News @ CH Recruitment

"You cannot always be the best, but you can always do your best."

Can you remember what you wanted to be when you were little?

"Your attitude can and will determine the length and quality of your life!!!!!" 

"Managers have employees, leaders have followers."

Please view our eBrochure of services and information regarding CH Recruitment and what we can provide for you at the following: www.chrecruitment.co.uk/ebrochure

Light introduction to CH Recruitment. An agency focused on permanent and interim roles. Offices in Portsmouth, Winchester and London.

Happy New Year - best wishes for the year ahead, from all at CH Recruitment

"Treat a person as they are and they remain as they are, treat a person as they could be and they will become what they should be."

"It's not the situation that matters but whether we react (negative) or respond (positive) that's important."

Stay in touch with CH Recruitment - follow us on Twitter for our latest vacancies and news: www.twitter.com/ch_recruitment

"If you really want to do something you'll find a way, if you don't you'll find an excuse"

"Don't be distracted by criticism, the only taste of success some people have is when they take a bite out of you."

"80% of success is related to ATTITUDE rather than competency."

"You have to be willing to do the things today that others won't do, in order to have the things tomorrow others won't have."

"If you do build a great experience, customers tell each other about that. Word of mouth is very powerful."

"The difficulties in life are intended to make us better but not bitter."

"You must have long term goals to keep you from being frustrated with short term failures."  

It is a common phrase in almost every company - "you will find our company is different".

Your work may be different but the operation of all companies relies on one common denominator, people. The success or failure of your operation is directly related to the effectiveness of your people and how you, as a leader, treat them.

Common denominators for all companies are:

* If you have hired correctly, your people are motivated
* Employees want to do a good job
* Everyone wants to know what's happening in the company
* People need to know what impact their jobs have on the company's success
* Employees want to be recognised for jobs well done, and held accountable for ineffective performance

In turn, employees get turned off when:

* Lack of shared plans leave them wondering what is going on
* There is limited or no communication from the top down or from the bottom up
* There was no follow-up on projects
* No one is held accountable

These realities about employees are universal. It doesn't matter if you are making widgets, building bridges, mining for gold, selling goods, or working in the service industry.

Pay attention to the needs of your people and your business truly will be different; it will be profitable, leading-edge, and a great place to work.

"Never let anyone tell you, you cannot do it, because if you believe it, you can do it."

Please read a selection of our reviews of services that we have undertaken.

http://www.chrecruitment.co.uk/testi.full.php

If we can be of help with your recruiting needs, please register your details:

http://www.chrecruitment.co.uk/clients.enquiry.php

Alternatively, please contact +44 (023) 9270 4164 or mail@chrecruitment.co.uk

Register your details... http://www.chrecruitment.co.uk/registration.php

...and enter a free draw to win our Club Wembley seats x 2 for: England v Wales, 

Wednesday 6 September 2011.

Excellent seats.

Good luck from all at CH Recruitment

"Until you spread your wings you have no idea how far you can fly."

See our latest newsletter for a guide to Change Management:

http://myemail.constantcontact.com/News-from-CH-Recruitment---Guide-To-Change-Management.html?soid=1106579331955&aid=fgiEYeN4brk

Register your details... http://www.chrecruitment.co.uk/registration.php

...and enter a free draw to win our Club Wembley seats x 2 for: Carnegie Challenge Cup Final,

Saturday 27 August 2011.

Excellent seats.

Good luck from all at CH Recruitment

"A person who aims at nothing has a target they can't miss." 

"You cannot plough a field by turning it over in your mind."  

A very good network session at Regis Portsmouth today - CHR team are looking forward to attending many more.

We have successfully built a wide network to enable us to provide the best service adding the most value.

If we can be of assistance, contact us to utilise our skills, experience and networks;

+44 (0)23 9270 4164 or mail@chrecruitment.co.uk  

A former human resources director recalls some applicants who impressed their way into getting instant job offers

By Liz Ryan

After revealing tales of job applicants who disappointed, disconcerted, or generally weirded me out in my last column, I thought it only fair to share stories about prospective employees who surprised me in positive ways. Even in lean times, job candidates who show that they know what an employer is up against and have insight into how to make things more effective are always in short supply. Here are eight stories of job-seekers who made good by standing in their power and helping employers see their value.

