In this month's newsletter...

Welcome to our July newsletter

Best wishes to all from the Recruitment Matters team!

This is our July 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.

And first the BIG news, as the 10 week countdown begins to Recruitment Matters’ 10th Anniversary! What a promotion we have lined up for you with unbelievable discounts on offer for our loyal clients. If you have used our services between 1998 and 2007, then learn how you can claim 10% discount off your next booking FOR EVERY YEAR that you have worked with us during this period ie up to 100% off!! But next week, it’s down to 9%, and the following week, 8%.... See the first article below for full details.

Now here is a worrying statistic. Nearly one in two recruitment staff in the UK are thought to be at risk from data theft at work, because they are using an out-of-date web browser, said computer support company Ulysses IT. New research has revealed 45% of all internet users don’t keep their browser, such as Internet Explorer or Firefox, correctly up-to-date. Ulysses warns this is leaving recruitment agencies’ computers vulnerable to malicious programs.

Peter Turner, technical director, said the risk comes from surfing the web.
He said: “If you don’t keep your computer up-to-date it is easier for a piece of malicious software, known as malware, to install itself and transfer data from your computer over the web. For recruiters and their staff that is a very worrying prospect.” Turner added that keeping computers up-to-date is free and easy – but people simply forget to do it.

News from Monster UK that it now has four million CVs currently posted on the Monster.co.uk website – more than 13 per cent of the working population in the UK. According to the Internet Advertising Bureau, the recruitment sector leads the market with 25.7 per cent of all advertising being online. UK internet advertising expenditure grew 38 per cent year on year to reach £2.8 billion in 2007.

Featured below are three news items and reports that have particularly caught our eye recently, including positive findings on the reliability of mature workers, bad spelling in CVs being one of employers’ pet hates, and the lack of interview skills in line managers.

Still on the subject of interviewing, we have a contribution this month from Rory Fidgeon of A & DC with news of a case study at Toshiba who have successfully applied CBI-Smart software to significantly enhance the efficiency of their competency based interview procedures.

Elsewhere, we have another fine contribution from our networking expert, Will Kintish, with the first of two articles on ‘How to follow up and keep in touch.’ Our research expert David Steel is back with an amusing anecdote about a misunderstood head-hunt call. We also have some great advice from Neil Kirby, this time on having a recovery strategy when things don’t quite go to plan. And, of course, we feature tips from our very own trainers, Warren Kemp and Matt Wilson. For more of our tips and advice, please visit http://www.recruitmentmatters.com/free.php .

We like this to be very much 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.

10 years. 10% discount. 10 chances. 100% guaranteed.

Recruitment Matters is in our 10th year of business. In 10 weeks time Recruitment Matters and founding trainer Warren Kemp will have been providing quality training and advice to the staffing industry for 10 years – it will be our 10 year anniversary. Yes - 10 years! Now, as you will know, we aren’t shy in making people aware of what we do, but we think you have to agree – 10 years in recruitment training and still kicking is pretty impressive.

Call it reciprocation/karma/what goes around - call it what you like, but we would like to thank you for the support you have given us over the years so that you can benefit from a stunning opportunity.

How does a 10% discount off your next training booking for every year in the last decade you have supported us grab your fancy (that’s the 10 years from 1998 – 2007)? It does? Great – let us explain how it works.

For every year that you booked us for some form of training or support (it could be one person on a one day open course in 2004) you get 10% discount off your next booking. So, as an example, you called upon us in 1998, 2001 & 2007 that’s 3 x10% = 30% off the next training we do for you. If it’s booked this week! Next week is 9 weeks to go on the countdown to our anniversary, so we are offering 9% discount. Week -8 = 8% and so on, right through until the end of September.

So dig out your records – find out which years you paid us a fee and for every year in which you used us, you get 10% off. Couldn’t be simpler could it? If you miss this week thinking about it, then it’s down to 9% next week so get your skates on. If you’ve used us every year that’s potentially a free training day!

