vanilla recruitment magazine - christmas 2011

Inside this month’s festiveVanilla Magazine...

Top TipsSuccessful Networking

Expert AdviceConfidence from

Reflection Consulting

Employer FocusEmpingham Ltd Resolution

and Negotiation Experts

Handy HRFear of Firing from

Black & white HR

Christmas2011

JOLLY

Plus so‘ho,ho,ho’

much more...

vanilla recruitment magazine - christmas 2011

www.vanillarecruitment.co.uk

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(Click the funky code if you have aQR reader on your smartphone)

t 01858 898 058 www.vanillarecruitment.co.uk

Hello and welcome to the Christmas edition of the Vanilla Magazine

Well, it’s that magical time of year again! The tree is up, the mince pies are out and the Christmas songs are play-ing on the radio! Christmas is very nearly upon us, and there’s definitely a festive feeling in the air here at Vanilla. If you’re feeling fabulously festive then why don’t you pop in to see us and enjoy a mince pie and some genuine Christmas cheer! In this Christmas edition of the magazine we are going to be catching up on some important news from the world of recruitment and business, with a few seasonal bits thrown in just for fun! Our top tips this month are all about Successful Networking (see page 6). Our employee focus this month on page 12 is a Q&A session with Emp-ingham Ltd, the resolution and negotiation experts. We also have some fantastic expert advice on page 8 from Rosie Garwood and also on page 10 from Ruth John-ston, plus so (ho,ho,ho) much more! Christmas is a funny time of year for most businesses. Either you’re pretty quiet or very, very busy! At Vanilla we tend to shut our doors for a short period between Christ-mas and New Year, but we will still be busy behind the scenes, as a lot of our tempo-rary staff will be working hard. So, if you need any recruitment help or advice this holiday season please don’t hesitate to get in touch. Santa may be putting his feet up on Boxing day but we’re still here if you need us! Merry Christmas everybody!

Get in touch... Call us on 01858 898 058 or fax 01858 468 854Email us at [email protected] or visit our website at www.vanillarecruitment.co.uk

(you can also visit our blog by clicking the ‘news’ page on the site!) You can also follow us on twitter.com/vanilla_recruit or facebook.com/VanillaRecruitment and also linkedin.com/company/vanilla-recruitment-uk-ltd Please get in touch with your opinions, comments and general feedback. If you would like to contribute

to future editions of the Vanilla Magazine we would love to hear from you.

Hello

[email protected]

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Inside this month’s festiveVanilla Magazine...

Vanilla UpdateA quick update on Vanilla's news

Top TipsSuccessful Networking

Expert AdviceConfidence from

Reflection Consulting

Handy HRFear of Firing

from Black & white HR

Star CandidatesOur brightest and best

Employer FocusEmpingham LtdResolution and

Negotiation Experts

VanillaNotice Board

What’s happening at Vanilla

AWRMisconceptions regarding the

Agency Worker’s Directive

Vanilla JobsA few of our current vacancies

Vanilla LightsBring a smile to your day

...Page 05

...Page 06

...Page 08

...Page 10

...Page 11

...Page 12

...Page 14

...Page 16

...Page 18

...Page 19Magazine CreditsAll artwork, layout and design created by Nathan Shelton at Ant Creations Call 01858 462779 email [email protected] or visit www.antcreations.co.uk

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Introducing Vanilla’s great team... Owner/DirectorEloise [email protected] Recruitment ManagerHR & Training DivisionLiz [email protected] Recruitment ConsultantOffice DivisionSophie [email protected] Temporary ConsultantOffice Division, Industrial & Technical DivisionSarah [email protected]

Office ManagerCharlene [email protected] Senior Recruitment ConsultantOffice Division, POS & POP DivisionKathy [email protected] Recruitment ConsultantSales & Marketing DivisionLaura [email protected] Office SupportJackie [email protected]

