Contents

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.

First, a quick reminder that we recently introduced a new one day training course with none other than our own 'Marketing Mentor' Alastair Campbell! Not surprisingly this is a course on Marketing, Brand Building & Promoting Your Recruitment Services. We've got two dates available before Christmas – Dec 1st in London and Dec 12th in Birmingham.

Don't forget that there are now less than 4 weeks left to benefit from our 'Early Bird' offer of just £99+VAT per delegate for our new 2012 version of 'Recruiting In A Tough Market.' See further down this newsletter for all the details.

For more on our future plans please read the 'Recruitment Matters News' section of this newsletter.

How ironic was it that one the same day that the government announced the worst UK unemployment figures in nearly two decades, recruitment consultancy Reed reported that October saw the largest month-on-month growth in job opportunities since 2009! See later for further analysis.

In further recruitment industry news, reported below, turnover in the UK's recruitment industry has bounced back by over 25 per cent to just under £25 billion over the past year (April 2010 to March 2011), according to the latest annual industry report by the Recruitment and Employment Confederation (REC).

The latest contribution from Greg Savage's blog is as challenging as ever – take Greg's 15 point 'test' to assess your client relationships!

Elsewhere, one of our regular contributors, David Lyons, MD of eBoss Solutions, offers some advice on setting up a posterous page and the benefits it has for your business.

In a similar vein, Jackie Barrie, copywriter, trainer & author at Comms Plus, offers some great tips on maximising your Search Engine Optimisation (SEO) by selecting the most appropriate keywords and phrases.

We would like to welcome a new contributor this month – our latest associate trainer - Liz Jones is a trainer and consultant, who specialises in helping businesses attract, retain and develop their Gen Y talent. Liz looks at four key things that business leaders must do and understand in order to create synergy within their present (and future) workforces during the rise of the new 'digital generation.'

This month, our 'Marketing Mentor' (and associate trainer) Alastair Campbell comments on the necessity for recruitment companies to make time for regular marketing activities – and looks at the pitfalls if you don't!

Our own trainer & MD, Warren, has two more tips for you this month – one on getting past the gatekeeper when headhunting (look out for the related FREE MP3 link) - and another on the benefits of collecting market intelligence..

Here at RMI, following a busy summer & autumn, we have quite a line-up of courses scheduled right through until February, so please have a good look at our new training schedule as well as reading our news section.

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 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. NOTE. See our schedule for the latest dates of Alastair's new marketing course for recruiters, exclusively developed in conjunction with RMI.

Keep calm and carry on marketing
Speaking to a number of recruitment companies recently at the new RMI marketing seminar that I was facilitating, it became clear that there is a lot of pre-existing knowledge about what needs to be done. However, the problem that many recruitment companies seem to have is about the desire to do the marketing activity that they know they need to. It's a common problem, and indeed one that comes up quite regularly at seminars – where can the time come from? Instead of using time to market the business, a dozen other tasks come along and take priority.

Because running a recruitment company is a time consuming activity, there always seems to be something more urgent to do. But for the long term growth of your business, marketing is one of the single most important tasks we should be tackling.

In fact, marketing often only becomes 'urgent' when you lose a major client, find that your clients are using you less and less or perhaps when a great staff member leaves to join the competition. Then, suddenly, marketing becomes vital and you require it to deliver serious results – and quickly.

However, marketing should be a steady, ongoing process that works best when we undertake it on a continuous basis. Think of it like a car's service, MOT, tax and general maintenance. If you do it all the time, you have trouble free motoring, but if you neglect it, you are either going to break down or end up with some other form of trouble.

Activities such as sending out newsletters, calling up existing clients, updating your website, targeting specific companies with direct mail letters, sending out a news release or even putting on an event are all great for improving billings – but may not generate immediate sales. You probably already know some of the things you SHOULD be doing that have worked for you in the past. If you had five minutes, you could probably come up with a list of marketing activities that you know would almost certainly work for you.

