How to succeed at your print and packaging interview

Interviewing for a job you really want can be stressful. In fact, the more senior your position, the more adept you are expected to be at juggling the various facets of human behaviour and professional experience. We’ve put together a selection of suggestions to help you nail your next interview.

Preparation

Beyond the essential choices such as being suitably presented and arriving at the interview at least fifteen minutes early, you will need to know everything there is to know about the company, the recruiter interviewing you – and your own CV.

Why would you need to know anything about the recruiter? A good recruiter will evaluate how well you build rapport during the first few minutes of the interview. Nothing quells nerves like preparation: arm yourself with an understanding of the hiring company, so you can lead the conversation if required.

It’s easy to forget to re-read your own CV. It’s natural to think you know it. Never underestimate the power of nerves, especially if you particularly want the job. Mapping your strengths to your employment history showcases your ability to maintain clarity under pressure. At this stage of your career, this is exactly what you need to demonstrate.

A great attitude engages and elevates your answers

An expert recruiter assesses a candidate in the context of a variety of verbal and non-verbal communication skills simultaneously. They are looking to see whether you are capable of handling the role and how well you will fit in to the company management team.

How you present your character and disposition is crucial, because in leadership roles these qualities affect how well you fit in to company culture. Authenticity, humility and confidence in yourself are key. A great one liner pep talk to give yourself is: “I am the solution for this company”. It’s a positive and empowered statement that eradicates any unnecessary anxiety about other candidates and focuses your attention.

Tell us a story…

Anyone can list leadership qualities and management strengths. Offer concrete examples of how you embodied those qualities and strengths in previous roles.

Stories enable you to navigate tricky questions such as the classic, “What’s your greatest weakness?” or being asked to describe an experience where you clashed with a superior. A saccharine answer will not satisfy. Interviewers are looking for an experienced leader with development potential, someone who is able to cope with the inevitable challenges of working life, how you deal with confrontation, whether you can admit accountability and how effectively you process and apply feedback.

You may also be asked to discuss a project that failed. In addition to the above, you’re being evaluated for the degree of responsibility you held, how you made decisions, how you rallied after a mistake was made, what you learned and what you considered your role in the failed project to be.

End on an uplifting note, confirming that you applied the lessons learned as you moved forward and how the company benefitted. Highlight how your strengths complement any challenges facing the company.

And lastly give an example of what interests you about your specialist area within the print and packaging industry. Thread your natural enthusiasm for your work throughout your interview.

Good luck!

Athena Executive Search specialise in recruiting senior leadership positions in the Print and Packaging sectors across Europe. We promise to make our interview with you as enjoyable as possible! For access to more articles on industry topics, recruitment and retention strategies, and our upcoming webinar series with industry thought leaders please subscribe here: https://athena50147.activehosted.com/f/1

Restrictive Covenants – what do they really mean?

The sense of achievement you experience when you secure your new job is immense. And rightly so. You look forward to a positive and productive future with your new employer. This is quite possibly the least opportune time to think ahead to what may happen when you leave. However, protecting yourself for that eventuality is good practice and, some employment advisers would say, essential.

What are restrictive covenants?

Restrictive covenants are clauses in your employment contract restricting your activities post-employment for a specified period, in order to protect your employer’s business interests. While your employer’s desire to protect themselves is understandable, you are entitled to do the same.

Think ahead

It is vital that you understand the range and claim restrictive covenants have over your ability to function professionally post-employment. While this may not feel like the best time to question your employer, this is probably the last opportunity you’ll have to negotiate your rights.

Make sure you understand exactly what is being said in your contract regarding your rights post-termination. For example, how long are you precluded from working for competitors? Do restrictive covenants extend to your social media accounts and connections? You are the best judge as to how you operate professionally. Think about the contacts you brought with you to this role. You don’t want to find yourself in a situation where you are prevented from working in your chosen industry.

What are the main areas covered by restrictive covenants?

Your employer will be keen to protect themselves across three key areas: competitors, clients and employees. You can be prohibited from competing with or working for a known competitor within a fixed radius of your employer’s location or across certain territories, for a fixed period of time. You can also be prohibited from luring employees away from your employer and working for existing clients for a fixed period.

Often restrictive covenants are not upheld because they are too vague, too lengthy and the employee in question is not senior enough to pose a credible threat to the business. The key to restrictive covenants being upheld is that they are specific and realistic. The courts will uphold what they believe as reasonable. It’s important that you understand how much leeway your employer has in restricting you.

