August 2014

RECRUITMENT INTERNATIONAL

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21 www.recruitment-international.co.uk RI-August2014

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ByRecruitmentInternational

K2:UniquelyconsultativeThis month Recruitment InternationalcaughtupwithK2PartneringSolutionsto get the latest on the company’sdevelopmentsinitsjourneytobecomethegotoglobalrecruitmentbrand.

We met with Shehzad Tabassum,head of European business at K2, inthe company’s London office based inParsons Green. Tucked away down anupmarket side street, the convertedstudio is as contemporary and stylishas the young staff that populates it.Around 70 people are based in theLondon officewhile the company is inthe process of renovating the buildingnext door to create space for another30staff.

The trendy design ofthe existing office issomethingofagrowingtheme amongstrecruitmentcompanies,but K2 has nailed thefun yet productiveenvironment with anenticing combination

of practical work space and gamestables fordowntimewrappedup inanenergeticandbusyatmosphere.The launchof thebigger Londonbase,currentlytheonlyK2officeintheUK,isstrategicallyimportantforthecompanyas it forms a vital part of a plan toroll out all of the Europe businessesback office services for Europe fromLondon. Thismajor taskwillmean theeightofficesinEuropewillbeprovidedwith streamlined support enabling the

smoother flow of the heart of K2, thebusinessofrecruitment.

Niche interestsK2workswithinfivespecialistverticals;Enterprise Cloud, Analytics/Big Data,Social and Digital, Enterprise MobilityandERPonPremisewhichhasenabledittoestablishandmakeanameforitselfin the competitive and fast changingtechnology recruitment market. Theclue is in the name and the companystrives to establish long term workingrelationships with clients in order tooffer insight that can be practicallyimplementedintotheworkingstructureof organisations rather than providinga one- time solution. Currently with a70:30 contract to permanent businessratio, K2 is now taking on morepermanentworkasitgrowsinsize.Eachof the 20 global offices has a uniformsales structure with a regional salespartner overseeing ERP and Social,Mobile,Analytics,Cloud(SMAC)teamswith contract and permanent teams.Underneath that is a resourcing teamandthisissplitintoERP/SMACforbothcontractandpermanentbusiness.

Dedicated to innovation, the companyregularly invests in training andtechnology to aid its staff in stayingahead. Employees are required tocompleteastandardamountoftrainingbeforebeingapprovedforpromotion.

Alongside tools like LinkedIn Recruiterand Salesforce, the company has aCentre for Excellence and Innovation,the latest in a series of projects tohelp educate and transfer skills fromrecruiter to client. Shehzad says,

“One of the reasons I think we aresuccessful is because we get the guysto actually speak the technical lingoby understanding what we’re doing,what we’re selling and by getting theconsultants to give training on whatwe’resellingsothattheassociatesknowwhatitactuallydoes.”Quality controlK2’s robust operating structure andattention to professional developmentreflectsitsmissiontostayexpertsinitsniche areas and it demands the samehigh standard for client services. Itoperatesastrictqualitycontrolprocessfor vetting its candidates, referencechecks take 24 hours and consultantsdonotsendoutCVstoclientsunlesstheyhavean‘REQ’qualitycontrol rating. Thethree letters standfor Relationships(trusted andenduring),Expertise(skills and areasof expertise) and Quality (constantvalidationoftheworkandprofessionalreferencesofcandidates).Thisworkingpractise has helped them make aname for themselves as a trustedand professional brand and creatingbalance between speed of serviceand ensuring the time is taken to putforward the right candidate. This hasproved to be amethod of success forK2. However Shehzad stresses, “It cantake justonebad candidate to ruinanentire relationship.We aremeticulousin making sure everyone understandsthat we only send candidate profilesonce quality checks have been done.Westickbyamottowhichisbeingthebestbyworkingwiththebest.”

Dedicated in-house recruitmentPart of working with the best meansfinding and retaining quality in-housestaffandK2 isactively looking fornewtalent as it realises its developmentplans.Staffturnoverhasbeenexcellent

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K2:Uniquelyconsultativeinthepastyear,infactinEuropetherehaven’tbeenasingleresignationinthelastsevenmonths.Thecompanyadmitsmistakes like negative commissionchanges and the decision to stopworkingwithresourcersinEurope(priortoimplementing360recruitment)havebeenmadeinthepast,butthecurrentretentionratespeaksforitself.

K2creditsitsLondon-basedrecruitmentteam with playing a big part in thisachievement. The team consists ofthree members of staff who coverappointments throughout Europe andwholiaisewithotherregionalteamsforcross regional appointments involvingbothpotentialandexistingstaff.

