In this month's newsletter...

Welcome to our January newsletter

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, news from ourselves at Recruitment Matters about our training courses, products and services.

As always, we feature our latest training schedule. A number of you have been asking about our Q2 2009 schedule which will be released very shortly.

We would like to draw your attention to a promotion of note that we’ve arranged with our old friend, networking guru, Will Kintish. As you will read below, as a Recruitment Matters newsletter subscriber, you are entitled to £20 discount off Will’s next web seminar on Feb 11th titled ‘Discover The Secrets Of Great Networkers!’

We continue to make progress on our own webinar plans. Thank you 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.

We see that the Chartered Management Institute is calling on the Government to offer tax relief to businesses who provide training opportunities for their staff. This call is based on the results of a survey conducted by the CMI, who consulted 1,118 senior executives.

Nearly three quarters (74%) of respondents would like more financial support from the Government to aid the development of their employee’s skill base. 57% say that flexible working regulations must be applied across the whole workforce, and over half (51%) are calling for a reduction in business taxes.

Ruth Spellman, the Chief Executive of the CMI, comments: “We are calling for tax breaks for businesses investing in their staff and are developing our proposals with key partners. Put simply, employers should be encouraged to develop staff because a depleted organisation with fewer skills to call on is less likely to survive the recession. It isn’t a question of bailing out business or massaging unemployment figures, but creating a strategy for survival that reduces redundancy rates over the long-term.”

We at Recruitment Matters are also in the process of investigating funding opportunities for client training and hope to have more to report on this shortly, too.

Another survey that caught our eye this month relates to the issue of management motivation.

New research conducted by SHL, a specialist in talent assessment solutions, has discovered that there are striking differences between what motivates different employees. SHL found out that only a quarter of employees find their manager to be motivating all or some of the time.

Interestingly, men are more likely to be demotivated by poor senior management (38%) and poor line management (29%). Women are more affected by criticism (17%) and poor relationships with colleagues (19%).

Younger employees (18 to 34) are more inclined to become disheartened by work that does not interest them (35%) than those over 35 (26%). Furthermore, nearly a third (30%) of respondents said they rarely or never find their manager motivational.

James Bywater, Head Psychologist at SHL, comments: “A motivated workforce is crucial to ensure employees are happy, engaged, productive and good advocates for the company. It doesn’t always take a lot, but it is important to ensure that you are motivating the right people in the right way, as everybody is different.

“Some people are motivated by money, competition and high pressure, while others prefer encouragement, team working and being appreciated by colleagues. Getting it wrong can lead to unenthusiastic and unproductive employees, which can have a devastating effect on the bottom line.”

This seems like an appropriate moment to remind you that our one day course Introduction To Management is subtitled ‘Managing Teams and Motivating People.’ For more information, please click here.

Our thanks go again to regular contributor, Neil Kirby, this time for his article on goal setting. We also feature tips from our trainers Warren Kemp and Matt Wilson, all of which will be featured in our upcoming half day courses on Client Generation During The 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.

'Discover The Secrets Of Great Networkers!' Web Seminar by Will Kintish

SPECIAL OFFER £20 off – quote ‘RMI01’ when enrolling. Normally £135+VAT – just £115+VAT for Recruitment Matters International newsletter subscribers.

Following the success of our 2008 programme of web seminars, we are pleased to announce the first in the new series for 2009!!

In the current economic climate, being a confident and effective networker will set you apart from the crowd. You become more visible, always feel in control and will always create more business opportunities than the average. There’s still work around, the business world hasn’t fully closed, all it means is people wanting to sustain and maybe survive, have to try that little bit harder. Stop waiting for those referrals and existing clients coming back for more, it's time to become more proactive - attend more business networking events and make the most of your opportunities.

Presenter Will Kintish, the UK’s leading authority on Business Networking, will educate and entertain you on the basics of networking - ideal for those that have never networked before and would like to start from the beginning, or those who would like to brush up on the basics.

