How to Blow Money on Recruitment Training and Get Zero Return
Recruitment Leaders! Your teams are likely spending a 5th of their day adding data (that they may not need), spending a 3rd of their week sourcing (for candidates you already have), and not having time for crucial and candidate and account management - which ironically is the money maker!Perhaps the only people making money from your tech are the suppliers? What's the fix? Here’s a webinar to help you effectively train your recruiters, and develop speedy recruitment workflows.Generate ROI From Your Rec TechAt Barclay Jones, we're huge fans of effective rectec. That's why we've added SourceBreaker training to Recruitment HIIT. SourceBreaker is an amazing tool that helps recruiters to automate their sourcing and drive sales. We're excited to have taken part in a three-part webinar series ‘Maximising ROI from Recruitment Technology,' hosted by SourceBreaker, and joined by nine industry experts. On 19/05/2021 at 11:00 GMT, Lisa spoke about: How to blow money on training and get zero returnWIIFM... What's in it for me? What's in it for Managers?HIIT Me! How to generate afterburn in recruitmentBrian Cunningham, Managing Director Allen Recruitment.What we like about working with Barclay Jones is that they bring the latest techniques and methods of training and educating recruiters so that it sticks, and our Recruiters, Account Managers and Resourcers become effective super-quick.Watch This Short Video from Part 2 of the Webinar Series with SourceBreakerWATCH SOURCEBREAKER WEBINARS HERE Oh! AND we have SourceBreaker tips and training now live on our Recruitment HIIT recruitment training platform. It's a fantastic tool for candidate sourcing, lead gen, competitor "spying" - it adds serious turbo to your speed and pipeline.TRY RECRUITMENT HIIT 7 DAYS FOR FREEBOOK A CALL TO DISCUSS RECRUITMENT TRAINING
Forget Candidate Experience! What About Recruiter Experience?
Recruitment leaders - before Covid, was this you and your business?Too much data, not enough information…Too many applications, not enough candidates…Too many leads, not enough invoices…Too many systems, not enough process…Whether you have a team who have been, or are still on, furlough… Whether they are all back to work, in the office, or working from home…How can you get your recruitment team, and recruitment business, back on track?And do you even want to go back to what you had before?You likely want to:Increase productivityCreate more accountabilityImprove the recruiter experienceAnd you want to create a flexible and sustainable recruitment business to prepare you for the disruption that lies ahead. Your technology and team have never been more important. How can you use it and them to improve your recruiter experience, and thus your recruitment business?Watch My Speedy 20min RecExpo Seminar on Recruitment TrainingTalking of Recruiters Being Happier...Could you save your recruiters 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 clients, and colleagues (3Cs).TRY RECRUITMENT HIIT 7 DAYS FOR FREEREAD ABOUT OUR RECRUITMENT TRAININGBOOK A CALL TO DISCUSS RECRUITMENT TRAINING
The Sales-Led Recruitment Marketing Challenge
Now more than ever, recruitment marketers need to deliver real value. But where does marketing fit in to the new muddled landscape? And how are they prepared for the new normal?Recruitment Leaders and Recruitment Marketers! Do I have a high energy recruitment sales and marketing webinar for you! Your sales and recruitment teams don't care if you have event fatigue - they need leads (and you need to generate them).Your candidates and clients assume if they don't hear from that you don't care, and will go elsewhere.Treat your brain to a high energy 45-min workout - Simon and I have some tips and tricks to help you create a 90-day sales and marketing plan to keep your 3Cs (candidates, clients, colleagues) attracted, engaged, converted, and retained.Plus, I share some of my tips from the Recruitment Marketing Academy I run for marketers who want to be the "biggest billers" in their recruitment business.Recruitment Marketing Being Accountable and ValuableWith COVID creating either distraction, furlough, or redundancy, recruitment agencies are focused on lead generation and conversion. A recent survey of recruitment marketing professionals asked the following questions:What were your plans to improve prior to COVID lockdown?What are your biggest challenges during lockdown?Where do you see the biggest wins for you in the next few months?Where do you feel you need additional training / knowledge?Join myself and Simon Lewis from Members Only for an engaging session as we lift the lid on answers to the above recruitment sales and marketing questions, helping to understand the role of the recruitment marketer moving forward and how we can make ourselves truly accountable and VALUED.Watch My Sales and Marketing Webinar HereREAD ABOUT OUR MARKETING TRAININGBOOK A CALL TO DISCUSS MARKETING TRAINING
Recruitment Leaders! How Can You Enable Sales During this Crisis?
