Recruitment Matters International January 2023 Newsletter
Hello from the team at Recruitment Matters International!
One month into the New Year and the wave of strikes continues with NHS physios being the latest to join in a one day walkout. When will it ever end? On a positive note, recruiters that we've talked to in recent weeks report a resilient and even buoyant market in some sectors, so it's certainly far from all doom and gloom out there.
Articles in this edition of our newsletter include:-
Warren kicks off this year with some fundamental but vital 'back to basics' tips to ensure your success in recruitment.
Networking guru, Will Kintish has a beautiful story to tell.
JMW's Simon Bloch updates us on a new government consultation on calculating holiday entitlement for part-year and irregular workers.
And I continue the 'back to basics' theme with a suggested questioning technique when conducting an interview.
If you're considering investing in training for your troops, as a number of our clients are, do have a look at our latest training schedule.
Lastly, for news of our full range of recruitment services, including upcoming training courses, check out "What's new?"
Back To Basics
Contributor: Warren Kemp, CEO and Trainer, Recruitment Matters International. Warren is also a qualified Mental Health First Aid Instructor
How to succeed in Recruitment: Recruitment Basics (1)
Process first, personality second – there’s no use having lots of charisma if your process is a car crash.
Know, understand and follow the correct process:-
For yourself - so you aren't winging it and cutting corners. So you can and will build a consistent pipeline for success.
For your clients - so you can let them understand what you do, how you do it and why.
For your candidates - so you can let them understand what you do, how you do it and why.
For your own peace of mind - so hiccups don't become dramas. So a dropout isn't your whole month.
Process first, personality second. #Recruitment101
Recruitment Basics (2)
Don't just be a recruiter - be a market intelligent recruiter.
Know your market, know your stats, know your facts and let your clients and candidates know that you know!
The chart below was compiled courtesy of the software my good friend James Chaplin owns. I've had a look at his new Vacancysoft Analytics tool and there are hundreds of ways you can use it - whether it’s to BD in the right areas, source from poorly performing markets or spot niches and trends. Take this as a 5 star review James!
#Recruitment #Analytics #Software
Recruitment Basics (3)
“Has anything changed since we last spoke?”
So you do a great approach to a passive candidate and ask the usual – are you interviewing elsewhere, how good a fit is this job on paper, are you happy for us to represent you with this application, etc.
Only, the better you do this and get them whooped up by your excellent approach, the more open they will be to take a call from another recruiter. Remember the old saying “You are only as good as the last recruiter they spoke with.” Well, now you have opened the door for another 1 or 2 to muscle in on the action.
“Has anything changed since we last spoke?” has to be asked at least every other time you speak to your tip-top candidate from the moment they take a positive step with you.
They may have applied for another job, be considering other opportunities, just have been going through a rough week when you initially called with your vocal persuasion technique and so on….
I will leave you to think the same question through as to why you should be asking your clients the very same thing.
#Recruitment101 #DontTripUpForTheWantOfAskingTheQuestion
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.
A beautiful networking story
Contributor: Will Kintish, Networking guru
I recently ran a (complimentary) networking course for a very deserving charity in Manchester. At the end Dan said “You don’t remember me, but I was on another of your courses a few years ago.” “Yes,” I said “I am sorry I don’t remember.” Dan said “I will always remember you.”
“Why?” I asked.
“Well, what happened was on that course I met Bernard who introduced me to one of his clients WHO GAVE US £1 million for our building fund!”
Did I feel good …or what? Indeed I did.
And the postscript to this was the head of learning and development then asked me to see her in the New Year about some paid work. I did have to tell her I did the training purely for altruism and was not expecting anything else.
In my opinion, the first principle of relationship building (i.e. networking) is to be kind, helpful and supportive, and so everyone often wins.
For more information on Will’s networking services, visit https://www.kintish.co.uk , call +44 (0)7939 205719 or email will@kintish.co.uk.
Two little words
Contributor: Ken Kemp, MD, Recruitment Matters International
This tip on interview skills is all about two little words that when added into your interview discussions will allow you to get the most from the interviewee and encourage them to really open up with the real answers to your questions.
I am sure that you already ask your interviewee to expand on the answer they give you with such phrases as " Tell me about it." or “That’s interesting, tell me more." or " How did you achieve that result?", etc. However, how many of us once our question is answered, simply move on to another subject? Instead, the next time, once they give you an answer, encourage your candidate to expand by saying "Anything else?"
I'll give you an example of that in action. In the following sketch (K) for Ken is the interviewee and Warren (W) is the interviewer.
(W) So, Ken, if you had to tell me the main reason you applied for the job what would it be?
(K) I guess it would have to be the challenge - it sounds a really exciting job!
(W) Tell me why.
(K) Well, my existing job has all but dried up for me in terms of learning anything new.
