Adam Kaye - UK Managing Director

We all know that the market has changed. Because the recession changes business decisions, tightens budgets, freezes long term hiring etc your projects are now complex and more business critical than ever.

A solution to this is a highly skilled professional specialist who can come in to your business and help deliver your project with success, on time and to budget. Whether the project is to implement a system, restructure a department, deliver a migration or to develop a bespoken solution, there are specialist candidates who have the experience needed to delicately deliver a business critical project, all of which have had the experience of budgets and time frames to work against and are now available to come in to your business as quickly as tomorrow.

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Adam Kaye - UK Managing Director

Developing web applications using open sources like PHP has become a very popular trend. Recently, there has been an increasing demand for skilled and experienced PHP programmers worldwide.

PHP is known to be one of the most effective open sources available in the market currently. It enables companies to have customized web applications and dynamic websites that can do great things for their online business. PHP programming not only offers flexibility but also helps to deliver secure web applications that can work effectively on all kinds of browsers.
With increase in demands and limited resources many PHP Programmers have started charging higher prices, which becomes a costly proposition for many companies. Because of this all sizes of organizations have started to hire PHP experts from web development companies on a contract basis or to hire full time PHP programmers from the market in order to create and maintain their business website. This not only helps them save time but also helps to save money.

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Adam Kaye - UK Managing Director

The importance of Risk Management and Compliance has never been a more poignant a theme as of late. Due to the still evident shock waves omnipresent in the market place, there has been a noticeable and increasing demand for skilled and experienced Risk and Compliance professionals.

Trends in Q4 2009
The Risk market has grown more confident in Q4, and companies have began to source professionals again from external parties as growth in their businesses is forecast as of the beginning of next year. Consultancies seem to be manoeuvring themselves to gain competitive advantage cross sector with niche specialists.

Profiles which appear to be more in demand are those with Basel II, RWA and economic capital experience which is a result of the vested interest on regulatory compliance and risk across financial institutions.
Q3 also saw a high level of interest for technical risk management experts in particular for those with exotic product knowledge and core front office experience.

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Adam Kaye - UK Managing Director

The credit crisis had plunged the world economy into the deepest recession since World War II.

The recession was of an entirely different nature from the one at the beginning of the 80’s. Low profits and lack of incentives were the key problems at that time. In 2009 we are dealing with speculative bubbles resulting from a surplus of savings on the one hand, and poor regulation and supervision on banking systems, which failed to keep pace with financial innovation, on the other. This combination of macro and microeconomic factors led to the current crisis. The crisis could have substantial long-term effects on the level of prosperity.
How can investment into new human talent maintain a company’s competitive advantage?

HIGHLY SKILLED ACCOUNTING AND FINANCE PROFESSIONALS

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Adam Kaye - UK Managing Director

Despite the welcome signs of recovery, company’s should start to build for the future rather than dive into immediate but short-term business.

Despite some positive news that has predicted the end of the recession, sales are still significantly below previous years.

In the year to July 2009, all but one of the monthly comparisons has been significantly below the corresponding period of the previous year. The significance of this decline means that at current levels, sales are significantly below those experienced two years previously.

But are we starting to see a change, are the green shoots starting to appear once again out there?

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Adam Kaye - UK Managing Director

Demand for marketing & communications staff is increasing, though employers are only looking for proven performers, who can hit the ground running.

The job market is showing improvement as many companies look to upgrade their marketing capability.

Roles reaching the job market are demanding extremely specific skill sets with little flexibility for ‘nearly there’ candidates, despite the benefits of recruiting professionals full of potential for now and future skills needs.

Digital marketing continues to attract, invest and create job opportunities. With its ability to more directly measure impact, employers are looking for proven success from incumbent staff and have a sharp eye out for talented individuals able to add value using their expertise.

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Adam Kaye - UK Managing Director

We all know that the market has changed. We know that when we have the pressure of delivering an IT project, it is not the same as maybe 12/18 months ago. We are going to encounter these problems for at least the next 12 months at different times of the project, starting at the budget, right through to delivery.

Because the recession changes business decisions, tightens budgets, freezes long term hiring etc IT solutions are now complex and business critical more than ever.

A solution to this is a highly skilled professional specialist who can come in to your business and deliver the project. Whether the project is to implement a system correctly, restructure the IT Department or to develop a bespoken solution, there are specialist candidates who have the experience needed to delicately deliver a business critical project, all of which have had the experience of budgets and time frames to work against.

