Business Issue 2009/10
International Software. People. Business. Places.
Business in Japan
Launch of Bond Vantage
At one with the world.
Of course it’s
who you know.
It’s how you manage that knowledge that counts
From international executive search firms with global assignment challenges, to niche
consultancies with specialist requirements, Bond Vantage brings technological advancements,
including multi-lingual and web integration capabilities, which redefine top-level executive
search. With comprehensive functionality to assist dynamic performance and reporting
at all levels, Vantage streamlines the processes, improves efficiency and delivers
measurable financial benefits.
World leaders in Human Capital Management software for more than 30 years;
Bond has developed the Vantage solution to empower the critical personal touch.
Software technology to revolutionise your business.
Bond International Software
Call +44 (0) 1903 707070 email email@example.com Visit www.bondvantage.com
International Software. People. Business. Places.
10 19 28 30
The Business Issue
02 COMMENT 19 PEOPLE
Above the Clouds Vive la Différence!
04 RETROSPECTIVE 20 BUSINESS
Expectations are high Payback Time
06 BUSINESS STORY 22 TECHNOLOGY
Cool Logic A Healthy Option
08 TECHNOLOGY 24 PEOPLE
Basic Instinct Harsh Terrain, Easy Listening
10 BUSINESS STORY 26 BUSINESS
Tokyo Rising Stateside Story
magazine is produced by
13 TECHNOLOGY 28 CUSTOMER STORY
Bond International Software plc Outside the Rules Riding the Wave to Online Success
Tel: +44 (0)1903 707070
on behalf of its wholly owned subsidiaries: 14 BUSINESS 30 CUSTOMER STORY
Talent Spot Academy Awards
Bond International Software (UK) Ltd; Bond International
Software, Inc; eEmpACT Software Inc; Bond International
Software Pty Ltd; Bond International Software China Ltd; 16 CUSTOMER STORY 32 BUSINESS STORY
Bond International Software Japan; Abacus e-media; A Blue Chip Service One World
In the 2009 issue of One, we have focused on business performance and solutions.
We have talked to Bond people around the world – our customers, partners and
employees – and listened to their inspirational stories in this difficult global marketplace.
Despite widespread economic gloom, forward looking organisations are positive and
determined and, with help from Bond International Software, they are upgrading their
systems, learning new applications and maximising efficiencies across their businesses.
Within Bond, we are focusing on delivering specialist software for executive search firms,
our human capital supply chain software and Bond Vantage, which has been developed
solutions on a global basis. One will explain and refined to reflect the precise needs of
how our investment in research and this demanding sector, will swiftly follow with
development strategies continues to a global roll-out. We have also opened a new
strengthen the core of our business with a office in Japan to complement our presence in
new user interface for our market leading Hong Kong and further improve our customer
staffing software, Adapt. Bond Talent will be service throughout the Asia Pacific region.
Steve Russell CEO
launched in the US later this Autumn and our Bond International Software
We hope you enjoy this issue of One, your feedback is always welcome.
Above the clouds
“ usinesses need to prepare for the inevitable talent
B perspective, the best positioned enterprises
already have a well-oiled and automated
dash that will be sparked off by global economic workforce planning, hiring and on-boarding
capability that connects in real-time to
recovery” says CEO Steve Russell. “Adhering to old their talent suppliers, who are also fully
methods of recruitment won’t capture the brightest automated and integrated.
and the best. Poke your head above the clouds to “Automation is the key to
improving ROI. Less than half the
see how new technology is changing the way FTSE 100 companies currently
HCM works forever.” have a proper applicant tracking
system in house and they’re
trategic organisations are necessary technology in place and enabling missing a trick. It’s common sense
positioning themselves to ‘flip the their recruiting functions to scale up to look at your own talent pool
switch’ and turn on their recruiting through automation. It is those companies before you search outside.”
machine at the first opportunity. that are able to hire the best talent during
A recent study conducted by McKinsey Co.,
Once the global economy begins to turn- the economic recovery that will be best
reveals that the most important corporate
around, firms that mobilise their rehiring and positioned to accelerate their growth.
resource over the next 20 years will be
recruiting function quickly with new and more
“Imaginative hiring practices talent. It is also the resource in shortest
efficient technology, whether it be via staffing
combined with new technologies supply. Many companies are unaware
specialists, executive search organisations
will target tomorrow’s talent.” they are even in a talent war, but as the
or their own in-house talent management
workforce demographics change large
team, will be the most successful in getting Recruitment management systems can be
companies will need to find new ways to
the top talent. Organisations that simply implemented at increasingly modest costs,
keep their younger managers engaged
rely on ramping up their old recruiting and an auditable system with CV matching
with decision making to avoid a gap
technology are unlikely to win the race. criteria, a searchable database, and data
when the current management from the
Leading businesses are already putting the protection, is the minimum requirement for
‘baby boomer generation’ retire. Rules of
businesses, large and small. From a technology
At one with the world
above the clouds
“The impact of Web 3.0, or ‘cloud computing’ Tim Richards
will have a major impact on HR. Or will it?” Bond International
observes Tim Richards, Managing Director – Europe.
ill the trend for dispensing the advent of SaaS* and PaaS* with great deliver a greater flexibility in the provision
with installing and running optimism. However this may only solve part of departmental (especially HR, and
certain software programmes of the conundrum. With open technologies potentially payroll) software applications.
and using the Internet the Web 3.0 world will deliver HR applications The software developers that excel will
instead deliver the radical changes for that can make a significant difference. always be those that offer solutions to best
HR that suppliers of web-based solutions But the fact is that people and salary data suit the customer – fully installed on their
believe? It will certainly have a major still needs to be accessible, stored and own servers, or hosted ‘in the cloud’.
impact because companies would like to backed up. Many organisations have strict
*Web 2.0 has been defined as a ‘Software as a Service’
have a low cost of ownership and a system guidelines on data security and privacy, so
(SaaS) phase of the Internet. Applications such as social
that’s flexible and easy to use. It may there is likely to be a strong resistance to
networking sites, hosted by other parties, are available to
also replace big, under-utilised systems in divulging personal information.
customers via their web browser
favour of individual, platform independent
Software providers, like Bond, will be
applications that HR can buy as required. *Web 3.0 is the next stage – ‘Platform as a Service’
creating applications that can be purchased
But that’s just part of the picture. (PaaS) whereby organisations have greater scope to
easily over the web and ‘plugged in’ as
develop entire applications specified to meet their needs
HR and Payroll teams seldom use all parts required but not all organisations will be
– accessing these via the ‘cloud’ (Internet) without the
of the systems they purchase and when this comfortable with this. However, just as
need to install or manage the software themselves.
is combined with the often daunting prospect Web 2.0 was driven by the pull of social
of the IT requirements to run such systems, networking sites, perhaps Web 3.0 will Thanks to humanresourcesmagazine.com
many HR directors will have looked upon be pulled along by companies looking to
engagement also need to acknowledge leaders or management. China will be criteria to filter messages, Linkedin can be
that although compensation, benefits and facing a requirement for 75,000 business good for head-hunting. All of these give
recognition are the top three reasons for leaders in the next 10 years and the current businesses globally the opportunity to
joining an organisation, developing job stock of capable individuals is only around explore new ways to recruit and drive down
characteristics, corporate values and quality 5,000. Local candidates are well educated costs. In emerging job markets such as the
of life are ranking higher than ever. and capable of performing specific jobs, but Asia Pacific region these technologies are
independent thinking mid-level managers proving effective ways to communicate with
“Automation and integration
are hard to find. This culturally ‘foreign’ younger people and are used extensively
is critical to the success of the
concept needs to be addressed by Asian by leading job sites and staffing agencies.
HR and recruitment industries
Pacific businesses with ambitions to
and Bond International Software’s “Top talent will be won by those
compete on the global stage. The recruitment
research and development strategy firms that are prepared to move
of candidates from a shrinking talent pool
is moving swiftly to help all of our quickly and have a proper applicant
will become increasingly competitive,
clients keep their heads above tracking system. Growth and
especially for multi-national companies
the clouds and flourish in a revenue will be maximised by how
who wish to run autonomously and recruit
difficult market.” quickly firms are able to hire and
capable local managers who understand
onboard human capital.“
As the workforce becomes increasingly local business culture and contribute
global and advances in communication effectively to business growth and Building on the success of our Bond Adapt
technology reach out to the farthest performance from the outset. v11 for global staffing and contract firms,
corners, significant problems will be Bond is extending the global reach of our
Embracing technologies such as SMS which
revealed, especially in the Asia Pacific Bond Talent v11 solution with ATS & VMS
enables candidates to receive alerts directly
region which is coping with enormous capabilities in the US during the third quarter
on their mobile phones and then apply via
growth. Again, according to McKinsey’s of 2009. This follows the success of this
mobile-enabled websites are excellent for
research there will be a shortfall of 500,000 corporate solution in the UK and the UAE
people who are not office based, Twitter
qualified engineers in India by 2010. Even across a wide range of industry sectors.
reaches another group who select their own
more concerning is the lack of qualified
Saving and winning in 2009
Integrated human capital management solutions from
Bond are reaching out into new applications and new
markets. The Company’s continuous investment into flexible,
capable and far-reaching technology supports wide ranging
functionality to deliver process improvements. More leading
organisations than ever before are choosing to partner
with Bond International Software as economic challenges
are turned into opportunities. The pace quickens.
Expectations are high.
FLEXIBILITY FOR ALEXANDER MANN SOLUTIONS REMPLOY IN THE CLOUD WITH BOND A QUANTUM LEAP FOR SOLACE
Leading RPO provider, Alexander Mann Solutions UK Government-backed employment agency, Solace Women’s Aid, a charity dedicated to ending
(AMS), has chosen Bond Adapt to help manage Remploy, has signed a new contract for a domestic violence against women and children,
its activity across three of its most notable clients ‘Cloud-based’ Software as a Service (SaaS) purchased a combined solution from Bond TeamSpirit
– Vodafone, Zurich Insurance and Siemens (UK deployed recruitment system with Bond. Adapt and Bond Payroll Services in February 2009.
and Germany) – and in so doing, will manage in will be used by Remploy to start deployment
London based Solace Women’s Aid opted for a
excess of 7,000 candidates per year. The software of the Government’s Department for Work and
combined in-house HR software solution from
will provide online portal access for AMS’ clients, Pensions ‘Flexible New Deal’ programme. During
Bond TeamSpirit and a fully managed payroll
candidates, suppliers and consultants, therefore the contract period it is expected to be used by
service from Bond Payroll Services where they
allowing a fully visible and end-to-end recruitment more than 300 Remploy and Job Centre Plus staff
dial in using terminal services.
process within one system. and subcontractors, and is expected to allow the
placement of more than 25,000 ‘customers’ within Despite implementation just a few months ago,
As AMS provide RPO services they are entirely
South Derbyshire and Yorkshire with disabilities Solace Women’s Aid has already recognised some
technology-neutral and separately deploy the most
and complex barriers to work. huge benefits in their HR and payroll processes.
appropriate technology for each particular client’s
TeamSpirit HR gives Solace the ability to record
needs, rather than using one platform across As an SaaS deployed model, pricing is based upon
and monitor absence – something they never had
the entire client base. Bond Adapt was chosen the number of users of the system on a month
before. In addition, Solace Women’s Aid are now
for these three clients because they all needed by month basis and Remploy has the complete
able to hold detailed training records in one central
more automated and reliable online recruitment flexibility to adjust this on an ‘as needed’ basis.
location and their payroll now runs much more
technology that would integrate efficiently with
“Cloud-computing is a safe, secure and highly smoothly thanks to the service provided by Bond
their own internal processes. AMS will be looking
cost-effective way for Government to deploy Payroll Services.
to roll out Adapt across other suitable accounts
projects of this scale and complexity” says Tim
because the software’s flexibility means that it can
Richards, Managing Director of Bond’s European
be tailored specifically to suit the particular needs
operation. “Bond Adapt is functionally-rich and
and processes of individual clients, ensuring
highly adaptable. We believe we are well ahead of
improved client satisfaction.
the rest of our market in being able to deliver the
same peerless functionality within an organisation,
or in the cloud.”
