In this month's newsletter...

Welcome to our February newsletter

This is our February 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. Not surprisingly, ‘winning new business’ seems to be one of the major challenges of the moment for all of us, so look out for the new dates for two of our courses in particular – 'Winning New Business – Telephone Skills For Recruiters' and 'Gaining Exclusive Vacancies.'

We would like to welcome a new contributor, our new 'Marketing Mentor,’ Alastair Campbell who begins this month with some advice on the importance of maintaining an up-to-date database. Thanks are also due to best-selling business author, Ken Blanchard for his ‘Top 10 Management Tips On Surviving The Recession.’

We continue to make progress on our own webinar plans and have successfully carried out some more ‘behind the scenes’ testing this week. Thanks again to all of you who contacted us with your ideas on what subjects you would like us to cover. We’re assimilating the information at the moment and will inform you soon about the first date which, all going well, will be next month.

We note that Prince Harry is being sent on an equality and diversity course after a series of race gaffes. It is hoped the Prince's attendance on the course will impress upon him how insensitive and damaging the remarks were, it was reported. A Clarence House spokesman said: "Prince Harry has said sorry for his remarks and has been subjected to normal Army disciplinary procedures. The matter is now closed."

Well Harry, if it helps, we would be delighted to welcome you to our ‘Diversity and Key Employment Law’ course in London on March 19th. For your further information, please email ken@recruitmentmatters.com!

The demand for training professionals has plunged as training budgets have been slashed, according to HR recruiters.

Michael Bolger, managing director at Badger Associates, says: “The side that has taken the biggest knock is, without a doubt, training. In a recession, training is always the first thing to go and it is no different this time. Training was affected at the back end of last year. We do not have a single vacancy at the moment to do with training.”

Caroline Foote, managing director at HR Moves, says: "A number of clients are cutting budgets. The ones that have made redundancies have made redundancies around the training budget or they have heavily streamlined it. It has become a transactional training function, instead of it being exciting, interesting training, it is the skills you need to do your job and not a lot more.”

If we relate these comments to our own experience, it’s partly a question of affordability – the demand for training is as strong as ever and, indeed, we have trained record numbers of recruiters in the past few weeks via our ‘Client Generation During The Credit Crunch’ course. In fact, due to the strength of demand, we have decided to continue to run this half day record breaker from March onwards at the budget bursting price of £49.99.

In our other major initiative to beat the credit crunch via top value training, the Recruitment Matters Partnership Programme is gradually building momentum with new subscribers signing up daily. See our news section for a reminder of how to book training courses for just £99.99/day.

In the latest instalment of our regular feature ‘Recruiters’ Guide to Researchers,’ we have an article from Exacta’s Val Smith who shares her view on some of the differences between working for a mainstream recruiter and a research specialist. We also feature tips from our trainers Warren Kemp and Matt Wilson, all of which are featured in ‘Credit Crunch.’

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.

'The 'Marketing Mentor' - Marketing Advice for Recruitment Companies

Know your customer base

Whilst the spotlight shines on the people who bring in new contracts and a new business, the highest commission often goes to people who look after their clients and have learned to pan for gold in the database of existing clients. So, how up to date is your database as it stands today?

It is of course much easier to sell to somebody who you have sold to in the past or who you already have met and developed even a fairly superficial relationship with. Therefore each company record that you hold has a number of powerful opportunities to bring in new placements.

First of all, do you have the correct and current contact within that firm who you either found a job for or spoke to in the past about a vacancy? If not, who has replaced that person? Moving on from that sole contact name, who else in the company could be looking for staff over the next 12 months? What other departments do they have? Do the have centralised procedures or is it a free for all when it comes to recruitment? Are they doing well or do they have a high staff turnover? This type of information about each of your past customers is incredibly important because it can turn a one off hit into a regular series of placements.

Assuming that you have a programme already in place to keep your records up to date (this process is never complete, it is always a work in progress) the next stage is to make sure that each of these names knows who you are and will at least consider you the next time they are looking for somebody. Some action points to consider are:

1. Keep your customer details up to date, reviewing each one at least every six months.
2. Just one contact is rarely enough. How many can you get for each company?
3. Build on relationships you have within existing companies.
4. Think about what you do at the moment to keep customers loyal.
5. Come up with a list of reasons why a customer should use you rather than a competitor.

