This Privacy Notice sets out the basis on which The Management Recruitment Group Limited will process personal information provided to us, this information is also referred to as ‘personal data’. The Management Recruitment Group is referred to throughout as “we”, “us”, “our” and “ours”.
We take our obligations in respect of the privacy of personal data very seriously and we will only process personal information as detailed in this notice, unless we inform you otherwise. In order to ensure that the personal data we hold is accurate and up to date, we request that you inform us of any relevant changes to the personal information we hold about you.
We help individuals to find work and we are also an employer. Our core business activity is recruitment, we assist individuals in finding work with our hirer clients, whether this is directly or through supply by us, and we assist hirers in introducing or supplying the staff that they require. We also recruit staff to work for us to provide our recruitment services. For the purposes of this Privacy Notice, our commercial activities and services for individuals and businesses are referred to as ‘Recruitment Services’, and our actual or potential hiring customers are referred to as ‘Clients’.
The person responsible for data protection matters within our organisation is Howard Bridgwater and he can be contacted here:
020 8892 0115
If you do not wish us to process personal data in accordance with this policy, then please do not provide it to us, Please refer to Section 4 ’Your rights‘, in respect of data that we already hold, or which we receive from third parties.
Section 1: This section applies where you are an individual working for a third party with whom we have dealings. For example, a client, a contact or a payroll company.
We may collect your personal data in the course of our dealings and this may include the following:
We may obtain your personal data from the following sources (please note that this list is not exhaustive):
How we will use your personal data:
We will process your personal data in the context of our dealings with the third party for whom you work and as part of our Recruitment Services. Processing may include:
Why we process your personal data:
1. Compliance with legal obligations (regulatory and statutory obligations)
We must comply with a number of statutory provisions when providing our Recruitment Services, which necessitate the processing of personal data. These include the Conduct of Employment Agencies and Employment Businesses Regulations 2003, which amongst other things requires us to assess suitability of candidates and obtain information from Clients.
We are also required to comply with statutory and regulatory obligations relating to business generally, for example tax, bribery and fraud/crime prevention legislation, and co-operating with regulatory authorities such as HMRC.
2. Our legitimate interests (carrying on the commercial activity of Recruitment Services):
In providing our Recruitment Services, we will carry out some processing of personal data which is necessary for the purpose of our legitimate interests, which include:
For our commercial viability and to pursue these legitimate interests, we may continue to process your personal information for as long as we consider reasonably appropriate for these purposes.
We may process your personal data on the basis that you have consented to us doing so for a specific purpose, for example, if you have provided your contact details in order that we may use these to provide you with details of our services you may have consented to our processing of the data for that purpose. In other cases you may have provided your written or verbal consent to the use of your data for a specific reason, for example references.
You may withdraw your consent to our processing of your personal data for a particular purpose at any stage. However, please note that we may continue to retain, or otherwise use your personal information thereafter where we have a legitimate interest or a legal or contractual obligation to do so. Our processing in that respect will be limited to what is necessary in furtherance of those interests or obligations. Withdrawal of consent will not have any effect on the lawfulness of any processing based on consent before its withdrawal.
What if we obtain your personal data from a third party?
Part of our business activity involves researching information for the purposes of finding and filling job roles. This may include obtaining personal data from sources including job boards, advertisements, LinkedIn or other social media, some information being publicly available but others being from sites or providers to which we subscribe. From time to time we may also receive personal data about you from hiring organisations, colleagues and former employers, or from persons for whom you have provided services or been otherwise engaged.
Where information from third party sources is of no use to us we shall discard it, however we may maintain a limited record in order to avoid the duplication of process. Where we consider that information may be of use to us in pursuance of the provision of our Recruitment Services, any processing will be in accordance with this Privacy Notice. You do have the right to object to processing, please see Section 4 ‘Your rights’.
Sensitive Personal Data (SPD)
Sensitive personal data is information which is intensely personal to you and is usually irrelevant to our dealings with you in respect of our Recruitment Services. Examples of SPD include information which reveals your political, religious or philosophical beliefs, sexual orientation, race or ethnic origin, or information relating to your health.
