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Recruiters suffer so many distractions in their jobs - and they have so little time to make that placement and sale. 56 interruptions a day / checking your emails 36 times an hour! How on earth are you supposed to sell anything?
You have more tech than ever, more data than ever, but less time! I have a passion for sharing time-saving and sales hacks to help recruiters save time, so that you can make more of those crucial phone calls and have more interviews.
As a recruiter, you will know the importance of using social media as part of your recruitment strategy, but do you know how to do this effectively? And how can you use social media systems like LinkedIn, Twitter, etc… to recruit without spending too much time online and not on the phone? This blog will help you to generate more inbound leads through social media, spend less time on job boards, and more time managing your pipeline.
I am the founder of Barclay Jones, have worked in recruitment for nearly 20 years and coach recruitment businesses and their teams to generate better leads, opportunities, and sales. I have compiled my 5 top tips for utilising social media in recruitment. Read them below:
How Recruiters Can Generate More Leads from Social Media
1. Spend 5 minutes a day cleaning your LinkedIn notifications and checking for leads – this will ensure that LinkedIn only shows you genuine leads, and only shows your face to genuine leads. This is a great hack for improving speed.
2. Use LinkedIn SSI to understand where you need to improve your LinkedIn profile – You need to maximise your time, so need your profile and activity to really work, even whilst you’re sleeping.
3. This is one of my favourites. Use Awards in your niche sector to generate warm calls – Have a calendar of the awards in your sector and be ready to congratulate/mention the awards in your messages to prospects and clients.
4. Grow your connections with content (add a link to one of your blogs in your LinkedIn invites) or find content online which really nails any issues they may have in their jobs/sector. If you have nothing on your blog which does this, give your marketer the Paddington Bear stare.
5. Use Calendly to give your candidates and clients the opportunity to fill your diary with calls, then get on the phone!
Your time is really precious – you have candidates to source, clients to keep happy, jobs to place, and pipelines to protect. The recruiter tips above should really speed up your day and make you more effective. What tips do you have for using social media to recruit and sell?
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Lisa Jones
Blog
3 Hacks to Help You Get More Testimonials for Easy Sourcing and Sales
As a recruiter you need easy sourcing and sales."Social proof" is key to this! Candidates and clients in your network who think that you're ace and are prepared to recommend that others work with you will drive your pipeline for you. But we often see a lack of process in getting recommendations and this makes recruitment harder.3 Stats to Focus You on Getting Testimonials9 out of 10 purchases happen because of peer recommendations. (Source: Marketing Charts)Referrals are 5x more effective than all other sources of hiring. (Source: Zeti)69% of clients would work with a recommended recruiter. (Source: CIPD)So, having a strategy to get recommended is key!1 Stat Says it All, Though!But here's the clincher: 91% of customers say they’d give referrals, but only 11% of salespeople ask for referrals. (Source: Sale Carnegie)So:Referrals, recommendations, testimonials are easy to get...However, recruiters are just not asking for them!But, recruiters! You have a wealth of candidates and clients to tap into and convert in to great referees.Choca Bullhorn CRMs.Busy LinkedIn contact lists.And surely for every placement you make you could get 1 x candidate and 1 x client testimonial... But are you?My 3 Tips to Help Get Testimonials and Weaponise Them for Easy Sourcing and Sales1️⃣Ask, but be specific! 💪Don't just ask for a testimonial and leave it to the client or candidate to get around to it. Have a call with them at the end of your assignment and ask them questions. These questions could get you started:What was your issue?Why did you choose to work with me?What did we do for you?How will this new hire / new job help you now?Give me 3 words to describe your experience of working with us. (These in be super helpful in getting your message across to who you want to work with...)This testimonial call will not only get you valuable feedback. It will also be a great excuse to manage your candidate and client experience (and account / pipeline), and also ideally help you get further business / candidate leads.Ask:Who do you know that we can also help?2️⃣Write it for them📝Draft 2-3 short paragraphs and email it back to the candidate/client to get their OK.Use their language in the copy you create - this will make it sound more human, less "markety", and also get them to sign off quicker.Pro tip! Ensure you use valuable keywords to ensure that this content is optimised on your website and LinkedIn profile when you come to publish it.3️⃣Get it online 📢Publish testimonials on:Your website, and not just on your testimonials page. Knit them into your blogs, job adverts, sector pages.Google updates - ask your marketer to do this for you.Your Linkedin profile recommendations. (Use the Request a recommendation feature in Linkedin and paste in your copy - make it easy for your community to recommend you.)Your Glassdoor page.Your email signatures.And create cute images. I use Canva to create speedy 2minute testimonials that I can use in my sales and