Recruitment Marketing Tips
Recruiters! Is the Myth of GPDR Holding You Back?
Recruiters / Leaders / Marketers... Are you nervous of contacting candidates and clients without having their express consent?The advent of GDPR created some myths including “no more email marketing”. This blog will tell what total rubbish that is AND why you should be email marketing more than ever before!So, if you are a recruiter, recruitment marketer or recruitment leader, and:Want to generate more candidatesNeed more viable leadsShould be attracting more recruiters to your recruitment businessWant to be smart and use automation / email / WhatsApp / or dare I suggest, the phone…...you need to read this blog!🤔The Myth of GDPRGDPR has caused stupid amounts of disruption and confusion. Myths were created. Data was deleted. Business stopped… but at least we are all compliant, eh?Meanwhile, a little regulation called PECR – (Guide to the Privacy and Electronic Communications Regulations) has almost been ignored.I’m going to quote the regs throughout so to avoid further myths and nail down facts. This guide covers the latest version of PECR which covers marketing by phone, fax, email, text or any other type of ‘electronic mail’.*I am not a lawyer – I am a mere mortal. I have read the regs and interpreted them to suit myself and my recruitment clients.🔮Recruiters Need to Run Talent and Sector SurveysFirst – if you are conducting genuine market research (and a good recruiter should!) then:Genuine market research does not count as direct marketing. However, if a survey includes any promotional material or collects details to use in future marketing campaigns, the survey is for direct marketing purposes and the rules apply.AndRoutine customer service messages do not count as direct marketing – in other words, correspondence with customers to provide information they need about a current contract or past purchase (eg information about service interruptions, delivery arrangements, product safety, changes to terms and conditions, or tariffs). General branding, logos or straplines in these messages do not count as marketing. However, if the message includes any significant promotional material aimed at getting customers to buy extra products or services or to renew contracts that are coming to an end, that message includes marketing material and the rules apply.🚫But Recruiters Don’t Have Consent to Mail Clients and Candidates (Or Do They?)How about if you want to send a mail / text / automated campaign, without consent? It’s not against the law!An unsolicited message is any message that has not been specifically requested. So even if the customer has ‘opted in’ to receiving marketing from you, it still counts as unsolicited marketing. This does not make all unsolicited marketing unlawful. You can still send unsolicited marketing messages – as long as you comply with PECR.This is interesting – note the word “often”:You will often need a person’s consent before you can send them a marketing message. But,You must not send marketing emails or texts to individuals without specific consent. There is a limited exception for your own previous customers, often called the ‘soft opt-in’.🥰Recruiters Now Need to Rely on Being Soft!Is this a proper “get out of jail free card”?The rules on electronic mail marketing are in regulation 22. In short, you must not send electronic mail marketing to individuals, unless:they have specifically consented to electronic mail from you; orthey are an existing customer who bought (or negotiated to buy) a similar product or service from you in the past, and you gave them a simple way to opt out both when you first collected their details and in every message you have sentHold on – you mean that if you have been dealing with someone already, they are a “soft” op-in? And you can mail them? Yes – as long as you make it easy to unsubscribe.The term ‘soft opt-in’ is sometimes used to describe the rule about existing customers.Existing customers, recruiters! What does this mean to you?The idea is that if an individual bought something from you recently, gave you their details, and did not opt out of marketing messages, they are probably happy to receive marketing from you about similar products or services even if they haven’t specifically consented. Probably happy! (Yes please!)The soft opt-in rule means you may be able to email or text your own customers.Read this:You can also email or text an existing customer who has bought (or discussed buying) a similar product or service from you in the past – but only if you gave them a clear chance to opt out of getting marketing emails or texts when you collected their details, and in every message.