, affiliate and emerging media, and backed by the most sophisticated planning technology around, they ensure that a brand has the right presence, in the right place, at the right time.

TMPMAGNET take a media neutral approach to strategic planning, placing customers at the heart of any search and building media plans around their habits (be they digital, print or mobile focused).

Most importantly, TMPMAGNET are rigorously focused on ROI, so whether it’s online or offline media they recommend, TMPMAGNET know it’s your bottom line which counts.

Midlands Recruitment Society launch event sponsored by TMP Worldwide

30th March 2010: Last week saw the first Midlands Recruitment Society Forum take place in Birmingham. Long the preserve of London and the south, this event represents the initial throws of a drive to broaden the reach, audience and benefits of the Recruitment Society across the UK.

In conjunction with TMP Worldwide and the IET, who provided the venue, the Recruitment Society hosted over 40 guests from across the recruitment sector, with both suppliers and clients represented, in what was a highly interesting and enjoyable evening.

The panel included; Geoff Newman MD at Recruitment Genius, Tom Marsden Director of Professional Services at AMS, Jerry Collier RPO expert (Kinexa, AMS), Jon Hull Head of Resourcing at RS Components, Richard Ward Partner Manager at LinkedIn, Jon Porter MD at TMP Worldwide and Chris O’Brien Consultant at Enhance Media.

The topic of the panel debate was; “Beyond social resourcing. What next for the recruitment market?”

Steve Huxham, Chairman of the Recruitment Society, led the introductions and the ensuing debate with a panel of distinguished “futurologists” bringing their expert knowledge and experience from across the sector on the $6m question: the future of recruitment – what next?”

Highlights of the panel and audience discussion:

It is essential for organisations to try out new and innovative routes to market where they can
The need to start with an understanding of the target audience(s), and then deploy appropriate channels (including social media) where appropriate
The importance of measuring all the results to see what works, not clicks, but through real success in actually hiring the right person
That any tool that helps create and develop relationships with candidates (and employers), including overcoming preconceptions, can be seen as good
Social media is highly useful in helping potential candidates gain a better understanding of the company and its culture
One recruiter has had significant success through the use of LinkedIn for certain roles – already he has hired several people through this leading Business Networking site at approx. £1,000 per hire – significantly lower than other channels especially agencies
Most people’s online journeys now begin with either Google or Social Media so it is crucial that recruiters develop their strategy for these channels to maximise effectiveness
With social media and user generated content, organisations have significantly less control over their brands and it is vital that tools and practices are deployed to monitor and manage their reputations
The importance of a direct resourcing approach, where a hiring organisation utilities a range of channels to attract the target audience(s) directly to its brand
How internal engagement with your employees is key for the future. Successful engagement will improve retention (especially post-recession), performance, referrals and your online reputation with employees acting as brand advocators
The importance of research and a scientific approach to recruitment for a robust foundation and greater chance
Deployed successfully, a strong social media presence will also help your Search Engine Optimisation (SEO), your Google ranking, and ultimately enhance your brand and direct resourcing ROI

The panel’s predictions for the next 12 months did not show seismic change, but instead focused on organisations’ needs to use research, robust process and accurate measurement to optimise available channels and performance.

The one area the panel saw as possibly having a significant impact was that of mobile phone, referencing Nokia’s “clickable world” with users navigating real world media with the mobile phone acting as the mouse, and the advent of QR codes and other approaches to engage with users.

Steve Huxham then thanked both the panel and the audience for coming and contributing to an interesting and lively forum, and most attendees were able to stay on for the second part of the evening – networking and some further discussion on the future of recruitment over a drink or two.

The next forum is planned for May/June, and anyone interested in attending or suggesting a topic is encouraged to contact Steve Huxham or Charles Hardy (TMP Worldwide).

ENDS

Contact:
Sophie Dalton
TMP Worldwide
Sophie.dalton@tmpw.co.uk
020 7268 9155

TMP launches Generation Y research at Targetjobs Breakfast News

TMP Worldwide are delighted to sponsor Breakfast News for the 3rd year running. This month's breakfast event for senior graduate recruiters was held at Rhodes W1, London on 22nd April.

As well as the usual cooked breakfast (and this time a continental option) guests enjoyed presentations from Carl Gilleard, Chairman of the AGR, Bryan Finn from Business Economics, TMP's Neil Harrison who analysed the impact the recession has had on Gen Y and their behaviours and guest speaker Dr Paul Redmond.

The presentations can be downloaded here.

A whitepaper of Neil Harrison's Generation Y research will be available shortly.

