In this month's newsletter...

Welcome to our March newsletter

This is our March 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.

For a few months now, we've been commenting on and reporting some tentative signs of recovery both in the economy as a whole and in the recruitment sector specifically. It doesn't appear to us that the economic indicators are any easier to read than they were a couple of months ago. However, there are certainly an increasing number of positive reports emerging from the recruitment industry to suggest that some momentum is building for many, if not, all of us. Some of these stories are featured in this newsletter. However, we'd like to hear from you directly – are you starting to see more green shoots in the early spring or are we just picking up on the articles supplied by media aware marketing departments?

Anecdotally, we continue to see an improvement in business here at RMI, with March shaping up to be our best trading month for over a year but we're not exactly back to the levels of the 'good old days' yet. Apart from it being encouraging news for us, the fact that many of you are starting to invest in training again is probably not only another indicator of growing optimism generally, but a sign that this is already beginning to translate into tangible new business. Here's hoping that we're right!

Certainly, we have been further encouraged by a report that over half of organisations (55%) plan to increase investment in talent in 2010, according to research from employee assessment firm Talent Q.

The research shows that 71% of financial services firms plan to increase spend. Investment is also relatively high in the public sector (61%) and utilities organisations (58%), while 46% of retail/consumer firms and 42% of firms in the professional services sector also plan to increase spending.

Dr Alan Bourne, director of Talent Q, says: "The intention to increase expenditure on employee development is a welcome message, indicating a renewed focus on existing talent within organisations. The intention to re-examine what is required in new hires is also a positive response, indicating that organisations are taking on board some of the lessons of the past few years."

So, just when we may all be tempted to feel good about ourselves and what the future holds, we read an article suggesting that many employers are still dubious of the value of the service provided by recruiters. According to figures released in Feb by Modis International, nearly three quarters (72%) reported that recruitment companies failed to offer value for money. The figures provide quite a wake-up call for an industry keen to prove its worth. Read the full article later in this newsletter.

We're certainly not out of the woods yet, bearing in mind the news that many public sector jobs are under threat due to expected budget cuts. In fact, a recent BBC survey suggests that 10% of local government jobs could go. We've got more on this story, too.

This month we are pleased to have features from regular contributors Neil Kirby and David Steel from Exacta who have a new recruit... Our 'Marketing Mentor' Alastair Campbell starts a series of articles on a 4 point plan to help you grow your business. Our own trainer & MD, Warren has a couple of interview tips for you this month and challenges you to come up with a fresh approach to interviewing and screening questions.

We also have a stimulating contribution from Phil Jesson, Director of the Academy for Chief Executives who suggests a dozen 'one things' to consider in order to become 'slicker' during 2010.

As you will know by now, we're very proud of Warren's course on Social Media & Online Networking For Recruiters which covers a massive amount of tips, advice and strategies in just half a day. In order to offer further help in this vital area for today's recruiter, we've teamed up with Mike Taylor to offer a 20% discount to attend his 'Social Media In Recruitment 2010 Conference' on April 22nd. See below for more information on what's covered and how to claim your 20% off this top networking event to hear advice that other social media experts have to give.

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.

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

A common question I am asked is 'what should I concentrate on to get the best results from my marketing?' Unfortunately, the answer isn't quite that straightforward and varies from company to company. However, I have recently devised a simple four part process that helps almost any organisation - including recruitment companies.

Imagine four squares on a piece of paper. Each quarter has a heading as follows:

Attractors Convertors Retainers Intensifiers

Attractors. These are activities that you carry out to win the attention of new clients. This is all about stopping passing trade, making people pick up the phone or email you via your website. Activities in this area include PR, direct mail, optimising your website or making outbound phone calls.

Convertors. These are activities that help you convert as many of the enquiries as possible. They are all about dealing with enquiries quickly and efficiently and can include producing testimonials, writing case studies, getting your branding right and generally making a good enough impression to build confidence in a prospect to the point where they will buy from you.

Retainers. The easiest way to build a business is by keeping as many of your existing profitable customers as possible. The main way to do this is by making sure that you deliver your promises (and more). This area also includes the concept of innovation and maintaining contact with customers to make it clear just how much you value their business.

Intensifiers. You have a good relationship with your client – now let's take it to the next level. Can you spread the number of contacts you have in that business who can use your services? Do any of the directors work for other companies or could recommend you to other companies? Could you work on joint ventures together? These and other ideas are all about making your businesses inseparable to prevent a competitor from edging you out.