Regardless of the basis for your dealings with us, we request that you do not provide us with any sensitive personal data unless absolutely necessary. However, to the extent that you do provide us with any sensitive personal data, such as data which you choose to share with us in conversation, we shall only use that personal data for the purposes of our relationship with you or for the provision of our Recruitment Services. This will be for one or more of the following reasons:
Who we share personal data with:
We shall not share your personal data unless we are entitled to do so. The categories of persons with whom we may share your personal information include:
Section 2: This section applies to individuals wishing to use or using our Recruitment Services or looking for a role to work with us (‘a Candidate’):
The personal data we collect or recieve includes the following as applicable:
We may obtain your personal data from the following sources (please note that this list is not exhaustive):
Where you are a Candidate and we have obtained your personal data from a third party such as an online job board, it is our policy to advise you of the source when we first communicate with you.
How we will use your personal data:
The processing of your personal information may include:
Why we process your personal data:
1. Entering into and performing a contract with you:
In order to provide our Recruitment Services we may enter into a contract with you and/or a third party. In order to enter into a contract we will need certain information, for example your name and address. A contract will also contain obligations on both your part and our part and we shall process your data as is necessary for the purpose of those obligations. For example, in order to process payroll, a national insurance number and bank details will be required.
2. Compliance with legal obligations (regulatory and statutory obligations):
We must comply with a number of statutory provisions when providing our Recruitment Services, which necessitate the processing of personal data. These include the Conduct of Employment Agencies and Employment Businesses Regulations 2003, which amongst other things requires us to:
Where we engage a person to work for us (whether directly or as supplied to a Client), there are other statutory obligations that must be complied with including payroll, tax, social security, HMRC reporting requirements, and any other law or regulation.
We are also required to comply with statutory and regulatory obligations relating to business generally, for example complying with tax, bribery, fraud/crime prevention and data protection legislation, and co-operating with regulatory authorities such as HMRC or the Information Commissioner’s Office.
3. Our legitimate interests (carrying on the commercial activity of Recruitment Services):
In providing our Recruitment Services, we will carry out some processing of personal data which is necessary for the purpose of our legitimate interests, which include:
4. Consent to our processing of your data:
We may process your personal data on the basis that you have consented to us doing so for a specific purpose, for example, if you apply for a specific role you may have consented to our processing of the data that has been provided for the purpose of progressing your application and considering your suitability for that role. In other cases you may have provided your written or verbal consent to the use of your data for a specific reason.
You may withdraw your consent to our processing of your personal information for a particular purpose at any stage. However, please note that we may continue to retain, or otherwise use your personal information thereafter where we have a legitimate interest or a legal or contractual obligation to do so. Our processing in that respect will be limited to what is necessary in furtherance of those interests or obligations. Withdrawal of consent will not have any effect on the lawfulness of any processing based on consent before its withdrawal.
What if we obtain your personal data from a third party?
Part of our business activity involves researching information relating to individuals for the purposes of filling job roles. This may include obtaining personal data from online sources, for example we may obtain information from social media sites such as LinkedIn and job boards, some information being publicly available but others being from sites or providers to which we subscribe. From time to time we may also receive personal information about you from hiring organisations, colleagues and former employers, or from persons for whom you have provided services or been otherwise engaged.
Where information from third party sources is of no use to us, or where you have notified us that you do not want us to provide you with services, we shall discard it, however we may maintain a limited record in order to avoid the duplication of process. Where we consider that information may be of use to us in pursuance of the provision of our Recruitment Services, any processing will be in accordance with this Privacy Notice. You do have the right to object to processing, please see Section 4 ‘Your rights’.
Sensitive Personal Data (SPD)
Sensitive personal data is information which is intensely personal to you and is usually irrelevant to our consideration of your suitability for a job role. Examples of SPD include information which reveals your political, religious or philosophical beliefs, sexual orientation, race or ethnic origin, or information relating to your health.
Regardless of the basis for your dealings with us, we request that you do not provide us with any sensitive personal data unless absolutely necessary. However, to the extent that you do provide us with any sensitive personal data, such as data which you choose to share with us in conversation, we shall only use that data for the purposes of our relationship with you or for the provision of our Recruitment Services. This will be for one or more of the following reasons:
Who we share personal data with:
We shall not share your personal information unless we are entitled to do so. The categories of persons with whom we may share your personal information include:
Section 3: This section applies to all personal data
Transfer of data to other jurisdictions
In the course of the provision of our Recruitment Services we may transfer data to countries or international organisations outside of the EEA. This may, for example, be to Clients or Candidates, or third parties who provide support services to us. Where information is to be so transferred, it may be to a country in respect of which there is an adequacy decision from the EU Commission. However, if this is not the case, it is our policy to take steps to identify risks and in so far as is reasonably practicable, ensure that appropriate safeguards are in place. Details relating to specific countries or organisations are available on request from Howard Bridgwater, Director.