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Adam Kaye - UK Managing Director

Its hard to believe after the past 12 months or so that I have to right such an article to you. With so many news and views articles revolving around surviving such a bad recession. Now people want to know can your business survive the upturn? – Where will it end??

Resourcing and senior HR professionals will be in demand come the recovery, according to recruiters.

A survey from IT and business services firm Logica this week showed that over a third of HR departments claim they do not have the necessary HR personnel in place to deal with an upturn.

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Adam Kaye - UK Managing Director

Employers can minimise the risk of hiring candidates that are ineligible to work in the UK by using agencies, according to recruiters.

Yesterday, Attorney General Baroness Scotland was fined £5,000 for employing a housekeeper who was not legally allowed to work in the UK.

The UK Border Agency said Baroness Scotland had taken the necessary steps to check Tongan Loloahi Tapui’s right to work but had not retained a copy of documents, as required by law.

This really is a silly mistake to make because everyone that wants to work brings their passport now. People are pre-programmed to have a passport to prove they are allowed to work here. It takes no effort to take a passport and keep a photocopy on the person’s file. It is standard procedure.

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Adam Kaye - UK Managing Director

The accountant’s role is set to become more demanding during the next five years, according to a new survey.

The Association of Chartered Certified Accountants survey of 750 business executives across eight countries says an increased focus on risk management will see accountants needing to demonstrate complex business and managerial skills.

The number of accountants required is expected to rise, with 63% of those surveyed regarding accountants as essential to deal with a more challenging trading climate.

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Adam Kaye - UK Managing Director

A quarterly survey of employment trends in over 30 key countries has found the percentage of organisations in the UK hiring professionals and managers has rebounded to 50% after a dramatic fall to 28% at the beginning of 2009. As a result job prospects for professionals and managers in the UK are now level with the global average.

The ‘Global Snapshot’ from the international recruitment firm, Antal, asked 7397 companies in major markets such as western and eastern Europe, Africa, India, China and the USA whether they were currently hiring at professional and managerial level. It then asked whether they planned to do so in the coming quarter and whether they were currently letting staff go or were planning to do so in the next three months. Current hiring across the globe was up from 46% of respondents in April to 50% now. And the percentage of organisations intending to hire in the coming quarter was up from 44% to 48%. At the same time the percentage of organisations intending to shed staff had fallen from 35% in the spring to 25% now.

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Adam Kaye - UK Managing Director

So are the economies of the world starting to strengthen?

Many analysts, financial institutes and economist have been predicting a worldwide ‘out of recession’ date as 2nd quarter of 2010, but is this just guess work and are we seeing signs of this happening as we speak?

In recent weeks we have seen Germany and France exit recession, China’s already great GDP numbers strengthen, Russia has called the recession over, UK and US declines have slowed and the economies even showed a slight gain, even Spain can now see the end of the tunnel. Poland’s economy grew last month as figures start to raise once again.

So, has the wind changed direction?

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From many businesses all over the world many influential and concerned figures are voicing their opinions regarding the issue of talent shortage.

Initially this may seem difficult to believe as we have heard about high unemployment rates are still common in some countries and in areas of countries that have an overall good rate of employment. Looking behind the scenes we find that business life is changing and many new challenges face today’s employers.

Today it is not enough to be successful in the short term. Long-term sales success and revenue growth requires consistent, outstanding performance that is unique in the eyes of your customers. Today’s businesses have to be at least one step ahead their competitors. In other words you need to be better, faster and/or cheaper and offering high value to the customer.

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It’s shaping up to be the year of regulation as well as recession, with the government introducing a new regulatory framework in response to the banking crisis.

Earlier this month the government unveiled its long-awaited financial white paper, seen as the biggest shake-up in the regulation of the City since it came to power in 1997.

The plans have received a mixed reaction from the City. But experts say that the increase in financial regulations is likely to be good news for accountants as financial firms strengthen their compliance departments, boosting demand for advisory work and providing opportunities to work more closely with regulators.

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After a year-long slide in UK HR job volumes, the last 3 weeks have seen a noticeable upturn in HR recruitment.

Most of 2009 has been characterised by a continuing slump in HR recruitment. Job volumes reached there lowest during mid June 2009, with an 85% decrease in HR jobs compared with 2008.

