Industry Report Search & Headhunting 2017 in Denmark

INDUSTRY REPORT

SEARCH & HEADHUNTING

2017

IN DENMARK

CONTENTS

Do you quality check your headhunter?

4 Foreword

Best suppliers

918 colleagues share their knowledge and increase the transparency in the search & headhunting industry

Denmark’s best search & headhunting companies are...

16

An insider's look at how to check the quality of your headhunter

6

Executive Search Get closer to the customers’ favorites, the suppliers’ international rankings, and financial leadership in the industry

10

Do robots drink coffee?

The industry must create its own innovation!

Onboarding What is the headhunter's role here?

20

38

Detailed reports

Facts about 29 Temporary the industry employees Find the most effective headhunters in Denmark. Have you spotted the market leaders and challengers?

51

Is the market going from permanent employment to flexible employment?

IT, Sales, Pharma, or Technology?

The number of specialized search & headhunting companies is growing. We focus on the best at recruiting heavy specialists and experts

Characteristics of the industry Get insight into the search & headhunting industry’s strengths and weaknesses

Local Top 5

40

12

Local knowledge and anchoring means something in search & headhunting!

See who’s closest to you

22

Low customer 45 satisfaction Are you loyal to your headhunter? See which companies have a lot of critical customers

Value for Money See if you are getting value for money

48

Amrop A/S 99 Best Talent A/S 68 Birn & Partners ApS 73 Brinch & Partners ApS 92 Comentor A/S 64 Compass 58 Curia 72 European Search Company 98 Fischer & Company 91 Flensby & Partners A/S 95 Frontpeople A/S 76 Globesearch Management 86 Hammer Andersen 70 Hansen Toft A/S 87 Holmgaard Management 74 Hudson Global Resources 93 Humantrust A/S 96 Laigaard & Partners A/S 54 Lisberg Executive Search 82 Mercuri Urval A/S 94 Momentum Consulting 90 mpeople ApS 84 Nordic Search Group 97 Nyberg Group A/S 63 People & Performance 83 PharmaRelations ApS 78 Sales Management ApS 80 SCR A/S 88 Stanton Chase 57 Tomma Consulting 60 Qvist Search ApS 67

Thomas - a global provider of HR Solutions

Thomas Personal Profile Analysis - PPA

Thomas TEIQue

Globally one of the most widely used behavioural assessments. Provides fast and easy insight into your employees’ personal strengths, motivation and how to manage them.

An insight into how well people manage their emotions, how they interpret and deal with the emotions of others and how they manage relationships.

job profiling

motivation & engagement Thomas Engage

Thomas Job Identify the behavioural requirements of a job to help you recruit the right people, identify development needs and redeploy talent.

Establish the levels of engagement within your organisation and identify actions for making necessary improvements.

team audit

leadership potential

Thomas Teams

Thomas HPTI

Strengthen your teams by identifying strengths and gaps and take your business to the next level.

Support your existing leaders in becoming the best they can be and identify and nurture your next generation of leaders.

cognitive ability

360 feedback

Thomas GIA

Thomas 360 An objective framework for identifying performance gaps, developing self-awareness, confidence and motivation.

An insight into a person’s mental horsepower and how quickly they can learn and retain new skills to reliably predict their potential in a new role.

recruitment Thomas eRecruit An online recruitment system with built-in recruitment assessment, all provided in one place.

Thomas International Danmark A/S

Kirke Værløsevej 20, 1. sal • 3500 Værløse • e info@thomasint.dk • t 4449 1017

All ASSESSMENTS from Thomas International is REGISTERED with BPS - The British Psychological Society

emotional intelligence

behavioural assessment

FOREWORD & TRENDS SEARCH & HEADHUNTING 2017 is Supana’s third industry report about the search & headhunting industry. It contains a detailed customer experience analysis with 31 search & headhunting companies as well as an accounting analysis of the 106 largest search & headhunting companies in the industry.

NEW in the report As something brand new, we have dedicated an entire section to Executive Search. If you need to get an overview of the suppliers of CEOs and board members in Denmark, check out pages 16-19. You can read more about how the directors of Boyden and Stanton Chase look at the international challenge facing the industry.

You and your 918 colleagues The report is based on input from 918 of your colleagues. The purpose is to keep you updated and inspire you when it comes to suppliers in the search & headhunting field.

But is is also an opportunity for you to have your say. We hope that you, and our many other readers, will share the report and use it as a reference for the search & headhunting industry.

Besides the industry analysis itself, which begins on page 6, we present the contributions of four industry professionals.

Trends – professional input from the industry What is HAPPENING in the headhunter industry? Is a topic that constantly comes up. The customers are considering insourcing the proc¨ess, social technologies such as LinkedIn and Google Jobs disrupt the industry, while the industry is struggling with quality problems.

The article “Do you quality check your headhunter?” focuses on different ways to improve quality. Gain insight into whether the solution is consolidation, more flexible cooperation and/or an expanded research capacity on page 10.

The article “Do robots drink coffee?” (p.

20) invites you to a discussion on the need for innovation and development in an industry characterized by traditions and coffee meetings. The article sets up a discussion on how the search & headhunting industry helps innovate thousands of Danish compa-

4

Supana

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nies, but remains unchanged itself.

The article “Onboarding – trend, or new wine in old HR bottles?” highlights the value of onboarding: the role the headhunter plays in the process, and why it makes sense to outsource parts of the process. On page 38 you can read about the case of a sales manager, where iPhone versus Android became a question of retaining a new employee.

Another upcoming trend is discussed in the article “Can temporary employees create value in your company?”. In the US, 35% of the workforce is not permanently employed, and this trend is coming to the EU and Denmark. What does it mean for you, your business and the recruitment process that the safe, permanent jobs are being actively avoided? See page 51.

More transparency in the industry The industry reports are Supana's initiative to make the market more transparent and to put focus on the customer experience.

Typically, customers want to have insight into the suppliers’ quality and consulting services. The reports and online top lists are a big step in this direction.

Through the report, Supana increases transparency in the search & headhunting industry, and when enough people contribute, it will result in greater transparency, more knowledge, stronger competition, and better quality. Focusing on customer experience in measurements, benchmarks, and online assessments will seriously accelerate development.

Commercial use of the report The contents of the report are copyrighted and belong to Supana. All forms of marketing, distribution, and references to Supana's industry analyses without prior written agreement are a violation of the Danish Copyright Act. Use of the text or figures for commercial purposes is prohibited without prior agreement with Supana.

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BEST SUPPLIER Congratulations to Laigaard & Partners, who are the best search & headhunting company in Denmark. A great achievement, especially considering that they are in competition with some of the largest and strongest brands in the industry. Stanton Chase has come in at a nice 2nd place, followed by Compass Human Resources Group in 3rd place. Nyberg Group and Comentor have kept a stable position on the top list over the past 3 reports, and ended up in 5th and 6th place, respectively.

1 Data strength shows the validity and precision of the measurement. It depends on the number of new evaluations and on how many different customers evaluated the recruitment company.

Towards the bottom of the top list, you will find well-established companies such as Hansen Toft, Mercuri Urval, Hudson, Flensby & Partners and Amrop. It will take many more satisfied customers for these suppliers to rank among Denmark's best search & headhunting companies. Their rankings on the top list reflect customer experiences, but due to the low data strength1, it is not certain that such experience is representative for all customers.

NEW IN 2017 Tomma Consulting, Holmgaard Management, Birn & Partners and PharmaRelations are new to the top half of the top list. It will be exciting to follow these suppliers, the latter of which only have a few years in the market.

The results of the top list is based on the questions that search & headhunting companies’ customers have answered, combined with other publicly available information. Search & headhunting companies have been evaluated through

0%

Low performance in the industry

30%

Average performance in the industry

The figure illustrates how Supana divides the search & headhunting companies according to their performance in the industry. The number of stars in the top list indicates the supplier's absolute quality level, i.e. their ability to provide high-quality and professional consulting services.

The total score shows the supplier's overall relative strength in the industry.

If a supplier scores 30%, it means that customers perceive the supplier to be as good as or better than 30% of the suppli6

Supana

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a questionnaire that deals with their consulting services, delivery performance, and quality. The diffusion of the results makes it possible to rank all the suppliers' performance on a scale, where each supplier's results can be compared. The total score depends on the customers’ answers and on data strength1. In order to ensure that the top list is fair and reliable, suppliers with high data strength will rank higher on the list than suppliers with low data strength.

70%

High performance in the industry

ers in the industry. A score of 80% means that the search & headhunting company is better than 80% of the industry, and that only 20% are better.

The top list can be used if you want to know the customers’ perception of search & headhunting companies’ absolute and relative strength in the industry. It cannot guarantee that a search & headhunting company is the right supplier for your business. That is why the list cannot replace your critical sense.

100%

TOP LIST 2017 Data strength

Total Score

NPS®

Years of experience

Supplier

Supplier performance

Economic activity

1

Laigaard & Partners A/S

    

8.8

100

75

19

DKK 17,126,000

2

Stanton Chase



9.1

99

76

11

DKK 11,094,295

3

Compass Human Resources Group

    

8.6

98

68

15

DKK 32,253,249

4

Tomma Consulting

    

9.0

97

93

5

DKK 4,007,408

5

Nyberg Group A/S

    

8.8

96

67

11

DKK 1,719,884

6

Comentor A/S

    

8.5

95

61

15

DKK 6,710,902

7

Qvist Search ApS

    

8.9

94

88

16

8

Best Talent A/S

    

8.6

93

77

14

DKK 1,931,062

9

Curia

    

8.4

92

70

33

DKK 2,776,547

10

Hammer Andersen

    

9.0

91

87

11

11

Birn & Partners ApS

    

8.6

90

45

8

12

Holmgaard Management



9.3

90

80

10

13

Frontpeople A/S

    

8.9

89

79

10

14

PharmaRelations ApS

    

8.4

88

27

0

15

Sales Management ApS



9.1

87

83

9

DKK 1,109,038

16

Lisberg Executive Search A/S



7.6

86

17

14

DKK 3,777,188

17

People & Performance A/S

    

8.3

85

61

12

DKK 36,510,564

18

Globesearch Management A/S

    

8.2

84

40

21

DKK 3,558,436

19

mpeople ApS

    

8.3

83

90

2

DKK 6,954,121

20

Hansen Toft A/S

    

8.3

82

33

16

DKK 24,202,067

21

SCR A/S



7.5

81

20

30

DKK 4,023,337

22

Momentum Consulting A/S

    

8.2

80

58

10

DKK 9,182,531

23

Fischer & Company

    

8.3

79

67

13

24

Brinch & Partners ApS



7.7

78

0

8

DKK 5,639,857

25

Hudson Global Resources A/S



7.7

76

33

17

DKK 13,242,970

26

Mercuri Urval A/S



8.0

75

27

42

DKK 93,544,485

27

Flensby & Partners A/S

    

6.9

73

0

2

DKK 27,282,486

28

Humantrust A/S

    

8.5

72

80

4

DKK 5,590,850

29

Nordic Search Group ApS



7.4

70

6

3

DKK 239,945

30

European Search Company ApS



8.0

68

46

6

DKK 3,674,995

31

Amrop A/S



6.0

42

-36

31

DKK 55,259,186

QA

Quality assurance: To ensure an objective basis, the supplier has invited all its customers to assess the quality and value of its deliveries. QA in the report is free of charge for all suppliers who actively promote transparency in the industry.

—

— DKK 8,529,882 — DKK 1,663,319 —

—

7

MOVEMENTS 2015-2017 The industry analysis is becoming more comprehensive year by year. We are pleased to provide a detailed insight into 10 new search & headhunting companies in this year’s analysis. The most impressive fact is that Compass Human Resources Group has held on to a top 3 ranking from 2015 to 2017. It testifies to good stability, performance, and very satisfied customers.

Top suppliers

Downturn

Stanton Chase enters straight into a nice 2nd place on the top list and distances Compass Human Resources Group from last year's top list. Tomma Consulting is new among the top suppliers, and comes directly into 4th place. Nyberg Group maintains 5th place, and Qvist Search, Best Talent and Curia are moving steadily upwards in the top 10.

Hammer Andersen fell 4 places, but is still in the top 10. Hansen Toft took the biggest drop, going from 3rd to 20th place.

At the bottom of the top list, we find Amrop, European Search Company and Nordic Search Group, who have received significantly fewer customer evaluations than the past years, and therefore have not been able to maintain their previous positions.  

Stable Top Performer It is hard work to be at the front.

Whether you are a senior manager, athlete, or a search & headhunting company, it takes hard work to stay among the medalists over time.

Compass Human Resources Group is the industry's most stable supplier, with one 1st place and two 3rd places over the last 3 years. However, Laigaard & Partners is not far behind, and Comentor, Hammer Andersen, and Best Talent are also among the most stable top performers in the industry.

Placement

8

Supana

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2015

2016

2017

Points

1

Compass Human Resources Group

3

1

3

7

2

Laigaard & Partners

8

2

1

11

3

Comentor

7

4

6

17

4

Hammer Andersen

4

6

10

20

5

Best Talent

5

9

8

22

6

Frontpeople

2

8

13

23

7

Sales Management

1

7

15

23

8

Hansen Toft

6

3

20

29

9

People & Performance

9

13

17

39

10

Fischer & Company

10

11

23

44

2015

2016

1. Sales Management ApS

1. Compass

2. Frontpeople A/S

2. Laigaard & Partners A/S

3. Compass

3. Hansen Toft A/S

4. Hammer Andersen

4. Comentor A/S

5. Best Talent A/S

2017 1. Laigaard & Partners A/S NEW

2. Stanton Chase 3. Compass

NEW

4. Tomma Consulting

5. Nyberg Group A/S

5. Nyberg Group A/S

6. Hansen Toft A/S

6. Hammer Andersen

6. Comentor A/S

7. Comentor A/S

7. Sales Management ApS

7. Qvist Search ApS

8. Laigaard & Partners A/S

8. Frontpeople A/S

8. Best Talent A/S

9. People & Performance A/S

9. Best Talent A/S

9. Curia

10. Curia

10. Hammer Andersen

10. Fischer & Company

NEW

NEW

11. European Search Company 12. Nordic Search Group ApS

NEW

13. Capacent People A/S 14. Amrop A/S

11. Fischer & Company

NEW

11. Birn & Partners ApS

12. Qvist Executive Search ApS

NEW

12. Holmgaard Management

13. People & Performance A/S NEW

14. Momentum Consulting A/S

NEW

15. Humantrust A/S

NEW

16. Hudson Global Resources

NEW

17. Uniqueconsult Danmark A/S

13. Frontpeople A/S NEW

14. PharmaRelations ApS 15. Sales Management ApS

NEW

16. Lisberg Executive Search A/S 17. People & Performance A/S

18. European Search Company

NEW

18. Globesearch Management

NEW

19. Mercuri Urval A/S

NEW

19. mpeople ApS

NEW

20. Brinch & Partners ApS 21. Nordic Search Group ApS

NEW

20. Hansen Toft A/S NEW

21. SCR A/S

22. Capacent People A/S

22. Momentum Consulting A/S

23. Amrop A/S

23. Fischer & Company

24. Egon Zehnder P/S

24. Brinch & Partners ApS 25. Hudson Global Resources 26. Mercuri Urval A/S NEW

27. Flensby & Partners A/S 28. Humantrust A/S 29. Nordic Search Group ApS 30. European Search Company 31. Amrop A/S 9

DO YOU QUALITY CHECK YOUR HEADHUNTER? What will drive the industry in the future – quality, niche focus, consolidation, new business models, or...?

The requirements customers have to the headhunters’ performance are increasing dramatically, and this also includes the desire for more insight and understanding of the industry. We find that there are many ways to try to meet these demands, and we are not sure what is right or wrong, but we have a clear opinion on this. Supana strongly contributes to providing more visibility and insight, and we can only encourage more headhunter companies to positively accept and incorporate the analysis, and thus contribute to strengthening the industry’s reputation and quality.

By Jakob Møller Hansen, Managing Director, Comentor A/S

Is the industry calling for consolidation?

Jakob Møller Hansen, Managing Director, Comentor A/S

10

Supana

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Why are there really only a few leading management consulting companies, and not a sea of ​​smaller ones? Why are there a myriad of small and medium-sized recruitment and training companies? Does the future call for a significant increase in specialization, specific market understanding and domain knowledge, or can we continue to be generalists?

If we look at the results of Supana's industry analysis, a relatively clear picture appears where smaller and specialized companies perform better in terms of both customer experience and economic performance, so with this in mind, there is nothing that points to consolidation being the way forward. In the current state of the market there are many new companies in the industry, and they are certainly welcome as they add new perspectives on how to work in the industry. But there are still some businesses that are seeing the light of day due to a sudden entrepreneurial desire, because the owner is between jobs, or thinks “How hard can it be to headhunt employees?”

Although their pricing is often low, it cannot be said that the quality is necessarily thereafter, but by its own nature such a business cannot keep up with one that has been on the market for many years.

When talking about consolidation, it may be more relevant if the many smaller companies could integrate into those that have been in the industry for many years.

We believe it will create less noise among customers, and contribute to strengthening the industry as a whole. And is there really a connection between price and quality?

Yes, we see it very clearly, which is also quite natural considering there is such an endless number of players. Therefore, we believe that the current downward price pressure will continue, but we hope that Supana can help show that quality has value, and thus also costs money.

Solid research capacity is becoming a significant competitive factor for the future We have certainly experienced that it is necessary to build up a solid research organization, and our goal has been to be very close to 1 to 1 between researchers and external consultants, so we can create the value that is necessary for completing the assignments we are given by our customers. Researchers are an extremely important resource, as they have a nature and approach that we find is distinctly different from the classic consultant, and thus contributes greatly to the quality we believe is necessary to succeed. Among many other factors is the professionalism needed to work with and against different web-based systems, along with the ability to build a “communication corps” that greatly contributes to completing assignments quicker and more smoothly, to the benefit of the customer. Therefore, we also see that many larger companies choose to employ their own researchers.

LinkedIn and other web-based databases are here to stay, and over time they will be-

come more intelligent and user-friendly – but why don’t companies use them to a greater extent? For us, the answer is simple: it takes solid skills to work with data in a structured form, and it takes time, and sometimes a lot of time, if you do not have the skills. When you need to find a real headhunter, who has mastered executive search as a discipline, you should consider how broad the headhunter's actual research capacity and experience are.

Now and again, we hear about researchers who sometimes come and steal our employees and colleagues, and this method is considered inappropriate by many – because if you steal something, you have to be punished. But are you doing what it takes to keep your employees, so that they do not end up wanting to consider changing jobs? There is no doubt that a talented researcher understands and is able to “sell” the idea of a new job – not only by presenting the duties and tasks of the given position, but by having major insight into how the customer works with employer branding, job satisfaction, retention, and building good management.

We also like to think that Supana sheds light on the research capacity each headhunter company has, and thus contributes to making this factor of the decision process an informed one, as we think it will be one of the most important parameters in future.

Can we as headhunters come closer to the real estate business model?

If we draw a parallel to the real estate industry, where there are houses in commission and a strong buyer list, one could imagine that in the future the headhunter industry will have a business in being a strong showcase for candidates who have made it clear that they want something more, and where we as an industry implement far more outreach work in placing these candidates?

In any case, we have looked closely at what other industries are doing to succeed, in order to investigate and gain insight that could sharpen and strengthen our own business model. We can see some clear parallels with real estate agents, knowing well that headhunters work with a somewhat different and unconventional integrity towards both customers and candidates.

We are always a little frustrated to have candidates that have invested time and mental energy in a search process, but are being turned down for a given position for someone else’s benefit, and have to settle for a nice no. 2. Everyone has made it clear that this is the time for a career change or boost. This, combined with companies’ demands for a more time-to-market oriented model on the headhunters’ part, means that we are really being pressured from both sides. So why not find an elegant model so that the candidate can respond more proactively to relevant companies who have a need to create further success in their business? A success that often depends on having the most qualified employees.

Some of our competitors continue to use the number of CPR numbers in their own databases as a competitive factor, which we do not believe is relevant anymore. On the other hand, if we can handle our candidates at a qualitatively and ethically high level, and thus build up a directory of solid, well-tested CVs, we believe there are some opportunities for the industry to support companies’ competitiveness and strategic positioning.

Our hope is that Supana will contribute significantly to looking deeper into each headhunter company, thus strengthening the companies’ decision-making basis in the future. We find that there is a need for this, and especially now, when the industry is in no way regulated to any extent.

11

SIZE IS IMPORTANT 10 OR 10,000 EMPLOYEES? Obviously there is a difference whether your company has 10 or 10,000 employees. Your recruitment needs are different and impose specific requirements on your suppliers. In the analysis, we look at which search & headhunting companies are best at servicing small, medium, and large companies. For clarity, we have divided the analysis into 3 main groups. You can get a more detailed breakdown by using the “Customer Location” filters on Supana’s online top lists.

Top 10, search & headhunting companies for large companies (500+ employees) Looking at the use of search & headhunting in the largest companies in Denmark, the list is topped by Laigaard & Partners. 31% of their respondents come from large companies in Denmark. They are closely followed by Stanton Chase, Denmark’s second best headhunter for large Danish companies. 27% of their

12

respondents are from large companies.

Apparently the size of the search & headhunting companies themselves is irrelevant to their ability to provide quality to Denmark's largest companies.

In other words, the supplier's size is no guarantee of good quality.