So, this month I'm not going to give you any specific piece of marketing advice. Instead I'm going to ask you to think about putting aside more time to devote to the regular marketing activities. Find the time to do them yourself or find a member of staff (or a marketing agency) to carry them out. Just a few hours a week will make a world of difference. Not just this week, or this month, but on an on-going basis. Make a point of putting aside some time every week to keep going, testing, refining but above all consistently creating the time to market your recruitment business. Don't 'panic market' - instead be clear about your objectives. Keep calm and carry on marketing.

Alastair Campbell is MD of The Ideal Marketing Company and author of The Marketing Launchpad available from Amazon. He is offering a free 1 hour marketing consultation to all readers of this newsletter. Visit www.idealmarketingcompany.com for details or call 01858 44 55 43.

RECRUITING IN A TOUGH MARKET 2012 (half day)

"Make the most of every opportunity to make a real difference to your desk"
BRISTOL – BIRMINGHAM – GLASGOW – LONDON – MANCHESTER – NEWCASTLE

It's back! Updated, revamped, and totally relevant to today's issues. It was one of the hardest hitting and most popular courses we have ever run. Originally delivered throughout the UK following the success of Warren's critically acclaimed first book "Recruiting in a Tough Market", we are launching a brand new course for 2012 (with a new book to follow).

Get in early and book a place today. We're offering a great financial incentive for you to do so too. This may well be the best half day's training you attend in early 2012. Don't come back to work after the festive break with good intentions and optimistic hopes and simply do what you've always done. Learn some new tactics, embrace social media better, deliver more of what your clients and candidates want, review where you are now, where you want to be and get a tangible game plan to do it – fast! Hit January hard and make the start of next year your best ever. Put the roots in place that will shed fruit all year round.

We've been helping recruiters recruit better since 1998, but, of course, in half a day we can't turn you into instant world beaters, but we can give you real measurable help in bite-sized chunks to:

• Attract, resource and retain the best candidates around
• Have a profitable digital footprint
• Build your reputation and brand on and offline
• Source, win and retain the clients you need
• Make sure your processes are as tight as they can be
• Develop a solid strategy for moving your desk forward in 2012

Your lead trainer will be RMI's MD Warren Kemp.

Your investment
We want you to get 2012 off to a flying start and recognise that training is a major investment for you and/or your staff. So we have a limited offer available right now. Book by December 16th and your ticket price per delegate will be £99 + VAT. This is limited to just 4 people per company per venue. At this price there are no discounts and no deals and the offer is only available for the January dates. If you choose to wait, if you book after that date or want to attend at a later date the price will be £149 + VAT. The difference is clearly that you will be saving over 33% by booking early.

Dates & Venues
January 2012
Early booking rate of £99 + VAT is applicable for these dates only – book by Dec 16th to secure your place
Jan 5th - London
Jan 6th - Manchester
Jan 10th - Glasgow
Jan 12th - Bristol
Jan 17th - Newcastle
Jan 18th – Birmingham

Running time 9:30am – 1:00pm
Investment £149 + VAT
Early booking rate £99 + VAT (max 4 per company)

February 2012
Feb 2nd – London
Feb 14th – Manchester
Feb 28th – Birmingham

Running time 9:30am – 1:00pm
Investment £149 + VAT
How do I book? Please complete the booking form and email info@recruitmentmatters.com, post or fax it to +44 (0)1529 309801. If you have any questions, please do not hesitate to call 0800 0749289 / +44 (0)1529 410586 and ask for Julie or Ken. Call us for an in-house quotation or email ken@recruitmentmatters.com.

Get social with Posterous

Contributor: David Lyons, MD, eBoss Solutions

This month we discuss how to easily spread your content on various platforms on the web. Many of you may be overwhelmed at the prospect of creating content for your audience, then posting it correctly on for example, Facebook, Twitter and your blog. In this month's article we show you how to do this easily.

One of the platforms we like is Posterous. It allows you to share your content publicly or privately and gives you a free blog as part of the service.

Simply enter your content, this can be photos, videos, text, audio and documents, and sit back as it auto distributes your content to your other platforms - easy? Yes it is.

