Social Media Tips
How Can Recruiters Get More Time on the Phone (and use LinkedIn Less?)
Recruiters, if 82% of your prospects can be reached via social media, but you’re likely really busy advertising jobs, screening, managing your accounts, you need some tips to help you speedily use social media for BD and recruitment.We have some great sales and recruitment tips on our recruitment training platform, Recruitment HIIT. How Can Recruiters Use Social Media to Sell and Recruit?Inbound Sales tips for recruiters are often littered with “long haul” tips which the average recruiter has no time for. Now, more than ever, recruiters are time starved, marketers are desperately trying to add significant value to their recruitment businesses, and candidates and clients need more specialist and speedy help.You need a simple and effective inbound sales process to help you sell and recruit:You need more convertible leads,You need better quality candidates to apply for your jobsYou need tips to help you manage your clients beyond the first sale – account management.Our Inbound (and LinkedIn HIIT) shows recruiters, resourcers, and their marketers how to:Attract candidates and clients whilst you sleep.Reduce the time you spend sourcing by up to 50%.Get back on the phone so you can focus on converting and keeping your candidates and clients. Oh! AND we have some fabulous Hintro and Hinterview tips to help you add some turbo (and video) to your sales and recruitment workflow.Watch Lisa's Pep Talk About Inbound Sales and What's in It for YouChristopher Slade, Executive Integrity. I now have more time to run my recruitment business, and hire! Because of Recruitment HIIT, when we hire someone, the pressure is off of me and my business partner to do all of the training. It’s a lot less stressful. New starters are onboarded a lot quicker.The Coolest Recruitment Tool is the RecruiterOur high intensity interval training - Recruitment HIIT - helps recruiters and resourcers source, convert quicker and develop healthy pipelines. We aim to save every recruiter and resourcer at least 1 hour per day (6 working weeks a year)- more billing time, more fees!We’d love you to try Recruitment HIIT for free.TRY RECRUITMENT HIITREAD ABOUT OUR RECRUITMENT TRAININGBOOK A CALL TO DISCUSS RECRUITMENT TRAINING
Social Media Tips to Help Recruiters Earn More
Recruiters suffer so many distractions in their jobs - and they have so little time to make that placement and sale. 56 interruptions a day / checking your emails 36 times an hour! How on earth are you supposed to sell anything? You have more tech than ever, more data than ever, but less time! I have a passion for sharing time-saving and sales hacks to help recruiters save time, so that you can make more of those crucial phone calls and have more interviews.As a recruiter, you will know the importance of using social media as part of your recruitment strategy, but do you know how to do this effectively? And how can you use social media systems like LinkedIn, Twitter, etc… to recruit without spending too much time online and not on the phone? This blog will help you to generate more inbound leads through social media, spend less time on job boards, and more time managing your pipeline.I am the founder of Barclay Jones, have worked in recruitment for nearly 20 years and coach recruitment businesses and their teams to generate better leads, opportunities, and sales. I have compiled my 5 top tips for utilising social media in recruitment. Read them below:How Recruiters Can Generate More Leads from Social Media1. Spend 5 minutes a day cleaning your LinkedIn notifications and checking for leads – this will ensure that LinkedIn only shows you genuine leads, and only shows your face to genuine leads. This is a great hack for improving speed.2. Use LinkedIn SSI to understand where you need to improve your LinkedIn profile – You need to maximise your time, so need your profile and activity to really work, even whilst you’re sleeping.3. This is one of my favourites. Use Awards in your niche sector to generate warm calls – Have a calendar of the awards in your sector and be ready to congratulate/mention the awards in your messages to prospects and clients.4. Grow your connections with content (add a link to one of your blogs in your LinkedIn invites) or find content online which really nails any issues they may have in their jobs/sector. If you have nothing on your blog which does this, give your marketer the Paddington Bear stare.5. Use Calendly to give your candidates and clients the opportunity to fill your diary with calls, then get on the phone!Your time is really precious – you have candidates to source, clients to keep happy, jobs to place, and pipelines to protect. The recruiter tips above should really speed up your day and make you more effective. What tips do you have for using social media to recruit and sell?HIIT Us, Recruiters!Our high intensity interval training - Recruitment HIIT - helps recruiters source, convert quicker and develop healthy pipelines, and helps marketers generate more of the 3Cs. We aim to save every recruiter and marketer at least 1 hour per day - more billing time, more fees!TRY RECRUITMENT HIITBOOK A CALL TO DISCUSS MARKETING TRAININGREAD ABOUT OUR MARKETING TRAINING