If you do not wish to provide us with neccesary data
There may be circumstances where we require you to provide data which is necessary in order for us to meet statutory or contractual obligations, or perform our Recruitment Services. If you do not wish to provide us with information we request then please notify us. However, please be aware that as a result we may be unable to provide you or the party who you represent with a Recruitment Service, and in some cases may result in a breach of the contract we have with you or a third party you represent.
In the event of a sale, merger, liquidation, receivership or the transfer of all or part of our assets to a third party, we may need to transfer your information to a third party. Any transfer will be subject to the agreement of the third party to this Privacy Notice and any processing being only in accordance with this Privacy Notice.
Data Security and Confidentiality
It is our policy to ensure, in so far as is reasonably practicable, that our systems and records are secure and not accessible to unauthorised third parties in line with contemporary practice.
A cookie is a small file of letters and numbers that is downloaded on to your computer when you visit a website, which enables the website to tailor its offerings to your preferences when you visit it.
We use the following Cookies on our website:
Analytics - This is a small cookie that allows the site owner to check which pages are the most popular on the site and so provide more site content that is popular to users. It contains no personal or private data at all and is used on millions of websites worldwide.
Remember Me - This is used when you ask the system to remember your login and stores the email address you use to login only.
Shortlist - This is used to be able to remember jobs you place in your shortlist, and is classed as essential to the site functionality and thus can be stored regardless of your selection to ensure the site works. However we wanted to bring this to your attention as we are keen not to hide anything from you.
Retaining your data
In most circumstances your data will not be retained for more than 6 years from the last point at which we provided any services or otherwise engaged with you and it is our policy to only store your personal data for as long as is reasonably necessary for us to comply with our legal obligations and for our legitimate business interests. However, we may retain data for longer than a 6 year period where we have a legal or contractual obligation to do so, or we form the view that there is otherwise a continued basis to do so, for example where your personal information identifies specialist skill sets which may remain in demand, or we are subject to a legal obligation which applies for a longer period.
If however you believe that we should delete your personal data at an earlier date, please inform us in writing of your reasons. Please see Section 4 ‘Your Rights’ below.
Changes to this Privacy Notice
This Privacy Notice is regularly reviewed and may be updated from time to time to reflect changes in our business, or legal or commercial practice. Where an update is relevant to our processing of your data, we shall notify you of the same.
Section 4: Your rights
We take the protection of your personal data very seriously and it is important that you know your rights within that context, which include rights to:
Please note that should you exercise your right to request that we erase data or cease any processing activity, we may retain a record of this request and the action taken in order to both evidence our compliance, and to take steps to minimise the prospect of any data being processed in the future should it be received again from a third party source.
If you have any questions concerning your rights or should you wish to exercise any of these rights please contact Howard Bridgwater.
If you are dissatisfied about any aspect of the way in which your data is processed you may, in the first instance refer the matter to Simon Cheshire, Managing Director. This does not affect your right to make a complaint to the Information Commissioner’s Office.
Copyright © Lawspeed Ltd 2018
Please find below the link for the latest census overview from the Independent Schools Council. The report highlights the UK’s continued standing as a ‘go to’ destination for education. The UK has recorded an increase in the number of pupils from European countries despite the Brexit situation in conjunction with an increase in the number of schools. The report also mirrors our recent campaigns for independent schools, as they are increasingly using their estate for external events and partnerships. We have seen a large growth in Commercial Manager roles in the sector. If you are seeking a potential career move into this area, we would be delighted to have a conversation. https://www.isc.co.uk/media-enquiries/news-press-releases-statements/publication-of-isc-annual-census-2019/
Over the last year our Bids team have been expanding into new markets, outside of our original specialisms and are at the point where they are ready to move on to bigger things. To do that they need a new brand to help all their contacts better understand who we are and what they do. Their new website bidrecruitment.com will make it easier for existing and new contacts and new candidates to find them, giving them a wider range of clients and helping them capture a wider range of candidates. From next week the Bids team at MRG will become: If you have any questions about the group businesses or any of the services we can offer please get in touch. In the meantime it’s business as usual at The Management Recruitment Group – Senior Appointments in Estates & Facilities Management, Real Estate, Project & Cost Management, Construction, Housebuilding & Civil Engineering and Consulting Engineers.
