The Recruitment Marketing and Sales Podcast

Cold outreach remains a powerful tool in our recruitment arsenal. Let’s face it – several of us in this room are here because of successful cold outreach. It works, plain and simple. But the landscape has changed, and we must adapt our strategies to stay ahead.

Remember the days of pharmaceutical sales? Our version of cold calling involved walking into GP surgeries, pharmacies, and hospitals unannounced. We called it “specking” back then. It was a competitive game—who could get to the surgery early Monday morning to catch the doctors? I remember getting there at 7:30 a.m. because it kicked off my week brilliantly. Six doctor meetings before lunch? That’s a win in my book.

But here’s the thing – cold outreach isn’t just about early mornings and unannounced visits anymore. We have a whole new world of channels and strategies at our fingertips. And in today’s market, more than ever, it’s critical for our businesses to have a solid cold outreach component in our marketing strategy.

I know what you’re thinking. Cold outreach can feel uncomfortable. We’ve all received poorly executed attempts, and letting that colour our perception is easy. We delete emails, ignore calls, and scroll past messages. But here’s the crucial point—when done skillfully, when we’re offering genuine solutions to real problems, cold outreach can be incredibly effective.

So, let’s challenge our mental barriers and hold those personal judgments at bay. People often do cold outreach unskillfully, but that doesn’t mean we have to. Instead, let’s focus on what we’re doing and how to improve.

I’m going to share a six-step framework that you can follow. Yes, it involves picking up the phone and sending emails, but we’ll be smarter about it. If you implement what I’m suggesting, I guarantee it will work. The catch? Not many people are willing to put in the work. But you can. The question is – are you ready to do what it takes?

Let’s break it down. For effective lead generation, we need three key components:

1. A content machine: This is how we add value, stand out, and brand ourselves and our companies.

Think about it – if we only rely on existing connections and warm leads, we’re limiting ourselves. We need to build a bigger, newer, cold audience. And here’s where content comes in – we need it to build those initial relationships.

Remember, to these cold prospects, we’re strangers. It’s like that “stranger danger” mentality we were taught as kids. But there are candidates and clients out there who could benefit from our services – they don’t know we exist yet.

Now, let’s talk channels. Cold calling isn’t just about picking up the phone anymore. We’ve got email, LinkedIn, text messages, WhatsApp, and even video. Each channel has its strengths; the key is strategically using them.

For example, LinkedIn allows us to research prospects before reaching out. Email allows us to craft a compelling message. Phone calls provide that personal touch. And video? It’s a game-changer for standing out in a crowded inbox.

Here’s a crucial point – cold outreach is a numbers game. It requires volume and persistence. You might need to reach out to hundreds, maybe even thousands, to land those ten new clients you’re after. It won’t happen overnight, and that’s where many people falter.

We’re an impatient bunch, aren’t we? We want results now. But cold outreach takes time. It requires consistency and persistence. Most people aren’t willing to put in that work because it’s hard, and the results aren’t immediate. But that’s exactly why it’s such a powerful strategy – because so few are doing it well.

So, how do we create a system that works? First, we need to be clear about our target audience. Who are the businesses and people we want to reach? Once we know that, we need to build our list. There are various ways to do this – from leveraging our existing CRM data to using tools like LinkedIn Sales Navigator or hiring someone to build a list for us.

Next, we need a compelling message. This is where our content machine comes in handy. We must craft messages that add value and speak directly to our prospects’ pain points.

Finally, we need a process for consistent outreach. This is where many fall short. It’s not enough to send one email or make one call. We need to keep going until we get a response – whether that’s a “yes,” a “no,” or a “not right now.”

Implementing Your Strategy

Let’s get practical. Here’s how you can implement this strategy:

1. Review your avatar: Before you start cold outreach, ensure you’re clear on who you’re targeting. Use our updated avatar questionnaire to understand your audience’s problems and challenges.

2. Build your list: Look at your existing CRM data, use LinkedIn Sales Navigator, or consider buying or building a list. Just make sure to clean your data using tools like validity.com.

3. Craft your message: Use our cold messaging sequences and email campaigns as a starting point. Customize them to speak directly to your avatar.

4. Plan your outreach: Map out your sequence. When will you send emails? When will you follow up with a call or a LinkedIn message? Having a plan keeps you consistent.

5. Use multiple channels: Don’t rely on just one method. Mix it up with emails, calls, LinkedIn messages, and even video outreach.

6. Be persistent: Remember, it might take 9-15 touchpoints before you get a response. Don’t give up too soon.

7. Protect your main domain: Consider using a separate domain for cold email outreach to protect your main business email.

8. Use automation tools: Look into tools like MixMax, Apollo.io, or Instantly to automate some of your outreach.

9. Don’t forget the phone: While digital channels are important, sometimes picking up the phone can set you apart.

10. Keep track and adjust: Monitor your results and be willing to adapt your approach based on what’s working.

Now, let’s address some common challenges you might face:

1. Fear of rejection: Remember, it’s not personal. A “no” just means “not right now.”

2. Lack of immediate results: Cold outreach takes time. Give it at least 6-9 months before you judge its effectiveness.

3. Inconsistency: It’s easy to start strong and taper off. Set up systems to ensure you’re consistently reaching out.

4. Poor data quality: Always verify and clean your data before starting outreach.

5. Generic messaging: Take the time to personalize your outreach. It makes a big difference.

6. Ignoring warm leads: Don’t neglect your warm leads and existing relationships while focusing on cold outreach.

7. Not leveraging content: Your outreach will be more effective if you share valuable content instead of just asking for business.

Remember, cold outreach isn’t about immediate sales. It’s about starting conversations and building relationships. Your goal should be to get a response, not necessarily a sale, on the first interaction.

