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This Adapt training tip is for perfect recruiters who need to prevent their candidates from working with other recruiters - and ultimately protect their sales pipeline
Candidate experience is at an all-time low of 60% “unhappy”.
This 1-minute Adapt tip will help you to stay engaged with your existing candidates, so they don’t find another recruiter and mess up your pipeline (and make you swear!)
(And there are LOADS more Adapt Training tips on our Recruitment HIIT on demand training platform. Click for a free trial.)
Improve Your Candidate Attraction by 400%
Recruiters love our monthly Adapt Training Tips – these 1-minute videos help you improve speed and sourcing. We know you need more time to bill!
Why are you spending 1/3 of your week sourcing when you have enough data already - candidates are 4 x more likely to work with you if you give them interview feedback.
The recruiters I train on Adapt love how the interview feedback feature helps them to create the best candidate experience. They love how this helps them to build candidates loyalty and protect their sales pipeline.
Are you missing a vital opportunity to engage with your candidates and give them a first-rate experience?
Are you working in a candidate-short market, and feel like you’re sourcing all of the time?
Are you at risk of losing money to your competitors?
Perhaps you know that communication is the key to keeping your best candidates but you’re not sure when you should do it?
This Adapt tip will help you build and maintain relationships with your candidates - protect your candidates, your pipeline, and your salary!
We LOVE this Adapt Hack, and when we show recruiters, it really helps them focus on what they need to do to recruit and sell more and gives them more of that critical phone and face time.
Watch your 1-minute Adapt tip here and protect your candidate pipeline
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Recruitment Blogs / Tips / Webinars
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Lisa Jones
Blog
Stop Losing Placements: Your 3-Step Plan to Pre-empt the Counter Offer or Drop Out
Every recruitment consultant knows the feeling. You’ve invested weeks building a relationship, found the perfect role, secured the offer, and then... heartbreak! The candidate accepts a counter offer and / or drops out.It’s an emotional and costly recruitment defeat.It seems that the candidates that you spend the most time on, are the ones that are more likely to break your heart.But these dropouts aren't random acts of betrayal; they are the often result of candidates not being educated about the harsh realities of a counter offer.We, as the recruitment industry, have a critical role to play in managing the candidate lifecycle and preventing this pain. We must stop hoping a candidate won't be counter-offered and start actively managing the process.Here is your straightforward guide to preventing counter offers, armed with the data you need to make the case.❓And whilst you read this ask yourself "how can I use Bullhorn to help me prevent counter offers and protect my pipeline?"❓How can you use note templates, emails, messages, tasks to make light work of the process? (Watch our Optimise Bullhorn Part 6 ~ Easy Candidate Management Webinar for tips)💥The Stark Reality: A Counter Offer is a Short-Term FixBefore you can coach a candidate, you need to understand the data. Counter offers and drop outs don't just "suck" for the client and the recruitment consultant, they are detrimental for the candidate as well in the long term.Here are the compelling stats you need to share with your candidate from screening through to offer and start date!Inevitable! 80% of candidates who accept a counter offer leave their current employer within six months.Pointless! 9 out of 10 candidates who accept a counter offer leave within twelve months.Regret! 50% of candidates who accept a counter offer are actively looking for a new job again within 60 days, indicating immediate regret.The primary reason a counter offer is made is financial for the employer, as it can cost up to 213% of an annual salary to replace your candidate.The lesson is clear: A counter offer is almost always a panicked, short-term measure by an employer to avoid the high cost and hassle of an immediate replacement, not a genuine, long-term commitment to the employee’s happiness or career progression. ... And the reasons your candidate wanted to leave in the first place are still there.1️⃣2️⃣3️⃣ Your 3-Step Counter Offer Prevention PlanThe key to preventing dropouts is to pre-empt the counter offer during the initial screening process. You must be proactive and get the candidate to process the scenario before they resign.