Blog Content
As a recruiter you need "social proof" - people in your network who think that you're ace and are prepared to recommend that others work with you. You need candidates telling other candidates, and clients telling other clients:
that recruiter is really trustworthy
that recruiter was really helpful and made sure I was kept in the loop at every stage of the interview process
that recruiter sent me some great candidates - candidates that I could not have found myself
Gold dust!
Getting a recommendation? Easy peasy!
Getting the right ones that will elevate your LinkedIn profile to the top of searches, get your profile looked at by more of your ideal clients and candidates, getting it seen by Google - that's what this blog is about.
Recruiter! Be 1 of the 90%
9 out of 10 purchases happen because of peer recommendations. You may think you have LinkedIn ‘nailed’ – lots of connections, the odd status update and countless job updates, and lots of time each day trawling for new candidates… sound familiar? You may even think you have some great testimonials on your website...
Well, it’s definitely a start but what would REALLY thrust you into the LinkedIn / Google limelight in front of current and prospective connections (candidates and clients)?
Well how about a nice big, fat, juicy recommendation, full of persona-led keywords and content which demonstrates your niche and how you take away the pain?
LinkedIn Recommendations, Skills Endorsements, Case Studies and Testimonials
For those that don’t know, a LinkedIn Recommendation is not one of those one-click-skills-endorsements. A LinkedIn Recommendation is found in your LinkedIn profile (below your current and previous roles) and is usually written by someone that has had a great experience of working with you – NOT a random work colleague! As nice as it sounds, the image of you sat on a colleague’s lap whilst stroking each other’s hair is all I see when you recommend each other…
A recommendation is social proof of you. It is proof that you are a good recruiter and that you deliver solutions to candidate and client pain.
Plus, back that up with a decent keyword stuffed case study - AGAIN what the pain is and what you did to take the pain away...
Grow a Pair and Ask, Recruiters!
You will find that most clients and candidates will say they will recommend you but then never find the time to actually do it. No problem – you write it!
I am of course not recommending that you blow your own trumpet – the client and candidate need to tell you / remind themselves of how awesome you really are! Ask them for their help (they’ll say yes!) and then ask them these 3 simple questions over the phone when they are in their happy place (normally when they have both accepted each other and have big smiley faces):
Why did you work with me?
How did I help you?
Would you be happy to work with me again?
Draft a very brief 2-3 line paragraph and email it back to the candidate/client via the ‘Ask to be Recommended’ button on their LinkedIn profile.
When they receive the LinkedIn message it will be clear that all they have to do is copy the text, hit ‘Recommend’ button, paste the text and hit ‘Send’. Simples!
Recommendations = MASSIVE Technology Explosion!
As soon as your contact adds the recommendation it is visible in their timeline, waking up the contact database of your contact (and these people are likely to be just like them…)
The recommendation also appears in your timeline (if you remember to accept it when you receive the LinkedIn message). Boom! Your contacts are woken up too! Your profile views will increase
You will have excuses to get back in touch with people, grab a phone call / coffee / job / CV
Your face will be forever on the person who has recommended you LinkedIn profile (and their face on yours!)
So recruiters. Don’t be afraid to ask for a recommendation you deserve it! Promise yourself to ask for a recommendation from the candidate and client on your next placement – just do it! And then rinse and repeat.
My final tip? Timing is key – ask for it straight away!
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 leads, and colleagues (3Cs).
TRY RECRUITMENT HIIT FOR FREE
READ ABOUT OUR LINKEDIN FOR RECRUITERS TRAINING
BOOK A CALL TO DISCUSS RECRUITMENT TRAINING
Extra Content
Blog Image
Extra Content 2
media centre
Read more-
Lisa Jones
Blog
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
-
Lisa Jones
Blog
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
-
Downloads
Your Recruitment Training Playbook
-
Rebecca Anderson
Webinar
How to Build a Winning Candidate Attraction and Client Partnership Strategy
-
Rebecca Anderson
Webinar
Recruitment Automation: Less Content, more Recruitment and Sales
-
Kate Stevens
Webinar
6 Top Tips to Drive Speedy BD and Recruitment Sales - SMACKDOWN! Lisa does 3 Rounds with Darren
