Blog Content
Recruitment Leaders and their marketers who need their marketing to be sales-led: about convertible leads, retained candidates, recruiter attraction, need to listen to this Recruitment Leaders’ Podcast.
Today the focus of this Recruitment Leaders’ podcast is recruitment marketing driving sales. This is a crucial listen for recruitment leaders and their marketers – and recruiters who know that getting on the “right side” of marketing may be the key to their sales pipeline success!
Recruitment Marketing, Data and Hacks for Recruiters!
If we have learned anything from the last 24 months, cleaning up your data (because the government told you to) may not necessarily get you the financial benefits that your common sense tells you you should be getting from a clean database…
I’m joined by someone who can bring data cleanliness and recruitment marketing to whole a new level. Starting as a dustman (who’d have known?) Segued into website build. Became the mighty Broadbean’s 3rdemployee. Then moved to Ebsta.
Ricky Wheeler’s purpose at Cube19is to help recruiters generate growth from decisions based on real-time recruitment data.
It’s all been about recruitment data (and the odd bit of “dirt”).
We talked about two recruitment marketing topics:
1. What Tips Can Ricky Give to Recruitment Marketers?
What has Ricky learned about recruitment marketing from his vast experience in some high performing recruitment software businesses? He answered the following questions:
What are Ricky’s “hacks” for successful recruitment marketing?
How do marketers make their functions a profit, rather than a cost, centre?
How does Ricky define a high-performance marketing team look like?
How do marketers navigate the (what I call) the marketing “love-in” that I see online and at events, which really offer little value, but give generic “tips” on marketing, but often don’t really add any real substance to help the average recruitment marketer add real value to the recruiting workflow?
How can recruitment events REALLY work? (when so many of them don’t work…)
What do recruitment leaders and recruiters need to “do” with their marketer to get real value and how does the marketer interact with their leaders and internal clients to ensure that they deliver the 4Cs (candidates, clients, colleagues and cash!)
2. What does Ricky think that Recruitment Marketers need to do with their data…
… to help them become more effective?
Which data does a recruitment marketer actually need?
How do recruitment marketers actually help the sales funnel?
How do personas actually help recruitment marketers with their content / SEO strategy?
Where does recruitment CRM fit into a recruitment marketer toolkit?
Which tools are critical to a recruitment marketer? And which is the most important recruitment marketing tool?
Recruitment Leads / MQLs / SQLs
We discussed recruitment leads – and our tips for lead generation for recruitment leads, where recruitment CRM fits and how to manage the leads into successful conversion. It’s about MQLs (marketing qualified leads) enabling SQLs (sales qualified leads) … and our thoughts that if you’re waiting for automation to transform your business then you’re likely to stagnate your growth by not engaging data and humans in the best way.
And what do recruitment leaders and their time-starved recruiters need to stop asking their recruitment marketers to do?
We also talked about my concept of the “dashboard recruiter” – you can also hear more thoughts on this in my Mark Hodgkinson “Taming your Recruitment Data” Podcast.
And read more about how I work with recruitment marketers to generate leads, candidates and recruiters on my Recruitment Marketing Mentoring Program.
Listen to the podcast below.
Listen and subscribe to the rest of Barclay Jones’ Recruitment Leader Podcast Series or find us on iTunes!
I train and mentor recruitment marketers to deliver the 4Cs - candidates, clients, colleagues, and cash!
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
BOOK A CALL TO DISCUSS MARKETING TRAINING
READ ABOUT OUR MARKETING 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
