How Can Marketers Make Money for Recruiters?
Recruiters and recruitment leaders tell me all the time that they are suffering from a lack of data. The so-called candidate shortage combined with an overload of crap data on CRM systems means that recruiters often shun the CRM in favour of hunting down more candidates from LinkedIn and job boards… even if that means they’re searching for candidates who are already on the CRM. Vicious circle!So how do you monetise your recruitment CRM effectively?Too Much Marketing, Not Enough Sales?70% of the candidates you source on LinkedIn, and 70% of candidates who apply for jobs are already on your recruitment CRM. How can you and your team of recruiters be more targeted on LinkedIn so that you gain more phone and face time?In this episode of the Recruitment Leaders’ Podcast, I’m joined by Adam Gordon from Candidate.ID. He has been in recruitment for nearly 20 years, starting as a recruiter, then spotted a problem – “too much data and not enough information”.We talked about:How can you tell when a candidate is actually looking for a job?How can I generate a list of warm calls?Lead scoring (for both candidates and clients) and how this can be automated to help recruiters see the wood for the trees – ie. sales qualified leads!How many different sources of information does a candidate look at before applying for a job?What does marketing need to do to get trust from sales?How can we get recruiters to “pick up the phone” and make more sales calls? And call more candidates?How can we do more with fewer systems?With the vast majority of recruitment businesses having only 1 marketer, how do they create a high performing marketing team of 1?How can you make a marketing function a profit, not a cost centre?What should the ratio of marketer to sales person be?Which “cool marketing tool” does Adam really rate?I got the opportunity to use all of my mantras:The 4Cs – candidates, clients colleagues and cashToo much data and not enough informationToo many systems, not enough process.We also mention a podcast I did with Greg Savage on improving the value of your business, which you can listen to here.Listen to this Recruitment Leaders' podcast!Thanks, Adam, for being such a great guest on my Recruitment Leaders’ Podcast.Listen and subscribe to the rest of Barclay Jones’ Recruitment Leaders' Podcast Series on SoundCloud or find us on iTunes! And don't forget to subscribe to Your Recruitment and Marketing NewsletterHIIT 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
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
5 Tips for LinkedIn Jedi Masters (and Recruiters)
Recruiters need more of the 3Cs – candidates, clients and colleagues. Jedi need more rebels to help them defeat The Empire! I often compare Recruiters to Jedi – they both use dark forces to control the universe! And they both have some significant tech at their disposal which can make a massive difference.Follow these Jedi tricks for Recruiting Smarter with LinkedInBeing a Star Wars fan at Barclay Jones may not be a prerequisite, but it goes along way if you hate movies 1-3! And with Star Wars Day being an annual event (like International Recruiter’s Day) I’ve penned some power user (Jedi) tricks for Recruiters using LinkedIn:Get your Profile Headline actually saying what you do rather than what’s on your business card – Recruiter at ABC Resourcing means nothing and is likely to be missed in favour of “Specialist in SAP Recruitment, working across the UK with SAP Contractors” – god forbid you actually come up in candidate searches…!But how could they be jamming us if they don’t know… that we’re… coming?Increase your sector-specific contacts – the global average for recruiters is 650… poor “must try harder”. Spend 10 mins a day looking for the coffees you want to have with clients and candidates and make it happen – don’t just source for the vacancy you have today. Your clients and candidates expect (and pay) you to be better than them.Do, or do not do. There is no try.Running a crap group? Shut it down or gear it up – don’t let it dangle.What a piece of junk!Attract the followers of your clients’ company pages – 71% of them are candidates wanting to work there (according to stats from LinkedIn). Post something there or comment on their content.Travelling through hyperspace ain’t like dustin’ crops, boy!Save your searches (3 for people, 10 for jobs and if you have paid for accounts even more). Get the data coming to you – you’re not measured on how long you spend on LinkedIn!The ability to speak does not make you intelligent. Now get out of here.Then read my Inbound Sales Blog – some flipping fantastic hacks in there for recruiters who want to jump to light speed, but don't have a Millennium Falcon (or a Wookie!)I was going to end this blog with “may the force be with you” but that would be just too obvious, instead,This is Red 5, I’m going in.(If I’m honest, I feel a little dirty now!) “And I thought they smelled bad on the outside.” #StarWarsWe run LinkedIn for Recruiters courses for time-starved recruiters, who think they have a handle on LinkedIn, but want to improve their profile, increase their relevant application response and place more jobs.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 HIITREAD ABOUT OUR RECRUITMENT TRAININGBOOK A CALL TO DISCUSS RECRUITMENT TRAINING
