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Welcome to issue 374 of the ukrecruiter newsletter.
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CONTENTS
Visit http://www.ukrecruiterjobs.co.uk for the latest recruitment industry jobs. |
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Juicy Tips Tip #5: Learn to walk in your client's shoes Always put yourself in a client's frame of mind before calling them. Understand what annoys them most about poor recruiters calling and try to do the opposite. It's not difficult to exceed their expectations when you stop doing the expected. Click here to play this clip. ‘Juicy Tips’ provided by Recruitment Juice
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Article One: Employment and the Law - Recent Developments by Louise Fernandes Louise Fernandes of Field Fisher Waterhouse LLP focuses on recent employment law developments below. National Minimum Wage on the up The national minimum wage rates increase today (1 October). The adult hourly rate rises from £5.52 to £5.73. The rate for 18 to 21 year olds also increases, from £4.60 to £4.77, and the 16 to 17 year old rate rises from £3.40 to £3.53. The Department for Business Enterprise and Regulatory Reform (BERR) has also recently published revised guidance on workers’ rights and employers’ obligations under national minimum wage legislation. The guide intends to help employers ensure that they comply with the legislation and to help workers establish whether they are receiving their entitlement. Heyday case – Advocate General's Opinion The Advocate General has delivered his Opinion on the much publicised proceedings brought by Heyday to challenge, amongst other issues, the mandatory retirement age of 65 under the Employment Equality (Age) Regulations 2006 (the Age Regulations). In a blow to the Heyday challenge, his Opinion states that: · the Equal Treatment Directive, which provides the framework for equal treatment in employment and occupation, is applicable to national rules, such as the Age Regulations, which permit employers to dismiss employees aged 65 and over by reason of retirement. This follows the decision of the European Court of Justice (ECJ) in Palacios de la Villa v Cortefiel Servicios SA last year. · a rule which permits employers to dismiss employees aged 65 or over for retirement can, in principle, be justified - if the rule is objectively and reasonably justified in the context of national law by a legitimate aim relating to employment policy and the labour market, and it is not apparent that the means to achieve that aim of public interest are inappropriate and unnecessary for the purpose. · there is no requirement for national rules to define the kinds of treatment which may be justified (e.g. by means of a list). Although the Advocate General’s Opinion is a disappointment for those involved in the Heyday challenge, it is not the final word on this case, as the next stage is the ECJ decision which is likely to be next year. The Advocate General’s Opinion is usually, but not always, followed by the ECJ. If the ECJ does agree with the Advocate General, it will be for the High Court to consider whether the mandatory retirement provision is in fact objectively justified. Discriminatory shortlisting process An Employment Tribunal has confirmed that an employer who advertised for candidates “in the first five years of their career” indirectly discriminated against a 61 year old claimant when it failed to shortlist her for the position. The claimant was plainly in an age group which would be disadvantaged by the employer’s approach. In Rainbow v Milton Keynes Council, the Tribunal confirmed that the rejection letter received by the claimant concealed the true reason for rejection, which was one of costs. The Tribunal stated that if cost was to be put forward as justification for the decision not to shortlist the claimant, it should be combined with other reasons. There was no adequate evidence that the relevant budget required the employment of someone within the first five years of their career and there was no evidence of any other financial strategy. The Tribunal noted that there is no automatic bar on economic grounds coming into the equation on justification, certainly where combined with other reasons. The Tribunal stated that if cost is going to be put forward as a justification for an otherwise discriminatory practice, the evidence should be such that the employer was more or less compelled to take the discriminatory decision for reasons of costs plus other reasons. New review to examine how to boost employee performance Business Secretary John Hutton has announced a review to examine new ways to boost the performance of employees and improve British business success. The “Review of Employee Engagement and Investment”, which will make recommendations in the New Year, intends to: · identify and understand in practice how businesses improve productivity by engaging with and investing in their employees · examine the benefits of employee engagement and investment in terms of UK competitiveness and productivity and the effect on individuals’ career progression · identify whether there are barriers to businesses adopting good practice · make recommendations to address any market failure, eliminate barriers and encourage wider adoption of good practice 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: Ask the Expert! - by Steve Finkel Dear Steve the Expert: I am concerned. I believe my skills after five years in this business are every bit as good as others, but my production is decidedly less. After much observation, I think it is my voice. Others say the same things as do I, but frankly, they sound a lot better than I do. Is this possible? What can I do about it? Concerned
It is definitely possible. Our voices greatly influence how we are perceived by others. People with strong, clear and pleasant voices are invariably believed to be more intelligent, trustworthy and likeable than those who do not possess good vocal qualities. Zig Zigler, one of the world’s foremost sales authorities, described using your voice effectively as “the single most important undeveloped skill in achieving sales excellence”. Voices are not fixed at birth. Like athletic or mental skills, they can be greatly enhanced by concentration and training. Here’s how. Evaluate The first step is to see what needs to be changed. Taping real business conversations on the phone is an important key to voice analysis. A visit to an electronics store will enable you to do so. Listen to such calls after hours to bring objectivity to your evaluation. Secondly, a knowledgeable professional salesman – not just someone who “works a desk” – will be of great help in identifying specific problem areas. It is surprising how often in the aftermath of in-house training programs, I make suggestions for voice improvement. Consult with your manager. Consider the following areas: Flaws in any of the areas can pose a problem for you, and significant flaws will reduce your production – regardless of your skills. Voice Improvement The key to correcting a problem such as this is on-going reminders. Speech patterns are habits, and require persistent effort to alter. SIGNS ON YOUR PHONES are your easiest way to accomplish this. Examples might be “slowly” (for too fast a pace). “It is true!” (for lack of conviction) or softly (for too loud a voice). Role Playing The significance of role-playing as an overall training tool cannot be overstated. An article on the author’s website entitled “From Knowing to Doing! How to Implement” addresses this fully. Coach or remind your role-playing partner to be alert for backsliding in your vocal habits. Further Information This important subject is one that requires more specifics than can be given here. Accordingly, there are two sources for more comprehensive information. The book Change Your Voice, Change Your Life by Morton Cooper is recommended. The author’s new and revised book Breakthrough! Exploding the Production of Experienced Recruiters also has an entire chapter on the subject. Our Primary Tool Our business is founded on skills – sales skill, industry knowledge skill, organizational skill, niche market skill. But the tool with which we implement our skill is our voice. Time and effort invested to improve it with great dividends. Steve Finkel is a veteran of 30 years and 5 Recessions in our industry. Referred to by The Fordyce Letter as “universally regarded as our industry’s leading trainer”, he is the producer of many excellent training products including “Turbulent Times”, a manager’s CD series on dealing with a market downturn. His newly-revised 360-page hardbound book Breakthrough!, now in 25 countries, is the best-selling book in industry history. For information, access his website at www.stevefinkel.com or call 314-991-3177. |
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Regards
Louise Triance
UK Recruiter http://www.ukrecruiter.co.uk
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