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Welcome to issue 358 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 Seven by Gavin Ingham Visualise a solution After making errors or mistakes most people spend far too long naval gazing, trying to work out what went wrong and apportioning blame! Try instead to direct your focus on what you would have preferred to have happened. Ask yourself, “What would I like to have happened? What would I want to happen next time?” Once you have done this invest some time and energy in visualising yourself achieving that success over and over. The more times you visualise your success the more your subconscious mind will strive to make it a reality for you. 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 are 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. Agency workers – deal agreed After much resistance to previous proposals and the Private Members’ Bill on the issue of agency workers, the Government has now agreed a deal with unions and employers which will see agency workers in the UK receive equal treatment after 12 weeks. This is a key development for the recruitment sector. The Government’s agreement with the TUC and the CBI covers the following points: John Cridland of the CBI has commented that “the Government’s proposals represent the least worst outcome available for British business. Half of agency assignments will be unaffected as they last less than 12 weeks - protecting businesses’ ability to deal with peaks and troughs in demand and shorter-term staff absences”. Brenda Barber of the TUC said “The agreement now opens the door to the much stronger legal protection that agency workers deserve”. The Government will now work with other member states (these are the EU member states) on the implementation of the EU Agency Workers Directive, particularly in relation to mechanisms for resolving disputes and appropriate anti-avoidance measures relating to workers on repeat short-term contracts. The practical implications of this agreement clearly need to be finalised. The Government hopes that the Directive will be agreed in time to introduce legislation in the next parliamentary session. Court of Appeal overturns decision that workers were employed by agency The Court of Appeal has overturned an Employment Appeal Tribunal (EAT) finding that a contract of employment existed between workers and an employment agency. In Consistent Group Ltd v Kalwak and others and Welsh Country Foods Ltd, the EAT originally approved the Tribunal's finding that workers were employed by an agency (see issue 313 for Louise's report of the EAT case). The Court of Appeal, however, overturned the EAT's decision, based on the employment judge's original reasoning. The judgment was deemed to be manifestly unsatisfactory and material errors had been made. The employment judge had failed to provide reasons for his decision to satisfy the parties that he had arrived at a cogent answer. His reasoning was deficient, the contract which was at the heart of the case was misinterpreted and there was a finding that the true nature of the contract was one of service with no explanation as to how that finding was arrived at. Further, whilst the employment judge had referred to the evidence of the claimant's main witness, he had failed to refer to the witnesses called by the agency or their evidence. The Court of Appeal has set aside both the order of the EAT and the employment judge's judgment and remitted the case to a differently constituted Tribunal for a re-hearing. It remains to be seen, therefore, to what extent the Tribunal will provide further guidance on the issue of agency worker status. Flexible working - right to request extended Following the publication of an independent review, the Government has announced that the right to request flexible working is due to be extended to those with parental responsibility for children up to the age of 16. It is expected that this extension will benefit an extra 4.5 million parents in Britain. At present, the law gives the right to request flexible working to parents with children under the age of six or disabled children under the age of 18, and carers of adults. The independent review was commissioned last year by the Government, and carried out by Imelda Walsh, HR director of Sainsbury's, in order to determine how the current right to request could be extended. Ms Walsh's recommendations that the right should be extended to parents of children aged 16, and that the extension should be implemented at once (rather than be staged), will now be followed by Government consultation. Rise in employers being fined for illegal workers According to the BBC, following the recent introduction of new fines for employing illegal migrant workers (see issue 346 for Louise's summary of the changes), there has been a large increase in the number of employers being prosecuted. The BBC has reported that a total of 137 businesses have been caught employing illegal migrant workers since February, and has stated that this is ten times more than the number caught in the whole of 2007, and double the number of prosecutions in the past decade. 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: Predicting the Future: Three Numbers You Need by Steve Finkel Are you on the brink of an economic downturn which will seriously affect our industry and your firm? The true answer, despite much-ballyhooed trends and prognostications, is that no one knows for sure. Ronald Reagan, who held a degree in economics himself, once reminded us that “economists are pessimists, and have infallibly predicted eight of the last three recessions”. Words to heed. At any time, in any economy, some niche markets will be in difficulty. Broadly speaking, however, as this is written, most search and recruitment firms are doing quite well. Nevertheless, it would be false and dangerous optimism to ignore the possibility that, dire prognostications are accurate. Can a Recession be accurately predicted and prepared for? Indeed it can! Here are three numbers to help you to do so: 1) Ratio of Marketing Presentations to Search Assignments Lou Scott was the legendary speaker and trainer of the 1970’s in the US who was instrumental in developing Management Recruiters International. He believed that keeping track of this ratio would give a firm a six-month head start in predicting a downturn over a firm that did not keep such numbers. He was right. The term “Marketing Presentations”, as used here, may be defined as either Marketing the Candidate Presentations or Marketing Your Services Presentations. So long as the percentage of these two calls remain constant, these numbers may be combined. If in doubt, separate them and monitor both ratios. Note that is presentations, not “calls”. Niches suffer very differently in a downturn, and overall economic numbers may not have much to do with yours. A consistent drop in this ratio, however, is a clear signal of serious trouble ahead. Do you keep this number, by recruiter and by entire office, and analyze it monthly? There have been ten post-World War II recessions in the US, and not dissimilar numbers in the UK. Betting against another may not be a good choice. 2) Amount of Business Booked with New Clients In good times, established recruitment consultants and search firms tend to fall into a dangerous rut — generating most of their revenues from established client companies. While this can be highly profitable, the reality is that many of these clients will reduce or freeze hiring in a genuine Recession. A firm that has not had a consistent influx of new clients is a firm at great risk. Beyond the economic cost is the fact that recruiters who have not regularly searched for new clients are unlikely to have the skills or habit patterns to achieve success. They are likely to fail in a market downturn. What percentage of your firm’s business in the last quarter and year has come from new client companies? What percentage of your good (Class A) search assignments are from new clients? If you are unaware of the answer, it may ultimately cost you a great deal! 3) Qualifying Presentations to New Prospects The specific information, methodology and organization involved in Qualifying prospective client companies on an on-going basis is covered thoroughly in the author’s new book Breakthrough! Exploding the Production of Experienced Recruiters. Re-reading the two appropriate chapters entitled “Organizing and Developing Your Client Base” and implementing the material is strongly suggested. This number must be monitored and maintained on a daily basis. What should be the minimum? Five Qualifying Presentations (not “calls”) each and every day from every recruitment consultant, regardless of how many “open” searches you have. Solution Is there a solution to a market slowdown? Absolutely! But the first step is knowing what lies ahead. These numbers, hopefully combined with other management steps, will go far towards maintaining a structure that will allow your firm to prepare to survive the deepest downturn and to increase your long-term profits in any market.
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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 24th May 2008 Louise's UK Recruiter blog Discussion Board Summary Press Release: Widget wizard works wonder for websites 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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