Blog Content
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 Testimonials
9 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 Sales
1️⃣Ask, 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 Key
So 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 Training
We 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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Recruitment Blogs / Tips / Webinars
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Lisa Jones
Blog
Stop Losing Placements: Your 3-Step Plan to Pre-empt the Counter Offer or Drop Out
Every recruitment consultant knows the feeling. You’ve invested weeks building a relationship, found the perfect role, secured the offer, and then... heartbreak! The candidate accepts a counter offer and / or drops out.It’s an emotional and costly recruitment defeat.It seems that the candidates that you spend the most time on, are the ones that are more likely to break your heart.But these dropouts aren't random acts of betrayal; they are the often result of candidates not being educated about the harsh realities of a counter offer.We, as the recruitment industry, have a critical role to play in managing the candidate lifecycle and preventing this pain. We must stop hoping a candidate won't be counter-offered and start actively managing the process.Here is your straightforward guide to preventing counter offers, armed with the data you need to make the case.❓And whilst you read this ask yourself "how can I use Bullhorn to help me prevent counter offers and protect my pipeline?"❓How can you use note templates, emails, messages, tasks to make light work of the process? (Watch our Optimise Bullhorn Part 6 ~ Easy Candidate Management Webinar for tips)💥The Stark Reality: A Counter Offer is a Short-Term FixBefore you can coach a candidate, you need to understand the data. Counter offers and drop outs don't just "suck" for the client and the recruitment consultant, they are detrimental for the candidate as well in the long term.Here are the compelling stats you need to share with your candidate from screening through to offer and start date!Inevitable! 80% of candidates who accept a counter offer leave their current employer within six months.Pointless! 9 out of 10 candidates who accept a counter offer leave within twelve months.Regret! 50% of candidates who accept a counter offer are actively looking for a new job again within 60 days, indicating immediate regret.The primary reason a counter offer is made is financial for the employer, as it can cost up to 213% of an annual salary to replace your candidate.The lesson is clear: A counter offer is almost always a panicked, short-term measure by an employer to avoid the high cost and hassle of an immediate replacement, not a genuine, long-term commitment to the employee’s happiness or career progression. ... And the reasons your candidate wanted to leave in the first place are still there.1️⃣2️⃣3️⃣ Your 3-Step Counter Offer Prevention PlanThe key to preventing dropouts is to pre-empt the counter offer during the initial screening process. You must be proactive and get the candidate to process the scenario before they resign.🙈Step 1: Gather Intel on Company CultureMake it standard practice to gather intelligence on the candidate’s current company during the screening call. This isn't just about their skill set; it's about their employer's retention strategy.Key Questions to Ask:"Is there a known counter offer culture within your business?""What is the typical reaction when people resign from your organisation?""Are you aware of the firm's reputation for dealing with departing employees?"This research not only gives you crucial intelligence but also starts the candidate thinking critically about their current employer’s motivations.🙊Step 2: Get Them to Acknowledge the LikelihoodThe next step is to get the candidate to acknowledge and vocalise the likely sequence of events."Let’s be realistic: based on what you’ve told me, you will probably be counter-offered when you hand in your notice.""I need you to tell me now, what is likely to happen when you resign? What will your manager say to try and keep you?"By making the candidate admit what’s likely to happen, you remove the element of shock and flattering surprise when the counter offer is actually made. You own the narrative!🙉Step 3: Arm Them with the Facts (The Regret Factor)Now, you connect your intelligence gathering with the hard data. This is the final, crucial step: educate the candidate so they can manage the emotional moment of resignation.Tell them:It’s Not About Them: Their employer is only offering them more money because it’s easier and cheaper than replacing them right now. The trust is likely broken, and they are now a known flight risk who will probably be overlooked for future opportunities.The Core Problems Remain: The original reasons for their resignation—lack of progression, management issues, or company culture—are still there. A simple pay rise won’t fix the broken relationship or the fundamental job dissatisfaction.They Will Regret It: Remind them of the statistics: 9 out of 10 people who accept a counter offer are gone within a year. They’ll be looking for a new role again within six months, only this time, they’ve burnt a bridge with your client.💡By using data to manage the candidate experience and ensuring you have an open, honest discussion about the realities of a counter offer, you can manage this part of the candidate lifecycle and prevent the heartache and protect your pipeline. 👀Keep your eyes peeled! We'll be following this blog with ideas on how automation can help you make light work of preventing and managing drops outs and counter offers.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
