In this month's newsletter...

Welcome to our January newsletter

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

This is our January 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.

Before Christmas, we talked about some hopeful signs of recovery in our marketplace. Thankfully, it appears that the UK has at last joined its counterparts in the developed world by moving out of recession in late 2009. Official figures which are due out shortly are expected to confirm this welcome news. However, it's expected to be a stuttering recovery at first and a lot seems to depend on the Bank of England's tactics in the coming weeks - will we see some more ‘quantitative easing' to gently fan the flames of recovery?

Apart from what happens in the economy due to the Bank of England's and government's influence, surely another factor is sentiment and attitude? If we all do our bit to think positively and make proactive decisions, surely this will have as much impact as the next quarter point movement in interest rates.

In the meantime, we have further good news that UK unemployment has fallen. The number of people out of work in the UK has declined for the first time in 18 months, according to the Office of National Statistics (ONS).Total unemployment now stands at 2.46m, a fall of 7,000 on three months ago, while the number of people claiming Jobseeker's Allowance fell to 1.61m.

On another topical note, we were rather tickled by a news release suggesting that 2010 could well be ‘the year of the skiver' - well, at least according to Jonathan Whittaker, employment partner at law firm SAS Daniels…

Whittaker says: "We're up around 40% on disputes involving pickled-brain skiving scams in which some utter clots have been caught bang to rights whooping it up down the local social club, or barging round Primark with their Christmas vouchers, while claiming to their employer they've been enduring weather conditions Bear Grylls would think twice about tackling. We're two weeks into the working year, yet some businesses for whom we work are coming to us for advice about how to deal with staff who, in some instances, have not been seen since lunchtime on Friday, 18 December, 2009.

"A precedent is being set. Skiving in 2010 will be inspired by a combination of circumstances: the unexpectedly extended winter break on top of a glum end to 2009 has clearly already established a work-shy mindset amongst a minority which looks set to prevail given the still-likely pressures on workers in 2010.

"For many employees, 2009 probably ended with no staff party, no bonus, a pay freeze and constant reminder of the possibility of redundancy, all the while the employer expecting more effort. This year is basically starting the same way."

..And a Happy New Year to you Jonathan!

For another perspective on this topic, check out Exacta's ‘Recruiter's Guide' article titled ‘Recruitment Research - It's Snow Joke…'

Last month, you may recall that thought that we'd give you a chuckle with our feature ‘Mistakes on a resume.' We subsequently invited you to send your own ‘CV crackers.' Well you did, and we're most amused to be able to feature a contribution from Jerry Wood of Beaumont Wood and two from John Reilly at Reilly People. Please keep them coming in!

This month a couple of our regular contributors are taking a breather. However, stalwart ‘Marketing Mentor' Alastair Campbell suggests 4 simple steps to setting marketing goals and our own trainer & MD, Warren has been particularly prolific with his tips and other features. Look out for his ‘SNOW' article - very seasonal! For those of you who have been following Warren's ‘Have you lost your Mojo?' tips, please click here for Mojo Part Three.

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

How to set more effective goals in 4 simple steps

Now that we are now close to the end of January, over 70% or people will have already given up on any New Year resolutions that they set for themselves just a few weeks before. All those good intentions gone already! Here are some suggestions for ways to set clearer goals for your marketing - or any other area of your life for that matter.

Step 1
Go though the areas of your marketing and write down the ideal result from each of these areas. For example PR - start writing a column in key trade title, Direct mail - 10 responses a week from campaign. For the purposes of this exercise they are no limits - imagine a brilliant result from each of your marketing categories. Allow yourself to write down everything you have ever dreamed of from a marketing campaign.

Step 2
The next stage is a culling process. This is where you get more realistic and start weeding out things that don't mean so much to you. Given that everything takes time and energy, how much energy do you really want to devote to each of these areas? If you got 10 direct mail enquiries a week how much would you have to spend on postage, is it sustainable, what would you offer to get such a high response rate?

This is the part where you start to really weigh up what you want and start setting deadlines and dates against the various areas. Prioritise what is REALLY important for you to have, and cross out things that really don't matter.

Step 3
Now you have decided what you want, it is time to think about working out a realistic timescale for each of the areas. Which of these can be achieved within weeks and months? These are your short term goals. Anything from 1 year to 4 years is a medium term goal, and anything over 5 years is a long term goal. Go through each of your goals and start setting a timeframe beside each one. You should end up with a good spread of goals across the marketing spectrum which will both bring in short term wins and generate long term brand awareness.