What is covered?

The Basics...
• What networking is and what it isn't
• The Kintish networking system
• The skills and traits of great networkers

Working the Room...
• Arriving and breaking the ice
• Moving in and out of groups
• Moving on with respect and courtesy
• Making introductions with ease

Creating the right impression...
• Remembering names
• 'What you do'
• Dealing with small talk
• 'Interested' v 'Interesting'

What you will get from the Seminar
As well as being able to hear Will Kintish live in action, you will also have the opportunity to ask questions at the end to resolve any networking issues or questions that you may have. Remember, for the price of just £135+VAT £115+VAT (remember to quote RMI01 when enrolling) you can have as many people watching and listening as possible, therefore proving great value for money!

WHEN
Wednesday 11th February 2009

TIME
1:00pm - 2:00pm

WHERE
Your Desk!

COST
£135 + VAT £115 + VAT for as many people as you like

WHAT YOU NEED
All you need is a computer screen, an internet connection and a telephone line with a loud speaker facility.

How to enrol
Email enquiries@kintish.co.uk or call the office on 0161 773 3727. Quote RMI01 for your £20 discount!

Will Kintish and his team show people how to attract more business and clients by helping them become more confident and effective business networkers. For more information, email willk@kintish.co.uk, visit www.kintish.co.uk or call 0161 773 3727.

Some recruiters remain positive

Recruiters are remaining positive despite gloomy predictions from the CIPD’s chief economist, John Philpott, who said this month that the speed and size of the contraction of the UK economy had been heart shattering. He added that any relative optimism about the outlook for jobs this year and next had all but evaporated.

Nina Johnson Bennett, managing director at hospitality recruiter Management Search Executive, says that her views are at odds with Philpott’s gloomy economic appraisal.
“I disagree with what John is saying. I think it is based on doom and gloom. Companies are still trading and expanding. It might not be at the same rate as last year but they still need talented and skilled people. From our point of view, we have had an increase of enquiries which have been very positive. Just recently, enquiries have increased 50%.”

While opportunities fall away in Dubai, hospitality recruiters see Abu Dhabi, the US and Africa as growth areas for the sector this year.

Mark Norris, chief executive at Profile says “Dubai has an eerie feel about it, as many of the cranes have fallen silent and a good few projects have gone on hold. However, there are a huge number of hotels and restaurants to work in even if things are somewhat different to 12 months ago. There is still plenty of opportunity for qualified hospitality workers.

“The location which I feel rather more confident about is Abu Dhabi. On the new Yaz Island alone, home to Formula 1 in 2009, there will be many thousand job opportunities created as there will be throughout Abu Dhabi, a land in the state of total transformation. One area that I tip for the best opportunities over the next few years is Africa, particularly the eastern coastline.”

Paul Rogers, managing director at Admiral, adds: “I think people are going to start going back to the States. There is huge positivity around Barack being inaugurated. There is good value and I think hospitality in the US is going to get stronger.”

Michael Bolger, director at HR recruiter Badger Associates, says that in his market “If you are at the senior end of the market as we are, companies are less likely to get rid of their senior staff. I do not think we could have averted the situation we are in but what has happened is that we have made the situation a whole lot worse due to a downbeat media. Recruiters have to take a positive attitude because we have a duty towards our candidates as well as our clients. The candidate does not want to call up a recruiter and be filled with doom and gloom.”

If you have any views on the role that the media has played during the downturn, please email ken@recruitmentmatters.com.

Expand your horizons

There’s no hiding that’s times are tough.

First of all please don’t change your market overnight – there’s still work there for you in your own market. You might have to kiss a few more frogs along the way and ask a few more out for a date than you have had to previously to even get the chance of a kiss - but the princes are still out there. Companies shedding staff are also losing people they didn’t want to lose because key players jump ship when times are uncertain. These companies may not want to advertise a role when they are making people redundant – but they will need help from time to time.