The question to ask yourself is - where are you spending all your marketing effort, time and money at the moment? If it's not spread through all four sections, the chances are you could be missing out on the real potential of your business.

Over the next four months I'll go into each area in some additional detail and give you some practical examples that you can apply in your company.

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.

Social Media in Recruitment 2010 Conference – April 22nd

As part of a range of benefits that we'll try to generate for you as the year progresses, we kick off with a great offer to attend one of the most important recruitment conferences of the year.

What
Social Media in Recruitment 2010 Conference

When
April 22nd 2010

Where
British Library Conference Centre London

Reasons to attend
Stay ahead of your competitors
Network with experts and peers

Programme includes
Insights from Google to help you recruit using social media
Key strategies for using Twitter
How online communities can play a part in social media recruiting
The legal issues surrounding social media
Social media strategies for Generation Y job seekers
Success stories from attendees of last year's conference
And more…

20% discount for you!
Just enter the promotional code
RM20
when booking online.

For more information, or to make a booking go to www.SocialMediaInRecruitment.com. Alternatively, for a conference overview, email ken@recruitmentmatters.com

Are you interviewing or observing?

Sometimes what a candidate says can tell you one thing and their body language something quite different. Is it possible to read someone's body language accurately? The answer is probably no if you are simply looking for textbook "arms crossed - defensive", "hand over mouth - lying" type movements. The vast majority of those ideas are gross generalisations. What if the cross armed person was simply feeling chilly or the mouth covering person was disguising a cold sore? Well, that's those theories out of the window then!

Reading body language has got far more to do with observing changes in someone's body posture & behaviour. Spend five minutes at the start of an interview making the person feel relaxed when talking about something in their comfort zone. Test what they look like when discussing things they are passionate and knowledgeable about. Thereafter, you can compare their relaxed, confident and open state with changes further into the conversation.

We all know that it is what someone says plus how they say it and their body language that paints the full picture. So watch their body language, listen carefully to their answers and get a feel for how they says things (tonality, pitch, volume, speed) and the changes along the way and you will have a far more accurate assessment of a candidate's suitability.

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.

Time To Be 'Slicker' In 2010?

Contributor: Phil Jesson, Director, Academy for Chief Executives
(We found this excellent article in a newsletter published by Freshbusinessthinking.com).

Has your life ever been influenced by a film that you saw at the cinema or maybe on the TV whilst having your supper? In my case, the film was "City Slickers." If you know the film you will remember that three tired advertising executives head for Colorado to try and deal with their mid-life crises and "find themselves."

It is an amusing film, but also a very moving one. The scene that had a dramatic impact on my life, at the time, is the "camp fire scene." The main character, played by Billy Crystal, is talking to a leathery old cowboy, played by Jack Pallance, who is scathing about the New-Yorkers' "pathetic little lives and material lifestyle."

He says ".....You know, life is only about one thing of course"

Billy Crystal looks up and eagerly says ........."You mean out here in the middle of nowhere you know the meaning of life?"

"......Of course I do............it is about one thing, as I said!"

"Well, for God's sake tell me............I've travelled thousands of miles to work this out so you must tell me.........what is life all about?"

"......As I said, son, just one thing and one thing only!"

"......But what is that? ..........what is this one thing?"

"......Son, life is about one thing and one thing only..........and that is for you to work out!"

So how does this film clip affect you today - at both a business and personal level? What actions do you need to take to be "slicker" in 2010? Here are a dozen "one things" you may like to reflect on and discuss with your team:-

1. What is your one main business objective this year?

2. What is the one thing your business needs to do more of?

3. What is the one thing your business needs to do less of?

4. What is the one thing your business needs to be better at?

5. What is the one thing you want prospects to understand when they arrive on your website?

6. What is the one thing you want your existing customers to say about your company?

7. What is your one main external threat to progress?

8. What is your one main internal threat to progress?

9. All businesses have an "us" and a "them" - what one thing would improve teamwork within and between your departments?

10. What is the one main thing you can learn from your competitors?

11. What is the one major change you want to make to your lifestyle?

12. What is the one main thing you need to do to make this happen?

Take action today! Remember General Patton's words of wisdom all those years ago, "a good plan actioned today is better than a perfect plan actioned next month."

The current business climate, as we all know, is moving very quickly. I think it is fair to say that by the end of 2010 there will be three types of organisation:-

- Those who made things happen in 2010.

- Those who watched things happen in 2010.

- Those wondering "what happened!?"

