- 1. Issue 3acquireevaluatedevelopacquire evaluate
developConfident Networking forCareer SuccessSeeing the Smaller
PictureEngaging Future LeadersThe Growing Need forBackground
ScreeningUAE
2. Market Update: UAE2Hello andRecruitment specialists
Relationship Managers are presentlywelcomeNOT generalists in
widespread demand by theto the third Throughout the downturn and
now banks, and the expected increase ineditionin the midst of a
period of strongliquidity within the region is likely toof AED
growth, our focussed approach,trigger a fresh phase of Mergers
and(Acquire,unparalleled access to a global poolAcquisitions
activity.Evaluate,of candidates and ability to drawDevelop),upon
Reed Specialist Recruitments Business Serviceswhich has rapidly
establishedinternational expertise have been This broad group
incorporates aitself as an eagerly awaited highly valued by
candidates and diverse array of different sub-sectorssource of
interesting andclients alike.which Reeds specialist
recruitershelpful information aboutfocus upon.different aspects of
resourcingBig enough to cope, small enough to careHR and Marketing
in particularIn addition to a carefully chosenWith the majority of
the team based have seen increased demand, withmix of
specially-commissioned, out of Qatar and Dubai, ReedsMarketing
Assistants proving to be atopical articles, we have
againrecruitment specialists have helped popular hire.included a
selection of itemsemployers of all shapes and sizeslooking at
trends and issues linkedthroughout the GCC, and also within
Technical Servicesto the recruitment market. North Africa, adapt
their resourcingThe Energy sector is currently one of strategies to
suit the changing the most dynamic within the overallHistorically,
the Middle Easteconomic environment. Technical Services sector.and
North Africa (MENA) regionhas been reliant upon a steady Our
specialist agency approachDemand is high for people withinflux of
suitably skilled foreign now extends across threespecialist skills
for the Energy sector.workers. However, at the heightbroad
categories; Financial This plight is accentuated by the localof the
global financial crisis thisServices, Business Services and skills
shortage, which has lead to apool of talent was in many cases
Technical Services. number of expats returning back todispersed as
non-local employees the GCC.were made redundant. Financial Services
Banking and Finance within theA local nuclear energy sub-sector
isAs the MENA region has emerged region has stabilised, with the
banks beginning to emerge, triggered byfrom the global recession,
albeit at beginning to resume lending.an ambitious twenty year plan
anddifferent paces depending upon recent developments such as
thewhich country, state and businessOne of the impacts of the
globalcreation of the Masdar renewablesector, the demand for
suitablyfinancial crisis was to highlight energy city and the
adjacent Masdarskilled and experienced candidates to businesses the
value thatInstitute. As a result, we have seenhas noticeable
increased asgood financial controllers andan increase in demand for
skilledconfidence returns along withbusiness analysts could bring
professionals with experience gaineda renewed appetite for hiring
to to an organisation. in this sector. Meanwhile, links withsecure
competitive advantage.the Korean energy market also remain strong.
3. Market Update: UAE3ContinuedThere has also been a healthy The KV
assessment process is very With over 50 years recruitmentdemand for
experienced newrigorous and as the first international experience
and expertise, Reedrecruits, such as Quantity SurveyorsExecutive
Search Firm acceptedSpecialist Recruitment has a role tofor
instance, from the recovering into KV, further bolsters our
credibility play in the economic resurgence ofProperty &
Construction sector. within the region.the MENA economy. By
continuingto only recruit in service lines whereSatellite Offices
The UAE team based in the we have experts with specialist sectorIn
September this year, Reed securedKnowledge Village currently
coversknowledge, Reed will continue tothe first international
Executive both Dubai and Abu Dhabi - although be able to source the
best availableSearch license within the Knowledge our dedicated Abu
Dhabi office will talent for our clients and remainVillage
free-zone in Dubai. also be opening soon. an important resourcing
businesspartner for organisations of all sizes.Dubai Knowledge
Village (KV)Expansion of HRlaunched in 2003, and was founded
Consulting services With best wishes for a good closeas part of a
long-term economic To further help clients optimise theirto 2010
and to a successful startstrategy - focused on attracting
newresourcing throughout the region, to 2011.organisations who will
help introduce Reed Consulting, which works withnew people, new
skills and developcompanies of all sizes is launchingtalent in the
region. a new suite of services to include:Competency Mapping, Goal
AnalysisReeds acceptance by this well- and Training.Maria Brown
respected organisation marks aAssociate Directorsignificant
milestone for the business. Page 4 Confident Networking for Career
Success Page 7 Seeing the Smaller Picture Page 9 Engaging Future
Leaders Page 11 The Growing Need for Background Screening Page 13
Reed News: Local and Global 4. Confident Networkingfor Career
Success4A business network is a web True self-confidence develops
when 1. First, boost the inner confidenceof relationships with the
you are repeatedly successful, while maintaining
personalitypotential to be mutually helpfulat the same time
genuinely beingcharacteristics the Cooland mutually trusting.
