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Welcome to issue 430 of the ukrecruiter newsletter. Sponsored
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CONTENTS Best UK Recruitment Blog of 2009 - This is our third year of running the "Best UK Recruitment Blog" awards. If you want to select your favourite recruitment focussed blog in the UK please click here. We will announce the winner in the last newsletter of 2009. For more information about the awards read Louise's Blog post.
Visit http://www.ukrecruiterjobs.co.uk for the latest recruitment industry jobs |
Weekly Tips - 3 Favourite Websites 1. www.indeed.co.uk - Quick and easy way to scour the net for an overview of vacancies in your sector 2. www.xe.com - Comprehensive and constantly updated currency conversion site 3. www.multimap.com
- Very user-friendly site, invaluable for sending links to maps/directions to candidates Provided by Jo Frankham, Senior Consultant, The Emerald Group - www.emerald-group.com
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Article One: Adaptability and Top Tips for Revenue Generation How to deal in this economy Some trainers will tell you to work smarter, not harder. Others will tell you to work harder and not to worry about better technique. Well, I am here to tell you to do everything you can to survive. It’s important to work harder and to work smarter. It’s important to be in your marketplace every day and to be there correctly. Following are six proven methods that will insure your success in this, or any, economy. These are not intended to be some sort of medieval torture, just suggestions and real techniques that really work…especially when dealing in a sluggish economy. 1. Focus on activities that lead to money Robocruiter (my favorite top-producing recruiter) used to say it another way, “When I come into the office in the morning, I say to myself, ‘What is the first thing that I must do to make money, not the first thing I must do. There is a difference. Who do I have to call to get my first Send Out? And after I arrange that first Send Out, where is my second Send Out coming from. After I accomplish those two tasks, I can concentrate on the rest of my daily business.’” Another top-producing manager always wanted his recruiters to have a “Hot Sheet” of at least 5 ‘fulls’ or 10 ‘splits’ in order to be assured of a placement. He was after a quota of one to two Send Outs per day. He knew, as Robocruiter knew, that Send Outs, above any of our other activities, lead to money. I remember years ago when I filled the position of Critical Care Trainer for a large recruitment franchise organization, that I would always find the same things in failing offices; namely, the best filled out Job Orders in the history of Western Civilization—typed, spell-checked, indexed, etc.—and no Send Outs. And I felt bad about this, because those franchisees, who were now facing six-figure losses, thought that they were in the business of writing Job Orders—and they weren’t! As teachers, I felt that we had failed in getting this one critical piece of information across correctly to these students. And that information is that we are in the business of arranging Send Outs and everything else is ancillary. Send Outs are King. 2. My value to my firm is my ability to pick up the phone and speak into it. We live in the Information Age. We are faced with an overburdening amount of data that lays a mere mouse click away. The computer itself is a compulsive tool. It beckons to us as soon as we enter the office. One of our first daily activities is to turn the infernal thing on (if we even turned it off the night before!). And yet, all the top producers know that their value to their firms and organizations is their ability to communicate with other living human beings either face-to-face or over the phone—to establish rapport. As the great sales trainer Cavett Roberts used to say, “In order for people to buy from us we must establish rapport. We must have people like us, believe us, trust us and understand us. You can’t heat an oven with snowballs.” Those elements of rapport are only possible to create with personal interaction. You can’t create rapport through keystrokes. 