Loyalty Obligations

Check your contract for the wording regarding the calculation of your bonus figure. In some cases, a percentage of your bonus rewards your performance but the majority is to reward your loyalty. There may also be terms advising that payment of your bonus is discretionary and potentially deferred to encourage you not to leave. Payments may also extend to commission, shares and any agreed long-term incentives. Pay particular attention to how these restrictive covenants affect your loyalty obligations and the timing of your departure.

Climbing the corporate ladder

Sometimes as part of your progression and promotion, you will be asked to agree to additional restrictive covenants commensurate with your increased seniority. It’s vital that you employ the same forward thinking with any such amendments.

We strongly advise you to seek independent legal advice prior to entering into any legal agreement.

Athena Executive Search specialise in recruiting senior leadership positions in the Print and Packaging sectors across Europe. For access to more articles on industry topics, recruitment and retention strategies, and our upcoming webinar series with industry thought leaders please subscribe here: https://athena50147.activehosted.com/f/1

The secrets of successful salary negotiation

Salary is an important consideration on both sides of the employer/employee divide. Employers need to ensure they recruit – and, most importantly, retain – the best people for the roles they require, which means offering the right salaries; while employees have to make sure they are being paid the correct amount for their skills and experience.

But just how do you ensure the salary is right at all times? Here are just a few tips to follow:

Employees

One of the first things you need to do when looking for a new job is to establish what salary range you should be getting for the positions you’re looking for.

Of course, salaries differ widely across the country. What is on offer in Paris or London will usually be considerably higher than that offered regionally, and you need to be aware of this before you start.

Whatever the role you are looking for – whether it’s a technical role, operational management or one of the many other roles in the Print and Packaging industries – you should be able to find up-to-date, country-wide salary ranges with the most cursory of internet searches. Some of the job search websites will have the information you are looking for. Alternatively, try industry or trade sites.

Once you have an idea as to the general range on offer for your chosen role, you will be in a much better place to negotiate when and if you are offered a job. But any negotiations need to be handled carefully as you don’t want to stop a job offer in its tracks.

There are no hard and fast rules, but the advice is pretty straightforward and well worth following:

Don’t ask about salary at interview stage – wait until you are offered the position. When mentioning your salary requirements to a potential employer it is useful to quantify your value relative to your achievements. It could be how much profit you have generated or how much money you saved your company. If what you are offered is too low, say so (politely) – it helps here if you can state what the usual salary for the job/your level of experience is.

Ask about additional perks, such as a company car, and also about your expected level of responsibility, so you get the whole picture. It is worth considering things like additional training and education and whether you could be funded for further study. Unless the offer is exactly what you want, don’t accept it straight away. You need to make sure you are 100% happy with the complete package.  If all else fails, and you really don’t want to take the job at that salary, say so. If you are introduced to the hiring company by a reputable recruitment company they will handle salary negotiations on your behalf to ensure that both parties are happy with the deal that has been struck.

Employers

Employers should really be offering the best candidates appropriate salaries at different stages in their careers. You wouldn’t expect someone to take a pay cut in order to undertake more responsibility.

However, of course, there should always be room for negotiation. Again, there are some top tips you should be following:

Don’t ask the candidate what they are currently earning – you should have an idea from their CV, but probing into what they earn is intrusive and unreliable, anyway (who’s to say they will tell you the truth?). Make sure you are offering a competitive salary, which is attractive enough in the sector to secure the right candidates, without causing internal issues within your company. The salary you offer should be based upon the value you perceive the employee will add to your business and not based on what they are currently earning.

Also make sure you give prospective employees the whole picture before talking salary  including prospects, the challenge of the role, and other benefits. Prepare to be at least a little flexible. This has got to work for both parties. You need to factor in the likely hood that the candidate will get counter-offered by their present employer. Make sure that the role and salary package are sufficiently enticing to ensure that they don’t decide to stay where they are. There is nothing more frustrating than an offer being rejected at this late stage.

Athena Executive Search can take the stress out of salary negotiation for both candidates and clients. We specialise in recruiting senior leadership positions in the Print and Packaging sectors across Europe. For access to more articles on industry topics, recruitment and retention strategies, and our upcoming webinar series with industry thought leaders please subscribe here: https://athena50147.activehosted.com/f/1 

The Internet of Things and Smart food packaging

The friendship between the Internet of Things and smart packaging continues to blossom. As technology continues to evolve and automated solutions become ever more ingenious, the Internet of Things is transforming the packaging industry. So much so, the smart packaging sector is expected to be worth £40bn by 2025.

