Every recruitment leader, marketer and IT leader in recruitment wants their data and CRM to be of value and ideally monetised. But often, when my team and I begin working with a recruitment business on their CRMFirst projects, we find even though GDPR made you look at your data, and delete it / clean, many recruiters still suffer from what we call “too much data, not enough information”.

This Recruitment Leaders' podcast will give you ideas on how to reverse this recruitment data issue, and turn your recruitment software into a key recruitment business enabler.  Plus, it points to an ebook from Adapt about Taming Your Recruitment Big Data.

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In this episode of the Recruitment Leaders’ Podcast, I spoke to Mark Hodgkinson, of Erecruit, about:

How can I use data to run my desk and make more money in 2019?

If 65% of the population are visual learners, but the majority of recruiters are not yet “jiggy” with dashboard reporting – rather they are simply drowning in data – what needs to change?

How can data make a recruiter more effective?

If 2/3 of the UK workforce who quit their jobs in 2018 quoted “not enough training”, what do recruiters need to do in 2019 to prevent the average 25% churn? And what does that figure actually tell us about the average recruitment business who suffer churn… and if 25% churn means 100 staff – 25 leavers – 16.5 people leave because of not enough training… who knows what the people who stay think… and how effective they are?

Do we have too much data?

Most recruiters have KPIs, or least a best practice model – how do we get “data” on the agenda?

If 55% of your workforce will be under 36 by 2020 – and these people are classed as “digital natives” – what does this actually mean for your business?

What does Mark want every recruitment leader to “crack” this year (and how does he think they should do it?)?

And a great question… How do we get recruiters to respect data, keep it clean, and make money from it?

Listen to the Recruitment Leaders’ Podcast here

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

Winning a recruitment award, attracting passive talent, and having a website to drive your 3Cs (candidates, clients, colleagues) is a key goal for recruiters, their leaders and their marketers this year. I’m delighted to be talking to Stephen O’Donnell. He has had such a relevant and varied career in recruitment, the content of this podcast has something to offer all levels of recruitment.

This podcast will give you some tips on how to make your website award-winning, as well as tackling many other topics such as how to get the right candidates to apply for your jobs, job advert hacks and passive talent attraction tips.

Recruitment Award Hacks, Passive Talent Tips, and Websites

We discussed:

• Which 3 things MUST a recruitment website be able to do in 2019

• Want to win a NORA? What do you need to do? What do the judges look for?

• Why go for an online recruitment award – what is the point?

• What is the point of a recruitment website in 2019? What is the ROI?

• What is the one thing that a recruitment marketer can afford to “throw out” before the new year?

• What do recruitment websites need to stop doing?

• Any “best job advert” tips?

• What does passive talent want?

• Any thoughts on how to get super-passive candidates to apply for your job?

Stephen gave some hacks about what to do if you win an award – ie. How to generate more fees / candidates etc…

Stephen and I disagreed about whether a recruitment website should candidate or client-centric… another podcast for another day?

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

Every recruitment leader and IT leader in recruitment wants their CRM and recruitment software to deliver real value into the business.  But often, when my team and I begin working with a recruitment business, we find that the system seems to be the "sales-prevention-software" and thus an expense rather than an investment.

This podcast will give you ideas on how to reverse this problem, and turn your recruitment software into a key recruitment business enabler.

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In this episode of the Recruitment Leaders’ Podcast, I spoke to James Payne, of Erecruit, about:

We all know what our recruitment software costs… or at least how much cash we give the supplier, but how do we know that it’s working? And what does “working” even mean?

Uptime? Creating loads of admin for busy sales people? Creating a great datadump of candidates that recruiters won’t have time to source from, so go “off-piste” on to LinkedIn instead of being on the phone.  Of course not, recruitment leaders!

How do you know that your system is not working for you? And by working, we mean delivering what your business needs, not just a database to host GDPR compliant data?

Which 3 barriers to changing recruitment crm should you ignore or further research?

What are the opportunity costs of not moving from one recruitment software to another?

How to lose clients by not moving your technology forward

How is your CRM actually restricting your more experienced (and high value) recruiters?

How can you use recruitment tech to retain your staff? Recruiter churn is embarrassingly high in a sector which professes to be able to recruit

Do we have too much data?

And a great question... How can you make your Recruitment CRM cost neutral?

Every recruitment leader needs to spend more time ON their business, and they often need insight into the recruitment sector, their locale and their competition.

In this episode of the Recruitment Leaders’ Podcast, I spoke to Ann Swain, Founder of APSCo, about “In the Round”.

We talk about:

• What is “In the Round”?

• How do these recruitment meetings differ from the usual APSCo recruiter events?

• What data is Ann bringing to these meetings which will help you as a local recruiter?

• Is there such a thing as a free lunch? Yes!

The recruitment market has a great concentration is certain parts of the UK, but there are some areas, for example, Leeds, who need to maximise their growth and have contact with each other, and people who can bring insight into a super-busy and competitive sector.

