Recruiters! Which 3 Things Can Stop Random Candidates Applying to Your Jobs?
Recruiters are receiving more job applications than ever - before Covid 250 per job, and now with mass redundancies, and some markets booming, recruiters are drowning in candidates, and this is causing bottle necks and lag!I've pulled out one of my Job Adverts Tips from Recruitment HIIT (our on demand recruitment training platform). This job adverts tip will help you reduce the number of random applications you receive from aspiring candidates, and improve the quality of your job advert responses. I know you need more time in your day to generate your fees.My Job Adverts Tip for RecruitersDo you want to improve the quality of your job advert responses?Do you want to add some personality to your job adverts - after all, they are a vital part of the sales process?Do you need inspiration to take a dull, boring job spec, and "pimp it" to help you generate a healthy candidate (and client) pipeline?Watch My 1 Minute Job Adverts Tip Here - AKA My Latest HIITTalking of Recruitment TipsCould 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 HIITREAD ABOUT OUR RECRUITMENT TRAININGBOOK A CALL TO DISCUSS RECRUITMENT TRAINING
Artificial Intelligence and the Death of the Recruiter
Every recruitment leader I am working with is asking me about AI (artificial intelligence) and machine learning in recruitment technology. Equally, the recruitment marketers I mentor and coach are thinking about AI in marketing and how it can help them improve job adverts, and brand, and sales.This blog is a speedy 3-minute read with 2 key takeaways for recruitment leaders and their marketers who want to understand how AI will affect recruitment.Recruiters and Their Marketers Vs Artificial IntelligenceWhen asked about AI, I have been saying:“Chill! Recruitment and marketing need humans!”But I am extremely aware that AI and machine learning is starting to disrupt recruitment - at least it is disrupting the conversations, which often leads to a disruption of the job and the product.If it’s disrupting my marketing mentoring and recruitment training sessions, it will be disrupting the calls that recruiters are making, and the meetings that marketers are having with their recruiters.I have been listening to Brad Geddes and his Podcast on Humans Vs Machines. Brad has been in paid search / for as long as you can pay for searches (1998) and has some great insight into AI and machine learning, and the role of humans in business. This podcast was a speedy listen, and made me think about 2 key takeaways for my recruitment and marketing.AI Vs Humans – When Do Recruiters Get Replaced?Is AI / machine learning going to replace humans (and in this I mean recruiters and recruitment marketers)?Brad makes a great point that computers are great at numbers and data crunching. I feel that the average recruiter and marketer have very little time to do this job – so, yay to computers!Humans are great at strategy, while computers are not going to nail this (yet!). But again, the marketers I mentor and the recruiters my team train often have little time for marketing strategy and recruitment strategy – both roles (at the moment) are fraught with a JFDI approach.BUT Brad makes a great point: when you link the two – when you link humans and computers... BINGO!Takeaway: Recruitment leaders need to step back from AI – and ask:“How can I link AI and my humans together? How can I get the benefits of AI without removing the human element that Recruiters are genuinely great at, and that is often my USP?”You need to look at your workflows that the tech people are trying to sell you, and ensure that when you put the two together they are both very clear on where they stop and start! Have a growth strategy, not just a purchasing one.Also, consider this: if you have small data sets, you will benefit less from machine learning than your bigger competitors…. AI needs data to be great!AI and Job AdvertsCan computers write job adverts for my recruiters?Brad also talks about adverts (I translate this to job adverts).He’s found that when machines write adverts they get more clicks, but then the sales people complain about the quality… sound familiar? The last thing a busy recruiter needs is more randoms applying for jobs, and leads coming through the website that are not genuine sales opportunities.I feel that recruiters need to write their own job adverts. It’s not admin to sell or pitch. Plus, Google for Jobs tells us to get our job adverts sorted as they are crucial at attracting the right data… A great job advert will fix so many issues in a recruiter’s pipeline (candidates, AND clients AND colleagues!)Takeaway: Recruiters need to improve their job advert copy. Marketers need to have a strategy for marketing the jobs more effectively. AI is NOT coming to rescue you from crap candidates applying to crap job adverts.HIIT Me Robots!Our high intensity interval training - Recruitment HIIT - helps recruiters source, convert quicker and develop healthy pipelines, and helps marketers generate more of the 3Cs. We aim to save every recruiter and marketer at least 1 hour per day - more billing time, more fees!TRY RECRUITMENT HIIT FREEREAD ABOUT OUR RECRUITMENT TRAININGBOOK A CALL TO DISCUSS RECRUITMENT TRAINING
Social Media Tips to Help Recruiters Earn More
