Client Project Closure & Reflection

Transforming Falcon Recruits

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 Agenda
 Executive summary

 Client Introduction

 Current challenges

 Project objectives

 Methodologies
 Agenda
 Solution/Model Testing Plan, Evaluation
& Outputs

 Solution/Model Adjustments
& Amendments

 Conclusion, Recommendations
& Next Steps for Client

 Key Lessons Learnt

 Reflections
 Executive Summary
Project Overview
Shadow Management
Consultants engaged
with Falcon Recruits, a
U.K. based recruitment
agency, to address three
core challenges:
resource allocation,
employee turnover, and
competition.
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Methodology
This project relied solely on
secondary data analysis,
including Comparative
Analysis.
Key Findings Recommendations
Falcon Recruits should use a
The analysis uncovered
diverse strategy to solve the
resource optimization
problems found. This involves
opportunities, employee
adopting technological
retention strategies, and the
improvements, varying marketing
need for an adaptive business
tactics, and improving4 staff
model to navigate market
retention programmes.
volatility.
 Key Findings

01 02 03
THE UK REMOTE WORK, FALCON
RECRUITMENT UPSKILLING, DEI, RECRUITS FACES
MARKET IS AND AI CHALLENGES IN
EVOLVING INTEGRATION ADAPTING TO
RAPIDLY IN 2023. ARE KEY TRENDS. THESE CHANGES.

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 Client Introduction
 Falcon Recruits is a U.K. based recruitment agency.
 Falcon Recruits is renowned for its dedication to
delivering exceptional recruitment services to both
clients and candidates alike.
 In the highly competitive recruitment industry,
Falcon Recruits has emerged as a significant player,
offering tailored solutions that cater to the diverse
needs of clients.
 The agency's dedication to understanding the needs
and expectations of clients and candidates has been
a cornerstone of its success.
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 Current Challenges

01 02 03
RESOURCE EMPLOYEE COMPETITION
AVAILABILITY TURNOVER FROM
COMPETITORS

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 Project Objectives

01 02 03
IN-DEPTH ANALYSIS RECOMMENDATIONS INSIGHTS
Analyze Challenges Provide Strategic Extract Insights From
Faced By Falcon Recommendations Secondary Data Sources
Recruits

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 Methodologies
We used rigorous approaches based on data-driven insights to comprehend and handle Falcon Recruits'
difficulties in the competitive UK recruiting market of 2023. The following major tenets influenced our
strategy:

1. Secondary Data Analysis: 2. Data Triangulation: 3. Comparative Analysis:

The difficulties faced by Falcon
Recruits were carefully examined
using a wide range of secondary data
sources. With this strategy, we were
able to access a multitude of market
trends, industry-specific knowledge,
and best practices without the need
for laborious primary data collecting.
We used data triangulation to make
sure that our findings were credible
and reliable. To confirm our findings,
we had to cross-reference data from a
variety of secondary sources,
including industry reports, surveys,
and academic research.
We undertook comparative studies for
problems like resource allocation and
competitive management. By
comparing Falcon Recruits to
companies in the same sector and to
one another, we were able to
determine our strengths and potential
areas for development.

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 Solution/Model Testing Plan, Evaluation &
Outputs
 In order to give practical solutions, we have started a rigorous Solution/Model Testing
Plan, Evaluation & Outputs phase. This critical phase serves as the testing ground
where our recommendations, based on knowledge gained through in-depth secondary
data analysis, are examined and approved.
 The three main issues that we've identified at Falcon Recruits— optimizing resource
allocation, competitive dynamics, and staff turnover—need to be addressed
immediately. These difficulties serve as the compass that guides our testing efforts.
 The primary objective of our Solution/Model Testing Plan is to rigorously evaluate the
recommendations we've formulated based on our data-driven insights.

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Phase 1: Resource Allocation Optimization
Comparative analysis.

• The UK is the third biggest staffing market

globally after the US and Japan.

• The estimated forecast for the 2022 year is

a 7.4% growth in the fees generated in
2021 and a 14.3% growth in the volume of
recruitment agency clients in 2022
compared to 2021.

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Phase 1: Resource Allocation Optimization
• By January 2022, unemployment—which
rose to 5.2 percent during the pandemic—
had already declined to 3.5 percent—below
its pre-pandemic level. The previous time
unemployment had been this low was
nearly 50 years ago, in 1974 (Allas, T.
(2023).

• However, even these record increases were

significantly below inflation, leaving real
wage growth at a negative 2.6 percent—
something many workers considered
inadequate—resulting in an increasing
number of labour disputes.