Theseyourself. Your successes can be Cat qualities that
confidentrelationships can appear very large or small and your
style ofnetworkers share.similar to social friendships,operating
can be highly conspicuous2. Secondly, there are certain socialbut
there are some underlying or not. It can also involve great skills
that confident networkersdifferences because of theirnumbers of
people or just a very few. use. We refer to these as Buzzypotential
to become commercialBee skills.in some form or other.There are some
characteristics and 3. Finally, confident networkers havestrengths
that self-confident peopledeveloped extensive knowledgeA
misconception some people share. Inwardly, they feel at easeon how
to strategically managehave about networking is that itwith
themselves, in spite of knowingtheir networks and operateis an
underhand form of selling. It they are not perfect. They know
efficiently. We call this Wiseisnt. The best business and career
what they want and what they areOwl know-how.networks provide both
formal andcapable of achieving, and believeinformal opportunities
to develop they will meet with success. Cool Cat qualitieslong-term
social relationships The first, and perhaps mostbetween colleagues,
clients and You have probably noticed such important of the Cool
Cat qualitiescompetitors. They encourage the people radiate
positive energy.is self-belief.sharing of personal and
work-relatedThey appear calm, in controlinformation, which will
build trust and and approachable, and they Self-belief is at the
heart of innerfacilitate the successful exchanges communicate
clearly and openly.confidence and without it, ourof goods and
services wheneverThey also directly ask for what they primitive
urge to survive and thrivesuch needs arise. want and will,
unhesitatingly andis weaker. If you network whileeffectively, both
promote and defend your self-belief is shaky, you couldThey also
function as insurance themselves whenever they choosebe undermining
the potential ofagainst a rainy day, when there to do so.all your
strengths, skills andwill be someone who can advise achievements
by:and help you meet unwelcome Some confident networkers will
havechallenges. been lucky enough to have acquired n Playing too
safe You willthese characteristics naturally, but probably either
narrow yourSelf-confidence others such as the shy businessfield of
vision to people youWhatever kind of business tycoon and
self-promoter par already know, or, to avoid gettingnetworking you
do, or intend to excellence, Richard Branson hadrejected, you might
stick to talkingdo, without question the more to learn how to be
socially confident. to the small minority who areself-confidence
you have the more Becoming confident enough to so nice that they
wouldnt evensuccessful you will be and the more network well may be
harder for give a brush-off to a fly sittingyou will enjoy the
experience.some than others, but it is neveron their
nose.impossible for anyone and we n Selling yourself short
Youbelieve there are three areas of may hold back on
sharingstrengths that can be worked on: some of your strengths and
5. Confident Networkingfor Career Success5Continuedachievements,
because you have Once you have identified your UAPs,lost faith in
your ability to live upyou need to create an abundanceto these past
standards. Or, you of opportunities to display and sharemay do so
because you fear you them. Confident networkers oftenwill be judged
as arrogant.seize fleeting opportunities thatn Displaying poor
social skillsothers may not ever even notice.of outer confidence,
whichare so crucial for interacting For instance, if you were
standingwith people and building in an airport queue and
spottedgood relationships.the man next to you was readingn Failing
to seize the momentan article on a topic that was of In a
fast-paced world, we oftengreat interest to you, would youhave only
fleeting moments to Unique Appeal Points politely try to initiate a
conversation?make a connection. If you waste To help you do this,
we have Lets imagine you would, and thattime sweating about whether
ordeveloped the concept of Uniqueduring your five minutes of small
talknot an interesting new lead orAppeal Points (UAPs), which are
ait emerges that this man works forfamous VIP will want to talk to
variation on the well-known acronyma company that has just the
kindyou, almost certainly a CoolerUSPs and cover four key areasof
opportunities you are lookingCat will seize your opportunity.of
strengths:for. But then, unfortunately, you also learn that he has
a differentHow to develop your self-belief 1. Innate aptitudes:
these are destination from you.Unlike many of the other those
enduring, personality-components of self-confidence, defining
qualities that usually How well would you use the fivethe vast
majority of us once had predetermine major areas of minutes you
have left of this luckystrong self-belief. Certainly,
new-contribution in your career. Forbreak? Would your new
contactborn babies dont doubt their rightexample, you need to be
board his plane, knowing about yourto be noticed, liked and have