Alastair Campbell runs the Marketing Mentor programme which offers a free 18 month marketing support package to senior staff within recruitment companies. Visit www.themarketingmentor.co.uk or telephone 01858 445543 to find out more.

Market outlook - two major surveys

1. Global survey finds cautious UK employment market but healthier picture in Scotland - Antal

A major new survey of hiring and firing trends in over 100 countries has found that UK businesses are remaining cautious in the downturn with less than a third currently hiring. However despite this, over 50% of companies in Scotland are currently taking on new staff.

According to the Global Snapshot report from international recruitment specialist, Antal, which surveyed employers in 107 countries around the world, 28% of UK organisations are hiring managerial level personnel. Although this figure is set to fall, the number of businesses letting staff go is also set to drop. The Scottish employment market seems to be in relatively good health with 54% of companies currently hiring.

“The global financial situation has certainly had an effect on the jobs market here”  says Adam Kaye who runs Antal’s UK operations. “Hiring activity is down from the last quarter but only by a modest 3% so the underlying employment market seems relatively stable at the moment. The fact that less companies plan to let people go in the near future is encouraging and suggests that UK business is cautiously waiting to see what the coming months have in store.”

Most in demand across the country are managers and professionals with sales and marketing experience. Organisations are planning to increase their recruitment levels in this area, with 35% of the sales and marketing sector expecting to hire during the next quarter.

Elsewhere in Western Europe there is a very mixed picture. The downturn is taking its toll on the Spanish and Dutch markets with businesses in the two countries expecting to implement a drop in hiring levels during the next quarter. Germany is also set to experience this drop but hiring rates look to remain healthy at 64%. The outlook in Malta and Italy also looks fairly positive with recruitment remaining stable and relatively high.

“When we undertook our last survey of hiring and firing around the globe in the autumn of 2008, most countries appeared confident about the future. Now that confidence has faltered, but it seems, hasn’t evaporated completely,” says Antal’s global CEO, Tony Goodwin. “There is no denying that the slowdown in economies across the world has had a knock-on effect on jobs and career development prospects for professionals and managers at all levels. However this does not mean that recruitment has come to a complete stop by any means. Rather than being a classic downturn, this one seems to be developing a very specific nature, which hits certain countries and sectors extremely hard whilst leaving others – parts of Eastern Europe and industries such as pharmaceuticals, bio-tech and renewables, for example - relatively or even completely unscathed.”

2. Cautious Optimism for Economy in 2009
Latest Blanchard Corporate Survey Finds Companies Expecting Recovery by End of Year
SAN DIEGO (February 23, 2009) -- The latest in a yearly series of surveys on corporate issues from The Ken Blanchard Companies shows that executives and company leaders are somewhat optimistic that the US economy will rebound in 2009. Following the 2008 slowdown that has crippled economies around the world, over 70% of those surveyed expected the economy to begin its recovery sometime this year.  Only a quarter of the respondents thought the downturn would continue unabated into 2010.
 
The 2009 results represent feedback from more than 1,700 executives, line managers, and training and human resource leaders from a range of companies, industries, and countries. Since 2003, over 6,700 leaders have participated in this ongoing study.
Participants in the most recent Blanchard survey were asked to describe their organization’s overall outlook in regards to the economy, training expenditures, expected cuts, and coping strategies.  In addition, the survey touched on corporate issues relating to organizational, HR, and management challenges. Responses focused on the most important aspects of future corporate growth and employee development, as well as how employees are prepared to deal with these and other hurdles. Some of the survey’s top responses include:

Tactics for Coping in a Down Economy

With the expectation that the economy will begin to recover within the next year, survey respondents also predict that their corporations will not make drastic cuts to training budgets. Fewer than 1 in 5 state that their organization plans to spend significantly less money on training in 2009, as compared to 2008. This desire to maintain an adequate level of training points to the identification of corporate development as a way to ride out the storm of economic turmoil, while also refining and realigning each organization’s own learning infrastructure.
While recent news has highlighted the downsizing of well-known companies, the Blanchard survey results show signs that corporations are looking inward to survive current conditions instead of resorting to the old playbook of cuts, cuts, and more cuts. Companies seeking to decrease costs along all facets of the organizational structure are not, the survey suggests, primarily targeting personnel and marketing. Only 29% of respondents listed personnel layoffs and cuts as ways their companies plan to cope with the down economy, while marketing cuts came in at 14%. More than 60% plan to invest in productivity and performance-maximizing strategies, while another 46% plan to focus on their corporate branding and differentiation.