(W) Anything else?
(K) Yes, the location really suits me.
(W) Why is that?
(K) My wife has just moved jobs and is working quite near your offices so that will cut down on travelling expenses if we share a car.
(W) Anything else? (K) …And my girlfriend lives just across the road…..
Too much information!!!
Seriously though, did you notice the questioning technique used? Warren asked “What is the main reason…?” then asked Ken to expand, and then asked “Anything else?” then “Why?” and then “Anything else?” Etc.
This style of questioning becomes vital when asking interviewees what they don’t like or what they would wish to better about their current job if they could, because you very seldom get to the real reason or the major issue straight away. By asking “What’s the one thing?” then “Tell me about it” and then “Anything else?” you will eventually get to the heart of the matter. The secret with this technique is not to stop asking “Anything else?” until the interviewee says “No, that’s just about it.” Not only will you uncover a whole load of valuable information about the job they do and that organisation, but you will gain a great insight into their personality, too.
Remember these two simple words “Anything else?”
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
New consultation on calculating holiday entitlement for part-year and irregular workers
Contributor: Simon Bloch, who is a Partner at JMW Solicitors.
Last year, the Supreme Court handed down its Judgement on the long running case, Harpur Trust v Brazel, which determined the accurate method for calculating holiday entitlement for part-year and irregular hours workers. However, the case has highlighted discrepancies that can arise because of the current statutory method for calculating holiday entitlement.
In Harpur Trust, the Supreme Court considered the correct interpretation of the Working Time Regulations and ruled that part-year and irregular hours workers employed under a permanent contract of employment, such as seasonal workers or teachers, should receive the same statutory holiday entitlement (5.6 weeks per year) as employees who work the full year.
As a result, employers can no longer pro-rate holiday entitlement using the 12.07% accrual method so that it is proportionate to the amount of work they actually do. This method had been commonly used for the purposes of calculating holiday entitlement for workers and employees with no fixed working hours. However, it is no longer considered accurate when applied to part-year workers.
Following the Judgement, some part-year workers may now be entitled to a larger annual paid holiday entitlement than part-time workers who work the same number of hours across the year but work fewer hours each week consistently across the year. The Government estimates that between 320,000 and 500,000 permanent term-time and zero-hours contract workers will receive more holiday entitlement.
In response, the Government has published a consultation on proposed changes to the current regime to ensure that "holiday pay and entitlement received by workers is proportionate to the time they spend working". If implemented as proposed, this would effectively reverse the effects of Harpur Trust v Brazel.
In summary, the Government’s proposals are as follows:
- Introducing a fixed holiday entitlement reference period, based on the proceeding 52 weeks, including non-working weeks for the purposes of calculating holiday pay.
- Legalising the 12.07% method, allowing employers to pro-rate holiday entitlement for part-year workers and irregular workers by the proportion of hours worked within the reference period.
- For workers within the first year of employment, holiday entitlement will be calculated at the end of each month, using the total number of hours worked in the previous month.
- Using a flat average method to calculate how much holiday is used in hours, by taking a particular day off.
- For agency workers employed under a contract of employment (or assignment) exceeding a year, holiday entitlement would be calculated using the 52-week reference above.
- For agency workers on assignments less than a year, holiday entitlement would be calculated in the same way as workers in their first year of employment (see point 3 above).
The Government is keen to understand how holiday entitlement is currently calculated for different sectors including agency workers with complex contractual arrangements to assess the likely impact of the proposals. The consultation closes on 9 March 2023.
As it stands, employers should continue to calculate holiday entitlement and pay based on the Judgement set out in Harper Trust – in order for there to be a change, new legislation will be required. Employers who are considering changing their model and calculations may wish to see the outcome of the consultation process before making significant changes to their operation.
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.
If you would like to discuss this article or any recruitment issue in more detail, please contact Simon Bloch of JMW Solicitors LLP either by email at simon.bloch@jmw.co.uk or by telephone on 0161 838 2628.
What's new?
Here's a link to our latest open course training schedule .
Recruitment training options to get the show on the road in 2023 include:-
Candidate Control, Screening & Interview Techniques
Winning Exclusivity & Selling Retainers
Become An Exceptional Temp/Contract Recruiter
Two Day Introduction To Recruitment
Business Development
Become A Mental Health First Aider
Mental Health First Aid Champion
FREE Mental Health Awareness Session
Remember that we can come in-house to you via Zoom or visit your offices to deliver face-to-face training. 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 could work for you, please contact us to have a chat about your options.
For more information on all our courses and our other services and products, visit www.recruitmentmatters.com, email info@recruitmentmatters.com or call Ken on 0800 0749289 or, if you’re overseas, 0044 1529 410375.
Contact us
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Recruitment Matters International Ltd
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Tel: 0800 0749289 / +44 (0)1529 410375
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