Recruitment Leaders buy a website not because they have better things to spend their money on, but because they need to generate the 3Cs – candidates, client and colleagues – oh and a small matter of cash (4th c!) Recruitment marketers need their website to make them look good, and make generating candidates and leads easier.
Does your Recruitment Website Generate Leads, or just Clicks?
Every recruitment website should have either Google Analytics or at least some way of measuring hits, time spent on your site, which jobs your candidate clicked on to, which case studies your clients read, whether a recruiter came to your Work for Us page – and for how long, where the surfer was located… (a long time ago in a galaxy far, far away…)
But did you know that Google can tell you some other pretty exciting stuff about the makeup of your candidates, clients and colleagues, (ewoks and wookies)? And it can also tell you the secret formula (The Force) to winning your candidates’ and clients’ hearts and minds? In other words, it tells you who they are, where they are, what devices they are using to access your site, which browser (blaster) they use to find you, and so on.
Devices Are Really Exciting!
Here’s something not a lot of people have talked about (including the mighty Yoda!). I was with a client recently and we were reviewing their website’s Google Analytics. We discovered that over 50% of the 40% of their surfers were using Apple devices.
Translation: 20% (1 in 5) of their surfers were using an Apple device. Translation: A significant amount… so significant that the next stat on the list was Samsung S9 at 5% – hence a lot of people are using Apple to access my client’s site. They are now penning some “Best Apps Every Engineer Needs for Their iPhone” blogs etc… to attract their ideal engineering candidates.
This data is gold dust! I’m not sure we got to light sabres, but I bet it was a few!
Surfing whilst sitting on the toilet playing holographic chess with a wookie
I’ve done a lot of recruiter polls and a recent one I did proved that: male recruiters are more likely to do business whilst doing their business on the loo (toilet for our non-UK friends!).
Your Google Stats Tell You About Me
So, I am surfing your site, I am holding my device. My device gets more me-time than my husband and kids. It gets more me-time than my hair, face, car, Millennium Falcon – it IS me – so when I use it to surf you, I am giving you a monstrous clue about what I care about, about what gets me through the day, what organises my time, what directs me, when to jump to light speed: it speaks, I listen!
I Am in Love With My Device!
I care about my phone! Am I unusual? I don’t think so… when was the last time you left the house without your phone, got to work and said, “Oh dear! I’ve left my phone at home, oh never mind, I’ll deal with that when I get home!”? And then proceeded to have a stress-free day and forget all about it! How would Luke have coped without R2D2 in Empire Strikes back? (You could see what he has to say about this with a fab R2D2 translation website I found recently!)
Oh no! It’s more akin to you trying to behave like you haven’t had your right hand cut off (Luke!), whilst not behaving irrationally, fear of missing out #FOMO, and downright panicking that if people can’t get hold of you the world will end (missed calls, missed placements, missed targets, you’ll not find out who your father really is!?)
Talk Dirty to Me
So, if we agree that the average mobile user cares about their device, and Google tells you which device they are using to look at you, then do the maths! Use this data to help you create a communication strategy (Darth Vader’s mind choke!).
If lots of people access your website with an Apple device, talk about Apple! It’s really simple!
Talk about things that will help your surfer – keep them engaged.
You are a niche finance recruiter? Tell accountants which top 10 apps for Apple they should be using! Interim / Contract recruiter? Tell your candidates which apps can help them travel at the speed of light and not spend loads in the process! Jedi temp specialist? Which apps can they use to engage their hyperdrive?
Or You Can Bore Me To Tears
Or you can continue with what many recruiters seem to still be doing right now which is:
To bore me to tears with irrelevant content, (Star Wars Episodes 1-3!)
To sound self-obsessed – talking about themselves all day long… #yawn #NerfHerder!
To be totally silent… (try harder!) #IsAnyoneThere #HelpMeObi
Make Your Marketer a Coffee
Check out your Google Analytics and see what your audience is telling you.
