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.
Well, where did the summer go? Time has just whizzed by since our last newsletter in June and we are now restarting our monthly publication schedule. In our last newsletter we commented:
"Although we all have to proceed with caution, there seem to be many reasons to be moderately optimistic right now and we feature a couple of news articles highlighting growth trends both in the UK and internationally."
This comment generally still appears to hold good despite recent news of redundancies, companies going into administration, the coalition government swinging its cutback axe, and more. Again, we feature a couple of articles which still suggest positive signs for the recruitment industry. Anecdotally, we've had a satisfyingly buoyant summer and, looking ahead, our level of course bookings is very encouraging. Judging from many conversations that we have had with our clients in recent weeks, many, if not all, of you feel the same way. We may not all be out of the woods yet, but it does feel that we're now much closer to the edge. Do you agree? How are you doing? We'd love to hear from you.
For example, employer demand for new workers was maintained in August, according to the latest Reed Job Index.
The index, which tracks the number of new job opportunities and salaries compared to the previous month and against a baseline of 100 set in December last year from reed.co.uk, gave a reading of 102, unchanged from the previous month.
The Reed Salary Index reading of 95 for the fourth consecutive month, with an average national salary of £31,728 for new jobs in August, compared to £31,919 in July.
Martin Warnes, managing director of reed.co.uk, says: "Traditionally, the UK job market is quiet in August. Against this background the fact that the Reed Job Index has held steady over the holiday season, even though public sector jobs continue to decline, is quietly encouraging news for the economy as a whole."
On the other hand, check out the mixed messages emanating from the recent Employment Outlook Survey published by Manpower, some of which we feature in two articles on the UK and USA later in this newsletter.
As you will know by now, we're very proud of Warren's course on Social Media & Online Networking For Recruiters which covers a massive amount of tips, advice and strategies in just half a day. We try our best to keep abreast of developments in new technology and the implications for recruiters. In order to offer further help in this important area for today's recruiter, we've teamed up with Mike Taylor to offer a 20% discount to attend his 'Mobile and Video in Recruitment' conference on September 28th. See below for more information on what's covered and how to claim your 20% discount off this top networking event to hear the advice that the mobile and video experts have to give.
HOT OFF THE PRESS! Big Biller Summit 2010. Well, you can't say we're not being good to you this month! See further down for details of how you can join this virtual conference FREE (worth $497) and enjoy a webcast from Warren amongst 19 recruitment gurus who will be sharing their knowledge from September 20 - 24th.
This month, our 'Marketing Mentor' Alastair Campbell explores '6 areas that will help your business take off' as well as unashamedly plugging his new book 'The Marketing Launchpad.' Our own trainer & MD, Warren examines the traits which help make an 'ACE' recruiter as well as offering two of his latest recruitment tips.
We also have a fascinating report from Liz Nottingham, Chair IPA People Management Group on 'What Gen Y thinks the future of work should be' and some great advice on how to handle dirty tricks in negotiations from Ian Newall of Huthwaite International
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.
Big Biller Summit 2010
News - HOT OFF THE PRESS! 4 days of training from 19 different recruitment trainers
Warren will be one of the select global recruitment industry experts to be part of the "Big Biller Summit 2010". This virtual gathering is live via the internet from Sept 20-24th.
Warren is delivering a 60 minute webinar on 'Market Mapping & Name Gathering.' The even better news is we've secured you a free VIP invitation valued at $497 so you can listen to all of the speakers. You can enjoy all these 'gurus' including Greg Savage, Bill Boorman, Roy Ripper and, of course, Warren Kemp via: http://www.bigbillersummit.com/warrenkem.
The 'Marketing Mentor' - Marketing Advice for Recruitment Companies
Contributor: Alastair Campbell, The Marketing Mentor Programme
The 6 areas that will help your business 'take off'
I am often asked by recruitment companies if there is one thing that they should do to their marketing that will make a big difference. Unfortunately, the answer is that there is no single thing that will make all the difference. But the good news is that there are a few activities that can make a lot of difference.
