Read the full blog on our website: https://bit.ly/3NJsWvT

Recruiters can always improve their performance, whether it be marginal gains or drastically improving failing pipelines. Right now is the time to dig deep and ask:

Where can I improve?

And

What can I improve?

Take a speedy 30mins and listen / watch to my latest Recruitment Leaders’ Podcast. Take a few notes and grab a few takeaways for your recruitment business and your recruitment desk.

Read the full blog on our website: http://bit.ly/3U1IdcB

​Recruiters are drowning in data and this makes them unproductive. It’s paralysing.

Whether you’re a recruitment leader wanting a sustainable business with higher-performing recruiters, or a recruiter that wants to run a successful recruitment desk, this podcast is a great listen (or watch).

Too Much Recruitment Data, Not Enough Performance?

We know the recruitment data stats:

- 72% of the candidates placed are on your Bullhorn CRM before you spend time and money sourcing them externally.

- The best candidates are off the market in 10 days

- If a recruiter has 10 jobs, they’ll likely only place 2

These recruitment stats make recruitment a process of luck and sometimes hope!

I’m joined on my Recruitment Leaders’ Podcast by the mighty Andy Hill from Bullhorn Analytics.

We talked about weaponising recruitment data. We looked at how recruiters can use data to be more productive, improve recruiter performance, and make some money.

I asked Andy some questions:

1. The role of the recruiter is evolving, and data is at the centre. How does Andy feel about how recruiters should evolve to capitalise on your Bullhorn data?

2. What skills does Andy feel recruiters need to be effective?

3. What do recruitment leaders need to stop doing?

4. What is a recruiter’s “real” job?

5. Andy talks about tridents and bows and arrows (and data) –what’s that got to do with recruitment?

6. What key takeaways does Andy have for recruiters and recruitment leaders regarding how they can use data to run their desks and businesses?

7. Recruitment leaders and recruiters – buckle up! Listen/watch, and whether you have an analytics tool or not, get at least one takeaway to help you improve performance.

Thanks, Andy, for being such a great guest on my Recruitment Leaders’ Podcast, even though I’m disappointed you didn’t show up in your “Men in Tights” outfit!

Listen and subscribe to the rest of Barclay Jones’ Recruitment Leaders’ Podcast Series on SoundCloud or find us on iTunes!

​…Talking of Improving Recruiter Performance and Data...

We have some great analytics training on our recruitment training platform, Recruitment HIIT.

Recruitment HIIT helps onboard new recruiters, and refresh experienced recruiters so they can improve their performance.

Our Bullhorn Analytics recruiter training helps busy recruiters focus their precious time on the recruitment tasks they need to complete to be high performers.

We’d love you to try Recruitment HIIT for free.

TRY RECRUITMENT HIIT FOR FREE

https://bit.ly/hiitcourse

We know through our research and working with recruiters for 20+ years that too much time is spent sourcing. Almost a 3rd of the average recruiter’s time is spent sourcing, and profits are often unnecessarily spent on salaries and systems – but they are not necessarily being 3rd more competitive.

This recruitment podcast will give you some key takeaways to help improve focus, function, and ROI from sourcing.

Effective Sourcing Strategies for Busy Recruiters

This Sourcing Strategies podcast is a “must-listen” for:

Recruiters who want to spend less time sourcing so that they get as much phone, face, and screening / selling time as possible.

Recruitment Leaders who want to make their recruitment businesses more competitive and profitable.

Marketing / Operations teams who want to help their recruiters focus their time and attention on candidate and client management, and thus improve sales.

Oh! And if you need to cut spend and improve speed.

In this episode of the Recruitment Leaders’ Podcast, I’m joined by Alex from Broadbean, who knows all about sourcing and recruitment technology.

Alex is here to help us work our way through this big topic, and help us focus on how to ensure sourcing is not time or budget consuming, and how to ensure sourcing delivers results!

Alex from Broadbean and I talked about:

What do native (and ancient) Greeks know about Sourcing?

How can you assess the true ROI of advertising channels?

What are Programmatic VS subscription advertising strategies?

Sourcing is just one part of the recruitment lifecycle, so how do you balance your sourcing strategies and time?

How do you ensure that you’re not a hostage to one application source?

In the current market, speed often means the focus is on active candidates. But often active candidates are not enough to sustain your pipeline. What do recruiters really need to do to activate the passive candidate market?

