A roadmap to building a highly profitable, sustainable, and resilient asset that will create a strong exit valuation.

The UK recruitment and staffing industry is a goliath with sales of £43 billion in 2021. There are over 30,000 recruitment agencies in the UK, but 80% are micro-businesses with less than ten employees. 82% of all UK recruitment agencies have a turnover of less than £1 million per annum

This is not bad; these businesses can provide the owners with a solid living.

However, they are not sustainable and have no asset value. So, in most cases, they cannot be sold and only operate if the owner(s) are working in the business full-time

Based on his experience of building three separate recruitment businesses to over $100 million (AUD) in sales and successful exits, including an IPO and a very high multiple trade sale, these sessions from Greg Savage will give you a road map to building a sustainable, highly profitable, enormously resilient high-value recruitment business that will allow a lucrative exit when the time is right

Greg is on the Board of 16 recruitment companies right now, and all of them are on a growth and exit path, so the content is based on hard-won experience over many years, as well as current insights gleaned from the efforts of owners working in the current market.

The use of AI in recruitment has become increasingly popular. AI algorithms can sort through tons of data in a fraction of the time it would take a human recruiter. This can save time and resources and help identify top candidates more efficiently.

On the other hand, there are concerns that AI can perpetuate biases and make hiring decisions based on irrelevant or discriminatory criteria or that consultants become lazy and inaccurate in the overuse of AI. Additionally, AI may not be able to accurately assess soft skills or cultural fit, which are equally important factors in hiring decisions.

Ultimately, whether or not AI is necessary in the recruitment industry depends on the specific needs and goals of the organisation. It may be useful in some contexts, but human judgment and discernment should always be a critical part of the hiring process, so we ask the question, do we really need AI in recruitment?

A roadmap to building a highly profitable, sustainable, and resilient asset that will create a strong exit valuation.

The UK recruitment and staffing industry is a goliath with sales of £43 billion in 2021. There are over 30,000 recruitment agencies in the UK, but 80% are micro-businesses with less than ten employees. 82% of all UK recruitment agencies have a turnover of less than £1 million per annum

This is not bad; these businesses can provide the owners with a solid living.

However, they are not sustainable and have no asset value. So, in most cases, they cannot be sold and only operate if the owner(s) are working in the business full-time

Based on his experience of building three separate recruitment businesses to over $100 million (AUD) in sales and successful exits, including an IPO and a very high multiple trade sale, these sessions from Greg Savage will give you a road map to building a sustainable, highly profitable, enormously resilient high-value recruitment business that will allow a lucrative exit when the time is right

Greg is on the Board of 16 recruitment companies right now, and all of them are on a growth and exit path, so the content is based on hard-won experience over many years, as well as current insights gleaned from the efforts of owners working in the current market.

Total Talent Management is a holistic approach that integrates the acquisition, development, and management of all types of talent-both internal and external-within an organisation. It encompasses recruiting, workforce planning, performance management, and succession planning, fostering a comprehensive strategy for optimising the entire workforce.

2024 will be another boom year... for those recruitment businesses who are on top of the things that really make the difference and that have built high performing cultures where we people truly hustle for success,

In this fast paced, practical session, James will walk you through a systematic process to drive consistent growth, outperforming previous expectations of what is possible.

You will leave the session with the inspiration and roadmap to do what you need to do to make 2024 your best year yet.

Join this must-attend session for a temperature check on the adoption of the topics we’re all talking about: AI; automation; and Diversity, Equity, and Inclusion (DE&I). We’ll be delving into the relationship between technology and human interaction and how it optimises recruitment processes, refines candidate matching, and streamlines resource allocation.

We’ll also be sharing the latest advancements in the industry around DE&I, and how Access Recruitment is equipped to help your agency shape a more inclusive workforce across your tech stack.

1. The Workers(Predictable Terms and Conditions) Bill received Royal Assent on 19 September 2023! Its happening and is unavoidable........what agencies need to know in readiness for next year!

2. Harassment

The proposed Worker Protection (Amendment of Equality Act 2010) Bill has just been given Royal Assent and comes into force October 2025.
The bill makes provision in relation to the duties of employers and the protection of workers from harassment (including sexual harassment) under the Equality Act 2010

3. The Retained EU Law (Revocation and Reform) Bill

By the end of 2023, the Retained EU Law (Revocation and Reform) Bill aims to abolish all EU law that is not specifically reinstated or replaced . This may affect a number of EU-derived secondary legislation, including the Working Time Regulations, Agency Worker Regulations and TUPE.