theirclear about whether you are interest and also have an
accurateneeds met. Unfortunately, once a natural extrovert, an
introvert impression of what you as anpast infancy, most peoples
self-or somewhere in between.individual might be able to offer
him?belief takes a rocky path. It is2. Developed character A good
networker has to be ableknocked by failures, criticism,strengths:
these are theto accurately convey their UAPs torejection and
identity crises. strengths youve developed as a a new contact in
just one minute. result of your life experiences and That may sound
like a tall order, butAs a good networker, your main could be, for
example, patience,it is not impossible and only requiresfocus
should be on what others resourcefulness, consistency
or,preparation and practice.might need from you, rather than of
course, self-confidence.on what you want or need to sell. 3.
Technical skills: these are yourOur final tip for self-belief is
toSo you must display and highlightlearned competencies, which you
prepare a plan for recovering fromyourself in the way that is most
can legitimately claim as areas ofthe inevitable knock-backs you
willlikely to make you and what youspecial expertise.get while you
are networking. Accepthave to offer relevant and therefore4. People
skills: particularly those that you are certain to
encounterappealing to the other person. which are critical to
networking, some rudeness and rejection, but such as
responsiveness, insight instead of panicking about this and
co-operation. reality, note down the five steps of 6. Confident
Networkingfor Career Success6Continuedthis emotional recovery plan
andn immerse yourself in an activity people, communication, the
typekeep them at hand as a guide: that you enjoy and will guarantee
of event or networking in general.a satisfying result;1. Calm your
pulsen ring a friend whom you know will5. Make at least one
resolution to:You can achieve this by, for example: love to hear
from you;n do a favour for a colleague, friend n script and
rehearse ann retreating to somewhere or neighbour; assertive
response to useprivate and doing somen make a donation of time orat
your next meeting;controlled breathing andmoney to a charity; orn
write a letter of complaint;stretching exercises; n look through
your networkingn apologise or make recompense;n visualising a
peaceful place, orcontacts and find two peoplen enlist on a
training course tothe face of someone you love; who might benefit
from beingimprove a skill; orn going for a quiet walk around
introduced to each other. n try an alternativethe block; or
networking scenario.n listening to a calming CD 3. Analyse the
factsor humming a peaceful Summarise what exactly happened
Confident networking is not asand rhythmic melody.using objective,
third-person difficult as it may first appear. Youlanguage, being
careful not to usejust need to know what to do, when2. Boost your
self-esteem any superlatives, generalisations to do it and have the
courage toYou can do this by doing anyand exaggerations. Then, talk
test out the strategies and tips stepor all of the
following:through your analysis with an by step. Trust that one day
it willempathetic and level-headed suddenly click into place and
startn give (or plan to give) yourself a colleague, boss or
mentor.to feel natural and so easy justtreat, such as a break and
some like it does to those super-confidentfavourite food, or buy
yourself a 4. Reflect on your learning people you used to admire so
much.small luxury; Note what the experience ofn look at some
reminders of your knock-back has helpedStuart Lindenfieldpast
achievements;you learn about yourself, other Head of Transition
ServicesReed ConsultingAbout the authors:Gael Lindenfield: Gael is
widelybeen translated into 33 languages management, with a
strongregarded as the UKs leadingand sold more than 2.5
milliontrack record of helping individualsconfidence and self-help
expert.copies, her most recent book, enhance their careers and
assistingShe is a psychotherapist and101 Morale Boosters
Instantorganisations to successfullytrainer specialising in
confidencecomfort for difficult times wasmanage transitions. From
mainbuilding, assertive communication published by Little Brown
Bookboard to frontline operatives, heand the management of
feelings. Group in February this year.has supported staff at all
levelsA best-selling international author both in the commercial
and not-of 21 ground-breaking personalStuart Lindenfield:
Stuartfor-profit sectors.development books, which have is a leading
expert on career 7. Seeing the Smaller PictureThe Importance of
Making Informed Resourcing Decisions 7Across the region and account
of important local andgeneral awareness as to how levelsthroughout
most sectors, labour industry variances. of pay compare. Industry
normsmarkets have undergone acan also have a significant
effect,major transformation from Only with a thorough,
up-to-dateparticularly in the case of seniorbeing highly
employer-focused understanding of whether thereor specialist roles.