NPS®

Years of experience

Supplier 1

Laigaard & Partners A/S

    

8.8

99

73

19

DKK 17,126,000

2

Stanton Chase



9.5

97

91

11

DKK 11,094,295

3

Compass Human Resources Group

    

8.5

94

62

15

DKK 32,253,249

4

Lisberg Executive Search A/S



8.0

92

33

14

DKK 3,777,188

5

mpeople ApS



9.4

90

100

2

DKK 6,954,121

6

Best Talent A/S



9.3

87

100

14

DKK 1,931,062

7

Curia

    

8.7

85

100

33

DKK 2,776,547

8

Focus Recruitment

    

8.7

83

100

10

—

9

Fischer & Company

    

8.2

80

83

13

—

10

Globesearch Management A/S



9.6

78

100

21

QA

Quality assurance: To ensure an objective basis, the supplier has invited all its customers to assess the quality and value of its deliveries. QA in the report is free of charge for all suppliers who actively promote transparency in the industry.

Supana

™

Data strength

Total Score

Supplier performance

Economic activity

DKK 3,558,436

Top 10, search & headhunting companies for medium-sized businesses (100-499 employees) Laigaard & Partners is by far at the top of the list and seems to have a good grip on medium-sized Danish companies, where almost 1/3 of their customers are from. Perhaps a little surprising, the specialist supplier Tomma Consulting fits into the top rank-

ing. They have more than 40% of their customers in this segment. In general, there are many suitors of medium-sized Danish businesses: Compass, Nyberg Group, Stanton Chase and Comentor are in the next five places.

Data strength

Total Score

NPS®

Years of experience

Supplier

Supplier performance

Economic activity

1

Laigaard & Partners A/S

    

8.7

99

74

19

DKK 17,126,000

2

Tomma Consulting

    

8.9

98

100

4

DKK 4,007,408

3

Compass Human Resources Group

    

8.7

97

86

15

DKK 32,253,249

4

Nyberg Group A/S

    

8.9

95

73

11

DKK 1,719,884

5

Stanton Chase

    

8.6

94

44

11

DKK 11,094,295

6

Comentor A/S

    

8.4

93

64

15

DKK 6,710,902

7

Best Talent A/S

    

8.9

91

86

14

DKK 1,931,062

8

mpeople ApS

    

8.0

90

86

2

DKK 6,954,121

9

Frontpeople A/S

    

9.0

89

78

10

DKK 1,663,319

10

PharmaRelations ApS

    

8.9

88

33

0

—

Top 10 lists, search & headhunting companies for small companies (1-99 employees) Compass is by far at the top of the list and seems to have a good grip on small Danish companies, where almost 1/3 of their customers are from. The position is based on an incredibly strong presence in the Capital Region of Denmark and the Central Denmark Region.

The other positions on the list are, however, more open: there is a fierce battle for positions between Stanton Chase, Laigaard & Partners and a multitude of other suppliers.

Data strength

Total Score

NPS®

Years of experience

Supplier

Supplier performance

1

Compass Human Resources Group

    

8.6

99

64

15

DKK 32,253,249

2

Stanton Chase



9.1

98

80

11

DKK 11,094,295

3

Laigaard & Partners A/S



9.2

97

83

19

DKK 17,126,000

4

Tomma Consulting



9.2

96

87

4

DKK 4,007,408

5

Qvist Search ApS



9.3

95

100

0

6

Curia

    

8.6

94

73

33

DKK 2,776,547

7

Nyberg Group A/S

    

8.7

93

64

11

DKK 1,719,884

8

Comentor A/S

    

8.5

92

65

15

DKK 6,710,902

9

Hammer Andersen



9.2

90

79

11

10

Best Talent A/S

    

8.6

89

75

14

The mixture of large, medium, and small suppliers in the Top 10 lists makes it clear that you, as a customer,

Economic activity

—

— DKK 1,931,062

should keep an open mind if you want to make sure your company has the very best supplier.

13

LOCAL TOP 5 Does local anchorage matter? Should you choose a local, national, or international supplier?

You can get a more detailed breakdown by using the “Customer Location” filters on Supana’s online top lists

1. Comentor A/S 2. Qvist Search ApS 3. Curia 4. Unique Human Capital A/S 5. Stanton Chase

1. Compass Human Resources Group A/S 2. Curia 3. Hansen Toft A/S 4. Tomma Consulting 5. Comentor A/S

1. Frontpeople A/S 2. Stanton Chase 3. Laigaard & Partners A/S 4. Compass Human Resources Group A/S 5. Birn & Partners ApS

14

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North Denmark Region Comentor is still the uncrowned king of North Denmark Region, closely followed by two other local search & headhunting companies, who have the required quality to supply for the North Denmark Region customers. Out-of-town suppliers first appear on the top list in 4th and 5th place.

Central Denmark Region In the Central Denmark Region, Compass Human Resources Group takes first place in front of Curia, Hansen Toft and Comentor, all of whom have their headquarters and base in the Aarhus area. Surprisingly, Tomma Consulting is among the top suppliers in Central Denmark.

Region of Southern Denmark If you are looking for a supplier in the southern region, it is impossible to bypass the Vejle-based company Frontpeople, that ranks above the contestants Stanton Chase, Laigaard & Partners and Compass Human Resources Group.

Zealand In the Zealand region, you have to look outside the region if you need a quality headhunter.

Capital Region of Denmark Laigaard & Partners, Compass Human Resource Group and Stanton Chase have a good grip on the Capital Region of Denmark’s search & headhunting. But they are challenged by smaller suppliers, such as Nyberg Group and Tomma Consulting.

1. Laigaard & Partners A/S 2. Compass Human Resources Group A/S 3. Stanton Chase 4. Nyberg Group A/S 5. Tomma Consulting

1. Tomma Consulting 2. Compass Human Resources Group A/S 3. Laigaard & Partners A/S 4. Holmgaard Management 5. Boyden A/S 15

EXECUTIVE SEARCH

EXECUTIVE SEARCH IN DENMARK According to the customers, Laigaard & Partners is at the top when it comes to Executive Search in Denmark. They are followed closely by Stanton Chase. Odgers Berndtson comes in at 3rd place. In last place is AIMS International, which over the past 12 months has taken over Totem Search & Selection after a long-term collaboration with Flensby & Partners.

Overview

Qualification

The Executive Search Top List is an analysis that will help companies understand the complexities of the industry. Our analysis provides potential customers with an insight into the opportunities within Executive Search in Denmark. The goal is to improve the overview and the decision-making process in Danish companies. Far from all executive search companies want transparency in the industry, and therefore there are very large differences in the number of customer evaluations.

To make the list, an Executive Search company must have a valid registered company in Denmark. Then the company must either have completed 10 assignments at Board or Senior Management level for a customer with more than 200 employees within the past 12 months, or be registered in the international rankings of e.g. Forbes.

Supplier performance

Total Score1

Number of reviews

Years of experience

Economic activity

1

Laigaard & Partners A/S

    

8.8

100

84

19

DKK 17,126,000

2

Stanton Chase



9.1

99

41

11

DKK 13,139,217

3

Odgers Berndtson A/S

    

8.4

77

7

23

DKK 30,354,827

4

Boyden A/S



7.5

61

9

15

DKK 31,663,735

5

Amrop A/S



6.0

41

14

31

DKK 55,259,186

6

Russell Reynolds Associates A/S



8.0

39

5

20

DKK 38,319,801

7

Korn/Ferry International A/S

    

6.9

37

4

20

DKK 10,177,724

8

Egon Zehnder P/S

    

6.1

31

9

48

DKK 60,026,512

9

Spencer Stuart International P/S



7.1

26

2

5

DKK 29,994,064

10

Signium International



6.0

2

6

8

DKK 4,814,526

11

Transearch International

—

—

—

4

DKK 4,859,442

12

Heidrick & Struggles.

—

—

—

17

—2

13

AIMS International 3

—

—

—

—

—2 DKK 295,735,034

1.

2.

3.

Total score: Shows the supplier's total relative strength in the industry, and is calculated based on supplier performance and data strength. Supplier performance is measured through 15 questions, which investigate the customer experience for consulting, delivery performance, and quality on a scale of 0-10. Data strength is measured by the total number of respondents and the number of different customers who have given input within the past 24 months.

Does not publish accounts in Denmark AIMS International has taken over Totem Search & Selection in Denmark

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16

INTERNATIONAL RANKINGS a global partner that is well-established in Denmark.

Kenneth V. Mortensen, Managing Partner of Boyden, also highlights the importance of the international rankings: “We notice every day that our customers are becoming international. There are far more assignments today that require an international search.”

See the article “The notebook club is closing soon” on page 17.

Number of countries4

No. Forbes5

Los Angeles, USA

56

1

Vienna, Austria

54

34

Brussels, Belgium

50

26

Baltimore, USA

45

10

Zurich, Switzerland

41

6

New York, USA

40

8

London, England

38

32

Chicago, USA

32

3

Main offices 1

Korn/Ferry International A/S

2

AIMS International

3

Amrop A/S

4

Stanton Chase

5

Egon Zehnder P/S

6

Boyden A/S

7

Transearch International

8

Spencer Stuart International P/S

9

Odgers Berndtson A/S

London, England

30

28

10

Signium International

Chicago, USA

30

15

11

Heidrick & Struggles.

Chicago, USA

28

2

12

Russell Reynolds Associates A/S

New York, USA

26

5

13

Laigaard & Partners A/S

Copenhagen, Denmark

1

-

4.

5.

Number of countries where the supplier has independent offices Forbes Best Executive Search Firms 2017

FINANCIAL PERFORMANCE There is a huge difference in economic performance among Danish executive search companies. Measured in profit, Amrop is the undisputed winner, with a profit that makes up more than half of the industry's earnings. Even though Transearch International is relatively unknown in Denmark, they make themselves noticed with a 40% increase in invested capital.

In contrast to the recruitment industry's 16% growth, sales are only increasing moderately by 6% in the executive search industry. Suppliers point out that “the recruitment industry is benefiting more than the executive search industry from a positive economic trend” (See the article “The notebook club is closing soon” page 17). But despite a moderate growth, there are major shifts among the different suppliers from year to year.

It is undeniable that Egon Zehnder and Russel Reynolds have lost quite a large market share in the past five years to Boyden (+474%), Laigaard & Partners (+130%), Spencer Stuart (+124%) and Korn/Ferry (108%).

Despite a global first place, Korn/Ferry is a “little brother” in the Danish part of the industry. It would appear that growth goes beyond profit. Only Boyden has been in a position to maintain a good return on investment while growing dramatically and has thus gained a larger share of the market. At Korn/Ferry they must wonder how expensive growth should be, with a return on investment of -54 and a loss of more than DKK 7 million.

17

EXECUTIVE SEARCH

Measured on an international scale, Laigaard & Partners is the customers’ favorite, though an outsider in the industry, as they are only represented in Denmark.

Korn/Ferry is in the very top class, and is represented with independent offices in 56 countries. Which is also emphasized by a 1st place in the Forbes 2017 ranking.

Stanton Chase is present in 45 countries and Danish customers give them a 9.1 score, a good outlook for

EXECUTIVE SEARCH

Development (1 year)

Development (5 years)

DKK 55,259,186

-5%

35%

DKK 4,859,442

20%

—

Boyden A/S

DKK 31,663,735

25%

Odgers Berndtson A/S

DKK 30,354,827

Egon Zehnder P/S

Economic activity1 Amrop A/S

Return on Profit / Loss investment2 DKK 26,524,970

77

DKK 770,743

40

474%

DKK 6,000,002

31

2%

27%

DKK 6,016,888

30

DKK 60,026,512

3%

-29%

DKK 5,565,742

12

DKK 4,814,526

10%

47%

DKK 104,045

6

Stanton Chase

DKK 13,139,217

18%

—

DKK 111,509

5

Spencer Stuart International P/S

DKK 29,994,064

-6%

124%

DKK 592,558

3

Russell Reynolds Associates A/S

DKK 38,319,801

8%

10%

DKK 1,474,736

3

Laigaard & Partners A/S

DKK 17,126,000

-3%

130%

DKK 38,000

1

Korn/Ferry International A/S

DKK 10,177,724

267%

108%

DKK -7,523,320

-54

Transearch International

Signium International

Heidrick & Struggles.

—

—

—

—

—

AIMS International

—

—

—

—

—

DKK 295,735,034

6%

35%

Median

DKK 17,723,000

7%

41%

DKK 770,743

6

Average

DKK 25,255,680

27%

91%

DKK 3,370,551

13

Total

1.

2.

Economic activity shows the supplier’s revenue, gross earnings, or gross profit. Most of the suppliers are in the danish company class B and rarely report revenue, so gross earnings or gross profit are used to indicate economic activity.

Return on investment is the most important of the financial ratios. It is suitable for comparing very different companies, as it doesn’t depend on the companies’ mission, size (turnover), and capital base (relation between debt and equity). Note that the result from ordinary operations, and not the profit for the year, that is used to calculate the return of investment.

THE NOTEBOOK CLUB IS CLOSING SOON Executive search has gone through major developments in just a few years. Today, the next employee might be found on the other side of the world, and this puts new demands on the industry's work. The time when a list of good names could be sufficient will soon be gone forever.

By Tobias Petersen, Master of Science in Sociology and freelance journalist

“Once upon a time, headhunting was surrounded by mystery,” says Anders Nannerup, Managing Director of Global Stanton Chase, when I asked him to elaborate on what he means by the term “the notebook club.”

“Headhunters in the industry had their favorites and knew the market. If you were in one of their black notebooks, you were a candidate. If not, it was far from certain that you would be discovered,” he explains and adds that this was many years ago.

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18

“Today, access is far more professional,” says Anders Nannerup, who, with 20 years of experience in the industry, has seen developments take up speed before his own eyes. The same is true for Kenneth V. Mortensen, Managing Partner, Regional Director of EMEA and Board Member of Boyden World Corporation, who also has spent 20 years ‘behind the counter’ working to find the right top-shelf candidates.

“I can remember a time when you could go up to Berlingeren on Sundays and find 200-300 job openings. It was a time when both candidate and company knew where the marketplace was and when they should meet,” he says.

That you are not their trusted adviser,” Kenneth V. Mortensen points out.

Alongside internationalization, technological development has changed the industry. With LinkedIn, everyone suddenly has access to relevant information about potential employees. But this trend is a double-edged sword. The amount of information can be so extensive that it can be difficult to sort through it in a meaningful way.

“The forest is so big, you can hardly see the trees,” says Kenneth V. Mortensen. A point of view that Anders Nannerup shares.

“While you might be able to identify something faster, the area in which you must identify it has become more complex and significantly larger. It has not necessarily become easier or faster. Now everyone just expects a lot more,” he says.

Executive search companies had a total growth of six percent in 2015-2016. By comparison, recruitment companies had a growth of an entire 16 percent.

Neither Anders Nannerup nor Kenneth V. Mortensen believe you can pinpoint a single reason for this discrepancy. Both of them believe that the recruitment industry is benefiting more from positive economic trends than executive search, because in good times, more specialists are employed than managers, relatively speaking. Kenneth V. Mortensen adds that the price development of fees may be a contributing factor to the lower growth of executive search companies.

“It could be that fees for the heaviest assignments are not on the rise, but are stagnant or on the way down. It is no secret that if competition is fierce and there are many bidders, the price falls. The old model, where you always got a third of the full package, has been challenged, I think,” he says.

An explanation to which Anders Nannerup nods in agreement.

“We are a multitude of global players who compete for the existing market. If you go back 10 years, the industry was a bit more square and rigid in terms of pricing. Customers obviously had a focus on wanting quality for money. They wanted to know where the money went,” he says, returning for the last time to the earlier approach.

“The notebook club is under pressure in terms of a structured and analytical approach to recruitment, often crossing national borders and industrial specialties,” he concludes.

19

EXECUTIVE SEARCH

“But the marketplace doesn’t exist in that form anymore. We are a reflection of what is happening with our customers. We notice every day that our customers are becoming international. There are far more assignments today that require an international search,” Kenneth V. Mortensen explains.

Internationalization means customers face new challenges that they need help solving. Businesses today may not necessarily just be successful in one or two markets, but often in many markets in many areas, and this should be considered when searching for the right candidates. ”A large Danish company, that has its primary activities abroad and subsidiaries in 25 countries, needs a collaborator who can take on the entire assignment for all of the company's regions in the world. This ensures that the company is coherent, even though individual areas have different cultures and approaches to doing business,” says Anders Nannerup.

At the same time, internationalization means that companies have higher demands. If you are too slow or too bad at your job, you are quickly sorted out.

“The game is completely different today. Five to ten years ago, customers didn’t have the same requirements on us. Today, speed and ​​ quality go hand-inhand. The competition for international assignments is very clear. You don’t have three, four, or five months to complete an assignment. You must have your knowledge up front, and you have to be able to work internationally. Otherwise, customers will see that you are not prepared, when they give you the assignment.

DO ROBOTS DRINK COFFEE? Coffee is a cultural institution through which the Search & Selection industry has welcomed customers and candidates throughout the years. Coffee is a symbol of an industry and working method that is rooted in proud traditions, but that is now facing changes with technology, innovation, and robots at the forefront. Increased complexity, increased speed, and new technologies place demands on the way we work, through new partnerships, enhanced cooperation, and better understanding of the customer's DNA. But is the industry sufficiently adaptable to accommodate the changes within?

By Peter Thyssen, Managing Director, FRONTPEOPLE A/S

Reprogramming the foundation

Peter Thyssen is Managing Director of FRONTPEOPLE A/S

20

Supana

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The fundamental core skill that we, as a Search & Selection house, must master, is embracing and understanding complexity, as well as finding and qualifying managers and key employees. But companies are becoming more and more complex, while candidates are becoming more and more competent and are placing greater demands on the process. In addition, customers demand increasing degrees of specialization, increased transparency and, in particular, better utilization of networks and skills outside the consulting agency.

There is an inherent fallacy and arrogance in meeting these increasing demands with “more of the same”. We believe there is a basic need to reprogram the foundation we have inherited from the industry. We must boost our ability to collaborate across skills and assignments, in order to exploit internal diversity. At the same time, we also believe that we need to look outside our own ranks to find new sources of inspiration

and the necessary skills that we will depend on tomorrow. Opening up to new partnerships in new collaborative models has promising potential.

The horse should go to the horseshoer At FRONTPEOPLE A/S, we have been working with Search & Selection for many years and have seen new trends come and go. Some trends are more enduring than others and hang around until one day they become a standard, while other trends quietly and without notice waste away and disappear. The World Economic Forum is just one of many institutions that continuously point out trends in the future job market, and monitoring and becoming familiar with these prospects can easily become overwhelming. But, dear customers and competitors – we have to take what we see on the horizon seriously. We are experts in promoting the prerequisites for good leadership, innovation, and creativity, which establish commitment and results on the bottom line for our customers and their businesses. But how do we make sure we give ourselves the same treatment? We

guarantee the customer that we will provide the ingredients for the growth they need, but if we want to keep doing this, the horse must be saddled and have new shoes.

ternal fee systems in order to promote the community, rather than the individual solo performance. Externally, it demands much higher levels of creativity and openness.

As the complexity of companies rises, one must either acquire new knowledge within the various fields, associate with partners that can bring a larger common volume to all parties, or optimally do both at the same time.

A proven/deliberate lack of innovation capacity?

More collaboration - internally and externally As with all other existential change exercises we believe, in the best Kierkegaardian sense, that one must start from within. Opening up to one’s own capacity for change is a difficult exercise, and in our view the aim is to increase the use of internal diversity and thus create new ways of looking at the world. Diversity comes in many shapes and colors. A framework for common understanding can be found in the world of jazz, where different instruments play together in perfect coherence.

The saxophone starts off with agile and challenging scales, this is made possible by the piano that faithfully provides back up with predictable themes. But just as the saxophone hits its high note, the drums start off and continue, while the saxophone quickly adjusts and collaborates with the piano's background rhythm.

For the spectator it is a total experience, but for the performers it is a systematic play in a clear framework, driven by the artists’ own abilities, creativity, and deep commitment.

We believe the same metaphor currently applies to our industry. We are ambitious on behalf of the customer, and want the customer to experience an optimally coordinated, coherent and well-composed symphony. The way we create this experience in the orchestra pit, out of the customer's field of view, is based on the ability to exploit each other's strengths, across skill areas, and beyond our own ranks if necessary.

This poses requirements both internally and externally. Internally, we must be able to benefit from each other’s key skills to the benefit of our customers, while organizing ourselves and adapting the in-

We hear it almost every day: Changes are coming, and the day after tomorrow there will be no more work for half or a third of us. Whether you choose to ride the wave or not, there is a truth and a skill that is sought after year after year: Innovation. In fact, innovation is the parameter pointed out by Supana over a number of years, in which the industry has the lowest score, and it is tempting to ask the rhetorical question of whether this is deliberate.

Throughout the last 10-15 years in the industry, we have collectively helped employ thousands of product developers, innovation managers, and business developers, but have we forgotten to employ one of these profiles, or fresh forces from generations Y and Z to develop business in our own industry?

The capacity for business renewal is the bridge that will link us to new technological opportunities that will affect the industry in the coming years, and that are in the process of opening up completely new business models. Embracing this wave of new tools and methods is the industry's next great opportunity to show that we can continue to talk about others’ capacity for innovation and business development.

