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Welcome to issue 354 of the ukrecruiter newsletter. For UKRecruiterJobs we have launched an unlimited job postings for one year for £1,000 package and the take up has been immediate. We're limiting the number of successful applicants for this offer to just the first 100 organisations that apply though (see the site for more information). | 
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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 Five by Gavin Ingham 5a Teach others your learning We all want to be seen as consistent, it’s a psychological fact of life and something that humans strive for. When we teach something to others and say that it is important we are far more likely to adopt the learning ourselves because it would be inconsistent of us not to. Teaching others what you have learned about dealing with and letting go of rejection therefore not only focuses and contextualises your learning but encourages you to adopt the learning in your personal behaviours and actions. 5b Be persistent Try, try and try again my mum used to say. Coupled with ensuring that you are implementing the right strategy this remains an incredibly powerful piece of advice. I’m pleased that both of my parents drilled this into me all the way through my childhood. Too many people today give up before they’ve even started! I see individuals every day who try something once and then never bother trying it again. As a child you would never have settled for crawling around for the rest of your life so why accept it now in your work and career. Failure to persist in the direction of your dreams is resigning your sales career to crawling around for the rest of your life. 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 Louise Fernandes of Field Fisher Waterhouse LLP picks out a selection of this month’s employment law developments below. April changes A number of changes to employment law usually take place in April and this year is no exception. Here are just a few of the recent changes: · The Sex Discrimination Act 1975 (Amendment) Regulations 2008 came into force, bringing the Sex Discrimination Act 1975 into line with the Equal Treatment Directive. Changes include an amended definition of harassment, which requires only that the harassment is related to the sex of the victim or of another person. Employers may also now be liable for gender harassment if they fail to take reasonably practicable steps to prevent repeated harassment of an employee by third parties Is it a redundancy? The Employment Appeal Tribunal (EAT) has confirmed that where an employer terminates the contracts of its employees and subsequently offers them new contracts on different terms, the dismissals are not redundancy dismissals. In Martland and others v Co-operative Insurance Society Ltd, changes were made to employees' terms and conditions, as the employer was suffering severe financial difficulties. Although the employer sought to achieve the variation by agreement with the recognised union, this failed. The employees’ contracts were therefore terminated and new contracts were offered on different terms. Whilst some accepted the new contracts and remained, others did not, claiming they had been dismissed by reason of redundancy. Under the Employment Rights Act 1996 (ERA), a redundancy essentially takes place where the dismissal is attributable wholly or mainly to the fact that the employer has ceased or intends to cease to carry on business for the purposes of which the employee is employed either generally or at the employee's workplace, or the requirements of the business for employees to do work of a particular kind have ceased or diminished (or are expected to do so) either generally or at the employee's workplace. In this case, the tribunal noted that the real issue was whether the new terms and conditions effectively required the employees to carry out work of a particular kind which was different to the work they had performed under their existing contracts. If this was the case, the dismissals were by reason of redundancy. The tribunal concluded that the changes to the way in which the work was performed did not constitute a change in the kind of work within the meaning of ERA. The essence of the employees' jobs was selling and the changes in the method of performance did not justify the inference that there was a different kind of job being performed. This decision was upheld by the EAT as it was a decision which the tribunal was entitled to reach. This is a useful decision for employers. It indicates that it may be possible to change employees' terms and conditions and dismiss those who do not accept them without creating a redundancy situation and being obliged to pay redundancy payments. As noted above, whether this will be the case will depend on the scope and impact of the changes. Highest annual rise in employment... New figures issued by the Office for National Statistics show the largest annual increase in employment since 1997. The figures also show that the number of people in employment is the highest on record at 29.5 million. There also appears to be a rise in the number of older workers, which represents almost half of the annual increase in employment, with 7.89 million people over 50 now continuing to work. The number of vacancies is also reported to be at a record