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Barclay MeadeTracking UK Recruitment
Barclay MeadeTracking UK Recruitment
Executive summary 2
What does the tracker show? 3
Industry sectors 5
Across the regions 8
Looking to 2011 12
About Barclay Meade 15
1
The recruitment industry has certainly seen some transition since the
beginning of the year. News of the public sector cuts and fluctuating
unemployment figures have dominated discussions within the market
and to a certain degree, we are still unsure of how the year will end.
Following the Comprehensive Spending Review, we now know that
the private sector is bracing itself for an influx of candidates and
will be more than willing to see the return of those from the public
sector who started out in the commercial world, and whose skills are
perfectly matched to private sector competition. At a time when many
in the private sector are looking to take advantage of diversification
and growth opportunities, skilled candidates are in high demand.
It’s our view that widespread recruitment freezes have produced many
‘corporate prisoners’ – employees who have been too afraid to move
due to vulnerability in probation periods and fear of being ‘last in first
out’, but as the candidate market grows, these ‘corporate prisoners’
are more likely to enter the market in the foreseeable future.
In terms of growth in specific sectors and roles, sales and marketing
communications professionals are set to be in high demand as firms
look to invest in recruiting employees who can have an immediate
impact on the commercial success of an organisation. Strong directors
with proven leadership and successful track records will also be in
high demand moving in to next year. We have already seen a huge
increase for board opportunities where companies are up-skilling and
preparing for new leadership to be in place to coincide with corporate
plans.
For now, economic uncertainty continues to cloud recruitment
progression and will do so until we have clarity. Should there be a
dip in confidence, clients and candidates will need the support of
the recruitment sector more than ever as outsourcing becomes more
cost-effective, and indeed necessary, as the best talent becomes even
harder to attract.
Nigel LynnManaging Director
Barclay Meade
Executive summary
2
What does the tracker show?
Barclay Meade interviewed owners and directors of medium and large organisations across the UK about their current recruitment plans
and the landscape of their future workforce.
The research was conducted during Q3 of 2010 – a period of further economic and political change following the formation of the coalition
Government in May of this year. At this time, UK businesses were awaiting the Government Spending Review on 20th October which was
expected to cause many public sector bodies to shut down or merge with an inevitable knock-on effect on unemployment figures. An
increase in the amount of talent in the market was also expected.
Key quarterly economic and political issues:
» National Insurance contributions holiday scheme
was launched by the Government to encourage
investment in regional areas that are particularly
reliant on public sector funding
» Fluctuating unemployment - The Office for National
Statistics (ONS) revealed the UK economy grew by
1.2% in the April to June period – unrevised from its
second estimate last month. While the reading was
expected to remain the same – it represented the
fastest pace in nine years and took the annual rate of
growth to 1.7%
» Increase in GDP - GDP increased by 1.2% in the
second quarter of 2010, unrevised from previously
published. GDP in the second quarter of 2010 is now
1.7% higher than the second quarter of 2009
» Companies falling into insolvency dropped by 18%
in the third quarter
» Pending Government Spending Review
» VAT rises in January 2011
» Growing fears of a double dip recession
The Recruitment and Employment Confederation (REC) and KPMG Report on Jobs (October)
» The number of job vacancies grew last month, but at
the slowest rate in almost a year
» The number of people appointed to permanent jobs in
September also grew by its slowest pace in 12 months
» Wage inflation is at a 10-month low
3
What is your current attitude towards recruitment?
When asked if they are currently recruiting and at what level, 47% of
business owners said they are presently recruiting at similar or
even higher levels than before the recession signalling growth in
many firms with increased confidence mirroring the increasing GDP
figure. Despite this return to pre-recession recruitment levels for nearly
half of the firms surveyed, almost a third of employers (30%) stated
they are still operating under a recruitment freeze, and nearly a
quarter (24%) are recruiting at below pre-recession levels.
Among these respondents, it is firms with a turnover of £20m or
more which are predominantly recruiting at similar or higher
levels than before the recession (56%), and only 11% are still
implementing a recruitment freeze. This suggests larger firms have
been more financially resilient proving to be more robust through the
recession than smaller companies.
Firms with a turnover between £5m – £20m are more likely to be
operating under a recruitment freeze at the present time (33%)
than any other size firm, and it is those companies with a turnover
between £1m - £5m which are more likely to see growth with 9%
experiencing recruitment levels higher than before the recession
showing that the agility a smaller workforce has will act in their favour.