Let us invite the change inside Understanding customer DNA and translating complexity into clear and visible focus are core skills for a Search & Selection house. In order to strengthen these core skills and remain credible, as in all other disciplines, new knowledge and new methods must be acquired. The point is to constantly challenge the adequacy of your own house to strive for the better, and sometimes it’s necessary to take two steps back and rearrange the game board, as we sometimes suggest to our customers. This is neither new nor groundbreaking, but let us welcome new partners, co-workers, and changes to come in for a cup of coffee.

21

SPECIALIZED SEARCH & HEADHUNTING Over the past couple of years, we have seen the number of specialized search & headhunting companies grow. This growth is due to a combination of fierce competition in the industry, which makes it necessary to differentiate from competitors, and the labor shortage of specialists and experts, which is increasing year by year.

In the industry report, we focus on the areas of IT, Sales, Pharma & Life Science, and Engineering & Technical specialists.

On supana.com, you can see many specialty areas.

IT There is a shortage of skilled IT people, and so a number of suppliers have specialized in finding and selecting the best talent in IT, security, digitization, analytics, and development. Customer feedback shows that it is very difficult to find qualified IT people. This means that customers rarely evaluate suppliers over 8 on a scale from 0 to 10.

The best at finding IT specialists and managers in Denmark is Globesearch, followed closely by SCR (Scandinavian Computer Recruiting). On the surface, the suppliers seem very similar. They are both among the first suppliers to specialize in the IT area, and both have an economic activity of about DKK 4 million. But while Globesearch has its headquarters in Copenhagen, SCR is in Aarhus. Hudson comes in third place.

They are marginally better than Experis, which is a

very large supplier in terms of economic activity and size, and has a multitude of IT consultants and IT recruits.

The battle for IT specialists is fierce, and there are a lot of other specialized suppliers that are interesting to keep an eye on. We are particularly interested in the suppliers CSA CPH and Career Search, whom the first customers have begun to review. Prodata Consult is the largest specialized IT consulting company in Denmark, but primarily focuses on freelancers and project appointments, a focus that Experis (third largest in IT) also has. The past 12 months have been the hardest for Search IT People, whose economic activity has more than halved, and Globesearch Management has fallen by 27%.

NPS®

Years of experience

Supplier 1

Globesearch Management A/S

    

8.2

83

40

21

DKK 3,558,436

2

SCR A/S



7.5

80

20

30

DKK 4,023,337

3

Hudson Global Resources A/S



7.7

76

33

17

DKK 13,243,970

4

Experis A/S



7.6

66

0

16

DKK 124,437,000

5

CSA CPH ApS

    

8.1

63

50

8

DKK 2,215,000

6

Hays Specialist Recruitment

    

6.8

53

-17

9

DKK 11,880,000

7

Assessit Danmark ApS



7.1

42

0

1

DKK 275,000

8

Bloom ApS

    

9.0

40

100

13

DKK 3,001,000

9

Capax Recruitment ApS

    

8.2

29

0

7

DKK 7,711,000

10

Prodata Consult A/S



—

—

—

—

15

DKK 626,511,000

11

Resources Denmark ApS



—

—

—

—

7

DKK 4,532,000

12

Coresearch Vision A/S



—

—

—

—

12

DKK 3,992,000

13

Recruit IT ApS



—

—

—

—

10

DKK 1,878,000

14

Career Search A/S



—

—

—

—

13

DKK 1,074,000

15

Search IT People ApS



—

—

—

—

7

DKK 459,000

© 2017

Data strength

Total Score

Supplier performance

Supana

™

Economic activity

23

SALES Getting the right people into the sales organizations can often make the difference between success or failure in business. If you are a sales manager, sales director, etc., you face constant pressure to have the best talents in your organization. Therefore, a large part of the recruitment activities in the search & headhunting industry are related to sales and sales management.

According to the customers, Compass Human Resources Group is the best at finding these candidates.

As one of the country’s largest suppliers, Compass is not only specialized in sales, but has a broader focus

24

on various industries and specialists.

2nd and 3rd place, however, go to highly specialized suppliers. Hammer Andersen Sales Recruitment & Development is the best specialized supplier for salesmen and sales managers. They are closely followed

by Sales Management in third place. Mercuri Urval is the largest supplier in the area, but in terms of quality, they are distanced by both Compass Human Resources Group and Hansen Toft.

Data strength

Total Score

NPS®

Years of experience

Supplier

Supplier performance

1

Compass Human Resources Group

    

8.6

98

65

15

DKK 32,253,000

2

Hammer Andersen

    

9.0

91

87

11

—

3

Sales Management ApS



9.1

86

83

9

DKK 1,109,000

4

Hansen Toft A/S

    

8.3

81

33

16

DKK 24,202,000

5

Hudson Global Resources A/S



7.7

76

33

17

DKK 13,243,000

6

Mercuri Urval A/S



8.0

75

27

42

DKK 93,544,000

7

Sales Only ApS



—

—

—

4

DKK 1,721,000

© 2017

—

Supana

™

Economic activity

PHARMA & LIFE SCIENCE Pharma & Life Science is another area that often requires specialized knowledge, skills, and a fundamental understanding of the industry's mechanisms.

Compass Human Resources Group is Denmark's best supplier in the area. They have received very good customer evaluations in 2015, 2016, and 2017.

The customers have rewarded their high quality, and Compass has also grown significantly compared to last

year.

2nd and 3rd place go to highly specialized suppliers.

Best Talent is the best specialized supplier in the area, and has a very high share of customer ambassadors (NPS is 77). Impressively, 3rd place was taken by PharmaRelations, which is a new supplier in Denmark.

The company is so new that there is no accounting information about them yet.

Data strength

Total Score

NPS®

Years of experience

Supplier

Supplier performance

1

Compass Human Resources Group

    

8.6

98

65

15

DKK 32,253,000

2

Best Talent A/S

    

8.6

93

77

14

DKK 1,931,000

3

PharmaRelations ApS

    

8.4

87

27

0

—

4

Fischer & Company

    

8.3

79

67

13

—

5

Charlton Morris ApS

    

9.0

69

67

1

6

Beirholm Search & Selection



8.0

68

25

10

—

7

Spencer Stuart International P/S



7.1

26

50

5

DKK 29,994,000

8

Ankjær Search & Select



7.9

22

50

9

—

© 2017

Supana

™

Economic activity

DKK 1,901,000

25

ENGINEERS & TECHNICAL SPECIALISTS If you are looking for a Director of Production, Technical Manager, or another strongly technical profiles, competition is fierce. Over the last 10-15 years, more search & headhunting companies have acquired experience and skills in the technology and engineering area.

Generally, it seems difficult to impress the customers. This is partly explained by the fact that it is difficult to find qualified candidates, but also that the

26

respondents seem to be somewhat conservative in their evaluations of suppliers’ performance. mpeople is by far at the top of the list, in front of Experis, Henriksen HR and Capax. It will be interesting to follow the developments in this area, especially to see if Capax Recruitment (associated with IDA) can continue its excellent growth, and thus become a leader in the area.

Data strength

Total Score

NPS®

Years of experience

Supplier

Supplier performance

1

mpeople ApS

    

8.3

82

90

2

DKK 6,954,000

2

Experis A/S



7.6

66

0

16

DKK 124,437,000

3

Henriksen HR



7.3

34

50

16

—

4

Capax Recruitment ApS

    

8.2

29

0

7

DKK 7,711,000

5

GML-HR A/S



7.2

20

0

7

DKK 14,824,000

6

Profilpartners ApS



—

—

—

—

14

DKK 4,680,000

7

CAD Kompagniet A/S



—

—

—

—

18

DKK 2,675,000

8

Jæger Korsholm ApS



—

—

—

—

4

DKK 186,000

© 2017

Supana

™

Economic activity

PEOPLE TEST SYSTEMS

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www.peopletestsystems.com + 45 88 33 00 00 info@peopletestsystems.com

Customer feedback?

Read other customers’ experience supana.com

FACTS ABOUT THE SEARCH & HEADHUNTING INDUSTRY MARKET OVERVIEW It is difficult to navigate among the hundreds of search & headhunting companies in the Danish market and spot the winners of the future. One way to get an overview of the industry is to investigate which search & headhunting companies are growing and making money and thereby becoming more important in the industry.

Another way is to look at which search & headhunting companies have been on the market the longest, have the greatest economic activity, the most employees, and thus have the strongest platform today. By combining these two perspectives, it becomes clear who the market leaders are, and who is stalled.

Market leaders

Source: Online top list

Supana’s Market Overview clearly shows that Compass Human Resources Group, Boyden, Hays, Amrop, People & Performance and Birn & Partners have good balance between their financial performance and customer reviews. Therefore, we must expect these suppliers to set the bar for the industry in the coming years too. You can check the market overview yourself at supana.com

Economic growth (the y-axis) depends on the supplier's position in the following parameters: Rate of return, growth in economic activity, and growth in profit for the year.

Supplier size (the x-axis) depends on the supplier's position in the industry in the following parameters: Age, number of employees, balance, and economic activity.

29

The winners of the future There is no doubt that the market leaders will put their mark on the industry in the coming years. But it is also interesting to spot tomorrow's winners. Here are three trends: 1. Large, established Executive Search companies such as Egon Zehnder, Odgers Berndtson, Russel Reynolds and Korn/Ferry, that already have a large market share, need to develop their business models if they want to maintain their position in the market and re-establish growth. But customer favorites Laigaard & Partners and Comentor must also develop their business in order to kickstart growth.

2. Relatively small companies at the top, in terms of quality, will take up sig-

nificant market shares in the coming years. Therefore, it is interesting to follow mpeople, which despite the specialization in technology, is growing significantly and is on the way to an even stronger position in the market.

Birn & Partners and Humantrust’s high economic growth makes them exciting to keep an eye on in the future, to see whether they can maintain the high customer satisfaction.

3. Hays, Boyden, Amrop and Hansen Toft’s good economic performance also offers great market potential. But in an increasingly customer-focused industry, it is crucial that they dedicate all resources to optimizing customer experience in the future.

Activity level Economic activity shows the supplier's revenue, gross earnings, or gross profit.

Most of the suppliers are in the Danish company class B and rarely report revenue, so gross earnings or gross profit are used to indicate economic activity.

2 The staffing industry includes industry codes 781000 (employment offices), 782000 (temp agencies), and 783000 (Other staffing) in Statistics Denmark DB07.

After a huge boost in the activity level of the search & headhunting industry last year, the growth in the past 12 months has been normalized, and now stands at 7%. This is in stark contrast to the recruitment industry, which grew 16% in the same period.

The explanation for this is not immediately obvious, as there is an increasing need for the suppliers’ services due to pressure in the labor market. People in the industry also say that it is difficult to find a single explanation for the weaker growth. But many suppliers report rising price competition in the industry.

Over the past 5 years, the search & headhunting industry's development has also been significantly poorer than that of the staffing industry as a whole2. In the past 5 years, the activity level has grown by 36%,

FACTS

The staffing industry Economic activity Annual growth Employees

Economic activity per employee.

DKK 15,859 million.

Supana

™

The Search & Headhunting Industry DKK 1,095 million.

11 largest Executive Search companies DKK 295 million.

14 %

7%

6%

21,867

1,410

233

DKK 0.73 million.

DKK 0.78 million.

DKK 1.267 million.

Source: Statistics Denmark & Supana, ​​ 2017

30

which is significantly less than the staffing industry's growth of 54%. This may indicate a shift in the industry, where the recruitment agencies take a larger and larger share of the search & headhunting industry. We can also see that revenue per employee in the staffing industry is only DKK 50,000 lower than in the search & headhunting industry.

This is surprising, because the industry itself perceives its product as more sophisticated and exclusive.

However, the 11 largest executive search companies differ significantly from the rest of the suppliers. Here the average revenue per employee is almost half a million DKK higher. It will be exciting to watch what the shift in the industry and the rising competition entail for the fundamental competitive conditions in the industry in 2018.

Economic activity in the search & headhunting industry

Ă˜konomisk aktivitet rekrutterings- og bemandingsbranchen 1.200.000.000

17.000.000.000

1.150.000.000

1.024.460.029 kr.

16.000.000.000

1.100.000.000 1.050.000.000

1.095.227.100 kr.

1.000.000.000

14.000.000.000

872.595.338 kr. 887.863.851 kr.

950.000.000 900.000.000

15.000.000.000

13.000.000.000

806.776.827 kr.

850.000.000

12.000.000.000

800.000.000 11.000.000.000

750.000.000 700.000.000

2012

2013

Staffing Industry in Denmark

2014

2015

2016

10.000.000.000

100 largest search & headhunting companies in Denmark

Source: The Danish Business Authority, 2017 and supana.com

Biggest in search & headhunting Experis, who specializes in the IT and technology area, is Denmark's biggest search & headhunting company, with a market share of 11%. The top 5 alone shows how fragmented the industry is. It contains everything from generic recruiting companies, specialist-focused IT consulting agencies, Executive Search companies, etc. Mercuri Urval is number 2 on the top list, but unlike Experis, they have to watch their market share fall year after year.

A relatively large part of the revenue is concentrated in the Top 10 in the industry, which collectively accounts for 50% of

the economic activity. There is not a lot to indicate that these conditions will change significantly in the future. Thus, 7 out of 10 of the largest suppliers are growing more than the median of the industry. However, it is worth noting that Executive Search companies such as Egon Zehnder, Amrop, etc. are growing significantly less than the rest of the industry. Read more about the Executive Search industry on pages 16-19 On the other hand, it appears that suppliers with an economic activity ranging from about 5 million to 10 million can grow 2-3 times the market growth without a problem.

31

The search & headhunting industry measured in economic activity

32

Economic activity1

Development (1 year)

Development (5 years)

Market share

DKK 124,437,000

8%

59%

11%

1

Experis A/S

2

Mercuri Urval A/S

DKK 93,544,485

-9%

-11%

9%

3

Egon Zehnder P/S

DKK 60,026,512

3%

-29%

5%

4

Amrop A/S

DKK 55,259,186

-5%

35%

5%

5

Konsulenthuset Ballisager A/S

DKK 38,346,233

24%

17%

4%

6

Russell Reynolds Associates A/S

DKK 38,319,801

8%

10%

3%

7

People & Performance A/S

DKK 36,510,564

11%

41%

3%

8

Randstad A/S

DKK 35,467,690

125%

144%

3%

9

Compass Human Resources Group A/S

DKK 32,253,249

27%

147%

3%

10

Boyden A/S

DKK 31,663,735

25%

474%

3%

11

Odgers Berndtson A/S

DKK 30,354,827

2%

27%

3%

12

Spencer Stuart International P/S

DKK 29,994,064

-6%

124%

3%

13

Flensby & Partners A/S (new company)

DKK 27,282,486

-27%

14

Hansen Toft A/S

DKK 24,202,067

13%

96%

2%

15

Sam Executive Search A/S

DKK 21,117,867

-3%

66%

2%

16

Scanpeople ApS

DKK 19,583,090

13%

607%

2%

17

Unique Human Capital A/S

DKK 19,012,000

18%

67%

2%

18

Laigaard & Partners A/S

DKK 17,126,000

-3%

130%

2%

19

GML-HR A/S

DKK 14,823,797

0%

262%

1%

20

Expuri ApS

DKK 14,381,377

5%

72%

1%

21

Hudson Global Resources A/S

DKK 13,242,970

3%

48%

1%

22

Moment Professionals A/S

DKK 13,190,000

-10%

35%

1%

23

Stanton Chase

DKK 13,139,217

18%

24

Hays Specialist Recruitment (Denmark) A/S

DKK 11,879,572

206%

-39%

1%

25

Nigel Wright Consultancy Denmark ApS

DKK 11,564,651

-9%

-53%

1%

26

Genitor ApS

DKK 11,080,060

22%

27

Pointer A/S

DKK 10,750,410

14%

79%

1%

28

Korn/Ferry International A/S

DKK 10,177,724

267%

108%

1%

29

Kjerulf & Partnere A/S

DKK 10,154,489

-12%

3%

1%

30

Momentum Consulting A/S

DKK 9,182,531

-17%

-13%

1%

31

Proselection ApS

DKK 8,566,315

-13%

66%

1%

32

Birn & Partners ApS

DKK 8,529,882

76%

718%

1%

33

Bortforpagtningsselskabet Basico A/S

DKK 8,446,153

10%

-89%

1%

34

Directure A/S

DKK 8,126,391

-8%

9%

1%

35

Peak Rekruttering ApS

DKK 7,795,069

10%

36

Capax Recruitment ApS

DKK 7,711,258

34%

424%

1%

37

Nordic Headhunting ApS

DKK 7,615,541

8%

-398%

1%

38

Copenhagen Search Partners P/S

DKK 7,519,289

73%

39

Dahl & Kjærgaard Human Resources ApS

DKK 6,997,236

20%

40

mpeople ApS

DKK 6,954,121

344%

Supana

™

2%

1%

1%

1%

1% 82%

1% 1%

Development (1 year)

Development (5 years)

Market share

41

Comentor A/S

DKK 6,710,902

-7%

226%

1%

42

Holm Marcher & Co. A/S

DKK 6,381,122

16%

399%

1%

43

Sale Nordic Danmark A/S

DKK 5,977,655

12%

-78%

1%

44

Brinch & Partners ApS

DKK 5,639,857

38%

324%

1%

45

Humantrust A/S

DKK 5,590,850

24%

145%

1%

46

Mind Group A/S

DKK 5,468,670

2%

564%

0%

47

Peoplelink ApS

DKK 4,945,617

10%

98%

0%

48

Transearch International A/S

DKK 4,859,442

20%

49

Signium International, Danmark ApS

DKK 4,814,526

10%

47%

0%

50

Resources Denmark ApS

DKK 4,532,399

96%

13,336%

0%

51

Sensu A/S

DKK 4,194,990

-11%

451%

0%

52

Promando A/S

DKK 4,086,402

6%

-22%

0%

53

SCR A/S

DKK 4,023,337

-4%

78%

0%

54

Tomma Consulting

DKK 4,007,408

23%

55

Coresearch Vision A/S

DKK 3,992,079

-6%

48%

0%

56

Lisberg Executive Search A/S

DKK 3,777,188

-43%

-26%

0%

57

European Search Company ApS

DKK 3,674,995

10%

1,191%

0%

58

Confidence Search A/S

DKK 3,571,192

-1%

309%

0%

59

Globesearch Management A/S

DKK 3,558,436

-26%

-31%

0%

60

Azets Employee Public A/S

DKK 3,394,493

34%

21%

0%

61

Active Search 1998 A/S

DKK 3,167,944

35%

67%

0%

62

Bloom ApS

DKK 3,000,619

21%

158%

0%

100 largest suppliers

DKK 1,095,227,100

7%

36%

Staffing industry in total

DKK 15,859,000,000

14%

54%

0%

0%

Source: The Danish Business Authority and supana.com 2017

Economic activity1

The table includes all suppliers that have an economic activity that is higher than DKK 3 million.

Economic activity shows the supplier's revenue, gross earnings, or gross profit. Most of the suppliers are in the Danish company class B and rarely report revenue, so gross earnings or gross profit are used to indicate economic activity.

1

33

LOSERS AND WINNERS We find the strongest growth further down the chart, which indicates that changes are slowly on the way in the industry. A number of medium-sized search & headhunting companies are showing hyper growth. mpeople (344%) is at the top, but also two of the losers from last year, Korn/Ferry and Hays, are back on the growth track with a growth of 267% and 206% respectively.

In total, 19 of the 100 largest search & headhunting companies are showing hypergrowth. Hypergrowth means that their

economic activity is growing by more than 40%. Large suppliers such as Compass Human Resources Group (27%) and Boyden (25%) are also growing significantly, and confirm the industry’s strong dynamics.

Several of the older and more established suppliers perform worse, who have not managed to develop their businesses sufficiently in the past 12 months. Among the prominent losers, we find Mercuri Urval (-9%), Kjerulf & Partnere (-12%), Flensby & Partners (-27%) and Lisberg Executive Search (-43%).

Economic activity DKK 6,954,121

344%

Korn/Ferry International A/S

DKK 10,177,724

267%

Hays Specialist Recruitment (Denmark) A/S

DKK 11,879,572

206%

Randstad A/S

DKK 35,467,690

125%

Resources Denmark ApS

DKK 4,532,399

96%

Birn & Partners ApS

DKK 8,529,882

76%

Copenhagen Search Partners P/S

DKK 7,519,289

73%

Brinch & Partners ApS

DKK 5,639,857

38%

Active Search 1998 A/S

DKK 3,167,944

35%

Capax Recruitment ApS

DKK 7,711,258

34%

mpeople ApS

DKK 3,394,493

34%

Compass Human Resources Group A/S

DKK 32,253,249

27%

Boyden A/S

DKK 31,663,735

25%

DKK 5,590,850

24%

DKK 38,346,233

24%

DKK 4,007,408

23%

Genitor ApS

DKK 11,080,060

22%

Bloom ApS

DKK 3,000,619

21%

Mercuri Urval A/S

DKK 93,544,485

-9%

Nigel Wright Consultancy Denmark ApS

DKK 11,564,651

-9%

Moment Professionals A/S

DKK 13,190,000

-10%

DKK 4,194,990

-11%

DKK 10,154,489

-12%

Proselection ApS

DKK 8,566,315

-13%

Momentum Consulting A/S

DKK 9,182,531

-17%

Globesearch Management A/S

DKK 3,558,436

-26%

DKK 27,282,486

-27%

CAD Kompagniet A/S

DKK 2,675,137

-35%

Lisberg Executive Search A/S

DKK 3,777,188

-43%

Azets Employee Public A/S

Humantrust A/S Konsulenthuset Ballisager A/S Tomma Consulting

Sensu A/S Kjerulf & Partnere A/S

Flensby & Partners A/S

34

Supana

™

Growth

EMPLOYEES IN THE INDUSTRY The search & headhunting industry is a small part of the Danish staffing industry.