marketing.My Final Tip? Timing is KeySo recruiters! Don’t be afraid to ask for a recommendation you deserve it!Promise yourself to ask for a recommendation from the candidate and client on your next placement – just do it! And then rinse and repeat using my tips above.And don't keep them secret - get the message out there. Your desk, pipeline, boss, and bank account, will thank you!Recruitment TrainingWe deliver the best Recruitment Training through live webinars and our online training platform Recruitment HIIT.Our recruitment training helps new and experienced recruiters qualify their jobs, speedily source and advertise, and improve their screening. It boosts CV to interview ratios, whilst giving great tips to prevent counter offers, and secure the placement and beyond.Plus, if you have Bullhorn, Analytics, Automation, SourceBreaker, LinkedIn, Calendly, Teams, Daxtra, Broadbean, idibu, Hinterview, Paiger, and more... we train on those too!TRY HIIT FREE HERE
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Wayne Barclay
Blog
Advertise Jobs: The Recruitment Automation That Transforms Your Database
Recruiters should always be looking for ways to move beyond traditional sourcing methods like job boards and LinkedIn. But often, a "hand to mouth" strategy and little time to think outside of the box means that they need to stick to these platforms.Time and money is wasted.Tech doesn't actually give you the edge.Opportunities are missed, and even lost.Job boards and LinkedIn are saturated with supposedly active candidates. Plus clients, competitors, and increasingly, AI all use them, too.So, how can recruiters create a competitive edge and build a unique (and valuable) candidate database so that they can place easier and faster?Enter Advertise Jobs, an automation designed to engage, leverage, and weaponise your existing database of candidates.🔐Unlocking the Potential of Your Recruitment DatabaseOne of the most common frustrations we hear from recruiters is this: “I can’t find the candidates I need on our database.” Yet, many of these databases contain thousands (if not millions) of candidate records. The problem isn’t the lack of candidates—it’s the lack of engaged candidates.The Advertise Jobs automation changes the game by making your database the first stop for every job.Instead of relying on external platforms, it trains recruiters to source candidates directly from the database. This approach triggers an automated campaign to engage those candidates in the background while recruiters focus on other tasks. Over time, this process proves faster, more efficient, and far less frustrating than traditional sourcing methods.❓Why Start with Your Own Recruitment Data?Here are some compelling stats to consider:72% of Candidates Are Already on Your Database: Many recruiters waste time and money downloading CVs from job boards, only to discover they already have these candidates in their system. Advertise Jobs ensures your database stays up-to-date and prevents duplicate efforts. (Source: Daxtra)Database Sourcing Is Faster: On average, it takes 40 days to place a candidate sourced from your database, compared to 60 days when sourced externally through job boards, LinkedIn, or social media. (Source: Bullhorn)By focusing on your database first AKA "Bullhorn 1st", you save time, reduce costs, and maximise the value of your existing resources.🤖How the Advertise Jobs Automation WorksAdvertise Jobs is built to make sourcing smarter and more streamlined. Here’s how it works:Automated Campaigns: When a new job comes in, recruiters start by shortlisting candidates from the database. This triggers an automated campaign that engages those candidates through multiple touchpoints.Engagement at Scale: Over days, candidates receive a number of touchpoints—a mix of automated and human interactions. This ensures consistent communication and keeps candidates engaged without overwhelming recruiters.Enhanced Productivity: Recruiters can focus on speaking with the engaged candidates and other tasks while the automation runs in the background, delivering a faster, more seamless sourcing experience. Nice!Think about a model such as the “10 touchpoints” model: three human interactions and seven automated ones. This balanced strategy ensures meaningful engagement, delivered in a suitable timeframe, without overburdening your recruiters.💗Automate to Humanise!Candidates want to hear from you about relevant opportunities, but they’re often overlooked because your database isn’t being fully utilised and recruiters are too busy to do the right thing at the right time. Advertise Jobs changes that by:Automating engagement.Reducing time speaking to irrelevant and uninterested candidatesCreating a better experience for both recruiters and candidates,And enriching your candidate data.It’s time to stop wasting resources on external platforms and start maximising the potential of your own database. With Advertise Jobs, you’ll transform your sourcing process, boost productivity, and gain a competitive edge in the recruitment market.Arrange a chat with our team of expert automation builders to discuss this automation (and other awesome automations) which can help you monetise your Bullhorn data and pipeline.Arrange a callbackAutomation and Bullhorn1stWe are Automation Buddies and Bullhorn Experts set on helping ambitious recruitment businesses who want to increase speed and sales.Automation: We coach to inspire, and build your automations so you can recruit and sell!Bullhorn: We optimise, train, and improve RoI from your key recruitment system.READ ABOUT OUR AUTOMATION BUDDY SERVICERead about our Bullhorn 1st Service
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