85% of housebuilding professionals surveyed so far prefer applying directly to employers than through recruitment agencies

89% of respondents so far prefer specialist job boards like www.careersinhousebuilding.co.uk to the leading generalist job boards

Over 70% find social media like Facebook & Twitter helpful to keep up to date with job news

We plan to publish all the findings from our research early in the new year so if you haven’t contributed yet, please find 5 minutes to complete the 11 multiple choice questions here.

105 Consulting Perspectives
We set out on this survey with the intention of assessing the trade-off between systems and skills in Procurement, and did not find what we had expected! The combination of tough economic times, requiring business functions to be evermore effective, and the history of systems investment that has taken place over the past five or more years, intuitively indicated that many organisations would be leveraging their technology investment, and operating at a less tactical level than before.

Why might we have expected that outcome? Three simple reasons.

1. The basic expectation that systems improve efficiency, and enable better performance;
2. Systems help ensure consistent and compliant adherence to processes and policies;
3.  The data captured by systems provides more accurate information with which to make better decisions for the future.

Rather surprisingly we appear to have stumbled upon an area where the deployment of systems is much more ad hoc than we expected; the value they add to the enterprise is regarded with more scepticism than we would have predicted; and the up-skilling that we thought would have been made possible by the existence of enabling technology, is not widespread. The bulk of the value from the technology deployed appears aligned to improving transactional efficiency and compliance. We are intrigued that only a minority of respondents felt the technology supports them on their strategic procurement agenda. This perhaps supports our view of the need to build improved procurement capability through skills development, in parallel with technology.

Read more in the full report. Download here.

We have recently been the recruiting partner for several transformation projects where large PLCs have driven procurement to the forefront of their business.  Such opportunities are always attractive to strong candidates so this has enabled us to identify some outstanding talent in the following areas:

Graduates with 3-6 years procurement experience

At Edbury Daley we appreciate the importance of  identifying the Procurement Leaders of the future. We specifically target ambitious candidates coming through graduate schemes from the leading developers of procurement talent.  The competition for such people is strong in the current climate, particularly as the salaries represent excellent value for the broad range of skills they offer.

Category Management – Indirect Spend

In the aforementioned transformation projects, several of the organisations in question have looked for accomplished Category Managers with experience in classic areas of indirect spend.  We have identified some outstanding candidates as a result of these searches, particularly in Marketing, HR, FM and Professional Services.

IT category expertise in particular is in much greater demand than 12 months ago.  This article is quite interesting: Global IT spending to rise

Senior Sourcing Managers / Global Category Leads

With so many businesses still seeking to effect real change in how their procurement function operates, the need for “heavyweight” Category Leaders with the gravitas and credibility to influence senior stakeholders remains strong.  The ability to develop and implement a sourcing strategy at senior management level is not as easily available as many perceive but we have had great success in this area recently.

Supplier Relationship Manager

As previous readers of our research know Supplier Relationship Management has become increasingly high profile in recent years.  In fact, relationships with suppliers are more important than ever.  There are currently several outstanding candidates looking to move, ideally to an organisation seeking to develop its SRM capability.

If your business needs to identify the best available talent in Procurement or SRM, then it’s time to talk to us about how we can have a positive impact on your recruitment.

The firm sold 4,922 homes up from 4,595 and achieved an average selling price of £175,613 (£163,175).

Chairman Howard Dawe said: “The Group’s average weekly reservation rate rose during the early part of 2011 and did not fall until the summer months – a typical pattern for a normal housing market. Reservations in the first nine weeks of the new financial year are almost 11% ahead of the same period last year.”

Analysis: Most housebuilders are publishing positive results with increases in turnover and profit now that their businesses have been slashed in size and the remaining offices are operating at full capacity. By way of example, the new turnover figure for Bellway is only half the figure posted for 2007. Nevertheless, solid improvements in financial performance will sure up confidence and encourage expansion plans.

Gentoo Group has been granted approval for a new home purchase plan which will allow first time buyers and people renting long-term to buy a home without needing a deposit or mortgage.

The plan, named Genie – approved by the Financial Services Authority (FSA) – lets buyers acquire an increasing share in their property over a 25-year period. The purchaser will have the same rights as a traditional home owner and will pay a monthly residency fee, adjusted every five years, Gentoo explained.

Buyers can opt out of Genie at any stage and sell their accumulated shares back to Gentoo. Alternatively, they can put the property on the open market.