Other importantduring the GFC, when vacanciesare localised skills
shortages or factors, including the resourcingwere in short supply,
to nowsurpluses, and what dynamic local activities of sector
competitorsbeing more employee-centred labour market factors such
as a and local employers, demographicswith companies having to work
major employer moving to the area and the composition of the
localmuch harder to recruit and are at play, can
organisationsjobseekers talent pool itsretain the best talent. put
in place the most efficient and depth and skills levels,
shouldcost-effective resourcing strategies. also be considered.In
these circumstances,organisations need a thorough Micro-economic
factors may also While many organisations areunderstanding of
relevant local influence reward decisions. Offer missing the
opportunity to informand sector-specific data in order tobelow the
local market rate, andtheir resourcing strategies in thismake the
most effective resourcingorganisations will not only struggleway,
other, more enlighteneddecisions. In particular, reviewing to
attract new recruits, but are also businesses are using
detailedsalary and benefit package trends likely to have employee
retention research to their advantage.by sector, profession, level
andissues. Offer above the geographiclocality are critical in
ensuring and sector market rate, and For instance, a major power
anda competitive edge. organisations will be wasting energy company
wanted to developmoney on excessively high wages.more effective
resource planningAll too often, organisations of all sizes
including improved attraction,impede the potential success of their
Good resourcing decisions recruitment and retention
strategiesresourcing activities by adopting a need good local data
to help it staff its customerbroad-brush approach based solely The
full resourcing picture is much service centres as
cost-effectivelyon macro-economic factors.more complicated and
cannot beas possible.understood simply by applying aMaking the
rightresourcing decisionsAt a macro-economic level,
fallingunemployment and rising levelsof inflation suggest not only
thatrecruitment success will be impairedby a shortage of
candidates, butalso that pay increases may benecessary for employee
retentionand candidate attraction.However, organisations that
relyon this broad information alonerisk encountering more
acuteresourcing issues by failing to take 8. Seeing the Smaller
Picture8ContinuedRecognising that they first neededbased upon an
understanding of and the development of an effectivea detailed
insight into the externallocal candidate availability it is
alsoattraction campaign, to defining alabour market conditions
forpossible to identify the suitability suitable reward package and
theeach location, they used Reeds of potential attraction
techniques design and delivery of the rightspecialist research team
to provide to support the filling of specific assessment
process.information, analysis and insight professional roles.into
what factors would have a likelyThe same detailed
understandingimpact upon the recruitment and Resourcing best
practice of local market data and pay ratesretention of customer
service staff.Organisations should ensure they will help minimise
the unwantedemploy a best practice approachattrition of valuable
talent, while alsoThis enabled the company to thento resourcing and
make appropriate protecting your organisation againstundertake
workforce planninguse of all the tools and information unnecessary
pay rises.across seven locations, with aavailable to them. This
approachthorough understanding of the will enable them to
successfully In all cases, what may appear tospecific, prevailing
external labouraddress two fundamentalbe internal management
decisionsmarket factors, including suitableresourcing concerns:
should be informed by a fullsalary levels based on what
localunderstanding of external conditions.competitors were
offering. More 1. Filling key vacancies quickly,widely, the
analysis of reward efficiently and cost-effectivelyIn a climate
where an optimisedand engagement practice even with the best people
available. cost base and maximum staffinformed decisions regarding
the2. Retaining the most valuable talentperformance are key, making
trulybest ways to maximise customer by rewarding staff as equitably
informed resourcing decisionsservice standards. as possible.could
mean the difference between success and failure.The scope and depth
of labour Having a detailed, research-informedmarket data and
analysis canpicture of who potential recruits areDavid Hopkinsvary
and can include salary and what is necessary to attract Head of
Strategic Resourcebenchmarking, local labour market them is vital.
