top-consultant.com’s · 2020-03-06 · top-consultant.com’smanagement consultancy recruitment...

Top-Consultant.com’s Management Consultancy

Recruitment Channel Report 2016

Top-Consultant.com’s

Management Consultancy

Recruitment Channel Report

2016



2

• Introduction

• Part I - Recruitment trends

• Part II - Recruitment channel use

• Part III - Historical trends in recruitmentchannel use and Recruiter & Media Awards

• Newspapers

• Internet job sites

• Personal contacts and referrals

• Social media

• Corporate websites

• Recruitment agencies

• Individual recruiter awards

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4

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Now in its 15th year, this unique report has been published to help thosefacing the challenges of the UK management consultancy recruitmentmarket in the coming year, both recruiters and candidates alike.

Part One of the report is based on responses to a comprehensive survey ofconsulting recruiter contacts and focuses on recruitment and retention dataand trends within management consultancy.

The picture that emerges is of an industry that is looking forward toanother year of strong growth, which chimes with Source Global Research’srecent report that the UK consulting market grew at 8.2% through 2015,four times faster than the economy as a whole.

Parts Two and Three of the report focus on the ways thatcandidates/consultancy jobseekers set about their job searches. Over thelast 15 years, our readers have predicted and charted their changing use ofthe established recruitment channels as well as the new channels that havebecome available to them. The fall in the use of newspapers has beendocumented over this period for example, as well as the rise in the use ofother channels including social media.

INTRODUCTION

Findings include:

• 89% of consulting employers report that they are looking to hire staff in

2016 at least as fast as they did last year, itself a year of very strong

growth

• Staff attrition rates are increasing

• IT & Technology usurp Financial Services as the hottest sectors

• Digital leaps to the top of the rankings of sought-after skillsets

• Recruitment agencies and personal referrals are the application channels

used by most consultancy jobseekers

• Internet Jobsites generate the highest share of total applications with

LinkedIn and Top-Consultant ahead of the pack

Our thanks go to those who responded to this year’s surveys, withoutwhose help this data could not have been collated. And, as ever, if theteam at Top-Consultant.com can help in any way as the year unfolds pleasejust let us know.

Bryan Hickson – Managing DirectorTop-Consultant.com

http://news.top-consultant.com/UK-consulting-grows-four-times-faster-than-the-economy-16113.html

http://www.top-consultant.com/



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Part One

Trend data based on ~1000 recruiter responses

Recruitment trends





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Expectations are undoubtedly positive for the coming year with a majorityof consulting employers reporting they are looking to hire staff this year atleast as fast as they did last year. However, there is also a perception thatemployee retention will become increasingly difficult with more firmsanticipating that staff attrition rates will worsen through 2016 than thosebelieving that attrition will ease.

In the pages that follow, we look in greater detail at all this data, alongsidefindings concerning the functional and industry sectors within which it isexpected most hiring will take place. I’d like to extend my thanks oncemore to those recruiters that participated in this poll – the profile of thoserespondents follows indicating the relevance of their views.

EXPECTATIONS

Figure 1

55%

7%

38%

extensively in the managementconsulting space

extensively in the IT consulting space

both in management consulting and ITconsulting

Our low priced advertising packages allow you to see for yourself the types of results

that recruiters are experiencing by placing their

job listings on Top-Consultant.com.

Click to find out more

Figure 1 – Recruiters’ Recruitment Focus

http://recruiters.top-consultant.com/uk/clientcentre/choosepackage.aspx




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The question that we are most eager to learn the answerto is how recruiters feel their hiring volumes in 2016 willcompare with those in 2015 – and this year 89% ofrespondents indicate that they expect to make at least asmany hires this year as they made in 2015.

This response needs to be assessed in light of last year’sstaggering 98% response rate of firms expecting to makeat least as many hires as the year before. On the back ofsuch an aggressive year of hiring, it’s remarkable that somany firms are planning to ramp up their hiring furtherstill this coming year. Talent shortages loom…

More compelling still is the trend over time that shows theaccuracy of our clients past predictions. The sharpdeterioration in 2009 hiring was accurately predicted, aswas the 2011 hiring rebound that we have enjoyed to thepresent day. Barring any economic or political upsets,2016 will be a busy year.

