Welcome to our August newsletter
This is our August 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 about our training courses, products and services.
This has become a bit of social networking 'special' this month as we explore its powerful impact on various aspects of the recruitment process, including how it can be used to drive more traffic to you and your website.
We are pleased to feature the latest article 'The Elephant in the Room' from our regular contributor, 'Marketing Mentor,' Alastair Campbell. This month he offers very practical advice on database creation.
An important message is conveyed from a survey conducted by online recruiter Jobsite.co.uk that redundancy in a recession is not the end for candidates, despite how they may feel.
One in three workers (34%) believes that potential employers look badly on candidates who have been made redundant, new research reveals. The poll of 4000 workers uncovers the myths and realities of redundancy in the recession.
Contrary to popular belief, responses from around 500 HR Managers reveal that one in three (35%) companies are actively targeting candidates who have been made redundant by rival firms.
In addition, one in eight (12%) respondents believe that employers take a "last-in, first-out" approach to redundancy, making them reluctant to move jobs. However, the statistics show that 35% of employers are looking to hire specific talent to help see their companies through the downturn.
Keith Potts, CEO of Jobsite.co.uk, comments: "Our research shows that in this difficult time, many businesses need talented, committed employees more than ever. We would recommend candidates who are unhappy in their current roles look before they leap - researching their perspective employers thoroughly. At the same time we would also encourage people to have the confidence to follow their career aspirations. Even in a downturn, there are excellent opportunities out there."
Other stories in this issue highlight the swings and roundabouts of this recession, with a number of reports suggesting cautious grounds for optimism.
Certainly, we spoke to two of our clients last week who were very positive. One was a banking recruiter and one recruited estate agents. Both said the previous two months were the best of the year so far. Here at RMI, we have seen an upturn this month in the number of bookings on our training courses, so the much sought after green shoots may well be growing. Fingers crossed!
What do you think?
In the latest instalment of our regular feature 'Recruiters' Guide to Researchers,' we have a very helpful article from Exacta's Research Director, David Steel on the impact of social networking on his company's research activities. Make sure that you don't miss the article from networking guru Will Kintish on what makes a 'nice' person - are you 'nice?'
Another of our regular contributors, Neil Kirby, has had quite a time of it recently, including a burglary. Read more below on how he has coped.
We have new tips from our trainer, Warren Kemp, on SEO (search engine optimisation) and PR, which are also featured amongst many others on the tips section of our website.
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 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.
Ask us for a free SEO report
How visible are you to others when they search the net? Are you happy with the rankings you get on Google for certain key words and phrases? Are your competitors pulling more visitors to their site than you?
Here at RMI we have been spending some time recently increasing our knowledge of SEO (search engine optimisation) and the relationship websites have with major search engines and other associated sites such as LinkedIn, Facebook & Twitter. Whilst achieving the number one ranking on Google for a search term involves a lot of different actions, there are some simple basics that you can do immediately to increase your chances of being seen on the net and generating increased traffic.
If you would like a free report with suggestions on how to enhance your site to enable search engines to find you more efficiently, then simply email warren@recruitmentmatters.com.
'The 'Marketing Mentor' - Marketing Advice for Recruitment Companies
Contributor: Alastair Campbell, The Marketing Mentor Programme
The Elephant in the Room
"How can I generate more business enquiries, without spending much money?" This is without doubt, the most commonly asked question at the end of one of my marketing seminars. Is there a magic answer? Well, for many of us there is sort of, but you might not like it. It is as obvious as the proverbial 'elephant in the room' that nobody wants to talk about. It also involves a bit of planning and thought.
So, what is the way to generate more leads, lots more leads actually, without spending much (or any) money? This is what you do.
1. Collect together your existing data. This may well consists of the dozens of old business cards you have accumulated over the years, the old emails that you have received or sent and old brochures, enquiries, flyers etc. All those people you meant to follow up (and perhaps did a couple of times) and all these interesting companies you put to one side with a view to contacting them one day. Well today's the day.
2. Form your database. You now have, in its rawest of forms, a database of potentially interested people. Many of them may remember you, some of them might have meant to call you but have lost your details. But in their current form they are of little use.
