MS Summer - Morgan Spencer

Welcome to MS:i - ‘Morgan Spencer Intelligence’ - the summer newsletter dedicated to our Clients. In this edition we’re raising awareness of a few issues that have come into view in the first half of 2011, and examining what they might mean for London employers in 2012.

in this issue: : CEO turnover in London and the UK is higher than the rest of the world - what does this mean for their PA’s?

: The London Factor: the view ahead from 10 years’ experience recruiting for London business

: How the web is transforming recruitment, and the Morgan Spencer Approach

: Meet the Morgan Spencer team

: Interview & screening approaches for Generation Y, X and baby boomer’s - do they differ, should they differ?

: Planning for the summer Olympics

: London salary trends

CEO turnover in London and the UK is higher than the rest of the world.What does this mean for their PAs?

The Evening Standard recently ran a piece highlighting the fact that the turnover of London CEOs was higher than in other markets. This raised a question in our minds; how many PAs or Senior Secretarial

staff would lose their jobs at the same time?

What are the areas of concern for you? We’d love to hear your thoughts on HR issues, and if there is any subject you’d like us to look at in future editions of MS:i, please get in touch with Tina Ablitt on

020 7680 7000, or email [email protected]. Your thoughts, ideas and questions could also be included in the Morgan Spencer monthly newsletter to our talent pools.

Position Avg. Max.AdministrationAdministrator Financial Services £11 £11Administrator Legal £11 £12BilingualBilingual Executive Assistant £19 £23Bilingual Secretary £17 £18Business SupportCustomer Service & Telesales £9 £10Data Entry & Post Room £8 £10Event Support £12 £14HR Support £12 £16Marketing Support £12 £16Project/Desk/Research Assistant £10 £14Sales Support £10 £13Executive PAExecutive Assistant £17 £19Personal Assistant £15 £17

Position Avg. Max.Financial Services Secretary SalariesAssistant Secretary Financial Services £12 £14Secretary Financial Services £14 £16Legal Secretary SalariesLegal Secretary £15 £19Assistant Legal Secretary £12 £14Marketing SalariesMarketing Executive £16 £19Marketing Manager £18 £23Office SalariesOffice Assistant £9 £11Office Manager £16 £18Receptionist SalariesReceptionist Legal £13 £15Receptionist Financial Services £10 £12Receptionist & Front of HouseReception Manager £12 £14

London Salary Trends: Temporary

Position Min. Max. Avg.SecretarialBoard-Level EA £40k £55 £48kExecutive Assistant £35k £47k £38kPersonal Assistant £30k £37k £35kTeam Secretary £28k £35k £33kTeam Administrator £23k £27k £25kBi-Lingual Secretary/PA £30k £36k £33kLegal PA £33k £36k £35kLegal Secretary £28k £33k £32kEntry-Level Secretary £18k £22k £20kMarketingMarketing Executive £28k £38k £33kMarketing Assistant £22k £26k £24kHuman ResourcesHR Business Partner £65k £90k £75kHR Manager £55k £70k £60kHR Officer / Advisor £28k £35k £32kHR Assistant / Administrator £23k £28k £25k

Position Min. Max. Avg.AccountsPart Qualified £25k £35k £32kAccounts Assistant £22k £26k £24kLedger Clerk £20k £24k £22kAdministrationTeam Administrator £22k £28k £26kOffice Manager £30k £40k £35kAdministrator £20k £28k £24kData Entry / VDU £18k £24k £20kClerical Assistant £14k £18k £16.5kReceptionReception Manager £28k £35k £33kSenior Receptionist £25k £30k £28kReceptionist £18k £25k £22kCustomer ServicesCustomer Services £18k £25k £21.5kSales Coordinator £19k £25k £22kHelp Desk Operator £20k £24k £22k