HIRING VOLUMES

2016 Recruitment targets vs. 2015

27%

47%

15%

8%3%

Make considerably more hires than last year

Make slightly more hires than last year

Make as many hires as last year

Make slightly fewer hires than last year

Make considerably fewer hires than last year

Figure 3 Recruitment targets 2009 - 2016

0%

10%

20%

30%

40%

50%

60%

2009 2010 2011 2012 2014 2015 2016

Make considerably morehires than last year

Make slightly more hiresthan last year

Make as many hires as lastyear

Make slightly fewer hiresthan last year

Make considerably fewerhires than last year

Figure 3 – Recruitment targets 2009 - 2016

Figure 2 – 2016 Recruitment targets vs 2015



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Staff attrition – rather than industry growth – is theprimary driver of hiring demand in the UK and this year’sdata shows that the UK consulting market as a whole isexperiencing a median rate of staff loss at just over 10%,up a little on last year. This year 47% of respondentsreported an attrition rate of between 0-10%; last year thiswas 56%. Those reporting attrition of between 10-20%has risen from 32% to 36%.

Looking at expected attrition rates for the coming year,more recruiters anticipate that attrition rates will worsen(35%) than improve (22%). Given this, it is certain thatmore of the expected recruitment that we have seenreported from employers will be to simply stand still interms of headcount rather than fuel increased demand forconsulting services and growth.

ATTRITION

Figure 4

Figure 5

20%

27%29%

7%

9%

8%0-5% of consulting staff left

5-10% of consulting staff left




25%+ of consulting staff left

3%

32%

43%

17%

5%Staff attrition rates will worsen considerably

Staff attrition rates will worsen a little

No change in staff attrition rates expected

Staff attrition rates will improve a little

Staff attrition rates will improve considerably

Figure 4 – What staff attrition rate has your consulting business experienced in the last year?

Figure 5 – What do you believe will happen to staff attrition rates during 2016?



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Each year we ask recruiters to record the areas in whichthey expect to be undertaking the most hiring and in thechart that follows, a score close to 1 indicates firms expectto undertake little or no hiring in that practice area; whilethe greater the number the more hiring is expectedcompared with the previous year.

Amongst recruiters the expectation is that thestrongest hiring will be in IT, followed closely byTechnology (fuelled no doubt by the growth in Digitisationwork), both leapfrogging Financial Services which hadbeen at the top of these rankings for the last 3 years.More hiring is expected in Telecoms, Media &Entertainment (up 3 places); Purchasing & Supply Chain(up 3 places); and Public Sector consulting which leaps 7slots (ref Source report), Energy & Utlities andRetail/Consumer Goods both drop a couple of placesshowing that recruiters anticipate less growth in demandin these sectors than was recorded last year.

LIKELY HIRING

BY PRACTICE AREA

Figure 6 Recruitment activity by practice area

0 0.5 1 1.5 2 2.5 3 3.5 4

Leisure / Lifestyle

Facilities Management

Science / Research

Education

Chemicals

Transportation

Engineering & Manufacturing

Automotive / Aerospace

General Management

Public Sector

Distribution / Logistics

Retail / Consumer Goods

Healthcare & Pharma

Purchasing & Supply Chain

Energy & Utilities

Telecoms, Media & Entertainment

Financial Services

Technology

Information Technology

2010

2012

2014

2016

Figure 6 – Recruitment activity by practice area



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We also ask recruiters to provide the same steer on thetypes of consulting expected to be contributing to hiringdemand. This year those consultants with experience inDigitisation will be the most in demand (3rd last year),followed by Project/Programme Management (top in 2015)and then Technology (3rd in 2015). Strategy which wasranked as the most sought after type of consulting hirejust 2 years ago now ranks in 6th place. CRM dives thisyear to 7th from 2nd in last year’s report.