3. Organise the data into a form you can use. If you already have some form of CRM (customer relationship management) package, then enter them into that. If not, you could invest in a business card scanner such as the Kensington (www.kensington.com) which will not only scan all the details from the business cards you have accumulated over the years, but will allow you to add in all the other details from brochures. It will also allow you to add in details of where you met them, job titles, etc.
4. Get in touch and stay in touch. Now you have created (for almost nothing) one of the most valuable items your company will ever own - a database of prospects. Keep it updated regularly, keep scanning in the business cards of people you meet up with and keep in touch by whatever method suits your customers. For some it might be a simple letter, others might require a newsletter, but for many an email newsletter is the best way to stay in touch.
Does it work? Every time. People will rarely buy from you the first time they meet you, but by building a relationship over time you will have a far greater chance of persuading them that you have something that will be of benefit to them.
Do most people do this? A recent survey showed that less than 5% of small business owners have a proper database of customers that they regularly use to keep in touch. Instead, if they market to anybody, they market to total strangers, therefore reducing their chances of conversion by over 90%.
Action points:
1. Buy a scanner and use it to clear out your drawers of all of those business cards and get them onto a database. They are not making you money sitting in the bottom of your briefcase.
2. Think about putting together a regular offer or news based communication that will be of interest to your prospects.
3. Plan ahead. Work out how often you want to do this and make a commitment to keep at it for the next 12 months at least and then measure your results.
Alastair Campbell runs the Marketing Mentor programme which offers a free one day marketing seminar followed by a free 17 month marketing support package for recruitment company owners or their senior staff. He is running his next free evening marketing seminar on June 25th. Visit www.themarketingmentor.co.uk, email alastair@idealmarketingcompany.com or telephone 01858 445543 to find out more.
Jobseekers increase their online presence
Jobseekers are using job boards not just to search for a job, but to increase their online presence as well as to search for information, according to findings from online recruitment research project NORAS.
The NORAS findings show that while 32% do use job boards just to look for vacancies, 34% are using them to make themselves more 'findable' by uploading their CV.
The research also shows that job sites are being using to obtain information to aid job searches and to keep up to date on developments within an industry.
Helen Bird, sales director of Guardian Jobs, says: "These figures from the respected NORAS research demonstrate the higher expectations of today's online jobseeker. In order to give candidates what they want, sites need to be able to offer more - CV and interview advice; user forums for career guidance from peers; and specialist knowledge of market sectors and industries. Career sites, not just job boards, are being demanded by modern online jobseekers."
Searching the Net
It's confusing out there. If you are like me, then every time you do a search you learn something new.
I've very recently come across (through the joys of Twitter) a real breakdown of how to search the net using Google. It's aimed at teachers teaching students with PowerPoints, notes, videos, YouTube content and explanations, so it's very user friendly. It's great to become more profficient at searching AND if you flip some of the content then it's a good reverse tool to teach you how to be FOUND on the web.
Over the coming weeks I will be helping you via our tips page with some occasional tips on SEO (search engine optimisation). Our own website comes out at numbers 1, 2 or 3 on page one of Google for search terms "headhunting training", "recruitment tips" and "recruitment training" ...not bad!
Check this out: http://www.google.com/educators/p_websearch.html
Follow Warren on Twitter at www.twitter.com: WarrenBKemp
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)1483 755559 or email warren@recruitmentmatters.com.
Some social media statistics
Guess what we found when blogging? This information is quite likely to be out of date in a matter of months - but until then, these reasonably recent facts demonstrate the meteoric rise and importance of the rapidly evolving area of social media.
In no particular order:
• Social networks and blogs are the 4th most popular online activities online, including beating personal email. 67% of global users visit member communities and 10% of all time spent on the internet is on social media sites.
• If Facebook were a country, it would be the fourth most populated place in the world. This means it easily beats the likes of Brazil, Russia and Japan in terms of size.
• 80% of companies use, (or are planning to use), LinkedIn as their primary tool to find employees during the course of this year. The site has just celebrated reaching its 45-millionth membership.
• Around 64% of marketers are using social media for 5 hours or more each week during campaigns, with 39% using it for 10 or more hours per week.