It will inform all phases Reed Consultingconditions and potential
candidateof the recruitment process, fromattraction options.
Additionally, evaluating recruitment feasibility 9. Engaging Future
LeadersWhy Generation Y are so Important to Achieving Competitive
Advantage 9Generation Y (Gen Y) are under employer to employer
sometimes employers and between ambitious30 years old, typically
ambitiousafter little more than a year in Gen Y individuals looking
to secureand frequently criticised fororder to gain as much
experience an attractive job opportunity.having a diva-like
approach to as they can, as quickly as they can. Even with an
improved economicjob hunting expecting first jobsoutlook, many
large organisationsto almost fall into their laps and During the
GFC, when really good have cut back on how manyfor the financial
rewards on offer job opportunities were rare, mostindividuals they
recruit, especiallyto be high from the outset.employees made a
conscious onto their graduate development / decision to stay put
and ride outtrainee schemes. Add in the steadyWhile this is
something of a the economic storm. Not so for increase in student
numbers overgeneralisation about people born Gen Y, who continued
to look the past few years, and the resultafter 1980, many do have
a veryfor and move to new roles with is more Gen Ys than ever
currentlydifferent outlook and approach employers in order to keep
their looking for work.to work, and life in general, than career on
the fast track.their parents generation. Business However, in many
sectors theand personal communication has Attracting and retaining
recruitment market has alreadychanged immensely over the pastthe
best talent from Gen Y begun to move quite dramatically10 years,
and Gen Y are so muchThe worlds economy has improved from being
employer driven andmore familiar with the internet andthroughout
2010 and a level of candidate rich during the GFC,in particular
online networking sites, confidence has returned to the to now
being candidate poorthat the way they communicate with jobs market.
This has broughtand applicant driven. With talenteach other and
interact with society back a healthy level of liquidity in
attraction and retention bothis (rightly or wrongly) affecting
andrecruitment, with more organisations becoming more of a
challenge,changing the way we all work.hiring and an even larger
number it is more important than ever for of talented Gen Ys
actively looking to employers to understand and caterWith this new
age already upon move on from their current jobs. for what is
important to job transientus, the reality for many employersGen Y
candidates, in order to buildis that for their organisations to
beCompetition, though, is fierce,the foundations for a
successfulsuccessful in the future, they needboth among
talent-seekingrecruitment and retention strategy.to attract,
recruit and retain Gen Y.The challenge, therefore, is
clear:employers need to get as full anunderstanding as possible
aboutwhat makes Gen Y individualstick, so that they are able
tocreate suitable talent attraction,development and
retentionstrategies that are relevant to thiskey group, enabling
them to createsustainable competitive advantage.For instance, one
clear behaviouraltrend amongst Gen Y is thatthey are not afraid to
move from 10. Engaging Future Leaders10ContinuedThe need to
understand Gen Ythey all expect employers to offerby recruiting and
retaining top Gen Ywas clearly emphasised in a a structured career
path with a talent is recognition.recent survey conducted by Reed
firm emphasis on training andamong part-qualified accountants.
