Welcome to our April newsletter
This is our April newsletter featuring a mix of industry news, helpful information from recruitment industry experts, tips to help you improve and grow the profitability of your business and, of course, lots of news from ourselves at Recruitment Matters International about our training courses, products and services.
It's going to be an interesting few weeks with our 'too close to call' General Election looming on May 6th. What price a hung parliament and subsequent weeks of haggling between the major parties? And what are the implications for the recruitment industry? Well, we're not about to present our analysis of what may happen as there are simply too many variables to come into play. We can only hope that the recently experienced gradual improvement in many of our fortunes continues in the right direction.
Certainly, the mood in the City seems remarkably upbeat following the recent announcement that
City job vacancies have risen by 121% in Q1, according to research from financial services recruitment firm Astbury Marsden. The research shows that 11,020 roles were created, dramatically up from 4,970 in the first quarter of 2009.
New candidate registrations also rose by 21% in the first quarter of 2010 compared with Q1 2009.
Astbury Marsden predicts that there will be 53,000 City job vacancies in 2010, which is a 26% increase on the 42,000 roles in 2009.
Mark Cameron, chief operating officer at Astbury Marsden, adds: "Most of these vacancies will arise through the churns of staff from one bank to another but there are also new roles being created."
Elsewhere, global recruiter Ambition predicts banking and financial services job vacancies in the City will reach 2007 levels by August 2010, driven by growth in the equities market over the past year.
The firm also says vacancies in the banking and financial services sector have increased by an average of 19.8% every quarter, and when applying this growth to quarters two and three of 2010 it expects a return to pre-credit crunch levels in late summer 2010.
Tim Gilbert, managing director of Ambition UK, previously Witan Jardine, says: "The second half of 2009 and start of 2010 has seen rapid growth in the City. Banks have repaired their balance sheets through Government aid or rights issues, commodity prices are rising, and recovery stocks being sold heavily.
"As a result the FTSE has been going from strength to strength and many banks, brokers and trading houses have been piling into equities - making money while the going is good. This has lead to a significant increase in demand for staff to support these areas of growth."
In another article that caught our attention, apparently 'tall women earn more than short colleagues.'
There is a chance that shorter women could be experiencing discrimination in the workplace, after it has been revealed that taller female employees typically receive a higher salary.
According to widely reported research from Long Tall Sally, a fashion shop that stocks clothes for taller women, women who are over 5ft 8in tall are twice as likely to earn an annual income of £30,000 or more, when compared to their shorter counterparts. Indeed, ladies under this height typically make £5,000 less each year.
Furthermore, a woman's likelihood of taking up a managerial position in the workplace increases 80 per cent if they are over 6ft tall. In fact, 20 per cent of tall women believe it is their height which commands authority and helps them to feel empowered.
Arianne Cohen, author of The Tall Book: A Celebration Of Life From On High, said: "Research shows that tall people are consistently more successful in the workplace."
Our conclusion from the last two articles is that if you're tall and work in the City, you've got it made! Now, what did I do with my platform boots??...
This month we are pleased to have features from regular contributors Neil Kirby who shares some of his thoughts on commitment, and David Steel from Exacta who has further observations on the uncertainties caused by the General Election. Our 'Marketing Mentor' Alastair Campbell continues his series of articles on a 4 point plan to help you grow your business. Our own trainer & MD, Warren has a tip for you this month on talking in terms of features and benefits when in dialogue with both clients and candidates.
Also, in case you missed it earlier this month, we've got Warren's ode to social media networking 'Everyone's trying to win business for free.'
We also have a helpful contribution from Jon Penn, Chairman of the Academy for Chief Executives who has some thought provoking advice about how to minimise damage in a crisis.
We've become more and more aware of the likely increase in the use of online video interviewing and are grateful to Dimitar Stoyanov who is a managing partner at Inovaz for his thoughts on this developing recruitment tool.
We very much like this to be an interactive newsletter and we welcome your comments and feedback and will be happy to feature your contributions on important industry issues and your advice on how to improve the success and professionalism of our marketplace. As you now know, in return, we show our gratitude by featuring a link to your company, as a contributor to this publication.
We at Recruitment Matters International have a simple underlying philosophy to everything that we do, and that is, by helping each other to improve, we all stand to benefit in this large, dynamic and ever evolving industry.
Please send your potential editorial contributions to ken@recruitmentmatters.com.