Phil Jesson is a Director of The Academy For Chief Executives www.chiefexecutive.com .

Interviewing & Screening

In a recent survey the five most popular interview questions asked were:
• So why do you want to work there/here?
• What are your weaknesses?
• Why should they/we hire you?
• Why are you leaving/have you left your job?
• Where do you want to be in five years time?

Oh come on..... Is that really the best we can do? If they are the top five, then most candidates will get asked them, time after time. So these are the questions they are most polished at answering and we end up hearing what they want us to hear. The end result is we put forward/hire the most polished interviewee not the best person for the job. Go on, shake up your interview questions to find out the real person behind the answers.

To help you on your way, why not attend our half day course Interview & Screening Techniques For Recruiters?

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.

2009 finishes with a flourish

The executive search industry continues to recover in Q4 2009 following a year in decline.

The 2009 executive search industry summary recently released by the Association of Executive Search Consultants (AESC) indicates growing activity in senior management hiring during the fourth quarter of 2009. While overall industry revenues dived 32.5 per cent in 2009 from their highest ever levels in 2008, the fourth quarter saw a 7.3 per cent annual increase in searches started and a significant slow down in revenue declines.

Global executive search industry revenues were estimated to reach $7.43bn in 2009, against $11bn in 2008. Despite the economic downturn significantly impacting the senior recruitment industry, annual revenue comparisons showed 2009 as the sixth best on record; highlighting the strength of a consulting profession in critical demand and with unprecedented growth from 2004 to 2008.

Peter Felix, President of the AESC, commented, "The latest figures reveal new momentum as organisations become less reluctant to invest in upgraded or replacement senior management. We are gradually seeing increased search activity in many parts of the world, albeit exercised with more caution than with pre-recession hiring, and what appears to be a sustainable upward trend of demand. Certainly the final quarter of 2009 has proved to be a launch pad for greater optimism in 2010 and we are already seeing evidence of this in the first few months of the year."

For the first time in 2009, the fourth quarter saw yearly increases in the levels of senior executive search activity in Asia/Pacific, Central/South America and Europe. North America was the only region not to experience an annual rise but remained flat from quarter four 2008 to quarter four 2009.

Financial services was knocked from its dominant market share position by the industrial sector back in the first quarter of 2008. Since then, the industrial sector has continued to hold the leading market share with 25 per cent of worldwide executive searches. However, the financial, consumer and technology sectors all saw the greatest annual rise in executive searches in quarter four 2009, indicating renewed activity across these industries.

Permanent placements growth fastest since 2007

Permanent placements have grown at their fastest pace in February since July 2007, according to the latest Report on Jobs from the REC and KPMG.

Temporary/contract staff billings also rose, although this latest rise was the slowest in three months.

The rate of inflation of permanent staff salaries rose to a 20-month high in February, while temporary/contract staff hourly pay rates also marginally increased for a second consecutive month.

Candidate supply to fill vacancies continued to rise in February, but at a slower rate, with these latest increases in both permanent and temporary/contract staff availability the weakest since April 2008.

Kevin Green, the REC's chief executive, says: "The UK jobs market is continuing to improve. Increasing employer confidence has resulted in the best performance we've seen in permanent employment for two and a half years. High-end sectors such as IT are showing particularly strong growth and we are also seeing significant increases in demand for admin and back-office support. Looking ahead, there are indications that recruitment in the public sector could drop off fast. We question whether the public sector has the right capability in place to lead the necessary transformation and put in place staffing structures that will keep costs down while improving public services. Flexible working must be seen as part of the cost solution, rather than the problem."

Andy Robling, director at Hays Public Services, says: "Job cuts in the public sector would inevitably mean a threat to service delivery and ongoing reviews will be crucial to determine whether they can continue to be delivered more efficiently with fewer resources. There will be an increasing requirement for shared services, as well as greater collaboration between public sector organisations, and the outsourcing of processes. Professionals with experience in transformation and change management will be sought after as the public sector seeks to tackle the challenges ahead."

Bernard Brown, partner and head of business services at KPMG, says: "The latest figures seem to confirm that the UK jobs market is on the road to recovery. Permanent job placements are growing at their fastest pace since July 2007, with both vacancies and salaries increasing. Sectors such as IT & computing as well as engineering and construction that were particularly hit by recession are clearly on the rebound. However, this all comes with one big warning: the impact of the inevitable public sector recession on the jobs market has yet to be felt and will be played out over the next six to 12 months."