Eachregionhasitsownplantomanagethe internal recruitment process andthe dedicated recruitment teams willwork with Recruitment-to-Recruitmentor source candidates themselves.Shortlisted candidates are interviewedbyabalancedpanelcomprisingateamleader,apersonwithtwotothreeyears’experienceandapersonwithlessthanone years’ experience. If successful atthis stage thecandidatewillbe invitedtoattendafinalinterviewwiththesalesdirector of the office and to spend aday in theoffice togainabettergraspof what it’s really like to work for thecompany. Thorough checks are carriedout on candidates’ credentials andlikewise candidates can take this timeto get answers to any questions theymay have. The point that K2wants toget across to candidates is that therecruitmentprocessisasfastorasslowas the candidate wants it to be withsome candidates being hired in thespaceofjustafewdays.

K2aimtohireentry levelstaffinsmallgroupsofthreetofive.Theideabehindthis isthatonceonboardnewstarterscan give each other peer support aswell as benefit from a healthy levelof competition. Induction into thecompanystartswithatwoweekonsitetraining session, the first week in the

trainingspace,thesecondonthefloor.Followingtrainingtheybeginworkingintheresourceteamwhereresourcerswillsitwiththemforuptothreemonthstogetthemproficient.Shehzadtellsusitisduringthesethreemonthsthattheyusually naturally gravitate towards ateamand startdoingdealswithin thatarea.Onceareasof interesthavebeenestablished team leaderswill tasknewstarters with presentations on specifictechnologytobuilduptheirknowledgebase. They will be expected to startdoingresourcedealswithinthefirsttwomonthsandbymonththreetheresourcemanagerwillstartdecidingwhichteamthenewstarterismostsuitableforandwithinwhattimeframe,enablingthemto plan a development framework.Anoption for thosewhodon’t take tothe sales route is to join the strategicaccounts team. After six months therecruiters usually begin the process ofmentoringnewstarters thusbeginningtheknowledgecycleonceagain.

IncentivesLiketheattentiontodetailondowntimethereareplentyofperks for staffwhoprove theirworthatK2.Alongside thestandard pay scale and commissionstructure, a company share plan isavailable to everyone once they reachLevel3 .Thisyear50staffjettedofftoa beach resort in Fortaleza, Brazil forfour days where the agenda includedwatching theWorld Cup Quarter Finalgame. Those of the trip included thetop20salesstaffpickedfromanannualglobal competition and 10 employeespicked fromadrawof individualswhoachievedexceptional levelsofbusinessduringthecourseoftheyear,aswellasseniormanagementstaff.

Eachofficealsooffersuniquemotivatorsfor staff. Shehzad says, “Every officehas a big budget to do the incentivesand create a bit of fun.” Referringto the London office he adds, “Thisoffice has a monthly lunch club forthe topperformerswhoget togo toaMichelin star restaurant. Individualswho secure an outstanding amount ofdeals/bookings can choose between adesigner handbag or tailored suit andeverymonthwehaveasundowner.Twomonthsagowesmashedtargetsandwehad a couple of cocktail guys come inandacrepevanoutside.”

Meritocratic pay and career mobilityK2 maintains an internal open bookpolicy for their pay scale up tolevel seven, after which it becomesdiscretionary. Undertaking the role ofpractise director at level seven wouldsee that person being responsiblefor one of the agency’s five verticals,managingperhaps20or30staffandatthispointbasesalariesandbonusesarenegotiated, depending on PSL and thescaleofthejobbeingundertaken.

Individuals identified as having highpotential are encouraged to go andwork in other offices for a week at atimetodevelopandtesttheirskillsinanewenvironment,whilstmeetingotheremployees. Shehzad is particularlyenthusiastic about this practice saying,“Iencourageeveryonetogooutoftheircomfort zone and work in a differentcountry because how you deal withpeople is completely different countryto country. Every country has its ownuniquewayofdoingbusinessanditjustmakesyouamoreroundedindividual.”

Thelureofworkinginapopularcityalsomotivatesstaff,theSanFranciscoofficeservingasagoodexample.K2doesalsouse the company’s overseas offices asan incentiveandemployeeswhoapplyto work abroad are given six monthtargets on a case by case basis whichcanbeusedasbenchmarksforsuccess.Shehzad explains, “If someone’s good

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and they’re doing well and want anopportunity inadifferentcountrythenweencourageit.”

K2’sexistingbaseswithbuiltinsupportworldwidemaketheprospectofpackingup and moving offices an excitingprospect.K2usuallyhasapartments inmostregionsitispresentinandtransferswillhavetheirvisasorganisedforthemand a room allocated in the companyapartment fora fewmonthsuntil theyfind their feet. The core benefits arereassuring, but the great and familiaraspect of each of K2’s offices is theyoung, dynamic and outgoing peoplethat have adopted the ‘work hard,play hard’ moto of the company andits welcoming, friendly and supportivestancetonewcomers.

