Welcome to our March newsletter
Best wishes to all from the Recruitment Matters team!
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, news from ourselves at Recruitment Matters about our training courses, products and services.
Last month we noted a number of contradictory reports about the state of the recruitment market. Below are some highlights from the Association of Executive Search Consultants (AESC) State of the Industry Year-End Report which shows compound global growth of a remarkable 86% since 2004.
Anecdotally we can report on one of our clients who has experienced a very lean January and February but then has done more business this month than the first two put together. We also received an insight from Pam Pindar, MD of the Key Personnel Group into how 2008 has started for her.
Pam says “Here in the East Midlands (we have 5 recruitment offices and one head office handling payroll in the UK and overseas), we have had a very good December for temp and permanent vacancies. January 08 was the best month we have ever had with record permanent vacancies filled and by the end of the month, temps were back up again after a shortfall in the first two weeks. February 08 is also good with about an 18% increase on last year’s permanent invoice value and temps are also extremely good.
So what type of jobs are we filling? Mainly middle management, marketing, administration, accounts, legal staff and then an increasing number of senior management posts with salaries around the £30-35K mark. Temps is also increasing nicely and it is really very good administration posts from office management through to PA type roles where the main thrust is. Not sure if this is going to last as our order book for March and April isn’t quite so healthy as it was last year.”
Our observations are that in a tougher market with quality candidates at a premium and at least short-term concerns over the economy, it is no surprise that executive search is a growth sector and that temps and contract staff recruitment is on the up. So how are you finding it right now and what trends do you see in your crystal ball for the rest of the year?
Now, did you read about this? Hotel chain Travelodge has launched speed recruiting in a drive to take on new managers. Travelodge has swapped traditional time-consuming interviews for three minute question and answer sessions. Resourcing manager Ruth Sanders says: "We will recruit more than 1,000 new managers by 2020 and it is imperative that we continue to find new and innovative ways to recruit."
Well then, what are your views – how do you think that your clients would feel if you started presenting candidates to them for selection after a three minute interview? Could speed recruiting become as popular as speed dating?
A couple of other articles in particular caught our eye this month and are featured below – one about working in the future and another lamenting the poor interview skills of jobseekers. It would be great to receive your feedback on them, too.
We are delighted to feature a comprehensive contribution from John Wight, Head of the Executive Search Group, part of the Detail2Group, who has a lot of advice and observations to share on senior executive CV writing. Excellent stuff John, for which we are very grateful.
We have more great contributions this month from our two ‘Recruiters’ Guide’ experts, networking expert, Will Kintish and ace researcher, David Steel. We also have some great tips from Neil Kirby and our very own trainers, Warren Kemp and Matt Wilson. For more of our tips and advice, please visit http://www.recruitmentmatters.com/free.php .
We like this to be very much an interactive newsletter and we welcome your comments and feedback and will be happy to feature your contributions on important industry issues and your advice on how to improve the success and professionalism of our marketplace. As you now know, in return, we show our gratitude by featuring a link to your company, as a contributor to this publication.
We at Recruitment Matters have a simple underlying philosophy to everything that we do, and that is, by helping each other to improve, we all stand to benefit in this large, dynamic and fast-growing industry.
Please send your potential editorial contributions to ken@recruitmentmatters.com.
Executive Search enjoys global growth
Despite the credit crunch in the US, year-end net revenue for the global executive search industry rose 22% from Q4 2006 to Q4 2007. According to the Association of Executive Search Consultants (AESC) State of the Industry Year-End Report, it is the fourth consecutive year of positive industry growth, with compounded growth equalling 86% since 2004.
The AESC quarterly analysis showed a flattening out from Q3 to Q4 2007, but year-on-year trends showed an increase in all industry sectors. Annual growth was seen in the number of executive searches started (+8%), the fee per search assignment (+24.8%) and the average revenue per search consultant (+13.5%) by the end of 2007.
AESC president Peter Felix said: "The performance of the executive search industry over the past four years has been exceptional. It reflects the tremendous need for executive talent which is being experienced around the world as the baby boomers retire in western countries and major new markets such as China, India and Russia evolve into dynamic market economies."