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 • The pie chart shows how many people are choosing
to work in lower-paying jobs, including those that
are at or below the minimum wage.
Sum of Wages by Position Title
• Falcon Recruits must effectively utilise all of its
resources to satisfy customer expectations. The pie
chart shows that there is a rising demand for
minimum wage positions, which puts pressure on
the agency's resource distribution.

• Falcon Recruits may have operational capacity

constraints as a result of more customers looking for
individuals for lower-paying positions and the
consequent need to deploy resources for a larger
volume of job placements.

• The organisation must find a way to reconcile its commitment to higher-value placements with
effectively serving the growing demand for low wage positions. Falcon Recruits must successfully
manage client expectations, speed candidate searches, and optimise procedures to meet this resource
allocation problem.
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 Impact on Falcon Recruits
1. Due to growing competition and escalating salary demands, Falcon Recruits may have
trouble finding and keeping top talent. The allocation of resources for employee pay and
benefits may increase as a result.
2. Falcon Recruits may need to set aside extra funds to provide competitive remuneration
packages, which may include managing inflationary challenges, in order to draw in and
keep applicants.
3. To remain competitive, Falcon Recruits must regularly monitor changes in the labour
market and be ready to adapt resource allocation, including marketing budgets,
workforce numbers, and training programmes.

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Phase 2: Employee Turnover
• The impact of labor market shifts and evolving
employee expectations necessitates a proactive
approach to talent retention. Falcon Recruits
should align its strategies with these changing
dynamics to remain competitive and foster a
loyal and skilled workforce.

• These observations are directly applicable to

the problem of excessive staff turnover faced
by Falcon Recruits.

• Falcon Recruits has more difficulty finding

and keeping top talent for its clients because of
the UK labour market's skills deficit and fierce
rivalry for talented workers. Finding qualified
people for job placements may prove
challenging for the business, which might have
an impact on customer satisfaction.
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 • Falcon Recruits, like others, is unable to
provide competitive salary or prospects for
professional progression, it may have
retention issues.

• Employees may be motivated to look for

work elsewhere if they believe their
opportunities for advancement are restricted
or their salary is insufficient, which can lead
to greater turnover rates.

• The graph sheds light on the dynamics of the

wider UK labour market, such as the lack of
skilled workers and changing employee
preferences.

• These perceptions set Falcon Recruits'

particular difficulties in context and may be
useful in figuring out potential employee
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departure reasons. 16
 • This information has a direct bearing on the problem
of staff turnover. In a labour market with many
openings, Falcon Recruits can discover that its
employees are departing for better chances.

• Falcon Recruits is under pressure as a result to

improve their retention tactics and increase their
company's attractiveness to elite personnel.

• The sharp increase in job openings, particularly post-

pandemic, points to a very dynamic employment
market with many options.

• Job seekers now have more alternatives, which may

make changing careers simpler.

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 Impact on Falcon Recruits
1. Falcon Recruits may find it harder and harder to keep their best performers with an increase in job
openings. Employees with in-demand talents are more inclined to look into other employment
opportunities in such a competitive market, which might result in increased turnover rates among top
personnel.
2. Falcon Recruits could feel pressure to provide more appealing wage plans, perks, and career development
possibilities in order to reduce the danger of losing important personnel. As they seek to keep their
personnel, the firm may experience financial hardship as a result.
3. The UK has a vibrant and competitive labour market, as seen by the high rise in job openings, particularly
following the pandemic. There are more possibilities available to job searchers. Employees are more likely
to think about quitting their existing jobs in favour of greater prospects in this circumstance. Higher-
paying professions or ones that offer a better work-life balance may tempt employees.

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Phase 3: Competition from Competitors
• Understanding Falcon Recruits' place, figuring out
strengths and weaknesses, and finding opportunities
and dangers within the industry all depend on
competition dynamics analysis. Phase 2 will be
thoroughly explained below, with pertinent facts to
back it up.

• The recruitment and staffing industry contributed

£42.9 billion of direct Gross Value Added (GVA) to
Source: Hallidays | Xeinadin Group. (2022)
the UK economy in 2021. This marked a 21.7%
increase on 2020 and a rise on pre-pandemic levels.

• The industry experienced a CAGR of 4.5% from

2014 to 2019, indicating healthy growth.

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 Impact on Falcon Recruits
 Due to issues like Brexit, Falcon Recruits works in a market that experiences tremendous swings and
unpredictability. A tough future is predicted by the negative CAGR projection and the industry's dropping
revenue.
 Falcon Recruits must concentrate on streamlining its operations to improve margins because profitability
levels among competitors vary.