What is the Internet of Things?

The Internet of Things or IoT refers to everyday objects being connected to and sharing data with the internet through a computerised implant.

What is smart packaging?

Smart packaging is packaging that is augmented through improved functionality and being able to communicate information and content status. The process is a blend of science, technology and specific materials.

Isn’t this type of packaging too expensive?

It used to be. Nowadays it’s believed smart packaging is within reach of most budgets across the packaging industry, no matter how meagre they may be. The IoT aims to slash expense at every stage of the supply chain, as well as offering critical gains for logistical and record management. Experts believe its reducing cost has transitioned it from the preserve of from high-value merchandise to mainstream packaging.

How is it recycled?

The immediate challenge is establishing how to recycle packaging that originates from multiple sources. Experts warn it’s critical that the packaging industry works closely with recycling specialists to ensure products meet recycling standards. Some companies such as Thinfilm have already replaced silicone with an innovative printing process: printing onto strips of recyclable steel the width of a human hair. It is hoped that further technological advancement will result in smart packaging that is able to communicate what materials were used and how the product needs to be recycled.

In addition to impressive innovation, there are also lifesaving and practical potential benefits such as for the pharmaceutical packaging sector. Benefits include packaging offering protection against forgery, temperature tracking as well as general monitoring that includes raising an invoice and triggering replacement supply when the packaging is opened.

The opportunity for the packaging industry to enhance its products, processes and gather invaluable insights into ever-evolving consumer needs is being enthusiastically explored across all sectors.

Speaking of the consumer…

It remains to be seen whether consumers have a genuine desire for this level of technology infiltrating their everyday lives. Experts have discovered there is a disconnection between initial curiosity and actual consideration when the product is introduced.

Near Field Communication (NFC) tags are also expensive. However, this unit price is expected to drop when new production processes are rolled out. There are a few preliminary hurdles to iron out before smart packaging such as NFC is available and affordable across the print industry.

Imagine a bottle of whisky that can tell you if it’s been tampered with or opened. Diageo already has. It has created packaging technology using very thin electronic sensors.

A hotly anticipated development – presently being researched – is spray-on electronics removing the need for chips. And Bluetooth tags that have the capacity to expedite data to compatible smart phones.

The collaboration between the Internet of Things and smart packaging is creating some magnificent packaging solutions. The potential of smart packaging is remarkable.

Athena Executive Search specialise in recruiting senior leadership positions in the Print and Packaging sectors across Europe. For access to more articles on industry topics, recruitment and retention strategies, and our upcoming webinar series with industry thought leaders please subscribe here: https://athena50147.activehosted.com/f/1

GDPR – What Is It And How Will It Affect Your Business?

The General Data Protection Regulation (GDPR) is an EU regulation that comes into force in May 2018. It’s designed to give EU citizens greater control over how their data is used and foster increased trust in the digital economy.

You might think that since the UK is in the process of leaving the EU this is something you don’t need to worry about. However, GDPR is designed to protect data relating to EU citizens wherever it’s stored and processed, so even businesses outside the EU are going to have to comply with its rules.

GDPR will affect any business, including those in the print and packaging industries that hold personal data relating to individuals. It applies to data controllers (those who decide how and why the data is used) and to data processors (those actually handling the data). A controller, therefore, could be anyone from Facebook to government bodies and charities through to smaller companies. A processor could be an IT services company, or a print supplier using data to create personalised documents or mailing labels.

What will it mean?

Once GDPR is in force, controllers will need to ensure that data processing is transparent, lawful and used for a specific purpose. If, after that purpose is complete, the data is no longer required it must be deleted. Information used to print one-off mailings, for example, will need to be discarded after it’s been used.

The ‘lawful’ aspect of this is important. Processing can be lawful if consent has been given by the subject to their data being used. It can also be useful if it’s to comply with some form of legal obligation or contract, or to protect the subject’s interests. Processing can also be lawful if it’s in the public interest, or in the interest of the controller in the case of an issue such as fraud prevention.

Active consent

Key for businesses is that data controllers must obtain active consent from the subject. Current systems that assume consent but allow for a tick-box opt-out will no longer be acceptable. The data controller needs to keep a record of when and how consent was granted. Subjects must also be able to withdraw their consent whenever they wish, they also have a ‘right to be forgotten’ which means they can demand that their data is deleted if they’ve chosen to withdraw their consent.

