Blog Content
Every recruitment leader I am working with is asking me about AI (artificial intelligence) and machine learning in recruitment technology. Equally, the recruitment marketers I mentor and coach are thinking about AI in marketing and how it can help them improve job adverts, and brand, and sales.
This blog is a speedy 3-minute read with 2 key takeaways for recruitment leaders and their marketers who want to understand how AI will affect recruitment.
Recruiters and Their Marketers Vs Artificial Intelligence
When asked about AI, I have been saying:
“Chill! Recruitment and marketing need humans!”
But I am extremely aware that AI and machine learning is starting to disrupt recruitment - at least it is disrupting the conversations, which often leads to a disruption of the job and the product.
If it’s disrupting my marketing mentoring and recruitment training sessions, it will be disrupting the calls that recruiters are making, and the meetings that marketers are having with their recruiters.
I have been listening to Brad Geddes and his Podcast on Humans Vs Machines. Brad has been in paid search / for as long as you can pay for searches (1998) and has some great insight into AI and machine learning, and the role of humans in business. This podcast was a speedy listen, and made me think about 2 key takeaways for my recruitment and marketing.
AI Vs Humans – When Do Recruiters Get Replaced?
Is AI / machine learning going to replace humans (and in this I mean recruiters and recruitment marketers)?
Brad makes a great point that computers are great at numbers and data crunching. I feel that the average recruiter and marketer have very little time to do this job – so, yay to computers!
Humans are great at strategy, while computers are not going to nail this (yet!). But again, the marketers I mentor and the recruiters my team train often have little time for marketing strategy and recruitment strategy – both roles (at the moment) are fraught with a JFDI approach.
BUT Brad makes a great point: when you link the two – when you link humans and computers... BINGO!
Takeaway: Recruitment leaders need to step back from AI – and ask:
“How can I link AI and my humans together? How can I get the benefits of AI without removing the human element that Recruiters are genuinely great at, and that is often my USP?”
You need to look at your workflows that the tech people are trying to sell you, and ensure that when you put the two together they are both very clear on where they stop and start! Have a growth strategy, not just a purchasing one.
Also, consider this: if you have small data sets, you will benefit less from machine learning than your bigger competitors…. AI needs data to be great!
AI and Job Adverts
Can computers write job adverts for my recruiters?
Brad also talks about adverts (I translate this to job adverts).
He’s found that when machines write adverts they get more clicks, but then the sales people complain about the quality… sound familiar? The last thing a busy recruiter needs is more randoms applying for jobs, and leads coming through the website that are not genuine sales opportunities.
I feel that recruiters need to write their own job adverts. It’s not admin to sell or pitch. Plus, Google for Jobs tells us to get our job adverts sorted as they are crucial at attracting the right data… A great job advert will fix so many issues in a recruiter’s pipeline (candidates, AND clients AND colleagues!)
Takeaway: Recruiters need to improve their job advert copy. Marketers need to have a strategy for marketing the jobs more effectively. AI is NOT coming to rescue you from crap candidates applying to crap job adverts.
HIIT Me Robots!
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.
TRY RECRUITMENT HIIT FREE
READ ABOUT OUR RECRUITMENT TRAINING
BOOK A CALL TO DISCUSS RECRUITMENT TRAINING
Extra Content
Blog Image
Extra Content 2
media centre
Read more-
Lisa Jones
Blog
Forget Candidate Experience! What About Recruiter Experience?
Recruitment leaders - before Covid, was this you and your business?Too much data, not enough information…Too many applications, not enough candidates…Too many leads, not enough invoices…Too many systems, not enough process…Whether you have a team who have been, or are still on, furlough… Whether they are all back to work, in the office, or working from home…How can you get your recruitment team, and recruitment business, back on track?And do you even want to go back to what you had before?You likely want to:Increase productivityCreate more accountabilityImprove the recruiter experienceAnd you want to create a flexible and sustainable recruitment business to prepare you for the disruption that lies ahead. Your technology and team have never been more important. How can you use it and them to improve your recruiter experience, and thus your recruitment business?Watch My Speedy 20min RecExpo Seminar on Recruitment TrainingTalking of Recruiters Being Happier...Could you save your recruiters 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, Herefish, Idibu, LinkedIn, Job Adverts, Inbound Sales, Digital, Email Marketing, and your own training! We aim to save every recruiter at least 1 hour per day - more billing time, more fees (more sleep and smiles).TRY RECRUITMENT HIIT 7 DAYS FOR FREEREAD ABOUT OUR RECRUITMENT TRAININGBOOK A CALL TO DISCUSS RECRUITMENT TRAINING
-
Lisa Jones
Blog
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
-
Downloads
The Adapt Playbook
.jpg)
.png)