1. A Bit of Free Consulting

I'd already interviewed a half-dozen contenders for director of internal communications when Diane arrived. Her professional background included stints at top-tier consulting firms, but I wondered whether our company's breakneck pace and "Ready! Fire! Aim!" leadership style would throw her. "Traditional top-down communication will not do the trick in this environment, in my view," Diane told me. "What other alternative is there?" I asked. To my delight, Diane launched into new-client-consultation mode—right in the job interview. By the time we finished our chat, we had a rough communication plan outlined and Diane had consulted her way into the job.

The lesson: Use your interview time to learn the business conditions, not passively answer questions. People hire people they believe can help them, not the most-grovelling or most-docile applicant in the mix.

2. Up From McDonald's

Twenty-plus years ago, I interviewed John for a client-service job. We were both 21; John had just graduated from college, and was working as a crew member at McDonald's (MCD). "Tell me about McDonald's," I said, and John jumped into an explanation of the company's supply chain: "It's incredible," he said. "They know exactly what each store sold on each shift yesterday, so the distribution centre sends us just the items we need, based on projected sales for today. The feedback mechanisms are impressive. It's an incredibly efficient information flow." John used his ringside seat to study the operation in a situation where many of his colleagues merely flipped burgers. He saw the bigger picture, paid attention to the critical points where service and profitability were made or broken for the restaurant, and used the job interview to share what he knew. John got the client-service job, and today runs a research organization.

The lesson: You can get altitude on your business from any vantage point. Don't just complete the tasks assigned to you. Use your perch as a place from which to learn the business, and be able to talk about what you know.

3. Showing How You Do It

This story comes to me from my old friend Alice, who was interviewing for an admissions coordinator job at a tony prep school in central New Jersey. The admissions director liked Alice's down-to-earth communication style and her administrative background, but wasn't totally sold. "We multitask here every day, under tight deadlines," said Alice's prospective manager. "Let me show you what I can do," Alice replied. The admissions director said: "Go to the desk out in front of my office, and put together a spreadsheet of information on the competitive private schools in this area." Alice jumped online, got on the phone, and went to work. One hour and a dozen phone calls later, she had compiled a detailed spreadsheet on the prep school's competitive set, showing everything from year established and student/teacher ratios to after-school programs, tuition costs, and class sizes. She got the job.

The lesson: Don't be afraid to show, rather than tell, what you can do for your next boss.

4. "I'm Making a Big Decision Here, too"

David was interviewing for a senior engineering role, and he'd just finished a day of interviews in our research facility. He surprised me with his next observation. "I really like the direction you're headed, software-wise," he said. "I am not as comfortable evaluating the hardware side of your business." Hmm, I said, or something to that effect. "I have a friend," continued David, "who is a hardware ace. I'd like to have him come in and meet your people and give me his thoughts on your hardware strategy." Cheeky? We saw David's pluck as a plus, since he had the time and energy only to join teams he saw as likely to win in the marketplace. David's friend arrived, liked what he saw, and both of the tech gurus ended up joining our firm.

The lesson: Don't be afraid to propose nonstandard ideas as you work through the hiring pipeline. Being compliant is seldom the way to help an employer or make your own best mark.

5. Speaking the Truth

Michael came in to interview for a vice-president-of-training role. He was in a training leadership job already at world-renowned employee development leader GE (GE). "I don't see why you'd want the job," I told him. "You work for one of the most esteemed training organizations in the world." "I work for great people," said Michael. "I keep an excellent engine running. I want to build my own engine here." "I get that," I said, "but how does this job fit into your career plan?" "I'm going to be [chief operating officer] of a large organization, at a minimum," said Michael. "I love to build and run operations." Michael didn't worry about appeasing the person in my chair, someone who might bristle at a job-seeker's lofty aspirations. He knew that confident people hire people smarter and more confident than they are. Michael got the job and before long was COO at a global bank.

The lesson: Tell the truth—your truth—on a job interview. If the person on the other side of the desk can't handle the real you, do you really want to work for him or her?

