Welcome to our November newsletter
This is our November 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.
Thanks again to all of you who have booked so far on our recently launched half day course Social Media & Networking for Recruiters not only was our first date in London on a sell-out, demand for Nov 27th was so great we've had to put on an afternoon session. We've blown our own trumpet about this course quite a lot already so we'll settle for just one piece of feedback this time. "I wish to reiterate how much I enjoyed your training course yesterday – highly informative and extremely engaging – and the accompanying manual will be a constant source of reference."
As a result of the success of these half day seminars for £99, we've consulted with some of you and, have subsequently taken the decision to launch three new half day courses in 2010. We only announced this a few days ago and, judging by the early response, you seem to agree that we're thinking along the right lines. For more information, please see our news section and schedule at the end of this newsletter.
Elsewhere, we feature a couple of articles that continue to point to signs of encouragement in the market – and here's another encouraging indicator that we noted - the number of jobs posted or refreshed on the Totaljobs Barometer has risen for a second consecutive month. The barometer also showed that each job received nine applications, down from 10 in June to September.
Job postings rose in 26 of the barometer's 33 industry sectors. Healthcare and nursing jobs were up 20% to 21,000, while applications dropped in 16 sectors.
Regionally, Scotland and the North-East recorded the biggest rise in jobs, while East Anglia, the South West and Northern Ireland witnessed a drop in job postings.
It's not just the UK where the signs are increasingly positive. For example, in Germany, after losing almost 280,000 workers because of the recession, the temp market is recovering, although the number of temps has yet to reach its pre-recession levels.
Michael Wehran, head of communication at German agency trade association BZA, whose members include Adecco, Randstad and Manpower, said that between May and September the number of temporary agency workers in Germany increased from 520,000 to 588,000. Wehran noted that after a "huge decrease" between the summer of 2008 and May 2009 "things are getting better and better."
Sectors of the German economy that had been hit hardest by the recession, and "nearly died" such as the automotive and blue-collar sectors, were now recovering. At the same time, sectors such as IT and accountancy, which did well "even during the crisis", were continuing to prosper.
Wehran said he couldn't say what impact the rise in temporary workers had had on the number of consultants in the German recruitment industry. However, he speculated that companies who had taken advantage of German government subsidies to cut consultants' hours rather than jobs might return them to full-time hours rather than take on more staff.
This month we welcome back one of our regular contributors to our newsletter, David Steel of Exacta Research who, in his ‘Recruiters' Guide To Handling Researchers,' offers some perspective on ‘the surprise of the approach call.'
We are pleased to feature the first of a two part article ‘Twelve reasons why marketing fails' from another of our regular contributors, ‘Marketing Mentor,' Alastair Campbell.
Another of our old favourites, Will Kintish, has some entertaining tips on what you can learn from the attributes of a ‘networking hooligan.'
We have two new tips from our trainer and MD, Warren Kemp, with advice on making the most out of social networking site Twitter and also what to do if you feel that you've ‘lost your mojo'…
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
Twelve Reasons Why Marketing Fails and how to make your next campaign a success (Part One)
There are 12 common reasons why marketing fails. Over the next 2 editions, I'm going to explain what they are and how to avoid them. Why not use them as a checklist before embarking on your next marketing project? It's worth noting that we often learn as much by our mistakes as from our successes. Hopefully, by learning from other people's mistakes you can take a few short cuts and reduce the number of marketing mistakes that you make.
1. Message is too complicated
It is better to have one strong message that you put across in a direct mail letter, poster or press release rather than half a dozen weaker ones. People are more likely to remember and act upon one strong point as it is more likely to penetrate their busy day.
2. Nothing memorable
Want to stand out from the crowd? Then don't produce a marketing message that is the same as the crowd. A bold, benefit-led statement with strong visuals, consistent branding and a bright, simple graphic will help you be noticed and remembered above all the noise.
