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.
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.
They are hugely knowledgeable in ICT, business process and recruitment tech and great fun to work with.
They have given us the knowledge and raised awareness of key Bullhorn areas that we need to focus on to help us grow.
Now people want to know how to use the system and how it can help them deliver their roles. Bullhorn is now embedded into ALL training delivered.
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 overkey 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.
Joni Smith
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Recruiters, you waste 13 hours a week sourcing for candidates who are already in Bullhorn. In fact, 72% of candidates placed, are on average, already in your system... This rapid Bullhorn sourcing tip will help you source the best-located candidates in seconds. Let’s save some time, resource quicker, and strengthen your sales pipeline!Save Time Sourcing with this Speedy Bullhorn TipI've had some fantastic feedback from Recruiters when I’ve shown them this mapping tool in my Bullhorn training sessions. It’s a great way to quickly find candidates for the jobs you work regularly – less need for LinkedIn, job adverts, job boards... Do you spend far too much time sourcing outside of Bullhorn? (And are your hard-earned fees being spent on these systems?)Do you need to really nail the location of your candidates – they need to be able to get to work!Do you need to improve candidate experience, and protect your sales pipeline?Let me show you how to:Reduce the time you waste sourcing outside of Bullhorn.Generate a list of quality candidates who can speedily commute, in just one click.Reduce the time it takes to fill your jobs so you can improve your candidate, client, and colleague experience(and pipeline).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 HIIT 7 DAYS FOR FREEREAD ABOUT OUR BULLHORN TRAININGBOOK A CALL TO DISCUSS BULLHORN TRAINING
Lisa Jones
Recruiters' inboxes are either crowded with the wrong job applications, or ironically empty. They're potentially wasting 13 hours a week screening candidates that are not worthy of their jobs, and they all want AI, but don't know where to start.2021 has to be a year where recruiters engage more with tech, data, and systems, so that they can engage better with their candidates, clients, and colleagues. How can AI (artificial intelligence) help?My Interview with Gareth Christian at ReciiI spoke with Gareth Christian at Recii. They specialise in conversational AI - wow that sounds cool! It's basically where your website helps screen out the candidates you don't want to apply for your jobs, and helps the ones that do, get through to you. I asked Gareth 3 questions about how conversational AI can help recruiters be more productive.1. Gareth, if 50% of candidate applications are a poor fit, how can we make sure that this doesn't bottleneck a recruiter's inbox?The last 12 months has seen a fundamental shift in the recruitment world from a candidate driven market to a role driven space. There’s been a 10-fold increase of job applications - some recruiters can now receive as many as 500 applications.Hence the knock-on effect is that more time is needed for screening. The recruitment process becomes bottled necked at the front, and there’s little time for the rest of the process. This is creating poor candidate (and colleague) experience.It affects sales, too - time to hire is increased and this impacts the consultant’s ability to generate sustainable revenue.Think about how can AI help “declutter” this part of the process.2. Gareth, if 13 hours spent screening candidates each week, with little time for candidate care, and this negatively impacts on candidate experience?With the massive increase in job applications, recruiters need to ensure they are speaking with the correct candidates. With application volumes increasing this can mean less time focusing on processes that can generate revenue.Conversational AI can speak to 000’s of candidates every minute, working through a database and applications to ensure each candidate file is updated, accurate and compliant. It can also remove unconscious basis through screening standardisation, suitability grading and soft skill assessment. A great help for D&I improvements.3. 76% of recruiters believe AI will have an impact on recruitment yet currently, only 10% embrace some form of AI - thoughts Gareth?The coronavirus pandemic has forced the recruitment industry to adopt new ways of working – working from home, technological and agile approaches to recruitment are key.The recruitment industry has always focussed on human interaction, and AI has been seen as “anti-recruiter” – when in fact it could be the driver of better candidate, client, and colleague experience. The key is understanding where in the recruitment process AI is best sat, and how it can boost the rest of the process.---Every piece of tech in your recruitment business needs to serve a purpose, and not simply be a cost. It needs a job to do - and it needs to deliver. AI and automation can take a lot of pain away in 2021 - where is your pain? No time, too many candidates, recruiters doing too much admin, dirty data, not enough jobs? How can tech help?Talking of Recruiters Having More Time and Making More Sales...Could you save your recruiters an hour a day, which is 6 weeks a year? Plus hire less staff than you think you need?Our high intensity interval training - Recruitment HIIT - helps recruiters source, convert quicker, and develop healthy pipelines, and recruitment marketers attract, engage, and retain candidates, generate leads, and colleagues (3Cs).TRY RECRUITMENT HIIT 7 DAYS FOR FREEREAD ABOUT OUR RECRUITMENT TRAININGBOOK A CALL TO DISCUSS RECRUITMENT TRAINING
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