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.
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 leads, and colleagues (3Cs).
How to Use Recruitment Awards in 2022 to Drive Your Sales Pipeline
We’re passionate about recruitment awards! Whether you’re entering, winning, attending or spying, there’s ROI to be had for recruiters, beyond simply having a recruitment award trophy.There are 2 things I want to talk about today:The Recruitment Awards happening in 2022A top tip on how to run your recruitment sales strategy with awards, without even submitting an awards entry!We Are Award Winners!We are proud to be triple award winners, including the APSCo award for Affiliate Member of the Year. Luckily, we followed our own advice when submitting our entries. As a frequent judge and recruitment marketing mentor, I help recruitment marketers to craft their awards entries and to focus on which awards are really going to add value.(Recruitment Award Winning Hack: often the best awards are the ones which are NOT recruitment specific – i.e. the ones for your sector… which are not always recruitment – IT / Games / Medical, etc.)1. Your List of Recruitment Awards for 2022Check out our 2022 list recruitment awards list below! (Have we missed any recruitment awards for the remainder of 2022? Contact Us to get them added.)This year recruiters need to do more with less. The goal is never to win an award. The goal is to generate more speed and pipeline. To give you support, we’ve created our Recruitment Awards Toolkit for recruitment leaders, recruiters and marketers to improve their awards submissions, and see ROI from the events (whether they enter, win, or simply attend!).Onrec AwardsMarch 2022 - The prestigious Onrec Awards 2022 Ceremony now in its 16th year has cemented itself in the calendar as the industry's must attend event. Not only is it an evening to celebrate the very best in Online Recruitment but it is also a chance to network with the very best suppliers and HR in recruitment.Recruiter AwardsSeptember 2022 - The iconic Recruiter Awards is 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 on the night.APSCo Awards for ExcellenceSeptember 2022 - The APSCo Awards for Excellence are 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.TIARA Recruitment AwardsOctober 2022 - The TIARA Recruitment Awards recognises excellence in the UK’s best performing recruitment companies with revenues above £5m.The Recruitment Marketing AwardsOctober 2022 - The Recruitment Marketing Awards 2022 feature 26 categories plus the “Grand Prix” overall winner. They recognise how outstanding creativity, combined with the right medium, results in successful recruitment campaigns.The Global Recruiter UK Industry AwardsNovember 2022 - The Global Recruiter Industry Awards celebrates 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 2022 - Established in 2001, the National Online Recruitment Awards have been created to acknowledge and reward excellence in online recruitment practice. They are dedicated to the continual improvement and evolution of the candidate experience. As a previous judge and recruitment marketing whizz, my expertise in recruitment websites delivering ROI could help you nail this one!2. Recruitment Awards Driving Your Sales Strategy (Without Even Entering)Let's face it, now more than ever, your inbound sales strategies are absolutely crucial in a post-pandemic world where the war for talent is raging, counteroffers are rife, and clients need recruiters that they can trust, who understand their niche.My top tip to add turbo to your sales strategy? Speedily research which awards are prevalent in your niche sectors, and track the shortlists and winners and use this data to target your client base. 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?We know how important it is to see ROI from entering awards. It’s great to win and be recognised, but what about not entering at all, and simply using the awards process to drive your sales process? Use this great awards list website (and Google) to help you unearth a list of awards in your sectors. Plot the dates into your diaries and pick up the phone! DOWNLOAD YOUR RECRUITMENT AWARDS TOOLKITHIIT Us, Recruiters!Speaking of growth and wins, our recruitment training platform, Recruitment HIIT, was built to solve recruiter's pain points and provide solutions to help recruiters and recruitment leaders save time, develop speedy processes and generate more of the 4Cs - candidates, clients, colleagues and cash!Try Recruitment HIIT. We understand the importance of having a sales-led marketing strategy, automating your recruitment workflows and using your recruitment systems to get the best out of your teams. We work with recruiters to help them achieve their business goals and generate ROI from their key systems through Bullhorn and Herefish training, and other key recruitment systems like SourceBreaker, Cloudcall, Paiger, which you can find on Recruitment HIIT too.TRY RECRUITMENT HIITREAD ABOUT OUR RECRUITMENT TRAININGBOOK A CALL TO DISCUSS RECRUITMENT TRAINING
How to Build a Winning Candidate Attraction and Client Partnership Strategy
If retaining current clients is 6 to 7 times less costly than acquiring new ones, as a recruiter or resourcer, you need to focus on effective account management and BD driving your sales. In today’s candidate-short market, it’s becoming increasingly difficult to stand out from the crowd, especially considering 73% of recruiters are suffering from a candidate shortage.Lisa spoke at Hinterview’s online event, Building Winning Client Partnerships to Secure Quality Candidates.Building Winning Client Partnerships to Secure Quality CandidatesYou need a simple yet effective recruitment process to attract, engage, retain and convert your candidates. How can you create a winning candidate strategy to drive a super effective recruitment process through nailing account management and comms with your clients?Lisa joined Hinterview alongside a panel of recruitment leaders and experts to discuss: Working with your client to embed effective marketing strategies that deliver serious ROI.WIIFM – the benefits of having a recruitment workflow driven by close client partnerships – more candidates, a stronger pipeline.How to work with your clients to streamline recruitment processes and secure quality candidates.Watch Lisa's 1-Minute Pep Talk to Recruiters, With HinterviewWATCH HINTERVIEW'S CLIENT PARTNERSHIPS WEBINAR HEREBuilding a Winning Candidate Attraction StrategyOn average, recruiters take 13 hours a week sourcing candidates. That's way too much time – and leaves no time for screening, interviewing and, placing! Plus, the best candidates are off the market within 10 days! In a previous webinar, Lisa joined Hinterview’s panel to discuss how you can create a simple yet effective recruitment strategy to attract your ideal candidates, so you can screen, interview and place them. (And perhaps, re-place them!)WATCH HINTERVIEW'S CANDIDATE ATTRACTION WEBINAR HERETurbo Boost Your Recruitment ProcessWe have a new Hinterview HIIT on our recruitment training platform, Recruitment HIIT, to help you add serious turbo to your recruitment processes. Hintro and Hinterview and game-changing tools that can give you the push you need to use video to drive engagement and generate significant ROI. Our Hinterview and Hintro HIIT will help you attract, engage, convert, and retain your ideal candidates and clients, and it's great for colleagues too! Watch the webinar then head over to Recruitment HIIT and discover top tips to boost your recruitment workflow.HIIT Us, Recruiters!Our 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- candidates, clients, colleagues. 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.WATCH THE HINTERVIEW WEBINAR HERETRY RECRUITMENT HIIT 7 DAYS FOR FREEBOOK A CALL TO DISCUSS RECRUITMENT TRAINING
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