Step 4
The next stage is to start working out plans for the short term goals: making time to achieve them and breaking down the larger goals into smaller chunks. If you want to grow the business by 20% next year, how many new clients do you have to acquire, how much extra business could you obtain from your existing clients, how can you make sure your existing clients stay with you and spend more? Start making plans, but if you don't know enough to do it yourself, often the first step with a goal is to ask for help from somebody who is in a position to help.

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.

SNOW

Social
Networking
Online
Works

New Year is always a chance to get back in touch with people. With many people having difficulty getting into work and many others choosing to work from home, the chance to network online has never been greater than in the last 2 weeks. It's a fact that people will be less able/inclined to have business telephone conversations when working from home - and that's when email, LinkedIn, Twitter, discussion groups, etc., all come to the fore. At RMI we've had some great email discussions recently with our contacts. One thing we noticed was the speed of response. Overall it's been far quicker than usual and we suspect it's in part due to a less cluttered inbox and less office distractions. Every cloud.......

If you would like to learn more about the power of online networking, do consider attending our course on utilising social media.

Measure your own KSB's

KSB stands for Knowledge, Skills & Behaviour. We've been teaching that for years as the way to take a job/person specification. Let's now look at YOU.

You have two obvious choices as to how to increase your results and effectiveness as a recruiter.
1. Focus on the KSB's you are good at and hit the throttle on those areas 100% of the time
Or
2. Identify what you aren't so good at and concentrate on getting better at those.

It's not always an easy choice but one thing is for sure, doing nothing isn't an option if you want to improve.
3. The third option is to get a balance of working hard at strengths and weaknesses but if you are to do that, then perhaps just pick a maximum of one or two of each for a prolonged period.

Start by getting yourself a list of KSB's that relate to your role. Then score yourself out of 10 for each - clearly that can be translated into a percentage of how good a recruiter you rate yourself. Depending on the strengths and weaknesses you have identified, as mentioned, you may choose to maximise your strengths if, for example, one was ‘winning new business' and another ‘candidate sourcing.' On the other hand, if a weakness was ‘attention to detail' and another ‘lack of confidence in closing,' then it would be better to work harder at weaknesses then strengths. So, pencil and paper out, off you go.......

If you need any (free) guidance with this exercise then let me know, I will be delighted to help you.

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.

Lack of social media savvy marketing candidates

There is a dearth of PR and marketing candidates with the necessary understanding of social media, according to data from creative marketing recruiter Major Players.

The data shows that candidate CV's for jobs across different levels, lack even a cursory mention of social media terminology, such as ‘blogging' or even ‘Twitter'.

In the last two years, out of a sample of 4,500 CVs, just 6% reference ‘Social Media', 9% mention Twitter, and only 2% talk about blogging, while 13% include ‘Facebook' (though in some this was merely highlighted in the ‘interests' section). The data also shows that only 4.7% of CV's include the term ‘SEO' (Search Engine Optimisation).

Lorraine Barker, head of PR at Major Players, says: "Candidates need to recognise the importance of social media and how potential employers will increasingly require a clear level of understanding in this area. In the last couple of years there's been a definite shift in the way PR and marketing professionals enable brands to reach their audiences, and our clients demand talent that understands this. Putting a LinkedIn or Twitter address, or even personal blog details, on a CV will show employers that candidates are engaging in social media in some way."

Review your signature

How many emails do you send a week? How many people do you work with? What do you estimate the total number of emails send out by your company, including auto replies to CV's, out of office responses, etc., to be?

Take the chance to review your signatures and add in messages and links that can add value to the reader. That may be "follow us on Twitter @BlueJobs for our latest vacancies" or "join our LinkedIn group" or even an odd testimonial from a client or candidate. It's free marketing and volume marketing at that. Why not have a group discussion at the next team meeting you have and ensure there is a strong consistent message being sent out?

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.

Professional development key for female interims

Female interim managers need to develop their professional skills to stand the best chance of winning business this year, according to a survey of 700 women interim managers from InterimWomen, the UK business forum for female interims set up by Interim recruiter, Russam GMS.

In light of the current, competitive market, 61% of interims said that professional development is critical for interims to get ahead of the competition. Two thirds stated that those who undertake professional development courses will be more likely to win assignments than those who don't. Just 24% of interims said that training and development was not important or would be linked to career opportunities.