Targetjobs Breakfast News is an invitation only event for senior graduate recruiters. To request an invitation for future events please email sophie.dalton@tmpw.co.uk

TMP Worldwide shortlisted for 3 South West Contact Centre Awards

13th May 2010: TMP Worldwide (TMP) has been shortlisted for three awards at the South West Contact Centre Awards 2010. TMP is no stranger to award wins for recruitment advertising, but now the candidate management part of the business could soon be celebrating.

TMP’s contact centre based in Bristol was opened by the Mayor of Bristol in 2008. The contact centre manages over 250 000 applications a year in response to TMP’s clients’ recruitment campaigns.

TMP’s Best Outsourced Partnership award nomination is for the successful partnership TMP have with the NHS. A multi-disciplined TMP team worked in conjunction with the NHS to handle applications to three NHS Leadership recruitment campaigns.

The campaigns attracted a combined total of 17,233 applicants and resulted in 190 job offers being made. The resourcing activities carried out by TMP included; application sifting, inviting eligible candidates to complete online tests, interviews and assessment centres, providing online testing support via the telephone, sending SMS text message reminders at interview and assessment centre stages ,interview and assessment centre scheduling and final offer information management. This year’s campaigns were completed both on time and within budget for the NHS.

TMP’s Support Team of the Year nomination is for the TMP Campaign Integration Team. The team was created in order to ensure the seamless implementation of all new campaigns into the new TMP Bristol contact centre, whilst also delivering against two TMP business objectives; to exceed EBITA contribution and to deliver the best-in-class bespoke and branded candidate and client experience.

The team significantly improved the operational processing of candidates by automating the progression of candidates through the recruitment process and the integration of the ATS with third party test providers.

TMP’s Agent of the Year award nomination is for Joe Mongon, Resource Coordinator at TMP. Joe’s role is to provide a first-class service to candidates and clients through the accurate processing of applications received by a range of media including the telephone and online, offering a seamless candidate experience tailoring each transaction in line with the client’s core brand and agreed process.

Joe has been with TMP as a Resource Coordinator for 18 months, joining the Bristol contact centre at its inception in September 2008. Since joining TMP, Joe has played a pivotal role working on campaigns for high profile employer brands. He has supported a broad range of recruitment campaigns on their behalf including graduate, experienced hires, apprentices and contact centre recruitment.

Angela Yates, Director of Resourcing Solutions at TMP Worldwide comments “We are delighted for the whole TMP team and for Joe Mongon to get to this stage of the South West Contact Centre Awards 2010. This level of recognition for TMP’s candidate management work is testimony to what a dedicated and skilled team we have. We are thoroughly looking forward to the awards dinner and certainly hope to be celebrating a win or three.”

ENDS

Contact:
Sophie Dalton
TMP Worldwide
Sophie.dalton@tmpw.co.uk
020 7268 9155

TMP Worldwide shines at South West Contact Centre Awards

25th June 2010: TMP Worldwide’s (TMP’s) Joe Mongon has won the Agent of the Year award at the South West Contact Centre Awards 2010.

The South West Contact Centre awards were set up to recognise and reward the contributions made by individuals and organisations as they continuously strive to achieve excellence in contact centre work.

Joe Mongon, Agent of the Year award winner, is a Resource Coordinator at TMP. He provides a first-class service to candidates and TMP’s clients through the accurate processing of job applications received by telephone and online. Joe ensures a seamless candidate experience ensuring that each transaction is in line with the client’s core brand and agreed recruitment process.

Angela Yates, Director of Resourcing Solutions at TMP Worldwide comments “TMP are renowned for producing outstanding creative recruitment marketing materials and over the years we have won many prestigious awards. Last night’s victory clearly demonstrates that TMP’s capability has now successfully extended into the provision of fully outsourced recruitment services. On a personal level I am extremely proud of all the finalists who have worked relentlessly since joining the business in 2008. I would like to extend my thanks for the fantastic work they continue to produce.”

TMP were also finalists for the Best Outsourced Partnership award and the Campaign Integration award.

ENDS

Contact:
Sophie Dalton
TMP Worldwide
Sophie.dalton@tmpw.co.uk
020 7268 9155

TMP's Jon Porter joins the debate

What's next for resourcing?

TMP's Jon Porter, MD, is a panel member on The Recruitment Society's big debate on what's next for social resourcing.

Jon will talk about the use of social media, new technology and media and how it can be successfully employed in the resourcing process to help hire the best candidates.

For more information on the event please see

http://www.ri5.co.uk/site/news/article/beyond-social-resourcing--what-next/

Has the milkround gone sour?