🙈Step 1: Gather Intel on Company CultureMake it standard practice to gather intelligence on the candidate’s current company during the screening call. This isn't just about their skill set; it's about their employer's retention strategy.Key Questions to Ask:"Is there a known counter offer culture within your business?""What is the typical reaction when people resign from your organisation?""Are you aware of the firm's reputation for dealing with departing employees?"This research not only gives you crucial intelligence but also starts the candidate thinking critically about their current employer’s motivations.🙊Step 2: Get Them to Acknowledge the LikelihoodThe next step is to get the candidate to acknowledge and vocalise the likely sequence of events."Let’s be realistic: based on what you’ve told me, you will probably be counter-offered when you hand in your notice.""I need you to tell me now, what is likely to happen when you resign? What will your manager say to try and keep you?"By making the candidate admit what’s likely to happen, you remove the element of shock and flattering surprise when the counter offer is actually made. You own the narrative!🙉Step 3: Arm Them with the Facts (The Regret Factor)Now, you connect your intelligence gathering with the hard data. This is the final, crucial step: educate the candidate so they can manage the emotional moment of resignation.Tell them:It’s Not About Them: Their employer is only offering them more money because it’s easier and cheaper than replacing them right now. The trust is likely broken, and they are now a known flight risk who will probably be overlooked for future opportunities.The Core Problems Remain: The original reasons for their resignation—lack of progression, management issues, or company culture—are still there. A simple pay rise won’t fix the broken relationship or the fundamental job dissatisfaction.They Will Regret It: Remind them of the statistics: 9 out of 10 people who accept a counter offer are gone within a year. They’ll be looking for a new role again within six months, only this time, they’ve burnt a bridge with your client.💡By using data to manage the candidate experience and ensuring you have an open, honest discussion about the realities of a counter offer, you can manage this part of the candidate lifecycle and prevent the heartache and protect your pipeline. 👀Keep your eyes peeled! We'll be following this blog with ideas on how automation can help you make light work of preventing and managing drops outs and counter offers.Automation Buddy / Bullhorn RoIWe are Automation Buddies set on helping ambitious recruitment businesses who want to increase speed and sales.We coach to inspire, and build your automations so you can recruit and sell!Plus, through our Bullhorn Vision service we help generate serious ROI from your Bullhorn, data, and people.READ MORE ABOUT OUR BULLHORN VISION SERVICEREAD ABOUT OUR AUTOMATION BUDDY SERVICEBOOK YOUR FREE CONSULTATION
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Rose Megson
Blog
Bullhorn Tip - Place More Jobs
We've got a simple 1-minute Bullhorn tip to help you place more jobs. It's time to filter, work and place (and earn!)Having too many jobs and not enough placements can be beyond frustrating. But we have a Bullhorn tip for you to help you focus on the jobs you can (and should) place! There's plenty Bullhorn can do to help you manage your jobs pipeline and recruitment workflow. It's Time to Place Your Jobs!Here's a quick bullhorn tip about why you should regularly update your job statuses in Bullhorn.Get focussed on the most profitable opportunities.Prioritise your efforts.Boost your earnings. Watch this 1-minute Bullhorn tip - then spend a few easy minutes creating focus and an easy path to placing more jobs. Watch Our 1-Minute Bullhorn Tip on How to Place Jobs QuickerNeed more Bullhorn / Automation Tips? Try our 1-minute tips.Be sure to sign up for (or watch the recordings of) our regular free Bullhorn and Automation webinars.CHECK OUT OUR WEBINARSAutomation Buddy / Bullhorn RoIWe are Automation and Bullhorn Buddies set on helping ambitious recruitment businesses who want to increase speed and sales.We coach to inspire, and build your automations so you can recruit and sell!Plus, through our Bullhorn Vision service we help generate serious ROI from your Bullhorn, data, and people.READ MORE ABOUT OUR BULLHORN VISION SERVICEREAD ABOUT OUR AUTOMATION BUDDY SERVICEBOOK YOUR FREE CONSULTATION