Financial services only saw a 1% increase in searches started from Q3 to Q4 2007, but it was the industry with the highest year-on-year growth (+11%). The industrial segment saw a 2.5% quarterly drop, but was up 10% for the year. The number of searches started in professional services was up 2.2% for the fourth quarter, and 7% for the year. Life sciences/healthcare saw a quarterly rise of 4.5% with year-on-year growth of 6%. Technology saw very little quarterly change (+.5%) but saw an annual increase of 4%. The number of searches started in the consumer segment was down 3.7% in the fourth quarter but remained steady with 2% growth for the year. The Non-profit segment saw the highest quarterly change (+5%) and an annual increase of 59%, based on a small sample.
The market breakdown by industry changed very little in both quarter-to-quarter and year-on-year analysis. In Q4 2007, Financial Services held the largest market share with 24%, followed by Industrial (23%), Consumer Products (17%), Technology (15%), Life Sciences/Healthcare (12.4%), Non-Profit (5%), and Professional Services (3.4%).
The data was collected from a sample of AESC member search firms representing the activity of over 1,500 executive search consultants in 46 countries worldwide.
Recruiters’ Guide to Networking
Contributor: Will Kintish
Working the room – how to make the right impression (1).
This is Will’s third article on ‘working the room.’ Next month, he’ll share more of his ideas with you on how to make the right impression.
1. Answer the question “what do you do?” in an interesting and enthusiastic manner. This is important when starting to market yourself.
2. Start by telling people what benefits your clients receive from using your services. Do not say (for example) “I’m an accountant” but something like “I help my clients grow their business”. There is a great chance they will say “How do you do that?”
3. Create the image you want them to take away by telling them what benefits you bring to your clients, not what you are.
4. Create the verbal tease by giving information out piecemeal. As long as they continue to ask questions you know they are still interested.
5. Talk in terms of people’s problems, for example “we work with businesses that lose productivity because of poor processes.”
6. Understand you are the portal through which potential new business comes. Talking about the company’s size or number of offices early on is superfluous.
7. Answer the question “How’s business?” by saying “Business is great because I get lots of referrals” or “Business is great but we’re always looking for more.” If you just say, “Business is great” your listener assumes you aren’t looking for introductions.
Will Kintish and his team show people how to attract more business and clients by helping them become more confident and effective business networkers. For more information, email willk@kintish.co.uk, visit www.kintish.co.uk or call 0161 773 3727.
Future Workers
The workers of the future will work across times zones, languages and cultures, and offices will disappear altogether, according to people performance specialist SHL. According to Howard Grosvenor, managing consultant at SHL, offices will probably disappear and instead mini business centres could spring up near satellite offices.
"Increasingly people will work from home as organisations cut down their overheads on office space and use remote locations as the new-age workplace," he added.
With this new-age worker in mind, many employers are now considering remote working and working from home as viable options in their recruitment drive suggests Grosvenor. He says websites such as Remote Employment will come to the fore and take the lead in recruiting ‘tomorrow’s workers’. Currently, around 3.1 million people usually or regularly work from home and this is likely to double in the near future.
So what do you think – do you currently work from home? If so, what are the pro’s and con’s for you? Please email your comments to ken@recruitmentmatters.com .
Why do we find it so difficult to write a great Senior Executive CV?
Contributor: John Wight, Head of the Executive Search Group which is part of the Detail2Group.
Let me start by making it clear that I’m not going to present yet another definitive CV format as there are already lots of examples and help available. I simply want to highlight some key points and concerns that continue to exist.
Despite the number of "Do It Yourself CV" books and other support available online why are there still so many poor CV’s out there? And the bad news is that the people who should be better placed to create a good CV are often producing the worst. Now it may be that Senior Executives and Directors would say that they are too busy or maybe that they just don’t feel that they have to prepare a great CV, as their track record and current position speaks for itself.
Well, the truth is that a surprisingly large number of job candidates still fall at the first hurdle by neglecting their CV. Many are content to canvass a CV, which has not been updated for several years, is not tailored to the role they are applying for and in a format that is just too complex.
But, most importantly, the CV is littered with “soft generalities” and statistics that are not quantified in context, or in some cases, completely missing.
For example “I am a strong people person who achieved significant sales growth and controls a £300m turnover” How are you a strong people person? What was the sales growth? And was £300m up or down on the previous year and did it deliver a healthy bottom line contribution?
Or the cliché. "I work well individually and as part of a team" has become almost as predictably present on the average CV as the education details that go back to junior school. How did you “add value” individually and as part of a team? Using abbreviations and jargon is as good as saying “I know something you may not” Don’t try and be clever, use plain speaking English to explain what you do and what you’ve done.