• It took radio 38 years to reach 50 million listeners. Terrestrial TV took 13 years to reach 50 million users. The internet took four years to reach 50 million people... In less than nine months, Facebook added 100 million users.
• Wikipedia currently has more than 13 million articles in more than 260 different languages. The site attracts over 60 million unique users a month and it's often hotly debated that the information it contains is more reliable than any printed Encyclopaedia.
• The most recent figure of blogs being indexed by Technorati currently stands at 133 million. The same report into the Blogosphere also revealed that on average, 900,000 blog posts are created within a single 24-hour period.
• It's been suggested that YouTube is likely to serve over 75 billion video streams to around 375 million unique visitors during this year.
• The top three people on Twitter (Ashton Kutcher, Ellen DeGeneres and Britney Spears) have more combined followers than the entire population of Austria.
• According to Socialnomics, if you were paid $1 for every time an article was posted on Wikipedia, you would earn $156.23 per hour.
• The online bookmarking service, Delicious, has more than five million users and over 150 million unique bookmarked URLs.
• Since April this year, Twitter has been receiving around 20 million unique visitors to the site each month, according to some analytical sources.
• Formed in 2004, Flickr now hosts more than 3.6 billion user images.
• Universal McCann reports that 77% of all active internet users regularly read blogs.
Wow!!
Marketing and PR is King
There is no Queen in this climate
"Why headlines overrule content"
When times are as tough as they are at the moment, you have probably said to someone recently "We need more PR" and, of course, you are right. Getting PR is vital but sometimes it's, oh, so boring. The typical "XYZ co are pleased to announce..." just isn't good enough anymore. So with so many competitors fighting in your alleyway, maybe it's time to get down and dirty or, at the very least, get smarter?
Talking of which, one particular tip of a few weeks ago on our recruitment tips page http://www.recruitmentmatters.com/free.php (which, incidentally, is the second most visited area on our website), is still outpulling any of the other 19 published tips by a ratio of 3:1. Can you guess which one it is? It's http://www.recruitmentmatters.com/tip_nude_sunbathing.php.
The fact that the headline 'nude sunbathing' did so well it is not a shock or surprise to me. We actually published it about 12 months ago(albeit now slightly updated) and it did the same. When you consider that it's outperforming tips on 'business development' and 'getting past the gatekeeper' and then add to that the fact we are in the top 2 or 3 results on page 1 of Google worldwide out of 18 million results available (check out http://www.google.co.uk/search?hl=en&q=recruitment+tips&meta=&aq=f&oq= ) for the search term "recruitment tips," then perhaps there is a lesson to be learned, because that's one hell of a test audience. It says that 3 times as many recruiters would rather read a tip about nude sunbathing as read one on business development despite the industry being in its worst state for many a year! Or does it suggest that a great headline is all you need?
At RMI we've been marketing our products and services within the recruitment industry for over 11 years. As founder and MD (with Europe's biggest selling audio product on head-hunting to my name), I feel qualified enough to advise you that while content, a call to action, a guarantee and one or two other things will make a difference in volume of sales versus a competitor's similar product or service, it's the headline that is key. How do I know? Well, what was once a 'fag packet' calculation or 'like for like' test has become a lot better in recent years. For example we install a little gem of a piece of software to our mailings that tells us the number of times they are opened. Therefore we can track every mailer and newsletter by headline to know what pulls best, what day of the week outpulls others and what countries and regions prefer certain topics. There are subtle differences to direct mailings we send to Poland or to India as an example and, by the same token, the ones we send globally.
When you perhaps email or advertise for your clients or your candidates or, most importantly, try to attract new ones, then your PR & marketing has to be 100%. If you would like to discuss any aspect of your marketing, whether that be emailers, newsletters, candidate canvassing, PR or website content then do please contact us via ken@recruitmentmatters.com .
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)1483 755559 or email warren@recruitmentmatters.com.
Recruiters' Guide to handling researchers
Contributor: David Steel, Exacta Research
"Never mind his CV, what's his Facebook page like?"
