Is hiring the best recruiters for your business a key goal this year? It is for most of the recruitment leaders that I talk to. I was asked by APSCo to talk at their quarterly members meeting about how to attract and engage your own recruiters. Below are some of the tips I shared from my Internal Recruitment Workshops.
Are You One of the 61% Of Recruitment Leaders?
Recruitment leaders know that the key to growth in turnover and profit is having the right recruiters – and that means hiring the best recruiters out there. There’s a few recruitment stats knocking about which have made me stop and think:
61% of recruitment leaders are worried about attracting their own talent this year
Every recruitment leader I speak to:
Wants their teams to be more effective, successful, inspired.
They want them to have more phone and face time (critical sales tasks).
They are all worried about the technology paralysis that is preventing this precious phone and face time.
What Do These Hiring Stats Say About the Recruitment Sector?
There are stats like80% of talent placed last year was already on your internal systems before you spent time (often 4 hours per day) sourcing from external systems such as LinkedIn.
The recruiter demographic is getting younger – we assume that this demographic gets tech, but are finding out the hard way that this is not always the case. So, skills like digital marketing, CRM processes are becoming critical to the average recruitment consultant.
What Do Deloitte and APSCo Say About the Recruitment Sector?
The stats from APSCo and Deloitte’s annual study say it all:
68% of leaders want access to new recruiters
63% cited staff training as critical
89% told APSCo that use of digital marketing was either very important or important
86% said that they needed new technology to grow
But still there is a lack of strategy around internal attraction. I run Internal Recruitment Digital Marketing Workshops to tackle attraction and engagement and focus on 4 areas.
Attract (to Prevent Churn)
Engage (to Increase Speed)
Inspire (to Hire)
Train (to Retain)
I’ll talk about the first two in this blog and give some practical tips.
1. Attract to Prevent Recruiter Churn
The goal is NOT to attract – it’s to KEEP! I often find that the recruitment process is too heavy on the face time and not geared up to benefit from online.
“70% of candidates come to your website before contacting you too – what does your website say?”
Stats tell us that talent can spend around 2 hours engaging with you online BEFORE contacting you – do you have 2 hours of decent content about your culture, values, life chances?
“72% of applicants want to know about your values and culture… what is it and where is it?”
Or do you simply have a benefits list which include childcare vouchers and holidays (neither are benefits… they are rights…)
Think about the online platforms that you are live on and use them to attract – yes an obvious statement, but recruiters are so keen to mend their clients’ shoes and recruit for them, that they are walking around bare-foot and ignoring their own recruiting strategies!
Have a content plan aimed at attracting and hiring the best recruiters, not just a job advert and interview plan!
Ensure managers’ LinkedIn profiles look like they are great to work for… Yes, innovate your adverts (we know a lot about this) but also create some engaging videos to help your ideal recruiters see and hear who and where they will be working (Health warning… dump the 2 minute talking heads, overly produced, serious, looking-like-you’re-going-to-a-wedding videos and get real).
Pitch your business – don’t abdicate your employer brand to your marketing department and Rec2Rec firms – they are there to support you! Your goal in attracting is to attract people who won’t leave after 2 months as they made a mistake. You want them skipping into the interview, staring at their phone waiting for your call, being their best…
Can you honestly say that your attraction strategy attracts the best and most engaged?
Or does it attract recruiters who have you in a long list of prospects? If 61% of you are worried about your internal recruitment strategy, ask yourselves what % of your time you are spending proactively fixing the issue?
2. Not so Fluffy Recruiter Engagement
Now – this is a pretty fluffy word, which means many things to many recruiters. In my world, it’s pretty simple. What are you doing to get them to show their faces to you? They are unlikely to engage with you in a public place (LinkedIn, Facebook, Twitter) – but Mailers?
Mailers that you send to their private email address?
Mailers that they can read on their mobile?
Mailers that they can click on and if you have used a decent mailing system you can see who is clicking on what?
You’d be crazy not to try this! And your internal recruiters would love to see the resulting call list from your campaign! Do you have a database of talent (ie. Recruiters) that you can mail about how to be a great recruiter, include tips for hitting target, demonstrate your culture, show your successes, survey their likes and hates, advertise your jobs and how much your clients love you?