On the hiring front, 19% of employers have seen an increase
in recruitment levels for skilled workers, 14% have increased
recruitment at admin/client service level, 14% increased
recruitment for sales, marketing and communications roles, 11%
accountancy and finance and 8% procurement and supply chain.
The emphasis on sales, marketing and communications roles
shows the investment going back into business growth but overall,
talent is in demand and firms will want to look at how they retain
this going forward.
In terms of channels used by employers to find new recruits,
over half (59%) are relying on word of mouth, 53% use press
advertisements, 43% partner with a recruitment agency, two
out of five (43%) are relying on recruiting internally, and 17%
are using social media networks such as Twitter or LinkedIn
to find the most appropriate candidates.
Employers are heavily reliant on their own networks in order to
attract key talent, although social media networks are seemingly
still under utilised by employers. Despite the fact that recruitment
is still an industry driven by face-to-face personal relationships,
we expect social media channels to become more widely used
in the future.
For those employers partnering with a recruitment consultancy,
the ability to deliver the right candidates is the most important
attribute for 61% of respondents, with 60% believing that good
quality candidates put forward by the consultancy is a priority.
The knowledge held by the recruiter of a client’s sector is an
important quality for 55% of clients, with 53% looking for cost
efficiency and client understanding. Excellent client service was
the least important quality for employers with 43% responding in
this way.
Looking at average staff turnovers in the current climate, 78% of
employers conveyed their current staff turnover as between 0 –
10%, 13% said they were turning over between 11 – 20%, with
6% of employers losing more than 20% of their staff at this time.
What is your current attitude to recruitment?
4
Industry sectors
Retail
Office for National Statistics (ONS) figures showed that UK retail
sales suffered a surprise fall in August, the first drop since January
2010. Sales fell 0.5% from July, suggesting that worries about tax
rises and budget cuts are starting to hit consumer confidence.
Despite dipping sales figures, employers surveyed from the retail
sector had a positive attitude towards recruitment – 55% said they
were recruiting at similar levels to before the recession and 20%
(more than in any other sector and above the national average
of 8%) said they are recruiting at above pre-recession levels.
Nearly half of the sector’s employers (49%) state that their fear
of a double dip recession is providing a barrier to recruitment.
Interestingly, 29% also blame the time-consuming process of
appointing new staff. More than any other sector, 80% of retailers
use word of mouth to recruit and 64% use press advertisements
(above the national average of 53%).
In particular, retail employers have increased recruitment levels for
administrative, sales and finance roles. It may be that many retail
firms are preparing back office roles in order to review efficiencies in
the lead up to the VAT increase in January 2011, which is expected
to have a negative effect on the sector.
Retailers suffer from a lower than average staff turnover rate with
71% experiencing 0-10% turnover.
Financial services
Activity in the UK’s large financial services sector grew at the fastest
rate since June 2007 in Q3, but companies are less optimistic about
the months ahead than they were in June.
The Confederation of British Industry’s latest quarterly survey of the
financial services sector, carried out with PricewaterhouseCoopers,
showed that although the growth in business volumes was weaker
than expected, profitability in the sector improved for a fifth
consecutive quarter.
Mirroring the CBI figures, respondents from the finance sector
have revealed how well the industry has recovered well from the
downturn with 94% of employers now recruiting at similar levels
to before the recession. This is 55% higher than the national
average and more than any other sector.
The VAT hike is viewed as the most significant issue facing the
financial services sector with 46% believing it will have the biggest
negative impact on their recruitment strategy over the next 12
months, and more so than the rise in employer NI contributions
which 9% of employers identified, and the potential rise in interest
rates which 6% of employers identified. Cuts in public sector
spending are not acknowledged as an issue for any employer from
this sector at this time.
Retail sector
What will have the biggest negative impact on your
recruitment strategy over the next 12 months?
Finance sector
What will have the biggest negative impact on your
recruitment strategy over the next 12 months?
5
Fifty four per cent of employers recruit internally highlighting the
unique skills set needed, among candidates, coupled with a strong
sense of company culture which comes from within firms in this
sector. In addition to this figure, 48% also said they use recruitment
agencies. A staggering 94% of employers look for knowledge
of the sector as a key attribute for recruiters to possess – this is
the highest figure across all sectors suggesting that recruitment
consultancies used by financial sector employers are specialists
in this market. The industry has a very low turnover rate – 100%
experience 0-10% turnover – reflecting the high internal recruitment
figures.
