Bless you recruitment marketers, surrounded by recruiters avidly trying to hit target, asking for pretty pictures and business cards, asking for you to organise events, create PDFs, memes, job adverts and PowerPoint decks! And at the same time you all say to your boss and I...
I want to add value
I have written about the approach many recruiters take to their marketing departments, in that they treat them like the CID – the colouring-in department.
Recruiters Are from Venus
And bless you recruiters, stressfully avidly trying to hit target in a pre / during / post / wherever-the-hell-we-are Brexit world. With clients having the same access to recruitment tech (LinkedIn) as you, and all you want is the candidate to apply / turn up for interview / dazzle the clients and start on time (and stay long enough!!!) And at the same time you all say to me
I want my marketing department to add value
So the colouring-in department is avidly crayoning their value into the recruiters’ pipeline… And it’s often lost in translation. Marketing departments are often surrounded by colours and, wait for it, criminals.
I want to highlight another CID that I see in recruitment marketing:
The Criminal Investigation Department
Is Your Recruitment Marketing Department the CID?
When I work with recruitment marketers – all levels from Strategic Global Heads of Marketing and tactical Marketing Execs – I often start by reviewing the perception that the sales (recruitment) team has of the marketing department. It is often disconnected, blame cultures exist, marketers feel devalued (but keen to add value) and sales dread being asked to do marketing “stuff”.
Marketing is not seen as true sales support, rather it’s seen as more administrative than that.
Hours of “change requests” to make sales more effective by creating PowerPoint decks, mailers which don’t generate leads – potentially lots of “colouring in” and not enough convertible leads.
Sometimes the lack of perceived value which marketing brings to sales is driven by what seems to be stringent rules about what recruiters can’t do… and we know how recruiters love rules!
Marketers Are from Mars. To Police or Protect?
The marketing department is often seen as “policing” sales. Branding Guidelines are issued with guidance on how to position a logo and which version of blue you need to stick to.
LinkedIn Recruiter, Job Board and Broadbean licences are audited and given and taken away. The goal of every marketer to protect the recruitment firm but in the process (and likely due to lack of resource and time) they police, rather than protect. Hence the 2nd CID kicks in.
The goal is sound, but the outcome often divisive. Lots of “no you can’t do that!”, “can you stop doing that?” “have you read the brand guidelines?” Rather than time for...
Have you thought about…?
I know that you’re trying to… I’ve come up with…
I saw this online last week and know it’ll help you solve…
I know you have a campaign for… I’ve got something that’ll really improve…
Marketers Need to Be Allowed to "Get" Sales
Recruitment marketers need to be allowed to “get” Sales, generate leads, demonstrate value and get into the thick of a growing recruitment business. They need to be given the time, mentoring, and information to develop clear paths to successful sales-led strategies, or they risk simply saying “no” to people who tend to not take no for an answer.
Then the crayons and handcuffs are retired in favour of genuine value-added services delivered by marketers who are seen as crucial to the sales process.
I train and mentor recruitment marketers to deliver the 4Cs - candidates, clients, colleagues, and cash!
HIIT Us, Recruiters!
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).
Recruiters! Get Your Jobs Placed With Broadbean
Recruiters are wasting 20% of their time adding data to systems, and posting jobs that attract the wrong candidates. Our Broadbean course on our online recruiter training platform, Recruitment HIIT, has tips to help you advertise, shortlist and source top talent. And you can even source without creating a job advert and spending a job board credit! Nice!You need more time so you can speak to more candidates, make more placements, retain more clients or simply have a longer lunch break. Here’s how our Broadbean training can help. Save Time, Improve Sourcing, and Increase Job Placements Advertising a job without checking on your existing database is not just silly, it’s a waste of time! Not to mention recruiters posting job adverts only place 2 out of every 5 jobs they have. Our Broadbean HIIT will help you reduce the time you waste sourcing and speed up your job placement process. Are you losing candidates and clients because you are struggling to manage your jobs? Do you need a speedier, more effective process for screening and placing candidates? Is sourcing slowing you down? Let me show you how to: Fill your jobs with the candidates you have on your recruitment systems. Nail your job placements process. Stop wasting time sourcing – 13 hours a week is way too long! Speed Up Your Sourcing and Job Placement ProcessThe Coolest Recruitment Tool is the Recruiter Our 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! Barclay Jones’ Recruitment Training platform, Recruitment HIIT, fitness learning path helps recruiters and resourcers with candidate sourcing, job adverts, and candidate attraction. 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
3 Ways to be a Jedi Recruiter
Recruiters! Did you know it takes over 25 hours to watch all of the Star Wars movies? I personally think that's a great use of time, of course, once you've attracted, engaged, converted, and placed the best candidates in the galaxy! Every day is a Kessel Run to the recruiters we work with! Being a Jedi is crucial!To celebrate the annual upcoming Star Wars Day I spoke with a fellow Star Wars geek (and recruitment trainer), Phil, Head of Talent at First Point Group, about what he feels the top 3 skills that Jedi and Recruiters share.Defence – Recruiters Need to DefendThe ability to objection handle, be prepared, to expect the unexpected – that’s part of recruitment. It’s about reading the Jedi path in front of you, and being ready to defend. It’s about defending your candidates, whether they be scruffy-looking nerf herders, or teachers. And being a recruiter is about knowing when to drop your guard. Knowing when to show passion and understanding is key! Knowing when to let the Wookie win is a skill!Knowledge – Be a Knowledgeable RecruiterKnow your market! Whether it be Ewoks, or IT Developers, Millennium Falcon flight skills, or how to down a Dreadnaught, you need to be knowledgeable. What’s old, new, emerging in your sector…? Knowing the market, client, job, candidate, (and who your sister is) is key. Without this knowledge who knows who you’ll end up kissing!Training – Recruitment Training in The ForceLike Jedi, recruiters continuously training is a must. As Yoda says - “There is no try, only do!” As much as Jedi have the gene (midi-chlorian) they need to constantly train to battle dark forces, whether they be dirty data, drop outs, back door placements, or challenging clients (siths?).Jedi, like recruiters, need to follow “the way”, whilst changing lives. They need to know when to lead, when to fight, and when to kiss! Never let it be said that recruitment is just a job – it’s a Way! Someone (Mando) once said… “This is the way!” Thanks Phil– The Force is strong in you!The Coolest Recruitment Tool is the RecruiterYour coolest tool is the recruiter, but when they drown in dirty data, ineffective recruitment processes, and costly recruitment systems, recruitment becomes slow, risky and expensive.Continuous training and effective use of systems increases productivity by 30-40% and sales by 29%.Our high intensity interval training - Recruitment HIIT - helps recruiters 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 - more billing time, more fees!TRY RECRUITMENT HIIT FOR FREEREAD ABOUT OUR RECRUITMENT TRAININGBOOK A CALL TO DISCUSS RECRUITMENT TRAINING
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