It accounts for 6-7% of the industry, depending on whether revenue or number of employees are considered. The largest search & headhunting companies, measured in employees, are Mercuri Urval,

Randstad, Experis, Amrop and Compass Human Resources Group. Search & headhunting companies with more than 19 employees constitute a total of 9% of the industry. An industry that is characterized by a multitude of small local actors.

The search & headhunting industry measured Rekrutteringsvirksomheder målt på antal ansattein number of employees 9% 10%

20-100+ employees 10-19 employees

13% 68%

5-9 employees 1-4 employees

Unlike large companies, small companies, which make up the majority of suppliers in the industry, do not disclose the specific number of employees. Therefore, the data is based on the number from the Danish Business Authority’s categorization, which in turn is based on figures from the Danish Tax and Customs Administration.

Source: The Danish Business Authority and supana.com 2017

35

PROFIT & LOSS

Return on investment is the most important of the financial ratios. It is suitable for comparing very different companies, as it doesn’t depend on the companies’ mission, size (turnover), and capital base (relation between debt and equity).

Note that the result from ordinary operations, and not the profit for the year, that is used to calculate the return on investment.

36

Supana

™

Humantrust and Amrop. Amrop delivered the industry's absolute largest profit of DKK 26.5 million. This is more than 4 times as big as the industry's second best. The industry's largest deficit comes from Randstad that collects a loss of more than 8 million, and thus has a return on assets of 0%. Korn/Ferry has the lowest return on investment, and despite an improvement in last year's results they still have a loss of over DKK 7 million.

Flensby & Partners, Moment Professionals and Randstad share the same gruesome destiny as they have to watch their results fall by more than 1,000%.

Return on investment Tomma Consulting GML-HR A/S Humantrust A/S Amrop A/S European Search Company ApS Brinch & Partners ApS Genitor ApS Unique Human Capital A/S Nyberg Group A/S Expuri ApS mpeople ApS Recruit It ApS SCR A/S Basico A/S Capax Recruitment ApS Coresearch Vision A/S Active Search 1998 A/S Boyden A/S Odgers Berndtson A/S Median (100 suppliers) Hays Specialist Recruitment Hansen Toft A/S Egon Zehnder P/S Compass Human Resources Group A/S People & Performance A/S Sam Executive Search A/S Mercuri Urval A/S Spencer Stuart International P/S Russell Reynolds Associates A/S Laigaard & Partners A/S Randstad A/S Experis A/S K2 Search ApS Nigel Wright Consultancy Denmark ApS Right Management Denmark A/S Search It People ApS Lisberg Executive Search A/S Lohff Management Consultants A/S Mangaard & Partners ApS Flensby & Partners A/S Moment Professionals A/S Korn/Ferry International A/S

388 152 96 77 74 67 62 61 58 50 47 46 45 44 44 40 40 31 30 19 18 14 12 12 11 10 8 3 3 1 0 -1 -3 -3 -3 -7 -7 -13 -18 -26 -51 -54

Profit / Loss DKK 2,304,714 DKK 4,773,462 DKK 1,692,380 DKK 26,524,970 DKK 2,134,654 DKK 2,207,424 DKK 2,372,698 DKK 2,717,000 DKK 878,218 DKK 204,347 DKK 2,324,998 DKK 677,065 DKK 1,128,299 DKK 6,332,879 DKK 1,249,557 DKK 857,152 DKK 1,404,996 DKK 6,000,002 DKK 6,016,888 DKK 681,930 DKK 3,154,176 DKK 1,535,391 DKK 5,565,742 DKK 1,653,007 DKK 774,945 DKK -160,992 DKK 6,304,692 DKK 592,558 DKK 1,474,736 DKK 38,000 DKK -8,273,550 DKK -2,386,000 DKK 82,062 DKK -84,416 DKK -471,934 DKK -139,522 DKK -196,529 DKK -446,650 DKK -66,039 DKK -2,306,267 DKK -1,521,000 DKK -7,523,320

Development in profit 19% -4% 288% -14% 18% 79% 90% -20% -33% 53% 46,596% 110% -27% 10% 99% -9% 438% -14% -16% -201% 20% 135% 45% 2,651% -136% -27% 42% 8% -98% -1,374% -48% -108% -112% -30% -159% -149% -357% -16.1265% 1,571% 13%

Source: The Danish Business Authority and supana.com 2017

The industry's return on investment has increased from last year, which tells us that the industry has become significantly better at generating profit. Despite the major changes in the industry, the current median of 19% in return on investment (17% last year) is quite decent. The conclusion is that it is a lucrative business being a search & headhunting company in Denmark. The industry is characterized by relatively small companies, and profit amounts to an average DKK 681,930 per company.

The most profitable performers are Tomma Consulting followed by GML-HR,

DENMARK'S MOST EFFICIENT SUPPLIER that their activities are smaller than their staff costs. However, high efficiency is not a guarantee of high quality. The analysis shows that there is no correlation between efficiency and customer satisfaction. Thus, the high staff costs are not explained by the fact that the search & headhunting companies have more skilled employees who provide better service and quality to the customers.

Efficiency ratio The figure indicates how much each DKK in the payroll contributes to the company's regular profit. This says something about efficiency.

Economic activity Payroll costs

Effectiveness European Search Company ApS Amrop A/S Brinch & Partners ApS Moment Professionals A/S Unique Human Capital A/S mpeople ApS Humantrust A/S GML-HR A/S CAD Kompagniet A/S SCR A/S Laigaard & Partners A/S Coresearch Vision A/S Active Search 1998 A/S Holm Marcher & Co. A/S Hays Specialist Recruitment A/S Genitor ApS Peoplelink ApS Boyden A/S Median Odgers Berndtson A/S Nigel Wright Consultancy Denmark ApS Egon Zehnder P/S Experis A/S Mercuri Urval A/S Sam Executive Search A/S Russell Reynolds Associates A/S Compass Human Resources Group A/S People & Performance A/S Signium International, Danmark ApS Spencer Stuart International P/S Lisberg Executive Search A/S Promando A/S Korn/Ferry International A/S Flensby & Partners A/S Randstad A/S Directure A/S Hudson Global Resources A/S

397% 263% 203% 193% 187% 185% 183% 173% 164% 159% 157% 147% 146% 144% 139% 139% 137% 135% 135% 133% 130% 127% 112% 110% 109% 108% 107% 105% 104% 104% 96% 89% 58% -91% -101% -110% -121%

* The calculations are only done for suppliers with more than DKK 3 million in economic activity.

= Efficiency ratio

Economic activity

Payroll costs

DKK 3,674,995 DKK 55,259,186 DKK 5,639,857 DKK 13,190,000 DKK 19,012,000 DKK 6,954,121 DKK 5,590,850 DKK 14,823,797 DKK 4,113,686 DKK 4,023,337 DKK 17,126,000 DKK 3,992,079 DKK 3,167,944 DKK 6,381,122 DKK 11,879,572 DKK 11,080,060 DKK 4,945,617 DKK 31,663,735 DKK 11,080,060 DKK 30,354,827 DKK 11,564,651 DKK 60,026,512 DKK 124,437,000 DKK 93,544,485 DKK 21,117,867 DKK 38,319,801 DKK 32,253,249 DKK 36,510,564 DKK 4,814,526 DKK 29,994,064 DKK 3,777,188 DKK 4,086,402 DKK 10,177,724 DKK 27,282,486 DKK 35,467,690 DKK 8,126,391 DKK 13,242,970

DKK 926,657 DKK 21,016,969 DKK 2,775,693 DKK 6,830,000 DKK 10,169,000 DKK 3,758,094 DKK 3,051,679 DKK 8,577,719 DKK 2,501,202 DKK 2,524,169 DKK 10,899,000 DKK 2,717,597 DKK 2,164,629 DKK 4,421,692 DKK 8,516,080 DKK 7,971,461 DKK 3,603,454 DKK 23,375,696 DKK 4,421,692 DKK 22,888,616 DKK 8,893,293 DKK 47,383,703 DKK 110,890,000 DKK 85,369,741 DKK 19,364,662 DKK 35,462,788 DKK 30,033,201 DKK 34,695,339 DKK 4,611,905 DKK 28,753,343 DKK 3,935,871 DKK 4,600,849 DKK 17,604,297 DKK 29,962,970 DKK 35,012,342 DKK 7,408,896 DKK 10,913,564

Source: The Danish Business Authority and supana.com 2017

The most efficient supplier in the industry is European Search Company, followed by Amrop and Brinch & Partners, who have clearly found an efficient organization.

There is a big difference in how efficient the suppliers are, and the analysis shows that the industry has an efficiency ratio of 135%.

Many of the suppliers have an efficiency ratio of less than 100%, which means

37

ONBOARDING – trend, or new wine in old bottles?

Onboarding is trending and it focuses on a factor of great importance in recruitment, namely the retention of the new manager/employee. Onboarding is not a new thing, but is on its way to become part of the overall package that a large part of the recruitment industry are offering customers. There may be different reasons for this development – on one hand there is a recognized customer need, for some headhunters a new source of earnings, for others it happens because we have experience and have seen the results of inadequate onboarding. Previously, we called on-boarding ‘introductory schedule’, and now, as in so many other areas, we have merely taken on a more internationally known name for it.

By Jan Fritzbøger, headhunter and partner at Holmgaard Management

How can the headhunter contribute to onboarding?

The headhunter knows the company, its closest officers and employees well from the recruitment process, and thus also the requirements and expectations placed on the candidate. Once the client and the candidate have agreed on a contract, the headhunter can offer advice and guidance to the line organization through the onboarding process, as they may not have much experience in bringing new colleagues on board, but they can also make themselves available as a spokesperson in the initial and follow-up matching of expectations.

The in-depth knowledge of the candidate/ new employee, and the trust between the candidate and the headhunter that is built up during the recruitment process, entail that the headhunter can act as a mediator if something does not work in the matching of

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expectations and vice versa.

If something goes wrong, it will be natural for the headhunter to step in as a mediator and work on the things that, according to the matching of expectations, are lacking between the parties. The headhunter helps ensure order during the process, and avoids the escalation of minor annoying conditions into something that could potentially set the newly established collaboration off course. Backed by the right organization, the headhunter can roll out a security net during the new employent, which is difficult for the client to do personally.

Case: Android or iPhone?

In real life, a phone has been the subject of conflict shortly after employment. During the recruitment process, a sales manager had confirmed that he wanted an iPhone as a company phone, but was instead given an Android-based phone. Both phones may be the same in practice, but it was a big disappointment for the sales manager not getting the phone he had been promised.

After the first month of employment we had an onboarding conversation with the sales manager and the phone came up, so it was natural to bring it up in the next talk with the immediate supervisor. The sales manager got his iPhone, of course, but the lesson for the supervisor was also that it was necessary to be very precise about expectations with this sales manager in the future. The price difference between the 2 phones was minimal, while the lesson for both parties became a cornerstone of their further cooperation.

The point is also that the sales manager had barely mentioned the disappointment he felt directly to the supervisor, but the headhunter

as a neutral party caught the potential for conflict before it evolved and could therefore provide assistance so that “little things did not become big things.”

Direct costs

Large or small business? Onboarding is no different, but resources are!

Your business may be large, with established business procedures for introducing new employees, or small and lacking in experience.

The fact is, flowers on the first day alone do not make the new employment relationship a success.

If you want a new employee on board, start asking yourself “who is responsible for introducing the new employee to the job?”

There should be only one person responsible.

Then ask: “What would I like to know and be introduced to, if this were my job?” You know the job description, the daily interface, and the most important resources in the organization. Make a list and make arrangements with stakeholders for when the new employee can come by.

As a young manager, I was personally part of the line organization, and I was in charge of new employees. If it weren’t for good employees and colleagues, with my first new colleague I would have missed door cards, network access, explaining about cafeteria routines, etc., which is all pretty basic information. But it takes time to set up planning of introductions to colleagues in other departments too, resource departments, etc. inside and outside the organization, and therefore it is good to learn from others. I got help, and quickly learned the value of a well-planned and thoughtful introduction process. In smaller companies the process is more manageable, but the considerations are basically the same.

Why is the headhunter central?

As experienced headhunters, we have the insight to know that a good introduction can ensure a long employment relationship.

We can ask the right questions and secure relevant considerations before new employees start.

And the experienced headhunter knows better than many others the large costs that almost always derive from a flawed recruitment process. Not least, indirect costs are often overlooked when the cost of a failed recruitment is added up. If onboarding can help maintain employees who would otherwise quickly move on, it automatically saves significant amounts of money.

We all know situations where a premature

Indirect costs The amount of indirect costs significantly exceeds the direct costs of a failed recruitment, and they are often overlooked.

break between the company and a new hire was inevitable (causes: new supervisor, changed job content following organizational changes, cost-cutting, etc). Without having a specific account of the number of employments that have failed within the first year due to a lack of onboarding, it is our experience and professional assessment that good onboarding always pays off.

If your headhunter focuses on successful recruitment, their organization will not only offer its resources in the onboarding process, but it will also give support through stress coaches, business psychologists and other counselors.

The investment in the headhunter, who is responsible for the entire headhunting process, is well-invested money, when compared with the total of direct and indirect costs associated with a failed recruitment process, such as: • • • • •

Interim employment in the position New recruitment costs Lost production/productivity Image-loss Etc.

And add to that, gossip within the organization and the associated productivity loss.

Competent onboarding will also be a factor in retaining your new great manager or specialist.

Is onboarding really a trend?

Before, we called it introductory courses, now it is called onboarding. The difference, with “trend goggles” on, is that companies have become more aware of the value of “the good” onboarding process, while acknowledging that experienced headhunters focus on the employee, with a professional organization behind them and lots of valuable insights to offer.

By Jan Fritzbøger, headhunter and partner at Holmgaard Management

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CHARACTERISTICS OF THE INDUSTRY THE INDUSTRY’S STRENGTHS It is very easy to become a headhunter, because the barriers to entry in the industry are very low. It does not require much more than a phone and a network to become a headhunter. There are no certifications, capital requirements or anything else that make it a difficult task to become a headhunter. Therefore, customers regularly meet suppliers in the industry that do not deliver value for money.

The 2017 analysis shows that the search & headhunting industry is not as

bad as its reputation. 92% of customers find that their supplier complies with budgets, schedules and other agreements, and only a few find that basic agreements are breached. Although more than 800 customers have provided input, and the analysis contains data on 104 of the most widely used suppliers, there are still more than one hundred suppliers whose quality has not yet been measured by Supana.

STYRKER Search &STØRSTE headhunting companies’ biggest strengths Credible communication 0% 1% 6%

Compliance 1%2% 5%

Employer branding 1% 2%

9%

30%

63%

31%

61%

29%

strongly disagree

60%

disagree

neutral

agree

strongly agree

The figure shows the extent to which customers perceive that the supplier shows this behavior.

Customers are most satisfied with search & headhunting companies’ communication, which they perceive as both credible and trustworthy. In addition, almost 9 out of 10 customers find that their supplier matches the organization’s employer brand and acts as a good representative. There is a great spread in the industry: mpeople is the company that customers think best 40

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supports their brand. They are closely followed by Tomma Consulting. Among the Executive Search suppliers, Stanton Chase and Laigaard & Partners top the list. Further down the list we find Mercuri Urval, Amrop and Hudson Global Resources, which some of the customers do not perceive as good representatives of their employer brand.

God repræsentant somthe matcher kundens employer brand Good representative who matches customer’s employer brand 5

6

7

Mpeople ApS Tomma Consulting Stanton Chase Laigaard & Partners A/S Holmgaard Management Qvist Search ApS Hammer Andersen Compass Human Resources Group A/S Birn & Partners ApS Frontpeople A/S Best Talent A/S Nyberg Group A/S People & Performance A/S Comentor A/S Sales Management ApS Globesearch Management A/S Curia Momentum Consulting A/S Fischer & Company Pharmarelations ApS Humantrust A/S European Search Company ApS Hansen Toft A/S Flensby & Partners A/S Brinch & Partners ApS Median 104 leverandører SCR A/S Nordic Search Group ApS Lisberg Executive Search A/S Mercuri Urval A/S Amrop A/S Hudson Global Resources A/S

8

9 9,4 9,3 9,3 9,2 9,2 9,2 9,1

9,0 9,0 8,8 8,8 8,8 8,8 8,7 8,6 8,5 8,5 8,4 8,3 8,2 8,0 8,0 7,9 7,8 7,8 7,7 7,6 7,5 7,3 7,2

7,0 6,9

The figure shows the extent to which customers find that the supplier is a good representative that matches the organization's employer brand.

CHALLENGE: LACK OF INNOVATION According to the customers innovation, value for money, and number of suitable candidates are the weakest areas of the search & headhunting companies services. But the challenge is not overwhelming, as 60% of customers see their supplier as sufficiently innovative. 35% of customers find that their supplier does not provide sufficient value for money. At the same time, almost one third

of customers believe that their supplier is not able to present an appropriate number of candidates. Determining whether this figure is high due to intense pressure in the labor market is difficult, but it is a factor that future customers should consider when choosing a supplier (see top 5 on the next page).

Search & Headhunting companies’ biggest challenges STØRSTE UDFORDRINGER Innovation

7%

10%

Value for Money

8%

9%

Number of candidates

6%

8%

23%

36%

18%

33%

17%

strongly disagree

32%

39%

disagree

neutral

agree

24%

30%

The figure shows the extent to which customers perceive that the supplier shows this behavior.

strongly agree

41

If you dive into the numbers, the image becomes more nuanced. The difference between the most and least innovative search & headhunting companies is very large. It seems that innovation comes primarily from the smaller search & headhunting companies. Hammer Andersen, Qvist Search and Sales Management are

significantly above the industry’s median of 7.05.

At the other end of the scale lie larger, well-established suppliers such as Amrop and Flensby & Partners. But even the somewhat smaller, IT and technical-anchored SCR and mpeople are below the median of the industry.

Innovation Top 5 Innovation and Bottom 5 Top 5 og Bund 5 5

6

7

8

Hammer Andersen

9 8,2

Qvist Search ApS

8,1

Sales Management ApS

8,1

European Search Company ApS

7,8

Humantrust A/S

7,8

Median 104 leverandører

7,1

Mpeople ApS

6,5

SCR A/S

6,4

Lisberg Executive Search A/S

5,8

Flensby & Partners A/S

5,5

Amrop A/S

5,2

The figure shows the extent to which customers perceive that the supplier’s service is innovative.

LACK OF CANDIDATES There is no doubt that the pressure on the job market makes it necessary to place requirements on one’s supplier for the product - i.e. the candidates. It is therefore interesting to investigate whether customers feel that an appropriate number of candidates are being presented

during the process.

Hammer Andersen, Tomma Consulting and Stanton Chase are at the top of the list. But specialized suppliers such as Best Talent (Pharma & Life Science) and GlobeSearch (IT) are also able to meet customer expectations.

Presents anet appropriate of candidates Top 10 - Præsenterer passendenumber antal kandidater 5

6

7

8

9

Hammer Andersen

9,2

Tomma Consulting

9,1

Stanton Chase

8,9

Qvist Search ApS

8,9

Best Talent A/S

8,8

Nyberg Group A/S

8,7

Globesearch Management A/S

8,5

Laigaard & Partners A/S

8,5

Compass A/S

8,5

People & Performance A/S Median 104 leverandører

8,5 7,7

The figure shows the extent to which customers perceive that the supplier presents an appropriate number of candidates.

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CANDIDATE SKILLS AND PERFORMANCE Group is in the top 10.

Two of the suppliers in the list stand out, as there were very big differences between the candidates' skills and whether they met expectations. What Lisberg Executive Search and PharmaRelations lack in terms of candidates’ skills and experience seems to be balanced by the candidates fulfilling customer expectations.

It is not enough to match the customer’s employer brand or find a lot of candidates.

The search & headhunting company must also ensure that the right candidates are attracted and hired. Here, Stanton Chase is at the very top! They are followed by Holmgaard Management, Qvist Search, and Laigaard & partners with scores well above the other suppliers in the industry. Of the major suppliers, Compass Human Resource

Kandidaternes kompetencer og performance

Candidates’ skills and performance 6

7

8

9

Stanton Chase Holmgaard Management Qvist Search ApS Laigaard & Partners A/S Hammer Andersen Globesearch Management A/S

Tomma Consulting Frontpeople A/S Momentum Consulting A/S Compass A/S Sales Management ApS People & Performance A/S Nyberg Group A/S Best Talent A/S

Humantrust A/S Lisberg Executive Search A/S Birn & Partners ApS Comentor A/S Fischer & Company Mercuri Urval A/S European Search Company

Pharmarelations ApS Curia Hansen Toft A/S SCR A/S Flensby & Partners A/S mpeople ApS Median (104 suppliers) Brinch & Partners ApS

Nordic Search Group ApS Hudson Global Resources A/S Amrop A/S

Presented candidates have relevant experience and competencies

Hired candidates fully meets the expectations

The figure shows the extent to which customers find that candidates have the right skills, and whether the employed candidates subsequently meet expectations.

