This is a valuable read for recruitment leaders and recruitment marketers, who want to grow their business through systems and data, as well as people. (And want to stop saying "Doh!")
Recruitment leaders investing in new technology for their businesses aren’t simply buying a handy tool, they’re investing in the future of their growing staffing companies too! But how can we ensure that the purchase delivers and doesn’t just become a data-comfort-blanket supported by expensive third-party systems? Andy Ingham of Bullhorn and I recently explored this during a live recruitment "5 Techy tips to increase clients, candidates, and profit" webinar, and have some key takeaways for recruitment CRM ROI. Plus some ideas for GDPR safety. We tackled five areas – the first is below, and I’ll be writing about the other four in future posts.
Recruitment CRM is Never Just About the Purchase
As a recruitment leader buying recruiting software, you’re also investing in the improved cost of hire and cash flow, the speed of delivery, happy and retained staff, loyal clients, and relevant, placeable candidates.
But, with all of the “kit” available today how can you ensure that your recruitment CRM is “first to use” to help your teams with their 3Cs – candidates, client, consultants? And how can you ensure that you only buy the extra third-party apps, licences and systems that you genuinely need?
Too Much Data, Not Enough Information? Doh!
With the advent of what I call the "too much data, not enough information" model which recruiters have to wade through every day, your CRM has never been more critical and the data in it has never been more precious, but it is worth considering whether there is a disconnect between your data and your processes.
76% of the marketers we polled last year admitted to not having viable access to their CRM, and recruiters we spoke to revealed that 80% of the placements they made in 2017 were on their system all along (but sourced for the placed vacancy from a third party system). This is definitely not the CRMFirst approach required to make the most of the 3Cs – unsurprising given that GDPR created panic, and data became a curse.
Yet, there is a lot of talk online that suggests data is, in fact, the opposite of a curse. That great data should enable recruiters to source and sell, managers to manage, directors or owners to drive and direct, and businesses to grow. And best of all? That data could already be in your CRM. But is the average recruitment business using their data to make data-driven decisions?
According to a recent Cube19 survey, over 50% of staffing companies were not making decisions based on data. There is a perception that there are talent shortages, and this – coupled with too many systems and not enough processes – causes stress. This suggests tells me that either the data on your recruitment CRM is not fit for purpose, or perhaps the process and the perception of your technology is the issue. So we must wonder if this is the case, what they are basing their decisions on?
A Simple Formula for Recruiters Who Need Data
If you want to know how much data you need to fuel your recruitment engine, ask yourself some simple questions:
How many candidates does the average recruiter need?
How many contacts does your average recruiter need?
How much data does your marketing function need to nurture so your recruiters can focus on converting real candidates and clients?
What systems and processes does your marketer have for nurturing and spotting talent or leads? Their job is to generate MQLs (marketing qualified leads) and relevant talent for jobs.
Too Much Data, Not Enough Candidates? Doh!
Many recruitment businesses suffer from too much data, not enough candidates (or clients). So, try this simple data segmentation trick, or data layers “hack” (I call it my "dig up stupid" model (Thanks Homer Simpson.)
Future Data: What data do you want in the future? Decide and communicate this to your recruiters and marketers, and build processes to ensure that you not only attract this data but that you convert it and get it bought into you! Ideally get it to “subscribe” to you.
Yesterday's Data: What data have you “billed and placed” Who have you placed? Who have you invoiced? Perhaps in the last 3 years? Hopefully, these people are happy to hear from you and be retained by you. Again, communicate this to your business and build processes to nurture and retain.
Dirty "Useful" Data: What data have you not quite converted but wish you had? Is it yesterday’s dormant data? If you didn’t place or invoice it, look for it and get your marketers on the case to help you convert up a layer!
Risky "Useless" Data: Your FOMO (fear of missing out) data? This is likely to be your biggest layer. This is a tricky, sticky, down at the earth’s core layer. It should be way down your list of data to source from. It’s data you have been collecting for years, but that you have not really used. It’s likely to be massively disruptive if you get your recruiters accessing it and likely to set off GDPR alarms. I’d suggest you leave it well alone, and / or get your marketers to gently “poke” it to see if it could be promoted up a layer and so on.
3 Takeaways for Leaders Who Want to Fuel Their Recruitment Businesses
Your CRM will only work if you have data to fuel it.
Your data is only worth something if you have segmented it and have processes to mine it, refine it, and place / invoice it.
Segment your data and have a workflow which includes sales and marketing to nurture, convert and retain.
These takeaways will drive your 4Cs (candidates, clients, colleagues, and cash) strategy.
