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Recruitment Matters International January Newsletter


Hello from the team at Recruitment Matters International!


Reports suggest that the surge in Omicron towards the end of last year temporarily dented business confidence in the economy. Pleasingly, employers' intentions to make hiring and investment decisions continued to increase. And with Covid cases now decreasing or, at least, plateauing, combined with this week's lifting of many restrictions, perhaps we can now review 2022 from an even more confident perspective.

Labour shortages are likely to be with us for a long time beyond Covid, meaning that attraction and retention of staff becomes even more critical - and quality training has an even more vital role to play, so do have a look at our latest 2022 training schedule .


In this month's newsletter:-

In Warren's article, he provides three more of his top ten tips on how to get ahead in your recruitment career.

Ideal Marketing Company MD Jess Shailes shares how she has moved on from 2021 and is tackling the year ahead.

This month, I have some suggestions relating to time management and the prioritisation of your time, helping you become more efficient and effective at work and home.


JMW's Simon Bloch and Nathan Pavitt consider some of the implications, as, from 6 April, the Right To Work and pre-employment screening process goes digital through its Identity Document Validation Technology.

Lastly for news of our full range of recruitment services, including upcoming training courses, check out "What's new?"

 

Outbox your competition: Part 3




Contributor: Warren Kemp, CEO and Trainer, Recruitment Matters International. Warren is also a qualified Mental Health First Aid Instructor
 
Following on from last month, here are Warren’s tips 6, 7 and 8 on how to become a great recruiter:-

Concentrate on getting the candidate experience spot on - every time

Without candidates you have no business. With candidates, you don’t necessarily need a vacancy. Put yourself in the candidate’s shoes and work out what you would want from a recruiter as a minimum and that’s the bar you should never go below.
 
Then work out what it takes to be world class at every stage and step along the candidate process, not just when filling a booking or a vacancy but for the lifetime engagement that you could potentially have. Get this part right and you will get ahead of 80% of your competition by a country mile.
 
In today’s world you don’t have to be good to get a positive mention online. You have to be exceptional. You only have to be average to get a negative review. Whatever market you are in, it’s a small world. The temp who complains to her colleagues that your payment was late. The ‘walk in’ who was kept waiting and was seen in the end by an administrator because you were busy. The mid-level candidate who waited a week to hear they didn’t get the job.
 
Learn quickly how to become a “disappointment manager” and you’ve cracked it.

Put process before personality

Too many recruiters are erratic and inconsistent and rely on their sparkling wit and repartee to pull a few rabbits out of the hat every month. Only they often miss a month or two. A dogged, determined recruiter who follows process consistently will deliver consistently. The maverick marmite consultant will burn bridges along the way.
 
Even if your process isn’t quite there yet, consistency will highlight the areas within it that aren’t quite right or are missing so you can improve and replicate.
 
When you put your personality on top of the solid foundations you are building, candidates and clients learn what to expect from you, know what they are getting and keep coming back for more.

Instigate an IVO policy:  Innovate – Validate – Orchestrate
 
Innovate, look to better at every opportunity a way of doing something or words you use.
 
Then validate if it’s better than the current way by testing it enough times to make an informed decision. Then, if it is, orchestrate it. And make sure that’s the way you do it every time from now on.
 
Constantly look to improve by way of IVO.
 
That's me up to eight tips out of ten – final two to follow next month!

 
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.

 

How to recover from the mother of all 'hangovers'

 


Contributor: Ideal Marketing Company MD Jess Shailes shares how she has moved on from 2021 and is tackling the year ahead.
 
If you read the title of this blog, you may think I’m being very unprofessional talking about drinking in an article that should be about business and marketing. But I’m not talking about an alcohol-induced hangover; I mean the type where we’re carrying around the weight of everything that’s happened, and we let the past hang over (and hold back) the future. As we near the end of January, hopefully, by now your head is clear and you know how you are going to go about your business this year.
 
