Blog Content
With the UK Recruitment Sector being worth at least £30billion, and recruitment leaders wanting to monetise their “expensive Recruitment CRM” it’s critical to capitalise on your recruitment tech to improve speed and profit. This is a speedy 2 minute read to get you from “bad data” to “big data”.
The Myth of the “30 Second” Recruiter
We see ROI as in the i(nvestment) of the beholder – so what is the average recruitment consultant investing?
The average recruitment consultant is sat with two to four screens (including mobile phones) gathering data from wherever they can, but there’s often no practical or enforced policy in a recruitment business as to where that recruitment data should be going or at what point it should be going onto your recruitment database.
I’ve come across “30 second recruiters” who enter a candidate in the CRM just to place them and board the invoice. I’ve also met ‘brilliant jerks’ who bill the most yet administrate the least, meaning there’s no useful legacy data on the great candidates they’re placing or their potential pipeline.
We don’t see this as a sustainable business model for recruitment businesses.
As a recruitment leader, you should be able to use your recruitment database to predict the conversion rate for your consultants, helping them actively manage and improve their conversion rate – which ultimately improves the pipeline and sustainability of your business.
It makes them more effective, competitive and successful. It makes you more profitable and sane!
Sustainable Recruitment Data is the New Sexy
Most recruitment leaders I work with are not in the market for selling their recruitment firm in the next 12 months – instead a lot of them are looking to the next 3-5 years, trying to pump up the volume on their business with great tech, monetised recruitment data and ultimately process and talent and pipelines of clients.
Doing this will ensure your business becomes a sustainable model and will continue beyond the talent that currently works for you. Market value will increase.
When a business is audited to see how buyable it is, often the KPMGs of this world will look at it and say:
If the top billers left and the business leaders left… what would be left?
So What’s the Solution for Creating a Monetised Recruitment CRM?
Get your recruitment consultants and resourcers engaged with the system and train them on best practice so they understand why great recruitment process is profitable (intuitive recruitment systems that need no training are mythical).
Once they can see and feel the benefits of following the processes (improving performance, profit and ROI for themselves as well as the business) then your CRM can become a business growth tool, rather than an expensive data dump.
4 Steps to Fixing your Bad Recruitment Data Problem
Define and document your process and systems
Agree what great data looks like and communicate your expectations everyday and everywhere!
Make managers responsible for the hygiene of their segment of the recruitment database
Reward “personal hygiene”. Clean data, sparkling process and effective placements = clean profit
We deliver training and guidance for recruiters and recruitment businesses to help them create a CRMFirst culture within their business for sustainable processes, clean data and higher profit!
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).
TRY RECRUITMENT HIIT FOR FREE
READ ABOUT HOW WE DELIVER RECRUITMENT TECHNOLOGY STRATEGY
BOOK A CALL TO DISCUSS RECRUITMENT TRAINING
Extra Content
Blog Image
Extra Content 2
media centre
Read more-
Wayne Barclay
Blog
How Many Candidates (and Clients) Do Recruiters Really Need?
Recruitment leaders and their resourcers / recruiters need to read this blog for insights on how much data they really need, and how much data they can realistically manage, to run a successful desk and recruitment business.We’re all human (even recruiters) and we all have limits. In recruiting world, our limits can be how many jobs we can work, how many calls we can make, how many temps we can manage. One significant human limit is our ability to nurture relationships. Data = RelationshipsRecruitment is a relationship business. A recruiter’s job is to build and maintain relationships. Candidates need managing, clients need managing, colleagues need managing. Dunbar tells us that humans have relationship limits – we have “a number” we can manage. Robin Dunbar is a Professor Emeritus of Evolutionary Psychology of the Social and Evolutionary Neuroscience Research Group at Oxford Uni he knows a few things about human behaviour. Think of your relationships a bit like a layered onion with you in the middle. 5 loved ones 15 good friends 50 friends 150 meaningful relationships 500 acquaintances 1500 people you can recognise People can move in and out of these layers. What is Dunbar’s Number? And What’s It Got to Do with Recruitment? Where does a “typical” recruiter sit in their ideal candidate / contact’s layer? And where do their candidates and contacts sit? Recruitment Leaders! What should you be considering if you want to maximise the value of your database, and the relationships you want to maximise, optimise, monetise? How should you focus on and nurture the right relationships? What’s the Number of Candidates and Contacts a Recruiter Can Actively Manage? Dunbar suggests that humans are capable of building, nurturing and maintaining 150 good meaningful and trusted relationships. Of course, there are variations to this, such as extroverts vs introverts and social networks – for example women tend to have more contacts in the closest layers. Dunbar v Recruitment Dunbar’s study isn’t focused on recruitment or recruiters, but it’s definitely food for thought. 