At one with the world
REVOLUTIONISING EXECUTIVE SEARCH
Bond Vantage utilises the inherent power of Bond
International Software to deliver a specialist solution
for executive search firms.
Bond’s innovations actively redefine providers, Bond Vantage brings outstanding assists dynamic performance and reporting
top-level search capabilities to encompass capabilities to revolutionise business at all levels, meeting executive search firms’
scalable solutions that manage the executive practices. The comprehensive functionality strategic and commercial needs.
search processes effectively on a global stage. of our recruitment and placement software
A new force in this niche sector of the
recruitment industry and bringing technical
advancements that forge ahead of other
MILLIONS OF DOLLARS SAVED BOND’S BLUES TRIUMPH AT TWICKENHAM TAKING THE STRAIN
Bond eEmpACT has entered a strategic alliance Brighton Blues, the English rugby team from As team building exercises go, you can’t beat
with The Tax Credit Processing Center (TaxBreak). Sussex sponsored by Bond, finished an amazing something that takes people outside their day-to-day
This partnership empowers joint customers of season with probably the greatest day in the Club’s job, puts them beyond their comfort zone and
eEmpACT and TaxBreak with greater ability to 140 year history. After a hard fought semi-final then adds in some great hospitality.
identify potential tax credits for job placements. victory they faced Liskeard & Looe from Cornwall
So Bond’s five UK offices decided that a good old
It is crucial that eEmpACT clients in the staffing in the final of the EDF National Vase Trophy at
fashioned Sports Day would sort the men from
services arena are aware of tax credits as they Twickenham in London.
the boys (and girls)! A variety of fun races were
relate to individuals prior to filling job orders. This
Well over 2,000 vocal Blues supporters made the trip planned by the social committee involving sacks,
ensures staffing companies do not spend more
to rugby’s international showground to cheer their spoons, caterpillar tracks and fancy dress. These
tax dollars than necessary.
team on and ensure they maintained their unbeaten were hotly contested between the teams which
Wayne Williamson, owner of Willstaff Worldwide, record this season. The Blues did not disappoint. In mixed together staff from all five office locations.
client of both TaxBreak and eEmpACT comments: a thrilling end-to-end game, Brighton were crowned The event culminated in a tug-of-war which, it was
“They are efficient and good at what they do. They National Champions with an exhilarating 32 - 20 win. observed, some participants took rather seriously.
went back and found $8m worth of past tax breaks
There have been suggestions that this should
for which we were eligible and did not know about.”
become an annual event and involve key client
Brad Hughes, President of The Hughes Agency, user groups. But Client Services Director, Paul
and another client of both TaxBreak and eEmpACT McCarthy, is keen to point out that, at the
adds: “When we went with TaxBreak, they moment, this is just a rumour!
did an audit and found an additional $127,000
that another company missed. The integration
between TaxBreak and eEmpACT made the
process virtually painless.”
06 BUSINESS STORY
The Nordic countries are renowned for beautiful minimalist
design and a powerful affinity with nature. They are also
pioneering IT and communications industries, have a strong
consensus work ethic and believe in excellent welfare.
AS SOON AS WINTER BEGINS, A TEAM OF SNOW BUILDERS, ARCHITECTS,
DESIGNERS AND ARTISTS FROM ALL OVER THE WORLD GATHER IN THE LITTLE
TOWN OF JUKKASJÄRVI FAR NORTH OF THE ARCTIC CIRCLE IN SWEDISH LAPLAND
TO CREATE EACH YEAR’S VERSION OF ICEHOTEL.
IN THE SUMMER, THE ENTIRE CREATION ONCE AGAIN BECOMES PART OF THE RUSHING
RAPIDS OF THE MIGHTY TORNE RIVER COURSING TOWARD THE SEA. WWW.ICEHOTEL.COM
At one with the world
Johan Skarborg CEO
Keeping things cool
“We wanted to offer the very best service” The largest employer of
explains Johan Skarborg, the driving force students in the Nordic region
behind the Company’s ambitions and its Academic Work is proud to be the largest
expansion programme. “This is still our employer for students in Scandinavia.
fundamental aim. We are a private company. The business’ long experience, specialist
We are not governed by the vagaries of the knowledge of the target group and
stock market, nor the constraints of share- extensive CV database, enable them to
holders, so we can take our time. I have match companies’ requirements with
high expectations for this business but it young, ambitious and competent personnel.
will progress on a logical and solid footing “In Europe our business model is quite
ensuring that we maintain our levels of unique and Academic Work’s employees
customer satisfaction and profitability.” strongly represent the core values of
the Company. We respond quickly, are
committed to the task in hand and are
During the past two years, Academic Work
constantly aiming to improve.”
has been developing abroad and opened an
office in Norway at the beginning of 2007. But what are employers looking for in
Since then it has continued global expansion today’s workplace? Are there any special
by establishing the business in Finland, skills that graduates should be using to
Denmark and Germany. “This international enhance their CVs? “Of course employers
presence allows us to be even more flexible expect a good basic education, but these
in our temping and recruitment solutions, days a purely academic experience is not
and to offer a broader range of candidates really enough. We see that employers
ond International Software is
across the nations. Our vision is to be the appreciate a variety of skills and look for a
deploying Adapt throughout
largest student temping and recruitment well-rounded individual that has travelled
Academic Work’s offices across
agency in the world and our journey and mixed with different cultures. They
the Nordic region. One spoke to
towards that goal has only just begun.” want to see open minds and the ability to
Johan Skarborg, CEO of this niche staffing
think and act independently.”
specialist that focuses on students and How is it that Academic Works has pursued
young professionals, and asked him about this growth strategy when all around staffing About Academic Work
his plans for the business and the managers businesses have suffered from the recession To conclude One asked Johan about what
of tomorrow. and looked to cut costs rather than invest? he believes differentiates Academic Work
from the mainstream recruitment agencies.
How it all started “In this time of economic slowdown we
“We are the experts. We are the only
Ten years ago three students had a brilliant believe it gives Academic Work the perfect
temporary staffing agency that solely helps
idea that would make it easier for students opportunity to make changes because we
companies reach university students and
to get work experience during their studies have the time to do them properly. This
young professionals for recruitment and
and help them get their first real jobs after is why we decided that we needed to
short time assignments, as well as full time
graduation. Academic Work, a staffing streamline our systems and processes to
employment. Our focus is to be the best:
agency that focuses solely on young cope with the expansion of our business
the best partner for businesses, and the
professionals was born. This staffing and improve our efficiency. We have
one with the best connections for young
specialist uses its extensive database to brought in Bond Adapt because optimum
match the right students with assignments efficiency is crucial to remaining competitive
based on information about the student’s and offering our clients they very best value.
Academic Work currently has offices in
education, previous work experience and It also leads to higher standards through the
Sweden, Norway, Denmark, Finland and
their aims and goals for future employment. business which improves the experience for
The Company experienced rapid growth clients and candidates. For us, we see the
and before long offices were established flexibility and language capabilities of Adapt
in Stockholm, Göteborg, Malmö and as integral components in our future growth
Linköping in Sweden. and profitability.”
Adapt v11 new interface
THE DEVELOPMENT OF THE NEXT RELEASE OF BOND’S ADAPT SOFTWARE HAS BEEN A LONG TIME IN THE
MAKING. IT HAS BEEN OVER FIVE YEARS FROM THE INITIAL IDEAS FOR THE SYSTEM’S FUNCTIONALITY
TO THE FIRST VERSION OF THE V11 SOFTWARE HITTING THE MARKET. IN WHICH TIME BOND HAS INVESTED
MULTI-MILLIONS IN THE SOFTWARE’S RESEARCH AND DEVELOPMENT.
he latest phase sees the launch
of a completely new, web
browser-based user interface
and One talked to the team at
Bond about its instinctive feel which is set
to change the way recruitment software
looks, and is used, forever.
Bond Adapt has long been regarded as
a market leading, innovative recruitment
software solution. The main reason for
this success has always been the system’s
inherent flexibility and ease of use. But in
early 2000 the Company reached a cross-
roads, it had set its sights on the enterprise
level market but, despite being globally
successful, found these opportunities
required a significant product step change
if it was to achieve this goal.
Ever proactive, the Bond development
team went out into the market and spoke
to clients to find out what they wanted
from a software solution in a ‘perfect
world’. All client facing staff, from sales
teams to account managers to training
personnel, were gathered together
to brainstorm ideas for the system’s
development. These ideas formed a set
of strategic goals which were passed over
to the UK technical team to develop the
system’s architecture and high level design.
Toby Conibear, Bond’s Sales Director, European
Operation, comments “It was exciting and
challenging. We knew that it was important
to retain the good parts of the system that
had been developed over the last 30 years,
but we also had to step away from that
existing knowledge and mindset to allow us
to think about how things should be done
moving forward. Most of us underestimated
how hard it would be. But it was certainly a
process worth going through.”
At one with the world
Achieving next generation functionality From left to right:
Eight features were identified as key: Tim Richards
Managing Director, European Operation
web based, truly multi-lingual, database
independence, platform independence, Sales Director, European Operation
usability, flexibility, scalability and real-time Daniel Richardson
Chief Technology Officer
interactive reporting. These elements
formed the cornerstones of the evolution
for the Adapt v11 system.
Officer, adds “This version of Adapt of the system means that it’s really easy
Bond had listened to the market and now has given our customers complete to work with, so new users need very little
had a ‘road map’ for Adapt’s development. independence. We can now talk to them training and can start using the application
Next they had to find the best people and about what ‘they’ want, rather than making very quickly. This is of course a great
technologies from across the globe to them conform to a rigid system. The benefit in an industry that has a high
facilitate this intensive R&D programme. business can get the functionality it wants, turnover of staff. However the depth of
Whilst Bond had an impressive in-house the IT people can get the good technical functionality within the same user interface
team of developers and a strong network product that they want. Everyone wins.” also means that the advanced user has
of colleagues with other areas of expertise, even greater options and they love the
Adapt now also offers a comprehensive
they just did not have enough people to super-cool interactions.”
set of real time and interactive reporting
embark on a project of this scale – a build
functions. Toby Conibear explains this Validation from the market
process that was estimated at forty
innovative functionality “The dash-boarding Feedback from prospects has been incredibly
capabilities of the latest version of Adapt positive, and many existing clients have
So Bond’s own technical team in the are fantastic. We can offer clients real already up-graded whilst many more are
UK developed the system’s underlying time reporting displayed in any way they going through this process at the moment.
architecture and high level design. The want, including maps, rev counters, graphs
The new version of the system has been
next phase of the project was delivered and so on. Any data, be it sales figures,
endorsed through acceptance of the
in partnership with a carefully selected targets, meetings or KPI’s etc, can now be
software by a number of large, enterprise
outsourcing centre. dynamically displayed. What’s more, the
level companies. Since the first versions of
figures will be automatically updated as the
Delivering software as a service v11 went live, global businesses including
information within the system changes.”