London Salary Trends: Permanent

Morgan Spencer Ltd., St Clare House, 30 - 33 Minories, London, EC3N 1DD

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Summer2011MS:i

MORGAN SPENCER

Morgan Spencer is proud to be celebrating 10 years of successfully recruiting in London for London businesses. All our consultants have been recruiting in London for a very long time and we know our market really well. Who’s hiring, who’s firing, we know where our pipeline of job opportunities is coming from because we have our ears to the ground at grass-root level.The term ‘the London Factor’ in its simplest form is our observation on how London lives, breaths, trades and survives despite the global downturn, instability in currency, shares and some bond markets spelling doom for some cities and some countries. Yet still London manages to punch above its weight in terms of its global position as an economic powerhouse, and a draw for the best talent.However there is a new factor, which is the good news coming out of the city for things like investments in new-build office space, which is costing hundreds of millions to deliver and will be ready for 2012, ‘13 and ‘14. An example of this is the contractor Brookfield who has been instructed to restart work on the stalled Pinnacle tower in London. Arab Investments, the asset manager for the building, is on the verge of completing a finance deal with a consortium of banks, and is anxious to resume building to meet the predicted office space shortage in the city. The 64-storey Pinnacle project in Bishopsgate stalled just as the first Byrne Brothers poured concrete core rose out of the basement level. Cranes stood idle for much of this year on the city site waiting for a full funding deal to be thrashed out. During this time there have been several occasions when the job was said to be ready to restart but the site remained closed. This time round Brookfield has been formally instructed to restart building work, according to reports. A few days later the construction press confirmed that the Byrne Brothers were starting work on a building next door. Investment in property is the surest sign that the smart money is back in London. Property on this scale is not a short game when it comes to investment, and the investment team will have needed to see a 10 year window for prosperity, and with much of the space being pre-booked this again is a welcome sign for the city. In 2002 pundits suggested the London property market was over, but the big money is back. Examples like UBS who have committed themselves to new a HQ in a remodelled Bishopsgate are all clear signals London is hip, and the place to be!Whitbread became the latest company to herald ‘the London Factor’ when it recently unveiled another rise in sales that defy the downturn in the wider consumer economy. The company behind Premier Inn, Costa Coffee and Brewers Fayre saw revenues up 9.2% in the 13 weeks to June 2, despite a negative hit from the Royal Wedding as business travellers stayed home rather than in hotels. But even on a like-for-like basis that strips out new store space, Costa sales are up 4% and Premier sales up 3%.The restaurant arm drooped 1.4% as consumers pinched pennies. Chief executive Andy Harrison said:

The London Factor: the view ahead, from 10 years’ experience recruiting for London business

By Margaret George

London’s Pinnacle Tower(artist’s impression)

Planning for the summer OlympicsOk, so summer 2011 is going to be a breeze compared to 2012 for Londoners, and so one would imagine London firms.The capital will be bathed in the colours and the flags of the world’s countries and the full pageantry of London will be on show for all to see.So here are our top ten tips for surviving the Olympics;

1. Expand / implement flexi-time for your workers.

2. Permit home working for those with travel routes affected by over-crowded public transport routes. Don’t think these disruptions will stop in 2012 - in 2013 many parts of the games infrastructure will be changed, expanded and redefined.

3. Finding time for training is always hard in busy working lives, so organise training days on key days of the Olympics to ensure higher levels of staff concentration / attendance on a business goal or objective. If you can’t plan training, try appraisals!

4. Organise some supportive events for your staff on key dates.

5. Organise some supportive events for your clients on key dates.

6. Advise your staff to be aware of the security alerts which will be present during the games.

7. Advice your staff that alcohol-related crimes will rise with the city full of visitors, who may not all be so happy about their country’s medal tally.

8. Plan your temps in advance - some forums have been commenting on booking temps as much as 3 months in advance.

9. Keep one eye on your top talent. With the disruption of the games and so much money being pushed into London this will be an easy time for headhunters to meet with your staff.

10. Rest assured you will get Gold Medal Winning service from Morgan Spencer.

demonstrated skills, without knowing it. A recent study in the Evening Standard commented that many CEOs don’t know how to promote their skills on their CV, yet they are more than capable of doing what they do and adding value somewhere else. Squarely in the Gen X age range, those surveyed either took for granted that their skills would be obvious or did not see the need, or know how to present those skills.

Generalisations aside there will naturally be exceptions to these rules. There will be Baby Boomers who have prolific Facebook presence, and Generation X and Baby Boomers who screen you as much as you screen them. They may not be so open in the screening so for the most part we are talking about the habits and desires of the every day Gen X, Y and Baby Boomer.


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Who are the Baby Boomers? A baby boomer is a person who was born in the Allied English-speaking countries during the demographic Post-World War II baby boom.

Who are Generation X?

The term Generation X comes from Robert Capa who used the term in the early 1950s. Describing his intention, Capa said ‘We named this unknown generation, The Generation X, and even in our first enthusiasm we realised that we had something far bigger than our talents and pockets could cope with.’ Generation X are generally known as people who were born in the 60 & 70’s.