150 meaningful relations is not that many people when you consider the average recruiter has a database in the 1000s. But could you really market your recruitment business on a database of “acquaintances” or “people you recognise”? Where do your candidates and clients fall within these categories? Have you got any in the magic 150 “meaningful contacts”? Is your database segmented in such a way, or do you have a “data dump” which needs a good clean?[link to clean webinar]. Recruitment in the Good Old Days Before tech and data began paralysing recruitment (too much / never enough), recruitment was much more of a relationship business. You knew your candidates, their dog’s names, their kid’s ages. Relationships were easier to sustain, they were more valuable, and we charged more for our services. It’s likely that Dunbar would say a recruiter pre-social media had 150 meaningful relationships with candidate and clients, and perhaps even some friends? Now with infinite data and technology allowing for massively increased reach and volume, relationships, ironically, are a harder to start and sustain. Are you / your recruitment teams engaging with the right people, or just lots of candidates? (Too many applicants, not enough candidates?) Are you working the right opportunities, or just a list of one-off jobs? (Too many jobs, not enough sales?) Is Your CRM Simply a Datadump of Strangers? Recruiters who try to maintain too many relationships actually limit their own success. They dilute the relationships they’re trying to build, resulting in weaker, less meaningful, and less valuable relationships. Could Dunbar help you run your recruitment business? For example: Recruiters who run a busy temp desk and managing 100+ temps might not have the capacity to take on more or even do other activities such as Business Development or Sourcing. 360-degree recruiters will have more relationships to manage than a 180-degree recruiter, so this could mean a less focused strategy and outcome. Is it always necessary to hire another recruiter to manage more relationships, or could tech do some heavy lifting? 4 Ways to Be Smart with Recruitment Contacts Social Networks can help. Publishing content to your “connections” can help keep you in and around the Acquaintances and People You Recognise category. Your goal, though, should be to get your ideal contacts on to your CRM so you can more actively work them. Ideally you should be aiming to nurture them in the 150 “meaningful contact” space! Your Recruitment CRM/ATS (ideally powered by automation) also has ways to identify and categorise your relationships. Status fields, rating and grading fields are great places to start and will enable smart ways to manage and work the data. Automation (and recruiters) can keep these vital fields current. Automation is helping Recruiters identify, engage, nurture (and monetise) Acquaintances and People You Recognise and capitalising on these relationships. In the automation projects we deliver we are creating functional data so recruiters can focus on segments of contacts and candidates. They can then “work” their data, rather than just collect it. Your recruiters (ideally powered by automation/CRM) need to keep this data updated to ensure you can track, manage and support where necessary. This should also protect your relationships when recruiters move on. Final Thoughts Engaging and nurturing your candidates and clients is an important part of the recruitment lifecycle. Recruiters often struggle with “too much data, too many systems, not enough process”. Any help and support you can provide to your recruiters to create focus, so relationships are stronger and profitable, is crucial. How could you use Dunbar’s theory to help you create focus, function, and sustainability?(Big thanks to Louise at UK Recruiter for initially posting this blog.)Bullhorn ROI + Trained Happy Recruiters = More SalesWe pride ourselves on helping recruitment leaders achieve Bullhorn ROI. We create a Bullhorn1st vision, reduce the need for other tech, optimise Bullhorn, automate their sales-prevention processes and data, and train recruiters to trust it and use it.ARRANGE A FREE CONSULTATION NOW
-
Wayne Barclay
Blog
Automation Tip - Nail Your Date Ranges in Automation Lists
We've got an automation tip to help you ensure that you can really target the data (candidates and clients) you need to source, sell to, and place.We help recruiters to source quicker, and sell more, through our Automation Buddy program. Automation can positively transform a recruitment business - when it works. But when it doesn't work it feels like it simply costs money and keeps you reliant on Linkedin, Job Boards and other expensive data sources and tech.Don't Miss Out On a Hot Date (Or Sale)!When you build automations, they can be date-related, but I often see lists that aren't quite right, date ranges are setup incorrectly, and this means that you'll be missing out on vital sales (and candidate) opportunities. This can really affect automation ROI (and RoE - return on effort!)Damn!In my recent "5 Automations to Make You Money" webinar I explored how to create good quality lists to target your time and attention and keep hungry recruiters busy with the right calls. For example, you'll want to target lapsed clients, wake them up, and get them back into paying clients. These automations really need to work!But I have a fix for you to ensure that your lists and automations really drive revenue.Watch My Quick 1-Minute Automation Video, Nail Your Date Ranges, and Make More MoneyAutomation BuddyWe are Automation Buddies set on helping ambitious recruitment businesses who want to drive revenue using automation.READ ABOUT OUR AUTOMATION BUDDY SERVICENeed more Bullhorn / Automation Tips?Try our 1-minute tips.Be sure to sign up for (or watch the recordings of) our regular free Bullhorn and Automation webinars.CHECK OUT OUR WEBINARS
-
Downloads
Your Recruitment Training Playbook
