In this month's newsletter...

Welcome to our December newsletter

First, let us wish you a very merry Christmas and prosperous New Year from the Recruitment Matters team!

This is our December 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.

Thanks to all of you who have supported us during what was a very tough 2009 – whether you attended our courses, contributed to our newsletters, gave us good new business leads, provided our IT & database services, simply gave us a good laugh, and much, much more – our gratitude goes out to you all.

Many of you, like us, have undoubtedly endured a severe challenge in the past year but, at last, there do appear to be more and more signs of recovery in our marketplace, despite the fact that the UK economy has yet to be reported as emerging from recession. Let's hope that we're right and the gloom-mongers in the media are wrong!

In this issue, we're not going to dwell much on the latest research findings and indicators as we often do, but focus even more on positive tips and advice, laced with some cautionary words about the dangers of excess during Christmas festivities.

We also thought that we'd give you a chuckle – check out our feature 'Mistakes on a resume'…

This month we welcome all of our regular contributors to our newsletter:
-David Steel of Exacta Research who, in his 'Recruiters' Guide To Handling Researchers,' shares with us some of his thoughts on the year that was 2009.
- 'Marketing Mentor', Alastair Campbell, with the second of his two part article 'Twelve reasons why marketing fails.'
-Another of our old favourites, Will Kintish, has a thoughtful tip on the benefits of networking and cross selling inside your place of work.
-Neil Kirby, as ever, shares some excellent words of wisdom, this time about making your own luck.

We have two new tips from our trainer and MD, Warren Kemp, with advice on what to do if you feel that you've 'lost your Mojo (Part Two)' and a philosophical view titled 'Do Unto Others.'

We also feature an article introducing what entrepreneur Stuart Murray hails as a 'revolutionary' service for recruiters and employers alike. You can find out more about Gatszu.com below..

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

Twelve Reasons Why Marketing Fails and how to make your next campaign a success (Part Two)

There are many reasons why marketing can fail and here are some of the 12 most common ones. Last month we covered the first 6 and this month I'll complete the list. Why not use them as a checklist before embarking on your next marketing project? It's worth noting that we often learn as much by our mistakes as from our successes. Hopefully, by learning from other people's mistakes you can take a few short cuts and reduce the number of marketing mistakes that you make.

7. Details are not captured
Do you know where your customers come from? Do they come from your website, from seeing your advert, from a recommendation, from another customer? Most companies don't and so it makes it difficult to decide what marketing activity to either cut or spend more on. Ask the question, 'how did you hear about us?' when people call up and make a note of it. Keep an eye on which publications are working for you and which methods of marketing are pulling in the business.

8. Solves a problem that doesn't exist
You might have a wonderful solution to a problem that doesn't exist – which makes it a tough sale. Entire industries have failed when they tried to make the tail wag the dog. Listen to the problems that your customers have and work out a way to solve that problem – not one that you have just invented. What exactly is the problem that your client has and what specifically are you doing to make their life easier?

9. Wrong price for the market
Remember your ideal customer that we talked about earlier? They will have in mind what your product is worth. Make it too expensive or too cheap and it will affect sales. Test out different price points to see what could work best. Interestingly, charging more CAN increase sales but only when you can be certain that the product does what it says and is highly sought after. Lidl cola anyone?

10. Credibility
I don't know who you are, I don't know your products, I don't know what your customers think of you – why should I buy from you? Once you have your customer through the door (or onto your website) you should aim to generate credibility. At its simplest, this is having a tidy desk in the office or a website link that works properly. It also includes strong testimonials, powerful case studies and a credible and consistent feel to all aspects of your company.

11. Not benefit led
Probably the reason that most marketing fails is down to this simple point - your message is not benefit led. Your brochure/advert/news release is all about YOU and not the benefits that you can offer your prospects. Make your message about how you can help people: save them cash, time, etc. Forget about what your company DOES and concentrate on what your company CAN DO FOR THEM.

12. Not interesting!
Sell the sizzle, not the sausage. Don't tell them everything about the product/company. Don't give them too much information so that they don't need to pick the phone and call you. Give them enough to get their interest, make them intrigued and then leave them wanting more. Better to leave a person wanting to meet you again than hoping that you leave them alone. Keep it short, sharp and interesting.