"Can it wait?"

Kick-start every day and really drive your desk by making 1.5 hrs of continuous outward bound calls each and every morning.

An aeroplane spends 10 times more energy taking off than it does flying in the air. Once you’re up and flying - keep going. If in that 1.5 hour period, you get a vacancy, a lead, or a candidate who says ‘yes’ to going forward for a role then ask yourself “Can it wait?” If it can wait until your 90 minutes of calls are over (and 90% of the time it really can), then keep on going picking up that phone again and again.

Too often it’s easy to stop once you have a new vacancy, and proceed with searching your system for candidates. Before you know it, lunchtime arrives and you have made only a handful of calls all morning. Keep phoning for more jobs or chase more candidates that you were unable to contact yesterday.

Fill your funnel! Do you want to work a vacancy that 10 other recruiters are working or do you want to work one that you get at the start of the client’s process? Landing your plane instead of staying in the air might just mean you get a chance to prioritise the jobs you have to fill instead of having just one on your desk. Be honest with yourself, do you stop hitting the phones because the vacancy is urgent that very minute, or because you don’t like hitting the phones? Confidence is a big factor, so keep calling when you have just been given a role and your confidence is higher than it was before that call. You know it makes sense.

Go on, keep flying your plane for a while longer.

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.

More time should be spent on interview process

Almost half of interviewers across the globe spend less than half an hour interviewing a potential job candidate before making a decision. This is according to a new piece of research by the DDI, which encompasses the views of 1,900 interviewers and 3,500 job seekers.

64% of interviewers surveyed are concerned that they will miss important information about a candidate’s weaknesses during the interview process. Also, just under half (46%) of them are concerned about getting enough information about a candidate to make a decision.

88% of interviewers surveyed believe the interview process is important, which begs the question why 47% of them spend less time interviewing a candidate than it takes the average person to commute to work.

Steve Newhall, Vice President for Europe at DDI, comments: “Job interviews are simply not being given the time and effort they deserve, and could be opening up businesses to costly legal problems. The average interviewer is far more confident about their abilities than the research shows they should be. In the current climate, organisations cannot afford to risk wasting valuable time and money in hiring the wrong person into critical roles.

“This research underlines the need for organisations to have properly developed assessment and selection processes in place, and a greater awareness of the impact a good or poor hire can have on the organisation.

He adds that: “Businesses’ due diligence when bringing new people into the organisation is often worryingly lax. The rapid time taken to make hiring decisions, the lack of more than one perspective and the fact that interviewers believe they’re doing a better job than they really are leads to a dangerous mix.”

Recruiters' Guide to handling researchers

Recruitment v Recruitment Research

Having worked in recruitment for many years, (too many to reveal just now…), a change seemed in order, not a complete re-training exercise, but a slight sidewards career move perhaps – learning new skills, but still using many of the old experiences.
 
Recruitment Research (the ‘Search’ part of Search and Selection), known to most of us as ‘head-hunting’ seemed ideal.  Ex-recruitment colleagues had varying degrees of understanding of my new role – recruitment research, in their experience, would be some friendly networking, chatting to a few contacts in some of their key client companies to try to find an elusive candidate for a difficult to fill role, as it had been in my own experience. I had worked for a large recruitment agency which advertised ‘Search and Selection’ and certainly practised the selection part of that process very well. The ‘Search’ part however was a different matter – as I said, a few calls, some networking, perusing the database, different from the focused process  I now use in my day to day working life as a Head-hunter (Recruitment Researcher please!).
 
So Recruitment Research or ‘Search’ – what did it mean? A bit of a culture shock to be honest. A much more in-depth process than I initially expected and also, to be honest, with much better results! Many of the same steps of recruitment are the same:
Gathering a thorough understanding of the client’s requirements
Assessing the experience and qualifications required for the role
Understanding where this individual would come from

After this point the process starts to go along a different road:
Which type of organisations would the perfect individual work in?
Where will this individual sit in the hierarchy of the organisation?
Gathering an understanding of the organisation structures of potential target organisations
A thorough understanding of the client’s business and the role to ensure the best fit
And so the path goes on.

