I was an early adopter of Linked-In c.2004 if memory serves. I decided very early on that the only way to get the value out of the platform was to have the largest possible network,… DOING THE LAUNDRY – THE LINKED-IN LAUNDRY

Ask any professional services individual who has moved from one firm to another about their recruitment experience and you will probably get a whince, particularly those that have gone through a direct admit Partner process.… THE IMPORTANCE OF PROCESS AND HOW PROFESSIONAL SERVICES FIRMS TEND TO GET IT WRONG

There is a growing trend in Professional Services firms to try and “insource” their senior level recruiting and rely less on external agencies or Executive Search firms. Frankly I applaud this. Why you ask? Well… WHY EXECUTIVE SEARCH IS NOT RECRUITMENT

The last few years should have been a sticky time for consultancy companies. There were a lot of mergers, separations and acquisitions. The global financial bubble had truly burst. Coupled with a general downturn in… THE CURRENT STATE OF THE MARKET

Somebody once said, it may have been Jack Welch, ‘There are three kinds of people in the world; those who make things happen; those who watch things happen; and those who wonder what happened.’ I… MANAGING EXPECTATIONS: HOW TO RETAIN TALENT AND SURVIVE THE CURRENT INSTABILITY IN THE MARKETS

In previous keynotes we have established the ground rules for what motivates people to leave a company. I have given you a flavour of the expectations of 21st Century management consultants. The factors that enable… HOW TO ATTRACT THE BEST STAFF AND HOW TO DIFFERENTIATE YOUR ORGANISATION FROM THE COMPETITION

So what’s next for the “Big 4” Professional Services giants, and the consulting market in general, and how does this affect Talent. The accountancy and business consultancy profession has always been an industry of change,… SO WHAT’S NEXT FOR THE ‘BIG 4’ PROFESSIONAL SERVICES GIANTS, AND THE CONSULTING MARKET IN GENERAL, AND HOW DOES THIS AFFECT TALENT

Global mobility in the work force has developed over the past few decades from the traditional “ex-pat” one or two year secondment to become a comprehensive part of any organisations strategic talent agenda. Companies in… GLOBAL MOBILITY & THE MIDDLE EAST