How do you source candidates and secure future value?

How can you reduce dependency on LinkedIn?

Recruitment technology: integration is key how do you develop a marketplace approach so to future-proof your recruitment business

This is a 30-minute Recruitment Leaders’ Podcast packed with sourcing ideas and tips for recruiters, their leaders, and their marketing ops support. Listen, and let me know which tips you will take away.

Read more about how we work with recruitment leaders to generate ROI from your people, data, systems with our recruitment training courses on Recruitment HIIT.

Thanks, Alex, for being such a great guest on my Recruitment Leaders’ Podcast.

Listen and subscribe to the rest of our  Recruitment Leader Podcast Series  on  SoundCloud or find us on  iTunes!

How to Make Your Recruiter Your Coolest Tool

Our high intensity interval training - Recruitment HIIT - helps recruiters and resourcers source, convert quicker and develop healthy pipelines. We aim to save every recruiter and resourcer at least 1 hour per day (6 working weeks a year). Hence, more billing time and more fees!

We’d love you to try Recruitment HIIT for free.

Recruitment leaders! You want to do more with less. You need less costs, more profit, less data, more placements, less systems, more process.

You need to ensure your recruiters, systems, and processes are super effective and drive a sustainable recruitment business. This podcast has some game changing insights for rec leaders who want to scale.

Top Recruitment Insights for Recruitment Leaders​ Who Want to Grow​

As a recruitment leader, you want to know how to get more out of your existing staff and reduce the need to hire. The stats show that 1/3 of recruiters quit due to lack of training and it costs a whopping £$€14,000 to replace just one recruiter!

In this episode of the Recruitment Leaders’ Podcast, I spoke with Alex Evans from Talint. He is the Managing Director at Talint Partners. Alex is passionate about the recruitment industry and how recruitment leaders can grow their businesses.

We looked at the constant disruption that recruitment leaders and their recruiters have had in recent years.  Why we feel that this will be a continuous disruption. And, more importantly, what we feel needs to happen to build resilient and effective recruitment businesses, able to tackle this disruption and the disruptions that will affect recruitment in the future.

We talked about:

1. Aliens

2. Assertion of control by the individual and how this affects recruitment businesses.

3. Candidate shortage??? Is there one?  And if there is or is not, what do we do about it?

4. Digital transformation in Recruitment – what does it really mean and how can it actually help the 3cs – candidates, clients, colleagues? As well as cash flow.

5. How do recruitment leaders get more from their people, data, and systems?

6. Alex shared some ideas and data from their insight report about that recruiters’ clients actually want – and it’s not hard for the average recruitment business to deliver. 

We talked a lot about people and how they drive (or drain) a recruitment business:

1. Why did 1/3 of recruiters leave in 2019?

2. How much does it cost to replace a recruiter if they leave?

3. How do you get more from your people?

4. What do we need to do to be ready for the next disruption in Recruitment?

As a recruitment leader you're likely having to make some drastic decisions for drastic times. For those of us who have been through a recession, we know that this is different. There's more to think about, more government help, more variables, more questions than answers - and there is no rule book for this.

This is why I'm delighted that this Recruitment Leaders' Podcast has a guy called Kevin!Kevin Green ran the REC for 10 years, and has perspective on recession, how to run a profitable recruitment agency, and how to be a sane recruitment leader.

He has evolved as HR Director at Royal Mail – to the Chief Exec of the REC – to now a Non-Executive / Strategy Director / Public Speaker for recruitment firms and “mere mortal” non-recruitment businesses with his What's Next Consultancy.  He has also written a book called Competitive People Strategy.

Coronavirus and Recruitment Leaders Staying Sane

As part of my Recruitment Leaders’ podcast, I grabbed some airtime with Kevin and discussed 4 things about the recession, how the Coronavirus is affecting recruitment, and recruitment leaders staying sane.I asked him:What are the differences for recruitment leaders, in the 2008 recession and this 2020 recession?  And how will this affect us in 2021 and beyond?How will the agency recruitment market change as a result of this recession and the Coronavirus?Are there ANY positives about what is happening right now?What specifically do you need to do to manage your business through this time?  And what should you do for yourself?This is indeed a massively painful time for recruiters and their leaders.  Listen you this 30- minute recruitment leaders podcast – give yourself that time to think about where you are, what you want, and how you’ll get it. It's a fascinating listen, with some very useful takeaways and a pep talk for recruitment leaders who need an ear.

