I've been asked by the lovely people at APSCo to speak at their Manchester SME event on 1 July.
The SME forum is dedicated to small and medium sized recruitment businesses (there are 100s of these in the north of England). Lots of our clients are in this category and they often have the same issues as the larger recruitment businesses, but where I see them differ is that the SMEs are more agile. They can move quicker, make decisions faster and they often have more budget to be creative and try new things - often due to not having to pay for large head counts when change is needed.
Equally, though, agility can be a poison chalice – moving too quick without a strategy (or goals) can be an expensive learning process and small teams can be massively disrupted by inappropriate change programs.
I'm looking forward to the event. Liz (from Amiqus) has asked me to "get practical". So I'm doing a session about how recruiters can attract passive talent. We all get how to hit the phones, spam people with #jobs and “source” - but few recruiters (or staffing companies) seem to be able to grasp how to use social media to "get sticky". Or maybe they grasp the idea, but don’t think that they have the tools or time.
Passive Talent is the new black…
Never before has it been easier to find talent – it’s so easy even your clients to can do it!
Candidates competing with recruiters for placements (by going direct to the client) coupled with the proliferation of tech in the recruitment world - the recruiter role has never been more 360!
It has never been easier to mine huge amounts of data on your lovely CRM systems and online. The trend for mining data has even seen many recruitment firms creating a role – “resourcer”, and the purchase of LinkedIn recruiter licenses. The smaller (SME) recruiters, on the whole, have to stick with the 360 model where recruiters source, market, mine, account manage and place… as well as being technically capable of using multiple systems and terabytes of data.
Don’t even get started on the fact that many recruiters are suffering from a lack of time, brought on by an increase in inappropriate (time wasting) job applications from candidates who think that a recruiter’s role is to get them their dream job (that they’re not remotely qualified for…)
Yes, clever recruiters know how to source, but I think that the genius recruiters attract. I will give some practical ideas on how the SME recruitment space can attract and glue talent to them, without using every cool tool on the planet and without disrupting the recruitment process with inadequate applications.
Register for the Event
We are running Twitter for Recruiters courses for time-starved recruiters, who either think they have a handle on Twitter, or they just don't get where it fits into their recruitment or business process. Read more about the courses here.