Following a successful pilot in May 2010, Genie will initially be rolled out across North East England, but Gentoo plans to take the home plan nationwide.

“Genie has been in development for two years and we genuinely believe that our home plan addresses one of the major housing issues of our generation,” said Peter Walls, Gentoo Group’s chief executive.

Analysis: This is a variation on the split equity model widely available through housebuilders and Housing Associations nationwide with monthly payments buying a share in equity and also paying rent. It offers greater flexibility in allowing the purchaser the opportunity to increase their payments to buy a 100% stake which they can sell on the open market and has the advantage over traditional mortgage products that it requires only a small set up fee rather than a substantial deposit. It will be interesting to see how comfortable the house purchasing community will be with a new and relatively complex way of buying property and if Gentoo are successful in raising the finance to roll this out on a substantial scale.

House purchase lending enjoyed a rise in August, according to figures from the Council of Mortgage Lenders released today (October 11).

In August, there were 52,000 loans advanced at a value of £7.9 billion, up from 48,700 (worth £7.2 billion) in July.  In August 2010 51,000 house purchase loans were advanced at the value of £7.7 billion.

CML said that lending to both first time buyers and home movers (the two groups make up the home loan total) was at its highest for more than a year. Loans to first time buyers rose 5% both from July 2011 and August 2010. The value increased 4% on July 2011 and 9% on August 2010. Loans to home movers rose 8% (10% by value) on July 2011 and 1% (2% by value) from August 2010.

Director general of the CML Paul Smee said: “Even though it is impossible to ignore the knocks to confidence emanating from the Eurozone, August lending showed welcome signs of life.

Analysis: A positive story which is not easy to attribute to anything happening in the real economy. However, anecdotally, Sales Directors are saying it is getting slightly easier to get mortgage approvals for customers with lenders showing a hint of flexibility. Also, financial advisors are reporting a steady increase in the number of mortgage products on the market which will be creating some competition amongst lenders to secure business.

House prices dipped 0.5% in September, Halifax’s latest data has shown.

The average price of a UK home is now £161,132. Prices in Q3 were 0.1% higher than in Q2, the first quarterly rise since Q1 2010. Prices in the three months to September were 2.3% lower against the same period last year.

Housing economist Martin Ellis said that house prices had been a “mixed monthly picture” throughout 2011 and reflected a market where prices were “lacking genuine direction”.

Ellis commented: “Greater uncertainty about economic and personal financial circumstances, together with pressure on householders’ finances from weak earnings growth, higher inflation and increases in taxes, are likely to be constraining housing demand.”

However, he added that low interest rates and rising employment over the past year had been supporting the market. “We expect little change over the remainder of this year.”

Analysis: In short we have the basic economic conditions of low demand (with mortgage finance restrictions, inflation and economic uncertainty being the key factors) and low supply (housebuilders producing half the volumes of 2007 and second hand sellers reluctant to come to market) leading to a steady price. However, the longer prices remain stable the greater confidence the mortgage lenders will have in offering higher Loan to Value products and therefore give first time buyers greater access to the property market.

Edbury Daley Viewpoint: The culmination of all the current housebuilding news is a stable recruitment market operating at relatively low levels. Sales positions dominate the recruitment instructions from negotiator through to regional department heads as housebuilders need the very best sales people in the prevailing market conditions. Greater mortgage finance would be the key to rapid housebuilder expansion and a potential glut of job vacancies across the disciplines.

Simon Edbury is a specialist in the UK housebuilding job market.

There had been rumours during 2007 that housebuilding sales were slowing up but after ten years of boom it was hard to take them seriously. But by spring the following year national housebuilders were closing regional offices and make redundancies on a mass scale. Eighteen months later most residential developers only employed between 30% and 50% of their pre recession workforce. Thousands of experienced professionals had been laid off. Many will never return to the industry but what about those who want to recommence their career in residential development? If this sounds like you, here is an action plan to make the most of the job opportunities in the market today.

First of all there is some good news. There are more jobs in the UK housing market now than there have been for three years. The slash and burn approach to staffing overhead seems to be over. There is little growth in housebuilding and sales rates are not materially higher in 2011 than they were in 2010 but, and this is the crucial point, builders are prepared to recruit in order to replace leavers. UK based new homes developers have spent the past two years restructuring their businesses to be profitable on roughly half the volumes they operated on in 2007. For most, they have arrived at that point and do not want their businesses to contract anymore so when someone leaves they recruit a replacement.

