True grit, passion,determination,highs, lows,laughter, blood,sweat, tears plusplenty of awardsalong the way andwe’ve only justbegun!

As attitudes go, there’s a world ofdifference between doing ‘what’srequired’ and our default and absolute‘no prisoners, no compromise, it musthappen’ true grit mindset. ‘Can do’ is central to our success and we have literally gone theextra mile having flown to Japan to interview an elusivecandidate; project managed a re-work situation throughout thenight for Masterfoods; supported the Microsoft Xbox 360European launch deadline; transported staff at 2am to finalise aChristmas installation at White City; and even organised a ‘thankyou’ Christmas party for 124 Bailey Off-Site temporary workers –now that’s what you call Investors in People!

truegrit

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Tactical Media ReachGenerating applicant candidate flow

Profile Location • Networking • Footfall • E-cruit StrategyReputation • Word of Mouth • Energy • Aggressive StrategyDM • SMS • E-Shots • Lead Sourcing • Predatory Approach

CQT • Media Strategy • Tactical Media ReachMarketing Intelligence • Consultants • Candidate Sourcing

Targets • Talent Scout/Agent Approach • PR

Marketing the client and vacancy

Monster.com • Google • Job Boards • Regional NetworkLS1, BD1, YO1, WF1 • Broader HR Consultancy

Tactical Media Reach • Propagating the WorkforceMarket Intelligence • E-Shots • SMS • DM • Retail Vacancy

Job Boards • Headhunting • Predatory ApproachDepth of Client Base • Energy • Word of Mouth

Candidate Sourcing Targets • Talent Scout/Agent ApproachPR • Social Networking • Blogs • relayrecruitment.co.uk

3

Get this - we’re as passionateabout your business as youare and that’s because wehave something crucial incommon.There’s no getting away from the fact that ourcombined efforts and performance is ultimatelywhat drives the experience for your customers.

We’re passionate about the fact that your businessneeds are unique. Unique because of the peopleinvolved, the subjectivity of expectations on service,quality, standards and what level of performance isacceptable and what’s not - ultimately somethingto get hot under the collar about!

passion

4

Skill testing and Selection

Smoother intergration raises awareness,increases efficiency and improves retention.

Last 3 employer or 5 years referencing - whichever’s the greater

Skills Arena - interactive, user-defined testing

Assessment Centres

Rapid Personality Questionnaires

Psychometric Testing

Accountancy and Financial Assessments

Aptitude Testing

Mechanical Reasoning Evaluations

Task Simulation

Literacy and Numeracy

Competency based testing

Remote video streaming inductions

Familiarisation Programmes

Inductions and Welcome Packs

Briefing and De-briefing

Assimilation Exercises

DVD WalkthroughDUTY OF CARE. SECTION 8.

WRS. DUE DILIGENCE VIGILANCE.

COMPETENCY. EAA. EAD. ‘‘

‘‘5

Immersing ourselves in our clients’ businesseshelps us understand what makes them tick, what

matters most to them and their customers andwhat drives and motivates them. Getting

shoulder-to-shoulder and sharing theirdetermination to make things happen is what webelieve distinguishes us from our competition –essentially, adopting our clients’ problem as ourproblem and their challenge as our challenge.

Determination is not a skill– it’s a state of mind and an

attitude. Determinationis the foundation for

everything we do.

determ

ination

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Skill Categories

ManufacturingGENERALOrder PickersManufacturing StaffMachine OperatorsTable HandsLetter shop StaffCatering AssistantsStore/Audit Personnel

ELECTRONICSPCB PopulatorsFault Find and RepairDebug TechniciansSolderersSMTICT/Functional TestOperatorsElectronic Engineers

Engineering& TechnicalENGINEERINGWelders (all disciplines)Press OperatorsCNC Setter/opsMaintenance FittersMechanical AssemblersManufacturingEngineers

ELECTRONICSPCB PopulatorsFault Find and RepairDebug TechniciansSolderersICT/Functional TestOperatorsElectronic Engineers

TECHNICALCAD OperatorsDraught personsDesign EngineeringProductionManagementProject EngineeringNetwork Engineers

CommercialGENERALPA’sSecretariesAdministratorsReceptionistsPurchase/Sales Ledger Accounts Staff Contact Centre PersonnelCustomer Service/Telemarketing/Sales StaffPersonnel StaffIT

SEARCH & SELECTIONSales ManagementSales ExecutivesProduction ManagementHR ManagementR&D PersonnelWebDesign/AdministrationDesign EngineersIT Management