Recruiters' Guide to handling researchers

Name identification – three golden rules
We've had a good start to 2010. So much so, that we've had to recruit a new member to our research team. It has been a good two years since we've had a new starter in the business, so it's been nice to blow some of those 'training cobwebs' off and scratch things back to the metal again.

Talking to those who are new to recruitment about the actual process isn't that much of a big deal. Most people have obviously been through a recruitment procedure before to get previous jobs, so only have to view it from the other side of the fence. Likewise, teaching someone the art of approaching is mostly common sense; if you sound convincing, you have a good story to tell and if you're approaching the right kind of person for whatever opportunity you're handling, you pretty much can't do much more than that as a starting point.

It's when we get to name identification training that things get interesting. We like to recruit those relatively new to the recruitment industry, training and shaping people into talented researchers. All well and good, but to those new to the business and the industry, name identification and mapping structures of businesses is an entirely new concept!

For those of us who have been doing it for years, we tend to forget how daunting the idea of picking up the phone to a company and attempting to extract information from them without them realising why, can be. Our recent new recruit has reminded us all of this fact.

I can recall doing it for the first time myself. I was convinced that the person on the other end of the phone wasn't going to tell me who their Sales Manager was, who he reported to and how big his team was. I'd convinced myself to the point that I wasn't making the call and coming up with a whole myriad of excuses as to why I wasn't going to be able to find out the necessary information. The phone was grabbed off me, the call was put in by someone else and within 2 minutes my colleague had the name of the Sales Manager, his mobile number, the Sales Director's name as well as the names of 3 Regional Sales Executives who reported to the Sales Manager. "See? Done!" What an eye opener.

Clients often say to me: "I've tried to find the name of the person we need myself, but they wouldn't tell me!" Yet name identification is often a simple task if you remember the three golden rules, (1) What do you want to know? (2) Who knows what you want to know? (3) Why should they tell you? Sticking to these with the back up of a sensible-yet-uncomplicated story generally works.

Often people get so bogged down in preparing answers to questions they might not even get asked, they forget to just pick up the phone and ask the question – "I was speaking with the Sales Manager the other week but I've forgotten his name…who is it, again?".

You'll be surprised at what you can learn about someone or an organisation simply by asking the question.

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.

Service sector grows at fastest rate for two years

Service sector activity has grown at its fastest rate for over two years in February, according to the latest CIPS/Markit survey.

The index rose to 58.4 during February, up from 54.5 in January and the highest level since January 2007, while incoming new business rose at its fastest pace since September 2007. Transport, storage and communications sectors saw the strongest gains in both activity and new business during February.

The sector continued to record job losses but at a much slower place than that witnessed in 2009.
Paul Smith, senior economist at Markit Economics, says: "The latest data confirms that the underlying trend in the private service sector remains positive and is on course to deliver a quarterly expansion above 1% in Q1. When combined with the positive manufacturing results, February's PMI survey augurs well for the economy to build on the momentum of exiting recession in Q4."

Are you accountable?

As an Owner or Director in any organisation, you're probably largely only accountable to yourself.

If you decide not to do something (like following up leads or dealing with a troublesome client or colleague) you can generally find good reasons or excuses for putting it off. You might feel better by justifying your decision to delay or avoid something you're uncomfortable with.

You might even distract yourself by doing something else that's more comfortable; being busy avoiding that other task.

It can be the same with things in your personal life too. You may have set a New Year's Resolution. Have you kept it up? Sometimes when it gets difficult or inconvenient, good intentions are simply not enough. How often have your dreams or aspirations faded away through inaction?

But being held accountable ensures that you do the things you've said you'll do. And if you haven't, then it helps to reflect on what prevented you and how you can overcome that.

So consider having an "accountability buddy". Maybe pair up with a friend or colleague and agree to talk once a week about things each of you commits to doing that week, and whether you completed the previous week's list. This way you can do each other a favour by holding each other to account. As a result you'll both achieve more of the things you'd planned.

Remember, if you haven't done everything on your list, there's no need to justify to your buddy why. Your reasons or excuses are only relevant in helping you identify what you need to do next, so that you achieve your particular goal.

And in a partnership (whether at work or socially) you might talk about holding each other accountable too. We prompt each other, not to pass the buck or apportion blame, but so each of us achieves more of what we want.

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@redrubberball.co.uk . There's no obligation. Neil Kirby is a life coach and a leading practitioner of Neuro Linguistic Programming (NLP).

Value of recruitment industry questioned

Employers are still dubious of the value of the service provided by recruiters.