22 September 2010: In a time when most organisations feel that one of the main channels to appeal to and communicate with students is via technology – TMP Worldwide ask just under 1000 students, who will be finalists this year, how they rate the effectiveness of face to face communication by graduate recruiting organisations on campus. In the following months up to Christmas, recruiters are actively promoting their careers to students at University campuses across the UK.

Now, new research conducted by TMP Worldwide called ‘Has the milkround gone sour?’, shows a real vote of confidence from students in the value of graduate recruiters’ presence on campus both in terms of stands at fairs and the more formal employer presentations. The research found 88% of finalist students surveyed were likely to attend a fair during the autumn term and 66% using the experience to help them decide which organisation to apply to.

Many students are taking the opportunity to meet graduate recruiters very seriously with just under 30% making a shortlist of employers to meet. Around 20% of students also prepare lists of key questions and do research prior to the fair or employer presentation to get the most out of their face to face time with employers. Nearly 80% of students agreed with the statement ‘you can pick up so much more about the culture and ambition of an organisation in a short conversation than you can in endless internet searches’.

Students’ needs from these fairs are fairly straight forward and they do appear to be quite open-minded about what to expect from employers:

Nearly 60% of students will be put off an employer if the people on the stand appear to be disinterested
56% of students do not want to be directed to a website when they come to the stand
Over 45% were keen to meet graduate trainees rather than senior managers or the recruitment team to get a sense of what the organisation was like to work for
Nearly a third of students just wanted an accurate sense of what it’s like to work for the organisation and details about the schemes available
Students that have enquired at an employer’s stand do expect a follow up with 66% citing the receipt of a personalised email as a preference

Although the research does show many students are keen to follow up with employers from their shortlists, they can be swayed to visit an employer stand on the day of a career fair if it is imaginative and interesting. Over 90% of the finalists surveyed said they would visit an employer they had not considered in their career planning in this way.

Neil Harrison, Director of Research and Planning for TMP Worldwide, comments: “Even though it is clear that students find the opportunity to meet employers face to face, many students are not too sure how to make the most of these events. Employers have the opportunity through their other student channels to really drive interest and capitalise on their on-campus investment. Students are digital natives but still appreciate the personal touch.”

Confusion on how to get the best from employer presentation is evident from the students’ responses. Well over 90% were not sure what a typical employer presentation consisted of, but 36% would attend a presentation from an organisation they felt had a good reputation.

The most crucial finding for employers from this research is that students do embrace the opportunity to meet organisations and it will inform their career decisions; so be sure to invigorate your employer brand on campus as doing a bad job will put off students who may have you on their shortlist from their internet research.

Ends

Contact:
Heather Nickson
Marketing Manager
Tel: 0207 268 9088
heather.nickson@tmpw.co.uk

About the research
TMP Worldwide conducted the research with 915 final year students on the TARGET jobs database. The respondents are 45% male and 55% female. 30% are from an ethnic minority background. 73% are aged 21 and under. 85% are expected to achieve a 2:1. 57% attending an ‘old’ university.

About TMP Worldwide (www.tmpw.co.uk)
TMP Worldwide in the UK & Ireland provides recruitment advertising and manages the process of hiring from everyday roles through to senior positions. Its end-to-end solutions provide a pain free way to get the best candidates onboard, designing and delivering everything critical for the hiring process from job profiling, employer branding, careers website design and media buying to candidate management and assessment services.

Building Futures Together, an employer brand for Barratt Developments PLC

Background
Since the 1950s, Barratt Developments PLC has built over 300,000 houses, becoming one of Britain’s largest and best known homebuilders. Employing in excess of 4,000 people in locations across the United Kingdom, the company’s well known brands include Barratt Homes, David Wilson Homes, Ward Homes and Wilson Bowden Developments. This year, it was the first major housebuilder ever to be awarded 5 Star Housebuilder status by the Home Builders Federation.

Barratt Developments PLC has also been working hard to engage with its employees, to demonstrate their importance to the future of the company and detail the direction it’s going in. The company understands that it is on a journey - and that this journey needs a vehicle. Hence the importance of a Barratt Developments PLC employer brand.

Challenge
The brief was to support a major business programme by creating a robust employer brand from scratch. The communication outputs from this would need to cover everything from external and internal employee communications, through to stationery and templates. All of this was to be delivered within a very short timescale.

Solution
Forming a very close partnership with the HR and marketing functions at Barratt Developments PLC, TMP worked to establish an Employee Value Proposition (EVP), extensive guidelines, and materials covering both internal and external communications. The EVP was based on the outputs from an overarching research project that the company had already completed. The research focused on its employees, suppliers and customers.