Four years on, and the first Adapt v11 Manpower, Michael Page, Adecco and Hays
system was ready to go to market. Tim A new look for the Adapt user interface have all bought into the solution.
Richards, Bond’s Managing Director, The first versions of Adapt v11 fulfilled all
European Operation, explains “Adapt the functionality requirements that Bond
Currently Adapt v11 is being used by around
v11 is a superset of software, retaining set out to achieve, but there was still
300 customers. 5,000 deployments have
the best functionality of the proprietary something missing. After much testing
already been completed, and are being used
Adapt system but also incorporating many and reviewing of the system it was agreed
by consultants across the globe on a day-to-
groundbreaking enhancements. As well that the look and usability of the software
day basis. A further 30,000 global users are
as upgrading the system’s functionality, needed further work. So Bond enlisted the
at various stages of deployment.
we also wanted to find a better way of help of Abacus Software (part of the Bond
delivering our technology to the end user. group) who provided a team of web design Bond is truly committed to the research
The Internet was the obvious solution, so usability experts. and development of their software
we developed a browser-based system.” solutions, every year they reinvest around
The result is dramatic. “The new Adapt
15% of the Group’s turnover back into
Tim Richards continues “We are very user interface is smart, modern, clean
R&D. With a turnover figure of £30 million
proud of the latest Adapt system. Being and very intuitive. It looks and feels like
for the financial year 2007/8, that equates
a browser-based solution helps to make a website, so the user immediately feels
to a staggering investment of around
it infinitely more scalable – an important confident exploring the pages as they have
£4.5 million in the last year alone. This
benefit for clients large and small. What’s a familiar feel to them” comments Tim
continuing, and increasing programme
more, Adapt is now effectively ‘technology Richards. “Customers today are a lot more
of development underlines Bond’s
independent’, integrating perfectly with any IT savvy, they expect software to work well
commitment to stay at the cutting edge
operating system and any database, such of course, be pleasant to use and overall be
of the recruitment software market.
as Oracle, SQL, and so on. The system is a positive experience.”
also capable of handling all global languages To see what the future of recruitment
Toby Conibear adds “Another benefit of the
and character sets, including Asian, which is software looks like, please visit
new Adapt interface is that it minimises
currently unique to our specialist products.” www.bondadapt.com/adaptv11demo.
user training. Having worked with usability
Daniel Richardson, Bond’s Chief Technology experts to design the look and navigation
10 ASIA OFFICE
Bond International Software has opened a new office in
Tokyo which is pivotal to Bond’s expansion programme
across the Asia Pacific region and indicative of the group’s
commitment to build closer partnerships with clients and Steve Russell CEO Antonio deLiseo
provide the new multi-lingual system to recruitment and Bond International Software Manager Asia Pacific
executive firms in Japan.
the ability to get feedback directly from our This is the most flexible solution on
“The decision to open an office in Japan
customers about how the Adapt product the market. Adapt is the only system
was customer-driven” says Bond’s Asia
is meeting their needs will allow us to that allows the client to move between
Pacific Manager, Antonio deLiseo. “A
tailor our software solutions specifically for solutions, with the same application.
number of our international clients are
already using Bond recruitment and talent “We have seen a client who started out with
management systems in Japan, and our Multi-lingual capabilities a fifteen user SaaS hosted solution, and then
dedicated team can now provide them with Bond International Software has existing moved it in-house once the user numbers
a greater level of support. installations with a number of clients in had increased. The data and the application
Japan, including Hays, Michael Page, Robert was transferred to a new server in their
“We are looking to provide an increased
Half International and Talent2 Japan. Most office after about a year using the hosted
range of services, including technical
of the existing deployments are English solution. This allowed them to delay the
back-up and training, and foster greater
based systems with limited support for the investment in hardware till a later stage.”
communication with our clients. In the past
Japanese language. The new systems being
support was provided remotely, and mostly The need to provide a flexible ‘work from
deployed will allow clients to store data in
in English via our global network, but having anywhere’ solution is huge in Japan. With
Japanese or English and search across the
people on the ground in Japan now enables Bond, recruitment firms can now offer the
system using both languages.
us to respond to customer questions full recruitment system to their remote
and requests in the same time-zone and “As we see an increase in international users without the need for expensive
Japanese language. We are ramping up teams recruiting in Japan, clients will remote desktop solutions. All that is
our support to the next level and envisage need to find a way to promote effective required is a java enabled browser - this
delivering measurable benefits as a result.”ult.” communication in the consultants’ language could be a traditional PC or a mobile device
of choice. There is a constant need to like Blackberry. Consultants can complete
generate email and SMS correspondence tasks whilst on the train, or from home, and
In Japan, businesses prefer to deal locally
with clients and Adapt allows the user to this is critical for some of the high volume/
with Japanese. Many of Bond’s Japanese
select the correspondence language, as well high demand recruitment sectors such as
customers see the new local presence in
as use a series of multi-lingual templates.” healthcare and office support. Also, this
Tokyo as a sign of Bond’s firm commitment
allows Bond users to readily offer an onsite
to the Japanese market. Web and mobile based solution
solution to their clients without the need
“Many clients are looking towards web
“We have always had an excellent staffing to worry about connectivity for their staff.
based solutions to reduce the cost of
software solution for the Japanese market, Bond is seeing a growth in the ‘shop front
ownership of IT systems. The Adapt
but the previous situation may have recruitment’ model, and the mobile nature
solution will allow us to offer both a
left some of our clients feeling that the of Adapt will allow clients to create new
Software as a Service (SaaS) solution as
relationship was at ‘arms length’ – this is offices and recruitment kiosks with ease.
well as a fully supported in-house system
something we were determined to address.
if the client has existing IT infrastructure” “One of our recruitment clients saw huge
The increased presence in the market and
continues deLiseo. benefits by providing a registration and
job search process at a recent graduate
recruitment trade show. This saved a
At one with the world
A unique way of working
Japanese companies have a different subtle ways and soft wording. Because we customs as long as you show respect and
working atmosphere and often have a are not accustomed to this kind of behaviour, apply the normal good manners of your own
different way of working to European or Westerners often completely miss the point. culture, you will be appreciated.
American companies. Bond has prepared a With close observation, it is possible to
Friendliness. Disgruntled or unfriendly people
few tips which may be useful in helping to develop a feeling for this.
are not appreciated in Japanese companies.
understand their unique perspective and may
Flexibility. If you are requested to do a task Although everyone has bad days and their
assist in strengthening working relations.
which is not strictly your job, remember own problems, the Japanese try hard not to
Patience. Proposals, projects and suggestions that this is normal in Japan. Consider it a inflict their own unhappiness on others.
often take longer to be accepted, but remember compliment that you have been asked to
Honour. Honesty and responsibility
that when they are, you normally receive take care of the matter – it means that you
are respected in many cultures, but are
very good co-operation and back-up from have been seen as capable and responsible
especially prized in the Japanese culture
your colleagues. since you have been selected. Even if it
because they have a long tradition of strict
is a ’menial task‘ such as making coffee,
Diplomacy. In Europe and the USA, we moral and social codes.
remember the Japanese do not distinguish
have a way of being quite blunt. When
as much as Europeans between menial Modesty. Modesty is a respected quality in
discussing a difficult matter in Japan, you
tasks and ’real work‘. A job well done is a Japanese culture. In Europe and the USA we
should approach it carefully and allow
job well done. often strive to be the best and stand out, to
the management an easy way out of the
make our mark and be recognised. In Japan,
situation without losing face. Politeness. Japanese place a great deal
successful people defer the recognition of
of importance on being polite. Don’t worry
Observation. The Japanese often signal their individual performance and cite the
about having to learn Japanese manners or
their approval or disapproval of things in group as the source.
large amount of time in data entry by the a strong demand for advanced recruitment
THE TEAM IN JAPAN
recruitment team, and introduced the Adapt solutions. We have addressed the need for
The new Bond
Candidate Care Portal directly to candidates. an experienced and professional local team
The take up by the new candidates was to deliver and support our solutions. They
fantastic. Everything was done with a laptop are ready to provide firms in Japan with our
and a wireless connection to the client’s globally proven systems and solutions.
existing Adapt system.”
“We look forward to expanding on the as Antonio deLiseo, and Bruce Morrison,
Payroll and Financial Integration service we have provided to our Japanese CFO, as well as some highly experienced
Bond will offer integration to a number of clients with the added value of on-the-ground and professional new faces: Koichi ‘Kris’
payroll and financial systems in Japan. Most expertise in both Japanese and English.” Fukuda and Tsubasa Kurose (see picture).
of the large financial systems encountered
Japan remains one of the two largest Fukuda, known as ‘Kris’ in the executive
in other markets are also used in Japan.
recruitment markets in the world – so it search world, is a former Managing Partner
The strategy is to offer integration to
offers enormous opportunities for Bond. of Heidrick & Struggles. He was hand-picked
these systems, as well as offer the new
Many of Bond’s global clients have a and trained by Russell Reynolds from the
Adapt Financial suite of products including
presence in Japan and it is evident that Presidency of Boston Scientific to become
payroll, invoicing and accounts receivable
the number of foreign recruitment firms in one of the Best 200 Global Executive
modules. Customers can also link to Bond’s
Japan is increasing, along with the rise in Recruiters. Prior to joining Bond, he ran a
e-timesheets solution which will simplify
the number of local firms. US based computer integration software
the whole payroll process.
company out of the US as its COO. Fukuda
“The establishment of a formal presence
Strategic Growth in the is the first Japanese MBA graduate from
in Tokyo is testament to our long-term
Asia Pacific Sector Duke University.
commitment and growth plans for Japan”
The Tokyo office will offer local sales,
continues Russell. “As the second largest Kurose has an unusual background
services and support to the Japanese
world economy, Japan is an important combining venture capital and computer
recruitment and executive search
market for Bond and we have much to software. Prior to joining Bond, he ran the
community and will complement Bond’s
offer in terms of our global capabilities Japanese office of a US company as its
existing Asia-Pacific presence located in
and technological expertise. When this is Japan President and headed the Tokyo
Sydney and Hong Kong.
combined with the strength of our local office of a venture capital company
“The strategic importance of Japan as a insight, we are confident we will provide our focused on start-up businesses. He also
base for Bond’s continued expansion in Japanese customers with the right solutions holds a law degree.
Asia Pacific is clear” explains Steve Russell, to maximise their business performance
Group CEO. “With the second largest and profitability.”
market for recruitment and labour there is
e-Recruitment and Talent
Management software and services
Can you realise greater
benefits through effective
e-Recruitment in a downturn?
Bond Talent software is a powerful and versatile web based application specifically
designed to manage the complete recruitment lifecycle and significantly reduce
cost-per-hire. It improves business performance by streamlining processes and
aligning them with corporate goals.
When choosing a software and service provider consider Bond’s extensive
knowledge and experience in the recruitment sector. With over 35 years’
investment and focused effort, it’s no wonder that we are fast becoming one of
the leading recruitment technology suppliers chosen to transform the resourcing
function and improve productivity.
You should be talking to us
Call +44 (0) 1903 707070 Email firstname.lastname@example.org Visit www.bondtalent.com
One world. One future. One solution.