The festive season is here, and with it comes our brand new, fully updated and extremely useful web-site! It’s a bit of an early Christmas present for us, as we’ve been working on it for quite some time, and we are extremely pleased it’s finally ‘live’! We’ve made the site better looking and hopefully a lot more useful for both clients and candidates. Whether you’re looking for a job or need to find some useful recruitment advice you can find it all at www.vanillarecruitment.co.uk. Please check it out and let us know what you think. Also if there’s anything useful you would like us to add to the site get in touch and we will look into adding it for you! We’ve settled in very nicely to the recently refurbished top two floors of Vanilla HQ in Market Harborough. Our new specialist areas of recruitment are going well (Sales & Marketing, HR & Training and POS & POP). So, if you need any help or advice in these (or any other) areas of recruitment then please get in touch and we will be more than happy to help! Last but not least a big congratulations to Charlene, our office manager. Well done Charlie for recently passing her AAT’s! (see the pic on page 14). If you need any recruitment help or advice this season then get in touch and we’ll be very happy to help. If you’d simply like a mince pie and a glass of mulled wine, we can help with that too! Pop in and see us at 48 St Mary’s Road, contact us on 01858 898058 or visit our new site at www.vanillarecruitment.co.uk. We hope you have a fantastic and very Happy Christmas!

A quick update of our news...

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Networking is a great way of extending your contacts and growing your business or increasing sales. That said a lot of people dread ‘networking’ events and find they clam up the moment they walk into a room full of strangers. If this sounds like you then use our top tips to increase your confidence and success at networking events.

Networking started in the 1960’s based on Milgrams theory of the ‘6 degrees of separation’ – the idea that we are all connected to each other through 6 connections. So think of a person you would like to meet and often it is 3-4 steps to reach that person, a lot less than 6!

Make networking work for you…8 top tips for networking are...

Firstly, rename it connecting people or relationship building and often people feel better immediately!

Have a clear objective for each meeting you attend. Who do you want to meet with and why?

Prepare - Turn up on time and dress to impress. Think of small talk to get conversations started – local good news, topical good news, TV/radio shows that are current. For example, ‘The Apprentice’ is a good subject. People like people who are good at small talk, so practice it.

Listen - If you want to build rapport, listen more than talk.

Be ready for the question ‘What do you do?’

Use the ‘You know…? Well, what we do is…’ format to engage interest.By using ‘You know…’ takes them from their known area.Follow with ‘Well, what we do is…’ to talk about what you do – e.g. to alleviate this business problem.

Example: “You know how absence costs organisations a lot of money….well, what we do is train managers so they can reduce absenteeism in their organisation. One client I worked with recently saved 3% which represents £12,000 per year to them.”


8 Top Tips for Successful Networking

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Use the word ‘help’ - Help is a good word to use as psychologists believe most individuals respond positively to it. Be prepared to ask for what you want, which could be a host introduction or the chance to speak to the group for 10 seconds. Keep it short and simple: “Does anyone have a contact within AAA Organisation? If so, I’d appreciate your help”

Never sell - Never give a business card or a leaflet unless a person asks for it. We buy from people we like, so work on relationship building.

The follow up - This is the most important thing. If you have met someone whom you think it will be useful to get to know more about, then contact them that day and arrange a coffee or phone call to keep the relationship going.

Networking should be part of your long term business strategy. It is about meeting new people, which will provide you with endless possibilities.

This month’s top tips were brought to you by Kay Buckby, Director at The Development Company www.thedevco.com

If you have some ‘top tips’ that may be of interest to our read-ers we would love to hear from you. Get your article and busi-ness featured in a future edition o f t he magaz ine by ca l l i ng Vanilla on 01858 898058


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Confidence

Rosie Garwood of Reflection Consulting Ltd talks self-assuredly on the topic of confidence

Whether we’re talking about the economy, the high street, job security or professional development, the one word that comes up time and again is confidence, or the lack of it.

I can confidently predict that the first person to come up with a (legal) confidence-boosting pill or iPhone app will make an absolute fortune. The self-help books are certainly in hot demand, but the irony is that confidence is the ultimate renewable resource and we are all very capable of producing it ourselves.

For most of us for tunate enough to have had a healthy upbringing, our younger years saw our parents, teachers, sports coaches and others investing time and patience in building our confidence, supporting us when things went wrong, encouraging us to keep on trying and to have the courage to aim high.

