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Recruitment CRM should be the FIRST system used to drive sales, source candidates, convert leads... but often, it's a dumb system, a data dump, "just another bit of recruitment kit" preventing phone and face time. Our clients agree with our mantra "CRMFirst" and want to ensure that their recruitment software is implemented to deliver the 4Cs - candidates, client, colleagues, and cash.
Recruitment CRM - AKA the Sales-Prevention Software
Maybe you’ve had your Recruitment CRM for longer than you’ve had most of your employees and you’re hearing lots of the same moans and groans:
it’s not working
it’s always crashing
I can’t find any candidates in it
my 1980’s Atari felt more up to date
there is no management info because no one’s using it!
The decision has been made to replace your recruitment CRM. You’ve spent 6 months sourcing a new one, another 6 months implementing it and would you believe it, 6 months later and you’re still hearing the same old moans and groans.
How can you give BAU (business as usual) the best chance of success?
Business as Usual Starts Before BAU
It may sound obvious, but many Recruitment CRM projects struggle at the embedding phase due to inadequate post go live planning. It’s not surprising. There is a HUGE amount to do during implementation and the project team are normally spread thin focusing on getting the new system in a fit state for go live.
There are many strategies to planning and managing BAU (business as usual). My favourite is having a BAU project team involved mid-way through implementation. Their responsibility is to plan, support and manage the embedding of the CRM into business over the next 12 months. Their job is to make sure that your investment returns! (ROI)
“That’s a big investment“, I hear you say. However, what is the cost of a disgruntled workforce being negative or the disruption of losing many people or the lost opportunities of your current and future clients? And with 2/3 of job leavers quitting due to lack of training, and the average 10 person recruiters wasting £100,000 per year on replacing leavers, something has to change.
Investing in the BAU is almost more important that the implementation process itself; underestimate the BAU support requirements at your peril.
Management are THE Key to Success CRM Change
Management don’t need to know how to use the CRM, right? WRONG!
Management / Directors / Team Leaders all need to know exactly how everyone should be using the system so they can support and train their teams at go live and beyond.
All too often, “Super Users” are trained to deliver this message but they tend to be sales administrators, busy consultants or new recruits. They don’t have the status within the business to try to invoke change or persuade the biggest billers why they should change their habits and behaviours!
The adage of “Coming from the Top” really is true when you’re managing CRM Implementation Projects. These are not technology projects, they are Change Management Projects and the only people who can change the business are the leaders and managers of that business.
It’s All About Communicating Expectations
When a recruiter hears the following “We are going to change the CRM”, what they really hear is “Yippee, a new CRM. It’s just like upgrading my car; it will be shiny and faster and way better than what I had, oh and I know how to drive so it will be easy to adapt!”
This can lead to my personal favourite user statement “The previous system was so much better/easier!”. No, the previous system which was built on highly suspect 1980’s technology that continuously failed and you always complained about, was more FAMILIAR. As a project team, you have to prepare users for change and this starts not at Go Live, but much earlier during the implementation phase.
Key Rules when Implementing a New Recruitment CRM
Ensure you tell everyone that CHANGE is coming and everyone needs to get on-board!
The system will not be perfect from day 1, everyone needs to prepare to communicate issues and be ready for CHANGE!
There will be BUGS (potentially a lot and for a lot longer that you’d like!) Live with them whilst the project team sorts them out!
Get SLAs (service level agreements) in place – ensure you respond to EVERY issue and communicate an update or fix to the business (if it warrants it) or the individual on a pre-agreed timeframe.
We work with Recruitment and IT leaders to deliver an ROI and sales-led recruitment technology strategy. Our mantra is “CRMFirst”!
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
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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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