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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 Recruiters
The 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 Website
I train and mentor recruitment marketers to generate the 4Cs: candidates, clients, colleagues and cash.
(Thanks Undercover Recruiter for posting this blog)
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Wayne Barclay
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3 Ways to Automate Away the Counter Offer and Drop Out
Recruiters who want to prevent counter offers and drop outs have several choices.They sit and do nothing, assuming the candidate remained loyal to them and was not flattered or hood winked into accepting a counter-offer.They know that prevention is better than cure, and set manual reminders engage the candidate as and when they think it’s best.They use automation to engage and manage the candidate, whilst controlling the narrative and the process.💡Every successful recruiter knows that the key to eliminating dropouts lies in consistent, timely intervention.🪄This is where automation transforms a good process into a great one.In our previous blog "Stop Losing Placements: Your 3-Step Plan to Pre-empt the Counter Offer or Drop Out" we offered a straightforward guide to preventing counter offers, armed with the data you need to make the case.Try Our 3️⃣ Powerful Ways to Use Automation to Prevent Counter Offers and Drop Outs1️⃣️ Automated "Reality Check" Content DripYou need to proactively arm candidates with the necessary data before they even receive an offer. This content drip focuses on education, addressing the emotional allure of a counter offer with cold, hard facts.How to Automate: Set up an email automation sequence that triggers immediately after a candidate successfully completes a key interview stage (e.g., after the screening or first stage interview, or when a final offer is imminent).The Content: The sequence should deliver the statistics we discussed (e.g., 9 out of 10 people leave anyway, the cost to the employer, etc.) and explore the non-monetary reasons for leaving. Use short, sharp emails with a professional, advisory tone.Goal: To normalise the counter offer as a business tactic and pre-frame it as a short-term distraction from their long-term career goals. This makes the eventual counter offer less of a surprise or a compelling "olive branch."2️⃣ 📝 Automated Counter Offer Acknowledgment FormThis tool formalises the discussion you have with the candidate, ensuring they have verbally and electronically confirmed their awareness of the risks.How to Automate: Integrate a simple form into your candidate management system or send it via an automated link after the final offer is extended.The Requirement: The form should ask the candidate to confirm that they have:Discussed the likelihood of a counter offer with their recruiter.Reviewed the long-term career statistics associated with accepting a counter offer.Understood that the underlying reasons for their resignation (e.g., culture, progression) are unlikely to be resolved by a temporary pay bump.Goal: The act of filling out this form forces one last moment of reflection, significantly reducing the chances of an impulsive, emotional decision, and provides a documented record of the candidate's commitment.3️⃣ 📅 Automated "Resignation Prep" ResourceThe most dangerous time is the moment of resignation, often delivered in a high-pressure, emotional meeting. Automation can deliver a just-in-time resource to guide the candidate through this moment.How to Automate: Set up a final email to be delivered the day before the candidate plans to hand in their notice.The Content: This resource is a concise, step-by-step guide on how to resign professionally. Crucially, it includes:Scripted Responses: Suggested brief, professional phrases to use when a counter offer is made (e.g., "I appreciate the offer, but my decision is final and based on long-term career factors, not just compensation.").Focus Points: A checklist of their original motivations for leaving (e.g., "Remember why you started this search: lack of flexible working, no clear path to management.").Goal: To help the candidate manage the conversation gracefully, stick to their pre-agreed decision, and resist emotional manipulation in the moment.🔐The Automation Advantage: Protecting Your Fee and Their FutureThe counter offer is a recruitment industry reality, but a drop-out is not an inevitability.By combining pre-emptive, data-driven candidate coaching with a strategic approach to automation, you move beyond simply hoping a candidate will decline a counter offer.Instead, you build a robust, repeatable recruitment process that manages risk, documents commitment, and ensures your candidate resigns fully prepared and focused on their long-term career move.💡Embracing automation isn't about replacing the human element; it's about making the human element.Your invaluable advice and counsel is more impactful. It guarantees the right advice is delivered at the right time, securing your placement and protecting your candidate from a decision they would almost certainly regret down the line.Be sure to not run your recruitment process on good intentions - back it up with the tech you need to boost your process and pipeline!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
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Rose Megson
Blog
Bullhorn Tip - Place More Jobs
We've got a simple 1-minute Bullhorn tip to help you place more jobs. It's time to filter, work and place (and earn!)Having too many jobs and not enough placements can be beyond frustrating. But we have a Bullhorn tip for you to help you focus on the jobs you can (and should) place! There's plenty Bullhorn can do to help you manage your jobs pipeline and recruitment workflow. It's Time to Place Your Jobs!Here's a quick bullhorn tip about why you should regularly update your job statuses in Bullhorn.Get focussed on the most profitable opportunities.Prioritise your efforts.Boost your earnings. Watch this 1-minute Bullhorn tip - then spend a few easy minutes creating focus and an easy path to placing more jobs. Watch Our 1-Minute Bullhorn Tip on How to Place Jobs QuickerNeed more Bullhorn / Automation 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 WEBINARSAutomation Buddy / Bullhorn RoIWe are Automation and Bullhorn 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