For most adults, certainly the ones I work with, our confidence is made of tiny, fragile blocks, laid almost by accident as we are forced to try something new and don’t fail dismally in the process. These blocks are easily blown away by a failed attempt, a cruel word or our own internal monologue doing its very best to bring us down.

A t w h a t p o i n t d i d w e s t o p investing in our own and others’ confidence, and what ef fect does this have on our ability to p e r fo r m , i n d iv i d u a l l y a n d collectively?

Is there anational shortage?


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It reflects very badly on us as a society that we are so cruel to those we deem to have “too much” confidence. Even worse when you see the bullying and victimisation that goes on in offices where people are lacking in confidence. Wouldn’t life be better if we continued to nurture and encourage confidence in people, no matter what their age?So, it’s time to turn the tide and build our own confidence, while simultaneously boosting it in those around us. Imagine your work-place on a day when everyone was confident in their role, happy to tackle all those tricky hurdles and even coming up with new solutions to old problems. This doesn’t require “motivational” speakers or a day’s go-karting, just a simple acceptance that an organisation that cultivates confidence is sure to be a winner on every level.

Use my free tips to get you started and do get in touch if you have any questions or great confidence-boosting stories of your own.

Ros ie Garwood i s t he Manag ing Director of Reflection Consulting Ltd, a Leicestershire business committed to building skills and confidence in mana ge r s a t a l l l e ve l s , t h r ough t r a i n i n g , w o r k s h o p s , t e a m development events and coaching. www.reflectionconsulting.co.uk

If you have some ’expert advice’ that may be of interest to our readers we would love to hear from you. Get your article and business featured in a future edition of the magazine by calling Vanilla on 01858 898058


Fear of Firing The subject of unfair dismissal is in the news currently as the coalition considers what can be done to simplify the means by which employers can sack unproductive workers. Most employers I know have, at some point or other, expressed frustration with what they consider to be the exigent rules and regulations that surround dismissal. They may have a real problem employee who persistently underperforms, pulls ‘sickies’, and generally causes noth-ing but headaches all round. The employers are worried that in dismissing this indi-vidual they’ll breach some associated regulation that protects the employee’s ‘rights’...so they choose to do nothing at all, and the employee continues to coast.

I always maintain that it is this fear - and not unfair dismissal laws - that cripples small businesses. If people under-perform then, regardless of their length of service, you can dismiss them. You just need to be sure of a couple of very important facts:

1.That under-performance is the real reason for dismissal and that there is not any ulterior (and potentially discriminatory) motive for removing this indi-vidual from your firm. Don’t be intimidated by tricky employees who have ‘done their research’ and ‘know their rights’. They will need to provide prima facie evidence of discrimination if they really do want to take you to court. 2.That you have behaved reasonably and fairly. If you can demonstrate that you have done your best to support and develop your employee, and that you have followed your own performance frameworks and disciplinary proce-dures, then the dismissal will not be unfair.

Although employment law is complex, it’s there to protect employees, not to punish employers. Any change to unfair dismissal regulations would, in my view, be unlikely to reduce your management time and certainly would not significantly reduce your risk of litigation. As always, the Black&WhiteHR mantra on this subject is: know your policy, manage your people, enjoy your performance. And, above all, don’t let a fear of firing get in the way of your company’s success.

If you need help in developing policies and procedures for your firm, or if you need advice on dismissal or other employment matters just call Black&WhiteHR on 01858 565183 or visit the website at www.blackandwhitehr.com Ruth Johnson is MD of Black&WhiteHR

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Expert advice fromBlack&WhiteHR


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Vanilla have helped thousands of candidates over the years. That’s thousands of happy people who have hopefully landed their dream job! But we still have many, many great candidates who have registered with Vanilla and are still looking for the role that’s right for them.

We think all our candidates are ‘stars’, but some stars shine that little brighter! Here are a few of the ‘brightest stars’ currently looking for work through Vanilla. If you think they could find their dream job within your company please get in touch and we will do our best to make it happen!

