3D Recruitment
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Transcript of 3D Recruitment
Henry Smith – Head of Strategy
Alex Tayler – Chief Accountant and Forecaster
Tamsin Wade – Head of Marketing
Dylan Yarborough – Head of Industry Research
Kane Nimblette – Chief Brand Designer
Meet the Team
• 3D Recruitment will specialize in IT, digital and change recruitment.
• We hope to work with La Fosse to drive out competition with other IT agencies recruiting for business change, technical and digital roles.
• Our USP is the removal of the ‘middle man’ (agency) as it speeds up the recruitment process.
• We believe this will leave more agents free to work on recruiting more for senior positions, allowing all divisions of the company to grow.
Who we are
The Market
• The turnover for the total recruitment industry increased by 9.7 per cent in 2015/16, which means the current value of the industry is £31.5 Billion.
• IT/Digital recruitment is the most profitable sector within permanent recruitment, generating £525m in revenue.
• As of 2014/15 there are 8,000 Recruitment Agencies operating in the U.K, figures show this is increasing year on year – but few have an app.
• From a 2014/15 survey 20% of candidates and clients elected to withdraw from the recruitment process through an agency because they felt it took too long.
3D’s Biggest Competitors
• There are 8,000 Recruitment Agencies operating within the UK, very few of these have a Mobile App. During market research we identified the following agencies which already have an app:
• World Wide Recruitment – Global Recruiters, Generalised non specialists
• Kintec Global – World Wide recruiters, Generalised non specialists
• Ecom Recruitment – Digital & IT Specialists
How will the app work?
1.)Create a profile
Candidates
2.)Write 50 word brief and upload
CV
3.)Take psychometric
tests
4.)Score to be displayed on
profile
How will the app work?
Clients
1.)Create a profile
2.)Post a job role stating
desirable test scores
3.)Receive top 10
candidates
4.)Pick their top choices and call for interview
• The top chosen candidates will receive a notification asking if they are still looking for work and interested in meeting the company.
• Employer will manage the interview process via the app.
• Video Interviews can be conducted through the app.
• Employer can upload possible interview dates/times.
• A feedback questionnaire will be completed by clients for unsuccessful interview candidates
The Interview Process…
Development: Marketing (80:20)
• Fuelled – Award Winning App developer
• 8 Awards
• Based in London
• Quiz up, Ducati, Verizon
Budget
• Cheaper, faster to develop and more popular.
• E.g. Apple and Android platform costs.
• However if you chose to invest more to invest in this app we would pick Native development because it has a better user experience and performance, fewer limitations and ease of debugging.
• Large companies such as Facebook and LinkedIn both use Native.
The Nitty GrittyNative vs Hybrid
Pre-launch & Post Launch:
• Press releases via PRweb in the run up to launch (£50 per post)
• Sponsored content on LinkedIn (£4000 per annum)
• Paid ad on google for 4 months surrounding launch (£10/20 per day to start)
• Billboards placed around London for 2 months surrounding launch (£300-600 for every 2 weeks)
• The app logo will be added to La Fosse’s email signature
• Launch event for executives from various companies– (£15oo)
Marketing
Revenue Forecasts
• Commission Structure ~ 5-10% of salary value
• Optimistic estimate; 20% increase in annual turnover by 2018 above current predictions.
• Cautious estimate; 5% increase in turnover by 2017 and a 10% increase in 2018.
• Increase in profitability of between 4% and 7% by 2018 above current forecasts.
• Will help free-up the workforce to pursue new opportunities in the long-term.
• Despite ongoing costs, overheads will still be lower.
Strengths• Minimal Costs• Further
Investment
SWOT
Weaknesses
• Loyal client/candidate base
Opportunities• High rate of employment• Opportunities for short-term IT
workers
Threats
• Exponential Growth in market
• If La Fosse chooses not to invest in our app via concerns of credibility damage we can adapt.
• We will use the same ideas we have previously mentioned but become a single investable company and could focus on any market.
• We will cut out the middleman i.e. the recruiter and focus on numbers alone.
• Our psychometric testing and matching algorithm would be central to this idea.
We can adapt..