LIKELY HIRING

BY TYPE OF CONSULTING

Figure 7

0 0.5 1 1.5 2 2.5 3 3.5 4

Economics & Environmental Consulting

Outsourcing

HR Consulting

Marketing & Sales

Finance / Accounting

CRM

Strategy

IT / Software Development

Business Process Improvement

Technology

Project / Programme Management

Digital

2010

2012

2014

2016

Figure 7 – Recruitment activity by type of consulting



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Looking now at who employers are aiming to recruitover the course of the coming year, it is clear oncemore that those most in demand will be candidateswho bring prior consulting experience to the firm,followed, as has always been the case while we have beengathering this data, by those who bring experience fromindustry.

Conversely, those from government or public sectorbodies remain the least sought-after candidates and, forthe 6th year in a row, graduate hiring intentions are up.

EXPERIENCED HIRES STILL

THE MOST ATTRACTIVE

Figure 8

0

1

2

3

4

5

6

2010 2011 2012 2014 2015 2016

Experienced hires from otherconsulting firms

Experienced hires from industry

University leavers / Finalists

Experienced hires from the City

MBA finalists

Experienced hires fromGovernment or Public Sectorbodies

Figure 8 – Desired hiring profile 2010 - 2016



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The following data is gathered in the candidate survey butis presented here with the recruiters’ data as it shows theother side of the coin to clients’ desired candidate hiringprofiles; namely, the career intentions of thecandidates themselves in 2016. Recruiters may be relievedto see those not planning to change jobs in the next 12months has only dropped slightly from last yearsuggesting that staff attrition may not worsen over thenext 12 months to the extent that recruiters feared.What’s more, those most likely to accept a job withanother consultancy firm remains the most likely optionby some margin.

CONSULTANTS’ CAREER

INTENTIONS

Figure 9 Candidates’career intentions 2010 - 2016

0%

10%

20%

30%

40%

50%

60%

2010 2011 2012 2013 2014 2015 2016

Most likely to accept a job with aconsulting employer

Not looking to change jobs in thenext 12 months

Most likely to accept a job with aclient organisation

Most likely to secure some otherkind of role outside consulting

Most likely to accept a job in theCity

Most likely to accept public sector/charity job

Figure 9 – Candidates’ career intentions 2010 - 2016



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Part Two

Trend data based on ~14,000 candidate responses

Recruitment channel use





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Trends are based on data collected from almost 14,000 management consultancycandidates over the last 15 years. Candidates from all the major consulting firmshave participated, together with consultants currently working at niche consulting firms andpotential industry hires looking to move into consulting for the first time.

Most respondents this year were Business Transformation / Change Managementconsultants (26%), Strategy consultants (25%), IT/ Technology/Digital consultants (17%),Project / Programme Management consultants (16%), Business Process Improvement (11%),HR consultants (3%), Outsourcing (2%).

The sectors that candidates had most experience of working in this year were Public Sector(25%), Energy / Utilities (25%), Telecoms, Media & Entertainment (24%), Retail / ConsumerGoods (23%), Financial Services (Retail Financial Services focus) (23%), Financial Services(Investment Banking / Capital Markets focus) (21%), Healthcare & Pharma (19%), Automotive /Aerospace (15%), Distribution / Logistics (13%), Transportation (10%)

46% of respondents had spent more than 3 years with their current firm, 10% between 2 and 3years, 17% between 1 and 2 years, 13% between 6 months and 1 year and those who had joinedtheir current firm within the last 6 months accounted for 14% of the responses.

Survey responses were generated via direct mailshots to the Top-Consultant.com readership;an invitation sent to all screened consulting candidates on the Get-Headhunted CVdatabase; promotions via Social Media, Google News and Yahoo News, and by invitations sentto candidates by recruitment agencies.

CANDIDATE POOL





Our candidate respondents confirmed that there are hugevariations in the saturation enjoyed by the six different applicationchannels that we investigate.

Recruitment agencies and personal contacts/referrals were used by agreater number of candidates than any of the other channels (66%), withInternet job boards coming in third place (56%). Social media generatedapplications from 49% of candidates this year (up from 45%), Corporatewebsites (36%) with Newspapers falling once more this year to just 6%.

What’s apparent from these channel penetration figures is that no singlechannel alone will reach all candidates and that a multi-channel approach isessential to saturate the market.

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Let us now look back at candidate activity over the last 12 monthsand specifically the channels used by job seekers to apply for newcareer opportunities. Every year we ask candidates to record the channelsthey used and the number of applications that they made through each.

