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Ingredients of Marketing

February 5th, 2010 By julian Filed Under: Everyone, Interesting, Weird and Wonderful

On the 3rd of February 2010 our own Dylan Co-founder Phil Edelston conducted a presentation named the “Ingredients of Marketing Mix”. He delivered an engaging and inspirational session to a group of thirty ambitious students, all of whom harbour an ambition to become successful entrepreneurs.

The presentation was part of a three day course linking in with NACUE – The National Consortium of University Entrepreneurs (www.nacue.com) which took place at the London Metropolitan University. Phil aimed to provide a detailed and practical coaching strategy covering key points such as:

• The background of marketing.

• What a marketing strategy is.

• How to put a strategy together.

Phil prepared by digging back into his own university lectures, using his own knowledge and experience combined to deliver an interactive and productive presentation.

Once the basic points were covered, Phil focused on marketing in today’s society and the accessibility that has been created through the current digital and social media.

As a widely expanding and popular domain, the participants were able to benefit in learning how to use these opportunities to their advantage.

As a successful entrepreneur himself (Phil co-founded Mash – www.mashmarketing.co.uk and Dylan* – www.dylanlondon.com ), Phil’s aim is to empower up and coming entrepreneurs, assisting in fast tracking their goals and provide any knowledge share that can help drive successful marketing initiatives through their businesses.

You can link in with Phil through www.linkedin.com/in/connectphiledelston

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Recruitment set for Gradual 2010 recovery

February 4th, 2010 By julian Filed Under: Everyone

The recruitment sector is set for gradual recovery this year, according to a report from market intelligence provider Key Note.

The report forecasts that the value of the permanent recruitment market will decline by a further 4.2% in the year ending March 2010, adding that a recovery is more likely to be sustained in the second half than in the first half of the year.

Growth in employment levels usually lags behind growth in the economy suggesting that demand for new staff will not start to emerge strongly until the second half of 2010.

In the year ending March 2009, the value of the permanent recruitment market dropped by 39% to £2.61bn on the previous year, while the number of permanent placements fell by 19.8% to 582,803.

The report shows that the financial services, construction, property and retailing sectors were particularly affected. Key Note anticpiates that sectors likely to show some reasonable improvement in 2010 include utilities, social care, financial services and technical/engineering and of these, technical/engineering and social care are likely to be significant growth areas.

And it adds that overall, the immediate outlook for the permanent staff recruitment market is better than it was for 2009, but it remains weak, adding that the market will still be intensely competitive in 2010, and that total revenue will decline, before beginning a slow recovery to finish the forecast period (2010 to 2014) at £3.1bn.

The report also predicts that fee rates are unlikely to rise in 2010 and may even be squeezed further, with the recovery coming too late for some recruiters.

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Graduate vacancies are set to increase this year!

January 13th, 2010 By Ant Filed Under: Uncategorized

Graduate vacancies are set to increase this year. However, 2010′s graduates will face stiff competition from their 2009 counterparts, according to new research from market research firm High Fliers.

The research shows that:

Firms expect to recruit 11.8% more graduates this year than in 2009.

Half of employers are in the process of stepping up 2010 graduate recruitment targets.

More than 40% of graduate applications have come from 2009 graduates as opposed the current undergraduates
the average graduate starting salary of £27,000 is expected to remain unchanged.

Managing director of High Fliers Research, Martin Birchall, says: “After two years of swinging cuts in graduate recruitment, it’s very encouraging that Britain’s best-known and most sought-after employers are stepping up their entry-level vacancies for 2010.

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Heading for graduation?

July 14th, 2009 By julian Filed Under: Candidates

Let’s now fast forward to those students who are part way through their degree and will be looking to start work in a year or two years time……

Do you have 1 or 2 years left on your degree? Now is the time to be thinking of your career!

Key is the consideration is that the jobs market is highly competitive, so you need to be able to stand out. How do you stand out as a graduate? Yes of course, the institution you study at and the grade you attain help recruiters assess your ability but there is a lot more you can do.

First up, have you considered internship? During those long summer vacations, why not work for a games company for 3 months and gain a real insight into working life. EA Internships place you on a live game team and hence give you really meaningful work on a game that will ship to millions of people…plus you get paid and most importantly you get you name into the game credits. You will also gain some vital contacts and build your network. If you are good you may even get a job offer for when you graduate.

Now imagine if you are the recruiter and you get a selection of cv’s. All are similar ie they come from great Universities and have strong grades but one cv has the added value of an internship. Which would you prioritise for interview?

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HR rallies against retirement age

July 14th, 2009 By julian Filed Under: Candidates, Employers

Most HR management professionals (64%) believe the mandatory retirement age causes a loss of valuable knowledge and talent, according to a survey from TAEN – The Age and Employment Network, and the Employers Forum on Age.

