Recruitment Leaders want to win. Recruiters want to win. Clive Woodward has some valuable ideas on how recruitment leaders can use technology to win - and he has a proven process for making this work - so read this blog, recruitment leaders!
What Did Clive Woodward Tell Me About How to Win?
Like anyone with a pulse, the idea of what he achieved with the England Rugby team makes me stand up straighter and pay attention.
The story he told about how he got his team to win is pretty well known, but the slant on technology was what caught my ears (and heart).
Whoever Wins in IT Tends to Win
Recruiters all over the globe, paralysed by options and given instructions to “get on the phone” are underperforming – and in a market which is saturated with technology designed to find “purple squirrels”.
So when Clive Woodward tells 100 recruitment leaders at the REC that he gives men with thumbs the size of my 4 year old’s fist a laptop and sports analytics software Prozone I’m very excited! He tells us that this was a major factor in their winning the world cup.
Grown men needing software to become great? Isn’t it just about grabbing a ball, eating some steak and smashing people’s faces in? No – clearly not… or we’d not have lost so many matches before Clive came along.
Why are Recruitment Companies Often so Bad at Tech?
Recruitment leaders never needed tech in their day (wit, rolodex and phone were key pieces of equipment). Apparently younger recruiters know what to do with tech… and training has become a dirty word in many recruitment firms. Training takes time and costs money – oh dear!
Recruitment Software companies often define their software as so intuitive that you don’t need training. Some software companies even offer training for free – which again devalues the most important part of any recruitment technology installation – the human bit (the bit which nearly always fails!) Humans need process, routine and support to be great! Not investing in continuous training for your teams to use your most expensive asset is insane. There’s zero ROI!
Alternatively, some recruitment software companies offer days and days of training – highlighting that their software is complex.
All of the above wastes time (billing time), and stops recruiters picking up the ball and running like the wind!
Clive Woodward Said…
He said plenty of amazing things and the leaders in the room were transfixed. This is what made me put pen to paper whilst he was talking about the DNA of a Champion:
If they didn’t have the IT skills, they didn’t stay in the team”
Data, data, data
Great teams contain great individuals
Once players analysed their performance they really started to understand the game and the team they played for and against
We used software to leverage our talent
I don’t care how old you are, you need to get involved
Which stands out for you? How can you apply what he said to your business? Most leaders I work with are highly competitive, keen to grow and be profitable. All of the above is relevant.
So, Recruitment Leaders, ask yourselves. What are you doing with technology to make your business great? How are you getting your teams engaged in processes and systems? Are you buying them kit and it’s sink or swim?
Invest Tonnes of Cash Just to Stay the Same?
One of my clients recently said:
I refuse to invest in all of this technology just to stay the same
How are you going to end this year with effective recruiters, systems which deliver ROI and a finance director not frowning at the balance sheet after you’ve invested some of your profit?
Clive says “whoever wins in IT tends to win”. Inspiring.
We work with Recruitment and IT leaders to deliver an ROI and sales-led recruitment technology strategy. Our mantra is “CRMFirst”!
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All The Gear, No Idea?Perhaps, due to:Massively distracting market conditionsStaff returning from furlough, and possible not firing on all cylinders (fair enough!)Recruiters drowning in candidates applying for jobs that they can’t doRecTec supplier invoices needing paying…you now feel that you were “over investing” in recruitment tech. What did it actually do to help you through this period, and what will it do in the coming months?For example, my team reviewed a 25-person recruitment business with a tech stack costing £200k+. (This excluded their Bullhorn CRM, which ironically, they were not using effectively.) The business wanted to be more effective at attracting, sourcing, engaging, converting, retaining. But they had great tech, data, and passionate recruiters…2. The Problem Between the Chair and the Keyboard? (Recruiters?)Did you have PIBKAC before Covid, and do you want it now and in the future?Ask yourself:How was your business performing before Covid? Did you:Have a team of highly trained, super-engaged recruiters, delivering super-happy candidates to clients who couldn’t cope without you?Have a fully monetised set of systems, data, and processesAnd a marketing department generating awesome leads that your sales team could convert?Or were your 3Cs (candidates, clients, colleagues) not being as effective as you’d like, and you seemed to be buying more and more tech just to stay the same?Perhaps you also suffered from a high attrition rate (average before Covid = 43%). Note that 2/3 of people who quit their jobs in 2019 stated “lack of training” as their reason for leaving. Perhaps you’d used up your business growth budget on salaries (who) and tech (what) and neglected the training (how)? Perhaps you thought "automation" would fix everything?3. Is Recruitment Automation the Goal?Recruitment automation has become a real turn on for some in the industry (including myself!) 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What’s possible (and plausible)?What isn't being done consistently, forgotten, or what would you like to do that will improve candidate/client experience and free up consultant time for more valuable activities?What needs automating so that your staff can work from home, and you can lead / manage them more effectively?How can you create time for recruiters to develop stronger relationships with clients and candidates (hence stronger pipelines)?4. How Do You Generate the Buy-In for Using Recruitment Technology Effectively?You need buy-in for this for effective rectec adoption. So, gain an understanding of two things (thanks Andy):How will recruitment tech drive an increase in performanceHow will it solve a business-critical issue (eg. Covid) which will enable point 1Often recruiters need more time to manage the sales process. (They likely have enough data and systems). 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