What is the key to eradicating failure in projects?

We featured in a recent issue of the Sunday Telegraph. Here is a link to the Business Reporter supplement featuring a special report on Project Management (page 19).


http://www.lyonsdown.co.uk/publications/2015/BBPM_Online.pdf 


To discuss how we can help with any recruitment requirements, please call 01423 704153 or email steven.wynne@macallaminterim.com
 

Growth in the Interim market set to continue

We have seen a strong start to 2015 with increased numbers of mandates for assignments for interim executives to help deliver  transformation plans.

This growth is reinforced by the latest Ipsos MORI survey published by the IMA (Interim Management Association) which reports that the average number of enquiries per member is up by almost a quarter (23%) for Q4 compared with the same period in 2013.

A particular field of growth has been the private sector rising from 51% in Q3 to 67% in Q4. Finance remains a strong area even though the number of assignments has dropped from 46% in Q3 to 39% in Q4.  Financial institutions need to respond to regulatory changes imposed by the UK government or European Parliament and there will always be an on-going need for skilled managers to work on short-term projects to deliver change.

Other reported trends are the increased use of interims within the life sciences industry following an increased number of mergers and acquisitions taking place. Senior interims are being placed to offer expertise and support challenged management teams.

Whilst the pending UK election undoubtedly poses risks and decisions on capital expenditure and employment are likely to become more susceptible to delay; a changing economy still drives the need for the use of interim managers and this is a trend set to continue.

Statistics would suggest that experienced Interim managers are to remain an important resource for some time to come.

It's a people business

2014 has been a good year and indicators predict economic growth should continue in 2015, assuming of course political uncertainty doesn’t halt the momentum with the impending general election.   The recruitment industry as a whole has experienced annual growth of 8.3%, with rates reportedly at a 6 year high.

This is good news for candidates searching for  permanent roles and this is being mirrored in the interim market as demand for interim executives continues to rise. This trend has been reinforced by the latest Ipsos MORI results, which indicates a big rise in the use of interim managers across a number of sectors where businesses have a need for external resource due to a lack of capacity and/or capability.

More positive news for the Interim market is the support by the House of Lords Select Committee on Personal Services Companies that published a report highlighting the problems with IR35 and the administrative burdens it places on interim managers. The withdrawal of the Business Entity Tests (BETs) which were originally created to give contractors a means to voluntarily assess their IR35 risk but were actually making it more confusing to assess IR35 risk, should provide a clearer understanding of tax for the Interim manager and a less complex set of rules to come to terms with.

Despite recent growth in both the Interim and permanent recruitment market, statistics report that unfilled jobs are costing the UK economy £18bn a year revealing  some ineffective talent strategies.  Is it a lack of an efficient resourcing strategy or the  ongoing challenge for companies to locate and secure the right people quickly who are the right fit for the business?  Given the recently reported frustrations amongst candidates regarding the recruitment process, I would suggest the latter. Reports suggest that the candidate journey in the recruitment process is leading to frustration and wasted time which in turn, often sends the wrong (and quite damaging) message about the business with the recruitment need. Having the right partner to manage this is crucially important.

At Macallam Interim, we understand the importance of continual engagement throughout the process in order to improve the candidate journey and client  experience. We ensure we have a robust recruitment partnership that delivers the right candidate quickly. We  engage with the best of the interim market and not just those that are actively looking. It is about building strong relationships and having a pre-vetted network of top calibre interim executives from which to call upon.  The other element is the ‘sell’ of the clients business to the candidates.  This is often overlooked in the direct hiring process but can be the difference for a succesful outcome.

This partnership ensures we are quick to deliver for clients.  When we have a mandate it is often business critical and urgent.  Afterall, if it’s a genuine interim requirement that’s usually the catalyst for the need in the first place.  Knowing our way around the market is crucial to ensure we shortlist the very best available and appropriate candidates who will not only come to the table with a demonstrable track record of delivery and provide an impressive return on investment but have the credibility and gravitas to exceed expectations and make a real difference.

We constantly hear stories about businesses  being presented with inadequate candidates for their needs and end up wasting time and money having to start the process again.  Recent figures suggest hidden costs of £26,000 when hiring a new employee and this figure escalates  if the wrong hire is made.    Granted; this figure isn’t relevant for the interim market but nevertheless it should be taken into account when ‘interim’ is used as a way of short cutting the recruitment process for permanent roles.