We conducted a recent survey through a questionnaire to our client base and those that responded will be getting a fully detailed confidential report quite soon (thank you!) but, as a quick expose, a significant number of respondents said that motivating their staff in these economically challenging times was a major concern for them. Well, giving them some quality training (at a price that works for you) has got to help in many different ways. Email ken@recruitmentmatters.com under the heading ‘10th Anniversary Promotion’ or call Ken on 01945 461561 to seize this unique opportunity.

Older and wiser?

According to new research released by UK employment law firm Peninsula, 77% of bosses consider mature workers amongst the most reliable employees in the workplace. 87% of employers surveyed also say older workers are beneficial for business. The report highlights that employers favour those with experience when looking to recruit.

Peter Done, Managing Director of Peninsula said, “Employers are now seeing through the stereotypical views associated with age. Mature workers are now viewed as a credit to the workforce rather than a hindrance. Where previously employers have held ageist concerns about these workers, such as them not having relevant computer skills that are now essential in the workplace, they are now finding that these worries are no longer a problem.”

Mr Done continues, “Bogus sickness in the workplace has been high on employer’s agendas for some time and those recruiting more mature employees have found this employment strategy helps to combat this problem. Older employees are less likely to be absent from work claiming bogus sickness when in fact the time off is needed to cure a hangover from the night before which is often the case within a younger age bracket.”

Bad spelling tops employers’ list of CV pet hates

A recent poll from Select Appointments has revealed that misspelt words are top of the chart when it comes to employers’ pet hates.

Select, part of Randstad, has highlighted the factors most likely to irritate a potential employer when considering an applicant’s CV.

Spelling mistakes were by far the biggest pet hate with 54 per cent of employers polled citing this as their biggest irritation. 17 per cent admitted to being annoyed by a bad layout, and 16 per cent said they are turned off if an applicant’s resume is too long.

At the other end of the scale, only 1 in 10 employers identified the use of ‘buzz words’ as a pet gripe.

Nicola Severn, spokesperson for Select, said: “Although it is obvious from the research commissioned by the Spelling Society that many individuals are not as competent at spelling as they would like to be, when constructing a CV attention to detail is vital. Basic spell check facilities are available on the vast majority of modern computers and as such there is no excuse for sloppy spelling. A CV should be seen as a chance to shine. It is a direct reflection of the applicant and if the CV is considered inaccurate or badly organised, there is a danger the applicant will be too.”

Recruiters’ Guide to Networking

Contributor: Will Kintish
How to follow up and keep in touch [1]

This is Will’s seventh article on ‘working the room.’ Following on from last month, he shares more of his ideas with you on how to follow up and keep in touch.

1. Follow up and keep in touch, otherwise why network? Or is it the free food and drink?

2. Ask for the other person’s card; there’s lots of useful information there.

3. Read it carefully and comment. This shows that you’re interested in your new contact. “Oh I see you are based in Park Road”. “That’s an interesting way of spelling your name”.

4. Ask permission to contact them in a few days to find out more about them and their business. Generally, now is not the time to be doing serious business negotiations.

5. Write the date you agree to call on the back of the card - within their sight. This shows commitment and links to the next stage.

6. Mark on their card where and when you met and any other interesting facts. Do this out of sight, back home or in the office.

7. Offer your card even if they haven’t asked for it. They may look at it after the event and when you call they are more likely to remember you having read your name.

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.

Recruiters’ Guide to handling researchers

One of our consultants came over to me today in fits of laughter. She’d just put the phone down having completed an approach to an individual who shall remain nameless – you will see why I’ve spared him the embarrassment of revealing who he is in a moment – let’s call him ‘Peter’, a ‘Sales Manager’ for ‘ABC Plc’:

Exacta: “…and I work as a Search Consultant for an executive recruitment research business. We’re handling an interesting opportunity just now for one of our clients and through our networking and referrals work, you’ve been identified as the kind of person we should be talking to about it. Can you spare me two minutes to listen?
Peter: “Oh, sorry love, I think you’re confused…I’m not the HR Manager!”
Exacta: “Erm…yes…I know that. You’re the Sales Manager, aren’t you?”
Peter: “Aye, that’s right – but you want Pam, our HR Manager. I’ve got her number here…somewhere…hang on…” (rummages around)
Exacta: “Sorry Peter, maybe I didn’t explain myself very well? I’m a head-hunter, OK, and we have a client that has an opportunity that might be of some interest to you?”
Peter: “Yeah, I know – I heard you the first time, but as I say HR deal with all that type of stuff. Recruitment ‘n’ that. Here we go – Pam Smith, telephone number 07768 234…”
Exacta: “No Peter…stop…it’s not HR I need, it’s you I want to see if you’re interested in joining another company!”
Peter: “…685 – she’ll speak to you, though I don’t know if we have any vacancies at present, to be honest…”

And so it went on. We eventually got through to him the concept of what we were trying to do, though I don’t think that Peter gets head-hunted very often. Perhaps it was a blessing for our client that he was quite happy where he was and had been for the last 22 years, given the initial call.

We got talking in the office about how different people, depending on the sector in which they work, react to our approach calls. Some know before we even get two words out who we are and what we’re trying to do, others need a couple of explanations before they’ve clicked that they’re being head-hunted. The key skill is to treat each person and each call on its own merits.

Many are head-hunted regularly, so become cynical and weary of such calls. I’ve lost count the amount of times a quantity surveyor or a commercial lawyer in London has told me that I was the third person that week to call them about a potential move. You grin and bear it, and continue to convince them that the opportunity you’re handling is special and different, but many are so prone to head-hunt calls that they almost don’t listen and go through the motions just to be polite. Some don’t even bother being polite! The smart ones listen and judge your approach as a stand alone opportunity, regardless of how many times they’ve been tickled that week.

On the other hand, certain sectors (or more junior level people) rarely get approach calls. Clients will often worry that we’ll be handling a niche/off the beaten track type of assignment for them, or maybe handling a role at a lower salary band, and that we won’t find anyone. However, I tend to enjoy those pieces of work as my argument has always been that where there aren’t many candidates there are also not that many opportunities, therefore that particular group of people often quite enjoy and are interested in calls from researchers as they don’t hear from us very often. The hit rate can often be much higher; less approach calls but a nice crop of candidates. Perfect.

Poor Peter is, thankfully, in a minority. The response we usually like to get up top from people we’re approaching is a little bit of mystery (“who has referred me, I wonder?”), a little bit of curiosity (“I wonder what this opportunity is? Could it be the one?!”) and a little bit of excitement (“the timing of this call could be perfect!”) – the last thing we want to hear when kicking off an approach call full of enthusiasm is a big sigh followed by an exasperated: “go on, then – what is it?”.

That’s when you know you’ve got your work cut out!

David Steel is Research Director at Exacta Research, a recruitment research company who provide a candidate research service to help clients find the best possible candidates across all sectors and levels. For further information email david@exactaresearch.co.uk, visit www.exactaresearch.co.uk or call 08000 856 618.

“I’m confused.com”

It seems that, on UK television at least, you can’t escape from that damn advert. You know the one – www.confused.com searches multiple sites for the best price for insurance, finance and utilities, using rather annoying cheesy characters to tell you to do it. Well, it got me thinking about multiple search engines that help recruiters to do what we do. It also made me question why there is only one merger and acquisitions committee, but back to the point…
Here are a few I thought of that are worth a visit at least :
www.indeed.co.uk – all the advertised jobs in one go. Great when needing to do some ad chasing when a named company have placed their own one.
www.pipl.com – dig in to find what’s available on a named person before phoning them or presenting them to a client.
www.dogpile.com – the top 12 or so search engines combined in one, enabling you to search against Google, Yahoo, MSN, etc all at the same time.
www.hoovers.com – free and paid for information on companies, people and industry. Get a good level of information for free, and, if you need to dig deeper, then pay a fee.
www.pandia.com - list of hundreds of search engines, directories, databases, social sites and all sorts.

Warren Kemp is principal 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 or email warren@recruitmentmatters.com.

Recovery strategy

Contributor: Neil Kirby

In business as in life, things don't always work out the way we'd planned and sometimes this feels downright rotten. It can go one of several ways - for some people when things go wrong, it becomes the motivation to do better next time, eg "that'll never happen to me again.” For others it may be retreat, comforting themselves that "life's not fair" or "it's not my fault".