Collating the data allows us to analyse the penetration performanceof the channels (how many candidates used each channel to makeat least one application) and the share of applications achieved fromeach of the six major recruitment channels:

CANDIDATE ACTIVITY

OVER LAST YEAR

Figure 10 Application channels used last time to apply for a job

0%

10%

20%

30%

40%

50%

60%

70%

Recruitment

agencies

Personal contacts

/ referrals

Internet job sites Social media sites Corporate

websites

Newspaper

adverts

Newspapers

Recruitment agencies

Internet job sites

Social media

Personal contacts / referrals

Corporate websites

Figure 10 – Applications channels used last time to apply for a job



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Our respondents were also asked to record how many applicationsthey made through the six major channels. This produces anothermeasure of importance of each recruitment channel within arecruitment strategy – the share of CVs produced per channel.

What is immediately apparent is that internet job boards andrecruitment agencies are critical in generating candidate applications– together they account for 52% of applications made which is similar,once again, to the preceding year’s combined share.

Corporate sites account for 15.4% of all applications made; Personalreferrals are steady with a 13.5% share; applications made via socialmedia reverses last year’s drop and jumps to a 15.9% share ofapplications made; newspapers bring up the rear with just 2.8% ofapplications made coming via this channel in 2015.

CANDIDATE ACTIVITY

OVER LAST YEAR

Figure 11

0.0%

5.0%

10.0%

15.0%

20.0%

25.0%

30.0%

35.0%

Internet jobsites

Recruitmentagencies

Corporatesites

Personalcontacts /referrals

Social mediasites

Newspaperads

2012

2013

2014

2015

2016

Figure 11 – Share of applications generated in last job search



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Candidates were asked to score the channels they would likely use whennext hunting for a new job, both to allow them to change their bias toallow for dissatisfactions with their most recent job hunt and also to factorin developments that they have seen affecting the market such as SocialMedia.

Personal contacts/referrals leapfrog Recruitment Agencies this year butoverall, comparing this year’s responses with those from past yearsshows, it is apparent that candidates clearly intend to modify their jobhunt strategies only marginally during their next job search.

Consequently, it is likely that the share of applications that employers willreceive from each of the hiring channels is likely to remain fairlyconstant for the foreseeable future.

CANDIDATE ACTIVITY

OVER LAST YEAR

Channels most likely to use if currently looking for new job

0

1

2

3

4

5

6

Personalcontacts /referrals

RecruitmentAgencies

Internet jobsites

Social mediasites

Corporatewebsites

Newspaperadverts

Figure 12 – Channels most likely to use if currently looking for new job



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Part Three

in recruitment channel use and Recruiter & Media awards

Historical trends





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In the main the historic newspaper advertisers (directemployers and recruitment agencies) have continued toswitch spend to other channels. Newspapers have sufferedmost in the last 15 years with candidate penetration having fallenvery considerably indeed from a figure close to 50% to just 6% ofcandidates making an application via this channel. Share ofapplications continues to fall in a similar way with just 2.8% ofapplications being made last year in this way, compared with19% when we first conducted the survey.

NEWSPAPERS

Penetration - Newspapers

Figure 5 Recruitment targets 2009 - 2016Figure 13

0 50 100 150 200 250

Telegraph

Metro

Evening Standard

Guardian

Other

Times

FT

The Economist

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%

2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016

0%

2%

4%

6%

8%

10%

12%

14%

16%

18%

20%

2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016

Figure 13 – Newspapers and publications consultants read regularly

Figure 14 – Penetration - Newspapers

Figure 15 – Share of applications - Newspapers



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Internet job sites continue to enjoy a high share of candidateusage with 56% of all candidates making approaches to newemployers via this channel. This is the same figure as last yearand just behind referrals and recruitment consultancies. Wellover a quarter of all applications to management consultancyemployers are generated through advertising on job sites.

It is also worth noting here, and as will be seen later, that 16% ofapplications made directly to corporate websites came as a resultof candidates identifying the openings first on an internet job site.