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HOT OR NOT? What customers want

  

The HOT headhunter is an effective adviser, who is great at establishing relationships and always has an eye on customer experience. Feedback from more than 800 customers draws a clear picture of the ideal search & headhunting company.

The customers' ideal supplier establishes strong cooperation and can act as an

effective partner. Customers also want the supplier to communicate clearly, directly, and accurately when interacting with relevant contact persons. Finally, customers want a clear focus on quality, and hard work to ensure customer satisfaction in everything they deliver.

Innovation is out

  

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Customers have very moderate expectations for the industry’s innovation. Low expectations for innovation make it difficult to involve customers in the development of new products and technologies. This will hamper the industry's ability to adapt to new demands in the future.

The fact that innovation is not prioritized in the customers’ list of requirements could explain why only a few search & headhunting companies are perceived as innovative. It is simply not on their agenda!

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

2/3 DO NOT RECOMMEND THEIR HEADHUNTER The search & headhunting industry's average NPS is 33, i.e. one out of three customers would recommend their headhunter. Conversely, this means that two thirds of customers are negative or neutral toward their supplier.

The industry itself describes the competition as tough, which could be explained by the difficulties of finding qualified candidates and due to customers’ often unrealistically high expectations. All these factors make it difficult to secure a high proportion of customer ambassadors. Several international studies show that the NPS score has been heavily dysfunctional in large parts of the industry for the last 7-8 years. For example, the proportion of critical customers has more than doubled during this period1.

The consequence is that customer ambassadors are becoming more rare.

In Denmark, too, a declining number of customers perceive themselves as customer ambassadors. This indicates that the industry as a whole does not deliver a satisfactory customer experience.

We can see that many suppliers in the industry are becoming more aware of what customers think and experience.

When we launched the 2015 analysis, it was consistent with the majority of headhunters that they had no interest in making the industry more transparent: customers already knew what they were getting. The truth probably was that a majority of the suppliers in the industry only focused on maximizing sales efforts. In the 2017 report only three years later, we can see an increasing focus on customer loyalty and quality.

1

Source: inavero.com

WHAT IS NPS? The method is called Net Promoter Score® and is based on customers’ answers to the question: “How likely are you to recommend your search & headhunting company to a friend, colleague or busi-

ness connection?” If it is very likely that customers would recommend a headhunter to others, then this headhunter has a high NPS score.

Search & headhunting companies’ NPS can be found in the top list on page 7

WHAT IS THE CUSTOMER'S JUDGMENT? When asking customers what they think there is the risk that they might answer truthfully. On the next page, it is clear that the suppliers in the 2017 analysis have far more satisfied customers than the industry as a whole. Tomma Consulting (NPS 93), which focuses particularly on the construction industry and on production companies, is the search company that customers are most likely to recom-

Detractors

0

1

Passive Promoters

2

3

4

5

6

7

8

9

10

mend. They are closely followed by mpeople (NPS 90), which specializes in more technical profiles. Of the major search companies, Laigaard & Partners (NPS 75), Compass Human Resources Group (NPS 68) are at the top, while major players like Amrop, Flensby & Partners and Brinch & Partners are somewhat below the industry average.

In 2003, NPS was introduced as a measurement standard for customer loyalty by asking the question: “How likely is it that you would recommend the supplier to a friend or colleague?”.

Customers answer the question on a 0-10 scale, and are divided into three groups.

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Net Promoter Score (distribution of respondents) Kundeambassadører 0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Tomma Consulting Mpeople ApS

Qvist Search ApS Hammer Andersen Sales Management ApS

Holmgaard Management Humantrust A/S Frontpeople A/S Best Talent A/S Stanton Chase

Laigaard & Partners A/S Curia Compass Human Resources Group A/S

Nyberg Group A/S Fischer & Company Comentor A/S

People & Performance A/S Momentum Consulting A/S European Search Company ApS Birn & Partners ApS Globesearch Management A/S

Hansen Toft A/S Hudson Global Resources A/S Pharmarelations ApS

Median (104 suppliers) Mercuri Urval A/S SCR A/S

Lisberg Executive Search A/S Nordic Search Group ApS Flensby & Partners A/S Brinch & Partners ApS Amrop A/S

Detractors

Passive customers

The NPS top list is characterized by suppliers with many satisfied customers. This is because these companies are more likely to encourage their customers to participate in Supana's independent customer surveys. At the same time, suppliers who know that customer satisfaction is low are less likely to encourage their customers to

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Promoters

participate. They simply fear the customers' judgment. As a consequence, you as a reader can use the analysis to select the suppliers that are recommendable.

However, you cannot use the analysis to identify the rotten apples of the industry, as these suppliers are underrepresented in the analysis.

THE TRENDY HEADHUNTER A crucial factor for the customer to recommend the supplier, is whether they match the customer's employer branding.

A recommended headhunter is measured on their ability to represent and match the customer’s employer brand. It is evident that suppliers whose customers do not experience this match have significantly fewer loyal customers. Customers are loyal to suppliers who can match them, or at least match how the customers want to be perceived. It seems quite obvious that in this way, search & headhunting companies are a natural extension of the customer’s brand. It is thus no longer enough for a search company to have a conservative and elitist image. No, your headhunter should be trendy!

MEGATRENDS BECOME THE INDUSTRY’S GUIDING PRINCIPLE Time is running out for blue glasses and black notebooks in the search & headhunting industry. When the majority of the customers are increasingly informed about megatrends in technology, globalization, environment, and changes in demographics (for more reading, see the megatrend reports from PWC, 2017 & EY,

2017), suppliers that have the ability to reflect this will be increasingly favored by a majority of customers. More and more companies in the industry are already working with better anchored social media strategy in their research work, and even traditionally local suppliers are focusing increasingly on a global outreach.

TRUSTWORTHY COMMUNICATION AND QUALITY The analysis shows a strong statistical correlation between NPS and the ability to deliver reliable communication and high quality. We expect a professional adviser when we meet headhunters. It is no longer enough to rely on a well-established network, or just provide good candidates.

An attractive headhunter, like a lawyer or an accountant, should signal and commu-

nicate seriousness and competence. This is emphasized by the increasing importance of experienced quality in the customer/supplier relationship. Whereas many headhunters have been uncoordinated in terms of quality assurance and systematic evaluation historically – it is becoming an important customer requirement.

Importance of loyalty (recommend and repurchase)

Correlation (r)

Explanatory power

I expect to buy services from the supplier again

0.9046

82%

The supplier presents and communicates in a trustworthy manner

0.8394

70%

The supplier is a representative who matches the organization's employer brand

0.8359

70%

The supplier delivers high quality and ensures customer satisfaction

0.8081

65%

Correlation: The correlation coefficient r describes the statistical correlation between two factors. The closer r is to 1, the greater the statistical correlation. r = 0.7 is often described as a strong correlation. For example, weight and height are correlated (r = 0.7), as taller people often are heavier than shorter people.

There are of course exceptions, such as heavy short people and tall thin people.

Explanatory power: The coefficient’s variance. An explanatory power of 50% means e.g. that half of a person's weight can be explained as a result of their height.

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VALUE FOR MONEY There is a lot of variation at the top of the list of the suppliers that offer the most value for money. The list is topped by Hammer Andersen and Sales Management, both of whom specialize in sales profiles.

In third place is mpeople, who is a fairly new supplier with a focus on technical specialists. The Executive Search company Stanton Chase is in 4th place.

26 of the search & headhunting companies in the analysis lies above the median (7.41) in the industry. This means that

they statistically offer more value for money than the average. Even though there are many small search & headhunting companies at the top of the list, it should be noted that suppliers such as Stanton Chase, Laigaard & Partners and Compass Human Resources Group are significantly above the industry's median, with scores higher than 8.0. At the bottom of the list are several of the large global suppliers, such as Hudson Global Resources and Amrop.

SHOULD I CHOOSE A LARGE OR SMALL SUPPLIER? The mix of small and large suppliers on the top list shows that the size of the supplier does not matter in terms of value creation. Even though one can argue that a smaller supplier will be more committed to the customer and more dependent on the relationship, the analysis shows no

measurable effects of size. In practice this means that you as a customer must assess whether a search & headhunting company is a potentially valuable supplier, as it requires more research than just looking at their number of employees.

Ydelsen giver organisationen god værdi forvalue pengene The service gives the organization good for money 5 Hammer Andersen Sales Management ApS Mpeople ApS Stanton Chase Nyberg Group A/S Frontpeople A/S Birn & Partners ApS Holmgaard Management Tomma Consulting Qvist Search ApS Best Talent A/S Pharmarelations ApS Laigaard & Partners A/S Compass Human Resources Group A/S Fischer & Company Humantrust A/S Globesearch Management A/S European Search Company ApS Comentor A/S Hansen Toft A/S People & Performance A/S Curia Momentum Consulting A/S Mercuri Urval A/S Lisberg Executive Search A/S SCR A/S Median (104 leverandører) Brinch & Partners ApS Nordic Search Group ApS Hudson Global Resources A/S Flensby & Partners A/S Amrop A/S

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6

7

8

9

8,89 8,88 8,82 8,79 8,65 8,61 8,57 8,56 8,54 8,47 8,42 8,31 8,30 8,30 8,28 8,20 8,12 8,00 7,99 7,93 7,87 7,80 7,74 7,61 7,61 7,43 7,41 7,34 6,94 6,73

6,21 5,41

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HEADHUNTING IS NOT FOR ENTREPRENEURS On the other hand, there is a weak statistical correlation between whether the customer is a large or small company, and whether the value of a headhunter is experienced. In practice, this means that companies with less than 50

employees do not experience the same value by using an search & headhunting company as larger companies.

VALUE IS ABOUT QUALITY, COOPERATION, AND EMPLOYER BRANDING When focusing on what is most important for customers to experience value for money with a search & headhunting company, it is worth concentrating on delivering high-quality results and supporting the customer's brand. High quality in the job analysis, many talented researchers, and the right selection of candidates

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are crucial factors for giving the customers a solid picture of value for money.

Other important elements are the headhunter’s analytical skills, the ability to build an effective relationship and to make the collaboration work effectively.

Importance of search & headhunting companies offering good value for money

Correlation (r)

Explanatory power

The supplier is a representative who matches the organization's employer brand

0.7519

57%

The supplier delivers high quality and ensures customer satisfaction

0.7455

56%

The supplier establishes good relations and cooperates effectively

0.7278

53%

The supplier makes objective analyses and produces useful solutions

0.7148

51%

CAN TEMPORARY EMPLOYEES CREATE VALUE IN YOUR COMPANY? In the USA, recent surveys1 show that 35% of the workforce is not in a permanent employment position - a trend which now seems to be coming to Denmark. In the Life Science industry we are experiencing an increasing demand for “non-permanent” employees, such as consultants and temporary employees.

By Lenette Qvist Brandt, Business Unit Manager, PharmaRelations If you take a look at the IT and creative industry, there are several companies who for long have used highly qualified external consultants, not only to solve smaller tasks or take over as a temporary employee, but also as a solution to challenges in their core business. Here, companies have seen the value of putting together project teams that consist of both permanent employees and temporary contract workers, who bring specialized knowledge to the company. Organizationally, a mix of permanent and “unattached” employees can provide companies with the opportunity to quickly be able to adjust and activate their workforce according to specific challenges and changes in the market.

The increase in the number of temporary employees creates debate In the USA the freelance economy is booming, and recent studies show1 that 35% of the workforce is not in a permanent employment position. For most (63%), it is their own choice. Although many trends point towards the fact that there will be significantly more unattached employees and independent consultants, the norm in Denmark remains a permanent full-time job. However, a labor survey from Statistics Denmark’s third quarter of 2016 shows that 3 out of 10 temporary employees do not want to be permanently hired2. Statistics also show that younger workers (15-34 year-olds) are more likely to prefer a temporary employment.

From a recently published ETUI report: Benchmarking working Europe3, it also appears that the pro-

portion of employees on short-term contracts in Danish companies has increased to 13.1 percent in one year at the end of 2016. No statistics on temporary contract workers for the Life Science industry have been published, but at PharmaRelations we see an increasing demand for temporary employees among our customers.

There is a lively discussion in the public debate about what it means for Denmark, that the future labor market will be more fluid and dynamic. The way we look at employment and jobs will be challenged, and trends point out that in the future people will more often switch between being in temporary or permanent jobs, or combine the two types of work. Self-employed, freelancers and hourly paid workers with unemployment insurance will have a safer financial future when an outdated unemployment benefit system is replaced by one that is new, transparent, and modern. This suggests that more people will choose the flexibility of being able to adapt their work efforts, for example

Lenette Qvist Brandt, Business Unit Manager, PharmaRelations

Figure 1: Statistics Denmark 14 December 2016, Labor Force Survey 51

Figure 2: ETUI report: Benchmarking working Europe, Temporary employment rates by country (ages 15-64)

between working as an independent consultant and being permanently employed in a company.

The safe, permanent job is actively selected from At PharmaRelations we see an increasing number of candidates who actively choose to leave their solid, safe job, in order to step into freelance consultancy and make this a way of life. These are highly qualified specialists with many years of experience in the Life Science industry, who want greater flexibility and the ability to personally control how they structure their work and leisure time. They want to put their key skills and specialist knowledge into play at multiple companies.

Our experience is that the most successful consultants are those who are task-oriented, structured and can quickly build relationships internally in the company.

The company sees the benefit of temporary employees

1.

2.

3.

52

Forbes Article: ”Freelancing in America: 2016” survey New from Statistics Denmark, 14 December 2016, No. 530 ETUI Report 2017: Benchmarking working Europe is ‘overcoming cleavages across the EU?’

Supana

™

“Investing in extra hands for a period of time, for whatever reason, is a competitive advantage. Many choose to distribute numerous tasks to colleagues, who already have a lot to do, and thereby stress the organization unnecessarily. One must be careful, because there is a risk of dragging people down due to extra work. Once they have been seriously stressed, the risk of sick leave is high,” says Nordic Business Unit Head, Thomas Hilligsøe from Boehringer Ingelheim.

Thomas explains, “I needed a person to take over scheduled tasks that were important to deliver at the time. Critical knowledge had to be passed on from an employee who suddenly quit working for us. I could not wait for a recruitment process of 6-8 weeks. So we hired a con-

sultant through PharmaRelations for 6 months. The assignment consisted in obtaining knowledge from the employee that quit, carrying out the planned activities, and at the end of the employment period, passing on that knowledge to the newly appointed permanent employee.

Instead of the product area getting stuck, and us losing momentum, we are currently experiencing growth.

Right now we are winning market shares because of our decision to hire a qualified consultant who could continue the planned activities when a key employee quit. It’s fantastic!”.

When asked whether he would recommend the use of external consultants, Thomas answers, “My experience is that the consultants' level of professionalism is high, because they have to deliver from day one. There usually isn’t time for training, like there is for new permanent employees. Also, as consultants, they have often worked with many different companies, so their professionalism and knowledge in their field are high. I will not hesitate to hire a professional, competent consultant the next time I need a temporary, qualified employee resource. I really see that consultants can be recruited beneficially on several levels, for example, in the roles of marketing assistant, key account manager, product and sales manager.”

Conversion to a more flexible workforce In the Nordic countries, PharmaRelations currently employs 70 consultants as temporary contract workers for customers in the Life Science industry. We believe that the number of temporary contract workers will increase – driven by companies’ need for project-based, agile work, as well as future generations' desire for greater freedom and flexibility in their working life.

This requires that the industry and companies are able to attract the best talents, who do not want a permanent position in a company. In order to engage and retain them, companies should broadly consider how their HR strategy, programs and tools can be adapted, not only for permanent employees but also for temporary contract workers.

Have you also seen the value of a flexible workforce?

DETAILED REPORTING OF DANISH HEADHUNTERS

LAIGAARD & PARTNERS A/S

Very good performance

  8.8 of 10

Laigaard & Partners A/S is No. 1 of 127 on the online top list for Search & Headhunting.

84 reviews

Professional performance

Laigaard & Partners A/S’ supplier performance is 8.8, which means that customers experience their performance as very good.

Communication Method & Analysis Focus & Results Innovation & Value Ethics & Cooperation Partnership potential

Industry benchmark – 100%

910.

1000= 900.

1000= 890.

1000= 800.

1000= 900.

1000= 910.

1000=

9.1 9.0 8.9 8.0 9.0 9.1

Laigaard & Partners A/S’ benchmark rating is well above average. The supplier’s results are better than 100% of the suppliers in the comparison group. This suggests that the supplier will provide very high value to the organization.

The supplierpræsenterer presents an et Leverandøren appropriate of candidates passendenumber antal kandidater 10

9

8

Præsenterede kandidater har Presented candidates have relevante erfaringer and og relevant experience kompetencer competencies

7

Ydelsen giver god værdi for The service provides pengene good value for money

6 5

Leverandøren er en is god The supplier a good repræsentant som matcher representative that matches organisationens employer the organisation’s brand employer brand

Ansatte Hiredkandidater candidatesindfrier fully til fulde forventningerne meets the expectations

Benchmark

Laigaard & Partners A/S

QA Quality assurance

Customer testimonial

In order to ensure an objective basis, Laigaard & Partners A/S have invited all their customers to assess the quality and value of their deliveries.

Always very accurate, through a good and professional dialogue during the process. The consultants exhibit high seniority, good business understanding, and a great ability to engage in each case, which requires a wide career ballast

’’

Manufacturing business in the Capital Region with 200-499 employees

54

EXPERIENCE 19 years

REVENUE DKK 17,126,000

NPS® 75

20= 2% Detractors (critical customers) 200= 20% Passive customers 770= 77% Promoters (ambassadors)

If you have the choice tomorrow, Ifwould you have choice tomorrow, youthe reemploy all your would you reemploy all your executives and managers? executives and managers?

Laigaard & Partners A/S’ Executive Search competences across Laigaard &and Partners A/S’ Executive Searchincompetences across industries disciplines are founded a superior process, industries and disciplines are founded in a superior process, experienced researchers, and a partner group with senior CXO experienced researchers, and a partner group with senior CXO experience. This has resulted in a hitrate in excess of 98% in all experience. This has resulted in a hitrate in excess of 98% in all recruitments ofthe thecompany company 1998. recruitmentssince sincethe thefounding founding of in in 1998. www.Laigaard-Partners.com www.Laigaard-Partners.com Tel. 91 18 1800 00 Tel.+45 +45 33 91

Denmark • Norway • Sweden

Denmark • Norway • Sweden

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STANTON CHASE

Excellent performance



Stanton Chase is No. 2 of 127 on the online top list for Search & Headhunting.

Professional performance Communication Method & Analysis Focus & Results Innovation & Value Ethics & Cooperation Partnership potential

940.

1000= 930.

1000= 940.

1000= 830.

1000= 940.

1000.

930.

1000.

9.1 of 10

Industry benchmark – 99% 9.4 9.3 9.4 8.3 9.4 9.3

Stanton Chase’s benchmark assessment is well above average. The supplier’s results are better than 99% of the suppliers in the comparison group. This suggests that the supplier will provide very high value to the organization.

41 reviews

Stanton Chase’s supplier performance is 9.1, which means that customers experience their performance as excellent.

The supplierpræsenterer presents an et Leverandøren appropriate of candidates passendenumber antal kandidater 10

9

8

Præsenterede kandidater har Presented candidates have relevante erfaringer og relevant experience and kompetencer competencies

7

Ydelsen giver god værdi for The service provides pengene good value for money

6 5

Leverandøren er en isgod The supplier a good repræsentant som matcher representative that matches organisationens employer the organisation’s brand brand employer

Ansatte Hiredkandidater candidatesindfrier fully til fulde forventningerne meets the expectations

Benchmark

Stanton Chase

QA Quality assurance

Customer testimonial

To ensure an objective basis, Stanton Chase has invited all their customers to assess the quality of their deliveries.

Extremely professional recruitment of an experienced management profile. A surprisingly large number of candidates specializing in the field were presented, and the coaching on the selection of candidates was world-class

’’

Distribution company in the Capital Region of Denmark with 1000+ employees

EXPERIENCE 11 years

REVENUE DKK 11,094,295

NPS® 76

20= 2% Detractors (critical customers) 200= 20% Passive customers 780= 78% Promoters (ambassadors)

57

COMPASS

Very good performance

  8.6 of 10

Compass Human Resources Group A/S is No. 3 of 127 on the online top list for Search & Headhunting.

79 reviews

Professional performance

Compass Human Resource Group A/S’ supplier performance is 8.6, which means that the customers experience their performance as very good.

Communication Method & Analysis Focus & Results Innovation & Value Ethics & Cooperation Partnership potential

Industry benchmark – 98%

860.

1000.

880.

1000.

870.

1000.

770.

1000.

880.

1000.

890.

1000.

8.6 8.8 8.7 7.7 8.8 8.9

Compass Human Resources Group A/S’ benchmark rating is well above average.

The supplier’s results are better than 98% of the suppliers in the comparison group. This suggests that the supplier will provide very high value to the organization.