As we look to the future, cold outreach will continue to evolve. We’re seeing increased use of AI for personalization, video becoming more prevalent, and an emphasis on providing value upfront. Stay ahead of these trends, but don’t forget the fundamentals – it’s still about making genuine connections and solving real problems.

In conclusion, cold outreach isn’t dead – it’s just evolved. You can crack the code of cold outreach by embracing a multi-channel approach, focusing on providing value and being persistent. It’s not easy, but the rewards are worth it. You have the potential to expand your client base and candidate pool significantly.

Thanks

Denise and Sharon

If you have skim-read this post, go back and watch the video—it’s well worth it! We ran this training session at one of our Superfast Circle events. It shows the quality of the support you will get from us.

In today’s competitive recruitment landscape, standing out isn’t just an advantage—it’s a necessity.

Welcome to episode 441, where we explore the world of personal branding for recruiters. Since 2019, I’ve been honing my brand and seeing firsthand the transformative power of a strong personal brand.

Whether you’re a seasoned recruiter or just starting, this episode is packed with practical strategies to elevate your online presence, engage your network, and become the go-to expert in your niche.

From optimising your LinkedIn profile to creating compelling content, we’ll explore the key elements that make a personal brand truly shine in the recruitment world.

It’s a good time to add something new to our routines as we enter autumn. That’s why I want to talk about personal branding today. I started building my brand five years ago, just before Covid hit. It has worked well for us, creating more connections.

Currently, we are running a personal branding boot camp with our Superfast Circle clients. This marks the third or fourth iteration of the program, a testament to its value and the enthusiasm it generates among our clients.

In today’s fiercely competitive market, distinguishing yourself is more pressing than ever. You must articulate why potential collaborators should choose to work with you over other recruiters. Personal branding is not just a choice; it’s a strategic necessity. It’s about crafting and nurturing your public image to stand out in the crowd.

The first step in personal branding is optimising your LinkedIn profile. In today’s market, people are conducting more outreach on LinkedIn and email. When they click through, they’ll go to your LinkedIn profile or website, which needs to communicate your brand effectively.

Make sure your profile has a professional-looking image. Human beings are wired to look at one another’s faces. It’s how we work people out. Use a compelling banner with your contact details. If you’re comfortable sharing your phone number, include it. Otherwise, add your email address.

Have a compelling positioning statement. Talk about who you work with and how you help them. In your ‘About’ section, clearly state who you work with, why you work with them, and how you can help. Include work experience and recommendations from clients and candidates.

The next step is sharing content. You can share industry insights, tell people about training you’re attending, or develop a regular content calendar for posting. Use a mix of videos, texts, and images. Post pictures of yourself – people like to see who they’re working with.

The content you share gives people an understanding of who you are, how you can help them, and what person you are. It also demonstrates your values. Share posts focusing on your client’s challenges and how you address them.

Share personal values, productivity tips, and glimpses into your life and business. Give people advice and help. Share behind-the-scenes content from your office, details about your recruitment process, or weekend activities related to current business trends.

Engage with your network and industry peers. Comment on their posts and give likes and shares. Add your thoughts to discussions. This will get you in front of more people and show what you stand for.

Become a magnet for your audience by standing out for who you are and what you believe in. Share the things you’re doing. If you’re stuck for ideas, use AI tools like ChatGPT to generate content ideas related to your field.

Use LinkedIn’s tools and features to stand out. Create a unique URL for your profile. Add links to your website. Use the featured section to showcase your content, case studies, and popular posts. Include recommendations from clients and colleagues.

Consider building thought leadership by running LinkedIn Lives or inviting people to events. Start where you are with what you’ve got. For our clients, we provide templates and structures for personal branding posts. They need to copy and paste their part of the post.

Check your LinkedIn analytics regularly. Look at impressions, engagement, and who’s viewing your posts. While engagement is great, personal branding is about getting eyeballs on your brand and how you can help people.

Consistency builds your brand. Commit to posting a personal branding post every week. You don’t need 52 different ideas – you can recycle and tweak posts. People don’t always remember what you’ve posted before.

Remember, people must see a message multiple times before connecting with you. The more people know you, the more they like and trust you. Your personal branding will help with that.

Thanks,

Denise

Ready to take your personal brand to the next level?

At Superfast Recruitment, we’re passionate about helping recruitment business owners like you stand out in a crowded market.

Our Superfast Circle program offers personalised guidance, including access to our popular Personal Branding Bootcamp. We’ll provide templates, strategies, and expert advice to build a brand that attracts the top clients and candidates you want.

The first step is to book a call with us here.

As we approach the year’s final quarter, many recruiters fall into the trap of winding down, waiting for the new year to kickstart their efforts. However, this mindset can lead to missed opportunities and a slow start to next year.

In this episode, I dive into five powerful strategies to help you close the year strong and set yourself up for success in 2025.

A full summary of the recording is below.

From tapping into your existing network, creating compelling content, and implementing effective cold outreach campaigns.

These ideas are designed to boost your recruitment business before the year ends. Whether you’re a seasoned recruiter or just starting, these strategies will help you maximise your potential and finish the year strong.

As we approach the end of the year, it’s crucial to pause and reflect on your achievements and goals. Take a few hours to review what you wanted to achieve this year and what you can still accomplish. This brainstorming session will reveal opportunities you may have overlooked.

Identifying opportunities that have fallen by the wayside can give you a clear starting point. You’ll likely find several quick wins that can make a significant difference before the year ends.

One of the most overlooked strategies is tapping into your existing network. Many recruiters have thousands of LinkedIn connections but fail to engage with them regularly. These connections are a goldmine of potential opportunities.

Consider running a re-engagement campaign. Reach out to people who haven’t responded to your messages or those who asked to be contacted later in the year. This strategy often yields quick results and can set you up for success in the coming year.