So now we have established there are jobs to pursue, how do you go about it?

First of all get your CV up to date. Don’t wait for a job to come up and then start the CV. Be in a position to react quickly. There is a lot of literature available regarding the style and science of CV writing but don’t get lost in the nuances of it. A good CV in housebuilding is no more than three pages of A4 with a clear chronology of work history and any relevant qualifications and training. Concentrate on the last ten years of your work history and highlight successes and achievements in each position and support with evidence. Be wary of simply replicating your job description as this tells the reader what you were supposed to achieve not what you actually achieved.

So now the CV is ready, you need to find job opportunities to apply to. There are four main sources of housebuilding jobs as follows:

1. Traditional media advertising: You will find housebuilding jobs advertised in Housebuilder, Showhouse, Building, Estates Gazette, and occasionally in regional newspapers. The recruitment pages of the industry journals have dwindled significantly over the years but it remains a viable source of jobs.

2. Online advertising: Building and Estates Gazette have both developed an online presence for careers as an extension of their traditional recruitment advertising. In addition two specialist housebuilding job boards have been created: careersinhousebuilding.co.uk and housebuildingcareers.co.uk.

Uniquely www.careersinhousebuilding.co.uk only features jobs directly advertised by developers rather than recruitment agencies.

You will also find housebuilding jobs on generalist job boards such as Reed and Monster. The downside of the generalist sites is that, due to their huge scope, it can be difficult to find what you are looking for in amongst the hundreds of other industries and sub sectors.  If housebuilding follows industries such as accountancy and IT expect online job advertising to expand massively over the next few years.

Social Media: In such a competitive construction job market its worth considering every possible advantage over other candidates.  Time is often a factor for recruiting builders so get your application in quickly. One way to keep up to date with the latest online jobs is through social media like Facebook, Linked In & Twitter as they are usually updated regularly.   You can follow the online housing job boards here http://twitter.com/HousingCareers http://twitter.com/#!/housebuildjobs or join the Facebook page here http://www.facebook.com/pages/Careers-in-HouseBuilding/309948313624

3. Recruitment Consultants: Before the recession, they were probably calling you about positions they were working on. Now it is up to you to be proactive and make yourself known to them. Make a phone call to find out which consultant is the most appropriate one to speak to you for your region and particular discipline. Speak to that person and email a copy of your CV. Aim to cultivate a reciprocal relationship whereby you share contacts and news from the industry with them and in return you can expect to gain knowledge on current and forthcoming job vacancies. You are much more likely to have a positive impact than simply phoning around the recruitment consultants once a month to ask if they have any jobs to put your CV forward to.

The key players include PSD Group, Thomas Gray Assoc,  www.edburydaley.com, SPR Search & Selection and Potensis.

Temporary job market:  There are some temporary and interim jobs in the housebuilding sector but not as many as you might find in other areas such as IT. However one area that has a thriving temporary recruitment market is that of site based Sales Negotiators as builders strive to maintain their sales force.

Temporary sales jobs can be anything from a day to 6 months and can offer some flexibility around how often you work.  Developers often need short term cover for holidays and sickness, or to cover whilst they recruit permanent staff.

Amongst the key players in the recruitment of sales staff are Maitland Selwyn , Fusion People, Team Sales and www.zed-sales.co.uk It’s important that you find the right agency for you because each of these businesses have there own regional strengths and weaknesses, supply different builders and pay different rates.

4. Networking: This has always been a helpful strategy in any industry but is particularly effective in the tight knit community of residential development. If you think networking means trying to make new contacts at industry functions, think again. You can start from the comfort of your PC by creating a profile on UK House building job updates from Linked in

It is free to use and is gaining real traction in the housing construction community. You can link to people you already know and then see who they know and develop your network that way. You can also get the latest updates on jobs by joining the Careers in housebuilding networking group.

However, don’t forget personal contact either by phone or face to face. You need to make the effort to stay in touch with former colleagues because they are your route to the industry grapevine and plenty of vacancies are filled without ever reaching the open job market.

So your have efforts have been rewarded with an interview? To make the most of it simply get the basics right. Is your personal presentation impeccable? Have you been on the company website to get some company information? Have you visited a site to see the product for yourself? Is there any background information online about the person you will be meeting? You need to score four out of four here or you will be at a disadvantage to the other candidates and in the current climate the other candidates will be strong and numerous.

