In this month's newsletter...

Welcome to our June newsletter

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

Well, the UK General Election has come and gone and we now have the novelty of a coalition government. Yesterday,Tuesday, June 22nd we learned something about our collective financial fate in George Osborne’s emergency budget. The much heralded VAT rate hike to 20% came as no surprise but at least it won't be implemented until Jan 2011

According to the British Retail Consortium (BRC), whilst a 20% rise in VAT would cut the deficit by £11.3 billion after a year, it would also result in 30,000 fewer jobs in the UK. After a four-year period, consumer spending would be cut by £3.6 billion and 163,000 jobs would be eliminated. 

Whilst their research concludes that there is no way the Government can ultimately raise large amounts of revenue without affecting the economy, the BRC has called on the current administration to prioritise public sector spending cuts over tax rises. 

Stephen Robertson, Director General, BRC, comments: "The main tool has to be cutting non-vital public spending. Removing some of the previously-planned National Insurance increase and signals that the Chancellor will look for an 80:20 split between public spending cuts and tax rises are a welcome start. Business growth will get the country out of the hole it's in, led by retail. The Government must now deliver a route to stability that supports companies and customers by avoiding damaging tax rises."

However, whatever the outcome, the recruitment industry generally seems to be determined to move forward having already made most of the painful decisions over the past 18 months or so. Certainly, we're hearing more and more about recruitment companies hiring new young talent and have consequently added new dates to our training schedule in July for our ‘Two Day Introduction To Recruitment' course.

Still on the same subject, how's this for very satisfying feedback from one of our delegates who attended our course on June 2nd & 3rd...
"Hi Ken
I hope you are well. I would like to give some feedback to Warren regarding the course:
FANTASTIC!!!
I took everything he said on board and had a client meeting today. This client did not want to work with any recruiter but I managed to get not 1 but 2 jobs - exclusivity and a high fee! Happy days!
Thank you for the course and I would definitely recommend this to any recruiter."
 
One of the other big events in the calendar over the coming weeks is the football World Cup, so we thought that we'd have a bit of fun to entertain ourselves no matter how the England team progresses or who wins the tournament. We've decided to launch a simple competition for you to be able to win a prize of a free place on one of our half day training courses (worth £129). See a little bit further down for details.

Although, we all have to proceed with caution, there seem to be many reasons to be moderately optimistic right now and we feature a couple of news articles highlighting growth trends both in the UK and internationally.

For example, employment in the UK manufacturing sector has risen for the second month in a row, according to the latest data from the Markit/CIPS index.

The rate of jobs growth was only slightly below April's three-year high, while the headline seasonally adjusted Purchasing Managers' Index (PMI) was steady at 58.0, in line with April's fifteen-and-a-half year high, consistent with a marked rate of expansion.

David Noble, chief executive at the Chartered Institute of Purchasing & Supply, says: "The strength of recovery of the UK manufacturing sector has taken everyone by surprise - this time last year, the industry was on its knees. While the turnaround so far this year is obviously good news, we can't forget this has been driven in large part by the weak sterling exchange rate bolstering export demand. Problems in countries such as Greece and Spain have strengthened the pound against the Euro recently and could also have a severe impact on the Eurozone economy. Given the euro countries are Britain's biggest trading partners, any double-dip recession there would undoubtedly damage the UK manufacturing sector."

This month we are pleased to have a feature from regular contributor David Steel from Exacta who provides his take on the importance (and limitations) of LinkedIn for researchers. Our ‘Marketing Mentor' Alastair Campbell continues his series of articles on a 4 point plan to help you grow your business, this time looking at ‘convertors.' Our own trainer & MD, Warren has advice on ‘playing the long game' and also asks "What have you learned today?"

We also have overviews of Warren's ‘Summer Special' tour in August and our great new half day course ‘Research Techniques And Methodology For Recruiters.'

