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Recruitment Matters International August 2020 Newsletter


Hello from the Recruitment Matters International team!

 

We still live in troubled times and who knows what is around the next corner? However, some green shoots are being reported here and there with an increase in vacancies and an uptick in hiring intentions in a number of places. All we can all do is perform our jobs to the best of our abilities in the unshakeable belief that we’ll gradually gain more rewards for our endeavours.
 
In Warren’s article this month, he strongly advises against talking about recruitment with your clients. “Do you have any vacancies?” just won’t cut it.
 
In my contribution, I emphasise the importance of consistency of process – and, if this doesn’t generate your desired results, test and then fine-tune one step at a time until you hit your desired outcome.

 
The great news is that we’re now ready to rock with our new interactive online training programme starting from next week. Exciting! See below for more details of what we have in store for you.

This month, JMW's Simon Bloch and Dominic Coyle examine the intriguing outcome of a hairdresser who won her case that she was an employee despite her contract stating that she was self-employed.


If you have any requests on what you would like to see covered in future newsletters, do let us know.

 
Don't talk about recruitment with your clients



Contributor: Warren Kemp, CEO and Trainer, Recruitment Matters International. Warren is also a qualified Mental Health First Aider.
 
Clients spend a small amount of their time actually recruiting and a much larger part of their time on other aspects of their business.  In these troubled times they are taking more phone calls from recruiters than ever before, all enquiring about potential vacancies.  Do you think they might be getting fed up by now?
 
When the client does have a vacancy they need help with, they will call a recruiter and one that they trust.
 
So what do clients look for in a recruiter? Well, industry knowledge and competitor knowledge are high up there on any list. Put simply, in the dealings you have with them leading up to a vacancy you need to prove your worth as an industry expert. That means talking about the market and their competitors with them, keeping them up to date or at very least showing them that you are knowledgeable and up to date.
 
When calling them up, give your clients information that will help them and snippets they will be impressed with, thus nudging you a few places up the rankings of potential preferred recruiters each time. You will get what you want when you help them get what they want – and everyone wants market information.
 
Warren Kemp is CEO and trainer with Recruitment Matters International. For more tips, advice and information on RMI, visit https://recruitmentmatters.com/  telephone 0800 0749 289/ +44 (0)1529 410375 or email info@recruitmentmatters.com.



Don't panic!



Written by RMI's MD, Ken Kemp
 
‘There is nothing that is a more certain sign of insanity than to do the same thing over and over and expect the results to be different.’ Albert Einstein
 
Recruitment should, when performed at its very best, be a simple, logical process and a process that is replicated time and time again. That way you get consistency of results - and results that are measurable and tangible. A recession is no place for a maverick.
 
Get good steady process into what you do, how you do it, when you do it.  Get good steady process into what you say, how you say it and when you say it. Make sure everyone doing the same role does things the same way and says the same things. Therefore, when things are working, you can replicate the result again and again. Sure you will have a different personality to a colleague and have your own style and charisma, but the overall message will be the same.
 
So why is all this so important? Well, if you are a business owner, would you really want all your staff doing things their own way with mixed and unpredictable results – especially in these uncertain economic times? In a recession, can you afford to have someone cut a corner and miss picking up a role or filling a vacancy because they forgot to ask a certain question or decided not to implement some part of the process?
 
If you are a consultant, do you really want to be winging it when you pick up the phone or do you want to follow a tried and tested formula that you know gets results - even if you need to be contacting more prospects than you did six months ago or have to work two hours more a day because there are fewer jobs around?
 
What if you are still not getting the results after consistently following these processes?
 
Well, the good news is because you have been doing things according to process then you can investigate the various parts of what you do and say and, therefore, can change things accordingly – test a slightly different way of doing or saying something and when you test it enough to be happy that it is progress on a previous part of the process, you can then build it into your new enhanced process.
 
There is no need to panic. You don’t need to change your world overnight. It will be a calm, systematic change to a tried and tested process. As we all know, there are currently fewer vacancies around and you will either have many more candidates wanting certain types of work or fewer people willing to move in other specific positions, so you will have to adapt accordingly but do it with a logical, cool head.
 
Don’t panic!
 
Ken Kemp is MD of Recruitment Matters International. For more information on RMI, visit https://recruitmentmatters.com/  telephone 0800 0749 289 / +44 (0)1529 410375 or email ken@recruitmentmatters.com.



THREE half day business development online training workshops



Outstanding business development skills have never been more critical. We have not one, not two, but THREE world class business development online training half day workshops to equip you to deal confidently with the vital challenges ahead. Here is what you have to look forward to in the coming weeks:-
 
Business Development: Part 1 – Strategies for Success

  • What is business development?
  • Choosing your focus for maximum results
  • Beyond cold calls – a blended approach
  • Includes FREE business development planner
Dates: September 7th, October 19th
-----------------------------------------------
Business Development: Part 2 – Great Sales Calls
  • How to open sales calls with impact
  • Why the best time to call is when they’re not recruiting
  • How to sell without it feeling like sales
  • Includes FREE guide to objection handling
Dates: September 14th, October 26th 
------------------------------------------------
Business Development: Part 3 – Outstanding Account Management
  • What is account management?
  • Adding value and maximising revenue
  • How to turn problems into golden opportunities
  • Includes FREE account assessment template

Dates: September 21st, November 2nd
-------------------------------------------------
NOTE. We’ve created 17 different half day courses in total for you, ranging from candidate sourcing, business development and management to diversity, inclusion & unconscious bias.
 
