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Welcome to our Spring newsletterThis is our Spring 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.Spring is traditionally a time for optimism when the days are longer and everything starts growing again. Certainly in our industry there seem to be plenty of company reports and announcements that suggest optimism for 2012 is reasonably well founded. For example, see our extract from the Reed Job Index suggesting that the UK labour market is heading in the right direction. Do you agree? First, a quick reminder that if you’ve recently taken on new recruits or are planning to shortly, we’ve got our very popular Two Day Introduction To Recruiting course running regularly in Birmingham, London and Manchester in the coming months. Also, in recent weeks we’ve launched two great new courses – one on Candidate and Client Control. The other is quite different - it’s our Five Day ‘Train The Trainer’ Masterclass which is featured later in this newsletter. For more on our future plans please read the ‘Recruitment Matters News’ section of this newsletter. We came across an amusing blog recently from Robert Wright of NRG on ‘How to spot you’re a Recruitment Bore.’ You?? Surely not!! Well, read the article and decide for yourself.. We couldn’t let our newsletter go by without featuring one of Greg Savage’s blogs, this time on what Greg suggests is the only recruitment metric that matters. What does a real-life CEO have in common with the central figures of a fictitious Mafia crime family in The Godfather? According to Justin Moore, CEO and founder of Axcient, plenty. Check out his article ‘An offer you can’t refuse’ for some good leadership tips based on advice from The Godfather himself. We’re grateful to Francesca James of Fresh Business Thinking for a very comprehensive article on using Google Plus for business. Elsewhere, one of our regular contributors, David Steel, director of Exacta Research, offers his thoughts on the benefits, or otherwise, of using social media for recruiting candidates.. This month, our ‘Marketing Mentor’ (and associate trainer) Alastair Campbell suggests that if you’ve done well, it would be beneficial to shout about it. Our own trainer & MD, Warren, has two more tips for you this month – some sound advice for managers on getting the best from your team - and another on how to handle ‘porcupine’ questions. Here at RMI, we have a terrific line-up of courses scheduled right through until July, so please have a good look at our latest training schedule as well as reading our news section. 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 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 only recruitment metric that mattersContributor: Greg Savage, The Savage Truth. www.gregsavage.com.auGreg’s original blog http://gregsavage.com.au/2012/02/21/the-only-recruitment-metric-that-matters/ You have a lot of things to do in your job. Am I right? You are super-busy all the time. Candidates to interview. Resumes to prepare. References to take. Sales calls to make. Visits to go on. Calls to return. Admin to tie up. Your company also has a raft of KPI’s and activities they want you to meet. It never ends. And it’s all so important But bring it in tight everyone. There is only one thing you need to measure when it comes to being a perm or search recruiter. The golden metric. How many of your candidates are sitting opposite your clients? That is it. ‘Client Candidate Interviews’, or CCIs as we call them at Firebrand. Yes, our ultimate goal is placements. And the happy clients, happy talent and happy us that will result from lots of placements. But placements are the outcome. We don’t make the job offer. So we can’t control the outcome. We need to focus on the activity that leads to the outcome. What is the one thing that must happen for a talent to be hired? They get interviewed! Everything else you do in this job either leads up to that happy moment, or supports the outcome of that event. (Of course quality counts too. You have to take qualified job spec and find great talent and make a great match. But that’s a given, right?). The reality is that if you arrange for one candidate to sit opposite one client in one week, you can by definition make… one placement! And only then if all the recruiting Gods are smiling on you. But if you get three interviews on different jobs you could get three placements. Or three interviews on the same job, exponentially increases your chances of one placement. And if you get 15 candidates sitting in interviews… The point is you got to make lots and lots of interviews! So obvious I know. Yet I often hear what a great week a recruiter had, and when I dig a little… busy, busy, busy… but no CCIs! It’s in the CCI that the magic happens! So you have had a ‘busy’ week. Go, go, go. You are so tired. So satisfied you have given it your all. Ask yourself as you open that first beer Friday at 6 pm. “How many of my candidates are sitting down opposite my clients as a result of what I did this week?” None? #Fail About The Savage Truth. Based in Australia and written by Greg Savage, The Savage Truth is a resource of insights and ideas for anyone interested in recruitment and staffing. To contact Greg please email: gsavage@firebrandtalent.com