So, to conclude, here are some general tips on your overall approach. Be positive and proactive. The more avenues you pursue the greater the chance of you finding employment. Having a clear plan of action encompassing all or some of the points above will give your job search organisation and impetus. Be pragmatic by taking part time or temporary work. Apart from providing some income it will get you closer to the grapevine and increases your chance of finding a more desirable position. It also demonstrates to any future employers that you were prepared to make the most of opportunities available at the time.

Simon Edbury is a specialist in new homes jobs

He and Andrew Daley regularly produce information relating to the UK house building job market

Edbury Daley is an independent specialist recruitment consultancy focusing on the Procurement and Supply Chain sectors. The experience and professionalism of our directors has enabled us to develop some innovative solutions based on traditional recruitment services, and we have a particularly strong track record of working with RPO’s.

Our achievements include:

Part of the Elan Global PSL, as procurement specialists

Valued supplier to numerous blue chip AMS accounts

100% success rate in 2011 with LOCOG (London 2012) through Adecco

We are the leading procurement specialist on a key account for Penna

We work well on particularly difficult to fill roles, often where PSLs have failed, due to our expert market knowledge and extensive network. Whilst our experience allows us to understand which specific skills are transferable, our work ethic ensures that we will work tenaciously and creatively through the recruitment process to source the very best candidates.

As a small but well established business we are well received by RPOs to work on their key accounts, for the following reasons:

We understand and respect the account structures used by leading RPOs and the protocol to be followed

We welcome the chance to work with blue chip accounts

We enjoy working collaboratively with RPO account managers forging good relationships due to our integrity

As a relatively small business, we pose no threat to client relationships held by major RPO organisations

By working with a finite number of key accounts we are able to take time to comprehend their needs, understand company culture, and ultimately provide a more effective service. We like to forge close working relationships with all our clients and this encourages us to go the extra mile to make sure we complete the assignment.

We work with a range of clients across a number of different industry sectors. This has enabled us to establish an outstanding candidate network allowing us to identify professionals in a wider range of industries. We are often able to focus on transferable skills from different sectors and this can provide excellent candidates from less obvious sources.

In addition Edbury Daley differentiates itself from the competition through our topical online research projects, these enable us to keep to the forefront of changes in the market and maintain a high profile. This combined with our tenacity and desire to succeed drives us to adapt to the changes within recruitment marketplace.

Our Services

Edbury Daley is an executive recruitment consultancy specialising in both interim and permanent appointments in the following professions:

∙ Procurement / Purchasing

∙ Supplier / Vendor Management

∙ Supply Chain Management

We focus on appointments in the following salary brackets:

∙ Permanent appointments – £25,000 – £200,000

∙ Interim Appointments – Day rates of £300 – £1000

We offer the following core recruitment services:

∙Database / Contingency Search – Permanent & interim

∙Executive Search

∙Advertised Selection

∙ Rapid Result

There is more information on each individual service available at htto://www.edburydaley.com/recruitment2

For more information please contact Chris McGowan on 0161 776 4605 or via chris@edburydaley.com

Using data from www.careersinhousebuilding.co.uk and http://www.zed-sales.co.uk/ supported by evidence from our extensive network of housebuilding professionals, we have observed the following trends:

The most encouraging trend in the recruitment market is the increase in advertising for site based roles. E.g. Sales, Site Management and to a lesser extent Quantity Surveyors.  There is evidence of this on www.careersinhousebuilding.co.uk

This reflects an increase in the number of new sites and overall production from builders of all sizes.

There is little evidence that builders are moving away from the lean approach to regional and head office staffing which many adopted at the beginning of the recession.

Recruitment at Manager and Director level appears to be mainly replacements rather than an increase in head count.

The strongest area of temporary recruitment in the housebuilding market is for site based sales staff as builders seek to utilize the availability of experienced Sales staff to cover holidays, new sites and increased visitors to site.  There are examples of such jobs here: http://www.zed-sales.co.uk/?cat=7

Most builders appear reluctant to employ head office or non-sales site based staff on an interim or contract basis, preferring to wait until they can justify recruiting a permanent member of staff.  This is in contrast to other industries where the temporary market is busy due to the need for flexible resource in areas like IT, finance, construction and sales.

