3 Ways Recruiters Can Nail Candidate Sourcing
Most recruiters waste up to a third of their week sourcing without a structured process only to miss out on great candidates and potential fees. In this competitive candidate market, you need to have an effective approach to candidate sourcing.How can you engage more with your recruitment tech, data, systems, so you can nail candidate sourcing and improve your pipeline?3 Ways to Improve Candidate Sourcing for RecruitersI spoke with Ayla Tapper from Broadbean. They specialise in helping recruiters turbo boost the way they source, attract, and engage candidates and clients. I asked Ayla 3 questions about how recruiters can dramatically improve their candidate sourcing strategy to drive results.1. What are your thoughts on the stat, recruiters spend 13 hours a week sourcing candidates?I’d probably ask what admin they are wasting the rest of their time on if just under two days is being spent on sourcing candidates. While there will be time focussing on client relationships, spending just 13 hours a week sourcing candidates does suggest that recruiters are still spending a lot of time on administrative tasks including CV sifting and job posting. With recruitment technology and software available to automate most of the mundane, repetitive tasks, recruiters should be able to invest more of their valuable time building meaningful relationships with candidates. With the UK in a recession while competition for talent remains high, freeing up some of this time is going to become more important. 2. 50% of candidate applications are a poor fit. Why is this the case?There are a number of elements to this statistic that need to be addressed. In the first instance, the fact that there’s a mismatch between the job applications that are coming through and the job spec suggests the recruitment technologyor software that’s being used to promote the roles isn’t working as it should. Jobs need to be written in a way that appeal to the right audience. If the wrong people are applying – particularly at a time when there is still a skills shortage despite the slowdown in hiring – then it’s likely that the job advertisements themselves need a rethink.It also indicates that any lead generation activity isn’t being optimised for the right keywords or target audiences. Today, recruitment requires an individual, tailored and targeted approach. The ‘spray and pray’ tactic of plastering a job advert everywhere won’t have the desired impact. Success isn’t getting more job applications. Instead, it’s defined by getting fewer, more relevant candidates to apply. With the right recruitment tech these ads can be pushed out in a more targeted manner and if half of the applications recruiters are receiving are a poor fit, then there’s a mis-alignment somewhere in this process.It is important to add, though, that with skills shortages still rife, there is an increasing need to identify candidates with soft or transferable skills. It’s increasingly becoming apparent that the perfect candidate doesn’t always exist for very specific job specs, meaning that recruiters are having to look for applicants that meet some of the requirements in order to fill job roles. This could be influencing some of the results of the stat of 50%. 3. How can Broadbean help improve this stat - 73% of recruiters are suffering a candidate shortage?It’s really not a surprise to see that the majority of recruiters are suffering from a candidate shortage given the pressure we’ve seen on the labour market in the last year. There’s no easy fix to the dearth of talent, but there are ways for recruiters to improve recruitment processes and use recruitment technology to free up a recruitment consultant’s time so they can focus on developing those all-important human relationships.Broadbean’s technology can save recruiters between one to two hours a day by automating a significant part of the hiring process. The intelligent software is also designed to ensure jobs are being posted in real-time or at optimised times to ensure you’re getting the best results based on user experience candidate data. Broadbean also provides the analysis and data recruiters need to ensure they are making truly informed decisions around the channels that are delivering the best ROI. As it is agile, it also allows activity to be re-adjusted or shifted in line with the latest real-time data.Talking of Recruiters Improving Sourcing...Our recruitment training platform - Recruitment HIIT - helps recruiters source quicker. We have a wealth of speedy recruiting tips designed to help recruiters reduce their sourcing time, including CRM sourcing and LinkedIn sourcing so you can source less and place more!Plus, our Broadbean HIIT has cute tips on candidate sourcing, advertising your jobs and speedily managing your candidate pools so you can increase your placements and fees!TRY RECRUITMENT HIIT FREE
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Turbo Sourcing with the Bullhorn Shortlist List
Recruiters, you spend far too much time sourcing outside your Bullhorn system when the most active candidates are right under your nose!This little-known Bullhorn tip from Recruitment HIIT will speedily reveal active candidates ready to work with you right now! (Candidates, that if you’re not quick, will work with your competitors!)Save Time and Speed Up Sourcing with a Bullhorn1st ApproachYour Bullhorn CRM needs to be your first point of reference for sourcing candidates to fill your jobs. 72% of your candidates are already on your Bullhorn CRM before you source them elsewhere. We know from our experience working with clients that using too many recruitment systems can really slow you down. Our Bullhorn training on Recruitment HIIT will ensure you use Bullhorn to save time, source speedily and find active candidates you can engage, nurture and place before your competition.The recruiters we've trained have a great success rate. We've helped recruiters: Save 29 days per year sourcing.Reduce their time spent on lead generation by 50%.Reduce their time to placement by half. Think - how much more time you could