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How to Monetise Your Recruitment CRM

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Recruiters and recruitment marketers! This is a crucial read if you want to drive 2019 with a sales-led marketing strategy and “let’s make some money from our recruitment CRM and Recruitment data” plan.

Get on with Selling and Recruiting!

  • Do you want to make some money from your recruitment database (or just spend money on it?)

  • Do you want your marketers to generate leads, or just pretty pictures and mugs?

  • Do you want to ensure that your sales team are effective online, and not just on LinkedIn and job boards all day and still only place a small % of their jobs?

With the advent of Bullhorn buying lots of recruitment businesses, and Access Group buying Microdec and Volcanic recently, Erecruit Adapt becoming a  stronger brand, GDPR, Brexit and everything else in the recruitment tech and data space, you can be forgiven for wanting to scream… “can I just get on with flipping selling and recruiting?”  These are all best in class recruitment systems, and when used well can really drive profit.

Recruitment Tech – Data in, Invoices Out?

But irrespective of which system you have they all have one thing in common – what you put into them and what you get out of them.  I’ve been talking to my clients about data, tech and marketing, with the sole aim of trying to help them make sense of something that has been evading them for some time – they have the same questions:

  • How do I get my recruiters to improve their placement rates?

  • How do I get my recruiters to make more phone calls?

  • How do I get my recruiters to source and place, without spending all day on LinkedIn?

  • How do I get my marketers and recruiters working more collaboratively? And get marketing to deliver leads?

  • How do I get candidates to actually come to my website?  And how can I get my website to make me money?

  • How do I improve the value of my recruitment business?

For me, it’s simple.  It’s about 3 things:  Data, Systems, People

Are People Really Your Most Important Asset?

We are often told that our most important asset is our people… but I beg to differ…

These days, I’d suggest that data is critical, systems are crucial – and process is the glue that joins to three crucial assets together.  People make the systems work, systems drive the process.

Hence, people, process AND data are your most important assets.

I realise that whilst recruiters and their leaders are great at rolling up their sleeves and mucking in to hit target, recruitment systems and data still appear to be failing to deliver profitable processes.  But are systems and data really the issue? Or are the people to blame?

Are Your Recruiters the Problem Between the Keyboard and Chair (PIBKAC)?

With 2/3 of the UK leavers last year quitting their jobs due to a lack of training, does the recruitment industry suffer the same fate?  Does it have a lack of trained recruiters?  What is the impact of this? Lost fees, bad reputation, candidates and client-disloyalty? (Currently the average 10-person recruiter blows £10k when someone leaves (contact me to see why).

Or, is your recruitment data still holding you back, even though, with GDPR, you thought you’d shed some significant “weight”?

Is your recruitment software driving recruitment process, or just driving your recruiters insane and they yell “it’s admin”?

Recruitment Process is Key for this Year and Beyond

With the data you have, the systems you use, and the people you employ, you need something that binds them all together. PROCESS!

This is why I have come up with the model below.  I call it my “dig up stupid” model.  This came to me watching the Simpsons “Homer the Vigilante” episode. 

recruitment-data-recruitment-crm-pyramid

Admit it – as a recruiter you have “enough” data?

But do you have a process for capitalising on it, or simply searching it? Have you divided into 2 of your most important segments (level 2 and 3).  These are the people you have sold to and placed, and those you have met / engaged with but did not convert.

What recruitment systems and processes do you have for your recruiters and marketers to actively convert / retain this data?  Or are you fixated on finding new data, and / or getting distracted with data that you genuinely don’t need?

Recruitment Data + People + Process = Fees

Think about the cash you may be blowing by not training your recruiters to use your systems.  Ask yourselves what you plan to do this year, with GDPR out of the way, to really monetise your recruitment technology.  Systems are one thing, getting your recruiters to use them… that’s the key.

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