From the original research came a new vision and associated values, as well as the positioning strapline: ‘Building Futures Together’ which focused on sustainability and partnerships. This was followed by a new ‘framework for development’ which essentially evaluated each role and redefined the competencies and behaviours needed to deliver the vision.

As well as creating an EVP to provide a solid employment context and inform all future employment related creative materials, the company’s whole recruitment portfolio needed creating or re-designing to reflect ‘Building Futures Together’.

A creative campaign was designed to challenge perceptions and raise awareness of Barratt Developments PLC as a builder of careers. This led to the ‘This is the house that Jack built. This is the Jack that Barratt built’ campaign. The campaign used images from a photoshoot that we did with real employees, while using their case studies allowed us to tell authentic original stories.

Other deliverables included:

Advertising tool-kit.
Website. A completely new site including case studies, a self selection questionnaire, job search facilities and ATS Integration
Detailed guidelines to show exactly how the employer brand should be used
Internal communications and standard templates
Graduate recruitment tool-kit
Apprentice & School Leaver Brochure
Generic recruitment brochure
A bespoke booklet for staff to increase employee engagement and demonstrate their value to the organisation.

The results
The employer brand, new careers website and much of the associated activity was launched in March 2010. The internal launch was at the company’s annual leadership forum where the leadership team and key managers attended a full day to review results and better understand the brand. Feedback has been excellent and has exceeded expectations. To illustrate the success and impact the employer brand has meant for Barratt Developments PLC the following areas show real improvements in terms of quantifiable results.

Graduate intake
Recognising that recruitment would start late in the graduate season, a campaign was designed to concentrate on digital media and on-campus activity at 12 targeted universities. Suzie Chandler, Graduate Recruitment & Development Manager, reported that Barratt Developments PLC “topped 1,500 grad applications in just over a 3 week period - that’s 500 per week! We’ve never had that number of applications before, especially of such high quality.”

Branding campaign
To coincide with the launch of the new website and populate the Barratt Developments PLC talent pool, a national test and learn online campaign was launched in late March. Within 15 days, 583 qualified applications were received, with an additional 316 candidates registering their interest.

Engagement Survey
Now in its third year, the Survey itself was rebranded and, although full analysis is still taking place, Barratt Developments PLC has seen a response rate of 71% - almost double that of the response rate in 2008. The Engagement Index that Barratt Developments PLC are measuring success on (based on the percentage of responses across all surveys that scored 9-10) has also leapt up 69% since it was developed.

Jayne Mee, People and Customer Experience Director, Barratt Developments PLC appointed TMP to be the partner for building the Barratt Developments PLC Employer Brand. Jayne said that TMP very quickly got up to speed with the business and provided creative and pragmatic thinking in all that was developed with them. She said in particular, the partnership worked well as TMP were open to working collaboratively and being challenged. As this is the way they like to work in their organisation she said it was refreshing to work with people who have a similar approach. Jayne knew from the start that the timescales would be a tall order but said that TMP thrived on this and produced excellent work to enable the launch of the Employer Brand just five months after appointing them! Jayne continued saying that the look and feel of everything they now have, which can be seen through the very best website they could ever have asked for, has really encapsulated what they are all about. Jayne went on to say that they look forward to continuing to work with TMP and thanked TMP for setting them off on the right road!

ENDS

Contact:
Heather Nickson
TMP Worldwide
Heather.nickson@tmpw.co.uk 020 7268 9088

About TMP Worldwide (www.tmpw.co.uk)
TMP Worldwide in the UK & Ireland provides recruitment advertising and manages the process of hiring from everyday roles through to senior positions. Its end-to-end solutions provide a pain free way to get the best candidates onboard, designing and delivering everything critical for the hiring process from job profiling, employer branding, careers website design and media buying to candidate management and assessment services.
TMP Worldwide is one of the largest organisations of its kind, with seven offices across the UK & Ireland and it works as part of a global network which enables it to provide a tailored service on both a local, national and global level. Its creative approach to recruitment communications means it has won multiple-awards for its campaigns across the private and public sector.

TMP and Tribal Resourcing share the spoils at the 2011 RAD Awards

For 21 years, the RAD Awards have celebrated the very best of recruitment marketing. By honouring campaigns that demonstrate innovation, flair and effectiveness, the event has become a major date in the diary for both agencies and the HR community.

2011 was particularly a good year for us, seeing us pick up six awards on the night - more than any other agency. TMP Worldwide won three awards, while Tribal Resourcing also secured three gongs including, most notably, the Work of the Year Award.

TMP Worldwide's first award was for GCHQ in the Print Advertisement - Central Government category. The aim of this campaign - known as 'Flowers' - was to achieve a gender balance at all levels across the organisation. The judges praised it as a "challenging brief, executed in a clear and simple way."

