Recruiters! This One Minute Adapt Hack Will Help You Make More Calls
This Adapt training hack is for recruiters who need to source the right candidates quickly. This one-minute Adapt tip will help you to filter your candidate search to avoid wasting valuable time. Time better spent making calls and making money. Recruiters! Try This Adapt Tip to Make Searching Easier! Recruiters tell us that we run the best Adapt Training and every month we create a quick Adapt video hack to help you improve speed and sourcing. We know you need more time to bill!Recruiters I’ve trained, tell me that this simple Adapt Tip saves them time and makes them money. They place more, and they place faster. You need to reduce the time it takes between sourcing your candidate and placing themMaybe you have a great candidate pool, but you need a way to sort themYou want to be able to see at-a-glance which candidates to target first – you’ve no time for hours of sifting through CVsThis Adapt Hack will really help you to focus on getting candidates into jobs quicker. By using the awesome weighting / ranking column in Adapt Searches, you can be sure that you’re putting your best candidate forward. This means faster placements, and ultimately more cash in your pocket.Watch this Adapt Training Hack Never miss an Adapt Hack again – sign up to receive your Adapt Training newsletter today.SUBSCRIBE TO THE NEWSLETTERAnd if, recruiters, you want to blitz your business development even further, why not check out the latest in our Adapt Smackdown series?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 HIITREAD ABOUT OUR ADAPT TRAININGBOOK A CALL TO DISCUSS ADAPT TRAINING
A 9-Minute Adapt HIIT to Make You a More Efficient Recruiter
Recruiters, we know you’re busy! We know you’ve got calls to make, candidates to place and sales targets to hit. But you struggle to find the time. You need some speedy tips to use Adapt super-quick to help you generate faster placements. Recruiters! HIIT Adapt!We love HIIT (high intensity interval training) and use this in our Adapt Training (and LinkedIn, Job Adverts, Inbound Sales, and Recruitment Marketing Training). HIIT isn't just for Joe Wicks fans and gym-bunnies, when used in recruitment training, it can help create focus and make sure that your learning sticks!Adapt has a ton of great features that can make life as a recruiter much easier. Here are my nine simple 1-minute hacks to help organise your time, improve productivity, cultivate relationships and generate key leads and job opportunities:Start with a Studio – Whatever your focus for the day, ‘My Studios’ is a great place to start. From managing your pipeline in the Perm Desk to organising your Active Leads in one of the Business Development Studios, Adapt’s wide range of prebuilt dashboards provides a visual representation of the day ahead. Simply click into ‘My Studios’ from the My Adapt menu, choose your studio, and in less than a minute you know what you need to do to achieve those targets. Preview Your Priorities – We know as recruiters you are busy. You have candidates to call, clients to visit and jobs to fill. So you need to be able to manage your time and your to-do list effectively. A great way to achieve this in Adapt is with the notification icons at the top of your Adapt CRM screen. Use the calendar icon to ensure you never forget a client visit or internal candidate interview. Or focus on the task icon to manage your call-backs, CV chases, and interview feedback. Let this one-minute hack drive your priorities and help you take control of your pipeline.Build a Boss Studio – Adapt is well-known for its awesome, prebuilt studios but we know that Recruiters like you want the freedom to do things their own way. That’s why you have the option to build your own. Maybe you’re a 360 recruiter who needs to see the bigger picture. You want to see your clients, candidates, and jobs all in one place. You want to manage your active leads and cultivate your contact relationships with as little clicking as possible. It takes less than a minute to build your own custom-made studio. So not only can you work like a boss in Adapt, you can build like one too.Save a Search – So you’ve perfected the art of searching in Adapt. Your colleagues marvel at your data searches, and your Boolean string is a thing of pure beauty. You find the best candidates again and again. If only you didn’t have to spend so much time building your search each time... Spoiler Alert! You don’t have to! Once you have your winning formula, simply save your search to access and rerun it whenever you want… But wait… there’s more! Make that search Active and it will automatically run at a time and interval that suits you. That’s two hacks for the price of one, and all competed in a blink of an eye. Keep Your KPIs Close – Consistently hitting your targets and KPIs is a must for all great Recruiters. But how do you know if you’re on the right track? How can you monitor your progress, and plan your next point of attack if you don’t know how much is left to achieve? Well worry not, Adapt has the answer! Click into the KPIs tab in your My Adapt menu, set the consultant filter to yourself and change the period to suit your business goals. And there you have it, a visual representation of how close you are to your targets!Tackle a Task – As Mark Twain famously said, “If it’s your job to eat a frog, its best to do it first thing in the morning and if it’s your job to eat two, eat the biggest one first…” We’re all guilty of procrastination, which is what Mr. Twain was alluding to here. By using the filter option in your Task menu, you can be sure that you’re tackling the most important first. So, Recruiters - set your filters and eat your frogs!Get Cosy with a Contact - Maybe it’s been a while since you touched base with one of your top candidates. It’s all gone a bit quiet and you’re worried a competitor might be closing in. Never fear, Adapt Studios are here! My Clients and Contacts dashboard helps you to keep track of all the clients and contacts that might need your attention. Give the ‘last contacted’ column a couple of clicks and, quick as a flash, you have a call list of contacts that may be in danger of cooling down.Sure-Fire Shortlists – Every recruiter knows that a great candidate pool is essential for hitting targets and filling jobs. However, building that candidate pool can be time-consuming, and is often a game of numbers, with the ratio of shortlists to placements being high. This super quick hack will save you stacks of time by heading into searches again and selecting one of the three (yes three!!!) shortlist search options – fill in the relevant criteria and watch the candidate names role in. You’ve spent less than 60 seconds running that search which has resulted in a high-quality shortlist. Bag Some BD – As a recruiter, you’re never far away from that next big lead. You pick them up all the time, off the back of phone calls, as a result as of a catch-up coffee with a client, or just scrolling through LinkedIn. Adding a Lead can be done with just a couple of clicks and only takes a minute. So, my big tip is to do it now and save time later!And if, recruiters, you need to blitz your business development even further, why not check out the latest in our Adapt Smackdown series?Read more about how we work with recruitment leaders to generate ROI from recruitment software with our recruiter success training courses.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 HIITREAD ABOUT OUR ADAPT TRAININGBOOK A CALL TO DISCUSS ADAPT TRAINING
Bullhorn Training Tips for Busy Recruiters
Recruiters! We know how busy you are. Job adverts to write, candidates to interview, clients to invoice. Managing your candidates, clients, data, pipeline, and phone time can be a juggle.Recruitment Leaders! Your recruiters need to convert more candidates and clients, and to have a healthy pipeline. Your Bullhorn CRM needs to make you money.Recruitment Trainers! You need to fully understand Bullhorn and be able to train your recruiters to use Bullhorn in the most effective way.Your Bullhorn CRM can really help you manage your time and pipeline! You all need to stay current with our best Bullhorn Tips.We have a monthly newsletter full of Bullhorn Tips to help all 3 of you generate real ROI from your Bullhorn CRM.Recruiters! So Many Candidates, So Little TimeTime is money, especially in recruitment. But you never have enough of it to properly manage your candidates and clients. Did you know that you:Check your emails 36 times an hour!Are interrupted 56 a dayAttend 62 meetings a monthAnd the average recruiter spends 13 hours a week sourcing candidates for 1 job!This is on top of rogue candidates applying for jobs that they’re not qualified for, and clients trying to drill down your fees while threatening to leave you for your competitors.Do you sometimes feel like hitting something? Now’s your chance! We use HIIT – high intensity interval training - to help Recruiters with what we call “BullhornFirst”.Every month, we publish the Bullhorn HIIT the recruiters we train love the most, and you can receive them direct to your inbox.Never miss a Bullhorn Hack again – sign up to receive your Bullhorn Training newsletter.SUBSCRIBE TO THE NEWSLETTERWhy don’t you get a head start by checking out some of our Bullhorn hacks for recruiters? Read more about how we train recruiters to source and convert more quickly, and develop healthy pipelines with our Recruitment Training.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 FOR FREEREAD ABOUT OUR BULLHORN TRAININGBOOK A CALL TO DISCUSS BULLHORN TRAINING