I'm sure you will have heard of the 80:20 rule or the Pareto Principle. It states that broadly 80% of our results come from 20% of our activities. This phenomenon has been observed as being true over many areas of nature. Another way of thinking about it is that about half a dozen key activities done well will give you 80% of the results you want.
Imagine that you apply the idea to maintaining good health (what you eat, exercise, lifestyle etc.). You can probably think of the six things that you currently do that you shouldn't that will make 80% of the difference. Similarly, you can probably think of six things you should do that you don't. There are endless books on the subject, but it usually boils down to six or so main areas.
When it comes to marketing, the same principle applies. There are hundreds of things that you could spend your time and effort on, but in my experience if you do six things well consistently over time, you will build a strong and profitable business.
What are these six areas? In my opinion they are (in no particular order) direct mail, brochures, internet, branding, niche marketing and advertising. If your business is able to master these six areas of marketing then you are well on your way to success. They will give you the strong foundations for growth and if you master these areas then your business stands every chance of really taking off.
Take direct mail for example. If you are able to master this area you can generate dozens of new business enquiries every week through carefully targeted e-mails and letters. By mastering the art of headline writing, creating compelling offers and skilful copy writing, you can improve response rates from 0.5% or less to over 10%. That's a 2000% increase. It won't cost you any more for materials or postage for the same price you can enjoy that significant increase n enquiries for no extra cost. And that's just the results from one of these six areas.
(I would qualify this by saying that this doesn't include networking or PR. For the purposes of this exercise these two essential business building activities don't fall into the category of general marketing).
So rather than trying to master every activity and constantly feeling guilty about not doing enough marketing, think about these six core areas and how you can make sure you excel at each of these.
In my new book 'The Marketing Launchpad' I cover all six areas and offer dozens of ideas for helping your business take off in each area. It's available to order from Amazon.
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.
Mobile and Video in Recruitment Conference
September 28th 2010 - Hotel Russell, London
20% discount for Recruitment Matters International's clients and newsletter readers
Enter the discount code RM20 when booking online at http://www.MobileandVideoinRecruitment.com
WHO should attend?
HR/Recruitment professionals, managers and directors
Recruitment advertising companies
Suppliers to the recruitment industry
Job boards
Recruitment agencies
REASONS to attend
Listen to mobile & video experts
Learn how to implement mobile and video in your company
Stay ahead of your competitors
Network with experts and peers
PROGRAMME topics include
'The Future of Mobile Recruitment' report
The evolution of mobile marketing and how it is being used effectively today
Mobile Apps - what they are and how you can use them in recruitment
Maximising online video in recruitment
Recruitment related videos - getting your message across
And much more..
PLUS separate mobile & video discussion panels
For more information on the programme and guest speakers visit http://www.MobileandVideoinRecruitment.com
What Gen Y thinks the future of work should be
Contributor: Liz Nottingham, Chair IPA People Management Group
Gen Y, the managers of the future. Yet the younger generation of new recruits have very different attitudes to work and careers. These tech-savvy idealists are unfamiliar with authority, don't expect to work long hours, and the traditional career hierarchy is alien to them. This is according to The Future of Work, a new report published by the Institute of Practitioners in Advertising, in association with Working Families, the leading work-life balance charity.
Based on benchmarking, desk research and interactive workshops with 50 21-30 year-olds from advertising agencies, Gen Y's vision of the future is one where the individual will have more personal responsibility for meeting targets and deadlines, within a more flexible, less structured working environment:
From To
A corporate way of working A creative way of working
Big corporate Self-organisation
Global Local
Bureaucracy Network
Top down Collaborative
Ladder Lattice
More specifically:
How Gen Y views work being done
More flexible working: no set desk, own hours, less need for office space
More flexible hours: flexi-time, three-day weekends
Advertising agency/client interdependence: blurring of client/agency relationships
Advertising agency/advertising agency interdependence: closer collaboration
How their careers will be managed
Traditional pattern of career design has been hierarchical but this linear and vertical structure of a progression through the ranks is alien to Gen Y interested in a more lateral world of work.
