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Recruiters want more time and a stronger pipeline. But 70% of jobs are never actually advertised, and it can take up to 18 calls to speak to a prospect… recruiters are in a JAM … The term “Spec CV Send” is used every day by recruiters, but the problem with emails is that they are often not received, or actioned. And lead lifecycles of 24 hours means it’s a race to the top of an inbox!
What’s the fix I tell my clients about to help recruiters market their candidates better and make more placements? Now, more than ever, recruiters need their emails to WORK, not simply get sent!
10 Ways to Get in Gear With Your Email Marketing, Recruiters!
There are stats galore about email marketing, so I wanted to create a simple list to get you focused on transforming the way your email comms work, and how they can impact on your lead generation and conversion.
The stats speak for themselves.
What’s important is what you’re going to do next? Keep doing the same as you are now, and flogging a dead horse, or evolving your email approach to improve your pipeline and take-home pay?
What Makes Your CV Email So Special?
Some Stats to Get You Focused on Being Better with Your Email Comms!
Your clients receive on average 121 emails a day! (30 billion emails were sent last year.)
Only 2 out of 10 mails ever get opened!
A lot of tech means that 20% of emails never even get to your client!
Tips to Get Your Spec CV Send Email Opened
61% of clients will open your email if the previous mails you sent / chats you’d had were relevant to them. Relationships!
47% of contacts will open your email based on your subject line. WIIFM!
Personalising your email generates 26% more chance of it being actioned. John!
There is a 30% higher chance of your email being read on a mobile device, than desktop. Short, sweet and relevant!
Converting That Email into An Opportunity – Get Organised!
Emails are likely to be opened within an hour.
Leads die within 24 hours.
Recruiters who use their CRM are 34% more productive. Our Adapt and Bullhorn HIIT (recruitment training) helps you nail this!
We have 100's of recruitment tips and tricks to help you effectively market to candidates and clients, whether it be Adapt Hacks, Bullhorn Hacks or recruitment marketing advice. We have a whole blog dedicated to helping recruiters source the all important 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 leads, and colleagues (3Cs).
TRY RECRUITMENT HIIT
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Wayne Barclay
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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
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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
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