The agency's second honour was in the Print Advertisement - General Public Sector category. The client in this instance was the Health Protection Agency, an organisation that plays an important role in recognising "invisible" threats such as infectious disease. Based around the line "What you can't see can't hurt you?" judges described the ad as "eye catching with a clear, fresh idea that leaps out at you."

The third TMP gong of the night was in the Digital Marketing category. This was for their Spotify campaign, a recruitment drive to hire digital creatives for their Manchester office that made clever use of playlists. "An excellent, innovative concept that displayed intelligence and creativity in abundance" according to the judges.

Tribal Resourcing meanwhile scored gold in the Print Advertisement - Local Government category for their 'Popcorn' ad. This creative ad was designed to attract foster parents for client Ealing Council. By focusing on the fun and excitement of fostering, it "avoided usual clichés with an innovative approach" according to the judges.

The agency then went on scoop two gongs - Best Audio/Visual Broadcast and the prestigious Work of the Year Award - for their Thames Valley Police recruitment video. This thrilling two-minute video saw force members pulling together and coordinating their actions to catch a burglar. "A very strong and brilliantly crafted piece of work," in the eyes of the judges, who described the results as "quite simply spine tingling."

TMP and Tribal announcement

TMP (UK) Ltd known as TMP Worldwide, a UK resourcing and communications business, has agreed the purchase of the advertising and e-solutions business from Tribal Resourcing, part of Tribal Group plc.

TMP Worldwide is a key player in the UK resourcing sector and sees the purchase of Tribal Resourcing’s advertising and e-solutions business as a fantastic opportunity to reinforce its position as a leading recruitment organisation both in the private and in the public sector. Not only does the acquired business complement TMP Worldwide’s current services in the public sector, it also brings business efficiencies and great strategic partnerships.

Andrew Wilkinson, CEO at TMP Worldwide, says: “This opportunity supports our strategy and determination to grow our resourcing partnerships with clients in both the private and public sector by delivering employer brand led, media and digital based solutions.

“The recruitment markets have been challenging during the recession but as we emerge we are investing in our business. This deal strengthens our resources and broadens our client base as we enter 2011."

Tribal Resourcing is one of the largest recruitment solutions providers to the UK public sector. Its services are based around the attraction, selection, development and retention of staff across its public sector client base.

Tribal will retain the executive search and selection, assessment and interim resourcing business and will work in partnership with TMP Worldwide to continue to provide integrated resourcing solutions to clients.

Julie Towers, Chief Executive of Tribal Resourcing, comments: “Tribal Resourcing has been a hugely successful business and has earned its place as the public sector recruitment market leader. I am really proud of what we’ve achieved but this sale is rightly supportive of the change of strategic direction for Tribal Group announced last year."

“Our remaining executive resourcing and re-organisation work will continue to support Tribal’s businesses in education, health and government and we look forward to working in partnership with TMP Worldwide to provide end to end resourcing services to the public sector.”

Ends

Notes to editors

About TMP Worldwide (www.tmpw.co.uk)

TMP Worldwide in the UK & Ireland provides employer brand focused recruitment marketing and manages the process of hiring from everyday roles through to senior positions. Its end-to-end solutions provide a pain free way to get the best candidates onboard, designing and delivering everything critical for the hiring process from job profiling, employer branding, careers website design and media buying to candidate management and assessment services.

TMP Worldwide is one of the largest UK organisations of its kind, with seven offices across the UK & Ireland.

Contact:
Heather Nickson
Marketing Manager
TMP Worldwide
Heather.Nickson@tmpw.co.uk
020 7268 9088

About Tribal

Tribal is a leading public sector services company.

We provide service delivery, advisory and technology solutions focused on improving the quality and effectiveness of public services in the UK and internationally. Tribal’s core markets are education, health and government.

Our people are sector experts and we work in partnership with a wide range of organisations including schools, colleges, hospitals, local authorities, housing associations and government departments.

Tribal has approximately 1,800 staff and our work spans 40 countries across the world. Our charity, the Tribal Foundation, supports sustainable projects in the UK and developing world and is principally funded by staff donations which are matched by Tribal. Our website is www.tribalgroup.com.

For further information please contact Gemma Wilkie, PR & Media Relations Manager at Tribal on 020 7323 7216 / gemma.wilkie@tribalgroup.com. Out of hours press line is 07776 495 864.