Finally, we also include two other industry experts views on social media - one from Wayne Gibbins, Communications and Partnerships Director at Viadeo, and the other featuring some interesting observations from the founder of Tweetjobs, Richard Sutcliffe, who perhaps somewhat controversially, suggests that "recruiters don't know how to do social media.."

We very much like this to be an interactive newsletter and we welcome your comments and feedback and will be happy to feature your contributions on important industry issues and your advice on how to improve the success and professionalism of our marketplace. As you now know, in return, we show our gratitude by featuring a link to your company, as a contributor to this publication.
We at Recruitment Matters International have a simple underlying philosophy to everything that we do, and that is, by helping each other to improve, we all stand to benefit in this large, dynamic and ever evolving industry.

Please send your potential editorial contributions to ken@recruitmentmatters.com.

World Cup competition - win a free course place

All you have to is email ken@recruitmentmatters.com by Friday, June 25th with your prediction of how many goals (excluding penalty shoot-outs) will be scored during the 2010 tournament. Hint - there are 64 games in total. Only one prediction per entrant please! The winner with the closest prediction to the actual number of goals scored will be entitled to a free place (worth £129) on any of our half day courses. Please put ‘World Cup Competition' in your email title.

Come on, let's have some fun!! Let's see, 64 games with an average of 2.4 goals per game is ....

The 'Marketing Mentor' - Marketing Advice for Recruitment Companies

Contributor: Alastair Campbell, The Marketing Mentor Programme

The four key marketing areas that will grow your business

Area two - convertors

We have been talking over the past few months about the simple four part process that you can introduce to your recruitment company to improve your marketing. It helps almost any organisation no matter how large or small, how old or new.

The idea is to divide your activities into the following four areas:

Attractors Convertors Retainers Intensifiers

This month we are going to look in more detail at the ‘convertors' area. These are activities that help you to convert more of your enquiries and prospects into sales, customers or clients.

Many people put most of their marketing effort into attracting customers through the door or onto the phone, but don't then fully think through the best way to convert these people into paying customers. Adverts promising ‘Free Beer’ may attract the crowds, but the crowds will soon dissolve when it is not delivered. The main activities that fall into area two activities include:

• Testimonials. You would say that you are good - wouldn't you? But what do other people think? Do your existing customers rate you and are they willing to be specific about which aspects of your service they appreciate? The more detail they go into, the more honest they are and the more enthusiasm they show, the more likely a testimonial will assist you.
• Case studies. If you want to go into detail over the specific processes that you used in order to help a customer, then a case study is a great way to make your point. By detailing their background, specifying the problems they faced then explaining exactly what you did to help the situation - complete with quotes and comments from them - a case study is a powerful document.
• Image. Does your branding say what you want it to about your business? Are you attempting to charge top prices, but operate from offices last redecorated in 1975? Creating a cohesive brand from your logo to your website to your sales staff is a major and often overlooked factor when trying to convert customers. People like a consistent message - and whatever your message is, if it runs through everything, then it becomes true in their minds.
• Repetition. You will meet some people who are ready to buy from you today. They just happen to be looking for exactly what you have. Sadly this doesn't happen very often, but by repeating your message to a targeted audience on a regular basis you increase the chances of it reaching the right person at the right time. Repeat the message on an ongoing basis and watch your conversation rate increase.

Next month I'll look at area three and give you some examples of how you can ensure your existing customers stay with you for longer. .

Alastair Campbell runs the Marketing Mentor programme which is a 100% funded one day marketing seminar followed by a free 17 month marketing support package for recruitment company owners or their senior staff. Call 01858 44 55 43, visit www.themarketingmentor.co.uk or email alastair@idealmarketingcompany.com to find out more.

Online Professional Social Networking: What It Is And What It Could Do For Your Business

When the now well-thumbed article 'Blogs Will Change Your Business' was published as the Business Week cover story in April 2005 its author had no idea of the massive role social networks would play in shaping future business communications. Last year, an updated version of the article was published with the word 'blogs' in the title replaced by 'social media'; however the key point remained the same - the socialisation of business is at the heart of the current professional social media movement. And nowhere is this more obvious than in professional social networking.