So how do we dictate which way it will go for us? As you'd expect, I believe it's mostly down to the way we think about the situation we find ourselves in.

1. Believe that you have choice. No matter what situation you face or the set-back you've experienced, you have a choice about how you react. Whilst you can't change what has already happened, you can choose how you are affected by it and how you respond to it. Write down "it is my choice how I react, now I choose to do ….."

2. Acknowledge what's happened and how you feel - but keep to the facts. Acknowledge how you've contributed to the situation - but make no judgment about what this means. We can often get things out of proportion and start questioning our ability. Stick to the facts - this is where you are now.

3. Recognise what you've achieved and what you've done to get you this far in life. What did you do, what steps did you take, what state were you in? Some people focus on what went wrong. Winners reflect on what they've done and re-live excellence. It's like a mental rehearsal. Focus on what worked well, do it again. Apply it to the current situation.

4. Take notice of the things you're saying to yourself or out loud to others. For example, "it's not fair" - who said it was? Is it helpful to think this - or does it distract you from doing something about the situation? What would be more helpful to start saying or believing - maybe "what can I learn from this situation?" or "how can the experience make me stronger?" So rather than feeling aggrieved, you might think of the experience as a blessing - it provides you with an opportunity to grow.

5. Focus on what you want - remember you can't go back to the way things were, or wish that the situation hadn't arisen - it has. So accepting things as they are now, how do you want the situation to be different in the future?

6. Ask yourself, what can I do to change the situation? Take this one step at a time. What's the very next thing that I can do now?

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).

Line managers lack interview skills

Research has revealed that line managers are not sufficiently involved in the interview process. This is despite HR professionals agreeing that this is important to ensure candidates have a good fit with the job requirements and culture of the company.

Over one third of HR professionals said that when line managers were involved in interviewing, they were not as effective as they could be, mainly due to a lack of training and preparation.

According to the research by SHL, only 30% of line managers have been provided with any interview training, making it unsurprising that 20% feel nervous beforehand. Some admit that they actually dread it. However, the majority of line managers said they would like to be more involved, to ensure the candidate has the right skills and experience, and fits with the team and company culture. So, employers would be wise to invest more in supporting them during the process.

Reassuringly, this opinion is shared by HR managers and directors, with a resounding 90% of them expressing a positive attitude towards line manager involvement in the interview process, as this would free up HR time to dedicate to more strategic activities.

On the topic of psychometric testing, the research has found that 35% of line managers don’t see the results. This suggests many don’t have all the information available to make an informed recruitment decision, and of those who do see assessment results, only half say they fully understand them. Some admit a complete lack of understanding.

Claire Little, VP, Training at SHL, commented, “It is crucial that line managers meet and assess prospective members of their team, in order to ensure that they have the correct competencies and personal fit for the role. However, our research has shown that this isn’t happening enough and when it does, managers have rarely had any training or guidance on interviewing effectively.”

Toshiba Information Systems discovers new and quick online tool to double its chances of hiring the right people through the use of competency based interview techniques

Toshiba Information Systems, a world leader in high technology, is using a new online interviewing tool to more than double its chances of hiring the right people from the hundreds of candidates it interviews each year. CBI-Smart, from A&DC, enables Toshiba’s UK HR team to quickly, easily and inexpensively use proven Competency Based Interview (CBI) techniques with an online database of hundreds of questions prepared by A&DC’s team of psychologists.

Competency Based Interviews offer a fair and objective method of assessing candidates so interviewing becomes a reliable predictor of ability, personality, competency and interpersonal skills.

Susan Stevens, head of HR for Toshiba UK, explains, “We’ve been successfully using a competency based interviewing approach for 4 years or so. Typically, each recruitment adviser would create a recruitment plan before interviewing, including job descriptions, competencies and preparing relevant questions. It was all very time consuming. CBI-Smart as a technology was something we had wanted for awhile, but hadn’t been able to find”.