development, regardless of how long An employer that has a
reputationthey intend to stay working for them. for recognising and
rewarding theResults showed that:achievements of its employeesn 31%
of those polled wanted to will stand a much better chancen 52% of
employees stated theyenrol onto professional courses.of attracting
and then keepingwere unhappy with the benefitsn 28% wanted to take
accredited hold of Gen Y given this groupspackages offered by their
firms.courses.motivations and aspirations.n Almost one in seven
said that n 21% wanted to take in-housebenefits would play a big
courses.In a Gen Y world that is madepart in influencing their
nextn The remainder were seekingup of ambitious, talented andjob
decision. one-to-one tuition or other forms demanding individuals,
employersof training, such as e-learning.need to recognise that
resourcingIn addition to this, the survey alsoand retention
strategies for thesepolled employers. Results worryinglyIn this
example, continual professional future leaders need to reflect
theirshowed that the answers given bydevelopment seems to be
asunique make-up. With a very largethe Gen Y respondents
completelyimportant as money and benefits,proportion of hiring
managers beingcontradicted those of accountancy making it possible
for smallerGen Xs (and baby boomers) theemployers 83% of which
believed employers to compete effectively with successful companies
of tomorrowthat their employees were happy major firms for talent
by picking their will be those who can understandwith the benefits
they received.battlegrounds carefully.and embrace this new era of
workers.In addition to this stark difference, Recognition last but
not leastthe research also showed that The final element in a
comprehensiveGen Y arent just motivated byresourcing strategy to
help securemoney and benefits packages,and maintain competitive
advantage 11. The Growing Need forBackground Screening11Fraud is a
global phenomenon dismissed. Application fraud isFraud prevention
andthat is costing countries, on the increase up by 45%* detection
measuresbusinesses and individuals huge and can take many
differentIrrespective of the size, natureamounts of money each
year.forms, including:and sector in which an employeroperates, to
try and preventWhile the majority of staff workingn Application
fraud. becoming a victim of fraud, itfor any organisation are hard-
n Providing false or forgedshould examine its recruitmentworking,
reliable and honest,ID / qualifications. processes as closely as
thethe cost to and impact uponn Failure to declare
criminalapplications it receives.businesses caused by the
veryrecords the most commonlysmall proportion of staff who
actidentified offence.There are a multitude of differentdishonestly
and defraud theirn Providing false or exaggerated procedures that
can be adopted inemployer can be huge.employment history.order to
try and prevent application n Providing false or fraud,
including:Candidate and employee fraud inappropriate references.As
well as making dishonest claimsnProfessional qualificationabout
qualifications, responsibilities Despite candidate screening and
trade body membershipand achievements in previous becoming more
defined and checks including levels androles, candidates also make
falsesophisticated, there has been dates of affiliation.statements
about the dates thata marked increase in cases ofnEducational
establishmentthey were previously employed successful employment
application checks to verify attendanceeither to make it appear
that they fraud. Fraudsters continue to workand also what
qualificationshave the required experience for a hard to try and
evade detection they obtained.position, or to disguise a period of
and employ ever more creativenPassport and workingtime when they
were out of work, methods of deception. visa (where relevant)or in
a post from which they wereauthenticity checks.nCredit and
sanctions checks.nEmployment history verification written
references should be sought to confirm: that the applicant did
workthere in the role(s) specified,performed the tasksdetailed and
wasan employee betweenthe dates given; and that there are no
unexplainedgaps on a CV (it is verycommon that applicants tryand
hide certain periods oftheir work history).*Research conducted by
Reed UK, 2010 12. The Growing Need forBackground Screening
12Continuedn Authenticity of refereen Previous employer
verification Getting help from the expertschecks independently
checks to validate that thoseReed Specialist Recruitment
arecontacting employers enables organisations listed on an industry
experts when it comesa prospective employer applicants CV are
genuine.to staff screening and recruitmentto confirm the validity
of n Criminal record checks.procedures. Screening thousandsa
candidates previousof applicants each year, ouremployers. Simply
relyingOne final factor for employers vast experience of checkingon
telephone numbers and to be aware of when recruiting applicants
criminal record,email addresses provided surrounds the existence
and rise credit and employment histories,by an applicant for
theirof career applicants individuals qualifications, health
screening andprevious employers is riskywho submit more than one
CV, identity validation gives employersbecause those contact
detailsusing different names, in thethe assurances they need to
makemay take the recruiter to thehope of bringing about a financial
the right hiring decisions.candidates accomplices, claim against
accusations suchwho have been deliberately as discrimination. Keith
Rosserlined up to provide false Head of Compliancewitness if they
are approachedReed Specialist Recruitmentby a prospective employer.