What do HR think about employer branding in 2011

7 April 2010: TMP Worldwide’s research findings show over 60% of HR professionals surveyed will be increasing their investment in employer branding in the next 12 months

TMP Worldwide carried out the research in March 2011 with 521 HR professionals to establish some key trends in their attitudes towards, and experience of, employer branding in 2011.

Over 90% of HR professionals interviewed agreed that as the economy picks up, the impact of their employer brand on their ability to increase recruitment will grow in importance. Reassuringly, over 70% of respondents said that they have a major focus over the next year in ensuring that their employer brand is best-in-class in their sector. With 60%, already monitoring the employer brands of key competitors.

A key focus of the research was to understand how those HR professionals who have invested in employer branding are measuring their success in terms of its positive impact on their organisation. Approximately 35% of respondents felt that employer branding had made a contribution to reducing employee turnover. And over 60% attributed an improvement in employee engagement in the last 12 months to employer branding. 65% agreed that employer branding had contributed to reducing their spend on third party recruitment providers.

The survey results suggest that there is an appetite amongst HR for more clarity over the measurement of the effectiveness and consistency of employer brand for both the delivery of employee and recruitment communications. For example, over 60% of respondents felt they did not deliver consistent brand messaging in their recruitment communications.

The top four challenges identified in the definition and the expression of an employer brand were: freeing up sufficient project time (27%), senior level buy-in (18%), securing sufficient budget (16%) and delivering branding messages consistently (14%).

Another key finding is that HR is still predominantly responsible for the employer brand with only 23% saying that senior executives had overriding responsibility and only 7% referred to marketing as having any responsibility. This shows a correlation with the assertion that senior level buy-in is an obstacle to effective employer branding.

In terms of the metrics cited as being used to measure the impact of the employer brand, most measurements are internally focused with only a quarter of respondents saying that the organisation’s performance is a key measure. The top scoring measure with over 50% indicated that employee opinion surveys are the top metric followed by engagement levels. The cost of hire and the time to hire are in 3rd and 4th place. 58% of respondents said that enhancing the employer brand as the employment market picks up is one of their top five organisational objectives.

The key insight from this research is that the competitive opportunity for engaging both candidates and employees has never been more important. The challenge for HR professionals is to engage a broader base of business stakeholders and create robust measures that are more externally focussed to truly understand the impact of their brand on talent and business performance.

“Over 60% of respondent’s from TMP’s survey felt employers recruitment communications were inconsistent. An employer’s digital brand reputation relies on their ability to consistently articulate the brand and, now more than ever, on candidates good will, conversation and advocacy. The need to listen, manage and respond to online sentiment has never been greater.” Says Frank Durrell, Head of Digital, TMP Worldwide

Ends

Notes to editors

Research Methodology

In March 2011, TMP (UK) Ltd engaged with 521 HR decision makers to establish their views around and experience of employer branding. Via an incentivised draw, participants were emailed and asked to complete an online survey.

About TMP Worldwide (www.tmpw.co.uk)

TMP Worldwide is one of the largest UK organisations of its kind, with seven offices across the UK & Ireland.

For further information please contact:

Heather Nickson

Marketing Manager

Tel: 0207 268 9088

heather.nickson@tmpw.co.uk

Essex County Council saves nearly £1.5million

It is a legal requirement for local authorities to pay to advertise public or statutory notices. However, advertising costs can be high which is why the council put the business out to tender.

The move forms part of Essex County Council’s drive to make more than £300 million of savings by 2012/2013 – the largest savings target in local government history – while still protecting vital frontline services. The council is half way to achieving the target set under the ambitious Transformation Programme, having now saved £150m through smarter working.

The council carried out the procurement exercise with media agency TMP Worldwide, which provided technical support and management of the review process.

Cllr Derrick Louis, Essex County Council’s cabinet member with responsibility for procurement, said: “This is a fantastic saving which shows innovation and a determination to get the best value for money for the people of Essex so we can continue to become more efficient and protect front line services.

Robert Peasnell, client director at TMP Worldwide, added: “We are aware that councils everywhere are looking to cut costs and we are delighted to have been able to support the Essex procurement team through this exercise and to achieve such significant savings.”

Ends

Notes to editors

About TMP Worldwide (www.tmpw.co.uk)

TMP Worldwide is one of the largest UK organisations of its kind, with seven offices across the UK & Ireland.

Contact:
Heather Nickson
Marketing Manager
TMP Worldwide
Heather.Nickson@tmpw.co.uk
020 7268 9088

TMP wins nine awards at the RBA 2011

TMP Worldwide proved their creative excellence to the industry last night at the Recruitment Business Awards 2011 as they won nine awards – three times as many as any other agency, including the Recruitment Advertising Agency of the Year Award. A further eleven commendations were also awarded to TMP.