For all dates through to November and brief course overviews, please visit Interactive Online Training For Recruiters. All modules are priced at £249+VAT pp. £POA for multiple bookings. NOTE. Related modules e.g. The Billing Manager: Part 1 and Part 2 are run consecutively, one week apart.

In order to optimise your learning experience, these courses are purposely run with small delegate numbers and are capped at 12. Book now to avoid disappointment!

Call us for an in-house quotation. We can bespoke to your requirements!

 


Hairdresser wins case that she is an employee despite her contract stating that she was self-employed
 

 

Contributors: Simon Bloch, Partner and Dominic Coyle, Trainee Solicitor, JMW Solicitors LLP
 
The employment tribunal recently considered a worker status case in Gorman v Terence Paul (Manchester) Ltd, which was widely reported in the press. In this case, the Tribunal found that a hairdresser who signed a consultancy agreement with her salon was not genuinely self-employed taking into account all of the facts of the case. 

The employee, Ms Gorman, was engaged by the salon for 5 years under a consultancy agreement. She began the engagement as an apprentice for a year and upon qualification she agreed to work as a "self-employed hairstylist" under an "Independent Contract for Services". One of the terms of the contract expressly stated that Ms Gorman was not, and did not wish to be, an employee of the salon.
 
When the salon closed after she had worked there for 5 years, Ms Gorman issued several claims in the employment tribunal that required her to have employee or worker status. The Tribunal were required to determine her worker status as the salon argued in accordance with the express terms of her contract that she was self-employed.
 
In reaching its decision the Tribunal took into consideration a number of factors that, as a whole, meant that despite the contractual wording, the reality of the arrangements in practice did not reflect the contractual wording such that she was an employee. The key factors were:
  • As she was only 19 when she commenced the engagement, she did not understand what she was agreeing to and she was also unable to negotiate the terms of the contract;
  • She was allocated clients by the salon and was obliged to provide her services to the clients. In turn the salon was obliged to pay her for those services;
  • Whilst the contract allowed for a substitute if Ms Gorman could not work, in practice this was not possible. On the occasions that Ms Gorman was not able to work the salon covered her work using other stylists rather than allowing her to send a substitute;
  • Whilst working at the salon, she had no access to her client’s information and this was held directly by the salon and was password protected to restrict access;
  • Her contract contained restrictions, including a 12-month non-compete restrictive covenant following the termination of her employment; and
  • She was subject to the salon’s control. This included Ms Gorman having to seek permission if she wanted to take a holiday and 67% of her fees being deducted by the salon for use of facilities.
     
Taking the above facts into consideration, the Tribunal was satisfied that her employee status was easily made out. For employers, this case is helpful as it provides further guidance on the test for worker status and confirms that the label given to workers are not conclusive. Employers can therefore use this guidance to be clear at the outset of the relationship what their obligations and potential liabilities to individuals are, to ensure that the working practices reflect the contractual agreement.
 
It is clear from this case that simply stating that an individual is self-employed will not be sufficient if the practical delivery of the services do not support this. It is also important to note that each case will turn on its own facts and, as a result, the Tribunal will consider the arrangements as a whole in each specific case to determine worker status.
 
We would advise that employers not only consider their working practices in conjunction with the contractual agreement at the outset of the employment, but also review these practices on an ongoing basis to ensure that the contract reflects the reality of the situation and that this has not changed since the individual commenced their engagement.


This article is for general guidance only and should not be used for any other purpose. It does not constitute, and should not be relied upon as legal advice.
 
This article was prepared by Simon Bloch, who is a Partner at JMW Solicitors LLP and Dominic Coyle, Trainee Solicitor. To contact Simon, please email simon.bloch@jmw.co.uk or call 0161 838 2628 to discuss any matter in this article or any recruitment issue at further length.



What's new?


As you now know, we’ve created 17 different half day online courses in total for you, ranging from candidate sourcing, business development and management to diversity, inclusion & unconscious bias.
 
We start with Building A Terrific Temp Desk on Sept 4th, Business Development: Part 1 – Strategies For Success on Sept 7th and Winning Exclusivity & Selling Retainers on Sept 10th.
 
For all dates through to November and brief course overviews, please visit Interactive Online Training For Recruiters. All modules are priced at £249+VAT pp. £POA for multiple bookings. NOTE. Related modules e.g. The Billing Manager: Part 1 and Part 2 are run consecutively, one week apart.
 
If you have any suggestions on topics that you would particularly like us to cover in our new training programme, please let us know. Remember that we can also Zoom in-house to you.

Don’t forget that we have a FREE pre-recorded online training programme ku.dos to help provide further support for you along the way.
 
If you think that mentoring or consultation via telephone, Skype or video conferencing could work for you, please contact us to discuss your options.


If you are considering adding to your recruitment team, do have a look at our Recruiting For Recruiters package which also includes training support and off-limits protection for current and future training clients. Whether you are an employer or an employee, we promise to pull out all the stops for you. Contact us to find out more. 
                    
For more information on all our courses and our other services and products, visit
www.recruitmentmatters.comemail info@recruitmentmatters.com or call Ken on 0800 0749289 or, if you’re overseas, 0044 1529 410375.
 
Contact us

Sales Office
Recruitment Matters International Ltd
43 Meadowfield
Sleaford
Lincs NG34 7RG
UK
Tel: 0800 0749289 / +44 (0)1529 410375
Email: info@recruitmentmatters.com


 
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