In this month's newsletter...

Welcome to our December newsletter

Festive seasonal best wishes to all 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, news from ourselves at Recruitment Matters about our training courses, products and services.

As always, we feature our latest training schedule. Please note that there a few changes to the schedule that we sent out last week, including the addition of Munich to our Successful Head-Hunting dates on March 30th.

In an overview of the training/coaching market, it is reported that companies are cutting back on coaching as the recession tightens its grip on the UK, according to a recent survey of HR recruiters by e-learning specialist Cegos, The survey showed that 22% of employers plan to spend less on coaching on training next year, while 25% said spending on developing trainers will be cut in 2009.

John Maxted, chief executive at HR recruiter Digby Morgan, commented: "Companies are cutting back on all sorts of things - client entertainment, corporate hospitality. Coaching is deemed as a nice-to-have not a must-have. It is very important to have coaches but it is something that companies will cut back on if it gets more difficult."

Michael Bolger, managing director at Bolger Associates, says: "Training is always the first thing to go when people are looking to cut costs. It is the easiest thing to cut because you can put in place later but then people never do. It is very short-sighted. As a recruiter, we have lots of training people on our books as candidates, a lot more than we normally would have."

Well, we certainly agree with Mr Bolger that excessive cutting back on training is potentially a very counter-productive way to deal with an economic downturn. However, we do recognise that collective purse strings are a currently drawn quite tightly, hence our launch of a series of half day seminars titled Client Generation Through The Credit Crunch at the irresistible price of just £29.99! See our news section below for more information. Judging by the number of bookings that we've already received, we've really hit the spot with this one!

We also have an article below from Tony Restell, Director of Top-Consultant.com who shares some of his observations on the current state of the recruitment consultancy market and prospects for 2009.

Still on the subject of providing cost-effective training solutions, please also see below for exciting news about our launch of regular webinars in 2009, featuring topics selected by you! The first 100 people who contact us with their ideas will receive a free pass to view the debut webinar.

Now here's a statistic that caught our attention… Only 58% of retained searches are completed successfully, according to research by Amelius Consulting. Managing Director, Alison Humphries commented, "It suggests to me that the search part of the industry would need to put its house in order. You pay two thirds, and you don't get anything for it - that's pretty disappointing." Humphries adds: "Sometimes this is due to the lack of skills in taking the assignment brief, though sometimes it isn't the consultants fault - for example, when the client withdraws the assignment." Humphries surveyed around 90 individual executive search consultants.

Well folks, you could all come along to one of our Successful Head-Hunting courses!!

Elsewhere in this newsletter, we have a bonus contribution from our networking expert, Will Kintish, who shares his views on the do's and don'ts when running a seminar. We also have our 'Recruiters' Guide to Researchers' expert, David Steel, reflecting on 2008 and considering the implications for 2009. As ever, of course, we feature tips from our very own trainers, Warren Kemp and Matt Wilson. For more of our tips and advice, please visit http://www.recruitmentmatters.com/free.php .

We had a very strong response to a previous article from Warren on tips to help beat stress. We're delighted to be able to feature some advice on managing stress at Christmas from Ian Barratt who is a qualified stress consultant and Director of Mind Strengths Ltd.

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.

New! Recruitment webinars

2009 will welcome a new service from Recruitment Matters International - training & advice via webinars.

You are probably already aware that webinars are seminars available to view & download over the web. We will be offering these as 30 & 60 minute training sessions in which you can participate without leaving your office/desk or the comfort of your home computer, if you prefer.

What's even better is that as many people who can sit around your pc ( you will need the audio facility enabled) can all watch, listen, learn and take notes at the same time for the price of one ticket. These will be very competitively priced and you will simply need to register/contact us before the events to be given an access code. As well as the live webinars, at a given date and time you will then have unlimited access to view them again and again - or watch at another date if you missed the live show. We will make them available to view at regular intervals around the clock so no matter where you are, you won't miss out on world class training delivered straight to your computer.

As an introductory offer we are offering 100 newsletter subscribers the chance to see and hear the first one totally free of charge. What's more, you get a chance to decide the topic. Simply email webinar@recruitmentmatters.com with your thoughts on what subject matter/topics you would like to have featured in an upcoming webinar. Whichever is most requested will form the content of the first webinar.... and the first 100 people to email us with their requests will get free access to our debut broadcast.