Taking a well-deserved break
 
I don’t know about you, but the Christmas holiday is the one time I can truly recharge each year without worrying about the state of my inbox when I return, because almost everyone is also taking a break.
 
It was really needed this year; as much as 2021 was an improvement on 2020, in many ways, it felt like 2020 ‘part 2’. I didn’t make the mistake of thinking that in January 2021, things would be completely different, and I haven’t done in 2022 either, but I’m also less concerned about what’s around the corner.
 
January 2022 marks three years since I took over management of the Ideal Marketing Company, and what a three years we’ve had with big ups and downs. It would be easy to think that any of the downs could be the straw that breaks the camel’s back, but a Global Workplace study by Marcus Buckingham in 2020 found that the more changes you experience, the more resilient you are.
 
Starting fresh in the New Year
 
Of course, change isn’t the only factor that affects resilience. I find it helpful to use the break in between Christmas and New Year to consciously put the previous year to bed. It’s my way of shedding the ‘hangover’, at the same time as resetting my energy levels. It’s not rocket science, but it works for me, so I hope this or something similar will work for you now the new working year has begun:-

1. Review all that was achieved in the past year – it’s a reminder of what you’re capable of and gives hope and energy to the next set of challenges and opportunities. Hopefully, you celebrate your wins regularly, but a lot can happen in a year, so this calls for a bumper celebration!
2. Consider the lessons learned from the challenges you’ve faced, and then make a conscious effort to leave the event behind and take the lesson forward.
3. And, of course, look forward to what your priorities are for the year ahead and plan how you’re going to make it happen

You could celebrate the wins on your website, social media and definitely with your team. So what were your big wins for 2021? What do you hope to achieve by the end of this year?

For a free consultation about your marketing needs, from branding to PR to digital marketing, visit idealmarketingcompany.co.uk or call 01858 44 55 43.
 

Prioritise your time



Written by Ken Kemp, RMI's MD. (With thanks to Neil Kirby)
 
Most of us probably use some sort of daily sheet where we assiduously write down all the things that we have to do each day and we dutifully cross off each item that we have completed. All the non-completed items simply pass to the next day or to the next list. We are simply in danger of going into ‘tick drive’ where the most important goal is just to tick off the maximum number of completed jobs, whatever their worth or importance to the business.
 
However, the overriding criterion should be priority - you just know that the very activity you keep putting off has the most value to your business! Get into the habit of writing or compiling your personal list in priority order. Put the key tasks first, as these are the ones that drive you and your business. They will enable you to add value to what you do and separate you from the crowd.
 
Whenever we discuss this with managers and staff, they all say “Well of course we do this!” and “we know this” and I suspect many of you have just said the same. But how many of you actually do it? I made the assumption at the start that most people run a system, but how many of you actually do run a ‘to do’ list or a ‘today list?’ If not, then why not? There simply is not a more effective way of getting things done provided you operate it effectively. For example:
  • Complete the list the night before and not in the morning or whenever you run out of things to do. Make it part of your normal day.
  • Restrict the list to five or six key items. Any more, and you will be deluding yourself and the sight of all those tasks may be more of a burden than a motivation.
  • Put all tasks in priority order and complete them in that order, and only move on when you have finished. Otherwise, you will end up with a list of unfinished tasks that will simply be carried forward to the next day.
  • Share your key tasks with your boss, peer group and your subordinates. You may find that someone else has completed a piece of work that can help you to accomplish the task in question. This is not about getting someone else to do the job but simply sharing knowledge to the benefit of all. You will also ensure that someone else is not trying to complete the same task as you.
  • Agree the priority of the task at the beginning. More often than, not the priority of the task is determined by who asks you or who sets the tasks. The higher up the ladder that the request comes from, the more importance it tends to get. This is neither fair nor is it productive. If taking on another task disrupts all the other tasks and plans, then you have say no, or at least explain the potential consequences if you were to do so. Better to declare your hand upfront and not set expectations and deadlines that you cannot possibly keep to. Remember, the more you take on does not determine your worth, but the more that you successfully complete does.
So, in summary:
  • Do run a ‘to do’ or ‘today’ list. It matters not what you call it, as long as you do it.
  • Complete it the night before
  • Restrict it to five or six items
  • Prioritise all tasks and complete them in that order
  • Share your tasks with others
  • Agree the priority of all tasks
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
 

