• Welcome to our September newsletter
• 'Marketing Mentor'
• Networking can help jobseekers
• Online social networking
• Global employment survey
• Heads you win, tails you win
• Recruiters' Guide to handling researchers
• Women get less profit related pay than men
• Cautious optimism but mixed signals
• Warm up tips before 'working the room'
• Recruitment Matters news
• September 2009 - December 2009 training schedule
• Contact us
• Unsubscribe

'Marketing Mentor'

Online social networking

Global employment survey

Recruiters' Guide to handling researchers

Warm up before working the room

Sept - Dec training schedule

Welcome to our September newsletter

This is our September 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.

We continue to explore the effects of the growth in social networking on various aspects of the recruitment process. Certainly, judging by the number of bookings that we've already received for our recently launched half day course How To Utilise Social Media As A Recruiter it's a hot topic for many of you.

For example, according to Deborah Collier, chief strategist at e-business consultancy Echo E-Business, firms are increasingly looking to Twitter as a more economical means of e-marketing.

Collier says: "Email marketing offers a channel to directly target subscribers, however the return on investment, particularly for smaller businesses, is still fairly low in comparison to other media channels.

"The biggest email marketing value for many businesses, particularly in the B2B markets, is in relationship and brand building over a period of time, supporting the overall sales process. Now we have Twitter to do that, and it's free.

"From restaurant bookings to product launches, Twitter has now become a de facto tool, not only for relationship building, but also sales. It's important to remember, however, that it's not what tool you use, but also why, how and when to use it. With any strategy it's important to ensure that you are in the right place at the right time, and that your message is communicated effectively."

And for something completely different, how about a personal makeover to help further your career? According to a recent survey from CareerBuilder, in a bid to secure work, candidates are increasingly willing to change the way they look,

The survey shows that candidates lost weight, dressed up to appear younger or older, or altered their hair colour or hair style. Some have even had cosmetic injections, plastic surgery and tattoo removal as methods to improve their chances of landing a job. So come on, let's be hearing from you – what lengths have you gone to in changing your appearance to land the job of your dreams?

Other features in this issue highlight the swings and roundabouts of this recession, with an increasing number of reports suggesting cautious grounds for optimism. Certainly, Antal's 'Global Snapshot' makes very interesting reading. What do you think?

If the recovery does gain momentum, retaining key talent will be the main challenge facing UK employers, according to a new survey from specialist executive PA and office support recruiter Crone Corkill.

Almost a quarter of firms said that retaining talent would be their top challenge over the coming months as any recovery in the market will inevitably lead to employees reassessing their job options.

Lee Dempster, operations director at Crone Corkill, says: "We are definitely seeing signs of organisations preparing for recovery. As well as looking at retention, employers are now re-addressing recruitment needs - particularly those which may have undergone significant restructuring at the beginning of the year and which are now ready to source the correct skills sets required."

We are pleased to feature the latest article 'You're from where?' from our regular contributor, 'Marketing Mentor,' Alastair Campbell. This month he builds on his previous advice on database creation and suggests that newsletters can be a very effective way to build client loyalty and awareness.

In the latest instalment of our regular feature 'Recruiters' Guide to Researchers,' we have a very helpful article from one of Exacta's Research Consultants, Elaine Tatters with a social networking anecdote from her company's research activities.

Now that the conference season is in full swing, another of our regular contributors, Will Kintish, offers 10 wise tips on mental warm up exercises to try before you 'work the room' at your next networking event.

We have new tips from our trainer, Warren Kemp, on online social networking and how to keep your candidates warm, which are also featured amongst many others on the tips section of our website.

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

You're from where?
We like to think that we are important to our customers and that they lie awake at night wondering if we will write to or call them during the next day - but sadly this isn't the case. They probably can live without a call from a recruitment company asking if they have any vacancies at the moment and they probably have enough letters landing in their reception area to notice if your brochure is there or not.

But the ultimate indignity is when you phone up an old client and they ask you 'Where are your from again?' How could they possibly forget that that you actually dealt with them before and that you are the company that has helped them find at least some of their colleagues who are sitting near them in the office?

One way to minimise that chances of this happening is to keep a regular e-mail campaign going. For most, a monthly newsletter is frequent enough, but be clear about what the point of the campaign is. You are not necessarily going to generate a flood of enquiries (although you might). The real reason is to keep your name, your company, your logo and your services in the mind of your customers and your prospects.