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.

Bah, Humbug! Or a chance to celebrate?

Inappropriate behaviour at Xmas parties can lead to dismissal
One in 10 workers know of a colleague who has either been disciplined or dismissed for inappropriate behaviour at the staff Christmas party, according to a survey from the Chartered Institute of Personnel and Development (CIPD).

The survey of 2,000 employees found that, of these, 29% said that the reason for the disciplinary action or dismissal was fighting, while 19% cited the reason as threatening behaviour.
Other reasons for disciplinary action include sexual harassment (17%), bullying (12%) and other forms of discrimination (8%).

Ben Willmott, senior public policy adviser at the CIPD, says: "People should feel able to relax and let their hair down, however it is a good idea for employers to remind their staff that inappropriate behaviour could land them in serious trouble and even lead to them losing their job in the case of serious misconduct.

"In the current economic environment with people under increasing pressure at work there is an added risk that people will drink too much, let off steam and do something they might regret in the sober light of the next morning."

Party poopers
A new survey of more than 2,000 employees from online job board TipTopJobs has revealed that over 55% of UK workplaces have sacrificed the traditional office Christmas party this year due to the recession.

Despite this statistic, however, it seems that employees are not willing to lose their Christmas cheer so easily. Around 64% of the workforce state that they would like a 'budget office party'in light of the economic climate.

The survey also showed that 42% of the offices that are proceeding with their Christmas party have had to make significant cuts to budget due to the recession. The swish restaurant has been substituted for the office meeting room; the elaborate canapés now more likely to be cheese & pineapple on a stick..

These low-cost festivities seem to sit well with the workforce, however. Employees have a fondness of the traditional Christmas party and do not want to sacrifice it due to budget constraints. Perhaps this is due to the 43% of employees who admitted to their boss having embarrassed himself at their previous functions.

Tut tut…
Most UK workers have lied to their employers to get in some extra Christmas shopping, according to research from voucher code and discount site MyVoucherCodes.co.uk.

The research shows that 67% of 1,278 workers polled had lied to their boss to do some extra Christmas shopping at their company's expense.

Of those that have lied, 72% did so at a time when their employer actually needed them!

Do unto others

In the congested media landscape of today the most precious thing you can give someone is your sympathetic attention. That implies something more than information gathering.

As the old saying goes, information is not the same as knowledge and knowledge is not the same as understanding. Boot up your internet connection and there are millions of people and organisations vying for your attention through emails. Read your industry trade journal and there is a plethora of people wanting you to read about them.

Telephone marketing calls whether selling products or services make up a significant minority of the ones we receive. No human being is capable of responding with equal enthusiasm to all these demands on his time. When next you receive a call or an email, remember that person is doing what we do, earning a living through selling a service or product. Take the time to listen to or read the message if you can. There may well be something in what they say or the way it's worded that you can learn from.

If you sign up to the thought that 'what goes around comes around,' as I do, there may be a deeper reason why you should be more sympathetic to others too.

Follow Warren on Twitter at 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)1945 461561 or email warren@recruitmentmatters.com.

Are Facebook bosses trying to trick us?

If you've logged into Facebook in the past week, you will have noticed that the social networking site has changed its privacy settings. The move, which could dramatically increase the amount of personal information people display online, has outraged digital rights groups and civil liberties campaigners.

The changes make more information, photos and videos visible to everybody on the web unless you specifically edit the settings yourself - status updates can now also be picked up by search engines.

The pop-up message that greets members asking them to change their privacy settings appears to be different depending on how engaged that person was with Facebook. We would urge all members to log on and double-check their privacy settings now, if they haven't already done so.

Facebook said the changes, which were introduced on 9th December, help members manage updates they want to share, not to trick them into revealing more information than they are comfortable with.So why then are status updates now automatically made public unless specified otherwise by the user?

"These new 'privacy' changes are clearly intended to push Facebook users to publicly share even more information than before," said Kevin Bankston, a senior attorney with the Electronic Frontier Foundation. "Even worse, the changes will actually reduce the amount of control that users have over some of their personal data."