Look lower, higher, wider. If you are in a vertical market, then ask for roles from CEO to maintenance & cleaning staff. If a client has used you before or you are experienced in a certain sector, why wouldn’t they give you the roles? After all you know your stuff and understand their organization. If you need new business and times are hard, then every £2k fee is every bit as important to cashflow as a £20k fee. After all, there are probably more £2k fees out there right now than £20k ones.

If you are experienced in a specific function then take that function horizontally across all sectors & industries. Broadly speaking, a finance director could do that job in IT or Legal, in Engineering or the Public Sector.

And don’t be restricted by geography – I’ve delivered training in 6 different countries in the last 4 months alone – of course I’ve had to adapt my style and information accordingly but 80% of my material has held true. Amsterdam or Aberdeen, it’s still, broadly speaking, the same role you will be filling.

Please do consider your black book of contacts or your company’s historical database. You will have existing clients – then old and lapsed clients and, of course, potential clients. Work them all and work them hard.

Of course, you can diversify and keep existing contacts. Your market might be really struggling right now but please don’t drop it ....if you are going to diversify into other markets, do, please, keep in touch with your existing contacts. After all, if your market turned again in 12 months time, then having to phone a good previous client up to say “Sorry that I haven’t been in touch for the last year but, Hi...” isn’t going to win you much business.

If you are going to diversify, do your research thoroughly into existing & new markets. Read well through the industry press and by checking the job boards for what percentage of jobs they have, and what percentage of specific industry sectors they relate to and, within those, what roles. That will help you find out what’s hot and what’s not.

Please, do call all your contacts for advice - ask advice from everyone. Add all that advice up and you will be pretty much current with your knowledge and can then create a strategically developed plan of action.

Finally, I want to ask you a question before you embark on the journey. Would you open a new business in this market? If the answer is no, then, for example, don’t go into nursing recruitment if up until now you have been in financial services. It’s far too big a learning curve in what may be just too short a time span for it to work for you. Play to your strengths - you have many. Yes, it might be tough right now but it’s even tougher when you don’t know much about what you are talking about, so if you are going to diversify, do it logically into a sector relevant to your experience!

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.

Headcount reductions planned but skills shortages still exist

Headcount reductions in the first half of the year will be broader and deeper in the UK than those made last year, but skill shortages will continue to exist, according to a survey of HR decision makers by global recruiter Randstad.

Among the findings were:
- Almost half (46%) the organisations said they plan to make cutbacks in the next few months, compared to 38% who made headcount reductions between the summer and mid-November last year
- The proportion of organisations planning reductions that expect to cut more than 10% of their employees is due to double to 22%
- More than half (55%) of the organisations with more than 10,000 employees expect to make reductions in the next few months
- 55% said that they were experiencing skills shortages, with the key areas of demand being managerial, operations and IT.
- 70% report that the UK still has a long-term skills problem.

Fred van der Tang, managing director, Randstad UK Professional Services, says: “Whilst our research shows that headcount reductions are likely to be significant in the coming months, it indicates that many organisations believe they will still be short of key skills to cope with the recession.”