The major difference between standard CVs and executive CVs is that in addition to defining your achievements, the executive CV should outline how you drive performance on the measurable key business indicators; your capacity to lead an organisation by blending various ‘softer’ skills; how you relate to others and how you have affected change within an organisation. The use of “soft generalities” is too ambiguous; your contribution in providing “added value” should be more obvious and quantified.
Either you improved company/team and individual performance or you didn’t!
At this senior level and stage in your career you should have lots of quantifiable examples of your achievements, and it’s achievements that should be at the top of your CV. If your achievements are strong and relevant then an employer will be caught in the first paragraph and want to read your full CV. You can then put your personal details clearly on the foot of the last page. After all, if you were advertising an Aston Martin, you would show the picture and list all the features first, then the details of where you can buy it. Remember your CV is your advert for you.
The competition for jobs remains tough. Your CV has to set you apart from all the others and define the “Added Value“ an employer will get by giving you the job.
Consider carefully that what your CV contains and how it looks is a measure of you as a person and as an executive. It’s your first impression, so make it a good one. When writing the CV, be mindful of what the reader's reaction is likely to be and give them what you think they want to buy. Think of them as window shopping with a need to be enticed to come in to the shop to have a look before they buy the product (remember in the retail market, visual merchandising plays a central part in business strategy - you should utilize this same strategy in the job seeking market). You should tailor your CV to your audience and emphasise your experience and achievements that are relevant to the role you are applying for. But don't give yourself more credit than you deserve as it will be exposed if, when you get an interview you are asked to elaborate (and bear in mind that in the incestuous world of retail, for example, someone knows someone who knows someone else, meaning that the likelihood is, at this level you will have already been qualified in a confidential manner before you even meet the other company!).
Keep it simple: The layout of your CV should be concise, informative (examples of performance should be quantified) and easy to read. Use short, punchy statements and don't use acronyms or go off at a tangent. Decide on a style and stick with it throughout. There is nothing tackier than a document filled with different fonts, text sizes, colours and, in some cases, company logos of previous employment!
One of the great myths that exist is that a CV should be no more than 2 pages long or, even better, 1 page. This can apply to Junior, Middle and even Senior Management roles, however if someone is recruiting for an Executive or Director role with salaries anything from £90k to £300k and more, then they are entitled to a bit more information about what you can offer. If this information is not on the initial CV, it will only be requested at a later date and might be detrimental to your initial chances, when put alongside someone of a similar ilk who has included this information.
Don’t go mad though, information must be presented in a concise and compelling manner. Give evidence of your leadership ability to think strategically, act tactically and your strength of character to motivate others.
While there's no template for the perfect CV, Focusing on successful projects and how you have “added real value” will demonstrate your potential worth to a new employer.
Good leadership is the single most important factor in the survival of an organisation and opportunities at the executive level are limited so it is crucial that you present yourself as a product that a company will want to acquire.
John Wight is Head of the Executive Search Group, part of the Detail2Group. If you want to contact John, please email john.wight@executivesearchgroup.com .
More about you
If you were to speak to the very top business people around whether that be in the corporate or entrepreneurial environment, you would find that they would all have many different characteristics and totally differing styles and personalities. However, it is likely that they would share a few things in common. One would be the understanding and the positive mindset and understanding that no one ever truly succeeds unless they fail first. After all, as a very young child, you fell over literally hundreds of times before you walked and now the vast majority of us have the capacity to complete a marathon. If you had given up after the first or second attempt at walking where would you be now? The reason that you never gave up was that no one had ever told you that failing was an option. Yet let us take a look at your life now. Too many outside factors such as peer pressure, fear of embarrassment and fear of failure have a negative affect on us.
These things and more have a huge affect on all of us, each and every day. In my role as a trainer and management consultant, I come across many people with mental blocks that are stopping them achieving so much in life; mental blocks that can be removed by you, now, if you really want to get more out of your life. There is an old saying that states ‘if you think you can or you can’t, you are right.’ If you apply the same thought process to your life now as you had when you first tried to walk, then every failure becomes just another step on the road to success.
The first step on the way to removing the fear factor, being more positive and achieving better results is to take some time out to complete the following short exercise. Once you complete it by writing down the answers, I am going to ask you to take a look at your answers first thing every morning for the next two weeks. You will not have to tell me or let me know the results because I know them already: You are going to be more positive and more confident – that’s right YOU ARE going to start to achieving results more quickly and have a happier time completing tasks and you will start to succeed more often.