Manufacturing
The Purchasing Managers’ Index (PMI) fell to 53.4 last month, from
a revised 53.7 in August, showing that UK manufacturing grew at its
slowest pace for 10 months in September. This has raised concerns
about the strength of the recovery, with export orders falling for the
first time in more than a year.
It has also been mooted by Oxford Economics that one in six UK
defence industry jobs may be lost if the Government cuts spending
in the sector by 26%. Such cuts could mean 55,000 people with
skilled manufacturing positions losing their jobs.
It is therefore surprising considering the current landscape that for
manufacturers; 29% state the VAT hike will have the largest
impact, with just 9% of employers in the industry feeling the
public sector cuts having the most negative impact on their
recruitment strategy over the next 12 months, with the expense
of hiring new staff being their biggest barrier when it comes to hiring.
The majority of manufacturers (39%) have returned to pre-
recession recruiting figures, but only slightly more than the
32% which still have a recruitment freeze in place. This shows
that investment for future growth plans are key for the sector, but at
the moment confidence is underpinned with caution.
In terms of levels at which the manufacturing industry is currently
recruiting, 27% are increasing hires at administrative levels with
19% looking at increasing middle management recruits, 12% at
graduates, and 10% at director level. This is higher than the UK
average of four per cent showing the need for strong leadership at
the current time.
Skilled workers are priority hires for manufacturers with 28%
increasing roles in this area and employers need to look at retention
strategies in this are with these workers being in short supply. Fifteen
per cent of manufacturers are looking for accountancy and finance
recruits, and 14 % at their sales function. This highlights the need
for financial review before growth strategies can be implemented.
The majority of manufacturers (56%) are booking press
advertisements rather than the UK-wide tendency to use word of
mouth to find new recruits, suggesting networking is being kept to
a minimum within this sector due to cost implications of press ads.
In terms of expectations from a recruitment consultancy, 78% cite
the ability to deliver the right candidates for the job as the most
preferred quality they look for in a recruitment agency.
Despite the gloomy outlook for the sector, the manufacturing
employers surveyed returned one of the lowest staff turnover
figures with 93% reporting a 0-10% turnover rate, suggesting staff
are reluctant to move on in the current climate when redundancies
are rife.
Manufacturing sector
What will have the biggest negative impact on your
recruitment strategy over the next 12 months?
6
Logistics and supply chain
Fourty-six per cent of employers in the sector report that they are currently recruiting at similar levels to before the recession
(higher than the national average of 39%). In addition to this, 42% of employers identified the potential rise in interest rates as having the
biggest negative impact on their recruitment strategy, staggeringly larger than the national average (8%) and more than any other sector.
Financial liquidity was named by 59% of employers in the sector as a barrier to recruitment and a shortage in skilled candidates by 40%.
Thirty seven per cent blamed the expense of hiring new staff and 21% the location of the business – slightly higher than the national average
(32% and 17% respectively).
Seventy three per cent of the industry’s employers recruit internally, more than any other sector and 67% use word of mouth (compared
to a national average of 59%). This could be due to a shortage of recruiters who understand the supply chain and logistics sector as 60%
of those surveyed in the sector prized knowledge of the market they operate in and client understanding as well as cost effectiveness as the
most important qualities for a potential recruiter to possess.
7
Across the UK, the tracker shows that the regions are at
varying stages of recovery in line with national averages.
North East
Experian research commissioned by the BBC in September as
part of The Spending Review: Making it Clear season, which
looks at the Government’s plans to make deep public sector
savings, suggested that industrial areas in the North East such as
Middlesbrough would be the least resilient to such public sector
cuts.
Despite this, a staggering 58% of employers in the North East
are now recruiting at similar levels to before the recession.
Considering the current climate for the region, this is a hugely
encouraging sign of confidence in growth and investment
Unsurprisingly though, 39% of employers in the North East
believe the cuts in public sector expenditure will have the
biggest negative impact on their recruitment strategies over
the next 12 months (15% more than national average) and 38%
believe that it will be the VAT hike which will be have the most
negative impact (16% more than national average).