According to figures released in Feb, the business world remains unconvinced of the value delivered by recruiters. Nearly three quarters (72%) reported that recruitment companies failed to offer value for money. The figures provide a stark wake up call for an industry keen to prove its worth.

The numbers have been issued by Modis International, a specialist IT and engineering recruiter. In recent months, recruiters have been looking for ways to improve the service they offer clients, challenging the traditional reputation of the industry. It seems these efforts are yet to have a substantial impact though.

As the economy continues its path to fragile recovery, the role of recruiters will become increasingly important as organisations look to attract the highest calibre people to help them grow. However, employers continue to struggle to realise the potential benefits that working with a high value recruitment consultancy.

Jim Albert, managing director at Modis International, comments: "These figures show the reputational issue recruiters have faced in the past remain as persistent as ever. There has been a movement within the industry in recent months aimed at achieving a more serious shift in how we're seen by the wider business community. That movement is failing to have a significant impact so far. For the situation to change to any great degree, recruiters need to put action behind their words. Invest more heavily in understanding clients and candidates, hire and train the brightest consultants possible, and use their skills and expertise to deliver truly consultative advice.

It's an approach we've followed at Modis International, and the results have been incredibly encouraging. By focussing tightly on the value we can bring, we've been able to open the door to deeper conversations that drive at the heart of our clients' needs. Those conversations translate to a more productive and effective relationship, meaning we're able to regularly exceed expectations"

Recruitment Matters news

As we've noted above, the theme for Warren's tips this month is candidate interviewing & screening. If you recognise that your or a colleague's interview and screening skills could do with a refresher, or perhaps you have consultants who are relatively new to recruitment or who have had little or no formal interview training, then as a really cost effective starting point, come along to our half day courses on Interviewing & Screening for Recruiters.

We continue to experience an increase in bookings for Warren's renowned Successful Head-Hunting one day course which, we feel, is another signal of an upturn in the market. Why don't you come along to find out why this is Europe's No 1 course on the art and science of executive search? In the coming months, in addition to our regular venues, we'll also be in Newcastle and Coventry.

We're also reaching out with our half day Social Media & Online Networking For Recruiters course and will be as far afield as Bristol and Edinburgh in April and May respectively.

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.

Please see the schedule below for all our open course dates through to May 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: March - May 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.

TWO DAY INTRODUCTION TO RECRUITMENT (two days)
'Induction for new recruits'
Apr 7/8th - London
Apr 27/28th - Manchester

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

SUCCESSFUL HEAD-HUNTING (one day)
Apr 1st - Manchester
Apr 13th - Birmingham
Apr 20th - Newcastle
Apr 21st - London
May 21st - London
May 25th - Coventry

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

BUSINESS DEVELOPMENT & SALES SKILLS (one day)
"Winning Techniques & Methodologies for Recruiters"
We will teach you how to never have to cold call again!
Apr 15th - London
Apr 29th - Birmingham
May 6th - Leeds
May 19th - Bristol
May 26th - London

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

SOCIAL MEDIA & ONLINE NETWORKING FOR RECRUITERS (half day)
Learn practical techniques that work and don't need a degree in IT!
Mar 17th - London
Apr 9th - Manchester
Apr 16th - Bristol
May 7th - Coventry
May 14th - London
May 17th - Edinburgh

All sessions run from 9.30am - 1.00pm.
Investment £129+VAT
'Bring A Friend' £99+VAT
Link

WRITING EFFECTIVE JOB ADVERTS (half day)
Target and attract the right candidates cost effectively
May 7th - Coventry
May 14th - London

All sessions run from 2.00pm - 5.30pm. Investment £129+VAT
'Bring A Friend' £99+VAT
Link

INTERVIEW & SCREENING TECHNIQUES FOR RECRUITERS
Learn how to screen & interview candidates both face to face and over the telephone
Mar 16th - Birmingham
Mar 25th - Manchester
Mar 16th - London
Mar 16th - Birmingham
Mar 25th - Manchester

All sessions run from 9.30am - 1.00pm. Investment £129+VAT
'Bring A Friend' £99+VAT
Link

DELIVERING WINNING CLIENT PITCHES AND PRESENTATIONS (one day)
Mar 31st - Birmingham
May 13th - London

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

INTRODUCTION TO MANAGEMENT (one day)
'Managing Teams and Motivating People'
Apr 14th - London

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

INTRODUCTION TO RUNNING EFFECTIVE TRAINING SESSIONS
'Train the Trainer'
Mar 18th - London

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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