3. Redundancy protection for pregnancy and family leave

The Protection from Redundancy (Pregnancy and Family Leave) Bill proposes to increase this protection to extend to the point from which the employee tells their employer they are pregnant/ will be taking adoption or shared parental leave and also after they have returned to work, potentially for a period of up to 18 months after the child's birth/ adoption.

4. Carers Leave Bill

The Carer's Leave Bill proposed the introduction of a day one right for up to five working days of unpaid leave for employees with long-term caring responsibilities of a dependant, either arranging or providing care.

5. Draft Code of Practice Fire and Re-hire

A draft Code of Practice has been introduced, setting out employer's responsibilities when seeking to change employee's terms and conditions by way of dismissal and re-engagement (or "fire and re-hire" as it is often termed).

The Code is currently open for consultation until mid-April 2023 and will then need to be presented before Parliament before it can take effect.

6. Changes to Flexible Working

Removal of qualifying period.

Everyday we actively damage relationships, performance and wellness.

This is a destructive and harmful behaviour that can have serious consequences those people in recruitment and leadership.

Our mind is our best friend. But it can also be our worst enemy.
And the reality is that things will NEVER improve until we make a change.

We have to adopt a new mindset and a new way of communicating.

Positive Intelligence helps you see how you're obstructing your potential for both success and happiness. Learn to rewire your brain so your brain is serving rather than holding you back.

Learn about a new revolutionary data & AI solution that is already being used by over 7,500 organisations worldwide – specifically how The GC Index helps recruitment agencies:

1. Attract the best candidates by empowering them to get the best from their career


2. Deliver a prospect/client engagement approach that is rated as either good or excellent 99% of the time and results in a 38% win rate


3. Enables any recruitment agency to engage at Senior Leadership Level with key decision makers and opens the door to other consulting services – for individuals, teams and at the organisational level – to help agencies diversify their service offerings and grow their business

Join Andrew Sillitoe, former international athlete and coach turned business psychologist, as he unveils the transformative "Get Your House in Order" framework tailored specifically for recruitment agencies.

Andrew draws upon his extensive experience working with hundreds of agency owners worldwide to guide you through the essential steps to elevate your agency's performance and drive sustainable growth.

Aim: to share best practice in optimising accessibility to online interviews for neurodivergent people.
Background: 1 in 7 of us are neurodivergent with many 1000's undiagnosed. 40% neurodivergent people are unemployed costing the government >£3.6b pa. The business case for diversity hiring is unequivocal with diverse teams outperforming non-diverse teams by >35%. Plus ensuring equity is an ESG requirement and a United Nations SDG.

Method: Evaluation data collected from 100 neurodivergent volunteers who tested our online interview platform.
Results: we will share what works and what does not through the optimisations we have co-designed and built into our platform.
Conclusions: we can save 70% time, open up the applicant funnel by 10% and provide opportunity for 1 in 7 of us to secure a job.

Our vision is one of 'universal design' where neurotypical and neurodivergent people have the same access and accessibility which is built in by design. This should not be a luxury or 'icing on the cake' but ensuring peoples 'every day needs are met'.

Your Recruitment Marketing Strategy should be ever-evolving. It's not a one time conversation to be documented and filed - it's on-going... or at least it should be! Whether you're a recruitment leader who's hands on, or you've delegated the responsibility of your marketing strategy elsewhere you must know the answer to these questions.

If you're a proactive Recruitment consultant who has committed to building a personal brand, you need to know the answers to these questions too! This session will highlight the key points you need to consider in order to elevate your recruitment marketing strategy and guarantee success in any market.

With real data on the candidate experience, Recruiter Insider Founder & CEO, Justin Hillier will share the true impact the candidate experience has on the hiring process.

Who impacts the outcome the most? What stage of the process has the greatest influence and who influences the outcome more than any other?

Delving into the hiring process but also exploring the impact this all has on the experience candidates have once they start the role.

