In this month's newsletter...

Welcome to our June newsletter

Best wishes to all from the Recruitment Matters team!

This is our June 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.

It’s now no surprise to read that British firms are suffering job cuts, a sharp decline in sales and a freeze on recruiting permanent staff, according to a survey of the UK’s leading business troubleshooters. More than 40 per cent of the interim executives questioned by Alium Partners said their most recent client company was feeling the impact of the credit crunch. They also reported the economic downturn was curtailing expansion plans.

Interim recruiter Alium questioned 1,072 candidates working at chief executive and director level - one fifth of whom are in manufacturing and 15 per cent in financial services. The interims reported the downturn was manifesting itself through tightening on expenses (49 per cent), downturn in sales (42 per cent), recruitment freezes on permanent staff (30 per cent) and job cuts (29 per cent).

Nick Robeson, chief executive of Alium Partners, commented: “Our survey provides a revealing glimpse into the current state of British commerce and industry because interim executives are able to view difficulties objectively. It’s interesting that most interims say a clear strategy (41 per cent) and strong leadership (32 per cent) are key factors in the companies weathering the current economic climate.”

It is becoming increasingly clear that not all industry sectors are suffering the same downturn at the moment. Indeed, the Monster Employment Index reports moderate overall growth in online recruitment, with the highest increase in demand during May being experienced in healthcare, social work, education and training. For the full UK report visit http://corporate.monster.com/Press_Room/MEI/May08/EU/EUMEI_UK_May08.pdf
and for other European markets visit http://corporate.monster.com/Press_Room/MEI_EU.asp

This is also borne out in the latest contribution from our expert researcher David Steel of Exacta Research who shares the ups and downs in his own company’s experience during the turbulent first half of 2008.

You will read below an article about demotivation being a major destabilising issue in the workplace. As a counterpoint to this, we found it interesting to read in another survey that non-monetary incentives significantly improve staff retention. This piece of research, from Gfk NOP, found that the number of staff looking to leave ‘within a year’ is significantly higher among employees without any form of non-monetary recognition (44%) than those who receive non-monetary recognition (25%).

The research also showed that employees respond well to development opportunities (90% ranking it as effective), being awarded a non-monetary prize or award (87%) or being thanked (74%).

Sukhi Ghatore, associate director in Gfk NOP’s business division, said: “It’s well documented that non-monetary reward is an important motivator for staff, but the affect on employee retention of failing to embrace such recognition is quite startling. UK employers are risking losing significant numbers of staff, in many cases because they’re not even taking the time to do something as simple as saying a formal thank you.”

On a different note, have you been watching ‘The Apprentice’ in recent weeks? Aside from the furore about the winning (ex-recruiter) candidate telling a blatant lie in his CV which was littered with spelling and grammatical errors, it seems that at least one company has been inspired by the task-oriented selection format…

Change management recruiter Circle is to adopt an ‘Apprentice-style’ approach to hiring new recruits. Circle will recruit three or four head-hunters after putting candidates through a two week assessment involving tasks in roles across the company’s business.

‘The Apprentice scheme will allow us to identify and nurture local talent to meet the needs of our prestigious clients,’ says Circle managing director Henry Massey. ‘As an Exeter University graduate myself, I know that we have the talent and ability in the south west to compete with London firms.’

So, what do you think about this concept and have you tried it in your company and, if so, would you like to share your experiences with us? Please email ken@recruitmentmatters.com

We’ve also got another informative article from David Lyons, MD of eBoss Online Recruitment Solutions, this time challenging whether small businesses, in particular, really need to incur the overheads of the traditional office.

We have another fine contribution from our networking expert, Will Kintish, with the second of two articles on ‘How to move in then move on.’ We also have some great advice from Neil Kirby, this time on ‘moving the flag’ inspired by writer Cathy O’Dowd. 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’re also grateful to Stuart Ellis of Chadwick Nott Legal Recruitment for his review of our ‘Recruiting In A Tough Market’ course.
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.

