Welcome to issue 269 of the ukrecruiter newsletter.
Sales
Superstar Strategies – How the World’s Best Salespeople Get More
Sales!
Strategy 9: Be Proactive,
Confident and Professional.
The outside world will always judge you by what you do and how you appear. It may seem unfair but it’s the way that it is! What’s more, you will normally be judged on your lowest point of your lowest day! If you have a bad day and you do something that’s not particularly professional then you can bet your last Rollo that you will be remembered for that and not your numerous great days!!
Sales superstars constantly raise the bar and ensure that they are seen as proactive, confident and professional by their clients, their peers, their managers, their friends and their families. If this is a case of “fake it until you make it” then so be it. Ultimately, if you keep on behaving a certain way it will become natural for you and before you know where you are, you’ll wake up one morning and just be that way without having to think about it!!!
Gavin Ingham is a keynote speaker & author. Get more strategies & tools free by joining his free newsletter, Real World Sales Tools, at
www.gaviningham.net
My Favourites will be back next
week. See the guidelines at http://www.ukrecruiter.co.uk/articles.htm
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Article
One: Onrec June Conference and Exhibition Review by Louise Triance
Last Tuesday (20th June) the Onrec.com’s Online Conference and Exhibition was held in London at the Queen Elizabeth II Conference Centre.
The conference started at 9am after teas and coffees (but no Danish pastries!) with two well known, and well respected, speakers from the recruitment event circuit. Stuart Maxwell of ABC Electronic started the day talking about the work of his organisation, he gave an overview of some current statistics. He talked through some interesting data from the last NORAS audit (of 24 online recruitment sites) including an overview of the average internet job seeker as a 34 year old with 13.6 year’s work experience and earning £34,000 per annum.
The next speaker was Tim Forster of PriceWaterhouseCoopers (PWC). Tim is a confident and relaxed presenter and had obviously shared his thoughts on PWCs experiences of the “challenges facing online recruitment” a number of times before. Never the less it was an interesting, and no doubt useful, case study showing the path PWC had taken – bringing them to recruit about 3000 people each year in the UK through online applications alone.
The coffee break gave conference delegates the opportunity to visit the exhibition hall. There were 30 exhibiting organisations providing a mix of services from recruitment software to psychometric and aptitude testing. However, as would be expected from an online recruitment conference the highest number (about 30%) were job boards.
Most of the exhibitors had giveaways (which, in the interest of thoroughness, I shall report upon!). It was a three way tie between the best stand for this. Broadbean had environmental carrier bags, wrist bands and an amusing story booklet about their business, Hotlizard had travel coffee mugs and psychedelic pens and coasters and HRSmart had Frisbees and hand held battery fans. I also went home with a stress ball from Brilliant Recruitment a delicious fortune cookie from naturejobs plus half a dozen pens.
Back to the conference and after the break the pace slowed down with a few disappointing presentations. David Beer of IKM (a knowledge measurement solution provider) was a stand in for his CEO. Whist he was very knowledgeable on his subject the presentation was little more than a sales pitch for the company’s product. David was followed by Paul Van den Bulck, Attorney-at-Law from ulys. Paul was talking about the legality of online recruitment, which is a very large subject, concentrating on copyright protection for databases and search engine infringement of data. Again Paul was very knowledgeable on what was by its nature a rather dry subject and one of relevance to perhaps only a section of the audience. Eva Zils of Aktor was in the final slot before lunch talking about the European e-recruiting market from the multiple posting perspective. She shared a number of interesting facts about the way recruitment and job boards differ within Europe (for example only .3% of hiring takes place via the internet in Italy). However, European recruitment is a large subject and 25 minutes wasn’t long enough for her to give much more than a basic overview.
Lunch was sponsored by Enhance Media and was very enjoyable and gave a really good networking opportunity.
After lunch, in the traditionally difficult slot, was Peter Sydserff of JobCentre Plus who gave a presentation on the European Employment Services and the Aims of JobCentre Plus. Peter was followed by Krishna De who is a development mentor (consultant) in the field of employer branding. Krishna was an enthusiastic presenter who held the audience’s interest well during a nice overview into a massive subject. The final speaker of the afternoon was Paula Jordan of Portman Building Society. Paula’s session was a case study of Portman’s experiences of bringing their recruitment strategy online. Paula obviously wanted to share as much of her experience’s as possible with the audience in order to help other companies in a similar situation – and it was a refreshing presentation.
After a quick coffee break we were back for the final session of the day which was a discussion panel chaired by David Worlock (Chairman and Founder of EPS). The panel was certainly prestigious; containing Alan Townsend, COO of Monster, Paul Stephens, Website Director of TotalJobs, Felix Wetzel, Marketing Director of Jobsite, Richard Alberg, CEO of PSL (psychometric testing) and Bernard Howard, MD of Totallylegal. As often happens the audience was a little slow to warm up with most of the activity in the last 15 minutes of what was a very short 45 minute session. I’m sure many in the audience would have liked this session to have been scheduled earlier in the day and to have lasted longer.
After the conference closed delegates, speakers and exhibitors enjoyed a drinks reception sponsored by SHL.