Shehzad’s own journey through theranks of K2 typifies the opportunitiesavailable to new recruits with thedrive and energy to make their markon the business. He joined K2 in 2001following a computer science degreeatWestminsterUniversity. At the timetherewerejust20peopleinthecompanymakingwayforplentyofopportunities,oneofwhich,theopeningoftheZurichoffice, came within the first year ofjoiningthecompany.HevolunteeredtogotoZurichandhelpbuildthebusinessthere and two years laterwas runningtheoffice.

Hestressesthatthereisn’tasetamountof time that employees have to spendin one position before they can beconsideredforpromotion,abeliefthattypically sets recruitment companiesapart from other companies, but inthe case of K2 it really is a proven

meritocracy. Shehzad says, “As long asyou’rehittingyourtargetsandshowingyou’reprogressingtothenextlevelyouwill get there. I went from resourcingtomanagingasmallteamwithinayearandahalfandthentomanagingateamof50withinthreeyears.Ifyou’rewillingto push yourself out there you willprogress.”

Growth in all areasK2 is keen to expand by adding toits existing 20 global offices, eight ofwhichareinEurope,andbuildingonitsnetwork of business connections. Lastyear’s global turnover was just under£200m and the, largely organicallygrown, company expect s revenues of£80-85millioninEuropethisyear,withtheLondonofficeexpectingtogenerate£45-50 million of that figure. Withless than 10 per cent of the Londonoffice revenuesbeinggenerated in theUK,abig focus forK2 isdeveloping itsnewlyestablishedofficesinMadridandFrankfurtandmanagingexpansionintootherareasofEurope

OncethenewofficesarefullyoperationalK2 will concentrate on opening a newwave of global offices within the next18 months to two years. The Nordics,most likely Sweden, is on the cards aswellasanofficeintheBeneluxregion,whileinAPAC,Australiaisalsoastrongpossibility.

K2 first broke into the Asia marketthrough a dedicated employee whowas determined to, and subsequentlysucceeded, in breaking into the Chinamarket. Beginning to trade in ChinaopenedthegatewaytotherestofAsiaand the company now has six officesand 40 staff throughout Asia . ThenewlyopenedMumbaioffice isoneoftheseandisawelcomeadditiontothebusiness.

Ying Zhang is regional partner salesfor China and is based in Shanghai.The office covers the Greater ChinaArea, which includes Mainland China,

HongKongandTaiwanandthediverserecruitment team include locals anda variety of other globally sourcedindividuals. China offers an excellentbusinessopportunityduetothefactitseconomy has increased by 10% for 15consecutive years,meaning businessesareincreasinglycallingformoretalentedcandidates. As K2 Partnering SolutionshasaglobalemphasisonERPonpremiseandcloudstaffing,theChinabusinessismainly focused on SAP requirementswherethefocusistoworkwiththetop20%oftheSAPconsultantswhohaveaminimumof5yearsworkingexperienceinaninternationalenvironmentandarebilingual or even trilingual. There hasrecentlybeenanincreaseintheneedforconsultants specialized in cloud basedtechnologies and SFDC, Ariba, Hybrisare a few of the technologies comingupintheGreaterChinaarea.Yingsays,“Where K2 Partnering Solutions differsfrom other staffing agencies, is thespecialization in ERP on premise andcloud staffing, making the associatesreal specialists as they are increasingtheirmarketknowledgeandexpandingtheirnetworkeveryday.”

The K2 Japan office supports theMajorJPSystemintegratorslocallyandglobally. Although it primarily servesJapan, itsconsultantsalsoworkcloselywithK2officesinChina,SingaporeandIndia. Chenda Wangchen is RegionalPartner Sales (RPS) for Tokyo andsays, “Japan is by far still the biggestmarketforon-premiseslegacyERPuser.Early ERP adopters, particularly largeenterprises in energy, manufacturingand distribution industries, are payingthe penalty of a decade or more ofexcessive customization. Businesses