The Recruitment Business Awards, in association with the Daily Telegraph, has been supporting and rewarding the industry for their creative works over the last seven years, and at its 8th awards ceremony held last night at the Ramada Jarvis Hotel in Manchester, it continued to do so.

After receiving twenty five nominations across the majority of the creative categories, TMP won the following nine awards and eleven commendations:

Awards:

Recruitment advertising agency of the year Award

Creative - Construction/technical/engineering/IT sector recruitment advert Award
for GCHQ: ‘Flowers’.

Creative - Ambient/special build Award
for Surrey County Council: ‘Find your place’ & Jaguar Land Rover: ‘JLR paint’.

Creative - Internal recruitment communications Award
for Surrey County Council: ‘Find your place’.

Creative – Digital marketing campaign Award
for Jaguar Land Rover: ‘Paint’.

Creative - Best integrated campaign Award
for Tesco Bank.

Creative – Innovation Award
for BT: ‘student stand’.

Creative – Student Recruitment Award
for BT: ‘student stand’.

Commendations:

Creative - Recruitment trade press advert Award
for Air Tanker: 'Pilots'.

Creative - Ambient/special build Award
for Lloyds Banking Group: 'Cash machine'.

Creative - Internal recruitment communications Award
for Lloyds Banking Group: 'Cash machine'.

Creative – Website Award
for Jaguar Land Rover.

Creative – Digital marketing campaign Award
for Thames Valley Police.

Creative – Use of social media Award
for The Army.

Creative – Art direction Award
for GCHQ: 'Flowers' & Air Tanker: 'Pilots'.

Creative – Illustration & photography Award
for Jaguar Land Rover.

Creative - Best integrated campaign Award
for Jaguar Land Rover: 'Paint'.

Creative employer brand Award
for Tesco Bank.

Andrew Wilkinson, CEO at TMP Worldwide said:

“To receive twenty five nominations across fourteen categories at the Recruitment Business Awards is a great achievement in itself, but to win nine awards, including the Recruitment Advertising Agency of the Year Award is testament to the great work and creativity we have brought to the resourcing industry”.

TMP Worldwide UK is an attraction, candidate sourcing and employer brand-led recruitment advertising agency that uses the latest technology, creativity and insight to provide end-to-end solutions for their clients in order to recruit the best candidates with a clear and consistent employer-branded experience every step of the way.

Ends

Notes to editors

About TMP Worldwide (www.tmpw.co.uk)

TMP Worldwide is one of the largest UK organisations of its kind, with seven offices across the UK & Ireland.

For further information please contact:

Heather Nickson
Marketing Manager
Tel: 0207 268 9088
heather.nickson@tmpw.co.uk

GCHQ targets code breakers to support national cyber security

Against the backdrop of the UK’s new Cyber Security Strategy, which was published 25 November 2011, GCHQ is working with resourcing specialist TMP Worldwide to communicate with the appropriately skilled people in the communities in which they spend their time.

Traditionally, cyber specialists enter the organisation as graduates. However, with the threats to information and computer technology constantly evolving, it is essential that GCHQ allows candidates who may be self taught, but have a keen interest in code breaking and ethical hacking, to enter the recruitment route too.

With its recruitment partners TMP Worldwide, GCHQ has launched an innovative online recruitment campaign. The campaign seeds a message into social media channels, including blogs and forums, to attract people to crack a visual code at www.canyoucrackit.co.uk. They can advocate taking part in the challenge in their online communities. The challenge is anonymous, GCHQ is not named as the source of the challenge, in order that applying for a career in the department is not the primary reason for the participant to engage.

The desired result of the campaign is to reach those people with the right skills and mindset, and to encourage them to find out more about a career with GCHQ. Cracking the code is not an assessment, rather a way to connect potential applicants with GCHQ as an employer. There is a level of difficulty to crack the code, but once the code is cracked, wide dissemination of the solution is anticipated in online communities. The discussion this promotes should raise additional interest in GCHQ as an employer and generate future recruitment enquiries.

Anyone applying who has hacked illegally will not be eligible to continue in the recruitment process.

A GCHQ spokesperson comments… “The digital arena is fast moving, and from a recruitment perspective we acknowledge the need to engage with prospective candidates in new and innovative ways. With this marketing initiative we hope to reach out to a broader audience, who may not be attracted to traditional advertising methods. We also hope that the code breaking challenge will help increase awareness of GCHQ’s mission and the important role it plays in safeguarding the nation.”