The 'Marketing Mentor' - Marketing Advice for Recruitment Companies
Contributor: Alastair Campbell, The Marketing Mentor Programme
The four key marketing areas that will grow your business
Area one - attractors
You might remember that last month I wrote about the simple four part process that you can introduce to your recruitment company to improve your marketing. It helps almost any organisation no matter how large or small, how old or new.
You can divide all of your activities into the following four areas:
Attractors Convertors Retainers Intensifiers
This month we are going to look in more detail at the 'attractors' area. These are activities that you carry out to win the attention of new clients.
This is about stopping passing trade, giving people a strong enough reason to cross the road or to find your website. The main activities that fall into area one activity include:
• Making your 'shop front' appealing from the outside so that people will be tempted in. Displays should be bright, clean, clear and appealing. It should be obvious what you do and any jobs in the window should be clearly worded with pictures where possible.
• Your website should be optimised for the phrases that people are likely to seek you out under. Be specific with the terms that clients and candidates are likely to use in your local area or industry, and make the site immediately relevant and interesting to use when they land on it.
• What PR do you do? Aim to generate regular coverage by sending out news releases, article pitches, surveys, client wins, business changes and charity events linked to your company. People will get to know your business over time if you regularly pop up in their magazines and newspapers.
• Do you regularly email or write to potential clients? By having an ongoing plan aimed at targeted key companies, you start to appear larger than you are in their eyes. By sending them a series of interesting, helpful and pertinent letters, you start to become the obvious choice the next time they are looking for a recruiter.
• What impression do you create on the phone? Whilst volume of calls is important, remember that the company called will have a lasting impression of your business from that single call. The initial impression, including tone, warmth and understanding will be remembered as much - if not more - than the offers and services you are telling them about.
Next month I'll look at area two and give you some examples of how you can convert enquiries into sales.
Alastair Campbell runs the Marketing Mentor programme which is a 100% funded one day marketing seminar followed by a free 17 month marketing support package for recruitment company owners or their senior staff. Call 01858 44 55 43, visit www.themarketingmentor.co.uk or email alastair@idealmarketingcompany.com to find out more.
Online video interviewing
The current economic climate has had a serious impact on HR practices. The "credit crunch" of 2007, followed by the demise of some of the biggest names in finance in 2008 and the immediate recession that engulfed the world economy resulted in a huge number of layoffs. New job opportunities became a scarce commodity, leaving more people competing for fewer positions. An estimated third of all recruitment businesses in the UK went bust and those still standing found themselves with dramatically slashed budgets and significantly smaller teams on their quest to choosing "the right fit" from a pool of candidates bigger than ever.
It's not however all doom and gloom. Albert Einstein once said "In the middle of every difficulty lies an opportunity" and recessions are no exception! In fact our current economy has acted as a catalyst for what I believe is an inevitable change in HR practices - the use of online video interviewing.
In an ever-globalising environment, recruitment is no longer a "local" business. Furthermore there has been a tendency for recruiters to become more and more niche, narrowing the pool of talent available, forcing them to become even more global.
It is no surprise therefore that Nick Price, Employer Branding Specialist and Founder of WorkingFilms.co.uk, expects web based video interviews to become mainstream - "In 5 years time I would expect them to be used regularly as part of the technological mix". Through minimizing the logistical costs of coordinating, scheduling and performing interviews on a large pool of candidates, online video interviewing saves you many man-hours that can be spent on more important things. More and more employers worldwide are recognising this and have now incorporated online video interviewing into their recruitment practices. "Forget 5 years, the role of online video interviewing is crucial now [...] online video interviewing would allow our clients and candidates to have greater access to each other." - says Dee Allan, director of Redmos - recruitment training and classroom 2.0 initiative.
There are many who feel that for the last decade recruitment has been like running in a race, with speed being the major driver, and quality therefore being sacrificed. Many recruiters even went to the extreme of not performing interviews at all. This trend is now reversing and clients expect quality, not just speed. Automated online video interviewing allows for both. The time spent in the interviewing process is significantly reduced, but more importantly web based interviews enable recruiters to make much more precise and consistent decisions. Having videos of applicants on file allows you to screen them much more objectively, as you can compare their answers to the same question. "You might have a few weeks gap between the first and the last candidate you interview for a particular role. Once you have done a face-to-face interview, no matter how good your notes are, your memory tends to fade", comments Steve Huxham, president of The Recruitment Society - one of the main UK forums for presentation and discussion about leading edge Resourcing & Retention issues.