Listen to Kevin Green on our Recruitment Leaders' Podcast

​Recruitment leaders know more than ever that with the rise of the internet, their recruiters have become addicted to data and systems.

You want to monetise your CRM and recruitment data, but it’s so under threat!

Every 4 seconds there is a new version of ransomware created… (Software which spies on you and steals things!) These attacks will not be restricted to big corporations or public sector bodies.

This podcast is a “must-listen” if you want to protect, not just grow, your recruitment business.

Cyber Security: What is the Biggest Risk to a Recruiter?

Did you know that 4000 internet ready devices are connected to the internet every hour (!?) – this will include devices from your staff!Ask yourself… How many devices are your recruiters bringing into work every day?95% of attacks come from email!

Plus...Ransomware attacks and data security breaches are a common news item in your feeds.  Is your Recruitment business safe, when what you trade in is simply data?

In this episode of the Recruitment Leaders’ Podcast, I’m joined by Francis West from Westtek.  He is passionate about creating awareness for recruiters to help them secure their data (and thus businesses).

We talked about:What does cyber security actually mean?

What risks / bad practices does Francis see in recruitment businesses? And what is the biggest cyber security risk to recruitment?

What do you need to do about “unknown threats”.

What have onions got to do with cyber security?

What cyber security tips does Francis have for recruitment companies?

Recruiters are data-junkies and rightly so – here’s another podcast which can help you with recruitment data and monetising your CRM.

Read more about how we work with recruitment leaders to generate ROI from recruitment technology strategy and recruitment training. ​Thanks, Francis, for being such great guest on my Recruitment Leaders’ Podcast.

​Recruiters and recruitment leaders tell me all the time that they are suffering from a lack of data. The so-called candidate shortage combined with an overload of crap data on CRM systems means that recruiters often shun the CRM in favour of hunting down more candidates from LinkedIn and job boards… even if that means they’re searching for candidates who are already on the CRM. Vicious circle!

So how do you monetise your CRM effectively?

Too Much Marketing, Not Enough Sales?

70% of the candidates you source on LinkedIn, and 70% of candidates who apply for jobs are already on your recruitment CRM. How can you and your team of recruiters be more targeted on LinkedIn so that you gain more phone and face time?In this episode of the Recruitment Leaders’ Podcast, I’m joined by Adam Gordon from Candidate.ID.  He has been in recruitment for nearly 20 years, starting as a recruiter, then spotted a problem – “too much data and not enough information”.

We talked about:

How can you tell when a candidate is actually looking for a job?

How can I generate a list of warm calls?

Lead scoring (for both candidates and clients) and how this can be automated to help recruiters see the wood for the trees – ie. sales qualified leads!

How many different sources of information does a candidate look at before applying for a job?

What does marketing need to do to get trust from sales?

How can we get recruiters to “pick up the phone” and make more sales calls? And call more candidates?

How can we do more with fewer systems?

With the vast majority of recruitment businesses having only 1 marketer, how do they create a high performing marketing team of 1?How can you make a marketing function a profit, not a cost centre?What should the ratio of marketer to sales person be?

Which “cool marketing tool” does Adam really rate?

​I got the opportunity to use all of my mantras:

The 4Cs – candidates, clients colleague sand cash.

Too much data and not enough information.

Too many systems, not enough process.​​

Thanks, Adam, for being such great guest on my Recruitment Leaders’ Podcast.

Most recruitment leaders I speak to just want their recruiters to pick up the phone. But with so much data, systems, and an apparent lack of process, over 150+ distractions a day, the phone is often the last thing a recruiter is likely to use.

Then add to that recruitment marketers supposedly needing to create blogs and websites to attract candidates, and needing recruiters’ insights to drive this content, the role of the 360 recruiter may now be 720!

Automating the Candidate Attraction Process

Content is a great word if you’re in marketing, but a dirty word if you are a recruiter. It can cause conflict between marketers and their recruiters – marketers need it, recruiters have no time for it.