Changes to Right To Work Checks


 

Contributors: Simon Bloch, Partner and Nathan Pavitt, Trainee Solicitor, JMW Solicitors LLP

Introduction
 
The Home Office has announced that from 6 April 2022 the Right to Work (‘RTW’) and pre-employment screening process will be moving to a digital process through its Identity Document Validation Technology (‘IDVT’).

Reasons for the implementation of a digital process

In response to the Covid-19 pandemic and the introduction of social distancing rules and home working, temporary adjustments to the RTW have been put in place. These adjustments permit employers to conduct RTW checks electronically enabling remote verification of documents.

Positive feedback about this adjusted process led to the Home Office initiating a review of the availability of specialist technologies to support a system of digital checks in the future. Recognition has been given to the benefits the adjusted process has brought, particularly in light of the shift in working patterns to hybrid and remote working models. In response to this, the decision has now been taken to move to a permanent digital RTW process.

What changes will take effect from 6 April 2022?

From 6 April 2022, employers will be able to use certified IDVT service providers to carry out digital identity checks or they made do so independently through the Home Office’s online services.

For employers, the introduction of digital identity checking will mean they can assure prospective employees’ identities, using consistent and more secure methods, reducing risk and allowing them to recruit in a safer way. These changes will:
  • Allow those in scope to verify their identity remotely, prove their eligibility to work and apply for DBS checks. Using IDVT allows people to upload images of their personal documents, instead of presenting physical documents to a prospective employer – reducing time and mitigating risk.
  • Allow private sector IDVT service providers to become independently certified by UK Accreditation Service (UKAS) accredited assessors to ensure the technology meets the Government Standards and the applicant’s data is protected.
By enabling the use of IDVT for right to work and DBS checks, the Home Office anticipates that this will help to support long-term post pandemic working practices, accelerate the recruitment and onboarding process, improve employee mobility and enhance the security and integrity of the checks.
 
Risks & Sanctions

Employers are required to carry out RTW checks for all new employees before they start work and for all existing employees who have time limited immigration permissions which enables them to undertake their role in the UK.
 
If adequate right-to-work checks are not carried out and you are found to be employing a worker illegally, you could be subject to various civil and criminal sanctions. These include a civil penalty of up to £20,000 per worker, a custodial sentence of up to 5 years and an unlimited fine.

For further information on the sanction for illegal working, please see the government’s latest guidance on gov.uk.


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 Nathan Pavitt, 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?

Interactive online open courses to look forward to in the next few weeks include:-

Candidate Control, Screening & Interview Techniques
Candidate Sourcing
The Billing Manager

Two Day Introduction To Recruitment


Warren's next MHFA accredited Become A Mental Health First Aider two day online course will be on February 28th and March 14th. His next FREE Mental Health Awareness Session will be at 7:30pm on February 15th

Remember that we can come in-house to you via Zoom or visit your offices to deliver face-to-face training in a Covid-secure environment. It just needs a bit of forward planning, so do contact us as soon as possible to discuss your potential requirements.


We continue to welcome subscribers to our FREE pre-recorded online training programme ku.dos to help provide further support for you in your recruitment career. 
 
If you think that mentoring or consultation via telephone, Skype or video conferencing could work for you, please contact us to have a chat about your options.


Looking to hire? If you have any recruitment requirements, check out our RPO and RPR services.
                    
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

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Tel: 0800 0749289 / +44 (0)1529 410375
Email: info@recruitmentmatters.com


 
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