You can see the list of Ann’s “APSCo Tour” here; http://www.apsco.org/apsco-in-the-round-with-ceo-ann-swain.aspx These are on a “first come, first served” basis – so get cracking and book your place. Oh!

And these are open to non-members as well as APSCo members.

You can see the APSCo events list here http://www.apsco.org/news/upcoming_events.aspx.

Barclay Jones is an affiliate of APSCo, and we were proud winners of the APSCo “Affiliate of the Year” award https://www.recruitment-international.co.uk/blog/2017/10/barclay-jones-named-affiliate-member-of-the-year-at-the-apsco-awards-for-excellence

Recruitment leaders and marketers who want to scale and grow their businesses next year, and have invested their time and passion into their content, need to listen to this 15 minute Recruitment Leaders Podcast.

I was delighted to talk to Louise Triance from the very popular and passionate recruitment UK Recruiter.

She is in her 11th year and has setup the UK Recruiter Blog Awards to champion great content in the Recruitment sector.

Awards are something very close to my heart – they help massively with sales pipelines, share value and recruitment strategy – as well as give the company a psychological boost.  We won APSCo Affiliate of the Year, UK Recruiter Blog of the Year and Influencer of the Year and so know the impact it can have.

Could you Win a Recruitment Award?

Recruitment Awards are not simply about “Best CSR” “Best Company to Work for £40+million” – they can be, and should be, about what you need to excel at.  As a judge on four Recruitment Awards, I see entries who boast great stories, rapid growth, innovation... but what about the thing recruiters need to absolutely nail...?

Why is the UK Recruiter Giving a Damn about Content?

Content, whether it’s on your blog, in your LinkedIn profile, in your phone conversations - is a critical element of your recruitment workflow.  Sourcing has become a defence mechanism for your clients (and candidates) and so attraction strategies are crucial for you.  Content is the driver of this.  Louise is recognising the power of content, not just to drive traffic, but to attract and engage your ideal (what we call) 3Cs - candidates, clients colleagues.

I talked to Louise Triance, passionate CEO of UK Recruiter, about:

Why do these awards exist?

Who should be applying for these recruitment awards?

What is the nomination process?

What are the judges going to be looking for with this “blogging” award?

What is the benefit of one of these awards?

The deadline is 23 November – nomination is simple and quick.  Judging happens in December with the lucky winners announced in January.

Nominate your blog and content for the UK Recruiter Blog Award here

Oh! And if you’re not convinced about why Louise and I think you should enter and win – here’s some compelling reasons and benefits of winning a recruitment award.

Listen to this Recruitment Leaders’ Podcast

Recruitment leaders who want to scale and grow their businesses through their data, systems and of course people, need to listen to this 15 minute podcast.

It’s crucial that your team engages with your recruitment software and generates the process and management information you need – this podcast contains some insight into how recruiters and their leaders can be more effective with their people, systems and data.

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As a business the Barclay Jones team spends a lot of time in the board room and training room talking to recruiters about their Recruitment CRM. We find the same challenges over and over and so wanted to put the common obstacles together and share our thoughts on how you can overcome these challenges in your recruitment business.

In this podcast, Chloe Reynard and Luke Lynam of Barclay Jones discuss the key issues that prevent Recruiters from being “addicted” to their CRM system, creating great data and using that data to make money. It will be 16 minutes out of your day, and will give you some sustainable ideas to save you time and money.

Chloe and Luke are both Recruiter Success Trainers at Barclay Jones. One of their key goals is to train recruiters how to be effective using their CRM. We take recruiters to the next level when it comes to knowledge of the systems they use, good process within those systems and ultimately enable them to make more money through the technology they are currently using.

**Why doesn’t my team of recruiters use our Recruitment CRM?**

So, you’re a recruitment leader who needs to see your CRM engagement improve. This will lead to more candidates, clients and cash. In this podcast, Chloe quizzed Luke on:

• Why doesn’t my team of recruiters use our Recruitment CRM?

• How has recruitment technology changed over the last few years and what impact has this had on the businesses they have worked with?

• Why are recruiters still using spreadsheets?

• Why is recruitment office culture important to effective adoption?

• Why do recruitment leaders need to improve adoption of systems?

• And how do they improve adoption?

With GDPR, recruiter retention and wanting to grow before 2020, recruitment leaders need some practical and sustainable advice for how to get their teams and systems more connected to sales-led processes.

Visit our recruitment blog: http://bit.ly/RECblog

Download our recruitment resources: http://bit.ly/ROIFirst

Recruitment leaders need more convertible leads, placeable talent and more staff – so that they can grow their recruitment and staffing companies. This podcast is a speedy “must-listen”.

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I am a busy lady – anyone who works with me knows that I milk every second out of every day… Also, I am a consultant, so it’s natural for me to forget about my own business, and focus on that of my clients… this means that I can sometimes ignore my own business’ needs.