3. Not relevant to your audience
Who do you want to sell to? Small business owners, pensioners, young people or somebody else? Be clear who your CENTRAL audience is and make your message pertinent to them. If you catch other people at the same time that is great, but be clear about whom you focus your activities on based on the numbers, interest in what you do and ability to pay.
4. Message too broad
If you have different audiences, then rather than creating a one size fits all approach, create a series of different targeted messages which appeal to each audience. Create material that uses the language, addresses the concerns and solves the problems for each of these groups.
5. Wrong tone of voice
When you know who your audience is you should speak to them in an appropriate tone of voice. Use the right language, jargon, (only where appropriate) phrasing and length that will appeal to your audience. It is also worth paying attention to finding the right layout. The look of your brochures is closely linked to your tone of voice.
6. Not given long enough to succeed
All too many companies pull their advertising message, change their branding or scrap their end line long before it has had a chance to make an impression. Once you have decided on a strategy that should work, give it time. Most projects (marketing or otherwise) take twice as long and cost twice as much as people plan for. Most campaigns are pulled long before the public have had a chance to get bored of them or even remember them.
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.
Data Protection Act not an excuse for poor screening
The Data Protection Act should not be an excuse for firms failing to carry out effective screening of staff, according to The Serious Organised Crime Agency (SOCA).
Earlier this month, at an event attended by The Metropolitan Police, SOCA and counter fraud and security network PREFIT, Information Commissioner, Jonathan Bamford, said: "Employers sometimes mistakenly use the Data Protection Act (DPA) as an excuse to not screen staff when they could do. I call that ‘the data protection duck out'."
David Chernick, chair of PREFIT, says: "All too often, recruiters wrongly cite data privacy, employment and even human rights law as reasons why they can't screen staff. Thankfully, we now know for sure that employers can screen during recruitment, and again during employees' tenure, as long they do it in the right way. That's good to know because when we investigate employee fraud, we find that 87% is perpetrated after the first two years of service."
If you need to brush up on your interviewing and screening techniques, you could attend our new half day course Interview & Screening Techniques for Recruiters for just £99 + VAT
How to build your Twitter followers
Twitter will be the next big thing for recruiters, I promise you - when we all learn to use it properly. At the moment we are thinking "How can 140 characters allow me to say what I want?"
As the 17th-century French philosopher and mathematician, Blaise Pascal (1623-62) famously wrote in a letter to a friend "I have made this letter longer than usual, only because I have not had time to make it shorter." (This quote is often misattributed to Mark Twain, by the way).
And here is a genuine Mark Twain quote, "Plain question and plain answer make the shortest road out of most perplexities." (67 characters!)
Twitter could just turn out to be your next best networking tool to LinkedIn if you utilise it properly. For example, if you want to grow your followers, then try http://www.topfollowed.com . It's a great tool to build reciprocal links. Register on www.Twellow.com to be found – it's the "Yellow Pages" for Twitter. For more tips on how to utilise Twitter to best effect then ask Warren a question about it by emailing warren@recruitmentmatters.com or, better still, attend our course on Social Media For Recruiters.
Follow Warren on Twitter at twitter.com/WarrenBKemp
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.
Social media challenge helps Royal Navy hire marine engineers
The Central Office of Information (COI) has joined forces with interactive creative agency Marvellous to help the Royal Navy recruit engineering talent via an interactive challenge through an iPhone app and Facebook widget.
The Royal Navy Engineer Officer Challenge features 5 interactive missions based on realistic Royal Navy training tasks. Implementing the iPhone's touch screen interface and accelerometer, some challenges are set aboard HMS Deter, which is urgently in need of repairs. As the responsible lieutenant, the player makes crucial decisions, as they would as an engineering officer - from repairing the engine or preparing for a simulated missile attack to re-wiring the radar system.
Maxine Brown, senior interactive services manager at the COI, says: "When thinking of engineering careers, potential candidates automatically default to civilian and commercial businesses, so demonstrating how challenging and rewarding a Royal Navy Engineer Officer career can be was a key objective in this campaign.