So what is the exercise? I would like you to take a blank piece of paper and sit down with no disturbances for a few moments and write the following heading down: “I am so lucky to have…..” . I now want you to write down all the reasons that you can think of and start each sentence with ‘I’m so lucky to have.’ Complete as many as you can and then read them back to yourself - your whole attitude to life will be given an immediate energy boost. When you get up every morning for the next two weeks I want you to get that piece of paper out and read them all once again and if any more spring to mind then add to the list. Here are a few on my list:
I’m so lucky to have a supportive team around me.
I’m so lucky to have three great kids.
I’m so lucky to have a job I really enjoy.
I’m so lucky to have good health.
I’m so lucky to have learned so much from my life already.
I’m so lucky to have the ability to get more out of life every day.
I’m so lucky to have my future in my own hands.
Do your list today and you will be totally surprised and, I am sure, grateful that there is so much that makes you so lucky. By the way, if you want to email or phone to tell me it worked it would be great to hear from you. Be lucky!
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.
Poor interview skills cost candidates £billions
Jobseekers are talking themselves out of billions of pounds a year in potential pay rises through lack of interview skills, according to research by www.jobsite.co.uk.
The study of 5,000 candidates found that jobseekers’ inability to sell themselves in interviews means that they are losing more than £2.3bn a year in missed pay increases.
Although the average amount missed out on is £750, 43% have lost more than £1,000, and 28% more than £2,000.
The research found that one in three jobseekers failed to receive a single job offer in the past year – 10% of the working population. Poor interview technique was the single biggest reason for failure (11%), with falling victim to nerves (11%) or being out of interview practice (9%) other major factors.
The research highlights the widespread lack of interview preparation among candidates. Only 13% practise interview questions with friends and family, despite 33% saying that knowing how to turn their experience into answers would make them more successful. Instead, many candidates look to prepare by buying a new suit (16%) or having a haircut (7%).
Keith Potts, chief executive of Jobsite.co.uk, says: "Our candidates tell us that it’s one thing to find a job that matches your skills and experience, but quite another to be able to sell yourself in an interview chair."
Success and attitude
Contributor: Neil Kirby
Success is mostly about attitude. The most successful people are not necessarily the most intelligent, talented or beautiful. They do have the right mindset. Of course we all have bad days, and it’s easy to excuse a bad mood with “it’s just the way I am”. It means we don’t have to take responsibility for our actions and the impact on others.
But really it’s just an excuse, isn’t it? We’ve all seen examples of incredible people facing the most crushing circumstances, doing something amazing. They choose their attitude – they choose to take action.
So don’t wait for something crushing to happen - choose your attitude. Decide now, how are you going to be today? Write it on a post-it note and stick it where you’ll see it. Remind yourself throughout the day and notice what happens.
If you have any questions or comments on this article or issues you face, please contact me (in confidence) on 01707 395850 or email me at neil@neilkirby.co.uk. There’s no obligation.
Neil Kirby is a life coach and a leading practitioner of Neuro Linguistic Programming (NLP).
Recruiters Guide to handling researchers
Contributor: David Steel, Exacta Research
“So you can generate candidates for us – what else can you do?
Understandably so, most recruiters will only know and utilise research businesses for one thing – candidate generation. Most research businesses will market themselves in such a way that they’re fundamentally a ‘one trick pony’ – “cheaper than advertising, better than your database” and so on. Fair enough, as a lot of research businesses will do just nicely from providing you that service.
If you ask the question, however, you might find a research business can be of great use to you in many other ways beyond throwing approach reports and CVs at you.
Let me explain…
Salary Surveys. Any research business worth its salt should be able to provide recruiters with solid salary surveys. I take queries from clients on a regular basis where a particular business, often either a start-up or an organization setting up a new division, has asked said recruiter to provide them with salary/package information for a particular role in a certain location.
Either via straightforward research or with a bit of ‘creative licence,’ we’ve found out all sorts of information about employees’ remuneration and benefits ranging from call centre staff to chefs, from banking branch staff to MDs. This information can often help an organization grade a salary for a specific role, beyond simply sticking one’s finger in the air and hoping for the best.