I got mixed feedback from the delegates I spoke to. Some thought that all the speakers were fantastic and that the day had been well worth the £395 they spent. Other’s had arrived with very specific agenda’s that had not been met and some felt that there were not enough strong speakers. However, David Hurst should be congratulated for trying to re-ignite the industry’s interest in recruitment events of this nature and I hope that he will be in a position to host the second annual Onrec Conference and Exhibition next year.
The following conference speakers are happy to be contacted for more information about their presentations:
ABC Electronic’s Stuart Maxwell can be emailed at; stuart.Maxwell@abce.org.uk.
Paula Jordan of Portman Building Society’s email address is paula.jordan@portman.co.uk
JobCentre Plus can be contacted via Contact-Us@jobcentreplus.gsi.gov.uk
You can view Krisna’s presentation at www.bizgrowthlive.com/onrec
Louise Triance is the Editor of the UK Recruiter newsletter.
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Article
Two: Age Legislation 2006 feature
Age Positive Campaign update
A recent survey from the Age Partnership Group (APG) has revealed that more than 60% of large employers expect age legislation to positively impact their business, but Small and Medium Enterprises (SMEs) remain unconvinced. The findings show the disparity in how age legislation is being received in the business community and highlights challenges in ensuring that all businesses are prepared.
Over 1,650 employers were asked to comment on the expected impact of new legislation, with the main results revealing that:
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64% of large employers expect new age legislation to improve staff retention, compared to only 32% of
SMEs.
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56% of large employers predict that age legislation will increase choice in the labour market by providing more job applicants of different ages, compared to 32% of
SMEs.
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45% of large employers believe that age legislation will enable them to employ better workers, compared to 26% of
SMEs.
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42% of large employers agreed that age legislation would reduce recruitment costs, compared to only 20% of
SMEs.
10 Key facts about Age Legislation
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Age Legislation comes into force 1 October 2006.
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Regulations cover employment and vocational training. This includes access to help and guidance, recruitment, promotion, development, termination, perks and pay.
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The regulations cover people of all ages, both old and young.
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All employers, providers of vocational training, trade unions, professional associations, employer organisations and trustees and managers of occupational pension schemes will have new obligations to consider.
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Upper age limits for unfair dismissal and redundancy will be removed.
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A national default retirement age of 65 will be introduced making compulsory retirement below age 65 unlawful (unless objectively justified). This will be reviewed in 2011.
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All employees will have the ‘right to request’ to work beyond the default retirement age of 65 or any other retirement age set by the company and all employers will have an ongoing ‘duty to consider’ all requests from employees to work beyond 65.
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Occupational Pensions (defined benefit and defined contribution) are covered by the regulations, as are employer contributions to personal pensions. However, the regulations generally allow pension schemes to work as they do now. See regulations for more details.
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The regulations do not affect state pensions, or personal pensions unless provided by an employer.
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To support employers, the APG has launched new information materials including a ‘Personnel Organiser’ and CD-Rom with full details on age legislation, ACAS guidance, e-learning packages on age diversity and case studies from large and small employers.
Employers can request free information direct from the APG by calling order line 0845 715 2000 or emailing
apg@trgeuropeplc.com. Further information can be found at
www.agepositive.gov.uk/agepartnershipgroup
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Don't
Miss This
Executive Sales Briefing, morning 4th July, London
This programme, offered by Marcus Cauchi of S.A>L.T. (Europe) Ltd is
for those in the recruitment industry who struggle with sales or feel that they should be earning more in
their business. "This is 4 hours of the most uncomfortable, unorthodox sales training you will ever receive,
and it’s not for everyone. It may not be for you and you may not qualify."
£147 + VAT payable in advance. Book now via email (BookingEB040706@SALTeurope.com) or call 0845 458 1237
July is "Monster Month"
In July we are going to be working with Monster.co.uk to make some
special and unique offers to ukrecruiter readers. We'll be
starting with some deals on job posting and then later in the month
some CV database access packages. Keep your eyes open for more
in the newsletter next week.
1-day Selection Interviewing Skills Course, 28th July & 11th August, London
The BSTMS Selection Interviewing Skills Open Course is suitable for anyone who is new to
conducting selection interviews or who wishes to update their skills.
The course provides participants with the skills and tools to conduct effective interviews
within legal guidelines and offers the opportunity to practice in a supportive environment.
See http://www.bstms.com/opencourses/selectioninterviewing/
for the course outline. Call 020 8780 0805 and quote 'ukrecruiter' to receive a reduction of £50.00 per participant (normal course fee is £295).
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Discussion
Board Summary
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Discussion Board. Current topics on the site include:
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Statistics
Hitwise top 10 Recruitment
Sites, week ending 24th June 2006
The most visited UK recruitment sites last week, starting with the
most popular, were www.jobcentreplus.gov.uk,
www.totaljobs.com, www.monster.co.uk,
www.jobsite.co.uk, www.reed.co.uk,
www.jobs.nhs.uk, my.monster.co.uk,
www.jobsgopublic.com, www.eteach.com
and jobs.tes.co.uk. Hitwise don't aggregate data from sites who
form part of a network such as fish4.co.uk
For more information about Hitwise, visit http://www.hitwise.co.uk
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complete the form below.
Regards
Louise Triance
UK Recruiter http://www.ukrecruiter.co.uk
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