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Are you a recruitment leader or a recruitment marketer who is on board with “mobile”…? But do you have a “mobile-only” plan? Deloitte thinks you should, especially if you hire a specific demographic. Read this 3-minute blog for some recruitment insight tp help you future-proof your recruitment business.
Deloitte is predicting that 30-40% of the population will have mobile-only internet by 2022 – hence a deeper reliance on mobile/cell/tablet activities. This number may be even higher in certain countries, so international recruiters need to take note.
This prediction means that the activities and buyer’s journeys of these people need to be at the front of recruiters’ minds… If people only use their mobile to interact with the web – what does this mean for recruiting workflows?
Recruiters Can Rely on A Low Fibre Diet?
With the prediction that your buyers have little need now for fibre networks, it makes them more mobile than ever. (No more letters to candidates asking them to be at the phone box tomorrow at 6pm for their phone interview!)
Adverts, website content, surveys, calls to action, email campaigns… all of these need reviewing to take this trend into account… The use of more traditional systems to communicate needs review (eg. email only).
What this does mean is that users will be even more beholden to their mobiles so accessing the 3Cs through them will never be easier… IF recruiters “get down” with new and innovative ways of communicating and attracting.
Plus what are the typical behaviours of a mobile-only user and how will this potentially disrupt the candidate/client/consultant buyer’s journey? How is your content adapted for mobile users? If we start at awareness, and the content viewed (and ideally interacted with) on mobile is not fit for consumption or interaction, you lost me at “Hello”
Mobile, Not Just for Executive Search Recruiters
The stats also tell us that the “mobile-only” theory will level out the playing field, in that this tech trend will not be restricted to the more wealthy. In fact, low-income households are more like to be mobile-only… so again, recruiters who want to attract this level need to plan.
Which of you out there hires people on less than £30k? What is your “mobile-only” plan?
The same can also be said for mobile-only being more about the younger talent pool, than the older – but you don’t need a Deloitte prediction to tell you that!
Recruiters May Need to “Think Small”
So – many recruitment marketers have gone a little crazy, colouring-in their websites and online platforms. This can “hurt” your buyers will slow rendering and high HTTP requests.
We worked with Volcanic on a number of web audits and found that most recruitment websites suffered from speed issues due to these two elements.
Note that mobile-only users are likely to suffer from slower speeds than their wired friends, and so your website needs to be sympathetic to this.
Perhaps recruitment marketers need to have a “low bandwidth” version of their sites to compensate for this trend?
What’s your plan for “mobile-only” in recruitment?
Need more advice on getting your recruitment website up to scratch? Read our Blog on the Four Mistakes You’re Making With Your Recruitment Website
I train and mentor recruitment marketers to generate the 4Cs: candidates, clients, colleagues and cash.
(Thanks Undercover Recruiter for posting this blog)
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Lisa Jones
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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
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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
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