Demotivation leads to instability

New research has revealed that one in three UK employees are demotivated at work, and, significantly, 43% are considering taking action and leaving their job in the next 12 months.

The research, which carried out by YouGov on behalf of Investors in People UK, found that the top three demotivating factors for employees were:

• Unreasonable workload (18%)
• Feeling underpaid (18%)
• Lack of clear career path (17%).

Overall, nearly half of employees (44%) claim their organisation has failed to continue supporting their career development beyond their initial induction period. Over a quarter (28%) of employees also said they felt unsupported by their managers.

Commenting on the findings, Simon Jones, Chief Executive at Investors in People UK, said, “This research reveals a worrying picture, not only because such a significant proportion of UK employees are demotivated, but because it suggests that valuable employees may be heading for the door. It’s also important to highlight that employees that have been with an organisation for just one to two years are most likely to want to leave, given nearly half claim their employers focus their efforts on the initial induction stage but then, as employees settle in, let employee development fall down the list of priorities.

“Employees, however long they’ve worked in an organisation, want better support from their managers alongside clear and effective feedback on their performance. This support is vital when it comes to mapping out career paths and identifying relevant training and development. Without it, employees are likely to drift and depart rather than stay engaged with their organisation’s objectives. We hope this research will act as a reminder to employers of all sectors and sizes, ensuring they stay alert to the signs of employee demotivation and take action to address it. Those that don’t, risk losing valuable talent and experience.”

Recruiters’ Guide to Networking

This is Will’s sixth article on ‘working the room.’ Following on from last month, he shares more of his ideas with you on how to ‘move in then move on.’

11. Watch for people’s body language. If a couple are standing face to face the chances are they don’t want anyone interrupting. If they are standing side by side it is more likely you will be welcomed. Ask permission to join.

12. Approach a group of three (where there is a gap) and wait on the edge. Catch the speaker’s eye, smile and it is almost certain that they will smile back. The other two will turn to face and welcome you by introducing themselves. My experiences tell me this almost always happens.

13. Ask permission to join this group and never change the subject. Join in at the appropriate moment adding to the current topic.

14. Watch the body language. Closed 3’s or 4+’s are saying, "We’re happy here, don’t disturb us yet.” Only approach open groups.

15. Think. If you don’t approach 1’s open 2’s and 3’s you spend the whole time alone or never make new contacts. Consequently, you only ever talk to the ‘same old people’.

16. Stand side by side with someone rather than face to face. It makes it easier for you to see others and is a sign you want others to join in. If you don’t, close the space.

17. Move on when you meet an unfriendly or rude person. Life’s too short spending time with those sorts of people.

18. Stay late at networking events, it’s usually in the last hour that the serious networkers build the strongest relationships.

19. Thank your hosts before leaving and send a note of appreciation the next day. Politeness is good for business and it sets you apart from the crowd.

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.

Recruiter’s Guide to handling researchers

Contributor: David Steel, Exacta Research
“2008 – There goes the half-time whistle…”
For those of you who haven’t had time to look up at the calendar of late (and most of us know that feeling…), it may come as a surprise to you to learn that it’s June already and that half of the year is almost over. That’s right; half of 2008 is done and dusted with. Where does the time go?

This, of course, means you should be halfway towards your target now. You are, aren’t you? Sure you are! Everything is going to be fine, isn’t it? Isn’t it? Maybe not. It can’t be denied that it’s been a strange old year so far and all of us are well aware of how tough the economy at large is just now, so it might well be that ‘standing still’ (or even just plain old survival) is the best you and your business can hope for come the end of the year.

We work for recruitment businesses of all shapes and sizes around the world – from a ‘recruiter in a shed’ to the big players with regional offices dotted about the place – and therefore have a fairly unique insight in to a variety of sectors and how they’re performing through our clients. What has been interesting this year is the noticeably busy sectors and those that are fading away.