Don’t forget about past clients and placed candidates. Pick up the phone and have genuine conversations with them. Ask about their current situation plans and whether they know anyone who might benefit from your services. These conversations can uncover opportunities you hadn’t considered.

When you increase your outreach, people will naturally check out your online presence. Ensure your LinkedIn profile and website content reflect your expertise and value proposition. Share content that addresses the problems your clients and candidates face, offering solutions and valuable advice.

Consider using various content formats, such as blog posts, images created with Canva, and videos. Video, in particular, is underutilised in the recruitment industry and can help you stand out. The goal is to demonstrate your knowledge and build trust with your audience.

Remember the Know Like Trust process: the more people see you and understand how you can help them, the more likely they are to work with you. Consistent, valuable content helps build this familiarity and trust.

Despite its challenges, cold outreach remains an effective strategy when done correctly. Start a cold emailing campaign using Lemlist, Mixmax, or Apollo software tools. The key is persistence – many give up too soon due to rejection, but success comes with consistent effort.

Create a targeted campaign and start reaching out now. You might see results before the end of the year, and at the very least, you’ll be building a foundation for future success.

Don’t be shy about promoting your successes. Share testimonials and case studies on social media and in your email campaigns. People always look for validation when considering a service-based business, and hearing about others’ positive experiences can be compelling.

Use platforms like Canva to create visually appealing images featuring testimonials. Share these on LinkedIn and other social media platforms. Also, don’t hesitate to promote your achievements directly. Tell people about your placement success rates or the quality of candidates you provide.

By implementing these strategies, you can close the year strong and set yourself up for success in the coming year. Remember, the key is to start now – don’t wait for the new year to begin making positive changes in your recruitment business.

Here’s a call to action for the end of the post about how Superfast Circle can help business owners and encourage them to book a call:

Thanks

Denise

Ready to Supercharge Your Recruitment Business?

As a Superfast Circle member, you’ll get:

Don’t let another year slip by without reaching your full potential. Book a call to discover how Superfast Circle can help you close this year strong and set you up for unprecedented success in 2025.

Click here to schedule your call.

Welcome to the Recruitment, Marketing and Sales Podcast. I’m Sharon Newey, and today, I’m thrilled to bring you an insightful conversation with Natalie Wells, a super successful finance recruiter who has successfully transitioned from corporate life to running her own independent recruitment business.

In this episode, Natalie shares her unique journey from her beginnings in actuarial science to becoming a sought-after finance recruiter. Her path is not the typical one, and her success is a testament to the possibilities in our industry.

We delve into the dramatic changes she’s witnessed in the industry over the past 25 years and explore her people-centric approach to recruitment, which has led to remarkably long-lasting placements.

Whether you’re a seasoned recruiter considering going solo or a business owner looking to improve your hiring process, Natalie’s experiences and strategies offer valuable lessons.

She provides a candid look at the challenges and rewards of independent recruitment and shares her vision for the future of our industry.

Get ready for an engaging discussion filled with practical advice and inspiring insights. Natalie’s experiences and strategies offer valuable lessons that can enlighten your understanding of the recruitment industry and inspire your own professional journey.

I started my career in finance after studying maths and statistics. Because career advice was limited back then, I followed the traditional path into actuarial science. After a few years in a global insurer, I realised I wanted to work more closely with people.

Unlike many who fall into recruitment, I took a considered approach. I engaged a careers consultant, and we concluded that financial recruitment or training would suit me best.

I joined a large corporate recruiter, benefiting from their excellent training. Over the next 25 years, I witnessed massive changes in the industry. When I started, we didn’t have mobile phones or email. Business was done via landlines, and shortlists were printed, posted, or faxed. The recruiting process wasn’t necessarily longer, but there was less white noise to cut through.

LinkedIn’s arrival disrupted our industry, making extensive databases available to anyone. This shift and my growing focus on working with business owners of growing SMEs led me to consider going independent. I found myself increasingly in situations where I’d qualify a client’s needs, only to realise the role fell outside my remit in the corporate structure.

I decided to simplify my approach and focus on the client, their business, and how to help them grow. I wanted to invest time in nurturing individuals’ careers. With LinkedIn in full flight and clients buying into the individual rather than the corporate brand, there was no reason not to go independent.

My approach to recruitment is people-centric. I treat everyone as an individual with their own vulnerabilities, wants, and needs. By getting someone to know, like, and trust me, I can ensure the solution I provide addresses their needs. This works particularly well with business owners.

I’m not interested in ‘bums on seats’ recruitment. I’m concerned with how the individual I place will contribute to the business in five years. My placements tend to last 5-8 years, with some retiring after 20 years. Understanding the company’s culture, leadership personality, and values is crucial. It’s about finding candidates who can share and buy into that vision.

Before starting the recruitment process, I interview all stakeholders for senior roles like FDs. This includes direct reports, internal customers, and non-executive directors. It helps me understand the issues, test the quality of relationships at the top table, and shape the job spec.

This detailed approach means the actual interview process can be quick. For more junior roles, I still ensure I understand who’s involved in the interview process and get a feel for their needs and expectations. This allows me to address pain points upfront and helps line managers get more comfortable with their decisions.

As an independent recruiter, I’m particular about who I work with. I work on a sole agency basis and get paid for what I do. If I sense that I care more about getting it right than the client, I walk away. This approach has led to some challenging situations, like having to advise withdrawing an offer to a candidate who seemed perfect on paper but raised cultural red flags.

Looking to the future, I believe technology will continue to play a crucial role in recruitment. However, it won’t replace the human elements of building relationships with business owners and helping people nurture their careers. It can take away much of the transactional heavy lifting, but the personal touch remains crucial.

If you want to connect with Natalie on LinkedIn, click here or visit Natalie Wells Recruitment here.

Thanks

Sharon

Having worked with Rachel and Neo as their marketing partner, I’ve always been fascinated by their journey with Ice Recruitment.