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K2:Uniquelyconsultativelookingtoimproveadministrationtodaycantakeadvantageoflowercosts,betterfunctional fit and process flexibilityoffered by blending cloud applicationswith on-premises applications.” K2Japan’s focus on ERP & Cloud meansit is constantly working on both localandregionalurgentrequirementsfromits clients on ERP Specialist & CloudSpecialist - ProjectManagers, BusinessProcess, Change Management, seniormodule consultants, developers,solutionarchitects,anddeliveryexperts. Chenda says the latest focus in themarketisemergingcloudtechnologies,buttheteamareconstantlyseeingthebirth of new technology which theystrivetonurtureandwhichhebelievesisthemostexcitingmostexcitingabouthisjob.NicolaPaoloSavoia isRegionalPartnerSales for the Singapore office whichlooks after the ASIAN countries(Singapore, Malaysia, Indonesia,Phillipines, Thailand and Vietnam) andAustralia. Nicola says these marketsare very important for the IT sectorsandspecificallyEnterpriseApplications.Sheexplains.“AlotoforganisationsareexpandinginASIAtoincreasetheirtopline, and as a consequence they wantto make sure processes and systemsaregoing tobescalable inviewof theexpected growth. Indonesia, SingaporeandMalaysia,Philippinesarebecomingthe new outsourcing centres for theAPAC region, with all the relatedconsequences in terms of growth andcareerpossibilities.”

He adds, “What we offer is excitingbecause given our specialisation anddeeplevelofpenetrationinthismarket,ourassociatesareabletoconnectwiththe highest level of professionals infortune 500 companies from day 1. Inwhich other industry you can interactafter1yearofexperiencewithacountrymanager that runs an organizationlike IBM or Accenture? Furthermoreour rapid growth entails, rapid careerdevelopment for everyone. Long story

short, we can offer the fastest pace,the quickest opportunity to earn avery competitive salary against topcompanies like JP Morgan, Citibank,etc...andmore importantly, we offer alifestyle:WorkHard,PlayHarder(andinStyle!!!)”

The U.S. arm of the business cameabout as a result of the purchase of aU.S.companyadecadeago,K2’slargestacquisitiontodate.The70-strongteamintheU.S.officeisheadedupbyMarkHunter,ManagingPartner.Heexplainstheofficehasbeenbusygettingfamiliarwithcuttingedgetechnologies tokeepupwiththecustomersdemandsandhasconsistentlyseenagoodflowofclients.The office is offering opportunities forambitious, tech savvy recruiters andin return offer an exciting and drivenenvironmentinwhichtoprosper.

Latin America, where the companyhas 30 staff and has just made anacquisition, has expanded ahead of alltheotherregions intermsofstaff.TheSao Paulo business, which recruits forallfiveofK2’snicheverticals,hasbeenone of the fastest growing offices inthisregionandotherofficestippedforsuccessincludeBogotaandMexicoCity.InfactK2ispredictingLatinAmericawillovertake theAsia business in revenue,cementingthecompany’sdedicationtointegratingitselfintheregion.

Looking intothethrivingLatinAmericabusiness(LATAM)moreclosely,AntonioJose Rigo, head of region for LATAM,points out that K2 is performingespeciallywellinBrazilandMexico.TheITvertical isachievingagrowthrateoftwodigitsperyear,which iswhatputsit in a leading global position in this

segment of industry. IT businesses (ingeneral)aremoreconcentratedinBrazilwhich represents 50% of the LatinAmericaITBusinessandK2hasastrongpresenceinBrazil,MexicoandColombiaandfurtherservesasubstantialnumberof clients in Peru, Chile, Argentina,Venezuela, Costa Rica, Panama andEcuador. Antonio elaborates, “LatinAmerica is very traditional with ERPsand SAP technology basis, but we areseeing a lot of opportunitieswithnewtechnologies(whatweusetocallSMAC-Social,Mobility,Analytics,Cloud).Rightnowwegiveaspecialattentiononcloud(SalesforceandSAPCloudproductslikeHanna / Fiori/ SuccessFactors / Ariba).Also Oracle is recovering its marketshare, and they are growing again,especially in Brazil and Mexico. Weare seeing good number of projectsof Peoplesoft and Siebel. BusinessIntelligence is another part of ourequation where we see a very goodnumber of initiatives from our clientstoimplementBIintheircompanieslike(Cognus, Business Objects, Hyperion,Tableauandfewothers).”

Theone region theyhaven’t yetmadetheirmarkinisAfrica,althoughtheydohaveclientsinSouthAfricasoalaunchintotheregioniscertainlyapossibility.However, expansion does depend onfindingtherightindividualstoleadtheofficesinordertomaintainitsstandardsand achieve its development goals.Synonymouswiththeincreaseinofficeopenings is the need for more salesstaff.

The constantly changing nature oftechnologymakes itdifficult topredictwhat’s going to happen in technologyrecruitmentinthelongterm,butK2hascertainlycarvedoutawell-earnedplacein the sector. As Shehzad says, “We’renot a typical recruitment company,moreofaconsultativestaffingfirm.Welooktobepartofacompanyinsteadofjustplacingpeople;weaimtoworkwithbig system integrators to fill all theirstaffingneeds.”