13. Reed News: Local and Global 13New Director ofmale workers being
particularly Mena:International Operations attached to their
gadgets. More Reed has secured the firstReed Specialist
Recruitmentthan one in 10 men (11 percent) international Executive
Searchhas appointed Russell Yeomanssaid they couldnt live without
their license within the Knowledge Villageas Director of
International Blackberry and more than a quarterfree-zone in
Dubai.Operations, to lead the companyssaid the same of their
laptop.global expansion.Dubai Knowledge Village (KV)
theBigGive.org.uk raises more launched in 2003, and was
foundedYeomans is an industry veteran,than US$250,000 for
Pakistanas part of their long-term economicwho has held senior
recruitmentThe Big Give (a Reed Charity) has strategy - focused on
attractingpositions in Australia, Asia and raised more than
US$250,000 bynew organisations who will helpEurope with the likes
of Morgan &doubling online donations to theintroduce new
people, new skillsBanks and Hudson.Pakistan emergency appeals. and
develop talent in the region. Reeds acceptance by this well-50th
anniversary reportReeds offer to match more than respected
organisation marksWorking nine to five is no longerUS$80,000 of
online donations a significant milestone for thethe way to make a
living according was fulfilled in under a week. When business. The
KV assessmentto a new report 50 years at combined with the other
funders,process is very rigorous and asthe forefront of recruitment
this resulted in a total of 700 the first international
Executivecommissioned to mark the individual donations being
matched. Search Firm accepted into KV,50th anniversary of Reed
further bolsters our credibility withinSpecialist
Recruitment.Participating charities included: the region. Oxfam,
Christian Aid, DisastersThe report canvassed the views ofEmergency
Committee, ActionAid, Asia Pac:3,000 workers and revealed
thatBritish Red Cross and Merlin. We are delighted to
announceemployees are embracing more the opening of our latest
office inflexible working patterns, withEurope: Korea. Headed up by
the vastlymany burning the candle at bothSinead Wallace, Country
Manager experienced local recruiter S.H.ends and putting in over 10
hoursof Reed Specialist RecruitmentKim, Reed Korea will
concentratea day at the office. And for many, Ireland has reached
the finalson executive, professional mid-levelwork doesnt end in
the office of the coveted Women Mean recruitment, temp staffing,
career /most people complete 42 minutes Business Award 2010.
Theoutplacement consulting and cross-homework every night because
awards, in their fourth year, are border recruitment acrossthey
simply have too much workdesigned to recognise, inspire andall
industries.to get done in the working day. reward female
entrepreneurs andFrom typewriters and telephonesbusinesswomen
alike. This yearsin the 1960s to Blackberries and theme was Believe
in Change andPDAs in the noughties, the reportthe WMBusinesswoman
of the Yearalso shows how technology hasAward 2010 was presented to
theacted as a catalyst for change inwoman who has contributed
mostthe workplace during the last 50 to the success of her company
inyears. The internet and email arethe past 12 months.now accepted
as essential toolsof the trade in most jobs, with 14. C6 Tower
Bainunah St 13One Company, 30 Specialisms 34 Al Bateen, Abu
DhabiP.O. Box 113100, Abu DhabiUAE+ 971 2 406
9600www.reedglobal.aeReed Specialist Recruitment has experts that
operate at all [email protected] and across a
wide range of specialisms
including:AccountancyIndustrialActuarialInsuranceBankingMarketing
& CreativeBanking SalesMortgagesCommunity Care NurseDoctor PA
& SecretarialEducationProperty & ConstructionEnergy
PurchasingEngineeringRetailFinanceSalesGraduatesScientificHealth
Social CareHospitality & LeisureTechnologyHuman
ResourcesTraining ProfessionalsIn addition, we have industry
leading capabilities in:Recruitment Process OutsourcingGraduate
RecruitmentEmployment Screening HR ConsultingManaged Services
Strategic ResearchAssessment, Development & Talent Transitions
& Outplacementreedglobal.com/consulting