The definition of personal data is similar to that under the current UK Data Protection Act, however, under GDPR it’s extended to include other items including online identifiers like IP addresses. It’s possible that anonymised data may be covered too, depending on how easy it is to trace back to the individual. Data must be stored in commonly used formats so that it can be transferred to another organisation if requested.

If you suffer a data breach that risks people’s personal data, under GDPR you must inform your data protection authority (the ICO in the UK) within 72 hours. Companies that are in breach of GDPR regulations can be hit with a fine of €20 million or four percent of their worldwide annual revenue, whichever is greater.

We strongly advise you to seek independent legal advice relating to GDPR.

Athena Executive Search specialise in recruiting senior leadership positions in the Print and Packaging sectors across Europe. We have set up a working group and are  currently  ensuring that we are fully GDPR compliant by 25th May 2018. This involves a full review of our business and how we collect data and how it is managed. We will update our clients and candidates as we move closer to GDPR being implemented.

 

How to improve your work productivity

Productivity is the place where smart planning meets concentrated effort. To some, this place is nirvana: a productivity paradise they have long heard of but do not expect to visit anytime soon. There’s too much to do. To others, productivity is a practical process available to all, provided that you’re prepared to chip in a bit of discipline and effort. We believe in the latter ethos. Productivity is a simple and straightforward process. We just need some coaxing to change our thinking as to how to eke out the best from ourselves at work.

Move!

You almost certainly know that sitting for most of the day damages your health. Research has proved that sitting for 8-10 hours every day without moving around in between causes heart attacks. What does this have to do with productivity we hear you ask? Your energy levels are reduced because you’re not moving around. If your energy levels dip, your concentration levels take a hit. If your concentration is impaired, your decision making isn’t what it could be. Productivity isn’t about how many hours you sit at your desk. Productivity is what you achieve without ruining your health.

Disconnect

In America alone 12.2 billion hours are collectively spent scrolling social media sites. The approximate cost of these diversions in productivity terms is approximately $650 billion per year (that’s about $4,452 per person).

Constantly switching between the task at hand to quickly check your social media feeds impairs your focus levels. While this may not affect you initially, you’ll discover its crippling effects when circumstances demand you focus for an extended period. Monitor your scrolling time. You’ll be happier, have more energy and will notice the world around you again. TV watching is another culprit. As they say, no empire was ever built watching TV. Discipline yourself to one show per evening, and notice how your concentration levels improve.

Think about what you want to achieve and look at how you are realistically going to achieve it. The temptation to escape by watching TV is real, we know, but the advantages and rewards when you resist the urge and get on with going for that swim, walk or catching up with some reading are remarkable.

Plan

Before you leave the office for the day, plan your tasks for tomorrow. Writing a to do list of what you want to get done focuses your mind. When you leave the office you are confident of what needs to be done when you return. Overnight your mind has some time to itself (because you’re not slumped in front of the TV) and, after a while, you’ll start having good ideas. You might find yourself doing some background reading or brainstorming on your commute to work.

You were right all along

Forget multi-tasking. Research has confirmed what our frayed nerves have been trying to tell us: we cannot complete multiple tasks simultaneously. The old rule of “one thing at a time” is back and we’re all more productive because of it.

The key to productivity is working smarter, not harder. You know what you need to do. Far from being a grind, being productive increases positivity, wellbeing and guarantees success. Go for it!

Athena Executive Search specialise in recruiting senior leadership positions in the Print and Packaging sectors across Europe. For access to more articles on industry topics, recruitment and retention strategies, and our upcoming webinar series with industry thought leaders please subscribe here: https://athena50147.activehosted.com/f/1

 

360-Degree Feedback – Why You Should Be Using It

Feedback is an essential part of business, especially for Print and Packaging businesses that employ large teams who work together. If you want to improve the communication levels in your business, here is everything you need to know about 360-degree feedback – and why you should be using it.

What Is 360-Degree Feedback

360-degree feedback is feedback that comes from many different levels. Instead of one employee receiving feedback from their manager, they would receive feedback from a variety of people, including peers, managers, other workers, customers or stakeholders. This gives more accurate feedback that includes everyone’s needs and opinions, so the employee can significantly improve their performance and skills.

How a Printing and Packaging Company Can Benefit from using it

One of the main benefits of 360-degree feedback is that you can assess an employee’s performance from multiple people’s perspectives. This is very useful, as it is possible that one manager is unaware of an employee’s bad habits, so they may not point them out. However, a co-worker or a customer may be aware of these issues, and 360-degree feedback gives them the chance to air these so that any problems can be solved.