Bond International Software
outside the rules
Outside the Rules
With agencies currently accepting job orders from many different external sources
– including competitor agencies in some cases – the race is permanently on to be the
agency that fills the position and therefore secures the fee. Bond’s applicant tracking
system integration, the Job Order Intake Module, gives agencies an unfair advantage. Daniel Richardson
Chief Technology Officer – Bond
Daniel Richardson, Chief Technology Officer, explains:
So what’s the problem? of staff waiting for these job orders to come VMS of the organisation which sent out
In the high volume temp recruitment world, in and then re-keying them into a front the job order.
it isn’t unusual for a vacancy to come in office system. In an era of direct input and
Winning the game
at 6.30am for a shift an hour later. The integration, this represents a scandalous
What sets Bond apart from competitor
recruiter who can react to the vacancy the waste of resource.
software which can perform a similar
quickest, and therefore begin the business
The solution that scores points task is that rather than hard code the
of recruiting, is likely to be the winner.
Bond International Software has come functionality into our software, we have
This scenario depicts what is happening all up with a solution for users of Adapt designed an external rules engine. This
the time in the increasingly active vendor recruitment management software with means that agencies can program in the
management system (VMS) managed the Job Order Intake Module, which works rules for whichever system is used by the
service space. The problem many agencies in two ways. Firstly, it sits waiting to organisation looking for staff, therefore
face is that their front office recruitment receive emails with vacancy notifications maximising their chances of filling the
system cannot integrate with the applicant and intelligently takes action based on vacancies that are out there. The added
tracking system (ATS) or VMS used by their contents. Job specifications are benefit – and it is a big one – is that the
those sending out the job order. Notification extracted and a job order is automatically rules engine can also react to a change
is often sent by email, or not sent at all and created so the recruiter can start sourcing of format or branding by organisations far
valuable time is lost from vacancy details candidates within minutes of the email quicker than other software, reducing the
having to be retyped and entered into the landing. This alone will save valuable time window of opportunity for any competitors.
agency’s system before the recruiter can but the software has a second strand to its
There are predictions that over the course
start sourcing candidates. Similarly, the functionality which is where recruiters are
of the next five years we will see a swing
same problem is faced in reverse when really able to score points over competitors.
to agencies deriving the bulk of their
the agency wants to submit a candidate
The module is designed to periodically revenue from VMS tiered vendor
for the vacancy.
log on to the VMS or ATS and intelligently relationships as opposed to directly from
Moreover, the sheer volume of job orders navigate through it to find the vacancies. corporates. Anyone who ignores this model
coming in, coupled with the problems When it does, it grabs all of the key does so at their peril but up until now it
sometimes experienced when receiving details, such as start date, location and job has been difficult for recruiters to take full
the notification emails, makes it a difficult description, parses it and populates the advantage of the business opportunities
process for the recruiter to manage. In recruiter’s front office system with this it offers. With Bond’s software module,
some cases they could be working on a information. From the start of the process agencies have the job vacancy for the
vacancy that has already been filled and to populating the front office system is a longest period of time, which is the key to
the randomness of the process means matter of seconds. The software is also success. And because the recruiter never
they have no way of knowing how many designed to perform the function in reverse, has to leave their front office system, they
job orders they are missing out on. It isn’t so candidates can be submitted and their can focus on the core business of finding
unusual to find an agency with a room full details automatically entered into the ATS/ the right person at the right time.
the globalisation of Talent
“The globalisation of talent and the development of recruitment technology to
identify and capture outstanding candidates mean that more firms are choosing
Bond’s on-line software systems to gain competitive advantage” says Philip Jones,
Sales Manager for Bond Talent. One showcases some of the latest companies Philip Jones
Sales Manager –
who have chosen to be powered by Bond International Software. Bond Talent
Drake & Scull International receiving on average about 100 applicants pre-existing recruitment processes to create
Drake & Scull International PJSC (DSI), the per day. The immediate advantage of Bond a robust infrastructure which will provide
UAE-based end-to-end service provider of Talent will be that we will instantly automate greater visibility and access to information.
mechanical, electrical and plumbing (MEP) our recruitment process to make opening
Tesco is contacted by many thousands
contracting, infrastructure, water and power and filling a vacancy faster. But also, from
of job applicants and it has reached such
(IWP) and civil contracting services, has receiving the very first online application,
a size that it has become impossible
signed a five-year contract to deploy Bond we will be generating our own talent pool.
for the head office recruitment team to
Talent. The solution will provide an online Any applicants that are not successful in
manage efficiently. As Jane Smith, Head of
web portal-based recruitment application their original submission are then ‘kept on
Resourcing (Commercial), explains, “The
and applicant tracking system throughout file’ for when a more appropriate position
main advantage we predict from deploying
DSI’s UAE operations. is available. This function on its own will
Bond Talent will be delivering an improved
reduce our dependency and spend on
The 12,000 employee-strong DSI, whose candidate experience. Bond Talent will allow
recent projects have included the Shangri-La us to manage the thousands of applicants
Abu Dhabi Hotel, the Park Place Tower Tabari continues, “Bond was chosen we receive through the Tesco.com website,
and Marina Mansion in Dubai, will use primarily because of their pedigree in the and offer the Recruitment Team improved
the system to automatically manage the corporate and agency recruitment software search facilities. We can then identify which
internal processes of flagging, creating and market, and also because of their global job will suit each person best.”
authorising vacancies. reach. It was this international experience
Smith continues, “We will have the ability
that gave us the confidence that we would
Zeina Tabari, Chief Corporate Affairs to reduce the amount of time spent on
be fully supported with our regionally specific
Officer at DSI, comments, “Historically, administrative tasks whilst improving
needs, such as the UAE working week.”
we have wasted a substantial amount access to information – be that previous
of time, resources and money managing Tesco applications in the talent pool or tracking
a needlessly slow recruitment process. Bond Talent will initially be deployed in candidates throughout the recruitment
Our paper-based practices were simply Tesco’s UK head office operations where process. We will also be able to assess
unsustainable for the amount of recruiting 300 external hires and 400 internal moves our time-per-hire, a metric we have not
we were doing. At our highest, we were are anticipated over the next year. Bond previously been able to measure effectively.
managing almost 2,000 vacancies and Talent will be incorporated into Tesco’s Overall Bond Talent will enable us to make
At one with the world
Bond Talent blazes
into US market, Human Capital
Fall 2009 Supply Chains
This Autumn Bond International Software This powerful and versatile web-based A new way to optimise your workforce
furthers its position as global market application has been specifically developed
leader in the talent management software for corporations who wish to streamline Corporations have been building and
industry by launching into the US their in-house recruitment processes optimising manufacturing supply chains for
marketplace. As the economy rebounds, and save costs. It offers seamless online over three decades. Companies like Dell
companies will all be competing for interfaces to deliver sophisticated workflow and Wal-Mart are famous for leveraging
the same top talent. Those firms that and accessibility for all stakeholders supply chain management techniques
understand human capital needs will involved in the resourcing and HR and technologies to breakout from their
be ready for the post-recession ramp- processes, with the added specialist feature competitors and own their markets. It’s
up and ensure they are best placed to of multi-lingual and character set capability. time to refocus and apply the lessons
react quickly to market dynamics. HR learned from optimising your product lines
For more information please visit
professionals, particularly those with a to optimising your workforce. Building a
global remit, will need Bond Talent. just-in-time human capital supply chain is a
big commitment, but one with the potential
for big returns.
Human Capital Supply Chains explains
how corporations can get their arms around
their human capital spend and estimate
far better recruitment decisions, for both In 2008 CAFOD recruited for 97 vacancies.
the value of implementing a human
internal and external appointments.” Using the Bond Talent system the
capital supply chain. As we learned in
organisation will be able to automate many
Smith adds, “We selected Bond in part manufacturing, establishing and managing
of the processes, especially the transfer
because of the heritage of the company. a supply chain not only reduces costs in the
of information to and from job boards, and
The expertise they have in providing short-term, but the long-term tuning of the
between internal HR systems. Based on
software to the recruitment industry allows supply chain can result in unprecedented
last year’s recruitment figures, it expects
them to fully understand our requirements growth and strategic competitive advantage.
to save up to 1,000 hours of administrative
at corporate level. Bond Talent is also
time over the whole year, leaving their For those ready to face the challenge and
flexible enough to reliably meet our specific
Human Resources department more time the opportunity, Human Capital Supply
needs, even if these change over time.”
to devote to CAFOD staff. Chains also provides the practical steps
CAFOD of designing and implementing your own
Coomy Ogbewele also welcomes the fact
CAFOD will be using Bond Talent’s software human capital supply chain. The book is
that the new system will be compatible
system to support its recruitment drives. structured as a ‘how to’ handbook for
with what CAFOD already uses. “One
Coomy Ogbewele, HR Information Manager implementing and managing the new
of Bond Talent’s key advantages was
said: “A large amount of our recruitment is processes, technologies and organisational
that we could integrate the recruitment
run through manual processes, which are roles that will be required.
software with our pre-existing HR software,
intrinsically time-consuming. We are spending
therefore creating a true end-to-end talent You can WIN a copy of the new book:
as much as eleven hours setting up each
management process. We will now be Human Capital Supply Chains
vacancy and contacting candidates. Shortlisting
able to advertise a position, manage the
can then take another two to three hours as Bond has 25 copies to give away.
applications, create a shortlist, hire and
we sift through the thirty to forty applications Just email: email@example.com
then process the successful candidate(s)
we would receive for each vacancy.” and quote ‘Human Capital
directly on to our HR system, all without any
Supply Chains’ Book in the
Tim Richards, Managing Director of Bond duplication of data entry.”
‘subject’ box and we’ll enter
International Software, comments, “CAFOD
you into the free prize draw.
is a global organisation with very particular
Closing date: November 30th 2009
needs and demands. Bond Talent’s CAFOD is the Catholic Agency for Overseas
flexibility makes it ideally placed to fit in Development, working with communities in Tim Giehll, CEO of Bond Talent’s US division and
over 50 countries in Africa, Asia and Latin
with CAFOD’s existing processes, as it can Bond eEmpACT, has co-authored this enlightening
America, supporting people to find their own
be deployed quickly, and it is a web-based solutions to poverty. The agency works with book with Sara Moss, CEO of The Code Works,
solution that will enable the organisation all people regardless of race, gender, religion Inc., a nationally recognised consulting firm.
to rapidly source additional and pre-vetted or nationality. www.humancapitalsupplychain.com
talent should the need arise.”
16 CUSTOMER STORY
a blue chip service
A BLUE CHIP SERVICE
BaxterStorey is an independent contract caterer whose services range from
managing staff restaurants, cafés and deli bars, to offering fine dining, hospitality
services, private dining and partners’ luncheon rooms.