First sign up for an account at http://www.posterous.com, select your name, for example if your company is atm123 recruitment, choose atm123recruitment.posterous.com
Next, add the details of your other social accounts and now you are ready for auto posting. Posterous also allows you to follow other people and use your mobile to access and share.
Give it a try and see how you get on, we are sure you'll be delighted with the results.

Next time we discuss how to set up and interpret analytics for your website

©2011 David Lyons. Contact david@eboss.co.uk or call 020 7183 0675.

Getting past the gatekeeper when headhunting (part one)

Last year we ran a series of tips on getting past the gatekeeper when trying to win new business. These ended up our most visited tips for a 3 month period so I thought we might explore the subject again, this time when headhunting.

A question I get asked a lot is what if the receptionist or the targets colleague recognises my name? Others include: Should I pretend I am someone else? And how can I avoid the receptionist?

Answer number one - slow down! Headhunting is a lifelong marathon not a series of brand new sprints. If the receptionist or their colleague recognises your name or voice, you have been phoning in way too often. So do your due diligence and instead of phoning four people in a team hoping one of them is right and spreading the message and your name around too thinly, take up some soft references first, learn how to search social media sites better and pick and choose wisely who you want to speak with. If you do have to speak with a number or it's a volume piece of business, spread your calls over weeks not days.

Answer number two – every single time, be yourself using your own name. When done well, every approach will enhance your credibility in your market. Even with the best excuse in the world, giving a false name will upset enough people when they find out the truth to tell 6 of their friends. You do the maths...

Answer number three – only avoid the receptionist if they have been unhelpful the first or second time you called. They have a job to do, so offer respect and enough information and you should be put through. We will explore this in a further tip in this mini-series. But for now if you really have to avoid the receptionist concentrate on asking for, searching for and uncovering as you go direct dials and mobile numbers. After all a direct dial number of someone in a team will, by playing "out of hours sequential number roulette" will soon uncover your target's number.

So, food for thought, I hope. I will be back soon with more on this huge subject.

This article was provided by Warren Kemp, MD & lead trainer of Recruitment Matters International - follow Warren on Twitter http://twitter.com/warrenbkemp. For more information, visit www.recruitmentmatters.com or email info@recruitmentmatters.com.

New MP3 'Getting Past The Gatekeeper'

Good news – for a limited time only, you can download Warren's latest MP3 FREE (normally £19.99) – download Getting Past The Gatekeeper now. To review the other MP3's and PDF's we have available, please visit our Products page.

UK recruitment industry bounces back: REC annual trends survey shows 25 per cent growth

Turnover in the UK's recruitment industry has bounced back by over 25 per cent to just under £25 billion over the past year (April 2010 to March 2011), according to the latest annual industry report by the Recruitment and Employment Confederation (REC). The medium term forecast is for single digit growth over the next four years with the industry expected to peak at over £30 billion in 2014/15.

The sharp upsurge in the annual turnover to £24.6 billion, an increase of 25.3 per cent, compares to £19.7 billion in the same period the previous year (April 2009 to March 2010). More recent data from agencies confirms that the growth has decelerated, reflecting ongoing economic uncertainty. However, the upbeat message from the REC's Annual Industry Trends Survey is that the industry has a fundamental ability to re-energise itself and to come back stronger.

The key findings of the survey are as follows:

• Turnover in temporary/contract staffing has returned to 2006/2007 levels at £22 billion compared to its low point last year of £17.8 billion, a rise of 24.1 per cent.
  
• Permanent recruitment also rallied to reach £2.5 billion in the past year, a massive 37 per cent increase on £1.8 billion recorded in 2009/10.
  
• Volumes of perms placements rose by 38.3 per cent from 436,822 last year to 604,193 in 2010/11 while temp placements were up 19.3 per cent and top the million mark again at 1,049, 333 compared to 879, 000 last year.
  
• The number of people working in recruitment has gone up 13.1 per cent from 80,528 last year to 91,114 this year.
  
• The REC's Medium Term Forecast predicts the recruitment industry's annual growth at 3.6 per cent next year (2011/12) followed by 4.7 per cent in 2012/13, rising to 7.1 per cent for 2013/14 and 7.3 per cent in 2014/15. This represents a return to single figure growth over the next four years to reach a new peak of £30.8 billion in 2014/15.