Of course, online professional social networking is not new. Over time however businesses and individuals have learned to use the sites more frequently and intelligently. They engage more within their chosen industries and use the sites as a platform on which they can showcase their experience and achievements as well as develop their on-going reputations.

A huge part of developing a successful online reputation is managing and cultivating contacts. Improving contacts, finding new contacts and maintaining on-going relationships with contacts is a pre-requisite for successful social networking but this does not mean grabbing every contact that is going. It should work in the same way that offline contacts work - you keep in touch with relevant people, people you like and people that will help you with your business activities.

The huge number of businesses and business people registering with social networks (Viadeo's membership now stands at 30million users) is a key reason why these sites are now being increasingly used for recruitment purposes. They provide an instant insight into prospective employees, including their previous and current places of work, their skills and interests, their connections and whether or not they are recommended.

This is invaluable not only for the recruiter as a broader picture of a candidate than given through a CV or a corporate application form but also the recruited as a chance to showcase their achievements and professional status. 

But there is so much more to professional social networking than recruitment. It is important to remember that social networks connect businesses at low cost. They can offer opportunities for discussion and support through the creation of specialised groups. For example, on Viadeo (www.viadeo.com) there are over 631 forums in the UK alone, covering everything from accounting to tourism, academic research to public sector issues to patents and funding. Within these forums there are active communities, helping each other, offering support and advice and on occasions creating new business opportunities.

This is professional social networking at its most potent - a platform for collaboration and connections that helps users solve problems and discover new opportunities. Unlike other forms of social media, this is what social networking is geared towards. In addition it can also enable businesses to break out of their immediate surroundings and develop closer ties with other businesses without the restrictions of geography. Although the majority of sustainable social networking relations tend to still be relatively local, cross border connections are an easier option through social networking than trying to wade your way through search results on Google.

Perhaps the best way to think of business social networking is as a hub. It is the core from which other social media and business activities can grow and interconnect and is perhaps the most important business communication tool to emerge in the last 15 years.

As Wayne says "Social Media's important because it changes the way people interact. It influences people's buying decisions, and it's fundamentally changing the way business and customers communicate with each other."
For more information on Viadeo, contact partnerships@viadeo.com .

Positive start to the year for executive search industry

Revenues and the number of mandates for the executive recruitment industry have risen during Q1 2010 across the globe.

According to research from the Association of Executive Search Consultants (AESC), the number of mandates rose by almost a third (30.2%) and revenues rose by almost a quarter (22%) compared to Q1 2009 figures.
 
All sectors experienced annual and quarterly growth, with the Finance and Technology sectors being the two areas that experienced the most significant growth (39.2% and 37.3% respectively). 

Peter Felix, President, AESC, comments: "These global search industry statistics confirm that senior executive recruitment is continuing its pullback from the rigor mortis of 12 months ago. While the first quarter figures are in themselves encouraging, what is more so is the cumulative growth since our industry turned the corner in the third quarter of last year. While momentum has been slow in coming, as seen for the global economy as a whole, growth is now not only tangible but the rate of growth is increasing"

Winning New Business ‘Summer Special' (half day course)

This course has one aim in mind - to enhance your business development skills. There is a big difference between "hitting the phones" for a few hours to try to drum up some vacancies and making well thought out strategic calls (that are welcomed by your contact) to build both short term and long term opportunities for fee revenue.

Good fillable roles are at a premium, which means you have to be at the top of your game to win them. This course will rapidly improve your skills and, almost as importantly, your confidence in your ability and chances of success.