This is just one of a myriad of stats which you can get from Google and if you have 5 minutes you can massively improve the experience your surfers have, and perhaps even take the content plans to a wider social media audience (intergalactic!)
If you don’t have access to your analytics, as your marketing department guards them with their lives, make them a cuppa (they rarely get thanks or intelligent questions) and ask them to do something that they will enjoy, as opposed to you simply thinking they are there to create a PowerPoint presentation for you… Buy them a cake and have a useful conversation with them about who your audience is. This will take you a massive step forward and have a massive impact on your ability to attract Jedi and clients.
Do you know what devices / operating systems / browsers your users surf you from? Find out – it could take you beyond the Forest Moon of Endor!
HIIT Us, Recruiters!
Our high intensity interval training (Recruitment HIIT) helps recruiters source, convert quicker and develop healthy pipelines. Recruitment HIIT is an exciting recruitment training platform for recruiters to speedily learn skills to be more successful with Adapt, Bullhorn, LinkedIn, Job Adverts, Inbound Sales, Digital and Email Marketing. Try Recruitment HIIT for free, or arrange a call with me - press one of the magic buttons below.
The Sales-Led Recruitment Marketing Challenge
Now more than ever, recruitment marketers need to deliver real value. But where does marketing fit in to the new muddled landscape? And how are they prepared for the new normal?Recruitment Leaders and Recruitment Marketers! Do I have a high energy recruitment sales and marketing webinar for you! Your sales and recruitment teams don't care if you have event fatigue - they need leads (and you need to generate them).Your candidates and clients assume if they don't hear from that you don't care, and will go elsewhere.Treat your brain to a high energy 45-min workout - Simon and I have some tips and tricks to help you create a 90-day sales and marketing plan to keep your 3Cs (candidates, clients, colleagues) attracted, engaged, converted, and retained.Plus, I share some of my tips from the Recruitment Marketing Academy I run for marketers who want to be the "biggest billers" in their recruitment business.Recruitment Marketing Being Accountable and ValuableWith COVID creating either distraction, furlough, or redundancy, recruitment agencies are focused on lead generation and conversion. A recent survey of recruitment marketing professionals asked the following questions:What were your plans to improve prior to COVID lockdown?What are your biggest challenges during lockdown?Where do you see the biggest wins for you in the next few months?Where do you feel you need additional training / knowledge?Join myself and Simon Lewis from Members Only for an engaging session as we lift the lid on answers to the above recruitment sales and marketing questions, helping to understand the role of the recruitment marketer moving forward and how we can make ourselves truly accountable and VALUED.Watch My Sales and Marketing Webinar HereREAD ABOUT OUR MARKETING TRAININGBOOK A CALL TO DISCUSS MARKETING TRAINING
4 Things to Help Recruiters Bill More Sales During and After Covid
Recruitment Leaders, before Covid, was your tech delivering profit? Or, did you have the feeling that you were over investing in tech? Did you suffer:Too much data, not enough information?Too many applicants, not enough candidates?Too many jobs, not enough placements?Too many systems, not enough process?I recently spoke at Rec2020 and the topic was: Recruitment Technology – The Future and Making it Work for You – and the take away was:you need to seriously accelerate effective tech adoption in your business – now is the time!But with the current climate, frustrations, and "new normal" changing every day, how do you do this? We answered these four questions...1. Recruitment Tech! All The Gear, No Idea?Perhaps, due to:Massively distracting market conditionsStaff returning from furlough, and possible not firing on all cylinders (fair enough!)Recruiters drowning in candidates applying for jobs that they can’t doRecTec supplier invoices needing paying…you now feel that you were “over investing” in recruitment tech. What did it actually do to help you through this period, and what will it do in the coming months?For example, my team reviewed a 25-person recruitment business with a tech stack costing £200k+. (This excluded their Bullhorn CRM, which ironically, they were not using effectively.) The business wanted to be more effective at attracting, sourcing, engaging, converting, retaining. But they had great tech, data, and passionate recruiters…2. The Problem