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As a recruitment leader, you're likely to be looking to improve your recruiters' performance.
What does a mere 1% a day improvement look like, and how can you drive these marginal gains?
Do More With Less
Now, more than ever, you need more from less:
Less recruiters - it's a challenge to hire.
Less systems - "all the gear, no idea", doesn't make for a great recruitment process or a profitable recruitment business.
Less data - sourcing everything, everywhere, all at once, isn't cost or time effective.
How can you drive recruiter performance through training?
Improving Recruiter Performance
Kaizen (aka "good change") is a Japanese concept around continuous improvement.
1% improvement a day equates to a whopping 40% improvement over a year. Nice!
What does 1% a day improvement to each and every recruiter in your business look (and feel) like?
And how can you ensure that recruitment training (and retraining) drives improvement and marginal gains?
The "Wrong" Recruitment Training
Is the recruitment training in your business driving the 1% marginal gain?
Are your recruiters copying copied behaviours which make best practice hard?
Training happens everywhere, all of the time, whether you like it or not.
We absorb what happens around us.
We mirror behaviours.
We are influenced by others.
Hope is never a great strategy.
You need to be sure that the “right” messages and behaviours are the ones which are trained. Recruiter training on best practice needs to be speedy, easy to access, and time-effective.
A 5-minute HIIT focused on job qualification tips, then getting back on the phone, can really move the dial.
Demand the 1% Gains from Your Recruiters
Accountable recruiters, continuously improving, using simple, speedy recruitment tools to improve, creates stronger pipelines, happier workforces, and sustainable businesses.
Improvement happens when recruiters are accountable for their performance.
Continuous training is key to maximising ROI from your people, data, and systems. Sales can increase by an impressive 50% when you continuously train!
Recruitment tools are needed. In our new hybrid world, recruiters need quick and easy on-demand training tools.
Ensure your new recruiters are onboarded speedily and continuously improve.
Ensure experienced recruiters hunger for continuous improvement, and demonstrate great standards.
Create a culture of accountability and continuous improvement. Give access to quick, easy, self-serve training. Otherwise, improvement will be a tough gig for you personally, and you won't be thanked for it.
Recruitment Training Driving Performance - WIIFM?
The WIIFM –“what's in it for me?" gives purpose and goals and encourages your recruiters to engage in training, and be accountable for improving their performance.
You’re a Recruitment Leader - What's your WIIFM?
Improved recruiter morale. Hence, improved performance and retention. (Less stress for you.)
Cleaner candidate and client data. Hence, less time wastage, reduced costs and time spent on external systems. (More profit through using monetised data.)
Creating your "way". Hence existing recruiters are role models for new starters. Speedier onboarding and time to bill. (Less reliance on you.)
Selling your recruitment business. Hence having a stronger process and generating ROI from your people, data, and systems is critical.
Your Recruiters - What's their WIIFM?
Better work-life balance? Hence, less time-consuming admin. Cleaner data driving speedier sourcing. Easier to win sales.
Paying off their mortgage, or getting on to the property ladder? Hence, they need more commission, or at least easier commission deliverables.
Promotion? Hence, better resourcing, sales performance, and leadership skills.
How Can Recruitment Leaders Drive Performance and Make Improvement Easy?
Make continuous improvement the goal. Make it your culture.
New recruiters need to know it's ok to not know everything at the end of their induction. Things they learned on day one are likely forgotten - continuous recruitment training is expected.
Experienced recruiters need to set the best possible example, and demonstrate best practice. Retraining is a driver towards best practice and 1% incremental gains.
Give your recruiters the tools to make training easy, on-demand, and quick! 10minutes a day may be all they need!
What can you do today to help your recruiters focus on improving their performance so that they can achieve their goals?
What tools can you give your recruiters to help them improve? And how easy are those tools to use, whenever, wherever they are?
Remember on-demand, quick and easy recruitment training is key to continuous improvement.
...Talking of Improving Recruiter Performance...
Recruitment HIIT trains recruiters and resourcers so you can speedily onboard new starters, and improve performance of experienced recruiters.
Job qualification, screening, sourcing, job advertising, and counteroffer immunity, are just some of the 10-minute topics our clients love.