6. Who You Are Trumps Where You've Been

I met Jennifer at a networking event and chatted with her at another one a few months later. During the tech downturn, Jennifer lost her programming job and began managing an Aveda salon. The next time I saw her, I admired her new glam look, and she told me about her career switch. "A hiring manager might look down on me because I got out of programming," she said. "A smart one would realize that you're plucky and indefatigable, as well as flexible," I said. Jennifer parlayed the salon-manager job into a marketing job for the swanky mall where the salon rented space. With a year of marketing under her belt, she applied for a job running my company's marketing group, and got it. Programmer to salon manager to marketer? Why not?

The lesson: Network like a fiend—and not only when you're job-hunting. The people who know you business-socially are your best conduits to jobs that become available because they know more about you, your brains, and your values than a flimsy two-page résumé can convey.

7. Negotiating for What You Need

Christa was in my office talking with me about an HR leadership job. "Look," she said, "I work for a company that wins awards for flexibility. However, it's a consulting firm, and there isn't any policy I know of that can keep consultants off airplanes." I asked how that figured into her job search. "It makes no sense for me to come over here unless this company is more family-friendly than my last one," she said. "Gee, I've never dealt with that request before," I said. I didn't have kids, and neither did most of my teammates. "It will be a good thing for you to get used to dealing with it," Christa replied. Christa took the job, and two years later, we both gave birth to sons, a week apart.

The lesson: Let an employer know what you need. No employer will value a candidate who doesn't value himself or herself.

8. Seeing Your Value

When Sallie walked in the door for her interview, I was startled. I'd been interviewing twentysomethings all week long, and Sallie was 65-plus. As a young supervisor, I'd never interviewed anyone so much older than myself. "You may have questions about my suitability for this job because of my age," said Sallie. I demurred profusely, but Sallie continued. "I see hordes of very young people in this department and I love that energy, but it's nice to have some balance and some life experience in the mix also." I couldn't disagree with that. "You'll have young people coming in here and leaving continually, and I'll be here, keeping the client-service fires burning. Also, I love to explain procedures, and you've undoubtedly got customers who'd prefer to hear a mature voice on the phone." Sallie got the job and was one of the company's best employees.

The lesson: Look at what you bring from the standpoint of what the employer needs. "I need the job" is not compelling. "Here's why you might need someone like me" is.

Liz Ryan is an expert on the new-millennium workplace and a former Fortune 500 HR executive

"Don't always tell people how to do things. Tell them what to do and they will surprise you with their ingenuity."  

This was a 1 day training event held with the Master Sales Coach - Stephen Tierney - who develops the top sales professionals and sales managers in the UK.

The event held in Southampton provided:

* A focal reminder that selling has changed and recruiters need to stay current

* An opportunity to refresh skills, adopt successful sales strategies and implement the key drivers of success within the business

* All in all a successful event packed with excellent ideas of ways to stay current within the market

* We are all looking forward to the next one to continue building on our successes

The annual attendance at one of the front running 3 day leadership conferences has taken place in June within central London.

This was a must attend event, with some 700 like minded successful business owners. Many skills and ideas were shared - look out for these on our website soon.

Key motivational speakers included:

• Ruby Wax,
• Michelle Mone,
• Paul McKenna,
• Simon Woodroffe

The event was a great success and will contribute and allow us to build further on our successes - Creating New Standards.

When are they held?

• Network Group meetings are held regularly throughout the year, usually once a quarter, and mainly in central London. Colleagues are welcome to suggest their own institution or organisation as a host, elsewhere in the region.
• Network Groups tend to last about 2 to 3 hours, during the afternoon or the evening.
• Where possible they are 'paired' to provide the most appropriate industry overlap, to help members get the most value out of time away from their organisation.

How are they organised?

• Network Groups are created in response to members' needs and can be disbanded when they are no longer required.
• Any CHR member can attend these network groups, at no charge.

What happens at a network meeting?

• A  guest speaker of mutual interest to the group meeting on the day might be invited to make a presentation at a working lunch session, so that the group can collaborate on common issues.
• CHR encourages its Network Groups to develop proposals for project bids or something of specific interest to Group members.
• The primary objective is for like-minded people to mingle and socialise with no agenda

A typical Breakfast Club meeting would follow the following schedule ......