INTERNET JOB SITES

Figure 16 Penetration - Internet job sites

Figure

0%

10%

20%

30%

40%

50%

60%

70%

80%

2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016

0%

10%

20%

30%

40%

50%

60%

2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016

Figure 16 – Penetration – Internet job sites

Figure 17 – Share of applications – Internet job sites



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Candidates were asked to reveal the job sites that they regularlyreview and those that they rate best for finding a consulting job.Top-Consultant and LinkedIn are the only two sites for recruitersto turn to if they want to have significant coverage of the market.

INTERNET JOB SITES

Figure 18

0 50 100 150 200 250 300 350 400 450

MCA

Twitter jobsearch

Accountancy Age / Management…

Consultantsboard

TopITConsultant

Consultancy.uk

FT

Executivesontheweb

Jobserve

eFinancialCareers

Totaljobs

Jobsite

Monster

Exec-Appointments

Top-Consultant

LinkedIn

LinkedIn's rise seems to have been at the expense of the othermajor job board brands, all of whom only attract a fraction of theinterest and favourable response of the two market leaders. ‘Noneof the above’ refers presumably to job site agglomerators – wewill investigate this next time.

Fire 19 Websites preferred for finding a consulting job

0 50 100 150 200 250

Accountancy Age / Management…

MCA

Twitter jobsearch

Consultancy.uk

Consultantsboard

Executivesontheweb

TopITConsultant

Monster

Totaljobs

Jobsite

FT

eFinancialCareers

Jobserve

Exec-Appointments

None of the above

Top-Consultant

LinkedIn

Figure 18 – Websites most regularly reviewed for consulting opportunities

Figure 19 – Websites preferred for finding a consulting job



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Bounty schemes historically achieve high market penetration,and this year is no different with personal referrals havinggenerated applications from 66% of candidates, up 5% from lastyear.

Share of applications generated by personal referrals is steady at13.5%.

PERSONAL

REFERRALS

Figure 2

Figure 21

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016

0%

2%

4%

6%

8%

10%

12%

14%

16%

2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016

Figure 20 – Penetration – Personal referrals

Figure 21 – Share of applications – Personal referrals



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While we have 15 years of data on the other major recruitment channels,we have only been gathering data on consultancy candidates ’use ofsocial media for making job applications for the past six years.Nevertheless, trends have emerged.

The data reflects a further increase in the percentage of candidates thatmake any application via social media (up to 49% from 45%). Interestingly,following a fall last year, the share of total applications has increased thisyear – up to 15.9% from 12.1% last year.

The vast majority of consultants have an active profile (defined as beingaccessed at least once a week) on a social media platform and LinkedIn isstill the clear leader with 90% of respondents using the platform. The useof Facebook and Twitter, second and third in this ranking respectively, hasfallen for the second year running in both cases.

SOCIAL MEDIA

Figure 22 Social media on which consultants are active users

0%

10%

20%

30%

40%

50%

60%

2011 2012 2013 2014 2015 2016

Figure 22 Penetration – Social Media

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

LinkedIn Facebook Twitter Other Google+ Xing Viadeo

2011

2012

2013

2014

2015

2016

Figure 24 Share of applications – Social Media

0%

5%

10%

15%

20%

2011 2012 2013 2014 2015 2016

Figure 23 – Penetration – Social media

Figure 22 – Social media on which consultants are active users

Figure 24 – Share of applications – Social media



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Given the high take-up of social media platforms compared to the comparatively low total share of applications generated by the channel (15.9%), we‘redriven to ask respondents what they use social media for.

Expanding professional networks remains, unsurprisingly, the most common driver of social media’s use. Applying for advertised job positions remainsunchanged in 5th place this year.

SOCIAL MEDIA

Figure 25 Main uses of social media by consulting candidates

0

100

200

300

400

500

600

Expanding myprofessional

network

Maintainingcontact withcolleagues

Staying in contactwith friends and

family

Raising my profileas an expert

Applying foradvertised job

openings

Businessdevelopment /

client leadgeneration

Sharing ideas andresources with my

network

Directlyapproaching

recruiters in mynetwork for a job

Participating ingroup discussions

Figure 25 – Main uses of social media by consulting candidates



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Corporate sites are stuck in a rut of being able to generate only14-17% of application volumes. This year applicationsthrough corporate sites accounted for 15% of all applicationsmade to management consultancy employers down from 16%last year.