'The ‘Marketing Mentor’ - Marketing Advice for Recruitment CompaniesContributor: Alastair Campbell, The Marketing Mentor Programme.NOTE. See our schedule for the latest dates of Alastair’s new marketing course for recruiters, exclusively developed in conjunction with RMI. Show off your strengths If you’ve done a great job – tell people about it! Recruitment executives are not traditionally known for their shyness or modesty. Yet when it comes to letting the world (or at least key prospects) know about what they have been up to they tend to go surprisingly quiet. Think about it, who would you prefer to work with? A company which has won awards, has enthusiastically learnt from its customers, and supports community or industry activities - or a company who does none of those things? Most of us would like to work with companies who are clearly doing and showing their good work. Interestingly a lot of companies I speak to have either been nominated for or won awards, but they feel almost embarrassed to display any sign of achievement. Similarly many companies I know have received glowing testimonials from customers - but many do nothing with them at all. They get tucked away in a drawer or gather dust in a folder. Other companies still will support the local children's football team or rugby team or other community-based organisations – but then don't seem to mention it to their customers or even their staff. Whilst these activities will not necessarily generate any new enquiries (although an award displayed on your website or front door may do) it will help to convert more sales. Potential customers admire companies who have achieved something with their business. So how to make the most of your accolades? Here are a few ideas: If you have a presentation room, a sales meeting room or indeed any space in the company where clients may come to meet you, it is a good idea to put some time and thought into the sorts of displays you have on your walls. A reproduction of a Constable painting may look pretty, but is unlikely to close the deal. Better to display certificates, trophies, photographs and other images showing a dynamic forward thinking company that is recognised either by the industry or the local community. It's surprising the positive effect images such as this will have on your prospects. Everybody likes dealing with successful companies, and if you can demonstrate clearly that you are a successful business, people are keener to deal with you than your competitors. These days there are awards for almost everything. Customer service awards, local business awards, industry awards - you name, there is an award for it. Some awards are unbelievably difficult to get because they are highly contested and judge to an astonishingly high standard. However there are plenty of awards which not many people enter. A friend of mine recently went on stage to be given a runners-up award in an environmental category for regional business awards. He came second but out of an area covering almost 1,000,000 people, guess how many companies entered this category? Two. He came second and received a certificate and a prize. But he was still invited to a presentation dinner and photographed being given the award in front of a crowd of some 300 people. Many people imagine that entering awards takes up too much time. In fact, many awards are designed to be relatively simple to enter. You will also find that judges will often ask for similar types of information. That means entering two awards will not take twice the time to enter just one. And entering for the same award the following year will often take not much time at all because the previous year’s homework is still valid. A lot of people don't enter awards because they don't like the thought of not winning. The truth is if you are not shortlisted, nobody will know that you even entered. And if on the night you don't win the award, your company will be named within the top three companies in that area shortlisted for the prize. You might not win, but it shows clearly that you're one of the top companies in the industry or area by simply being nominated and getting to the final few in your chosen categories. There is no shame in being a finalist for the award and not winning. To find out about awards you can enter for, a simple trawl of the internet will give you plenty to work on. It may surprise you just how many different business awards that are. Take some time to look around and you will discover awards for everything from people development to the environment and beyond. If you are not an award-winning company now you certainly can be in the next 12 months if you focus your mind on the task. Alastair Campbell is MD of The Ideal Marketing Company and author of The Marketing Launchpad available from Amazon. He is offering a free 1 hour marketing consultation to all readers of this newsletter. Visit www.idealmarketingcompany.com for details or call 01858 445543.
