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Recruiters, recruitment leaders, recruitment marketers – I normally have a rule of creating an “interest generating statement” at the top of all of my recruitment blogs… but to be honest I have no idea how to start a blog about ME with something that may interest you! Apart from, perhaps, the lessons I have learned about recruitment and business.
I’m celebrating my 10th year as a business owner / consultant / Mum. It was a weird start. In 2008 coming back from mat leave to no job (during a recession).
Having a 6 month old baby on my lap whilst signing up to Companies House, getting a logo designed, thinking of a business name – perspective was created!
It’s Been a Varied Recruitment Journey
Starting a business and swearing to never work in recruitment again… well that worked! Within 1 year, I’m exclusively back in the recruitment “zone”.
Telling my husband (and from 2009, business partner) that social media is pointless in recruitment, and asking him why he feels that having a training product in Recruitment CRM is a good idea.
Dammit – why is he always right?
Ten Valuable Recruitment and Business Lessons
Celebrating my 10th year has taught me some valuable lessons – and in no specific order:
Partnerships and advocates are key: Volcanic, Adapt, Bullhorn, UK Recruiter, APSCo, Broadbean, Greg Savage, Only Marketing Jobs, Cube19, Recruitment International, Undercover Recruiter (and more) have been beyond a help in getting my business to be recognised as an impartial leader in recruiter success training, CRM adoption, and recruitment marketer success.
Having a Whippet in the office has been a massive help! He’s actually the MD (Managing Dog!)
Hiring on values, not CV – a massive lesson that I took a little too long to learn! The team I have now impresses me every day!
Not being afraid to build my product around my clients‘ needs. Again, thanks to them for being such great advocates of what we do, and pushing us to grow and develop products (Awards Marketing/ Adverts Training / Digital Marketing Mentoring) which we felt were already covered by other suppliers, but turns out that the Barclay Jones “spin” was much-needed!
My experience of recruitment, although nearly 20 years, has been varied, energetic, passionate – but on the whole the first few “formative years” of “boiler room” style recruitment has set me up to empathise and own problems which recruitment leaders often feel isolated by.
Data is still the life blood of a business – it was in 2000 – albeit in a different format. 2019… let’s hope recruiters really begin to “sell it” again.
There is not enough “talent” and passion in our space – or at least enough than I can hire to help me drive forward the businesses of my clients. Hence we are going “online” in 2019 – bringing a platform to help recruiters and their leaders and marketers have more access to my team and I. BUT this will simply complement crucial face to face coaching and mentoring to boost the online world we’re creating. My team are awesome offline and online!
Winning awards – hard work but bloody worth it. Don’t let any negative Nick tell you that being an influencer, being the best, demonstrating your values / approach / skills is not important – it’s the reason we do what we do… surely?
The market still suffers from a lack of respect for itself – this is reflected in lower fees and a lack of real marketing to help candidates and clients understand the value recruiters add. I’m on a mission to change that!
Passion sells – I’ve not run out of energy for the sector. I’m known for a “no shit” approach – which to be fair masks a genuine love for the industry and a “you can do better” with my clients. Paul said once:
Lisa knows her stuff – she is not scared to challenge what we do. She is clearly passionate and won’t accept anything less than great.
And a final lesson – and this is a message to all budding recruitment leaders. BEFORE you name your business – abbreviate the name and really think about what it may mean to others… Barclay Jones – the website for that abbreviation is NOT going to get a backlink in this blog! ‘-)
Here’s to year 11, a few more half marathons, more time at the Brownlee Track, more love for the industry and a happy team and client / partner community, copious amount of gin! Oh! and a new website, learning portal, content writing product, more staff… and another year of telling people:
Yes! this is actually my natural hair colour!
(It really is!)
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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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Your Recruitment Training Playbook
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Rebecca Anderson
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How to Build a Winning Candidate Attraction and Client Partnership Strategy
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Rebecca Anderson
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Recruitment Automation: Less Content, more Recruitment and Sales
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Kate Stevens
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6 Top Tips to Drive Speedy BD and Recruitment Sales - SMACKDOWN! Lisa does 3 Rounds with Darren