Yorkshire
Launched in July 2010, the Yorkshire Post Business Barometer
consulted 200 of Yorkshire’s top business leaders. When asked
about trading conditions over the last 12 to 18 months, 49% said
that it got slightly or a great deal worse with only 31% recording
improved performance.
Employers in Yorkshire have varying experiences of the recession
reflecting the above figures: half are now recruiting at similar
levels to before the recession but a third have implemented a
recruitment freeze.
It is the looming VAT hike which employers in the region will have
the most negative impact on their recruitment strategy over the
next 12 months (27%), 22% believe the rise in National Insurance
contributions will affect them, with only 14% worrying about the
effects of public sector cuts.
North West
The latest Purchasing Managers’ Index (PMI) suggests that a
slackening in North West economic activity has been contributed
to by public sector spending cuts.
The research, corroborating the PMI report for the area, showed
that the North West is struggling more than other regions in
terms of recruitment – only 28% of employers in the region are
Across the regionsThe state of play
now recruiting at similar levels to before the recession, whereas
across the country 39% are reporting a return to pre-recession
recruitment levels. In fact, 28% still have a recruitment freeze
in place. When recruiting, 23% of employers in the North West
have been focusing on administrative appointments whereas 21%
have focused on skilled workers showing the need for back office
support at this time.
Thirty one per cent of employers in the region believe that cuts
in public sector expenditure will have the biggest negative
impact on their recruitment strategy, compared to 24% of
employers across the country. Interestingly, North West employers
seem less concerned about the VAT hike than others with only
nine per cent believing it will have the biggest negative impact,
compared to 22% nationally.
East
In terms of insolvency levels, the recent PricewaterhouseCoopers
report showed that the East performed better than any other
region, with almost one third less failures than in the earlier quarter.
However, the latest Royal Institution of Chartered Surveyors report
hints to a region low in consumer confidence. The bleakest region
in terms of house prices in August was East Anglia, where 59%
more agents reported property prices falling than those seeing
rises.
The recruitment landscape in East Anglia appears to show a similar
dip in activity and confidence – 57% of employers are currently
recruiting at below pre-recession levels, more than double the
national average (24%).
Sixty five per cent believe the rise in employer National Insurance
contributions will have the biggest negative impact on their
recruitment strategy over the next 12 months, a figure which is
three times larger than the national average (20%).
Wales
The latest UK Competitiveness Index issued in April of this year,
puts Wales at the bottom, and focuses on areas such as research
and development, business start-up rates and the number of
exports. It found that the least competitive localities across Britain
were all in Wales.
Fifty per cent of Welsh employers are currently recruiting at
below pre-recession levels (compared to 24% across the whole
UK) and only three per cent have resorted to implementing a
recruitment freeze, compared to 30% across the UK.
8
Forty four per cent of employers in the country believe cuts in public sector expenditure will have the biggest negative impact on
their recruitment strategy over the next 12 months and 44% believe fear of a double dip recession will be a barrier to recruitment going
forward.
In their annual business review, South West RDA economists state that the opportunities for the next wave of growth lies in exports and
investment, and the region’s businesses need to engage more directly in those areas.
Twenty three per cent of employers in the South West have returned to recruiting at above pre-recession levels – more than in any
other region and well above the national average (8%).
Thirty nine per cent of employers have been focusing on recruitment at middle management levels and 29% within sales.
Half (51%) of employers in the region believe the well documented cuts in public sector expenditure will have the biggest negative
impact on their recruitment strategy over the next 12 months, compared to only 24% of employers nationally.
Spotlight regions
Scotland
The latest Lloyds TSB Business Monitor has shown that Scotland
is continuing its economic recovery in the three months to the
end of August, but a source from the firm has suggested growth
remains weak.
It showed a net balance of growth of minus 7%, up from -13%
during the same period of 2009. Lloyds TSB observed that an
improvement in new business was particularly encouraging for the
country.
Reflecting this growth, 78% of employers in Scotland are
currently recruiting at similar levels to before the recession
compared to 27% of employers in Wales and 12% of employers
of England signalling a huge boost in economic confidence and
perhaps reflecting a rise in new business in the country.
A quarter of employers (24%) in Scotland believe the rise in
employer National Insurance contributions will have the biggest
negative impact on their recruitment strategy over the next 12
months. Thirteen per cent identified the potential rise in interest
rates, compared to a UK average of 8%.