"The iPhone has provided us with the platform to develop an easily accessible interactive application direct to our audience, which provides the career information they need whilst driving awareness and giving each user a truly interactive taste of the real thing."
Jon Carney, founder and chief executive of Marvellous, adds: "With this campaign, we wanted to replicate the demands on Royal Navy Officers, and challenge people to see how they cope with solving complex engineering tasks under pressure.
Have you lost your Mojo? (Part One)
Mojo – (Noun).
1. Self-confidence, Self-assuredness. As in basis for belief in one's self in a situation. E.g. In the context of contest or display of skill such as going on stage or into battle.
2. Good luck fetish/charm to bolster confidence.
3. Ability to bounce back from a debilitating trauma and negative attitude.
I've been speaking to three one man operations in the past week and each of them for different reasons has seemingly ‘lost their mojo.' No question of their ability or even success in times gone by, but each has been struggling to make things happen with any consistency in recent weeks and months.
These guys aren't alone. Many of us over the last 12 months or so have had our confidence knocked by what the economic climate and circumstance has thrown at us. Telling yourself to (or being told to) "Work harder," "work smarter," "pull yourself together" or that "things will get better" isn't the solution when all seems like doom and gloom and you are running on empty. So what can you do if you find yourself in that situation?
Well, there are no easy answers or people wouldn't be feeling like that. However, one of the first things you can do is step back and distance yourself from the situation. That doesn't mean run away and hide - it means take a step back and objectively and honestly review the situation. Ask yourself the following questions: (a) What results have I been getting? (b) What overall effort have I been putting in? and (c) What areas of my work have I been focussing my time on?
This will form the basis for a more in depth analysis of the ROI (return on investment) you have been deserving to date. Be honest with yourself and recognise what you have and have not been doing. That's step one on the road back to success.
Part Two will follow soon. In the meantime if you need any help with achieving better results through coaching or mentoring then give me a call or email.
Follow Warren on Twitter at twitter.com/WarrenBKemp
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.
HR crucial to recovery
Business success in the upturn will be defined by companies' human resources functions, with top performing companies making long-term plans now, delegates at the Chartered Institute of Personnel & Development (CIPD) conference were told.
Peter Cheese, former managing director of management consulting firm Accenture, said HR departments become far more critical during a recovery: "Companies need to move from thinking in terms of a short-term crisis to long-term planning for workforce strategies, and those who do are going to be the ones that out perform the competition when we go into the next part of the cycle.
Research from Accenture found human capital infrastructure, career development and succession planning were the pivotal difference between companies performing in the top quartile of business results and those in the bottom. Here, these process were highly mature, as opposed to only moderately mature within the bottom quartile of the companies measured.
The key to HR strategic planning is increasing the investment in education, said Cheese. He recommends implementing a strategy straight away to avoid the dangers of ‘ghost redundancies' by employees who will have more opportunities available to them when the economy recovers. "At the moment there's an ‘attitude of gratitude' from employees, that doesn't mean they are going to stay with an organisation in the long run," said Cheese.
Marketing a companies' employer brand at the different segments of its workforce is also critical, and Cheese recommended an individualistic approach to flexible working, reward programmes and career models.
Cheese told delegates that the recession provides an excellent opportunity for change in these areas.
Recruiters' Guide to handling researchers
Contributor: David Steel, Exacta Research
"This is all a bit out of the blue!" The surprise of the approach call
Doing something over and over, day in day out, can often leave you immune to it. Rightly or wrongly, you do it so regularly that you can no longer view it from anyone else's perspective but your own.
Having been in research for coming up seven years now, I dread to think how many approaches I've made to people in that time. I daren't even try to work it out. That said, the buzz of picking up the phone to a complete stranger and asking them if they have a couple of minutes to hear about a potential new opportunity has yet to go away. Neither has the understanding of the situation I'm putting that person in, which is key when making an approach.