How the organisation is run
Gen Y advocates re-organising the workplace and doing away with top-down structure of hierarchy and old demarcations between disciplines.
The role of technology
Gen Y believes increasing adoption of web 2.0 and technological advances will enable more information sharing across networks and countries breaking down big company structures.
Global movement
Being competent in managing international as well as local clients, Gen Y sees the UK as a creative hub to the world.
The Future of Work is the fourth in a series of IPA reports on workplace issues produced over three decades. Based on research, workshops and roundtables with 150 people across the communications industry including clients, agency CEOS, HR Directors, new recruits (Gen Y), and middle managers (Gen X). The report advocates that management needs to adapt to a changing world of work to ensure it continues to attract and retain the right talent, and suggests ten ways to reshape the agency business.
Says Liz Nottingham, Chair IPA People Management Group, "With these findings we have the opportunity to start the journey now by offering step changes that can make a real difference to the workplace going forwards, by listening to the needs of Gen Y; the idealistic tech-savvy generation who are the managers of the future. Getting the workplace right matters to all of us."
How to become an 'ACE' recruiter
If there is a particular topic on recruiting that I have been asked about over the years more than any other, it is on the subject of: what attributes/personality/skills makes for a good recruiter and what makes the great recruiters stand apart from the rest?
To help us start to come close to an answer I would first of all like to ask you a question or two. Why do some of the world's technically best sports men and women never break into even the top 50 in their field? Why do some of the less gifted punch consistently above their weight (no pun intended) and why do some of the most technically gifted and best athletes who are at the top of their game start underperforming by their own extremely high standards?
We all know that the right amount of knowledge and skills, when combined with appropriate personality traits, will make a big difference as to whether someone is technically & emotionally capable of doing any given job. When we take the role of the recruiter, on paper, you should be able to hire someone who will be able to perform to an agreed minimum acceptable standard every time. But will they all? No of course not.
So, is there something else that can make the difference? Something that can help us make fewer poor hiring decisions? Something that can help us perform better? The answer I believe is "yes," and it's not just one factor, but three that will make the difference. Number one is ATTITUDE. Number two is CONSISTENCY. Number three is ENVIRONMENT. ('ACE').
All three need to be right for both people and organisations to prosper. There are numerous examples of great recruiters flopping when they move organisations. There are scores of examples of underperforming recruiters positively thriving in a different environment. Similarly, many recruiters have good weeks and then bad weeks, perhaps a great quarter and then a bad quarter. That comes down to consistency and not relating to their own performance. We all know just what a difference the right attitude can make (of employer and employee) to any given outcome.
Therefore, if you are a recruiter and want to be the very best: show the right attitude consistently in an environment that works for you. Find an organisation that matches your outlook on life - not necessarily for life - but for long enough so you can get where you want to be on your ladder to success. If that ends up being the same organisation for the rest of your career, then all the better.
If you are an employer or manager, then, as well as making sure you do the above for yourself, hire people who will positively thrive in the environment you create. Make them fully aware of what life will be like working for and with you and what will be expected of them. Be as sure as you can that you and the employee are right for each other. When they leave, you wish them well knowing you have taken them as far as you can. Be far more concerned about them performing consistently well while they are with you - that way, they will be a lot less likely to leave you in the first place!
This article was provided by Warren Kemp, MD of 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 .
Manpower Employment Outlook Survey
Static hiring rate predicted for the UK in 2010
UK employers predict a static hiring rate for the remainder of 2010 amid concerns of further inconsistent market demand says Manpower.
The Manpower Employment Outlook Survey released recently, reports a national Seasonally Adjusted Net Employment Outlook of +1% showing that eight months on from the country's official emergence from recession, employers remain only mildly optimistic about future hiring prospects.
"The UK business landscape is changing and its future stability is under threat, which carries serious consequences for the labour market," says Mark Cahill, Managing Director at Manpower UK. "The gap in hiring intentions between the strongest and weakest industry sectors and regions is widening, and although unsurprising, it is a concern for the UK's post-recession growth strategy.