Learn how to:

• Spot and win immediate vacancies
• Build a good strong pipeline
• Work smarter without spreading yourself too thinly
• Still obtain decent margin/fees
• Maximise your network to its full potential
• Stop making cold calls

The Trainer:
Warren Kemp remains at the forefront of the UK & Europe's staffing industry. As a trainer, coach and mentor no-one has trained more recruiters in business development skills in the last 18 months. He is the author of 3 best selling business books to date and numerous audio programmes including the double CD, "How To Win New Business On The Telephone." Check out over 90 named testimonials at http://www.linkedin.com/in/warrenkemp
 
Dates & Locations
Aug 18th - Weston-super-Mare
Aug 19th - Brighton
Aug 20th - Bournemouth

Timing
2.00pm -5.30pm
NOTE. Same dates as ‘Social Media Summer Special' - come along to both for just £199+VAT!
Investment £129+VAT

International search consultants confident of growing demand

The mid-year executive search industry outlook is positive according to the majority of consultants, with confidence rising 11% from the start of 2010. The findings released earlier this month by Association of Executive Search Consultants (AESC) reveal that 67% of search consultants expect to see revenue growth in the second half of the year, while 27% predict revenues will stay the same. In total 94% are confident that they will see no decrease in demand for the remainder of the year.

Nearly half the respondents plan to hire more consultants in the second half of the year, while 43% plan to maintain the same number of consultants.

China, India and Brazil are expected to see the greatest scarcity of talent in the latter half of 2010. Functions continuing to see the greatest talent shortage are Chief Executive, Chief Operating Officers and General Managers.

AESC President, Peter Felix, commented, "The latest results are indicative of an industry regaining strength following the downturn. Client organizations are beginning to think more strategically and are working with our member search firms to draw senior executive sourcing plans for the future. Once again there is talk of a talent shortage in certain industries and functions, even though unemployment levels remain high.  This is encouraging for candidates and our executive search consultants report that candidates are increasingly willing to consider career moves (from 21% in 2009 to 45% in 2010) despite concerns about market instability and the state of the economy."

Healthcare/Life Sciences and Energy/Natural Resources are reported to be the strongest two sectors at the mid-year point and are expected to see the most growth in the second half of 2010, followed closely by the Industrial and Financial Services sectors.

The Mid-Year Association of Executive Search Consultants (AESC) Member Outlook Survey of May 2010 totalled 217 responses from AESC executive search consultants worldwide, including 52% from EMEA, 29% from the Americas and 15% from Asia Pacific.

And in other encouraging international news...

US job creation has hit its highest levels since 2008, according to Gallup.
Based on 16,395 US employees' self-reports, the Gallup job creation index for May improved to +7, up steadily this year and a total of eight points since January, with 28% hiring and 21% firing workers

Play the long game

Sometimes recruitment is about the quick hits. After all, if you are a consultant you may be judged by KPI's and fee income. All too often that can mean you need to get the CV's out and get the client meetings in the diary.

STOP..... Take a deep breath....

While being commercially minded for the now (today) and a bit further down the track (the next 3-6 months), please, think about the long term. You may be in this industry for another 5, 10 or even 20 years so lots of your hard work today may bear fruit a little bit further down the track.

Recently I've had someone come on a course following a recommendation from a person that I did a favour for several years ago and never gained any direct business at the time. I've had an old client attend an open course last week for the first time in 3 years (I'd like to think that was due to the help and guidance I gave free of charge when they occasionally emailed/phoned during that period) - the outcome of which was that after the course they signed me up for 2 days work in-house. While on my blackberry on the train home today I had a request to ‘Linkin' with an old contact of 8 years ago. These things aren't coincidence or unique to me. They happen all the time. Why? Perhaps because I don't give to get. I give openly and the nice thing is, the more I give of me - the more help, advice, favours and my time - the more I seem to get back. Sure I pick up the quick hits and I'm happy to pounce on the chance to earn a fee today but I have at all times an eye for tomorrow.... Play the long game.

