Blog Content
LinkedIn has changed… recruiters are going mad! And at a time when Trump and Brexit are causing a storm online… Well, these things happen in threes!
Or do we need some perspective?
So, the web (and every meeting I am in with recruiters) is full of:
“how dare LinkedIn make these changes?” “What a disaster… I want to boycott LinkedIn!”
Now, I’m not deriding the fact that LinkedIn’s changes have caused disruption in the recruitment market, but to be fair, this has consistently been the case and has also been a while in coming.
Some perspective about LinkedIn
How about we stop and think about something…?
Both you as a recruiter and your lovely clients have access to LinkedIn – and your clients often have more budget to spend on a LinkedIn Recruiter Licence.
So why are you stressing about the playing field being levelled out, and not being resourceful and looking for opportunities to be competitive?
As a recruiter you’re a problem-solving-resourcer-negotiator-clever-being… Oh! And the technology exists for you to create talent pools, warm candidates lists, market your niche…
Your recruitment CRM is a pretty critical (and often undervalued) bit of kit.
3 really good differences between your recruitment software and LinkedIn
Only you have access to your recruitment CRM data. Why are you not seeing this as an opportunity to get your clients queuing up and pay through the nose for your warm talent?
When you come (or your recruitment boss wants) to sell the business, your recruitment CRM will be valued (or laughed at by the auditors)… No-one will be looking at your LinkedIn network and valuing it… If anything they will look at your empty/out of date database and frowning as to why you have spent so much time not creating a talent pool that you can sell.
Creating a warm list of candidates and clients, that hear regularly from you, that value you, that look at your jobs, that respond to your emails and calls – the fact is most recruitment CRM do this for breakfast (and if yours doesn’t… time to change?) and the same for clients and leads/opportunities – this is what clients and candidates want – a speedy recruiter who doesn’t need to advertise/source… perhaps (for those that can remember) like recruitment used to be?
Not burning your LinkedIn bridges
Now, I am a massive fan of LinkedIn. Anything that helps me improve my brand, attracts talent and clients for my recruitment clients, and speeds up sales conversions – I’m in… and paying for it… well, nothing in life is free.
I don’t fill up with petrol and drive off… I totally see the value of Tesco and don’t expect a free trolley of shopping either. Plus, spending lots of precious time using free stuff is crazy… especially when the average recruiter screams that they have no time to talk to clients and talent.
Don’t expect ROI from LinkedIn
I have talked before about how recruiters don’t expect ROI from LinkedIn:
Recruiters: Don’t Expect a Return on Investment from LinkedIn (part 1) – aka – do you know its value?
Recruiters: Don’t Expect a Return on Investment from LinkedIn (part 2) – aka – do you know its cost?
Recruiters: Don’t expect a Return on Investment from LinkedIn (part 3) – aka – Is LinkedIn Recruiter Really that Expensive?
Are recruiters finally expecting a return on investment from LinkedIn and that’s why they’re edgy?
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 HIIT FOR FREE
Find out how we help recruiters and recruitment leaders get ROI from their time on LinkedIn
BOOK A CALL TO DISCUSS RECRUITMENT TRAINING
Extra Content
Blog Image
Extra Content 2
media centre
Read more-
Wayne Barclay
Blog
Automation for Recruitment Managers: WIIFM?
