They’ve restricted your searches and freed up access to 3rd level contacts – everyone’s scared and delighted!
Last year I blogged about recruiters not expecting a return on investment from LinkedIn.
I predicted (and so did my cat!) that the era for the free use of social media is coming to an end. I suggested that recruitment leaders needed to get a handle on the value of, for example, LinkedIn to their workforce, their business process, and ultimately their bottom line. Some people did this, most recruiters did not… what a situation!
Last week, LinkedIn made what some recruiters see as a drastic change to their free system. Or rather they made several interesting changes:
They started to “ration” the amount of searches that users of their free system can do and some of my clients found themselves not being able to search 3 days into the month
LinkedIn opened up your 3rd level connections
Both changes were “announced” via an update to the help desk content. The screen that some of my clients were lucky enough to get within a nano-second of coming back from Xmas suggest that they upgrade.
Recruiters were going a little mad, holes were opening up to the Earth’s crust, long dead giant predators were marauding the community and aliens were landing…. Or rather a very small, but incredibly active, section of the LinkedIn community were going totally nuts. Some of them mailed me their screen shots in a panic.
I dug about a bit, contacted LinkedIn and was sent this link describing the change note the fact that you will have no idea what your limit is until you get to 30% left and then the Doomsday clock starts to get really loud!
Note too, though, that you can now see 3rd level connections. This is awesome – but was met with derision by some of my contacts who already who invest in licences to see this data, or who are clever monkeys and can “get around” the system.
How very dare you ask me to pay for LinkedIn?
I blogged about this concept last year – that I feel that if you are to get value from LinkedIn you will eventually (perhaps today?) pay for access to it. Why is such a problem I wonder? I don’t go into Tesco grab an apple, eat it and walk out. So, do I think that recruiters need to pay for Linkedin? Absolutely – if they make money from it – and here lies the rub.
Are recruiters actually making money from LinkedIn?
I think it’s safe to state that most recruiters would have a hissing fit if LinkedIn was no longer an option for them.
But do they really have a handle on what fees they generate, candidates they source, clients they keep warm, brands they improve, vacancy opportunities they source, from LinkedIn? What the average recruiter can get from LinkedIn is huge! This is reflected in their responses to when it goes down (rarely) and when it updates (often).
When it comes to proof of return, though, I don’t see enough recruiters with stats and smiles.
I am a massive advocate of respecting LinkedIn. This is not born out of some weird altar I have in my house or any relationships I have with the business. Rather I respect tech which makes things possible and quick, even whilst sat on the toilet! (I’ve done a poll and lots of you recruiters do business on the loo!)
Get a grip on ROI, recruiters!
Why is it that so many recruitment leaders seem to be ok with the fact that their staff spend so long using kit, software, systems, without being able to prove ROI? I assume they are ok with it as they often don’t have a handle on it.
A recruiter’s day starts when they wake up and check their phones. I bet that LinkedIn gets a good seeing to before the teeth are brushed. Who’s investing any real time fixing the “how much is LinkedIn worth to my business” conundrum? How do you feel about having your searches rationed? Where do you think that the fee-paying model will stop with LinkedIn? Surely now is the time to add a value to LinkedIn so you can ascertain when it is ok for it to cost?
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We run LinkedIn for Recruiters courses for time-starved recruiters, who think they have a handle on LinkedIn, but want to improve their profile, increase their relevant application response and place more jobs.
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Our high intensity interval training - Recruitment HIIT - helps recruiters source, convert quicker, and develop healthy pipelines, and recruitment marketers attract, engage, and retain candidates, generate clients, and colleagues (3Cs).