💡So Recruiters! What’s the Best Way to Create a Marketing List and Use Automation to Drive Comms? This paragraph had me clapping my hands… According to the ICO:You may want to compile your own in-house marketing list using details of people who have bought goods or services in the past, or who have registered on your website or made an enquiry. However, you should not assume that everyone is happy to receive marketing just because they have provided their contact details.So, basically, you can create email marketing lists from people who have not specifically consented!But have a little think! Your goal is longer term to create consent, and to create really good email marketing campaigns to get them to say “don’t delete me – I think you’re great!” Then you can take that engaged mailing list to your sassy clients and ask them to pop that in their pipes and smoke it –whilst you place lots of candidates with them at your rack rate fees!🏃➡️Now to Start Building an Email Marketing and Automation Strategy to Attract Your 3CsRecruiters!Candidates, clients, and colleagues (your 3Cs) need to hear from you!You need to maintain your legitimate interest in holding their data. You need to give them compelling reasons to stay on your mailing list - and your recruitment marketers have the keys to this!Automation Buddy / Bullhorn RoIWe are Automation Buddies set on helping ambitious recruitment businesses who want to increase speed and sales.We coach to inspire, and build your automations so you can recruit and sell!Plus, through our Bullhorn Vision service we help generate serious ROI from your Bullhorn, data, and people.READ MORE ABOUT OUR BULLHORN VISION SERVICEREAD ABOUT OUR AUTOMATION BUDDY SERVICEBOOK YOUR FREE CONSULTATION
How to Remove People from Your LinkedIn Company Page
Recruitment leaders and marketers!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.Removing Randoms from Your Company LinkedIn PageAs a recruiter, you’ll know that the lovely staff number you see at the top of the Company page on LinkedIn may 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 a recruitment marketer or 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’s LinkedIn profile is theirs and not even LinkedIn have the right to edit it.There 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.Plus, via our Recruitment HIIT training platform, we deliver 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. Recruitment and Bullhorn TrainingWe deliver the best live Bullhorn ROI webinar training, and you'll find other recruitment and RecTec tips and tricks in Recruitment HIIT, our online recruitment training platform.Plus, through our Bullhorn Vision service we help generate serious ROI from your Bullhorn, data, and people, so you have even less need for LinkedIn!TRY HIIT FREE HEREBOOK YOUR FREE CONSULTATION
Tired of Unsubscribes? 5 Email Tips Every Recruiter Should Know
Recruiters, marketers, automators... If you’re running regular email campaigns to candidates or clients, with tech like Bullhorn Automation, unsubscribes are either a fact of life or something you dread, and may even be the reason you are not ambitious enough with your outreach.Through the free consultation calls I have with recruiter / leaders / automators who have Bullhorn, I’ve been finding myself talking a lot about managing recruitment campaign outputs, and dreaded unsubscribes.Unsubscribes can feel like a blow to your efforts, but there are ways to prevent them which I'll explore below.💡Be sure to also read my other blog: How Recruiters Can Turn Bounces and Unsubscribes into $£€- so that when you get an unsubscribe or hard bounce, you could actually create more recruitment opportunities.5 Ways to Reduce Your Candidates and Clients from UnsubscribingI've got lots of tips to share, that we coach in our Automation Buddy programs, but here's 5 to get you started today.1️⃣Clean up / segment your data I guarantee you have data which you no longer need (old sectors / job titles you no longer recruit for).Perhaps the data you need isn't coded well enough for you to segment it, hence you risk hitting parts of your community with the wrong content.But, don't procrastinate over this - you don't need a 100% clean database to start a campaign, or to make an approach. Clean up some data, and hit it. Then move on to the next layer to attack.2️⃣Subject lines need to punch above their weightKeep them short and sweet, but personalised (about them, not you (or recruitment) and relevant to your community.Think "mobile first" and ensure that your subject line can actually be read on a mobile device. For example, the Mail app on iPhones displays up to 78 characters in the subject line area.Emojis can help you stand out in a big list of emails, too.3️⃣Content, creating contentment (not consternation)I'm still seeing way too much recruitment content online, and not enough sector-specific content form recruiters.I yawn at interview tips / what to wear to interviews etc... It works less well than content aimed at your sector and job titles.At a stretch "Interview tips for Accountants" is better than a more generic topic, but even so, if that's the best content you can create, you need to try harder.What tech does your community use? Find out and talk about it.How is AI / world events affecting them? Find out and talk about it.It's never been easier to find out more about what makes your community tick - ask them, ask Google, ask AI!4️⃣Formatting to attract attention (but be WCAG-aware)I recently spotted a recruitment campaign where the email content was centred throughout and black and white - very uninspiring, and actually