A decent regular newsletter is probably the quickest and cheapest form of marketing that you can produce. Your list should be built up from opt in subscribers, along with people you meet at networking events and your customers base. This data combined with time this will turn into a very powerful tool through which you can promote:

• New services
• Open evenings and events
• Testimonials
• Case studies
• Twitter or blog developments
• Great new candidates

In fact building up an email list of existing and future customers and sending out a regular email to them is probably the most cost effective and, indeed, effective ways of stopping the response "you are from where?" over time.

Action points

1. Start collecting together business cards.
2. Create a sign up form on your website.
3. Work out a simple newsletter with sections that you can write about each month.
4. Make a start this week.

Networking can help jobseekers

New research from career management specialists PCS indicates a significant shift in the way people are approaching the job market. Out of 220 clients surveyed, over half (55%) had secured their current role through networking. Only 18% had found their role through advertisements or online.

PCS believes networking can provide people with opportunities to move into a job that provides a better fit for their skills and interests.

Caroline Dickin, their Executive Marketing Manager, comments: "Although networking has been the most successful route historically for executives and directors, we are now seeing more middle and senior managers adopt networking as the favoured route to market."

16% of respondents had secured their role through recruitment companies whilst 11% chose to set up their own business.

Advertisement:

Newsletters are a great way to keep in touch with your candidates and clients. Keeping them regularly informed about their market will help place you as their "recruiter of choice." If you would like help with launching a newsletter or advice on the content and style of your existing one, then please click here.

Online Social Networking

Social Networking seems to be the big thing that everyone is discussing. The net helps you do that well. As well as getting you more contacts (after all isn't that what it is about?), the flipside/upside is when used properly you gain more traffic and ranking status on your website too.

I've got a client who ranks in the top 4 results on Google, Yahoo and Bing globally for a specific search term. They don't even use the keyword search term on their website!! But, because some 62 of their backlink sites mention them for those keywords, they rank highly. Obviously, if they were then to use that search term on their own site they could well jump up the rankings even higher. So social networking on sites such as Facebook, LinkedIn, Twitter and Stumble can be great for gaining contacts for your business but when it becomes a backlink its a double whammy!

At www.recruitmentmatters.com we have so far got 22 different search terms ranked in the Google top 10. I've come across a great free tool to check out your own backlinks and those of your competitors. A backlink is simply a site that uses one of your URL's in their text content e.g. "For recruitment tips please visit www.recruitmentmatters.com/free.php ". Working smartly you can see what blogs, articles, sites and links are or can be good for you. The old adage of "it's not what you know but who you know" still stands true. Just make sure they are quality sites/people/links that you associate with. The site I mentioned is www.backlinkwatch.com/ .

Follow Warren on Twitter at www.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.

Global employment survey finds job markets improving around the world

A quarterly global survey of hiring and firing trends covering more than 7000 organisations in 34 countries has found job prospects for professionals and managers improving for the first time since the autumn of 2008.

The 'Global Snapshot' from the international recruitment firm, Antal, asked 7397 companies in major markets in Western and Eastern Europe, Africa, India, China and the USA whether they were currently hiring at professional and managerial level. It then asked whether they planned to do so in the coming quarter and whether they were currently letting staff go or were planning to do so in the next three months. Current hiring across the globe was up from 46% of respondents in the spring to 50% now. And the percentage of organisations intending to hire in the coming quarter was up from 44% to 48%. At the same time the percentage of organisations intending to shed staff had fallen from 35% in the spring to 25% now.

Western Europe
The highest current hiring levels amongst the larger economies were in France (54%), UK (50%) Belgium (50%) and Germany (46%). The lowest level of hiring was in Switzerland at 35% of businesses surveyed, reflecting the economy's reliance on the financial sector.

Eastern Europe and Eurasia
The highest recruiting levels in this region were in Russia (62%), the Czech Republic (60%), Poland (53%) and Bulgaria (54%). Hungary's well-documented economic problems meant that it had the lowest level of hiring in the region with only 26% of businesses questioned actively seeking new managers or professionals.

Africa and the Middle East
After a dip in demand for staff in the spring, hiring in Egypt had rebounded to make it the most vibrant job market in the region with a hiring level of 61%. Despite the evident end of the 'boom' market in the Gulf, hiring levels in the UAE were still relatively robust at 46% and looked set to rise to 49% in the coming quarter.

Asia
After a substantial dip in hiring levels at the start of 2009, confidence has definitely returned to the Chinese jobs market with hiring levels up to 74%.The picture in India is a similar one to that in China with the professional jobs market making a substantive recovery after a major loss of confidence at the start of 2009. Current India hiring levels are up to 51% from 29%.