Half of employers in Scotland believe that candidate skill shortage
is a barrier to recruitment, compared to a UK average of 35%.
Eighty three per cent of employers use word of mouth to recruit new
staff; 61% use press advertisements and 52% recruit internally.
ScotlandWhat will have the biggest negative impact on your
recruitment strategy over the next 12 months?
9
Three quarters (75%) of Scottish employers look for cost
effectiveness in a potential recruiter (compared to a UK average
of 53%) and three quarters look for client understanding – it may
be that this financial awareness has added to confidence in
recruitment due to increasing levels of growth.
West Midlands
A recent survey of 505 business people at manager level and
above was commissioned by Marketing Birmingham, the city’s
promotional and inward investment body, which is finding ways
to promote private sector growth and economic prosperity in
Birmingham.
Manufacturing was selected by 27% of respondents as the most
important sector to secure economic recovery from a choice of
eight. Twenty one per cent chose technology, which was well ahead
of financial services on 13% and even further ahead of sectors like
construction/real estate, retail, public sector and energy. Only 3%
chose a different sector from these.
Areas such as Stoke-on-Trent in the West Midlands have been
cited as one of the UK’s least resilient to economic shocks sparking
fears that the region is ill-equipped to deal with economic growth.
Perhaps with these figures in mind, 77% of employers in the
West Midlands have implemented a recruitment freeze. This
compares to only 30% of employers nationwide suggesting the
region’s employers are bracing themselves for more hard times.
Thirty two per cent of employers in the region believe cuts
in public sector expenditure will have the biggest negative
impact on their recruitment strategy over the coming 12
months (compared to 24% nationally) whereas 26% cite the VAT
hike as the most negative issue they face.
West MidlandsWhat will have the biggest negative impact on your
recruitment strategy over the next 12 months?
Forty six per cent of employers fear a double dip recession and see
it as a barrier to recruitment and 35% cite the expense of hiring
new staff as prohibitive. As a result, a higher than average number
of employers (65%) use press advertisements and word of mouth
(63%) to recruit. Consistent with this, 80% of employers look
for cost effectiveness when appointing a recruitment agency
– a higher percentage than any other region, and in line with
efficiencies needed to help local firms survive and indeed grow.
10
South East
Oxford Economics predicts job growth in the South East to
increase by 6.2% with 265,100 extra jobs being created by
2015.
The South East is responding well to the current economic
climate with 45% currently recruiting at similar levels to before
the recession, 29% of employers in the region have implemented
a recruitment freeze, but almost a quarter (24%) are recruiting
at below pre-recession figures showing caution is underpinning
success and growth.
LondonWhat will have the biggest negative impact on your
recruitment strategy over the next 12 months?
London
London’s lead over the rest of the UK is set to narrow according to
the Centre for Economics and Business Research (CEBR) as the
capital’s growth prospects face a triple threat.
The impact of a 50% income tax rate on higher earners, a
regulatory crackdown on banks and a service industry slowdown
will hold back growth in London’s economy next year by more than
first thought, says the CEBR.
In April, the CEBR expected the capital to advance 2.5% in 2011,
but has now marked this down to just 1.9%. Growth the following
year is forecast to be even slower at 1.8%, well below the 2.7%
pencilled in originally.
As many as 745 insolvencies were registered in London in Q3 this
year, more than in any other part of the country, although they
represented a 35% improvement from last year.
Employers in the capital report a mixed story with 47% in the city
currently recruiting at similar levels to before the recession but
26% have implemented a recruitment freeze.
When recruiting, 38% of London employers have focused on
administrative roles. Thirty five per cent have seen an increase
in hiring candidates for marketing/communications roles and
34% have seen an increase in recruiting for sales jobs highlighting
the need for growth in these areas.
Thirty five per cent of employers believe the VAT hike will have the
single biggest negative impact on their recruitment strategy over
the next 12 months (compared to 22% nationally).
Unexpectedly, 37% of employers in London state that their
location is a barrier, not a door to attracting the best candidates
suggesting that much of the key talent needed by employers
is migrating outside of the city as many firms look to relocate,
taking staff with them.
When making hires, 56% of employers use recruitment agencies
and 20% use social media. Sixty six per cent of London employers
look for knowledge of their industries when appointing a recruiter.