Facebook began testing the privacy changes during mid-2009 before introducing them site-wide. The changes let people decide who should see updates, whether all 350 million Facebook members should see them, and if they should be viewable across the web.

Barry Schnitt, a Facebook spokesman, said users could avoid revealing some information to non-friends by leaving gender and location fields blank. Any suggestion that we're trying to trick them into something would work against any goal that we have," said Mr Schnitt.

Facebook is encouraging users to share their updates because, he said, that was in line with "the way the world is moving". But the important differentiator is that these changes are more in line with how Facebook wants the world to move forward, not necessarily how its users want the world to move forward.

As blogger Marshall Kirkpatrick said, this is not what Facebook users signed up for. This issue isn't about privacy for Facebook, it's about increasing traffic and the visibility of activity on the site.

Many users have left comments on the official Facebook blog criticising the changes.

Have you lost your Mojo? (Part Two)

Mojo – (Noun).
1. Self-confidence, Self-assuredness. As in basis for belief in one's self in a situation. E.g. In the context of contest or display of skill such as going on stage or into battle.
2. Good luck fetish/charm to bolster confidence.
3. Ability to bounce back from a debilitating trauma and negative attitude.

Last time we spoke about honestly reviewing your own personal return on investment. It isn't always easy to be objective – some things are way to close to home, so...
Here's an exercise that should help you start to move forward positively.

List the key tasks that make up your job e.g. If you are a recruiter then Administration, Business Development, Candidate Sourcing would be just three of perhaps 8 or 9. Then objectively put down either a percentage of time or a number of hours per week that you believe the PERFECT person in your current circumstance (market, economy, size of organisation, etc) would spend on each part. Then, next to that list, write down the amount of time YOU are spending on each. Don't beat yourself up. Instead take a good look at how you might reprioritise your time to get nearer the ideal. We all spend longer doing things we like and less time doing things we don't like or are less confident at. So spend the next 2 weeks attacking your demons and REALLY trying to change those habits. It might not be easy and sometimes a little bit uncomfortable but focussing on the right areas of your business with the right amount of effort will change results (slowly at first, maybe) for the better.

I will be back in a couple of weeks to review where we are up to and to start turning you into a more confident performer and finding that Mojo. Do the above and I will bet you will be in a better frame of mind to really push on from there.

In the meantime, if you need any help with achieving better results through coaching or mentoring then give me a call or email.

Check out Warren's testimonials on LinkedIn http://www.linkedin.com/in/warrenkemp

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.

Gatszu.com offers a new, innovative solution for recruiters

Launching in February 2010, the innovative and recruiter-friendly Gatszu.com is set to make an impact on the way UK businesses seek employees while providing a huge opportunity for Internet-savvy recruitment agencies to boost their revenue and improve their cash flow.

In essence, Gatszu.com is an online recruitment marketplace that connects employers to recruitment agencies. Nothing new there. However, where Gatszu.com differs, and provides recruiters with an unrivalled opportunity to communicate with some of the UK's leading employers, is its access to key decision makers at many of Britain's largest companies, courtesy of its partnership with The Sunday Times Business Networks.

To give you an example, to qualify and register for The Sunday Time's HR Business Network you have to be a senior HR professional working at a company with no less than 500 employees, with a turnover of £50m or more. Hence, by teaming up with the Sunday Times Business Networks, Gatszu.com immediately has access to over 1950 leading HR professionals at many of the UK's biggest businesses, giving recruitment agencies, both large and small, direct lines of communication with firms that would otherwise be out of their reach, without the need for business development, cold calling or acceptance onto a PSL.

So the attraction for recruitment agencies is obvious: instant access to a steady stream of qualified vacancies that are, for want of better words, served on a plate, via a platform that allows you to centralise and streamline your recruitment process. If that isn't enough, Gatszu.com's registered employers work to strict 45-day payment terms, initiated when your candidate starts, which is sure to bolster cash flow.

The benefits for employers are equally straightforward. They, too, can centralise and streamline their recruitment activity. However, the main appeal is Gatszu.com's transparent, fixed fee policy - employers simply decide the fee they're willing to pay an agency to find a candidate and that's it. There are no hidden charges and no membership fees.