This is especially useful for employees who work in a busy environment, as teamwork and mutual understanding are essential parts of the business

It also gives employees more power rather than just allowing managers to make decisions. This means that employees will feel more valued and appreciated. It also means that they are less likely to have problems in the workplace, as they are able to air their grievances.

How to Prepare Employees 

It is important to discuss the benefits of 360-degree feedback before implementing it, as this means that employees will be fully aware of how it works. You should take the time to state that any feedback will be anonymous, so employees don’t feel worried about giving it, and you should also say that the system isn’t being implemented to make employees feel under scrutiny. It is being implemented to improve the workplace for everyone.

You should also take some time to sit down with the managers to prepare them for the results of 360-degree feedback. Many managers are not used to receiving feedback from the employees that they manage, and so they may feel attacked and worried about any negative feedback that they get. Thankfully, proper training and an anonymous system should remove any worries that your managers have.

Starting 360-Degree Feedback

Once all of the employees have been informed about 360-degree feedback, you can start to implement it. You should set clear rules to ensure that no one abuses the feedback system – for example, you may want to set one day of the week for when employees can leave feedback rather than every day of the week.

Athena Executive Search specialise in recruiting senior leadership positions in the Print and Packaging sectors across Europe. For access to more articles on industry topics, recruitment and retention strategies, and our upcoming webinar series with industry thought leaders please subscribe here:  https://athena50147.activehosted.com/f/1

The latest HR technology trends

HR is an industry which hasn’t exactly kept up with technology trends and this is probably down to the fact that is an industry based on communication and personal relationships. However, we are seeing a lot of interesting new developments in HR and these can be hugely beneficial for businesses for both recruitment and retention. These are some of the top HR tech trends to look out for this year.

Enhanced recruitment process

At the moment, most HR recruitment systems exist for the purpose of tracking candidate applications – however, this is set to change throughout this year. Recruitment systems are set to become a lot slicker, incorporating marketing and brand building, as well as the standard tracking – and this will help improve the overall recruitment and selection process.

Performance management tools 

An effective performance management process is essential for helping to grow talent and improve retention. Up until now, performance management tools have been fairly limited, however, this is starting to change. We will see an influx of cloud based performance management systems, which can help support the process and make performance management a lot more useful.

Digital learning 

In the print and packaging sectors, it is essential for employees to continuously learn and update their skills and with enhancements in digital learning, this is set to become a whole lot easier. Employees will be able to undertake lessons and gain certifications, all through their computers or phones. The on boarding process will even benefit from digital enhancements, and this will improve the entire journey for employees, as well as making manager’s lives a lot easier.

People analytics 

The Print and Packaging sectors are challenging and it can be difficult to retain talented staff, due to the options available for candidates. If you want to know more about what your employees want, people analytics is the way to achieve it. It can all start with simply online surveys, where you can find out more about what your employees want and this can help improve retention levels.

Most businesses could benefit from investing in some of the new HR tech trends, particularly large organisations who want to improve employee relations and retention levels. If your HR systems are stuck in the dark ages, it may be worth looking at alternative options.

Athena Executive Search specialise in recruiting senior leadership positions in the Print and Packaging sectors across Europe. Please get in touch if you are contemplating a career move or looking to recruit. For access to more articles on industry topics, recruitment and retention strategies, and our upcoming webinar series with industry thought leaders please subscribe here: https://athena50147.activehosted.com/f/1

 

The key challenges in the print sector

In addressing the challenges and concerns of the UK’s print industry, it’s important to remember over 8,600 companies employ over 122,000 individuals and enjoy a gross annual turnover of £13.5 billion. The UK market is the fifth largest producer of printed materials in the world. It’s a powerful player and it will survive the significant challenges facing the industry at present.

New media

There has been a critical decline in the publishing print division (magazines, books, reference books, catalogues and newspapers) due to the “new media” explosion (social media, eBooks). Road maps have been replaced by sat navs and smartphone apps. Search engines have superseded reference materials and books, marketing budgets are focused on and committed to email advertising and websites.

These digital commodities have replaced printed materials and the publication print sector is set to decline an average of 3.7% over the next five years.

UK economy

In comparison to other developed European countries, the UK economy has been rather stable. So far, an immediate post-Brexit financial fallout has not occurred. It’s expected that any downturn will concentrate on already stressed sectors such as graphics and publication products.

