Blog Content
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?
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 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?
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 £12,500
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).
TRY RECRUITMENT HIIT
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
How Can Recruiters Improve Performance? Get on the Phone!
Recruiters can always improve their performance, whether it be marginal gains or drastically improving failing pipelines. Right now is the time to dig deep and ask:Where can I improve my recruiter performance? AndWhat part of my recruitment workflow can I improve?Take a speedy 30mins and listen / watch my latest Recruitment Leaders’ Podcast. Take a few notes and grab a few takeaways for your recruitment business and your recruitment desk.Recruitment Research: Phone Calls Are a DownerI spent time with Josh Symons from Hinterview. Hinterview has completed some interesting recruitment research to help recruitment leaders and their recruiters focus on where and when they need to get mean and lean in their recruitment workflow!We chatted about how and where recruiters can improve their recruiter performance.Recruiters, Get On the Phone!Josh and I have both been in recruitment for a while and the tried and tested recruitment mantra “get on the phone” has never been more relevant…BUTOnly 10% of calls get answeredCall volume is up 200% - your candidates and clients are saturated with callsBut only 5% of voicemails get listened to.So “get on the phone and hope” isn’t the way to go.But what is? What do recruiters need to do to improve their recruiter performance? And how can we keep phone calls front and centre?How Can the Phone Still Be “The Way” to Recruit and Sell? Josh and I talked about:With all of the recruitment technology available, how can you keep the recruitment process human?Where in the recruitment life cycle can recruiters improve their performance?How can video improve recruiter performance?Phone calls work IF you want and mean them to – but how?How can a recruiter generate heat?What’s Daley Thompson’s decathlon got to do with recruitment?Why does recruitment technology often not work in recruitment (hint – it’s got the word “training” in the answer)What are 85% of male recruiters also doing when they are most engaged with their mobile phones?Recruitment leaders and recruiters – you want your phone calls to work! Listening / watching this recruitment podcast episode will help you use your mobile to improve your phone calls, candidates and clients, and sales.Get at least one takeaway to help you improve recruiter performance and nail those phone calls.Make Your Phone Calls Work! Listen and WatchLISTEN TO THE RECRUITMENT PODCAST EPISODEThanks, Josh, for being such a great sport. You have such passion and purpose, and have so many valuable ideas around best practice and recruiter productivity and performance.Listen and subscribe to the rest of Barclay Jones’ Recruitment Leaders’ Podcast Series on SoundCloud or find us on iTunes and subscribe to our YouTube channel to watch our vodcast series too!… Talking of Recruiter Performance, Phone Calls, Productivity…Improving recruiter performance and recruitment tech ROI comes from recruiter training. Our recruitment training platform, Recruitment HIIT is focussed on those 2 things.Recruitment HIIT helps onboard new recruiters, and refresh experienced recruiters so they can improve their performance.It contains a wealth of recruitment best practice tips, as well as “how to” for recruitment technology such as Bullhorn, SourceBreaker, Hinterview, Daxtra, Broadbean, idibu, and LinkedIn.TRY RECRUITMENT HIIT FOR FREE
-
Lisa Jones
Blog
3 Ways to be a Jedi Recruiter
Recruiters! Did you know it takes over 25 hours to watch all of the Star Wars movies? I personally think that's a great use of time, of course, once you've attracted, engaged, converted, and placed the best candidates in the galaxy! Every day is a Kessel Run for the recruiters we work with! Being a Jedi is crucial!To celebrate the annual upcoming Star Wars Day I spoke with a fellow Star Wars geek (and recruitment trainer), Phil, Head of Talent at First Point Group, about what he feels are the top 3 skills that Jedi and Recruiters share.Defence – Recruiters Need to DefendThe ability to objection handle, be prepared, prevent drop outs, and to expect the unexpected – that’s part of recruitment. It’s about reading the Jedi path in front of you and being ready to defend. It’s about defending your candidates, whether they be scruffy-looking nerf herders or teachers. It's about managing and preventing counteroffers. 57% of candidates accept counteroffers that are made to them. This shows the odds are not in your favour, so you need to be prepared.Luckily, our Recruiter Circuits workout on Recruitment HIIT has a course dedicated to helping you manage the offer stage of your recruitment process with your candidates so you can prevent counteroffers and secure your pipeline.Knowledge – Be a Knowledgeable RecruiterKnow your market! Whether it be Ewoks, or IT Developers, Millennium Falcon flight skills, or how to down a Dreadnaught, you need to be knowledgeable. What’s old, new, emerging in your sector…? Knowing the market, client, job, candidate, (and who your sister is) is key. Without this knowledge who knows who you’ll end up kissing!Continuous training is key to enhancing your recruiter skills and can increase sales by 50%. From reducing admin to improving sourcing, BD and beyond, Recruitment HIIT has speedy recruiter training videos to help you continuously improve your recruiter skills and fees.Training – Recruitment Training in The ForceLike Jedi, recruiters continuously training is a must. As Yoda says - “There is no try, only do!” Just like the Rebel Alliance fights against the evil Empire, as recruiters, we are in a battle - a battle for top candidates and clients! You need to be continuously upskilling to stay ahead in the competitive recruitment market - your commission depends on it. Just like The Force is a weapon for success, the best recruiters use their key rec tech, their CRM first for sourcing, engaging, nurturing, and placing candidates.As much as Jedi have the gene (midi-chlorian) they need to constantly train to battle dark forces, whether they be dirty data, drop outs, back door placements, or challenging clients (siths?). Our Bullhorn and Adapt training on Recruitment HIIT will ensure you use your CRM first to save time, improve your candidates and client relationships and placements.Become a Jedi RecruiterJedi, like recruiters, need to follow “the way”, whilst changing lives. They need to know when to lead, when to fight, and when to kiss! Never let it be said that recruitment is just a job – it’s a Way! Someone (Mando) once said… “This is the way!” How can you follow the "the way" as a recruiter? Our recruiter training courses on Recruitment HIIT will help you follow the recruitment 'way'. Our Recruiter Circuits course, especially, has "the way" with 5-minute training videos to ensure qualify your jobs, source, advertise, screen and nail your CV to Interview ratios.Thanks Phil– The Force is strong in you!Speaking of Recruiters Improving Through TrainingOur recruiter training courses on Recruitment HIIT helps recruiters and resourcers source, convert quicker, and develop healthy pipelines. Bullhorn CRM training, job qualification, screening, candidate sourcing, job advertising and management, and reducing counteroffers, are just some of the 5-minute topics recruiters love.We're saving recruiters and resourcers at least 1 hour per day (6 working weeks a year) - more billing time, more fees!TRY RECRUITMENT HIIT FOR FREE
-
Downloads
Your Recruitment Training Playbook
-
Rebecca Anderson
Webinar
How to Build a Winning Candidate Attraction and Client Partnership Strategy
-
Lisa Jones
Webinar
Recruitment Automation: Less Content, more Recruitment and Sales
-
Wayne Barclay
Webinar
6 Top Tips to Drive Speedy BD and Recruitment Sales - SMACKDOWN! Lisa does 3 Rounds with Darren
