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 Defend
The 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 Recruiter
Know 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 Force
Like 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 Recruiter
Jedi, 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 Training
Our recruiter training courses on Recruitment HIIThelps 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!
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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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