So where is online video interviewing going to fit in the recruitment process? For companies that hire internationally and would normally fly in candidates for an interview (ash clouds allowing!), it could easily substitute a few hundred pounds flight. Having said that, web based video interviews will by no means replace the face-to-face interview. In the words of James West, Sales Director at SuperScout - it will instead become "the natural progression to brief telephone screening, which most recruiters in my experience use before agreeing to meet a candidate."
Dimitar S. Stoyanov is managing partner at Inovaz, a recruitment technology company specialising in automated video interviewing. For further information email dimitar.stoyanov@inovaz.com, visit www.inovaz.com join him on Twitter @Stanimiroff
Everyone's trying to win business for free
In case you missed this a couple of weeks ago, here is Warren's entertaining inspiration for you to attend our Social Media & Online Networking course.
From Gravesend to Grantham, the East Anglia Way
From Shanghai to Swindon and onto Wemyss Bay
From Moscow to Minehead and up to Dundee
It seems everyone wants business for free
Simply everyone's trying to win business for free
From Brussels to Brighton and even in York
From Galway to Galloway and back over to Cork
From Delhi to Derby and down to Torquay
It seems everyone wants business for free
Simply everyone's trying to win business for free
The use of Social Media has become this year's big business thing
Where companies want to see their name prominently on Google and Bing
Whatever happened to Alexander Graham Bell's most famous invention?
Getting ranked number one for a keyword is now everyone's intention
Simply everyone's trying to win business for free
Andy Warhol's prediction has absurdly become a fait accompli
Where your name can be viewed internationally on someone's PC
There's money to be had in all this online marketing confusion
With companies needing a business development boosting transfusion
Simply everyone's trying to win business for free
With 60 million plus users Linkedin has to be onto a winner
A great place to start for the online networking beginner
If at the moment you are a small and niche service provider
Your customer reach has just got bigger and wider
Simply everyone's trying to win business for free
In Germany, it's Xing that's the happening online place to go
Where you've just loaded your dice with each email throw
Offering your services or products at the press of a button
Polishing up your website to sell lamb instead of mutton
Simply everyone's trying to win business for free
Ecademy is a networking site for someone more entrepreneur
Fantastic for webcasts, virtual meetings and the online voyeur
You can hold a meeting while on a train with your Wi-Fi facility
Where the only business barrier is your foreign language ability
Simply everyone's trying to win business for free
Let's not forget Facebook where friends and business come together
To cement the relationship or chat idly about that day's weather
You can build a business fan base by setting up a group
Subtly building your brand name while keeping everyone in the loop
Simply everyone's trying to win business for free
Is YouTube only a place to have some fun and frivolity?
Or can it be used to win new viewers and build customer loyalty?
Like or loathe it, that site is just about the busiest on the net
So placing a few easy to do videos is a good business bet
Simply everyone's trying to win business for free
If potential customers are looking and searching the net right now for you
It's not enough for your website to be captured by Google, Bing and Yahoo
Your personal brand is just as important, so you need to raise that bar
Registering your details on zoominfo and pipl.com will help cast your net far
Simply everyone's trying to win business for free
Involve yourself with others via online discussion groups or a forum
Educate, inform and amuse but don't oversell, as you'll bore them
Answer important people's questions or take part in an online poll
Become involved in the community and your business will see the good times roll
Simply everyone's trying to win business for free
I couldn't leave you without talking about the phenomenon that is Tweeting
With 1.3 billion users, there are millions using Twitter to get an online meeting
Forget Mr Fry and how some celebrities use it to build their worldwide power
It's about direct messaging and giving others mentions that will build your own tower
Simply everyone's trying to win business for free
From Bangalore to Blighty they are making it happen
From Glasgow to Gibraltar they are emailing Clapham
From Devon to Dallas along the internet freeway
It seems everyone is using sites such as eBay
Simply everyone's trying to win business for free
From Calgary to Calcutta buyers are happy online
From Glasgow to Gibraltar they're doing business in real time
From Dunfermline to Dubrovnik they are downloading audio grooves
It seems everyone wants to make online business moves
Simply everyone's trying to win business for free
Oh yes, yes, yes, yes, simply everyone's trying to win business for free
© Copyright 2010 Warren Kemp
Warren Kemp is MD and lead trainer with Recruitment Matters. For more tips, advice and information on Recruitment Matters visit www.recruitmentmatters.com/free.php, telephone 0800 0749 289/ +44 (0)1945 461561 or email warren@recruitmentmatters.com. Follow Warren on Twitter at http://twitter.com/WarrenBKemp
Will Your Business Survive A Crisis When (Not If) It Happens?