It’s a standard process for every recruitment research assignment, but each one requiring different methods of research and approach and each one involving it’s own mini (OK, some times fairly steep!) learning curve – making it interesting and challenging. Knowledge builds on knowledge and you could be doing this job for ten years and still be learning.
 
And of course from the client’s perspective (I can’t fail to mention that surely), an individual, focussed method of looking at their particular role, and often their particular problem. So many times, an expensive advert later or a number of months trying different recruitment agencies is the precursor to contacting a research company. Luckily for us, once a client has given us the ‘scraps’ of a particularly impossible-to-fill role, they come back to us with the nice juicy roles, once they understand the process and see it working in such a cost-effective way.  I’ve heard of recruitment research being called the ‘Third Way,’ after advertising and agencies, but with today’s tighter budgets it’s fast becoming for many of our clients the ‘Only Way!’

All of which gives it a bit of a rose-tinted appearance, which of course, it isn’t. You may be sitting there thinking ‘how hard can it be?’, but believe me, finding the ideal candidate in today’s market sometimes takes every bit of lateral and creative thinking you can muster – is a Turkish speaking, wire mesh salesman niche enough for you? Or perhaps on one end of the scale a chauffeur and the other a financial services director in Moscow.  
So, what do I prefer - Recruitment or Recruitment Research?
For me, it has to be Recruitment Research, once you’ve got your head round the way it’s carried out in the world of dedicated Recruitment Research companies.
It’s interesting, challenging and stretching for the researchers and a targeted, surprisingly cost-effective approach to finding the right person for clients...
No contest!

Val Smith 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.

Kroll launches screening register

Research from global risk consulting company Kroll reveals that more than 2m Britons have missed out on a new job opportunity because former employers have delayed or failed to provide them with a reference.

This month, Kroll’s Background Screening division has launched a National Reference Register (NRR) to give organisations a referencing system in which employment data from all past employees is centralised and stored electronically.

With one in three Britons (35%) claiming they have had to chase their former employer at least once for a reference when changing jobs, Kroll’s findings highlight the backlog in administering references for past employees within the UK’s busy HR departments.

Indeed there are some 1.2m employees who state that they have had to contact their previous employer four or more times to obtain a reference for a new job.

The cost of administering employee references can run into thousands of pounds each year for large employers such as those in the financial services, retail, hospitality, professional services and public sectors.

Tony Shepherd, business development director for the Background Screening division of Kroll, says: “HR departments can be frenetic places and it’s perhaps unsurprising that the administration of providing employee references can take a back seat to other priorities. We believe that our new National Reference Register offers a credible alternative that provides benefits to organisations, administrators and former employees alike.”

Ken Blanchard's Top 10 Management Tips for Surviving the Recession

Contributor: Ken Blanchard, best-selling author and head of The Ken Blanchard Companies

Companies that will survive the current economic climate will be those with the best leaders. If you want to be one of those leaders, here are 10 steps you need to take:

1. Acknowledge Reality
If you are in any doubt about your company’s future, don’t deny it. Take a good hard look at your bottom line and assess just how bad the situation is.
2. Share that reality
Your people will be imagining the worst, so share the truth about the reality with them. By opening the books you create a sense of ownership of responsibility in colleagues and allay their fears.
3. Maintain regular communication with your people
Increase the amount of regular communication you have with direct reports. This supports cooperation and gives people opportunities to suggest cost-cutting measures you might not have thought of.
4. Define a customer-focused vision
Move beyond ‘satisfying’ customer needs and think how you can take service that bit further to create a strategic advantage and drive repeat business.
5. Balance concern for results with a concern for people
Both are equally valuable because both lead to profits and success
6. Make responsibilities and accountabilities clear
Make sure everyone is clear about their responsibilities and accountabilities, and how their job contributes to overall organisational success.
7. Manage people’s energy
Don’t allow people to spend too much time worrying about what they can’t control. Make it clear you have trust in the power of your people to keep this show on the road.
8. Invest in training
Keep people motivated and on track by training them in self-leadership - possibly the best morale and bottom line boosting initiative any organisation can employ.
9. Accent the positive
Catch people doing things right whenever possible. Remind them of the last time things were bad, and how you continued to thrive long term. See the downturn as an opportunity to win market share.
10. Plan for better times ahead
Business has and always will be cyclical. Keep reinventing your business and make sure your organisational structure serves your people and your customers.