For obvious reasons, the financial services sector hasn’t been as buoyant for us as it has been over the last few years. A vast proportion of the work we did in 2006 and 2007 was financial services and related, where as we’ve barely scratched the surface in 2008. Indeed, a couple of smaller clients I know who used to give us chunks of financial services work have either changed sector or have sold their businesses and have been swallowed up by more diverse recruitment firms.

Clearly the ongoing problem with the housing market has had a knock-on effect on the construction industry and its suppliers. Again, we know a good number of construction/engineering recruiters who are struggling to find assignments – many of their clients are shedding staff, not recruiting them. The PFI/PPP sector still provides us with regular assignments (we’ve done a number of “Project Director needed for a £300m mixed-use scheme project…” pieces of work this year), though regular/more mainstream construction assignments are few and far between.

Like a see-saw in the park, when one side goes down the other side always comes up – it’s no different for us. We’ve almost naturally replaced a lot of the financial services, construction, etc., assignments with public sector; education, health and government in particular, consultancy, legal and retail research. In terms of the retail work we’re getting through from consultants, that sector appears to show little sign of panic just now. Clearly the economic problems we face are more difficult for certain sectors rather than right across the board.

More so than in any other year since 2003, looking over the past 5 years, we’ve noticed a real black & white pattern in terms of sector activity – a lot in markets A, B and C, yet hardly anything in D, E and F sectors, which is quite surprising given we’re a generalist research business which has never hung it’s hat on one particular area. Some clients are very busy, whilst others are fighting for whatever they can get.

Let’s see what the second half of 2008 brings us. For now, change your shirt, have a quick suck on that orange and take a deep breath – it could well be a real scrap in the second half.

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.

Market getting tough?

Today is never the same as yesterday or, indeed, tomorrow and that is particularly the case within the recruitment industry. Even the most positive minded amongst us will at some point think ‘it has simply not been my day today’ and I’d like to share a quote with you that may just put all the highs and lows of our industry into perspective.

It is from Ralph Waldo Emerson and it goes like this: “Finish every day and be done with it. You have done what you could. If some absurdity crept in forget that as soon as you can. Tomorrow is a new day; you shall begin it well and serenely and with too high a spirit to be encumbered with your old nonsense.”

I’m not talking false smiles and a sickly “I’m so happy” demeanour but, come on guys, put life into perspective – not picking up a vacancy after four hours of calling isn’t life threatening, but worrying, stressing and working yourself into a negative habit may be! Life has a habit of delivering just what you wish for and in the current tough climate I will leave you with the thoughts of a lady called Neanie Scott – she is famous for a saying you have probably heard all your life – “Hard work never harmed anyone.” Go on, outwork your competitors with a positive mentality; you will soon be fitter, tougher and better than your competitors and with both a healthy heart and fee income!

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.

Moving the flag

Whatever your role or position there may be times when you're overwhelmed by the size of the task you've taken on, or simply don't know where to start. One technique I share with clients in confidential one-to-one sessions and the group workshops, is to think of it as "Moving the Flag", an idea inspired by hearing Cathy O'Dowd talk about climbing Everest - she was the first woman to climb Everest successfully from both sides.
The problem with ‘overwhelm’ is that we're not thinking clearly, and too many thoughts becoming jumbled in our mind. A way out of this is to create some structure to these thoughts.

• Know what it is that you want. Whether you call this your goal, your outcome, what you want to achieve, be as clear as you can about it. It needs to motivate you to get out of bed in the mornings, especially on days when you may not feel at your best.
• At the same time, consider too what's important to you in life or to your business - your longer-term goals or values.
• On Everest, the goal for many is to reach the summit. For Cathy, her priority was to get back home safely. This is important - it affects the decisions that you'll take, decisions on Everest that really are about life and death. Make sure that what you want (your goals) are right for you and will give you what's important to you.
• Next break down this challenge into a series of smaller, achievable steps, stages or milestones. We rarely achieve what we want overnight or in one easy step. So what are the things we need to achieve along the way to our goal?
• As each step is completed or milestone achieved, recognise what you've achieved and plan the next step. Like "Moving the Flag", step by step you'll reach the top.