Logistics & Supply ChainDRIVINGLGV 1LGV 2ContainersDrawbarWagon & DragHIAB

FORK LIFTCounterbalance ManriserRough TerrainReachNarrow AisleBoom

KEY SKILLSADRTippersSkipsMulti-DropRoping & SheetingC & D Vans

Communities,Social andHealthcareGENERALHealthcare Assistant(HCA) for both mentalhealth patients andpatients with learningdisabilitiesCommunity SupportWorker (CSW)Registered Mental Health Nurse (RMN)Registered General Nurse(RGN)AdministratorsSecretariesSwitchboard OperatorFamily Support WorkersRefuse CollectorsDrivers/LabourersStreet Scene OperativesCleanersLitter PickersHGV Driver/LabourerToilet Attendants

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highs

8

Well, if we were you, we’d be asking to see some third party, unprejudiced andobjective evidence to support ourclaims of being able to deliverexceptional results time after time.Let’s take the two groups of people we exist to impress; clientsand candidates. Well, we continue to take huge encouragementfrom the positive results of our annual Client Satisfaction Surveysand Worker Attitude Surveys.

Beyond these, other highs include our recent ‘outstanding’ BRCaudit; our Gangmaster Licensing commendation; the fiveRecruiter Excellence Awards; the accolades in the Daily Mail careerpages for our Careers Question Time Roadshow; the Royal MailBusiness Award; our 2009 IIP accreditation; the five years back toback clean CSR audits; our regional free legal breakfast briefings;or the fact that we have retained on average our top 20% usersfor more than six years.

It is widely acknowledged that historically, private recruitmentpractice has been under-regulated. Well in advance of recentimprovements brought about under WTD, NMW, the EuropeanAgency Directive, the Employment Agencies Act and the GangMaster Licensing Act – Relay Recruitment has always insistedthat it’s resourcers, consultants and business managers have atthe very least completed and passed the REC Foundation Coursein Recruitment Practice.

In addition to this and in line with our responsibilities under Duty of Care principles;all of our people complete regular project work to drive up knowledge and awarenessaround key legal, compliance and recognised Best Practice – these include:

• Asylum and Immigration

• Worker Registration Scheme

• Working Time Regulations

• Terms of Engagement

• Gang Master Licensing Act

• National Minimum Wage

• Annual Leave

• Duty of Care and Best Practice

• Payroll

• Customer service

The Host Company and its customers are entitled to have their brands andreputations protected by having reassurances about its chosen labour provider’s abilityto deliver a service within a robust framework.

In the event of being awarded the supply contract; our implementation team willwork with the business to ensure that all pre-supply conditions are met. The pre-requisite 5 year referencing with breaks no greater than 28 days along with drugscreening and hearing tests will be adopted into Recognised Best Practice, policed inline with well established Duty of Care disciplines and fall within the scope of revisedauditing routines.

Protecting hard earned personal& corporate reputations

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Best laid plans etc. The difference is getting back up, dustingyourself down and getting on with the job. We’ve been on alearning curve since 1996 and naturally, along with the way wehave seriously evolved, discovered better ways of delivering theresults clients expect, abandoned inefficiency and bureaucracyand ultimately learnt our craft. Now the evidence points to whatwe do as most of what being most of what it takes to ensurethat our clients see, feel and experience something positivelydifferent.

lowsYou’ve got to face it – they happen!

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Don’t take our word for it, take theirs!

81%Last year 76%

88%Last year 80%

91%Last year 88%

87 clients surveyed

Sample Clients

Next • Princes Soft Drinks • Nampak CartonsMonsoon Accessorize • Microsoft XBox • Game

CEVA • Yorkshire Water • Borg Warner • The CoopShepherd Engineering Services • Premier Farnell

NG Bailey Engineering • British ThorntonYorwaste • Finlay’s Beverages • Airedale Air Conditioning

Clipper Logistics Group • Sheffield Forge Masters

Quality of Staff SuppliedMore than three quarters

of participatingorganisations remarked

that the calibre ofpersonnel supplied

against vacancies was much better than that previously experienced.

CompetitiveComparison

Four out of fiverespondents viewed ourservice as ‘Much better’

when asked how itcompared to other service providers.

GeneralPerformanceAcross the key stageprocesses of selection

and recruitment, customer service levels and communications, of polled companies 88% scored us as Good or Excellent.

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laug

hter

Morale, motivation, inclusiveness and a sense of belonging allcontribute to lifting the mood – and, ultimately, a motivatedworker who is feeling good and feeling appreciated is a loyal,productive member of the team who leads by example.

Our Reward and Recognition schemes, Personal DevelopmentCredits, Golden Goodbyes, Retention Programs, PrivilegedContracts, Community Sports Sponsorships, school bursaries andcharitable work are all about putting something back and provingthat business and fun are completely compatible.