Their story of building a successful business while handling the complexities of a husband-wife partnership is inspiring.

I decided to record this podcast because their experiences offer valuable insights for other recruitment business owners, especially those considering working with their partners.

Rachel and Neo’s candid discussion about their challenges, triumphs, and personal growth provides a unique perspective on entrepreneurship and relationships.

Their journey from a crisis-driven start-up to a thriving 16-year-old business is not just about recruitment strategies; it’s a testament to resilience, adaptability, and the power of shared values.

I hope this conversation will inspire and guide others in our industry, showing that it’s possible to blend personal and professional lives with the right approach successfully.

So, let’s dive into the Ice Recruitment story and learn from this remarkable couple who’ve mastered the art of building a business and a life together.

The idea for Ice Recruitment came about when Rachel and Neo wanted to start their own business. They come from families where both sets of parents had their businesses, so it seemed like a logical step. Due to family commitments, Rachel had left recruitment and was freelancing while their children were younger, while Neo was working in the city.

In 2008, the financial crisis hit, and Neo lost his job. Getting another role at Neo’s level was difficult, so they set up their own business. They combined Neo’s sales and technology background with Rachel’s recruitment background.

Over a coffee in Starbucks, Ice Recruitment was born.

Rachel explains, “We naturally combined Neo’s background in sales and technology with my background in recruitment. Over a coffee in Starbucks, Ice recruitment was set up pretty much as quickly as that. We lasted longer than Starbucks. That’s not there anymore.”

The early days weren’t without challenges. Neo came from a $5 billion global company with 75 to 105 people under his umbrella. He was naive in thinking he could replicate that culture with just two people. The processes and approaches might have been spot on, but the execution, delivery, and demeanour of a smaller company, especially a husband-and-wife team, differed.

Neo reflects, “I was probably quite naive that I thought I could replicate that culture with two of us because it worked with 200. Why would it not work with the two of us? And the processes and approaches would have been spot on. But the execution, delivery, and demeanour of a smaller company and a husband and wife are that it will never work.”

There was a reasonable amount of “storming,” in which two people put their stakes in the ground. Rachel, a freelancer, felt she couldn’t be told what to do, while Neo, a sales director, felt he should be listened to. Neither was budging.

The sense of urgency was high. Due to the financial pressures, they had to get up and running quickly. It wasn’t a panic situation but one of urgency. They had to work hard and accept the problem to find ways around the challenges.

Neo adds, “From a financial perspective, you must get onto that treadmill quickly. It’s not a panic situation but an urgent one.”

One of the biggest challenges was differentiating between work conflicts and personal life. For a long time, it wasn’t easy to separate the two. If this continues, many partnerships might crumble by year two, but for Rachel and Neo, it was still happening in year two, although becoming less frequent as the years went on.

Rachel shares, “For a long time, it was very difficult to differentiate between the work conflict and then, you know, making dinner. That wasn’t easy. And that was some of the conflict I think as a partnership; you have to get over if you are a husband and wife, wife and wife or husband and husband.”

They had to work through it and figure out how to turn off the laptop and leave work at work. If conflicts weren’t personal and directed at each other, they could close it and deal with it the next day. They learned to keep it business-focused.

They also learned to separate personal conversations from work conversations. They focused on work during work hours, saving personal discussions for evenings. This separation helped maintain a healthy balance between their work and personal lives.

Rachel explains, “We don’t talk about those things at work. We have conversations about work as much as we can. And then in the evening, oh, you know, so-and-so said, do we want to go to a concert?”

Despite the challenges, the benefits of working together far outweigh the downsides. Neo has never missed a sports day, parent’s evening, or any significant event in their children’s lives. This flexibility and ability to be present for family events is enormous.

Neo emphasises, “I’ve never missed a sports day or a parent’s evening. My son had a six-week trial down at Watford, and I went to all six trials and took him down there and never missed a game. We always went to the swimming tournament. We’ve never missed anything. Ever. For me, that alone is enormous.”

Another significant upside is how working together has brought them closer as a couple. Many couples grow apart over the years as they pursue separate careers. Rachel and Neo have grown closer because they both have to grow as people together.

Neo reflects, “We’re closer now than we were 15, 18 years ago because we must grow as people. The people who are most successful in relationships and the people who are most successful in business, whether it’s parenting, friendships, or whatever, are the people who have the best coping mechanisms.”

They’ve created a life sustained on their terms. They’ve balanced running a successful business with being there for their children’s activities and sports events. It’s been challenging, requiring early mornings, late nights, and working weekends, but they’ve made it work.

Rachel shares, “We had the business in the daytime, but my daughter was a swimmer, so I was up at 4:30 a.m. doing early morning swims. Our son is a footballer, and Neo is the coach. So off they would go from 6:00 a couple of times a week or on a weekend. That was a priority they got from us, and they could develop their sports as they wanted to.”

Rachel and Neo offer some advice for couples considering working together. Rachel emphasises the importance of being prepared for challenges and having clear intentions. “It is give and take,” she says. “You’re not going to win everything. It’s not going to go at the speed you want it. There are going to be hurdles.”

Neo adds, “Be prepared for conflict. Be prepared for very dark periods. But you’ll get those if you work for someone else anyway.” He emphasises that the benefits far outweigh the downsides, but it’s crucial to stick to agreed parameters and be ready for personal growth.

They both stress the importance of having separate spaces and interests outside of work. Rachel, like Neo, has her own “tribe” of friends and colleagues. This allows them to maintain their individuality while working closely together.

For Rachel, the key highlights have been having a business they love and knowing they’re fortunate. They genuinely enjoy what they do, finding it rewarding to help people find the right job opportunities. Rachel says, “It’s so rewarding when you help someone. There’s something so rewarding about that. And that’s actually the essence of what we do.”