All insights are lead by data as well as Justin's unique and energetic style to discover how you can start shifting your focus to how to make more placements by simply improving the candidate experience and how to work your clients closer.

You will learn what all successful recruitment companies have in common and how you can implement these pillars into your organisation so you can successfully scale.

Stay ahead in talent acquisition by embracing the channels today's candidates use. Traditional emails and calls no longer suffice, especially with Gen Z and Gen Y in the job market. WhatsApp provides a direct, efficient way to engage job seekers, with quick responses and high engagement crucial in competitive recruiting.

This session will focus on how WhatsApp can be a game-changer for recruiters, offering a direct and immediate way to engage with job seekers. Grant shares insights on how candidates prefer to communicate and what this means for your recruitment strategies.

Join Grant to learn how you can integrate WhatsApp into your recruitment process, making it faster and more in tune with candidate expectations. Grant will provide practical steps and show you how this approach can lead to better candidate experiences and more successful hires.

Would you like to go from being reliant on cold outreach- with limited warm opportunities on LinkedIn (like every other recruiter) to standing out from the competition and driving 50 + warm leads on LinkedIn, per week, per person, with results coming inside 7 days

Over the past 7 years, we have worked with over 500 recruitment agencies across the globe

Every single one of those customers started as a warm lead

I've now coached almost 6000 recruiters on how to use our process to find warm leads every day on LinkedIn

We call this process - Hoxo 20:10:5

This session is tailored for HR professionals, recruiters, and business leaders seeking to elevate their talent acquisition game. Country Director Sasha Morgan-Guy and Marketing Director Julia Oertel from germanys leading software provider in Recruitment Marketing Talention unveil the secrets behind effective recruitment marketing strategies by sharing learnings from international customer cases.

Ready to reduce your job board spend, increase placements, and infuse 5,166 extra hours of manpower into your month (BTW, that's equivalent to 32 recruiters!). Drawing on over 4 million email sends for Thrive's clients, we've crunched the numbers and have created the blueprint for email marketing success.

Email marketing already earns its keep (generating £40 for every £1 invested), but we'll look at the value of your email database, how email offers greater control and ownership of data, the benefits of automation and the importance of segmenting data for personalised outreach. Finally, you'll get practical insights into email best practice, covering; HTML vs plain text use, strategies to avoid spam filters, crafting engaging preview lines, CTA optimisation, how email length impacts click-through rates and more.

Embarking on a recruitment business venture? Join us for a dynamic panel discussion led by Vincent Seddon, Head of Sales at Simplicity and part of the Recruitment Start Up Hub, aimed at guiding start-ups and newly established firms.

Our panel of experts will provide invaluable insights on laying a strong foundation for your recruitment business. From securing your first clients to optimizing your operations, this Q&A session is tailored to address your most pressing questions.

Gain first-hand advice on navigating challenges and seizing opportunities in the early stages of your business journey.

A roadmap to building a highly profitable, sustainable, and resilient asset that will create a strong exit valuation.

The UK recruitment and staffing industry is a goliath with sales of £43 billion in 2021. There are over 30,000 recruitment agencies in the UK, but 80% are micro-businesses with less than ten employees. 82% of all UK recruitment agencies have a turnover of less than £1 million per annum

This is not bad; these businesses can provide the owners with a solid living.

However, they are not sustainable and have no asset value. So, in most cases, they cannot be sold and only operate if the owner(s) are working in the business full-time

Based on his experience of building three separate recruitment businesses to over $100 million (AUD) in sales and successful exits, including an IPO and a very high multiple trade sale, these sessions from Greg Savage will give you a road map to building a sustainable, highly profitable, enormously resilient high-value recruitment business that will allow a lucrative exit when the time is right

Greg is on the Board of 16 recruitment companies right now, and all of them are on a growth and exit path, so the content is based on hard-won experience over many years, as well as current insights gleaned from the efforts of owners working in the current market.

Are you a recruitment agency owner looking to grow your business without sacrificing your work-life balance? Discover the key strategies and tips to efficiently scale your recruitment agency while reducing your workload. From automating repetitive tasks to building a high-performing team, this guide will show you how to achieve sustainable growth and enjoy more free time, all while maintaining the success of your agency. It's time to work smarter, not harder, and unlock the potential for a thriving and balanced recruitment business.