Recruiters, I assume you’re keen to be smarter and bill more this year. You could be 29% more profitable when you use a CRM. Plus 34% more productive!
But just as you’re focusing on Brexit getting “done”, and impeachments, 2 things happen to cause a major disruption in The Force!
Bullhorn Buys Adapt… What Happens Now?
Actually, not much changes – read Bullhorn’s FAQs on their website:
We are committed to supporting Bond customers and ensuring that they are successful moving forward. While we have no plans to accelerate development of new features as part of Bond, we will maintain support for the existing product for the indefinite future.
So, Adapt isn’t being “sunsetted” (retired), and Bullhorn will continue to have developers maintaining the product. But, really, what many of our Adapt clients tell me is what they have today works for them. The issue they have is their recruiters’ usage of Adapt, rather than the Adapt CRM itself – and that’s what needs fixing in 2020!
I’ve checked in with my team of Adapt trainers (the best Adapt trainers in the business!) and listed below are our 5 reasons to get your Recruiters trained to use Adapt better. Training your recruiters to use Adapt to source, attract, convert, and place candidates and clients is a key goal. You never know, this may also help you retain your recruiters too?
Note: if you’re migrating to Bullhorn, keep watching – the tips below are just as useful. We train recruiters to use Bullhorn too!
1. Are You Suffering from the 72% Placement Issue?
72% of the placements made last year were with candidates you already had (before you spent at least 13 hours sourcing them from LinkedIn and job boards.)
So – training your recruiters to clean up (some of their) data and working it is the crux of all of the things you need to do this year.
In fact, Bullhorn’s research on what you want to improve tells me that 55% of you see speedier sourcing as your key goal.
2. Recruiters are Distracted 36 x An Hour… No Time for Calls!
Recruiters are checking their emails 36 x an hour, and mobiles phone 45 x a day…
What a waste of time! Time is needed make calls and interview candidates / convert clients.
Again – how have your teams been trained to use Adapt to run their desk?
Every client we work with wants their recruiters to make more viable calls… How are you using Adapt to generate warm call lists and turn those candidates and clients into invoices?
80% of you want to be more organised, using technology! Adapt’s Planner is a fabulous tool to create order out of potential chaos.
3. Your Attrition Is Affected by Change
The recruitment industry suffers a whopping 43% attrition rate – and this is often down to a lack of training on core systems. For example, the CIPD note that 2/3 of leavers claim a lack of training is their main reason for quitting. Ask yourself:
What training are you delivering this year to KEEP your staff?
How are you planning on making them more productive and effective recruiters?
It is likely that you have the three things you need…
People
Data
System
BUT the purpose and process are missing.
Did you know that continuous training can increase sales by 50%? More training = more sales!
4. How Much Money Are You Spending NOT Using Adapt? Perhaps £140,000?
We recently “traffic lighted” a client’s recruitment workflow.
What were they doing well (green)?
What needed a little retraining (amber)?
What parts of the recruitment workflow were they not delivering through Adapt, or not delivering at all (red)?
The outcome? We found that a team of 40 recruiters were “drowning” in data and systems and were spending in excess of £140,000 using systems other than Adapt.
Plus, dirty data, unhappy recruiters, useless MI, and no doubt lots of missed sales opportunities.
(Hence no budget for training!)
Processes and ROI skewed by “too many systems not enough process”. (It doesn’t cost £140k to train your teams to use Adapt!)
5. 60% of Candidates Have a Poor Experience… But What About Recruiters?
There is so much online about the poor candidate experience, and APSCo tells us that most of you want to fix this issue - but what about the recruiter experience? 2/3 of recruiters who quit last year stated "you didn't train me" - what a terrible waste of time and resource, when it takes approx 6-12 months to get a recruiter to decent billing levels. (It costs approx £10,000 to replace a recruiter!)
What’s your plan this year to improve your teams’ experience of recruitment and sales? Surely their happiness directly affects that of your candidates (and clients)? And you'll save £100,000s!
Adapt CRM: “It’s What You Do With It That Counts!”
We’ve spent the last 20 years working with Bond / Erecruit / Bullhorn – we’re pretty good at Adapt and Bullhorn adoption and recruitment training. In fact, we’re one of the few teams who know the difference between the two.
Recruitment is a tough market, made up of busy recruiters and sales people. If you’ve not got the time, mindset, or budget to move from Adapt this year think:
“It’s what you do with it that counts!”
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How Many Candidates (and Clients) Do Recruiters Really Need?