quite difficult to engage with.In the very least breath your brand colours into your content and check WCAG guidelines to ensure that you're not inadvertently muting your content.If your community uses Instagram / Facebook etc... be sure that they expect your content to have a life beyond black and white copy. Colour, emojis, personality - shine!5️⃣"Pitch" the unsubscribeWhat does the unsubscribe footer in your mailers look like?Is it simply an invite to unsubscribe? Or have you pitched that if they do, they'll miss out on future helpful content, and life-changing jobs?I see way too many campaigns that look like the goal is to generate unsubscribes! Ironically the footer is often more engaging than the mailer itself."We're fixated on helping our teaching community stay up to speed with the best tips, tricks, and jobs. You can unsubscribe, but then you may miss your next best teaching hack, or career move"...is better than..."Unsubscribe".A great tip is to allow candidates and clients to "Update their Preferences" which can provide your community with a way to help you make ore relevant the communications you are sending to them and/or update you on what they do find interesting. This can be done within Bullhorn Automation and is a useful way to reduce the Unsubscribes.📍Final Thought: Create Recruitment Campaigns to Keep Your Community SubscribedYour data, message, design are crucial to keeping your community from opting out.By keeping your content relevant, valuable, and human—you’ll build a database that’s active, engaged, and ready to work with you.Want help building an automation and outreach strategy to keep your community of candidates and clients opted in? Let’s talk.I offer free consultations to help leaders / recruiters / automators unlock the power of their Bullhorn database and create opportunities .BOOK YOUR FREE CONSULTATION
How Recruiters Can Turn Bounces and Unsubscribes into $£€
Recruiters, marketers, automators... If you’re regularly emailing candidates or clients—especially using tools like Bullhorn Automation - you’ve likely become familiar with two things: unsubscribes and hard bounces.At first glance, they can feel like a blow to your efforts—but they’re not always what they seem. In fact, how you respond to them is where the real sourcing and sales opportunities lie.Through the free consultation calls I have with recruiters who have Bullhorn, a hot topic is unsubscribes and hard bounces. Neither outcome gives a nice fuzzy feeling. If someone unsubscribes it limits your chances of reaching out to them again.If you get a hard bounce, their email has failed or the server has blocked you.But rather than get frustrated, slowing down your marketing / automation efforts, get active and turn these apparent dead ends into business opportunities. I've got some tips to help you monetise the "no"!💡Be sure to also read my other blog: Tired of Unsubscribes? 5 Email Tips Every Recruiter Should Knowto help you reduce the volume of unsubscribes.Unsubscribes and Hard Bounces Aren’t Always the EndTake it from someone who sends regular campaigns with Bullhorn/Automation/Sales/Sourcing tips. Here’s what I’ve learned:When you start poking around a database that hasn’t been touched in a while, you need to plan for:Inevitable bad, dirty dataLow trust due to radio silence / low communication volumeBounces and unsubscribesSo:1️⃣ Don’t burn out your entire database all at once and overwhelm your recruiters with pointless "leads". A flood of bounces and unsubscribes is overwhelming—and tempting to ignore. Instead, work with your recruiters to identify the data that matters most (roles, skills, locations), so responses are relevant and recruiters engage.2️⃣ Stagger your outreach. A gradual send schedule helps you build a better picture of your data, keeps your sender reputation healthy, and gives you the time to review and action what’s coming back.3️⃣ Use and A/B testing to tell you what works (and what bombs).4️⃣Then, and this bit is crucial, have a battle plan to turn what seems like a "no" into an opportunity.Not Every Unsubscribe or Hard Bounce is Final🏴Unsubscribes: What we often see—especially in recruitment—is that many unsubscribes are "false flags". It’s not the person opting out; it’s often their old email being shut down or a system admin / manager clearing mailboxes.Often, that person hasn’t unsubscribed —they’ve moved to another company.⛔Hard bounces should be an opportunity to follow the follow the leaver to their new company - and rekindle a relationship.Instead of blindly trusting your email system, build a workflow to monetise the "no".Here’s how I manage unsubscribes at Barclay Jones:Two months after each mailer, I check the unsubscribes.I investigate if they’ve left the company or simply moved jobs.If they’ve moved, I update their details in the CRM and re-engage them.I do the same with hard bounces by checking LinkedIn and updating records.Recruiters can recover valuable contacts this way—some of those “dead” leads could be placements waiting to happen! 💸Campaign the Clean ~ Create the Opps!Treat every email/automation campaign not just as marketing—but as a data quality (and data wealth) activity.Hard bounces? Check if the contact has left.Unsubscribes? Investigate the source.Build this into your CRM workflows—it doesn’t have to be hard or time-consuming.With the right process, they’re signals—not setbacks.Want help building an outreach and automation strategy to keep candidates and clients opted in?📅 Let’s talk!I offer free consultations to help leaders, recruiters, and automators unlock the power of their Bullhorn database.BOOK YOUR FREE CONSULTATION