The Americas
Although the economic picture in the USA is somewhat mixed, the latest Snapshot suggests a definite improvement in the professional and managerial jobs market. The percentage of organisations hiring has risen to 55% from 43% in April and, of those intending to hire in the coming quarter, to 56% from 34%. Furthermore, firing levels are down, albeit marginally from 38% to 34%.

Conclusions
"We would be very brave, or possibly very foolhardy, to assert that the economic crisis that has assailed the world is over," says Antal's CEO, Tony Goodwin, "but there is little doubt that the results of this edition of Global Snapshot give cause for some optimism. The hiring and firing of staff is one of the most effective measures of business confidence and there is no denying that, with a few exceptions, the jobs market for professionals and managers is improving all around the world."

"Of course there may still be unforeseen troubles waiting around the corner - the W-shaped recession or the 'dead cat bounce', for example, so beloved by the more apocalyptic commentators. But what may save us even if they are lying in ambush is an underlying sense of confidence that appears to be returning for the first time in nearly two long and difficult years."

Heads you win, tails you win.

Keeping in touch with candidates, although somewhat labour intensive, is clearly a vital part of the recruitment process. Many recruiters feel a little embarrassed phoning to "touch base" if they haven't got a vacancy to discuss and don't feel too comfortable asking what the candidate has by way of irons in their fire either.

A flexible candidate is going to be more likely to get a job in this tough economic climate that's for sure. Ask the guy who has been 6 months unemployed while seeking a permanent job if he would now consider temporary, contract or interim roles. Ask the contractor who is concerned that his contract won't be renewed if he would now consider a permanent job. Would someone now do shift work, would another take a part-time post rather than have no income coming in? At the end of that project you will have a far more flexible pool of candidates to work with. On the back of that you can then start asking your clients if they have any vacancies whether that is a one day temp need, a three month contract or a permanent post. Don't assume a candidate will or won't consider something and don't assume your client knows you can service a variety of types of positions either.

If your candidate base is too large to call them all then, at the very least, send out a questionnaire asking them about which types of roles e.g. temp, perm, part-time, etc. they will now consider and do also check which geographical locations they will work in, too.

Follow Warren on Twitter at www.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.

Recruiters' Guide to handling researchers

"Beware of the Moon! Business Development in the 21st Century"
As the weeds of recession refuse to die just yet, every one of us must turn 'green fingered' and root among those weeds and brown stems to find the small 'green shoots' and nurture them. I am not a sales person by any stretch, but like all businesses, we understand the importance of business development and the many forms it can take, especially in current times.

Many recruiters are still finding the economic climate challenging despite leads slowly appearing as companies start to tentatively dip their toes into the water again. Potential candidates are queuing at the door whilst the number of vacancies is still lower than in recent memory. Competition is stiff and recruiters are not necessarily at the top of the list when companies start to recruit again, as many organisations (partly due to costs) would opt for internal networking, advertising directly or even using government schemes such as Jobcentre Plus to source candidates in a cost effective manner that doesn't include paying that dreaded 'placement fee'. Just because 'some' companies 'might' be recruiting again, it doesn't mean that the recruitment industry is necessarily seeing this just yet.

Over recent years, many recruiters may not have felt the need to keep ahead of the game by utilising new and novel ways of business development – there was a period when I recall some of our clients commenting that they were having to turn work away, such was the buoyancy of the recruitment market. Many still feel that the age old method of call calling is the best tool available - think again! We have tried and tested a variety of different methods of business development in order to expand our own client base - marketing emails, cold calling, candidate/client networking, sending letters/company literature, monitoring vacancies in a variety of media to even utilising social and professional networking sites; a key method in this day and age.

The jury is still out but, generally, we feel that professional networking sites have provided a great passage directly to decision makers within organisations, sometimes avoiding the gatekeeper protecting those decision makers from 'sales' calls. In my opinion it allows a non-invasive way to reach the right people in a more personal and interactive manner.

"Proof is in the pudding" I hear you cry – yes, very much so. As I am sure you will agree, no one method is 100% effective (you are still going to get replies saying "thanks, but no thanks..." no matter what approach you take), but we have found the online tools useful and have gained new clients this year through the use of such sites, much quicker than the traditional cold calling. This appears to be so as the internet creates an arena in which you can relate to a potential client on a light, quite informal level initially, and build up relationships and networks (like Warren's 20x20x20 tip!).