11
» Increase in VAT in 2011 to 20%
» Announced rise in National Insurance - a 1% rise for
employees and employers to be introduced April 2011
» Bonuses in the financial services sector
» House prices and availability of lending facilities
» Fallout from Comprehensive Spending Review
Looking to 2011
What will have the biggest negative impact on your recruitment strategy over the next 12 months?
12
Twenty four per cent of employers revealed that they see
the cuts in public sector expenditure as the most negative
challenge to their recruitment strategy over the next 12
months. Additional concerns include the VAT hike for 22% of
employers, the rise in employer National Insurance contributions
for 20% of employers and the potential rise in interest rates for
8%. Only 3% are aware of a negative impact from the HM Revenue
& Customs Time to Pay scheme – a scheme that is designed to
support businesses with essential funding.
Fears of a double dip recession are providing a barrier for 41%
of employers, and concerns over cash flow come second to these
economic fears with 36% seeing money as a barrier to pushing
forward their recruitment strategy. Continuous restrictions on
lending by high street banks are seemingly putting a strangle
hold on job creation across the UK.
Looking at the overall recruitment environment, 35% of businesses
feel there is a candidate skill shortage, with 32% worrying about
the expense of hiring new staff – costs which may prevent them
moving forward with any recruitment for the coming months?
Almost one in five (18%) employers feel recruitment is too time-
consuming with 17% seeing the geographical location as a barrier
to recruiting as they are not located near an appropriate workforce.
One in 10 (10%) employers are experiencing difficulty
identifying the right recruitment agency to partner with. This
issue presents the recruitment industry with the opportunity
to educate and support clients as they look to make cost
efficiencies. Partnering with a recruitment consultancy can
help businesses at this crucial time for many firms as they
look to invest in the right candidates in order to maximise
commercial potential.
Economic uncertainty:
Key economic and political issues for Q4
2010 and into 2011
Our ‘Tracking UK Recruitment’ report has highlighted the extent to which employers of medium and large
organisations across the UK fear stagnation of growth, and that public sector cuts will indeed have a negative
impact on the levels and volume of staff they will be able to hire over the next year. The VAT increase was also
highlighted by a similar amount of respondents to the survey, of whom over one in five (22 per cent) expect the
hike to have a negative impact on their recruitment strategies.
Latest figures from the Comprehensive Spending Review show the potential for 490,000 public sector jobs to
go. There are many unanswered questions which will play out over the coming months: firstly, is the private
sector capable of absorbing the talent, and secondly, how many of these candidates will have skills attuned
to the private sector?
Closing statement
The fragility of growth will provide another stumbling block for UK
firms in the coming months. This combined with measures to reduce
the deficit with VAT going up to 20 per cent in January signals that
there may be more tough times ahead for exporters if the Euro
remains strong against the pound which will have a knock-on effect
on supply chains.
As the research shows, employers are looking to make key hires
as commercial investments and as part of their growth plans. The
correct strategic hires, and their integration into the business, will be
paramount to success. Working with a recruitment consultant and
executive search company to research and fulfil these roles and
improve candidate traction will be more important than ever to clients
over the next year if they are to arm themselves with the correct talent
for the challenges and opportunities presented in the current climate.
The recruitment industry must be prepared to add value, ensure
an understanding of client and candidate cultural fit, and focus on
providing the best service. The sector will also need to be flexible with
candidates and research even harder both on and offline to make sure
the highest level of talent is mapped.
Nigel LynnManaging Director
Barclay Meade
13
About Barclay Meade
Barclay Meade is one of the UK’s leading professional staffing recruitment agencies specialising in accountancy
and finance; financial services; human resources; procurement; supply chain and logistics; sales; marketing;
communications and e-commerce; and executive search.
With experts across all eight fields dealing with permanent and temporary recruitment solutions on a nationwide
basis, Barclay Meade listens, questions and offers advice based on client aspirations.
Barclay Meade, launched in August 2010 under the Matchtech Group, will look to excel in new markets whilst
building on previous successes.
Barclay Meade has four regional offices based in Southampton, London, Aberdeen and St Albans.
Solent Office
t: 01489 873400
London Office
t: 020 3301 6800
St Albans
t: 01727 519104
Aberdeen
t: 01224 392212
For more information please visit:
www.barclaymeade.com
14
1490 Parkway
Solent Business Park
Whiteley, Fareham
Hampshire
PO15 7AF
0843 208 1255
www.barclaymeade.com