”The TeamSpirit Report Writer is so easy to use that my
team is now able to handle report requests in-house.”
ond TeamSpirit has been 40% per annum (the norm in the catering would have had to have been created by
working with the company since and hospitality industry sector) – it is vital the software provider themselves. “This
2003, helping to establish a that the system immediately reflects the seemingly simple process would take a
comprehensive HR and payroll latest changes.” couple of days from request to delivery.
management system which has created Using TeamSpirit, we can do it ourselves
significant savings in time and manpower. in a couple of minutes. The TeamSpirit
“The team here has a lot of starters and
Report Writer is so easy to use that my
These savings are vital: BaxterStorey has leavers to process,” says Bell. “And to do
team is now able to handle report requests
been through a period of rapid expansion that we require the correct information from
following a series of acquisitions – moving our own people. BaxterStorey’s workforce
from 1,500 monthly paid staff to a staggering covers a very broad spectrum, from senior In the money
7,500 in the space of a couple of years. The managers overseeing individual catering BaxterStorey’s previous system could
ability to accurately track information across and hospitality, to school dinner ladies. The not calculate tax or National Insurance
the workforce in a streamlined HR operation system has to suit them all.” contributions. With Bond TeamSpirit, Bell’s
has never been more important. team can use the ‘re-run’ facility to run the
“Before TeamSpirit came on board, Excel
payroll as many times as required for any
Spread out spreadsheets would have to be printed
number of employees, performing net to
BaxterStorey’s impressive roster of blue and sent to Bell’s team by whoever was
gross calculations as well as gross to net.
chip clients spans a range of business and managing each of these work units to
industry sectors including finance, media, update all staff movements on a given day. Payroll alone accounts for around 40%
retail and automotive. But now, using the TeamSpirit system’s of the cost that BaxterStorey bills clients
Web-based Manager Access module, and this makes accuracy essential.
But the sheer breadth of BaxterStorey’s
those same managers can remotely file Such a requirement would be relatively
services presents perhaps the greatest
employees’ time sheets which contain straightforward in most other businesses,
challenge when it comes to administrative
attendance/absence hours and any but in an organisation made up of hundreds
requirements. Payroll Manager, Cathy Bell
monetary adjustments. Over the course of a of business units, some of which consist
explains why, “With up to 700 individual work
year, this sole basic change saves a week of of just a couple of workers who may
units throughout the UK, a very user-friendly
five people’s time” comments Bell. interchange with other units as the need
approach to systems is essential because
arises, the calculations require a system
we are heavily reliant on our unit managers. And that is not the only time saving. Using
that is simple enough to use whilst having
The back-end system has to be straightforward. the client’s previous payroll system, a
enough flexibility to avoid errors.
With a high turnover of staff – roughly report showing each employee’s address
At one with the world
A key selling point For example, explains Bell, a unit may
for BaxterStorey find a kitchen porter off sick one morning.
was that TeamSpirit They need a replacement who comes from
enabled the Company another unit working for a different client.
to grow without The porter who is ‘loaned’ to the depleted
having to constantly operation must have his or her pay correctly
upgrade or purchase deducted. “Cross-charging is performed
add-ons. very simply now,” Bell continues. “By
simply keying the hours and the department
into the system, there’s a time saving and TeamSpirit software is a modular yet fully integrated
errors are minimised.” HR and payroll solution, operating from a single database,
that streamlines processes to maximise efficiency and
Bell continues, “The big advantage for us generate tangible bottom line savings.
is that we don’t have to physically calculate
the removal of cost from one department to Our people management solution is flexible, user-friendly
another – it’s all done automatically within and fully proven. TeamSpirit has implemented over 500
the system.” in-house and hosted systems in private and public sector
organisations across the UK, with 100 to more than
Scalability 50,000 employees.
A key selling point for BaxterStorey was
that TeamSpirit enabled the Company to Transform your HR and payroll forever
grow without having to constantly upgrade
Fully supported by Bond’s industry leading research,
or purchase add-ons. “Beyond what we are
development and helpdesk services.
using already, there is a whole host of other
tools available, so we have the scope to go Call: +44 (0) 1903 707121
back and look at them should our needs Email: firstname.lastname@example.org
change,” explains Bell. “The TeamSpirit
system is robust enough to accommodate
an increase in employees or any growth
in number of units, or any change in
functionality we may need.”
One company. One call. One decision.
Bond International Software
18 CUSTOMER SUPPORT
peak performance, peace of mind.
Peace of mind
STRATEGIC PARTNERSHIPS ARE ESSENTIAL TO THE BOND BUSINESS ETHOS AND THE COMPANY
WORKS CLOSELY WITH A VARIETY OF THIRD PARTIES WHOSE SERVICES ENHANCE THE SOFTWARE’S
FEATURES AND FUNCTIONALITY, AND IMPROVE THE CUSTOMER EXPERIENCE. IN THE US, ONE SUCH
PARTNER IS PEAK 10 – A COMPLETELY SECURE TIER-ONE DATA CENTRE.
Peak 10 is an industry leading data housing This enables compliance with such This capability and integrity provides Bond
facility with twelve enterprise class centres Government legislation as Sarbanes-Oxley with the experience, technology and vision
that allow disaster recovery sites to be and HIPPA, which gives additional peace to sustain the Company’s ambitious
easily set up and maintained. Their high of mind to clients. growth strategy.
performance private network utilises eight
A fully redundant infrastructure that
fully lit OC3 connections that provide
is reliable, scalable and secure
reliable connectivity and speed. Additionally,
Peak 10 owns and operates more than
each data centre facility deploys between
100,000 square feet of data centre
three and five agnostic OC3 connections for
space that is fully supported by technical
maximum dependability and redundancy.
personnel 24/7. Each tier-one centre is
There are no bandwidth bottlenecks
engineered with multiple levels of security,
because Bond has dedicated bandwidth
uninterruptible power, redundant HVAC
allocated with bursts up to 100MB.
systems, fire suppression and round the
Independent auditors have evaluated and
clock monitoring and management.
certified Peak 10 as SAS type 2 compliant.
At one with the world
vive la différence!
Bond’s US office have been pioneering
their multi-lingual support integration
from Adapt. The software provides the
ideal solution for multi-site staffing offices
in the US, Canada and Central America
where French and Spanish speaking local
users all access the same base system.
ond International Software is the
only staffing software provider
that can offer clients multi-lingual
It’s French, but not as we know it!
support. This powerful feature The French that is spoken in Québec spoke French that was comparable to the
now forms the cornerstone of industry is very different from all the other language spoken in the King’s court.
leading firms’ professionalism and efficiency varieties of French that exist in the world.
This phenomenon is due to two main factors.
with organisations such as Manpower, Nevertheless, it is still French and not a
First of all, the colonists who populated
Michael Page, Adecco and Hays taking full dialect or a patois. It is not regional French
New France came from different regions of
advantage of this capability. either, since this term only applies to a
France, and each spoke his maternal patois.
variety of French spoken in a region of
Recent deployments have seen clients in On arrival they often found themselves
France. Québécois French is nothing else
Canada utilise the functionality to toggle with neighbours who spoke a different
than a national French. A French speaker
easily between English and French. This dialect, so the need for a common language
from outside of Québec may have some
option is a must for offices in Quebec was essential and naturally, the most
difficulties with the accent, or certain local
where they can change the language setting prestigious one was chosen, the King’s
expressions, but they quickly adapt.
within Adapt by the click of a button. All of French. Secondly, women played an
the text within Adapt is then displayed in Why is Québécois French so different from important role in the process by teaching
the language of the user. the variety spoken in France? History tells this language to their children.
us that towards the end of the 17th century
In addition to accommodating many different After the British conquest of 1759, Québec
everyone in New France (which at one time
languages, Adapt also provides clients with found itself isolated from France. Many
stretched from Newfoundland, through the
full time-zone support. travellers observed that Québécois French
Great Lakes, down the Mississippi to the
was becoming archaic and being invaded by
Gulf of Mexico) spoke French. At that time in
English words. In addition, since the French
France, local dialects were numerous and
Revolution of 1789, France changed its norm
only one Frenchman in five could understand
and the King’s French was replaced by
and speak French fluently. So the difference
Bourgeois French as the most prestigious
between France and New France was
variety. This change did not occur in Quebec
incredible. In 1698, a marine general on
and Royal French continued its normal evolution.
official visit to Québec, wrote “The French
spoken here is perfect, and we can find no Of course language continually evolves but,
trace of any provincial French in it.” He was to this day, Québécois are very proud of the
surprised that everyone, even the peasants, language they speak and its heritage.
pay back time
Pay back time
OUTSOURCING IS A PARTNERSHIP – BOTH SIDES HAVE TO UNDERSTAND EACH OTHER’S BUSINESS.
ANDRÉ ROUX, HR DIRECTOR AT GLOBAL FREIGHT FORWARDING COMPANY DB SCHENKER’S HEATHROW OFFICE,
AND NEIL LAGDEN HEAD OF BOND PAYROLL SERVICES, TELL One WHY SAVING COSTS IS ONLY PART OF THE SOLUTION.
ndré Roux was recently interviewed “Although DB Schenker looked at the cost Outsourcing the payroll
by Payroll World magazine and was savings, we also looked at the service and function can have a
asked what benefits his company professionalism that was on offer. Quantity, massive impact. Businesses
expected to realise through reliability and confidentiality are vital to us”. need to ask the right
outsourcing its payroll. “When you’re in questions before embarking
“If you just choose on cost, you have not
a recession” he explained, “you have Neil Lagden on such a fundamental
grasped the full reason for outsourcing” Head of Bond
two choices. Win more business or keep Payroll Services change. The Bond Payroll
explains Neil Lagden. “It needs to be
costs down. What the recession has done Services team chooses
a partnership and both sides need to
is make businesses look and see if the some key points:
understand each other’s business.”
HR function can help keep the costs of
How will my business be looked after?
operation down and in so doing contribute “The real key to success is to make the
Some outsourcing companies will sign
to the business’ strong survival.” bureau offer as much like an internal payroll
up as many customers as possible, and
arm as possible. Bond offers access to
In the case of DB Schenker, the company then simply offshore the service delivery
dedicated and qualified payroll and account
made a decision last year to move its payroll to reduce overheads, leaving customers
managers who are there every day for our
to bureau provider Bond Payroll Services. having their payroll processed by teams
clients. It’s not just about processing 10,000
This move has already saved the firm, with whom they will have little or no direct
payslips or more, we encourage people to go
which employs around 1,000 people in the contact. Before signing the contract it
back a step and think about why they are
UK, around £15,000. is essential to ascertain exactly how the
looking at outsourcing. If it’s just a cost-saving
service delivery and account management
“These days you don’t want to duplicate your exercise it will work, but you have to understand
is structured, who your primary points of
HR and payroll systems – there’s no point two what costs you have around payroll, it’s not
contact will be, who is actually doing the
lots of staff doing the same job. The result of necessarily all about headcount.”
work, and what your escalation points are,
this is that we’ve had to become much more
Trust, flexibility, security, easy access, if necessary. Having good communication
professional. We have a good, tight audit
stability and consistency of service are all channels to the right people is crucial
trail and high levels of customer satisfaction.
vital. But extensive experience and practical to success.
But the best thing is that we are not solely
knowledge also play a key role. As André
responsible anymore. It used to be that if What if my business changes?
Roux concludes “Payroll outsourcing is not
our computers crashed, then payroll crashed Reducing your workforce, or increasing
a panacea, as a company we were clear about
too. But now it all goes out to Bond.” headcount all have impact on the payroll
what we wanted and how Bond would
services provided. The crucial question is
André is by no means the only HR or payroll support us. We still have control at the
whether the contract is flexible enough
specialist to have come to this conclusion. moment, we still have to press the button,
to accommodate your current needs.
A trend emerged in 2008 and is continuing but in time I see us opting for full payroll
If a supplier is able to change the services
through 2009. Even bigger organisations integration. Companies need to realise that
they are currently providing, will you be
who previously felt that payroll bureaux although bureaux can relieve them of much
charged for it, especially if the functionality
could not cope with the size or complexity of the disciplines of payroll, there is still the
you need sits slightly beyond their standard
of their payroll have become advocates of onus on the employer to have clean and
packages? A good outsourcer will be able
the bureau route. robust IT systems and processes in place.”
to flex with your business, and not
necessarily charge you for it.