Satisfaction Surveys. This is similar to the above, although with a twist. We’ve helped recruiters to help their clients with retention issues by carrying out ‘third party’ employee satisfaction surveys. In conjunction with the client, a research business will be able to pull together a brief questionnaire to ask staff covering key areas – views on colleagues/line managers, thoughts on salary/package, motivational issues, range of work, promotion/progression opportunities and so on. These can be kept confidential and the employee need not give a name, so the recurring patterns become the focus as against who is happy and who isn’t. I know for a fact that an employee satisfaction survey we carried out recently helped a recruiter convince a major client of his to seriously look at its base salary levels for employees operating in mid-level roles for the first 12 months of their employment.
Market Intelligence. Given the target listing and company analysis that research businesses have to do day-to-day to complete head-hunt assignments, they amass great quantities of sector/market information, hence it’s not such a leftfield idea to utilise a research business when good old-fashioned competitor analysis is needed. A research business could find out an organization’s turnover, staff numbers, locations, markets served, main clients, its key players, its reputation, etc, fairly easily. This is gold information to an organization looking to grow beyond its competition, move into a new market or make a key appointment from a rival.
Mergers & Acquisitions. Not a common one, granted, but we’ve handled a couple of assignments over the years where clients have asked us to approach a number of businesses, speak to their owners/MDs and uncover those that would be open to talking about a merger with or a buy out by another business. In terms of approach, it isn’t too dissimilar to the standard head-hunt call, though it obviously requires a level of discretion and sensitivity beyond simply changing the direction of an individual’s career. A research business can be a good ‘third party’ player in this instance, breaking the ice to allow the recruiter to meet with interested businesses to talk further on behalf of their client.
The next time that slightly unusual request pops up from a client, it might be worth giving a research business a call to discuss it – you might be surprised to find that you’re not the only one who has asked before!
David Steel is Research Director at Exacta Research, a recruitment research company who provide a candidate research service to help clients find the best possible candidates across all sectors and levels. For further information email hannah@exactaresearch.co.uk, visit www.exactaresearch.co.uk or call 08000 856 618.
Self development
It’s easy to get wrapped up in running a desk, a team or a business …. but how about you?
Self development is every bit as important. Now this idea involves you undertaking a bit of self analysis and then taking the time to ask some key people in both your personal and business life a couple of questions. Take a few moments later on today to ask yourself what you consider to be your top strength. What is the one thing that you consider to be your main strength that helps you in your work and then ask yourself why that is? What we are looking for, in basic terms, is a personal statement of features and benefits. So what is your one main strength and why? Now ask yourself the opposite. What is your main weakness? If someone were to ask you what your one failing is in business, what would it be and once again, why? We are only looking for one answer from each side of the coin because that really focuses the mind.
Now ask half a dozen people from a mix of colleagues, subordinates and line managers the same two questions about you, including the reasons why. Then ask half a dozen people from your private life - people not related to your work - the same questions i.e. What they consider to be your main strength of character and your main weakness and once again the reasons why. Do not get into a conversation about the answers and do not take it personally and start defending your weaknesses or extolling your strengths. Simply take the answers away and look at the list of twelve people’s thoughts in reference to your strengths and weaknesses and start to see yourself how others see you. I will guarantee that you will get one or two pleasant surprises that will boost your confidence in certain situations but you will also get a nudge or two in the right direction to adjust the way you deal with others. You may find that work and personal strengths and weaknesses are the same or you may find some marked differences. One thing, for sure, is that it will refresh the way you deal with other people.
Matt Wilson is a consultant with Recruitment Matters and is offering an expanded range of courses for 2008. For more information on Recruitment Matters, our training courses, services and products visit www.recruitmentmatters.com, telephone 0800 0749289 or email info@recruitmentmatters.com.
Recruitment Matters news
A reminder that here, at Recruitment Matters, we are considering entering the graduate recruitment arena, whereby we will offer the right calibre and profile of graduate for the recruitment industry supported by a package of training to ensure that they – and their employers – get off to the best possible start in their careers. To hear more about our thoughts, please email ken@recruitmentmatters.com or call 01945 461561. Thank you to those of you who have contacted us so far.
Please see below our latest open course training schedule right through until September 2008. Venue locations include London, Birmingham, Manchester, Leeds, Milton Keynes, Bristol, Glasgow, Edinburgh and Bournemouth. Although this schedule is focussed on the UK, we are very happy to deliver these courses or training programmes tailored to meet your specific objectives overseas, too – we already have bespoke corporate events lined up in Athens and Sofia so far, and regularly deliver training in Ireland. We like to travel…
We hope that you enjoyed Warren’s and Matt’s new tips for this month – you will find many more at our free tips page http://www.recruitmentmatters.com/free.php which is regularly updated.