Recruitment Leaders! It’s likely that with Covid you have had to be more innovative than ever, in order just to stand still. Recruiters being proactive, following business process, increasing their activity, and having a strong sales pipeline is more important than ever. Take note of what Mckinsey says:During the current crisis, businesses have worked faster and better than they dreamed possible just a few months ago. Maintaining that sense of possibility will be an enduring source of competitive advantage.APSCo Insights Webinar - Back to Business DevelopmentI chaired an APSCo webinar with:Adam Dale, SourceBreakerRicky Wheeler, Cube19Darren Westall, PaigerLloyd Moore, Advisorlink memberWe discussed what strategies and tactics do you need to develop during a time when change is constant? And when your staff, clients, and candidates are remote – “selling” seems harder than ever.You need to enable sales. Gatherers need to be hunters. Account Managers likely need to develop new pipelines. Managers need to be able to review activity and need the tools to manage remote workers.We discussed:What does enablement mean to sales and recruitment?Things have shifted - how has, and how will, the role of a recruiter change?What needs to happen to the sales culture to enable sales?How can we enable sales to be more effective marketers, to generate and convert more leads?Enable them through technology and automationEnable them through training when perhaps they have no time or resourceEnable sales managers / leaders to monitor / control / be able to monitor productivityThe Covid crisis has created an opportunity to rethink, reskill, and revitalise how recruitment and sales are delivered. This is a great webinar to gain some practical tactics and ideas for how to compete in the new market.Watch HereCould 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
4 Things to Help Recruiters Bill More Sales During and After Covid
Recruitment Leaders, before Covid, was your tech delivering profit? Or, did you have the feeling that you were over investing in tech? Did you suffer:Too much data, not enough information?Too many applicants, not enough candidates?Too many jobs, not enough placements?Too many systems, not enough process?I recently spoke at Rec2020 and the topic was: Recruitment Technology – The Future and Making it Work for You – and the take away was:you need to seriously accelerate effective tech adoption in your business – now is the time!But with the current climate, frustrations, and "new normal" changing every day, how do you do this? We answered these four questions...1. Recruitment Tech! All The Gear, No Idea?Perhaps, due to:Massively distracting market conditionsStaff returning from furlough, and possible not firing on all cylinders (fair enough!)Recruiters drowning in candidates applying for jobs that they can’t doRecTec supplier invoices needing paying…you now feel that you were “over investing” in recruitment tech. What did it actually do to help you through this period, and what will it do in the coming months?For example, my team reviewed a 25-person recruitment business with a tech stack costing £200k+. (This excluded their Bullhorn CRM, which ironically, they were not using effectively.) The business wanted to be more effective at attracting, sourcing, engaging, converting, retaining. But they had great tech, data, and passionate recruiters…2. The Problem Between the Chair and the Keyboard? (Recruiters?)Did you have PIBKAC before Covid, and do you want it now and in the future?Ask yourself:How was your business performing before Covid? Did you:Have a team of highly trained, super-engaged recruiters, delivering super-happy candidates to clients who couldn’t cope without you?Have a fully monetised set of systems, data, and processesAnd a marketing department generating awesome leads that your sales team could convert?Or were your 3Cs (candidates, clients, colleagues) not being as effective as you’d like, and you seemed to be buying more and more tech just to stay the same?Perhaps you also suffered from a high attrition rate (average before Covid = 43%). Note that 2/3 of people who quit their jobs in 2019 stated “lack of training” as their reason for leaving. Perhaps you’d used up your business growth budget on salaries (who) and tech (what) and neglected the training (how)? Perhaps you thought "automation" would fix everything?3. Is Recruitment Automation the Goal?Recruitment automation has become a real turn on for some in the industry (including myself!) Systems like Herefish are really kicking butt