'New! Five Day 'Train The Trainer' MasterclassBecome the very best Trainer, Coach and Facilitator you can beIn the same way that training isn’t simply about being able to present to an audience and keep them interested, coaching isn’t about just sitting next to someone at their desk and prompting them with words of encouragement. Nor is facilitating a learning session only about keeping it going smoothly and on time. Yet that’s what the majority of people are happy to achieve. Do you want to take it to the next level? Do you want to be at the very top of your game? Do you want to become the very best trainer, coach & facilitator you can be? “Yes?” On June 25th-29th 2012, Warren Kemp and his handpicked team of professionals including a Voice Coach, a Master Practitioner of NLP and a film crew will be taking you on a journey. For 5 days in a London venue chosen for its creativity-inducing ambiance, you have the chance to test yourself to the limit. You can be one of only 6 individuals taking this Masterclassto help you consistently achieve heights you have so far only touched fleetingly, if at all. Let our world class team of professionals work with you, to help shape and guide you, to truly raise your personal bar to the height you want to take it to. Who should attend? If you are: currently an internal or external trainer and/or coach and want to get more out of your sessions, get more tangible results and want to help take your trainees further, quicker. If you are: seriously considering becoming an internal or external trainer or coach but have limited (or no) experience. If you have: some responsibility for the training and coaching function within your company but have had no real guidance on how to write and deliver courses or facilitate learning. If you are: a business owner/director and want to impart your knowledge and experience for your staff to learn from more effectively than they are currently. If you answered yes to one or some of the above then this event is for you. If, in addition, you are genuinely passionate about training and are committed to testing yourself over 5 full-on days in a collegiate, creative yet professionally demanding arena, this one is for you. What will the Masterclass cover? The days will be structured to gain the best from and for the attendees which will include group sessions, individual exercises and one on one coaching. Help and guidance from the training & coaching team will be tailored to your individual level of experience/skill as well as situational conversations and sessions where everyone will share information. NOTE. You will need to bring a laptop with you to help compose content for one or two of the projects. Subject matter (non-exhaustive) will include: How to structure, deliver and assess a group training session Understanding your and your audience’s objectives Creating the best environment Developing and writing training courses How to work one to one with individuals in a coaching capacity Maintaining personal momentum & confidence Gaining individual (and group) trust and engagement The best use of PowerPoint, flipcharts and other aids How to deal with a mixed ability audience Dealing with time and other limiting constraints Insider tips, tricks and tips Building a portfolio of material Consistency and continuity of message How to handle difficult people Image – you, your voice, your body language and more Creating the right setting Training and coaching as a process Managing expectations True coaching conversations How to facilitate small and large group-led sessions The use of language, pace and tone Objectively measuring results Having safety nets in place Challenging people positively to achieve more Handling the “what ifs …” Learning the magic that separates the truly great from the rest The Trainer: Warren Kemp is one of the most sought after specialist trainers and management consultants around today. His clients span small independent start-ups to some of the major names in the recruitment industry and to date have come from 23 different countries worldwide. For more information on Warren, visit Meet The Team . Dates June 25th to 29th – London Investment: £3495+VAT per delegate. 10% deposit required to secure your place, please. Balance of payment to be received no later than one week prior to the course start date. In order to optimise your learning experience, this course is purposely run with small delegate numbers and is capped at 6.