Mid-May to mid-June signalled the lowest point, where the only positions being recruited for were incredibly specialist, such as learning & development roles, expat positions and comp & bens jobs. There were very few generalist positions available. However, the last few weeks has seen a marked increase. There’s been an incredible bounce upwards.

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A global war for top accounting talent is set to engulf finance departments in firms across the globe hitting SMEs to large multinationals alike.

Speaking at an event in Dubai’s prestigious Palace Hotel located at the foot of what has just been named the world’s tallest (as yet unfinished) building The Burj Dubai, Charles Tilley, Chief Executive of CIMA said “There will be a shortage of over 500,000 Accountants in China over the next 5 years and over the same time period India would face a shortage of over 1 million accountants.”

The growth in emerging economies is also playing a role in that many thousands of potential recruits are moving to the new economies to fast track their career just as 20% of Finance Directors admit they are looking at employing people from abroad to plug their domestic gap. It’s all change!

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HR within any company is vital to its success none more so than in today’s current climate. Most will say, that HR is vital to a company’s survival.

I want to bring to your attention the following market news which I am sure will help you make those vital decisions that can only help your existence, growth and survival in the coming months.

A national Talent Shortage Survey revealed that 30 percent of employers worldwide are having difficulty filling positions due to the lack of suitable talent available in their markets. A surprising result given the current downturn and the associated high unemployment in many markets. These results indicate that while more people may be looking for jobs, they don’t generally have the skills that organizations are looking for.

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‘Cut costs, make more money’! is something that we hear, or are told to do every day!  Trying to decide where to cut back on cost without having a negative impact on the business is not an easy task.  Following a number of conversations I had in the industry recently businesses shared that they are tightening their marketing budgets.  This was on both marketing expenditure and staffing.

There are different views on doing this; some people agree that marketing should be one of the first places to cut costs, whilst others feel that cutting your marketing budget can often cause more harm to the growth of your business!.  Marketing can be expensive and eat away at budgets, however, is there a risk that reducing exposure or marketing campaigns effect sales?!

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Antal International is a World renowned International Search organisation operating in over 30 Countries with over 600 staff. As a result of our development of the renewable energy arena we are publishing a quarterly newsletter identifying and highlighting current market trends, successes and topical subjects.

The growth of the renewable energy market over the next 10, 20 and 30 years will play a significant part in not just our lives; but generations to follow, as we move toward a cleaner and more sustainable existence. In this current climate, as challenging as it is, there is still a great deal of positive news coming from our industry and I think it is important to highlight those areas and focus on those positive stories.

As a group we are looking for input from all external sources, whether they be observational, commercial or just entertaining. If you would like to participate in the next issue then please drop me an email or call on the numbers below, I would be delighted to hear from you.

If you would like to discuss any aspects of this newsletter in greater detail then you can contact me via the details below. Thank you for taking the time to read the Newsletter and I hope you found it useful.

CLICK HERE to read the full Newsletter

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Antal International, having established itself in 5 continents with branches in all major emerging markets has the scope and substance to delve into market untapped by local recruiters, providing a global solution applied locally. We have 14 years cross border transaction experience covering all facets of company operations, and we are starting to partner and build recruitment solutions for many players in this sector both large and small.

Antal sees this market as having a tremendous growth potential over the coming years. As a result of working with a variety of organisations in various sectors, we have seen there is a unifying trend for companies to streamline and automate many of their day to day processes. Although there are still some questioning the costs behind certain aspects of this technology, it is clear to see that these products and solutions provide their clients with impressive improvements not only in efficiency but in accuracy in their required areas.

Over the last 6 months we have clearly seen our clients in this market affected by the market conditions across the globe. However we have also seen different approaches of companies to get through this tough period and it will be interesting to see who comes out on top at the end of the day.

Our aim here at Antal is to establish ourselves as the leading recruitment solution within the Automatic Identification and Data Capture market and along the way extend and build upon our knowledge and network within it.

We have seen since venturing into this market there is certainly a need for a service to help organisations both on a global and local basis, giving them the ability to control our solution centrally whilst having the service delivered in the local market. This alongside our matrix ability to deliver across ALL disciplines is a distinct advantage to both clients and candidates.