Recruiters suffer so many distractions in their jobs - and they have so little time to make that placement and sale. 56 interruptions a day / checking your emails 36 times an hour! How on earth are you supposed to sell anything? You have more tech than ever, more data than ever, but less time! I have a passion for sharing time-saving and sales hacks to help recruiters save time, so that you can make more of those crucial phone calls and have more interviews.As a recruiter, you will know the importance of using social media as part of your recruitment strategy, but do you know how to do this effectively? And how can you use social media systems like LinkedIn, Twitter, etc… to recruit without spending too much time online and not on the phone? This blog will help you to generate more inbound leads through social media, spend less time on job boards, and more time managing your pipeline.I am the founder of Barclay Jones, have worked in recruitment for nearly 20 years and coach recruitment businesses and their teams to generate better leads, opportunities, and sales. I have compiled my 5 top tips for utilising social media in recruitment. Read them below:How Recruiters Can Generate More Leads from Social Media1. Spend 5 minutes a day cleaning your LinkedIn notifications and checking for leads – this will ensure that LinkedIn only shows you genuine leads, and only shows your face to genuine leads. This is a great hack for improving speed.2. Use LinkedIn SSI to understand where you need to improve your LinkedIn profile – You need to maximise your time, so need your profile and activity to really work, even whilst you’re sleeping.3. This is one of my favourites. Use Awards in your niche sector to generate warm calls – Have a calendar of the awards in your sector and be ready to congratulate/mention the awards in your messages to prospects and clients.4. Grow your connections with content (add a link to one of your blogs in your LinkedIn invites) or find content online which really nails any issues they may have in their jobs/sector. If you have nothing on your blog which does this, give your marketer the Paddington Bear stare.5. Use Calendly to give your candidates and clients the opportunity to fill your diary with calls, then get on the phone!Your time is really precious – you have candidates to source, clients to keep happy, jobs to place, and pipelines to protect. The recruiter tips above should really speed up your day and make you more effective. What tips do you have for using social media to recruit and sell?HIIT Us, Recruiters!Our high intensity interval training - Recruitment HIIT - helps recruiters source, convert quicker and develop healthy pipelines, and helps marketers generate more of the 3Cs. We aim to save every recruiter and marketer at least 1 hour per day - more billing time, more fees!TRY RECRUITMENT HIITBOOK A CALL TO DISCUSS MARKETING TRAININGREAD ABOUT OUR MARKETING TRAINING
A 9-Minute Inbound Sales HIIT for Recruiters Who Need to Get on the Phone
Recruiters! “Get on the phone!” That’s what was said in the early 2000s, and continues to be said in every recruitment office across the globe.But with so many systems (Bullhorn, Adapt, LinkedIn, Job Boards – and a plethora of other systems designed to help you source, scrape, spy), where on earth should a recruiter start? How are you supposed to get on the phone when you are surrounded by tech? Here are some tips recruiters love from my Inbound Sales Training Workshop. How to Get a Recruiter on the Phone – HIIT Them! Recruitment Leaders want their teams on the phone more. Recruiters often want to be on the phone, but need a purpose for the call, and they’re being distracted by systems and software. They need some inbound sales to kick start the sales process.I’ve been talking about HIIT (high intensity interval training) for a while. I am a Joe Wicks devotee, a gym fanatic with a PT who has made me sweat in places I didn’t know I had places. I’m addicted to logging my workouts – my Garmin is one of my most useful bits of tech. As a multi-tasker HIIT is a gift.We use HIIT in our recruitment training to help recruiters get value from their time – we’ve found that this new approach to recruitment training is a massive improvement. You just don’t want to be away from your desk for 4-6 hours. The forgetting curve is a recruiter’s enemy. You need a high intensity, passionate training session to get the blood pumping and the sales coming – and to make your training stick!I have created a 9-minute HIIT for Recruiters to help you get on the phone. It’s nine, 1-minute hacks to drive more purposeful calls. Get in for 08:30, get a strong coffee, warm up, set your watch, and get started!3-2-1 Recruiters! Go!1. Check your LinkedIn SSI (social selling index) – it’s free, and has tips to help you improve your approach. This takes less than a minute. Quickly check – don’t get distracted. Make a note of where you need to improve, then, move to exercise 2.2. Now you need to spend 1 minute attracting attention from the people you want to sell to (and get the CV of). You claim you are a niche recruiter – now’s the time to prove it. Spend 1 minute sharing some content that they are likely to look at, that once they have looked are likely to look at your profile. (And you’ll see them do it and can add to your call list.)3. Repost your top jobs in 1 minute. No-one is staring at your profile all day, so you’re unlikely to wind anyone up by sharing jobs every day. Get cracking – you need job applications and you won’t get them by posting them once and walking away for 30 days!4. Whilst you’re posting content and jobs think about my hack for getting the damn things read and actioned! Spending 1 minute whispering will get you nowhere. Be smart and get noticed – try my LinkedIn posting hacks:“The doctors in my medical community with love this post about the best apps for medical professionals – I especially love # 5”.Trust me, recruiters! This will attract doctors, market your brand and get them wanting to know what # 5 is. Click bait!