Contributor: Jon Penn. Jon is Chairman of the Academy of Chief Executives.
Jim Callaghan allegedly uttered the words "Crisis? - what crisis?" in 1979, in the depths of the last great recession. In the world of business how we reduce risks and liabilities can sometimes determine whether we survive a crisis or not. The process called Business Continuity Planning requires a reappraisal of all of the processes your business uses and the risks you are exposed to. Which are the greatest risks? and which can you do anything about? What better time than spring to review your whole business processes?
As an example, let's think about fire because it is a universal risk to all businesses.. OK, so you have fire insurance already. But what else must you have?
Have you got adequate prevention? Are your people trained to use the extinguishers? Do they get to practice? Do you have offsite storage of key infrastructure - cloud computing, offsite data storage, stocks of essential materials, banking information, key contracts? And a factory or "output facility"? Do you have long lead time items available, perhaps stored at suppliers? The point here is that 99.9% of businesses do have fire insurance but still 30% of businesses go bust within 1 year of a major fire! The insurance won't help you keep your customers satisfied.
There is a British Standard for Business Continuity Planning, BS25999, and serious customers are enquiring of their suppliers about their ability to continue to supply in the event of a catastrophe. The approach of BS25999 is common sense, but like many things that are obvious, it doesn't always get done! Of course many small to medium enterprises (SMEs) will not go for the British Standard, but they should establish a cycle of BCP. This is a great "exercise" for cross-functional teams, and management teams to do. It should always have CEO level participation.
First, draw a schematic of all the core processes in your business. Then run a brainstorming session of "what could go wrong"... so if you're producing widgets with a special heat treatment your supplier could be crucial, or if you are a HR consultancy with unique intellectual property then the risk of clients or staff abusing your IPR is very real. There are many "universal risks" and checklists are available but the essence of the process is for you and your team to identify as many of the risks that could threaten your business.
Second, score the risks in order to prioritise your actions. I use a ranking system that takes account of A. How likely is it to happen? B. How bad is it if it does happen C. What early warning signals do you have? Score each risk out of 10 on all 3 categories, but note that A & B high score equals worse, but with C if you have no early warning that scores high. An example of this latter point is to look at organisations that lost money in Icelandic banks. Did they know they were running a risk? Did they have early warning signals? As we all know, if it seems too good to be true, it usually is, and if it is then the risks are inevitably higher so pay attention to the early warning systems!
By multiplying your scores for A, B & C this will give a score out of 1000 for all risks. The higher the score the more urgent is your action.
Third, is to address unacceptable risks. Bear in mind that while there may be some "shockers" that you want to deal with urgently, the point of all this is to set up a routine to work on these issues to reduce risks continuously over time. There may be ways to reduce the likelihood of occurrence and separate ways to reduce the impact or seriousness
Rehearsing actual procedures is vital. I can almost guarantee that if you have data backups, held offsite, rotated regularly, etc, but haven't actually rehearsed reinstalling onto fresh systems then you are in for a bit of a shock. The same goes for switching suppliers of critical materials because a supplier has gone bust, or utilising duplicate tooling on duplicate machines, or alternative transport arrangements, or a different E-commerce channel.
Reviewing your scoring regularly, re-ranking, re-prioritising actions and rehearsals, will create a virtuous cycle and reduce your risk. It will also save you money on business interruption insurance and it may just save your whole business!
Another key feature of BCP is to have an established team to take charge in a crisis... the team who have done this work, led by the CEO, is of course ideal. Make sure everyone in the company knows who is on the team, and change people over time to give more people exposure to it. A role play scenario once or twice a year is a great team exercise and will introduce other skills that are critical in a crisis, like communication.
Jon Penn is a board level facilitator, coach and mentor, and also group chairman within The Academy for Chief Executives, running both a CEO Forum and Entrepreneurs Boards in Bristol and Bath/Swindon. An Engineer by education, Jon followed a career through export sales to general management, and has 20 years experience at MD & Group MD Level in a variety of SMEs around the world. www.jonpenn.co.uk
Jon has witnessed first hand the power of the Academy Community as ACE Chairman and a business mentor. ACE is dedicated to inspiring the leaders of businesses to change their thinking, challenge their views and help them with their decision making abilities. Leaders no longer need to feel isolated at the top. For more information visit www.chiefexecutive.