Toshiba’s HR team recruits for about 50 positions each year, for a UK workforce of 400. Stevens adds, “Recruitment is a significant part of our function, plus we shortlist candidates for line managers so they only interview 2-3 people and aren’t spending hours and hours interviewing. For us, competencies screen out unsuitable candidates.

“A touch of a few buttons and CBI-Smart has a competency based interview ready for you. We think it’s fabulous. It’s made our working lives much easier. At Toshiba Information Systems online tools such as CBI-Smart are fundamental to the way we work in HR and will complement our other on line initiatives such as web based appraisals, self service and flexible benefits.

CBI-Smart enables interviewers to easily create best practice interview guides within 15 minutes, from a database of hundreds of questions prepared by A&DC’s team of psychologists. Guidelines and tips are offered throughout. Extra training is not sold as an essential add-on, but is available to customers who wish to learn from A&DC experts, leaders in assessment and development.

Rory Fidgeon, Senior Consultant Occupational Psychologist for A&DC, explains, “We recognised that increasing numbers of organisations want to harness the benefits of CBI quickly, simply and at an affordable price. CBI-Smart offers this opportunity through a one-stop, easy to use online service based on our knowledge of working with hundreds of clients worldwide in a multitude of industries. Competency Based Interviews are the best known way to recruit the right candidates, and we wanted to simplify the process for every interviewer. CBI-Smart does just that.” www.cbi-smart.com . For more information, email rory.fidgeon@adc.co.uk .

Walk tall

It’s no longer just a concern that the market might tighten – it’s happened. We recently ran a survey of recruiters at one of our training courses and the findings to the question “How is your market in comparison to this time last year?” came back as :
20% slightly better, 40% the same, 40% worse.

It’s clear therefore that everyone needs to work harder than usual. Even the 20% whose market is better should be maximising the revenue potential.

It isn’t, though, just about hitting the phones and sending emails late into the night. I’m talking about making yourself visible – attending events, doing voluntary work, getting exposure via the press, dining with clients in troubled times even when they don’t have vacancies, holding CV enhancement workshops for your out of work candidates, contacting outplacement agencies, taking on an odd role for a client outwith your usual area “as a favour”, sending people industry stats & articles that they would appreciate knowing about, building an online community, giving talks on how to handle searching for a job in a bad market. These kinds of actions put you in touch with people who will give you valuable up to date information.

The cake may be smaller but if you increase the size of your slice you will still have a profitable desk, that’s for sure. The very best recruiters can increase their revenue in troubled times by acting smarter, outworking their competitors, investing their time for long term gain and putting themselves about. Don’t hide away, don’t go home at 6pm and hit the bottle or hide on the sofa, get out and about and be seen to be out and about.

As Val Doonican used to sing:
“Walk tall, walk straight and look the world right in the eye
That's what my mama told me when I was about knee high
She said son, be a proud man and hold your head up high
Walk tall, walk straight and look the world right in the eye

All through the years that I grew up, ma taught these things to me
But I was young and foolish then and much too blind to see
I ignored the things she said as if I'd never heard
Now I see and understand the wisdom of her words”

Matt Wilson is a consultant with Recruitment Matters and is offering a wide range of courses for 2008. For more information on Recruitment Matters, our training courses, services and products visit www.recruitmentmatters.com, telephone 0800 0749289 or email info@recruitmentmatters.com.

Recruitment Matters news

We’ve told you once, we’ve told you twice, and now we’re telling you a third time! Recruitment Matters is celebrating our 10th Anniversary by launching the biggest promotion in our history. Even if you have only used us 2 or 3 times over the years, that means that you are entitled to claim 20 – 30% discount off your next course booking. NOTE. This applies to both in-house and open courses, so please get in touch as soon as you can to maximise the benefits of this unique offer. We can’t promise to repeat it for our 11th Anniversary….

We have a question, primarily for our European subscribers – we are planning to take our ‘Successful Head-Hunting’ course to a major European city later this year – where do you suggest that we should go (and keep the answers polite, please!)?

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.

There are some minor changes to our open course training schedule, so please use the latest version below.

