Employer Sound Bite………

1. Employer Sound Bite……… “the greatest constraint on our growth is our inability to access high-quality, reliable, technically qualified, talent”

2. Access to a network of a million people in the workplace

3. Access to a network of a million people in the workplace • Who are they? • Why are they so special? • How can you can get hold of them?

4. Who are they…… • Ex-forces or forces connected people • 25,000 leave Defence every year • At all stages of their employed life – age spikes: • 21-25, 40 and again at 55 • 50% leave under 25 = 40 years of further employment • 80% leave at under 40 = 25 years of further employment • 6,650 early leavers • 140,000 in the cadet movement – counted at age 18 • 6,000 in the University Training Corps • All the Volunteer Reserves (the TA)

5. Who are they…… • Ex-forces or forces connected people • 25,000 leave Defence every year • At all stages of their employed life – age spikes: • 21-25, 40 and again at 55 • 50% leave under 25 = 40 years of further employment • 80% leave at under 40 = 25 years of further employment • 6,650 early leavers • 140,000 in the cadet movement – counted at age 18 • 6,000 in the University Training Corps • All the Volunteer Reserves (the TA) They represent an extraordinarily diverse group of people with generically recognisable attitudes & behaviours

6. Why so special ……generic attitudes & behaviours • Their, through career, skills and management training • Creating the individual & team conditions for mutual trust, collaboration and support • Can communicate • Inspire, empower and motivate others by example • Develop corporate & individual loyalty, integrity and honour • Are straight talking

7. Why so special ……generic attitudes & behaviours • Their through career skills and management training • Creating the individual & team conditions for mutual trust, collaboration and support • Can communicate • Inspire, empower and motivate others by example • Develop corporate & individual loyalty, integrity and honour • Are straight talking • Readily assume responsibility and accountability • Think, plan and prioritise • Are personally motivated & driven • Are people centric • Are tolerant, responsive, adaptable & approachable • Turn vision into success; creating winning cultures & teams • Listen & seek advice/guidance

8. 1. PricewaterhouseCoopers 2. Civil service 3. Accenture 4. KPMG 5. BBC 6. Deloitte 7. NHS 8. HSBC 9. Goldman Sachs 10. Procter & Gamble 11. Army 12. Shell 13. GlaxoSmithKline 14. Ernst & Young 15. Royal Bank of Scotland 22. Aldi 23. Deutsch Bank 24. Rolls-Royce 25. BP 31. Citigroup 35. Tesco 36. Asda 37. Sainsbury’s 38. McKinsey & Company 40. BT 41. Foreign Office 56. Boots 79. British Airways 81. Saatchi & Saatchi 91. Ford 92. PA Consulting Top 100 Graduate Employers

9. 1. PricewaterhouseCoopers 2. Civil service 3. Accenture 4. KPMG 5. BBC 6. Deloitte 7. NHS 8. HSBC 9. Goldman Sachs 10. Procter & Gamble 11. Army (5th in 2002) 12. Shell 13. GlaxoSmithKline 14. Ernst & Young 15. Royal Bank of Scotland 22. Aldi 23. Deutsch Bank 24. Rolls-Royce 25. BP 31. Citigroup 35. Tesco 36. Asda 37. Sainsbury’s 38. McKinsey & Company 40. BT 41. Foreign Office 56. Boots 79. British Airways 81. Saatchi & Saatchi 91. Ford 92. PA Consulting Top 100 Graduate Employers

10. .…an extraordinarily diverse group of skilled and talented people…. • Vast array of technical skills embracing every facet of the complexity of Defence • An inculcated training & learning culture • Skills are accredited to national standards and awarding bodies

11. Access to a network of a million people in the workplace • Who are they?  • Why are they so special?  • How can you can get hold of them?

12. ? uncertainty ? uncertainty MoD CTP ? uncertainty ? uncertainty Current outplacement/resettlement model: “Right Job” • SL have to make the running • Support from CTP ends at the 2 yr point • Focus on job board • In effect a candidate led recruitment model

13. MoD CTP D/base How…. • Insert a D/base • To capture a large body of widely-skilled talent with recognisable and common attitudes and behaviours

14. Needs MoD CTP How….. • Reverse the current recruitment model to an employer led model • Create the conditions and process for employers to find SL • For the remainder of their employed life • Employer engagement

15. Needs MoD CTP Supportive Employers How….. D/base • Reverse the current recruitment model to an employer led model • Create the conditions and process for employers to find SL • For the remainder of their employed life • Employer engagement

16. Needs MoD CTP How…. Adding value through – the human interface: recruitment consultants • interaction with employer decision-makers • screening, filtering, matching of candidates