It couldn't be easier, but don't wait too long, as you might just miss out on the chance to get free training delivered straight to your desk top for all your colleagues available at a time that suits them....great for weekly team meetings!

We'll have more information for you on this exciting new development in the New Year.

US targets UK acquisitions

A major US IT recruiter has instructed a UK corporate finance company to identify potential acquisition targets among UK IT recruiters.

Mike Higgins, a partner and specialist in the recruitment sector at Fusion Corporate Finance, said that the US client was "a major player in the States that wished to be supported round the world from a single source of supply." Higgins said that the US recruiter was looking at an acquisition in the second half of 2009. However, he predicted that this would be the first of a growing number of others.

He said he also expected Kelly Services to make strategic acquisitions in the UK next year, with small professional services recruiters being the likely targets. Kelly Services recently acquired niche accountancy recruiter Toner Graham.

Higgins said that US interest in acquiring UK recruiters had been heightened because it was now a buyer's market, with UK company valuations falling by about a third. Higgins added that the appreciation of the US dollar gave US acquirers who wished to move now "a clear price advantage". He said that UK IT recruiters were likely targets because IT was a "mission-critical" function that enabled companies to make cost vital cost savings in their businesses. Healthcare was another sector likely to be targeted.

Peter Searle, chief executive of Spring Group, admitted that his company was "an obvious target" for US recruiters. However, he said that "lucky for us" US recruiters were not in a position to buy UK recruiters at the moment because they [US recruiters] had large amounts of debt and didn't have access to funds. However, Searle added that one scenario that could lead to US acquisitions of UK recruiters would be if the US economy recovered from the economic downturn before the UK. A real buying opportunity would emerge for US buyers if US share prices rose before those of UK shares, he said. Searle said that despite this he felt protected from a US acquisition because 70% of Spring's shares were held by four institutions and they would need to be persuaded to sell first.

Beating Christmas Stress

Contributor: Ian Barratt, Director, Mind Strengths Ltd

At what point do you think that organising the Christmas festivities starts to become stressful? If you ask 100 different people you will probably get a wide variety of answers but the reality is that signs of stress are starting to creep in about 4-6 weeks beforehand as you start to plan the event.

Christmas can also involve travelling and many people visit relatives abroad as well as home, so additional pressure is added to the agenda if you have to make flights or long journeys by road. Still, it's always nice to take a break from that stressful job!

So, is there a secret solution to help you beat the pre-Christmas stress blues? I think that at the heart of any good stress management advice should be careful planning. Also, be aware that some people will panic and worry so much about Christmas, so please try not to let them drag you into their zone as this will undoubtedly affect you too.

Tip 1
Plan, plan and plan to reduce stress.
I happen to enjoy the planning stage and feel a sense of achievement when it all comes together. Proper planning for any event will help to minimise the risk of stress creeping in and ruining the whole exercise. If you are not the sort of person who is good at this type of activity, then think about who could help you in the process – a problem shared is a problem halved! Also, learn to delegate, it really helps.

Tip 2
Don't worry about things that might never happen!
Worrying about organising Christmas could result in you thinking negative thoughts and negative outcomes. For example, you may worry about things that you can't influence, thereby creating additional pressures in addition to problems that you can resolve yourself. If you are powerless to change something, learn to let it go and concentrate on situations that you can change. If you find things are building up, take time out to list down your concerns and prioritise the problems – you may find these aren't as massive when you put them into perspective.

And remember, once something has already happened, there's often nothing you can do to alter it. You may continue to worry about it but the reality is that it's happened and you have to accept it and move on. There is no point in dwelling on the problem as this will cause you extra pressure and stress over time.

Tip 3
Find time to relax – it's called "Me Time"
An essential part of any relaxation programme is to find what works for you. Things like yoga, pilates and going to the gym are great stressbusters but they are not for everyone. There are some other more simple methods such as learning deep breathing exercises and these can definitely help during the Christmas period if any problems occur.

Finally, to improve your overall wellbeing and to make you feel good, try to mix certain elements together such as exercise, socialising with friends and relaxation. It is well known that if you exercise for half an hour, three times a week (even walking) your wellbeing will be greatly improved and this will definitely help in the run up to the festive season and beyond.

Above all, enjoy your Christmas and don't let stress ruin your fun!