How to Make Money from Your Recruitment CRM: The Data + Systems + People Model
Recruiters and recruitment marketers—if you want to drive this year with a sales-led strategy and start monetising your recruitment CRM, read on.💡CRM used effectively = 29% more productivity. But how do you actually do that?Are You Making or Wasting Money with Your CRM?Do you want to make money from your recruitment database, or just pay for it?Do you want your marketers generating leads, not just blogs and events?Do you want your recruiters consulting, and placing more, not just sourcing and wasting time on LinkedIn and job boards?All recruitment tech has one thing in common: what you put in determines what you get out. And right now, recruitment leaders are asking:How do I boost my recruiters’ placement rates?How do I get them off LinkedIn and onto our CRM and back on the phone?How can marketing generate leads that sales actually use?How do I turn our website and automation into money-makers?How can AI and automation drive growth?The answer? A simple but powerful focus on Data, Systems, and People.1. Data = Wealth💸Yes, people are valuable assets. But your data is what clients and candidates are actually buying. It fuels your pipeline—or clogs it.Too often, recruiters have too much data. They keep sourcing more, creating a FOMO-fuelled vicious cycle that kills productivity and profit. Instead of creating more, you need to work your existing data better. (Check out my "dig up stupid" data model below.)2. Systems = Speed + Scale🏃♂️➡️For years, I’ve said “Be CRM-first" or Bullhorn 1st. Finally, recruitment leaders are getting this concept.I've often said "too many systems and not enough process". That’s changing, with automation and AI now helping recruiters get more from the data they already own.Today’s recruitment software can guide your process instead of turning recruiters into co-ordinators and admins. But that only works if you have a systemised approach and use automation strategically.3. People = Process in Action💪Here’s the harsh truth: untrained recruiters = lost fees. PEBKAC is still an issue. Often, the problem exists between and chair and the keyboard.With 2/3 of workers leaving due to lack of training, this is a red flag for your bottom line. The average 10-person recruitment agency loses $€£10k when a recruiter leaves.Too many agencies rely on a one-time “go live” for systems and then leave it. But without ongoing, embedded training, recruiters forget, systems stagnate or change, and process breaks down.💡Your Fix? Connect the DotsData, systems, and people don’t work in silos. You need a joined-up recruitment process that allows your recruiters to consult—not just click.Data: Look again at the graphic above. Have you identified and are working your green and amber data, or are your recruiters drowning in FOMO and wasting time sourcing even more data? System/Process: But do you have a system (and process) for working your green and amber? Is your green and amber ready for automation and AI?People: What training are you giving your recruiters to effectively use your data and Recruitment CRM / systems so that they can make money rather than just administrate / co-ordinate?This is exactly why we deliver money-making Bullhorn RoI projects, Automation strategies, and have created Recruitment HIIT—an on-demand platform built to weaponise Bullhorn, LinkedIn, and your systems to drive placements and productivity.💥 Stop blowing cash. Start building profit—with the recruitment data, tech, and team you already have.BOOK A CALL TO CHAT ABOUT HOW TO DO MORE WITH WHAT YOU HAVE
11 Stats Every Recruiter Needs to Know Before Sending a Spec CV
Recruiters want two things: more time and a stronger pipeline. But here’s the reality...🔒 70% of jobs are never advertised. 📞 It can take up to 18 calls to reach a single prospect. 📬 And with email inboxes overflowing, your “Spec CV Send” could be lost before it’s even seen.We speak to recruiters every day who are in what we call a "JAM"—just about managing. You're doing the work, sending the CVs, following up… but placements aren’t landing the way they should. Why?Because sending a CV isn't enough anymore. You need that email to work—to stand out, get opened, and drive action. With lead lifecycles shrinking to 24 hours or less, being top of the inbox isn’t optional. It’s survival.So what’s the fix?🚀 11 Stats to Focus Your Spec CV Sends and Email MarketingThere’s no shortage of stats out there—but we’ve boiled it down to 11 stats (2 above and 9 below) to get you thinking (and transforming) your candidate marketing and boost placement success.Why Your CV Sends Are Falling Flat📩 Your clients receive 121 emails a day (and over 30 billion emails were sent last year).