7.00am           Open Networking

Grab a coffee/tea/juice and CHR members will introduce you to other Network Group members in the room

7.30am           Quick Round Table Introductions

7.40am           Commence with Agenda

Topics include applying best practice into the workplace, dealing with down-sizing operational teams or impact of change management projects in flight for example

8.30am           5-Minute Break

Refill your cups and grab a muffin   

8.40am           Contact Swap

Opportunity to ‘Contact Swap’ with other Group Members or log down such requests to be circulated to absentees or schedule 1-2-1 time with our Life Coach representative

9.00am          Close

Each year CHR donates to a chosen charity. Help for Heroes was specifically nominated due to our close links with family service community.

Social media is a strong tool in notifying candidates looking for roles of new jobs as they arise.

Increased competition in applying for roles means that candidates need to be faster in supplying a strong relevant CV.

Our Facebook pages offer good recruitment tips on writing CV's, preparing for interviews, industru knowledge and invites to network events to help find new roles.

Join the CHR Facebook community - http://www.facebook.com/pages/CH-Recruitment/157070734306530

CHR has been registered on LinkedIn since 2007 and has a good following.

All of our staff profiles are regularly refreshed on the site to share our professional backgrounds and qualifications.

Follow CHR on Linkedin - http://www.linkedin.com/company/328891?trk=NUS_DIG_CMPY-fol

Register a role with CHR now and enter a free draw for your chances to win free Wembley tickets for....England vs Ghana, 29th March........ Call us now +44 (0)23 9270 4164

Shajna has recently qualified under the CertRP qualification. Congratulations on your success - all the hard work paid off.

Networking is an essential way of ensuring that CH Recruitment has access to the best associates. In order to maintain and strengthen our community:

• We invite all associates to these social events to meet fellow colleagues in the network

• Networking events are held every 6 months

Our next event will be in December 2010.

If you would like to be included, please contact mail@chrecruitment.co.uk to join the network.

The Management Team at CH Recruitment has just completed a leading 3 day seminar based on improving internet marketing strategies and campaigns in London last week. In attendance as key motivational speakers were; • Sir Bob Geldolf (who needs no introduction!) • Karren Brady – the exceptionally successful manager of Birmingham City and now West Ham Football Club • Gerald Ratner – talented and driven businessman who has re-defined the jewellery market • Richard Denny – one of the top entrepreneurs in the UK with unrivalled expertise The seminar was a complete success and is a regular event for CH Recruitment as members of this elite group of professionals. The next planned event is in October 2010.

We have now successfully moved to our new office, based in the very impressive North Harbour complex:

1000 Lakeside | North Harbour | Western Road | Portsmouth | Hampshire | PO6 3EZ
+44 (0)23 9270 4164 | mail@chrecruitment.co.uk

The extensive facilities provided will further enable us to continue successful services to clients and consultants.

By relocating, we now have meeting/conference rooms available to cover the smallest to largest event/open day - contact us to discuss your requirements.

We also have access to a network of over 1000 offices - so we can meet you, away from your offices, wherever you are based. Our new telephone number is available above, with the previous number live for a year, to enable a smooth transition.

Please update your records!

CH Recruitment Team

1000 Lakeside | North Harbour | Western Road | Portsmouth | Hampshire | PO6 3EZ
+44 (0)23 9270 4164 | mail@chrecruitment.co.uk

To attract the best consultants nationally for our wide range of clients, we are undertaking an advertising campaign with effect from 1 May 2010, within the Guardian and the Independent national news websites.

http://www.guardian.co.uk/

http://www.observer.guardian.co.uk/

Further to this, if we can be of any assistance with your recruiting needs, please contact a member of our team on +44 (0)23 9270 4164 or mail@chrecruitment.co.uk

CH Recruitment has a pool of experienced consultants who are able to work with your organisation to deliver SwiftNet functionality – if you are interested or would like to discuss further, please contact a member of the Interim Team who will be happy to help.

SWIFT is the acronym for the Society for Worldwide Interbank Financial Telecommunications.