The supplierpræsenterer presents an et Leverandøren appropriate number of candidates passende antal kandidater 10

9

8

Præsenterede kandidater har Presented candidates have relevante erfaringer and og relevant experience kompetencer competencies

7

Ydelsen giver god værdi for The service provides pengene good value for money

6 5

Leverandøren er en is god The supplier a good repræsentant som matcher representative that matches the organisation’s organisationens employer employer brand brand

Hiredkandidater candidatesindfrier fully til Ansatte meets the expectations fulde forventningerne

Benchmark

Compass Human Resources Group A/S

QA

58

Quality assurance

Customer testimonial

Compass Human Resources Group A/S has, to ensure an objective basis, invited all their customers to assess the quality and value of the deliveries.

Good experience and gave the right push, while we in the organization had too much going on. We quickly got back on track.

EXPERIENCE 15 years

GROSS PROFIT DKK 32,253,249

’’

Financial company in the Capital Region of Denmark with 1000+ employees

NPS® 68

50= 5% Detractors (critical customers) 200= 20% Passive customers 730= 73% Promoters (ambassadors)

OPPORTUNITY TO GROW

TOMMA CONSULTING

Excellent performance

 9.1 of 10

Tomma Consulting is No. 4 of 127 on the online top list for Search & Headhunting.

29 reviews

Professional performance

Tomma Consulting’s supplier performance is 9.1, which means that customers experience their performance as excellent.

Communication Method & Analysis Focus & Results Innovation & Value Ethics & Cooperation Partnership potential

Industry benchmark – 97%

940.

1000.

930.

1000.

920.

1000.

790.

1000.

950.

1000.

950.

1000.

9.4 9.3 9.2 7.9 9.5 9.5

Tomma Consulting’s benchmark assessment is well above average. The supplier’s results are better than 97% of the suppliers in the comparison group. This suggests that the supplier will provide very high value to the organization.

The supplierpræsenterer presents an et Leverandøren appropriate of candidates passendenumber antal kandidater 10

9

8

Præsenterede kandidater har Presented candidates have relevante erfaringer og relevant experience and kompetencer competencies

7

Ydelsen giver god værdi for The service provides pengene good value for money

6 5

Leverandøren er en is god The supplier a good repræsentant som matcher representative that matches the organisation’s organisationens employer employer brand brand

Hiredkandidater candidatesindfrier fully til Ansatte meets the expectations fulde forventningerne

Benchmark

Tomma Consulting

QA Quality assurance

Customer testimonial

To ensure an objective basis, Tomma Consulting has invited all their customers to assess the quality of their deliveries.

Professional process, high level of information on the progress in the process, really useful profiles and analyses. Found a strong candidate

’’

Wholesale business in the Capital Region of Denmark with 100-199 employees

60

EXPERIENCE 5 years

REVENUE DKK 4,007,408

NPS® 93

0= 0% Detractors (critical customers) 70= 7% Passive customers 930= 93% Promoters (ambassadors)

E x e c u t i ve S e a rc h , S e l e c t i o n a n d A s s e s s m e nt – f r o m To p M a n a g e m e nt t o O p e r a t i on a l O f f i c i a l Jo b s a l l ove r S c a n d i n av i a w i t h l o c a l r e s e a rc h e r s a n d c o o p e r a t i o n p a r t n e r s

THE MOST CAPABLE CANDIDATE IS NOT A LWAYS THE RIGHT ONE To find the right candidate requires insight stretching further than the candidate’s results and education. With thoroughness, recognized test tools and a deep insight into the industry and company we find employees with the right background but also with a personality that matches the culture of the company.

We know our core industries from within as our consultants have management experience from the building industry, FMCG and food service. We know that the candidate’s satisfaction with the job is just as important as the company’s satisfaction with the candidate, and therefore our work does not stop when a candidate becomes an employee or manager.

Contact Tom Bo Madsen and learn more about our unique and result oriented approach to recruitment on phone +45 4064 8191

T O M M A C O N S U LT I N G R E C RU I T M E N T P R O C E S S 1. Thorough study of the culture of the company by interviewing/assessment of company key persons

6. Test of 2-3 candidates, feedback conversations and collection of references

2. Preparation of a clear personal and professional profile

7. Preparation of a report with management advice for qualified candidates

3. Research and contact to potential candidates 4. Thorough interviews and description of the candidates 5. 3-5 relevant candidates are presented to the client with CV and notes from the interview

8. Onboarding assistance through intro and training plans 9. Justified refusal FACTS to candidates 10. Follow up conversations during the first months after the employment

T.C

T O M M AC O N S U LT I N G . D K

Hard to find the right HR solution?

Overview on supana.com

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NYBERG GROUP A/S

Very good performance

    

Nyberg Group A/S is No. 5 of 127 on the online top list for Search & Headhunting.

Professional performance Communication Method & Analysis Focus & Results Innovation & Value Ethics & Cooperation Partnership potential

890.

1000.

910.

1000.

880.

1000.

820.

1000.

890.

1000.

910.

1000.

8.8 of 10

Industry benchmark – 96% 8.9 9.1 8.8 8.2 8.9 9.1

33 reviews

Nyberg Group A/S’ supplier performance is 8.8, which means that customers experience their performance as very good.

Nyberg Group A/S’ benchmark rating is well above average. The supplier’s results are better than 96% of the suppliers in the comparison group. This suggests that the supplier will provide very high value to the organization.

The supplierpræsenterer presents an et Leverandøren appropriate of candidates passendenumber antal kandidater 10

9

8

Præsenterede kandidater har Presented candidates have relevante erfaringer and og relevant experience kompetencer competencies

7

Ydelsen giver god værdi for The service provides pengene good value for money

6 5

Leverandøren er en is god The supplier a good repræsentant som matcher representative that matches the organisation’s organisationens employer employer brand brand

Hiredkandidater candidatesindfrier fully til Ansatte meets the expectations fulde forventningerne

Benchmark

Nyberg Group A/S

QA Quality assurance

Customer testimonial

Nyberg Group A/S has, to ensure an objective basis, invited all their customers to assess the quality and value of their deliveries.

Great to work with throughout the process, they completed the assignment with top marks, and we ended up choosing between some super candidates - and eventually hiring the absolute dream candidate for the job

’’

Manufacturing company in the Capital Region of Denmark

EXPERIENCE 11 years

GROSS PROFIT DKK 1,719,884

NPS® 67

0= 0% Detractors (critical customers) 330= 33% Passive customers 670= 67% Promoters (ambassadors)

63

COMENTOR A/S

Very good performance

  8.5 of 10

Comentor A/S is No. 6 of 127 on the online top list for Search & Headhunting.

36 reviews

Professional performance

Comentor A/S’ supplier performance is 8.5, which means that customers experience their performance as very good.

Communication Method & Analysis Focus & Results Innovation & Value Ethics & Cooperation Partnership potential

Industry benchmark – 95%

880.

1000.

880.

1000.

850.

1000.

760.

1000.

870.

1000.

900.

1000.

8.8 8.8 8.5 7.6 8.7 9.0

Comentor A/S’ benchmark rating is well above average. The supplier’s results are better than 95% of the suppliers in the comparison group. This suggests that the supplier will provide very high value to the organization.

The supplierpræsenterer presents an et Leverandøren appropriate of candidates passendenumber antal kandidater 10

9

8

Præsenterede kandidater har Presented candidates have relevante erfaringer og relevant experience and kompetencer competencies

7

Ydelsen giver god værdi for The service provides pengene good value for money

6 5

Leverandøren er en is god The supplier a good repræsentant som matcher representative that matches the organisation’s organisationens employer employer brand brand

Hiredkandidater candidatesindfrier fully til Ansatte meets the expectations fulde forventningerne

Benchmark

Comentor A/S

QA

64

Quality assurance

Customer testimonial

Comentor A/S has, to ensure an objective basis, invited all their customers to assess the quality and value of their deliveries.

Reliable, competent, trustworthy, and ambitious

EXPERIENCE 15 years

GROSS PROFIT DKK 6,710,902

Manufacturing company in the Capital Region with 20-49 employees

NPS® 61

80= 8% Detractors (critical customers) 220= 22% Passive customers 690= 69% Promoters (ambassadors)

’’

WE WANT TO BE A PART OF YOUR RESULT + Understanding your business with focus on the task + Challenging, honest and proactive in our dialogue + Flexible, efficient and quality conscious partner

www.comentor.dk

a part of your result

Very good performance

  8.9 of 10

16 reviews

Qvist Search ApS’ supplier performance is 8.9, which means that customers experience their performance as very good.

QVIST SEARCH APS Qvist Search ApS is No. 7 of 127 on the online top list for Search & Headhunting.

Professional performance Communication Method & Analysis Focus & Results Innovation & Value Ethics & Cooperation Partnership potential

Industry benchmark – 94%

900.

1000.

920.

1000.

880.

1000.

830.

1000.

890.

1000.

930.

1000.

9.0 9.2 8.8 8.3 8.9 9.3

Qvist Search ApS’ benchmark rating is well above average. The supplier’s results are better than 94% of the suppliers in the comparison group. This suggests that the supplier will provide very high value to the organization.

The supplierpræsenterer presents an et Leverandøren appropriate of candidates passendenumber antal kandidater 10

9

8

Præsenterede kandidater har Presented candidates have relevante erfaringer and og relevant experience kompetencer competencies

7

Ydelsen giver god værdi for The service provides pengene good value for money

6 5

Leverandøren er en is god The supplier a good repræsentant som matcher representative that matches organisationens employer the organisation’s brand employer brand

Ansatte Hiredkandidater candidatesindfrier fully til fulde forventningerne meets the expectations

Benchmark

Qvist Search ApS

QA Quality assurance

Customer testimonial

Qvist Search ApS has, to ensure an objective basis, invited all their customers to assess the quality and value of their deliveries.

Qvist Executive Search was exceptionally skilled at embracing challenges, culture, and the global organization. Very committed and dedicated to completing this specific recruitment assignment.

’’

Industrial company in North Denmark Region with 100-199 employees

66

EXPERIENCE 16 years

NPS® 88

0= 0% Detractors (critical customers) 130= 13% Passive customers 880= 88% Promoters (ambassadors)

Qvist Search We create economics in recruitment If the candidates are there, we will find them!

An unconventional recruitment process ensures real motivational coverage Our mantra is: “Hired on skills – usually fired for behavior!"

www.qvist-search.com

BEST TALENT A/S

Very good performance

  8.6 of 10

Best Talent A/S is No. 8 of 127 on the online top list for Search & Headhunting.

30 reviews

Professional performance

Best Talent A/S’ supplier performance is 8.6, which means that customers experience their performance as very good.

Communication Method & Analysis Focus & Results Innovation & Value Ethics & Cooperation Partnership potential

Industry benchmark – 93%

870.

1000.

880.

1000.

870.

1000.

800.

1000.

880.

1000.

890.

1000.

8.7 8.8 8.7 8.0 8.8 8.9

Best Talent A/S’ benchmark rating is well above average. The supplier’s results are better than 93% of the suppliers in the comparison group. This suggests that the supplier will provide very high value to the organization.

The supplierpræsenterer presents an et Leverandøren appropriate of candidates passendenumber antal kandidater 10

9

8

Præsenterede kandidater har Presented candidates have relevante erfaringer og relevant experience and kompetencer competencies

7

Ydelsen giver god værdi for The service provides pengene good value for money

6 5

Leverandøren er en is god The supplier a good repræsentant som matcher representative that matches the organisation’s organisationens employer employer brand brand

Hiredkandidater candidatesindfrier fully til Ansatte meets the expectations fulde forventningerne

Benchmark

Best Talent A/S

QA Quality assurance

Customer testimonial

To ensure an objective basis Best Talent A/S have invited all their customers to assess the quality and value of their deliveries.

Headhunters beyond the usual. Best Talent is a serious and competent headhunter, with great professional and personal insight.

’’

Industrial company in the Capital Region of Denmark with 1000+ employees

68

EXPERIENCE 14 years

GROSS PROFIT DKK 1,931,062

NPS® 77

30= 3% Detractors (critical customers) 170= 17% Passive customers 800= 80% Promoters (ambassadors)

DO YOU HAVE THE RIGHT EXECUTIVE SEARCH PARTNER WITHIN TECHNOLOGY & LIFE SCIENCE? Best Talent is a Nordic Market Leading Search company and partner of the international Global Executive Search Organisation ENEX. Best Talent performs Executive Search across all functional areas within Engineering, Medical Device, Pharmaceutical, Biotechnology and Food Science.

Best Talent has more than 15 years of experience in assessing talents skills and potential.

We have a solid knowledge of the market conditions and a very attractive executive network, in which we employ search strategies that attract highly qualified candidates.

Please do not hesitate to contact Best Talent for further information on +45 4556 5300 – Read more at www.besttalent.dk

NUMBER 1 PROVIDER OF HUMAN TALENT WITHIN TECHNOLOGY & SCIENCE

Best Talent · Rungstedvej 41 · DK-2970 Hørsholm · T: +45 4556 5300 · info@besttalent.dk · www.besttalent.dk Best Talent is member of Enex Global Executive Search Organisation and is represented worldwide in more than 40 countries.

Excellent performance

  9.0 of 10

23 reviews

Hammer Andersen Sales Recruitment & Development’s supplier performance is 9.0, which means that customers experience their performance as excellent.

HAMMER ANDERSEN Hammer Andersen Sales Recruitment & Development is No. 10 of 127 on the online top list for Search & Headhunting.

Professional performance Communication Method & Analysis Focus & Results Innovation & Value Ethics & Cooperation Partnership potential

Industry benchmark – 91%

920.

1000.

920.

1000.

890.

1000.

860.

1000.

900.

1000.

950.

1000.

9.2 9.2 8.9 8.6 9.0 9.5

Hammer Andersen’s benchmark rating is well above average. The supplier’s results are better than 91% of the suppliers in the comparison group. This suggests that the supplier will provide very high value to the organization.

The supplierpræsenterer presents an et Leverandøren appropriate of candidates passendenumber antal kandidater 10

9

8

Præsenterede kandidater har Presented candidates have relevante erfaringer og relevant experience and kompetencer competencies

7

Ydelsen giver god værdi for The service provides pengene good value for money

6 5

Leverandøren er en is god The supplier a good repræsentant som matcher representative that matches the organisation’s organisationens employer employer brand brand

Hiredkandidater candidatesindfrier fully til Ansatte meets the expectations fulde forventningerne

Benchmark

Hammer Andersen Sales Recruitment & Development

QA

70

Quality assurance

Customer testimonial

To ensure an objective basis, Hammer Andersen Sales Recruitment & Development have invited all their customers to assess the quality and value of their deliveries.

It is a pleasure to collaborate with Hammer Andersen, they quickly come back with feedback and solutions to all the various challenges.

EXPERIENCE 11 years

’’

Retail business in the Capital Region with 200-499 employees

NPS® 87

0= 0% Detractors (critical customers) 130= 13% Passive customers 870= 87% Promoters (ambassadors)

Looking for a Nordic Sales Recruiter?

We are a danish based Search & Selection consultancy with specialism in sales recruitment.

Our profound sales and sales management knowledge combined with many years of recruitment experience, enables us to provide a strong search and selection service, when clients need to recruit sales professionals, ranging from new business developers, account managers to sales executives and sales oriented country managers.

We have recruited around 1000 sales professionals since 2006.

We have conducted recruitments in Denmark, Norway, Sweden, Finland, Germany, UK, France and USA. Visit us at www.hammerandersen.com

CURIA

Very good performance

  8.4 of 10

Curia is No. 9 of 127 on the online top list for Search & Headhunting.

23 reviews

Professional performance

Curia’s supplier performance is 8.4, which means that customers experience their performance as very good.

Communication Method & Analysis Focus & Results Innovation & Value Ethics & Cooperation Partnership potential

Industry benchmark – 92%

860.

1000.

860.

1000.

840.

1000.

740.

1000.

880.

1000.

880.

1000.

8.6 8.6 8.4 7.4 8.8 8.8

Curia’s benchmark rating is well above average. The supplier’s results are better than 92% of the suppliers in the comparison group. This suggests that the supplier will provide very high value to the organization.

The supplierpræsenterer presents an et Leverandøren appropriate of candidates passendenumber antal kandidater 10

9

8

Ydelsen giver god værdi for The service provides pengene good value for money

Præsenterede kandidater har Presented candidates have relevante erfaringer og relevant experience and kompetencer competencies

7 6 5

Leverandøren er en is god The supplier a good repræsentant som matcher representative that matches the organisation’s organisationens employer employer brand brand

Hiredkandidater candidatesindfrier fully til Ansatte meets the expectations fulde forventningerne

Benchmark

Curia

QA Quality assurance

Customer testimonial

To ensure an objective basis, Curia has invited all their customers to assess the quality of their deliveries.

The cooperation was characterized by a high level of ethics, professional evaluations, and coaching on the nature and content of the assignment. We were very pleased and experienced an exquisite service Municipality in Central Denmark Region with 1000+ employees

72

EXPERIENCE 33 years

GROSS PROFIT DKK 2,776,547

NPS® 70

90= 9% Detractors (critical customers) 130= 13% Passive customers 780= 78% Promoters (ambassadors)

BIRN & PARTNERS APS

Very good performance

    

Birn & Partners ApS is No. 11 of 127 on the online top list for Search & Headhunting.

Professional performance Communication Method & Analysis Focus & Results Innovation & Value Ethics & Cooperation Partnership potential

880.

1000.

890.

1000.

880.

1000.

770.

1000.

920.

1000.

860.

1000.

8.6 of 10

Industry benchmark – 90% 8.8 8.9 8.8 7.7 9.2 8.6

Birn & Partners ApS’ benchmark rating is above average. The supplier’s results are better than 90% of the suppliers in the comparison group. This suggests that the supplier will provide higher value than average to the organization.

11 reviews

Birn & Partners ApS’ supplier performance is 8.6, which means that customers experience their performance as very good.

The supplierpræsenterer presents an et Leverandøren appropriate of candidates passendenumber antal kandidater 10

9

8

Præsenterede kandidater har Presented candidates have relevante erfaringer og relevant experience and kompetencer competencies

7

Ydelsen giver god værdi for The service provides pengene good value for money

6 5

Leverandøren er en isgod The supplier a good repræsentant som matcher representative that matches organisationens employer the organisation’s brand brand employer

Ansatte Hiredkandidater candidatesindfrier fully til fulde forventningerne meets the expectations

Benchmark

Birn & Partners ApS

QA Quality assurance

Customer testimonial

To ensure an objective basis, Birn & Partners ApS has invited all their customers to assess the quality of the deliveries.

Competent search and recruitment of intermediary as well as specialist position. Good dialogue throughout the process, presentation of competent opportunities for new employees, good onboarding process. Highly recommended

’’

Utility company in the Capital Region with 50-99 employees

EXPERIENCE 8 years

GROSS PROFIT DKK 8,529,882

NPS® 45

90= 9% Detractors (critical customers) 360= 36% Passive customers 550= 55% Promoters (ambassadors)

73

Excellent performance

 9.3 of 10

10 reviews

Holmgaard Management’s supplier performance is 9.3, which means that customers experience their performance as excellent.

HOLMGAARD MANAGEMENT Holmgaard Management is No. 12 of 127 on the online top list for Search & Headhunting.

Professional performance Communication Method & Analysis Focus & Results Innovation & Value Ethics & Cooperation Partnership potential

Industry benchmark – 90%

930.

1000.

970.

1000.

970.

1000.

840.

1000.

990.

1000.

900.

1000.

9.3 9.7 9.7 8.4 9.9 9.0

Holmgaard Management’s benchmark rating is above average. The supplier’s results are better than 90% of the suppliers in the comparison group. This suggests that the supplier will provide higher value than average to the organization.

The supplierpræsenterer presents an et Leverandøren appropriate number of candidates passende antal kandidater 10

9

8

Præsenterede kandidater har Presented candidates have relevante erfaringer and og relevant experience kompetencer competencies

7

Ydelsen giver god værdi for The service provides pengene good value for money

6 5

Leverandøren er en is god The supplier a good repræsentant som matcher representative the matches organisationens employer the organisation’s brand employer brand

Ansatte Hiredkandidater candidatesindfrier fully til fulde forventningerne meets the expectations

Benchmark

Holmgaard Management

QA Quality assurance

Customer testimonial

To ensure an objective basis, Holmgaard Management has invited all their customers to assess the quality of their deliveries.

Holmgaard Management met our expectations fully. The whole course was professional, held in a good tone, of which humor and a relaxed atmosphere are an important part. The way we met candidates was relaxed and efficient, profound and innovative.

’’

Industrial company in Switzerland

74

EXPERIENCE 10 years

NPS® 80

100= 10% Detractors (critical customers) 0= 0% Passive customers 900= 90% Promoters (ambassadors)

Holmgaard Management tager headhunting et par trin op Det kan være dyrt at rekruttere forkert. Både i renommé og nedsat produktivitet. Især når det gælder ledere og direktører. Derfor er intet overladt til tilfældighederne, når vi skal finde det talent, der matcher din virksomhed.

Vores erfaring, vores store netværk, vores omhyggelige og strukturerede processer og ikke mindst vores kompromisløse tilgang er din garanti for et godt resultat.

Vi fortsætter endda, hvor de andre stopper, og tilbyder løbende – uden yderligere omkostninger – hjælp til onboarding-processen. På den måde sikrer vi mest mulig succes for både kandidat og klient.

Traditionel rekrutteringsproces Holmgaard© rekruttering og onboarding

Holmgaard Management tilbyder de bedste services inden for headhunting, executive search, interim management, outplacement, karriererådgivning og lederudvikling.

” Fremragende

performance ”

9,3 /10 I Supanas analyse af performance hos 127 headhuntingvirksomheder er Holmgaard Management nr. 1 blandt virksomheder med mindst 10 års erfaring.