We are delighted to announce a new service offering from MRG. We have built a Community of industry experts available for hire as Interim Executives. The full details and profiles are available here or you can get in touch if you would like further information. MRG Interim Executives is a community of experienced, high calibre professional consultants spanning the fields of Real Estate, Development & Construction, Estates & Facilities Management, Hospitality, HR & OD and Bids & Work-Winning. Services provided by our Associates include but are not limited to: interim management, participation on interview panels, strategy development advice & consultancy, project support, organisational development reviews, governance & assurance support and coaching & mentoring. Our Associates can be retained on a bespoke and flexible basis – often giving a tailored solution that can be procured and implemented expeditiously. Foind out more at https://www.mrgpeople.co.uk/interim-executives
A beginner’s guide to university estates The guide below is an excellent introduction to the themes around successful management of a university estate and its crucial impact on the student experience. Written by Jane White (Executive Director of AUDE) and Stephen Wells (Director of Estates at the University of Surrey), it portrays the exciting career opportunities for estates and facilities management professionals considering a move into higher education. It’s excellent in conveying the breadth, diversity and scope of a university portfolio and how a campus differs from traditional corporate real estate. Please click HERE to view the full article:
The impact of higher education on a local community Canterbury Christ Church University is a great example of a university having a really positive impact on a local community with the associated benefits of education led regeneration. Their £150m investment over the next 10 to 15 years will provide a campus for the 21st century which students, staff and the wider community can really thrive in. They have an exciting vision to transform their Canterbury Campus, opening contemporary spaces for learning, teaching and research, while celebrating the city’s rich heritage. Carefully designed to complement the history of our campus location on a UNESCO World Heritage Site – built on the grounds of the ancient St Augustine’s Abbey and within sight of Canterbury Cathedral and St Martin’s Church – their new buildings and conversion plans connect the city’s historic sites. Their development of the former Canterbury Prison site and the wider North Holmes Campus is ambitious and is designed to provide contemporary spaces for learning, teaching and research, and will include the creation of a Kent and Medway Engineering, Design, Growth and Enterprise Hub. This major new first class facility will support high value employment, investment and economic growth in science, engineering and technology businesses locally and regionally. The plans can be viewed at: Creative Arts Building https://www.canterbury.ac.uk/about-us/estate-master-plan/arts-building.aspx Science, Engineering, Health and Medicine https://www.canterbury.ac.uk/about-us/estate-master-plan/seth.aspx Prison Scheme https://www.canterbury.ac.uk/about-us/estate-master-plan/prison-conversion.aspx
London’s skyline has changed dramatically over the last decade and will continue to do so in the next. Since October 2008, London has seen the likes of – The Leadenhall Building (The Cheesegrater) and 20 Fenchurch Street (The Walkie Talkie) both opened their doors in 2014, whilst 110 Bishopsgate (Heron Tower) appeared a few years before in 2011 and Broadgate Tower a few years before that in 2009. In addition to the various office developments which have been completed in the Square Mile, the first vertical City, The Shard, opened in early 2013. The Shard was different to the other “tall buildings” being constructed in The City, not only was it South of the River, but it was the first Tower in the UK to be truly mixed-use. The Shard itself has not only has office accommodation for a range of commercial occupiers from Mitie and Heinz through to The University of Warwick but it also includes retail, a luxury five-star hotel, destination restaurants, a hospital and a major tourist attraction. Due to its distinctive design and location, The Shard stands out from the crowd. The next wave of interesting new buildings is once again due to change the London skyline in the next few years. Nearing completion is 70 St Mary Axe with its striking shape and design, and Twentytwo will change how we view a traditional office buildings, with more communal space and a sense of community. Also, currently under construction also is 1 Undershaft, Spire London and Landmark Pinnacle all due to complete in the next few years. The Shard will remain the tallest however, not only in the UK but Western Europe at a staggering 310 meters, Undershaft and Twentytwo will raise up at similarly staggering heights but be just slightly shorter. Obviously constructing such impressive buildings as The Shard, 70 St Mary Axe and Twentytwo is a highly complex and specialist operation, which requires exceptional Development Management, Construction and Project Management skills. From MRG’s standpoint, it is the ongoing operational management of these assets which we are particularly interested in. While having completed a vast number of Estate/Property Management roles across horizontal campus’ such as Shopping Centres, business parks, public sector estates and Universities; in the past 18 months we have gained a track record of working with managing agents and landlords setting up and managing vertical campus’ in some London’s finest Tall buildings. A snapshot of some of our current mandates include – General Manager – Shard Quarter General Manager – 70 St Mary Axe Head of Engineering – Twentytwo The skill sets, competencies and characteristics of these types of appointment are varied and each look for something slightly different. However, due to the very fact that 10 years ago, London was not a City full of Tall Buildings, the skill set is limited. We must look to aligned sectors with complimentary skills to enhance the candidate pool available to us. Hospitality, retail, traditional business parks and public attractions, offer similarities from an operational and customer focussed approach. Customer service levels are improving and the need to ensure that occupiers have the very best experience is vital to the success of such structures. The Landlords and Investors behind these schemes seem to have come to the realisation that the people running the operations of these Buildings are just as important as the physical structures surrounding them. Please contact firstname.lastname@example.org for further information or a candidate information pack.
Student Accommodation What makes a good operator? Today I met with another Student Accommodation team and they asked me what I felt were the key skills for a good operator? It got me thinking, the student accommodation sector has changed dramatically over the last few years and is almost unrecognisable from what it was. With major investment into the sector and the development of new state-of-the-art buildings there is now a major contrast between operational standards; so what does good look like? For me, it doesn’t matter how good the building is and if it hosts state-of-the-art equipment, it is the people that make a building, they create that sense of community and excellence in student experience. I am big fan of customer service and I think it goes a long way in what makes a good operator. It is the little things that make a difference. Running student accommodation isn’t like a normal building, it can be extremely fast paced with a multitude of things happening at any time, so you need to be able to keep up and a sense of humour is a must. Personally, I don’t think you have to have previous experience in the sector and some of the strongest operators started their careers in something completely different. But one thing that they hold in common is strong emotional intelligence and the ability to identify with the students’ needs and that they are fundamentally a customer. With strong investment continuing over the next few years, I think that we will continue to see innovations and everyone striving to standout. Hayley Mintern, Director (Estates and Facilities Management).
It hardly seems possible that it has been a year since we celebrated our 10th birthday on The Arcadian King Edward floating down the South bank of the River Thames, and true to form we have managed some further milestones over the last 12 months. But it seems 2018 hasn’t been just a year of milestones for MRG, in fact it’s been a pretty busy year both in and out of the office. In January the UK's second-largest construction company, Carillion, went into liquidation. In March the ‘mini beast from the east’ brought heavy snow bringing much of the UK to a standstill. By contrast on a sunny and warm Saturday in May The Royal wedding of Prince Harry and Meghan Markle is held at St George's Chapel, Windsor, with an estimated global audience of 1.9 billion. By the end of May GDPR became enforceable, meaning MRG undertook a compliance process to update data policy and protect the privacy rights of our clients and candidates alike. On July 10th The Royal Air Force (RAF) marked its 100th anniversary with a flyby of 100 aircraft over London and South East England. The Queen, accompanied by The Prince of Wales, also presents a new Queen's Colour to the Royal Air Force at a ceremony on the forecourt of Buckingham Palace. And the very next day on Wednesday 11th July, sadly Football didn’t come home, and England were defeated by Croatia in our first World Cup Semi Final in 28 years. Back on the 20th February – Brexit secretary David Davis states that Britain will not be "plunged into a Mad Max-style world borrowed from dystopian fiction" after it leaves the EU and suggests a Brexit deal by the end of 2018 is "well on the cards", It’s now August and it still continues……. For us personally at MRG we had an office move at the end of April, and our city office is now located at 52-54 Gracechurch Street, London, EC3V 0EH, next to Santander and opposite The Folly, benefitting from a larger modern open plan space office with views of the city. Not only did we have an office move but we have also worked on some fantastic assignments across the board with some particularly interesting campaigns including; · Director of Campus Infrastructure at Trinity College Dublin · Director of Campus Infrastructure at Trinity College Dublin · Director of Estates at Lancaster University · Director of Estates at the University of Bristol · Estates Director at the Girls’ Day School Trust · Head of FM at Ascot · Director of Estates at Royal Botanical Gardens Kew · Associate Director Planning at Countryside Properties · Group Strategic Land Director at Avant Homes · Regional Technical Director at Taylor Wimpey · Head of Regent Street Management Direct at JLL · Development Director at Argent We are also currently working with Twentytwo London for both their Head of Twentytwo and Soft Landings Manager campaigns and have ongoing campaigns with Essentia Trading Limited. And finally, we made 3 internal promotions this year all at Director level. We promoted Hayley Mintern and Stephanie Howe to Business Director and Ashley Evans to Associate Director. We also have some pretty exciting plans for growth and development in the next 12 months ahead so watch this space!