The responses to these light, initial messages tend to break the ice, as one of my colleagues found recently in the weirdest of ways. A message was sent to a potential target client and almost instantly she received a response - "Beware of the moon!" it said. From there, curiosity took hold on our side and we started to have an informal chat about recruitment, the market, recession effects, etc, and from there we have built up a good rapport which may produce buds in the next week or so in terms of an assignment. They have a need that our service could satisfy, though we would not have known this had we not sent the original message and engaged in the (early) playful banter.

All that said, I'm sure that the traditional method of cold calling will never completely die out as a business development tool, but perhaps as radio was superseded by television and vinyl LPs were overtaken by CDs and MP3s, maybe the more informal, often light-hearted approach of business development contact through networking sites provides a fresh avenue for developing new opportunities which could provide the 'Miracle-Gro' for those tentative green shoots!

Elaine Tatters 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.

Women receive less Performance Related Pay than men – a question of testosterone?

Women in some of the leading UK finance companies receive around 80% less in performance related pay than male colleagues, according to the Equality and Human Rights Commission's Finance Sector Inquiry, published on 7 September 2009. The findings are based on data from a questionnaire sent to 50 companies employing 22.6% of workers in the sector.

The majority of women taking up new jobs in these companies still start on lower average salaries than men and an unusually high proportion of workers in the sector fall into the 25 to 39 age group – the age at which women tend to have childcare responsibilities.

Key findings of the report include:

• Women employees earned an average of £2,875 in annual performance related pay compared to an average of £14,554 for men – a gender pay gap of 80%.
• A gap in annual basic pay between women and men of 39%. However, this gender pay gap rises to 47% for annual total earnings when performance related pay, bonuses and overtime are taken into account.
• Among the organizations who responded, women received significantly lower performance related pay on average than men in 94% of cases.
• In 86% of responses, women who had started their jobs in the last two-and-a-half years had lower starting salaries on average than men starting in the same period.
• Significant 'in-grade' gender pay gaps in at least half of all job grades/categories, where men and women are assumed to be doing the same or equivalent work, were found in 63% of cases.
• Less than half of cases report making some effort to address the pay gap.
• Only 23% of cases report that they have undertaken an equal pay audit.

The finance sector provided 1.3m jobs in the UK in 2008 and employed 4% of the workforce. It remains to be seen what the finance sector will do about the recommendations in the report which include appointing a board member to champion the issues and drive change, undertaking annual equal pay audits and publishing the data and ensuring maternity, paternity and parental support schemes are in place and effective.

A week before the Commission published its findings, The Economist highlighted some research just published in the Proceedings of the National Academy of Sciences by Paola Sapienza of Northwestern University, near Chicago. This suggests that 'it is not a person's sex, per se, that is the basis for discrimination, but the level of his or her testosterone. Besides being a sex hormone, testosterone also governs the appetite for risk'. A piece of qualitative research on a group of MBA aspiring bankers found that men and women with similar levels of testosterone displayed similar risk preferences. And when the subjects' career progress after graduation was monitored, more men than women chose a risky job in finance, correlating with the higher levels of testosterone in these individuals.

So while the scope for earning performance-related bonuses in the finance sector remains inevitably linked to risk appetite (despite the lessons learned from Lehman et al), the Commission may have to wait some time before it sees much change...

Cautious optimism continues despite mixed signals

Public sector holding strong
Public sector employment rose by 13,000 in the second quarter of the year, according to figures released by the Office for National Statistics. In contrast, employment in the private sector fell by 230,000. Despite fears of cutbacks in the public sector, recruiters say there are no signs that the market is about to implode.

Noorzaman Rashid, director of government & public services at Harvey Nash, commented that while the company had seen a reduction in recruitment overall, there was now "a bit more confidence" in the market. "Clients are now talking to consultants about positions that they have previously held off filling," he says. Rashid says that in comparison, the commercial sector has been "a lot more adverse."

Graeme McAllen, head of healthcare at public sector recruiter Core Connections, said that his company had seen no signs of a slowdown. In fact, he says that compared with the second quarter, the company was expecting a 360% increase in business during the third quarter ending 30 September. McAllen says that healthcare had seen the highest growth, although social care and education had also increased. The company's business is split 80% temporary and 20%. "We have had a very positive period," says McAllen

On the other hand, we have this report...

Public sector reductions could result in 700,000 job cuts
More than 700,000 public sector workers could find themselves out of work due to public spending cuts, claims a new TUC report.