Think about it – you're at work, getting on with it and working through that priority ‘to do' list you made that morning when the phone goes. Nothing unusual in that – the damn thing never stops! Only this time, it isn't your boss, a colleague or that annoying guy from O2 who keeps asking how many handsets your business has - it's someone who you've never heard of asking you if you want to consider where your career is going and if you're interested in hearing about "an exciting new opportunity."
"Whoa! Stop! I beg your pardon?!" you cry.
Of the thousands of people I have approached over the years, the "this is all a bit out of the blue!" comment must rank as the most popular response. To some, ‘another' headhunt call could be the third one they've received that week – certain professions seem to get them all the time (lawyers, quantity surveyors, IT sales people and so on) – for others it could be the only one they ever get in their entire career and it often comes as a bit of a ‘mind blow.'
The danger is not respecting this or dealing with it in the right way. Researchers should give those taken aback by an initial approach a little bit of time to let the call sink in, or maybe suggest calling them back later that day/that evening to let the person get their head round being approached, so that they can actually listen to what you've got to say. There is nothing worse than getting through a great pitch regarding a new role to be met with a deep breath, a pause and a "Wow, so you're headhunting me for this?!" as it lessens the impact somewhat!
On a similar theme, researchers also need to be wary of the fact that it might be the 40th time that day you've pitched a role, but it's the first time hearing it for each of the forty you've spoken to, so it needs to sound exciting and fresh each time.
I recall a client telling me of a researcher he had in his team some years ago who actually said to a potential candidate late in the day: "I'm sorry, which company is it you work for again? I've approached so many of you today you're all blurring into one!" Suffice to say the person being approached wasn't interested and the researcher found himself with a couple of fleas in his ear when he left for home that day.
A good researcher should be able to pick the times when an approach needs to be clipped, to the point and delivered, but also recognise when the person on the other end of the phone is caught totally unawares by the whole concept and needs a bit of time and work. Manage that type of approach right and you have every chance of securing yourself another good candidate – just because someone hasn't been headhunted before doesn't mean they are any less a candidate than someone who is called once a month.
If you lose patience, acting as though this really is your 48th approach call that day then you may as well have not made the call in the first place.
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.
UK business strongest for a year
The UK's business community is at its strongest financially since July 2008, according to Experian's insolvency index.
The index recorded an average financial strength score of 81.14 among active businesses during October, up from 79.8 in October 2008.Small businesses (with one to two employees) in particular were the most resilient, representing only 0.06% of business failures during October. However, the business insolvency rate did increase from 0.09% in September to 0.10% in October.
Rolf Hickman, managing director of pH, an Experian company, says: "Throughout 2008, the average financial strength score had been seeing a downward trend, but 2009 has seen a reversal. The financial solidity of UK businesses has been improving over the year. This has impacted on the insolvency rate, which has remained fairly stable since July, with a slight increase in October. If the financial strength of businesses continues to improve, we could see insolvencies maintain a low level and even start to fall."
How to become a rude, ignorant & useless networker
Contributor: Will Kintish
Kintish will tell you how to network politely and with confidence so that people respond well to you and you make new friends and acquaintences easily. Sometimes you will run across rude, ignorant and boorish people and you should treat these people as an opportunity. Rude and ignorant networkers show you how networking should not be done - learn from their examples!
The Networking Hooligan
This is the rude, disrespectful ignorant networker. He generally attends events and generally upsets lots of people. What does he do to create this unhappy situation? Women generally are much nicer and tend to behave in a more courteous friendly way. Here are ten disgusting behaviours:
1. He doesn't understand the rules of space, stands too close and for those with claustrophobia is a living hell. You take a step back and he follows you.
2. He comes over to you whilst you're chatting with John. He knows John but not you. "Hi John, good to see you" and totally ignores you.
3. I'm a group of three or four he turns his back on you during a conversation.
4. When he had enough of you he simply walks off without a ‘by your leave'.
5. He constantly hijacks the conversation. "Oh I've been there. I know someone better than him. I can beat that, it only took me … etc etc.