save, placements you could make, and commission you could earn with a Bullhorn1st approach? Turbo Sourcing with the Bullhorn Shortlist ListSourcing is not just about getting candidates on Bullhorn. You need active candidates who are looking for work right now! Our Bullhorn HIIT has lots of great tips for speedier sourcing. Do you want a ready-made list of active candidates? Do you need a sure-fire method to get to the right candidate quicker?Do you want to find out Bullhorn’s best-kept secret to speedy sourcing?And keep those active candidates in your line of sight, you in theirs, and place quicker!Well, obviously! This Bullhorn tip from Recruitment HIIT will show you how to:Find active candidates that WANT to work with you.Save time by focusing on the candidates you already know.Secure your pipeline with an easy-access ready-made Bullhorn lists of active candidates.Source the Right Candidates in Seconds with this Bullhorn TipBeyond speedy sourcing, our Bullhorn workout on Recruitment HIIT will help you:Navigate around your Bullhorn CRM quickly to save time.Add turbo to your candidate sourcing strategy.Improve your, BD, account management, and client relationships.Secure your placements and improve your commissions.All while ensuring you use Bullhorn1st for sourcing, nurturing, placing, and retaining your candidates and clients and improving your pipeline.Talking of Recruiters Improving their Pipeline...Our 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 FREE
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How to Make Recruiters More Productive (and Automated?) with Rec Expo London
Recruiters need more time, engaged candidates, and a stronger sales pipeline. Recruitment Leaders need that too, plus, trained and engaged recruiters, tech ROI, best practice, profit, and stability.I recently spoke at the Recruitment Agency Expo London on the topic 'Automation - How to Improve Recruiter Performance" and I wanted to share my talk and takeaways.Improving Recruiter Performance With AutomationNow more than ever improving recruiter productivity and performance is critical. But with potentially too much recruitment technology and data, and not enough process and best practice, productivity is hard to deliver, measure, and manage. Performance is hard to improve. And in the middle of all this, economic and environmental factors are creating so much distraction. But if you could automate what you can, and train what's left (the good stuff!), then your recruitment data, your database, and your 3Cs (candidates, clients, colleagues) will be in a really good place, perhaps even 1st place.At RecExpo London I talked about:The barriers to great recruiter performance.How to make marginal gains and what Kaizen has to say about being "lean" (and mean!) and what recruitment leaders can use from this model.How can you de-administrate and re-humanise your recruitment business with recruitment automation, so you can improve recruiter performance? Where can recruitment automation have the most impact? Clean data, candidate sourcing, screening, candidate and client management and experience, sales? What tips do I share for how recruitment automation can add pain and stress relief.Why recruitment automation is great for startups, as well as "big fish" recruiters.How do you get started with recruitment automation?Read Lisa's Slides on Automation Improving Recruiter PerformanceDOWNLOAD MY SLIDES ON AUTOMATION IMPROVING RECRUITER PERFORMANCE... Talking of Improving Recruiter Performance...We are focused on improving recruiter performance and we do this with automation and training.We implement Bullhorn Automation for recruiters new to this software. Plus, we add serious turbo to recruiters who already have Bullhorn Automation through coaching and building programs.Our high intensity interval training platform - Recruitment HIIT has speedy 5-minute recruitment best practice, Bullhorn, and other great rectec training. It saves recruitment leaders time by speedily onboarding new recruiters, whilst helping busy experienced recruiters make crucial marginal gains. Automate whatever you can - then train on the good stuff. De-administrate and re-humanise recruitment.TRY RECRUITMENT HIIT FREEBOOK A CALL TO DISCUSS
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How to Make Your Recruiter the Coolest Tool
Recruitment leaders want a sustainable recruitment business: high-performing trained recruiters, delivering profitable and speedy placements.Recruiters need more time to bill, cleaner data, and engaged clients and candidates.Recruitment leaders often ask me:What are the coolest tools in recruitment?My answer?The coolest recruitment tool is the one that makes the placement - the recruiter.The issue we have is that as an industry we seem to love investing in perceived cool tools - recruitment tech - but poor adoption means the tech fails to deliver. Not cool!Your Recruiters Are Your Coolest ToolAs trainers in the recruitment sector, our experience gives us an invaluable view of the industry with its issues, goals, and ideal strategies. We offer recruiter training and tactics to help improve recruiter performance and recruitment tech ROI.The one thing my clients have in common is they want to do more with less.Less cost, more profit.Less data, more placements.Less systems, more process.The stats below tell a powerful story about the need for your recruiters to be smart (and cool)!How Can You Make Your Recruiters Your Coolest Tool?As a recruitment leader, you want to place the candidates you already have. You want to reduce reliance on external systems, as well as reduce costs. You want your recruiters to be more productive. You want to scale your recruitment business without necessarily hiring more recruiters.How?Make it ok to be cool. Make it an accountability and / or a value to work smart and be "less is more"! You could even aim for a 1% improvement...Don't buy recruitment tech and "hope". Hope is a strategy that rarely works. Only continuous training drives continuous improvement.Continuous training needs to be quick (minutes not hours), accessible, and cost-effective. Not lengthy, difficult to access, difficult to track ROI.Our Recruitment Training Playbook is Cool!Your recruiters need to be super effective and not just crazy busy. You need to lead them to be cool tools!Try our tips in our recruitment training playbook and make your recruiters cool! The playbook is packed full of ideas that we use in our recruitment training, our Bullhorn training, and our automation training. And keep an eye out for the 2nd coolest tool - Recruitment HIIT. Speedy 10min turbo-charged training to help with recruitment best practice, Bullhorn training, Adapt Training, and more.DOWNLOAD YOUR RECRUITMENT TRAINING PLAYBOOKSpeaking of Recruitment Training...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.We’d love you to try Recruitment HIIT free.TRY RECRUITMENT HIIT FREE