To learn more about Vanilla’s ‘star candidates’ then please call Sarah Smith on 01858 898058 or email [email protected]

John

• POP/POS Creative Projects Manager• Experienced in POP, Retail & Promotions• Working with global brands

Steve

• Field Sales Executive• Proven sales track record• Exceptional communicator

Wendy• Learning & Development Expert• CIPD, Myers Briggs & FIRO-B qualified• Available immediately!


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Resolution and Negotiation Experts

Employer Focus...

Empingham LtdIn this month’s employer focus our Q&A session is with Chris Bowyer, Operations Director at the Corby based debt collection company. Empingham has been trading in the debt collection market place since 2001 and has established a reputation of excellent service and performance levels. Initially concentrating on the provision of debt collection services to the utility sector it ’s experience has grown to provide services across a broad range o f p o r t f o l i o ’ s f r o m h e a l t h c l u b memberships to major debt purchasing companies.

The company’s aim is “to find a resolution through negotiation and understanding.” We’ve asked them a few questions about themselves and their experience of working in partnership with Vanilla.

VR: Please describe a little about your company.

CB: We are an award winning Negotiation and Resolution Debt Collection Company for both Consumer Credit and Commercial Utility accounts. Located in Corby and currently employing 40 staff – 30 of which work in the Contact Centre, negotiating payment arrangements on the telephone directly with customers and businesses. All staff are trained in the company ethos of treating customers fairly.

VR : Te l l us why you a re an employer o f choice? Why people like working for you and what sets you apart from your competitors?

CB: We have a flat management structure with easy access to our Directors. We are a tight knit team with a family atmosphere, yet totally f o c u s e d o n p e r f o r m a n c e . T h e r e a r e opportunities to grow with the Company and staff are treated as people not as numbers. We actively invest in developing our staff with tailor made programmes which have also been recognised within our industry.


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VR: Please tell us about your plans for the business in the near future.

CB: We have recently been successful in securing 3 major new clients who will quadruple our monthly new business throughput . Therefore, recru i t ing additional Account Negotiators has been a priority to ensure we can support both our existing business as well as planning for our new clients. We are also in negotiations to double our work space to cater for this and fur ther planned growth in 2012.

VR: How did you first hear about Vanilla Recruitment and what made you decide to use us?

CB: Vanilla is part of Empingham’s preferred supplier panel for the recruitment of our Contact Centre staff.

VR: Describe what Vanilla has done for your company.

CB: Vanilla has worked in close partnership with Empingham to ensure quality employees are sourced and recruited to our required high standards.

VR: Would you recommend Vanilla to other companies? If so, why?

CB: Yes. Consistently delivering quality candidates who match the required job requirements.

VR: What three words would you use to describe Vanilla’s service?

CB: Professional, focused, consistent.

VR: Is Vanilla different to other recruitment companies? If so, how?

CB: Yes. Takes the time to truly understand the key requirements for each vacancy specification and delivers candidates that match these on a consistent basis. A service you would expect from all recruitment agencies but, sadly, delivered by very few.

For more information about Empingham Ltd and the great service they offer you can visit their website at www.empingham.net

If you would like your business featured in a future edition of the magazine then please call Vanilla on 01858 898058


Vanilla Notice Board

Don’t forget

to check the

Vanilla blog!

Well done Charlie!

Have you joinedour mailing list?

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vanillarecruitment.co.uk

vanillarecruitment.co.uk/recruitment_consultancy_blog

twitter.com/vanilla_recruit

facebook.com/VanillaRecruitment

linkedin.com/company/vanilla-recruitment-uk-ltd

If you have anynews or events toadd to the Vanillaboard for next time

just let us know!

Hooray!Charlie passed

her AAT’s!

Useful addresses for Vanilla...

NEW website!online NOW!

Unwrap our NEW site!www.vanillarecruitment.co.uk

Happy Christmas!


in association with Denise Mather of...

Like us onFacebookand follow us onTwitter

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Need a temp?

Call Sarah on

01858 898 058

BOOK NOW!