There is no denying the influence that social networking sites such as MySpace, Facebook, Twitter, etc, have had on how we communicate in our personal lives. What's more surprising is the effect they have had on how we do our jobs and communicate professionally. In no time at all, it seems as though such websites have become an important tool that both recruiters and candidates alike can utilise to their advantage.
To us researchers, professional networking sites such as LinkedIn, Pipl and Xing are a fantastic way to track someone down, get a name of someone working in a 'difficult-to- crack' organisation, network or even do some business development. I recently had to infiltrate the finance function of a notoriously tough plc that was sticking to it's "no names, no help…" guns. A quick search on LinkedIn lead me to the name of a Management Accountant in the very office I was looking to map, so I used his name at reception, got over the moat, into the castle and was eventually beating names off with a stick. Without that piece of information on LinkedIn, it could have taken a lot longer to get the names my client wanted.
When any of the guys in my team get referred to someone regarding to a role they're handling, one of the first things they'll do is pop his or her name into Google to see if any of these sites can offer any immediate information. Often you might know someone's career history, who they're friends with and what they had for breakfast that morning before you've even picked up the phone to them. Great in one respect, but frightening in another.
A client of mine recently set up a business Twitter account, simply so the could follow what his clients were saying in 140 characters (or less) on a daily basis, and another client will often say: "I'll see if (s)he has a Facebook page!" when I mention a potentially interested candidate's name to her. Something that would have been totally alien 2 years ago, say, just suddenly seems to be the norm.
For all the obvious advantages of such sites and the information placed on them in the public domain, everyone should tread with care. A friend of mine who runs an HR department for a business in Manchester told me an interesting story recently that shows how being well networked on "t'interweb" can sometimes prove to be your undoing. They invited a candidate in for interview who didn't show up - no calls beforehand, no email that morning. The candidate's girlfriend rang in later that afternoon and explained that he had been involved in a car crash that morning and was currently very shaken up in a hospital bed; could the interview be put back to the following week? "Of course it can!" she was told, "…and please send him our best!".
An hour or so later one of my friend's staff sent him a link - it was a Facebook page. When my friend clicked on it he was staggered to see status updates from the candidate (meant to be in hospital) from only a few hours earlier telling all of his mates what a wonderful birthday bash he'd had the night before and how 'worse for wear' he was feeling today. He'd forgotten to put his profile to 'private', so anyone could see it. Suffice to say the interview never took place and I'm presuming the grapes they'd bought him were shared around the office…
Used in the right way (and viewed with the usual suspicion, as with anything that's put on the internet, it's only as good and as reliable as the person who has put it up there), social networking sites can be an excellent resource for recruiters, researchers and candidates to use for their own ends. However, relying on it entirely, using it to tell everyone how boring your job is or to accidentally blow an elaborate lie about a hangover and you'll clearly come unstuck!
Now then, how do I get this article down to 140 characters for our Twitter page?
David Steel is Research Director 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.
Social networking popular amongst HR decision makers
Eight out of ten HR decision makers now belong to online communities or social networking sites, according to new research by Communications Management. The new report 'Senior, Savvy and Social: HR and online social networking,' indicates a significant shift towards online social networking in HR.
The findings from the public relations consultancy reveal that HR professionals are using online social networking for focused and commercial purposes, with 32% claiming to have already asked for supplier recommendations through it. More than a quarter have become aware of a supplier this way. Moreover, 28% of respondents have used online networking to share advice or guidance with peers.
The report also shows that increased numbers of HR professionals are likely to use online social networking in the future. Of the respondents, 52% say they expect to move towards online social networking in the next year, whereas 20% plan to use it less.
Communications Management suggests that these findings indicate the impact of the recession on the way companies operate. Furthermore, they claim that offline networking will always be present in the future of firms, but online social networking will aid the future flexibility of organisations.
A series of unfortunate events
Contributor: Neil Kirby
It has been a very strange summer in our household. First, our well-loved workhorse of a car finally gave up the struggle on a wild and rainy night not a mile from home. I got it towed to a local garage, where it languished whilst we came to terms with it being worth more as scrap than it would cost to fix. Then our fridge broke down (terminally), followed closely by the washing machine - just as my wife and daughter arrived home from a camping week, smelling strongly of wood smoke and damp socks. Thinking that these things come in threes, I thought we'd got our misfortune out of the way.