Print media marketing

By 2019 it’s expected that just 5% of marketing budgets will be dedicated to physically printed material, due of course to more profitable marketing opportunities emerging from social media and mobile devices.

Employment downturn

While sector turnover has been comparatively stable, the print industry has shown a downturn in the number of employees and companies. There are two elements driving this decline, one a past influence and one a contemporary factor. The fallout from the 2008 recession such as decreased profit margins meant that not all print industry companies survived. By 2012 this situation had stabilised and print industry incomes began to climb. Secondly, advances in automation and production processes have caused a reduction in the overall numbers of employees.

Fixed capital investment

The development of improved production processes mentioned earlier comprises fixed capital investment. Demand has changed direction, from sheet-fed litho to digital, and this is expected to carry on. As a result, companies are choosing the growing digital print market over high volume long run requisitions. Interestingly, cut sheet continues to dominate twice the current market share of digital print.

The challenge of raw materials

It’s expected that crude oil prices will continue to climb, which means the already higher cost of raw materials such as carbon black (10% increase in 2016), hydrocarbon resins (5%) and mineral oils (20%). Drastic shortages of sulphate-based TiO2 due to the Finland Huntsman fire and China’s new production restrictions will receive full analysis and projections in the coming months. Hanjin Shipping’s bankruptcy has further compounded the pressure, as has the increase in transfer times from China and India, as well as cancellation and reduction of routes. Print industry companies need to consider their supply chain and manage the challenges accordingly.

We’re developing, not dying

The majority of the challenges facing the print industry emanate from the consequences of industry development and evolution. Overall, print companies across the industry are doing the right thing: adapting and developing their products in line with new markets and consumer demand. The future is bright.

Athena Executive Search specialise in recruiting senior leadership positions in the Print and Packaging sectors across Europe. For access to more articles on industry topics, recruitment and retention strategies, and our upcoming webinar series with industry thought leaders please subscribe here: https://athena50147.activehosted.com/f/1

The Key Trends in Brand Protection and Security in the Packaging Market

In the face of increasing losses due to more sophisticated counterfeiting and the theft of goods in transit, the packaging market is seeking to develop higher levels of brand protection and security.

Well-recognised threats to brands and goods, combined with revised regulations regarding the shipment of perishable items such as food and drink, are leading to the emergence of new and exciting packaging innovations designed to protect products from both counterfeiting and theft.

And this is good news for the industry as a whole. A recent report about the market predicts that it will grow at an impressive compound annual growth rate of 5.3% over the next five years, reaching $3.6 billion by the end of the forecast period.

What Is Driving This Growth?

There are several factors driving this predicted growth. New laws to help prevent tampering with goods in transit through compulsory labelling and the use of ever more sophisticated tamper-proof measures are currently being introduced in both the EU and America. These will be applicable for ‘life-critical products’, which include food, drinks, industrial components and pharmaceuticals.

In addition, a number of countries – including India, Brazil, Turkey, China and South Korea – have already introduced measures aimed at increasing security within the transportation of goods used in the pharmaceutical industry.

Track and Trace

And the World Health Organization and Framework Convention on Tobacco Control are leading the way by mandating the use of so-called track and trace technologies. These innovative new developments aim to ensure all manner of goods can be accurately tracked throughout their journey from the producer to the client, ensuring that nothing happens to them along the way.

Track and trace technology, in fact, is expected to see the largest growth in coming years – already it makes up 37% of the market. The technology is so advanced that much of it can even be accessed via smartphones.

Another critical factor driving the growth is the extension of certain trade zones across the globe, which have made it easier for counterfeit products to cross borders.

Where Is the Growth Expected?

Experts say the majority of the growth in the area is likely to occur in management systems, software and equipment, with a small decline predicted in actual physical components.

A greater emphasis is being placed on easy measures such as printable codes, which can be used across the board in a wide range of applications to improve brand protection.

The main users of the technology will be the food and drinks sector, with a market share of 38.8%, followed by the industrial sector and pharmaceuticals industry.

So it seems that brand protection and security will be set to play an ever-increasing part in a range of industries in the coming years.

Athena Executive Search specialise in recruiting senior leadership positions in the Print and Packaging sectors across Europe. For access to more articles on industry topics, recruitment and retention strategies, and our upcoming webinar series with industry thought leaders please subscribe here: https://athena50147.activehosted.com/f/1