I’m joined by Jason from Herefish. This podcast will give you ideas on how to tackle:

client and candidate loyalty, which is at an all time low

recruiters who are saturated with systems, but need to sell more

how to get the concept of inbound sales easily and fully embedded into recruitment to “make the pain go away” and get the right candidates and clients engaged and “buying”

We talked about:

What is a recruitment automation tool? There’s a lot of talk about AI

How recruiters can combat this nasty stat: Only 24% of sales emails are opened.

How can you generate “inbound sales” as a recruiter when you have 1000s of candidates on your database?

How can automated recruiting and content enable you to make more phone calls?

How can you get candidates to show their faces?

With 30% of Google searches being job-related, how can recruiters genuinely cope with this volume of data?

Content curation v content creation – what’s best?

What’s the difference between a cold and a warm call?

How can recruiters generate more warm calls? And once they have generated a warm lead, how quickly should they follow up?

Where does the marketer fit into this model?

What can recruiters actually say on the first call?

We talked about my “dig up stupid” model for recruitment data. It’s crucial that the data that recruiters are collecting is used by marketers to generate warm leads, not simply stored on a recruitment CRM ready for the next GDPR purge.

Read more about how we work with recruitment leaders and marketers to generate ROI from recruitment marketing with our recruitment marketing mentoring and training courses.

Thanks Jason from Herefish for being such great guest on my Recruitment Leaders’ Podcast.

Recruiters! Is This Why You Suffer from Too Many Jobs, Not Enough Placements?

With the average UK Recruiter only placing 2 out of every 10 jobs they have, recruitment leaders confused as to why technology is not driving more profit, and marketers trying to add real value to the recruitment process, it’s clear that recruitment workflow is not as simple as it was in the early 2000s. This episode of my Recruitment Leaders’ Podcast can really help all 3 jobs within a recruitment agency tackle the so-called candidate shortage.

Too Many Systems, Not Enough Process

If we know anything about recruitment workflow, we know that it has become more complex due to “too many systems, not enough process” and “too much data, not enough information” – and this has led to the worst…

Too Many Jobs, Not Enough Placements.

Is this the Fix for the Candidate Shortage and Client Loyalty Problem?

I feel the myths around the “candidate shortage” – or what I call the “interested candidate shortage” need to be tackled head on!

The content of your database whether it be the likes of Bullhorn, Adapt etc..… relies on the content of what comes out of a recruiter’s mouth, goes into their LinkedIn profiles, their job adverts, and what their marketers post online. It could be said that the path of data to your Recruitment CRM is littered with good intentions! (But good intentions never made a placement!)

Your Content Fuels your Placements, Recruiters!

Content has become a big buzz word in recruitment marketing. The marketing mentoring I deliver focuses on content as the “fuel” for your recruitment marketing engine – and coupled with SEO, this can turbo boost your candidate, client and colleague attraction and conversion, as well as, if done properly, create less of a need for content.

The people at Paiger (formerly ContentApp) have joined me on my Recruitment Leaders podcast to talk about content fuelling placements (and hence profit!). Darren and Rohit (ex the mighty Broadbean) have created Paiger to help recruitment business drive growth through effective recruitment workflows driven by content.

We talked about:

1. There’s a lot of talk about personal brand – and to be fair it can often be a little too fluffy for the average recruiter (and a risk for their leaders). What do recruiters and their leaders need to think about when it comes to a recruiter’s’ personal brand?

2. What is the one hack every recruiter can adopt to do improve their personal brand in 2019?

3. How can we fix the “candidate loyalty” problem that many recruiters suffer?

4. What practical hacks do we need to really leapfrog our competitors?

5. How can you get your recruiters to engage with your own content?

6. What is the ultimate hack to get your candidates and clients to engage with your content – this driving leads and opps?

7. Let’s say “I’m a recruiter and I have no real idea about my market, how on earth can I find content to share?”

8. What can recruiters do with content in just 5 minutes a day to generate more placements?

9. Why do I feel that recruiters writing blogs is not a good use of time?

10. What has sex got to do with content?

11. Why has it become normal for recruitment and engaging candidates to be difficult and painful? And what do we need to do to fix this issue?

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!

-

If we have learned anything from the last 24 months, cleaning up your data (because the govt told you to) may not necessarily get you the financial benefits that your common sense tell 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 3rd employee.  Then moved to Ebsta.  His purpose now at Cube19 is 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 key things:

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: https://www.barclayjones.com/event-and-hack/recruiters-do-you-have-too-much-data-and-not-enough-information