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 Leaders

1. Create Focus on Revenue-Generative Tasks

With 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:

1. Who to call and when.

2. Proactively managing accounts before they become "at risk".

3. Lead conversion.

4. Driving the job management process and not leaving it to the candidate and client mess it up.

5. Generating referrals from newly placed candidates, and newly invoiced clients.

2. Tracking / Managing / Escalating Poor Performance / Activity

Sometimes, 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.

1. eg. 1

2. eg. 2

3. eg. 3

3. Navigating / Mitigating Leavers

Recruiters 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:

1. eg. 1

2. eg. 2

3. eg. 3

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 next year and help you strengthen your data, people, pipelines, and business.

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