CLICK HERE to read the full AUTOMATIC IDENTIFICATION & DATA CAPTURE Newsletter

Phil Carden operations director at global recruitment firm Antal International believes time management at the moment is crucial and adds: “With the contraction currently being experienced by some markets job boards are becoming more heavily populated with CVs; however the high demand and short supply of the skills that Antal specialises in sourcing will be retained in the industry.

“For a recruiter who uses a job board it is now more important for them to be accurate and specific in their searches to avoid wasting time ploughing through reams of unsuitable candidates. To do this and avoid isolating potential fee earning candidates is a skill honed from industry and discipline knowledge.”

Phil also believes the benefits to a recruiter working in these markets are that they now have a greater candidate pool to work with who will have shorter or no notice periods, are more motivated and may be willing to take a lower salary and so are easier to place.

Click Here To Read More

Recruiter Antal is a player with its fingers well and truly stuck into foreign pies and chief executive officer and Antal founder Tony Goodwin – above right – has his own take on the current situation and says: “ I think it`s fair to say the whole industry didn’t feel the impact until September or October when it really fed through to the other sectors and disciplines in recruitment terms.

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The first couple of months of 2009 have most certainly been interesting times to say the least! With an increase of redundancies and unemployment figures, along with a reduction in available positions, the UK recruitment market really is being tested.

Although there may be a slight ‘slow down’ in the UK we have kept very strong within the international markets. As you will read in this newsletter Antal International can offer the support and exposure to complete assignments others may find daunting and impossible. This of course is due to the geographical coverage and ‘tight knit’ community of Antal.

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There is no doubt that many companies from the commercial sector are making redundancies and that secretarial support staff have been in the firing line! This said plenty of companies large and small are still replacing any ‘key’ leavers – in particular Senior PA’s to Board Directors or Office Managers and taking advantage of a wide supply of high calibre and available replacements

On the candidate side many PA’s and administrative staff are not being put off by the market slowdown and are still considering a move or life change that they may have been harbouring for years! This becomes more extreme as circumstances change, teams are shed and those left in the office take on the often punishing extra workload left by their contemporaries. Alternatively, if a PA who has been typically used to a demanding and fast paced role sees her workload shrink she will look at making a move and even when the market is slow there is always a market for good candidates!

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“Bring me solutions, not problems” is a phrase that former British Prime Minister Margaret Thatcher was well known for using.

This can happen in many ways. A lot of my Clients have decided to use a contract solution on the form of somebody who is able to help, to guide, to solve. To keep the pace with the business, to stay ahead of the competition.

During my daily conversations with Contractors & Freelancers I get to know what kind of missions they have and what they do to solve the Client problems.

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Within the current economic climate in the UK, excluding the hiring trends of the larger “blue chip” companies,(who invariably are recruiting on some level) a diversification into the international market can often open avenues to business in the UK, coupled with the obvious benefits of recruiting in countries where business has not been so drastically affected by the recession. By sucessfully placing candidates on a global level, we can ensure the companies we work with will be interested in using our services locally when the time is right. Antals global network is a powerful tool, that when utilised correctly, can offer an unparelled degree of success in comparison with our immediate competitors.

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In today’s market overcoming the obstacle of finding high caliber ‘rising stars’ (see the article by consultant Faye Longhurst) is a very difficult task in deed!

With unemployment and redundancy figures increasing there is most certainly a larger choice of candidates available, however, as we have all experienced this does not necessarily mean the quality is available! In today’s market it is crucial to source high caliber professionals that will benefit your organisation, this of course is a timely and daunting task for anyone.

Finding that ‘Rising Star’ is like a breath of fresh air or a weight lifted, however, as the competition gets tougher the volume of ‘counter offers’ increase making the final stages of the recruiting process a nail biting experience!

As these are more common in today’s climate I would like to highlight some of the factors resulting in counter offers being made and felt it necessary to draw your attention to the causes and effects of counter offers. These are honest comments made by clients and candidates when discussing counter offers.

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Here at Antal International we use both traditional recruiting methods, whereby a candidate is found when a vacancy arises, and new methods, whereby a candidate that fits our ‘A.P.C.’ or ‘Rising Star’ profile is taken to you, the client.

These ‘A.P.C.’s’ have attributes that make them stand apart from the rest of the crowd. Once identified we place them in companies that are not necessarily looking for new employees, but recognise that the attributes we have found will be of value to them.