To help you work through this, this extract is available on my website together with a downloadable planning sheet. Write your goal, milestones and next step out on the sheet, give yourself a deadline and put it somewhere where you’ll look at it, so you can remind yourself to do what it takes.

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).

Working smarter – do you need the office?

I often wonder why small businesses, especially those new to the market invest so much in infrastructure and put themselves in debt from the outset. Do you really need an office with a nice leather chair, brand new photocopier and expensive telephone system? In fact, utilising the technologies and services on the market today, it might be possible to run your business to suit your lifestyle, maybe not from a sandy beach on the other side of the world, but some smart changes could drastically cut your overheads and afford you more time for you.

I am not, of course, suggesting we all pack up and head for the airport, but I think it’s worth knowing your options should you ever feel the need to change the way you work. If you look at the regular office lifestyle, before you even get to the office there's the time spent travelling, money spent on petrol, coffee, parking and lunch, and the collection for someone else’s birthday. Then there is the trip home or maybe a few pints after work followed by a taxi home and a possible parking fine the next day, Ouch! Seriously though, if you worked differently you may find you had more quality time for your business and a lot more funds in the bank for that holiday or to get you through leaner times.

The technology and the services are out there to ensure you can maintain, if not enhance your corporate identity whilst treating yourself to more freedom in your working life, allowing you to choose where and when you want to work.

When discussing this with colleagues the type of obstacle issues that arose were all to do with the receptionist, the phone, the fax, the database, and where to meet candidates. We’ve tried and tested numerous services and should anyone want a copy, then please email me. In a nutshell, you can avail yourself of some very good PA services that learn about your business and manage your diary; fax now goes to email; databases are available as hosted online systems; phone systems are available that allow you to change your destination number instantly online. Back in my days in recruitment, even when we had an office, we liked to interview our candidates in the lobby of the nearest hotel. If that’s not for you, you could also use the facilities of the many virtual offices, some even offer rooms/desk by the hour with full office facilities.

So, if you can’t face going into the office, remember that you can bring the office to you, wherever you choose to work.

David Lyons is Managing Director of eBoss Online Recruitment Solutions. www.eboss.co.uk, email david@eboss.co.uk or call 0845 355 0565.

Raising the bar

Have you ever tried something or done something that went wrong, where the outcome did not meet your expectations or had a totally different effect from the one you strived for? Good.
How many times do your ideas and new actions fail?
How many new ideas do you come up with every day or every week?
How many times do you take a calculated risk or chance with something outside your normal way of working?
Ever tried a marketing campaign that bombed?
Ever tried a new pitch on a client and were rejected?
Ever have someone say ‘I told you so?’
Ever come up with a hair-brained scheme to bring in new business?
Ever come up with an idea that was so radically different from the way your business previously worked?

If you answered ‘no’ to any of the ‘ever tried’ or ‘ever had’ questions then you haven’t been testing your own capabilities or boundaries anywhere near to the level you should. Self development only comes about when you learn something about yourself with every new action. Go out there and push back the boundaries and raise your own bar. I know you are the type of person who relishes a challenge and wants to improve all the times because if you were not you wouldn’t be reading this now.

Go out and do it, the outcome isn’t the issue – action is the key!

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.

Course Review: ‘Recruiting in a Tough Market’

Contributor: Stuart Ellis, Chadwick Nott Legal Recruitment

As someone with around 15 months in the recruitment industry, I had yet to work in a period of economic uncertainty. I attended the session to see how I could work at my most effective in such a climate.

The session was delivered by the revered recruitment trainer, Warren Kemp, and one of his Recruitment Matters co-workers, Matt Wilson.