Warren Kemp is MD and lead trainer with Recruitment Matters. For more tips, advice and information on Recruitment Matters visit www.recruitmentmatters.com/free.php, telephone 0800 0749 289/ +44 (0)1945 461561 or email warren@recruitmentmatters.com. Follow Warren on Twitter at http://twitter.com/WarrenBKemp

Hospitality, leisure, travel and tourism jobs to rise by more than 200,000

The UK hospitality, leisure, travel and tourism industry is entering a decade of opportunity, with employment predicted to grow by more than 200,000 by 2017.

Launching ‘The State of the Nation Report 2010', David Fairhurst, chairman of People 1st, the sector skills council for the sector, told employers and training and skills providers in London that 700,000 employment opportunities would be created each year.Fairhurst, who is also senior vice-president people at McDonald's, said that much of the impetus for this expansion came from the UK entering "a global decade of sport" including the London 2012 Olympics.

Based on People 1st's figures, employment is projected to grow from 2.2m in 2007 to 2.4m in 2017.
In his analysis of The State of the Nation Report, Martin-Christian Kent, research and policy director at People 1st, said that while 47% of the 2,000 businesses surveyed believed the recession had made recruitment easier, many employers were continuing to experience difficulties in recruiting staff with particular skill sets.

For example, 26% of employers said they found it difficult to recruit chefs. Recruiting managers was also proving difficult, with 14% saying they can't find individuals with the skills required and 11% saying they can't afford the salaries to attract the right people.

Research Techniques And Methodology For Recruiters (half day course)

Whether your sector is client or candidate led (and it's a fair bet that it's swinging back and forth during this ongoing period of economic uncertainty), one thing is for sure: unless you can produce an accurate and timely shortlist or produce a jaw droppingly good candidate you aren't making enough money right now.

Many recruitment companies have highly skilled recruiters who can win and secure an assignment or open doors with their pitch - many of them also rely on researchers and resourcers to provide the candidates. Yet in the majority of cases the researcher/resourcer is the least experienced and least trained member of the team. Even if you are a 360° recruiter, time pressures may dictate that you haven't honed your research skills to the level that will set you apart from your peers.

With business development skills being a prerequisite for any recruitment team, when it comes to candidate sourcing make sure you or your organisation isn't left wanting when up against your ever increasing competition.

Course Content

• Taking an accurate job brief & person specification
• Researching into & understanding your client's organisation
• Producing the blueprint to source your ideal candidate
• Mapping the market overall & for specific client assignments
• Sources of information to gain ongoing market knowledge
• Name gathering over the telephone
• Name gathering via the internet (incl. LinkedIn & other social media)
• Gaining recommendations, referrals and leads
• Pre-qualifying your potential candidate list
• The candidate approach call to qualify suitability & interest

Who should attend?

• Resourcers & researchers with less than 18 months experience
• More experienced researchers & resourcers with no formal training
• Recruiters who need to source fresh candidates from places other than job boards and their own database
• Directors, managers & team leaders with a brief to oversee the resource/research function

Dates
July 30th - London
Aug 24th - Manchester
Sept tbc

Timing
9:30am - 1:00pm

Investment £129+VAT
‘Bring A Friend' £99+VAT

Recruiters' Guide to Researchers

I recently read an online article on ZDNet which fundamentally questioned the need for headhunters/recruiters due to a piece of new SAP software that hooks up to LinkedIn and Facebook to trawl both sites for potential recruits. The article's author added: "I imagine that this would be a great way to find employees, although, it does ignore the small percentage who don't have a profile".

Whilst SAP's latest piece of software does indeed sound interesting, I think it's a hugely misplaced view to suggest it's the end of the headhunter and also naïve to think that only a ‘small percentage' of the working population don't have LinkedIn profiles.