This full name sets out quite clearly the main remit of SWIFT as a highly secured private telecommunications network set up originally for the exclusive use of banks, financial institutions and related market infrastructures (e.g. clearing systems).

Its secondary role has always been as a standards organisation; developing and managing financial message standards for a whole range of purposes.

SWIFT does not provide clearing or settlement services, nor does it transfer money. It acts as a secure link between the financial community to exchange messages about money. In many cases the clearing and settlement systems will also use both the SWIFT network and messages standards.

SWIFT is owned by its members, approximately 7,500 financial institutions, and operates in just over 200 countries. On some days it may move in excess of 10 million messages between market participants.

What is SWIFTNet?

SWIFTNet is the latest version of SWIFT, which operates using Internet Protocols, but still as a private network. It does not use the World Wide Web. It uses the same high level of security based on Public Key.

SWIFTNet provides the banks with four services:

• The exchange of real-time messages using XML standards (Inter ACT)
• The exchange of bulk messages (e.g. non-urgent and low value payments) (File ACT)
• A secure browser for accessing account information (Browse)
• Online payment initiation, payment tracking and status reporting (e-Payments plus)

How does SWIFT affect Corporate Treasury?

Many of the exchanges between banks and corporates using electronic, Internet or server-to-server banking are carried out using SWIFT message standards.

Most international bank-to-bank and branch-to-branch transactions relating to corporate payments and account information also use SWIFT - both the message standards and the network.

The message types (MTs) are divided into various categories. The most widely used for corporate business are the 100 and 900 message series, but certain others will be used on occasions.

• The MT101 is sent to the account holding bank through the lead bank, and having been previously authorised by the initiating customer (one-off authority) will debit the customer's account and make the payment.
• MT102 messages are often used for server-to-server instructions where a customer sends a file of non-urgent payment instructions to his bank. These will be processed as a batch, usually at the end of the day by the bank and may be sent via SWIFT to the paying bank or branch also as a batch.
• MT104 used for direct debits and MT105 and 106 used for exchanging EDIFACT messages. 200 series messages are generally used as bank-to-bank messages, but two will be used for corporate payments in certain cases.
• When a bank needs to make a payment on behalf of a company to a bank that it has no relationship with, it will need to instruct its correspondent bank to move funds to that bank. One way of doing this is to use a MT202 cover payment message. The 300 series is used for foreign exchange transactions and confirmations, the 500 series for securities messages and the 700 series for trade finance transactions. The other widely used category of messages is the 900 series, which provides for reporting account activity.
• The most widely used message is the MT940, which contains a customer bank statement. This message can be sent from an account holding bank or branch to a lead bank. The MT940 is an end-of-day message that will be seen by the customer the next working day. The MT942 is used to provide details of transaction activity across bank accounts during the working day and the MT941 reports changes to account balances due to such movements, again same day. These latter two messages are often used by banks to provide intra-day or real-time reporting to customers through their own electronic banking systems.

If you are looking to implement SwiftNet and need specific experienced consultants to implement – please contact Zoe Harvey, Head of Interim Placements on +44 (0)23 9270 4164

A great opportunity has arisen within our Portsmouth office for an experienced Recruitment Consultant to work on a Part Time basis... Excellent Office Envionment, Flexible working, free car parking, and career progression !!!! If you think you have the right skills and experience call Shajna Uddin on +44 (0)23 9270 4164

CH Recruitment have had a successful Investors in People (IiP) Review which justifies and acknowledges all the continual hard work of all the team members.

Achieving such high standards on a continual basis was recognised by the review panel, with a very positive review, confirming that we are continually moving forward, achieving our target - to create new standards.

This continuing approach is reflected in the service that we provide and the whole team should be proud of their contribution.

Congratulations to all team members.

Looking for JM Recruitment? Look no further! JM Recruitment has recently been taken over by the CH Group, giving us a brand new name, image and location.

We are still the same agency, with the same team and goal - to give a quality service in recruitment. We are now based in 1000 Lakeside, North Harbour, Portsmouth.

If you are looking for work, Recruitment Consultants are availiable by phone (+44 (0)23 9270 4164) and by e-mail (mail@chrecruitment.co.uk).