6. He is downright rude, sneers at something said or is uncomplimentary about other people and their business.
7. He breaks into closed groups where it's obvious they're having a private and confidential conversation. Another note read the various rooms' body language; approach only the open formatted groups unless you know someone in there.
8. He drinks too much too soon and behaves like the original lager lout.
9. He tells inappropriate jokes or anecdotes
10. And the worst behaviour of the hooligan is left until last. He's the one who look over your shoulder or around the room as he's talking to you. His body language is saying "I'm bored with you Will, I want out of here". Fine, you don't want to build a relationship with this hooligan do you? Move on. Simply say "Well, it's good to meet you chief hooligan, will you excuse me I need to see my friend May over there". He'll think "thank goodness for that!"
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.
Twitter-LinkedIn agreement signals closer corporate social networking integration
The joint announcement from Twitter and LinkedIn that they are to partner with one another sets a precedent and opens up further possibilities for the integration of business and social networks according to PR company Punch Communications.
The integration allows users of both networks to effectively synchronise their status updates between the two sites. Users can also send updates to one or the other or both, depending upon the nature and context of the update visible to contacts from one or both accounts.
Pete Goold, MD of online PR consultants Punch Communications, said of the deal: "The Twitter-LinkedIn partnership could be key in the evolution of social media as a tool for conducting business.
"LinkedIn is the core online network for those individuals in the modern business sector who are looking to connect with one another, and so the participation of Twitter in these circles could serve to accelerate any of its developments as a business communications medium.
Mike Taylor, MD at Web-Based Recruitment, told Recruiter: "If you are doing a Twitter update, LinkedIn users will also see what you are up to so in terms of spreading the word about potential vacancies, it is a good thing.
"LinkedIn is definitely a business network, whereas Facebook and the others are more social.
"With the three main players - Twitter, LinkedIn and Facebook - it seems there is more collaboration now. These sites don't make a lot of money so it is a way for them to work together so as they don't have a lot of adverts on site.
Recruitment Matters news
Remember we're now offering our clients a wider range of services including newsletter writing, social media marketing and Search Engine Optimisation (SEO). Recruitment Matters International has put together a great team consisting of recruitment industry experts, experienced marketers, software providers and cutting edge IT gurus. We always practise what we preach. For two simple examples (a) type "recruitment training courses" into Google and see where we rank. By the way, we have never raised our profile through pay per click. Then (b) type in Warren Kemp into YouTube and above the videos, you will even find Amazon and Ask.com taking out sponsored links because of the reputation Warren has in the recruitment arena (and has 6 products listed on Amazon too!).
As mentioned earlier, we sold out our first London date of Oct 27th for our new half day course, Social Media & Networking for Recruiters. We're pleased to report that all dates are selling well, so book your place now to avoid disappointment! See our schedule below for dates right through to March 2010.
While purse strings have been a lot tighter in 2009 the desire and the need for quality training never goes away. Our half day ‘Credit Crunch' courses in the early part of the year were delivered to over 800 people in the end. Social Media & Networking for Recruiters (half day) looks like reaching over 150 delegates for the first 4 events alone. So the message is clear, half days make good use of your time, content has to be completely up to date & relevant for the market right now, and to keep courses as cost effective as possible. As a result of your feedback, we are now launching three new half day courses for 2010 as follows, all at just £99 + VAT:
Negotiation Skills for Recruiters
Writing Effective Job Adverts
Interview & Screening Techniques
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 March 2010. Please note that there are just two Successful Head-Hunting dates to go this year – London on Dec 11th and Birmingham on Dec 16th. Warren is looking forward again to Amsterdam on Feb 1st.
RECRUITMENT MATTERS: November 2009 - March 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.
SOCIAL MEDIA & ONLINE NETWORKING AS A RECRUITER (half day)
Learn practical techniques that work and don't need a degree in IT!
Nov 27th - London SELLING FAST - AFTERNOON SESSION ADDED!
