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Welcome to issue 346 of the ukrecruiter newsletter. We've just added a new category of Job Search Engines to our supplier directory. These are companies (operating in the UK) that allow jobseekers to search across multiple job boards or employer vacancy pages. | 
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CONTENTS
Visit http://www.ukrecruiterjobs.co.uk for the latest recruitment industry jobs. |
How To Deal With Client Rejection & Increase Your Sales Results - Introduction by Gavin Ingham Selling your product, service or solution is the lifeblood of recruiters the world over. Your ability to control your emotional state and your sales skills will greatly affect your sales results, your standing in your company and your career. No matter how successful a recruiter you are, at some point or other you will inevitably face client rejections. Client rejection is one of the few certainties in recruitment. Whether a total rejection of your services, a cancelled order or a rejected candidate you can be sure that you cannot win all of the clients all of the time. This is a plain fact. Indeed, and no matter what your skill level or who you are, the more clients you see, the more times you will get rejected! That’s just the mathematics of the situation. This means that many of the most successful recruiters are actually rejected more times than many of the less successful ones precisely because they are making more approaches. But there is a huge difference between the way sales superstars see client rejection and how sales wannabees view client rejection. Sales wannabees see rejection as failure. They take it personally and allow it to affect their self esteem. Not surprisingly they see rejection as something to be avoided at all costs. Sales superstars on the other hand, accept client rejection. They know that it is just a part of their role. They embrace it knowing that consistent activity is the only route to ultimate success. Sales superstars know their rejection to acceptance ratios and work the numbers. They make the calls, they book the visits and they market out candidates. They know that they will face rejection sometimes but view each rejection as an opportunity to learn something new that will improve their chances of making the sale in the future. In future newsletters I am going to share 10 powerful strategies with you for breaking negative emotional patterns, becoming more proactive and increasing your sales. This article was written by author and motivational speaker Gavin Ingham. Sign up for his free Sales Success newsletter and read his blog now at
www.gaviningham.com We'll be interspersing this series with the regular "My Favourites" piece. So why not submit your 3 favourite web sites. See the guidelines at http://www.ukrecruiter.co.uk/articles.htm |
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Article One: Employment and the Law - Recent Developments by Louise Fernandes Employment law developments are continuing apace this month. Louise Fernandes of Field Fisher Waterhouse LLP picks out a selection below. MPs vote in favour of rights for temporary and agency workers The Temporary and Agency Workers (Equal Treatment) Bill had its second reading in the House of Commons last week, with MPs voting overwhelmingly in favour of the proposals to apply the principle of equal treatment to temporary and agency workers. The private members’ bill will now be considered by a House of Commons Committee. The TUC have welcomed the development, commenting that “this is good news for agency workers as it is an important milestone on the road to achieving fair treatment.” The CBI, however, has commented that vulnerable workers would not benefit from the bill and 250,000 jobs would be put at risk. The government has refused to back the bill. Gordon Brown has offered to set up an independent commission to consider the rights of temporary and agency workers and bring the TUC and CBI together to consider how such workers could be given pay and conditions which are comparable to permanent workers. It is also intended that the commission would arbitrate on contested issues surrounding agency workers and would set out a process for identifying those full-time workers with whom an agency worker could compare wages and conditions. Court of Appeal upholds decision on agency workers In the long-awaited decision of James v London Borough of Greenwich, the Court of Appeal has upheld the decision of the employment tribunal that an agency worker, supplied by an employment agency, was not employed by the end-user (and therefore was not entitled to those statutory rights which are only available to employees, such as the right not to be unfairly dismissed). The Court of Appeal has clarified, to some extent, in what circumstances an agency worker is or is not an employee of the end user, emphasising that the implication of a contract of service must be necessary to give effect to the business reality of a relationship between the worker and end user. The Court of Appeal confirmed that the correct legal question is not whether the individual is an "agency worker" but whether he is employed by the end user under a contract of employment. The two types of contract - agency agreement and contract of employment - are not necessarily mutually exclusive and it is legally possible for a worker to have one kind of contract with the agency and another with the end user. A tribunal should therefore assess the factual evidence carefully to determine whether the individual is an employee. Where there is no express contract, the tribunal must consider whether it is necessary to imply a contract of employment between the parties. In this case, the tribunal was entitled to conclude that the individual, Ms James, was not an employee of the end user (the Council) because there was no express or implied contractual relationship between her and the Council. Her only express contractual relationship was with the employment agency and, similarly, the Council's only express contractual relationship was also with the agency. The tribunal was correct when it found that it was unnecessary to imply a third contract between Ms James and the Council to give business reality to the relationship between the parties: what both Ms James and the Council did was fully explained by the express contracts they had respectively entered into with the