They’ve been able to create a life on their terms and are excited about entering a new era in their business. Rachel adds, “We’ve managed it. We look back now and go, wow, we seem to have done that bit. Let’s keep going. And we’ve got so many goals we still want to hit.”

For Neo, the highlights include their ability to do things their way and maintain their values of honesty, integrity, and trust. He’s proud of their standards of work and energy. He also sees their personal growth as a major highlight, noting how they’ve developed the ability to handle situations calmly that would have caused meltdowns years ago.

Neo shares an example: “There was an incident a fortnight ago that, without going into detail, had that same incident happened 15 years ago, I’d have had a meltdown. The ability to cope with something you couldn’t cope with before genuinely doesn’t mean you’ll get out of it because sometimes circumstances don’t deal with that.”

Looking ahead, they’re excited about the next phase of their business. With their children now grown and pursuing their careers, Rachel and Neo are ready to focus even more on growing Ice recruitment. They aim to accomplish in the next ten years what most people do in 30, building on the strong foundation they’ve established over the past 16 years.

Neo concludes, “The highlight for me is knowing what we want to do. I’m really proud of our standards of work and energy. The highlight has been how much we’ve developed as individuals. I think that would be it.”

Thanks,

Sharon

In today’s podcast post and video, we had the pleasure of interviewing Louise, one of our amazing clients who walked the Camino whilst running her business over six weeks during June and July.

I encourage you to listen to the podcast and video; they are so full of gems! I have also added a summary of the main points below.

Louise Shepherd from First to Recruit recently embarked on an incredible journey: walking the Camino de Santiago, an ancient pilgrimage route that spans nearly 800 kilometres across northern Spain.

Louise’s decision to undertake this challenge while running her business remotely demonstrates a remarkable blend of personal growth and professional adaptability.

Louise had wanted to walk the Camino for years, and when the opportunity finally presented itself, she seized it. She prepared her business for her absence, setting up systems and processes that would allow her to work remotely while walking up to 20 kilometres a day.

Below is a summary of our conversation. I encourage you to listen to the recording or watch the video. It is so inspiring!

Despite her fierce independence, Louise discovered the immense value of having a support network. She created WhatsApp groups to keep friends and family updated on her progress. This experience taught her the importance of vulnerability and sharing in personal and professional settings.

Louise reflected, “I’m fiercely independent, and I’ve always been very independent. And I find it hard to trust people. So, for me, I need to set up a group… I really only ever did it just as a safety thing. But I learned from it that I put all this support that I didn’t even realise I had, and although I was walking it alone, I wasn’t alone.”

Louise managed to run her business while walking up to 20 kilometres daily in intense heat. She structured her days to accommodate the Camino’s physical demands and her work responsibilities. This experience highlighted the importance of robust systems and processes to enable flexibility.

“I was walking in the mornings, as, you know, as one of my support groups. And I would get to where I was going to by two, 3:00. And then what do I do? You know. Yeah, I’d work because I had the time to do it,” Louise explained.

The Camino presented numerous challenges, from shared accommodations to language barriers. Louise embraced these discomforts, recognising that growth often happens outside our comfort zones. This mindset shift has influenced her approach to business, encouraging her to be more open to new experiences and technologies.

Louise shared, “There were times when I’d get to where I was going to, and I’d take one look at my bunk bed, and I knew there were bedbugs in it; I knew it; you could tell by looking at it. I mean €10 for a bunk for the night. You know, it. And there were creepy crawlies, and, you know, there’s someone that snores, and there’s someone. It’s just all this kind of stuff, you know, it’s going to happen. But I knew it was just one night, and I could get through it.”

The journey reinforced the importance of taking action and trusting the process. Louise learned that overthinking could paralyse personal challenges or business decisions. She advocates for making decisions and course-correcting, a valuable lesson for any business owner.

“My father said something to me a couple of years ago, which, as we were talking about before, resonates later down the line, not necessarily at the time. But he told me he’s got an Army background and was always taught to make a decision. Not making a decision is, but it’s really bad that, in some situations, it can be fatal. So, make a decision and then course correct,” Louise shared.

Louise’s Camino experience has profoundly impacted her approach to both life and business. She encourages others to embrace challenges and step out of their comfort zones, recognising that growth and success often lie beyond our perceived limitations.

Thanks.

Sharon

P.S. If you want to connect with Louise, you will find her at First2Recruit.

In this episode, we sit down with Vanessa Raath, a globally recognised Sourcing Talent Trainer, to explore the future of recruitment and talent sourcing.

Vanessa specialises in helping companies move beyond their reliance on LinkedIn by teaching innovative sourcing strategies that embrace new and emerging technologies.

She shares insights into the changing role of traditional job boards, the integration of AI and automation in recruitment, and the growing importance of social media platforms like Instagram and TikTok for finding top talent.

Vanessa also highlights common pitfalls recruiters face when adopting new technologies.

She provides practical suggestions on training recruitment teams to leverage these tools effectively.

Whether you’re an experienced recruiter or new to the field, Vanessa’s expertise offers valuable guidance on staying ahead in the ever-evolving world of talent sourcing.

Below is a summary of all the gems Vanessa shared.

The global talent market is highly competitive, with companies fighting over a small pool of candidates. To stand out, recruiters need to think beyond traditional sourcing methods and platforms. This global crisis affects countries, not just those with historically poor education systems.

The best approach is to specialise in your niche, building communities and networks within your specific recruiting area. This allows you to understand the candidate market better, speak their language, and make quicker client placements.

Don’t rely solely on LinkedIn and local job boards. Start searches on search engines to access the entire internet. Cross-reference findings with LinkedIn, but remember that candidates update other social platforms more frequently.

Ask your candidates where they spend their time online. For instance, data architects might be on Kaggle, while UI/UX designers could be on Behance or Dribble. Find candidates where they spend their time, as these profiles will likely be the most up-to-date.