You should generate call lists from the ones who click onto your mailers. “Cold calls are great, warm calls are better! (Greg Savage told me this!)”
There are other ways that you can engage. The marketing puritans out there would frown at my suggestion, but hey… I’m trying to be practical and fix a pretty significant issue.
I’ll tackle my next 2 points: Inspire to Hire and Train to Retain in a later post.
How about you try and tackle the first two points above and see how you get on?
Is hiring the best recruiters to grow your recruitment business one of your goals?
Read More About My Internal Recruitment Strategy Workshops
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
READ ABOUT OUR RECRUITMENT TRAINING
BOOK A CALL TO DISCUSS RECRUITMENT TRAINING
media centre
Read more-
Blog
Automation ROI Webinar Series: Reduce Costs, Increase Sales
Recruitment leaders want to save money (and time wasted) on LinkedIn, Job Boards, and other external systems like Indeed. Costs are increasing, but recruitment isn't getting any easier. Automation is the fix.Our November Bullhorn Automation webinar is Monday 11 November 16:00-16:30 BST. So far, as part of our Automation ROI series, we've covered increasing sales through account management and BD. (Click the links to watch.) Next stop? It's time to save money on external systems like LinkedIn Recruiter, Job Boards, Indeed etc... whilst also increase speed and sales. Our 400+ Bullhorn Automation implementations and Automation Buddy programs have given us the unique experience of 100s of use cases that we want to share with you to help you scale, grow, and bill more. Automation ROI = Reduced Costs, and Increased Speed and Sales LinkedIn, job boards, and Indeed are making a fortune from recruiters who are not automated.Ask yourself:How much time and money is being wasted on these external systems to source candidates and develop new business?How much money could you save if you are less reliant on LinkedIn, job boards and Indeed?How much time could you save if you reduced this reliance?What could you do with the time and money you get back if you do not need to use Linkedin, job boards or Indeed so much?Imagine...More placements / sales.Stronger client accounts recycling into repeat business.Happier candidates, speedily accepting jobs, and referring you to their mates.Freed-up recruiters and resourcers speaking to the right people at the right time and not drowning too much data / systems. Whether You Have Automation or Not... It's Time to Be Less Reliant on LinkedIn / Job Boards / Indeed This webinar is a must if you already have automation and need more ROI. But it's great too if you don't yet have automation and want to understand its value. Register to hear our 5 steps to using automation to reduce your costs and increase your speed and sales.Can't make the date? Register anyway and we'll send you the recording.REGISTER HEREAutomation BuddyWe are Automation Buddies set on helping ambitious recruitment businesses who want to increase speed and sales.READ ABOUT OUR AUTOMATION BUDDY SERVICE
-
Blog
Automation ROI Webinar Series: BD - Easy Sales
Recruiters! We know you need to generate more sales - and ideally as easily as possible. Hence why this webinar continues our new season of free automation webinars focusing on ROI - return on investment.September's focus: Account Management.... and now it's time for BD - Business Development - More Sales!Our 350+ implementations, and 100+ Automation Buddy programs have given us unique experience of 100s of use cases and we want to share these with you to help you scale, grow, bill more, and get head space no matter what lunacy is happening in the market and world.Automation ROI = BD1, 2, 3, 4, 5, Tips to Help You Sell MoreTime is precious.A busy recruitment desk can often mean a "hand to mouth" approach to sales.You need some cool tricks to help you improve speed and pipeline.The stats speak for themselves:50% of sales time is wasted on unproductive prospecting. (The B2B Lead)50% of leads are a poor fit for you. (salesinsightlab.com)You'll increase revenue by more than 10% if you automate your lead gen! (Bullhorn Grid)Spend 30 minutes with us (that's 0.2% of your working month) and get at least 1 tip to help you make more money from Bullhorn.Watch this if you already have automation and need more ROI.But, it's great too, if you don't yet have automation and want to understand it's value.Watch our Automation ROI - BD = Easy Sales VideoAutomation BuddyWe are Automation Buddies set on helping ambitious recruitment businesses who want to drive revenue using automation.READ ABOUT OUR AUTOMATION BUDDY SERVICE
-
Downloads
Your Recruitment Training Playbook