"If the country is to avoid the predicted 8.1 per cent peak in unemployment, there must be significant business growth underpinned by workforces with the skills employers need to drive and support that growth. We know already that there will be challenges; Public sector hiring intentions are expected to plummet, and there is increasing pressure on the private sector to lead the country back to pre-recession growth, which points to a depressed Q1 2011."
Workforce structures have changed considerably over the past 18 months, having been impacted first by the recession and then - more recently - by the prevailing 'jobless recovery'. Consequently, employers are now focussed on reintroducing pre-recession working patterns and making considered and intelligent hiring decisions that enable knowledge-based workforces to emerge. Equipping a business with the knowledge and skills required to meet its goals, but without incurring unnecessary overhead costs from superfluous headcount, is fast becoming a preferred workforce solution.
The Public sector continues to attract considerable speculation and with further austerity measures and the Government's autumn spending review still looming, a longer-term vision for the sector remains unclear.
"The Government has made tough decisions, and begun to reshape the Public service but for now, the onus is still on Public sector employers to build solid workforce solutions that safeguard frontline services," Cahill continues. "Employers must make smart business decisions and build flexible workforces by utilising transferrable skills and new business practices, in order to deliver output-focused solutions."
Cahill concludes: "Finding jobseekers with the right skills at the right time can sometimes be difficult, and in the UK there are concerns of a talent shortage. Even now employers are actively looking for motivated and skilled candidates to join their workforces and help drive future growth. At the same times employers must recalibrate their mindsets to consider candidates who may not have all of the specific skills a job requires. They must refine job descriptions and candidate evaluations to identify people with a "teachable fit" based on adjacent skills rather than a traditional fit, with a practical eye towards filling the gaps in their capabilities. Employers must also commit to reskilling and upskilling employees, new hires and potential candidates.
"For jobseekers, investing in continued training and up-skilling will help maximise longer term employment prospects as employers remain focussed on appointing those individuals with the right skills, at the right time. The importance of this, teamed with gaining on-the-job experience in temporary, part-time or unpaid roles should not be underestimated."
Based on responses from more than 2,100 employers across nine sectors and 12 regions of the UK, the Survey reports anticipated hiring intentions for the next three months. For the first time since Q4 2008, the findings show that two sectors have returned to double figure hiring intentions; Utilities, a consistently strong performing sector, alongside Finance & Business Services, which dominated the UK's decline into recession, are the most positive sectors with both reporting favourable hiring intentions of +10%. In contrast, Construction is the weakest at -5%; similar to the Retail, Hotels & Restaurants sector, it has now reported negative hiring prospects for nine consecutive quarters. Hiring intentions within Manufacturing, a sector that many have speculated will be pivotal in post-recession Britain, have risen for the sixth consecutive quarter; it reaches +4%, and has been fuelled by the UK's buoyant exports market, supported by global trade, a weak pound and restocking.
Make up the 'Shorts' and bank your 'Overs'
"In truth, people can generally make time for what they choose to do; it is not really the time but the will that is lacking" Sir John Lubbock
If I conducted a survey of the top ten weaknesses recruiters would admit to, I'm pretty sure 'Time Management' would be comfortably in the top 3. Yet I believe the vast majority of us are extremely capable of managing our time well, it's more to do with prioritisation and consistency.
If you have been set (or decided for yourself ) and agreed a financial target for the next quarter or the year then the probability is it is fair, demanding, yet achievable. Hitting target will need consistency of action. That action will include candidate sourcing, interviewing, admin and business development. It's the busines development part of your activities that will decide how close you will come to hitting your target.
Just for a moment, humour me, and agree that you need 2 hours a day of business development time to get the right number of the right vacancies to work on and that will, in turn, result in you hitting your sales target when you fill them. Now admit it, whatever amount of time you believe is appropriate, if you give inconsistent attention to business development, you will achieve inconsistent results - feast and famine. So let's agree for now that 2 hours per day on average is the way forward i.e. 10 hours per week. Of course, that might mean 2 hours yesterday, 4 hours today and none tomorrow depending on your workload, but come hell or high water, you simply MUST hit that all important 10 hours per week.