How to Spot You're a Recruitment BoreContributor: Robert Wright, Executive Search Consultant, NRGHad a recent coffee with a mate and in turn we despaired, chuckled and grimaced when recalling recruiters we knew, worked with or had met over the years. So, as a bit of a fun posting, here's my guide to spotting if you're a Recruiment Bore. You're a RB if: 1. You can't stop interviewing whoever you meet. Whether it's the taxi driver, the barber, someone at a party, another parent at parents' evening who find yourself judging if they're employable talent. I once knew a RB who I'm told even interviewed a lap dancer prior to his dance. Please please just refrain from asking at every opportunity for a short career snapshot and where your victim sees themselves in five years' time. 2. All your friends are Recruiters. I'm all up for making friends through work but quite frankly most are work colleagues I get on with. Only some but not many are real friends. Real friends are people you hang-out with when not at work and only fleetingly ask how work's going as warm-up, small talk stuff whilst the wine is opened or BBQ lit. If you're discussing your placement pipeline whilst in the pub you need to get a wider social circle. 3. You can't switch off. I have an Iphone and don't have a problem checking emails on holiday or dealing with urgent issues in the evening or at the weekend. It's kind of the world we live in now for many if not most professions. However, I do also own a much better interactive app called LIFE and whilst not at work I really like to live it as much as possible. If that sounds odd to you then you're a RB. 4. You work a party or social event like it's a conference. You know sometimes it's OK not to greet everyone with a firm handshake and elevator pitch. You really don't have to leave them with a clear and positive impression of what you do, how you add value and where you can be contacted. Sometimes it's just much more fun spending a party getting drunk in the kitchen or being the first person on the dance floor after the bride and groom. 5. You read nothing but business books and in particular bad recruitment business books. Did ever any good come out of a business book? Really? Or do they just give you soundbites and maxims to inflict on others whilst reinforcing your own beliefs and life patterns? Try a novel. It might just make you a more interesting person. 6. When asked the old chestnut "Who would be at your dream dinner party?" they're all multimillionaire business men or sporting heroes who know how to WIN and their formulas (in your opinion) are directly transferable to the recruitment industry. GO TEAM! Pass me the electric meat carver please as I'm about to perform seppuku whilst Richard Branson, Arnold Palmer and Clive Woodward look on. 7. Every tweet and status update on your social networks is a job posting. Yawn. Who cares? Not me. Guess what? Social media is social and not didactic. The clue's in the name. Yes it's a useful place to meet people, attract candidates and find clients but only by being a human and not a RB. And here's the twist.... I know all about the above signs and symptoms as I'm a recovering Recruitment Bore who has displayed all the above at some time or another during my 14 year recruitment career. But as Ian Dury once said "I want to be straight" so I've managed to wean myself off thanks to the support network of wife, kids, family and mates who just don't take me (too) seriously - thank God. Thankfully I can now act supercilious and snigger into my coat sleeve when I meet tan-shoed, fudged-haired Mr Recruitment, or panel-dressed, killer-heeled Miss Recruiter and notice that they are a bore.
Recruiters' Guide To Researchers
Contributor: David Steel, Research Director at Exacta Research Getting the best from your teamIt’s not easy developing people. It’s even more difficult if you have to run a desk yourself as well or have other key tasks other than simply managing a team. So what can you do? The first place to start is put yourself in their shoes . What would they want from you? The five stages or pointers in this process are as follows:
Now let us look at each point in turn and the methods available to help the manager in that process.
This article was provided by Warren Kemp, MD & lead trainer of Recruitment Matters International - follow Warren on Twitter http://twitter.com/warrenbkemp. For more information, visit www.recruitmentmatters.com or email info@recruitmentmatters.com . An Offer You Can't Refuse: Leadership Lessons From "The Godfather"
Contributor: Lydia Dishman, Fast Company www.fastcompany.com UK labour market 'in the right direction', says ReedThe latest job index from recruiter Reed shows the number of online job postings rose by 9% in Q1 2012 compared to the same period in 2011.This follows the news that the number of new roles in the UK showed a slight month-on-month decline in February. The ‘Reed Job Index’ shows particular growth in the construction, engineering, IT, motoring and purchasing sectors, and growth present in every region of the UK apart from Scotland and Northern Ireland. Martin Warnes, Managing Director of reed.co.uk, says: “The latest ‘Reed Job Index’ shows that job creation has been strong during the first three months of the year. “But we mustn’t forget that, for a lot of people, finding work continues to be a real struggle, while the cost to business of employing staff remains a barrier to recruitment. The budget may have been seen as friendly to business, but the taxation burden of actually employing staff remains high which needs to be addressed by policy makers to assist continued job growth and a sustained job-led recovery.”