Recruitment Marketing Event for Sales and ROI-Led Marketers
Recruitment Marketers need ROI from Marketing - whether it is more candidates, clients, colleagues, or cash... With that in mind, we presented the Marketing in Recruitment event with Members Only. It was for recruitment marketers who need to understand and prove ROI.Recruitment Marketers Need to Measure the Success of Their MarketingGenerating tangible ROI remains the holy grail for all recruitment marketers, but it can be a difficult goal to achieve. Simon at Members Only asked me to compere the event, so I used it as an opportunity to "pep talk" the marketers and their leaders.I talked about:The compelling reasons for sales and marketing to work together… 38% higher sales and 36% higher retention.How 98% of Marketers have experienced conflict with Sales at some point in their career and 73% of recruitment marketers are frustrated that their leaders just don't "get" them.What I think needs to happen for sales and marketing to be more connected and thus effective.If 60-70% of the content a marketer generates is never used, and 80% of leads are never followed up... what needs to happen?If 2/3 of the marketers who left their jobs last year said "not enough training", how on earth does the recruitment industry expect their marketers to generate any ROI?Read the slide deck from the event - food for thought?Marketing in Recruitment | Members Only Event with Simon Lewis from Barclay Jones: Making Recruiters More SuccessfulI train and mentor recruitment marketers to generate 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
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
HIIT for Recruiters! 10 One-Minute Hacks for Recruiter Success
This hack is for recruiters who want to make more placements, money, be smart with their time, and impress their bosses (we’re hoping all of you!) And if you’re a recruitment marketer or a recruiting leader, please share this with your lovely teams.—All recruiters want more time and more placements:They want to source fasterThey want to be smarter with their timeThey want to work the right jobsThey want to get their boss off their backs (and impress them)And the Obvious – You Want to Bill MoreBut you get into work, log on and it all goes Pete Tong. When it gets to 5pm you’re logging off (yeah right!) and are nowhere near achieving these critical objectives. But boy, have you been busy (but your boss is still not happy!)Adapt, Bullhorn, LinkedIn, and of course job adverts and eshots are designed to improve speed and cost of hire… BUT – and this is a BIG BUT you are all too often getting bogged down in what you may see as admin and you will need the odd tip / hack to focus you attracting, sourcing, engaging and converting.10 One-Minute Hacks every Recruiter Needs to do to Bill More (and Dump the “Admin”)See this as a HIITs workout for recruitment! High intensity interval training. Each one of the below is a one minute strength exercise – “eat my dust” Joe Wicks!Check three of your clients’ LinkedIn pages and look for jobs / content. You never know what information / jobs/ movers and shakers you may see. You may even see some candidates!Go into your notifications menu on LinkedIn, and check through your contacts. Look for birthdays, movers and shakers, job changes, job anniversaries (people with itchy feet?)Check just one LinkedIn group and see if there are any new jobs / discussions. Stop deleting those group digest emails – they have jobs in!Find 5 contacts on your CRM that you need to get into your active pipeline and send them something from your LinkedIn news feed. Keep in their mind’s eye.Open your task list in your CRM and ensure you tackle key items for today; interview feedback, chasing up CVs sent, organising candidate registrations…Check your LinkedIn home page newsfeed and like / comment / share other’s content (it’s not all about you!) And don’t forget to Press the All Updates filter – you won’t have time to read everything.Nip into the Jobs part of LinkedIn and hunt for jobs that you can work, curse your clients for advertising without you, and curse your competitors for working on. And note, that you’ll even find talent in some jobs (oh my!)Make sure all of the leads you picked up yesterday logged into your CRM ready for today’s business developmentHead into the Barclay Jones blog and read the latest content – grab one idea and work it baby!Nip into one of your target companies on LinkedIn and attract attention by engaging with their latest updates; 71% of people who follow a company are job seekers – so get to the party and show your face on the dance floor.Get focused and have a 10 minute routine to get your day started.I’m off to start point one!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
Recruitment Marketers! What are Lisa’s Answers to 10 Marketing Questions?