They say laughter’s thebest tonic – and there’sno doubt about it – it’s alot easier to crack a smilewhen we’re celebratinganother job well done.

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Adding Value ThroughPerformance

To acknowledge and reward the contribution of a worker, is to retain, encourage loyalty and

increase the productivity of a worker

= Incentivisationand

motivation

Reward andrecognitionschemes

= Multi skilling/consolidated

roles

PersonalDevelopment

Credits

= Retention and loyalty

Privilegedcontracts

= Increasedaccountability& productivity

Race to 100%

effectiveness

‘‘

‘‘13

We’re not embarrassed to say that we get emotional about ourrole and relationship with our clients – when you care – gettingemotional is where the edge comes from. Getting fired up aboutthe things that are important to them is what creates thechemistry, trust and synergy. That’s what gets bouncing out ofbed in the morning, keeps us on top of our game and is what iscoursing through our veins.

You can’t buy it – it’s in the blood.

bloodAs an owner managed business with areliance on and a genuine appreciationof all business that we have workedhard to win - and even harder to keep– the relationship with our clients is somuch more than a commercialtransaction.

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The Winning FormulaRecruitment Effort Timeline

Phase OneCurrent Position Developing Our Strategy

Full and formal needs analysis with HR, operations, finance and other end user representatives

- objective performance measures.

Gather intelligence on leavers and dissenting voices, validating this information and agree actions.

Interrogating the outcomes with focus group- agree re-engineering of processes to design

out known recruitment impediments.

Host company: a choice employer? SWOT analysis - benchmarking against recognised labour

competition - identify and develop competitive advantages.

CSR: brand, personal and professional reputation management.

Ownership and ‘buy in’ from host company - agreeing target ratios: proposed worker>interview>offer,

take up placed>retained.

Brainstorm methodologies: road show, showcase, job fair, networking, traditional recruitment, referral schemes,

redundancy liaison, training providers, partner shipping and more.

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Sweat?! We’ve worked tooth and nail over the years to get

away from those all too common prescriptive approaches.

The ones that ‘allow’ you to ‘choose from a givenrange of services’ or ‘select which option’

(all based on what is convenient for the supplier to offer and therefore, make available!).

The fact is you, your business and your clientsdeserve the best. That’s why we’re offering a

back-to-the-drawing-board, from-the-ground-upand genuinely bespoke approach - conceived,

designed and delivered to serve the exact needs ofyour business, not ours. Heard the saying ‘make

your assets sweat’? We’re all about that -maximising your return on investment!swea

t

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The Winning FormulaRecruitment Effort Timeline

Phase TwoProfile Raising Candidate Attraction Roll-out

Assign a dedicated Relationship Manager.

Broad media dual branded recruitment campaign in conjunction with The Creative Farm & UK Public Relations.

Conceive and draft PR pieces with headline catching shoot for business/education/career desk editors.

DM mail out/leaflet drop to all existing Relay Recruitment candidates falling within agreed scope.

E-shot and referral scheme. Branded SMS campaign usingTextmarketer - browser based SMS management.

Covert DM campaign modelled on ‘Shape of Things to Come’ concept presenting hiring organisation as radical progressive player.

Quantify opportunities for specific target groups, select post 16, returners, reskilling and other candidate

groups falling outside traditional scope.

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That’s why we legislate for the risk and the unknown throughreliable and robust processes and contingencies such as 3employer/5 year referencing, competency based interviewing andtesting, aggressive candidate profiling, daily confirmed stand bylists, 24/7/365 hour cover and commitment and convictiontesting.

At the end of the day, when instructing your agency partner, whatyou’re investing in is a reliable and uninterrupted supply of highcalibre, capable and productive workers. Otherwise, it will endin tears!

tears Oh there have beentears along the way!

Look, we’re not offering a panacea –we do live in the real world because weknow that when it comes to people,anything can and invariably doeshappen. Sometimes that’s just life!

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The Winning FormulaRecruitment Effort Timeline

Phase ThreeSelection Implementation and Intake

Career tours to target intake groups, opportunity for key Host Company personnel to foster initial relationships.

Dedicated online information zone with links to Host Company homepage, FAQs, virtual tour,

welcome pack, career route map, case studies, careercoaching for Host Company, testing and registration.

Group Assessment Centres: ‘The Host Company’ story, culture fit, interview coaching,

agreeing objective selection criteria.

Structured inductions tailored by group/type. Target intake to drive up numbers.

Summarised pre-formatted candidate profiles withaccompanying recommendations (deployment, skill set etc).

Section 8 Worker Registration Scheme compliance, Employment Agencies Act, European Agency Directive,

GLA/TLWG and CRB.

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True grit, passion,determination,highs, lows,laughter, blood,sweat, tears plusplenty of awardsalong the way andwe’ve only justbegun!