👀 Only 20% of emails ever get opened.🛑 And thanks to filters, 1 in 5 emails never even land in your client’s inbox.How to Get Your Emails Opened (and Actioned)🎯Be Relevant – 61% of clients open emails if your past contact was useful or timely. Build relationships, not just touchpoints.📌Nail Your Subject Line – 47% of recipients open emails based on the subject line alone. Ask yourself: What’s in it for them?💘Get Personal – Using the recipient’s name boosts action rates by 26%. Hi John beats Hello Sir/Madam every time.📱Think Mobile First – 30% higher open rates happen on phones. Short, punchy, and scannable wins.⌚Time is Everything – Most emails are opened within an hour. After 24 hours, your lead may be dead in the water.Convert Emails into Real Opportunities💪Recruiters using their CRM effectively are 34% more productive.🏃♂️➡️Our Bullhorn HIIT training helps you use your database to its full potential—so your best leads don’t slip through the cracks.🚦What These Stats Mean for YouIf your emails aren’t converting into interviews or jobs, it’s not just a marketing issue—it’s a process problem. And the fix doesn’t need to be complex. Clean data, sharp messaging, and smarter timing can put you back in the driver’s seat.So… What Do You Need to Do Now?✅ Audit your CV send process.✅ Review your CRM usage.✅ Craft better subject lines.✅ Re-engage old leads.✅ Learn what works—and automate it.This isn’t about sending more. It’s about sending smarter.Need help getting your emails working for you, not against you? Drop us a line—we’ll show you how to turn your database into a placement machine.CONTACT USThe Best Bullhorn and Recruitment TrainingWe have 100's of recruitment tips and tricks to help you effectively market to candidates and clients, whether it be Bullhorn Hacks, LinkedIn tips, automation, or recruitment marketing advice. We have a whole blog dedicated to helping recruiters source the all important 4Cs - Candidates, Clients, Colleagues and Cash!Our high intensity interval training - Recruitment HIIT - helps recruiters source, convert quicker, and develop healthy pipelines, and recruitment marketers attract, engage, and retain candidates, clients, and colleagues (3Cs).TRY RECRUITMENT HIITREAD ABOUT OUR RECRUITMENT TRAININGBOOK A CALL TO DISCUSS RECRUITMENT TRAINING
9 Crucial Recruitment Marketing ROI Questions ~ Answered
Recruitment marketers who want to make a real difference to the sales and recruiting process of their businesses need to read these recruitment marketing insights.Recruitment leaders who are looking to generate more from their marketing function can use Lisa's insights to help them drive marketing ROI.Vanity v SanityRecruitment marketing can often stray into "vanity" world. It's never been easier to "spray and pray" with marketing due to automation and AI. The sheer volume of platforms you can use for recruitment marketing, and the communities you can access and attract, can keep even the most well-intended marketer too busy to generate ROI.But with 69% of online content never even being read, and the vast majority of emails never being responded to, it's never been more important to be targeted with your recruitment marketing and focus on the sanity!Lisa has done a lot of work with recruiters over the years helping them shape their recruitment marketing strategies, so I made her a rare coffee and asked her 9 questions about recruitment marketing ROI.9 Questions I Asked Lisa About Recruitment Marketing ROI1. What is the Function of Recruitment Marketing?Crucially to attract, engage, convert, and retain your 3Cs – candidates, clients, colleagues.And to help your sales and recruiting teams turn them into the 4th C – cash!2. What is the Number 1 Benefit of Recruitment Marketing?Leads (candidate and client) are key...But often the expectations of what recruitment marketing can do are too low and KPIs are mistakenly around followers, impressions, blogging… The benefits of recruitment marketing need to be SANE not VANE. 3. How Should You Measure ROI on Recruitment Marketing?Stick to “sanity stats”: Leads generated. Relevant subscribers signed up. Automation click throughs. Don’t not be fooled by people telling you that it’s difficult to measure ROI in recruitment marketing.4. What is the Difference Between Outbound and Inbound Recruiting?It is the difference between the more traditional approaches to marketing (email marketing / events) and digital (social / web). Push and pull!It’s all about whether you’re interrupting someone’s day with your messages or whether they perceive that they initiate the contact. The key to successful recruitment marketing, whether it be in or out bound, is that the candidate / client feels that they are the initiator... But actually the marketer has stealthily exposed the candidate's / client’s and drove them to click / call you.5. Is Recruitment Marketing Only for Large Companies?All recruitment companies need recruitment marketing.And every recruiter needs to be a recruitment marketer in some way. (Another blog for another day...)Recruitment HIIT has some cool hacks to