Behind the pioneering website is entrepreneur Stuart Murray and ex-chairman of the Recruitment and Employment Confederation's (REC) Engineering & Technical sector, founder of AndersElite, Phil Anders. Both of whom state that: "simplifying the world of recruitment while affording everyone, both recruiters and employers of any size, far greater opportunity to do business on a level playing field," was the initial motive and catalyst for Gatszu.com.

To find out more about Gatszu.com, or to register your interest and set up an account prior to its UK launch on 1 February 2010, visit www.gatszu.com

Recruiters' Guide to handling researchers

Some thoughts on 2009
I've just looked back at the article I wrote 12 months ago for this newsletter, which started with: "I can't believe I'm sitting here, two weeks or so from Christmas Eve, writing my final article of 2008 – it only seems a few weeks back that I was preparing myself for January's piece and the year ahead. I'm sure I'm not the only one who thinks that 2008 has been a tough year…"

At the risk of sounding like a parrot, I'd say something similar this time round. I don't honestly know where 2009 has gone, but one thing is for sure is that it hasn't been an easy year for any of us and a bit like this time last year, it's difficult to know what 2010 has in store. Hopefully less doom and gloom than the majority of 2009!

As I'm writing this, here in the North East of England, the area is still numb from the news that the Corus steel plant in Redcar is to be mothballed at the end of January and around 1,700 people will lose their jobs. I've already received emails and calls from some of those individuals to see if we have anything for them by way of new employment. Sadly, given our type of recruitment work, we don't and beyond giving them the names of some local agencies/businesses that might, there isn't much we can do. It's never a good time to hear news such as this, but it always strikes me as even worse just a few weeks before Christmas.

Other well known names in the world of business have admitted defeat of late – Borders and First Quench Retailing to name but two – reminding us all that the ripples of this recession will be felt by some for a good while yet.

The flipside to all of this is that over the last few months I've felt a positivity from a good number of clients that I've not experienced since early to mid-2007. Once the usual summer lull had passed and everyone had returned from the beach, clients seemed to be picking up chunky projects again, and deadlines were getting back to where they had been previously; "yesterday, please!" as against "I should hope to get sign off in the next couple of weeks. Maybe. Perhaps…"

For us, October, November and December have been like 'old times' in terms of how busy we've been and the types of roles we've been working on, so we're hopeful that all this cautious talk about the recession having 'bottomed out' a few months back and those 'green shoots' has some substance to it. 2010 might well start slower than some years given what it's following, but, hopefully, once the January blues fade away, we'll see that 2009 really was the lowest point of all of this.

Like many other businesses, our model has shifted slightly in terms of what we've been up to. In research, you roll with what's out there and we can only research in areas the economy directs us to. We've probably handled more public sector assignments this year than anything else – education, health, local & central government, etc, have been really busy & kind to us. I've also been delighted to see some recent activity in construction, too, along with other similar areas such as engineering, power and utilities. A good client of ours has very recently hired 3 or 4 recruiters for a variety of technical areas, which is a good sign going forward.

A lot of clients seem to be talking about their clients, in a variety of sectors, potentially looking for sales people in the New Year, which again sounds good to me. If companies are getting the vibe that they need people out there again, pushing their products or services, this can only be a positive thing and a sign that confidence is growing. A key factor in fighting off a recession.

I'm not naïve enough to think that we still won't see victims of the economic downturn in 2010, but I'm really hopeful that next year can carry on where the last few months of this year will leave off whereby businesses are planning growth, recruiters are winning new assignments and research companies' phones are ringing off the hook!

Wouldn't that be nice for us all?

I hope you all have a great Christmas and I'll wish everyone 'all the best' for 2010. What price on it being 2 minutes or so until I'm writing my piece for RMI's December 2010 newsletter?

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.

I should be so lucky?!

Successful people often say that they "just happened to be in the right place at the right time." Like the roll of a dice, it was down to chance. Luck. But do you believe this to be true?!

Kevin Carroll describes luck succinctly as:

LUCK = Preparation + Opportunity.