Ian Barratt is a Director of Mind Strengths Ltd and a qualified stress consultant. With a background spanning 30 years working for blue chip companies in London & New York, occasionally in some stressful positions, Ian had a complete career change in 2003 and trained as a corporate stress manager. Mind Strengths now has many key clients across different sectors including financial, public, manufacturing, retail, legal and also education. For more information, email info@mindstrengths.co.uk , call +44 (0)1634 314090 or visit www.mindstrengths.co.uk

New Year Resolutions

It's at this time of year when we start to think about our New Year resolutions – what are we going to change/start/stop in the coming year? It will be no shock when I tell you that new gym membership and the number of people visiting the gym peaks in January and tails off a few weeks or months later. Have you ever said I will stop smoking/drinking/swearing only to start again in mid-January or February? Why does that happen - and how does that relate to recruitment you might be asking? (Bear with me!).

Let's take the example of the smoker – let's call her Sally. Sally has smoked 10 -15 cigarettes every day throughout 2008 on a normal day and, when she is stressed or on a big night out, it increases to 20 –25. That is upwards of 6000 cigarettes in the year. So Sally says to herself, "My New Year resolution is that I will stop smoking." So, on January 1st she swears she will stop doing something she has done day in day out for the last 365 days - and at the rate of at least once per waking hour! No wonder she fails and so soon.

Now let's take the recruiter whose New Year resolution is to bill £250k in 2009. Let's call him Tom. Tom billed £145k in 2008. He has consistently worked a 10 hour day and tried his best. Yet he has just challenged himself to achieve 175% of his previous year's results. That's great ambition and intention but how realistic is it?

2008 has been the most difficult year on record for businesses that most of us can remember, yet the year's first 3-5 months were buoyant for most – so if things can change in a relative instant do you really want to set yourself up for a fall? In 2009 make your ambitions, goals and resolutions realistic and short term. Give up smoking for January and, if you do, then set February as the next target. If in recruitment or any commercial setting, set yourself realistic financial/business related targets for the first quarter and if you achieve them (or not) review your goals for the quarter after that. There's an old adage that asks "How do you eat an elephant?" and the answer is "In small chunks."

2009 is the year, if ever there was one, for small chunks. Do have the bigger picture in mind but set yourself shorter targets and celebrate the small successes along the way. Perhaps even monthly ones instead of quarterly. Set yourself those targets based on the previous quarter or month and not the same period last year. That way, it's closer to comparing apples with apples and much more realistic. It is, of course, entirely feasible that you can better 2008's results but short term measurement is the only sensible way to keep on track to do it - that way everyone is focussed on what's happening today and what results they get from today.

Here's to a prosperous 2009 for us all – let's go eat those elephants!

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.

State of the UK consulting market

Contributor: Tony Restell, Director, TopITconsultant.com and Top-Consultant.com

With everyone trying to figure out what the economic downturn means for the consulting sector, I thought you might appreciate me sharing the insights I've gained from a series of meetings I've had these last weeks? There's so much negativity in the press at the moment, I thought an objective update on the state of the UK consulting market might be something our contacts would appreciate...

So here are my headlines about the market, based on meetings I've had with dozens of consultancies and recruitment agencies in recent months

Order pipelines healthy but staff utilisation worryingly low
The usual drop in staff utilisation expected over the Christmas period seems to have struck early, with many consulting firms attesting to lower-than-expected staff utilisation from mid-November onwards. As you might expect, it seems to be the strategy consulting practices that have been hit hardest in this respect. Where an unexpected drop in utilisation has been seen, this has naturally translated into some hesitancy in terms of hiring activity. Delayed start dates for new hires, a dragging out of interview processes and recruitment freezes have all become increasingly common in the weeks since the demise of Lehman.

On a more positive note, the hiring activity being planned for Q1 2009 does look markedly higher than what we've seen in Q4 2008 – with expectations that improving order books will translate into higher staff utilisation in the New Year. That in turn will mean an increased need to bring on board new blood. There's also some evidence that firms are shedding staff in the underperforming parts of their businesses right now but will need to recruit for the stronger parts of their businesses as 2009 unfolds.

So overall we're expecting some recruitment pickup as we enter 2009, though the caveat here is "provided nothing further happens to prolong the period of low staff utilisation".

Recruitment agencies the winners and the losers
There's a real polarity in behaviour amongst consulting employers as far as I can tell. At some firms there's now a massive focus on bringing down the average cost per hire in 2009, so a drive to generate far more direct hires. At other firms the focus is very much on ensuring all recruitment spend is tied to a successful hire – ie. there's a drive to switch all recruitment to contingency-based recruitment agency assignments and away from direct advertising and retained work. On balance I would say my meetings favour recruitment agencies being busier in 2009 than they have been in the last months.