Recruitment marketers who want to make a real difference to the sales and recruiting process of their businesses, and the leaders that they support, need to read these insights fromLisa.The famous Undercover Recruiter asked Lisa to be part of their UR Panel of experts and answer 10 key questions about recruitment marketing. As amentor and coach to recruitment marketers, she spends most of my time being inspired by my marketing “crew”, raising the expectations of their recruitment leaders, helping them get buy-in from their recruiters, getting them to engage with marketing technology andrecruitment CRMto improve candidate attraction and lead gen, and kicking into touch the perception of the “colouring-in department”.Undercover Recruiter asked her 10 questions about Recruitment Marketing. Here are her answers.1. What is Your Definition of Recruitment Marketing?A crucial function designed to attract, engage, convert and retain your 3Cs – candidates, clients, colleagues. And help your dales team turn them into the 4th C – cash!2. Recruitment Marketing vs. Employer Branding: What’s the Difference?This is a whole blog in itself… but a wise man once said to me “your brand is what people say about you when you’ve left the room” – perhaps recruitment marketing is what you want your 3Cs to say about you?3. What is the Number One Benefit of Recruitment Marketing?Leads 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. (This is a REAL PASSION of mine!)4. How Should You Measure ROI on Recruitment Marketing?Stick to “sanity stats”: Leads generated. Subscribers signed up. Don’t not be fooled by people telling you that it’s difficult to measure ROI in recruitment marketing.5. What is the Difference Between Outbound and Inbound Recruiting?It is often the difference between the more traditional approaches to marketing (email marketing / events) and digital (social / web). It’s all about whether you’re interrupting someone’s day with your messages or whether they initiate the contact. The key to successful marketing, whether it be in or out bound, is that the client feels that they are the initiator – where actually the marketer has stealthily exposed the client’s need.6. Is Recruitment Marketing Only for Large Companies?All companies need recruitment marketing. It sells their main product – people!7. What’s the Number One Pitfall in Recruitment Marketing?Too much content, not enough marketing! (I’m on a mission to cure “continuations-blog-syndrome”)8. What is the Recruitment Marketer’s Essential Tech Stack?“Stack” is my new favourite word!Trello for planning. I say to my mentees that if Trello were a man, I’d marry it!Google Analytics for website ROIAn SEO toolkit like SEMRush/AHRefs to turbo boost content – and Keywords Everywhere is flipping awesome! (Thanks Becca!)Speedy video and image software such as Adobe Spark/Loom/Lumen5/Canva to stretch content – remember, “less content, more marketing!”9. How Should You Segment Talent Personas for Recruitment Marketing?Around their issues. What problems can be solved?10. How Can You Do Recruitment Marketing on a Shoestring Budget?Canva and Lumen5: one piece of content stretched across the month in a variety of ways, strong advocates posting your content with and for you (content cuddlers), and engaged recruiters!Plus, I say to my mentees “imagine if you only had 1 hour a day to make a real difference, what would you do? Then times that by 7 and that’s your job spec”. Often marketers spend too long not having an impact. (Often they spend too long doing things that people have asked them to do that offer no real value to sales.)Thanks Undercover Recruiter. Lisa has a genuine passion for working with marketers of all levels. Recruitment Marketing is a critical part of a recruitment business. This year needs to be a year of the “4Cs” – candidates, clients, colleagues and cash – not just clicks and content!I train and mentor recruitment marketers to generate 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
Candidate Attraction Hacks for Recruiters! Thanks APSCo
