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We’re passionate about recruitment awards! Whether you’re entering, winning, attending or spying, there’s ROI to be had for recruiters, beyond simply having a recruitment award trophy.
We Are Award Winners!
We’ve been award-winners 3 years in a row. We are proud to be APSCo Affiliate Member of the Year. Luckily, we followed our own advice when submitting our entry. I help recruitment marketers to craft their awards entries and to focus on which awards are really going to add value.
(Recruitment Marketing Hack: often the best awards are the ones which are NOT recruitment specific – i.e. the ones for your sector… which are not always recruitment – IT / Games / Medical, etc.)
Your List of Recruitment Awards for 2020
Check out our list below to find out when and why you should be attending (or entering) these awards in 2020!
(Have we missed any recruitment awards for 2020? Contact Us to get them added.)
Recruiter Awards
May 2020
The iconic Recruiter Awards is the UK’s largest event for the entire recruitment community, recognising outstanding achievements by agencies and in-house recruiters.
RIDI Awards
June 2020
Celebrating progress on disability, the RIDI Awards commends change in recruitment in relation to disabled people and how they enter or progress through the job market.
The Global Recruiter UK Industry Awards
July 2020
The Global Recruiter Industry Awards celebrates the best of the best in recruitment.
The Awards are totally free to enter, which means that the smallest and newest players in the industry have the chance to be recognised alongside established organisations.
APSCo Awards for Excellence
October 2020
The APSCo Awards for Excellence are a prestigious accolade in professional recruitment. The awards celebrate outstanding achievements in the professional recruitment sector and are a unique indicator of professional standards. They are widely recognised by clients as well as the recruitment sector. The awards are free to enter and open to all APSCo members.
The Recruitment Marketing Awards
October 2020
The Recruitment Marketing Awards 2020 feature 20 categories plus the “Grand Prix” overall winner. They recognise how outstanding creativity, combined with the right medium, results in successful recruitment campaigns.
TALiNT Awards
October 2020
TALiNT (née Recruitment International) is a well-respected organisation. They host an annual black-tie evening dinner to celebrate the top 500 Recruiters in the UK.
It’s a spectacular event, I am honoured to be judge for these awards. The Top 500 recruitment companies are to enter and attend this most prestigious awards programme.
Investing in Talent Awards
November 2020
The Investing in Talent Awards celebrates insightful, strategically clever recruitment businesses that recognise the value of investing in current and future talent.
NORAs
November 2020
Established in 2001, the National Online Recruitment Awards have been created to acknowledge and reward excellence in online recruitment practice.
Our founder and Director Lisa Jones will be a judge at these awards, her passion for recruitment websites delivering ROI makes it a particularly exciting one for us!
IRP Awards
November 2020
The REC’s Institute of Recruitment Professionals Awards (IRP Awards) see the recruitment industry come together to celebrate professional excellence, best practice and the inspirational work carried out by the brightest and best recruitment stars.
Recruitment Awards ROI!
We know how important it is to see ROI from entering awards. It’s great to win and be recognised, but how do you make the most of it? And even if you don’t win, how can you see ROI simply from getting involved?
We’ve created our Recruitment Awards Toolkit for recruitment leaders, recruiters and marketers to discover how they can become better with their submissions and see ROI from the events (whether they enter, win, or simply attend!). Ultimately, you don’t even need to attend an awards event to take advantage of some of the tips in this toolkit!
Download your Recruitment Awards Toolkit
We work with recruiters on their Sales and Marketing Strategies - it's about connecting these crucial departments and developing sales-led tactics. Contact Us for recruitment awards advice and help with your Recruitment Sales and Marketing Strategy.
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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
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Lisa Jones
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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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