Use LinkedIn to gather additional information, such as education history, but don’t end your search there. Learn about Chrome extensions and how to find email addresses to reach out to candidates in different ways.

Community building is the future of recruitment. Create specialised groups on platforms like Facebook or dedicated community platforms. This approach allows you to gather like-minded individuals who share your vision.

Covid has accelerated the rise of communities, and it’s become easier to run them. Consider moving to dedicated community platforms like Guild, Circle, or Heartbeat. Building a community requires specialisation and getting people to buy into your vision. It’s about thinking outside the box, using technology to assist you, and bringing on board natural leaders, respected industry figures, and influencers to help build your community.

Use technology to streamline administrative tasks, freeing up time for human interaction. Learn to write Boolean strings, use Chrome extensions, and find email addresses efficiently. However, maintain oversight to ensure accuracy. When implementing new tech, ensure proper change management and buy-in from the team. Often, managers make decisions about new tools without considering the needs of those who use them daily. This can lead to unnecessary spending on tech that isn’t fully utilised. Instead, drive tech adoption based on the demands of the people using it.

While AI can help find candidates, the human touch is crucial for personalised outreach. Craft tailored messages that resonate with candidates, avoiding robotic-sounding communication. Platforms like LinkedIn can detect AI-generated content, potentially limiting the reach of your posts. The human element comes into play when connecting with another human being, writing personalised outreach messages that feel genuine and tailored to the individual candidate.

The recruitment industry is constantly evolving. Be willing to change your approach and learn new techniques. Staying adaptable is key to success in this dynamic field. The pandemic has accelerated changes in the industry, and candidates are now more resilient and know exactly what they want. Our storytelling and approach need to adapt accordingly. Remember, change is the only constant in life, and there aren’t enough recruiters willing to embrace it.

Explore tools like ChatGPT to enhance your recruitment process. Identify repetitive tasks that AI can handle, allowing you to focus on building human connections with candidates. AI will change the way we all work, not just in recruitment. It may impact the skills we’re hiring for in the future.

The technology has been available for some time; the differentiator will be how companies embrace it. Get hands-on experience with AI tools, try to break them, and figure out how they can help you in your day-to-day work.

Despite technological advancements, people still buy from people. Use technology as an enabler to be more human-like in your interactions, focusing on relationship-building and engagement. Identify aspects of your daily and weekly processes that are repetitive or time-consuming, and find ways to automate these.

Remove the friction in your processes to allow more time for human interaction. Technology should empower us to do better and be more human-like in our approach to recruitment.

Visit Vanessa’s website here to learn more about how she can help you hone your sourcing skills

Thanks

Denise and Sharon

I recently had the pleasure of interviewing Ged Walsh, the Managing Director of Everpool, on our recruitment, Marketing, and Sales podcast. Ged’s journey in recruitment spans an impressive 25 years, and his wealth of experience shines through in our conversation.

Ged’s career didn’t start in recruitment. He began in retail, working in area management and FMCG, including a stint at George Davis’s head office. In 1999, he made the leap into retail recruitment, initially part-time, while setting up a catering business. However, his success in recruitment – building £160K in just ten months – led him to focus on this career path full-time.

From there, Ged’s entrepreneurial spirit took flight. He co-founded a retail recruitment business that grew to a £2.5 million turnover with 30 employees.

Despite facing challenges during the 2008 recession, Ged persevered, venturing into legal recruitment and later health and social care.

His journey eventually led him to Everpool recruitment, where he now serves as Managing Director. Ged’s diverse experience in various sectors and ability to adapt to market changes make him a valuable and inspirational voice for fellow business owners in the recruitment sector.

Ged shared several areas he thinks are key to building a successful business.

One of the key topics we discussed was how Ged established Everpool’s unique value proposition. Ged emphasises the importance of quality service and a consultative approach in today’s rapidly changing recruitment landscape.

“We’re not an agency; we’re a consultancy because we’re different,” Ged explains. His focus is on changing lives – not just for candidates but for his team members and clients as well. This mission underpins everything Everpool does, from its approach to recruitment to its company culture.

Ged’s vision for Everpool is to be an ethical and outstanding permanent recruitment service that delights customers by motivating and inspiring colleagues. It’s about offering more than just job listings – creating mutually beneficial partnerships with clients whose values align with theirs.

This approach has shaped Everpool’s recruiting strategy for their team. Ged prioritises flexibility, trust, and a strong set of company values including integrity, inclusivity, and respect. He believes in treating team members like adults, allowing them to manage their own time and work in a way that suits them best.

We also delved into how Everpool has approached the technological advancements in recruitment, particularly in light of the rapid digital transformation during the Covid-19 pandemic.

Ged acknowledges the importance of having an efficient CRM system and utilising various digital tools for lead generation, email marketing, and branding. However, he maintains that at its core, recruitment is still about people buying from people.

“The digital transformation around it can make it smarter rather than harder,” he emphasises the need to balance technology with the human touch, using digital tools to enhance efficiency while still focusing on building strong relationships with clients and candidates.

When it comes to measuring success, Ged takes a unique approach. Rather than focusing solely on traditional KPIs, he emphasises the importance of service quality and client relationships.

Everpool works on a ratio system, aiming for one placement for every two candidates submitted. This focus on quality over quantity ensures they send genuinely interested and suitable candidates to their clients.

Ged stresses the importance of thoroughly understanding the client’s needs and the candidate’s aspirations. This includes delving deep into the client’s company culture, onboarding process, and long-term strategies – information many recruiters might overlook.

One of the most valuable insights Ged shared was about managing client relationships. He advocates for a partnership approach, where recruiters act as an extension of the client’s brand.

“It’s about living and understanding what the client wants,” Ged explains. This involves regular reviews and meetings, discussing immediate hiring needs and the client’s growth strategies, pain points, and company culture.