employment agency. Interestingly, the Court added that it is aware of the controversy at both a domestic and EU level about the absence of job protection for agency workers. However, it emphasised that courts and tribunals cannot confer the right not to be unfairly dismissed on a worker who does not have a contract of employment. It is not for them to express views about a change or to initiate change: this is a matter of social and economic policy for debate in and decision by Parliament. New fines for illegal working From 29 February 2008, a new system of penalties will come into force applying to employers who employ adults subject to immigration control in breach of the terms of entry or stay. The penalties comprise a criminal penalty which will be triggered against those who knowingly employ illegal migrant workers and a civil penalty relating to negligent recruitment practice. Employers who knowingly hire illegal workers risk an unlimited fine and/or a prison sentence. Those who negligently hire illegal workers will face a civil penalty fine of up to £10,000 for each offence. Increase in rates of statutory sick pay and statutory maternity, paternity and adoption pay The following statutory payments are due to increase and will take effect from 6 April 2008: Louise Fernandes is the Professional Support Lawyer in the Employment Department at Field Fisher Waterhouse LLP and can be contacted at louise.fernandes@ffw.com. |
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Article One: The Year Ahead Conference Review – Westley Gillard of Zappy Mobile by Louise Triance Having recently attended the Enhance Media “The Year Ahead Conference” we are publishing a series of reviews from the event (in the newsletter and on our blog). The second in this series is the session presented by Westley Gillard of Zappy Mobile (www.zappymobile.com). Zappy are a provider of mobile technology solutions for the recruitment sector, particularly to job boards and recruitment agencies. Westley’s presentation was about the mobile internet market; the technology capabilities and constraints and how it fits in with recruitment. He also spent some time talking about how to build a mobile audience. The first interesting fact he shared was that there is 119% market penetration for mobiles in the UK (it would have been interesting to find out what percentage of the UK population doesn’t own a mobile). There are 16.3m active users of the mobile internet in the UK and the top three sites they use are Google Mobile, Orange and the BBC. Research shows that 6% of the European population are looking at recruitment based content (which possibly equates to 1 million people in the UK). However, in terms of building sites for mobile one of the issues is that there are 44 different mobile browsers available at present and over 150 different screen sizes. However, the good news is that most phones in use today are web enabled (I should have got Westley to show me how mine works!). Westley then talked through why mobile technology is so valuable in the recruitment context. Firstly mobile handsets are very personal and private devices so there are less worries about others (boss, colleagues) finding out about a candidates job seeking activities. They are the most portable and convenient technological devices that we all have. Technology allows recruiters/job boards to offer job content to specific users in a personalised way. Finally many candidates are already in a job and can find it difficult to browse the web for vacancies during working hours. Browsing on their mobile phones can be done on the way to work (unless you are driving!), in the coffee break, etc. In fact Zappy are able to back this up with some research about job seeker attitudes to mobile recruitment. In a survey they commissioned they found 80% of respondents said they would find mobile job boards very useful. The other 20% were happy to continue with traditional methods. In terms of means of response around 50% of the positive responders want to be able to apply there and then via the mobile phone and the remaining 50% of positive responders wanted to email jobs to their inbox and then apply using a tailored CV or covering letter via “real site” or email later. So, now that we’d all bought into how job seekers can benefit from mobile recruitment Westley talked through how recruiters and job board owners can and should create a mobile platform for their jobs. Basically, as screen sizes are small and less simple to navigate without a mouse the key is keeping it simple. The standard format Zappy implement for clients is a live job search followed by a number of key call to actions (“add to favourites”, “Apply”, “send job to inbox”, etc). And then we are on to promoting your new mobile recruitment platform. The quickest way to build an audience is to drive traffic from your existing users on your existing site by the use of banner adverts and links from your main site as well as broadcasting a link directly to your existing job seekers mobiles. If you are looking to generate new users you can buy profiled mobile numbers or advertise pay per click on the Google mobile/Vodafone portals. He also talked about promotion via those adverts you see saying text “jobs” to 88412, etc. However, the bottom line in my opinion is that mobile recruitment will always have to be an add on to a more traditional site. As even if the candidate finds the job via their mobile they will need to have some sort of PC access to create/maintain a CV and possibly to actually apply for the job. Used in the right way a mobile site can provide an additional route to market that can help drive traffic to your main site, increase the speed and rate of applications and maintain the focus of the job seeker on your brand more often.
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Online Recruitment Update UKRecruiterJobs:
Traditional, On-line and Corporate HR Recruitment Job Board Hitwise top 10 Recruitment
Sites, week ending 23rd February 2008 Louise's UK Recruiter blog Discussion Board Summary Press Release: New look for SimplyLawJobs.com Press Release: ICME Launches Premium Cast Metal Industry Careersite Press Release: Average advertised salary in London is £10k more than national average |
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Regards
Louise Triance
UK Recruiter http://www.ukrecruiter.co.uk
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