Quick facts

About Robert Half

LONGER LUNCH BREAKS, wearing suits despite a casual dress code and a drop in productivity are signs an employee is thinking of quitting, according to Robert Half.
Research by the specialised professional recruitment agency claims British companies
are at risk of losing one in five staff in 2013. To keep them, the firm recommends emphasising the person’s value and opportunities and, if all else fails, leaving the door open if things don’t work out.
Phil Sheridan, managing director of the Birmingham-based company, says: “It’s not always possible to retain your best and brightest. However, by making sure employees are happy through regular communication, company updates and encouragement, you can ensure that your company isn’t hit with that mass exodus.”
A mass departure of people at Robert Half is not on the cards, with employees saying their work is an important part of their life (80% positive, ranked 40th). Senior managers are said to live the values of this organisation (74%).
One of the ways managers keep staff happy is by allowing them to work flexibly, which one person, responding to our employee engagement questionnaire, described as “invaluable”. She added: “It allows employees to enjoy more of a work-life balance Monday to Friday rather than having to wait until the weekend to fit everything in.”
Bosses ensure that workers have the resources they need to do their job (77%), regularly express their appreciation when they do a good job (75%) and know what is expected of staff (77%).
Paper recycling takes place across Robert Half’s 18 sites, which saved the equivalent of 479 trees in 2011. Food waste is turned into compost while toner cartridges, plastic, aluminium, glass, batteries and IT equipment are disposed of in an environmentally-friendly way. Green credentials are considered when buying furniture, too, and desks are made from up to 53% recycled waste. Video conferencing is used to save on travel and postage and there are filtered water machines in offices to avoid plastic bottle waste.
Quiz nights, raffles and clothing donations helped raise nearly £70,000 for Clic Sargent, which supports children and young people with cancer, while employees volunteered with the RSPB to build shelters for schoolchildren to use while on bird-viewing outings. Staff say Robert Half’s support of worthy causes is not just driven by a desire for good publicity (64%, 24th).
Team-building events in the past year included whitewater rafting at the Olympic site by people working in Robert Half’s London offices, a skydive and a diamond jubilee barbecue.


What is it like to work for Robert Half

Leadership
Leadership
The UK and global senior management team aim to be visible throughout the business which helps not only with employee engagement, but also helps with morale and motivation in the business, as the recruitment market continues to be challenging. As their leadership team have all started with and built their careers with the company, it is encouraging for staff to know that their managers have been there and know what they’re going through. The leadership hierarchy is very shallow and as such, it is common to see the directors and even global senior executive members sitting alongside the consultants in an open-environment. This helps break down barriers and demonstrates that the leadership team is accessible. Whether to assist on client meetings, training or general day-to-day activities, the leadership team works very closely with the sales consultants. To recognise consultants for their contributions and hard work, the company hosted a sales competition with 16 winners receiving VIP access to various Olympic competitions. Their managing director launched the competition and the directors worked very closely with employees to ensure they were on track and meeting targets for the highly sought-after prize!

My Manager
My Manager

The company set clear performance targets for business development professionals as well as support functions, allowing employees to have a clear understanding of what is expected, as well as allowing them to benchmark success. They reward success by hosting multiple recognition events, ad-hoc recognition and bonuses. This is based on both individual and company performance. Managers have goals reviewed daily and weekly with the UK leadership as well as quarterly with the senior global leadership team. They then communicate these goals to their teams, and set realistic and measurable action plans to achieve. Managers provide formal and informal rewards to employees, including celebratory and team building lunches/evenings, and recognition emails/newsletters.

Fair Deal
Fair Deal
Reward and recognition are areas of focus and the company offer exceptional incentives, team building and social events to build employee morale and camaraderie. Reach for the Stars, their global performance recognition event held annually in Las Vegas, brings the top sales professionals to a multi-day retreat culminating in an awards banquet. They added 65 additional awards last year, allowing even more people the chance to attend. Most Valuable Players Event(s) celebrate their UK team members at the Savoy. The top staff and leadership performers convene for a Black Tie event where their successes are celebrated. Additional incentive events include golf days, Ascot, Thames excursions, dinners and impromptu recognition. Star of the Year recognizes top administrators. Despite the economic climate, the organisation have continued to offer bonuses and salary increases to their non-commission staff to ensure employees are engaged, motivated and retained. Other incentives include a recognition budget for managers to reward their employees as needed. Their Innovation Jam recognition event encourages employees to come up with ideas to benefit the business; winners from their UK operations compete with global submissions for international recognition.

Learn more about the 8 factors of workplace engagement here

Benefits:

  • Childcare
    Childcare

    On-site nursery or vouchers

  • Maternity
    Maternity

    At least 10 weeks' leave on full pay

  • Health Insurance
    Health Insurance

    Full family cover

Company Statistics

  • UK sites:

    18

  • Average Age:

    34

  • Staff Turnover:

    37%

  • Staff:

    373

  • Earning £35,000+:

    39%

  • Male : Female:

    49% / 51%

Accreditation

Want to get on the list or be accredited?

Start your engagement journey today and find out what you need to do to earn a Best Companies accreditation or a place on the Best Companies lists.