More than half of those questioned said that networking and marketing themselves effectively was the most challenging factor (52%); a quarter said winning their first assignment had been tough (25%). Others claimed that deciding on their ‘professional product', managing cash flow when moving from a permanent role and setting up as a small business had proved difficult.

Rachel Youngman, chair of InterimWomen, says: "The research shows that interims place great importance on training — many have gained industry recognised professional qualifications, in addition to general self development courses.

"In the current competitive market, interims that focus on self development have up-to-date professional qualifications and skills, particularly in their field of expertise, will stand more chance of winning assignments.

"Continual professional development will not only ensure that an interim's skills and knowledge are up-to-date, but that they have the confidence to shine in interview and networking situations which will be vital in ensuring they win business."

Recruitment Matters: Mention of the Month Competition

Here's a reminder about our recently launched competition.

• Win an inhouse half day training session for you and up to 9 colleagues
• 6 runners up prizes of free places on half day open courses

We all know recommendations can be the best advert for a business and sites such as LinkedIn, Twitter, Facebook and your own regular email flyers make that so easy to do. The power of online social media continues to grow and grow. We would like you to help us test the power of viral marketing - and reward you for doing so. It's nice and simple, you give us a mention and you stand a chance of winning a half day training session on your premises delivered by Warren Kemp, MD of RMI or one of six runners up prizes of a free half day open course place.

The stronger your plug/s or the larger the audience you announce us to, the better your chance of winning will be. Examples can be:
- Announcing on your LinkedIn status update that you highly recommend Recruitment Matters International and give them our url.
-Telling your friends on Facebook that your favourite trainers are us.
-Or that you follow Warren on Twitter and then send out a message to all of your followers saying they should too.

We don't care where & how you give us a mention, as long as it's clean and legal! Drop a line to warren@recruitmentmatters.com to say what you have done and in a month's time the winners will be announced on our website and contacted to arrange the training sessions.

It couldn't be easier. Give us a mention and spread the word. Even if you don't win, we promise in return to give you a mention over the coming weeks via our online activities and return the favour of following you or joining your group as appropriate.

You can choose which one/s to plug from:

Warren's LinkedIn profile http://uk.linkedin.com/in/warrenkemp
RMI company page www.linkedin.com/companies/recruitment-matters-international
RMI Group page www.linkedin.com/groups?home=&gid=137589

http://twitter.com/warrenbkemp

Our website http://www.recruitmentmatters.com

Our Blog http://recruitmentmattersinternational.blogspot.com/

Free tips for recruiters at http://www.recruitmentmatters.com/free.php

Or interview and CV writing tips for candidates at http://tinyurl.com/RMI-INT

Thank you!

Blackberry blues

Paying constant attention to your BlackBerry could actually make you less productive, according to an occupational psychologist.

And recruitment companies should offer their staff training in the best use of BlackBerrys and other mobile devices, adds the psychologist, Amir Khaki has conducted research into patterns of BlackBerry use which showed that those who did not use the device as frequently suffered less stress.

He said that recruitment firms would benefit from giving their staff training on such devices. "Even just short one hour sessions would go a long way to stopping low levels of productivity and high levels of stress, because one of the main causes of stress is not knowing how to use the thing."

Khaki added that using the technology in a "pervasive" way - which has given rise to the so-called ‘CrackBerry' description - did not necessarily have the positive connotations many thought. "People think that using them all the time is a sign of devotion to their work but, at the same time, if you are using it when you are with your family, for example, other people may look upon it as a bit sad.
"Self-perception can be positive but outside perception can be negative."

Khaki counselled recruiters to use their BlackBerrys at certain times and to deal with emails in "batches", rather than responding to each one as it arrives, and only turning the device on at certain times during the day. He also warned against so-called ‘BlackBerry thumb' - repetitive strain injury to the digit caused by using the gadget too much.

Khaki's research, produced in conjunction with the University of East London, took two groups of associates at law firms and monitored their BlackBerry use over three months, before analysing both quantitative and qualitative data.

He found that those paying constant attention to BlackBerrys were the least productive, and cited an example of one subject who was asked to complete a spreadsheet, a task which should have taken 20 minutes. Due to his need to check his BlackBerry, the task took him more than an hour.

