Blog Content
Recruitment Leaders and their marketers who need their marketing to be sales-led: about convertible leads, retained candidates, recruiter attraction, need to listen to this Recruitment Leaders’ Podcast.
Today the focus of this Recruitment Leaders’ podcast is recruitment marketing driving sales. This is a crucial listen for recruitment leaders and their marketers – and recruiters who know that getting on the “right side” of marketing may be the key to their sales pipeline success!
Recruitment Marketing, Data and Hacks for Recruiters!
If we have learned anything from the last 24 months, cleaning up your data (because the government told you to) may not necessarily get you the financial benefits that your common sense tells you you should be getting from a clean database…
I’m joined by someone who can bring data cleanliness and recruitment marketing to whole a new level. Starting as a dustman (who’d have known?) Segued into website build. Became the mighty Broadbean’s 3rdemployee. Then moved to Ebsta.
Ricky Wheeler’s purpose at Cube19is to help recruiters generate growth from decisions based on real-time recruitment data.
It’s all been about recruitment data (and the odd bit of “dirt”).
We talked about two recruitment marketing topics:
1. What Tips Can Ricky Give to Recruitment Marketers?
What has Ricky learned about recruitment marketing from his vast experience in some high performing recruitment software businesses? He answered the following questions:
What are Ricky’s “hacks” for successful recruitment marketing?
How do marketers make their functions a profit, rather than a cost, centre?
How does Ricky define a high-performance marketing team look like?
How do marketers navigate the (what I call) the marketing “love-in” that I see online and at events, which really offer little value, but give generic “tips” on marketing, but often don’t really add any real substance to help the average recruitment marketer add real value to the recruiting workflow?
How can recruitment events REALLY work? (when so many of them don’t work…)
What do recruitment leaders and recruiters need to “do” with their marketer to get real value and how does the marketer interact with their leaders and internal clients to ensure that they deliver the 4Cs (candidates, clients, colleagues and cash!)
2. What does Ricky think that Recruitment Marketers need to do with their data…
… to help them become more effective?
Which data does a recruitment marketer actually need?
How do recruitment marketers actually help the sales funnel?
How do personas actually help recruitment marketers with their content / SEO strategy?
Where does recruitment CRM fit into a recruitment marketer toolkit?
Which tools are critical to a recruitment marketer? And which is the most important recruitment marketing tool?
Recruitment Leads / MQLs / SQLs
We discussed recruitment leads – and our tips for lead generation for recruitment leads, where recruitment CRM fits and how to manage the leads into successful conversion. It’s about MQLs (marketing qualified leads) enabling SQLs (sales qualified leads) … and our thoughts that if you’re waiting for automation to transform your business then you’re likely to stagnate your growth by not engaging data and humans in the best way.
And what do recruitment leaders and their time-starved recruiters need to stop asking their recruitment marketers to do?
We also talked about my concept of the “dashboard recruiter” – you can also hear more thoughts on this in my Mark Hodgkinson “Taming your Recruitment Data” Podcast.
And read more about how I work with recruitment marketers to generate leads, candidates and recruiters on my Recruitment Marketing Mentoring Program.
Listen to the podcast below.
Listen and subscribe to the rest of Barclay Jones’ Recruitment Leader Podcast Series or find us on iTunes!
I train and mentor recruitment marketers to deliver the 4Cs - candidates, clients, colleagues, and cash!