I then woke up one morning to hear an intruder downstairs and a large hole where the bathroom window used to be.
So what am I to make of all this? Is it fate, coincidence or the result of something I've done?
Well life throws things at us and we don't always know why. We can spend lots of time trying to figure it out, but I wonder what good this does us. It may simply prey on our mind and make the situation worse.
After the burglary, a number of people were very angry on our behalf. Several suggested things we could do to make our home more secure. One or two even said that if it had happened to them, they wouldn't be able to sleep soundly again. Our decision has been to take some minor security steps that don't particularly impact on our daily routine, and to put the whole affair behind us. Ultimately, we consider ourselves fortunate to have had the best-brought-up burglar in the whole of Welwyn Garden City. He was tidy, left the window pane sensibly stacked up against the wall, left our credit cards, and even took the SIM card out of the phone he stole.
You can even view these things as an opportunity. Often an event forces you to do something you'd been putting off. In our case, our old washing machine was noisy, slow and inefficient, but we'd have stuck with it if it hadn't broken down. Our new one is much quieter, and our clothes are much cleaner!
My 12-year old son is much more interested in cars than I am, so we set him the task of deciding what car we should have next. Armed with What Car magazine and years of watching Top Gear, he did an excellent job.
We can't change what's already happened. But we can choose how we respond.
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@neilkirby.co.uk. There's no obligation. Neil Kirby is a life coach and a leading practitioner of Neuro Linguistic Programming (NLP).
More signs of encouragement?
Green shoots in senior executive search
Increased activity within the senior executive recruitment industry shows the beginning of recovery in the technology, financial and consumer goods sector.
The latest second quarter data from the Association of Executive Search Consultants (AESC) reveals a 1% rise over the first quarter of 2009, attributable to increased searches in technology, financial services, consumer and non-profit.
Senior executive searches in the technology and financial sectors, which both saw quarterly declines in Q1 2009, rose 4% in Q2. Similarly, the consumer goods sector witnessed its first green shoot with a 1% increase from Q1 levels.
Peter Felix, AESC president, says: "Q2 figures confirm that the first six months of this year have been a serious setback for the search industry but that we're seeing a levelling off in declines and even a slight increase in the number of searches started. This quarterly stabilisation indicates that organisations are beginning to pull back from the hiring freeze that shaped the early part of this recession as senior management gear up for economic recovery."
Interim management market bottoming out
The economy is displaying further signs of bottoming out, according to a survey by interim management provider Russam GMS.
The survey shows that there was a 4% fall in interim volumes in last six months, compared with an 11% fall from the six months from June to December 2008.
Average daily pay fell just £10, from an all time high of £611 in December 2008 to £601, while pay rates for part-time interim managers actually increased from £600 to £602.
Pay increased for interim managers in sales and marketing, pharmaceutical, not-for- profit and the private sectors, while pay fell for retail and food, education and IT and professional services interim managers.
Charles Russam, chairman of Russam GMS, says: "There are definite signs of optimism in the interim management market. The rate of decline has slowed considerably in the last six months so we may have seen the worst of the recession. As in previous recessions, more companies have been employing interims on a part time basis, showing that demand is clearly there but companies are being more cautious and cost conscious so less willing to use interims on a full-time basis."
Services sector decline slows
Services sector business remains below normal, but less so than in the previous three quarters, according to the latest CBI Service Sector Survey.
The quarterly research, conducted between 29 July and 12 August, shows that in Business and Professional Services, the value and volumes of business rose very slightly on the previous quarter for the first time since May 2008, although both measures remain 'below normal', for the seventh consecutive quarter.
In consumer services, business values and volumes fell slightly, but at much slower rates than in the previous three quarters. Consumer services firms expect business values to stabilise and volumes to decline marginally, and in business and professional services they are expected to rise, with more firms predicting rises than at any other point since November 2007. However, in both sub-sectors both profitability and prices fell sharply.