"Can I have one more question before I go?"

'Market Intelligence' is becoming more and more important to recruiters. Yes, I know we need to know what's happening – but it's vital that we can relay that information to our clients (and candidates) ….. so they know that we know what's happening.

The recruitment canvas is changing. Budgets are becoming tighter and people are being held more accountable for results. Therefore it stands to reason hiring a recruiter to fill a vacancy is a bigger decision than before. Let's step into a client's shoes for a moment. If you had a choice between working with a recruiter who called every two weeks whether asked to or not, cutting to the chase to find out if you had any vacancies - or working with a recruiter who called you in a cycle that you had agreed, dropped you an odd email with market information and when called, spoke about relevant interesting information that would help you and kept check on your hiring strategy along the way – which one would you use?

So where's this market intelligence going to be gleaned from? Well, as Chris Tarrant was prone to suggest to his game show guests – ask the audience. If you ask one more question per client (and candidate) and note down the responses, you will be armed with market intelligence, facts, figures and industry specific intellectual property. Imagine asking 20 people a day 5 days a week for two weeks the same question. Now explore for a moment how you could utilise the findings.

Asking the audience isn't a difficult thing to do – just make it part of your process every time you speak with someone you haven't asked that particular question before.

So the tactics become "give to get". Share something you have learned and ask a question in return. Your calls will soon be welcomed and you will be spending less time dialling numbers and more time having conversations, building relationships and ultimately bagging the business.

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

Reed sees record vacancy growth despite rising unemployment

The same day that unemployment rose to its highest level in nearly two decades, recruitment consultancy Reed reported that October saw the largest month-on-month growth in job opportunities since 2009.

Reed's figures showed that IT vacancies, up by 16%, led the way, with marketing (8%), sales (8%), accountancy (7%) and retail (8%) all reporting growth.

The data also shows a 6% rise over the month in the number of staff placed in permanent employment by 6% (and temp by 2.5%) and the number of job interviews has increased by 7%.

A spokesperson for Reed was keen to make it clear that while unemployment figures covered the period up to September, their figures covered October, so the two are not fully comparable.Tom Lovell, group managing director of Reed, adds: "It's encouraging to see this growth, which, if sustained, could translate into more positive data in the coming months."

Craig Holmes, research fellow at Oxford University's ESRC Centre on Skills, Knowledge and Organisational Performance (SKOPE) commented "Without knowing the specifics of Reed's figures, it's worth noting that more vacancies doesn't always mean job creation. A growing number of vacancies could mean firms are unable to fill existing jobs as quickly as their hiring practices tighten up. The big question for the government is whether these private sector hires start to occur at a rate comparable to that which public sector jobs are being lost."

Andrew Sissons, researcher at The Work Foundation, agrees that private sector growth areas are key. "It is particularly encouraging to see job opportunities in areas such as IT and accountancy, as these are the sectors most likely to drive a lasting recovery in the long term. However, employers in these areas sometimes complain of skills shortages despite high levels of unemployment, so there is no guarantee that jobs like these will stem the rising tide of unemployment."

The Rise of a Digital Generation

Contributor: Liz Jones. Founder, thetrainingstudio and Associate Trainer here at RMI

The lack of good 'human' resources is as big a crisis as climate change argues educationalist Sir Ken Robinson. And whilst melting glaciers and forest fires naturally make more dramatic headlines, he certainly makes a point. Within the next 7 years, over half of the working population will be 'digital natives.' These workers have grown up, and most significantly been educated, in a digital age. 96% are registered on at least one online network, which creates a digital population larger than any physical country in the world. In terms of being good 'human' resources, it is not a skills shortage we face, but the challenge to combine that natural skill with the business principles that form the commercial world as we know it.

In the modern workplace there is a meeting of three very different generations, all with their own aspirations, motivations and opinions on business. What differs now though is that the younger generations coming into the talent pool are more skilled than their older colleagues in the new technologies that are driving businesses forward. For the first time they have the upper hand over the established generations who would traditionally be training them.