Don't get me wrong, both this business and I are advocates of LinkedIn and it certainly has its uses. As an example we recently handled an assignment for a client who, at the very outset of the process, gave us the name of someone he had found on LinkedIn as looking ‘ideal' for the opportunity. As part of our target listing, identification and approach work we would have come across that person anyway (as they were effectively doing the same job, with the same job title, in the same city, for a competitor!), but we made the approach pretty quickly at the client's request, got them on the hook and in front of the client within a day or so.

LinkedIn is also helpful on a referral/networking basis (in that good people in most sectors tend to know other good people who operate in the same market) and for that elusive name to get you beyond reception in a business that pulls the shutters down if you're looking to map an organisation or department from scratch.

Candidates will ‘Linkin' with you post-approach, allow you to view their profile whilst they're preparing a CV for you, expose you to their other contacts and so on. All useful stuff.

All that said, and I'm sure members of the team in here will have heard me say this a thousand times; as with most ‘recruitment tools', it might be useful but it certainly isn't the complete solution.

According to LinkedIn itself, it has around 70 million members across 200 countries. That's a rough average of around 350,000 per those 200 countries. Granted the bulk of those members will be from the USA, the UK and mainland Europe, but even then in a country with over 60 million people in it I'd say that a very small percentage of workers in the UK have a proper profile on LinkedIn.

This brings us back to the age old debate about recruitment databases, advertising, etc; what kind of potential candidate coverage do you get from relying on these tools alone when embarking on a recruitment campaign? I know from experience of previous searches that some companies don't have any LinkedIn members at all. People from certain sectors seem to be less inclined than those out of other sectors/markets to create a profile; sales/business development people are more likely to put themselves on LinkedIn compared to finance or non-IT technical people, for example.

Going back to the start of this article, the overall point I'd make is that a piece of software to search LinkedIn for potential candidates certainly has its uses, granted, but I'd question the percentage of potential candidates it would cover. The old adage of a recruitment database being only as good/useful as the people who are on it applies here; the perfect candidate for your next role might well be sitting on LinkedIn with ‘career opportunities' ticked in the "reasons to contact me" box, but what if he/she isn't and plenty of other potentially good targets aren't?

Use and view LinkedIn for what it is and what it can potentially do for you, but to suggest it's the "end of the headhunter" strikes me as being well off the mark.

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

60% of employees say they do not use social media sites while at work

A new survey by specialist recruitment consultancy, Robert Half, has revealed that nearly two thirds of employees do not check their personal social media networks while at work. Additionally, out of those who did log on to social media sites at work, the majority (47%) only accessed them for half an hour or less.

Phil Sheridan, Managing Director for Robert Half UK, commented: "This research runs counter to the generally accepted belief that employees are simply wasting their employers' time at work by checking and updating their personal social media profiles. It seems that the current UK workforce is much more conscientious than some may have first thought!"

However, a quarter of workers admitted that accessing social media sites while at work does affect their productivity and nearly 30% of respondents stated that they used social networking to take a break from work, with Facebook, Twitter and LinkedIn being the most popular sites. Young people (aged 24 and under) were the most aware of the social media crossover and the affect their personal social media profiles could have on their career with 43% stating that they would not add their boss as a friend, compared to the average of 30%.

Additionally, as the use of social media becomes more mainstream, it seems that it is increasingly important for employers to have a social media presence, in particular for young people with 26% saying that it was now important.

Sheridan continued: "Our study found that social networking sites are permitted in two thirds of the workplace (63%) and indeed social media can be very beneficial in raising a company's profile, brand championing, for professional networking and internal communications, if employees are taught to use it appropriately. The technology it is not going to disappear and as the younger generation moves into the workforce, businesses need to be prepared and set out clear social media guidelines."

The use of social networking sites also appears to be influencing the job search with over one in ten workers (12%) stating that they have used social networking sites to look for a job. Young people were the most open to using such sites for this purpose (20%) with a further 15% actually having found a job via a social networking site.