and doing things to the recruitment process that fixes a lot of the issues outlined above. It’s a great time saver and processes speeder-upper!But - in our march to “automate” we’ve forgotten a step...Systems can only automate processes, if the processes (or at least the sentiment) exist.Humans are still pretty viable (understatement) in the recruitment agency world. The key is to understand where and how they deliver their marketing, sales and recruitment, so you can delegate some of it to a system, then leave the recruiter to do the bit only they can do.But in an industry that is drowning in data and systems, it suffers a lack of process. And there is a distinct lack of systems and process training for recruiters which compounds the problem.Look at your processes:Can they be automated? What’s possible (and plausible)?What isn't being done consistently, forgotten, or what would you like to do that will improve candidate/client experience and free up consultant time for more valuable activities?What needs automating so that your staff can work from home, and you can lead / manage them more effectively?How can you create time for recruiters to develop stronger relationships with clients and candidates (hence stronger pipelines)?4. How Do You Generate the Buy-In for Using Recruitment Technology Effectively?You need buy-in for this for effective rectec adoption. So, gain an understanding of two things (thanks Andy):How will recruitment tech drive an increase in performanceHow will it solve a business-critical issue (eg. Covid) which will enable point 1Often recruiters need more time to manage the sales process. (They likely have enough data and systems). Ask yourself:If I could save each of my recruiters 1 hour a day (hence 30 days a year) how much more could they bill?What could they do with that hour?Through the Bullhorn, Adapt, and other recruitment training my team delivers, we aim to give recruiters back 1 hour a day. Case study:A recruiter who has a £100,000k target.They’re full time and take 20 days hols a year.My team trains them to use their tech more effectively and saves them 1 hour a day.This generates 30 days extra time per year.This equates to a potential pipeline of an extra £12,500You have 10 staff? This means £125,000. What’s the commission for you and your team on that figure?And how much does it cost to train recruiters to generate that level of fee? (not as much!)That’s a simple way of measuring performance improvements and generating buy-in from all levels of the business.Recruitment Leaders, You Need… 1, 2, 3You need to seriously accelerate effective tech adoption in your business – now is the time!Look at your tech stack– is it delivering value to you, or just the people you bought it from?Look at your processes - are they clear enough for remote workers to adopt, managers to manage, and where possible, to automate?Admit that your staff are extremely unlikely to ask for help in the current market. It is too risky to admit a lack of skill? Be the leader and get them trained.If the rest of 2020 is about linking your systems, data, processes and people, imagine what 2021 could be like!Watch the Rec2020 Webinar HereHIIT Us, Recruiters!Could 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
7 Mental Health Tips for Recruiters and Marketers to Work from Home
I attended the really valuable APSCo HR and LD Forum about mental health, and how to keep recruitment staff healthy during this time of Covid and beyond. Here are some working from home tips for marketers and recruiters.This dovetailed really well with last month's forum which I wrote about Returning to Work After Covid (but, oh, the irony of this week's "stay at home" message is not lost on me.)Julie Bowen kicked of the meeting with some great points:We are witnessing a slow and staggered return to work. And there are pockets of recruiters (and their clients and cands) working from home. The boundaries between home and work are blurred. This is causing angst, stress, confusion.Some WFH (Working from Home) Stats to Warm You Up(These WFH stats are from my own research and are pre-Covid)40% of people feel the greatest benefit is the flexible schedule.Companies allowing remote work have 25% lower employee turnover People who work remotely at least once a month are 24% more happy / productive74% are less distracted / 86% are less stressed21% would give up holiday allowance to have flexi-working (69% of millennials would give up other benefits)WFH saves at least 11 days per year travellingHow Can We Support Recruiters and Marketers