Recruitment Matters International October Newsletter

The twists and turns on our economic and political landscape continue apace. Last month, I asked are we on the way to sustained recovery or are we all 'going to hell in a handbasket?' 

Well, with Rishi Sunak now at the helm, it seems that, although challenging times are ahead we may just have dodged an economic bullet (to mix metaphors). Here's hoping!

Here at RMI, we're not experiencing any change in demand for good quality training. There's certainly no complacency here, as we continue to work as proactively as possible to support recruiters everywhere via our programme of interactive online training courses .

In this month's newsletter:-

Warren asks "What's so funny about peace, love and understanding?"

Networking guru, Will Kintish discusses the importance of mental preparation when attending networking events.

JMW's Simon Bloch reviews the hot topic of menopause in the workplace.

And I write about why 'sponsorship' is likely to be much more productive than cold calling for business development.

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

Contributor: Warren Kemp, CEO and Trainer, Recruitment Matters International. Warren is also a qualified Mental Health First Aid Instructor

“What’s so funny about peace love and understanding?”
I’ve got that tattooed on my arm. Seriously, I have. I’ve also got a ‘Rock against Racism’ symbol as well, but that’s for another day.
 
“What’s so funny” is a song made famous by Elvis Costello and was actually written by his friend and producer of his first few albums, Nick Lowe. The lyrics going something like this:
 
As I walk through this wicked world
Searchin' for light in the darkness of insanity
I ask myself, is all hope lost?
Is there only pain and hatred, and misery?
 
And each time I feel like this inside
There's one thing I wanna know
What's so funny 'bout peace, love and understanding? Oh
What's so funny 'bout peace love and understanding?
 
And as I walked on
Through troubled times
My spirit gets so downhearted sometimes

Mental preparation is the key to effective networking
 

• Making a fool of themselves.
• Not knowing what to say.
• Not being interesting.
• Not knowing how to finish and move on.
• Feeling uncomfortable and embarrassed meeting “strangers.”

Cold calling or Sponsorship - it's your decision

 

Written by RMI’s MD, Ken Kemp.

Decision makers and people involved within the recruitment process get called by recruiters day in day out – sometimes, quite literally, several times a day depending on the size of their organisation and the market they are in. Those telephone calls come from recruiters just like you, all wanting their share of the action. So why do some get the chance to work a vacancy and others get the cold shoulder? Why do some guys get an exclusive role at full fee and others get a “no thanks” and a “please don’t call back” response?
 
Well, it could be the recruiter’s ability to handle the difficult rebuff that can turn things around. Yet when your contact says “We have a PSL,” do they really mean there is no way in for you, or is it simply a quick put down to get you off the phone? Why do they say that, if, in reality, they potentially could do with some help? I’d like you to consider this:
 
Getting a negative reaction may have quite a lot to do with the initial impression that you create – what your opening is and how much you have done your homework. If you have a compelling opening, a good reason to speak to them and ‘sponsorship’ to call then maybe, just maybe, you won’t even get the objection or negative reaction.
 
So what is ‘sponsorship’ in this scenario? Why cold call a stranger saying “You don’t know me, I’m a recruiter…” if, instead, you can say that the reason for your call is that you have been speaking with a current or previous contact of theirs - obviously name dropping your sponsor as you do so - and tell them that the person suggested that it would be a good idea for both of you to speak? Now, you have to agree that’s a far warmer opening and, therefore, a much more compelling reason to call with that all important sponsorship. Even if you do get the “we have a PSL” reaction, you can at least be more sure that is a genuine response and not something said to fob you off.
 
So, an ongoing project for you has to be to try to find someone who can give you the sponsorship to call a new prospect.
 
There are two main ways of going about this.
 
Either find an organisation you want to do business with and explore who you might know, who has a contact there, and whose name you can use to get you in. Or speak to existing contacts as to who they would recommend you call within their business, within a different department or office within their organisation or who they know outside of their organisation.
 
Working hard at that may well mean that 80% of your introductory calls to potential clients have that all important sponsorship. Now, of course, that means you will get fewer objections but it also means that, if you do get one from a sponsored contact, they are more likely to be genuine. And that’s a good frame of mind to get yourself into. Whether it is a cold call or a sponsored introduction, start to believe that they would use you if they could, and it’s just circumstance, purse strings, satisfaction with their current provider or any other VALID reason. In that way, when you give your response you will sound more reasonable, respectful and professional.
 
Good luck – go get those sponsors!

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

 

• 1 in 10 women who have worked during the menopause have left their job due to their symptoms.
• 8 out of 10 women said their employer had not shared information, trained staff, or put in place a menopause absence policy.
• 44% of women said their ability to work had been affected by menopause, with 61% of those saying their symptoms have resulted in a loss of motivation, and 52% saying they had lost their confidence.

• Introducing a menopause policy - ACAS advice on menopause at work also recommends employers have a menopause policy.
• Gender-specific risk assessments to help inform practical adjustments to promote the health, safety and wellbeing (physical and mental) of an employee going through menopause.
• Menopause awareness through education delivered from employees who have experienced the menopause, sharing their first-hand experience.
• Training line managers and HR teams on how to notice the signs of menopause and handle any conversations sensitively.
• Appointing trained ‘menopause champions’ to provide support and signpost information to those experiencing symptoms.
• Making flexible working the default position to support greater inclusivity and alleviate the pressures felt by those suffering with menopause.
• Establishing Menopause Networks.