And of those that had removed the mandatory retirement age, more than three quarters viewed it as a positive step.

Chris Ball, chief executive of TAEN, says”The survey shows that the arguments against repeal of the national default retirement age (NDRA) do not correspond with reality. Most employers, even those that have mandatory retirement ages, say it is of no help in dealing with under-performing employees. Yet this was a major reason for the NDRA when the regulations were introduced.

“Similarly, while organisations with mandatory retirement ages say it helps their succession planning, those who have got rid of mandatory retirement say they get on fine without it.”

Security of postgrad courses sought by graduates

More than three in five graduates are contemplating further study due to the tough jobs market, according to figures from Milkround.com.

The survey shows that 15% consider a postgraduate qualification is “essential”, 16% “beneficial”, while 13% did not think they needed a postgraduate qualification, but would still like one.

Milkround.com spokesperson Mike Barnard says: “Postgraduate study is becoming increasingly popular among graduates who are taking a look at the harsh realities of finding a job this summer and realising they need to beef up their CV or face an uncertain future. Employers have fewer vacancies but more candidates applying, meaning they can be picky when choosing their graduate employees. If the skills don’t match up, a CV will go straight in the rejected pile – it’s that simple

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The human face of recruitment

July 8th, 2009 By julian Filed Under: Employers

I’m sat in a coffee shop, something I notice myself doing more and more, partly as it gets me out of the office but also a reflection of my work pattern that has significantly changed since the ‘R’ word arrived. Now some recruiters I talk to are all up beat, it’s about opportunity etc. etc. they have never had it so good and that may be true. Certainly my work in talent pooling, acquisition strategies etc. has increased but there are no two ways about it, on the front line, getting people into jobs has died and died dramatically.

Now before we go down the woe is me route, it will be ok, I have been around the block, have diversified into appropriate high value consultancy (but can cope with more, hint!) and do see the change in economic climate as an opportunity but in this profession I am in the minority.

When you dig a little bit deeper though, there is a slightly different story to tell, yes it is tough, but it is really that clients have changed their behaviour. More and more there is a move to an inhouse approach, talking direct to candidates, missing out the unvalued middle man recruiter.

For me this is an interesting move, for years clients have used recruitment organisations to fill the volumes of jobs they had, managing the process and supply chain rather than actually knowing how hard it is to attract talent, assess talent and successfully recruit the talent. Suddenly they are in the firing line and good news for us recruiters is that at last in some cases they actually appreciate how tough it is.

The perception has always been that recruitment companies did some advertising, got some CV’s and just emailed them in and to be fair, some did and still do. Those of us that have taken a value based, professional route know there is so much more to it and now some of those clients actually realised it.

In the main it’s the volume that has killed them, an organisation with a strong brand and access to a good pool of direct sourced talent can easily find themselves swamped. They don’t have the qualifying and assessment mechanisms in place that their recruiters used to have and they are drowning, often delivering a poor service to their candidates and because they are direct, damaging their employee branding. Not good for you, me or anyone.

The solution, well obviously in an ideal world they would come and talk to me but in reality these clients need to reassess their approach to the market and dare I dare I say it act like an agency!

When the ‘R’ word is over I will still be here to help my clients with the critical hires they will need to grow their business but I am here today to help get your inhouse capability on track, think like an agency, proactively manage the process and deliver the results you need yourself.

Martin Dangerfield

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Brand Camp

April 27th, 2009 By julian Filed Under: Interesting, Weird and Wonderful

Tom Fishbourne, UK Managing Director of Method Products is also the cartoonist behind Brand Camp – a collection of very clever management cartoons. Tom is an inspirational business man, hugely innovative and enterprising and a great guy to work with. For more of his cartoons please go to www.tomfishburne.com.

“I’ve been thinking about how the recession is sinking into the collective business psyche. It feels like we’re all going through some form of the Kubler-Ross stages of grief. I’ve been struck by the resurgance of WWII-era propaganda, like the vintage “Keep Calm and Carry On” poster that suddenly appeared everywhere…….” (more at tomfishburne.com)

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Ways to select the right recruitment company

April 15th, 2009 By julian Filed Under: Employers

After the boom years of recent times, one thing that the UK is not short on is recruitment companies. The continuous growth experienced over the last 5 years, pre the drop off, has meant that agencies have been able to spring up anywhere and everywhere, fulfilling the recruitment needs of the growing businesses nationwide. This phenomenal growth has come at a cost, most notably a quality cost, with ‘agencies’ rather than consultancies operating to a sales lead, numbers based business model, forsaking the consultancy lead, partnership ethos that is an essential element in any successful talent partnership. Here’s some tips on selecting the right recruitment partner;

Tip no.1

Check for expertise in the area. The consultancy should know about local qualifications, the registration process for professional bodies and have some background for such operations.