"I agree that BlackBerrys are an essential tool but people should know how to use them and use them at appropriate times," said Khaki, who spoke at the British Psychological Society's recent conference on the subject.

Recruiters' Guide to handling researchers

Recruitment Research - It's 'Snow' Joke...
The recent inclement weather nearly brought the country to its knees; councils ran out of grit, schools closed, companies worked with skeleton staff and for drivers like myself, rear wheel drive cars became the bane of one's life.

For some reason, once the flakey stuff decides to land on the UK a lot of people fall apart. We're made of sterner stuff here at Exacta and I'm delighted to report that we all made it in to the office in one piece and (pretty much) on time. We'd have been no use to ITV's news team, in that respect, who were predicting Armageddon and interviewing people stuck at the side of roads destined never to get anywhere, ever again.

Our smugness and feeling pretty pleased with ourselves quickly vanished when we realised the impact that the weather was having on the work we were trying to do.

For example, a client that we were expecting a sizeable brief from, on one of the days during the week that the snow really took hold we couldn't contact at all. As it turned out, he'd been caught unawares by the weather, was stuck at home without the information to hand, no mobile signal, no remote e-mail access and we were unable to get moving on the assignment as planned for a good few days.

A couple of consultants in the team were working on education-based projects and had pretty rigid plans on how those assignments would pan out in terms of candidate delivery, client reporting and so on. Some schools were closed entirely, while others still had some support staff working so identifying people wasn't too bad. The problems came when approaches needed to be made and targets weren't physically there to speak to. Yorkshire was particularly bad with a lot of schools closed across a number of days. This meant a delay in getting hold of a good number of targets, who then were coming back with a backlog of work and a whole load of things on their minds! Not ideal when you're trying to attract them elsewhere.

From assignments we'd finished off late last year, we had a decent number of candidates meeting clients for interviews during the first few weeks of the year. Some went ahead as planned, some were cancelled and rearranged a few days in advance, which meant starting again in terms of looking at diaries and getting everyone together again.

Sadly for one brave candidate, who risked driving from a remote area to a city-based interview, the adverse driving conditions lead to her being run off the road by another car attempting to overtake her. Thankfully, our client sent her flowers and were more than happy to rearrange the meeting for the following week. It went well, I'm delighted to report, and the candidate got there and back in one piece this time!

Amusingly, one candidate blamed the snow for the reason he'd been unable to get his CV across to me at second time of asking (perhaps some slush was clogging up his ‘send' button?). And a client told me a story about one of his clients (who shall remain nameless, of course, but are a pretty well known blue chip business) whose HR Manager "couldn't make it in" to the office all week when a less junior colleague of his, who lived further away and had the same journey into work as him, didn't miss a day.

You can make your own judgments on that one!

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.

Graduate places up but with competition from the ‘Class of 2009'

Graduate vacancies are set to increase this year. However, 2010's graduates will face stiff competition from their 2009 counterparts, according to new research from market research firm High Fliers.

The research shows that:

• firms expect to recruit 11.8% more graduates this year than in 2009
• half of employers are in the process of stepping up 2010 graduate recruitment targets
• more than 40% of graduate applications have come from 2009 graduates as opposed to current undergraduates
• the average graduate starting salary of £27,000 is expected to remain unchanged.

Managing director of High Fliers Research, Martin Birchall, says: "After two years of swingeing cuts in graduate recruitment, it's very encouraging that Britain's best known and most sought- fter employers are stepping up their entry level vacancies for 2010.

"But students leaving university this summer will be disappointed to find that many of these new positions have already been filled by graduates from the ‘Class of 2009' who had job offers postponed last year.

"Competition for the remaining vacancies is therefore likely to remain extremely tough and there is widespread concern on campus that this year's graduate recruitment is shaping up to be just as difficult as in 2009. For those who have yet to begin job hunting, the chance of landing a place on a graduate programme in 2010 is looking increasingly slim."

CV Crackers

Well, we did have some crackers in from you, including this one from Jerry Wood, Director of Beaumont Wood jerrywood@beaumontwood.com

‘I HAD A GOOD COMMUNICATIVESKILL AND GOOD MARKETING SKILLS.I ALSO HAD GOOD MANAGEMENT SKILLS.I AM HARD WORKING DO MY DOOTIES WELL.I AM CONFIDENT ENOUGH TO FULFILL YOUR NEEDS.'