Whilst the media paints a picture of a young talent pool who wants to work less hours for more wages, in reality there is actually a highly skilled talent pool waiting to be tapped. The key to success for businesses is engagement – firstly getting the right young talent and then keeping them. The great thing about this generation is that, when motivated, they want to work hard, progress and are passionate about achieving results. More than anything they want to be on the winning team. So what can you do?

I believe there are four key things that business leaders must do and understand in order to create synergy within their present (and future) workforces.

Firstly - embrace technology. The global reach of online networks is a very powerful tool to be utilised. If your people love their job, a status update tells their 578 'friends' instantly. The flip side of this is that the same audience also knows when someone doesn't love their job – and that's the sort of press you don't want.

Second – think about reward. Gone are the times when corporate gym membership was enough to attract the best people. The most successful reward schemes now allow staff to pick and choose the benefits that suit their lifestyle – you will be amazed by the number of Gen Y-ers who will choose a job or, more importantly, not leave a job based on the ability of the company to be flexible around their needs.

Third – remember that they question everything. The glory days of 'change management' programmes are gone. They want change, they drive change, and they see companies that don't change as the ones to avoid. There are no jobs for life anymore – Gen Y will leave your company if they think they can gain more by being somewhere else.

And finally – don't forget that we want the same thing. Boomer, Gen X, Gen Y – if they are honest, all want more money, better benefits, flexible working and the chance to progress, as well as a vocation that is challenging and exciting. The difference is that Y will tell you what they want, and how they want it. The challenge then is to marry the wants and needs of the business with that of its varied work force.

There are really only two options. Ignore it, continue with the traditional ways of working and watch competitors expand and develop into industry leaders. Or embrace the change. It will be down to the strength of Boomer and Gen X managers to lead the way and drive businesses to work harder and smarter using the relentless digital prowess of Gen Y. What cannot be denied is the rapid speed in which technology, communication and working practices are changing – and waiting in classrooms across the world are the next lot…….Gen Z……don't even get me started!

Liz Jones is a trainer and consultant, who specialises in helping business attract, retain and develop their Gen Y talent. Using 1:1 coaching and group facilitation, she audits, trains and evaluates individuals and companies to offer practical solutions to increase productivity and engage teams.
Liz was born in 1984. You can email Liz at liz@thetrainingstudio.net.

15 sure signs your 'client' does not take you seriously

Contributor: Greg Savage, The Savage Truth blog
You call them 'clients' and you think they see you as a business partner. Take this quick test and maybe… think again! Tick each statement that applies to you.
1. They won't meet you to provide a new job brief. It's emailed, or given over the phone, or maybe it's just a few lines in an email.
2. They give you jobs in competition. And you are not even first.
3. When you do eventually arrange a meeting, they keep you waiting for ages, or even stand you up altogether.
4. They don't return your calls.
5. They routinely don't interview the candidates you present.
6. They won't give you sound reasons for rejecting candidates that they have declined to interview.
7. They demand urgency from you every step of the way, but are slow to come back in a timely fashion themselves.
8. They don't give you feedback on the candidates they interview from you.
9. They arrange second interviews with preferred candidates directly.
10. They ignore your advice on salary and conditions and… pretty much everything actually!
11. They raise issues and information, critical to the hire (that they have never told you) with the candidate.
12. They make an offer direct to your candidate without going through you or even telling you.
13. They haggle your fee, after the deal is done.
14. They offer perm jobs to your temps without telling you.
15. They flirt inappropriately or ask you out on a date.
Tick each statement that applies to you then score yourself here.
0-5 – Nice job, your clients are treating you as a 'partner'
6-10 – More work needed to elevate your status to 'trusted advisor'
11-15 – You don't have clients. You have 'tyre-kickers' and 'bikers'

About The Savage Truth. Based in Australia and written by Greg Savage, The Savage Truth is a resource of insights and ideas for anyone interested in recruitment and staffing. To contact Greg please email: gsavage@aquent.com

Search Engine Optimisation (SEO): Finding Your Best Keywords

Contributor: Jackie Barrie, Copywriter, Trainer & Author at Comms Plus

Firstly, it's important to use customer language. For example, I heard that the DVLA used to talk about the 'vehicle excise duty' on their website. Then they realised the rest of us call it the 'car tax disc' and had to rewrite their web copy to match.

