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I attended one of the great interactive webinars that APSCo are running to help their recruitment members stay focused, motivated, and give them tools to run their business during and beyond Covid and lockdown. Here are some of the tips I gleaned, and a few of my own.
We're all trying to plan for the future, either by the day, week, or month. We are focused on keeping our staff motivated and our businesses sustainable. Whether you have furloughed your team, or have people working from home, or indeed back in the office, there is so much to think about to ensure that the disruption of the Coronavirus is within your control and limited as much as possible.
Recruitment Leaders Suggestions for Helping Your Recruiters Return to Work After Lockdown
Survey your workforce - what is their setup / ideal outcome from working from home / coming back in
If you have an "informal" arrangement for working from home, start planning to make your approach more formal, so that you don't inadvertently set a precedent that you cannot sustain
If you are bringing people back, try to stick to certain days so you can "max" the atmosphere
Focus on training your management team to be able to remotely manage their teams - this is crucial. Their management skills will get your through this time.
Don't ignore the people in the office, in favour of furloughed staff and vice versa. Both will need you equally.
Keep people engaged - great ideas: coffee mornings / gin sessions (Friday PM?) and pub quizzes, but not simply general knowledge - matching baby pictures to staff is a great way to engage
Bringing furloughed staff back to work (whether working from home or in the office) - what is your plan for onboarding - ie. transitioning them back to being productive?
Ensure that holidays are booked and that your teams know, that if they are furloughed, that there is a financial incentive to book hols as they get 100% of their salary for the days that they are on holiday. (This will also help you manage capacity and output when everyone returns...)
Focus on skills not jobs... what can you people and teams actually deliver that will have a positive impact on your business? All hands to the pumps?
My Suggestions for Helping Your Recruiters Return to Work After Lockdown
Obviously we are all using Zoom or Teams for meetings, BUT have you considered just having them on "all day" so the office is visible and feels less disparate?
How are you ensuring that your process / goals / KPIs are clear and measurable (ideally using speedy tech that you already have?)
Humans still need to feel included, loved, that they are making a positive impact - how will you ensure you focus on mental well being / inclusion?
Have you actually trained your teams on MS Teams / Zoom - there are some awesome features to help you use this kit better (blog to follow!)
Trial our recruitment training platform, Recruitment HIIT - grab a free trial. It has some fantastic resources for recruiters - all around 5-10 mins long, to help them with Bullhorn, Adapt, and Job Adverts.
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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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