RECRUITMENT MATTERS: April – September 2008 Open Training Schedule
RECRUITING IN A TOUGH MARKET (half day)
Trainer: WARREN KEMP
Apr 25th – London
May 23rd – Birmingham
Jun 20th – Manchester
Jul 11th – London
Aug 20th – Birmingham
Sep 19th – Manchester
Investment £99+VAT
BUILDING & RUNNING AN EFFECTIVE SEARCH DESK
Trainer: WARREN KEMP
May 20/21st – London
Sep 23/24th – London
Investment £595+VAT
‘Bring A Friend’ £495+VAT
SUCCESSFUL HEAD-HUNTING
Trainer: WARREN KEMP
Apr 2nd – London
Apr 15th – Manchester
Apr 22nd – Milton Keynes
Apr 30th – Birmingham
May 1st – London
May 28th – London
Jun 3rd – Birmingham
Jun 10th – Bristol
Jun 17th – London
Jun 25th – Manchester
Jul 2nd – Milton Keynes
Jul 8th – Edinburgh
Jul 22nd – Birmingham
Jul 29th – London
Aug 8th – Leeds
Aug 19th – London
Aug 29th – Bournemouth
Sep 2nd – Birmingham
Sep 9th – London
Sep 16th – Bristol
Sep 30th – Manchester
Investment £325+VAT
‘Bring A Friend’ £245+VAT
HEAD-HUNTING FOR RESEARCHERS AND RESOURCERS
Trainer: MATT WILSON
Apr 8th – Manchester
Apr 24th – London
May 8th – Birmingham
Jun 5th – London
Jul 2nd – London
Jul 8th – Manchester
Aug 5th – London
Aug 14th – Birmingham
Sep 2nd – London
Sep 16th – Manchester
Investment £295+VAT
‘Bring A Friend’ £225+VAT
Link
TWO DAY INTRODUCTION TO RECRUITMENT
‘Induction for new recruits'
Trainer: MATT WILSON
Apr 15/16th – Birmingham
May 13/14th – London
Jun 10/11th – Manchester
Jul 22/23rd – London
Aug 6/7th – Birmingham
Sep 3/4th – Manchester
Sep 17/18th – London
Investment £495+VAT
‘Bring A Friend’ £425+VAT
INTERVIEW SKILLS FOR RECRUITERS
Trainer: MATT WILSON
Apr 9th – London
May 20th – Birmingham
May 29th – Manchester
Jul 3rd – London
Jul 29th – Birmingham
Aug 27th – Manchester
Sep 30th – London
Investment £245+VAT
‘Bring A Friend’ £195+VAT
WINNING NEW BUSINESS
‘Telephone Skills For Recruiters'
Trainer: MATT WILSON
Apr 2nd – Birmingham
May 7th – London
May 22nd – Glasgow
Jun 17th – Manchester
Jul 9th – London
Jul 16th – Birmingham
Aug 28th – London
Sep 11th – Manchester
Investment £245+VAT
‘Bring A Friend’ £195+VAT
WINNING RETAINED ASSIGNMENTS (half day)
Trainer: MATT WILSON
Running Time: 9.30am – 1.00pm
April 22nd – London
May 28th – Birmingham
Jun 18th – London
Jul 15th – Birmingham
Aug 19th – London
Investment £149+VAT
‘Bring A Friend’ £129+VAT
TIME MANAGEMENT FOR RECRUITERS (half day)
Trainer: MATT WILSON
Apr 29th – London
Apr 30th – Birmingham
Aug 13th – London
Aug 20th – Birmingham
Investment £149+VAT
‘Bring A Friend’ £129+VAT
MANAGING TEAMS AND MENTORING PEOPLE (half day)
Trainer: WARREN KEMP Trainer: (from June) MATT WILSON
Jun 25th – London
Jun 26th – Birmingham
Sep 23rd – London
Sep 24th – Birmingham
Investment £149+VAT
‘Bring A Friend’ £129+VAT
For more information on these courses and our other services and products, visit www.recruitmentmatters.com, email info@recruitmentmatters.com or call Emma or Ken on 0800 0749289 or, if you’re overseas, 0044 1483 755559.
Contact us
Recruitment Matters
2 Oakfield Road
Coventry CV6 1ED
UK
Tel: 0800 0749289
Fax: 01483 761709
Email: info@recruitmentmatters.com
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