Between the Chair and the Keyboard? (Recruiters?)Did you have PIBKAC before Covid, and do you want it now and in the future?Ask yourself:How was your business performing before Covid? Did you:Have a team of highly trained, super-engaged recruiters, delivering super-happy candidates to clients who couldn’t cope without you?Have a fully monetised set of systems, data, and processesAnd a marketing department generating awesome leads that your sales team could convert?Or were your 3Cs (candidates, clients, colleagues) not being as effective as you’d like, and you seemed to be buying more and more tech just to stay the same?Perhaps you also suffered from a high attrition rate (average before Covid = 43%). Note that 2/3 of people who quit their jobs in 2019 stated “lack of training” as their reason for leaving. Perhaps you’d used up your business growth budget on salaries (who) and tech (what) and neglected the training (how)? Perhaps you thought "automation" would fix everything?3. Is Recruitment Automation the Goal?Recruitment automation has become a real turn on for some in the industry (including myself!) Systems like Herefish are really kicking butt and doing things to the recruitment process that fixes a lot of the issues outlined above. It’s a great time saver and processes speeder-upper!But - in our march to “automate” we’ve forgotten a step...Systems can only automate processes, if the processes (or at least the sentiment) exist.Humans are still pretty viable (understatement) in the recruitment agency world. The key is to understand where and how they deliver their marketing, sales and recruitment, so you can delegate some of it to a system, then leave the recruiter to do the bit only they can do.But in an industry that is drowning in data and systems, it suffers a lack of process. And there is a distinct lack of systems and process training for recruiters which compounds the problem.Look at your processes:Can they be automated? What’s possible (and plausible)?What isn't being done consistently, forgotten, or what would you like to do that will improve candidate/client experience and free up consultant time for more valuable activities?What needs automating so that your staff can work from home, and you can lead / manage them more effectively?How can you create time for recruiters to develop stronger relationships with clients and candidates (hence stronger pipelines)?4. How Do You Generate the Buy-In for Using Recruitment Technology Effectively?You need buy-in for this for effective rectec adoption. So, gain an understanding of two things (thanks Andy):How will recruitment tech drive an increase in performanceHow will it solve a business-critical issue (eg. Covid) which will enable point 1Often recruiters need more time to manage the sales process. (They likely have enough data and systems). Ask yourself:If I could save each of my recruiters 1 hour a day (hence 30 days a year) how much more could they bill?What could they do with that hour?Through the Bullhorn, Adapt, and other recruitment training my team delivers, we aim to give recruiters back 1 hour a day. Case study:A recruiter who has a £100,000k target.They’re full time and take 20 days hols a year.My team trains them to use their tech more effectively and saves them 1 hour a day.This generates 30 days extra time per year.This equates to a potential pipeline of an extra £12,500You have 10 staff? This means £125,000. What’s the commission for you and your team on that figure?And how much does it cost to train recruiters to generate that level of fee? (not as much!)That’s a simple way of measuring performance improvements and generating buy-in from all levels of the business.Recruitment Leaders, You Need… 1, 2, 3You need to seriously accelerate effective tech adoption in your business – now is the time!Look at your tech stack– is it delivering value to you, or just the people you bought it from?Look at your processes - are they clear enough for remote workers to adopt, managers to manage, and where possible, to automate?Admit that your staff are extremely unlikely to ask for help in the current market. It is too risky to admit a lack of skill? Be the leader and get them trained.If the rest of 2020 is about linking your systems, data, processes and people, imagine what 2021 could be like!Watch the Rec2020 Webinar HereHIIT Us, Recruiters!Could you save 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 with Adapt, Bullhorn, LinkedIn, Job Adverts, Inbound Sales, Digital and Email Marketing. We aim to save every recruiter at least 1 hour per day - more billing time, more fees!TRY RECRUITMENT HIITREAD ABOUT OUR RECRUITMENT TRAININGBOOK A CALL TO DISCUSS RECRUITMENT TRAINING
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