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Recruitment Matters International June Newsletter


Hello again from the Recruitment Matters International team!


Following the latest changes added to the green list on the overseas travel traffic light system, there are at least a few more options for those seeking a bit of summer sun. Of course, there is no guarantee that the countries will stay green and could change back to amber at very short notice, resulting in travellers returning to the UK  for the pleasures of 10 days' quarantine. There are hopefully a lot of tolerant employers who will be sympathetic to their employees' predicaments! In the meantime, work continues apace..

For news of our full range of recruitment services including July training courses, check out “What’s new?” later in this newsletter.
 
Also in this month's newsletter:-

Ideal Marketing Company MD Jess Shailes shares some insights about staying inspired by your work and how to keep ahead of your competition.

In Warren's article, he emphasises the importance of having confidence in yourself.

JMW's Simon Bloch and Kelly Hurst look forward to the creation of a new workers' rights enforcement body, and summarise its key responsibilities.

Also, I have a few thoughts on the importance of advance planning

If you have any requests on what you would like to see covered in future newsletters, please let us know. Also, please send your own potential editorial contributions to ken@recruitmentmatters.com



The key to staying inspired by your work and staying ahead of the competition
 
                                              

Contributor: Ideal Marketing Company MD Jess Shailes shares some insights about staying inspired by your work and how to keep ahead of your competition.

Since taking over The Ideal Marketing Company in 2019, it’s fair to say I’ve been on a steep learning curve. While I have worked in marketing for years, most of my learning and development in my previous senior position at Ideal was around marketing trends and technology. In my new role, I’ve needed to learn fast about finance, insurance, contracts and HR – and of course the past year has thrown in some unexpected added learning opportunities for all of us!
 
Reconnecting with where it all began
 
Despite these challenges, I have recently carved out time to revisit marketing subjects and it has been invigorating. I got into marketing because I love it; I’m fascinated by the mind of the consumer, consumer behaviour and the technologies that allow us to communicate in an increasingly interactive and targeted way.

In my role as MD, the things that I learn help direct the company we will become in the future, the value we can provide for our clients and the difference we can make. It can be tempting after spending so much time in an industry to feel that you should know it all, but I don’t think that will ever happen for me. Just in the past year, I have studied design psychology, persuasive writing techniques and an array of subjects around content marketing.

 
Learning for growth
 
The importance of learning doesn’t just apply to me in a leadership role. As a large percentage of the work we do is in digital marketing, the whole team works in a constantly evolving field. This means as an organisation, we need to build in time for learning to keep a competitive edge and not risk falling behind. When we talk about what we’ve learned, there is usually some enthusiasm involved; maybe it’s the buzz that comes from finding out about the possibility of doing something in a new and better way. So continued learning can be as important for morale as it is for maintaining a competitive edge.
 
      To encourage a culture of continued learning and development we: 

  • Block off an hour in the calendar every week for learning
  • Share with the team once a month what we have been learning or plan to learn next
  • When we were able to go to events or courses we debriefed the rest of the team on what the key points were, so that everyone else knew what had been learned and we could discuss where it could be used
  • Discuss training needs in every review meeting

 
Building trust from your clients
 
Investing in learning translates to investing in your clients who will ultimately benefit from your evolving expertise and, in turn, boost your business by recommending you to others. For example, if your business is based on providing a service to your clients, then authority and up to date expertise are crucial for building trust. Your team’s certificates and accreditations can be used in your marketing materials as ‘trust signals’ in the same way as case studies and testimonials to help anyone making a buying decision feel more confident that using your services will result in the outcome they want.

But this authority and expertise are hard to maintain if you aren’t keeping up your industry knowledge.
 
So my questions to you are:
Do you feel that your industry knowledge is up to date?
Do you have good sources of industry knowledge and news? We have some trusted sources which are invaluable.
What piece of knowledge could change how you work and what you’re able to do?

 
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.



To instil confidence in others, first have confidence in yourself



Contributor: Warren Kemp, CEO and Trainer, Recruitment Matters International. Warren is also a qualified Mental Health First Aid Instructor
 
When you were young, if an adult told you not to talk to strangers, some of that mentality will still be with you now. That’s human nature for you.
 
Tailor your pitch to a potential client - come across as ‘one of us.’  Find out their buzz words, get to know the people who count and can help you in the target organisation, such as the receptionists, the secretaries, the admin support staff and the PA’s. Find out what’s what and who’s who. Walk, talk and look like the target organisation’s people and not like a stranger.

People can’t sell what they don’t believe in, but you won’t sell anything unless you believe in you.
 
By integrating that inner belief with belief in your product/service it’s a winning combination.
 
Go and get some inner belief if it’s low at the moment. Speak to people who like you, who you have worked with successfully and who love you. Immerse yourself in them for a couple of days and then go out and take on the world.
 
I hope that my positivity, confidence, work ethic, honesty, etc. is starting to rub off on you!
 
Self confidence and belief in yourself is a must. To instil confidence in others, you must first have confidence in yourself.