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Wayne Barclay
Blog
3 Ways to Automate Away the Counter Offer and Drop Out
Recruiters who want to prevent counter offers and drop outs have several choices.They sit and do nothing, assuming the candidate remained loyal to them and was not flattered or hood winked into accepting a counter-offer.They know that prevention is better than cure, and set manual reminders engage the candidate as and when they think it’s best.They use automation to engage and manage the candidate, whilst controlling the narrative and the process.💡Every successful recruiter knows that the key to eliminating dropouts lies in consistent, timely intervention.🪄This is where automation transforms a good process into a great one.In our previous blog "Stop Losing Placements: Your 3-Step Plan to Pre-empt the Counter Offer or Drop Out" we offered a straightforward guide to preventing counter offers, armed with the data you need to make the case.Try Our 3️⃣ Powerful Ways to Use Automation to Prevent Counter Offers and Drop Outs1️⃣️ Automated "Reality Check" Content DripYou need to proactively arm candidates with the necessary data before they even receive an offer. This content drip focuses on education, addressing the emotional allure of a counter offer with cold, hard facts.How to Automate: Set up an email automation sequence that triggers immediately after a candidate successfully completes a key interview stage (e.g., after the screening or first stage interview, or when a final offer is imminent).The Content: The sequence should deliver the statistics we discussed (e.g., 9 out of 10 people leave anyway, the cost to the employer, etc.) and explore the non-monetary reasons for leaving. Use short, sharp emails with a professional, advisory tone.Goal: To normalise the counter offer as a business tactic and pre-frame it as a short-term distraction from their long-term career goals. This makes the eventual counter offer less of a surprise or a compelling "olive branch."2️⃣ 📝 Automated Counter Offer Acknowledgment FormThis tool formalises the discussion you have with the candidate, ensuring they have verbally and electronically confirmed their awareness of the risks.How to Automate: Integrate a simple form into your candidate management system or send it via an automated link after the final offer is extended.The Requirement: The form should ask the candidate to confirm that they have:Discussed the likelihood of a counter offer with their recruiter.Reviewed the long-term career statistics associated with accepting a counter offer.Understood that the underlying reasons for their resignation (e.g., culture, progression) are unlikely to be resolved by a temporary pay bump.Goal: The act of filling out this form forces one last moment of reflection, significantly reducing the chances of an impulsive, emotional decision, and provides a documented record of the candidate's commitment.3️⃣ 📅 Automated "Resignation Prep" ResourceThe most dangerous time is the moment of resignation, often delivered in a high-pressure, emotional meeting. Automation can deliver a just-in-time resource to guide the candidate through this moment.How to Automate: Set up a final email to be delivered the day before the candidate plans to hand in their notice.The Content: This resource is a concise, step-by-step guide on how to resign professionally. Crucially, it includes:Scripted Responses: Suggested brief, professional phrases to use when a counter offer is made (e.g., "I appreciate the offer, but my decision is final and based on long-term career factors, not just compensation.").Focus Points: A checklist of their original motivations for leaving (e.g., "Remember why you started this search: lack of flexible working, no clear path to management.").Goal: To help the candidate manage the conversation gracefully, stick to their pre-agreed decision, and resist emotional manipulation in the moment.🔐The Automation Advantage: Protecting Your Fee and Their FutureThe counter offer is a recruitment industry reality, but a drop-out is not an inevitability.By combining pre-emptive, data-driven candidate coaching with a strategic approach to automation, you move beyond simply hoping a candidate will decline a counter offer.Instead, you build a robust, repeatable recruitment process that manages risk, documents commitment, and ensures your candidate resigns fully prepared and focused on their long-term career move.💡Embracing automation isn't about replacing the human element; it's about making the human element.Your invaluable advice and counsel is more impactful. It guarantees the right advice is delivered at the right time, securing your placement and protecting your candidate from a decision they would almost certainly regret down the line.Be sure to not run your recruitment process on good intentions - back it up with the tech you need to boost your process and pipeline!Automation Buddy / Bullhorn RoIWe are Automation Buddies set on helping ambitious recruitment businesses who want to increase speed and sales.We coach to inspire, and build your automations so you can recruit and sell!Plus, through our Bullhorn Vision service we help generate serious ROI from your Bullhorn, data, and people.READ MORE ABOUT OUR BULLHORN VISION SERVICEREAD ABOUT OUR AUTOMATION BUDDY SERVICEBOOK YOUR FREE CONSULTATION
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Rose Megson
Blog
Bullhorn Tip - Place More Jobs
We've got a simple 1-minute Bullhorn tip to help you place more jobs. It's time to filter, work and place (and earn!)Having too many jobs and not enough placements can be beyond frustrating. But we have a Bullhorn tip for you to help you focus on the jobs you can (and should) place! There's plenty Bullhorn can do to help you manage your jobs pipeline and recruitment workflow. It's Time to Place Your Jobs!Here's a quick bullhorn tip about why you should regularly update your job statuses in Bullhorn.Get focussed on the most profitable opportunities.Prioritise your efforts.Boost your earnings. Watch this 1-minute Bullhorn tip - then spend a few easy minutes creating focus and an easy path to placing more jobs. Watch Our 1-Minute Bullhorn Tip on How to Place Jobs QuickerNeed 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 WEBINARSAutomation Buddy / Bullhorn RoIWe are Automation and Bullhorn Buddies set on helping ambitious recruitment businesses who want to increase speed and sales.We coach to inspire, and build your automations so you can recruit and sell!Plus, through our Bullhorn Vision service we help generate serious ROI from your Bullhorn, data, and people.READ MORE ABOUT OUR BULLHORN VISION SERVICEREAD ABOUT OUR AUTOMATION BUDDY SERVICEBOOK YOUR FREE CONSULTATION