How to STOP Using Only 10% of Your LinkedIn Recruiter Licence
Recruiters spend a fortune on LinkedIn - either in time or cash! Both is great if they can demonstrate ROI from LinkedIn. But the recruitment industry is not known for focusing on ROI from recruitment systems - being focused on the placement means that often recruitment leaders are left frowning at end of year at the costs associated with running a recruitment business. This blog highlights some ways to measure the ROI from LinkedIn.We’ve been talking a lot lately about what recruitment leaders should stop doing; how they can STOP messing up their critical job adverts and START getting real, decent applicants, as well as how marketers need to STOP delivering tactics instead of strategy.A theme which links all of this together is my new acronym:FORMO – Fear of Recruiters Missing OutWe have become a generation of tech / app / extension / data proliferation and the process is screwed up. This has never been more so than with LinkedIn Recruiter (RPS Licence). I’ve written before about how recruiters do not expect ROI (return on investment) from LinkedIn. I often see this when I work with recruiters to help them confidently purchase / renew the licence.Yes, they have the LinkedIn Recruiter training to get the ball rolling. Yes, they run the reports on usage… but they often don’t analyse data what I feel is critical to seeing ROI. They also don’t check in with recruiters and how they plan to implement their LinkedIn Recruiter Licence.When I work with recruiters, I’m not into ‘wham, bam, thank you ma’am’ training. I’m into ROI. It’s sustainable and as cheap as chips!70 20 10 – Recruiters Only Retaining 10%?Imagine if you studied your client and talent (and staff) retention figures and realised that you were at 10%? You’d faint, scream, hide… But as humans, there is the theory that we retain 10% of the training we receive and the rest is a split between watching others and on the job challenges. I’ve been in training in some form or another for 20 years and I totally agree with 70 20 10 training this theory.Aiming to Get (at Least) 100% ROI from LinkedIn RecruiterWhy is it that we often only “do the math” at the end of the day? We often use finance figures from previous activity. We look back at last month and what do we do differently this month? We possibly don’t have enough predictive analysis to help us predict success (or failure).I often get told by recruiters that they need help understanding how to measure ROI from a LinkedIn Recruiter Licence and waiting on placement data is too long a wait (AND this assumes either success or failure, rather than a journey which needs constant management and focus).Here are some data points I feel are critical to helping you understand the ROI of LinkedIn Recruiter:LinkedIn Recruitment Company Page Metrics:LinkedIn Company post ImpressionsLinkedIn Company page followersLinkedIn.com Recruiter Profile Metrics:Followers not connectionsNumber of ConnectionsWeekly profile viewsLinkedIn Recruiter (RPS Licence) MetricsLinkedIn Recruiter Usage and Success:InMail Acceptance Rates – I would clarify that this needs measuring against sends/ declines tooActivity – LogIns/Searches/Profiles Viewed/In-mails sent – plus projects and alerts setupRecruitment Website Metrics:Hits to Website from LinkedIn and which pages were the most popularFlow to website and applications – I would add referral rates in Google AnalyticsRecruitment CRM Metrics:Placements – Value by month – have a think about LTV too (life time value)Opportunities – In CRM with LinkedIn as sourceLeads – In CRM with LinkedIn as sourceCandidates / Contacts – source = LinkedInYou don’t need me to tell you that buying a system, especially LinkedIn Recruiter, is not the goal – using it “well” and happily paying the invoice is the goal. Saying “of course we’ll renew” to LinkedIn is a great statement to make, as opposed to FORMO.Your FD telling you that you’ve spent a fortune on tech just to stay the same, is not what you want to hear at year end.Telling your clients that you have every bit of tech going and still you’re having issues finding talent is not a sales pitch, an excuse or even a USP.Stop waiting for placements to happen / not happen before you measure ROI. Habits will have been formed and the system perhaps devalued by then.Start to measure the effectiveness of your LinkedIn Recruiter licence and take action (Recruitment Training) on how effectively and successfully it is being used.READ MORE ABOUT OUR LINKEDIN FOR RECRUITERS 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
Recruiters! Is This Why You Suffer from Too Many Jobs and Not Enough Candidates?
