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 conditions
Staff returning from furlough, and possible not firing on all cylinders (fair enough!)
Recruiters drowning in candidates applying for jobs that they can’t do
RecTec 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?
How was your business performing before Covid?
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 processes
And 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 performance
How will it solve a business-critical issue (eg. Covid) which will enable point 1
Often 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?
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 £12,500
You 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, 3
You 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 Here
HIIT 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, and recruitment marketers attract, engage, and retain candidates, generate leads, and colleagues (3Cs).
How to Use Recruitment Awards in 2022 to Drive Your Sales Pipeline
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.There are 2 things I want to talk about today:The Recruitment Awards happening in 2022A top tip on how to run your recruitment sales strategy with awards, without even submitting an awards entry!We Are Award Winners!We are proud to be triple award winners, including the APSCo award for Affiliate Member of the Year. Luckily, we followed our own advice when submitting our entries. As a frequent judge and recruitment marketing mentor, I help recruitment marketers to craft their awards entries and to focus on which awards are really going to add value.(Recruitment Award Winning 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.)1. Your List of Recruitment Awards for 2022Check out our 2022 list recruitment awards list below! (Have we missed any recruitment awards for the remainder of 2022? Contact Us to get them added.)This year recruiters need to do more with less. The goal is never to win an award. The goal is to generate more speed and pipeline. To give you support, we’ve created our Recruitment Awards Toolkit for recruitment leaders, recruiters and marketers to improve their awards submissions, and see ROI from the events (whether they enter, win, or simply attend!).Onrec AwardsMarch 2022 - The prestigious Onrec Awards 2022 Ceremony now in its 16th year has cemented itself in the calendar as the industry's must attend event. Not only is it an evening to celebrate the very best in Online Recruitment but it is also a chance to network with the very best suppliers and HR in recruitment.Recruiter AwardsSeptember 2022 - The iconic Recruiter Awards is the UK’s largest event for the entire recruitment community, recognising outstanding achievements by agencies and in-house recruiters. Achievements in recruitment marketing and technology also are spotlighted on the night.APSCo Awards for ExcellenceSeptember 2022 - 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.TIARA Recruitment AwardsOctober 2022 - The TIARA Recruitment Awards recognises excellence in the UK’s best performing recruitment companies with revenues above £5m.The Recruitment Marketing AwardsOctober 2022 - The Recruitment Marketing Awards 2022feature 26 categories plus the “Grand Prix” overall winner. They recognise how outstanding creativity, combined with the right medium, results in successful recruitment campaigns.The Global Recruiter UK Industry AwardsNovember 2022 - 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.NORAsNovember 2022 - Established in 2001, the National Online Recruitment Awards have been created to acknowledge and reward excellence in online recruitment practice. They are dedicated to the continual improvement and evolution of the candidate experience. As a previous judge and recruitment marketing whizz, my expertise in recruitment websites delivering ROI could help you nail this one!2. Recruitment Awards Driving Your Sales Strategy (Without Even Entering)Let's face it, now more than ever, your inbound sales strategies are absolutely crucial in a post-pandemic world where the war for talent is raging, counteroffers are rife, and clients need recruiters that they can trust, who understand their niche.My top tip to add turbo to your sales strategy? Speedily research which awards are prevalent in your niche sectors, and track the shortlists and winners and use this data to target your client base. By definition, clients that are entering awards, tend to be high growth, ambitious, and likely have money and time to spend on recruitment too!. Surely?We know how important it is to see ROI from entering awards. It’s great to win and be recognised, but what about not entering at all, and simply using the awards process to drive your sales process? Use this great awards list website (and Google) to help you unearth a list of awards in your sectors. Plot the dates into your diaries and pick up the phone! DOWNLOAD YOUR RECRUITMENT AWARDS TOOLKITHIIT Us, Recruiters!Speaking of growth and wins, our recruitment training platform, Recruitment HIIT, was built to solve recruiter's pain points and provide solutions to help recruiters and recruitment leaders save time, develop speedy processes and generate more of the 4Cs - candidates, clients, colleagues and cash!Try Recruitment HIIT. We understand the importance of having a sales-led marketing strategy, automating your recruitment workflows and using your recruitment systems to get the best out of your teams. We work with recruiters to help them achieve their business goals and generate ROI from their key systems through Bullhorn and Bullhorn Automation (AKA Herefish) training, and other key recruitment systems like SourceBreaker, Cloudcall, Paiger, which you can find on Recruitment HIIT too.TRY RECRUITMENT HIITREAD ABOUT OUR RECRUITMENT TRAININGBOOK A CALL TO DISCUSS RECRUITMENT TRAINING
Recruitment Training - HIIT the Path to Recruitment Fitness
Recruiters just don't have enough time, candidates, or the right clients - or do they?Up to 80% of the average working day is spent on activities with little or no value AND 20% of your time is spent looking for info. This leaves little time for a great candidate, client, and ultimately, colleague experience...The coolest tool is the recruiter - but when they drown in systems, data, the process breaks. Training is key and continuous training can improve sales by 50%. We have four "fitness paths" in our recruitment training platform, Recruitment HIIT to help you get recruiter-fit. Sourcing, Sales, Job Marketing, or Just Being a New Recruiter - You Need Focused Recruitment TrainingWe've built 4 HIIT fitness paths designed to give focus to specific recruitment skills (muscle groups). This is especially great for busy and experienced recruiters, who either think they know it all (ha!), or tech, systems, and process has moved on since they were last trained.New Recruiter - For recruiters that are new to recruitment or new to your employer. A great place to do a "full-body workout".Sell and Retain Like a Pro - Perfect for recruiters who want to build their sales muscles and save time, improve pipeline.Source with Speed - Dramatically reduce time sourcing for candidates and clients. Your mental health and commission depends on it!Job Marketing for Recruiters - Add turbo to your job adverts and ensure that the right people apply.Watch My Quick Tour of Our Fitness Paths in Recruitment HIITChristopher Slade, Executive Integrity. I now have more time to run my recruitment business, and hire! Because of Recruitment HIIT, when we hire someone, the pressure is off of me and my business partner to do all of the training. It’s a lot less stressful. New starters are onboarded a lot quicker.The Coolest Recruitment Tool is the RecruiterOur high intensity interval training - Recruitment HIIT - helps recruiters and resourcers source, convert quicker and develop healthy pipelines, and helps marketers generate more of the 3Cs. We aim to save every recruiter and marketer at least 1 hour per day (6 working weeks a year)- more billing time, more fees!We’d love you to try Recruitment HIIT for free for 7 days.TRY RECRUITMENT HIIT 7 DAYS FOR FREEDOWNLOAD YOUR RECRUITMENT TRAINING PLAYBOOKBOOK A CALL TO DISCUSS RECRUITMENT TRAINING
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