Ged encourages recruiters to be proactive, asking questions beyond immediate job requirements. Understanding the client’s onboarding process, training programmes, and retention strategies allows recruiters to match candidates better and add real value to the client’s business.

As a busy MD, Ged has a refreshing perspective on time management. He views pressure as a privilege in his position and doesn’t see work-life balance as a struggle because he genuinely enjoys what he does.

“If you enjoy it, why can’t you be balanced around it?” Ged asks. He advocates working smartly and efficiently rather than putting in excessive hours.

His approach is to empower his team to set their targets and manage their time effectively.

For those starting out in the recruitment business, Ged offers several pieces of wisdom:

Ged attributes much of his success to a few pivotal decisions.

When asked for his one piece of advice for other business owners, Ged offers this gem: “You don’t have to take every opportunity that comes your way.”

He advocates for being selective about clients, ensuring they align with your values and business goals. Sometimes, walking away from an opportunity that’s not the right fit can be the best decision for your business.

Ged gave so many valuable insights for recruitment business owners. His journey from retail to building successful recruitment businesses offers inspiration and practical advice for those in the industry. Ged has created a thriving business model that others can learn from by focusing on quality service, embracing technology while maintaining the human touch, and building strong, value-aligned client partnerships.

Remember, in the ever-changing world of recruitment, it’s not just about filling positions – it’s about changing lives and adding real value to candidates and clients.

To find out more about Everpool, visit their website here.

As recruitment business owners, we’re all too familiar with the challenges of attracting, retaining, and developing talent.

Recently, I had the pleasure of speaking with Howard Greenwood, a seasoned recruitment expert with over 30 years of experience in the industry.

Howard shared invaluable insights on the current state of recruitment, the evolving landscape of business development, and the role of technology in our sector.

Howard identified three primary challenges that recruitment companies are grappling with:

Let’s delve into each of these areas and explore Howard’s advice on tackling them.

Regarding attracting and retaining talent, Howard emphasised the importance of focusing on behaviours and team fit rather than solely on skills. He pointed out a common pitfall in recruitment: “We recruit for a position, and we recruit based on skills. We remove people from those positions because of their behaviours.”

This insight highlights the need to shift our approach when hiring for our own companies. Instead of fixating on finding someone with the perfect skill set, we should prioritise candidates whose behaviours and attributes align with our team’s ethos and values.

Howard suggested a three-pronged approach to hiring:

By prioritising behaviours and motivation over skills, we’re more likely to build a cohesive team that works well together and stays with the company long-term.

One of the most striking points Howard made was about the need for continuous training and development. He challenged the traditional approach of providing minimal training and expecting immediate results:

“We recruit easy and train hard. And I think we’re going to start to change that around. We’ve got to start to train hard so we can make recruitment easier.”

Howard advocated for a comprehensive training programme that extends well beyond the initial onboarding period. He suggested implementing:

This approach helps new recruits become more effective more quickly and contributes to higher retention rates and increased billings in the long run.

Understanding Individual Strengths And Team Dynamics

Another crucial aspect of developing your team is recognising and nurturing individual strengths. Howard shared an example from his own experience:

“I hated the candidate side of the marketplace but loved opening doors, and I started to really excel. And I got a resourcer because that resourcer took that pressure off me of finding candidates, but opened up, you know, I think I doubled the following year the amount of money I was billing because that person was finding candidates, and I could now concentrate on developing my own clients and developing new business clients.”

This illustrates the importance of understanding each team member’s strengths and allowing them to specialise in areas where they excel. By doing so, we can create more effective teams and increase overall productivity.

Howard’s second major challenge was adapting to evolving business development practices. He stressed that buying habits have changed significantly, and recruitment companies need to adjust their approach accordingly.

In today’s digital age, potential clients often research companies online before making any decisions. Howard pointed out:

“The first thing you do is you go on to Google, you know, I want to buy something, I’ll find it on Google, and then you find a plethora of different prices on Google. So, you look at the cheapest, and then the first thing you look at is the reviews.”

This shift in buying behaviour means that recruitment companies must pay close attention to their online presence and reputation.

Howard recommends something we do with our Superfast Circle clients all the time here at Superfast Recruitment!

While digital presence is crucial, Howard emphasised that the human element remains vital in business development, with many clients craving personal interaction.

“Now they get 20 to 30 email campaigns every single day. And when we went and talked to the end clients and said, right, what is it that you want? They go, oh, we want someone to ring us up and talk!”

This observation suggests that we shouldn’t rely solely on digital marketing efforts. Instead, we should strive to balance our online presence with personal outreach, such as phone calls and face-to-face meetings.

Building Deeper Client Relationships

Howard stressed the importance of developing deeper, more meaningful relationships with clients. He suggested moving beyond the traditional “build the pain” approach and instead focusing on how we can make our clients look good:

“If we change that conversation so right, what can I do? Sharon, to make you look good. How can I make you look good? Well, I need to do this in this project. I need to get that done on this. I need to get these people in here. Right. If I can help you do that to make you look good, that gives you a very different thought process of how you’re working with me.”

This approach helps to position us as partners rather than just service providers, leading to stronger, longer-lasting client relationships.

Howard introduced the concept of viewing client relationships as a flywheel rather than a traditional sales funnel. This approach involves continually engaging with clients at different stages:

We can maintain and strengthen relationships over time by constantly moving clients through these stages, even when they’re not actively buying from us.

The third challenge Howard identified was the effective use of technology in recruitment. He pointed out that many companies aren’t fully utilising the tools they already have:

“You speak to all the CRMs. Most companies only use 20 to 25% of our CRM capability.”

Howard advises that we make sure we’re getting the most out of our existing systems before investing in new technology.