We'd say we were lucky to meet Kevin. Having read "The Rules of the Red Rubber Ball", we contacted Kevin and he just happened to be in the UK two weeks later and offered to meet. It was his first trip here in 15 years. Were we lucky? Yes. But we did do something to bring it about. We banished the fear that we were wasting our time, wrote a great letter and sent it.

So how can we all increase our chances of being lucky?

Gary Player is often quoted as saying "The harder I work, the luckier I get". So, whatever you do, whether it's work or hobby, practise, practise, practise. Get really good at what you do.

While you're getting really good, be ready. Put yourself out there. Be decisive - here's our Preparation Challenge. Before the end of the year:

• Attend at least one event where you can meet new people – aim to speak to someone you don't know. Find out about them, tell them what you're really good at and arrange a meeting to get to know them better. They might be a useful contact and they might know other people who'll benefit from knowing you.

• Think about a call that you've been putting off. Ask yourself why – is it because you imagine it turning out badly? Remind yourself that these things are often self-fulfilling. So how do you WANT this call to turn out? What do you want it to achieve? What difference will it make to you once it's made? Now imagine yourself making the call and it turning out the way you want. Make the call.

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).

Networking tip – The Importance of Cross Selling

Multidisciplinary firms and companies, generally the larger ones, tend to work in deep, dark silos with little or no contact between them. When people don't communicate, the wasted knowledge and the lost opportunities slows down the growth of business dramatically. Even when management encourage and use resources educating everybody about what services are provided, there is often a reluctance to recommend other departments. The interdepartmental culture, generally, is zero and the reason for this is simple; it's to do with relationships. When we build relationships we need to go through 3 key steps - knowing, liking, and trusting.

Where people are physically apart, whether it's in the same building or a different town, colleagues often don't know each other.

Action: Start to network internally. By building such relationships, you get to know like and trust each other - and is a surefire way of working together and helping to grow your respective client bases for the common good of your business overall.

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.

Mistakes on a resume

Our thanks go to recruitmentsector.com's blog. These are (allegedly) from real resumes/CV's…

"Personal: I'm married with 9 children. I don't require prescription drugs.

"I am extremely loyal to my present firm, so please don't let them know of my immediate availability."

"Qualifications: I am a man filled with passion and integrity, and I can act on short notice. I'm a class act and do not come cheap."

"I intentionally omitted my salary history. I've made money and lost money. I've been rich and I've been poor. I prefer being rich."

"Note: Please don't misconstrue my 14 jobs as 'job-hopping'. I have never quit a job."

"Number of dependents: 40."

"Marital Status: Often. Children: Various."

RESUME BLOOPERS

"Here are my qualifications for you to overlook."

REASONS FOR LEAVING THE LAST JOB:

"Responsibility makes me nervous."

"They insisted that all employees get to work by 8:45 every morning. Couldn't work under those conditions."

REASONS FOR LEAVING MY LAST JOB:

"Was met with a string of broken promises and lies, as well as cockroaches."

"I was working for my mum until she decided to move."

"The company made me a scapegoat - just like my three previous employers."

JOB RESPONSIBILITIES:

"While I am open to the initial nature of an assignment, I am decidedly disposed that it be so oriented as to at least partially incorporate the experience enjoyed heretofore and that it be configured so as to ultimately lead to the application of more rarefied facets of financial management as the major sphere of responsibility."

"I was proud to win the Gregg Typting Award."

SPECIAL REQUESTS & JOB OBJECTIVES:

"Please call me after 5:30 because I am self-employed and my employer does not know I am looking for another job."

"My goal is to be a meteorologist. But since I have no training in meteorology, I suppose I should try stock brokerage."

"I procrastinate - especially when the task is unpleasant."

PHYSICAL DISABILITIES:

"Minor allergies to house cats and Mongolian sheep."

PERSONAL INTERESTS:

"Donating blood. 14 gallons so far."

SMALL TYPOS THAT CAN CHANGE THE MEANING:

"Education: College, August 1880-May 1984."

"Work Experience: Dealing with customers' conflicts that arouse."

"Develop and recommend an annual operating expense fudget."

"I'm a rabid typist."

"Instrumental in ruining entire operation for a Midwest chain operation."

So come on, please email your CV crackers to ken@recruitmentmatters.com , so we can feature in future newsletters to help raise a smile from time to time.

