Recruitment leaders come to us asking for the secret to choosing “the best” recruitment CRM in the industry. The fact is recruitment businesses have a varied range of tech at their disposal, so the problem lies not in which is the best, but which is the best CRM for your business. Here are some tips from my team and I to help you wade through the 100s of options on offer.
Recruitment Software is Your Barrier to Growth
50% of recruitment leaders told APSCo their recruiting technology is a barrier to growth, yet according to LinkedIn, 20% of recruitment agency budgets were spent on recruitment tech in 2017. Why should it be that sometimes it seems that only the recruitment software companies benefit from your CRM purchase?
42% of recruitment leaders are thinking of changing or upgrading their recruitment software this year and there are lots of considerations to drive this decision. Cost is clearly important, but it should not be the main driver.
I’ve been in recruitment tech since 2000 so I have a few “secrets” to successfully selecting the correct technology – and cost is rarely a defining factor when, if a system can improve placement rates by just per recruiter per year, the system would more than pay for itself.
Seven Secrets to Successfully Selecting the Best Recruitment CRM
It’s not complicated. Can it help you recruit, or does it turn you into an administrator? Is it your buddy, or your mother? Do you need to be a code-breaker to use it, or is it intuitive? Does it force you to go underground and use other costly systems to source and engage, and thus prevent a CRMFirst culture?
I get a real kick out of working with recruiters, lifting the lid on their recruitment and sales workflows and helping to improve them. Systems can and should do this – leaving time and space for more human interaction, calls and meetings. Here are 7 tips to help you choose the best recruitment CRM:
Management Information (MI) – Grade how great the reporting is, or leave it to MI5 to create a dossier on your recruiters’ effectiveness.
Training – Who needs it? What’s the point in training your team? They can figure it out for themselves and keep their workflows and data secret. Or you could opt for a CRMFirst culture, and choose a training supplier who offers more than simply becoming an expert on their system. Your goal is to create recruiting experts, not just systems drones.
Support – Will you have access to a team of experts who have a proven track record of responding quickly and effectively to a user query, or if something goes wrong? Or is the support team like “the Russians” and will it just smile glibly at your issue?
CRM Improvement Roadmap – Will your supplier give you access to theirs so you can plan for improving your business, or do they class it as secret as the Death Star plans? Look for transparency, and a track record of delivering on time.
GDPR and other future legislation – Will your system support you in being compliant? Or will that be a secret hidden feature they unveil a few months down the line (at extra cost)?
Data – Is it easy and cost effective to migrate your current data across to the new system? Or will you need code-breakers to understand your data after go-live? Data is your new oil and you need access to it to sell it.
Integrations to improve your workflows and placement rates – Is the CRM future-proof ? There’s too much great recruitment tech out there (and being built) for you to miss out on. What’s your supplier like at playing nicely with other suppliers? Or do they keep their cards very close to their chests? Look for a recruiting system that has a history (and a plan) for integrating with others.
Recruitment CRM Selection Takeaways
You need a recruitment CRM that can:
Provide you with accurate and relevant MI to help you and your consultants perform effectively
Come with the right kind of training to help your consultants generate leads, source and place candidates faster (not just press buttons)
Keep you in touch with a support team that can guide you through any issues or questions
Provide you with a roadmap so you know what to expect (and when)
Support you through GDPR (and beyond!)
Let you migrate your data accurately for minimum disruption
Integrate with other recruitment tech (current and new)
The above are some great tips to get you thinking about how to select the best Recruiting Software for your business.
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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Our high intensity interval training (Recruitment HIIT) helps recruiters source, convert quicker and develop healthy pipelines. Recruitment HIIT is an exciting recruitment training platform for recruiters to speedily learn skills to be more successful with Adapt, Bullhorn, LinkedIn, Job Adverts, Inbound Sales, Digital and Email Marketing. Try Recruitment HIIT for free, or arrange a call with me - press one of the magic buttons below.
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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!) 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). 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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
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