The report says that a cut of 10% of public sector staff would result in 2.9% of the UK workforce losing their jobs, with Merseyside and Wales particularly hard hit.

TUC general secretary Brendan Barber says: "Public spending cuts would provoke a double-quick double-dip recession. Unemployment could exceed 4m and it would take many years before there was any chance of returning to anything like full employment. That would scar for life a whole generation of young people."

Job boards hit hard by recession but outlook improves
Job boards have been hit hard by the economic downturn, according to a new survey.

Among the findings of the survey of 43 UK job boards by whatjobsite.com are:

- More than half (56%) say business is down
- 70% report a decrease in job postings by recruitment agencies
- 68% report a decrease in job applications
-More than half (58%) say they have seen a decrease in marketing spend.

There is also evidence that despite fewer jobs, jobseekers are flocking to job boards, with 64% reporting an increase in unique users, and 68% seeing a rise in CV uploads.

However, while the industry faces severe challenges, 33% of participants report signs of green shoots and 73% are generally positive about the year to come.

Karl Schweppe, managing director of whatjobsite.com, said "The results of this survey reflect the fact that he market is curently one of the most difficult since the beginning of job boards in the 1980s. Schweppe says he predicts that the current market conditions will see those job boards with strong brands becoming stronger, and a reduction in the number of job boards overall.

Travel industry more upbeat
An air of optimism is returning to the travel industry, according to travel recruiters.

Earlier this month, PricewaterhouseCoopers (PwC) reported that the worst of the recession is over for the UK hotel industry and it seems that the travel industry is reaping the benefits.

Debbee Dale, director AA Appointments, said "There is a definite shift to the positive with regards to recruiting in the travel industry. The industry was holding its breath in terms of sales for the latest market figures and was fairly pleased with the outcome. People decided to go away on holiday after waiting till the last minute and taking the best deals on offer. For recruiters we are seeing more jobs across the sector, with business travel still being a little slower to pick up, but the leisure side that includes hospitality and cruise, as well as tour operators and agents, is definitely looking brighter with cautious optimism to the year ahead's sales."

Nina Johnson-Bennett, MD at Management Search Executive, says: "There is definitely an air of optimism and an increase in enquiries for senior hotel industry roles as well as the number of contracts signed. However, in terms of travel, other airline companies are cancelling routes.
"Which begs the question are jobs being lost when these routes are cancelled?"

Claire Muge, area manager & West Midlands account manager at Travel Trade Recruitment, adds: "I am inclined to agree with PwC. There is a general consensus in the travel industry that we are over the worst of it, but that it will take longer for things to return to 'normal' or rather pre-recession. Certain sectors are booming and have had a good year despite the recession e.g. cruise and all-inclusives. However, with airport departure tax increases and the trend towards people taking one good holiday a year, rather than a couple, 2010 will still be a challenging year for travel. Likewise, corporate travel seems to have seen some improvement, but companies are still cutting back on their business travel budgets and this does not look likely to change in the immediate future. In terms of jobs, we have now seen an increase in the number and variety of positions available, though not to the level we usually see at this time of year. The number of candidates for each role is still high, so it's imperative that candidates make themselves stand out from the crowd."

Naomi Pearce, recruitment consultant at Vector Resourcing, observes: "I have already noticed that many of my travel industry clients are now starting to look to the future and put in place new IT projects or ones that have been previously put on hold. This is an encouraging sign that the industry is in a period of change, a focus on investment in IT will put travel organisations in the strongest position to capitalise on the upturn as this gathers momentum. It is no longer about surviving the recession, but how they will now move forward, which signals positive signs for the industry as a whole."

Top 10 warm up exercises before 'working the room'

Our vast experience tells us the majority of people get themselves 'into a right state' when having to face a room full of strangers. It doesn't matter whether it's a business or social event.

Like every activity in life a bit of preparation and planning is vital. Instead of getting in a right state, get yourself into the right state with these thoughts.

10 warm up mental exercises

1. I am about to give up 3 precious hours, unpaid, so I going to get the most out of it.

2. I will enjoy this event and have some real fun.

3. This room will be familiar. I will see people on their own, open 2's and 3's. They will be welcoming. Beware of the closed 2's, 3's and 4+ groups unless there are people in there I already know.

4. I plan to talk to 3 new people and gain 3 new pieces of information or
gossip.

5. I will work hard at introducing myself to the person/ people I'm targeting.

6. Get myself in the right state. ...and not "A RIGHT STATE."

7. Everyone here wants to network. They want to meet me just as much as I want to meet them. The chances of rejection are tiny.