So who are Generation Y?

Generation Y, also known as the Millennial Generation, Generation Next, Net Generation and a few others. Are the generation who follow Generation X though pundits disagree on start and finish dates for both Gen X &Y’s creation and handover to the next inline.

So the original question is should we interview them differently?

In the case of Morgan Spencer the case is most definitely yes, Baby Boomers and Generation X we have found are very much about face to face contact, taking time to get to know each other and building rapport.

Generation Y on the other hand are far more likely to be interviewing you and screening you by your online presence, how interactive your career site is, what rich media is accessible to fill out their thirst for knowledge before committing their actual time to a face to face.

Equally the information that is available for screening differs, Generation Y is the Facebook Generation and its surprising the amount of information you can find in someone’s online profile. Generation Y then are more expressive about their personalities, their work ethic is open for all to see and how they approach their life, and publish their life is going to be a close reflection fo how they approach work and their careers. The key then to interviewing Gen Y is to be on their level, texting someone to pass sympathy may not be what a Gen Y or Baby Boomer would do in place of a sympathy card and/or flowers but its likely to be the response you get from Gen Y plus a Facebook comment.

Therefore Generation X is more about showing them how to be open, having worked through three global recessions, and now a global depression. They have often laboured in some of the harshest market conditions, but they’ve just got on with it. Necessity is the breeder of great invention they say, so we always find it valuable to dig down with the Gen X candidate to find the times when they have

Interview & screening approaches for Generation X, Y and baby boomer’s - do they differ, should they differ?

By Karen Dempsey

Generation X, Y and the Baby Boomers

Morgan Spencer & the webIn the 3rd quarter of 2010 Morgan Spencer retained a specialist recruitment website vendor to provide us with a new online presence. Keen to move the branding online to reflect the depth of skills we have in-house, we specified a site that now reflects our total skills and capabilities.

Investment in the site has continued in 2011 as we connect to Facebook and LinkedIn, and we aim to promote our brand via the web, followed in the 3rd quarter by further promotion through mobile technology.

The use of search engine marketing services from the same vendor is enabling us to grow our top 10 ranking for terms that job seekers will place in Google when looking for work. These kinds of job seekers are placing very specific terms to find our site, and these terms have a screening effect as part of the process.

By the time the winter newsletter reaches you it’s our goal to be ranked in the top 10 for several hundred terms associated with job seeking in our core specialism.

The benefit this move brings to our clients is that we have more talent who are looking for work to screen, on a regular basis that meet the needs of our clients.

In the second half of 2011/12 it will also be able to offer our clients assistance with online campaigns for Employer Branding, web campaigns for specific job types in Google, Yahoo, Bing and more besides.

For information on these services email us at [email protected]

did you know...Equifax reports a 34,000% growth in job seeker-style search search terms, from 2004 to 2009!

“Eating out is a highly value-driven market. The number of people eating with us grew, but more people bought the meal deal. Consumers are very focused on what they spend, they are choosier than ever.” Premier Inn is ‘continuing to benefit from a stronger London market,’ says Whitbread.

So the wider picture for the London Factor shows that every day money is being spent in London, as well as the big money. Everyday consumer spending is a signal that the consumer has confidence in these markets, and those consumers being largely domestic clientele means that London is making its retailers happy while other cities are still facing tough times.The outcome of these indicators is that recruitment / talent acquisition is about to enter a boom phase, and skill shortages will follow shortly after. The 2012 Olympics is bound to disrupt

the London market, but at the same time expect to see shortages in skills patterns emerging across departments like IT, Accounts, Senior Secretaries and, as always, high calibre Executive PAs.HR is in for a rollercoaster ride in 2012, ‘13 and ‘14, and now is the time to be positioning your employer branding to set the tone for why you should be the employer of choice. In this downturn so far we’ve seen new money come into London, and new markets emerge and tap into the talent pools that were normally the reserve of the investment markets. And now we have an Olympics to raise the confidence of London, its residents and its workers… What a great time to be part of ‘the London Factor’!Margaret George, Morgan Spencer Managing Director, comments: “To be best-placed to take advantage of ‘the London Factor’ talk to our team at Morgan Spencer, who will be able to show you that it’s about more than just issuing job specs. to recruiters.”