The rules:
• Plan in advance your working week allocating the right amount of time over the week to complete 10 hours (or whatever figure you know to be needed) of activity.
• If you fall short in any one week, you have to make that time up the next week.
• If you come in over one week, bank it, and hit 10 hours the next week.
The results should be that if you have allocated the right amount of time consistently you will hit your target consistently. BUT and here comes the but - imagine in a quarter you only hit 8 hours per week instead of 10 - you are 20% short of the hours needed. In which case don't be surprised when you only hit 80% of your target. That's one 80:20 theory that you dont want to put to the test!
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
US employers positive on Q4 hiring
US employers are positive over Q4 hiring, according to the latest Manpower Employment Outlook Survey.
The survey of more than 18,000 employers found that 15% anticipate an increase in staff levels in their Q4 2010 hiring plans, while 11% expect a decrease in payrolls, resulting in a net employment outlook of +4%.
The survey also shows that 71% of employers expect no change in their hiring plans and 3% are undecided about their hiring intentions.
Employers across industries including mining (+13%), wholesale & retail trade (+13%), professional & business services (+10%), leisure & hospitality (+9%), durable goods manufacturing (+7%), information (+7), non-durable goods manufacturing (+6%), financial activities (+4%), education & health services (+4), and transport & utilities (+2%) have reported a mostly positive outlook this year. This was in contrast with 2009 when sentiment in most industry sectors was negative. However, the Q4 outlook is negative in government (-6%) and construction (-8%).
Manpower chairman and chief executive Jeff Joerres says: "Clearly there are signs of a softening labour market, but when we consider what we are hearing from our clients and by looking at our own business, there is reason to be cautiously optimistic."
UK recruiters plan to expand into Europe
Due to the harmonisation of the labour market laws in the EU, one third (30%) of UK recruitment businesses intend to expand into Europe over the next 12 months whilst 20% are considering expansion into the rest of the world. This process has been accelerated by the recession.
Just 16% currently carry out 25% or more of their business overseas.
Ann Swain, Chief Executive of APSCo, comments: "Many overseas staffing markets are relatively immature compared to the UK and are being liberalised so that they're more accessible to UK staffing companies. Many of the UK recruitment businesses which posted the strongest results during the recession were buoyed by robust performance from overseas operations. For professional recruiters who specialise in high margin skills, geographical expansion can be the best way of increasing turnover while maintaining margins.
"It's interesting that South Africa has come out ahead of India and China as a target for overseas expansion. South Africa has a rapidly expanding middle class and well-established financial and legal markets, which makes it an increasingly attractive market for professional recruitment businesses."
The APSCo research shows that, with the exception of Italy, few UK recruiters are planning on expanding into European countries associated with the sovereign debt crisis.
How to handle dirty tricks in negotiations
Contributor: Ian Newall, Huthwaite International
"Details I can't divulge"
At Huthwaite we have been helping people become better negotiators for more than three decades. In our time, at Huthwaite, we've probably heard all the negotiation 'war stories' and lived through a few ourselves. Our clients tell us that this is the most commonly used dirty trick.
It goes like this:
The other side tells you that they have an alternative supplier or prospect waiting in the wings, ready to do a deal on much more favourable terms. When you ask them for details they appear reluctant to disclose who the competitor is, often citing 'ethical grounds', 'company confidential' or 'financially sensitive' reasons.
Their purpose in doing this is obvious - to make you feel you've misjudged the market. There is a competitor out there that you weren't aware of. How embarrassing!
If you're not careful you'll make a concession to save face and put yourself in a more competitive position.
In reality, they have invented the competitor with the express purpose of rattling your cage. That is why they claim confidentiality when you ask who the competitor is and what the competitor is offering. If you have done your homework you'll know who your competitors are and what they are likely to be offering so you are likely to recognise this trick for what it often is - a lie.