However the fly in the ointment is whether all the recruitment agencies will have survived to serve this need. Certainly the delayed start dates and recruitment freezes of the last months have hit recruitment agencies hard from a cashflow perspective. Whilst most still have plenty of assignments to work on, it's clear that the conversion to successful placements has suffered – and that delayed start dates are pushing back the payment timescales for those success fees that are being generated. Many hitherto successful businesses have been left very stretched by these factors and I fear there will be the odd firm going out of business as a consequence. Hopefully not.

Is it all doom and gloom?
Hopefully the above provides some reassurance in terms of the trends you've seen within your own business being representative of those being seen in the wider market. If the feedback to this article is positive, we're planning on conducting a survey of consulting recruiters in the next weeks so that we all have a definitive view of what we can expect to happen out there in 2009. So any feedback on the above much appreciated.
If there are any particular developments your end for us to be aware of, do please also let me know. Tony Restell, tony.restell@top-consultant.com , telephone +44 (0)207 667 6880.

Recruiters' Guide to handling researchers

Contributor: David Steel, Exacta Research

Some thoughts on 2008
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 looking at the year ahead.

I'm sure I'm not the only one who thinks that 2008 has been a tough year. We all probably had a whiff of what was to come through the events and predictions of late 2007, but even so, the news we hear most days that yet another major organisation is shedding a large number of jobs still serves as a grim reminder.

As I often mention, I get to speak to clients of all shapes and sizes covering pretty much every sector. I can't think of one client that hasn't had to cut his/her cloth accordingly this year. For some that's been a case of shifting markets, for others it's moving out of one property to somewhere smaller, laying off staff or having to cut back on campaign spend to keep margins as high as possible. Recruitment advertising has clearly taken a hit this year and, naturally, a good number of recruiters out there will have spent much more on research in previous years than they will have done in 2008. For most, it's been 'one or the other' this year.

As with any recession or tough economic climate, customers want to maximize their spend and our clients are no different – we've had to be as sharp as ever to deliver quality work, often around a reduced budget. If there has ever been a time for us to find the quickest and most cost-effective way from A to B for a client, it has been this year!

2008 has also seen a shift in how candidates react to approaches and new opportunities. Relocating candidates is as difficult as it's ever been, for example. Getting people convinced to uproot the family and move to a new part of the country for the purposes of a new job was never easy even in 'boom' times, but given the state of the housing market just now, it takes a brave recruiter to embark on a serious 'relocate only' campaign. We're still moving people around in this way, of course, just not in the numbers we were once used to.

A lot of candidates are also unsure of the future. Many are currently at threat of redundancy (some have merely a gut feeling that it could happen, others know it as fact), so those with long service behind them who can see a good package on the horizon, understandably sit tight and tend to request that you come back to them in "a few months time".

That said, there are a good number of people out there who are happy to hear about new opportunities with companies that are still growing and looking to recruit. The media tend to magnify the 'worst case scenarios', but I know of a good number of businesses out there who are still using clients of ours on a regular basis to find new talent; you just don't get to hear about them, perhaps, which is a shame. A good proportion of clients have decent looking pipelines for the first quarter of 2009 and are as busy as they were a couple of years back, so there has to be some optimism around.

2009, like 2008, will be hard work. That said, everyone is going into the year with their eyes wide open and, hopefully, a sound business plan. I'm sure regular readers of this newsletter don't need me to tell them that if you work hard, can keep your clients happy and your overheads manageable then all should be fine. Times such as these tend to weed out those who aren't performing at the top of their game and make those that are, stronger.

Despite the economic turmoil, I've enjoyed 2008 and the new challenges it's thrown up – it has certainly been an interesting year! We're looking forward to getting stuck in to 2009 and I'd like to take this opportunity to wish subscribers a very 'Merry Christmas and a Happy New Year'. I hope that Santa is kind to you all…see you once the turkey sandwiches and 'Auld Lang Syne' are out of the way.

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

Candidates are inundating the market

Candidates are inundating the market as permanent and temporary placements contract at their fastest rate in the last 11 years, according to the Recruitment & Employment Confederation and KPMG 'Report on Jobs'.