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How to Make Your Recruiter the Coolest Tool
Recruitment leaders want a sustainable recruitment business: high-performing trained recruiters, delivering profitable and speedy placements.Recruiters need more time to bill, cleaner data, and engaged clients and candidates.Recruitment leaders often ask me:What are the coolest tools in recruitment?My answer?The coolest recruitment tool is the one that makes the placement - the recruiter.The issue we have is that as an industry we seem to love investing in perceived cool tools - recruitment tech - but poor adoption means the tech fails to deliver. Not cool!Your Recruiters Are Your Coolest ToolAs trainers in the recruitment sector, our experience gives us an invaluable view of the industry with its issues, goals, and ideal strategies. We offer recruiter training and tactics to help improve recruiter performance and recruitment tech ROI.The one thing my clients have in common is they want to do more with less.Less cost, more profit.Less data, more placements.Less systems, more process.The stats below tell a powerful story about the need for your recruiters to be smart (and cool)!How Can You Make Your Recruiters Your Coolest Tool?As a recruitment leader, you want to place the candidates you already have. You want to reduce reliance on external systems, as well as reduce costs. You want your recruiters to be more productive. You want to scale your recruitment business without necessarily hiring more recruiters.How?Make it ok to be cool. Make it an accountability and / or a value to work smart and be "less is more"! You could even aim for a 1% improvement...Don't buy recruitment tech and "hope". Hope is a strategy that rarely works. Only continuous training drives continuous improvement.Continuous training needs to be quick (minutes not hours), accessible, and cost-effective. Not lengthy, difficult to access, difficult to track ROI.Our Recruitment Training Playbook is Cool!Your recruiters need to be super effective and not just crazy busy. You need to lead them to be cool tools!Try our tips in our recruitment training playbook and make your recruiters cool! The playbook is packed full of ideas that we use in our recruitment training, our Bullhorn training, and our automation training. And keep an eye out for the 2nd coolest tool - Recruitment HIIT. Speedy 10min turbo-charged training to help with recruitment best practice, Bullhorn training, Adapt Training, and more.DOWNLOAD YOUR RECRUITMENT TRAINING PLAYBOOKSpeaking of Recruitment Training...Recruitment HIIT trains recruiters and resourcers so you can speedily onboard new starters, and improve performance of experienced recruiters.Job qualification, screening, sourcing, job advertising, and counteroffer immunity, are just some of the 10-minute topics our clients love.We’d love you to try Recruitment HIIT free.TRY RECRUITMENT HIIT FREE
How to Use Recruitment Awards to Drive Your Sales Pipeline
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Sales Tip - Use Recruitment Awards for BD and Account ManagementLet's face it, now more than ever, your sales strategies(business development and account management) are absolutely crucial in a post-pandemic world where the war for talent is raging, counter offers are rife, and clients need recruiters that they can trust, who understand their niche.By definition clients that are entering awards tend to be high growth, ambitious, and likely have money and time to spend on recruitment too! Surely?My top tips to add turbo to your business development and account management: 1. Speedily research which awards are prevalent in your niche sectors.2. Plot the dates into your diaries (the submission dates, shortlist dates, date of the event, day after the event).3. Make a noise, connect with the VIPs, shout out about these events - they are important to your niche sectors.4. 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Use the UK Industry awards list to spot potential clients you can engage with to improve your BD, account management tactics, and your pipeline.This is a great opportunity for you to show you understand your target client's niche. The UK Industry awards list alongside our sales tips in step 1 is a surefire way to improve your awards sales strategy. 3. 2023 Recruitment AwardsIf you want to use Recruitment Awards to attract attention and drive sales, you can of course enter some awards.Check out our 2023 list recruitment awards list below! (Have we missed any recruitment awards for the remainder of 2023? Contact Usto get them added.)This year recruiters need to do more with less. The goal could be to win an award, but it's actually more likely to be bigger than winning. The goal is to generate more speed and pipeline (whether you enter, win, or simply attend!).Investing in Talent AwardsJanuary 2023 - The annual Investing in Talent Awards asks: Do your recruiters love working in your business? Is your company the consultancy of choice for contractors and temporary workers? If so, it’s time that your business receives well-deserved recognition for Investing in Talent. Onrec AwardsMarch 2023 - The prestigious Onrec AwardsCeremony has cemented itself in the calendar as a must-attend event. Not only is it an opportunity to celebrate the very best in Online Recruitment but it is also a chance to network with the very best suppliers in recruitment.Recruiter AwardsSeptember 2023 - The iconic Recruiter Awardsis the UK’s largest event for the entire recruitment community, recognising outstanding achievements by agencies and in-house recruiters. Achievements in recruitment marketing and technology also are spotlighted.APSCo AwardsSeptember 2023 - The APSCo Awards for Excellenceare a prestigious accolade in professional recruitment. The awards celebrate outstanding achievements in the professional recruitment sector and are a unique indicator of professional standards. They are widely recognised by clients as well as the recruitment sector. The awards are free to enter and open to all APSCo members.TIARAOctober 2023 - The TIARA Recruitment Awards recognises excellence in the UK’s best-performing recruitment companies with revenues above £5m.The Global Recruiter AwardsNovember 2023 - The Global Recruiter Industry Awardscelebrates the best of the best in recruitment. The Awards are totally free to enter, which means that the smallest and newest players in the industry have the chance to be recognised alongside established organisations.NORAsNovember 2023 - Established in 2001, the National Online Recruitment Awardsacknowledge and reward excellence in online recruitment practice. They are dedicated to the continual improvement and evolution of the candidate experience. ... and for Other Sales Tips for Recruiters...Our high intensity interval training - Recruitment HIIT - helps recruiters and resourcers source, convert quicker and develop healthy pipelines. We aim to save every recruiter and resourcer at least 1 hour per day (6 working weeks a year). Hence, more billing time and more fees!We’d love you to try Recruitment HIIT for free. Or book a call to discuss your recruitment training.TRY RECRUITMENT HIIT FOR FREE
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