Happy Mother’s Day wishes to all recruitment industry mums from the Recruitment Matters team!

This is our monthly 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 – please note our Mar- Sept 2007 training schedule at the end of this newsletter. We also have news of a ‘Successful Head-Hunting’ date in Brussels, a special recruitment training event in Barcelona, and an early ‘heads up’ on two new half day courses that Warren will be running from July, ‘Selling Retained Assignments’ and ‘Recruitment Matters - 250 Tips For Busy Recruiters.’

Last month, we welcomed our new trainer on board, Matt Wilson, who is initially focussing on our Two day Induction, Interview Skills and Telephone Skills courses – early feedback from delegates is highly encouraging, so thanks to all who have attended so far for your positive comments.

Later in this newsletter, we announce the first winner of our great new monthly competition, ‘Quote of the Month.’

However, first we would like to draw your attention to a thought-provoking feature reported in ‘Recruiter’ magazine in an interview with Brigadier Richard Folkes, president of the Army Officer Selection Board (AOSB), who says that interviews “are the least productive of all tests” used by the British Army to assess candidates for their officer corps

The AOSB puts candidates through a three day assessment which, amongst other features, includes group discussions, an assault course, preparing and giving a presentation, and psychometric testing. “ The interview is the one part they can rehearse – it’s the most predictable of all the tests we do.” Brigadier Folkes’ view is that the most productive part of the assessment is the planning exercise, in which candidates must develop a plan to solve a problem presented to them. This then highlights the candidate’s ability to analyse a situation, make sound judgements, their flexibility and adaptability, work as part of a team, and other key leadership elements.

In most recruitment situations, we don’t have the opportunity to assess candidates in group discussions but, nonetheless, it does suggest that we all need to be ever more highly skilled throughout the interview process and, perhaps, should consider what aspects should comprise the recruitment process on a more holistic basis.

On a related note, we look forward with anticipation to the April publication of a study being undertaken by leading think tank Demos on the future of recruitment over the next 10 years. Preliminary findings suggest that technology, immigration patterns, demographic trends and the changing needs of both employers and employees will be among the key factors shaping recruitment strategies over the next decade. This research is sponsored by the REC and ‘The Guardian’ newspaper.

Other news - the effects of successive increases in the national minimum wage can be seen in the haemorrhaging of jobs in the distribution, hotels and restaurants sector, the British Chambers of Commerce has warned. And while this month's government announcement that low wages are to increase by no more than average wages has been welcomed by business leaders across the country, the damage may have already been done says the BCC.

A reminder that this is 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 will see below, in return, we will 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 fast-growing industry.

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

First winner of 'Quote of the Month'

As recruitment trainers, we are always keen to promote and learn motivational techniques, including maximising the power of words. Visitors to our website will know that we are big fans of quotations which succinctly capture our beliefs and objectives.

As a result, in February, we launched our ‘Quote of the Month’ competition and invited you to send us your favourite quotes which inspire, or amuse, or simply make you stop and think.

Each month, we will choose a submission to feature in this newsletter and the winner will be offered a free day on a Recruitment Matters training course of their choice.

Well, we had some excellent entries, some of which we may yet choose at a later date. However, we are delighted to announce that the winner of our inaugural competition is Les Berridge from Matchtech. As Les says, this quote from 1978 Formula One world champion, Mario Andretti is ostensibly about motor racing but clearly can apply to life, too.

"If everything seems under control, then you're just not going fast enough!"

So come on then the rest of you, get your creative juices flowing – we look forward to hearing from you!

Please send your entries marked ‘Quote of the Month’ to ken@recruitmentmatters.com.

Skills shortage

More than half of today's businesses find it more difficult than five years ago to recruit employees with the skills they need, according to the results of a survey by the British Chambers of Commerce (BCC).
 
The director general of the BCC, David Frost says: "The current education and vocational training system is failing to provide workers with the skills that business needs. If this is not effectively addressed UK business will be seriously disadvantaged."

The report found that only 18% of businesses believe that the sector skills councils effectively represent their needs. It found that 83% of businesses said they provided staff training and 77% offered staff professional appraisal and development.