8. I'm a decent and likeable person; believe in myself and, in my area I have much knowledge and expertise.

9. There will be the odd rude person here...let's just get away from them as soon as possible.

10. It might happen, but very, very occasionally I might get rejected. These people aren't worth giving a second thought to. Let's focus on the 99.9% of pleasant and welcoming people.

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.

Recruitment Matters news

Warren enjoyed his slightly windswept, mini seaside training tour at the end of last month and is now looking forward to visiting Brussels for a Successful Head-Hunting course in November.

If you are a regular reader of our weekly e-flyers you'll already know that in the past couple of weeks we've launched two new courses on Business Development & Sales Skills and, as previously mentioned, How To Utilise Social Media & Online Networking As A Recruiter.

Don't forget about the price change to our webinars (online web seminars). As part of our drive to reach a wider, more global audience, from now on, they are all available at the stunning price of just £9.99! For more information visit our webinars page now.

We'd love to hear from more of you who may already be in India or have an office or sister company in India, as we wish to tell you about our training plans in partnership with Talent Fusion where we now have offices in Pune, Mumbai, Patna, Delhi, Bangalore, Vadodara, Kolkata and Gwalior. Do you need head-hunting help or perhaps would like your people to sharpen their interviewing techniques? Please email India@recruitmentmatters.com to find out more. We have exciting plans for this market and have already started delivering our first training courses with many more to follow.

We hope that you enjoyed our new tips for this month – you will find many more on our free tips page http://www.recruitmentmatters.com/free.php which is regularly updated.

Please see the schedule below for all our open course dates through to December 2009. We've added more dates for all our courses including Delivering Winning Client Pitches And Presentations and are also back in London in October with our Introduction To Running Effective Training Sessions course.

RECRUITMENT MATTERS: September 2009 - December 2009 Open Training Schedule

To download a booking form, please click here.

HOW TO UTILISE SOCIAL MEDIA & ONLINE NETWORKING AS A RECRUITER (half day)
Learn practical techniques that work and don't need a degree in IT!
Oct 27th - London
Nov 4th - Manchester
Nov 18th - Birmingham
Nov 27th - London
Dec 3rd - Manchester
Dec 9th - Birmingham

Investment £99+VAT
Link

SUCCESSFUL HEAD-HUNTING (one day)
Oct 6th - London
Oct 15th - Manchester
Oct 22nd - Birmingham
Nov 3rd - London
Nov 26th - Manchester
Nov 30th - Brussels
Dec 11th - London
Dec 16th - Birmingham

Investment £299+VAT
'Bring A Friend' £199+VAT
RMPP rates apply
Includes free CD worth £49.99 'Handling Head-Hunted Candidate Objections & Reactions'
Brussels: €395; 'Bring A Friend' €295. Includes free CD as above
Link

DELIVERING WINNING CLIENT PITCHES AND PRESENTATIONS (one day)
Oct 2nd - London
Oct 29th - Birmingham
Nov 5th - Leeds
Nov 19th - London
Dec 2nd - Birmingham
Dec 10th - Manchester
Dec 15th - London

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'
Nov 24/25th - 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!
Oct 13th - London
Oct 21st - Birmingham
Nov 17th - Manchester
Nov 20th - London
Dec 17th - Birmingham

Investment £249+VAT
'Bring A Friend' £199+VAT
RMPP rates apply
Includes free CD worth £49.99 'Handling Client Objections and Reactions'
Link

INTRODUCTION TO MANAGEMENT (one day)
'Managing Teams and Motivating People'
Sep 30th - London
Oct 23rd - London
Oct 28th - Manchester
Nov 6th - Birmingham
Dec 4th - London

Investment £299+VAT
'Bring A Friend' £199+VAT
RMPP rates apply
Link

GAINING EXCLUSIVE VACANCIES
Oct 14th - Birmingham

Investment £299+VAT
'Bring A Friend' £199+VAT
RMPP rates apply
Link

INTRODUCTION TO RUNNING EFFECTIVE TRAINING SESSIONS
Oct 7th - London

Investment £299+VAT
'Bring A Friend' £199+VAT
RMPP rates apply
Link

WINNING PRESENTATIONS FOR JOBSEEKERS
Oct 8th - Manchester
Nov 5th - London
Nov 18th - Birmingham
Dec 1st - Manchester

Investment
Standard rate £249+VAT
Numbers are limited to 6 to get maximum benefit from the day
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
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