The percentage of candidates making any applications via thischannel has plateaued and currently stands at 36%.

CORPORATE SITES

Figure 26

Figure 27 Share of applications - Corporate sites

0%

10%

20%

30%

40%

50%

60%

2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016

0%

2%

4%

6%

8%

10%

12%

14%

16%

18%

2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016

Figure 26 – Penetration – Corporate sites

Figure 27 – Share of applications – Corporate sites



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But how do candidates find themselves making applications directvia corporate websites? They do not all navigate directly tocompany websites to make their applications, by any means.While 36% of candidates making applications to corporate sites dojust that, the remaining 64% of candidates are prompted to visitthe employer’s site having seen the opportunity advertisedelsewhere.

Internet job sites lead the pack prompting 16% of applicationsmade via corporate sites. Social media and search engine listingsaccount for 13% each; personal contacts account for 12%;recruitment agencies 11% and newspaper adverts just 2%

CORPORATE

SITES

Figure 28

0% 5% 10% 15% 20% 25% 30% 35% 40%

Discovered they were advertising opportunitiesvia newspaper adverts

Discovered they were advertising opportunitiesvia recruitment agencies

Prompted to visit their website by a personalcontact

Discovered they were advertising opportunitiesvia social media sites

Search engine listing

Discovered they were advertising opportunitiesvia internet job sites

Existing knowledge of firm and surfed directlyto their website

Figure 28 – Corporate site applications are driven by other channels



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Recruitment agency candidate penetration continues tohold up well and is plateauing between 65 - 70% penetration(66% this year). Together with personal referrals, recruitmentagencies are used by the highest percentage of all consultancyjobseekers. Share of total applications made has dropped slightlyfor recruitment agencies from 25% to 24% this year.

Every year we ask candidates to tell us about the differentrecruitment firms that they’ve used. A ranking of firms thatreceived the most praise and the least complaints is thenproduced. Congratulations to all the following 7 recruitment firmswho stood out in the eyes of candidates.

RECRUITMENT

AGENCIES

Figure 2 Penetration - Recruitment agencies

Figure 31 2016 top recruitment firms by praise ( in alphabetical order)

0%10%20%30%40%50%60%70%80%90%

100%

2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016

0%

5%

10%

15%

20%

25%

30%

35%

2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016

Figure 30 Share of applications - Recruitment agencies

• BLT• Consulting Point• Michael Warwick

Nicholls• Mindbench

• Oomph! Recruitment• Prism• SK Consultancy

Solutions

Figure 31 – 2016 top recruitment firms bypraise (alphabetical order)

Figure 29 – Penetration – Recruitment agencies

Figure 30 – Share of applications – Recruitment agencies



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Alongside the rankings of recruitment firms, we askedcandidates to help us identify the best individual recruitersthey had worked with. We asked them:

“If you have been particularly impressed with an individualrecruitment consultant you have worked with in the past,please provide their name & company so that we can givethem special recognition”.

Ten individuals stood out as receiving the most praise and wewarmly congratulate them all for their success.

RECRUITMENT

AGENCIES

Figure 32

• Ben Stanley - Consulting Point

• Chris Sale - Prism

• Craig Milbourne - Oomph! Recruitment

• Don Leslie - BLT

• Genene Cooper - Michael Warwick Nicholls

• James Cox - Consulting Point

• Mark Pierce - Michael Warwick Nicholls

• Peter Nicholls - Michael Warwick Nicholls

• Rakesh Pabbi - Consulting Point

• Sasha Kemp - SK Consultancy Solutions

Figure 32 – Best individual recruitment consultants 2016 (alphabetical order)



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• advertising on our websites• advertising in our consultancy-focused publications• accessing our CV database• running bespoke careers events

CALL TO SPEAK WITH ONE OF OUR TEAMFor more information on Top-Consultant.com’s services or if you have any questions about the data in this report please contact Bryan Hickson on 0207 667 6880 or email him on [email protected].

REQUEST A BROCHUREAlternatively, please feel free to request a PDF brochure detailing our services.You may do so by clicking here.

EMAIL USFeel free to email our Customer Services team with any questionsyou may have, using the address [email protected].

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