Recruitment Matters International October 2023 Newsletter
Happy Hallowe'en from the team at Recruitment Matters International!
Only a couple of months left now in 2023. Of course, there's still time for us all to achieve a lot in the coming weeks before we pause to enjoy a festive break.
Articles in this edition of our newsletter include:-
Our CEO and qualified Mental Health First Aid Instructor, Warren has some excellent advice on what to do after very client meeting.
Networking guru, Will Kintish asks "Would you say I'm a bit of a con man'?"
JMW's Simon Bloch reviews a landmark judgement handed down by the Supreme Court on historic holiday pay claims.
And I suggest that you should take candidates to market every day.
Lastly, for news of our full range of recruitment services, including upcoming training courses, check out "What's new?"
Evaluate after every client meeting
Contributor: Warren Kemp, CEO and Trainer, Recruitment Matters International. Warren is also a qualified Mental Health First Aid Instructor
Evaluate how things have gone after every client meeting in which you participate.
As objectively as you can, analyse what you did well, what you could have done better.
How did you come across? How was your body language? Did you listen well? Don’t beat yourself up - but be honest with yourself.
Practice makes perfect. Do it as soon as you can after the meeting, and, if it was face to face, maybe even in the car before you drive off from their car park.
Write things down and then again 24 hours later, once emotions have calmed down. That way objectivity will play a truer part in that analysis.
Some more advice re client meetings - never talk ill of your competitors or anyone else in the recruitment arena, for that matter.
If you say to a client “Unlike a lot of our competitors, we won’t send you CVs of candidates we haven’t interviewed face to face” – it just lets the client realise how unprofessional recruiters can be and makes them think negative thoughts.
By talking of your peers in that manner then, by association, some of that negativity will be passed on to you and your company name. What’s more, maybe the client had never thought that way before until you put that negative thought into their head in the first place!
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.
Would you say I'm a bit of a 'con man'?
Contributor: Will Kintish, Networking guru
The definition of a ‘con man’ is a man who cheats or tricks someone by gaining their trust and persuading them to believe something that is not true.
Oh dear, is that me? I sincerely hope not but the reason I mention it is because all I do to earn money is tell people to talk to other people!
Networking is simply building relationships and the only way this has been done, since Adam met Eve, was through talking. Well, that is until the internet started. Nothing wrong with building relationships through type rather than talk but, at the end of the day, to build true relationships is to talk to each other.
The three key steps to building social and business relationships are:
Know
Like
Trust
I believe to really get to like and trust others, in a new relationship, is through meeting and talking.
You can only understand others through their body language, their eye contact and their tone of voice. You can’t do that through social media.
What you can do through LinkedIn, Twitter, Facebook, etc. however, is to start a relationship and then meet if you think that first communication is worth following up.
The next time you go to an event, be proactive and start a conversation; you never know where it may lead!
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.
Take candidates to market every day
Contributor: Ken Kemp, RMI’s MD
Do take candidates to market every day.
Fly your company flag and push your products under the targets’ noses… people don’t buy intangibles. A quality candidate with good experience and good achievements highlights the quality of your firm.
Even if they don’t have a need at that moment they will be impressed enough to take your call the next time.
Say something like this:
“Hello Tom, my name is Ken Kemp.
If you’re OK for a couple of moments, I’d like to bring to your attention an excellent individual who has expressed a genuine interest in finding out about your company as a prospective employer.
They have three years’ experience in your market working as a Sales Manager for a competitor of yours. Their recent achievements include hitting target three months ahead of year end and bringing on board four FTSE top 100 companies into their portfolio in the last nine months.
Do they sound like the type of person you could do with in your team?”
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 .
Landmark judgement handed down by Supreme Court on historic holiday pay claims
Contributor: Simon Bloch, who is a Partner at JMW Solicitors.
The Supreme Court handed down its long-awaited judgment in the case of Chief Constable of Police Service of Northern Ireland v Agnew & Others (‘Agnew’) on 4 October 2023 in which it ruled unanimously that employees are able to claim for historic underpayments of holiday pay even in circumstances where there are gaps of more than three months between deductions.
Following the landmark decision, the Police Service of Northern Ireland (‘PSNI’) is now liable for millions of pounds worth of back pay to employees after it failed to correctly calculate payments which they were owed in respect of holiday pay. Contrary to the ruling in the previous case of Bear Scotland, the Supreme Court Ruling in Agnew now potentially places employers at an increased risk of costly claims for unlawful deductions and underpayments.
In these proceedings, the claimants, a group of 3,380 police constables and 364 civilian employees who worked for the PSNI had brought claims for underpayments in respect of holiday pay. Such claims were brought on the basis that their holiday pay had been calculated in reference to their basic pay, even though they regularly worked compulsory overtime. The question for the Court to decide was the period for which the claimants were entitled to back pay.
The Employment Rights (Northern Ireland) Order 1996 (‘ERO’) mirrors the Employment Rights Act 1996 and, as such, affords workers protection against unauthorised deductions being made from their wages, which includes holiday pay. The claimants sought further to rely on the ‘Series Extension’ under the ERO which would allow them to claim for underpayments arising from a series of payments which had been made, as long as the last underpayment in the series had not been more than three months before the claim was brought in the Tribunal.
The Employment Appeal Tribunal (‘EAT’) had previously established in the case of Bear Scotland that a series of deductions could not be linked if a period of more than three months had elapsed between each deduction. In Agnew however, the Supreme Court disagreed with the EAT’s finding, instead choosing to uphold the previous decision of the Court of Appeal in Northern Ireland (“COA”) that a gap of three months between deductions will not necessarily prevent a series link from being established. In addition to this, it also established that a lawful payment would not always successfully break the link between deductions.
Whilst the Court agreed that there was no requirement for there to be a contiguous sequence of deductions, it emphasised that the subject matter of each of the deductions must be sufficiently similar in order for there to be a series. In this particular case, a series could be deduced by the fact that the deductions stemmed from the payment of holiday pay which had been calculated in reference to the employees’ basic pay.
Further to the judgement in Agnew, employers should be mindful of the implications of the Supreme Court’s ruling and the risk that this potentially puts them at in respect of claims for historic deductions or underpayments. Whilst the impact of this judgment is mitigated within UK legislation which imposes a two-year backstop for unlawful deductions claims, there is an increased likelihood that we could see an uptick in costly claims in this respect.
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?
Warren's last Mental Health training courses for 2023 are Mental Health First Aid Champion on November 21st and a FREE Mental Health Awareness Session on November 7th.
Here's a link to our latest open course training schedule .
We're working on an exciting new programme for 2024. In the meantime, upcoming recruitment training courses in the next few weeks include:-
The Billing Manager
Business Development
Candidate Sourcing
Two Day Introduction To Recruitment
Winning Exclusivity & Selling Retainers
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.
If you think that mentoring/coaching could work for you or your team, or an overall business review could be beneficial, 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
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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