DB Schenker combines the units DB Schenker Rail and DB Schenker Logistics, which comprises rail,
land transport, air and ocean freight and contract logistics/SCM. The Group employs over 91,000 staff
spread across about 2,000 locations in about 130 countries. With turnover of over 19 billion Euros,
DB Schenker is a leading company – both in Europe and worldwide.
At one with the world
What is Bond’s view on ‘accuracy’? Outsourcing relationships can
tarnish rapidly if the time theoretically saved by outsourcing is then
wasted on checking and amending the company’s work. Payroll
in particular is not a business process that can frequently have
mistakes or be delayed, and so it is essential that the outsourced
payroll company adheres to the same, or even higher, standards of
accuracy as your own. For example, is the outsourcer aiming to just
get the entire payroll through BACS on deadline, or are there further
levels of accuracy that they aspire to, and that you need? Indeed, a
good payroll agency will actually identify errors or misnomers in the
data provided and take an active part in resolving any problems.
How is my account team targeted internally? One of the
most frequent complaints of outsourcing is the lack of urgency
in responding to queries. This is often a reflection of how agency
account teams are targeted – if the team is concerned simply with
the volume of payroll being processed, which in itself encourages
errors for the sake of speed, then client engagement is rarely
focused on. However, a good outsourcing company will target its
payroll managers on retention and satisfaction of clients at all times.
How is my team structured? As the day-to-day management of Release your business from the complexities of payroll
the payroll requires frequent two-way communication you will, by outsourcing to Bond Payroll Services. Our teams are
over time, build up a close working relationship with the payroll dedicated to ensuring your payroll is turned around
manager within your outsourced team. However, because of this quickly and accurately every time, for everyone.
close relationship, frank discussions regarding performance or Fully compliant with all legislation and disaster recovery
services need to be directed at a separate person responsible for planning, your organisation can benefit from the latest
the business side of the relationship, not just the payroll operations. payroll technology and be reassured by a team of
This payroll account manager must make sure that the payroll experienced and qualified payroll professionals,
outsourcing relationship addresses all the needs of the whatever the size or sector of your business.
What experience do you have with payrolls of similar
Outsourced payroll solutions that you,
complexity to my own? References are a key part of choosing and your staff, can depend upon.
any supplier, whether outsourced or not and whatever the business Call: +44 (0) 1903 707123
process. Multiple offices, varying points of contact within the Email: email@example.com
business and high proportions of remote workers can create
a particularly complex payroll procedure – one which requires
experience to manage. Seeking out payroll outsourcers who can
manage payrolls of varying sizes misses the bigger picture – it is the
complexity of the payrolls, and the company’s ability to tackle them,
that determines their suitability.
One company. One call. One decision.
Bond International Software
A Healthy Option
“ Healthcare is one of the few industries that has
experienced consistent expansion throughout 2009,
particularly the home care sector. Rapid growth and
change will be a major challenge throughout 2010.”
Fiona Leen, Managing Director, Bond International Software Australia.
Understanding the special problems Paul Ellison owner of PeoplePlus spend a lot of time talking to candidates who
Working in a home health environment presents Recruitment in Australia, has been involved are qualified but just not available - or feel
unique challenges to both the healthcare in the recruitment industry for a number pressured to accept shifts. This impacts on
professional (HCP) and the recruitment of years. “We have worked with Bond in morale and leads to issues in retention.
consultant. The very nature of home based the staffing area for a year now and loved
Adapt now provides a graphical web based
health services requires that an HCP be the flexibility of their Adapt web solution.
tool to allow HCPs to view their current
independent and willing to travel, often many Naturally, when we opened a new division
shifts and to also update their availability.
kilometers each day. Many recruiters have specialising in healthcare we turned to Bond
They can complete searches to see any
found that the general increase in the number for their healthcare system. We can make
shifts at facilities or home care clients they
of cases being managed, the spread of these some of the tools available to our candidates
have worked with lately. This ensures the
patient locations, and the shortage of experienced via a web browser. This allows us to focus
HCP gets the opportunity to fill as many
or qualified talent has challenged their ability on the recruitment and hiring process to
shifts as they are comfortable with, and also
to provide the proper level of service to their ensure the retention and satisfaction of our
helps the agency maximise availability.
clients in the demanding healthcare industry. valuable healthcare professionals.
Online Shift Confirmation and Timesheets
This situation is expected to intensify as Managing the flow of information
Reducing errors and delays in processing pay,
medically qualified baby boomers retire from “Documentation requirements differ
this tool is used by both candidates and clients
the workforce, creating not only vacancies, between traditional hospital-based roles
to update shift status and provide a way of
but also increasing the demand for healthcare and home health services. This requires a
processing pay for a large number of candidates
services for the elderly. Add to that a shortage system that has the flexibility to manage
with minimal input from the recruiting team.
of suitable candidates and rising competition the different requirements by sector, state
There is a suite of reports, including a missing
for experienced personnel; finding, attracting, and at times countries” adds Paul Ellison.
timesheets report, and the ability to batch
and retaining high quality HCPs has become “Credentials and specific site based
update these within the system.
difficult, time consuming, and frustrating. qualifications management, the monitoring
of feedback and even the need to provide Broadcasting of Open Shifts Adapt can
“My family has been involved in nursing for
data via a secure web portal are some of the automatically update the recruiter’s branded
generations, so I understand the challenges
challenges being met by Adapt.” website and major job boards, as well as
facing the industry” explains Fiona Leen.
broadcast open shifts to candidates via email
“But there is one clear truism in healthcare More Flexibility Providing more flexible
and SMS. “Recently we added Twitter to our
recruitment – better recruitment leads work options should be a concern for all
interface lists” says Fiona Leen. “This allows
to better patient care. That factor often recruiters. However many HCPs find their
a recruiter to “tweet” a new or existing role
escapes recruiters. work load can vary dramatically and this can
directly from within the Adapt environment.
lead to some seeking employment in other
“We recently asked a number of health care We realise this may not be for everyone,
sectors. Without proper tools recruiters
recruitment providers to identify some of the but it is a great way to engage specific
may end up relying on a small sub-set of
issues they face. Over 50% indicated that groups of candidates and makes it very
candidates, and this can leave some shifts
paper work and compliance topped the list easy to stay connected.”
unfilled and some candidates without work.
and told us that retaining existing staff has a
Adapt provides tools that include managing Act locally With Google Maps, Adapt
greater impact on cost and quality of service
the availability profiles for the candidate, so will identify suitable candidates for a shift
to their clients.”
that only available candidates are contacted graphically. This allows the recruiter to offer
for open shifts. Recruitment managers can a role which minimises the amount of travel
required by the HCP between shifts.
At one with the world
a healthy option
“ As a niche provider in the healthcare sector,
the Adapt solution will allow us to offer
services to our clients and HCPs at a very
low cost - something many of the larger
players in our market can only dream about.”
Paul Ellison, PeoplePlus Recruitment, Australia.
Improving the recruitment experience can dramatically reduce the time and effort Ensuring the financials are
Most candidates rely on personal referrals and spent qualifying candidates. correct and timely
online web sites to look for new jobs. Referrals Frustration with pay is a huge issue for many
“By using the Adapt reporting tools it is
can help reduce the amount of turnover among HCPs, but the information required to get
possible to track the discipline and specialist
first year candidates as these referred the pay and invoices completed correctly
requirements of the business and forecast
candidates have an ‘inbuilt’ support network varies greatly amongst clients. It is essential
areas of potential skills shortage. This information
amongst their peers. Introducing a bonus that the system can manage this, but also
can be used to structure a focused recruitment
and referral tracking system is critical to help simplify the process. Adapt completes a large
marketing plan for key positions. One of our
recruit new staff. This is a standard feature amount of this work automatically, so that
clients recently set up a branded Adapt web
of the Adapt Healthcare system. recruiters will save time and reduce errors.
recruitment kiosk at large healthcare tradeshow
Recruiting on the web brings its own in the UK. They were able to showcase Flexibility is crucial to good
parameters. The quality and timeliness of web disciplines and skills in high demand and target business health
advertisements is critical if candidates are to suitable talent. The candidates were able to “In such a rapidly changing market place,
consider the opportunities posted on a website register online immediately“ says Fiona Leen. healthcare recruiters need to look for a
seriously. Adapt allows for the immediate software partner that can deliver a
Speed and accuracy The ‘Who Worked Here’
update of jobs to recruiters’ own websites comprehensive and flexible solution to to
search in Adapt is a great way to build a
as well as uploads to many job boards. This help manage all the facets of healthcare
relationship between the client and the HCP
saves staff time as the job details are entered recruitment. The Adapt web-based system
as recruiters can direct people back to the
only once. SMS has been used traditionally benefits from Bond’s continuous investment
same client where possible. This saves time
but social networking tools like ‘Twitter’ and support on a global scale, with the ability
in compliance management, as recruiters are
now allow agencies to immediately update to be configured for clients’ individual needs
able to select candidates that have client
“interested” candidates at a lower cost. wherever they are located. But don’t just
specific checks already completed and in
take my word for it” concludes Fiona Leen.
Adapt can help with the time taken to manage place. This search can be made available
As Ryan Taylor, Director of Operations for
new applicants by providing pre-screening to candidates via the Adapt Candidate Web
CareerStaff Unlimited in the US says:
tools online. Recruiters are interviewing a Portal which allows them to see shifts at
“Adapt Healthcare is a perfect fit for our
large number of candidates who are not pre- sites where they have recently worked.
business as it enables us to place and track
screened for positions and as a result spend Clients can use the Adapt Client Web Portal
candidates quickly and efficiently.
a significant amount of time with unqualified to review their current shifts and to book new
The system is also capable of changing
or disinterested candidates. Best practices in shifts on line. Specific clients can also have
to fit our business needs.”
recruitment include reducing administrative the option to initiate searches for HCPs
duties for hiring managers so they can focus from a pre-selected talent pool. The recruiter
on their other duties. Interviewing a smaller is then alerted of any new roles for their
number of pre-screened, qualified candidates clients, and they can confirm the booking.
allows recruiters to focus on other critical This represents a huge time saving.
tasks. Tools such as online screening tests
and registration processes
harsh terrain, easy listening
HARSH TERRAIN Bond International Software may be a busy global business but that doesn’t
stop people in the company from exploring the world way beyond the
reaches of the recruitment industry. Getting in touch with nature at a personal
level, or pursuing creative challenges in the competitive entertainment
business – One talks to three young men about their recent adventures.
Pushing the limits!
Adventure Racing Mongol Rally
Jason Smith – Sales Consultant. Joshua Goring – Marketing Team.
Bond International Software Inc., Bond International Software Ltd.,
Richmond VA. USA Goring, West Sussex. UK
clothing, maps, food and hydration. We have
What made you want to start used canoes, kayaks, portage wheels, iodine What is the Mongol Rally?