Lai Wah Co, head of economic analysis at the CBI, says: "Business conditions remain difficult for service sector firms. They have had to cut the price of their services in order to compete for business, and this has pushed down their profitability further over the past three months. However, service sector activity has not been anywhere near as weak as in recent quarters and things are starting to look up, particularly for business and professional firms. These companies have seen an increase in business, albeit modest, for the first time in over a year and they are now feeling more optimistic."
Mixed response from recruiters to 'end of recession' claims
Recruiters have given a mixed response to claims that the UK is now out of recession, with some parts of the country faring better than others.
A recent survey by the Institute for Chartered Accountants in England and Wales (ICAEW) Business Confidence Monitor (BCM) recorded an increase in optimism from -28.2 to +4.8, the first positive reading in two years.
Jeanette Wastie, managing director at Oxfordshire recruitment firm Armstrong Human Resource, says that the UK is not out of the woods just yet. "I think there is certainly some movement going on. August is a particularly difficult month anyway. You can't gauge what's happening at the moment.
"Our temporary workforce is building up but whether the recession is over, I am not sure about that."
Shan Saba, director at Glasgow-based Brightwork Specialist Recruitment, has a more gloomy outlook on trading in Scotland. "The feeling we get from our clients is that it is far from over. Our client base in the surveys we have been conducting suggests there is more to come and it is not going to get better sooner."
Sue Mountney, director at Accountancy Recruitment Wales, opined that manufacturing would dictate the region's fortunes.
"I would like to agree with it. That would be good news for all of us. I think we've got a mixed bag. In South Wales, we have a lot of manufacturing and manufacturing always takes a hit, like automotive manufacturers. Having said that, there are others that are bucking the trend, like food manufacturers. We have one client that has exceeded all expectations in growth. There are signs of growth but whether the recession is truly over I don't know. There are companies that are still working four day weeks and are looking to cut their workforce. Those redundancies are still happening."
Spencer Symons, director at nationwide recruiter Conceptuality, has an optimistic outlook: "January to mid-April was pretty horrendous. Since then it has been pretty fantastic. We have got more vacancies than we have ever had. We placed more vacancies on contract on perm in IT and engineering in the past three months than we have in any previous year. We are also recruiting consultants for the first time in eight months."
Are you a nice person? What do nice people do?
Contributor: Will Kintish
Most of us had an English teacher at our primary school who didn't seem to like us using the word NICE. I never did find out why so I use it lots of times when it comes to passing on an important business message.
Networking is about building relationships and an important step is getting people to like you. When you're a nice person people like you. People buy people, and when they can do business with nice people they like, they always do.
So, what do nice people do? Nice people….
1. Are generous and have a giving spirit. They ask 'What can I do for you?' rather than 'What's in it for me'
2. Pay attention when others talk to them
3. Smile and give good eye contact
4. Are reliable - they do what they say they're going to do and do it when they say they will
5. Say 'thank you' when someone does something positive for them
6. Give without remembering and receive without forgetting
7. Know that the way people feel after meeting them is the key emotion to the longer term relationship
8. Spend more time being interested than interesting
9. Treat peoples' names with the same respect as the person to whom the name belongs. They learn the name even for the short time of the conversation
10. Act enthusiastically about the person they are and the job they do
What's your score out of 10?
Will Kintish and his team show people how to attract more business and clients by helping them become more confident and effective business networkers. For more information, email willk@kintish.co.uk, visit www.kintish.co.uk or call 0161 773 3727.
Recruitment Matters news
Warren's off to the seaside to deliver some training this week. After all, a change is as good as a rest..
His mini seaside tour business development courses are being held in Weston-super-Mare, Bournemouth & Brighton.
Great news about a price change to our webinars (online web seminars)! As part of our drive to reach a wider, more global audience, from now on, they are all available at the stunning price of just £9.99! For more information visit our webinars page now.
For those of you who may already be in India or have an office or sister company in India, we would like to tell you about our training plans in partnership with Talent Fusion where we now have offices in Pune, Mumbai, Patna, Delhi, Bangalore, Vadodara, Kolkata and Gwalior. Do you need head-hunting help or perhaps would like your people to sharpen their interviewing techniques? Please email India@recruitmentmatters.com to find out more. We have exciting plans for this market and have already started delivering our first training courses with many more to follow.