help recruitment consultants market themselves, their brand, and their services, too!6. What’s the Number 1 Pitfall in Recruitment Marketing?Too much content, not enough marketing! And too much marketing, not enough sales!7. What's Your Number 1 Hack for Content in Recruitment Marketing?69% of content is never even seen, so wasting time creating new content, especially in the current market, is nuts! Repurpose old content. Repurpose other people's content.Create blogs out of blogs eg. "3 Insights We Found Online That Every Accountant Needs to Read this Week"And if you really need to create your own content, ask your recruiters to ask the right questions on their screening and sales calls and then craft insightful blogs to attract and engage your community. eg...What 's the best tech every teacher uses to create lesson plans?How do you think AI will affect your job in the next 5 years?How has your legal firm been affected by WFH?My Recruitment Training platform, Recruitment HIIT has some cool hacks to try, too!8. What is the Recruitment Marketer’s Essential Tech Stack?You can get lost in the tech, but as a starter I'd suggest:Trello for planning.Google Analytics for website ROI.Bullhorn Automation (if you have Bullhorn).An SEO toolkit like SEMRush/AHRefs to turbo boost content – and Keywords Everywhere is flipping awesome!Speedy video and image software such as Canva to "stretch" content – remember, “less content, more marketing!”I mentioned other tech in My Recruitment Training platform, Recruitment HIIT.9. How Can Focus Your Time and Attention and Not Stray into Vanity Territory?Plus, I say to my clients who are looking to hire / get more from marketing and need focused revenue-generating outputs.“Imagine if your recruitment marketer had only 1 hour a day to make a real difference, what should they do? Then times that by 7 and that’s the job spec”. Often recruitment marketers spend too long doing things that people have asked them to do that offer no real value to recruitment and sales. Stay focussed on the WIIFMB - what's in it for my business?Automation BuddyWe are Automation Buddies set on helping ambitious recruitment businesses who want to increase speed and sales.We coach to inspire amazing automation ROI, and are a safe pair of hands to build your automations so you can recruit and sell more.READ ABOUT OUR AUTOMATION BUDDY SERVICE
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, X, 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 RECRUITMENT TRAINING
What We Learned From Recruitment in 2018 and What Do You Need to Do in 2019?
Recruitment leaders, recruiters and their marketers are sat at their desks, pressing backspace on the 8 and changing to 9 (2018 / 2019) – wondering where 2018 has gone, and what needs to be different about their recruitment businesses in 2019.We were flattered when asked by vsource to reflect and comment on what the team has learned from 2018.Who are Vsource?Our Sourcing Platform combines the latest in AI, talent analytics and search algorithms to deliver daily candidate searches to your recruiting team.In their “What We Learned from Recruitment in 2018?” blog they have reflected diversity, gender pay gaps, social recruiting, passive candidates, remote working, and of course, AI. They’ve given some fascinating stats which will get every recruiting and marketing professional thinking about their strategies for the coming year.And they got my team and I thinking too!What Barclay Jones Learned from Recruitment in 2018Recruitment marketing generating more than simply clicks and contentThe value of really good dataHow to create a CRMFirst cultureHow to build a successful recruitment teamIt’s a damn-good-read and will take you 5 minutes and give you some perspective.(Thanks vsource)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 clients, and colleagues (3Cs).TRY RECRUITMENT HIITREAD ABOUT OUR RECRUITMENT TRAININGBOOK A CALL TO DISCUSS RECRUITMENT TRAINING
Vanity vs. Sanity – KPIs That Really Matter in Recruitment Marketing
The Recruitment Marketers I mentor are keen to demonstrate and deliver Recruitment Marketing ROI. Recruitment Leaders want them to do more than simply "colouring in". Recruitment Businesses are often known for their KPI and Scorecard cultures... but marketers are often left out of what I call "sane" KPIs, in favour of "vain" metrics. This creates even more suspicion over what marketers actually do to add value. This blog will give you some tips on what you need to measure in recruitment marketing.The Colouring-In Department and Greg SavageI’ve written about recruitment marketers being more than simply a colouring-in-department and the brand police. There is often the perception that the average marketing department has lots of felt tipped pens and Canva, and is awaiting requests for another PowerPoint deck and job advert image creating. This is exacerbated by the KPIs they have (or often don’t have) and the metrics that they measure.You will have all heard the term:Revenue is vanity. Profit is sanity. Cash is realityMy friend Greg Savage wrote about it in the recruiting sense back in 2015.I regularly talk to my clients about