The main barriers to providing staff with training were lack of staff to provide cover while colleagues were on courses and lack of money to pay for professional development..

It could be argued that these ‘barriers’ are indicative of short term thinking and a (wrong) perspective that that views training as a cost rather than in investment in the future well-being of both employer and employee. OK, as industry trainers, we would say that, wouldn’t we – but do you agree or disagree? Also, this makes no comment as to the quality of training provided. Where do you sit in this discussion?

Please send your comments to ken@recruitmentmatters.com.

Changing ‘Good’ into ‘Better’

Let me ask you a question. Is the recruitment industry all about selling, or is it about persuading?

The Oxford English Dictionary states a ‘sale’ as “the exchange of a commodity for money.” While it says that ‘persuade’ means to “use reasoning or argument to make someone do or believe something.”

When you believe in your own ability, the service you offer, in the company you work for, in the calibre of your candidates, in the support of your colleagues and in the integrity of your clients everything just fits into place. It is then, when you’re ‘in the zone,’ you will persuade people to act upon your suggestions.

When your client believes that the service you provide adds value to their business, they will buy from you. If YOU believe that the fee you charge is appropriate for the service you provide, you will get full fee more often than not because you believe that you deserve it.

So where do I get hold of this “belief stuff” I hear you ask? From within you. Have you ever felt passionate about something – really passionate, so passionate that you would do anything to achieve your goal? When you did achieve your goal (and I know you did) how did that make you feel? At that very moment, you probably felt at your strongest, maybe your most attractive too. Like you could move mountains and that you were almost invincible?

If you could recreate even 50% of that inner belief at the touch of a button, how many more successful marketing calls could you make, how many more vacancies could you uncover, how many more placements could you make or how many more bookings could you fill?

Let us work together now to create within you an inner ‘positive state’ that you can bring to your conscious mind whenever you need it.

Find yourself somewhere comfortable to sit. Take a few nice deep breaths. Now as you are sitting comfortably start to remember a time when you felt at your most dynamic, your most powerful. At that time remember how passionate you felt and remember what you were doing, what you saw, what you heard, who you heard…

That’s right, really start to remember that time now. As you remember and briefly relive that time, if it’s a picture you see – turn the brightness up and bring it into focus. If it is sounds you hear, fine-tune the volume and clarity until it’s crystal clear. If it’s a feeling that you have, then dive in and feel everything you felt at the time.

When you find yourself really in that zone, squeeze your thumb and forefinger together. Squeeze them together as you remember that time..

Now when you are ready…. release your finger and thumb and let those thoughts and feelings fade. You have now embedded in yourself an anchor. It’s an anchor that allows you to create that state, that zone again and again whenever you need it. The next time you need a boost, maybe before you make a call, before a client visit or even before asking your boss for a rise… squeeze that anchor!

Some more thoughts to change ‘good’ into ‘better’:

• If you think you can or you can’t – you’re right.
  
• Change your psychology by changing your physiology.
  
• The menu is not the meal.
  
• Plan daily – the night before.
  
• Get all your awkward or bad news calls out of the way first.
  
• Make targets and goals tangible and chunk them down to small tasks.

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.

In The Zone

Warren’s comments on being ‘in the zone’ reminded me of this example:

I remember watching Lance Armstrong completing the Tour de France a few years ago. I’d heard that he’d recovered from cancer and was intrigued by anyone who could do that, then take on such a gruelling and demanding event.

The image I have is of the most demanding day in the mountains with Armstrong at the head of the field, when he stood up in his pedals and turned to look at his nearest challenger, as if to say “I’m going, are you coming with me?” Armstrong simply left the elite field behind.

Afterwards he talked (and has since written) that he was “in the zone” that day, totally focussed on the job at hand, oblivious to everything else. I’ve often wondered since, is this only achievable in sport, or can we get in the zone in business?

It may be obvious, but start by breathing – pay attention to your breathing. Notice how you’re breathing, how quickly, whether from your chest or stomach. Simply pay attention. Then gradually shift your breathing – so it becomes slower, longer, and deeper. Notice too how your state of mind changes.