Tip no.2

Go personally to their offices, meet the team, check their surroundings and their employees and make sure that their company culture fits in with yours.

Tip no.3

Meet the people who will be working with you to find your talent. Recognise them as your partners, understand that they are trying to help you grow your business by recruiting the right talent, engender an environment of honesty so that their feedback is conducive to positive change that further enhances your business offering.

Tip no.4

Reference your recruitment partners, talking to their other clients to get feedback on both the business and the consultants you work with. They are the most trustworthy sources on this matter but be careful on rushing to call the number they gave you immediately. It could be anyone. Research the company on the Internet and make sure it’s a really credible source.

Tip no.5

Investigate the kind of support they offer as the way they treat the candidates tells a lot about their business and will dictate the quality of candidates that are attracted to their business, and as a result, yours.

These are just a few tips on making the right choice. The fundamental driver should be to ascertain whether their business is as professional as your, that their emphasis on quality and culture is as focused as yours and that they understand the strategy goals of your business and how talent fits in to your growth strategy. If your consultancy ticks all of these boxes, you have yourself a real partner rather than just an agency trying to ‘sell’ you candidates.

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Maddie’s Blog Part 1

March 31st, 2009 By julian Filed Under: Maddie's Blog

Maddie, Holly and The Sock Monkeys

My name is Maddie George. I am 23. I live in North London. I like to spend my Saturdays exploring, laughing, and eating cake. I like the colour purple, I like The Beatles. I like cookery shows, and harbour an unhealthy obsession with 24 / Jack Bauer. I clean too much, I recycle and boss my boyfriend around more than he would like. My spelling is rubbish. I am normal.

On 22nd January 2009, less than 24 hours after finding a lump in my neck, I was diagnosed with Stage 2a Hodgkin’s Lymphoma, a type of Cancer that affects the Lymph nodes (the glands in your neck, groin and armpits).

In a split second, my life was turned upside down, destined never to be the same again. I am a positive person but the thought of having and battling cancer was a massive shock to the system and more than I thought I could handle.
What does this mean? How will this affect me? Will I see my next birthday? How bad is it? Why do I not look sick? These questions muddled through my head one after the other. While Cancer is very rare, I couldn’t help but ask ‘Why me?’.

However, straight away, wonderful things started to happen and I couldn’t help but feel that actually, I am a very blessed, lucky girl. In the early days of my diagnosis some truly great friends and family gave me so much love and support, that the bad thoughts slipped away.

My friend Lucy rushed to my bed side and took on the role as my PA. My friend Mary turned up at the hospital unannounced to be with me. My brother sat by my bed, ready to provide whatever I needed. My Mum and Boyfriend dropped everything and raced down the A1 to get to me. My fellow Mashers in the office made a card with Jack Bauer on it. My housemates packed up some of my belongings and hand delivered them to me. And then there were the flowers, the gorgeous flowers that arrived from so many supportive faces.

The night I came home from hospital we had a mini party with some of my friends and family. All I wanted to eat was duck, so we got duck. All I wanted to drink was wine (unsurprisingly!), so we got wine. I started to think maybe if I was going to start getting my own way all the time, maybe this wouldn’t be so bad (!). As I looked around the living room, I couldn’t help but feel an overwhelming sense of happiness to see all the faces of wonderful people that were rallying round me.

From that moment on, I was determined to stay firmly on the bright side of life and fight for the silver lining at the bottom of all of this.

At the same time, my housemate Holly went to a Craft afternoon and made a sock monkey. When she got home, Holly gave me her monkey and it was love at first sight. The monkey just made me really, really, really laugh – it was so cute! It put such a huge smile on my face and made me so happy that I took it everywhere with me, everywhere. It was my good luck charm, my mascot, my friend. From then on, it was me and the monkey against Cancer together.

I found out I would have to have chemotherapy treatment which involves 6 hours in the hospital so toxic drugs can be fed into me and attack the cancer. 6 hours? How boring! Holly suggested that I start making sock monkeys while I was going through treatment to keep me occupied and keep me occupied. When Doctors told me that I would need 4 months of chemo, we realised that not only would I lose my hair, but that a lot of monkeys could be made!

Everyone needs a sock monkey...

The NHS kindly offer one free wig for all cancer patients but they made me look a bit like a shop mannequin (!) and were not very nice. I discovered that a beautiful looking wig could cost anywhere from £500 – £3000, a lot more than I could afford. And then it dawned on us. Everyone we’d shown had loved the sock monkeys and wanted one of their own. We could sell the monkeys to help raise money for the wig AND raise money for the Lymphoma Association AND spread the joy of the monkeys!