With the average UK Recruiter only placing 2 out of every 10 jobs they have, recruitment leaders confused as to why technology is not driving more profit, and marketers trying to add real value to the recruitment process, it’s clear that recruitment workflow is not as simple as it was in the early 2000s.This episode of my Recruitment Leaders’ Podcast can really help all 3 jobs within a recruitment agency tackle the so-called candidate shortage.Is This the Fix for the Candidate Shortage?If we know anything about recruitment workflow, we know that it has become more complex due to “too many systems, not enough process” and “too much data, not enough information” – and this has led to the worst…Too Many Jobs, Not Enough PlacementsI feel the myths around the “candidate shortage” – or what I call the “interested candidate shortage” need to be tackled head on!The content of your database whether it be the likes of Bullhorn,Adapt etc..… relies on the content of what comes out of a recruiter’s mouth, goes into their LinkedIn profiles, their job adverts, and what their marketers post online. It could be said that the path of data to your Recruitment CRM is littered with good intentions! (But good intentions never made a placement!)Your Content Fuels Your Placements, Recruiters!Content has become a big buzz word in recruitment marketing. The marketing mentoringI deliver focuses on content as the “fuel” for your recruitment marketing engine – and coupled with SEO, this can turbo boost your candidate, client and colleague attraction and conversion, as well as, if done properly, create less of a need for content.The people at Paiger (formerly ContentApp)have joined me on my Recruitment Leaders Podcast to talk about content fuelling placements (and hence profit!). Darren and Rohit (ex the mighty Broadbean) have created Paiger to help recruitment business drive growth through effective recruitment workflows driven by content.We talked about:There’s a lot of talk about personal brand – and to be fair it can often be a little too fluffy for the average recruiter (and a risk for their leaders). What do recruiters and their leaders need to think about when it comes to a recruiter’s’ personal brand?What is the one hack every recruiter can adopt to do improve their personal brand in 2019?How can we fix the “candidate loyalty” problem that many recruiters suffer?What practical hacks do we need to really leapfrog our competitors?How can you get your recruiters to engage with your own content?What is the ultimate hack to get your candidates and clients to engage with your content – this driving leads and opps?Let’s say “I’m a recruiter and I have no real idea about my market, how on earth can I find content to share?”What can recruiters do with content in just 5 minutes a day to generate more placements?Why do I feel that recruiters writing blogs is not a good use of time?What has sex got to do with content?Why has it become normal for recruitment and engaging candidates to be difficult and painful? And what do we need to do to fix this issue?Listen to the podcast below.Listen and subscribe to the rest of Barclay Jones’ Recruitment Leader Podcast Series or find us on iTunes!I train and mentor recruitment marketers to deliver the 4Cs - candidates, clients, colleagues, and cash! 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
“Outrageous” LinkedIn, Bullhorn and Social Media Hacks for Recruitment Directors and Managers!
Recruiters need to be more competitive, and their leaders need them to be super-effective. You can spend a lot of time on LinkedIn but still need to be on the phone to convert. I’ve been asked by cube19 to speak at their User Group Network to share some real-life recruiter hacks to improve talent attraction, lead generation and conversion.The new cube19 User Group Network is dedicated to recruitment agencies that want to get the most from how they use Bullhorn and their data. Ricky from Cube19 says:Come along to the upcoming event in London on 26 March to network, share ideas and discover outrageous hacks to get you working faster and smarter. What are the everyday actions we employ that fuel productivity, brand exposure and agency growth?I will be joining Ricky Wheeler, Sharon Klaver and Brooke Weinberg to talk about how you can raise your profile and attract candidates (including recruiters for your own business) and generate leads more effectively on LinkedIn. As part of the LinkedIn training my team and I deliver, I have some cute hacks to help you use the free and paid for LinkedIn tool more effectively to source and place – and improve your speed and fees.Cube19 Say This About Their Monthly Bullhorn User GroupWith the myriad of tools available to recruiters in this candidate short market, understanding the best tools and techniques to automate processes whilst maintaining a positive brand experience is a clear competitive advantage.In the second instalment of our meetup series, we’ll uncover the real-life marketing and CRM hacks that our speakers employ every day to fuel productivity, brand exposure and growth.We’ll provide food, drinks and the opportunity to learn best practices from recruitment pros and like-minded professionals.On Tuesday 26 March, 18:00-20:30 in London I’m joining:Ricky Wheeler – Marketing Director at cube19Sharon Klaver – Customer Success Manager at cube19Brooke Weinberg – Head of Bullhorn Sales at EbstaWe’re talking about:Raising Your Profile and Marketing Yourself on LinkedInIntegrating LinkedIn with Bullhorn CRM4 Automation Secrets Behind cube19’s Social Marketing Function5 Bullhorn Hacks to Get Your Recruiters Working FasterBook Your Place at cube19’s User Group HereTake a look at cube19’s snazzy video from their launch eventHIIT 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