Adventure Racing? (to clean undrinkable water), paddles, head It is an annual overland car rally from
Adventure Racing offers an extreme mental lamps, bike lamps, bike repair kit, first aid different start points in Europe, like London,
and physical challenge, unequalled in other kits, snake bite kits, emergency transmitters, Milan and Madrid. The objective is to reach
sporting activities. cash (in case our path leads us by fast food!), Ulaan Bataar the capital of Mongolia in a
river boards, fins, altimeter and more. In a vehicle that costs less than £1,000 and is
How does the race work?
short race of 4-12 hours we have about less than 1,000ccs. Each participant has to
Adventure Racing is a combination of two or
10-15lbs of gear. In a 24-48 hour race we pledge a substantial donation to a charity for
more disciplines, including orienteering and
need 30-40lbs of equipment. Mongolian Orphans and whatever is left of
navigation, cross-country running, mountain
the cars after the strenuous and hazardous
biking, paddling, climbing and related rope How long does a race usually last? ‘Sprint’
journey is donated to the local people.
skills. An expedition event can span ten days races are typically 4-6 hours. Extreme
or more, while sprints can be completed in international races like “Primal Quest” and How long did the journey take?
a matter of hours. Typically there is no rest “Eco Challenge” can be up to 10 days. The We covered more than 8,000 miles in just
period during races, irrespective of length. longest I have done is 30 hours, but I am under 8 weeks. That may seem like a long
Competitors must choose if, or when, to rest. planning a 48 hour race in Fall 2009. time, but you need to remember that in some
countries that we travelled over there are no
How long have you been participating in What is the most challenging
roads. You just look at the map and hope for
Adventure Racing? part of the race?
the best – we had all kinds of difficulties with
My first race was in Spring 2007. Definitely the mental aspect, it’s tough to
terrain, car damage and punctures.
keep a unified team with a common goal
Where have you competed?
focused on each task after 20 plus hours of What route did you take?
I have participated in the ‘Impossible
strenuous exercise. From London by Fiat Panda via: France,
Panther’ 4 hour race Spring 2007 Uwharrie
Belgium, Germany, Czech Republic, Poland,
National Forest, near Troy, NC; ‘Gold Nugget’ How do you prepare for an
Romania, Moldova, Ukraine, Russia,
8 hour race’ Fall 2007 Uwharrie National Forest, Adventure Race?
Kazakhstan, Uzbekistan, Kyrgyzstan and
near Troy, NC; ‘Odyssey One Day Adventure’ We prepare a regimented workout program
Mongolia. Returning on the Trans-Siberian
24 hour race Fincastle, Va; ‘Untamed about 6 months before the event and
railway through Russia to Moscow, then
Virginia’ 30 hour race Richmond, Va. typically devote about 15 hours a week
flight back to London.
What kit do you need for each race?
Did you encounter any problems?
Each race varies depending on duration For more information
Of course – but we prepared for the worst.
and support provided by crew members. http://en.wikipedia.org/wiki/Adventure_racing
Apart from the weather which was extreme
All require a mountain bike, appropriate
At one with the world
Another day, another desert!
Beyond the typical radio hit stuff
Wrestling with the Gorilla Press
in every way possible, mechanical disasters
and botched repairs to keep us going, bribery
The Gorilla Press use uncommon progressions, arrangements
and techniques to engage listeners and
and corruption, border and visa officialdom, Chris Kang – Application Developer. make them stretch their boundaries a little
dodgy food, camping in the wilderness and Bond International Software Inc., beyond your typical radio hit stuff.
communication black holes – it was a piece Richmond VA. USA
Where is everyone in the band from?
of cake! What is the name of your band? I’m from Chicago, IL; Marc (bass/guitar/
Do you have any particularly special We’re called The Gorilla Press, which is a vocals/tuba) is from Louisville, KY; Brian
memories? pro-wrestling move. We did not want to (keyboard/bass/guitar/percussion/vocals) is
Far too many to mention, it was a once in pick a name that immediately forms an from Philadelphia; Josh, our drummer,
a lifetime journey. Awe inspiring scenery, impression or pigeonholes us. is from Chicago.
incredibly hospitable and friendly people, When did you form the band? What other performers are
communicating in sign language in crazy Our current lineup got together around the you inspired by?
remote villages wherever we went, drinking summer of 2008. Radiohead, Elliott Smith, Jeff Buckley, and
vodka, swimming in the dark, skies without
How did the band meet up? PJ Harvey float to the top of the list but the
light pollution, the power of a few dollars and
As roommates in Chicago we started band’s list of influences is pretty extensive.
some cigarettes, and surviving against all
kinds of difficult situations goofing around together on instruments What is it like to perform live?
in friends’ apartments. We had a number We pour a lot of energy into our live shows
But best of all was that moment when we of people join and leave over a couple of we run and jump around on stage. Sometimes
saw the lights of Ulaan Baatar twinkling on years but our relationship as friends is more we jump off stage and walk around in the
the horizon. The car was held together by important than our relationship as musicians. crowd with our instruments. It’s fun to pick
sheer willpower and the rear suspension This takes some of the pressure off someone out of the crowd, walk up to them,
was a rubber floor mat, we literally rolled “succeeding” as a serious band and makes and start playing to them directly. They
down hill into town and every hardship was the whole process of writing and performing usually don’t know quite how to react!
worthwhile – we’d made it! a lot more natural and organic.
What do you enjoy most
For more information Do you play an instrument, about being in a band?
www.theadventurists.com or are you on vocals? It is like finding and talking to people who
I usually write, play guitar and sing lead. share your native tongue, even though you
Although having a band full of music majors all grew up in a foreign country speaking a
After 8,000 miles we had made it! means everyone plays a little of everything. foreign language.
How would you describe the To get a copy of The Gorilla Press new CD
type of music you play? visit http://cdbaby.com/cd/gorillapress
Straightforward but obscure rock! We try to or http://gorillapressmusic.com
keep the songs catchy and driving but like to
THE US STAFFING INDUSTRY IS CHANGING, ADAPTING TO NEW BUSINESS MODELS TO COPE
WITH ECONOMIC REALITIES. LEGISLATIVE CHANGES HAVE BROUGHT IN A NEW PROFESSIONALISM.
BUSINESS TOOLS TO UNDERSTAND AND MONITOR GROWTH AND PROFITABILITY ARE EVER MORE
CRUCIAL TO SUCCESS. TAKING A LOOK AT THREE DIFFERENT BUSINESSES IN THREE DIFFERENT
STATES, BOND eEmpACT BRINGS A COMMON MEANING TO THE WORD ‘SUPPORT’.
“We’re already seeing a shift in the amount On the legal front, the US Government
of ‘cash’ a staffing firm needs immediate has recognised that the employer has a
access to as more and more businesses are responsibility to ensure that people looking for
using temporary staff for quick ramp ups. work are treated fairly. Scott has been working
The agency pays the staff – money supplied with a group to influence legislation for the
to the client ‘interest free’ – and then waits Day Labor Services Act in Illinois. This is
Knowledge is power to be paid by the client. Essentially we designed to improve professionalism all
Scott Reedy are providing another banking source. The round and means that the client also has
Source One Staffing Inc. biggest hurdle is where do we get the extra a responsibility to ensure that the staffing
Chicago, Illinois. cash flow from to deliver this increasingly agency pays the wages and taxes. “Now the
essential service? Banks are understanding Government can pursue the client, as well as
of receivables financing and can loan on the the agency if abuses occur” states Scott. “It
When you ask Scott Reedy, owner basis of 80% of receivables, plus there are will mean an end to unscrupulous individuals
of Source One Staffing in Chicago, a funding organisations who will take over providing lower end workers, often immigrants,
question, you’d better be ready for a receivables dept for a percentage. However, and failing in their duty to these people.”
straight answer. staffing firms still need a strong cash flow to
But how can staffing software help agencies
fund the extra 20%.
Staffing industry stalwart Scott attends meet these challenges effectively? “The support
every trade show and is a driving force “Of course a big benefit of staffing firms is we get from our eEmpACT system from Bond
behind eEmpACT’s User Group – so who that they can send in a range of candidates is key to effective management. It is organised
better to ask about the state of the industry who can be used for short time periods and and intuitive. I can bring anyone into my
in the US? “The current economic climate is assessed for their suitability ‘on the job’. business, from a high school graduate to
affecting the staffing industry in a variety of This is a much cheaper option for firms someone whose first language is not English,
ways that will spearhead radical change and than using executive search which can take and have them operating efficiently within a day.
alter the perception of the services staffing time and requires a different commitment
“The most important thing is that eEmpACT
professionals offer their clients” says Scott. level. We are seeing a need for higher end
improves the knowledge of our business
“As the economy loosens over the next five positions, not just low-level roles. This is
with irrefutable facts. It allows us to keep
years we need to be ready in two key areas: another way that businesses are using
track of single digit profits. My staff have
financial and legal.” the skills of the staffing firm to select and
to realise that our pricing is critical. We’re
monitor candidates, rather than their own
in business to provide a service, but we
HR resource. Not only are we taking over
cannot remain in business without a profit.
their personnel issues, we are helping to
I have had a great deal of success helping
minimise another cost centre.”
other business owners understand where
their profit comes from and what they need
to ‘fund’ client accounts. In this industry
a turnover of $1.25m may yield less than
$20,000 – so margins are slim, and we
need to adapt professionally and within our
business culture to survive.”
At one with the world
BanyanBrown’s key technology partner, Carie Parkin searched for software for a
Bond International Software (through year before committing to Bond eEmpACT.
eEmpACT) provides the platform and “When we got into eEmpACT it was a 180
management system that drives the Company’s degree difference. Not only did the software
productivity. As Sarah says “This valuable do what it claimed it would, but it did even
partnership has allowed us to succeed at a more for us. We had many new functions
Against the odds higher level than I thought possible given that we never had before, like importing
my exposure to other software products and resumes, resume searches, unlimited skill
services with past employers.” code options, being able to successfully
assign more than one person to an order,
Naples, Florida. Through their work, the BanyanBrown
having unlimited billing profiles and/or
team demonstrate a clear commitment.
divisions. From my accounting perspective,
“Our unique relationships with the Florida
Sarah Brown has never shied again, so many more options: direct deposit,
business community gives us advantages
away from a challenge and has unlimited reports, and faster processing. In
that our competitors simply cannot offer”
consistently succeeded in life fact it was amazing when I did my first year
she adds. “Our goals are to provide the
through sheer determination end. I couldn’t believe how fast and easy
best person for the job, assist in our clients’
and a commitment to doing it was compared to the time consuming
success, satisfy the needs of our candidates,
the right thing. method I had to use with my previous
and spread goodwill in the community. We
program, my time was reduced by 75%.
The Florida native earned her BSBA in provide accountability for all facets of our
I am a huge advocate for this software.”
Finance and her MS in Decision and operation and our approach to each search is
Information Science from the University of simple: we live in the lives of the people and Molly Brown Temps tries to focus on quality
Florida before leaving for Hawaii. Unsure the businesses we serve.” not quantity. “Many larger firms tend to
of her career direction, she decided to just send out ‘bodies’ to fill their orders. We
approach a globally renowned staffing and really strive to fit the temp to the employer.
executive search firm to gain some insight By having eEmpACT, I truly believe we have
into her options, but the firm hired her on the become even more successful because of
spot recognising her flair and capability. After the way the system allows you to do the
just two years with the organisation she was UltraMATCH. We did not have that before
asked to start up the first ‘executive search’ and it meant our placement co-ordinators
division of the firm in Hawaii. This was an Quality, not quantity had to rely on hard copies of resumes
immediate success and Sarah delivered and employee applications to fill the jobs.
outstanding results. UltraMATCH cuts that function right down
Molly Brown Temps.
because all the information from those forms
Armed with this success, Sarah moved Seattle, Washington.
is now right there in the database. We don’t
back to Naples, FL in 2006 and launched
just fill an order to fill it. If we don’t have
BanyanBrown Solutions Inc. Her drive and
“Even in this tough economy a qualified candidate we either continue
motivation have enabled her business to
as businesses are having to lay looking, or let our client know.”
achieve significant profitability and growth
employees off they still have a lot
through the worst US economy in decades.
of work that needs to be done and
As a young woman in an ‘established’ that is where we come in” says Carie
business community she has done the Parkin, Head of Operations at Molly
seemingly impossible and grown the Brown Temps.
business to a staff of six, moved to larger
“We have seen a lot of national companies
premises to accommodate expansion plans,
close numerous offices due to the economy
and achieved considerable profitability in
but we are still holding strong with both of
just the third year of operations. This is
our offices. A business can now call us for
even more significant when her peers’
short term needs and if the dollars run out
and competitors’ businesses have seen
they can cancel the temp. Recently we have
considerable contraction, many withdrawing
seen some positive things too, we’ve had
from the Florida market entirely.
some clients actually hire some of our recent
temps on perm. That is always a positive sign
that the economy is slowly coming back.”