Recruitment Matters news

This is a final plug for the year that we're now offering our clients a wider range of services including newsletter writing, social media marketing and Search Engine Optimisation (SEO). Recruitment Matters International has put together a great team consisting of recruitment industry experts, experienced marketers, software providers and cutting edge IT gurus. Come on, try us out!

Following the great success of our new half day course, Social Media & Online Networking For Recruiters, we've received considerable interest from companies wanting to book Warren for in-house versions of this course and for speaking engagements at conferences.

Remember that we are now launching three new half day courses for 2010 as follows, all at just £99 + VAT:
Negotiation Skills for Recruiters
Writing Effective Job Adverts
Interview & Screening Techniques

Why not combine two of these topics for a full day of stimulating in-house recruitment training? For more ideas on in-house combinations of topics click here.

We hope that you enjoyed Warren's new tips 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 March 2010.

RECRUITMENT MATTERS: January 2009 - March 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.

SOCIAL MEDIA & ONLINE NETWORKING AS A RECRUITER (half day)
Learn practical techniques that work and don't need a degree in IT!
Jan 15th - Birmingham
Jan 22nd - London
Feb 19th - London
Feb 25th - Manchester
Mar 5th - Birmingham
Mar 17th - London

Nov 27th now has two sessions running from 9.30am - 1.00pm and 2.00pm - 5.30pm. All other dates 9.30am - 1.00pm
Investment £99+VAT
Link

WRITING EFFECTIVE JOB ADVERTS (half day)
Target and attract the right candidates cost effectively
Jan 15th - Birmingham
Jan 22nd - London
Feb 19th - London
Feb 25th - Manchester
Mar 5th - Birmingham
Mar 17th - London

All sessions run from 2.00pm - 5.30pm. Investment £99+VAT
Link

INTERVIEW & SCREENING TECHNIQUES FOR RECRUITERS
Learn how to screen & interview candidates both face to face and over the telephone
Jan 20th - Birmingham
Jan 26th - London
Jan 28th - Manchester
Mar 9th - London
Mar 16th - Birmingham
Mar 25th - Manchester

All sessions run from 9.30am - 1.00pm. Investment £99+VAT
Link

NEGOTIATION SKILLS FOR RECRUITERS
Secure business that delivers a health ROI (return on investment)
Where applicable, secure exclusivity and/or a retainer
Jan 13th - London
Jan 29th - Birmingham
Feb 2nd - London
Feb 23rd - Manchester
Mar 4th - London
Mar 24th - Birmingham

All sessions run from 9.30am - 1.00pm. Investment £99+VAT
Link

SUCCESSFUL HEAD-HUNTING (one day)
Feb 1st - Amsterdam
Feb 5th - London
Feb 11th - Manchester
Feb 24th - Birmingham
Mar 11th - London
Mar 30th - Manchester

Investment £299+VAT
'Bring A Friend' £199+VAT
Includes free CD worth £49.99 'Handling Head - Hunted Candidate Objections & Reactions'
Amsterdam: €395; 'Bring A Friend' €295. Includes free CD as above
Link

DELIVERING WINNING CLIENT PITCHES AND PRESENTATIONS (one day)
Feb 10th - London
Mar 10th - Manchester
Mar 31st - Birmingham

Investment £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'
Jan 18/19th - London
Feb 8/9th - Birmingham
Feb 16/17th - Manchester
Mar 2/3rd - London

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!
Jan 27th - Manchester
Feb 12th - London
Feb 18th - Birmingham
Mar 23rd - London

Investment £249+VAT
'Bring A Friend' £199+VAT
Includes free CD worth £49.99 'Handling Client Objections and Reactions'
Link

INTRODUCTION TO MANAGEMENT (one day)
'Managing Teams and Motivating People'
Feb 3rd - Manchester
Feb 4th - London
Feb 26th - Birmingham

Investment £299+VAT
'Bring A Friend' £199+VAT
Link

INTRODUCTION TO RUNNING EFFECTIVE TRAINING SESSIONS
'Train the Trainer'
Jan 12th - London
Mar 18th - London

Investment £299+VAT
'Bring A Friend' £199+VAT
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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