The first instructed part of the session was a workshop on charging higher fees and minimising the chances of clients asking for reductions. Warren rightly pointed out that charging a lower percentage of first year annual salary translates into a higher percentage reduction of actual fee income. For instance – say a recruiter normally charges 20% of first year salary as a fee. A client negotiates the recruiter down to 15% of first year annual salary as a fee. The fee income is reduced from £4000 to £3000 – a fee reduction of 25%, not 5%.

The second part of the session was focused on clients and making relationships more profitable. Warren and Matt explained over 10 key factors that recruiters must focus on to gain client trust, commitment and, hopefully, loyalty. Each attendee was then asked to evaluate their own client relationships using 10 criteria and see where improvement could be made – or whether effort would be best spent elsewhere.

In order to assist us with this task, Warren and Matt introduced the ‘Client Audit’ – a measure as to how ‘recruiter friendly’ an organisation is, as well as ascertaining how many recruiters that business uses.

There was also a discussion on how and why to contact clients, as well as some very helpful suggestions to enable regular dialogue between clients and us.

Overall, I found this section to be excellent at pointing out where client relationships aren’t as strong as they could be, why this is, whether the situation is worth rectifying, and how to go about it if it would be advantageous.

The session then moved on to how to sell to clients with the aim of providing solutions. This was a brief, but information-packed, section that helped us to focus on:

• Identifying the correct solution before we try and sell it (database, headhunt, retainer, etc)
• Negating any difficulties that had arisen with the use of the solution previously
• Handling objections.

This segment was a good primer on sales strategy - something that sales and recruitment trainers tend to overlook - as well as technique.

The course then shifted emphasis to maximising candidate relationships. Commencing with a reminder that the only criteria we should use are those stipulated by our clients and how to find out this information, the discussion then covered obtaining candidate referrals. Warren and Matt identified 5 key moments when a request for a referral is most likely to succeed and why this is better than a ‘scattergun’ approach.

This was followed by a tutorial on how to use candidate relationships as an information-gathering tool to enable us to build information on the businesses in the market sector(s) we recruit in, the key names and the functions these cornerstones provide. I am a bit of an obsessive when it comes to finding out about clients. This is partly due to the fact the people from a legal background (those that I recruit) are trained to make decisions based on factual information. I try to find out as much as I can about a law firm to satisfy this lawyerly train when discussing vacancies of possible interest. Warren and Matt’s presentation on market mapping will enable me to build as much background as possible and enhance my ability to provide information that my candidate audience needs to decide whether a position is right for them.

After a snippet on the use of social networking websites, the third and final section of the course was delivered. The idea here was to assimilate all the information we had been given and using it to run an effective desk. This covered a broad range of topics such as how to build trust (including a nifty equation to demonstrate how trust is won), use of KPIs versus use of targets, and marketing our own recruitment services.

Warren reminded us of the tried-and-tested copywriting formula, AIDA; discussed how to write to sell generally and rounded off with how to make sure any testimonials you have are used to attract and keep new candidates and clients.

I’ll admit to being sceptical as to whether a course not designed with a desk speciality in mind would be any use, but I was pleased to be proven wrong. Although not all of the information given was relevant to my own performance, I will be able to use at least 60-70% of the course. It was also delivered in a friendly and informal way and there was excellent banter and interaction between Warren and Matt. A nice touch at the finish was that the attendees were able to select one of Warren’s books on recruitment for no extra cost.

The course was ideal for a relative newcomer to the industry like myself, giving new insights into better relationship management. Having said that, I think recruiters of any level of experience would benefit from attending as the course would help them to refocus on the rudiments and pick up tips along the way.

Overall – an excellent course.

Stuart Ellis is Consultant, Legal Executives and Paralegals for Chadwick Nott Legal Recruitment. To contact Stuart, call +44(0) 121 237 6027 or email stuartellis@chadwicknott.co.uk .

