Can middle-men leave smaller footprints?

Fetching and carrying has long been seen a rather mundane activity, a necessity of function required to get the desired object from place to place. It is a task that most of us would rather usually leave to others to do, which is why we see internet shopping take a greater hold year after year.

It could be argued that recruitment companies have benefited from this very outlook. They have repeatedly taken on the role of collector and deliverer and found value in the role of the intermediary; only providing people rather than groceries. I’m sure Fred Smith of FedEx would tell you that the business of getting things from A to B in time, with little inconvenience, is a service people will value greatly and pay for willingly. The fact is, the more difficult it is for the end-user to find the product they want, the more willing they are to pay a specialist to find it and bring it to them.
However, the world is changing. It is not time to talk of killing off the middle man, as for now they are alive and well in this expanding global market. Yet they are having to face up to the more challenging tasks in meeting the desires of their customers.

Over recent years we have seen the growth of the internet which, while serving a considerable advantage in terms of communication and efficiency to the go-between, has equally empowered the end-user. Suddenly, the end-user has the potential to break down the barrier between them and their required product or service. They can access information and details that allow an informed buyer decision and then actually contact them directly and do the whole process without the use of anyone else. No showroom to visit, no distributor, no adviser or salesman, no misleading or diluted information, no unmet promises, just straight and direct, unadulterated commerce.

The middle-man has learnt to live and survive amongst these threats but now a new challenge is facing the middle-man, the environment. Globally people are beginning to face the realities of climate change. In business, whether for genuine reasons or commercial edge, companies are driving the agenda. They are facing up to their environmental responsibilities and also the importance of sharing the philosophies and beliefs of their employees. They are moving to reduce their carbon emissions and go beyond merely ‘off-setting’. The greener we become in our personal lives, the more we will demand this of our employers and so this becomes an important issue for recruitment and employee retention.

So how does the middle-man, in particular recruitment companies, keep pace with this? Most companies select their suppliers on a number of criteria. These can range from expertise, infrastructure, back-up and support through to shared business philosophies. As an example, a company who has a strong equal opportunities policy is unlikely to select a recruitment vendor to supply people unless they know the vendor shared that approach or their pledge is in any way disingenuous.

We are already seeing evidence of increased ‘green’ employment opportunities within larger companies. And as the environment climbs the corporate agenda and companies begin to dedicate more internal resources and finance towards solving environmental issues, they will also surely look to synchronise these values with their partners.

Recruitment companies have both an opportunity and a challenge. Their opportunity is in meeting the needs of a changing workplace. The environmental issue will stimulate a change in attitude by many businesses to think differently about how they might employ and organise people. The necessity of commuting and office-bound workers should decline and people will be encouraged and offered more flexible working arrangements where home-working, telecommuting will be normal. This widens the opportunity to employ people across borders and hands a considerable chance to recruitment companies to deliver value.

But where value is added it can also be eroded. The perceived value of most recruiting services is that they provide a fundamental role in collecting, filtering and delivering people with the right skills and experiences. This is a service that is often seen as time consuming, administratively intensive and fraught with anomalies that can result in failure. Because of this, companies often want to mitigate these pressures by involving a third party recruitment firm that will apply their expertise to identify the person, meet and evaluate them, then deliver the rather more attractive package back to the customer. The problem for the recruitment company will be how to continue to provide this service while meeting the client’s environmental considerations. Will these clients continue to endorse the frequent need to hop around international markets assessing prospective candidates and leave big dirty carbon footprints that lead straight back to their door, or will they require a more virtual and carbon friendly approach. And if they do demand a change, how will recruitment firms continue to provide that rather important intermediary role with the same accuracy and effectiveness on an increasingly international stage, without the chance to properly fetch and carry.

With recruitment companies not yet likely to be forced into examining their supplier agreements to ensure environmental compliance, it is an issue which will ultimately need to be faced. However, the future will undoubtedly require all middle-men with climate conscious clients to draw-up clear guidelines that will ensure that both performance and environment remain protected. Those companies who proactively address the topic now by creatively changing the way they deliver services will naturally establish a lead over the rest.

Karl Simpson
Managing Director
Liftstream
Liftstream is a biotechnology recruitment agency specialising in life sciences executive search and pharmaceutical management recruitment.


Karl Simpson
Managing Director
Liftstream
Medical diagnostics recruitment agency
Speciality biotechnology recruitment agency
Life sciences recruitment agency

Biotech Clusters must prevent their pools from drying out.