vanity vs sanity metrics in recruitment marketing. When I start working with a recruiter I see:Sales people have KPIs / targets / goals / commissionMarketers have… well, er… communities to grow, time to tweet, lists of documents to brand…And then the marketing function appears to offer little ROI.Vanity Metrics for Recruitment MarketersHere are some examples of what I call “vanity marketing metrics”:Impressions / Likes / Followers / Engagement – none of these make money and leadsGet shortlisted for an awardNumbers of web hits / unique visitsEmail open rateIncrease Glassdoor Rating from 3 to 4Increase CEO Approval on Glassdoor from 70% to 80%Generating advocates for your contentGoogle Analytics GoalsThe reason that these are vanity metrics is that a sane person / sales person who is not close to hitting target is likely to say “so what” to the above. Winning an award doesn’t make you more money, it’s what you do with it that counts (I have a blog for Awards ROI!). Generating a higher ranking on Glassdoor does not generate recruiter talent all by itself. Gathering more followers… well with GDPR coming, your chance of spamming them is about to disappear (or is it?). Your web is attracting lots of people who don’t apply for jobs… read my mind!Recruitment marketers need to be allowed to demonstrate sanity to generate ROI.This does not mean that the “vane data” I often see measured is not needed – vanity is key, but it is just the beginning. Start with the vanity scores, but have a plan for sanity.Have a plan for the C-word!Sanity is a C-Word!The 3Cs of recruitment marketing: Candidates, clients, consultants! They are the key three audiences of a recruitment marketer, so KPIs and day to day metrics need to be focussed on these. And if the leaders or the recruitment business are looking to sell / gain investment, then add an I!Sanity Metrics for Recruitment MarketersMy clients will often hear me say:Marketers should never be targeted with the sales generated, but they should absolutely take credit for them.How about these as some example sanity metrics?Convertible leads generatedLTV (life time value of leads)Recruiters attracted (of the correct “grade”)Candidates registered (of the correct “grade”)Client meetings generated from eventsMarketers in recruitment need more sanity measures. They need to be allowed to develop lead generating / recruiter attracting / client engaging strategies – otherwise, it’s back to making things look pretty and managing job board budgets.Let’s also not forget that often recruitment marketers are not set SMART goals. Too often I see a lack of expectation of marketing demonstrated through the “woolly” goals which are set.ROI is Vain and SaneSo, recruitment leaders, if you want ROI from marketing, have SMART and sane expectations of your marketers. Recruitment marketers – develop strategies and tactics to deliver goals around sanity, as well as vanity.And don’t forget the c-words in recruitment marketing. 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 clients, and colleagues (3Cs).TRY RECRUITMENT HIITBOOK A CALL TO DISCUSS MARKETING TRAININGREAD ABOUT OUR MARKETING TRAINING
Mobile Only and the Death of Immobile Recruitment Websites
Are you a recruitment leader or a recruitment marketer who is on board with “mobile”…? But do you have a “mobile-only” plan? Deloitte thinks you should, especially if you hire a specific demographic. Read this 3-minute blog for some recruitment insight tp help you future-proof your recruitment business.Deloitte is predicting that 30-40% of the population will have mobile-only internet by 2022 – hence a deeper reliance on mobile/cell/tablet activities. This number may be even higher in certain countries, so international recruiters need to take note.This prediction means that the activities and buyer’s journeys of these people need to be at the front of recruiters’ minds… If people only use their mobile to interact with the web – what does this mean for recruiting workflows?Recruiters Can Rely on A Low Fibre Diet?With the prediction that your buyers have little need now for fibre networks, it makes them more mobile than ever. (No more letters to candidates asking them to be at the phone box tomorrow at 6pm for their phone interview!)Adverts, website content, surveys, calls to action, email campaigns… all of these need reviewing to take this trend into account… The use of more traditional systems to communicate needs review (eg. email only).What this does mean is that users will be even more beholden to their mobiles so accessing the 3Cs through them will never be easier… IF recruiters “get down” with new and innovative ways of communicating and attracting.Plus what are the typical behaviours of a mobile-only user and how will this potentially disrupt the candidate/client/consultant buyer’s journey? How is your content adapted for mobile users? If we start at awareness, and the content viewed (and ideally interacted with) on mobile is not fit for consumption or interaction, you lost me at “Hello”Mobile, Not Just for Executive Search RecruitersThe stats also tell us that the “mobile-only” theory will level out the playing field, in that