A.P.C. marketing is very specific, and so you will not be receiving candidates who are irrelevant to your company. See below for a definition of what an A.P.C. is, and what we, at Antal, will endeavour to give you.

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One of the most important aspects of a recruiter’s role in today’s market, an aspect that is sadly overlooked by the average consultant- is the interview process, between consultant and candidate and crucially, candidate and employer. From numerous potential employers, the familiar annoyance with recruiters seems to be- the volume of CVs sent to the employer with seemingly no thought put into why they are being sent. The candidates skill set often bears no resemblance to the specific instructions of the employer. This scattergun approach is not only at odds with our technique at Antal, but will guarantee placements will not occur as consistently as the needs of the employer, often explicitly construed to the consultant- have not been heeded and therefore, the consultant is discredited as being atypical of recruiters, in the most negative way possible.

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In these troubled economic times companies are looking for the magic formula that will not only save money, but will also leave the company in a position to both weather the current troubles and take full advantage and grow rapidly when the outlook brightens.

The benefits of recruiting on an international level are numerous. Often it involves immediate cost reductions as salaries in many parts of the world are clearly significantly less than in the United Kingdom. As well as this, there is the added benefit of growing a company’s international presence, which, as well as enhancing their revenue stream, also acts as a hedge against localised economic downturns.

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Multinational high demand short supply skills are still sort after in many sectors, making this an employee driven market in technical and engineering disciplines.

There are more demands for this talented group from exciting overseas opportunities making the market smaller at a time when many thought the market was opening up.

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Many organisations are focused on short term cost savings and miss out on being exposed to those individuals who can make them competitive and unique at a time when being different is key to winning new business.

If you want access to the entire labour pool rather than just the best of who is looking, then companies should think about paying the fees for professionals to segment the market to seek out those high calibre individuals.  These individuals are unlikely to be actively looking for a new opportunity and need to be carefully enticed away by a third party who has the skills to do this.

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How you can benefit from hiring in today’s market

Less competition: If you have lost talent to your equivalent of Tier 1, Magic Circle, your industry’s “Big Four” competitors or if your employer brand couldn’t compete with theirs, now is your chance. If you go hunting now you will face less head-to-head competition for talented individuals. Some companies reduce recruitment activity and hiring budgets, thereby dramatically reducing their recruiting effectiveness and by doing so giving you a competitive advantage.

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Despite fears over a decline in the FMCG market in the build up to Christmas, activity within the food industry is generally looking solid, which is good news for recruiters working within the FMCG food/drink market at this time.

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The on-line gaming industry has been extremely interesting to watch over the last couple of months! With new Casino launches, on-line traffic turning their hands to poker and some very tempting sign up and re-loading bonuses being offered to draw in further business the industry is most certainly keeping vibrant and one to watch!

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My recent conversations with my clients have shown that one of the key features that employers are looking for in potential employees on the sales front is the ability and/or experience of having either sold across a diverse range of verticals or else into a particularly niche market place.

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It’s no secret that the hotel industry has well and truly been hit by the credit crunch. The week ending the 2nd November saw the revenue per available room drop by 18% in London (caterersearch.com), and the outlook is apparently looking gloomy for 2009.

Or is it?

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Is the Credit Crunch really affecting IT Spend?

People think we are in a down turn, well in a recent Data-Monitor survey of 5000 IT decision makers, over 50% of respondents stated they expect to keep their IT budget the same in 2009 as it was in 2008. 37% of the respondents expect to see their IT budget increase in 2009 and 13% are anticipating IT budget cuts. This appears to be a mixed message for technology vendors and service providers. It indicates that, on the whole, enterprises are not planning to decrease their IT expenditure despite the current economic climate.

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This was the promise made to the US by the next American President in his victory speach last night, and it was clear it came straight from the heart.

Whilst there are huge challenges for Barack Obama to overcome in his new presidency it is clear that the nation is behind him in his drive to bring new leadership to the country. The momentum built throughout his campaign, combined with his passion, drive, commitment to his beliefs and the understanding of the needs of his nation make it inevitable greatness is on the horizon.

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On entering the last quarter for 2008 and in line with our continued international growth I am please to announce that Antal International Network has entered into a strategic partnership with Search path International, a key player in the American recruitment market.

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We are now only 6 full weeks away from Christmas, the busiest and most financially crucial time of the year for retail and the economic climate still stands in a state of uncertainty. How are those in this market place coping with the pressure this is imposing and how has this affected their recruitment plans?