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 Solution/Model Adjustments &
Amendments
In light of the data and insights gained from analyzing the recruitment industry in the UK, it is crucial for Falcon
Recruits to consider adjustments and amendments to their existing solutions and models. This step is vital for
addressing the specific challenges the company faces.

1. Budget Allocation: Depending on the state of the market, adjustments to the budget allocation may be required.
Falcon Recruits may need to devote more resources to recruiting and talent retention initiatives if there is a trend
towards rising pay and competition for talent. This financial latitude can support resolving urgent issues.
2. Market Monitoring: It's crucial to continuously watch the UK job market. Falcon Recruits has to modify their
models to account for continuing market research and trend monitoring. Recruitment tactics may be timely
adjusted by staying informed of shifting market circumstances, such as labour shortages or changing applicant
expectations.

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 Solution/Model Adjustments &
Amendments
3. AI Integration: Falcon Recruits may want to revise their models to include AI-driven
technologies for activities like applicant matching and resume screening. This can improve
efficiency, minimise prejudice, and streamline the recruiting process.

4. Competitive Compensation Packages: Due to growing salaries and a lack of qualified

candidates, Falcon Recruits may want to change their compensation plans. For businesses
to retain and recruit qualified workers, it is crucial to make sure that their compensation is
market-competitive. Benefits packages and incentives based on performance may also be
adjusted.

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 Conclusion, Recommendations & Next Steps for Client

Conclusion

We draw important conclusions from the examination of the UK recruiting market and Falcon Recruits'
effects on it. In conclusion, there are substantial changes taking place in the UK labour market, with an
emphasis on the lack of talent, flexible work schedules, and changing employee expectations. Falcon Recruits'
three main challenges—employee turnover, resource distribution, and competition dynamics—are directly
impacted by these dynamics. In conclusion, Falcon Recruits must strategically adjust to these market shifts.

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 Conclusion, Recommendations & Next Steps for Client

Recommendation

1. Falcon Recruits should put specialised staff retention tactics into place to address the issue of employee
turnover. These tactics have to centre on addressing the psychological requirements of workers while also
providing flexible work schedules, competitive remuneration packages, and other benefits.
2. Use AI-driven technologies in the hiring process. advising Falcon Recruits to use AI to speed hiring and
boost productivity for activities like resume screening and applicant matching.
3. To fill skill gaps and support the industry's emphasis on diversity, equity, and inclusion, Falcon Recruits
should actively broaden its talent pool. Finding applicants with a wider variety of backgrounds and skill
levels is recommended.

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 Next Steps for Client
1. Implementation of Recommendations: Falcon Recruits should start putting the suggested tactics into
practise right away. This entails updating recruitment strategies, expanding the talent pool, and, where
required, incorporating AI capabilities.
2. Making Data-Driven Decisions: Consistently gather and analyse internal and external data in order to
make data-driven decisions. This guarantees that tactics continue to reflect the state of the market.
3. Feedback from Current Employees: To better understand current employees' needs and expectations,
get feedback from them. Utilise this input to customise retention methods and improve the working
environment.
4. Benchmarking against competitors: Keep an eye on what they're doing and tweak your tactics to stay
ahead.
5. Review and Modify: Regularly evaluate the techniques you've put into practise and modify them as
necessary. Due to the market's volatility, agility and flexibility are essential.

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 Next Steps for Client
Falcon Recruits should start putting the suggested tactics into practise
right away. This entails updating recruitment strategies, expanding the
talent pool, and, where required, incorporating AI capabilities.
Consistently gather and analyse internal and external data in order to
make data-driven decisions. This guarantees that tactics continue to
reflect the state of the market.

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 Key Lessons Learnt
 The UK's ongoing talent shortages across several industries have made it clear how
crucial it is to evaluate applicants based on their potential and transferrable abilities.
 The competitive dynamics of the recruiting sector are always changing. In order to
keep a competitive edge, Falcon Recruits is dedicated to keeping an eye on rivals,
examining industry trends, and modifying methods.

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 Reflections
Initially, I felt a mixture of excitement and apprehension. The project appeared
complex, given the dynamic nature of the recruitment industry. However, as I delved
into it, my confidence grew, and I felt more comfortable navigating the intricacies of
the sector.
The project required extensive data analysis, and this phase was both challenging
and rewarding. I’ve delved into reports, statistics, and market trends, which allowed
me to uncover valuable insights. I developed a deep appreciation for the importance
of data-driven decision-making in the business world.

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