Your recruitment technology is key to your business' growth. It should speed up recruiter effectiveness, create valuable assets and increase sales.
We are Virtual IT Directors to our clients, helping them to create a sales-led technology strategy, which includes Recruitment CRM and associated recruitment systems.
Through our Recruitment Technology Discoveries, we'll review what technology you have, how it's used, and advise on what you need to deliver profitable recruitment process.
We will be your Virtual IT Director. You needed a trusted advisor to devise a plausible and growth / sales-led technology strategy for your recruitment business.
We will work with you to make your CRM first in your workflow: sourcing, lead generation, candidate nurturing, client conversion, account management, recruiter retention. Don’t you want your clients, candidates and recruiters to use you (and your CRM) first?
Their knowledge of the recruitment industry coupled with their technology expertise enables them to provide a very useful insight into how we can establish a solid foundation onto which future growth will happen.
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"After working with Barclay Jones I have more confidence in what I am doing, and in the ability to know the questions to ask. I can rely on Lisa – she has challenged my team and I to develop award-winning strategies – we won the Recruiter Award for best marketing team. My time with Barclay Jones in three words? Fun, insightful, delivering."
“We would absolutely recommend Barclay Jones, they are the most professional trainers that we have come across. Now we have a partner who understands our recruitment business, Bullhorn and how we use it. Luke is a former recruiter who clearly “got recruitment”. We ran several sessions and Barclay Jones were constantly looking to improve and adapt the training to make it work well for us.”
We would definitely recommend them to other recruitment businesses – other than the fact this may limit their time for ATA! They “get” the problems that we face and have never recommended a solution that we didn’t need. We trust them. As a result of this training we now have someone who understands how to engage our recruiters and train them on our version of Adapt. We can focus on the core activity to get a return on investment. We have an increased awareness of how Adapt can make recruiters successful.
We can benchmark you over key areas such as: CRM, business process, recruitment workflow, company objectives and structure, reporting systems, management information, recruiter engagement, ROI, manager engagement.
We follow with a Recruitment Technology Strategy Workshop for your stakeholders to deliver our ideas on your annual recruitment technology strategy, and focus on what we call your first 90 day "Rock" - issues to be fixed, and ideas to help you drive your recruiting and sales pipelines.
We now work as Virtual IT Directors for the recruitment industry. Every recruitment business needs a plausible and growth / sales-led strategy for their technology. Every recruitment leader needs someone they can trust to advise on recruitment technology, and recruiting and business process.
They “get” the problems that we face and have never recommended a solution that we didn’t need. We trust them.
Our clients want the advice and experience of a commercially-focused IT Director, but not the salary bill! We work with Recruitment leaders to devise recruitment technology strategy, and mentor their IT function to deliver cost-effective and recruiter-effective processes.
We know that poor product selection, inadequate planning and implementation will result in stress, disruption, low morale, expensive mistakes and stalled growth.
We will help you select the correct Recruitment CRM, plan a plausible implementation project, and help you ensure that it is delivered on time and to budget.
Change doesn’t happen simply because you buy new recruitment software. We work with recruiters to devise a CRMFirst strategy and implement the best recruitment software solutions.
Bullhorn Training
“We would absolutely recommend Barclay Jones, they are the most professional trainers that we have come across. Now we have a partner who understands our recruitment business, Bullhorn and how we use it. Luke is a former recruiter who clearly “got recruitment”. We ran several sessions and Barclay Jones were constantly looking to improve and adapt the training to make it work well for us.”
Emily Dewsnap
Recruitment Marketers need ROI from Marketing - whether it is more candidates, clients, colleagues, or cash... This event is 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. Recruitment marketing is developing, and forward-thinking recruitment agencies are attracting brilliant people to help build brands. Recruitment technology advances afford new opportunities, whilst a marketing-content-rich environment means that the recruitment industry is more robust than ever.This event is for recruitment marketers who want to:Understand how to make multiple pieces of recruitment marketing content from one keynoteCreate a customer acquisition machine and prove that your business development team can’t live without you!Discover your social media ROI with data analyticsUnderstand the impact of brand on your recruitment business (and the important role recruitment marketers play)During this dynamic and interactive recruitment event, you will hear from preeminent recruitment leaders, as we uncover the secrets to creating magical moments for measuring marketing in recruitment. You will leave with actionable pointers to improve your recruitment marketing success straight away.On Wednesday 22 May 2019, 10:00-16:00 at The Magic Circle in London, Lisa Jones be joining Dualta Doherty, Kristie Perrotte, Owain Wood and San Sunner and will be leading an interactive panel to conclude the event.Our recruitment community loves our Adapt, Bullhorn, Inbound Sales, LinkedIn, Job Adverts and recruitment training hacks. Click the links to get more, and sign up to our Recruiter Hacks Newsletter to receive them as they are published. Book onto the Marketing in Recruitment Event!
Lisa Jones
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.Our recruitment community loves our Adapt, Bullhorn, Inbound Sales LinkedIn, Bullhorn and Job Adverts recruitment training hacks. Click the links to get more, and sign up to our Recruiter Hacks Newsletter to receive them as they are published.READ MORE ABOUT OUR LINKEDIN FOR RECRUITERS TRAINING