The study found 59% of recruiters surveyed have experienced a reduction in permanent placements between October and November, with the index reaching an all time low of 28.9 points (with 50 indicating no change). Blue collar workers were the hardest hit, with demand for permanent placements falling to 27.9 index points in November. However, demand for staff in the nursing, medical and care sector remained resilient, experiencing an 11.5% decrease in year-on-year demand — the lowest in any sector — with 54.5 index points in November.

Sue Guy, managing director of healthcare recruiter Medisoc, reported that the sector had been performing well, although she remained cautious. "We have had a good year; people will continue to be ill and so demand is not going to drop unless the government decides to change the funding."

A decrease in the number of jobs has led to the fastest increase in the number of temporary staff on the market since the survey began, at 82.3 index points in November and 76.6 in October. Recruiters also reported an increase in the number of permanent candidates registering, at 80.1 index points in November, with respondents citing redundancies as the chief cause. The unemployment rate mirrored the experience of recruiters, rising above 1.8m for the first time since the end of 1997 in the third quarter.

Faced with the deluge of applicants, some recruiters are reported to be struggling to register the new candidates coming onto the marketplace. However, key skill shortages still exist, with, for example, recruiters reporting a dearth of CNC programmers, chefs and engineers.

An increase in the number of permanent and temporary candidates in the marketplace has reduced candidates' bargaining power, lowering salaries. Of the recruiters surveyed, 19% had noted a decline in permanent salaries between October and November and 22% noticed a decline in temporary pay. Figures from the Office for National Statistics showed overall earnings growth had slowed to 3.3% in the three months to September, the lowest since July 2003.

Commenting on the results, Mike Stevens, partner and head of business services at KPMG, said the speed of the decline in demand for placements had increased to a point where short-term gains in the temporary market had been eclipsed in certain sectors. "Contract and temporary staff provided flexibility, since current employment legislation means it will take some time for solvent businesses to make large numbers of permanent staff redundant," he explained. "It is already clear that this flexibility will be inadequate in the hardest hit areas of house building, motor retail and certain other retail areas involving larger items of discretionary spend."

The top 25 mistakes made when running seminars

Contributor: Will Kintish

Showing prospects, existing clients and professional contacts what experts you are in particular fields is one of the best methods of marketing. When you make a presentation to your relevant audience you're saying "I'm an expert and I'm happy to share valuable information with you for free."

Don't make the mistake of thinking that booking a venue and inviting lots of guests is all you need to do. To ensure that your event is a complete success, make sure that you avoid the mistakes, shown below the headlines, that people make when running seminars and events.

The 5 key stages to any seminar

1. Plan and Prepare Meticulously
1. Not understanding the real reason for the event
2. Not setting realistic goals
3. Not getting 'buy in' from key people
4. Not inviting the right people ( internally and externally)
5. Not choosing the right topic

2. Welcome the guests and make them feel comfortable
1. Not monitoring the take up replies
2. Not confirming attendance
3. Not preparing all the hosts
4. Not ensuring all hosts know the guests
5. Not welcoming the guests properly

3. Make a powerful and effective presentation
1. Not having the right-sized fonts on name badges
2. Not being enthusiastic, interesting and passionate when presenting
3. Not taking your eyes off the PowerPoint!
4. Not avoiding jargon
5. Not finishing on time

4. Engage with the guests after the talk
1. Not being in total control of your subject
2. Not being interesting and attention-grabbing
3. Not having the right ratio of hosts to guests
4. Not having the right food and drink
5. Not networking effectively after the event

5. Follow up to gain a return on your investment
1. Not asking the right questions
2. Not having the host debrief soon enough
3. Not recording all info on the CRM system or similar
4. Not following up all opportunities
5. Not thanking the guests for coming

All these mistakes often result in your seminar not being as effective as you had hoped - letting down clients and guests, busting budgets and possibly damaging the reputation of yourself and your organisation.

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.

Recipe for a disastrous call

You may remember last month's article when I was advocating trying to solicit sponsorship in order to create warm leads rather than just making cold calls. However, you will inevitably still have to make cold calls. Here is my recipe to ensure that these calls generate disastrous results. Christmas? Bah, humbug...

1. While under-preparing or over-preparing for your calls, imagine, fantasise, talk to yourself or generally hallucinate that the people you are about to call:
• Are smarter than you.
• Can see right through the sham of a human being that you are.
• Will be just like that company where you screwed up several years ago.
• Will compare you negatively to other companies and recruiters.
• Are potentially violent.
• And most importantly, are hoping you will fail.