Independent Schools Challenges for independent schools in 2018/2019 I see a lot of school Bursars and Business Managers and the general feeling at the moment is there are lots of challenges in the sector as senior leaders look to future proof schools as a business. To me there seems to be some common themes running through all my conversations. Competition: There has always been tough competition within public schools with high regard put on academic standing. However, with the recent investment in the state sector and a number of parents struggling to meet the fees, academy trusts are now attracting families away from the independent sector. Running costs: There is a growing tension from parents as fees continue to increase, throughout the UK fee increases have exceeded inflation rates as they want to see value for money in the education that they are receiving. There are also large costs associated with running large estates and historic buildings. Many schools do not have the financial reserves for backlogged maintenance, and further developments and are highly reliant of third party providers in order to patch up the buildings and fire fight problems. Estates management: Good estates management is part of the jigsaw of running a highly successful school. For most schools their properties and estates are the most valuable asset, yet so many people I speak with too neglect this area. Many schools have previously relied upon third party provision and haven’t the expertise in-house. This is something that is changing and we are seeing estates experts coming into the team which help schools manage their estates. Additional revenue opportunities:Many schools are looking at opportunities that can create a surplus or subsidise the running cost. Raising funds form letting facilities outside of term time and out of hours can be hugely beneficial to a school, but also very costly if done wrong. We are seeing a raise of Commercial and Events Managers in the sector that are looking at new innovative ways to create additional income. Talent attraction:There is a changing landscape for school’s senior leadership teams, Bursars have to be commercially aware and ensure that an institution is future proofed. Long term financial strategies need to be in place. Long gone are days of the Bursar being an expert in all matters, Todays Bursar is more of CEO role and needs to have a team of experts across estates, operations, commercial, Marketing and IT. Schools are struggling to attract these skills sets from the private sector. I think that we will continue to see these challenges over the next few years as school’s leadership teams lay the foundations in order to ensure a sustainable future. Hayley Mintern, Director (Estates and Facilities Management).
The workplace is changing. Some organisations haven't quite come to terms with the demands for the new vision of "work". Appreciating that creating an environment which is focussed on personal development, cultural fulfilment and allowing individuality within a corporate organisation is a challenging concept but one which is critical to recruiting the best talent, retaining them and ensuring peak performance is achieved. On a micro scale, this has been achieved in small pockets and normally within SME's. It has not yet occurred on a large scale when encompassing a significant business campus or tower. Twentytwo seeks to be a place with office and social spaces that bring out the best in people. It has been designed from the outset with a sense of civic space and scale. Over 100,000 sq ft of space within Twentytwo is dedicated to supporting people and businesses with a variety of environments and services that enhance working life and productivity. The people behind Twentytwo "get" what the future of workplace looks like and it is hugely exciting not only from a real estate perspective but from a wider UK commerce perspective. For further information please see the links below or contact the Twentytwo recruitment partner on email@example.com - Head of Twentytwo Soft Landing Manager
On Monday 3rd July 2017 MRG celebrated its 10th birthday (you may recall our blog about this) The Management Recruitment Group celebrates its 10th Anniversary!. We started off the celebrations on Friday with our Summer Conference, held in the City; and attended by everyone from all three of our offices in Twickenham, Monument and Manchester. The conference began with a trip down memory lane from CEO Simon Cheshire and Chairman Rob Smith covering humble beginnings from MRG’s first ‘office’ (the Firestation Waterloo) through the years of recessions and Brexit to record breaking years and our highest ever headcount. Our FD Howard Bridgwater gave us ‘the story so far’ summarising the business’ first 10 years – from the first ever Search assignment, which impressively he managed to present in the form of poetry! We then had updates from our employee engagement programme, Marketing department (including a big announcement – to be revealed soon) and ran through our plan for the next five years before breaking out into groups for some team building challenges – concluding with our Summer Awards. This year we had four awards to give to four deserving team members (which was originally only ‘two’ awards, but we couldn’t separate the remarkable achievements of the candidates): (In 2017) - Most Improved Performance Award - Mel Pye Most Improved Performance Award - Nick Coppard Outstanding Performance Award - Stephanie Howe Outstanding Performance Award - Hayley Mintern After the Conference we took a short walk to Tower Pier where we hopped on the King Edward for dinner, drinks and music courtesy of City Cruises. Taking in views of HMS Belfast, The Shard, The Oxo Tower and the Tate Modern to name but a few, the whole team enjoyed a lovely three-course meal (and specially made MRG cake); all while punting up and down the Thames – to the backdrop of a specially created ’10 year’ Spotify playlist. Happy 10th birthday MRG!
