The word “value” is something which is unfortunately not often associated with recruitment. “Need”, yes, “Cost” definitely, but not “Value”. My team and I want to address how the recruitment industry is valued, and indeed how recruiters value themselves and their time. I guess if you’re reading this, you’re wanting to grow or sustain your recruitment business too!
I’ve been researching recruitment training (a massive passion of mine) and have some ideas and questions for recruitment leaders.
What Is the Value of Your Recruitment Business?
Being that the UK Recruitment industry is worth over £30Billion (a pretty valuable number!) – value to the economy is demonstrable! But my question is, how do you as a recruitment leader demonstrate the value of your staff and your business? And what recruitment training are you investing in to improve the value of your business? Are you assuming that your staff value working for you, that your clients value your offering? That your candidates value being on your database?
I’m delighted to be part of the Alex Moyle’s Recruitment GymA-Z of Recruitment campaign. He’s a passionate recruitment advocate and he asked me which letter I’d like to record a 60 second video for. I grabbed “V” for Value! You can see the video at the bottom of this blog… but think about:
My clients, Recruitment leaders, are fixated on the value of their businesses, and so they should be.
Their marketeers are often fixated on the value that they add to the sales process.
Recruitment consultants and resources are fixated on the value of their desks, and what kind of fees are they bringing in.
But maybe we should be focusing on the value of the more tangible items in our business, our most important assets, our staff.
But damn, what a cliche! “The most important asset is your people” – fluffy HR rubbish? Or is there a nasty trend brewing? One which will have a massive negative impact on the recruitment industry – is it that…?
Why Did 2/3 of Job Leavers Quit Last Year? (Not Enough Training!
Numerous sources quote this stat, including the Independent article titled: Workers are quitting their jobs due to lack of training.
The article makes me want to ask recruitment leaders:
What training do you actually give your teams? Be it sales / recruitment / systems / marketing etc…?
Are you aware of how this recruitment training (or the lack of) impacts on your teams? What value does it deliver? Is your data and process devalued by a lack of training?
The training that you buy for you teams – how do you make your staff accountable for learning and delivering, or just attending?
Every recruitment leader I work with either wants more from their teams, or needs to recruit more staff. What is your plan this year for using training to fix staff retention and staff output? Every meeting I have with recruitment leaders has this as a “stress” topic.
Why Does Recruitment Training Not Work?
Have you fallen into the trap of buying training at the beginning of a change process, not making someone accountable for monitoring the effectiveness of the recruitment training your bought, and then saying “well, that didn’t work” 6 months later when things haven’t really changed and:
systems are not being used
recruiters are not placing
fees are getting lower
data is still dirty
job board budgets are still crazy
staff are not energised
hours of time on LinkedIn is not offering the phone calls you want to hear and see
and recruiters still not really engaged with your “way” and not delivering your processes?
How Many of your Recruiters Want More Training?
People Management talk about 9/10 people wanting more training, in their article about a lack of training prompts two-thirds of workers to quit.
But what training does a recruiter actually need? And how should it impact upon their desk / day / pipeline, and your business? And is what they are being trained to do, offering value to your next most important asset, your data?
Are Your Staff Really Your Most Important Asset?
It’s a touchy subject to talk about – the fact that data and trained people may be equal… But let’s admit that they at least rely on each other, and when you add process and systems, boom! You have a sustainable pipeline! When you mess about with that trio – people / process / data – everyone suffers.
Are your recruiters being trained to nurture your critical data asset?
Is the training that you spend your profit on driving your 3Cs – candidate, client and colleagues – onto your recruitment CRMs? Or do you have have a datadump, not a database?
Ask yourself: Is my recruitment CRM “first” in the pecking order for everything that you want to do, be it sourcing and placing, not just invoicing?
Are You One of the Recruiters “Blowing” £100,000 Per Year by Not Training?
Recruitment Leaders – have a think about all of these questions. We estimate that the average 50 person recruiter is wasting at least £100,000 per year NOT training their staff – by losing them, rehiring, paying them, retraining them, and waiting for the “time to bill”. and that’s not accounting for lost fees due to the disruption… Only you know that figure.
Watch this short 1-minute video I created for Alex. Some food for thought about the value of recruitment.
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).
Bullhorn1st: Monetise Your Data and Bullhorn CRM
Recruiters! How can Bullhorn help you generate more fees, commission, and profit? As well as a better work-life balance? You need to ensure that Bullhorn is your first system for sourcing, nurturing, and placing, as well as reducing your reliance on other systems. We call this "Bullhorn1st".Driving Effective Recruitment Processes with Bullhorn1stEffective use of your Bullhorn CRM can boost sales by 29% and productivity by 34%. You need to use Bullhorn to drive your recruitment processes and sales. What impact would a Bullhorn1st driven recruitment system have on your recruitment business?How much time could you save?How many more placements could you make?How much more commission could you earn?Look At Our Bullhorn Training and Adoption Infographics BelowThink about where you want to be at the end of 2022:How can you get your recruiters working with a "Bullhorn1st" approach?How can you reduce your reliance on other tech which takes your team outside of Bullhorn?How could you improve the value of your data?How could you improve your candidate, client, colleague experience, and thus significantly strengthen your recruitment business if you really nailed how you use Bullhorn?An effective Bullhorn system could help drive your recruiter goals this year. Which of the stats below apply to you, and which ones do you want to "fix"?Bullhorn 1st Training: Conquer the Candidate Shortage and Train Your Recruiters to Sky Rocket SalesBullhorn 1st Discovery: Clean Dirty Data and Generate ROI from Your Bullhorn SystemCould you save your recruiters 30 days a year, so they can bill more? Or maybe hire less recruiters?Recruiters need more phone time, reduced admin, cleaner data - to mention a few. You need to focus your recruiters on the tasks that will help you drive a sustainable recruitment business. How? Focus on your coolest tool - the recruiter! Download Your Recruitment Training Playbook to find our top tips for driving your 4Cs – candidates, clients, colleagues and cash!HIIT Us, Recruiters!Our high intensity interval training - Recruitment HIIT - helps recruiters and resourcers source, convert quicker, and develop healthy pipelines, and recruitment marketers attract, engage, and retain candidates, generate clients, and colleagues (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!TRY RECRUITMENT HIIT 7 DAYS FOR FREEDOWNLOAD YOUR RECRUITMENT TRAINING PLAYBOOKBOOK A CALL TO DISCUSS BULLHORN TRAINING
Recruitment Automation: Less Content, more Recruitment and Sales
Going into the 2022 recruitment marketers need to focus on candidates, clients and colleagues, not colour, clicks and copy. How can you develop a sales-led recruitment marketing strategy using recruitment automation to generate real ROI?You need to develop a content and recruitment automation strategy that doesn't waste your time and serves the purpose of proactively driving your sales and talent pipeline, rather than simply filling your day with pointless content creation!Driving a Sales Led Marketing StrategyOn November 18, Lisa spoke at the Recruitment Marketing Congress on the topic 'Recruitment Automation: Less Content, More Recruitment and Sales.'Lisa believes:Recruiters and their marketers need less content, more marketing, and smart automation.Watch Lisa's Talk on Less Content, More Recruitment Sales at the Recruitment Marketing CongressTalking of Driving Recruitment Sales...Could you save your recruiters an hour a day, and make an extra £18,750 a year (or £187,500 if there are 10 of you?)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).WATCH THE RECRUITMENT MARKETING CONGRESS WEBINAR HEREREAD ABOUT OUR MARKETING TRAININGBOOK A CALL TO DISCUSS MARKETING TRAINING
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