Recruitment Automation: The Re-Humanisation of Recruitment
Bullhorn Engage has come and gone and there was a very strong theme. Recruiter Productivity.Sustainability.Profitability. For this to happen Bullhorn1st needs to be a goal – aka using Bullhornfirst in your recruitment workflow. Reducing reliance on data and external systems will decrease costs, speed up placements, and create a more robust recruitment business.And the way to Bullhorn1st? Recruitment Automation and Recruitment Training, of course!Recruitment Automation is So Yesterday!I started using the phrase CRM1st back in the early 2000s. It was borne out of working with 150 busy recruiters who were rapidly being exposed to huge data sets - LinkedIn, job boards, candidates who wielded the Apply button like a Scud missile. But they didn't have the discipline or process to strategically manage the massive increase in data volume or change in candidate behaviour.I used CRM1st (it was Adapt then) to help recruiters new to the recruitment sector to battle their FOMO (fear of missing out). I used CRM1st with experienced recruiters and resourcers to help them not get dragged under by rapidly increasing candidate pools.Have things changed in recent years?Have recruiters gotten better at managing their data, recruitment technology, candidate and client experience? Has the colleague experience improved now we have so much data and rec tech that should theoretically make recruitment easier....? Unfortunately, I'm not sure things have changed (enough).Recruiters have been running to catch up. But the faster they run, the bigger the data set becomes, the more competition they have (even from their own clients), and the more tech they feel they need just to stand still.Recruiter Frustration – Ready, Fire, AimI'm frustrated with the sector that can't seem to grasp what it's good at... Niche specialisms +Nurtured communities of candidates and clients reliant on great recruiters +Colleagues delivering best practice and making a difference, changing lives.But that "goodness" can't happen without focus.And how can a recruiter focus with huge data sets, too much tech and not enough process?Whether you have Bullhorn or another recruitment CRM, it needs to be first on your list to source, engage, nurture, and place from - if it’s not 1st, everyone loses. (Apart from the software company you buy comfort from!)Automation – The Re-Humanisation of Recruitment! Automation for my clients has become the missing link. It’s been around for years, but now automation is really being used to take away the pain, and the admin. Recruitment Automation is being used to drive the best of behaviours. It's enabling CRM1st (aka Bullhorn1st). It’s creating time for training – for all, not just new recruiters! And it’s creating time for trained recruiters empowered to get on the phone and do some good. Once you automate what you can, you can train what’s left – and what should be left is the gold in the recruitment process – humans! More effective sourcingSpeedier screening designed to prevent counter offers Interviews with clients who move to placement uninterrupted Placements and onboarding designed to generate referrals Recruiters need training on their systems and process so that can totally nail what their clients pay for. Automation creates space and time for this training to happen. Automation for my clients has become the missing link. It’s been around for years, but now automation is really being used to take away the pain, and the admin. Automate What You Can - Train What's Left If you can automate what you can, and train what's left, then your data, your database, and your 3Cs (candidates, clients, colleagues) will be in a really good place, perhaps even 1st place, for the rest of this year and beyond. What are you going to automate? What training is needed to deliver sustainable recruitment business? My team can help with both of these key goals.Talking of Recruiters Getting More Automated!...Using recruitment automation to improve data, process, candidates and client experience - that's a great goal! But you also need to free up your recruiters to be exceptional And they need training for this.Our high intensity interval training - Recruitment HIIT - helps recruiters source, convert quicker, and develop healthy pipelines, and recruitment marketers attract, engage, and retain candidates, generate leads, and colleagues (3Cs).TRY RECRUITMENT HIIT 7 DAYS FOR FREEREAD ABOUT OUR BULLHORN AND BULLHORN AUTOMATION TRAININGBOOK A CALL TO DISCUSS RECRUITMENT TRAINING
Recruiter Training - The Secret to Growing Your Recruitment Business
Recruitment leaders! I hear you when you ask... How can I help my recruiters be more productive? Why do they need so much tech and data? Why can't they just get on the phone?I have lots of conversations with recruitment leaders and their training teams – they want more productive recruiters, and less need to hire new staff – finding new recruiters is hard... But, 2/3 of recruiters who quit in the last 5 years said "you didn't train me to succeed", and meanwhile it costs on average £$€14k to replace just one recruiter! There’s no sense to these stats...So, we need to come up with a plan to get more out of your existing staff AND reduce the need to hire. 5 Stats to Prove Why You Need to Rethink Recruitment Training Your recruiters are likely time starved, drowning in dirty data and expensive systems they don't use. 72% of the candidates you placed last year were already on your system before you sourced them elsewhere. More shocking stats!In this current economic climate and competitive recruitment market you can't afford to suffer these stats - it's too risky. Here’s why you need recruitment training:94% of your team will stay longer if you train them.Continuous training can increase sales by 50%.A frequently trained recruiter contributes to 21% more profit.Continuous training boosts productivity by 30-40%.Effective use of recruitment systems can improve sales by 29%.Help Your Recruiters to Bill MoreTake a look at our infographic below. What do you need to improve to ensure your team achieves best practice, driving sales and ROI?How to Make Your Recruiter Your Coolest ToolOur high intensity interval training - Recruitment HIIT - helps recruiters and resourcers source, convert quicker and develop healthy pipelines, and helps marketers generate more of the 3Cs. We aim to save every recruiter and marketer at least 1 hour per day (6 working weeks a year)- more billing time, more fees!We’d love you to try Recruitment HIIT for free for 7 days.TRY RECRUITMENT HIIT 7 DAYS FOR FREEDOWNLOAD YOUR RECRUITMENT TRAINING PLAYBOOKBOOK A CALL TO DISCUSS RECRUITMENT TRAINING
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