Dec 3rd - Manchester
Dec 9th - Birmingham
Dec 17th - London NEW DATE!
Jan 14th - Manchester
Jan 15th - Birmingham
Jan 22nd - London
Feb 19th - London
Feb 25th - Manchester
Mar 5th - Birmingham
Mar 17th - London
Nov 27th now has two sessions running from 9.30am - 1.00pm and 2.00pm - 5.30pm. All other dates 9.30am - 1.00pm
Investment £99+VAT
Link
WRITING EFFECTIVE JOB ADVERTS (half day)
Target and attract the right candidates cost effectively
Jan 14th - Manchester
Jan 15th - Birmingham
Jan 22nd - London
Feb 19th - London
Feb 25th - Manchester
Mar 5th - Birmingham
Mar 17th - London
All sessions run from 2.00pm - 5.30pm. Investment £99+VAT
Link
INTERVIEW & SCREENING TECHNIQUES FOR RECRUITERS
Learn how to screen & interview candidates both face to face and over the telephone
Jan 21st - Birmingham
Jan 26th - London
Jan 28th - Manchester
Mar 9th - London
Mar 16th - Birmingham
Mar 25th - Manchester
All sessions run from 9.30am - 1.00pm. Investment £99+VAT
Link
NEGOTIATION SKILLS FOR RECRUITERS
Secure business that delivers a health ROI (return on investment)
Where applicable, secure exclusivity and/or a retainer
Jan 13th - London
Jan 29th - Birmingham
Feb 2nd - London
Feb 23rd - Manchester
Mar 4th - London
Mar 24th - Birmingham
All sessions run from 9.30am - 1.00pm. Investment £99+VAT
Link
SUCCESSFUL HEAD-HUNTING (one day)
Dec 11th - London
Dec 16th - Birmingham
Feb 1st - Amsterdam
Feb 5th - London
Feb 11th - Manchester
Feb 24th - Birmingham
Mar 11th - London
Mar 30th - Manchester
Investment £299+VAT
'Bring A Friend' £199+VAT
Includes free CD worth £49.99 'Handling Head - Hunted Candidate Objections & Reactions'
Amsterdam: €395; 'Bring A Friend' €295. Includes free CD as above
Link
DELIVERING WINNING CLIENT PITCHES AND PRESENTATIONS (one day)
Dec 2nd - Birmingham
Dec 10th - Manchester
Dec 15th - London
Feb 10th - London
Mar 10th - Manchester
Mar 31st - Birmingham
Investment £299+VAT
Numbers are limited to groups of 6 to get maximum benefit from the day
Link
TWO DAY INTRODUCTION TO RECRUITMENT (two days)
'Induction for new recruits'
Jan 19/20th - London
Feb 8/9th - Birmingham
Feb 16/17th - Manchester
Mar 2/3rd - 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!
Jan 27th - Manchester
Feb 12th - London
Feb 18th - Birmingham
Mar 23rd - London
Investment £249+VAT
'Bring A Friend' £199+VAT
Includes free CD worth £49.99 'Handling Client Objections and Reactions'
Link
INTRODUCTION TO MANAGEMENT (one day)
'Managing Teams and Motivating People'
Dec 4th - London
Feb 3rd - Manchester
Feb 4th - London
Feb 26th - Birmingham
Investment £299+VAT
'Bring A Friend' £199+VAT
Link
INTRODUCTION TO RUNNING EFFECTIVE TRAINING SESSIONS
'Train the Trainer'
Jan 12th - London
Investment £299+VAT
'Bring A Friend' £199+VAT
Link
For more information on these courses and our other services and products, visit www.recruitmentmatters.com, email info@recruitmentmatters.com or call Emma or Ken on 0800 0749289 or, if you're overseas, 0044 1945 461561.
Contact us
Recruitment Matters International
2 Oakfield Road
Coventry CV6 1ED
UK
Tel: 0800 0749289
Fax: +44 (0)2476 591326.
Email: info@recruitmentmatters.com
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