We hope that you enjoyed our new tips for this month - you will find many more on our free tips page http://www.recruitmentmatters.com/free.php which is regularly updated.
Please see the schedule below for all our open course dates in September and October 2009. We've added more dates for 'Delivering Winning Client Pitches And Presentations' and are also back in London in October with our 'Introduction To Running Effective Training Sessions' course.
Also please don't forget our jobseeker programme - remember that you can earn vouchers while helping your candidates upgrade their jobseeking skills.
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RECRUITMENT MATTERS: September 2009 - October 2009 Open Training Schedule
To download a booking form, please click here.
SUCCESSFUL HEAD-HUNTING (one day)
Sep 9th - London
Sep 14th - Amsterdam
Sep 17th - Manchester
Sep 23rd - Birmingham
Oct 6th - London
Oct 15th - Manchester
Oct 22nd - Birmingham
Investment £299+VAT
'Bring A Friend' £199+VAT
RMPP rates apply
Includes free CD set worth £49.99 'Handling Head-Hunted Candidate Objections & Reactions'
Amsterdam: €395; 'Bring A Friend' €295. Includes free CD set as above
Link
DELIVERING WINNING CLIENT PITCHES AND PRESENTATIONS (one day)
Sep 11th - London
Sep 18th - Birmingham
Sep 22nd - Manchester
Oct 2nd - London
Oct 29th - Birmingham
Investment
Introductory price for Sept £199+VAT
October onwards £299+VAT
Numbers are limited to groups of 6 to get maximum benefit from the day
Link
TWO DAY INTRODUCTION TO RECRUITMENT (two days)
'Induction for new recruits'
Sep 7/8th - Birmingham
Sep 15/16th - London
Sep 24/25th - Manchester
Investment £495+VAT
'Bring A Friend' £425+VAT
Link
WINNING NEW BUSINESS (one day)
'Telephone Skills For Recruiters'
Sep 3rd - London
Sep 29th - Manchester
Investment £299+VAT
'Bring A Friend' £199+VAT
RMPP rates apply
'Includes free CD worth £49.99 'Handling Client Objections and Reactions''
Link
INTRODUCTION TO MANAGEMENT (one day)
'Managing Teams and Motivating People'
Sep 10th - Birmingham
Sep 30th - London
Oct 23rd - London
Investment £299+VAT
'Bring A Friend' £199+VAT
RMPP rates apply
Link
GAINING EXCLUSIVE VACANCIES
Oct 14th - Birmingham
Investment £299+VAT
'Bring A Friend' £199+VAT
RMPP rates apply
Link
INTRODUCTION TO RUNNING EFFECTIVE TRAINING SESSIONS
Oct 7th - London
Investment £299+VAT
'Bring A Friend' £199+VAT
RMPP rates apply
Link
ENHANCE YOUR JOBSEEKING SKILLS & EMPLOYABILITY (half day)
'Find the right opportunities, apply appropriately, and with a winning CV'
Sep 4th - London
Sep 16th - Birmingham
Oct 1st - Manchester
More dates tbc
Investment
Standard rate £99+VAT
Link
INTERVIEW SKILLS FOR JOBSEEKERS (one day)
'In-depth advice to help you secure that all important next career move'
Sep 15th - London
Sep 24th - Manchester
Oct 9th - Birmingham
Investment
Standard Rate £199+VAT
Link
WINNING PRESENTATIONS FOR JOBSEEKERS (one day)
Sep 8th - London
Sep 25th - Birmingham
Oct 8th - Manchester
More dates tbc
Investment
Standard rate £249+VAT
Numbers are limited to 6 to get maximum benefit from the day
Link
For more information on these courses and our other services and products, visit www.recruitmentmatters.com, email info@recruitmentmatters.com or call Emma or Ken on 0800 0749289 or, if you're overseas, 0044 1945 461561.
Contact us
Recruitment Matters International
2 Oakfield Road
Coventry CV6 1ED
UK
Tel: 0800 0749289
Fax: +44 (0)2476 591326.
Email: info@recruitmentmatters.com
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