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
BOOK A CALL TO DISCUSS MARKETING TRAINING
READ ABOUT OUR MARKETING TRAINING
Extra Content
Blog Image
Extra Content 2
Recruitment Blogs / Tips / Webinars
Read more-
Wayne Barclay
Blog
3 Ways to Automate Away the Counter Offer and Drop Out
Recruiters who want to prevent counter offers and drop outs have several choices.They sit and do nothing, assuming the candidate remained loyal to them and was not flattered or hood winked into accepting a counter-offer.They know that prevention is better than cure, and set manual reminders engage the candidate as and when they think it’s best.They use automation to engage and manage the candidate, whilst controlling the narrative and the process.💡Every successful recruiter knows that the key to eliminating dropouts lies in consistent, timely intervention.🪄This is where automation transforms a good process into a great one.In our previous blog "Stop Losing Placements: Your 3-Step Plan to Pre-empt the Counter Offer or Drop Out" we offered a straightforward guide to preventing counter offers, armed with the data you need to make the case.Try Our 3️⃣ Powerful Ways to Use Automation to Prevent Counter Offers and Drop Outs1️⃣️ Automated "Reality Check" Content DripYou need to proactively arm candidates with the necessary data before they even receive an offer. This content drip focuses on education, addressing the emotional allure of a counter offer with cold, hard facts.How to Automate: Set up an email automation sequence that triggers immediately after a candidate successfully completes a key interview stage (e.g., after the screening or first stage interview, or when a final offer is imminent).The Content: The sequence should deliver the statistics we discussed (e.g., 9 out of 10 people leave anyway, the cost to the employer, etc.) and explore the non-monetary reasons for leaving. Use short, sharp emails with a professional, advisory tone.Goal: To normalise the counter offer as a business tactic and pre-frame it as a short-term distraction from their long-term career goals. This makes the eventual counter offer less of a surprise or a compelling "olive branch."2️⃣ 📝 Automated Counter Offer Acknowledgment FormThis tool formalises the discussion you have with the candidate, ensuring they have verbally and electronically confirmed their awareness of the risks.How to Automate: Integrate a simple form into your candidate management system or send it via an automated link after the final offer is extended.The Requirement: The form should ask the candidate to confirm that they have:Discussed the likelihood of a counter offer with their recruiter.Reviewed the long-term career statistics associated with accepting a counter offer.Understood that the underlying reasons for their resignation (e.g., culture, progression) are unlikely to be resolved by a temporary pay bump.Goal: The act of filling out this form forces one last moment of reflection, significantly reducing the chances of an impulsive, emotional decision, and provides a documented record of the candidate's commitment.3️⃣ 📅 Automated "Resignation Prep" ResourceThe most dangerous time is the moment of resignation, often delivered in a high-pressure, emotional meeting. Automation can deliver a just-in-time resource to guide the candidate through this moment.How to Automate: Set up a final email to be delivered the day before the candidate plans to hand in their notice.The Content: This resource is a concise, step-by-step guide on how to resign professionally. Crucially, it includes:Scripted Responses: Suggested brief, professional phrases to use when a counter offer is made (e.g., "I appreciate the offer, but my decision is final and based on long-term career factors, not just compensation.").Focus Points: A checklist of their original motivations for leaving (e.g., "Remember why you started this search: lack of flexible working, no clear path to management.").Goal: To help the candidate manage the conversation gracefully, stick to their pre-agreed decision, and resist emotional manipulation in the moment.🔐The Automation Advantage: Protecting Your Fee and Their FutureThe counter offer is a recruitment industry reality, but a drop-out is not an inevitability.By combining pre-emptive, data-driven candidate coaching with a strategic approach to automation, you move beyond simply hoping a candidate will decline a counter offer.Instead, you build a robust, repeatable recruitment process that manages risk, documents commitment, and ensures your candidate resigns fully prepared and focused on their long-term career move.💡Embracing automation isn't about replacing the human element; it's about making the human element.Your invaluable advice and counsel is more impactful. It guarantees the right advice is delivered at the right time, securing your placement and protecting your candidate from a decision they would almost certainly regret down the line.Be sure to not run your recruitment process on good intentions - back it up with the tech you need to boost your process and pipeline!Automation Buddy / Bullhorn RoIWe are Automation Buddies set on helping ambitious recruitment businesses who want to increase speed and sales.We coach to inspire, and build your automations so you can recruit and sell!Plus, through our Bullhorn Vision service we help generate serious ROI from your Bullhorn, data, and people.READ MORE ABOUT OUR BULLHORN VISION SERVICEREAD ABOUT OUR AUTOMATION BUDDY SERVICEBOOK YOUR FREE CONSULTATION
-
Rose Megson
Blog
Bullhorn Tip - Place More Jobs
We've got a simple 1-minute Bullhorn tip to help you place more jobs. It's time to filter, work and place (and earn!)Having too many jobs and not enough placements can be beyond frustrating. But we have a Bullhorn tip for you to help you focus on the jobs you can (and should) place! There's plenty Bullhorn can do to help you manage your jobs pipeline and recruitment workflow. It's Time to Place Your Jobs!Here's a quick bullhorn tip about why you should regularly update your job statuses in Bullhorn.Get focussed on the most profitable opportunities.Prioritise your efforts.Boost your earnings. Watch this 1-minute Bullhorn tip - then spend a few easy minutes creating focus and an easy path to placing more jobs. Watch Our 1-Minute Bullhorn Tip on How to Place Jobs QuickerNeed more Bullhorn / Automation Tips? Try our 1-minute tips.Be sure to sign up for (or watch the recordings of) our regular free Bullhorn and Automation webinars.CHECK OUT OUR WEBINARSAutomation Buddy / Bullhorn RoIWe are Automation and Bullhorn Buddies set on helping ambitious recruitment businesses who want to increase speed and sales.We coach to inspire, and build your automations so you can recruit and sell!Plus, through our Bullhorn Vision service we help generate serious ROI from your Bullhorn, data, and people.READ MORE ABOUT OUR BULLHORN VISION SERVICEREAD ABOUT OUR AUTOMATION BUDDY SERVICEBOOK YOUR FREE CONSULTATION