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I am pleased to officially announce to you that Antal International has struck a strategic partnership agreement with one of the key players in the sector in the USA, SearchPath. The joint network of offices will now exceed the 120 mark and give access to clients and candidates in 28 countries on five continents.

“We’re already well-established in Europe, the Middle East, India, Asia and Africa and recently moved into the Latin American market with a new office in Brazil, “says Antal International’s Chairman and CEO, Tony Goodwin. “Partnering with SearchPath gives us that next key piece in the global jigsaw – the USA.”

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‘We are now well over half way through what can only be described, from an economic perspective, as a turbulent year….Looking solely at the UK’s hotel figures for 2008, however, you would be for forgiven for forgetting about the turmoil as hoteliers across the country have so far experienced a steady year.’ – Robert Barnard, partner for Hotel Consultancy Services at PKF.

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As a specialist IT sales and Marketing consultant, I am in daily contact with key decision makers within the IT marketplace in the UK. As such I am always discussing company views and in particular how they are finding the current market place, in terms of performance and recruitment issues.

It is no secret that the market is slowing down, and as a result companies and candidates alike are remaining cautious. The market has long-been in a candidate lead cycle, but the added pressure of the economic outlook and credit crunch has made it increasingly hard for companies to find the right talent. Candidates are less actively looking for a move and also turning their attention Internationally as the number of opportunities continues to rise for quality talent throughout Europe, especially in the emerging markets.

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Within the last week, having been in contact with numerous FMCG clients, I have seen a wealth of evidence corroborating the popularity of healthier eating/drinking and the need for candidates who understand this transition within the market. In the same way, realizing the expansion of organizations that primarily deal with food, into non-FMCG goods- and placing candidates who are diverse enough to manage this change, is becoming essential.

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Being a specialist head-hunter of finance and accounting professionals to the financial services industry I find it imperative that I constantly speak with the decision makers to make sure my knowledge of the market is always at the top of its game. In the present climate, I would say this is even more important. The results I get from this is that I can confidently provide you with a good picture of industry standard recruitment needs and how your competition manages and maintains their performance.

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As a specialist consultant within the Leisure industry throughout UK and Ireland, I have recognised one particular sector that has stood out from all the others during this turbulent economic period. Charities!

Over the last few weeks I have been working very closely with Charities in the UK and whether the the current climate has affected them. I have found that the number of charities in the UK is continuing to increase. The total number of newly registered charities is 1289 so far in 2008. At the end of March it was recorded that 169,333 main charities were on the registered list, the total income of these was recorded to be £45.910 billion. When this figure is broken down it is clear that there are many small charties and so the annual wealth of registered chairites is concentrated in the countries large charities, it has been reported that 50% of the total income is attracted by the largest 706 chairties.

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As part of my role specialising in finance and accounting professionals within the technology sector I am in constant contact with my clients, and use these conversations to discuss issues facing their companies.

Perhaps understandably recent discussions have touched upon the current economic climate and the much-publicised ‘credit-crunch’. Despite the general perception of difficult times ahead, this does not appear to be entirely correct across the board.

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As the Sales Manager for the UK at Antal, I would like to offer you the opportunity of some privileged information that we at Antal have been undertaking over the past few months. I am confident this will not only help you to understand the marketplace here in the UK a little better, but also throughout Europe.

As we all know, the newspapers, TV and all media have been speaking of words and phrases over the past 6 months or like ‘Credit Crunch,’ ‘Recession,’ ‘Market Decline,’ ‘Low Consumer Spending,’ ‘Banking Crisis,’ ‘Rescue Plans,’ ‘additional tax payers money’ etc etc.

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In spite of the current climate, the HR world is one that is going through one of its biggest changes. In speaking with many HR professionals, the way Companies are running there HR departments is under review. Although there are a lot of redundancies for some companies, this is having the opposite effect on others. The trends are growing in the HR outsourcing market, consultancy and Interim business. As companies are tightening their belts they are considering alternative ways of running their HR to cut costs. Whilst the market is very slow for HR professionals, it appears many firms will only take people on an interim or fixed term basis, meaning no expensive payouts if headcount needs to be reduced. There are a growing number of individuals that are now setting up their own consultancy business on a self employment basis, giving themselves a work life balance, and the companies a more cost effective way to run their business whilst still getting expertise advice.

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