In some cases the competitor is real but the offering is not.
As with all dirty tricks, once you realise what they are trying to do, it is that much easier to handle it. If they have invented a competitor it is highly unlikely that they have gone to the trouble of inventing all the detail of the competitor offering. This is something you should be exploring. Try asking them about the detail of the offer.
"What sort of operator training are they offering?"
"What speed do their processors run at?"
"When they say three weeks' delivery, does that include commissioning time?"
Or try another tack.
"I need a strong case to persuade the board to do better. Could you give me more details?"
If the competitor or the offer has been invented, the other side will have difficulty answering questions about the detail of the 'offer' and it is likely to slide quietly off the table. If the alternative offer has not been invented the detail will allow you to judge whether they are comparing like with like, giving you the opportunity to highlight the advantages of your solution or to come back with a comparable, lower spec solution.
For further information, visit www.huthwaite.co.uk .
Volume of candidates causing recruiters to miss quality candidates
Despite high levels of unemployment, more than half of recruiters say that the lack of quality candidates is slowing the recruitment process, according to a new survey.
The Kelly OGC Global RPO Report 2010 found that 54% of respondents cited quality of candidates as slowing the recruitment process.
Zachary Misko, global director at Kelly Services, Outsourcing & Consulting Group (OGC), said "Many companies assume that because the economy has been poor, finding and attracting quality candidates should be easy. Not necessarily. Companies are posting positions and receiving more responses from candidates than they can effectively manage and review to ensure quality candidates are not missed. The sheer numbers of candidates who respond to job postings today make it very difficult to effectively review, screen and qualify candidates in a timely and efficient manner."
The report was based on responses from 536, mainly HR managers across Europe, the Middle East and Africa, the Americas and Asia Pacific. It was produced in conjunction with the Human Resources Outsourcing Association.
Is the market still feeling tough for you?
Today is a different day than yesterday or, indeed, the one that tomorrow will be. Even the most positive-minded amongst us will at some point think 'it has simply not been my day today.' I'd like to share a quote with you that may just put all the highs and lows of our industry into perspective.
It is from Emerson and goes it like this: "Finish every day and be done with it. You have done what you could. If some absurdity crept in forget that as soon as you can. Tomorrow is a new day; you shall begin it well and serenely and with too high a spirit to be encumbered with your old nonsense."
I'm not talking false smiles and a sickly "I'm so happy" demeanour but, come on guys, put life into perspective - not picking up a vacancy after 4 hours of calling isn't life threatening. However, worrying, stressing and working yourself into a negative habit may be! Life has a habit of delivering just what you wish for and in the current tough climate I will leave you with the thoughts of a lady called Neanie Scott who is famous for a saying you have probably heard all your life - "Hard work never harmed anyone". Go on, outwork your competitors with a positive mentality, you will soon be fitter, tougher and better than your competitors and with both a healthy heart and fee income to match!
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. Check out Warren's testimonials on LinkedIn http://www.linkedin.com/in/warrenkemp.
SMEs turn to social media to promote business
More than one in three of SMEs use social media on a daily basis to promote their businesses, according to research from Daryl Willcox Publishing.
The research shows that 54% use social media - and 35% of these said they posted updates
every day to platforms such as LinkedIn, Facebook and Twitter.
One in four quarter companies update every few days, while 17% used social media platforms weekly.
Almost three quarters of firms (73%) exploiting social media used LinkedIn (73%) the most, compared to Facebook (64%) and Twitter (63%).
Of those who did not reach customers using social media, 35% blamed a lack of time, 31% claimed their customers didn't use it while 24% didn't understand it.
Recruitment Matters news
Remember that we're now running two of our half day courses on the same day to give you the opportunity for a stimulating day out to attend not only Interviewing & Screening for Recruiters in the morning (9:30am - 1:00pm), but Writing Effective Job Adverts in the afternoon (2:00 - 5:30pm).