Picking up on the subject of favourite quotes, here’s one that I like from Mark Twain, “Keep away from people who try to belittle your ambitions…. small people always do that, but the really great make you feel that you, too, can somehow become great.”.

Getting a return on your PR investment

Before you can get a good return on your investment in PR you’ll need to understand why you are making it in the first place. Done properly, PR can be more effective than any other advertising or marketing tool. Why? Because, no matter how well written or designed an advert, brochure, mailer or website may be, the viewer will always treat it with a degree of cynicism because there is no objectivity involved. Press coverage, however, puts that objectivity back into the equation. If a broadsheet or a major magazine prints your words, there’s a perception that you must be a serious player. And the potential client or candidate who reads them is left thinking that perhaps you might be as good a recruiter as you’ve been telling them all along.

For PR to work effectively, it has to deliver the right message and it has to generate coverage in the right places. After all there’s not much point getting a splash in the ‘Manchester Evening News’ if your only office is in Central London or in ‘The Lawyer’ if you only recruit engineers. It also has to deliver the message that you really understand the markets you operate in. Consequently, while there’s merit in doing ‘fluffy’ PR – announcing new joiners, new offices, awards, etc – it’s much more effective to be providing journalists with information and comment and in writing articles about trends and developments in your target sectors. By doing this, you can set yourselves apart from the mass of recruiters and reinforce an image of professionalism and knowledge.

For most recruitment consultancies, adding PR to their marketing mix will call for outside help in the form of a PR agency. There’s certainly no shortage of us out there – just try typing ‘pr’ into Google if you have nothing better to do for a few days. However, do make sure that the one you select already understands your business and the pressures that recruitment consultants operate under. And finally, do make sure that they can write. You’ll find yourself much less enthusiastic about a 1500 word article for a trade magazine if you have to deliver it yourself when you should be concentrating on servicing clients and candidates!.

Adrian Barrett is a director of BlueSky PR, the specialist marketing and PR consultancy for the recruitment sector. Contact him at adrian@bluesky-pr.net or telephone 0845 3700 126.

Researchers’ Casebook (continued)

None of us ever takes on an assignment without understanding exactly what our client’s requirements are. In the same way, we should never instruct a researcher without a very exacting set of parameters. Last time we asked “What specific auxiliary skills should my candidate possess?” This time we ask:

Does that exact candidate really exist?

Let’s remember Rule Number One. To research a sector effectively, one must know and understand how that sector works. If you do have a good understanding, then ask yourself the question “Is my client being reasonable in his expectations?” Particularly in fast evolving industries where the skill sets are being redefined almost daily, and if your client is running ahead of the pack, he may be asking for a skill set that he requires BUT one which may not yet have an available pool of talent. It is your responsibility as the person conducting the research to point out to your client that properly trained or experienced talent does not yet exist; in the case of competitors they recognise this fact and are in the process of training staff to fill this particular void and; you must be able to give an estimate of the time lapse before your client will be able to buy this talent “off the shelf.”

Next time we look at a variety of ways to find the right candidate. 

Chris Malcolm heads up deAnsaPlus, a pure research company for head-hunters, executive search consultants and research professionals who require target specific research to find the right candidates on a worldwide basis. For further information email chris@deansaplus.com.

Interview preparation – don’t forget the client!

We all know about preparing our candidates before attending interviews with our clients, but how many of us bother to prepare the client? Most recent recruitment surveys conclude that the market is, at last, on the turn and the “war for talent” will again become a feature of many sectors of the recruitment marketplace. Consequently, it is becoming even more important to remind your clients that they are selling themselves, their company and the opportunity as well as ‘buying’ the candidate!

Before your candidate goes to the interview, try to ascertain your client’s likely interview style – and the format of the meeting and if you think you need to, give a bit of advice. There is nothing wrong with trying to guide your client in ways to sell their opportunity – especially if the client is a line manager who may be inexperienced in the art of interviewing.

Too many companies take their own selling points for granted and just don’t bother spelling them out. Of course, you will have provided your candidates with client literature and directed them to the client’s website but no matter how well written they are, they will often be viewed with a certain degree of cynicism.
 