Recruiters and Recruitment Marketers! This video is a speedy watch to give you some candidate sourcing and attraction hacks, whilst also building a longer term, sustainable recruitment marketing strategy.Candidate engagement is one of the hottest topics for recruiters. You have so many systems to source candidates, but in reality, you’re attracting the wrong talent to your jobs, and you’re competing on a level unknown to your recruitment leaders. More recruiter training is needed to turbo charge your approach. And if social media and digital marketing is not working to get you the best candidates, you’re simply doing it wrong!Too Much Data, Not Enough Candidates?Are you a recruiter suffering from “too much data, not enough candidates” and so need some realistic advice to help you attract, engage, convert and retain?Perhaps you need more clients? You can use these recruiter hacks for business development too.Internal Recruiters – I dare you to use this for consultant / colleague attraction for your own businesses!The 4Cs are our mantra –candidates,clients,colleagues andcash!Too Much Content, Not Enough Marketing?We’ve always said that sourcing is clever, but candidate attraction is genius. Where demand for the best talent appears to outpace supply, you need to adopt innovative approaches. Social media and digital marketing can really generate genuine candidate leads.I was delighted to work with APSCo to deliver this seminar in their Frankfurt offices. As a mentor and trainer to the recruitment industry, they asked me to share my recruiter hacks and marketing insight. They then asked me to deliver this content online to their community. This is the resulting recruiter webinar.We talked about:My approach to the Recruitment Marketing Engine – a simple approach to a function which often under-deliversHow your Recruitment CRM (eg. Bullhorn and Adapt) is a critical part of the Recruitment Marketing WorkflowA simple process to generate candidates leads: inbound sales! And my case study of a client who generated 50 interviews from one email marketing campaign (in 24 hours!)We looked at:The 3Ps for digital recruitment marketing: Purpose, Process, PeopleHow data gets in the way of great marketing, whereas marketing should drive it straight into your businessThe buyer’s journey is crucial for recruiters if you want to retain your 4CsHow do you make candidates aware, consider you as a viable recruiter, decide to work with you and most of all stay with you?Watch this recruitment webinar for hacks which you can implement immediately into your recruitment business and marketing strategy.Thanks Tremayne at APSCo Germany for being such great hosts.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
Recruiters: Don’t Expect a Return on Investment From a LinkedIn Recruiter Licence (part 3)
Lots of recruiters have a LinkedIn Recruiter Licence. Indeed many of my clients do, or are considering investing. I’ve written several blogs about recruiters not “getting” the value of LinkedIn:Recruiters: Don’t Expect a Return on Investment from LinkedIn (part 1)Recruiters: Don’t Expect a Return on Investment from LinkedIn (part 2)And now I’m about to go into a 3rd episode and talk specifically about LinkedIn Recruiter. (And if ever there was a time to discuss the placement of the colon.)Having a LinkedIn Recruiter licence – Just like having a PorscheWhen I work with recruiters on their social media strategy I tend to get a bit car mad (Lewis Hamilton has done me some favours this year). I often equate having a LinkedIn Recruiter Licence to having a Porsche. I’ve done my research too and many recruiters would love (or indeed have) a Porsche.There’s going to be all sorts of Porsche and car analogies in this blog. Tune your valves and check your mirrors!Imagine this Porsche was a company car. The recruiter I worked for in the early 2000s had one – you “won” it for a month if you smashed target.Imagine if you had a company Porsche:You’d have a flipping huge smile on your face if you got to drive it (but I rarely see recruiters look delighted when they’re using LinkedIn Recruiter)You wouldn’t just give it to your mates to rag (but you sometimes share a LinkedIn Recruiter licence)Your boss wouldn’t let you get in unless you’d got a valid driving licence (but there are 1000s of recruiters using the licence and have not been trained to use it, and no-one is studying their usage reports and holding