Phil Sheridan added: "Used responsibly, social media can have further positive effects, especially outside of the workplace. For example, over a third of UK workers (38%) have logged onto a social media website to help them research and prepare for a job interview. Tools such as Facebook, MySpace and LinkedIn can be incredibly beneficial in the hunt for a new job, and when used effectively, can cut down on the time it takes to find that perfect role".

What have you learned today?

Well? What have you learned? Who did you meet who taught you something? What enlightening programme on television did you watch? What website did you visit for the first time? What new book have you read? What new information and advice did you pick up from this newsletter?

The mind is the same as any other muscle in your body. Use it and it maintains its strength. Don't use it and it weakens over time. Exercise and really push it and it grows and strengthens. Sure there are times when you don't feel like exercising so relax for a week....but by pushing yourself a little bit harder from time to time - maybe only a couple of times a month - your brain will get fitter.

I always practise what I preach, if you know me or have been reading my tips you know that I do. So what have I learned today? Well I've been reading the No 1 business book in the charts (no pun intended) written by Dave Stewart (The Eurythmics) & Mark Simmons. Apart from finding out a new tuning method for playing the guitar easier - something which I need badly - (www.uplay2.org), I learned a problem solving method called "the question is the answer." Anyway, the point is, I'm exercising my brain and challenging what I already know. If I hadn't bought the book then I wouldn't know those two things. Go on - push yourself to learn.

Warren Kemp is MD and lead trainer with Recruitment Matters. For more tips, advice and information on Recruitment Matters visit www.recruitmentmatters.com/free.php, telephone 0800 0749 289/ +44 (0)1945 461561 or email warren@recruitmentmatters.com. Check out Warren's testimonials on LinkedIn http://www.linkedin.com/in/warrenkemp.

Recruiters don't know how to do social media, says Tweetjobs founder

Many recruiters jumping on the social media bandwagon risk failing to take advantage, according to the founder of Tweetjobs.

Richard Sutcliffe, who launched Tweetjobs last autumn, says "There are a lot of people who are looking to dip their toes into social media, but they don't know how to do it."Sutcliffe says that rather than using social media "to pump out jobs" recruiters need to take a smarter long term approach.

Sutcliffe, whose company tweets jobs to candidates on behalf of Harvey Nash, Hays Corporate and FPSG, and carries out the back office administration, outlined his formula for success:

• Make the jobs relevant to the candidate - for example, if a candidate is only interested in working in Yorkshire, Nottinghamshire, and Lancashire, only tweet those jobs;
• Engage the candidate.  For example, a candidate may ask a direct question about a job through Twitter, or  send a message or an app message to the client, allowing them to respond "It's a good way to engage and start a conversation with the candidate," says Sutcliffe;
• Understand that using social media successfully isn't going to happen overnight "It's going to take three, six or nine months;"
• Don't underestimate the amount of investment required.   

Recruitment Matters news

Remember that we're now running two of our half day courses on the same day to give you the opportunity for a stimulating day out to attend not only Interviewing & Screening for Recruiters in the morning (9:30am - 1:00pm), but Writing Effective Job Adverts in the afternoon (2:00 - 5:30pm). We'll be in London, Birmingham, Manchester & Milton Keynes in the coming weeks.

We're also running two half days on the same day for Warren's ‘Summer Special' tour in August. This time it's Social Media & Online Networking For Recruiters and our Winning New Business ‘Summer Special'. At just £199+VAT to attend both courses, this represents terrific value for money.

As you'll have read above, we're launching another new half day course Research Techniques And Methodology For Recruiters starting on July 30th in London. This course has been developed based on feedback from a number of you wanting us to help sharpen the skills of your researchers and resourcers. If you have any other course suggestions for us, we'd love to hear from you.

We hope that you enjoyed Warren's new tips for this month - you will find many more on our free tips page which is regularly updated.

Finally, don't forget to enter our World Cup competition!