Goal setting

Contributor: Neil Kirby

Firstly Happy New Year - we seem set for a period of uncertainty and perhaps significant change for many and I'm sure that our attitude or mind-set during this time will be crucial to how we come through it. A lawyer I met recently facing the prospect of a dwindling business, realised that he hadn't enjoyed it for many years and the downturn presented him with an opportunity to do something else, something he'd enjoy.
The climate we are in will present threats and opportunities - it will be each of us who decide where our opportunities are.
I was reminded recently of something I'd said back in 2003, in an interview for the YMCA. I'd completely forgotten the interview, including the question "do you have any ambitions?"
I was taken aback because my response had been:
• to travel more widely e.g. Peru
• to dive off the top board of the Hatfield swimming pool
• to scuba dive the Barrier Reef, and
• to watch Hull City in the Premiership.
I'd added a note of caution (most relevant to this last ambition) - "some are more realistic than others!"
I smiled as I considered how it's turned out, especially at this time of year when we're making resolutions and setting business goals. As you may know the last year has been a wonderful journey as my son, Thomas, and I have trekked from Newcastle to Portsmouth via Wembley watching Hull City. After 104 years of effort, they finally made it to the Premier League - showing that you can succeed with a limited budget. Even for non-football fans, it's an incredible story for anyone or any organisation going through change or facing a bleak outlook.
And what of those other ambitions?
Some have happened - we have travelled (though Kenya rather than Peru); we've been diving in the Red Sea - the Barrier Reef is planned for when Deb and I turn 50!; and I've not made it to the top board.
Reflecting on this has been an interesting experience. So what have I learned?

Goals Work
I don't take credit for my football team's success, but identifying the things you want to do or achieve seems to make them more likely to happen. In my case I'd forgotten about the one's I'd listed - I wasn't checking on them every month. But being clear in your mind what it is you want, brings it into focus and influences decisions you make later.
Often in life we think about and talk about the things we don't want. So perhaps it's unsurprising that sometimes this is exactly what we get - more of what we don't want.
So if even vague goals provide a focus or direction, imagine the difference if these goals or ambitions are clearer, more specific, and are then reviewed regularly.
I'm sure the fact that I've not achieved all those ambitions is because I wasn't clearer - so I now use the idea of "Moving the flag", which you can download for free from my website to plan out your goals and ambitions. Before we get too far into this new year, go ahead and set some ambitions or goals.

Failure or feedback?
So, having not achieved all of the ambitions, have I failed?
I guess it depends on your outlook. You can think of it in that way - for some people it will be the motivation to re-group and work harder. For others however, they may take failure personally and retreat, become defensive or give up altogether. This might prevent us from trying things for fear of failure in the future.
Alternatively you might simply think of it as feedback - an opportunity to learn and improve. Ask simply, "what have I learned from the experience and what can I do differently next time that will produce a better result?"
This is especially true if your personal circumstances have changed recently or if you find yourself in a situation you hadn't planned. Now is not the time to dwell on why it's happened or the unfairness of it. It's the time to regroup or refocus on what you want to do next and what you need to do to make it happen.
I realise that it can be difficult to get this perspective, so please do call me if you want to clarify any ambitions that you have or want help to plan your next move.

Enjoy what you have
Though not all, I have achieved some of the aims I'd set. That's still more than if I'd not set any goals at all. So remember to celebrate what we have achieved and be grateful for what we have.
We're often so busy striving for more, that we forget to enjoy what we have now - including our friends and family.
This is perhaps more important than ever in this economic climate. Consider what is most important to you, at work and at home, and whether you need to pay more attention to these.

If you have any questions or comments on this article or issues you face, please contact me (in confidence) on 01707 395850 or email me at neil@neilkirby.co.uk. There’s no obligation.
Neil Kirby is a life coach and a leading practitioner of Neuro Linguistic Programming (NLP).

Rise in unemployment not all bad news

This month’s rise in unemployment to 1.92m is not all bad news.

Mark Cahill, Manpower UK’s managing director, says that after a period of uncertainty, in which many employers put off making any changes to staffing levels, temporary recruitment could be given a boost. “As businesses adjust and reassess their workforce needs, we are more likely to see employers hire temporary over permanent staff until such time as the economic outlook stabilises. The lure of a temporary workforce is that it is highly flexible… Employers should look at redeploying their existing workforce or consider creative solutions that will allow them to retain their workforce during this difficult time, before making redundancies.”

Responding to the latest figures, REC (Recruitment and Employment Confederation) chief executive Kevin Green says: “This gives great cause for concern but the recruitment industry will respond by working with Jobcentre Plus in getting people back into work as soon as possible. However, this can only be achieved if the government does not make matters worse by removing the VAT staff hire concession which will result in up to 150,000 temporary jobs being put at risk in the financial services, education, health-care and charity sectors.”