 
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.

 

Have a plan




Written by Ken Kemp, RMI’s MD
 
In order to achieve a desired outcome you need to have a plan.

Effective planning means from A-Z, all the steps in between and accounting for the ‘what ifs’ that can happen along the way.
 
You may have to re-evaluate what the end result will be at various points on the journey and it may look quite different to the one you had in your mind’s eye at the start, but the outcome will be controlled and in keeping with your expectations.
 
A great snooker player thinks the game through all the way through to the last black. A decent snooker player thinks three or four balls ahead. Who gets the biggest breaks (pun intended) along the way and who wins more often than the other?
 
You don’t become a chess Grandmaster without evaluating all your options and the potential consequences of every move you make.
 
Master tactician and renowned football manager Pep Guardiola didn’t become world class by saying “OK lads, when you get out there, just kick the ball into their goal.”
 
Plan your steps well ahead and you won’t be tempted or need to improvise having come off the track that leads to success.

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




Workers' Rights Enforcement Body


 

Contributors: Simon Bloch, Partner and Kelly Hurst, Trainee Solicitor, JMW Solicitors LLP
 

On Tuesday 8 June 2021, the government announced that it will create a new ‘workers’ watchdog’ to protect the rights of UK workers, following a consultation which the BEIS opened in July 2019.
 
Groups (including the Citizens Advice Bureau, or ‘CAB’) have been campaigning for change to the enforcement system for many years, and so this news is a welcome change to the current status quo, which is complex, ineffective and inadequate.
 
What is the purpose of the new enforcement body?
This new enforcement body will replace the functions and responsibilities currently entrusted across 3 separate bodies (the Gangmasters and Labour Abuse Authority, HMRC’s National Minimum Wage Enforcement Agency and the Employment Agency Standards Inspectorate), and will focus on tackling workers’ rights issues such as modern slavery, national minimum wage and protection for agency workers. 
 
Why has it been created?
It is intended that the amalgamation of these responsibilities into one body will help to improve enforcement, and will provide a comprehensive advisory service to workers and businesses.
 
Currently, it is the responsibility of the worker to pursue their employer through the tribunals for the enforcement of their employment rights. However, workers may be apprehensive to do so for fear of the legal costs involved in pursuing their claim(s) and any potential repercussions from bringing a claim against an employer with whom they remain employed.
 
This undoubtedly leads to fewer workers feeling able to pursue their claims, and ultimately increases the scope for abuse by unscrupulous employers. This new enforcement body is therefore aimed at tackling non-compliant businesses to increase the protection of UK workers’ rights.
 
What will the new body do?
  • Work with ACAS – the new body will work in conjunction with the Advisory, Conciliation and Arbitration Service (ACAS) to provide guidance on best practice for businesses;
  • Advice for workers  it will provide a port of call for workers to obtain advice about their rights, and act as a vehicle for workers to whistle blow on non-compliant employers;
  • Fresh function – they will gain the power to safeguard vulnerable workers by facilitating the payment of any holiday and sick pay entitlement. Currently, this is done by lengthy, costly and protracted tribunal proceedings;
  • Umbrella companies – the single enforcement body will also have new powers to regulate umbrella companies (this currently falls outside the remit of the existing enforcement bodies);
  • Civil penalties – it will also have the ability to impose new civil penalties for breaches of wage arrears. These will apply where employers have failed to comply with a compliance notice (or where one has not been deemed appropriate), and will be set at the same level as the NMW penalties, which are:
    • 200% of the arrears; together with
    • A minimum penalty of £100 or a maximum penalty of £20,000 per worker
    • 50% reduction is being considered where the arrears and penalties are paid within 14 days of the compliance notice.
  • Publicising non-compliant businesses the government’s consultation showed that the majority of respondents felt that this was an effective deterrent, and so they have concluded that they would introduce this for employers who owed arrears of more than £500 to their workers, in line with their announcement in February 2020 in relation to the NMW naming scheme.

    The new changes should not be of concern to compliant businesses, the majority of whom recognise the importance of workers’ rights and strive to maintain good practices. The introduction of this new government body should help to crack down on the abuse of such rights by the minority of employers, and will also help to reduce the likelihood of good businesses being undercut by rival businesses who underpay their workers.
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 Kelly Hurst, 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?

It will be our first induction open course in over a year - with the continued increase in new recruiters coming into the industry, we're delighted to be welcoming back Stewart Stone's Two Day Introduction To Recruitment on July 14th and 21st.

Interactive online open courses in July also include Business Development, The Billing Manager, Winning Exclusivity & Selling Retainers, and Equality, Diversity, Inclusion (EDI) & Unconscious Bias.   Warren's next MHFA accredited Become A Mental Health First Aider two day online course will be on July 22nd & 23rd.

Remember that we can also Zoom in-house to you or visit for face-to-face training in a Covid-secure environment.


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 discuss 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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Recruitment Matters International Ltd
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Tel: 0800 0749289 / +44 (0)1529 410375
Email: info@recruitmentmatters.com


 
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