The Management Recruitment Group started trading in July 10 years ago. Since our first day of trading 10 years ago, we have seen some huge milestones. We set out to build something a bit different. A hybrid between an Executive Search business and a recruitment agency. In 2007 we had six Consultants based in Twickenham. We now have a 40 strong team based over three locations (Twickenham, Monument and Manchester). We have invested a huge amount of time and money on core skills training, our social media networks and digital marketing campaigns and we have made huge improvements to our selection processes and systems. We are making more strategic level placements than ever. In the first half of 2017 we completed a record number of Director level appointments. These contacts are hiring managers, and become our key clients. We have grown year on year consistently, have broken records and have some of the best performers in the market. Not bad considering we launched the business the year before the worst financial crisis in history, (we are nothing if not resilient!). We have traded through a recession, a comprehensive spending review, three general elections and a Brexit. We are in good shape for 10 years young and looking forward to the next 10. The future for us is about doing the same again. It’s about continuing to recruit the best people, being kingmakers, following rigorous processes, using sophisticated selection systems and blending well established recruitment techniques with leading edge social and digital strategies that are right for 2017. Many thanks to all of our contacts and everyone who has supported us during the first 10 years. Here’s to the next 10!
The recent acquisition by BNP Real Estate of the ‘old school’ agent Strutt & Parker has got me thinking about how much of a change we have seen over the last decade within the London commercial property market and the agents and consultants that service it. Back in 2007, there were over 35 commercial agents with > £10m annual turnover. Today there are only 23. Over that period we have seen the likes of CBRE, JLL and co buy up some of the industry’s most recognisable names such as Dalgleish and King Sturge and the DTZ/Cushman Merger/Acquisition?? to name just a few of a huge number of M&A activity in the sector. These acquisitions make sense in theory. The idea being that the Goliaths can offer an integrated, global platform with a wider service offering. This makes sense and is true. However; Does something get lost in the process? There are those that argue that whether it be individual small retailers or large multinationals, clients are increasingly being left with less and less choice between agents and consultants. Is it true that with every acquisition dies another unique business (such as Strutts, King Sturge, Drivers Jonas) with its own culture and methodology and thus the offering to the market, in general, is becoming dull and generic? Whilst the big boys seem to be getting bigger, there are some small, niche practices that continue to offer their clients one or only a few services or cover a small region. I'm talking about the CWM’s and Munroe K’s of this world. These businesses offer their clients a very unique, highly experienced and honed service and level of personality that perhaps can’t be matched by the big boys. For this reason, I believe that there will always be a need for these types of firms. That leaves us with the middle ground. Where do the mid-sized firms sit? Will the Rapleys and Montagu Evans of the world continue to compete against the big boys and the small specialists? Again, it can be argued both ways. These firms offer a unique culture whilst also catering for a number of requirements and tend to have good regional reach. However, can they call themselves specialists? Do they offer a true turn-key service to their clients? They certainly can't offer a global platform. I guess only time will tell but I suspect that these firms as we know them will most likely not exist in another 10 years time and that the property market will go the way of accounting Big Four. Are we about to see property’s Big Four? I'd love to hear your thoughts, feel free to comment below or you can email me, call or visit us here. You can also follow us on Linkedin and Twitter. Or read some of our company blog's like our 10th anniversary here.