2. On the basis of Step 1:
• Imagine how bad it will feel when it actually happens.
• Try and talk yourself out of it.

3. Leading up to and during your calls:
• Enjoy the fruits of your labours in creating a resilient, self-fulfilling prophecy.

Matt Wilson is a consultant with Recruitment Matters and is offering a wide range of courses for 2009. For more information on Recruitment Matters, our training courses, services and products visit www.recruitmentmatters.com, telephone 0800 0749289 or email info@recruitmentmatters.com.

Recruitment Matters news

We have had a great response to our three new audio CD titles that we're in the middle of launching, with the first title Handling Client Objections and Reactions having been released earlier this month and our second title Handling Head-Hunted Candidate Objections and Reactions due out next week.

As you know by now, we're increasing our activities in the international arena with one example being Warren's Successful Head-Hunting course in Brussels which was a complete sell-out. We've already received our first bookings for Amsterdam which we're looking forward to visiting on February 2nd, so it looks like you agree that we're thinking along the right lines. As a consequence, we've now added Munich on March 30th.

Well, we seem to have created quite a stir with the launch of just 6 half day seminars during Jan/Feb on Client Generation Through The Credit Crunch – just £29.99 per delegate. For more information, please click here. Also, please note that we have another new one day course which addresses the needs of the current market scenario and is for anyone who wants to move their client relationships on to the next level – see here for more information on Gaining Exclusive Vacancies.

We hope that you enjoyed Warren's and Matt's 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 through to March 2009.

RECRUITMENT MATTERS: January 2009 – March 2009 Open Training Schedule

To download a booking form, please click here.

CLIENT GENERATION DURING THE CREDIT CRUNCH (half day)
Trainer: WARREN KEMP
Jan 28th - Birmingham
Jan 29th - London
Jan 30th - Manchester
Feb 24th - Birmingham
Feb 26th - Leeds
Feb 27th - London

TWO DAY INTRODUCTION TO RECRUITMENT (two days)
'Induction for new recruits'
Jan 13/14th - London
Feb 5/6th - Birmingham
Feb 16/17th - Manchester
Mar 9/10th - London
Mar 26/27th - Birmingham

Investment £495+VAT
'Bring A Friend' £425+VAT
Link

INTERVIEW SKILLS FOR RECRUITERS (one day)
Jan 8th - Birmingham
Feb 20th - London
Mar 5th - Manchester

Investment £245+VAT
'Bring A Friend' £195+VAT
Link

WINNING NEW BUSINESS (one day)
'Telephone Skills For Recruiters'
Jan 20th - Birmingham
Feb 3rd - London
Feb 10th - Manchester
Mar 17th - London

Investment £299+VAT
'Bring A Friend' £199+VAT
'Includes free CD worth £99 'Handling Client Objections and Reactions''
Link

SUCCESSFUL HEAD-HUNTING (one day)
Jan 16th - Manchester
Jan 23rd - London
Jan 27th - Coventry
Feb 2nd - Amsterdam
Feb 13th - Glasgow
Feb 19th - London
Feb 25th - Birmingham
Mar 3rd - Bristol
Mar 11th - London
Mar 16th - Dublin
Mar 24th - Manchester
Mar 30th - Munich

Investment £325+VAT
'Bring A Friend' £245+VAT
Includes free CD set worth £129 'How To Head-Hunt Anyone You Want To'
Link

BUILDING & RUNNING AN EFFECTIVE SEARCH DESK (two days)
Mar 12/13th - London

Investment £595+VAT
'Bring A Friend' £495+VAT
Link

GAINING EXCLUSIVE VACANCIES (one day)
Feb 11th - London
Mar 6th - Birmingham
Mar 18th - Manchester

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

INTRODUCTION TO MANAGEMENT
'Managing Teams and Motivating People'

Jan 15th - London
Feb 4th - Birmingham
Feb 18th - Manchester
Mar 4th - London

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

DIVERSITY AND KEY EMPLOYMENT LAW
Trainer: DAVID HARRISON
Feb 12th - Birmingham
Mar 19th - 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 1483 755559.

Contact us

Recruitment Matters
2 Oakfield Road
Coventry CV6 1ED
UK
Tel: 0800 0749289
Fax: 01483 761709
Email: info@recruitmentmatters.com

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