Suppliers to the housing market (particularly building materials) have increased their advertising in 2011 signalling their optimism that this year will be one of recovery for the industry.

Senior management within the housebuilders have told us that they expect the 2011 market to be relatively flat with no significant improvement before 2012 or in some views 2013.

The restricted availability of mortgage finance remains the major factor in the challenging market conditions.

Budgets remain very tight for most organisations in the sector.  From a recruitment perspective builders remain keen to avoid paying fees if it all possible.  We built our model for www.careersinhousebuilding.co.uk around the need for builders to have a quick, inexpensive online advertising resource solely dedicated to the industry.

Past seasonal trends were bucked in 2010. For example several builders we work with experienced stronger sales in August and December 2010 than the autumn which is usually viewed as a busier period.

Many builders are now actively seeking new sites as their land banks dwindle, but land values are increasingly volatile in an uncertain marketplace.

Whilst some of the larger builders have restructured their debt and are in a much healthier state as a result, there remain some smaller builders that are reliant on the banks view that they are of more value as going concern for their continued existence.

Larger housebuilders have completed significant restructuring to allow them to be profitable operating with much lower production volumes.

What do you think will happen in the industry this year?  Here are some of the discussion points that we are investigating at present:

Would an interest rate rise kick start the market? Historical trends suggest it may do.

Regional variations. Is the South East fairing better? Will there be a ripple effect further north?

The mortgage guarantee schemes recently launched by Barratt and Taylor Wimpey. Could they be the answer to lack of finance to first time buyers?

What do you think of the points raised here?  Are they consistent with your experience?  Why not comment here http://www.edburydaley.com/wp/2011/02/24/housebuilding-market-update-q1-2011/

In fact we were very surprised by the figures announced earlier this week indicating that Q4 saw a 0.5% contraction in the economy.  During this period, the demand for procurement staff was as strong as at any time since mid 2008 levels.

Here’s a summary of our observations on the current market trends:

Recruitment activity for procurement staff across almost all areas of private sector is up significantly on the same period last year, particularly in the Electronics, IT, FMCG, Business services and Consultancy markets.

Using our own data, we have observed the resurgence of the permanent recruitment market with a 127% increase in activity between Q4 2009 and Q4 2010.   This is in part due to an increase in business confidence and less pressure on head count.

Demand for accomplished category specialists in key areas of indirect spend like Marketing, Professional Services, IT, Telco, Facilities and Travel is strong, particularly for those who offer the vital combination of stakeholder engagement and change management expertise.

Many Procurement & Supply Chain Consultancies are actively recruiting into their consulting force.  In recruitment terms this is generally viewed as a good sign of an increase in activity and spending within target client organisations, also stimulating demand for the very best candidates.

Fortunately the market is characterised by a large number of excellent people looking for new roles, particularly those who have stayed in the same role during the recession but are now looking for their next career move.

This is also boosted by the availability of many people in the public sector who are concerned about their futures. However there is very little evidence of private sector companies recruiting public sector Buyers in any significant numbers so far.

After a lengthy period of relative stagnation, moves at the senior end of the market are starting to become more regular now. It will be very interesting to see when the CPO market really takes off but we anticipate it being at some stage later this year.  We’ll keep you updated on this next quarter.

The availability of interim candidates is markedly down since the middle of 2009.   In our opinion that particular niche market has now genuinely recovered, and we have already seen evidence of day rates starting to creep back up this year.

There is a noticeable increase in competition for “up & coming” procurement professionals. Such people are often graduates with 3-6 years professional experience and are perceived as being relatively inexpensive by CPO’s given the range of modern procurement skills they can offer.

At Edbury Daley we are specifically working to identify the best emerging talent in the profession. If you are a looking for that next step in your career please talk to Chris McGowan (chris@edburydaley.com 0161 776 4605) about the roles we are working on at present.

Good news for all involved in the FMCG market, Hannah Jackson will be returning from maternity leave on 1^st March. If you are seeking a new role in the sector or need to add new talent to your team, particularly in core categories like Packaging, Ingredients or Raw Materials then you can contact Hannah now via hannah@edburydaley.com

Procurement Systems & Skills Survey – are we in balance? Our latest research topic is still available online.  We’ve already had some very interesting contributions and would really welcome your input before we start our analysis. You contribute to our research here http://www.edburydaley.com/wp/category/surveys/ and also access our research archive which is increasingly popular.