There is significant competition in the fight for the skills, experience and talent to transform fledgling biotechnology companies into sustainable enterprises with something more than big ambitions. The small and agile biotech company has many advantages to offer the adventurous and entrepreneurially minded life science professional. Using these attractive characteristics effectively to appeal to talented people takes consideration and analysis as well as huge amounts of time and effort if you’re truly going to hire the quality required to drive the business forward and execute your plan.

Because biotechnology companies are largely in clustered hubs across Europe, often supported and backed by an association or group whose mission is to raise awareness of the cluster, these companies have a great opportunity to ride this publicity wave and deliver their message of opportunity to candidates with impact.

Yet to do this, companies need to concede the protectionist attitudes they take to talent they recruit. It is advantageous to all the companies within the cluster to attract great people as it will make all the companies stronger and more successful by attracting other great talent and stimulate stronger International interest.

It is widely acknowledged that people and skills are critical in executing any business plan but to attract high quality talent to the dynamically changing world of biotech, it sometimes requires those same individuals to think about their contingency options should things not work out. Who else is there that can provide them with a career?

This is where clusters have a distinct advantage. By accepting that people will give you good service but will want to move on at some point, they can work on keeping the talent locked into the cluster rather than losing it to external markets. Recruiting is currently so difficult, expensive and competitive that by creating an open talent forum where cluster companies can broadcast their opportunities and open their doors to those people ready for a fresh challenge, you can strengthen the cluster by retaining skills rather than losing out to competitive talent markets.

But how?...Well, as company executives and investors you regularly convene to discuss trends, alliances and industry developments. You network, share ideas and swap contact information and all these prevalent concepts are well ingrained in modern business and acutely employed across these biotechnology clusters. Take these principles, develop them and apply them to recruiting and careers and you begin to provide the connectivity conditions similar to large companies. People can then move around to progress their careers and acquire the experience they feel they need to achieve their longer term ambitions. You begin to build up the loyalty and ties people feel with the area and the companies that comprise it, which can only enhance the ability of the respective companies to attract other great people from the global talent markets. So preserve your talent pool and work with your fellow cluster companies to find ways to offer opportunity and lock in the skills of the world’s best talents.

Karl Simpson
Managing Director
Liftstream
Medical diagnostics recruitment agency
Speciality biotechnology recruitment agency
Life sciences recruitment agency

Barbie Rocks at 50

Barbie made her catwalk debut at New York Fashion Week at the fabulous age of 50!

Not many fifty year olds could hit the New York runway in such a fabulous way as Barbie, but the plastic doll proved to every fashionista at New York fashion week that you can still look fabulous when you turn the big 5-0.

Fifty-one designers including Tommy Hilfiger, Calvin Klein, Donna Karen, Diane Von Furstenberg and Marchesa all made specially-designed outfits to celebrate Barbie’s birthday.

The showed opened with a visual biography of the Barbie story and then flashed into a heart monitor beeping into action, to show that the doll was coming alive.

Fifty-one models strutted down the catwalk in an array of costumes that included a pink, butterfly printed dress from Juicy Couture, a green prom dress from Betsy Johnson and a signature wrap dress from Diane Von Furstenburg.

Sinead O'Donoghue
Look
lookys@ipcmedia.com
Tel: 0203 148 5000
High street fashion website featuring all the latest in celebrity style and the latest fashion news.

Organic Fruit and Veg

I've just signed up for Able & Cole's organic veg box.

I've always been reluctant to do this in the past as I've always imagined it would make planning meals a nightmare.

I'll let people know how I get on over the next couple of weeks.

The Nights are Closing in.....

After the salad of a few days ago, which was very nice thank you very much, I fancy some comfort food this evening.

Reason being is I get the definite feeling that Autumn is on it's way....

Now, I don't want to be a preacher of doom and gloom but it was still dark when I got up this morning and the weather is all unsettled.

So, to cut a long story short stew tonight me thinks... Tonights meal.

Salad tonight...

Last nights meal was a great success, almost, everyone loved it.

However it supposed to be getting a little hotter over the next couple of days so I think a salad is in order tonight.

Chicken is always good and Good to Know have some great Quick Recipes.

I found this one: Chicken & Couscous Salad.

I'll let you know how it goes.

Chorizo & Haddock, Yum....

Hello All

As I know I've said before I love Chorizo.

I just found this recipe on the BBC Goodfood site: Chorizo & Haddock.

It sounds lovely, I'm going to pop out and get some haddock and will be serving this up tomorrow.

I'll let everyone know how it goes.