We operate in specific sectors but also have a wide reach to other associated markets.  We believe skills are transferable and find a fresh set of eyes on a situation often yields the quickest and best result. Relationships often take us into new sectors but as long as the right process is followed, the right result will be found.

The candidate journey (as well as clients of course) is hugely important to us.  We believe that anyone we engage with should be treated as we expect to be treated.  Perhaps this is why our relationships are often interchangeable between ‘candidates’ and ‘clients’.  Candidates today often becomes clients tomorrow and vice versa,  As such the Macallam experience leads to referrals and a high level of repeat business thus reinforcing the simple fact that we are in the people business.

To discuss how we can help, please call 01423 704153 or e-mail steven.wynne@macallaminterim.com

Construction set to drive UK economy

According to the CPA (Construction Products Association), the Construction sector is predicted further growth of 23%  by 2018. These statistics are reinforced by CIBT (Construction Industry and Training Board) who predict as many as as 200,000 new jobs being created over the next 5 years.

What does this mean for the sector and how does this translate for recruitment? Figures suggest an increased confidence in the sector with companies now required to upskill their existing workforce and attract new talented recruits capable of adopting new technologies in order for businesses to maintain their competitive advantage in the workplace.

One reported problem however is the lack of interest expressed by young talent in a career in construction.  This is a problem as  economic growth depends on finding this talent to fuel it.

The challenge for any company in a volatile environment is attracting and appointing the right candidates quickly to strengthen the leadership team and bridge the skills shortage to meet modern methods of construction technologies.

Macallam Interim recognise that it is people that build success and the breadth and scale of our experience enables us to appoint executives to help drive business  forward. We work in partnership with our clients in order to develop strong relationships that benefit all those involved.

For a confidential discussion please call 01423 704153

What does Building Information Modelling (BIM) really mean for the Construction sector?

Building  Information Modelling (BIM) is not a new phenomenon.  Its adoption is however slowly starting to gather pace as the 2016 Government compliancy due date draws closer. By 2016, Government procured constuction builds / projects will require BIM level 2.  This is going to be a real game changer as it is the first truly global digital construction technology and will soon be deployed globally. 

Whilst smaller SME’s see this as an industry challenge, some larger contractors are recognising the business benefits that BIM represents to the company as a whole. Recognisng that BIM know-how can accelerate their position and help to maintain a competitive advantage in the market place. Having the know-how means having the right people and talent in place to ensure BIM benefits are fully realised throughout the company.

BIM should not be seen as only a technical requirement but a whole new approach to working  both in terms of people and processes. Whilst on face value data appears to be the key driver, it essentially translates into collaborative working across multi disciplines.  Any change should be core to the company and it is skilled Project Managers that are needed to create capable project conditions ready for the use of BIM.

It is clear that people are going to be central to the successful implementation of BIM processes and as more companies realise  the company benefits of BIM there will be added focus on recruitment of the right people both to fulfill permanent positions and for short term help though the engagement of Interim Executives.

BIM  is still not common practice within the industry but businesses in the sector should not run the risk of being left behind.

For more information please see;

https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/34710/12-1327-building-information-modelling.pdf

If you would like a confidential discussion about how we might help by providing people to get your business ready, then please call 01423 704153.

Predicted growth in International Interim Assignments

As we go through 2014, we are experiencing increasing demand for clients requiring short term flexible resource to help both in the UK and internationally.  As a member firm of the IMA (Interim Management Association) we see the latest figures purport that 89% of all UK Interim Management providers believe international assignments will increase in 2015.

Business challenges are global and there is a comparable need internationally for help with transformation, projects, operations, strategic business development, business improvement, restructuring and turnaround. As in the UK, there is increasing demand for specialist skills for short term, business critical needs and it’s not always possible to find this resource on a local basis.  

The interim market represents a flexible, short term solution for organisations that lack the capacity or internal capability to drive specific projects forward and whilst they can source a strong fit culturally on a local basis, the ability to tap into an existing proven talent resource is becoming increasingly valuable with our overseas and our UK based clients with international operations.  

International assignments do tend to be shorter in duration than UK assignments but we find this works well for those interim's executives working overseas.

Macallam has strong experience of working with overseas clients and candidates around Europe and further afield and whilst it represents a smaller percentage of our placements we concur with the IMA’s findings and look forward to helping our clients with international operations shape their business.

For more information please contact Steven Wynne on 01423 704153.