high, rising 12,000 on the quarter to 687,600, while the number of redundancies is stated to be down 17,000 to a record low of 106,000. ...but skills gap still exists The CBI has recently published the results of a new annual audit of the nation's skills in the CBI/Edexcel Education & Skills Survey 2008, revealing that over half of employers (53%) lack confidence in their ability to find enough people with the right skills for their business. The basic skills - the ability to read, write and do simple arithmetic - are still a major cause of concern, and impact on both employers and recruiters. Two-fifths of employers had serious concerns about employees' basic literacy and numeracy skills. While most employers (63%) described staff in high skilled roles as 'good', fewer did so for those in intermediate level jobs (43%) and even fewer for lower skilled staff (35%). Louise Fernandes is the Professional Support Lawyer in the Employment and Pensions Group at Field Fisher Waterhouse LLP and can be contacted at louise.fernandes@ffw.com. |
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Article Two: Secure recruitment by Ade McCormack Very few of us can avoid conducting business electronically, ie managing data in-house and communicating with the outside world. Thus we are faced with both internal and external threats to our business. This short article reviews these threats and what you can do about them. External Threats Whilst all such threats originate from an individual or an organisation it is worth dividing them into viral and human. Viral threats are software based. These are either executable files, ie. programs, which may be embedded within data files. These threats can be minimised with good anti avirus software. In recruitment organisations this is particularly important, given the number of CVs and job specifications you receive. Ensure that the antivirus vendor updates their virus files on a regular basis and that the software is downloaded automatically onto all user computers. Be aware that the staff, innocently, or otherwise may upload software onto your system via the various drives built into their computers. It is strongly recommended that these are disabled. All files coming into and leaving your organisation should be via your IT department or at least your server. Human threats These can be classified as follows: Investment in a firewall, penetration testing from security specialists and user briefings will give you the best peace of mind on the human threat front. Internal Threats Recruitment for some reason or other appears to generate many jaundiced ex-employees. Similarly recruitment organisations seem to spawn a high level of rival companies. Before they leave your employment the .could well be the source of viruses. Equally if not more devastatingly they could copy your ‘crown jewels’, eg. your contacts database. Options here include partitioning the database on a ‘need to know’ basis. This would need to be supported with a culture that recognises the importance of access control. How seriously do your staff take usernames and passwords? Do they lock their computer when they go out to a meeting? How many staff use the term ‘password’ for their password? These are indicators of a need for a cultural overhaul. Damage limitation options include: Policy Ironically as the world becomes increasingly aware of the need for greater security there is a feeling amongst security experts that too much is being spent on security technology. The smart move is to ensure that a significant proportion of your security-spend is allocated to staff-attitude training and the enforcement of your security policy. There is no point having the most sophisticated firewall in town if your staff use a post-it on the monitor as an aide memoire for their password. Ade McCormack is MD and founder of Auridian Consulting. Ade has 19 years experience at the sharp end of IT. He has worked with many recruitment companies in a consultancy and training capacity. www.auridian.com |
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Online Recruitment Update (This section is sponsored by http://www.1Job.co.uk; "the leading UK job search engine") UKRecruiterJobs:
Traditional, On-line and Corporate HR Recruitment Job Board Hitwise top 10 Recruitment
Sites, week ending 26th April 2008 Louise's UK Recruiter blog Discussion Board Summary Press Release: The Recruitment Agency Network Ltd Press Release: reed.co.uk
Advertising Campaign Goes Regional This section is sponsored by http://www.1Job.co.uk; "the leading UK job search engine" |
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Advertisement Looking for recruitment consultants, managers or directors, HR recruitment professionals or on-line recruitment professionals? Look no further! UKRecruiterJobs is the specialist job board of the renowned and highly respected UK Recruiter organisation. - Our Approach is to limit the volume of job
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Don't Miss This Recruitment Networking Events,
15th May London and 29th May Leeds Discount - European Training & Development
(ETD.08) Summit: 18th June, Prague Press Release: Master
Management Psychological Testing |
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Regards
Louise Triance
UK Recruiter http://www.ukrecruiter.co.uk
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