To find out what language your customers use, use the Google AdWords keyword tool. It's free!

You have to wait a moment while it loads. Then you can type in the search term/s of your choice along with the CAPTCHA code to prove you're a human being not a robot. Google will return a list of suggested keywords, each showing how many times it's searched per month and how high (or low) the competition is.

For example, a solicitor in Mitcham wanted to be found for a search of 'solicitor Mitcham'. The keyword tool showed that there was 'high competition' i.e. his competitors had already claimed that space. But he also found that lots of people were searching 'notary Mitcham' and there was low competition for that phrase. Being a notary was one of the services he provides, so he was able to optimise his site for those keywords and rake in all that business, without worrying about being found for a search of 'solicitor'.

Similarly, I worked with an interior designer. We found there was no hope of her site ranking first for any general keywords, but that lots of people were searching for 'How to choose an interior designer' or 'interior design colours', 'interior design curtains' and 'interior design carpets'. We therefore wrote a series of blog posts with these as headings, and were able to drive traffic to her site that way.

You will probably find that 'long tail' searches are more useful. That means that it will be difficult to appear at the top of the listings for short words such as 'trainer', because everyone in the world will be competing for those. It's better to optimise your site for 'trainer Brighton', for example.

One of my other favourite keyword tools is www.googlefight.com. It's not affiliated with Google, but is a fun way of finding out which keyword is searched more than another. For example, try a search for 'pen' v 'sword' and see which is mightier! More seriously, I searched 'copywriter' v 'copywriting'. The winner, in case you're interested, is 'copywriting'. I also searched 'copywriter Bromley' v 'copywriter Croydon' which tells me there are marginally more searches for Croydon. These quick searches tell me how to word my own website. Why not have a little play and find out how best to word yours?

Jackie Barrie writes without waffle for websites, blogs, newsletters, brochures, leaflets and speeches, in fact, anything to help your company make more money. She is the author of 'The Little Fish Guide to DIY Marketing' and 'The Little Fish Guide to Networking'. Find out more at www.comms-plus.co.uk or 0845 899 0258

Recruitment Matters news

It may almost time for a festive break for most of us – but not just yet! You have no fewer than FIFTEEN course options to choose from before we start stuffing the turkey.

Thank you to all of you have already booked your places on the New Year's big event 'Recruiting In A Tough Market 2012' which will be coming to a venue near you in January & February – not just our regulars in London, Birmingham & Manchester – but Glasgow, Bristol and Newcastle, too.

If there are any other courses that you feel we should be offering or places we should be visiting, please email ken@recruitmentmatters.com .

Hopefully you didn't miss our early Christmas present to you, a link to a FREE MP3 – Warren's half hour special on 'getting past the gatekeeper.'

Our in-house training activities continue to be many & varied, and it's something that we enjoy doing as it gives us the opportunity to develop a greater involvement with our clients. Ideally, do plan a good couple of months ahead if you can. We'll always do our best to accommodate your requirements and don't like to disappoint if we can possibly avoid it.

Remember, in order to optimise your learning experience, most of our courses are purposely run with small delegate numbers and are generally capped at 12. Book now to avoid disappointment! See our latest November 2011 – February 2012 training dates below.

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


Finally, 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 1529 410375.

RECRUITMENT MATTERS INTERNATIONAL: November 2011 - February 2012 Open Training Schedule

Attending an open course is not only a highly cost effective way of learning, it also gives you a chance to interact with your peers from other organisations, taking on board their viewpoints and experiences.

In order to optimise your learning experience, most of our courses are purposely run with small delegate numbers and are generally capped at 12. Book now to avoid disappointment!

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.