3. Make Scintillating Presentations I am a great believer in making scintillating presentations. I suggest using a FAB (Feature-Accomplishment-Benefit) format. Now, if you use a candidate as an MPC (Most Placeable Candidate), you can very easily apply this FAB principle. The Feature is what the Candidate does. The Accomplishment is how well he did what he does (these are spelled out in ‘concrete’ terms). And the Benefit is how those Accomplishments will benefit a new company—a company to which you are going to take the Candidate. Now you are armed to make a scintillating presentation. You will be able to answer the prospective Hiring Manager’s ‘nonverbalized’ question (“What can this Candidate do for me?”) and you can easily avoid the “No Openings” box. The FAB presentation also allows you to get excited about the Candidate and that excitement will be contagious. To reinforce this last point remember Cavett Roberts’ perhaps most insightful quote, that “people are more moved by the depth of your conviction, than by the height of your logic.” FAB an MPC and you’ll see what I mean. 4. --And make a lot of them. If you haven’t done this yet, now is the time to “delimit” your marketplace so that you have the ability to make enough daily marketing presentations to sustain you in any economy. On average, we look for you to make 25 marketing presentations (connects) per day. That would equal 125 per week, 500 per month or 1500 per quarter. So, try to establish yourself in a marketplace of 1500 company contacts. Now, if you are calling a large company, each different Hiring Manager will count as a separate “contact”, so it will be easier to come up with the 1500. Then concentrate on recycling these contacts once per quarter—some more frequently/some less frequently—depending on need and urgency. Exposing yourself to the marketplace is critical. I always tell my recruiter-students that I can’t guarantee you many things in this business, but I can guarantee you one thing. That you will never place with a company you don’t call. Think of the 1500 company contacts this way. It is generally accepted by top producing recruiters that they will place with 4% of their marketplace. So, if your marketplace contains 1500 contacts, then 4% of that marketplace equals 60 companies that you will place with. Multiply those 60 placements times an average fee of $10,000 and you have a $600,000 desk. Multiply those 60 placements by an average fee of $20,000 and you have your $1,200,000 operation. And that is how, my friends, recruiters, by themselves, bill over $1,000,000 per year. Now, I am not trying to scare anyone off, but during recessions it is not uncommon for top recruiters to double or triple their call volume. So 75 connects a day (no matter how you envision a connect call—direct contact or scintillating voice mail message on your part) is acceptable production. 5. All Job Orders are not created equal Be constantly aware that not all Job Orders (JOs) are of Search Assignment quality. The way I teach this is that out of 15 JOs that an experienced recruiter writes, only 0-1 will be of Search Assignment quality. 4-5 will be of Matching quality. And about 10, or 2/3rds, of all of those written JOs will be of the Can’t Help variety. All 15 are JOs--they are just different. If you were never taught this principle, you’ll end up going through your recruitment life bemoaning the fact that all of your placements take forever. Or that no one seems capable of making a decision. Or that Hiring Manager’s have changed and are now looking for the proverbial ‘needle in the haystack’. Well, I hate to be the bearer of bad news, but your problem lies in what you are working, not in any fundamental paradigm shift, as some would have you believe. Qualify those Job Orders and you will see that what I am saying is right. 6. Inspect what you expect Our business is a difficult one to monitor, but monitoring is critical to your success. I like the 100 Point Sheet that I learned about years ago. In that format, you assign point values to each of your activities dependent on the ‘centralness’ of the activity to making a placement. For example: each Marketing Attempt is awarded 1 point; each Marketing Presentation is awarded 1 point; each Job Order is awarded 10 points; each Send Out is awarded 15 points, etc. Then, at the end of the day, you add up your points and if you are over 100 points, you are going to make placements. If your total is less than 100 points, you are not going to make placements. It’s really pretty simple! Here’s an interesting story regarding this 100-point format. When I was in charge of training for a firm with offices in London, I introduced this concept there. The manager liked the idea, but told me to introduce it as a 200 Point Sheet, with the requirement to get 200 points per day. I did as he asked and sure enough the recruiters in London achieved 200 points a day. They also became our biggest producing office—both overseas and here in the United States. Another of my scary messages…a 200 point per day plan is not unreasonable during a recession. It will work for you if you let it. Bob Marshall, CPC, CIPC started in the search business in 1980 and became Western Regional Manager for over 60 Management Recruiters Intl. offices in 1984. In 1986 he founded The Bob Marshall Group, International, training recruiters across the nation as well as the United Kingdom, Malta, and Cyprus. In 1996, he returned to working a desk full time and continues to train recruiters. To learn more about his activities and descriptions of his products and services, contact him directly at: 770-898-5550 or www.TheMarshallPlan.org or espro@bellsouth.net. |