As you may well be aware, we launched another new half day course Research Techniques And Methodology For Recruiters on July 30th in London. Demand has been pleasingly high and feedback very positive. As a result, we're now running two sessions a day - both sessions in London on July 30th and Sept 10th were complete sell-outs. This course has been developed based on feedback from a number of you wanting us to help sharpen the skills of your researchers and resourcers. If you have any other course suggestions for us, we'd love to hear from you.
For our European subscribers and clients, please note that Warren is planning a trip to Brussels on November 29th (just in time for their famous Christmas Market!) to deliver our one day course Successful Head-Hunting - Europe's No 1 training course on the art of head-hunting and executive search.
And, 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!
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.
See the schedule below for all our open course dates through to November 2010. And please 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 1945 461561.
RECRUITMENT MATTERS: September - November 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.
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"
Oct 15th - London
Oct 27th - Manchester
Nov 5th - London
Nov 12th - Birmingham
Nov 23rd - Manchester
Nov 26th - London
Due to high demand we are now running two sessions each day. Please state your preference when booking.
Running time 9:30am - 1:00pm or 2:00pm - 5:30pm
Investment £129+VAT
'Bring A Friend' £99+VAT
Link
INTERVIEW & SCREENING TECHNIQUES (half day)
Learn how to screen & interview candidates both face to face and over the telephone
Sept 28th - Manchester
Oct 5th - Birmingham
Oct 20th - London
Nov 18th - Manchester
Nov 24th - London
All sessions run from 9.30am - 1.00pm. NOTE. Same dates as 'Writing Effective Job Adverts' - come along and make a day of it!
Investment £129+VAT
'Bring A Friend' £99+VAT
Link
WRITING EFFECTIVE JOB ADVERTS (half day)
Target and attract the right candidates cost effectively
Sept 28th - Manchester
Oct 5th - Birmingham
Oct 20th - London
Nov 18th - Manchester
Nov 24th - London
All sessions run from 2.00pm - 5.30pm. NOTE. Same dates as 'Interview & Screening Techniques' - come along and make a day of it!
Investment £129+VAT
'Bring A Friend' £99+VAT
Link
SOCIAL MEDIA & ONLINE NETWORKING FOR RECRUITERS (half day)
Learn practical techniques that work and don't need a degree in IT!
Sept 24th - London
Oct 1st - Birmingham
Oct 6th - Manchester
Nov 3rd - London
Dec 2nd - Manchester
All sessions run from 9.30am - 1.00pm unless otherwise stated.
Investment £129+VAT
'Bring A Friend' £99+VAT
Link
SUCCESSFUL HEAD-HUNTING (one day)
Sept 21st - London
Oct 28th - Birmingham
Oct 29th - London
Nov 2nd - Manchester
Nov 19th - London
Nov 29th - Brussels
Investment £299+VAT
'Bring A Friend' £199+VAT
Includes free CD worth £49.99 'Handling Head-Hunted Candidate Objections & Reactions'
Brussels €395; 'Bring A Friend' €295. Includes free CD as above
Link
TWO DAY INTRODUCTION TO RECRUITMENT (two days)
'Induction for new recruits'
Oct 7/8th - London
Oct 21/22nd - Birmingham
Nov 9/10th - Manchester
Nov 16/17th - 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!
Sept 22nd - Manchester
Sept 29th - London
Oct 13th - Birmingham
Oct 26th - Manchester
Nov 11th - London
Investment £299+VAT
'Bring A Friend' £199+VAT
Link
INTRODUCTION TO MANAGEMENT (one day)
'Managing Teams and Motivating People'
Sept 30th - London
Dec 1st - London
Investment £299+VAT
'Bring A Friend' £199+VAT
Link
For more information on all our courses and other services and products, visit www.recruitmentmatters.com, email info@recruitmentmatters.com or call Emma or Ken on 0800 0749289 or, from overseas, 0044 1945 461561.
Contact us
Recruitment Matters International
2 Oakfield Road
Coventry CV6 1ED
UK
Tel: 0800 0749289/0044 1945 461561
Fax: +44 (0)2476 591326.
Email: info@recruitmentmatters.com
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