Blog Content
Every recruitment leader I speak to wants stronger pipelines, speedier placements, accountable recruiters, and more sales!
But often at least one of these 4 elements is a struggle. Here are my thoughts to help recruitment leaders connect their tech, people, data, and process to drive revenue.
Running a Recruitment Business Is a Struggle?
I often see recruitment businesses suffering:
Too much data, not enough information.
Too many applicants, not enough candidates.
Too many jobs, not enough placements.
Too many systems, not enough process.
This creates unnecessary lag, enables your competitors to win, and limits sales.
Now is the time to seriously accelerate effective tech adoption and improve recruiter performance.
But with world events, economic frustrations, tech evolving at an accelerated rate, and "new normal" changing every day, how do you do this?
1. Recruitment Tech: All the Gear, No Idea?
Technology can and should free up your recruiters and drive your business, but perhaps due to:
Massively distracting market conditions and world events.
WFH, hybrid, remote working.
... you're investing in tech which delivers little ROI, and may even be seen by your team as sales-prevention technology? Adoption is poor, and if you have 20 staff, you have 20 different ways of delivery.
For example, as part of one of our Bullhorn ROI projects my team reviewed a 25-person recruitment business with a tech stack costing £150k+.) The business wanted to be more effective at attracting, sourcing, engaging, converting, and retaining. They had some great tech, lots of data, and passionate recruiters… but poor adoption and no "way".
Tech has a job to do. Be clear on what that is and work to realise your expectations. But be careful not to spite yourself by turning tech off that hasn't been adopted correctly.
2. People: The Problem in Between the Chair and the Keyboard?
Are you suffering from PIBKAC?
Are your recruiters engaging with tech, driving sales, consulting in their space, or simply administrating?
Is your culture geared up to get the best from your people? Or does it drive PIBCAK?
Ask yourself - Is your recruitment training:
Induction and "off you go" (high failure rate).
Designed for robots - "they've been told once and need to remember" (hope is not a strategy).
Continuous and part of your culture - they are only human and need constant development.
Hint - point 3 is the most successful antidote to PIBKAC. If you're struggling to adopt tech and drive sales, think about what you need to do to eradicate PIBCAK. Continuous training is way cheaper than very little training resulting in lots of missed opportunities and high attrition.
3. Data: Everything, Everywhere, All at Once
What state is your data in?
Do you make money from it, or do you need to spend money finding it?
Do you have to advertise your jobs and waste cash on LinkedIn Recruiter to find candidates that you likely already have?
Are your recruiters data / community managers or just data collectors and hoarders? Is FOMO driving poor trust / data health / ROI?
Or is your Bullhorn system "1st" for sourcing and sales? Have you automated the administration and dirty data out of your business so your recruiters can thrive?
4. Process: Develop and Drive Your "Way"
What is your process? What is your "way"?
If you have 20 staff, do you have 20 ways?
If someone new joins do they find it easy to deliver your way, or is it not clear enough?
Does your tech and training drive your way, or contradict it?
Are you using automation to enable your way?
Is your process aligned with how tech has evolved and how the recruitment market has changed? Or is your recruitment and sales process reliant on the good will and skills of a few naturally gifted high performers?
Recruitment Leaders! Within a Year You Could...
Now's the time to review your tech, people, data, and process.
Perhaps take one workflow at a time and tighten it up, or even innovate it. (My team can help you do this via a Bullhorn ROI project.)
Take each workflow and spend a couple of months driving it. How much more could you bill if you are smarter with your sourcing, BD, account management, and candidate management?
Start now, and within a year you could have it nailed!
Imagine what your business would be like now if you'd started this a year ago.
Imagine how you'll feel in a year if you don't do anything...
Bullhorn ROI + Trained Happy Recruiters = More Sales
We help recruitment leaders achieve Bullhorn ROI. We create a Bullhorn1st vision, reduce the need for other tech, optimise Bullhorn, and train recruiters to trust it and use it.
Arrange a Free Consultation Now
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 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?As 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, 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, 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 can 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 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 can us automation to help you track activity, drive performance.eg. 1eg. 2eg. 33. 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 pipelines are secured. For example:eg. 1eg. 2eg. 3For 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 next year 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 BVISION 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