Talk features and benefits
Always talk in terms of features and benefits to candidates and clients alike.
The latest Virgin Pendolino train can travel up to 125 mph (feature). Because of that speed my journey from Coventry to London is now 20 minutes shorter than it used to be thus allowing me to travel later and be home earlier (benefit).
Your organisation has been around since 1998 - what's the benefit to a client? You have worked in the industry you now recruit for - what's the benefit to the candidate?
Take 20 minutes now to note down some features about your company and work hard on stating benefits next to them. That's just for starters. Ideally you should have 3 F&B's on your company for both clients and candidates (different ones or at least the benefits will be) and 3 F&B's about recruitment for each too. Work hard on getting them spot on and type them out to have to hand when calling clients or candidates. You will feel more confident and come across more professionally when you can hit back at the "Humph! You recruiters are all the same!" or "Why should we use you?" statements you inevitably encounter.
If it takes you half a day to fully develop, but you will use this day in day out for the rest of your career, it's time well spent.
Let me put it another way - if you were asked by a client to present a written tender for a contract to recruit for them and it could be worth £50,000 a year to you, how long would you take over it, how many drafts would you write, how many other colleagues would you run it past before sending it to the client with your fingers crossed? Yet, how many times do we open our mouths to clients and candidates with what is effectively our first draft?
Have F&B's to hand every time you pick up the phone.
Warren Kemp is MD and lead trainer with Recruitment Matters. For more tips, advice and information on Recruitment Matters visit www.recruitmentmatters.com/free.php, telephone 0800 0749 289/ +44 (0)1945 461561 or email warren@recruitmentmatters.com. Check out Warren's testimonials on LinkedIn http://www.linkedin.com/in/warrenkemp.
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Recruiters happy to stay put
As the country emerges from recession, recruiters are choosing to stay put rather than seeking pastures new, according to Samantha Woodland, senior HR business partner at Kelly Services.
Woodland says "Many recruitment agencies took the large volume of skilled professionals who were available during the recession for granted, so the major issue facing recruitment - as well as other industries - is the current talent shortage.
"Hiring costs are increasing as talented individuals are looking to consolidate their current position rather than moving on. As such, the workforce is likely to become less transient than it was in 2007.
"In fact, a recent Kelly survey found that 34% of people feel more loyal to their current employer than they did before the recession, highlighting the fact that people think that 'staying put' could be the best plan for their career at this time."
Recruiters' Guide to Researchers
Contributor: David Steel, Exacta Research
Reasons to be cheerful? 1, 2, 3...
A colleague of mine looked up from her work diary in the week and said: "Do you realise we're a third of the way through the year in two weeks...", surely not, I thought, though a quick check of my own diary confirmed it; I'd blinked a couple of times in early January and now it's mid-April. Incredible.
That then got me thinking about how the first third of the year had panned out and it started to dawn on me that although the phrase "out of the woods" probably isn't entirely appropriate just yet, there were certainly some good indications that the next 9 months might not be as bad as predicted at the turn of the year.
Even though the industry tells us otherwise, we've noticed an increase in construction/engineering/contracting opportunities, and recruiters in those fields seem to be popping up again with positive things to say. Indeed, we've been searching for Contracts Managers, QS's, Health & Safety Managers, Finance Directors, Project Managers/Directors, Divisional MDs, etc, over the past few months across the UK for a range of organizations in those industries.
As ever, public sector recruitment is still lively - we've undertaken searches recently within the NHS, education sector, charities, skills, training and employability, etc, though there is a feeling amongst many in these markets that the May 6th General Election is a bit of a crossroads, especially with regards to the skills/training sector given the radically different views held by the two main parties. "Ring me back on May 7th and I'll have a clearer idea then..." is not an uncommon response just now from potential candidates.
Retail is another area that's proved fruitful of late. A number of retail recruiters have made contact with a similar story; a lot of major retailers have reshaped themselves following the downturn and drop in consumer confidence of 08/09 and are now looking to rebuild and recruit. It would appear that the economic slump allowed some retailers to strategically close and/or open outlets, reshape store management structures and take a fresh look at their products & target audience. We've managed some pretty interesting store-based and HQ-based retail searches in the last few months and hopefully more to come.