this tech trend will not be restricted to the more wealthy. In fact, low-income households are more like to be mobile-only… so again, recruiters who want to attract this level need to plan.Which of you out there hires people on less than £30k? What is your “mobile-only” plan?The same can also be said for mobile-only being more about the younger talent pool, than the older – but you don’t need a Deloitte prediction to tell you that!Recruiters May Need to “Think Small”So – many recruitment marketers have gone a little crazy, colouring-in their websites and online platforms. This can “hurt” your buyers will slow rendering and high HTTP requests.We worked with Volcanic on a number of web audits and found that most recruitment websites suffered from speed issues due to these two elements.Note that mobile-only users are likely to suffer from slower speeds than their wired friends, and so your website needs to be sympathetic to this.Perhaps recruitment marketers need to have a “low bandwidth” version of their sites to compensate for this trend?What’s your plan for “mobile-only” in recruitment?Need more advice on getting your recruitment website up to scratch? Read our Blog on the Four Mistakes You’re Making With Your Recruitment WebsiteI train and mentor recruitment marketers to generate the 4Cs: candidates, clients, colleagues and cash.(Thanks Undercover Recruiter for posting this blog)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 clients, and colleagues (3Cs).TRY RECRUITMENT HIITBOOK A CALL TO DISCUSS MARKETING TRAININGREAD ABOUT OUR MARKETING TRAINING
How to Get ROI from Your Colouring-In Department (Marketing Department)
Marketers who feel “unloved” or “worked” in the wrong way will totally get this blog, and likely forward to their leaders and recruiters. Recruitment Leaders and recruiters need to read this blog if they feel that they are not making money from marketing!Recruitment Marketing and Sales are DisconnectedI recently had dinner with a recruitment leader (anonymous) and we were talking about her goals for the year…Profit, Effectiveness, ROI, CRM Upgrade, Marketing…Or rather she said:I want to get more ROI from my colouring-in department!In our Bullhorn RoI and Bullhorn Automation Buddy programs we often come across Recruitment Marketing departments who are disconnected from Sales – disconnected enough to warrant a (healthy) scepticism. This is often demonstrated by graphs showing community sizes rather than fees generated from marketing activities.Why? We often find that this is due to a complete lack of understanding (by Sales) of what Marketing is there for. Marketing are often not expected to generate leads, and if they do, Sales sometimes don’t stop cold calling long enough to convert them, or feedback to Marketing on improving the lead criteria.Who Cares About Your LinkedIn Followers and Website Clicks? Recruiters Want Candidates to Apply for Jobs, and Clients to Give Them JobsMarketing often struggles from a lack of perceived RoI. This can be down to vanity stats - web clicks, job application #s, blogs posted, LinkedIn follower #s - as opposed to sanity stats - viable leads, calls booked, jobs logged, placements etc...Sanity stats are generated by marketing tasks delivered by a robust, targeted, connected blend of sales and marketing functions.Sales and Marketing is all about being in the peripheral vision of your talent and clients – content, events, great job adverts…Marketers should also actively drive lead generation – not simply be focused on brand and blogs - AKA "colouring in".4 Things You Can Do to Get Your Marketing Department to Put Their Crayons Down (and Generate ROI)Target your market. "Ready, aim, fire", is better than "Ready, fire, aim". Who do your recruiters need to speak to? Get these candidates and clients into your CRM and use automation to wake them up.Budget (time and money) to generate leads.Strategise the generation of warm calls - they are better than cold calls.Adapt your strategy if it's not working. Marketers need to ask for feedback on their lead gen efforts / recruiters need to give honest feedback.Marketing ROI is About Perception and ExpectationRecruitment marketers need to “get” Sales, generate leads, demonstrate value and get into the thick of growing a business.Recruiters need to “get” that Marketing (with a big and small m) is intrinsically part of the sales process, not simply a pretty logo, website, LinkedIn Recruiter Licence sign off, etc…And when Marketing generates super leads for you, convert them into sales please. Then tell Marketing how much money they have helped you take home that month, say thanks, and don’t be surprised if they log that somewhere and remind you of it regularly.📍Final Thought: Create Sales and Marketing Recruitment Campaigns to Get Warm Leads and Real OpportunitiesWant help building an automation and outreach strategy to keep your community of candidates and clients warm? Let’s talk.I offer free consultations to help leaders / recruiters / automators unlock the power of their Bullhorn database and create opportunities .BOOK YOUR FREE CONSULTATION
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