Chris Banks, chair of the Learning and Skills Council, says: “We need to insulate against this wherever possible and so I urge companies to take advantage of money designed to pay for good quality leadership skills that will help managers and leaders to steer their organisations through these very difficult times.”

Colin Birchall, chief executive of Pertemps People Development Group (PPDG), describes the surge in unemployment as “heart-breaking news” Thousands of job opportunities are still available, he adds. There are around 500,000 vacancies in the marketplace in a wide range of sectors including warehousing, retail and leisure, Birchall says.

Shan Saba, director at brightwork specialist recruitment, advises that there are still opportunities out there for Scottish jobseekers. “Even though there is a bleak picture on the marketplace, we have noticed that certain employers are still recruiting and are taking advantage of the market and employing new candidates in Scotland.”

Overcoming Client Objections

How might we deal effectively with objections?

One way is to prolong the dialogue, and that’s best done by asking questions. The person who is asking the questions is in control of the conversation, and the person who is doing the answering is on the back foot. There is a three letter acronym I want to share with you and it is ASQ which stands for Acknowledge – Statement – Question. It works like this..

When someone raises an objection, firstly acknowledge it – “OK Tom, I understand.”
Then give them a statement – “Many of our clients initially felt like that until we showed them how cost-effective an external recruiter can be.”
And finish with a question – “Have you ever spoken with a recruiter when you personally have been looking to move?”

I’m sure that you can hear, with the right sort of response, just how effective the ASQ technique can be. The example I gave you was actually a bit more subtle than just pure ASQ – what I did with my question at the end was to move away from their objection to a different subject matter. So when we are given an objection such as “We don’t deal with recruiters” – my questioned response was “Have you ever spoken with a recruiter when you personally have been looking to move?” This progresses it to his or her own personal experience and, therefore, if they valued the help they were given by a recruiter when they were seeking work, it shouldn’t be too difficult then to switch that back to deal with their original objection. For example, we could then say “And that’s why we can present you with great candidates – candidates of your quality and required standards.”

If they didn’t value the service they received, then we ask them why not, get their answer and then we can say “If the recruiter had done it the way you wanted it, would there have been a better outcome?” Tom answers “Yes,” and then we finish with “… and that’s why we can present you with great candidates – candidates of your quality and required standards.”

Finally, of course, if they haven’t used a recruiter personally when job seeking we would ask them why that is, and they might say something like “I’ve always gone direct – I am quite well connected.” Our response is then “Tom, for someone of your quality, but who is perhaps not quite so well connected and who might prefer a third party to make a discrete approach on their behalf, recruiters can be of great benefit to them - and that’s why we can present you with great candidates – candidates of your calibre.”

So, tactically, ASQ works well in its own right and if we add to that a question that steers away from the objection onto a different topic – one where they can agree that recruiters can be a good asset - then we can then take them back to our original reason for calling with potentially a more positive response from them the second time around. Go on try it!

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.

HR professionals need to be adaptable

HR departments should seek professionals that can adapt to an ever-changing work environment brought about by the recession, according to HR recruiters.

Claire Needham, director at Network HR, observed that her clients currently require candidates to be “calm, professional, resilient and adaptable in the current changing marketplace. There is definitely an emphasis on skill-set and candidates who do have experience of change management are in demand for their expertise,” she adds.

John Maxted, chief executive at HR recruiter Digby Morgan, says: “Anyone in this current climate has to be resilient and adaptable. It is tough times and people need to adapt to a very challenging environment.”

Making time to gain more clients

Making the right use of your time is vital.

How much time you need to spend on business development will and, by the way, should dictate the way that you run your desk. I could rattle on about “to do lists” and I hope you use one and write it the night before and review it 3 times a day. I could talk about prioritisation but, frankly, that could be ever changing depending on your circumstances and the way you run your desk could look quite different to a colleague’s because of your current situation at any given period of time. Instead, here’s what I’d like you to do..