Ring nu og aftal et gratis og uforpligtende møde:

70 26 61 44

København · Aarhus · Odense www.holmgaardmanagement.dk info@holmgaardmanagement.dk Tlf. 7026 6144

FRONTPEOPLE A/S

Very good performance

  8.9 of 10

Frontpeople A/S is No. 13 of 127 on the online top list for Search & Headhunting.

19 reviews

Professional performance

Frontpeople A/S’ supplier performance is 8.9, which means that customers experience their performance as very good.

Communication Method & Analysis Focus & Results Innovation & Value Ethics & Cooperation Partnership potential

Industry benchmark – 89%

920.

1000.

940.

1000.

890.

1000.

790.

1000.

910.

1000.

930.

1000.

9.2 9.4 8.9 7.9 9.1 9.3

Frontpeople A/S’ benchmark rating is above average. The supplier’s results are better than 89% of the suppliers in the comparison group. This suggests that the supplier will provide higher value than average to the organization.

The supplierpræsenterer presents an et Leverandøren appropriate of candidates passendenumber antal kandidater 10

9

8

Præsenterede kandidater har Presented candidates have relevante erfaringer og relevant experience and kompetencer competencies

7

Ydelsen giver god værdi for The service provides pengene good value for money

6 5

Leverandøren er en is god The supplier a good repræsentant som matcher representative that matches the organisation’s organisationens employer employer brand brand

Hiredkandidater candidatesindfrier fully til Ansatte meets the expectations fulde forventningerne

Benchmark

Frontpeople A/S

QA

76

Quality assurance

Customer testimonial

To ensure an objective basis, Frontpeople A/S has invited all its customers to assess the quality and value of their deliveries.

Good professional partner who has made a good search of the market

EXPERIENCE 10 years

GROSS PROFIT DKK 1,663,319

’’

Financial company in Region of Southern Denmark with 1000+ employees

NPS® 79

0= 0% Detractors (critical customers) 210= 21% Passive customers 790= 79% Promoters (ambassadors)

FRONTPEOPLE’s mission is to find, qualify and develop talented leaders and to improve performance in companies Executive Search Business awareness, thoroughness, experience and an extensive network guarantee a good match.

Consulting We have long recognised that greater competitiveness is achieved through leadership, collaboration and the ability to tackle new demands and opportunities.

Assessment Clarity about leadership power, personality and potential.

ExEcutivE SEarch | conSulting | aSSESSmEnt www.frontpEoplE.dk | t +45 75 19 19 38

Very good performance

  8.4 of 10

11 reviews

PharmaRelations ApS’ supplier performance is 8.4, which means that customers experience their performance as very good.

PHARMARELATIONS APS PharmaRelations ApS is No. 14 of 127 on the online top list for Search & Headhunting.

Professional performance Communication Method & Analysis Focus & Results Innovation & Value Ethics & Cooperation Partnership potential

Industry benchmark – 88%

890.

1000.

900.

1000.

860.

1000.

760.

1000.

900.

1000.

840.

1000.

8.9 9.0 8.6 7.6 9.0 8.4

PharmaRelations ApS’ benchmark rating is above average. The supplier’s results are better than 88% of the suppliers in the comparison group. This suggests that the supplier will ptovide higher value than average to the organization.

The supplierpræsenterer presents an et Leverandøren appropriate of candidates passendenumber antal kandidater 10

9

8

Præsenterede kandidater har Presented candidates have relevante erfaringer og relevant experience and kompetencer competencies

7

Ydelsen giver god værdi for The service provides pengene good value for money

6 5

Leverandøren er en is god The supplier a good repræsentant som matcher representative that matches organisationens employer the organisation’s brand employer brand

Ansatte Hiredkandidater candidatesindfrier fully til fulde forventningerne meets the expectations

Benchmark

Pharmarelations ApS

QA Quality assurance

Customer testimonial

To ensure an objective basis, PharmaRelations ApS has invited all their customers to assess the quality of their deliveries.

PharmaRelations delivers a professional service and we were fully satisfied with the close cooperation and understanding of the position, as well as with their excellent market knowledge.

Medical company in the Capital Region of Denmark with 20-49 employees

78

EXPERIENCE 0 years

NPS® 27

180= 18% Detractors (critical customers) 360= 36% Passive customers 450= 45% Promoters (ambassadors)

’’

Nordic Specialists in Talent Solutions for Life Science

PharmaRelations is a Nordic contract staffing and recruitment company specialized in meeting the temporary staffing and recruitment needs of our customers in Life Science.

We have the infrastructure to offer Recruitment, Try & Hire and insourced Consultants in all Nordic countries. With our proactive approach, we strive to deliver assignments fast and with high quality.

We perform more than 1000 proactive candidate interviews and 500 customer visits every year and know tomorrows business challenges and how to attract the best talents.

The combination of our team members professional background in the Life Science industry, and the way we work together in teams, is one of our distinct strengths. When you contract with PharmaRelations, you are in the hands of an entire team - not one recruiter!

Recruitment of Specialists, Managers and Executives in Life Science Insourcing of Consultants for temporary and interim assignments Try & Hire - benefits of permanent recruitment and temporary placement

www.pharmarelations.dk

Denmark

Sweden

Norway

Finland

SALES MANAGEMENT APS

Excellent performance

 9.1 of 10

Sales Management ApS is No. 15 of 127 on the online top list for Search & Headhunting.

18 reviews

Professional performance

Sales Management ApS’ supplier performance is 9.1, which means that customers experience their performance as excellent.

Communication Method & Analysis Focus & Results Innovation & Value Ethics & Cooperation Partnership potential

Industry benchmark – 87%

930.

1000.

940.

1000.

900.

1000.

850.

1000.

940.

1000.

950.

1000.

9.3 9.4 9.0 8.5 9.4 9.5

Sales Management ApS’ benchmark rating is above average. The supplier’s results are better than 87% of the suppliers in the comparison group. This suggests that the supplier will provide higher value than average to the organization.

The supplierpræsenterer presents an et Leverandøren appropriate of candidates passendenumber antal kandidater 10

9

8

Præsenterede kandidater har Presented candidates have relevante erfaringer og relevant experience and kompetencer competencies

7

Ydelsen giver god værdi for The service provides pengene good value for money

6 5

Leverandøren er en is god The supplier a good repræsentant som matcher representative that matches the organisation’s organisationens employer employer brand brand

Hiredkandidater candidatesindfrier fully til Ansatte meets the expectations fulde forventningerne

Benchmark

Sales Management ApS

QA

80

Quality assurance

Customer testimonial

To ensure an objective basis, Sales Management ApS has invited all their customers to assess the quality of their deliveries.

A super fast, efficient, and targeted case handling ensured a good solution

EXPERIENCE 9 years

GROSS PROFIT DKK 1,109,038

’’

Wholesale business in the Capital Region of Denmark with 200-499 employees

NPS® 83

0= 0% Detractors (critical customers) 170= 17% Passive customers 830= 83% Promoters (ambassadors)

Ranked among the very best 3 years in a row.

In 2015, 2016 and 2017.

Sales Management specializes in search & selection of top performing business oriented specialists and leaders.

(+45) 4236 3836 www.salesmanagement.dk

LISBERG EXECUTIVE SEARCH

Good performance

 7.6 of 10

Lisberg Executive Search A/S is No. 16 of 127 on the online top list for Search & Headhunting.

18 reviews

Professional performance

Lisberg Executive Search A/S’ supplier performance is 7.6, which means that customers experience their performance as good.

Communication Method & Analysis Focus & Results Innovation & Value Ethics & Cooperation Partnership potential

Industry benchmark – 86%

800.

1000.

780.

1000.

810.

1000.

670.

1000.

810.

1000.

740.

1000.

8.0 7.8 8.1 6.7 8.1 7.4

Lisberg Executive Search A/S’ benchmark rating is above average. The supplier’s results are better than 86% of the suppliers in the comparison group.

This suggests that the supplier will provide higher value than average to the organization.

The supplierpræsenterer presents an et Leverandøren appropriate of candidates passendenumber antal kandidater 10

9

8

Præsenterede kandidater har Presented candidates have relevante erfaringer og relevant experience and kompetencer competencies

7

Ydelsen giver god værdi for The service provides pengene good value for money

6 5

Leverandøren er en is god The supplier a good repræsentant som matcher representative that matches the organisation’s organisationens employer employer brand brand

Hiredkandidater candidatesindfrier fully til Ansatte meets the expectations fulde forventningerne

Benchmark

Lisberg Executive Search A/S

QA

82

Quality assurance

Customer testimonial

To ensure an objective basis, Lisberg Executive Search A/S has invited all their customers to assess the quality and value of their deliveries.

Good business partner that delivers long-lasting solutions. Professional work.

EXPERIENCE 14 years

GROSS PROFIT DKK 3,777,188

Consulting company in the Capital Region of Denmark

NPS® 17

220= 22% Detractors (critical customers) 390= 39% Passive customers 390= 39% Promoters (ambassadors)

’’

PEOPLE & PERFORMANCE People & Performance A/S is No. 17 of 127 on the online top list for Search & Headhunting.

Professional performance Communication Method & Analysis Focus & Results Innovation & Value Ethics & Cooperation Partnership potential

820.

1000.

850.

1000.

810.

1000.

770.

1000.

830.

1000.

890.

1000.

Industry benchmark – 85% 8.2 8.5 8.1 7.7 8.3 8.9

People & Performance A/S’ benchmark rating is above average. The supplier’s results are better than 85% of the suppliers in the comparison group. This suggests that the supplier will provide higher value than average to the organization.

Very good performance

     8.3 of 10

18 reviews

People & Performance A/S’ supplier performance is 8.3, which means that customers experience their performance as very good.

The supplierpræsenterer presents an et Leverandøren appropriate of candidates passendenumber antal kandidater 10

9

8

Præsenterede kandidater har Presented candidates have relevante erfaringer og relevant experience and kompetencer competencies

7

Ydelsen giver god værdi for The service provides pengene good value for money

6 5

Leverandøren er en is god The supplier a good repræsentant som matcher representative that matches the organisation’s organisationens employer employer brand brand

Hiredkandidater candidatesindfrier fully til Ansatte meets the expectations fulde forventningerne

Benchmark

EXPERIENCE 12 years

GROSS PROFIT DKK 36,510,564

People & Performance A/S

NPS® 61

0= 0% Detractors (critical customers) 390= 39% Passive customers 610= 61% Promoters (ambassadors)

83

MPEOPLE APS

Very good performance

  8.3 of 10

mpeople ApS is No. 19 of 127 on the online top list for Search & Headhunting.

10 reviews

Professional performance

mpeople ApS’ supplier performance is 8.3, which means that customers experience their performance as very good.

Communication Method & Analysis Focus & Results Innovation & Value Ethics & Cooperation Partnership potential

Industry benchmark – 83%

790.

1000.

810.

1000.

880.

1000.

760.

1000.

940.

1000.

940.

1000.

7.9 8.1 8.8 7.6 9.4 9.4

mpeople ApS’ benchmark rating is above average. The supplier’s results are better than 83% of the suppliers in the comparison group. This suggests that the supplier will provide higher value than average to the organization.

The supplierpræsenterer presents an et Leverandøren appropriate of candidates passendenumber antal kandidater 10

9

8

Præsenterede kandidater har Presented candidates have relevante erfaringer og relevant experience and kompetencer competencies

7

Ydelsen giver god værdi for The service provides pengene good value for money

6 5

Leverandøren er en is god The supplier a good repræsentant som matcher representative that matches the organisation’s organisationens employer employer brand brand

Hiredkandidater candidatesindfrier fully til Ansatte meets the expectations fulde forventningerne

Benchmark

Mpeople ApS

QA

84

Quality assurance

Customer testimonial

To ensure an objective basis, mpeople ApS has invited all their customers to assess the quality of their deliveries.

Good cooperation, they relate well to the company in question and the job offered.

EXPERIENCE 2 years

GROSS PROFIT DKK 6,954,121

’’

Medical company in the Capital Region of Denmark with 1000+ employees

NPS® 90

0= 0% Detractors (critical customers) 100= 10% Passive customers 900= 90% Promoters (ambassadors)

#Developmentconsultants #Recruitment #Scrum

www.mpeople.dk +4570209080

Very good performance

  8.2 of 10

10 reviews

Globesearch Management A/S’ supplier performance is 8.2, which means that customers experience their performance as very good.

GLOBESEARCH MANAGEMENT Globesearch Management A/S is No. 18 of 127 on the online top list for Search & Headhunting.

Professional performance Communication Method & Analysis Focus & Results Innovation & Value Ethics & Cooperation Partnership potential

Industry benchmark – 84%

830.

1000.

830.

1000.

820.

1000.

780.

1000.

840.

1000.

840.

1000.

8.3 8.3 8.2 7.8 8.4 8.4

Globesearch Management A/S’ benchmark rating is above average. The supplier’s results are better than 84% of the suppliers in the comparison group.

This suggests that the supplier will provide higher value than average to the organization.

The supplierpræsenterer presents an et Leverandøren appropriate of candidates passendenumber antal kandidater 10

9

8

Præsenterede kandidater har Presented candidates have relevante erfaringer og relevant experience and kompetencer competencies

7

Ydelsen giver god værdi for The service provides pengene good value for money

6 5

Leverandøren er en is god The supplier a good repræsentant som matcher representative that matches the organisation’s organisationens employer employer brand brand

Hiredkandidater candidatesindfrier fully til Ansatte meets the expectations fulde forventningerne

Benchmark

Globesearch Management A/S

Customer testimonial Globesearch has conducted several recruitments of managers. The assignments have been very successful, and with a good insight into our culture and understanding of the assignment. Globesearch found and inspired us with new, strong manager profiles.

Insurance company in the Capital Region of Denmark with 1000+ employees

86

EXPERIENCE 21 years

GROSS PROFIT DKK 3,558,436

NPS® 40

0= 0% Detractors (critical customers) 600= 60% Passive customers 400= 40% Promoters (ambassadors)

’’

HANSEN TOFT A/S

Very good performance

    

Hansen Toft A/S is No. 20 of 127 on the online top list for Search & Headhunting.

Professional performance Communication Method & Analysis Focus & Results Innovation & Value Ethics & Cooperation Partnership potential

860.

1000.

860.

1000.

820.

1000.

750.

1000.

840.

1000.

850.

1000.

8.3 of 10

Industry benchmark – 82% 8.6 8.6 8.2 7.5 8.4 8.5

Hansen Toft A/S’ benchmark rating is above average. The supplier’s results are better than 82% of the suppliers in the comparison group. This suggests that the supplier will provide higher value than average to the organization.

27 reviews

Hansen Toft A/S’ supplier performance is 8.3, which means that customers experience their performance as very good.

The supplierpræsenterer presents an et Leverandøren appropriate of candidates passendenumber antal kandidater 10

9

8

Præsenterede kandidater har Presented candidates have relevante erfaringer og relevant experience and kompetencer competencies

7

Ydelsen giver god værdi for The service provides pengene good value for money

6 5

Leverandøren er en isgod The supplier a good repræsentant som matcher representative that matches organisationens employer the organisation’s brand brand employer

Ansatte Hiredkandidater candidatesindfrier fully til fulde forventningerne meets the expectations

Benchmark

Hansen Toft A/S

Customer testimonial

’’

Very positive Manufacturing business in Central Denmark Region with 200-499 employees

EXPERIENCE 16 years

GROSS PROFIT DKK 24,202,067

NPS® 33

110= 11% Detractors (critical customers) 440= 44% Passive customers 440= 44% Promoters (ambassadors)

87

SCR A/S

Good performance

 7.5 of 10

SCR A/S is No. 21 of 127 on the online top list for Search & Headhunting.

10 reviews

Professional performance

SCR A/S’ supplier performance is 7.5, which means that customers experience their performance as good.

Communication Method & Analysis Focus & Results Innovation & Value Ethics & Cooperation Partnership potential

Industry benchmark – 81%

830.

1000.

780.

1000.

780.

1000.

690.

1000.

830.

1000.

730.

1000.

8.3 7.8 7.8 6.9 8.3 7.3

SCR A/S’ benchmark rating is above average. The supplier’s results are better than 81% of the suppliers in the comparison group. This suggests that the supplier will provide higher value than average to the organization.

The supplierpræsenterer presents an et Leverandøren appropriate of candidates passendenumber antal kandidater 10

9

8

Ydelsen giver god værdi for The service provides pengene good value for money

Præsenterede kandidater har Presented candidates have relevante erfaringer og relevant experience and kompetencer competencies

7 6 5

Leverandøren er en is god The supplier a good repræsentant som matcher representative who matches the organisation’s organisationens employer employer brand brand

Hiredkandidater candidatesindfrier fully til Ansatte meets the expectations fulde forventningerne

Benchmark

SCR A/S

QA Quality assurance

Customer testimonial

To ensure an objective basis, SCR A/S has invited all their customers to assess the quality and value of their deliveries.

Recruitment of IT specialists is difficult because there are relatively few to choose from.

Despite this, it was a good experience to use SCR’s services.

IT company in Central Denmark Region with 20-49 employees

88

EXPERIENCE 30 years

GROSS PROFIT DKK 4,023,337

NPS® 20

200= 20% Detractors (critical customers) 400= 40% Passive customers 400= 40% Promoters (ambassadors)

’’

VI ARBEJDER MED REKRUTTERING OG HEADHUNTING AF IT-LEDERE OG IT-SPECIALISTER • SCR har 15.000 dygtige IT-kandidater • SCR har 30 års erfaring med rekruttering og headhunting

www.scr.dk

– der er mennesker bag

Very good performance

  8.2 of 10

12 reviews

Momentum Consulting A/S’ supplier performance is 8.2, which means that customers experience their performance as very good.

MOMENTUM CONSULTING Momentum Consulting A/S is No. 22 of 127 on the online top list for Search & Headhunting.

Professional performance Communication Method & Analysis Focus & Results Innovation & Value Ethics & Cooperation Partnership potential

Industry benchmark – 80%

830.

1000.

830.

1000.

790.

1000.

740.

1000.

850.

1000.

880.

1000.

8.3 8.3 7.9 7.4 8.5 8.8

Momentum Consulting A/S’ benchmark rating is above average. The supplier’s results are better than 80% of the suppliers in the comparison group. This suggests that the supplier will provide higher value than average to the organization.

The supplierpræsenterer presents an et Leverandøren appropriate number of candidates passende antal kandidater 10

9

8

Præsenterede kandidater har Presented candidates have relevante erfaringer and og relevant experience kompetencer competencies

7

Ydelsen giver god værdi for The service provides pengene good value for money

6 5

Leverandøren er en is god The supplier a good repræsentant som matcher representative that matches the organisation’s organisationens employer employer brand brand

Hiredkandidater candidatesindfrier fully til Ansatte meets the expectations fulde forventningerne

Benchmark

Momentum Consulting A/S

Customer testimonial have only had positive experiences with Momentum Consulting - both in terms of Recruitment, Coaching programs for middle managers, team analyses, presentations for navigation in a high-performance culture, etc.

Medical company in the Capital Region of Denmark with 500-999 employees

90

EXPERIENCE 10 years

GROSS PROFIT DKK 9,182,531

NPS® 58

0= 0% Detractors (critical customers) 420= 42% Passive customers 580= 58% Promoters (ambassadors)

’’

FISCHER & COMPANY

Very good performance

    

Fischer & Company is No. 23 of 127 on the online top list for Search & Headhunting.

Professional performance Communication Method & Analysis Focus & Results Innovation & Value Ethics & Cooperation Partnership potential

850.

1000.

850.

1000.

810.

1000.

750.

1000.

860.

1000.

870.

1000.

8.3 of 10

Industry benchmark – 79% 8.5 8.5 8.1 7.5 8.6 8.7

Fischer & Company’ benchmark rating is above average. The supplier’s results are better than 79% of the suppliers in the comparison group. This suggests that the supplier will provide higher value than average to the organization.

21 reviews

Fischer & Company’ supplier performance is 8.3, which means that customers experience their performance as very good.

The supplierpræsenterer presents an et Leverandøren appropriate of candidates passendenumber antal kandidater 10

9

8

Præsenterede kandidater har Presented candidates have relevante erfaringer og relevant experience and kompetencer competencies

7

Ydelsen giver god værdi for The service provides pengene good value for money

6 5

Leverandøren er en isgod The supplier a good repræsentant som matcher representative that matches organisationens employer the organisation’s brand brand employer

Ansatte Hiredkandidater candidatesindfrier fully til fulde forventningerne meets the expectations

Benchmark

Fischer & Company

QA Quality assurance

Customer testimonial

To ensure an objective basis, Fischer & Company ApS has invited all their customers to assess the quality of their deliveries.

Very professional, good understanding of our industry and business and great value for money with good results

’’

Consulting company in the Capital Region of Denmark

EXPERIENCE 13 years

NPS® 67

0= 0% Detractors (critical customers) 330= 33% Passive customers 670= 67% Promoters (ambassadors)

91

BRINCH & PARTNERS APS

Good performance

 7.7 of 10

10 reviews

Birn & Partners ApS’ supplier performance is 7.7, which means that customers experience their performance as good.

Birn & Partners ApS is No. 24 of 127 on the online top list for Search & Headhunting.

Professional performance Communication Method & Analysis Focus & Results Innovation & Value Ethics & Cooperation Partnership potential

780.