Notes to Editors About GCHQ (http://www.gchq.gov.uk) GCHQ is one of the three UK Intelligence and Security Agencies and a part of the UK's National Intelligence Machinery. GCHQ works in partnership with the Security Service (also known as MI5) and the Secret Intelligence Service (also known as MI6) to protect the UK's national security interests.

For more information about GCHQ please contact: Pressoffice@gchq.gsi.gov.uk 01242 221491 Ext 33847

About TMP Worldwide (www.tmpw.co.uk)

TMP Worldwide in the UK & Ireland provides employer brand focused recruitment marketing and manages the process of hiring from everyday roles through to senior positions. Its end-to-end solutions and RPO capabilities provide a pain free way to get the best candidates onboard, designing and delivering everything critical for the hiring process from job profiling, employer branding, careers website design and media buying to candidate management and assessment services.

TMP Worldwide is one of the largest UK organisations of its kind, with seven offices across the UK & Ireland.

For further information about TMP please contact:

Natalie Scutt at Renegade Media

natalie@renegademedia.net

Tel: 0117 325 0740

New Poll Reveals High Morale Among Public Sector Staff Despite Cutbacks

A new independent study has cast serious doubt on the commonly held view that public sector staff are suffering from low morale because of cutbacks.

It shows that job satisfaction across all sectors, from senior local authority workers to roadsweepers, nurses and firefighters, is running at 75 per cent – surprisingly high at a time of change.

The results are bound to be closely studied by local authorities across the UK, as well as by central government eager to see how cutbacks are affecting public services.

The poll for staff recruitment and communications consultants TMP Worldwide even shows that a significant proportion of public sector workers – 40% - are MORE satisfied with their jobs than a year ago.

Senior managers also get a big thumbs-up – with two out of every three staff (69%) saying they positively support them.

However a clear split in attitude exists between the North and the South of England, with more workers in the North saying they are dissatisfied with their jobs.

Almost a thousand public sector workers were interviewed face to face by researchers on behalf of TMP Worldwide.

It was conducted on the eve of the main day of union action over pensions and pay last November.

TMP Worldwide is a leading recruitment and corporate communications company, supplying staff to local authorities at all levels.

Robert Peasnell of TMP Worldwide said:

“Our survey findings came as quite a surprise - and contrast with some of our anecdotal impressions.

“The vast majority of public sector staff appear to enjoy their jobs and support their employers and managers.

“It seems that for millions of people, doing a job providing essential services for the public is still immensely valued and rewarding.

“Our findings do appear to contradict the image often portrayed of dispirited, disgruntled and rebellious public sector staff.”

The results show that, compared with a year ago, about one in three workers (31%) trust their management team more than before cutbacks began.

Among the two thirds (67%) of staff with the most positive attitude to their bosses, almost all (93%) said they trusted them more than a year ago.

Levels of happiness at work were highest among ethnic minority staff with 63% more satisfied with their jobs than a year ago.

For younger workers aged 16 to 24 the figure was similar at 61%.

In the North East of England, workers enjoyed their jobs the least with 38% dissatisfied and only 23% saying they were more satisfied than 12 months ago.

Staff here also showed the least support for their employers - 64% voicing satisfaction with them as against 69% in the UK as a whole.

Approaching half of all public sector workers (42%) would recommend others to join their organisation.

Approaching half of all public sector workers (42%) would actively recommend joining their organisation to others – and among ethnic minority employees that figure was the highest at 68%.

There were some marked regional and national variations in attitudes among public employees.

Staff in London were the happiest compared with 12 months ago at 58% with only 16% unhappy - against a UK average of 40% and 25% respectively.

Employees in Wales were not far behind. Here, 47% were satisfied and only 23% dissatisfied.

in the West Midlands the figures were 44% satisfied and 19% dissatisfied and for the South East of England 44% and 21%.

The least happy staff were in the North East of England, with only 23% satisfied and 38% dissatisfied with their jobs.

Staff here also showed the least support for their employers - 64% voicing satisfaction with them as against 69% in the UK as a whole.

Staff in Scotland were only slightly less disgruntled – with 26% satisfied and 40 % dissatisfied with their jobs compared with a year ago.

ENDS

For further information please contact Simon Oldfield 01438 817760 or 07545 474007
simon.oldfield@wonderfulpr.com

NOTES:

TMP worldwide’s survey was conducted among 958 public employees by CAPI OmniBus in the two weeks leading up to November 30, 2011.

Key findings:

Job Satisfaction
40% of staff more satisfied in their jobs than 12 months
35% of staff just as satisfied
25% dissatisfied

Attitudes to Employer
Positive 69%
Negative 8%
Neither positive nor negative 23%

How likely are you to recommend working at your organisation ?
Likely 42%
Unlikely 24%