And these two from JohnReilly, MD at Reilly People http://www.linkedin.com/in/johnreillyrecruitment . Here's the first one.

‘We all have something very special. By saying this, I'm not talking in a sensitive level. Or I wouldn't consider myself more of a rational person. What we have is just behind our eyes and gives us the chance to amaze the amazing. I like to use my brain since I can remember I have one, and it was soon. Now it's time for me to take brain challenges out of my country. Looking forward to make everything better than it is.'

And then he had this from an extremely straight-talking candidate which we've taken the precaution of censoring slightly..

‘I am extremely social (I have to feel I'm connecting to people at least a couple hours/day, doesn't matter if I know the person, It's strictly sympathy), extremely creative (both emotionally & analytically) and I have not met yet any person I could not understand (I am usually bored as ****). I need something new to do; I doubt there is anything I could not learn so no experience is a benefit for me. I want a job that is at least administrative since I want to talk to people (I believe that I am ready), or creative; one that is both is very hard to find. And I want MONEY! I am tired of being poor my whole damn life, I want for once to have more cash than I have any idea what to do with.'

Let's see if we can top these for next month. Thanks again to Jerry and John for getting the ball rolling in such fine style! Please send your CV crackers to ken@recruitmentmatters.com .

Over half of employers screen candidates via social networking sites

Most employers now use social networking sites to screen candidates with almost half claiming that what they had viewed on such sites had caused them to think twice about hiring a candidate, according to a survey from CareerBuilder.co.uk.

The survey of more than 450 employers found that 53% used social networking sites to research job candidates, while 12% plan to do so.

Around 43% of employers said what they had seen on social networking sites had caused them not to hire the candidate. The top reasons were:

• Candidate lied about qualifications - (38%)
• Candidate displayed poor communication skills - (31%)
• Candidate used discriminatory comments - (13%)
• Candidate posted content about their use of drink or drugs - (10%)
• Candidate uploaded provocative or inappropriate photographs or information - (9%)
• Candidate bad-mouthed their previous employer, colleagues or clients - (9%)
• Candidate shared confidential information from workplace - (8%)

Half of employers said they had found content on social networking sites that caused them to hire the candidate. The top reasons were:

• Profile substantiated candidate's professional qualifications - (61%)
• Candidate displayed good communication skills - (41%)
• Candidate seemed well-rounded - (37%)
• Profile gave a good feel for the candidate's personality and fit - (28%)
• Candidate was perceived as creative - (24%)
• Candidate gave off a professional image - (22%)
• Candidate had received awards and accolades - (15%)
• Contacts had posted good references about the candidate - (15%)

Recruitment Matters news

Following the success of our 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 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.

Amsterdam in the Spring - now that sounds like a particularly enticing prospect when we are currently shivering in the cold! It's no surprise than that Warren is particularly looking forward to visiting Amsterdam to deliver our Social Media course on March 1st.

We'd like to extend an invitation to all our European friends to come along to find out why this is simply one of the most popular courses that we've ever run. And, if you're too busy for more than a flying visit to the lovely city of Amsterdam, you will be pleased to know that the session will run from 13:00 - 16:30 hours enabling you to arrive and depart on the same day.

We're experiencing an increase in bookings for Warren's renowned Successful Head-Hunting one day course which, perhaps, signals an upturn in the market. Why don't you come along to find out why this is Europe's No 1 course on the art and science of executive search?

Please enter the spirit of mutual promotion by entering our ‘Mention of the Month' competition and we'll do our best to offer reciprocal support.
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. Our Q2 schedule will be out shortly.

RECRUITMENT MATTERS: January - 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!
Feb 19th - London
Feb 25th - Manchester
Mar 1st - Amsterdam
Mar 5th - Birmingham
Mar 17th - London

All sessions run from 9.30am - 1.00pm.
Investment £99+VAT
Amsterdam: €149. Every third delegate from the same company goes half price!
Running time 13:00 - 16:30hrs
Link

WRITING EFFECTIVE JOB ADVERTS (half day)
Target and attract the right candidates cost effectively
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 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 29th - Birmingham
Feb 1st - 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 5th - London
Feb 11th - Manchester
Feb 24th - Birmingham
Mar 11th - London
Apr 1st - Manchester

Investment £299+VAT
'Bring A Friend' £199+VAT
Includes free CD worth £49.99 'Handling Head - Hunted Candidate Objections & Reactions'
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'
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'
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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