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Welcome to issue 350 of the ukrecruiter newsletter.
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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 - Part Three by Gavin Ingham Accept it Rejection is a common experience when selling. Even the most successful sales superstar will experience client rejection at one time or another. In sales, rejection is your constant companion. The only way that you could not fail in life would be to never take any action at all and that in of itself would mean that you had failed. When consulting, I see individuals and whole teams who are stuck in this no man’s land of sales mediocrity because they are paralysed into virtual inaction. They work hard on existing accounts, they work well on reactive opportunities but put them in a proactive situation and fear of rejection strikes deep into their very beings! Failing to take action due to fear of rejection guarantees failure. You can’t succeed without taking action. Top performers see failure to act as the number one failure that there is. Far better to try and fail than to never try at all. To be a sales superstar you need to accept that rejection and “failure” goes with the territory and must be embraced. 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. Advocate General - public statement of discriminatory recruitment practice amounts to direct discrimination According to the Advocate General, a public statement made by an employer which indicates that job applications from persons of a certain ethnic origin will be turned down does constitute direct discrimination in breach of the Race Directive. In Centrum voor Gelijkheid van Kansen en voor Racismebestrijding v Firma Feryn NV, a Belgian firm specialising in the installation of doors placed a large “vacancies” sign on its premises alongside a main road. The employer stated in the media that he would not employ Moroccans, as customers “did not want them coming into their homes”. He also stated that employing immigrants would put him out of business. The Belgian body for the promotion of equal treatment brought proceedings against the firm. It claimed that the court should declare that the employer had breached Belgian anti-discrimination legislation implementing the Directive and should also order the employer to end its discriminatory recruitment policy. The court held that the public statements did not constitute acts of discrimination and were merely evidence of potential discrimination. The case was appealed and a number of questions relating to the scope of the Directive were referred to the European Court of Justice (ECJ). The Advocate General has now given his Opinion on the matter, confirming that by publicly stating his intention not to hire people of a certain racial or ethnic origin, the employer excludes those people from the application process and his workplace. Announcing that such people are unwelcome as job applicants is therefore itself a form of discrimination. The Advocate General also noted that it would lead to awkward results if discrimination of this type was excluded altogether from the scope of the Directive as it would allow employers to discriminate on the grounds of racial or ethnic origin simply by publicising the discriminatory character of their recruitment policy as overtly as possible beforehand. The ECJ will pass judgment on this case later this year. It therefore remains to be seen whether it will agree with the Advocate General and to what extent such public statements will be unlawful in the UK. Dismissal of female worker based on IVF treatment constitutes sex discrimination In an important decision which may have an impact on many employers, the ECJ has recently confirmed that a female worker who is undergoing in vitro fertilisation treatment (IVF), who has had her ova fertilised but not yet implanted, is not "pregnant" and therefore not protected from dismissal under the EC Pregnant Workers Directive. However, in this case, Mayr v Bäckerei und Konditorei Gerhard Flöckner OHG, the ECJ did confirm that the dismissal of a woman which is essentially based on the fact that she has undergone IVF can constitute discrimination on the grounds of sex contrary to the EC Equal Treatment Directive as the treatment directly affects only women. The ECJ examined the scope of protection under the Pregnant Workers Directive, which aims to protect pregnant workers from dismissal due to the risk that it may have harmful effects on their physical and mental state. The protection applies from the beginning of pregnancy. The ECJ confirmed, however, that in relation to IVF, even if that protection began on the date that the fertilised ova was transferred to the woman's uterus, it cannot be accepted that the protection could extend to a worker when, on the date she was given notice of dismissal, the in vitro fertilised ova had not yet been transferred. Employers clearly need to approach this issue with caution. Even though a woman undergoing IVF who has had her ova fertilised but not implanted may not be protected under the Pregnant Workers Directive, she will be protected from less favourable treatment on the grounds of sex. New national minimum wage rate - 1 October 2008 The Government has announced that the national minimum wage rate will rise from 1 October 2008. The adult rate is due to rise from £5.52 to £5.73. The rate for 18 to 21 year olds will increase from £4.60 to £4.77, while the 16 to 17 year old rate will rise from £3.40 to £3.53. BERR estimates that nearly one million low paid employees, two thirds of them women, will benefit from the increase. 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 Two: Generating top-quality leadership by Roger Edwards, Pilat Europe Ltd There is an ongoing struggle for a solution to the problems of attracting, identifying, developing and retaining excellent leaders. Addressing the talent health in an organisation requires an integrated set of solutions, most of which require senior management commitment and dedication; behaviours have to change! The reality seems to be that the exceptional leader: To ensure that you identify, grow, retain, and benefit from your top talent, I offer some challenging business exercises as alternatives to mere cosmetic solutions: Exercise 1 Define what leadership means in your organisation; and do not underestimate the importance of attitude and experience. Look ahead too; the speed of change is such that those in senior positions may not be able to develop quickly enough to retain their current jobs. Exercise 2 Create a database of information about people, their performance, their expectations, and about jobs. Ensure that it is sourced from the best sources and that critical data is validated and kept up to date – your decisions depend on it. Exercise 3 Use software to drive desired talent management behaviours. Managing performance and managing talent isn’t easy! Don’t focus on making things quick and easy; focus on effectiveness then on making things as easy as possible. Exercise 4 Apply rigorous selection for access to development resources as well as access to positions. Exercise 5 Seek support for and test the nominations. Do not accept just one person’s nomination, no matter who that person is. Seek input from others who really know the candidate. Consider allowing subordinates and/or peers to make nominations. There must be evidence that people would be prepared to follow. Exercise 6 Breadth matters – widen their perspectives. Don’t merely teach potential leaders things; teach them how to learn and develop on their own. Expand their thinking, grow their context: increase their knowledge of peripheral matters – the economy, culture, language, society, psychology, mathematics, technology. In this increasingly global environment, it is crucial that leaders understand a wider range of issues, especially the impact of different cultural perspectives. Exercise 7 Create moments of truth. One useful remnant of the 80’s outdoor/experiential development programs is the idea of presenting participants with real challenges outside of their normal realm of experience. These challenges allowed people to face their own fears and helped them find ways to use their skills to cope with and even benefit from them. Use real business-focused projects or assignments, but don’t label them as just part of a program. Present genuine succeed and fail leadership challenges. Be brave enough to allow those who would lead to succeed or fail; and accept the consequences. Exercise 8 Create opportunities for individuals to explore and refine the unique combination of competencies that works for them. Equip your top talent with as much knowledge of leadership theory as you can, but make it obvious that their task is to develop their personal style. Coach them through a process of self-discovery. Defend and maintain the threshold of competency and behaviour, but ensure that they identify what is working for them. Encourage them to test boundaries, to try new approaches, and to work on those that prove effective. A Final Caveat In aspiring to generate leaders who can bring out the best in those whom they lead, it would behoove us all to bear in mind a lesson Jack Welch has taught: Learning is important, but sharing learning is critical. Pilat’s unique fusion of consultancy and technology sharpens our clients’ competitive edge by delivering excellent HR practice. Uniquely, Pilat not only advises on how best to run HRM processes, but also provides the feedback and technology solutions to turn theory into practice. For more information telephone +44 (0)20 8343 3433 or visit www.pilat.co.uk |
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Sites, week ending 22nd March 2008 Louise's UK Recruiter blog Discussion Board Summary Press Release: Recruit Broadcast Media launch new rich media website This section is sponsored by http://www.1Job.co.uk; "the leading UK job search engine" |
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Regards
Louise Triance
UK Recruiter http://www.ukrecruiter.co.uk
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