Advantage Professional Group presentation - capability

1. PRESENTATION FOR INSERT CUSTOMER NAME Insert Date Advantage Group overview

3. Four worldwide business groups united under the Advantage brand

5. Annual revenues in excess of £3 billion

6. Specialists in provision of temporary workforce, direct hire and permanent recruitment, and project/process outsourcing services

7. 4,600+ active clients on four continents

8. 4,000 employees globally

9. 350+ offices worldwide

10. 145,000 professionals sourced and placed annually

12. Assisting clients with international employment challenges (immigration, talent pipelines and cultural differences)Main offices yUnited States of America yUnited Kingdom yJapan yAustralia yPoland yDubai yChina ySingapore yUnited States of America: 239 locations/34 states yUnited Kingdom: 13 locations yJapan: 80 branches and satellite offices

14. Industries served include:yAccounting & finance yAdministrative & clerical yBanking operations yConstruction yDistribution yEngineering yHospitality yHuman resources yIT yLegal yLight industrial yMedical support yResearch & development yRetail ySales & marketing yScientific yTechnical

16. Specialist companies bring additional expertise to our portfolioQualified technical staffing Light industrial and general business staffing Qualified professional and business support staffing Professional services and outsourcing Global executive search Medical records management Clinical research, scientists & chemists

18. Over 40 years’ experience in global technical staffing delivery

19. Operates an ISO 9001:2008 accredited Quality Management System

20. Specialist Japanese divisions provide niche engineering, software, construction and chemical/biochemical expertise

22. Case study A large aerospace customer needs a diverse, high-volume contingent workforce. Key elements yOnsite account management team to deal with queries quickly and efficiently yCreated standardised supply base with priority 1st tier and seven 2nd tier groups yStreamlines recruitment process to achieve 100% compliance with hiring managers yEstablished innovative sourcing strategies for both blue- and white-collar workers yAverage turnaround time – from resume submission to start – of one week The situation A world leader in the design and manufacture of aviation products, our customer has an annual budget of nearly £140 million UK ($218 million US) for suppliers in the UK and Ireland. The company’s recruiting needs are significant, with manufacturing facilities that require everything from production fitters and quality inspectors to design and stress engineers. The company named us its official resourcing partner in 2006, asking us to manage its complete recruitment process using an e-commerce platform. Our response One of our first priorities was to embed an account management team onsite, allowing us to establish an accessible, responsive communications process. Next, we developed a two-tier staffing system: we managed the first tier—which comprised 43 percent of the company’s subcontractor workforce—onsite, and then outsourced the second tier through a rigorous vendor management program. This allowed us to meet the company’s demand for diverse, high-volume contingent labour in a short time frame. And to ensure accountability, we implemented a number of Service Level Agreement (SLA) deliverables, with key performance indicators (KPIs) reported each quarter. Results Within the first 12 months, our customer’s contingent workforce grew from 59 to 681 contractors, with 100 percent starting at the target pay rate. This not only helped the company meet its manufacturing needs, but it also produced a significant cost savings. Over the life of the initial two-year, £40 million UK ($62 million US) contract, the company saved more than 10 percent in direct costs.

24. Proven best practice in deploying RPO, BPO, Contingent Workforce Management and Strategic Workforce Planning solutions

25. Customers realise an average of 20-40% savings and benefit from 100% regulatory compliance

27. Recruitment Process Outsourcing (RPO) offers complete recruitment service, from initial contact to interviewing, hiring and background checks

28. Contingent Workforce Management (CWM) manages vendors, contractors and freelancers, including hiring, on-boarding, payroll and off-boarding

29. Business Process Outsourcing (BPO) delivers turnkey outsourcing solutions for business-critical functions, including customer service, shipping, manufacturing/distribution, substitute teachers and administration

32. Executive search consultancy provided via the prestige Strategi brand

33. High-quality, flexible recruitment solutions tailored to meet the needs of each client

34. Expert market knowledge, responsiveness and high levels of service, developed and refined over 30 years

36. Case study A worldwide defence contractor needed skilled employees. Key elements yWorked closely with the client to identify skills, personality traits and other factors that would lead to a successful hire for each position yContacted qualified candidates from our roster of associates yAdvertised for skilled individuals in specialist magazines yScreened all candidates so that the client would only have to choose from the very best The situation A major defence contractor needed more qualified employees. The company was expanding overseas and having difficulty managing and staffing those positions. New employees would need to be available for significant overseas travel and/or relocation. Our response To find qualified candidates, we used a variety of recruiting including using targeted advertising and directly contacting many of the most sought-after candidates, including those we had worked with in the past. In addition to the demands of travel and/or relocation, we were mindful of the client’s unique work environment. A good fit culturally was required for the long-term success of the placements. Results Over the term of the contract, we placed over 30 candidates, including two senior executives. Our ability to respond with the right talent in a timely fashion meant the company was able to meet the production goals established in expansion plans.

38. Specialists in high-volume, project and seasonal needs

39. Offices across the US for full continental coverage

41. Case study A family-owned steel company needs to synchronize staffing operations across 30 locations. Key elements yCentralised, consistent staffing model across all locations yReduced staffing vendors to a more manageable level yTalent Management System (TMS) for employee tracking yCreated standardised job descriptions, titles and pay scales yDashboard reporting system provided real-time employment data The situation Our customer, a large family-owned steel company, had operations in 30 worksite locations across the US. At the time, each of the work sites operated independently, with its own staffing suppliers, ordering processes, and billing rates. Without a uniform staffing model, the worksites made a number of careless employment decisions, such as keeping employees in temporary positions for years when they should have been converted to permanent, full-time status. We stepped in to create a consistent staffing program for the entire company. Our response We introduced an online Talent Management System (TMS) to address our customers’ operational needs. The TMS made it possible for managers at any location to post job openings, review applicants, hire employees, and track employee work times. We also implemented a dashboard reporting system that synchronized information from all 30 locations. The dashboard provided such information as weekly, monthly, and annual spending information, plus data on open positions and turnover, giving the company an accurate, real-time picture of its workforce. This streamlined, information-rich system helped the company standardize its job descriptions and requirements. In turn, this enabled the company to improve the hiring process and bring in higher-quality employees. Results Since implementing the program, the company has seen significant cost savings. In one location alone, the company reduced its workforce management costs by 30 percent. The management system also gave the company much better insight into employee turnover and its causes, helping managers identify and hire better-quality associates.

42. Operational coverage yEngineering yProject management yResearch & development yScientific yIT/Technical yRecruitment process outsourcing yBusiness process outsourcing yContingent workforce management yStrategic workforce planning yAccounting & finance yAdministrative & clerical yBanking operations yExecutive yHuman resources yLegal ySales & marketing yTechnology yConstruction yDistribution yHospitality yLight industrial yMedical support yRetail

45. Professional, service and diversity accreditation and memberships

46. Many awards presented to us by our customers due to exceptional service standardsService awards include: yBest Companies to Work For 2009 yInvestors in People - Bronze yHRO Superstar Award 2010 yHRO Today Baker’s Dozen MSP Provider 2010 yGoldman Sachs 5-Star Vendor Award yMorgan Stanley Vendor Award yAmerican Express Supplier Excellence Award yChrysler Quality of Excellence Approval

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