How to Use Recruitment Awards 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 3 things I want to talk about today:A top sales tip on how to run your recruitment sales strategy with awards, without even submitting an awards entry!Industry Awards you can use within your niche sector to increase your pipeline.2023 Recruitment Awards you may want to focus on to improve your recruitment business.We are proud to be triple award winners, including the APSCo award for Affiliate Member of the Year, so know how awards can help you improve your sales pipeline and grow.1. Sales Tip - Use Recruitment Awards for BD and Account ManagementLet's face it, now more than ever, your sales strategies (business development and account management) are absolutely crucial in a post-pandemic world where the war for talent is raging, counter offers are rife, and clients need recruiters that they can trust, who understand their niche.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?My top tips to add turbo to your business development and account management: 1. Speedily research which awards are prevalent in your niche sectors.2. Plot the dates into your diaries (the submission dates, shortlist dates, date of the event, day after the event).3. Make a noise, connect with the VIPs, shout out about these events - they are important to your niche sectors.4. Use this data by at least sending LinkedIn messages to the VIPs of these businesses when they are shortlisted, and then begin networking using your CRM and automation.5. Have targets and goals to convert these high-growth businesses into retained clients.Clients entering awards are "sure things" - be sure to have them in your BD and account management pipeline.We have plenty of other sales tips, as well as sourcing tips, candidate management, job qualification tips in Recruitment HIIT, too.TRY RECRUITMENT HIIT FOR FREE2. Recruitment Industry AwardsYou can utilise the upcoming awards within your niche sector to ensure you find, engage, nurture, and retain your clients. That's right, you can use the awards within your industry to generate sales without even submitting an awards entry. Your ideal clients are likely to enter awards within their sector to drive growth. Use the UK Industry awards list to spot potential clients you can engage with to improve your BD, account management tactics, and your pipeline.This is a great opportunity for you to show you understand your target client's niche. The UK Industry awards list alongside our sales tips in step 1 is a surefire way to improve your awards sales strategy. 3. 2023 Recruitment AwardsIf you want to use Recruitment Awards to attract attention and drive sales, you can of course enter some awards.Check out our 2023 list recruitment awards list below! (Have we missed any recruitment awards for the remainder of 2023? Contact Us to get them added.)This year recruiters need to do more with less. The goal could be to win an award, but it's actually more likely to be bigger than winning. The goal is to generate more speed and pipeline (whether you enter, win, or simply attend!).Investing in Talent AwardsJanuary 2023 - The annual Investing in Talent Awards asks: Do your recruiters love working in your business? Is your company the consultancy of choice for contractors and temporary workers? If so, it’s time that your business receives well-deserved recognition for Investing in Talent. Onrec AwardsMarch 2023 - The prestigious Onrec Awards Ceremony has cemented itself in the calendar as a must-attend event. Not only is it an opportunity to celebrate the very best in Online Recruitment but it is also a chance to network with the very best suppliers in recruitment.Recruiter AwardsSeptember 2023 - 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.APSCo AwardsSeptember 2023 - 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.TIARAOctober 2023 - The TIARA Recruitment Awards recognises excellence in the UK’s best-performing recruitment companies with revenues above £5m.The Global Recruiter AwardsNovember 2023 - 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 2023 - Established in 2001, the National Online Recruitment Awards acknowledge and reward excellence in online recruitment practice. They are dedicated to the continual improvement and evolution of the candidate experience. ... and for Other Sales Tips for Recruiters...Our high intensity interval training - Recruitment HIIT - helps recruiters and resourcers source, convert quicker and develop healthy pipelines. We aim to save every recruiter and resourcer at least 1 hour per day (6 working weeks a year). Hence, more billing time and more fees!We’d love you to try Recruitment HIIT for free. Or book a call to discuss your recruitment training.TRY RECRUITMENT HIIT FOR FREE
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Improving Recruiter Performance - Demand 1% Gains Through Easy Training
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 LessNow, 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 PerformanceKaizen (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 TrainingIs 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 RecruitersAccountable 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.TRY RECRUITMENT HIIT FREEDOWNLOAD YOUR RECRUITMENT TRAINING PLAYBOOK
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