them accountable for their use of the system)You’d be expected to keep it clean (but any recruiters are not saving searches, setting up alerts or using projects)You’d win the race, rather than draw with the freebie LinkedIn.com recruiters (but I still see a lack of revenue generated by this licence, and a “it’s ok to break even” approach by some who are not seeing or expecting value)LinkedIn Recruiter: Get out of the Porsche and “get on the phone”Technology being disruptive is old news. Never before have the technology options which the average recruiter has access to so paralysed the recruiting process. Recruitment leaders are hoarse with “get on the phone”.When it comes to LinkedIn Recruiter this is often the norm in a recruitment firm:Not enough licences to go around and they are shared amongst the teamThe “all the gear no idea” approach to the licence – barely scraping the surface of what this licence can offerLots of searching and InMailing, not enough clever use of the features such as Update Me, alerts, projects…Nowhere near enough training on the productThe recruitment CRM barely getting a look in on the talent contacted / placed via the LinkedIn licence. Hence no real understanding of the source of the fee…and with many recruiters handing the licence around like a tray of chocolates after dinner there’s not enough buy-in to the product for it to make its mark.Then the renewal comes around and some recruitment leaders renew due to fear of missing out rather than tangible return on investment.Buying a Porsche seems a lot more exciting!Breaking even does not buy you a Porsche!I also regularly hear that a great measurement of LinkedIn Recruiter is “breaking even”. As long as the recruiter makes a placement, and hence paid for the licence, then all is well with the world.This clearly goes against the average recruitment leaders’ approach to making money. Breaking even does not buy you a Porsche!The strapline on the LinkedIn Recruiter landing page on LinkedIn’s website is “Find and Engage the Best Talent”. I would imagine if Porsche could be that direct, they may use the same strapline for their cars? 😉Indeed many recruiters have that goal day-to-day, and in the pub on a Friday / Saturday night.How to treat your LinkedIn Recruiter licence like a company PorscheGive it to the people who demonstrate that they deserve it – not simply because they have asked for it. (Want a Porsche? Earn a Porsche!)Train, train, train. (Driving test / licence)Set goals for how it should be used – never assume that if you give someone some tech they’ll organically slot it in to their already stretched workflow. (Highway code)Study usage reports monthly and either nip bad behaviour in the bud with training / alignment of expectations, or take the licence away. (Servicing / MOT / Mileage check).How are they currently using social and sourcing tools? If they are pretty shoddy and don’t connect to the CRM enough, having a LinkedIn Recruiter licence won’t change their behaviour. (Are you about to give your Porsche to a recruiters with a bashed-up, dirty car?)Get users to sign a contract with you – you wouldn’t hand over the keys to your company Porsche without s signature and a sanity / driving licence check.The LinkedIn Recruiter licence is often seen as an “expensive” bit of kit, but it is a tiny fraction of what the average recruitment leader spends on their IT / advertising / salary budget.Having higher expectations of what a LinkedIn Recruiter licence can do, and asking your team to deliver, is crucial if you are to engage well with this product and not just see it as an inevitable cost of running a recruitment business. The investment is not just about the invoice you pay. It’s the time you spend on it and whether you can really attribute an improvement in your bottom line to it.Using it well could even help your recruiters buy that Porsche (perhaps even a 918 Spyder.)(See part four of this LinkedIn series here)Get ROI from LinkedInWe 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 clients, and colleagues (3Cs).TRY RECRUITMENT HIITBook an appointment in my diary to discuss marketing ROI BOOK A CALL TO DISCUSS RECRUITMENT TRAINING
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