© The Ken Blanchard Companies, 2009

Sector outlooks vary

1. IT recruiters target telecoms boom
Demand for high-level IT staff in the telecoms sector is proving a massive growth area for recruiters says Matthew Bishop, manager of the telecoms and networks division of multi-sector recruiter Blue Pelican Group.“We work within the next-generation networks domain, this is proving to be an area of increasing interest at the moment. Telecoms companies are moving towards automation and operators are aggressively pushing these services.”

Bishop says placements included high level architecture and billing systems, adding his division is currently recruiting to bolster their current market position and its contract base within telecoms had increased by 300% in the past three years.

Chris O’Connell, managing director of IT and public sector recruiter Timothy James Consulting, reports that its telecoms division has grown from three to nine consultants over the last year and should reach 15 by the end of the year, in response to increased demand in the area.
“One account with a major telecoms company has already involved 40 roles and with 70 to 80 more upcoming.”

2. Up to 50,000 UK oil & gas jobs could go
A decrease in oil price will lead to wide spread job losses, according to trade body Oil & Gas UK which suggests that the number of wells drilled in the North Sea could be a third of last year’s total of 109. The body blames the combination of decrease oil prices and increases in tax.

James Beazle, director of energy recruiter Six Recruitment said “As prices drop this is going to happen. Because of the oil price in the last two years there had been a frenzy in hiring and now there has to be an element of looking at whether they are needed,” adding that some of the cuts were part of a normal review taken by the companies at this time of the year.

A leaked email posted on protest site www.royaldutchshellplc.com said the company was going to “ruthlessly review third party costs”, as it prepared for the coming year. The email also stated there would be “no increase in contractor staff rates” and a “review necessity of contract staff as contracts expire”.

Beazle said: “We knew this was coming, it’s no surprise. Within the sector there are a lot of companies looking to strip costs at the moment and there’s been figures of 10 or 20% that will mainly come from contract staff.”

3. Monster reports continued decline in online job market but bright spots remain
The availability of jobs online has fallen to the lowest level recorded since May 2006. Monster analyses millions of job opportunities every month, culled from a range of corporate career sites to form their Employment Index. January marked the sharpest annual decline on record for the Index, as it shrank by 49 points.

The Index’s decline is reflective of the reduced job opportunities in the environment, architecture and urbanism; construction and extraction; engineering; and administrative and organisation sectors. For the seventh consecutive month the number of HR jobs online declined, making it the weakest area for jobs.

Hugo Sellert, head of economic research at Monster Worldwide, comments: “The job market is an obvious casualty of the deepening recession. Online advertised vacancies reached a two-and–a-half-year low in January. There are some bright spots though. Demand remains strong for healthcare, education and other public sector workers as government programmes work to offset private sector job losses.”

Don't panic!

‘There is nothing that is a more certain sign of insanity than to do the same thing over and over and expect the results to be different.’ Einstein

Recruitment should, when performed at its very best, be a simple, logical process and a process that is replicated time and time again. That way you get consistency of results and results that are measurable and tangible. A recession is no place for a maverick. Get good steady process into what you do, how you do it, when you do it. Get good steady process into what you say, how you say it and when you say it. Make sure everyone doing the same role does things the same way and says the same things. Therefore, when things are working, you can replicate the result again and again. Sure you will have a different personality to a colleague and have your own style and charisma, but the overall message will be the same.

So why is all this so important? Well, if you are a business owner, would you really want all your staff doing things their own way with mixed and unpredictable results – especially in these uncertain economic times? In a recession, can you afford to have someone cut a corner and miss picking up a role or filling a vacancy because they forgot to ask a certain question or decided not to implement some part of the process? If you are a consultant, do you really want to be winging it when you pick up the phone or do you want to follow a tried and tested formula that you know gets results - even if you need to be contacting more prospects than you did a year ago or have to work two hours more a day because there are fewer jobs around?

So, what if you are still not getting the results after consistently following these processes?

Well, the good news is because you have been doing things according to process then you can investigate the various parts of what you do and say and, therefore, can change things accordingly – test a slightly different way of doing or saying something and when you test it enough to be happy that it is progress on a previous part of the process, you can then build it into your new enhanced process.