“This a great job for IT Managers who want to work in a business with the best hardware and a bought-in board of Directors who really get what IT can do for a business”.Recruiters – mention the pain points of your community and they’ll read your job adverts. (More job advert hacks here)5. There’s plenty of things a recruiter can do one-handed ;-)! And sourcing is one of them. You do not need lengthy boolean strings to pickle your brain and test your patience. There are at least 13 places in LinkedIn where you can source with one hand (and two eyes). Try areas like your home page, the pages of your ideal candidates – look for “people like” etc… and who has liked the content of your competitors / clients. These are warm gifts, not cold calls! damn! Get on the phone and source one-handed at the same time… it’s possible!6. Right – I know you think know how to connect, but I have a hack for you to get you super-effective. When you send your ideal connection an invite, add some content which gets your contact hooked. If it’s from your website, rock n’ roll! Ask your marketer to set up something like Leadfeeder – this tells you who has been to your website. You should have a target list of people you want to convert. Send them your content, see if they bite. Add them to your call list if they do. Rinse and repeat if they don’t!Try this TURBO in your HIIT, recruiters! I have worked with a few recruiters using Calendly… a really cute (free) bit of kit that shows your prospects areas of your diary that you want them to book for a call. Send them a link with some call date options. Let them know (think) that that they are in charge. Without lifting a finger, fill your diary with your target’s interview appointments! This is one of my favourite Recruiter Hacks. “Hi Uzma, I’m sending you this link as I have a role that I know you’ll be great at and it has such a great benefits package and training and development opportunities. Feel free to book a call with me at a time to suit you.”7. Spend 1 minute getting under the skin of your prospects. Use Crystal Knows to study the profiles of your prospects, and use the tips it gives you for how to convert them. It’s a scarily accurate profiler!8. We all know that video is the biggest thing to hit the web, and its going to the biggest thing to help you convert. Try Loom to record a 30 second “hi” video that you can send to your prospects.Get an ideal client’s job advert on your screen and talk to them about the candidates you have for them. “Hi Luke, I see that you’re looking for a Project Manager. I work in your field and understand how crucial this role must be fore you. I have currently got 5 candidates that I know would be a great asset to your business.”Get your prospect candidate on your screen and record “Hi, Emily. I can see that you are a ###, and that you get a kick out of ###. I’d love to talk to you about ###…”Sending someone a video about themselves, with your face in the bottom left, and you’re talking to them – they’ll be hooked!9. Spend 1 minute checking your LinkedIn notifications (bell, top right!) Look for birthdays, promotions, who’s viewed your profile, who’s liked your content. All of the stuff you’ve done above will be reaping rewards. Grab these leads. Add this to your call list.Recruiters! It’s not even 09:00 and you’re ready to rock!Get on the Phone and Sell, RecruitersWe deliver these recruiter hacks as part of our Inbound Sales Training Workshops. Contact me if you want to not only get your recruiters on the phone, but also generating some genuine and convertible leads.arrange a call About Inbound Sales TrainingHIIT Us, Recruiters!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 HIITREAD ABOUT OUR RECRUITMENT TRAININGBOOK A CALL TO DISCUSS RECRUITMENT TRAINING
Recruitment Award Hacks, Passive Talent Tips, and Recruitment Websites – A Podcast with It All!
Winning a recruitment award, having a website to drive your 3Cs (candidates, clients, colleagues) is a key goal for recruiters, their leaders and their marketers this year. I’m delighted to be talking to Stephen O’Donnell. He has had such a relevant and varied career in recruitment, the content of this podcast has something to offer all levels of recruitment.This podcast will give you some tips on how to make your website award-winning, as well as tackling many other topics such as how to get the right candidates to apply for your jobs.Recruitment Award Hacks, Passive Talent Tips, and WebsitesDuring this Recruitment Leaders’ Podcast we discussed:Which 3 things MUST a recruitment website be able to do in 2019Want to win a NORA? What do you need to do? What do the judges look for?Why go for an online recruitment award – what is the point?What is the point of a recruitment website in 2019? What is the ROI?What is the one thing that a recruitment marketer can afford to “throw out” before the new year?What do recruitment websites need to stop doing?Any “best job advert” tips?What does passive talent want?Any thoughts on how to get super-passive candidates to apply for your job?Stephen gave some hacks about what to do if you win an award – ie. How to generate more fees / candidates etc…Stephen and I disagreed about whether a recruitment website should candidate or client-centric… another podcast for another day?Listen to the podcast below.Listen and subscribe to the rest of Barclay Jones’ Recruitment Leader Podcast Series or find us on iTunes!HIIT Us, Recruiters!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 HIITBOOK A CALL TO DISCUSS MARKETING TRAININGREAD ABOUT OUR MARKETING TRAINING
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