Having difficultly finding the talent you need for your procurement team? Are you facing some of the challenges we have touched on in this market report? If so please call Andrew Daley on 0161 776 4603 to discuss how we can help, or contact him via andrew@edburydaley.com

A much improved market for permanent roles

A more stable interim market than 2009

The return of the “battle for procurement talent”

Restraint on salary increases

The apparent recovery in certain key sectors e.g. banking & FMCG

The growing demand for leading edge SRM experience

 Now three months later with the election behind us and fresh concerns expressed in the media about the economic recovery, we look at how the market conditions are affecting procurement professionals and their careers:

The improved market conditions for permanent procurement roles that we observed in March have continued and strengthened to a degree during this period.  Demand remains strongest in the middle market (£40-£80k) although there is little evidence of much movement at the most senior end of the scale. It remains to be seen when there will be real movement in the Director of Procurement / CPO market, but with so little activity at that level over the last two years we expect the big roles to be fiercely contested when they do become available, possibly later this year.

 The overall picture across all professions is stronger, with a leading research organisation reporting in May that demand for staff increased for the eighth month in succession, whilst the availability of candidates for permanent roles is down for the first time in two years.

Last quarter we observed some restraint on remuneration increases including bonuses, pay reviews and the increases in salary people seek to negotiate when moving companies.  This remains the case and in the current economic climate we would expect that to continue but there are organisations that are already having difficulty attracting the talent they need because of an inability to pay “market rate” and it will be interesting to see how this situation develops later this year.   

The interim market is currently in a relatively stable condition compared to 2009, but as we publish this report the real effects of the public sector cuts proposed by the new government are yet to be truly felt. There is a very strong suspicion with some early evidence to support it that spending on interim staff will be reduced, and this will be terrible news for the interim market as so many experienced procurement professionals have enjoyed some very lucrative contracts in the recent past on a variety of public sector projects.

Our fear is that the market will be flooded with contractors from the public sector over the next quarter, many of whom will be coming into a private sector interim market that has seen a substantial correction in day rates and margins over the last 18 months. This will lead to excess supply, causing further pressure on day rates and may prompt many career interim managers to consider going back into permanent roles. The early signs are there, and we have had many enquiries already from people concerned about whether their contracts will be extended or even terminated early so we will be watching this part of the market closely.

Most public sector senior managers that we asked for their thoughts on the subject were understandably reluctant to make any comment on the impact of the cuts at this stage, but one said “all recruitment, including approved vacancies, is frozen, and now has to be approved at a level which will inhibit us from even making the request!” We will be monitoring this situation closely and will comment on the impact this is having on procurement in our Q3 update.

In some of the key private sector industries the story is more positive with evidence that banking, retail, FMCG and leisure have continued the encouraging trends we observed last quarter. Furthermore both the technology and consulting sectors which we expressed concern about in our last report are now recruiting more in procurement and we believe this is a very encouraging sign.

Our focus on the SRM world as a result of our research and the growing evidence of a clear trend towards greater emphasis in vendor relations is proving to be very interesting.  As our reputation grows as a specialist recruiter for the discipline, we are engaging with more organisations and leading professionals than ever before and we expect to see more evidence of greater emphasis in this area in the second half of the year.  We remain particularly keen to speak to as many professionals with involvement in the area as possible. For more information please visit: http://www.edburydaley.com/supplier-relationship-management/ or join our network at http://uk.linkedin.com/in/edburydaleyandrew

There has been some further analysis of Supplier Relationship Management (SRM) trends undertaken by our research partners 105 Consulting which is available below.  The findings highlight that whilst SRM is now considered critical to many businesses, it seems value is being ‘left on the table’ through insufficient focus, installation and application of SRM capabilities and practice. To access the report click here: http://www.105consulting.com/main/images/stories/pdfs/srm-practitioner-survey.pdf

Future research projects:

We intend to announce the subject for our next online survey and research report at the end of July and will be inviting you all to contribute later in the summer and autumn.  Our previous reports are available here:

The growing importance of SRM: http://www.edburydaley.com/wp/wp-content/uploads/2010/02/EdburyDaley-SRM-jan-2010.pdf

The impact of the recession on procurement: http://edburydaley.com/wp/wp-content/uploads/2009/04/edbury-daley-the-impact-of-the-current-economic-climate.pdf