RECRUITMENT MATTERS: August – December 2008 Open Training Schedule

To download a booking form, please click here.

TRAIN THE TRAINER (two days)
Trainer: WARREN KEMP
Oct 21/22nd – London
Nov 25th/26th – Birmingham

Investment £595+VAT
‘Bring A Friend’ £495+VAT
Link

SUCCESSFUL HEAD-HUNTING
Trainer: WARREN KEMP
Aug 8th – Leeds
Aug 19th – London
Sep 2nd – Birmingham
Sep 9th – London
Sep 12th – Bournemouth
Sep 30th – Manchester
Oct 7th – London
Oct 14th – Birmingham
Oct 24th – London
Nov 4th – Manchester
Nov 11th – London
Nov 25th – London
Dec 2nd – Bristol
Dec 15th – Birmingham
Dec 16th – London

Investment £325+VAT
‘Bring A Friend’ £245+VAT
Link

HEAD-HUNTING FOR RESEARCHERS AND RESOURCERS
Trainer: MATT WILSON
Aug 5th – London
Aug 14th – Birmingham
Sep 2nd – London
Sep 10th – Manchester
Oct 7th – London
Oct 14th – Birmingham
Nov 11th – London
Nov 18th – Manchester
Dec 2nd – Birmingham
Dec 9th – London 

Investment £295+VAT
‘Bring A Friend’ £225+VAT
Link

NEGOTIATION SKILLS FOR RECRUITERS (half day)
Trainer: MATT WILSON
Oct 1st – London
Nov 19th – Birmingham

Investment £99+VAT. "No Negotiation!"
Link

RECRUITING IN A TOUGH MARKET (half day)
Trainer: WARREN KEMP
Aug 20th – Birmingham
Sep 19th – Manchester
Oct 10th – London
Nov 14th – Birmingham
Dec 5th – London

Investment £99+VAT
Link

BUILDING & RUNNING AN EFFECTIVE SEARCH DESK (two days)
Trainer: WARREN KEMP
Sep 23/24th – London 
Dec 11/12th – London 

Investment £595+VAT
‘Bring A Friend’ £495+VAT
Link

TWO DAY INTRODUCTION TO RECRUITMENT
‘Induction for new recruits'
Trainer: MATT WILSON 
Aug 11/12th – Birmingham
Sep 3/4th – Manchester
Sep 25/26th – London
Oct 29/30th – Birmingham
Nov 5/6th – London    

Investment £495+VAT
‘Bring A Friend’ £425+VAT
Link

INTERVIEW SKILLS FOR RECRUITERS
Trainer: MATT WILSON 
Aug 27th – Manchester
Sep 30th – London 
Oct 8th – Birmingham
Nov 25th – London 
Dec 3rd – Manchester

Investment £245+VAT
‘Bring A Friend’ £195+VAT
Link

WINNING NEW BUSINESS
‘Telephone Skills For Recruiters'
Trainer: MATT WILSON      
Aug 28th – London
Sep 11th – Manchester
Oct 2nd – London
Nov 13th – Birmingham
Dec 10th – London   

Investment £245+VAT
‘Bring A Friend’ £195+VAT
Link

GAINING CLIENT COMMITMENT (half day)
'Secure More Profitable Vacancies'
Trainer: MATT WILSON
Running Time: 9.30am - 1.00pm
Aug 29th – London
Sep 5th – Birmingham
Oct 23rd – London
Nov 26th – Manchester
Dec 4th – Birmingham

Investment £149+VAT
'Bring A Friend' £129+VAT
Link

TIME MANAGEMENT FOR RECRUITERS (half day)
Trainer: MATT WILSON
Aug 13th – London
Aug 20th – Birmingham

Investment £149+VAT
‘Bring A Friend’ £129+VAT
Link

MANAGING TEAMS AND MENTORING PEOPLE (half day)
Trainer: MATT WILSON
Sep 23rd – London
Sep 24th – Birmingham 
Oct 15th – London
Nov 12th – Birmingham
Dec 11th – Manchester
Dec 16th – London

Investment £149+VAT
‘Bring A Friend’ £129+VAT
Link

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

Contact us

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

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