20

The Winning FormulaRecruitment Effort Timeline

Phase FourPost Placement Analysis

‘Warm down’ after first day of assignment, followed by formal 1-2-1 de-brief at the end of week one.

Wholesale worker attitude survey designed to score findings (i.e. below trigger score generally leave - score above stay).

Race to 100% effectiveness appraisal. Outcomes reported byindividual, department or by workforce.

Frequent/regular relationship managers report on agreed target aims, review/revise objectives.

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The Best People + The Best Performa= The Best Profit

The Essential Vitality Curve

Top 20% The Vital 70%

It almost goes without saying (but we will!); that there is anindisputable correlation between those businesses that canoffer the best employee experience whilst enjoying the benefitof being or indeed, perceived to be; a ‘choice employer’ - andtheir ability to attract and retain the best available talent.

22

It equally follows that talented, productive, highcontribution/low maintenance people are whatany business absolutely must have, if it is seriousabout performance. We are in no doubt aboutwhat we exist to do on behalf of our clients; andthis is to provide the methodologies, energy,know-how, insight and capability to betterposition them to compete for the individuals,teams and ultimately workforce that can deliverstrategic, tactical and operational advantage -regardless of marketplace or economicconditions.

It was once said (pejoratively!) that we ‘seemedto be cherry picking candidates’. So very, verytrue! When making choices on behalf of ourclients; beyond the standard experience,competencies and qualification considerations,we believe that there are many subjective, yetcrucial factors to be added to the mix. Acandidates’ personal values, beliefs, principles,standards, commitment, ambition, drive andenergy are what ultimately makes the differencebetween an average, good and outstandingindividual. Let’s face it – robust anduncompromising selection is exactly what shouldbe at the heart of any agency worth its salt.

We have set out the journey in our CompanyTimeline and have attempted to plot significantmilestones along the way. These and otherevents and experiences have, without doubt,helped evolve and shape who we are, what weoffer and how we achieve the results we do. Weare grateful to the many clients and professionalassociations that have collaborated with us toinnovate, fine tune and develop a propositionthat has been endorsed and championed bysome of the UK’s leading businesses, individualmovers & shakers and industry regulators.

We are confident that we are equally able tobring to bear the benefits of the knowledge,know-how, technique, insight, processes,mindset and RESULTS acquired during thisjourney. We believe that we can help you see thewood for the trees and add some real value toyou, your business and your customers with aformula, attitude and approach that hasdelivered outstanding results since 1996.

nce

Bottom 10%

23

Added Value as Standard

Relay Recruitment has evolved its services overthe years to become recognised as anaccomplished and highly reputable provider ofRecruitment Outsourced Services.

Clients including; Metal Box, Airedale Air Conditioning, NG Bailey, Borg Warner, Monsoon/Accessorize, Gamestation,Clipper Logistics Group, Shepherd Engineering Services, PrincesFoods, Microsoft, Sheffield Forge Masters, and others havebenefited from:

• Complete Greenfield recruitment projects

• Profile raising PR & media to support recruitmentcampaigns

• Master and Neutral Vending (coordinated supplyof up to 500 staff though a selected panel ofpreferred agencies – undertaking all pre-supplyDue Diligence and centralising all T&A, payroll,performance management and reporting, BestPractice and compliance)

• Built and hosted dedicated recruitment website

• Redeployed staff through Labour Share Schemeduring downturn

• Project managed 80 workers through NVQ Level 2in pipefitting and gas fitting and secured Enhancement fund support through Train to Gain

• Centralised and managed multi-site/multi-supplyarrangements

• Redundancy Consultancy and in-house Jobshop

• Salary benchmarking

24

Depending on volumes and required service levels; we canoffer a range of options – all of which exist to relieve HostCompany of any time consuming distractions; whilst ensuringthat there is no compromise to supply, the communicationsurrounding supply, performance management, Safety andDuty of Care and the maintenance of streamlined and accurateadministration of the contract.

In any scenario and consistent with the ownership andaccountability that goes hand in hand with an OwnerManaged recruiter – one of the four principles of the businesswill assume the role of Relationship Manager for HostCompany and will become your central point of contact.

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n Permanent, Interim and Temporary Recruitment Specialists

n Specialists in Dedicated and Integrated On-Site Managed Services

n Master and Neutral Vending Project Management

n Recruitment Projects and Change Management

n Recruitment and Retention Strategies

We are about people not pinstripes -individuals not ‘human capital’

Determined to be better

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relayrecruitment.co.uk

Offices throughout Yorkshire

0800 9150 775

ManufacturingCommercial

Engineering & TechnicalLogistics & Supply Chain

Communities, Social & Healthcare