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Jobs in Recruitment Here are a selection of the latest traditional,
on-line and corporate HR recruitment vacancies from the Changeboard site: The UK Recruiter job board is run in conjunction with Changeboard. We are currently offering free trials for recruitment consultancies to post their recruitment jobs. To set-up a free trial, please contact Bekki at Changeboard on 020 8675 8851 or email bekki@changeboard.com and quote UK Recruiter. This section is sponsored by Astoria. Astoria Recruitment to Recruitment Ltd places recruitment personnel across the UK into recruitment jobs from trainee to director level; call 01793 770222 or visit www.astoriarec2rec.co.uk |
Article 2: How VAT impacts on your sales by Gary Burnes For many of your clients, paying VAT on your services is just a cash flow issue as they can claim the VAT back from HM Revenue & Customs (‘HMRC’). This is generally not the case for clients in sectors such as finance, health, education or charities where VAT is largely irrecoverable. The VAT treatment of your services depends on whether you act as an ‘employment agency’ or an ‘employment business’. The meaning of these terms is as defined in employment legislation in the Conduct Regulations. HMRC accept that an individual employment bureau may act as an employment agency for some clients and as an employment business for others. An employment agency introduces staff to a client for permanent employment. The agency will charge a VAT able commission for its introduction services and the client will then take on the staff and pay their salaries and meet other obligations. An employment business will find temporary staff for a client. Those staff will be employed by the employment business under a contract of services or a contract for services in the case of self employed work seekers. From 1 April 2009 an employment business must charge VAT on the full value of its services which include the salary of the work seeker and the cost of other obligations such as PAYE, NICs and similar payments. This follows withdrawal of HMRC concessions which used to allow employment businesses to only account for VAT on their own charges. For businesses in the sectors mentioned above this means that using temporary staff has become a lot more costly. Clients in this sector may be looking to you to implement measures to mitigate such costs. Before agreeing to any such arrangement, it would be prudent to take advice from VAT specialist advisors and employment lawyers. Supplies of staff or supplies of services? Where an employment bureau supplies the use of temporary staff to a client and those staff work under the direction of the client this is characterised as a VAT able supply of staff by an employment business, as discussed above. The VAT position is different where temporary staff made available to a client work under the direction of the employment bureau. This might happen, for example, to a bureau specialising in the provision of welfare support where the bureau may be responsible for the actual services delivered. In which case, there is a supply of services rather than a supply of staff. This is primarily of importance in the health and welfare sector where a supply of services may be a VAT exempt supply in such circumstances. International supplies of staff If a UK employment bureau supplies staff to work outside the UK the charges
made are outside the scope of VAT if the contract is with an EU business or
anyone outside the EU. It is necessary to charge UK VAT if you make supplies of staff to non-business
clients in other EU countries. Richard Collis is a Partner at Saffery Champness and a member of its Professional & Consultancy Services Group, a group specialising in advising recruitment businesses, and Gary Burnes is a Senior VAT Manager within the VAT team. richard.collis@saffery.com & gary.burnes@saffery.com |
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Online Recruitment Update UK Recruiter Plus - Favourites Hitwise top 10 Recruitment
Sites, week ending 14 November 2009 Louise's UK Recruiter blog Discussion Board Summary |
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Don't Miss This Press Release: Recruitment Juice Ltd proud to
announce the first ever Juice Live Event "Boost Your News
Business Drive" Seminar Press Release: Right Jobs in Wales.com
launches Press Release: reed.co.uk
Gives Away a Million Job Postings Press Release: UK’s Top Recruitment Agencies Revealed at 2009 RecruitRank
Awards Press Release: MrTed and Broadbean
Announce Strategic Partnership |
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Regards
Louise Triance
UK Recruiter http://www.ukrecruiter.co.uk
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