Recruitment Matters International September 2020 Newsletter
Hello from the Recruitment Matters International team!
Here we go again… So, we now have a new Jobs Support Scheme, VAT held at 5% for the hospitality sector, more restrictions on household visits, along with no idea when spectators will be allowed back into sporting events, all against a backdrop of increasing numbers of reported Covid-19 cases. It sure as hell isn’t easy out there! Keep smiling and battle on ☺️
In Warren’s article this month, he emphasises the benefits of candidate flexibility in a market where nothing tends be straightforward at the moment.
Our old friend, networker extraordinaire Will Kintish shares a couple of excellent networking lessons from his granddaughters. "Out of the mouths of babes…"
We're off to a great start with our new interactive online training programme which we launched earlier this month. See below for information on what we have on offer for you to enjoy during October.
This month, JMW's Simon Bloch and Lauren Scott examine the implications of the government's new Kickstart Scheme for young adults seeking employment.
If you have any requests on what you would like to see covered in future newsletters, do let us know.
Heads you win, tails you win
Contributor: Warren Kemp, CEO and Trainer, Recruitment Matters International. Warren is also a qualified Mental Health First Aider.
Keeping in touch with candidates, although somewhat labour intensive, is clearly a vital part of the recruitment process, whether you’re in contingency recruitment or executive search.
Many recruiters feel a little embarrassed when phoning to “touch base” if they haven’t got a vacancy to discuss and don’t feel too comfortable asking what the candidate has by way of irons in their fire either. (I’m sure you can be more creative than that, but you get the gist).
A flexible candidate is going to be more likely to get a job in this tough economic climate, that’s for sure.
Ask the guy who has been 6 months unemployed while he has been seeking a permanent job if he would now consider temporary, contract or interim roles. Ask the contractor who is concerned that his contract won’t be renewed if he would now consider a permanent job. Would someone now do shift work, would another take a part-time post rather than have no income coming in? Perhaps they would switch sector if they have transferrable skills?
At the end of that project you will have a far more flexible pool of candidates to work with. On the back of that you can then start asking your clients if they have any vacancies - whether that is a one day temp need, a three month contract or a permanent post.
Don’t assume a candidate will or won’t consider something and don’t assume your client knows you can service a variety of types of positions either.
If your candidate base is too large to call them all, then, at the very least, send out a questionnaire asking them about which types of roles e.g. temp, perm, part-time, etc. they will now consider and do also check which geographical locations they will work in, too.
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.
Two lessons from my granddaughters
Contributor: Will Kintish – the “granddaddy” of networking!
Lesson One. My 6-year old granddaughter Marion said last week “Sometimes I go somewhere and beforehand I think I’m going to be shy and think I might not have a nice time... and then I have the best time and don’t want to leave!”
Do you feel like that when you attend events? Remember those events when we had to ‘work a room?’ For me it was my oxygen. I just loved attending events but (sigh..) I can only network online for the moment. It’s fine because, after all, networking is just talking and, in fact, for many people I know they prefer the online method. Funnily enough, I think there is more networking going on since lockdown!
Lesson Two. Lily was playing in the sandpit with her friend Johnny who she’d just met on holiday. Being a very sociable person, she had also met Annie, Betty and Carol. They approached the sand pit whereupon my Lily said “Johnny, this is Annie, Betty and Carol!”
Even when we are guests at events, we should always play host. Networking is an inclusive activity not an exclusive one.
If ever you see someone alone by the edge of the room, either approach them or, if you are in a group, invite them to join. That little act of kindness will rarely be forgotten.
Remember those ‘working the room’ days? We will get back to it in due course.
In every business, university or professional services firm I am guessing there are going to be some changes but the one thing which shouldn’t change is that the networking continues: a must for business or career development.
For more information on Will’s networking services, visit https://www.kintish.co.uk , call +44 (0)161 773 3727 or email will@kintish.co.uk.
Half day online training workshops for you in October
Our exciting open course programme of interactive online training modules is going from strength to strength. All sessions run for a minimum of three hours, usually from 9:30am – 12:30pm, except Mondays when it’s 2:00pm – 5:00pm.
Here is what you have to look forward to in the next few weeks:-
Building a Cracking Contract Desk
- What does a cracking contract desk look like?
- How to build your contract business
- Maximising ROI – on your time, & your relationships
- Includes FREE planning and analysis tool
Date: October 6th
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The Billing Manager: Part 1 – Organisation and Mindset
- Evolving as a Team Leader/Manager
- Communicating your values and vision
- What do your employees expect from you
- Are you a Leader, Manager, Coach or Mentor?
- Effective time management
Date: October 8th
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The Billing Manager: Part 2 – People Skills and Change Management
- The Importance of Motivation and Delegation
- Building a coaching culture
- Conducting competency based appraisals
- Running one to one and team meetings
- Managing remotely
Date: October 15th
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Writing Winning Job Ads
- What is a job ad?
- How to make your job ads stand out in a crowded market
- The factors you need to consider to ensure the right candidates apply
- Includes INTERACTIVE job ad writing and critiquing
Date: October 20th
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Business Development: Part 1 – Strategies for Success
- What is business development?