How to STOP Using Only 10% of Your LinkedIn Recruiter Licence
Recruiters spend a fortune on LinkedIn - either in time or cash! Both is great if they can demonstrate ROI from LinkedIn. But the recruitment industry is not known for focusing on ROI from recruitment systems - being focused on the placement means that often recruitment leaders are left frowning at end of year at the costs associated with running a recruitment business. This blog highlights some ways to measure the ROI from LinkedIn.We’ve been talking a lot lately about what recruitment leaders should stop doing; how they can STOP messing up their critical job adverts and START getting real, decent applicants, as well as how marketers need to STOP delivering tactics instead of strategy.A theme which links all of this together is my new acronym:FORMO – Fear of Recruiters Missing OutWe have become a generation of tech / app / extension / data proliferation and the process is screwed up. This has never been more so than with LinkedIn Recruiter (RPS Licence). I’ve written before about how recruiters do not expect ROI (return on investment) from LinkedIn. I often see this when I work with recruiters to help them confidently purchase / renew the licence.Yes, they have the LinkedIn Recruiter training to get the ball rolling. Yes, they run the reports on usage… but they often don’t analyse data what I feel is critical to seeing ROI. They also don’t check in with recruiters and how they plan to implement their LinkedIn Recruiter Licence.When I work with recruiters, I’m not into ‘wham, bam, thank you ma’am’ training. I’m into ROI. It’s sustainable and as cheap as chips!70 20 10 – Recruiters Only Retaining 10%?Imagine if you studied your client and talent (and staff) retention figures and realised that you were at 10%? You’d faint, scream, hide… But as humans, there is the theory that we retain 10% of the training we receive and the rest is a split between watching others and on the job challenges. I’ve been in training in some form or another for 20 years and I totally agree with 70 20 10 training this theory.Aiming to Get (at Least) 100% ROI from LinkedIn RecruiterWhy is it that we often only “do the math” at the end of the day? We often use finance figures from previous activity. We look back at last month and what do we do differently this month? We possibly don’t have enough predictive analysis to help us predict success (or failure).I often get told by recruiters that they need help understanding how to measure ROI from a LinkedIn Recruiter Licence and waiting on placement data is too long a wait (AND this assumes either success or failure, rather than a journey which needs constant management and focus).Here are some data points I feel are critical to helping you understand the ROI of LinkedIn Recruiter:LinkedIn Recruitment Company Page Metrics:LinkedIn Company post ImpressionsLinkedIn Company page followersLinkedIn.com Recruiter Profile Metrics:Followers not connectionsNumber of ConnectionsWeekly profile viewsLinkedIn Recruiter (RPS Licence) MetricsLinkedIn Recruiter Usage and Success:InMail Acceptance Rates – I would clarify that this needs measuring against sends/ declines tooActivity – LogIns/Searches/Profiles Viewed/In-mails sent – plus projects and alerts setupRecruitment Website Metrics:Hits to Website from LinkedIn and which pages were the most popularFlow to website and applications – I would add referral rates in Google AnalyticsRecruitment CRM Metrics:Placements – Value by month – have a think about LTV too (life time value)Opportunities – In CRM with LinkedIn as sourceLeads – In CRM with LinkedIn as sourceCandidates / Contacts – source = LinkedInYou don’t need me to tell you that buying a system, especially LinkedIn Recruiter, is not the goal – using it “well” and happily paying the invoice is the goal. Saying “of course we’ll renew” to LinkedIn is a great statement to make, as opposed to FORMO.Your FD telling you that you’ve spent a fortune on tech just to stay the same, is not what you want to hear at year end.Telling your clients that you have every bit of tech going and still you’re having issues finding talent is not a sales pitch, an excuse or even a USP.Stop waiting for placements to happen / not happen before you measure ROI. Habits will have been formed and the system perhaps devalued by then.Start to measure the effectiveness of your LinkedIn Recruiter licence and take action (Recruitment Training) on how effectively and successfully it is being used.READ MORE ABOUT OUR LINKEDIN FOR RECRUITERS TRAININGHIIT 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 HIITREAD ABOUT OUR RECRUITMENT TRAININGBOOK A CALL TO DISCUSS RECRUITMENT TRAINING
HIIT for Recruiters! 10 One-Minute Hacks for Recruiter Success