SUCCESSFUL HEAD-HUNTING (one day)
Europe's No 1 course on executive search.
Dec 6th - Newcastle
Dec 15th - London
Jan 19th - London
Jan 27th - Manchester
Feb 10th - London
Feb 17th - Birmingham

Investment £299+VAT
'Bring A Friend' £229+VAT
Link

SELLING EXECUTIVE SEARCH & WINNING RETAINED AND EXCLUSIVE ASSIGNMENTS (half day).
Being able to headhunt is one thing - knowing how to sell it to the client is quite another.
Dec 7th - London
Dec 13th - Manchester
Jan 24th - London
Feb 21st - Manchester
Feb 23rd - London

Running time 2:00 - 5:30pm.
Investment £199+VAT
'Bring A Friend' £149+VAT
Link

RESEARCH TECHNIQUES & METHODOLOGY FOR RECRUITERS (half day)
"It's not the client who pays your fee. He only writes the cheque. It's the candidate who pays your fee"
Nov 25th - Birmingham
Dec 7th - London
Dec 13th - Manchester
Jan 24th - London
Feb 21st - Manchester
Feb 23rd - London

Running time 9:30am - 1:00pm.
Investment £179+VAT
'Bring A Friend' £129+VAT
Link

TWO DAY INTRODUCTION TO RECRUITMENT (two days)
'Induction for new recruits'. Get your new hires off to a confident winning start
Nov 28/29th - Manchester
Jan 10/11th - London
Jan 18/19th - Manchester
Feb 14/15th - London
Feb 28/29th - Manchester

Investment £495+VAT
Link

CANDIDATE INTERVIEW & SCREENING TECHNIQUES (one day)
Learn how to screen potential candidates from a long list & then interview both face to face and over the telephone. Significantly improve your candidate to placement ratio!
Dec 8th - Manchester
Dec 15th - London
Jan 17th - Leeds
Jan 26th - London
Feb 9th - Birmingham

Investment £299+VAT
'Bring A Friend' £229+VAT
Link

BUSINESS DEVELOPMENT & ACCOUNT MANAGEMENT SKILLS (one day)
"Maximising on existing relationships & How to open up new profitable accounts"
Dec 5th - Newcastle
Dec 7th - Birmingham
Dec 14th - London
Jan 12th - London
Jan 24th - Manchester
Feb 8th - Birmingham
Feb 23rd - London

INTRODUCTION TO MANAGEMENT (one day)
Getting the best from your team while still running a desk
Feb 22nd - London

Investment £299+VAT
'Bring A Friend' £229+VAT
Link

MAXIMISING THE USE OF SOCIAL MEDIA & ONLINE NETWORKING (one day)
Build a candidate & client base using social media learning best practice for LinkedIn, Twitter and a variety of other outlets.
Dec 2nd - London
2012 dates tbc

Investment £299+VAT
'Bring A Friend' £229+VAT
Link

MARKETING, BRAND BUILDING & PROMOTING YOUR RECRUITMENT SERVICES (one day) - New!
Dec 1st - London
Dec 12th - Birmingham
Feb 1st - London
Feb 7th - Manchester

Investment £299+VAT
'Bring A Friend' £229+VAT
Link

RECRUITING IN A TOUGH MARKET 2012 (half day)
"Maximise every opportunity to make a real difference to your desk"
January 2012
Early booking rate of £99 + VAT is applicable for these dates only - book by Dec 16th to secure your place
Jan 5th - London
Jan 6th - Manchester
Jan 10th - Glasgow
Jan 12th - Bristol
Jan 17th - Newcastle
Jan 18th - Birmingham

Running time 9:30am - 1:00pm
Investment £149 + VAT
Early booking rate £99 + VAT (max 4 per company)

February 2012
Feb 2nd - London
Feb 14th - Manchester
Feb 28th - Birmingham

Running time 9:30am - 1:00pm
Investment £149 + 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 1529 410375.

Contact us

Recruitment Matters International Ltd
Unit 3
Sleaford Station Business Centre
Station Road
Sleaford
Lincs NG34 7RG
UK

Tel: 0800 0749289/0044 / (0)1529 410586
Fax: +44 (0)1529 309801
Email: info@recruitmentmatters.com

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