I was honoured to attend the APSCo Awards for Excellence. A massive room at the RBS offices, full of recruitment professionals trying to act cool, whilst waiting for the decisions about their awards entries.
I was doubly honoured to be shortlisted for the Affiliate of the Year – and WE WON! I did not act cool when they read Barclay Jones out… I was a proper giggly girl (and so was Wayne!)
“Barclay Jones showed very strong evidence of commitment, investment and support of APSCo throughout the year. Very supportive of APSCo ideas and helping them to explore new initiatives.”
Plus, what an honour to listen to David D’Souza from the CIPD talk about dinosaurs, tell really funny jokes, and also ask some pretty pertinent questions about recruitment and the future.
The Association of Professional Staffing Companies
The APSCo awards are close to my heart. We talk a lot about Recruitment Awards on our blog and have created an e-book to help you win (and of course place more candidates and make more money!). We ran a webinar all about awards with APSCo earlier this year.
“These awards are now firmly recognised as the most prestigious accolade in professional recruitment and are a unique indicator of standards throughout the sector. The annual event has become the premier showcase for innovation, best practice and outstanding achievements which acts as a catalyst for firms to attract publicity and build their brand amongst key stakeholders.”
The APSCo awards process seems to be the most rigorous in the recruitment sector. Not simply an application form rigorously nurtured by an already busy marketing team – but an opportunity to sit in front of a gruelling panel, sweat, shake and justify your existence… yes an “opportunity”.
This interview really sets the tone for the APSCo awards – they are professional and they force the applicants to get involved and take them seriously. Don’t dare send anyone other than the leaders of the business for the grilling – APSCo will simply blink at you! (And rightly so!)
When Wayne and I left our interview, we were hyper, terrified, on fire, elated… talking about your own business is an emotional process!
“I’m absolutely ecstatic! The APSCo Awards for Excellence are very well respected in the industry and it was wonderful to be a part of the event. It’s a credit to our team for all their hard work delivering great services to our clients and partners over the years.”
Look in the Mirror, Recruiters!
I tell my clients that one massive benefit of going through an awards process is that it forces you to look in the mirror. Recruiters (you) spend all your time (too much of your time) servicing your clients, and not enough on your most important client – your own business!
Not enough time is spent having process health checks, training your people or generating ROI from your systems… but these are the three most important assets in your business. Going for an award can really get you thinking about all three: people, process, systems.
Risky Business – APSCo Awards
Going for a recruitment award is a risky thing to do. What if you don’t get shortlisted? What if you don’t win? What if you mess up the “exam”? So much risk that the majority of recruiters shy away with excuses like:
“They’re fixed” (they’re not… and if you know otherwise – call them out!)
“They’re time consuming!” Running a business, making a profit, getting great client testimonials – time consuming too, but necessary for sustainability!
“I’m not sure which category to go for…” Being a judge on the Recruitment International Awards I can vouch for the fact that when only 4 recruiters apply for the “Best candidate Service Award” – the one that every recruiter should be wanting to win… there is a category for every recruiter.
Think about it – Barclay Jones, a tiny team of 6, stupidly busy with our clients, writes an ebook on how to win and generate ROI from recruitment awards. I put my money where my mouth is and entered… then I realised that if I didn’t win, that wasn’t a great testimonial for my advice.
So a big “Phew!” from Wayne and I – now onto the next phase – going through my ebook and following my own advice to generate ROI from winning an award. Watch this space.
BTW – best joke of the APSCo Awards:
There is a zoo in my village – it only has a dog. It’s a Shih Tzu.
Recruitment Awards season is officially upon us.
Discover how you can generate ROI from recruitment awards events – whether entering, winning, or simply attending!