This might involve:

When considering new technology, Howard suggests focusing on tools that can automate repetitive tasks. This will free up time for recruiters to focus on building relationships with clients and candidates.

The Role Of AI In Recruitment

While acknowledging the potential of AI in recruitment, Howard cautioned against over-reliance on these tools:

“AI is, I think, a really good thing, but only if it’s used correctly. And so, if you want to, you know, make all your job specs and, you know, adverts written in AI. Fine. But then you use that element, you use your behaviours, and you lose those behaviours because AI isn’t quite good enough.”

This advice underscores the importance of maintaining a human touch in our processes, even as we embrace new technologies.

As I reflect on my conversation with Howard, several key points stand out:

Howard left us with crucial advice: prioritising and tackling one improvement at a time. He suggested:

“Write them down in a list, then prioritise that list. Do one thing at once. Otherwise, if you try to do ten things simultaneously, you’ll fail all those ten things.”

This approach ensures steady progress without becoming overwhelmed by the many areas we want to improve.

In conclusion, while our industry faces significant challenges, there are also numerous opportunities for growth and improvement.

By focusing on our people, adapting our business development practices, and effectively leveraging technology, we can build stronger, more resilient recruitment companies that are well-positioned for future success.

Remember, change doesn’t happen overnight. Take Howard’s advice and start with one area of improvement. With consistent effort and a willingness to adapt, we can all elevate our recruitment practices and achieve greater success in this dynamic industry.

Thanks,

Sharon

Howard Greenwood, co-founder of Jump Advisory Group, is a prominent figure in the UK recruitment industry with over 25 years of experience.

He has a proven track record of driving revenue and profitability growth, notably at Computer People, where he led the North of England to become the most profitable business unit.

Howard’s leadership philosophy emphasizes people first, focusing on motivating, training, and mentoring individuals to exceed their ambitions.

If you want to learn more about Howard and the team at Jump Advisory, go here.

Hello, everyone. It’s Denise here. Today, I’m excited to share three specific ways to uplevel your marketing, activities, and potentially the type of response you’re getting.

These strategies are straightforward to implement, and I’m confident they’ll make a real difference in your recruitment business.

Before we dive in, if you’re new to our podcast, welcome! We’re thrilled to have you. If you find our content useful, please give us a shout-out on LinkedIn, leave a review, or share it with your network.

We’re available on iTunes and Spotify, and you can find transcriptions and summaries of most of our podcasts on the Superfast Recruitment blog.

Let’s explore these three leveling strategies that can help you stand out from other recruiters:

Let’s Start With Video.

When I first ventured online about 18 years ago, there was a lot of buzz about how video would take over the world. It grew in popularity, then saw a slight dip during the pandemic when everyone was suddenly on video calls. However, it’s now experiencing a significant resurgence.

Recently, I watched a programme about the BBC, which highlighted an interesting trend: many people, especially in certain age groups, are now more likely to watch videos on YouTube, Instagram, or TikTok rather than on traditional television.

This shift isn’t surprising when you consider the immersive experience videos offer. You get to see and hear the person and even pick up on their energy.

One reason video works so well is related to how we process information through our senses: visual, auditory, and kinaesthetic (how things make us feel). Video engages all these modalities, creating a powerful communication tool.

You might think creating videos is more challenging than writing, but the opportunities it brings are well worth the effort. And here’s the good news: getting started’s easier than ever.

Video Technology Made Simple

We have some high-end video equipment at Superfast Recruitment, but we often use our iPhones too. The technology you have in your hand is truly amazing. As Gary Vee, a well-known marketer, pointed out, the level of technology we now have in our phones wasn’t even available in Hollywood 20 years ago.

Smartphone audio quality is generally quite good, but you can enhance it with an inexpensive plug-in mic like the Boya (available on Amazon for about £10-15). Add a simple tripod, and you’ve got yourself a mini studio setup.

For optimal results, film in good lighting – standing facing a window works well. It’s that simple to get started.

Video Content Ideas

Remember, no one expects you to be the next Tom Cruise or Meryl Streep. You’re adding value by helping people develop their careers or improve their recruitment processes. Video will help you stand out because, surprisingly, few recruiters are using it consistently.

Podcasts are an excellent way to reach a certain demographic that prefers audio content, and they elevate your brand.

Remember, iTunes and Spotify are search engines in their own right, increasing your discoverability.

I recorded our first podcast in September 2013, and while it was quite technical back then, it’s much simpler now. You can even outsource the setup process on platforms like Fiverr!

I use Audacity, a free recording software, but there are many options available. You can record directly or capture audio from Zoom calls for your podcast.

Podcast Content Ideas

Offering multiple ways for people to interact with your content significantly affects your reach and impact.

Training sessions are an excellent way to showcase your expertise and add value to your network. As a recruiter, you’re an expert in creating CVs/Resumes, interview techniques, offer negotiations, and talent pipelining.

Why not share this knowledge?

You could create a masterclass on interview skills, for example. It’s as simple as sending an email to your database, inviting them to a Zoom meeting where you’ll cover specific topics.

The impact on your brand can be significant. People remember these sessions and the value they received, which can lead to future business opportunities.

Training Session Tips

Imagine being able to offer candidates a series of helpful videos to boost their confidence before an interview. This level of support sets you apart and encourages word-of-mouth referrals.

Wrapping Up

These are just three ways to uplevel your recruitment marketing, but there are countless others. I encourage you to start with videos – they’re accessible and impactful. When you upload your first video, tag me on LinkedIn if we’re connected. I’d be happy to comment and help boost your visibility.

Remember, upleveling your marketing efforts doesn’t have to be complicated. Start with these strategies, and you’ll soon see the difference in how you’re perceived in the market.

Thanks

Denise

Are you looking for ways to improve your lead generation? If the answer is yes, we can help. To find out how book a quick call with one of us here.