28 CUSTOMER STORY
Riding the wave
to online success
Abacus e-Media, a Bond International Software company, explains how
publishers Ocean Media are exploiting the potential of Webvision v3.
cean Media’s Inside Housing Steve Vickery, a director of Ocean Media: colleagues, as the sole vehicle for compiling
web site, designed by Abacus “A key factor in the success of the project content and then directing it to the print
e-Media and based on the was Abacus’ knowledge of the publishing magazine, the web site or both.
Company’s Webvision v3 digital sector. Webvision v3 has been specifically
Steve Vickery: “Our news journalists use
publishing solution, went live on time and designed for our industry, but perhaps even
Webvision all the time. They were extremely
on budget in July 2008. Since then traffic more importantly, the hands-on, practical
frustrated by the antiquated, prehistoric site
has increased from 20,000 unique visitors publishing experience of their people has
that we were running previously, so although
each month to more than 50,000, online proved invaluable in helping our own staff to
the introduction of Webvision has required
recruitment revenues have increased from 4% make the significant cultural changes which
dramatic changes in their working practices,
in 2007 to 20% just eight months after the a major move to online, from a predominantly
they have been very enthusiastic about its
launch, and the Company has achieved its print environment, inevitably demands.”
ease of use and overall flexibility.”
overall online financial targets, even in the face
Webvision v3 is used by Ocean Media’s
of the current severe economic downturn.
editorial staff and their production
At one with the world
riding the wave to online success
Flexibility for recruitment advertising
The largest revenue stream for Inside
Housing is recruitment advertising. Even
though the old site carried all the jobs which
were listed in the magazine, there was very
little flexibility in terms of the offers that
could be made to advertisers. All this has
changed with the introduction of Webvision
v3 and its integration with Autonomy IDOL
enterprise search technology. “We now
have many more interesting and valuable
options to give to our advertisers. Autonomy
allows us to present job advertisements
contextually against relevant editorial
content and this is proving to be a major
selling point as it increases response
rates, particularly for some of the more
senior roles. Online recruitment revenues
have grown from 4% to 20%, and we are Ocean Media is based in London’s business district at Canary Wharf.
confident that this is new advertising spend.
For the first time, we can now sell packages
Dispatch to help us create sector specific Housing readers work a lot of their time
which bring together different sizes,
newsletters, that this is a much more in isolation, visiting tenants and being out
different positions and a ‘mix and match’
successful approach – rather than trying to on site. There appears to be an appetite to
approach across print and online.”
create artificial communities on the site itself.” talk online, ask questions and exchange
Increasing traffic and visitor numbers information. We believe that by further
The introduction of User Generated Content
According to Steve Vickery, people come to developing the community aspects of Inside
– made possible by Webvision v3 – has been
sites such as Inside Housing for two main Housing for the social housing sector, we
another very successful innovation for the
reasons: news and jobs. can help provide this type of environment
new Inside Housing site. “Webvision v3
and in doing so, help people to do their jobs
The advent of Webvision v3, Jobs Marketplace is very impressive in the way that it handles
(another Abacus e-Media product) and user generated content and helps us to
Autonomy has significantly improved Inside interact more with our readers. Our journalists Bridal Buyer, another Ocean Media title,
Housing’s standing in the jobs marketplace. have had to deal with the new cultural challenge has also recently gone live based on
And in terms of its news content, some of receiving a large volume of comments Webvision v3. This site reuses the user
seven to ten stories are now posted each on anything they may write about and being interface framework page templates, which
day, compared with a weekly update of just expected to enter into the discussion. However have been customized for Ocean Media’s
a handful of items on the previous site. this is working well and is undoubtedly publishing business. The site features up
contributing significantly to the increase in to the minute details of new collections
Ocean Media is also using Abacus’
the number of unique visitors from 22,000 and products, a global trade show and
e-marketing product, Dispatch, to design,
to more than 50,000 each month.” events calendar (including Ocean’s British
create and send daily newsletters to
Bridal Exhibition and National Wedding
subscribers. These have proved to be very Another advantage of the closer relationship
Show), latest market news, expert industry
popular, and a number of sector specific which Ocean Media has been able to build
comment, special offer forums and news
newsletters – targeting those interested in with its users is that ongoing design and
alerts. Abacus e-Media’s Marketplace
finance, housing management, development development – ‘the evolution’ – of the site,
product is used to manage the company and
and HR – have also been launched. can take place with active user participation
brand information in the ‘Brands Directory’.
and input, rather than occurring in a vacuum
Steve Vickery: “Our original plan had been to
and simply hoping it will prove popular. “We have developed a very successful
structure the site into a number of different
working relationship with Abacus” says
communities for different audiences. Looking ahead
Vickery. “Their understanding of the
However our research indicated that this Making changes to a printed magazine tends
publishing sector is great for day-to day
was not what the majority of our users to be expensive and slow to implement.
matters, but also ensures that they are
wanted. They valued Inside Housing for The online world is, of course, a completely
very good at proactively suggesting new
offering them a breadth of subject matter different matter. “We can take a much more
or different ways that we can do something
and the opportunity to read about aspects experimental approach given the flexibility
to help us achieve our overall company
of their industry beyond their own particular of the online environment. Our research
strategy and targets.”
area of expertise. We have found, by using indicates, for example, that many Inside
30 CUSTOMER STORY
Trust is the key
Strictly Education, a Bond International
Software company, had been contracted
by the Academy sponsors to support them
with the TUPE* transfer of staff from the
pre-existing school to the Academy and
had liaised with the Dcfs* to agree funding
to support this process. During this period,
Sue Graham had the opportunity to build
a relationship with Strictly Education and
involved them in developing the staff
structure and producing job descriptions
and policies. She liked the fact that Strictly
Education could offer a full range of support
services, including payroll, property support
and IT. Having worked closely with them
during the establishment of the Academy
she had no qualms about calling upon them
for ongoing support.
Human Resources Support
Strictly Education’s role in providing HR
support involves them working directly with
Sue Graham, the Academy’s HR Managers,
and other Academy Staff. The focus of their
work has been to support the Academy
with achieving continuous improvement
and to maximise learning opportunities for
students through high quality HR support.
At one with the world
When St Michael and All Angels Academy opened in
September 2007, Executive Principal Sue Graham faced a
number of challenges, one of which was raising the levels
of attainment within the Academy. With her business
background, she immediately saw that one of the priorities
was to ensure the Academy had motivated staff with strong
management skills who were very focused on achieving the
required results. She believed the most effective route to Ann Hullis, Corporate Director of Strictly Education
with Sue Graham, Executive Principal of
achieve this was by working with outside expert Strictly Education. St Michael & All Angels Academy
According to Sue, “Working with Strictly Academy benefits “The third student outcome is in pupil
Education gives me access to a team of “Working with Strictly Education has brought motivation. We have historically had quite
thirteen HR professionals. I have a consultant huge benefits to the Academy” says Sue. severe challenges with students’ attitude. Now
who spends a day a week at the Academy, “The productivity of the HR team has increased that the teachers have the skills to motivate
and works closely with the Senior Leadership through training and the extensive support and inspire the students, problems in this
Team, supporting the development of their of the helpdesk. The capacity and skills of particular area have dramatically reduced.”
management skills. We also have access to the leadership team have improved and staff
unlimited help whenever it’s needed through relations are better than they have ever been.”
The key aspect underpinning the success
their HR Helpdesk.”
Student outcomes of the service delivery by Strictly Education
‘Critical Friend’ Three clear student outcomes have resulted has been the relationship developed with
Strictly Education has fulfilled the role of a from the joint approach the Academy has Sue Graham, The Chair of Governors and
‘critical friend’ within the Academy. “I don’t taken with Strictly Education: the Senior Leadership Team. Because the
always like what they have to say” she adds relationship is so strong right from the top,
“Firstly, attainment has dramatically
“but I know that the advice they give is both this confidence cascades down through the
improved. When the Academy started in
good and honest. I trust them explicitly and it Leadership Team and through them to the
2007 our attainment was 30% of pupils
gives me a forum to be totally honest about rest of the staff. The whole Academy now
attaining five A* – C grades at GCSE. Last
any concerns I have. I know that whatever I view Strictly Education as an extension of
year this had increased to 42%, and this
say is treated with the utmost confidentiality.” the Academy and find it perfectly normal to
year we are expecting 60%.
have a Strictly Education consultant on site.
“The second area is in Ofsted and HMI
As well as becoming deeply involved Sue Graham believes Strictly Education has
inspections. Our latest report highlights
in giving guidance and advice, Strictly been a key factor in the strong progress
working with third parties, Strictly Education
Education offers the Academy grass roots towards continuous improvement within the
being a key one. It states:
practical help. For example, they have dealt Academy. “We would not have achieved
with disciplinary and grievance procedures, ‘(The Executive Principal) has developed a the results we have in the short timescale
reorganised the SEN* provision, and carried number of productive external partnerships, without them.”
out targeted work with under performers. for example, with the local authority, the
They give help with the recruitment process police, and private consultancies. Each of
TUPE = Transfer of Undertakings Legislation
and support Sue Graham with regular staff these partners is accountable for and clear Dcfs = Department for Children, Schools & Families
reviews as well as many other day-to-day about their part in helping to achieve the SEN = Special Educational Needs
HR tasks. Academy’s vision.’
32 BUSINESS STORY
Bond International Software: human capital management bondpayrollservices.com
software and solutions for organisations of all sizes. strictlyeducation.co.uk
Bond’s solutions enable businesses to customers range from independent OUTSOURCING
transform performance through the delivery recruitment businesses with a staff of Strictly Education provides outsourced
and implementation of technologies that less than five, to global corporations with payroll, HR and other supplementary
provide a suite of recruitment and talent workforces of thousands, to specialist services to the state education sector and
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compensation management. A cross-platform
HR & PAYROLL SOFTWARE Also in the UK Abacus develops web based
alignment delivers best-in-class functionality
TeamSpirit offers an integrated HR and products and provides design, development
and streamlines processes for better business
payroll solution in the UK that streamlines and consultancy services to the public
performance right across the board.
processes. This transforms businesses by and media sectors. The specialist content
Bond’s solutions fall under the following enabling HR professionals to concentrate management software provides a core
business categories: on strategic support and contribute more platform for publishing companies and local
effectively to growth and development. government offices seeking to significantly
Independent HR and Pay solutions are also develop their on-line properties.
Bond International Software is the world’s
fully supported. Customers include many
leading supplier of specialist recruitment
household names and charities, some of
software with our Adapt, Talent and Vantage
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For more information on what Bond Adapt can offer your business, and for an insight into
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