Vanilla’s Interactive Seminar - 25th January 2012 Have you ever set yourself goals and achieved some and not others?

Ever wondered why you easily connect with some people and not others?If you answered YES to either of these questions, would you like to know WHY?

This seminar will take you through some interactive techniques that will enable you to determine what makes people tick and iden-tify their individual buying and decision making strategies. The insights you gain will enable you to work more effectively with individuals and teams, giving you the keys to sustained positive results within sales or in managing people.

BOOK NOW...For more information please visit the link below or call Charlene on 01858 898 058 or email [email protected].

www.vanillarecruitment.co.uk/Emailers/Seminar%20Mailer/OPAL%20SEMINAR/vanillaopalseminar.html

(or click the funky code if you have a QR reader on your smartphone)


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After years of heated debate between trade unions and business groups, the controversial, EU inspired Agency Worker’s Regulations (AWR) is finally here. It came into force in October 2011 giving temporary workers rights equal to those enjoyed by their permanent counterparts in core areas such as pay and holidays, after the completion of an initial 12 week qualifying period.

Setting the Record Straight - AWR Myth BustersFive common misconceptions regarding the Agency Workers Regulations:

MYTH: Agency workers will have to point to a comparator in order to bring a claim.

Agency workers will not have to point to a permanent employee doing the same job as them to bring a claim. They will simply have to show that they would, for example, have been paid more if they had been recruited directly by the hirer to do the same job. Being able to point to a comparator could, however, be useful for agencies and hirers defending a claim to show deemed compliance. MYTH: The regulations are not an issue for agency workers who are on a higher rate of pay than permanent staff.

Although such workers may not be able to bring any claim in respect of their rates of pay, they wil l st i l l be entit led to holidays and rest breaks. If an agency worker can point to individual elements of pay that are less, for example a lower bonus, then he or she may be able to claim.

MYTH: From October 2011 we are going to be inundated with claims from agency workers.

We are unlikely to see claims coming before tribunals until at least mid-2012. Agency workers will not gain the right to equal treatment until they have completed the 12-week qualifying period, which ends around the 25th December 2011. MYTH: Agencies can simply take an agency worker off their books if they start being difficult about their rights under the regulations.

Agencies need to ensure that they do not treat agency workers less favourably because, for example, they make a request for information relating to their treatment or otherwise do something under the regulations. If found liable, an agency could be required to pay compensation to the agency worker. MYTH: If there is a 12-month qualifying period to receive a bonus, agency workers will have to wait 15 months (i.e. 12 months plus the 12 week qualifying period) before they become eligible to such a bonus.

If there is a 12-month qualifying period to receive a bonus, this is counted from the start of the agency workers assignment. They do not have to wait 15 months.

For more information on the AWR and how it affects your business please call us at Vanilla Recruitment on 01858 898 058 and speak with Eloise.

This forms part of a wider article, ‘Getting down to business on AWR’, featured in the summer edition of Recruitment Matters.

AWRAgency Worker’s Directive

Setting the Record Straight


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After years of heated debate between trade unions and business groups, the controversial, EU inspired Agency Worker’s Regulations (AWR) is finally here. It came into force in October 2011 giving temporary workers rights equal to those enjoyed by their permanent counterparts in core areas such as pay and holidays, after the completion of an initial 12 week qualifying period.

Setting the Record Straight - AWR Myth BustersFive common misconceptions regarding the Agency Workers Regulations:

MYTH: Agency workers will have to point to a comparator in order to bring a claim.

Agency workers will not have to point to a permanent employee doing the same job as them to bring a claim. They will simply have to show that they would, for example, have been paid more if they had been recruited directly by the hirer to do the same job. Being able to point to a comparator could, however, be useful for agencies and hirers defending a claim to show deemed compliance. MYTH: The regulations are not an issue for agency workers who are on a higher rate of pay than permanent staff.

Although such workers may not be able to bring any claim in respect of their rates of pay, they wil l st i l l be entit led to holidays and rest breaks. If an agency worker can point to individual elements of pay that are less, for example a lower bonus, then he or she may be able to claim.