Hearing about personal experiences from real people carries so much more credibility. Your client’s own views of career development paths, promotion opportunities and training will therefore sound much more impressive than the ‘corporate speak’ in the brochure. Furthermore, if they talk about social events, teambuilding and investment in people, they stand a much better chance of making the company a more attractive proposition than simply focussing on the job and how it fits into the corporate structure.

A question very often missed is “Will there be anyone else present during the interview?” There is nothing quite as off-putting as arriving at an expected one-to-one meeting and being faced with a selection panel. Your candidate won’t thank you for not being warned in advance!

Just as you will, no doubt, call your candidate the day before the interview to brief him/her, make sure you also call your client. As a bare minimum, get confirmation from a secretary that your client’s diary is still OK. It may sound obvious, but at every interview stage, always ask for feedback on your candidate’s performance and quantify with the client any points raised. It will help all three parties in the future. You will have a better understanding of the type of “animal” your client wants, your candidate will do better next time and your client will get a closer fit from you on the next occasion.

Matt Wilson is a new consultant with Recruitment Matters with a current focus on our Two Day Induction, Telephone Skills and Interview Skills courses. For more information on Recruitment Matters, our training courses, services and products visit www.recruitmentmatters.com, telephone 0800 0749289 or email info@recruitmentmatters.com.

Recruitment Matters news

First, some news about our special recruitment event in Barcelona – based on lots of feedback already received, we know that many of you have pencilled in this is date in your diary. Please note that it has been moved to Oct 5th. We’ll have more to tell you about this in the coming weeks.

Still on the international theme, with the increasing internationalisation of the recruitment industry and the subsequent growth of head-hunting in response to candidate shortages in many markets, we’ve decided to add another European date to our summer schedule. A number of prospective international clients have indicated that, although they would like to send groups to our ‘Successful Head-Hunting’ courses in the UK, it is not always a practical solution. With that in mind, we’re taking this course to Brussels on July 27th which, we hope, will prove to be a popular choice of venue.

We like to think that we are good listeners, and as a result of a significant number of requests, we’re offering a new half day course on ‘Selling Retained Assignments’ from July onwards. This should particularly appeal to those of you who have attended our ‘Successful Head-Hunting’ course over the years, and anyone with a year or more of solid recruiting experience. At only £149 investment, we’re anticipating significant demand for this course. See below for Q3 dates.

We’re also extremely excited to announce the launch of another new half day course this summer, entitled ‘Recruitment Matters – 250 Tips For Busy Recruiters.’ Simultaneously, we’re launching a new recruitment book ‘250 Tips For Busy Recruiters’ and all attendees of this course will receive a free copy. Thousands of you have purchased Warren’s book ‘Recruiting In A Tough Market’ or have attended his highly popular training course of the same name. If you enjoyed these, then this new course should have particular appeal. In fact, if you bring along a copy of ‘Recruiting In a Tough Market’ when you attend, we’ll give you a voucher entitling you (or a colleague) to 10% discount off a Recruitment Matters open course of your choice. At £149 for this adrenalin rush seminar, demand should be huge. Again, see below for Q3 dates and venues.

We hope that you can find time to enter our ‘Quote of the Month’ competition. It’s all about positive thinking and attitude, and not resting on your laurels. Well, we like to believe that we ‘practise what we preach’ and we thought that it would be great if you can come up with quotations that inspire us all to achieve even greater things during 2007. We are constantly reviewing and striving to improve our own skills and if you wish to improve yours, too, perhaps you would benefit by attending one of our expanded range of training courses on offer this year. Please review our schedule below for Mar - Sept 2007.

If you require more information or have any ideas for new courses or topics that you feel that we should be covering, or if you would like to explore what we could do for you on an in-house basis, we would be delighted to hear from you.

For more information on Recruitment Matters, our training courses, services and products visit www.recruitmentmatters.com, telephone 0800 0749289 or email ken@recruitmentmatters.com.