1000.

820.

1000.

760.

1000.

710.

1000.

780.

1000.

770.

1000.

Industry benchmark – 78% 7.8 8.2 7.6 7.1 7.8 7.7

Birn & Partners ApS’ benchmark rating is above average. The supplier’s results are better than 78% of the suppliers in the comparison group. This suggests that the supplier will provide higher value than average to the organization.

The supplierpræsenterer presents an et Leverandøren appropriate of candidates passendenumber antal kandidater 10

9

8

Præsenterede kandidater har Presented candidates have relevante erfaringer og relevant experience and kompetencer competencies

7

Ydelsen giver god værdi for The service provides pengene good value for money

6 5

Leverandøren er en is god The supplier a good repræsentant som matcher representative that matches the organisation’s organisationens employer employer brand brand

Hiredkandidater candidatesindfrier fully til Ansatte meets the expectations fulde forventningerne

Benchmark

92

EXPERIENCE 8 years

GROSS PROFIT DKK 5,639,857

Brinch & Partners ApS

NPS® 0

200= 20% Detractors (critical customers) 600= 60% Passive customers 200= 20% Promoters (ambassadors)

HUDSON GLOBAL RESOURCES



Hudson Global Resources A/S is No. 26 of 127 on the online top list for Search & Headhunting.

Professional performance Communication Method & Analysis Focus & Results Innovation & Value Ethics & Cooperation Partnership potential

820.

1000.

810.

1000.

760.

1000.

670.

1000.

790.

1000.

760.

1000.

7.7 of 10

Industry benchmark – 76% 8.2 8.1 7.6 6.7 7.9 7.6

Good performance

Hudson Global Resources A/S’ benchmark rating is above average. The supplier’s results are better than 76% of the suppliers in the comparison group.

This suggests that the supplier will provide higher value than average to the organization.

12 reviews

Hudson Global Resources A/S’ supplier performance is 7.7, which means that customers experience their performance as good.

The supplierpræsenterer presents an et Leverandøren appropriate of candidates passendenumber antal kandidater 10

9

8

Præsenterede kandidater har Presented candidates have relevante erfaringer og relevant experience and kompetencer competencies

7

Ydelsen giver god værdi for The service provides pengene good value for money

6 5

Leverandøren er en is god The supplier a good repræsentant som matcher representative that matches organisationens employer the organisation’s brand employer brand

Ansatte Hiredkandidater candidatesindfrier fully til fulde forventningerne meets the expectations

Benchmark

Hudson Global Resources A/S

Customer testimonial

’’

We have a good collaboration with Hudson in Denmark, and they have always provided us with good candidates FMCG company in the Capital Region of Denmark with 50-99 employees

EXPERIENCE 17 years

GROSS PROFIT DKK 13,242,970

NPS® 33

80= 8% Detractors (critical customers) 500= 50% Passive customers 420= 42% Promoters (ambassadors)

93

Very good performance

 8.0 of 10

11 reviews

Mercuri Urval A/S’ supplier performance is 8.0, which means that customers experience their performance as very good.

MERCURI URVAL A/S Mercuri Urval A/S is No. 27 of 127 on the online top list for Search & Headhunting.

Professional performance Communication Method & Analysis Focus & Results Innovation & Value Ethics & Cooperation Partnership potential

800.

1000.

830.

1000.

790.

1000.

750.

1000.

810.

1000.

840.

1000.

Industry benchmark – 75% 8.0 8.3 7.9 7.5 8.1 8.4

Mercuri Urval A/S’ benchmark rating is above average. The supplier’s results are better than 75% of the suppliers in the comparison group. This suggests that the supplier will provide higher value than average to the organization.

The supplierpræsenterer presents an et Leverandøren appropriate of candidates passendenumber antal kandidater 10

9

8

Præsenterede kandidater har Presented candidates have relevante erfaringer og relevant experience and kompetencer competencies

7

Ydelsen giver god værdi for The service provides pengene good value for money

6 5

Leverandøren er en is god The supplier a good repræsentant som matcher representative that matches the organisation’s organisationens employer employer brand brand

Hiredkandidater candidatesindfrier fully til Ansatte meets the expectations fulde forventningerne

Benchmark

94

EXPERIENCE 42 years

GROSS PROFIT DKK 93,544,485

Mercuri Urval A/S

NPS® 27

0= 0% Detractors (critical customers) 730= 73% Passive customers 270= 27% Promoters (ambassadors)

FLENSBY & PARTNERS A/S

Good performance

Flensby & Partners A/S is No. 29 of 127 on the online top list for Search & Headhunting.

Professional performance Communication Method & Analysis Focus & Results Innovation & Value Ethics & Cooperation Partnership potential

720.

1000.

730.

1000.

690.

1000.

580.

1000.

720.

1000.

700.

1000.

Industry benchmark – 73% 7.2 7.3 6.9 5.8 7.2 7.0

Flensby & Partners A/S’ benchmark rating is above average. The supplier’s results are better than 73% of the suppliers in the comparison group. This suggests that the supplier will provide higher value than average to the organization.

     6.9 of 10

10 reviews

Flensby & Partners A/S’ supplier performance is 6.9, which means that customers experience their performance as good.

The supplierpræsenterer presents an et Leverandøren appropriate of candidates passendenumber antal kandidater 10

9

8

Præsenterede kandidater har Presented candidates have relevante erfaringer og relevant experience and kompetencer competencies

7

Ydelsen giver god værdi for The service provides pengene good value for money

6 5

Leverandøren er en is god The supplier a good repræsentant som matcher representative that matches the organisation’s organisationens employer employer brand brand

Hiredkandidater candidatesindfrier fully til Ansatte meets the expectations fulde forventningerne

Benchmark

EXPERIENCE 2 years

GROSS PROFIT DKK 27,282,486

Flensby & Partners A/S

NPS® 0

300= 30% Detractors (critical customers) 400= 40% Passive customers 300= 30% Promoters (ambassadors)

95

Very good performance

  8.5 of 10

10 reviews

Humantrust A/S’ supplier performance is 8.5, which means that customers experience their performance as very good.

HUMANTRUST A/S Humantrust A/S is No. 30 of 127 on the online top list for Search & Headhunting.

Professional performance Communication Method & Analysis Focus & Results Innovation & Value Ethics & Cooperation Partnership potential

840.

1000.

870.

1000.

870.

1000.

800.

1000.

840.

1000.

890.

1000.

Industry benchmark – 72% 8.4 8.7 8.7 8.0 8.4 8.9

Humantrust A/S’ benchmark rating is above average. The supplier’s results are better than 72% of the suppliers in the comparison group. This suggests that the supplier will provide higher value than average to the organization.

The supplierpræsenterer presents an et Leverandøren appropriate of candidates passendenumber antal kandidater 10

9

8

Præsenterede kandidater har Presented candidates have relevante erfaringer og relevant experience and kompetencer competencies

7

Ydelsen giver god værdi for The service provides pengene good value for money

6 5

Leverandøren er en is god The supplier a good repræsentant som matcher representative that matches the organisation’s organisationens employer employer brand brand

Hiredkandidater candidatesindfrier fully til Ansatte meets the expectations fulde forventningerne

Benchmark

96

EXPERIENCE 4 years

GROSS PROFIT DKK 5,590,850

Humantrust A/S

NPS® 80

0= 0% Detractors (critical customers) 200= 20% Passive customers 800= 80% Promoters (ambassadors)

NORDIC SEARCH GROUP

Good performance

Nordic Search Group ApS is No. 32 of 127 on the online top list for Search & Headhunting.

Professional performance Communication Method & Analysis Focus & Results Innovation & Value Ethics & Cooperation Partnership potential

740.

1000.

820.

1000.

710.

1000.

690.

1000.

770.

1000.

740.

1000.

Industry benchmark – 70% 7.4 8.2 7.1 6.9 7.7 7.4

Nordic Search Group ApS' benchmark rating is average. The supplier’s results are better than 70% of the suppliers in this group. This suggests that the supplier will provide as high a value as other suppliers to the organization.

 7.4 of 10

16 reviews

Nordic Search Group ApS’ supplier performance is 7.4, which means that customers experience their performance as good.

The supplierpræsenterer presents an et Leverandøren appropriate number of candidates passende antal kandidater 10

9

8

Præsenterede kandidater har Presented candidates have relevanteexperience erfaringerand og relevant kompetencer competencies

7

Ydelsen giver god værdi for The service provides pengene good value for money

6 5

Leverandøren er enisgod The supplier a good repræsentant som matcher representative that matches the organisation’s organisationens employer employer brand brand

Hiredkandidater candidatesindfrier fully til Ansatte meets the expectations fulde forventningerne

Benchmark

Nordic Search Group ApS

Customer testimonial

’’

I am very pleased with the cooperation with Nordic Search. I consider NS to be a trustworthy and professional partner. The dialogue has been close, effective, and dedicated. Thank you very much for your great cooperation!

Wholesale business in the Capital Region of Denmark with 2-4 employees

EXPERIENCE 3 years

GROSS PROFIT DKK 239,945

NPS® 6

310= 31% Detractors (critical customers) 310= 31% Passive customers 380= 38% Promoters (ambassadors)

97

Very good performance

 8.0 of 10

13 reviews

European Search Company ApS’ supplier performance is 8.0, which means that customers experience their performance as very good.

EUROPEAN SEARCH COMPANY European Search Company ApS is No. 35 of 127 on the online top list for Search & Headhunting.

Professional performance Communication Method & Analysis Focus & Results Innovation & Value Ethics & Cooperation Partnership potential

700.

1000.

830.

1000.

800.

1000.

790.

1000.

820.

1000.

840.

1000.

Industry benchmark – 68% 7.0 8.3 8.0 7.9 8.2 8.4

European Search Company ApS' benchmark rating is average. The supplier’s results are better than 68% of the suppliers in this group. This suggests that the supplier will provide as high a value as other suppliers to the organization.

The supplierpræsenterer presents an et Leverandøren appropriate of candidates passendenumber antal kandidater 10

9

8

Præsenterede kandidater har Presented candidates have relevante erfaringer og relevant experience and kompetencer competencies

7

Ydelsen giver god værdi for The service provides pengene good value for money

6 5

Leverandøren er en is god The supplier a good repræsentant som matcher representative who that matches the organisation’s organisationens employer employer brand brand

Hiredkandidater candidatesindfrier fully til Ansatte meets the expectations fulde forventningerne

Benchmark

98

EXPERIENCE 6 years

GROSS PROFIT DKK 3,674,995

European Search Company ApS

NPS® 46

0= 0% Detractors (critical customers) 540= 54% Passive customers 460= 46% Promoters (ambassadors)

AMROP A/S

Good performance



Amrop A/S is No. 62 of 127 on the online top list for Search & Headhunting.

Professional performance Communication Method & Analysis Focus & Results Innovation & Value Ethics & Cooperation Partnership potential

650.

1000.

610.

1000.

610.

1000.

530.

1000.

600.

1000.

590.

1000.

6.0 of 10

Industry benchmark – 42% 6.5 6.1 6.1 5.3 6.0 5.9

Amrop A/S’s benchmark rating is average.

The supplier’s results are better than 42% of the suppliers in this group. This suggests that the supplier will provide as high a value as other suppliers to the organization.

14 reviews

Amrop A/S’ supplier performance is 6.0, which means that customers experience their performance as good.

The supplierpræsenterer presents an et Leverandøren appropriate of candidates passendenumber antal kandidater 10

9

8

Ydelsen giver god værdi for The service provides pengene good value for money

Præsenterede kandidater har Presented candidates have relevante erfaringer og relevant experience and kompetencer competencies

7 6 5

Leverandøren er en is god The supplier a good repræsentant som matcher representative that matches the organisation’s organisationens employer employer brand brand

Hiredkandidater candidatesindfrier fully til Ansatte meets the expectations fulde forventningerne

Benchmark

EXPERIENCE 31 years

GROSS PROFIT DKK 55,259,186

Amrop A/S

NPS® -36

500= 50% Detractors (critical customers) 360= 36% Passive customers 140= 14% Promoters (ambassadors)

99

UNDERSTANDING THE SURVEY

Supplier’s ability to cooperate effectively and work ethically

un r's tru and icate abili s t , an twor write pres y to d c thy in en t orr , en a ec t m gage an ne d r

Supplier Quality Framework

ab Sup ilit p inn y to lier’s val ova pro d ua ble tive a uce so nd lut ion s

r's plie ture sup as fu ner e rt Th pa

Th

es co u

p mm pli e

tial

ten po

the best out of each other.

Supplier Analytics™ is based on independent research and is evidence-based. The foundation is in data-based analyses and predictions based on customers’ perception of the suppliers’ critical behaviors. The results of the report should not be understood as the search & headhunting companies’ actual behavior, but as the customers’ observations and assessment of the quality and value of the deliveries. The current questionnaire is continuously developed and validated (last updated at the end of 2016).

Supplier’s ability to deliver useful solutions in a methodological and analytical way

’s lier er pp eliv Su to d busi lts su ility lity ab -qua ed re s h hig -focu ss ne

Supana’s Supplier Analytics™ makes it possible to analyze the quality and value of Danish search & headhunting companies’ service and professional advice. You can compare different suppliers based on customer assessment of quality, value, and potential across the market.

Supplier Analytics™ is unique because the tool measures supplier performance on a wide range of critical types of supplier behavior. Supplier Analytics™ does not only provide an understanding of the market, but also identifies the key points of attention that can help customers and suppliers get

INCLUDED AND EXCLUDED The data in the report is based on suppliers who have an independent presence

and a valid CVR number in Denmark. The report is Supana's third survey of the area.

THE ANALYSIS’ RELIABILITY AND LIMITATIONS The analysis and benchmarks were made with Supana's Supplier Analytics tool, and are based on all available materials from reliable respondents. The respondents are all individuals who have been customers with a reviewed search & headhunting company, and they come from a total of 918 validated respondents. In total, 106 search & headhunting companies were assessed in the survey, 31 of which are discussed in the report. In order to be analyzed in the report, a search & headhunting company must have a minimum of ten customers.

100

Supana

™

The search & headhunting companies have not had any influence on which other suppliers have been included in the survey. Participants were invited via email, Facebook, LinkedIn Groups, and via personal networks.

Furthermore we have continuously asked all search & headhunting companies to invite their own customers to participate in the survey, to ensure an adequate representation in the analysis. Some of the search & headhunting companies have invited their own customers to participate in the survey.

SURVEY’S SAMPLING Optimally, the survey should be based on reviews from all customers throughout Denmark. In practice, it is often between 10-25% of all customers who answer customer surveys, therefore the survey is based on a sample. There are major differences in the search & headhunting companies’ marketing strategies and customer segments, and that is a challenge. Some suppliers have thousands of customers, and other have fewer than fifty customers. When you have to evaluate the results, ten reviews will sometimes provide an adequate picture, while in other situations more than 100 reviews would be necessary.

There are no independent sources of the search & headhunting companies’ number of customers. Therefore you should carefully consider whether the number of reviews that the report is based on provides you with sufficient information1.

Supana disclaims all liabilities regarding

the accuracy and representativity of the respondents and therefore cannot be held responsible for the analysis and interpretation thereof. The search & headhunting companies in the report have received between 10 and 83 reviews.

To test this, we have implemented T-tests of all the suppliers' performance, measured by 10, 11, 12, 13... up to the total number of reviews. The tests demonstrated that the survey's data strength, i.e. validity and accuracy, increases with the number of reviews we have. Thus we have decided that the total score on the top list depends on the data strength, so that the data quality is considered when position on the list is determined. The performance scores can also be seen on the top list, while they are not adjusted for data strength. The T-tests have also shown that there is evidence to suggest that when a supplier has ten observations, we can say something about their performance 2.

If you need a statistically safe assessment, i.e. at a 95% confidence level, around 250 reviews should be sampled for a supplier with about 5,000 customers.

1

In other words, it has not been possible to deny that 10 observations can explain the variation and mean value in the whole data set.

2

RESPONSE DISTRIBUTION PER REGION AND SIZE Headhunting is a phenomenon of Copenhagen. Thereby we do not say that search & headhunting is not done outside Copenhagen and the Capital Region because it is. But most of the customers have their headquarters in the Capital Region of Denmark. There is an over-representation (87%) of respondents who represent a company from the Capital Region

of Denmark. It is difficult to assess the effect of this over-representation on the analysis. In addition, the Capital Region of Denmark also contains most of the Danish companies (2 out of 5) and 70% of search & headhunting companies have their Danish headquarters in the Capital. Hence it is also expected that the majority of the respondents are therefrom.

Response

by Region Response distribution by region North Denmark Region Central Denmark Region Region of Southern Denmark Zealand

1% 5% 2% 4% 87%

Capital Region of Denmark 0% 10% 20% 30% Respondents in Supana's sample

40%

50% 60% 70% 80% 90% Full-time employees in Denmark

100%

Source: Statistics Denmark, General company statistics, 2014 & Supana, 2017 101

Competition for talent in Copenhagen and Frederiksberg If we dive into the numbers, it is obvious that more than half (55%) of the recruiting companies are located in Copenhagen and Frederiksberg. The proportion of companies who choose to use search & headhunting companies is significantly higher in this area than in the rest of the country.

This can be explained by the tough competition for the best talents in the Copenhagen area, which makes it necessary for companies to receive external assistance when they are recruiting.

In the survey, the worst represented areas are North Denmark Region and Region Zealand. It is the same picture as in the 2015 and 2016 analyses, which indicates that the use of search & headhunting companies has a significant potential in the North Denmark Region and in the rest of Zealand. Only 5% of the respondents in the analysis have their primary address in the North Denmark Region or Region Zealand.

Municipal distribution of respondents inofthe Capital Region of Denmark Municipal allocation of respondents in the Capital Region Denmark Københavns & Frederiksberg

14%

Hørsholm Kommune

4% 5%

Gentofte

5%

Lyngby-Taarbæk

63%

9%

Gladsaxe Other

Search & headhunting is not for entrepreneurs and small businesses Only 27% of the respondents in the survey come from small businesses with fewer than 50 employees, which constitutes 97% of all Danish companies. There is no doubt that the pressure on the Danish labor market makes it difficult for small and new businesses to find the right skills themselves. But they do not see search & headhunting companies as the obvious solution. Instead, a large number of small

companies and start-ups choose to either use their network or recruitment agencies that are not as expensive.

Small and medium-sized enterprises (SMEs) with under 200 full-time employees are the dominant group in the private sector in Denmark. They employ about 66 per cent of the full-time employees in the private sector in Denmark.

Response distribution by company size Response distribution, company size >1000 employees

15%

200-999 employees

22%

50-199 employees

28%

5-49 employees

24%

1-4 employees

3%

Unknown

8%

0%

5%

10%

15%

20%

25%

Respondents in Supana's sample

Source: Statistics Denmark, General company statistics, 2014 & Supana, 2017 102

Supana

™

30%

Headhunters work with Denmark's largest companies By comparison, companies with more than 100 employees make up less than 1% of all Danish companies. The respondents in the analysis primarily come from companies with more than 100 employees.

In Denmark there are 2,032 companies with more than 100 employees in the private sector. They amounted to only 0.07 percent of all private companies in 2014, but employed an entire 62 percent

of the full-time employees in the private sector, corresponding to about 1.3 million full-time employees.

Despite the professional skills in their own HR or recruitment departments, the large companies have a strong need for external help from search & headhunting companies in filling key positions in the company.

RESPONSE DISTRIBUTION BY INDUSTRY Another aspect of the quality of the study deals with how the sample reflects the distribution of industries. There are no official statistics on which industries use search & headhunting companies, therefore we are again comparing the survey with data from Statistics Denmark. One obvious hypothesis

is that industries with highly specialized labor forces are more likely to use search & headhunting companies because they are willing to use more resources to find key employees, specialists, and managers.

Response distribution by industry 0%

5%

10%

15%

25%

35%

2% 30%

Trade, hotel and catering Transportation, postal, IT and telecom

30%

17%

Industry Construction

20%

8% 21%

Finance and professional services 11%

Public and personal services

10%

Other industries

Respondents in Supana's sample

Danish companies

Source: Statistics Denmark, General company statistics, 2014 & Supana, 2017

Especially in the “Industry,” where manufacturing companies in plastic, medicine, machinery, and instruments are in great need of highly trained and specialized employees.

It is also reflected by the high response rate in this category. “Finance and business services” are somewhat underrepresented in the analysis. This can be explained partly by the fact that the financial sector have

undergone changes that have e.g. entailed a significant decrease in the number of employees in banks and mortgage banks. The relatively few respondents in the "construction industry” are due to the fact that this industry often making use of outsourcing, temporary workers, and project appointments, and that the proportion of highly trained employees is relatively low.

103

ABOUT

Supana™

PROFESSIONALLY RESPONSIBLE

Supana is a Danish startup company focusing on Supplier Analytics™ technology. Our technology unites buyers and suppliers of consulting services.

Ulrik Schultz Brix PhD in Organizational Analysis Managing Director of Supana

Supana works to create transparency and trust in the market for consulting services.

Has worked with assessment, valuation, and quality for more than 15 years in the consulting industry.

Supana creates transparency by analyzing and benchmarking buyers’ experience of value and quality.

Supana performs objective and unique analyses of suppliers’ quality and value through our Supplier Quality Framework™.

CONTACT SUPANA Email contact@supana.com Phone +45 25 13 00 84 Web supana.com