There is no need to panic. You don’t need to change your world overnight. It will be a calm, systematic change to a tried and tested process. As we all know, there are currently fewer vacancies around and you will either have many more candidates wanting certain types of work or fewer people willing to move in other specific positions, so you will have to adapt accordingly but do it with a logical, cool head. Don’t panic!

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

Well, by the time that February is over, we will have welcomed over 500 delegates to ‘Client Generation During The Credit Crunch’ and your feedback has been quite outstanding as well as genuinely motivating for us.. As a result, we now have new dates from March onwards, still at an exceptional rate of £49.99/€49! For more information, please click here.

Don’t forget 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.’

For more on our Recruitment Matters Partnership Programme please click here. Just sign up for £99.99 then book up to 6 one day courses during 2009 for £99.99. Renew as often as you like! To download a subscription form click here.

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. Warren enjoyed his visit to Amsterdam and is now looking forward to delivering training in Munich, Brussels, Amsterdam and Prague in the coming months. See below for dates.

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 from March – June 2009.

RECRUITMENT MATTERS: March 2009 – June 2009 Open Training Schedule

To download a booking form, please click here.

CLIENT GENERATION DURING THE CREDIT CRUNCH (half day)
Trainer: WARREN KEMP
Mar 25th - London
Mar 26th - Bristol
Mar 27th - Glasgow
Mar 31st - Munich
Apr 24th - Birmingham
Apr 28th - Brussels
Apr 30th - London
May 15th - Manchester
Jun 12th - London

TWO DAY INTRODUCTION TO RECRUITMENT (two days)
'Induction for new recruits'
Mar 9/10th - London
Mar 26/27th - Birmingham
Apr 20/21st - Manchester
May 19/20th - London
Jun 8/9th - Birmingham

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

INTERVIEW SKILLS FOR RECRUITERS (one day)
Mar 5th - Manchester
Apr 7th - London
May 12th - Birmingham
Jun 3rd - Manchester

Investment £299+VAT
'Bring A Friend' £199+VAT
RMPP subscribers £99.99+VAT
Link

WINNING NEW BUSINESS (one day)
'Telephone Skills For Recruiters'
Mar 17th - London
Apr 2nd - Birmingham
Apr 27th - Brussels
Apr 29th - London
May 8th - Manchester
May 28th - Bristol
Jun 16th - London
Jun 22nd - Amsterdam
Jun 23rd - Leeds

Investment £299+VAT
'Bring A Friend' £199+VAT
RMPP subscribers £99.99+VAT - UK venues only
'Includes free CD worth £99 'Handling Client Objections and Reactions''
Brussels, Amsterdam: €395; 'Bring A Friend' €295. Includes free CD set as above
Link

SUCCESSFUL HEAD-HUNTING (one day)
Mar 11th - London
Mar 16th - Dublin
Mar 24th - Manchester
Mar 30th - Munich
Apr 8th - London
Apr 17th - Bristol
Apr 22nd - Birmingham
May 6th - Leeds
May 13th - London
May 18th - Prague
Jun 5th - Brussels
Jun 10th - London
Jun 17th - Manchester
Jun 24th - Birmingham

Investment £299+VAT
'Bring A Friend' £199+VAT
RMPP subscribers £99.99+VAT - UK venues only
Includes free CD set worth £99 'Handling Head-Hunted Candidate Objections & Reactions'
Munich, Prague, Brussels: €395; 'Bring A Friend' €295. Includes free CD set as above
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)
Mar 6th - Birmingham
Mar 18th - Manchester
Apr 16th - London
May 14th - Birmingham
Jun 11th - Manchester

Investment £299+VAT.
'Bring A Friend' £199+VAT
RMPP subscribers £99.99+VAT
Link

INTRODUCTION TO MANAGEMENT
'Managing Teams and Motivating People'
Mar 4th - London
Apr 23rd - Manchester
May 7th - London
May 21st - Birmingham

Investment £299+VAT
'Bring A Friend' £199+VAT
RMPP subscribers £99.99+VAT
Link

DIVERSITY AND KEY EMPLOYMENT LAW
Trainer: DAVID HARRISON
Mar 12th - Birmingham
Mar 19th - London
May 13th - London
Jun 4th - Birmingham

Investment £299+VAT
'Bring A Friend' £199+VAT
RMPP subscribers £99.99+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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