List down in simple headlines the individual component parts that make up your job. So they would include administration, business development, candidate sourcing and so on – you will probably end up with between 6 & 10 headlines. Now write down the percentage of time you think that the perfect recruiter – and I do mean the perfect one and of course there is no such thing - but how much time in percentage terms, in any given week, that Mr or Miss Perfect would spend on each of those parts of the job that make up whole.

Then write down how much time in percentage terms YOU spend on each. Then, and you probably need a buddy to discuss this with - work out how you can adapt, change or amend what you do to get nearer the perfect model. Because it’s that list and the amount of time you spend on certain key tasks that is allowing you to make the fee revenue you are currently generating and that same list is stopping you bringing in the fee revenue you would like to. Business development isn’t necessarily about having fantastic skill to do it. As long as your standards and ability are acceptable, it’s much more about having the time to do it. Sort out the way you run your desk and with decent skills and ability your results will increase dramatically.

I will leave you with that thought and with one simple little tip. Get yourself a ‘post it’ note and write on it “Can this wait?” …. If that stops you answering an email that’s just arrived and isn’t time conscious compared to candidate sourcing or hitting the phone to clients, then you will work more effectively. Always ask yourself “Can this wait?” and this will help you to prioritise and, therefore, do the important stuff first.

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, as previously reported in our weekly e-flyers, we seem to have created quite a stir with the launch of just 6 half day seminars during Jan/Feb on Client Generation During The Credit Crunch – just £29.99 per delegate. Our January dates for Birmingham and London are complete sell-outs. In January alone we’ll be welcoming over 250 delegates – we still have some places available in February. For more information, please click here.

Also, please note that we have another new one day course which addresses the needs of the current market scenario and is for anyone who wants to move their client relationships on to the next level – see here for more information on Gaining Exclusive Vacancies.

The third title in our three new audio CD set is How To Win New Business Over The Telephone and will be released w/c Feb 9th.

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 is looking forward to visiting Amsterdam next week where we’re now running Successful Head-Hunting on Feb 2nd and Credit Crunch on Feb 3rd. Don’t forget that we’ve added Munich on March 30th for Successful Head-Hunting.

We hope that you enjoyed Warren’s and Matt’s new tips for this month – you will find many more on our free tips page http://www.recruitmentmatters.com/free.php which is regularly updated.

Please see the schedule below for all our open course dates through to March 2009. April – June dates will be released within the next two weeks.

RECRUITMENT MATTERS: January 2009 – March 2009 Open Training Schedule

To download a booking form, please click here.

RECRUITMENT MATTERS: January 2009 - March 2009 Open Training Schedule

CLIENT GENERATION DURING THE CREDIT CRUNCH (half day)
Trainer: WARREN KEMP
Jan 28th - Birmingham SOLD OUT!
Jan 29th - London SOLD OUT!
Jan 30th - Manchester (It's OK, we've hired a bigger room!)
Feb 3rd - Amsterdam €49
Feb 24th - Birmingham
Feb 26th - Leeds
Feb 27th - London

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

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

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

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

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

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

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

Investment £325+VAT
'Bring A Friend' £245+VAT
Includes free CD set worth £129 'How To Head-Hunt Anyone You Want To'
Amsterdam/Munich: €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)
Feb 11th - London
Mar 6th - Birmingham
Mar 18th - Manchester

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

INTRODUCTION TO MANAGEMENT
'Managing Teams and Motivating People'
Feb 4th - Birmingham
Feb 18th - Manchester
Mar 4th - London

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

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

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

For more information on these courses and our other services and products, visit www.recruitmentmatters.com, email info@recruitmentmatters.com or call Emma or Ken on 0800 0749289 or, if you're overseas, 0044 1483 755559.

Contact us

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

Unsubscribe

To unsubscribe from this newsletter please click here.