- Choosing your focus for maximum results
- Beyond cold calls – a blended approach
- Includes FREE business development planner
Date: October 19th
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Business Development: Part 2 – Great Sales Calls
- How to open sales calls with impact
- Why the best time to call is when they’re not recruiting
- How to sell without it feeling like sales
- Includes FREE guide to objection handling
Date: October 26th
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Business Development: Part 3 – Outstanding Account Management
- What is account management?
- Adding value and maximising revenue
- How to turn problems into golden opportunities
- Includes FREE account assessment template
Date: November 2nd
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Diversity, Inclusion & Unconscious Bias
- Why inclusive recruitment is a winning strategy
- Making sure you don’t miss out on top talent
- Supporting your clients’ inclusion objectives
- Includes FREE inclusive recruitment guide
Date: October 28th
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For all dates through to December and brief course overviews, please visit Interactive Online Training For Recruiters. All modules are priced at £249+VAT pp. £POA for multiple bookings. NOTE. Related modules e.g. The Billing Manager: Part 1 and Part 2 are run consecutively, one week apart.
In order to optimise your learning experience, these courses are purposely run with small delegate numbers and are capped at 12. Book now to avoid disappointment!
Call us for an in-house quotation. We can bespoke to your requirements!
UK Government Kickstart Scheme
Contributors: Simon Bloch, Partner and Lauren Scott, Trainee Solicitor, JMW Solicitors LLP
On 8 July 2020, the UK Government announced that it will be launching a new Kickstart Scheme. The scheme forms a part of the government’s emergency package aimed to help the UK’s economy recover following the COVID-19 pandemic.
The purpose of the scheme is to create hundreds of thousands of new, fully subsidised jobs for young people across the country. Employers who take part will need to provide training and support for people to find a permanent job and companies who take part in the scheme will have to prove that the jobs they are making available to applicants are new, are not replacing any already existing jobs and are ‘above and beyond any jobs they were expecting to create’.
So, who will be eligible to apply for a job under the scheme?
In the government’s guidance, applicants to the scheme must be;
- Aged 16-24;
- Claiming Universal Credit;
- At risk of long-term unemployment.
Taking into consideration the eligibility criteria of the applicant, it becomes apparent why the employer’s role in this scheme is necessary for it to work. The focus on the employer is for them to create a new 6-month job placement that supports young people to develop the skills and experience that they need to find work. Funding is available for 100% of the relevant National Minimum Wage for 25 hours a week, plus associated employer National Insurance contributions and employer minimum automatic enrolment contributions. There is also £1,500 per job placement available for set-up costs, support and employee training.
How can organisations apply to the scheme?
On 2 September 2020, the Government posted guidance on how organisations can apply. If your organisation is creating more than 30 job placements, then an application can be submitted directly through the government website. However, if the organisation is creating fewer than 30 jobs, the organisation must partner with other organisations so that they can create a minimum of 30 job placements. Further guidance on this can be found on the government website.
How can the scheme benefit the employer?
From what information the government have provided on the scheme, there are clear advantages for employers. Firstly, there is no obligation for the organisation to employ the worker after the 6 month period. The scheme is designed to protect jobs and to ensure young people can access work. Organisations will receive the government’s funding along with the confidence that they can protect jobs and rehire.
On the other hand, there are clear disadvantages for employers. As the scheme targets young workers at risk of long term unemployment, it is a fair assumption that organisations will have to invest time and resource to put into training and supporting the individuals. Although organisations will receive funding for this, it is the time spent on these additional resources that proves problematic.
Potential issues with how organisations can apply to the scheme are also evident. The application process makes it difficult for smaller organisations to sign up to the scheme due to the 30 placement rule. Will organisations want to invest time into partnering with other organisations? These are questions that must be considered. Overall, organisations will have to weigh up carefully the potential implications that come with joining the Kickstart Scheme.
Will the Kickstart Scheme be a success?
The Kickstart Scheme will be put to the test over the coming months. A government backed initiative that aims to create and protect jobs during a global pandemic will likely be welcomed by many. However the key to its success will be how useful it actually is for the employers who want to grow their business and contribute to the UK’s economic recovery. Is this a scheme to benefit the employee or the employer? Time will tell.
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 Lauren Scott, 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?
As you now know, we’ve created 17 different half day online courses in total for you, ranging from candidate sourcing, business development and management to diversity, inclusion & unconscious bias.
See above for what we have for you during October.
For all dates through to December and brief course overviews, please visit Interactive Online Training For Recruiters. All modules are priced at £249+VAT pp. £POA for multiple bookings. NOTE. Related modules e.g. The Billing Manager: Part 1 and Part 2 are run consecutively, one week apart.
If you have any suggestions on topics that you would particularly like us to cover in our new training programme, please let us know. Remember that we can also Zoom in-house to you.
Don’t forget that we have a FREE pre-recorded online training programme ku.dos to help provide further support for you along the way.
If you think that mentoring or consultation via telephone, Skype or video conferencing could work for you, please contact us to discuss your options.
If you are considering adding to your recruitment team, do have a look at our Recruiting For Recruiters package which also includes training support and off-limits protection for current and future training clients. Whether you are an employer or an employee, we promise to pull out all the stops for you. Contact us to find out more.
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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