17. MoD CTP TLMP Concept Needs D/base Provide a system to keep in touch (a through life management plan)

18. MoD CTP TLMP Concept Needs D/base A unique and coherent focus

19. Linked to an unrivalled network in the workplace MoD CTP Concept Needs D/base Over 1 million in employment

20. Concept Reality MoD CTP D/base Database

21. Job seekers, employed talentand VR Database Registration & loading

22. Short-list to employer Job opportunity from employer Consultant led dialogue with employer Straight-talking clarity of feedback e-matching CTP MoD Analysis Registration & loading VR FSL SL

23. Abc Company…current challenges • Project Manager: 1,338 (of whom 374 PRINCE 2 practitioners) (236/237-MAN-IAT) • Transport PPP/PFI Advisor: 15 (BNI/SHF/07/218) • PFI Advisor: 80 (07/278/BNI/NEW/20) • Senior Maritime Engineer: 96 (TPE/MAR/01/001/08) • Divisional Director: 13 (DD-MNS-BNI) • Aviation Team, Planning: 184 (ITD/ITA/38/001/07) • Secretarial: 62 (08/084/BNI/MCH) • Chartered Engineers: 272 • Nuclear Engineering experience: 122 • Consultants: 659 • Procurement specialists: 673 • Energy/Oil/Petrochemical/Gas/Electrical: 92 • Transport Air/Land/Sea: 73 • Job seekers becoming available in ‘x’ months time: 728

24. Short-list to employer Job opportunity from employer Consultant led Screening & adding value Consultant led matching Consultant led dialogue with employer Cand dialogue Cand dialogue Straight-talking clarity of feedback e-matching Maintenance of data currency CTP MoD Analysis Registration & loading In-bound & out-bound call handling VR FSL SL

25. Volume Hires Short-list to employer Job opportunity from employer Consultant led Screening & adding value Consultant led matching Consultant led dialogue with employer Cand dialogue Cand dialogue Honesty, clarity & integrity in feedback e-matching Maintenance of data currency CTP MoD Analysis Registration & loading

26. Short-list to employer Job opportunity from employer Employer advantage Consultant led Screening & adding value Consultant led matching Consultant led dialogue with employer Cand dialogue Cand dialogue Honesty, clarity & integrity in feedback e-matching Maintenance of data currency CTP MoD Volume Hires DMA Analysis Registration & loading

27. Recruiters & Headhunters Short-list to employer Consultant led Screening & adding value Consultant led matching Consultant led dialogue with employer Cand dialogue Cand dialogue Honesty, clarity & integrity in feedback e-matching Maintenance of data currency CTP MoD Volume Hires Analysis Registration & loading

28. Short-list to employer Job opportunity from employer Addl services Addl services Consultant led Screening & adding value Consultant led matching Consultant led dialogue with employer Cand dialogue Cand dialogue Honesty, clarity & integrity in feedback e-matching Maintenance of data currency CTP MoD Recruiters & Headhunters Volume Hires Analysis Registration & loading

29. Premium Services & Links • Business networking • Job-seeking networking • Membership of bodies: • Eg. Jane’s, IoD, trade • Mentoring & coaching • Social networking Dialogue Screening & adding value Consultant led matching e-matching Analysis Registration & loading

30. Variable recruitment offerings: all vastly reduced costs & abated fees from industry norms Screening & adding value Consultant led matching Dialogue Fee to access premium services e-matching Analysis Registration & loading Free Fees Business networking Job-seeking networking Membership of bodies: Eg. Jane’s, IoD, trade Mentoring & coaching Social networking

31. Abatements….. Corporate Member Affiliated Associations Supportive Employer Early-adopter

32. Goals…… To make The Listthe most comprehensive source for anybody to find, communicate with, recruit, employ, job-seek and/or business network with ex-Service people To make The List an automatic and routine first port of call for employers and recruiters seeking talent

33. Win:Win Commercial Offering • Employer access to talent ↑ • Consultant/employer decision-maker interface  • Vastly reduced costs for employers ↓ • Quality of sifted candidates presented ↑ • Process time reduction ↓ • Immediate feed-back and options presented to employers → decision-making • Long-term partnering with employers ↑ • National profile in supporting the Armed Forces  Outcomes of employer led

34. Linked to an unrivalled network in the workplace MoD CTP Reality Employers Needs • Over 1 million connected people in employment • Not an agency – uniquely powerful networking

35. Evidence…… • Building second career pathways/pipeline of talent over time: • Working with FE and HE sectors: • Skills development with training providers: • Up-skilling people: opportunity for the SL • Employer engagement: all sectors • Stakeholder engagement: withprofessional bodies

36. Your needs…. • identify the industry skills & recruitment challenges • identify robust and sustainable strategic solutions • attract and provide a continuous supply of the right people Questions…… iain.campbell@thelistuk.com M: 07743 097331 www.thelistuk.com

37. If you want to follow this up please let me have your card before I leave today! iain.campbell@thelistuk.com M: 07743 097331 www.thelistuk.com