Recruiters Who Need to Sell More (and Have an Ego) Need This LinkedIn Hack
This LinkedIn for Recruiters hack is perfect for recruiters who need to sell and place more – likely all of you? (And great for recruitment marketers who need their recruiters to improve brand and ROI!) It’s a 1-minute hack to help with attracting, sourcing, engaging and building your recruitment pipeline.Recruiters! Sell and Place More!We run the best LinkedIn Training, and publish regular recruiter hacks to speed up recruitment process and make the time you need to spend on LinkedIn really effective. We often find, though, that recruiters who think that they have LinkedIn “nailed” are missing this simple hack to create a profile to help them easily SELL and PLACE MORE!Perhaps you have lots of connections but not enough candidates or clients?Do you have lots of jobs, but not enough applicants?Lots of applicants, but not enough lovely placements, hence not enough invoices and fees?This LinkedIn Hack will really help you focus your time on what you need to do to get LinkedIn delivering candidates, clients and cash! AND will give you a score to compete over in your recruitment office! (Not that any of you lovely recruiters are competitive!)Oh! And if you’re a recruitment marketer, Lisa (who has an SSI of 80!) asked me to make sure that you wave this hack at your recruiters to help them focus on what you need them to do (she knows your pain!)Recruiters! Score!The LinkedIn SSI will score you in 4 areas, all of which are critical to your pipeline and will offer you some really simple ideas on how you can improveEstablish your professional brand – 81% of your candidates and clients are more likely to engage with youFind the right candidates and contacts – 45% more leads were convertedEngage with relevant sector-based insights – 74% more engagement on your postsBuild relationships – 73% of buyers prefer sales professionals who have been referredWe LOVE this LinkedIn hack, and when show recruiters, it really helps them focus on what they need to do to recruit and sell more, and gives them more of that critical phone and face time.READ MORE ABOUT OUR LINKEDIN FOR RECRUITERS 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
How to Remove People from Your LinkedIn Company Page
I bet you have people on your LinkedIn Company Page who do not actually work for you. Maybe they did, but left. Maybe they never did! Here's how you remove someone from your LinkedIn company page.As a recruiter, you’ll know that the lovely staff number you see at the top of the Company page on LinkedIn is not a true reflection of who actually works there. You’ll go to that space and attempt to source from it. You use it to help you head hunt talent and find new clients. If you’re a recruitment leader you’ll use it to source talent for your own businesses.If you’re arecruitment marketeror recruitment leader you’ll get pretty fed up of the fact that you can’t control who appears on your company page. You can’t stop anyone from adding themselves and you can’t nip into a leavers’ profile and redact your company. We all know that someone’sLinkedIncompany profile is theirs and not even LinkedIn have the right to edit it.Removing Randoms from Your Company LinkedIn PageThere is hope! You can actually get these "random" people who don't work for you removed. It takes a little time and effort, but it’s worth it.I get that this depends upon the size of your business. If you employ thousands of people across the globe, keeping track of your company employees on LinkedIn is a big ask. I’d at least suggest you have a more robust starters and leavers process – and ensure that someone (anyone!) has responsibility for this task. I often go into businesses (either staffing companies or business with in-house recruitment teams) who have no idea who this job would sit with, and the page is out of control.If you come across someone who doesn’t work in your business, you can begin the “removal of randoms” process by clicking this "Removing People from a LinkedIn Page" link.Have a Process for your LinkedIn Company PageThere’s nothing stopping you from having a monthly process for checking your company page and looking for those randoms. Be sure to spend a little time on this. Random staff can make your business look random. They can make your business look bloated with fakers, have sector specialisms which are not appropriate, and overall have a negative impact on your ability to be taken seriously and trade.We run LinkedIn for Recruiter training for time-starved recruiters, who think they have a handle on LinkedIn, but want to improve their profile, increase their relevant application response and place more jobs. 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 HIITREAD ABOUT OUR RECRUITMENT TRAININGBOOK A CALL TO DISCUSS RECRUITMENT TRAINING
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