I did some research recently into clients that had used us over the last couple of years and I noticed that although we were definitely busier over the last few months in comparison to 2009, we were also handling assignments for a bigger spread of clients and less reliant on a smaller number with volume, which has to be a good sign.
A client commented to me recently that he spent most of last year on the phone in 'business development' mode, yet he hasn't had any time this year to do a similar thing as his focus has been 100% on delivery on assignments he's picked up from last year's graft.
It would be too easy to wave away the last couple of years, become complacent and assume the phone is going to ring off the hook from now on in, but at the same time it would be wrong to be too pessimistic and 'down in the mouth' as clearly there are plenty of organizations out there across a variety of sectors/markets looking to hire.
I'm sure those of us who have survived the credit crunch, snow and now volcanic dust can go into the next two-thirds of the year with plenty of reasons to be cheerful.
David Steel is a Research Consultant at Exacta Research, a recruitment research company who provide a candidate research service to help clients find the best possible candidates across all sectors and levels. For further information email david@exactaresearch.co.uk, visit www.exactaresearch.co.uk or call 08000 856 618.
Business owners expect improvement
More than half (58%) of owner-managed businesses predict the economy will improve over the next 12 months, according to the latest UK accounting, tax and business recovery and advisory group Vantis Market.
The survey also shows that 28% expect to increase headcount over the next year, with only 9% looking to cut staff.
David Rankin, managing director of business advisory, tax & assurance at Vantis, says: "It is encouraging that owner-managed businesses, the backbone of the British economy, are putting their money where their mouths are. Whatever the outcome of the forthcoming election, the market environment is becoming more favourable for business."
Commit to it
Contributor: Neil Kirby, The Red Rubber Ball Company
One of the great things about our work is the truly inspiring people we seek out and get to work with. One such person is Tim Fox, who has been sponsoring work in Kenya for many years. Tim's work has been such that he's been made an Elder of the Luhya tribe, Kenya's second largest ethnic group - a rare honour for a Westerner. Tim told us about the villagers of Mundeku and the problems they face in feeding their children - around 200 are orphaned or from single parent families and food is thin on the ground.
Last year you may know that we offered to help and designed a programme for 12 people from the UK to develop their leadership skills by working on this project. We were enthused and optimistic. The reality though has been quite different - few bookings, frustration, disappointment, even the thought that we've let the villagers down....
So what to do?
Looking back at "The Rules of the Red Rubber Ball" from Kevin Carroll's book, the first rule is "Commit to it". If there's something you really want to do or achieve, whether it's shared by other people or not, do it anyway. So we thought "do we want to do this project or not?" Then if we do, commit to it fully.
Sometimes in life we may say yes to someone or start something up, put in some effort, but without being totally committed. We go through the motions. We should perhaps therefore not be surprised when the results are not what we'd hoped. Our results are self-fulfilling.
You might hear the level of commitment in someone's voice - "I wish ...." suggests a dream, but not necessarily the commitment or determination to take action. "I want ..." is perhaps a step on, more determination, though will you do what it takes?
Hearing the words "I will ..." may suggest the determination to make it happen, especially if followed by "and this is what I'll do NOW ..."
So we went back to Tim and said "we will ... commit to raising the money needed to convert some village land so that crops can be grown". We've committed to raising at least £5,000 to drill a bore hole, install irrigation and buy plants. One way or another, it will happen.
So what of the things you want to achieve? Which do you say - I wish, I want, or I will?
And if you have an adventurous spirit or want give something back, please get in touch with us. We're looking for people or companies who can help us plan what's needed and raise money. And if you'd like to, come and join us in Kenya during the October half-term to help the villagers and see the project develop for yourself.
If you have any questions or comments on this article or issues you face, please contact me (in confidence) on 01707 395850 or email me at neil@redrubberball.co.uk . There's no obligation. Neil Kirby is a life coach and a leading practitioner of Neuro Linguistic Programming (NLP).
HR use social media but need more resources
More than eight in ten (82%) of HR professionals now use social networking as part of their attraction strategy, but require more time and resources to dedicate to it, according to research by talent management specialist Ochre House.
The research also shows that less than 30% of HR professionals polled have a dedicated resource for social media, while 45% admitted to not having a formal social media strategy in place and only 23% measured its return on investment.
Helena Parry, market development director at Ochre House, says: "It's really positive to see that so many organisations are seeing the value of social media and using it as part of their recruitment strategy.