This hack is for recruiters who want to make more placements, money, be smart with their time, and impress their bosses (we’re hoping all of you!) And if you’re a recruitment marketer or a recruiting leader, please share this with your lovely teams.—All recruiters want more time and more placements:They want to source fasterThey want to be smarter with their timeThey want to work the right jobsThey want to get their boss off their backs (and impress them)And the Obvious – You Want to Bill MoreBut you get into work, log on and it all goes Pete Tong. When it gets to 5pm you’re logging off (yeah right!) and are nowhere near achieving these critical objectives. But boy, have you been busy (but your boss is still not happy!)Adapt, Bullhorn, LinkedIn, and of course job adverts and eshots are designed to improve speed and cost of hire… BUT – and this is a BIG BUT you are all too often getting bogged down in what you may see as admin and you will need the odd tip / hack to focus you attracting, sourcing, engaging and converting.10 One-Minute Hacks every Recruiter Needs to do to Bill More (and Dump the “Admin”)See this as a HIITs workout for recruitment! High intensity interval training. Each one of the below is a one minute strength exercise – “eat my dust” Joe Wicks!Check three of your clients’ LinkedIn pages and look for jobs / content. You never know what information / jobs/ movers and shakers you may see. You may even see some candidates!Go into your notifications menu on LinkedIn, and check through your contacts. Look for birthdays, movers and shakers, job changes, job anniversaries (people with itchy feet?)Check just one LinkedIn group and see if there are any new jobs / discussions. Stop deleting those group digest emails – they have jobs in!Find 5 contacts on your CRM that you need to get into your active pipeline and send them something from your LinkedIn news feed. Keep in their mind’s eye.Open your task list in your CRM and ensure you tackle key items for today; interview feedback, chasing up CVs sent, organising candidate registrations…Check your LinkedIn home page newsfeed and like / comment / share other’s content (it’s not all about you!) And don’t forget to Press the All Updates filter – you won’t have time to read everything.Nip into the Jobs part of LinkedIn and hunt for jobs that you can work, curse your clients for advertising without you, and curse your competitors for working on. And note, that you’ll even find talent in some jobs (oh my!)Make sure all of the leads you picked up yesterday logged into your CRM ready for today’s business developmentHead into the Barclay Jones blog and read the latest content – grab one idea and work it baby!Nip into one of your target companies on LinkedIn and attract attention by engaging with their latest updates; 71% of people who follow a company are job seekers – so get to the party and show your face on the dance floor.Get focused and have a 10 minute routine to get your day started.I’m off to start point one!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 HIITREAD ABOUT OUR RECRUITMENT TRAININGBOOK A CALL TO DISCUSS RECRUITMENT TRAINING
Vanity vs. Sanity – KPIs That Really Matter in Recruitment Marketing
The Recruitment Marketers I mentor are keen to demonstrate and deliver Recruitment Marketing ROI. Recruitment Leaders want them to do more than simply "colouring in". Recruitment Businesses are often known for their KPI and Scorecard cultures... but marketers are often left out of what I call "sane" KPIs, in favour of "vain" metrics. This creates even more suspicion over what marketers actually do to add value. This blog will give you some tips on what you need to measure in recruitment marketing.The Colouring-In Department and Greg SavageI’ve written about recruitment marketers being more than simply a colouring-in-department and the brand police. There is often the perception that the average marketing department has lots of felt tipped pens and Canva, and is awaiting requests for another PowerPoint deck and job advert image creating. This is exacerbated by the KPIs they have (or often don’t have) and the metrics that they measure.You will have all heard the term:Revenue is vanity. Profit is sanity. Cash is realityMy friend Greg Savage wrote about it in the recruiting sense back in 2015.I regularly talk to my clients about vanity vs sanity metrics in recruitment marketing. When I start working with a recruiter I see:Sales people have KPIs / targets / goals / commissionMarketers have… well, er… communities to grow, time to tweet, lists of documents to brand…And then the marketing function appears to offer little ROI.Vanity Metrics for Recruitment MarketersHere are some examples of what I call “vanity marketing metrics”:Impressions / Likes / Followers / Engagement – none of these make money and leadsGet shortlisted for an awardNumbers