As a small business leader I have little time to spend on my business (!) and that coupled with the fact that I feel that no-one can help me, means occasionally I need a butt kick!

At the beginning of this year, my business partner looked me in the eye and persuaded me to drop my ego and really look at what help I needed to deliver my role. Literally that day, I got a call from an apprenticeship training company… and now I have a fully-trained apprentice, giving me massive support in sourcing leads, cleaning data, delivering market research – and that’s just the beginning.

I’ve recorded this podcast with Charlotte Clark (APSCo’s Head of Talent Development) and Chloe Reynard, Trainer at Barclay Jones (and apprenticeship evangelist), to deliver some takeaways in 20 minutes which could really help you focus your attention on fixing some key issues in your recruitment business.

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You’re a recruitment leader who needs more candidates, lead generation, engaged staff. APSCo and Chloe talked about:

• What are the practical elements of having an apprentice in your recruitment business?

• Do apprentices need to be new staff? Or can you upskill your existing team?

• What can apprentices actually do for a recruitment business – what impact will they have?

• What apprenticeship qualifications does APSCo offer to recruitment and staffing companies?

• What is NOT an apprenticeship in recruitment?

• How much does an apprentice cost? And are they free?

• How does a recruitment leader get an apprentice into their business?

• What roles can an apprentice deliver?

• How long does it take to get them “ready”?

The answers to all of the questions above will make you really think about this “no-brainer” – and also tap into what you are likely to have already given the government as part of your “levy”.

Every recruitment leader needs more staff – or at least they want their existing staff to be loyal, effective and successful.  This podcast is  a great listen to help you spend a little time creating a strategy for fixing your talent shortage.  No recruiters?  No fees?  No business!  Here's a fix!

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In this episode of the Recruitment Leaders’ Podcast, I spoke to Ann Swain, Founder of APSCo, about their initiative, Women in Recruitment, something that will fix over 70% of Recruitment Leaders’ issues this year (and beyond…)

We talked about what Women in Recruitment is. What does Women in Recruitment do, and what's in it for recruiters?

Recruitment leaders have a lot to benefit from understanding how a focus on diversity and inclusion in their recruitment business can fix a lot of problems (namely recruiting and retaining the best recruiters!) and help them create more profitable, successful businesses.

We talked about some key issues that can affect / help the talent shortage in most recruitment businesses:

Why there is a talent shortage within the recruitment industry

Women in Recruitment: WIIFR (what's in it for recruiters?)

What really motivates salespeople and recruiters?

How are men and women being done a disservice in the workplace?

What do millennials and Gen Z really want, and how can we deliver it?

How do recruitment leaders fix the gap between employing and retaining staff?

Does Ann think women are better salespeople than men?

How do we help our staff perform to the best of their ability?

What are the benefits to joining Women in Recruitment?

Women in Recruitment isn't just about ticking a box, feeling better, "doing the right thing". There's LOTs of commercial benefits - which if I'm honest, I feel I shouldn't need to outline, but, I may as well.

If the average recruitment business needs more staff, what do they need to do to hire and retain women?

Do women make better sales people? (Contentious!)

Recruitment awards and vendors often ask about diversity - what do you really need to say about your approach to "women in recruitment"

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The Key to Recruitment Business Scalability and Growth, Mark Constable, Next Gear and Lisa Jones, Barclay Jones

In this episode of the Recruitment Leaders’ Podcast, Lisa Jones spoke with Mark Constable, Founder of Next Gear.

After 15 years working in recruitment as a consultant, leader and business owner, Mark works with recruitment businesses who are either start-ups / micro and want to scale, or more established recruitment businesses which have reached barriers to growth.

This is a must-listen if you own a recruitment business, no matter how large, or what style of recruitment.

We talked about:

• How recruitment leaders want more time, more money and less stress – but often find that when they stop and look around, they haven’t gained any of those things…

• A recruitment leader’s focus is on revenue – but the most successful recruitment business focus on something else – what it that?

• What do you need to do to scale up your recruitment business?

• How do you create assets in your business?

• What are recruitment leaders doing every day to ensure that their systems, marketing etc… merely a cost and not a sales-driver?

• How do you deliver change?

• How do you know if your recruitment business is not delivering what you want?

• How do you know whether your business is capable of delivering what you need?

• What is the one thing every recruitment leader needs to do this year?

It was fascinating to talk about mindsets / culture / leadership with Mark: listen to the podcast and don't forget to subscribe!

Like this podcast? Don't forget to subscribe and share!

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Data should drive decisions and recruitment businesses, and drive the best 3Cs into your business (candidates, clients, consultants) – and, of course, content onto your recruitment CRM.

GDPR is kicking the average recruitment leaders’ butt and DATA is key to this.

Growth is key this year too.

I had great chat with Joe, 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 in 2018?

• Should you delete your recruitment data?

• What is the one KPI he would set for a new recruiter in 2018?

• How can you incentivise your recruiters to “get good” with data?