Recruitment leaders and their resourcers / recruiters need to read this blog for insights on how much data they really need, and how much data they can realistically manage, to run a successful desk and recruitment business.We’re all human (even recruiters) and we all have limits. In recruiting world, our limits can be how many jobs we can work, how many calls we can make, how many temps we can manage. One significant human limit is our ability to nurture relationships. Data = RelationshipsRecruitment is a relationship business. A recruiter’s job is to build and maintain relationships. Candidates need managing, clients need managing, colleagues need managing. Dunbar tells us that humans have relationship limits – we have “a number” we can manage. Robin Dunbar is a Professor Emeritus of Evolutionary Psychology of the Social and Evolutionary Neuroscience Research Group at Oxford Uni he knows a few things about human behaviour. Think of your relationships a bit like a layered onion with you in the middle. 5 loved ones 15 good friends 50 friends 150 meaningful relationships 500 acquaintances 1500 people you can recognise People can move in and out of these layers. What is Dunbar’s Number? And What’s It Got to Do with Recruitment? Where does a “typical” recruiter sit in their ideal candidate / contact’s layer? And where do their candidates and contacts sit? Recruitment Leaders! What should you be considering if you want to maximise the value of your database, and the relationships you want to maximise, optimise, monetise? How should you focus on and nurture the right relationships? What’s the Number of Candidates and Contacts a Recruiter Can Actively Manage? Dunbar suggests that humans are capable of building, nurturing and maintaining 150 good meaningful and trusted relationships. Of course, there are variations to this, such as extroverts vs introverts and social networks – for example women tend to have more contacts in the closest layers. Dunbar v Recruitment Dunbar’s study isn’t focused on recruitment or recruiters, but it’s definitely food for thought. 150 meaningful relations is not that many people when you consider the average recruiter has a database in the 1000s. But could you really market your recruitment business on a database of “acquaintances” or “people you recognise”? Where do your candidates and clients fall within these categories? Have you got any in the magic 150 “meaningful contacts”? Is your database segmented in such a way, or do you have a “data dump” which needs a good clean?[link to clean webinar]. Recruitment in the Good Old Days Before tech and data began paralysing recruitment (too much / never enough), recruitment was much more of a relationship business. You knew your candidates, their dog’s names, their kid’s ages. Relationships were easier to sustain, they were more valuable, and we charged more for our services. It’s likely that Dunbar would say a recruiter pre-social media had 150 meaningful relationships with candidate and clients, and perhaps even some friends? Now with infinite data and technology allowing for massively increased reach and volume, relationships, ironically, are a harder to start and sustain. Are you / your recruitment teams engaging with the right people, or just lots of candidates? (Too many applicants, not enough candidates?) Are you working the right opportunities, or just a list of one-off jobs? (Too many jobs, not enough sales?) Is Your CRM Simply a Datadump of Strangers? Recruiters who try to maintain too many relationships actually limit their own success. They dilute the relationships they’re trying to build, resulting in weaker, less meaningful, and less valuable relationships. Could Dunbar help you run your recruitment business? For example: Recruiters who run a busy temp desk and managing 100+ temps might not have the capacity to take on more or even do other activities such as Business Development or Sourcing. 360-degree recruiters will have more relationships to manage than a 180-degree recruiter, so this could mean a less focused strategy and outcome. Is it always necessary to hire another recruiter to manage more relationships, or could tech do some heavy lifting? 4 Ways to Be Smart with Recruitment Contacts Social Networks can help. Publishing content to your “connections” can help keep you in and around the Acquaintances and People You Recognise category. Your goal, though, should be to get your ideal contacts on to your CRM so you can more actively work them. Ideally you should be aiming to nurture them in the 150 “meaningful contact” space! Your Recruitment CRM/ATS (ideally powered by automation) also has ways to identify and categorise your relationships. Status fields, rating and grading fields are great places to start and will enable smart ways to manage and work the data. Automation (and recruiters) can keep these vital fields current. Automation is helping Recruiters identify, engage, nurture (and monetise) Acquaintances and People You Recognise and capitalising on these relationships. In the automation projects we deliver we are creating functional data so recruiters can focus on segments of contacts and candidates. They can then “work” their data, rather than just collect it. Your recruiters (ideally powered by automation/CRM) need to keep this data updated to ensure you can track, manage and support where necessary. This should also protect your relationships when recruiters move on. Final Thoughts Engaging and nurturing your candidates and clients is an important part of the recruitment lifecycle. Recruiters often struggle with “too much data, too many systems, not enough process”. Any help and support you can provide to your recruiters to create focus, so relationships are stronger and profitable, is crucial. How could you use Dunbar’s theory to help you create focus, function, and sustainability?(Big thanks to Louise at UK Recruiter for initially posting this blog.)Bullhorn ROI + Trained Happy Recruiters = More SalesWe pride ourselves on helping recruitment leaders achieve Bullhorn ROI. We create a Bullhorn1st vision, reduce the need for other tech, optimise Bullhorn, automate their sales-prevention processes and data, and train recruiters to trust it and use it.ARRANGE A FREE CONSULTATION NOW
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Automation Tip - Nail Your Date Ranges in Automation Lists
We've got an automation tip to help you ensure that you can really target the data (candidates and clients) you need to source, sell to, and place.We help recruiters to source quicker, and sell more, through our Automation Buddy program. Automation can positively transform a recruitment business - when it works. But when it doesn't work it feels like it simply costs money and keeps you reliant on Linkedin, Job Boards and other expensive data sources and tech.Don't Miss Out On a Hot Date (Or Sale)!When you build automations, they can be date-related, but I often see lists that aren't quite right, date ranges are setup incorrectly, and this means that you'll be missing out on vital sales (and candidate) opportunities. This can really affect automation ROI (and RoE - return on effort!)Damn!In my recent "5 Automations to Make You Money" webinar I explored how to create good quality lists to target your time and attention and keep hungry recruiters busy with the right calls. For example, you'll want to target lapsed clients, wake them up, and get them back into paying clients. These automations really need to work!But I have a fix for you to ensure that your lists and automations really drive revenue.Watch My Quick 1-Minute Automation Video, Nail Your Date Ranges, and Make More MoneyAutomation BuddyWe are Automation Buddies set on helping ambitious recruitment businesses who want to drive revenue using automation.READ ABOUT OUR AUTOMATION BUDDY SERVICENeed 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 WEBINARS
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