Rank #1: Is This the Fix for the Candidate Shortage, ContentApp, Barclay Jones
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 ContentApp have joined me oo my Recruitment Leaders podcast to talk about content fuelling placements (and hence profit!). Darren and Rohit (ex the mighty Broadbean) have created ContentApp 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?
Rank #2: Recruitment Marketing Hacks, Ricky Wheeler Cube19 Barclay Jones
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
Rank #3: A Cost-Neutral CRM For Recruiters? James Payne Erecruit Barclay Jones
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. --- 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?
Rank #4: A Recruitment Award for Your Blog Yes Please, Louise Triance UK Recruiter Barclay Jones
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
Rank #5: How To Get Your Recruiters Using Your Recruitment Software And Hitting Their KPIs, Barclay Jones
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. ___ 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.
Rank #6: Could Apprentices Be the Key to Recruitment Profitability, APSCo Charlotte Clark, Barclay Jones
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”. ___ 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. _____ 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”.
Rank #7: The Fix for Talent-Short Recruitment Agencies, with APSCo's Ann Swain and Barclay Jones
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! ___ 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"
Rank #8: The Key to Recruitment Business Scalability and Growth, Mark Constable, Next Gear and Lisa Jones
Want to stay updated with our latest recruitment videos, podcasts and blogs? Subscribe to our newsletter: bit.ly/RecruitNews 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!
Rank #9: Data is the New Oil, Recruitment KPIs and GDPR: Joe McGuire, cube19 and Lisa Jones, Barclay Jones
Like this podcast? Don't forget to subscribe and share! Sign up to our recruitment newsletter: http://bit.ly/RecruitNews 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?
Rank #10: How Recruitment Will Change in The Next Five Years: Jason Martin, Safe Computing, and Lisa Jones
Sign up to our recruitment newsletter: http://bit.ly/RecruitNews On the Barclay Jones’ Recruitment Leaders’ Podcast I talk this week to Jason Martin from Safe Computing Safe Computing, part of the Access Group, specialises in delivering technology for global staffing organisations, both on a SaaS and in-house software delivery model. Lisa and Jason talked about: • How will the job of the recruitment consultant change in the next 5 years? How will automation change it? • Integration in recruitment systems – what does this really mean and how should it impact on recruiters? • Data is “the new oil”! Data economy is the new black. We talked about this “new” concept • What do recruitment businesses need to do NOW? We talked about GDPR – some nifty ideas and tips for recruitment leaders in this section of the chat! • Too much data, not enough information? • What is TempAGo? • What are Randstad and Adecco doing with data that may “cut out” the recruitment branch network and reduce their headcount? • Which KPI does Jason think is key for every recruiter next year? • We talked about the Relationship Economy – is it new? • How can a recruitment leader manage their staffing more effectively in 2018? • What does the average recruitment leader need to STOP doing - and what should they nail in 2018? • What is $2billion being spent on by ONE recruiter before 2020?