With Mental and Physical Health and Well Being?Rob Stephenson gave a fantastic presentation on mental health and working from home, and some great tips of how to improve “form” for recruiters, their leaders, marketers and teams.Sleep / nutrition / exercise – don’t underestimate how you can ensure your teams are aware of what they need to do to care for themselves. How can you engage them to be effective in these areas?Financial wellbeing – can you invite financial experts to run webinars / sessions for your team to educate them and alleviate any stress in this area?I loved his comments on “creating of purpose” – as its likely that working remotely has eroded our sense of purpose, and we need that back to help us stay engagedConnections – We are disconnected, from our staff, our bosses, peers, clients and candidates.Stress management – WFH creates a different type of stress. Recruitment is known to be a “positive” stress job, but there are new stresses that you and I have not planned or trained for.Helping others – Working at home may feel like a disabler when you’re used to helping other people. You can read more about Rob’s thoughts here – there are some great insight and ideas.My Suggestions for Helping Your Recruiters, Marketers, and Their Teams With Mental Health Whilst Working from HomeExercise is something that I was lucky enough to continue throughout lockdown, but others may be limited due to health or situation. How can you get your teams motivated and those endorphins going? Could you have a “power hour”. Any of you up for a bit of lycra and Zoom HIIT? Could you nominate a personal trainer in your team?Reconnecting – Your 3Cs (candidates, clients, colleagues) need help staying connected. Half daily video scrums (09:30/12:45) with the team to keep them focussed and engaged is what we do at Barclay Jones. More regular video calls with clients and candidates are key for recruiters. What can you do to reconnect your staff and teams? Waiting to go back to work is not a solution. This is the new normal. Keep your staff connected through tech. Can you leave Teams (Zoom) “on”, and not just use it for meetings. Be present as leaders. Communicate with the team throughout the day, like you would in the office.To help you all move forward positively, stay focussed and engaged, set goals – and don’t be afraid to reset them if they are genuinely not viable. My team used to have 90 Day Rocks (a Traction term) where we smash issues and implement ideas. We have reset these Rocks to 30 days, to help us be more agile and react positively to the change around us.Praise – It’s easy to say thanks when you’re in the office. If you use Teams, try the Praise App and call out some great behaviours – perhaps even focus on Values-led behaviours?And talking of Teams – what are you doing to really “get” Teams (or Zoom) as these are crucial tools, as crucial (if not more so) as your phone. We’re building out a Trail on our Recruitment HIIT on demand training platform to help recruiters learn how to use the channel not simply to communicate but to help them run their desks. Bullhorn, Adapt, Job Adverts are live, and we're about to go live with HIIT+ where you can add your own training. A great way to connect your teams.And talking of training. Leaders need to admit that perhaps their staff were not as effective as they’d like before Covid. Now WFH creates even more risk of low productivity and unchecked poor quality. And these team members are unlikely to stick their hand up and admit their weaknesses. There has never been a better, or more important time, to train your recruiters, resourcers, marketers. (Grab a free trial of our on demand training Recruitment HIIT)And plan for Covid - I've had a stressful week for me awaiting Covid test results for my 8 year old. All of us in isolation, not able to leave the house. The school websites were not geared up for isolation learning, and we didn't necessarily have the right food etc... My work diary was choca! It was super-stressful. Create a plan, so that you know if you need to isolate, you will be ready.Good luck, recruiters, leaders and marketers. It's going to be a challenging few months. Let's go into it with our eyes open, a plan, and at least the hint of a smile.Now is the Time to Save Time, for Your Mental HealthCould you save an hour a day, and make an extra £18,750 a year (or £187,500 if there are 10 of you?)Or indeed save 1 hour a day to stay mentally healthy?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
Yorkshire Recruitment! Back to Work, Back to Normal?