'Porcupine' questionsIf you can imagine being thrown a porcupine there are three things you can do.1. Catch it and let the beast dig its spikes in. 2. Jump out of the way and then wonder what damage has been done. 3. Throw it right back at the sender. It’s the same with ‘porcupine’ questions........... ’Porcupines’ are unannounced questions that give no indication as to how the questioner feels. E.g. “How quickly can you supply a candidate to us?” Option One. Typical answer. "Well, if we've got all the information on the assignment and you've signed our terms of business, then two to three weeks would be the norm." Does the client want you to act quicker? Do they think two weeks is impressive or do they think that a quality candidate would take far longer to find? Are they looking at your fee versus time spent and think that you are cheap or expensive, etc.? Do you take Option Two? "Well, we can cover that later. As I was saying,...” Wrong! Option Three. "How important is the time scale to you, John?" allows the client to tell you and you can then act accordingly. If, for example, it’s "Well, we need to move fast on this…" then an appropriate response would be "Good. Then let's get some details down. I'll fax over a copy of our terms of business and then we'll get cracking on it today." If, on the other hand, it’s "I'd rather it took three months to get the right person than you just throwing a couple of candidates at me like some agencies do...” then an appropriate response would be "I couldn't agree more, John. As I said earlier, as head-hunters, we are not an agency. The select one or two candidates that we do present to you will have been thoroughly screened and .." By doing some background checks and opening up the questioning first in conversations, you will pre-empt most potential pitfalls. However, if you're sent a porcupine and you are not sure how to handle it, throw it back quickly! 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. Follow Warren on Twitter at http://twitter.com/WarrenBKemp
Google Plus for businessContributer: Francesca James, Social Media Manager At Fresh Business ThinkingGoogle's online social networking service "Google Plus" has recently reached the 90 million user mark since it’s unveiling in June last year. Google+ , often shortened to G+ is a social networking and identity service, operated by Google. The Google+ blog says that ‘among the most basic of human needs is the need to connect with others. With a smile, a laugh, a whisper or a cheer, we connect with others every single day'. Today, the connections between people increasingly happen online. Yet the subtlety and substance of real-world interactions are lost in the rigidness of our online tools. Google say that the current way of ‘online sharing is awkward, even broken.’ They go on to say that in an effort to bring ‘the nuance and richness of real-life sharing to software’, the Google+ project began. Originally, Google+ was exclusively for humans and businesses didn’t get a look in. Despite the ban on businesses, many tried and created profile for organizations through personal accounts although these were often short-lived and closed down by Google. Google did however promise that formal business pages would come – and that they’d be worth waiting for. And in November they came. Who can set up a page? The signup process for Google+ Pages is split into five categories: Local Business or Place; Product or Brand; Company, Institution or Organisation; Arts, Entertainment or Sports; and Other. The categories are, as I’m sure you’ll agree, broad enough to house pretty much any business type imaginable therefore it seems any business can at least attempt to harness the potential of the search giant’s latest offering. Is it worth the effort? I love social media, but even I felt a bit overwhelmed when another social network was added to the ever growing portfolio of networks that businesses ‘should’ be on, so I needed a little persuasion. In a quest to find some, I visited the ‘Google+ your business’ page. Google say that ‘creating a page brings you closer to your customers, fans and followers’ and that the network allows you to: - Start real face-to-face conversations with Hangouts - Create circles to share the right message with the right people. - Help people recommend you on Google Search and ads with the +1 button Not being a page owner myself…yet, my opinion was staunchly on the fence so I took to Twitter (my current network of choice), @Alexandramarr was the first to get back to me; she said that her business has a Google + business page although she’s perhaps not as active on it as she should be. One of the reasons she gives for this is because only one person can access it. This is because G+ business pages are bound to one personal G+ account only. Therefore, before you get too click happy and set one up, it’s vital to consider who will own the business page. Once created, there is no leeway (at least at the moment) to transfer or share ownership. Alexandra also said that a reason for her lack of activity on the network is due to the fact that you can't send updates from Tweetdeck, which supports what I would call the other ‘big 3’ — Twitter, Facebook and Linkedin. I agree that for the time-hungry, the option for one post to perform multiple duties is appealing although from my limited experience of G+, I can see that it is different and perhaps should be kept that way. Its introduction to a multi-posting application like Tweetdeck would probably mean that it would start to churn out the same cloned information that is already clogging up our Twitter and Facebook feeds. Personally, if I visit a brand or company page in a different (albeit virtual) location, I want to see something different. It’s not all bad though, I received some great comments about G+ pages — namely the fact that, as Malcolm Graham told me ‘It’s important for getting traffic to your site'. Online shopping site @shopstyleUK also tweeted me to let me know that they use it because ‘It's good for SEO’ (Search Engine Optimisation). @LynseySweales from Norfolk based SocialB says that although G+ is still very new, ‘it’s obvious due to it being Google’s own social media network that it will have and is already having an impact in the SEO world.’ So what can you do as a business to make sure you don’t miss out on this SEO opportunity? Lynsy says that a business should ‘complete the ‘About Us’ section — and think about keywords, trying to link them to your website, blog, other social media platforms and then start to promote your Google+ page on your website and your other social media accounts. By promoting the page you will get more people adding your page to their ‘circle’ Becky Yardley, SEO Marketer for Appliances Online added that ‘businesses that create fresh, unique content that people will share on Google + will see an increase their ranking within search results because Google takes into account the level of engagement with your site through how many people have 1+ a piece of your content (similar to a Facebook Like)'. So other than acting as a SEO power pill, what are the other benefits? As I said, I’m not professing to be a Google+ expert, so feel free to challenge me on these, but from what I see, here are some more reasons why G+ is here to stay: - As I mentioned earlier, the audience is already huge, 90 million and growing — how many of those could be potential fans or customers? - The circles function is a great way to target specific groups of people. You can post updates that will only be seen by certain smaller audiences, for example a special promotion that you want to keep exclusive. - It’s Google - it looks great. It’s simple and clean and user friendly. I think it’s clear, even from this introduction that Google+ has the potential to change the game. I also think that, knowing Google, the G+ project will evolve and in time it will become a vital component of any marketing plan. Google+ probably isn’t for everyone, it may not be for your business but you’ll never know if you don’t try. Businesses who embrace new ways of communicating and engaging with their network are much more likely to find right platforms for them. Ready to get your business set up on Google+ Pages? Head to the Google+ registration page to get started. Recruitment Matters newsWell, it’s already after Easter – where did that first quarter of 2012 go?Whether you’re looking for training in headhunting, interview techniques, business development, social media or marketing we’ve got something for you. And don’t forget our two day induction for your new recruits. Feedback on the first of our new courses, Candidate and Client Control has been excellent, and we’re very excited about the June launch of Warren’s Five Day ‘Train The Trainer’ Masterclass Thank you to all of you have already attended our ‘New Year kick-start’ via ‘Recruiting In A Tough Market 2012’ which finished as an open course in March but is still being run for several clients on an in-house basis. If there are any other courses that you feel we should be offering or places we should be visiting, please email ken@recruitmentmatters.com . Our in-house training activities continue to be many & varied, and it’s something that we enjoy doing as it gives us the opportunity to develop a greater involvement with our clients. In fact we’re right in the middle of a very interesting project at the moment, developing an online training programme for an international client. Ideally, do plan a good couple of months ahead if you can. We’ll always do our best to accommodate your requirements and don’t like to disappoint if we can possibly avoid it. In order to optimise your learning experience, most of our courses are purposely run with small delegate numbers and are generally capped at 12 (just 6 for our ‘Tratin The Trainer’ Masterclass). Book now to avoid disappointment! See our latest April – July 2012 training dates below. 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. Finally, remember, if you can’t come to us, we can come to you to deliver an in-house version of any of our courses to meet your specific objectives. Contact ken@recruitmentmatters.com for more information or call 0800 0749289 or, if you’re overseas, 0044 1529 410586.
RECRUITMENT MATTERS INTERNATIONAL: April - July 2012 Open Training ScheduleAttending an open course is not only a highly cost effective way of learning, it also gives you a chance to interact with your peers from other organisations, taking on board their viewpoints and experiences. In order to optimise your learning experience, most of our courses are purposely run with small delegate numbers and are generally capped at 12. Book now to avoid disappointment!
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.
SUCCESSFUL HEAD-HUNTING (one day)
Investment £299+VAT
Running time 2:00 - 5:30pm.
Running time 9:30am - 1:00pm.
Investment £495+VAT
Investment £299+VAT
Investment £299+VAT
Investment £299+VAT
Investment £299+VAT FIVE DAY 'TRAIN THE TRAINER' MASTERCLASS (maximum of 6 delegates) Become the best Trainer, Coach and Facilitator you can be Jun 25th to 29th - London Investment: £3495+VAT per delegate. 10% deposit required to secure your place, please. Balance of payment to be received no later than one week prior to the course start date. Link
For more information on these courses and our other services and products, visit www.recruitmentmatters.com, email info@recruitmentmatters.com or call Julie or Ken on 0800 0749289 or, if you're overseas, 0044 1529 410586. Contact us
Recruitment Matters International Ltd
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