of web hits / unique visitsEmail open rateIncrease Glassdoor Rating from 3 to 4Increase CEO Approval on Glassdoor from 70% to 80%Generating advocates for your contentGoogle Analytics GoalsThe reason that these are vanity metrics is that a sane person / sales person who is not close to hitting target is likely to say “so what” to the above. Winning an award doesn’t make you more money, it’s what you do with it that counts (I have a blog for Awards ROI!). Generating a higher ranking on Glassdoor does not generate recruiter talent all by itself. Gathering more followers… well with GDPR coming, your chance of spamming them is about to disappear (or is it?). Your web is attracting lots of people who don’t apply for jobs… read my mind!Recruitment marketers need to be allowed to demonstrate sanity to generate ROI.This does not mean that the “vane data” I often see measured is not needed – vanity is key, but it is just the beginning. Start with the vanity scores, but have a plan for sanity.Have a plan for the C-word!Sanity is a C-Word!The 3Cs of recruitment marketing: Candidates, clients, consultants! They are the key three audiences of a recruitment marketer, so KPIs and day to day metrics need to be focussed on these. And if the leaders or the recruitment business are looking to sell / gain investment, then add an I!Sanity Metrics for Recruitment MarketersMy clients will often hear me say:Marketers should never be targeted with the sales generated, but they should absolutely take credit for them.How about these as some example sanity metrics?Convertible leads generatedLTV (life time value of leads)Recruiters attracted (of the correct “grade”)Candidates registered (of the correct “grade”)Client meetings generated from eventsMarketers in recruitment need more sanity measures. They need to be allowed to develop lead generating / recruiter attracting / client engaging strategies – otherwise, it’s back to making things look pretty and managing job board budgets.Let’s also not forget that often recruitment marketers are not set SMART goals. Too often I see a lack of expectation of marketing demonstrated through the “woolly” goals which are set.ROI is Vain and SaneSo, recruitment leaders, if you want ROI from marketing, have SMART and sane expectations of your marketers. Recruitment marketers – develop strategies and tactics to deliver goals around sanity, as well as vanity.And don’t forget the c-words in recruitment marketing. 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 HIITBOOK A CALL TO DISCUSS MARKETING TRAININGREAD ABOUT OUR MARKETING TRAINING
Data is the New Oil, Recruitment KPIs and GDPR
Recruitment leaders want to grow their businesses. They invest (heavily) in their systems and people. Data is a crucial recruitment asset - we know this as Google / LinkedIn / Facebook have grown purely through data. Great data creates simpler pipelines. Poor data creates lag, increased reliance on job boards and LinkedIn - but how do you get from bad data to great data?How Can You Incentivise Your Recruiters to “Get Good” with Data?Recruitment data is a thing very close my team’s heart, and every recruitment leader’s, recruiter’s, and recruitment marketer’s.Data should drive decisions and recruitment businesses. It should definitely drive the best 4Csinto your business (candidates, clients, colleagues, cash) – and, of course, content onto your recruitment CRM.Growth is key this year too.I had great chat with Joe McGuire, Sales Director of Cube19 on our Recruitment Leaders’ Podcast. It’s all about data: the good, the bad and the relevant. We talked about:Fish and KPIs!GDPR (it’s a data-driven initiative)What should data be used for?What should data NOT be used for?Data is the new Oil – says the Economist (although the BBC takes this “new oil” concept to another level) and so does Cube19 – why?Gut-feel versus data – and why does the average recruitment leader not trust their data?What is the plan for Cube19?Should you delete your recruitment data?What is the one KPI he would set for a new recruiter?How can you incentivise your recruiters to “get good” with data?Recruitment Leaders Rely on Bad DataCube19 ran an interesting Staffing Business Intelligence Survey on data which concluded that recruitment leaders rely on bad data to make their decisions. This is (of course) worrying! Read the Cube19 Business Intelligence report here.Listen to the podcast below.Listen and subscribe to the rest of Barclay Jones’ Recruitment Leader Podcast Series or find us on iTunes!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 FOR FREEREAD ABOUT HOW WE DELIVER RECRUITMENT TECHNOLOGY STRATEGYBOOK A CALL TO DISCUSS RECRUITMENT TRAINING
Recruitment HIIT
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Improved recruiter performance
Engaged candidates
Retained clients