Recruitment Leaders. whatever stress you and your business have been under, now that the kids are back at school, and that we are all trying to get back to a new normal, time is more precious than ever. And having a sales-led strategy for the next 3 months is key.Jonathan Sanderson, Chair of the APSCo Yorkshire Business Forum, will be joined at the next meeting by my business partner Lisa Jones.On Monday 28 Sept, 14:00, Lisa will focus on...Yorkshire Recruiters! Back to Work, Back to Normal? Your staff have either been:working as smart as they can throughout the pandemicon furlough, ormade redundant.What do you need to do in the next 3 months to generate more business? Lisa says:Your sales, recruiting, and marketing teams need to get fit, and be desk and time effective – but perhaps they have dirty data, numerous systems that they decide when they engage with, and not the right content and process to generate warm calls?Lisa, with her knowledge of sales, systems, marketing, and recruitment, will talk about how you and your team and business back to “fitness”.Jonathan will then lead a discussion around issues currently affecting the recruitment sector in the region.Register Here It's genuinely the time to take a breath, get ready, and get going.Talking of Recruiters Getting Going...Could 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 HIIT 7 DAYS FREE READ ABOUT OUR RECRUITMENT TRAININGBOOK A CALL TO DISCUSS RECRUITMENT TRAINING
Recruitment Technology - The Future and Making It Work for You
If you run or lead a recruitment business and stability and/or growth is on your agenda for at least the next few months, here's a free resource for you.I was delighted to be "on stage" with both Hung Lee from Recruiting Brainfood and Andy Ingham from Bullhorn for the REC2020 - The REC's Annual Conference.New Realities: Refocus, Reframe, Regain - is the themeYes, was:VirtualChoc full of content relevant to recruiters and recruitment leaders who are navigating choppy, interesting, distracting, treacherous, uncharted, exhilarating water1-hour long 12:45-13:45 on 8 Sept.Recruitment Technology Driving Stability and Growth During Covid19The ink had barely dried on the script for how recruitment businesses and HR could use recruitment technology to attract, retain and develop talent and then the Covid19 pandemic hit. This has seen a shift in how we view the role that recruitment technology such as Bullhorn, Adapt, Herefish, websites, will play within recruitment businesses as we emerge from the current disruption into the new norm. This 1-hour online session explored insights into:What technologies do you need to generate stability, insight, and pipeline?Recruitment tech stack - what have you got that needs better use, or removing?How do you generate buy-in and Investment from the business during a time when "get on the phone" is key?You can read the notes from the Rec2020 event here and also watch the webinar - there's a lot of great content to help you plan the re-growth of your business.Take Me to the Rec2020 Note and VideoPSSST: Could 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
Suggestions for Helping Your Recruiters Return to Work After Lockdown
I attended one of the great interactive webinars that APSCo are running to help their recruitment members stay focused, motivated, and give them tools to run their business during and beyond Covid and lockdown. Here are some of the tips I gleaned, and a few of my own.We're all trying to plan for the future, either by the day, week, or month. We are focused on keeping our staff motivated and our businesses sustainable. Whether you have furloughed your team, or have people working from home, or indeed back in the office, there is so much to think about to ensure that the disruption of the Coronavirus is within your control and limited as much as possible.Recruitment Leaders Suggestions for Helping Your Recruiters Return to Work After LockdownSurvey your workforce - what is their setup / ideal outcome from working from home / coming back inIf you have an "informal" arrangement for working from home, start planning to make your approach more formal, so that you don't inadvertently set a precedent that you cannot sustainIf you are bringing people back, try to stick to certain days so you can "max" the atmosphereFocus on training your management team to be able to remotely manage their teams - this is crucial. Their management skills will get your through this time.Don't ignore the people in the office, in favour of furloughed staff and vice versa. Both will need you equally.Keep people engaged - great ideas: coffee mornings / gin sessions (Friday PM?) and pub quizzes, but not simply general knowledge - matching baby pictures to staff is a great way to engageBringing furloughed staff back to work (whether working from home or in the office) - what is your plan for onboarding - ie. transitioning them back to being productive?Ensure that holidays are booked and that your teams know, that if they are furloughed, that there is a financial incentive to book hols as they get 100% of their salary for the days that they are on holiday. (This will also help you manage capacity and output when everyone returns...)Focus on skills not jobs... what can you people and teams actually deliver that will have a positive impact on your business? All hands to the pumps?My Suggestions for Helping Your Recruiters Return to Work After LockdownObviously we are all using Zoom or Teams for meetings, BUT have you considered just having them on "all day" so the office is visible and feels less disparate?How are you ensuring that your process / goals / KPIs are clear and measurable (ideally using speedy tech that you already have?)Humans still need to feel included, loved, that they are making a positive impact - how will you ensure you focus on mental well being / inclusion?Have you actually trained your teams on MS Teams / Zoom - there are some awesome features to help you use this kit better (blog to follow!)Trial our recruitment training platform, Recruitment HIIT - grab a free trial. It has some fantastic resources for recruiters - all around 5-10 mins long, to help them with Bullhorn, Adapt, and Job Adverts.HIIT Us, Recruiters!Could 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
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