4 Things to Help Recruiters Bill More Sales During and After Covid
Recruitment Leaders, before Covid, was your tech delivering profit? Or, did you have the feeling that you were over investing in tech? Did you suffer:Too much data, not enough information?Too many applicants, not enough candidates?Too many jobs, not enough placements?Too many systems, not enough process?I recently spoke at Rec2020 and the topic was: Recruitment Technology – The Future and Making it Work for You – and the take away was:you need to seriously accelerate effective tech adoption in your business – now is the time!But with the current climate, frustrations, and "new normal" changing every day, how do you do this? We answered these four questions...1. Recruitment Tech! 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!) Systems like Herefish are really kicking butt and doing things to the recruitment process that fixes a lot of the issues outlined above. It’s a great time saver and processes speeder-upper!But - in our march to “automate” we’ve forgotten a step...Systems can only automate processes, if the processes (or at least the sentiment) exist.Humans are still pretty viable (understatement) in the recruitment agency world. The key is to understand where and how they deliver their marketing, sales and recruitment, so you can delegate some of it to a system, then leave the recruiter to do the bit only they can do.But in an industry that is drowning in data and systems, it suffers a lack of process. And there is a distinct lack of systems and process training for recruiters which compounds the problem.Look at your processes:Can they be automated? 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). Ask yourself:If I could save each of my recruiters 1 hour a day (hence 30 days a year) how much more could they bill?What could they do with that hour?Through the Bullhorn, Adapt, and other recruitment training my team delivers, we aim to give recruiters back 1 hour a day. Case study:A recruiter who has a £100,000k target.They’re full time and take 20 days hols a year.My team trains them to use their tech more effectively and saves them 1 hour a day.This generates 30 days extra time per year.This equates to a potential pipeline of an extra £12,500You have 10 staff? This means £125,000. What’s the commission for you and your team on that figure?And how much does it cost to train recruiters to generate that level of fee? (not as much!)That’s a simple way of measuring performance improvements and generating buy-in from all levels of the business.Recruitment Leaders, You Need… 1, 2, 3You need to seriously accelerate effective tech adoption in your business – now is the time!Look at your tech stack– is it delivering value to you, or just the people you bought it from?Look at your processes - are they clear enough for remote workers to adopt, managers to manage, and where possible, to automate?Admit that your staff are extremely unlikely to ask for help in the current market. It is too risky to admit a lack of skill? Be the leader and get them trained.If the rest of 2020 is about linking your systems, data, processes and people, imagine what 2021 could be like!Watch the Rec2020 Webinar HereHIIT Us, Recruiters!Could you save an hour a day, and make an extra £18,750 a year (or £187,500 if there are 10 of you?)Our high intensity interval training - Recruitment HIIT - helps recruiters source, convert quicker and develop healthy pipelines with Adapt, Bullhorn, LinkedIn, Job Adverts, Inbound Sales, Digital and Email Marketing. We aim to save every recruiter at least 1 hour per day - more billing time, more fees!TRY RECRUITMENT HIITREAD ABOUT OUR RECRUITMENT TRAININGBOOK A CALL TO DISCUSS RECRUITMENT TRAINING
Bullhorn Sourcing Tip for the Best Located Candidates
Recruiters! It’s frustrating spending 13 hours a week sourcing! (UK Average!) Plus, then thinking you’ve found the perfect candidate, only to realise that they live on the wrong side of the Thames or they’d need to take a literal ferry across the Mersey to make it to work every day.This Bullhorn sourcing tip is for recruiters who need an alternative to the radius search, and a speedier approach for the 73% of you who tell me that you're suffering a candidate shortage!Recruiters! Reduce Your Sourcing Time With this Bullhorn TipWe run the best Bullhorn Training, and create monthly Bullhorn tips to improve your speed and ROI. And we're almost about to launch our Bullhorn HIIT OnDemand training.The recruiters I train on Bullhorn love how this tip will help you get more localised results for those hard to fill jobs and ultimately help you to source and place quicker! Do you recruit for jobs in areas that render radius searching useless? Are your candidates declining roles due to distance or commute times? Do you need more time? This Bullhorn sourcing hack will show you how to: Generate a more localised candidate search Quickly rule out irrelevant candidates. Improve your sourcing time (and give you more time on the phone)!Watch this 1-Minute Bullhorn Sourcing TipOur recruitment community loves our Adapt, Bullhorn, Inbound Sales, LinkedIn, Job Adverts and recruitment training hacks. Click the links to get more, and sign up to our Recruiter Hacks Newsletter to receive them as they are published.Talking of Recruiters Saving Time...Could you save your recruiters an hour a day, and make an extra £18,750 a year (or £187,500 if there are 10 of you?)Our high intensity interval training - Recruitment HIIT- helps recruiters source, convert quicker and develop healthy pipelines with Adapt, Bullhorn, LinkedIn, Job Adverts, Inbound Sales, Digitaland Email Marketing. We aim to save every recruiter at least 1 hour per day - more billing time, more fees!TRY RECRUITMENT HIIT FOR FREEREAD ABOUT OUR BULLHORN TRAININGBOOK A CALL TO DISCUSS BULLHORN TRAINING
The Adapt Playbook