We are moving – not very far….. From Monday 30th April we are relocating our King William street office round the corner to 52-54 Gracechurch Street, EC3V 0EH. The new telephone number for our Gracechurch Street office is now 020 3962 9900.
Real Estate Management MRG were appointed by Real Estate Management (REM), the developers and asset managers of the iconic Shard, to hire a Head of Residential to oversee the ongoing management and ambitious growth aspirations for their prime and super-prime residential assets and development pipeline. A key strategic hire for the business, it was critical that the candidate possessed a unique combination of skill sets that encompassed, super prime experience, development, asset management and lettings. A thorough search was undertaken and a shortlist of five highly credible candidates were found and presented to REM. MRG managed the whole search process from client briefing, matching matrix, candidate information packs to long and shortlisting and the interview process. Ultimately REM chose a candidate that met their initial brief, all within the timeframes and budgets that MRG were originally set.
In the last 6 months Nanja has further developed the cost management division by expanding into international appointments. She has recently worked with an award-winning PQS Consultancy to appoint another Cost Consultant in their expanding New York office and also assisted in appointing a Senior Associate and Project Surveyors to their London office. The supply of talented Cost Managers to the London PQS market has been further bolstered by attracting talent from the South African market and placing them with some top tier consultancies in London. “I have continued to strengthen my long-term relationship with an independent & growing cost consultancy in London with various appointments into their London team. I have also been mandated to secure another Cost Manager for their expanding New York office, which we’ve just successfully completed, with further US appointments to follow in the next 12 months. Further traction on finding undiscovered resources for the talent hungry London market, was made by expanding my South African network of RICS accredited Chartered Surveyors and introducing another six Quantity Surveyors to the UK market via work permit sponsorship route to join various top tier consultancies in London.” – Nanja Fourie, Associate Director – PQS
Berkeley Homes Berkeley Homes were looking to recruit a Head of Technical for their Kidbrooke Regeneration scheme in East London. This was a tricky position to recruit for, partly due to the geographic location of the role and sensitive nature of the appointment. Following a successful meeting involving the taking of a full client brief, work was undertaken on this retained campaign. This consisted of a thorough mapping of potential candidates working in similar roles across the industry and systematically approaching them. A full candidate briefing pack was assembled and hosted online as well as a hard copy brochure by our marketing team and was issued to interested parties. Having articulated the proposition to the candidates, interview dates were set aside and managed with the client. Once a successful candidate had been selected, we fully managed the smooth on-boarding process, keeping in touch with both parties until the start of employment.
The housebuilding industry in the UK has a big problem, a ticking demographic time bomb that could see the start of a new War for Talent in the sector. Around 20% of the workforce is due to retire in the next four or five years, and by definition those reaching retirement are typically the more senior individuals in a business. Depending on the make up any given company, this could be as high as 70%-80% of the company’s senior management structure. Natural attrition rates like this within business are nothing new, and in most circumstances, there are people coming through to succeed those hanging up their boots and swapping the office for the golf course or the beach. What makes the residential industry’s situation unique is what we saw happen in 2007-2008 because of the global financial crisis. Companies folded, regions closed, and those Companies that weathered the storm were reduced to skeleton staff levels almost overnight. Thousands of people were lost to the industry, and there then followed a fallow period for a number of years where limited new blood was brought in to the industry. This has resulted in a wide experience gap between the most senior people in the industry, and those looking to replace them. That is not to say that there aren’t good people coming through the ranks, but even with training and succession planning there just aren’t enough people with the right level of experience to fill all the holes that will soon start appearing at regional board level across the industry. There’s no substitute for experience, and that is especially true when problems arise. Whether it’s in Build, Technical, Commercial, Sales, or Land, experienced Directors are already a highly sought-after commodity, and soon they are going to be even more in demand. Employers need to be able stand out in a crowded and competitive market, companies that don’t regularly review their salary levels, or offer a better work life balance, could soon find themselves losing out when it comes to securing the best talent to fill those key senior positions. The housebuilding industry is heading in to unchartered territory and those companies that adapt their recruitment & retention strategies and implement effective management training & succession planning are going to be the ones best placed to diffuse the retirement time bomb. Nick Frost