MYTH: From October 2011 we are going to be inundated with claims from agency workers.

We are unlikely to see claims coming before tribunals until at least mid-2012. Agency workers will not gain the right to equal treatment until they have completed the 12-week qualifying period, which ends around the 25th December 2011. MYTH: Agencies can simply take an agency worker off their books if they start being difficult about their rights under the regulations.

Agencies need to ensure that they do not treat agency workers less favourably because, for example, they make a request for information relating to their treatment or otherwise do something under the regulations. If found liable, an agency could be required to pay compensation to the agency worker. MYTH: If there is a 12-month qualifying period to receive a bonus, agency workers will have to wait 15 months (i.e. 12 months plus the 12 week qualifying period) before they become eligible to such a bonus.

If there is a 12-month qualifying period to receive a bonus, this is counted from the start of the agency workers assignment. They do not have to wait 15 months.

For more information on the AWR and how it affects your business please call us at Vanilla Recruitment on 01858 898 058 and speak with Eloise.

This forms part of a wider article, ‘Getting down to business on AWR’, featured in the summer edition of Recruitment Matters.


Here’s a short selection of some of the great vacancies we are currently recruiting for. If you’re interested to find out more detailed information for any of these jobs, or to discuss other exciting opportunities we can offer then please get in touch on 01858 898058 or check the jobs page on our website www.vanillarecruitment.co.uk

Vanillajobsfind lots more job opportunities on our website

Head of Marketing Location : LeicestershireSalary : £60,000 Plus excellent benefits and bonusDuration : Permanent

International technical retailer requires an experienced Head of Marketing to inspire a team of marketing professionals, devise and implement strategy and maintain a strong brand identity. This role requires a commercially aware, strategic thinker with a hands on approach. For more information on this position call now in confidence and speak with Laura Smith or email [email protected]

Temporary AssistantHR Advisor

Location : LeicesterSalary : up to £21,000 Duration : Permanent

Must have recent Generalist HR experience. Proven experience of advising management on HR issues. Must be available immediately. F o r m o r e i n f o r m a t i o n o n t h i s position call now in confidence and speak with Liz Seaton or email [email protected]

German Speaking Customer Services

Location : LeicesterSalary : up to £18,000Duration : Permanent Clothing allowance of £1,500 per annum. Life Assurance. Quarterly and Annua l bonuses . Pens i on scheme. Working at our cl ient’s prestigious offices you will be dealing with the German Contact Centre. F o r m o r e i n f o r m a t i o n o n t h i s position call now in confidence and speak with Kathy Bakewell or email [email protected]

Commercial Property Lawyer Leicester

£CompetitivePermanent

Qualified solicitor with a strong back-ground in commer-cial property. Lead-e r s h i p s k i l l s a r e essential.

Commercial Claims

AdministratorLutterworth

£19,000Permanent

C a n d i d a t e s w i l l have administ ra-tion experience of w o r k i n g w i t h i n a commercial Insur-ance background.

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Interviewing for a job can cause us to say and do things that we regret. In each edition of the magazine we’ll share a few (anonymous) examples that made us smile at the Vanilla offices of ‘how not to succeed in a job interview’.

Q : "What person would you most like to meet, living or dead?"

A : "The living one!"

In response to the interviewer’s offer to answer any questions about the position, the job seeker replied, "What happens if I wake up in the morning and don't feel like coming to work?" Q : "Have you ever been convicted of a crime?"

A : "No, I was not convicted, I pled guilty.”

When a candidate was asked about his greatest accomplishment, he replied that it was writing a short novel. When the interviewer said, ‘No, I mean something you did while at work,’ the candidate replied, “But I did write it while at work!”

To finish off this special festive edition of Vanilla Lights it seems only right to add a few of our best (worst?) Christmas cracker jokes. Happy Christmas!

Bring a smile to your Christmas

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What do you call ablind reindeer? No eye deer.

What's furry and minty?

A polo bear.

What do you call a manwearing brown paper trousers? Russell.

What do you get when you

cross a lion with a snowman?

Frostbite.

from all at...

vanilla recruitment magazine - christmas 2011

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