"However it's clear there is still some way to go in terms of really making it an integral part of the recruitment strategy with enough buy-in and resources for it to work to its full potential.
Recruitment Matters news
You may have noted from last week's e-flyer that we're now running two of our half day courses on the same day to give you the opportunity for a stimulating day out to attend not only Interview & Screening Techniques in the morning (9:30am - 1:00pm), but Writing Effective Job Adverts in the afternoon (2:00 - 5:30pm). We'll be in London, Birmingham, Manchester & Milton Keynes in the coming weeks.
We continue to experience an increase in bookings for Warren's renowned Successful Head-Hunting one day course, although last week's event in London was slightly affected by that Icelandic volcano! Why don't you come along to find out why this is Europe's No 1 course on the art and science of executive search?
We're also reaching out with our half day Social Media & Online Networking For Recruiters course - please note that our Edinburgh date is now May 18th.
We hope that you enjoyed Warren's new tip for this month - you will find many more on our free tips page which is regularly updated.
Please see the schedule below for all our open course dates through to June 2010. And please remember, if you can't come to us, we can come to you to deliver an in-house version of any of our course to meet your specific objectives. Contact ken@recruitmentmatters.com for more information or call 0800 0749289 or, if you're overseas, 0044 1945 461561.
RECRUITMENT MATTERS: April - June 2010 Open Training Schedule
To download a booking form, please click here.
NOTE: All our courses come with a 100% money back guarantee if not fully satisfied. If an individual books for a 'refresher' session on a previously attended one day course, then the cost is just £85+VAT.
INTERVIEW & SCREENING TECHNIQUES
Learn how to screen & interview candidates both face to face and over the telephone
May 12th - London
May 13th - Birmingham
May 27th - Manchester
Jun 4th - London
Jun 16th - Milton Keynes
All sessions run from 9.30am - 1.00pm. Investment £129+VAT
'Bring A Friend' £99+VAT
Link
WRITING EFFECTIVE JOB ADVERTS (half day)
Target and attract the right candidates cost effectively
May 12th - London
May 13th - Birmingham
May 27th - Manchester
Jun 4th - London
Jun 16th - Milton Keynes
All sessions run from 2.00pm - 5.30pm. Investment £129+VAT
'Bring A Friend' £99+VAT
Link
SOCIAL MEDIA & ONLINE NETWORKING FOR RECRUITERS (half day)
Learn practical techniques that work and don't need a degree in IT!
May 7th - Coventry
May 14th - London
May 18th - Edinburgh
Jun 9th - Manchester
Jun 18th - London
All sessions run from 9.30am - 1.00pm except Edinburgh which will be 1.30pm - 5.00pm.
Investment £129+VAT
'Bring A Friend' £99+VAT
Link
SUCCESSFUL HEAD-HUNTING (one day)
May 21st - London
May 25th - Coventry
Jun 17th - Manchester
Jun 24th - London
Jun 25th - Birmingham
Investment £299+VAT
'Bring A Friend' £199+VAT
Includes free CD worth £49.99 'Handling Head-Hunted Candidate Objections & Reactions'
Link
TWO DAY INTRODUCTION TO RECRUITMENT (two days)
'Induction for new recruits'
Apr 27/28th - Manchester
Jun 2/3rd - London
Jun 21/22nd - Manchester
Investment £495+VAT
'Bring A Friend' £425+VAT
Link
BUSINESS DEVELOPMENT & SALES SKILLS (one day)
"Winning Techniques & Methodologies for Recruiters"
We will teach you how to never have to cold call again!
Apr 29th - Birmingham
May 6th - Leeds
May 19th - Bristol
May 26th - London
Jun 11th - Birmingham
Jun 23rd - Manchester
Jun 29th - London
Investment £299+VAT
'Bring A Friend' £199+VAT
Link
INTRODUCTION TO MANAGEMENT (one day)
'Managing Teams and Motivating People'
Jun 8th - London
Investment £299+VAT
'Bring A Friend' £199+VAT
Link
For more information on all our courses and other services and products, visit www.recruitmentmatters.com, email info@recruitmentmatters.com or call Emma or Ken on 0800 0749289 or, from overseas, 0044 1945 461561.
Contact us
Recruitment Matters International
2 Oakfield Road
Coventry CV6 1ED
UK
Tel: 0800 0749289/0044 1945 461561
Fax: +44 (0)2476 591326.
Email: info@recruitmentmatters.com
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