RECRUITMENT MATTERS: Mar - Sept 2007 Training Schedule

SUCCESSFUL HEAD-HUNTING
Trainer: Warren Kemp

Mar 21st: Birmingham SOLD OUT
Mar 28th: London SOLD OUT
Apr 4th: London
Apr 19th: London
April 20th: Manchester
April 25th: Bristol
May 2nd: London
May 9th: Birmingham
May 16th: London
May 23rd: Nottingham
May 30th: Newcastle
June 13th: Manchester
June 20th: London
June 27th: Milton Keynes
Jul 4th: London
Jul 12th: Dublin
Jul 17th: London
Jul 24th: Birmingham
Jul 27th: Brussels
Aug 1st – London
Aug 7th – Leeds
Aug 21st – London
Aug 31st – Southampton
Sept 5th – London
Sept 11th – Birmingham
Sept 18th – London
Sept 25th - Manchester

Investment £295+VAT 
‘Bring A Friend’ £195+VAT

more info

TWO DAY INDUCTION 
Trainer: Matt Wilson

Mar 27/28th – London
Apr 10/11th – Manchester
Apr 24/25th – London
May 15/16th – Birmingham
May 29/30th – London
Jun 12/13th – Manchester
Jun 27/28th – London
Jul 24/25th – London
Aug 14/15th – Birmingham
Aug 21/22nd – London
Sept 11/12th – Dublin
Sept 25/26th - London

Investment £495+VAT
more info

TELEPHONE SKILLS
Trainer: Matt Wilson

Apr 3rd – Birmingham
Apr 17th – London
May 1st – Manchester
May 8th – London
May 22nd – Birmingham
Jun 5th – London
Jun 19th – Manchester
Jul 3rd – London
Jul 17th – Nottingham
Aug 7th – London
Aug 29th – Manchester
Sept 4th – London
Sept 18th – Birmingham

Investment £245+VAT
‘Bring A Friend’ £195+VAT
more info

INTERVIEW SKILLS
Trainer: Matt Wilson

 Mar 22nd – Manchester
Mar 29th - London
Apr 4th – Birmingham
Apr 18th – London
May 2nd – Manchester
May 9th – London
May 23rd – Birmingham
Jun 6th – London
Jun 20th – Manchester
Jul 4th – London
Jul 18th – Nottingham
Aug 1st – Birmingham
Aug 8th – London
Aug 30th – Manchester
Sept 5th – London
Sept 19th – Birmingham

Investment £245+VAT
‘Bring A Friend’ £195+VAT
more info

SELLING RETAINED ASSIGNMENTS
Trainer: Warren Kemp
Running Time: 9.00am – 12.30pm

Jul 13th – Dublin
Jul 18th – London
Jul 25th – Birmingham
Aug 8th – Leeds
Aug 22nd – London
Sept 12th – Birmingham
Sept 19th – London
Sept 26th – Manchester

Investment £149+VAT
‘Bring A Friend’ £129+VAT
If attending 250 Tips course in the afternoon, then £239+VAT for the day (including buffet lunch)
more info

RECRUITMENT MATTERS - 250 TIPS FOR BUSY RECRUITERS
Trainer: Warren Kemp
Running Time: 2.00pm – 5.30pm

Jul 13th – Dublin
Jul 18th – London
Jul 25th – Birmingham
Aug 8th – Leeds
Aug 22nd – London
Sept 12th – Birmingham
Sept 19th – London
Sept 26th – Manchester

Investment £149+VAT
‘Bring A Friend’ £129+VAT
Includes a free copy of new publication ‘250 Tips For Busy Recruiters.’
10% off another open course of your choice if you bring along Warren’s book ‘Recruiting In A Tough Market’.
If attending Retained Assignments course in the morning, then £239+VAT for the day (including buffet lunch)

And FINALLY, look out for more information on our special recruitment training event in BARCELONA on OCT 5TH. Investment and course content tbc.

For more information on all these courses, visit www.recruitmentmatters.com.

Contact us

Recruitment Matters
Holyhead House
325 Holyhead Road
Coventry CV5 8JQ
UK
Tel: 0800 0749289
Fax: 01483 761709
Email: info@recruitmentmatters.com

Unsubscribe

To unsubscribe from this newsletter please click here.