1. IIA April Seminar-Recruitment Update Louise O’Donoghue-Regional Manager

2. Market Update and Running a Successful Recruitment Process

3. Agenda Introduction Market update & trends What candidates are looking for and their perception of Internal Audit How to effectively recruit high calibre talent How to handle a counter offer situation How to retain talent Salaries – market update Summary Q&A

4. Introduction Louise O’Donoghue – Regional Manager Midlands Specialist Markets Team I am Regional Manager for the Specialist Markets Team within the Midlands Finance business that deals with Tax, External Audit, Corporate Finance and Internal Audit. I have specific operational focus for recruiting Internal Audit, Risk and Compliance, as well as External Audit professionals, for a wide range of clients from Top 20 Firms to large blue chip, corporate organisations and the public sector across the Midlands.

5. Our specialist businesses Within our three businesses we have teams that specialise by profession and sector, meaning that we offer true specialist expertise across the widest range of business areas. Our specialist teams: SECTORS BANKING & FINANCIAL SERVICES CONSTRUCTION CONSUMER ENERGY FASHION HEALTHCARE & LIFE SCIENCES INSURANCE NOT-FOR-PROFIT OIL & GAS PROFESSIONAL SERVICES PROPERTY PUBLIC SECTOR RETAIL SECTORS BANKING & FINANCIAL SERVICES CONSTRUCTION CONSUMER ENERGY FASHION HEALTHCARE & LIFE SCIENCES INSURANCE NOT-FOR-PROFIT OIL & GAS PROFESSIONAL SERVICES PROPERTY PUBLIC SECTOR RETAIL PROFESSIONS CONSULTANCY, STRATEGY & CHANGE DIGITAL ENGINEERING & MANUFACTURING FACILITIES MANAGEMENT FINANCE & ACCOUNTANCY HUMAN RESOURCES LEGAL LOGISTICS MARKETING POLICY PROCUREMENT SALES SECRETARIAL & BUSINESS SUPPORT SUPPLY CHAIN TECHNOLOGY

6. Our locations 35 Countries ARGENTINA AUSTRALIA AUSTRIA BELGIUM BRAZIL CANADA CHILE COLOMBIA FRANCE GERMANY GREATER CHINA Including Taiwan and Hong Kong INDIA INDONESIA IRELAND ITALY JAPAN LUXEMBOURG MALAYSIA MEXICO MOROCCO THE NETHERLANDS NEW ZEALAND PERU POLAND PORTUGAL QATAR SINGAPORE SOUTH AFRICA SPAIN SWEDEN SWITZERLAND TURKEY UAE UK USA 15 4 Offices One Approach Our international businesses are not alliance based or purchased. Each PageGroup business has been grown organically and is continually benchmarked to ensure our quality of service is consistent worldwide. Global Reach

7. Market update & trends A rise in profile and importance of IA or should I say..…Business Partner IA expanding remit into other areas, culture, change, IT, cyber security Development of profile of an internal auditor Increase of IA vacancies versus a decrease in high quality internal auditors Activity in job market – combination of growth and replacement Sectors – Financial Services, Manufacturing/Engineering, Automotive Increase in number of people leaving profession Growth in IA Big 6 Increased demand in the junior candidate market (up to £50k)

8. Candidates and Perception of IA Candidates have more control as demand for talent is high Shortage at NQ level = drive salaries up Career progression, recognition and reward is key Importance of career plans Exposure to different areas of a business Add value/use commercial skills Better work life balance High travel Tick box exercise rather than adding value Too similar to Audit in Practice Limits career opportunities Lack of understanding

9. How to recruit high calibre talent Recruitment process Sign off Write a good job description Timescales- set timescale and diarise interview slots Broader candidate profile Embrace the two way process Senior finance involvement Managing expectation Be honest and give feedback Know your brand and your competitors

10. How to recruit high calibre talent

11. What issues do businesses typically face when recruiting: 1.Volume of CVs has changed 2.“Perfect” CVs- the need to be more flexible 3.Active candidates 4.Timescales- no delay 5.Salary Expectations 6.Buy Back

12. Handling a counter offer situation Seven actions to take to avoid a counter-offer situation: 1.Cover counter-offers at interview 2.Determine reasons for leaving 3.Keep up the contact 4.Sell your strengths 5.Offer the opportunity for further meetings 6.Use a recruiter 7.Finally, know when to walk away

13. How to retain talent The following advice highlights some of the key strategies in leadership development once you have hired and identified your own future leaders. Business exposure Job rotation Challenging programmes Mentoring and coaching Feedback Rewards

14. Salaries – market update London/South East NQ level salaries have largely remained the same – attracting candidates with career progression & development Senior level appointments increased – true business partner and essential part of a successful organisation Midlands Salaries at NQ level on the increase due to high demand Movement at the senior level North Salaries fairly static however benefits and flexible working a key area of interest Activity in the senior market is yet to pick up www.michaelpage.co.uk/salary-comparison-tool

15. Summary Increased confidence creates movement Demand at NQ & Mid Management Level high Know your recruitment process Develop future leaders Tackle counter offer situations

16. Q&A Q&A Internal Audit contacts: Midlands – Louiseodonoghue@michaelpage.com – 0121 634 6920 Jakeshephard@michaelpage.com