See the schedule below for all our open course dates through to August 2010. And please remember, if you can't come to us, we can come to you to deliver an in-house version of any of our courses to meet your specific objectives. Contact ken@recruitmentmatters.com for more information or call 0800 0749289 or, if you're overseas, 0044 1945 461561.

RECRUITMENT MATTERS: June - August 2010 Open Training Schedule

To download a booking form, please click here.

NOTE: All our courses come with a 100% money back guarantee if not fully satisfied. If an individual books for a 'refresher' session on a previously attended one day course, then the cost is just £85+VAT.

RESEARCH TECHNIQUES & METHODOLOGY FOR RECRUITERS (half day)
"It's not the client who pays your fee. He only writes the cheque. It's the candidate who pays your fee"
Jul 30th - London
Aug 24th - Manchester

This session runs from 9.30am - 1.00pm
Investment £129+VAT
'Bring A Friend' £99+VAT
Link

INTERVIEW & SCREENING TECHNIQUES (half day)
Learn how to screen & interview candidates both face to face and over the telephone
July 15th - Manchester
July 20th - Birmingham
July 27th - London

All sessions run from 9.30am - 1.00pm. NOTE. Same dates as 'Writing Effective Job Adverts' - come along and make a day of it!
Investment £129+VAT
'Bring A Friend' £99+VAT
Link

WRITING EFFECTIVE JOB ADVERTS (half day)
Target and attract the right candidates cost effectively
July 15th - Manchester
July 20th - Birmingham
July 27th - London

All sessions run from 2.00pm - 5.30pm. NOTE. Same dates as 'Interview & Screening Techniques' - come along and make a day of it!
Investment £129+VAT
'Bring A Friend' £99+VAT
Link

SOCIAL MEDIA & ONLINE NETWORKING FOR RECRUITERS (half day)
Learn practical techniques that work and don't need a degree in IT!
July 2nd - Birmingham
July 9th - Manchester
Aug 3rd - London
Aug 18th - Weston-super-Mare 'Summer Special'
Aug 19th - Brighton 'Summer Special'
Aug 20th - Bournemouth 'Summer Special'

All sessions run from 9.30am - 1.00pm unless otherwise stated. NOTE. Aug 18-20th are same dates as 'Business Development Summer Special' - come along to both for just £199+VAT!
Investment £129+VAT
'Bring A Friend' £99+VAT
Link

WINNING NEW BUSINESS 'SUMMER SPECIAL' (half day)
Aug 18th - Weston-super-Mare
Aug 19th - Brighton
Aug 20th - Bournemouth

All sessions run from 2.00pm - 5.30pm. NOTE. Same dates as 'Social Media Summer Special' - come along to both for just £199+VAT!
Investment £129+VAT
'Bring A Friend' £99+VAT
Link

SUCCESSFUL HEAD-HUNTING (one day)
June 24th - London
June 25th - Birmingham
July 7th - Edinburgh
July 22nd - London
July 29th - Manchester
Aug 25th - London
Aug 26th - Birmingham

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

TWO DAY INTRODUCTION TO RECRUITMENT (two days)
'Induction for new recruits'
July 12/13th - Manchester
July 15/16th - London

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

BUSINESS DEVELOPMENT & SALES SKILLS (one day)
"Winning Techniques & Methodologies for Recruiters"
We will teach you how to never have to cold call again!
June 23rd - Manchester
June 29th - London
July 6th - Edinburgh
July 21st - Manchester
July 28th - London

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

INTRODUCTION TO MANAGEMENT (one day)
'Managing Teams and Motivating People'
Sept tbc

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

For more information on all our courses and other services and products, visit www.recruitmentmatters.com, email info@recruitmentmatters.com or call Emma or Ken on 0800 0749289 or, from overseas, 0044 1945 461561.

Contact us

Recruitment Matters International
2 Oakfield Road
Coventry CV6 1ED
UK
Tel: 0800 0749289/0044 1945 461561
Fax: +44 (0)2476 591326.
Email: info@recruitmentmatters.com

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