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Gemma Stacey - Recruitment Consultant, Temporaries/ContractGemma has been working within the recruitment industry for 10 years, with the past 8 years spent in boutique high-end London consultancies. She has a strong knowledge of both permanent and temporary recruitment across a range of industries from investment banks, financial and professional services to smaller, creative companies. She joined Morgan Spencer in March 2010 and has since built strong relationships with candidates and clients alike on the temporary division.email: [email protected]: gemmastacey

Alan Hewett - Recruitment Consultant, PermanentAlan is an experienced consultant with 5 years recruitment experience in the City of London covering Business Support and Sales & Marketing. He graduated from London Guildhall University with a Degree in Marketing and Business.email: [email protected]: alanhewett

Amy Wise - Recruitment Consultant, Temporaries/ContractAmy is a graduate with over 9 years London HR and recruitment experience ranging from Secretarial/Administration, Legal & Compliance, Finance, Marketing, and specialist niche. She is highly experienced in providing on-site recruitment, permanent, interim and large-scale graduate recruitment campaigns, and flexible temporary staffing. With a long-standing client base Amy attributes her success to complete honesty and an open communication style.email: [email protected]: wiseamy

Claire Bentley - Recruitment Consultant, Temporaries/ContractClaire has worked within HR for over 7 years with all her previous positions being heavily recruitment-focused. She has recruited for a range of sectors both national and international, including secretarial & administration, specialist staff, senior management, marketing, sales, finance, IT, retail, supply chain and logistics. Understanding my clients’ needs is the key to my success, with a passionate approach to providing an ethical recruitment service to other HR professionals.email: [email protected]: clairebentley

Anita Holman - Recruitment Consultant, PermanentAnita is a Financial Services and HR graduate and decided to kick-start her career in Financial Services, with HSBC Bank. Anita started her recruitment career in 2006, specialising in placing all levels of commercial office vacancies, and in January 2011 she’s moved to recruit for the London Financial market. Anita enjoys building and maintaining strong client relationships and delivering an outstanding recruitment service.email: [email protected]: anitaholman

Gemma Burke - Recruitment Consultant, PermanentWith over 7 years experience in the financial sector Gemma has just made her move into recruitment. Having recently joined our successful permanent division as Trainee Consultant she is still learning the role, but she’s already enjoying this fast-paced, dynamic industry. With strong customer service skills to contribute to the team, Gemma is looking forward to growing within our Business.email: [email protected]

Margaret George - Managing Director Margaret is a professional recruiter with 15 years recruitment experience predominantly working with a FTSE 250 client base within the London market. With experience ranging from multiple national branch network responsibilities, on-site recruitment solutions, interim and permanent resourcing. Margaret understands that building a successful business can only be done through developing dedicated and committed teams of people.email: [email protected]: georgemargaret

Julie Jones - Director, Permanent DivisionJulie, a Director of Morgan Spencer, has a “hands on” approach to business. Along with her committed team she is responsible for delivering permanent recruitment solutions in our fast expanding division.Julie has over 14 years experience in recruitment and has managed major PSL’s throughout her career. Prior to entering the recruitment industry, Julie has always worked in the service industry and prides herself on delivering outstanding client results.email: [email protected]: jonesjulie1

Kay Atkinson - Director, Temporaries/Contract DivisionKay has worked in the recruitment industry for 14 years, with 5 years working within the financial sector as well as building temporary recruitment business and teams. Kay has a client-centric approach to business, and with her dedicated team of consultants is committed to providing a professional yet personal recruitment service to the London market. Maintaining a large database of loyal skilled temps is the key to our success, ensuring continuity for our clients, one of our ultimate goals.email: [email protected]: kayatkinson

Tina Ablitt - Administration Manager Tina joined Morgan Spencer in May 2002. Prior to this she has worked continuously in the service industry for over 20 years.Tina is responsible for operational functions including dealing with suppliers, IT and overseeing the smooth daily running of our fast expanding business.email: [email protected]: tinaablitt

Claudine Williams - Senior Recruitment Consultant, PermanentClaudine has over 8 years London recruitment experience, having started her career in a small boutique agency specialising in Legal recruitment in the City. She then moved to a large international agency but found herself missing the intimacy of boutique agencies, and so joined Morgan Spencer in July 2010. Claudine says “For me, my candidates are as important as my clients, and I like to take the time to fully understand their needs so I can get them their dream job!”email: [email protected]: williamsclaudine

Morgan Spencer & our staffMany of our clients will know our staff but those who don’t here is a quick reminder of who they are and what they can provide.


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MS Summer - Morgan Spencer

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