And so it was…Monkeys for Maddie was born…and I haven’t looked back.

The message behind the monkeys is that behind every dark cloud, there is a silver lining.

I’ll be keeping you updated on my progress through the Mash blog but in the meantime, please do visit us at http://www.monkeysformaddie.com/ to order your own sock monkey. We also NEED MORE SOCKS to monkey up so please post them to me at the address given or if you just want to say hello then please do at: monkeysformaddie@googlemail.com

The more colourful the sock, the more personality your sock monkey has!

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The famous Dylan brownies

November 25th, 2008 By Sarah Filed Under: Candidates, Everyone

There’s no better way to say it than with a box of homemade brownies. We’ve been baking brownies for the last few months and delivering them across London.

From inception, we’ve had a tradition of sending a box of treats to our candidates on their first or second day at work, we think it helps break the ice and is a small something from us to congratulate them on their success.

Brownies are a great way to introduce yourself to your new team and we always make sure that the boxes are full to bursting. More brownies, more friends we reckon.

We used to buy little cakes from a store down the road in Borough Market but having been treated to Emma’s brownies (Emma works with us as an account manager) we asked her to start making brownies for all of our candidate too.

Emma now has a great little side business and we receive a regular delivery of brownies straight from her kitchen, which are then lovingly boxed and wrapped by Amanda and sent out all over London.

After much cajoling, Emma has agreed to divulge her secret brownie recipe.

Here is the not so secret recipe;

You need all of the following;

¾ of a bar of butter (a normal bar is about 200g)
A slab of cooking chocolate, the darker the better (185g)
A big handful of plain flour (85g)
40 g of cocoa powder (the same amount that you would use for about three hot chocolates)
50g of white chocolate (the equivalent of two Cadbury dreams)
50g of milk chocolate
3 large eggs
275g golden caster sugar

To prepare them;

1. Throw smallish cubes of butter in to a medium sized bowl. Taking care not to eat it all, throw in all of the dark chocolate in small pieces. Quarter fill a small saucepan with hot water and sit the bowl on the top so that it perches on the rim without touching the water. Stir the chocolate over a low heat until it melts and then remove the bowl from the pan to cool down to room temperature.
2. Whilst that’s cooling off, prepare your oven (heating it to 160C/conventional180C/gas 4. Most ovens take 10-15 minutes to heat up). Using a shallow square tin (you won’t be able to get them out if the tin is too deep!), cut out a square of non-stick paper to line the base. Tip the flour and cocoa powder into a sieve held over a medium bowl, tapping and shaking the sieve so they run through together and you get rid of any lumps.
3. Chop the white and milk chocolate into chunks on a board (the bigger the knife, the better).
4. Break the eggs into a large bowl (one handed if you’re an expert) and tip in the sugar. With an electric mixer on maximum speed, whisk the eggs and sugar until they look thick and creamy, like a milk shake (look is the operative word here, it won’t taste like a milkshake at this stage). When the mixture becomes pale and is about twice the size, it’s ready.
5. Pour the cooled chocolate mixture over the eggy mousse and gently fold together with a spatula. Plunge the spatula in at one side, take it underneath and bring it up the opposite side and in again at the middle. Continue going under and over in a figure of eight, moving the bowl round after each folding so you can get at it from all sides, until the two mixtures are one and the colour is a mottled dark brown. The idea is to marry them without knocking out the air, so be as gentle and slow as you like. Patience is a virtue in this case as you’ll get better brownies at the end.
6. Resift the cocoa and flour mix from earlier in to the mixture and mix in using the same technique as before. Remember to be gentle. The mixture will look dry and dusty at first, and a bit unpromising, but if you keep going very gently and patiently, it will end up looking gungy and fudgy. Stop just before you feel you should, as you don’t want to overdo this mixing. Finally, stir in the white and milk chocolate chunks until they’re dotted throughout. Now your mixing is done and the oven can take over.
7. Pour the mixture into the prepared tin, scraping every bit out of the bowl with the spatula. Gently ease the mixture into the corners of the tin and paddle the spatula from side to side across the top to level it. Put in the oven and set your timer for 25 minutes. To check if it is ready or not, shake the tin from side to side. If the brownie wobbles in the middle, it’s not quite done and will need another 5 minutes or so.
8. You’ll need to leave the giant brownie until it’s completely cold (unless you’re serving them with
ice cream). Once cold, you can lift the brownie out and chop it in to little or large pieces. This is a good time to reward the chef with a cheeky brownie of two.

That’s it.

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