Recruitment Matters news

First, a reminder that we have a new two day course which we’re launching next month, ‘Train The Trainer.’ This course is for anyone involved in staff development where training or coaching sessions are required, and will be ideal for someone with no training experience or for individuals with experience but no formal training in designing and delivering training sessions.

Another of our newer courses ‘Managing Teams And Mentoring People’ has proved quite a success with our London date in June being completely sold out. If you can’t wait for our next one in September do, please, consider an in-house option. Contact Ken, ken@recruitmentmatters.com to discuss this opportunity further.

As you may recall from last month, we don’t intend to be flippant or underestimate the challenges in the current difficult economic climate, but we do all have a choice whether to just take it on the chin and tough it out or take proactive action, whatever that may be. We certainly advocate the latter option and, indeed, are taking steps internally to work smarter and simply make things happen. If you think that we can help you in any way whether by your attendance at one of our open courses or, perhaps, by us visiting you for a ‘Company Health Check’ we would be pleased to hear from you.

We’re aware that this is the time of year when many of you recruit your trainees from the new graduates who are now coming onto the market. Don’t forget that you can give them the ideal start to their careers by enrolling them on our popular ‘Two Day Introduction To Recruitment’ course.

NOTE. A couple of weeks ago, we changed some of our open course dates for late July/early August. It seems that some of you are still working from an earlier schedule, so please see below for information on all our dates and locations through to September 2008. October-December 2008 will be announced soon.

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.

RECRUITMENT MATTERS: July – September 2008 Open Training Schedule

To download a booking form, please click here.

TRAIN THE TRAINER (two days)
Trainer: WARREN KEMP 
Jul 24/25th – London
Jul 30/31st – Birmingham

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

SUCCESSFUL HEAD-HUNTING
Trainer: WARREN KEMP
Jul 2nd – London
Jul 22nd – Birmingham
Jul 29th – London
Aug 8th – Leeds
Aug 19th – London
Sep 2nd – Birmingham
Sep 9th – London
Sep 12th – Bournemouth
Sep 16th – Bristol
Sep 30th – Manchester

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

HEAD-HUNTING FOR RESEARCHERS AND RESOURCERS
Trainer: MATT WILSON
Jul 2nd – London
Jul 8th – Manchester
Aug 5th – London
Aug 14th – Birmingham
Sep 2nd – London
Sep 16th – Manchester 

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

NEGOTIATION SKILLS FOR RECRUITERS (half day)
Trainer: MATT WILSON
Jul 24th – London
Jul 31st – Birmingham

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

RECRUITING IN A TOUGH MARKET (half day)
Trainer: WARREN KEMP
Jul 11th – London
Aug 20th – Birmingham
Sep 19th – Manchester

Investment £99+VAT
Link

BUILDING & RUNNING AN EFFECTIVE SEARCH DESK
Trainer: WARREN KEMP
Sep 23/24th – London 

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

TWO DAY INTRODUCTION TO RECRUITMENT
‘Induction for new recruits'
Trainer: MATT WILSON 
Jul 22/23rd – London
Aug 6/7th – Birmingham
Sep 3/4th – Manchester
Sep 17/18th – London    

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

INTERVIEW SKILLS FOR RECRUITERS
Trainer: MATT WILSON 
Jul 3rd – London
Jul 29th – Birmingham
Aug 27th – Manchester
Sep 30th – London 

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

WINNING NEW BUSINESS
‘Telephone Skills For Recruiters'
Trainer: MATT WILSON      
Jul 9th – London
Jul 16th – Birmingham
Aug 28th – London
Sep 11th – Manchester   

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
Jul 10th – Birmingham
Aug 29th – London
Sep 5th – Birmingham

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

SUMMER SPECIAL!!! £99+VAT if you book on ‘SUCCESSFUL HEAD-HUNTING’ in 2008
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 

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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