Automation can be about data health, email marketing, candidate and client care, and "de-administration" of recruitment. But often, the focus is on individual processes, or people (candidates, clients, colleagues), and not on the recruitment business itself.Hence, I want to explore things from a recruitment leaders "selfish" perspective - the "WIIFM" - what's in it for me?Or rather, what's in it for managers?Automation ROIAs part of the over 400 automation projects we've delivered, where we train, coach, and do hands-on automation building, we're often asked about ROI - return on investment. There's focus on leads, sales, re-generating candidates, increasing website visits, reduced costs elsewhere (eg. LinkedIn / Job boards). We're also asked about how automation can "do more" and give our clients the edge over their competition and help them get ready for AI, and how it can help them run their businesses.3 Ways Automation Can Help Recruitment Leaders1. Create Focus on Revenue-Generative TasksWith so much data, and countless systems and processes, you'll often need to rely on the organisational capabilities, will, and skill, of your recruiters and resourcers. On a crazy-busy day, or a tough market, and with perhaps inexperienced recruiters, that may be too much to ask.Hence leaders - use automation to focus your recruiters and resourcers on the things that matter. For example:Who to call and when.Proactively managing accounts before they become "at risk".Lead conversion.Driving the job management process and not leaving it to the candidate and client to "mess it up".Generating referrals from newly placed candidates, and newly invoiced clients.2. Tracking / Managing / Escalating Poor Performance / ActivitySometimes, recruiters can focus on the wrong activities, drown in "admin", or waste time on external systems, and recruitment process becomes too busy to be effective. Or perhaps they just lack experience to proactively manage their pipelines.Also, with WFH and hybrid, activity can be difficult to see / measure.Hence, leaders ask us to help build automations to track activity, drive performance. For example:Ensuring jobs are being proactively managed and notify management of the ones that are being forgotten.Tracking who is engaging with your brand, visiting your website and opening your emails.Understanding loyalty of your candidates and sales contacts.Removing irrelevant data that you no longer work with, which can slow your recruiters sourcing process.3. Navigating / Mitigating LeaversRecruiters leaving can often be distracting, time consuming, and risky - and it can often be a sucker punch!Hence leaders can use automation to "shift" data, clients, candidates, relationships, and pipeline to other recruiters. Data and pipelines are managed and current relationships are secured. For example:Reassigning placements to another recruiter or desk to continue nurturing.Identifying and re-assigning high value, active and engaged sales contacts to a new or existing team member.Closing old and inactive jobs to ensure you have an accurate view of your current pipeline.Automation - What's in it for Managers?For those of you with automation - how are you using it to drive your business?For those of you without automation, take a moment to consider how the 3 use cases above could help you navigate the next 30/60/90 days and beyond, and help you strengthen your data, people, pipelines, and business.Automation BuddyWe are Bullhorn and Automation experts set on helping ambitious recruitment businesses who want to increase speed and sales.READ ABOUT OUR BULLHORN VISION SERVICEREAD ABOUT OUR AUTOMATION BUDDY SERVICE
-
Rose Megson
Blog
Bullhorn Tip - Quick Icons for Speedy Screening, Interviews, and Sales Calls
Try this iconic 1-minute Bullhorn tip to help you prep like a star for screening calls, interviews, and sales calls. We know that being on the phone is a key part of a recruiter and resourcer's job. Being prepped for your screening, interviews, and sales calls is key!Quick Icons for Speedy and Efficient RecruitmentBullhorn's quick icons have always been there, but when we train recruiters to use Bullhorn, we often find that not all of you use them.These icons are super handy to help you prep. The Google, Linkedin and Map buttons can help you make light work of your research.Use these icons to help you speedily find out crucial intel on your candidates (and of course clients too!)Something to really be aware of is that your candidates and clients will be researching you, and each other - so get there first! Use these icons on you - what results do you get? Then use them on your candidates, prospects and clients.Watch this 1-minute Bullhorn tip - then log in to Bullhorn and try it.Watch Our 1-Minute Bullhorn Tip to Help you Screen, Interview and SellNeed more LinkedIn / Bullhorn / Automation / Recruitment Tips?Try our 1-minute tips.Be sure to sign up for (or watch the recordings of) our regular free Bullhorn and Automation webinars.CHECK OUT OUR WEBINARSBullhorn ROI + Trained Happy Recruiters = More SalesWe pride ourselves on helping recruitment leaders achieve Bullhorn ROI. We create a Bullhorn1st vision, reduce the need for other tech, optimise Bullhorn, automate their sales-prevention processes and data, and train recruiters to trust it and use it.ARRANGE A FREE CONSULTATION NOW
-
Downloads
Your Recruitment Training Playbook
