Rank #1: Recruiter Cyber Security with Francis West
You want to monetise your CRM and recruitment data, but it’s so under threat!
Every 4 seconds there is a new version of ransomware created… (Software which spies on you and steals things!) These attacks will not be restricted to big corporations or public sector bodies.
This podcast is a “must-listen” if you want to protect, not just grow, your recruitment business.
Cyber Security: What is the Biggest Risk to a Recruiter?
Did you know that 4000 internet ready devices are connected to the internet every hour (!?) – this will include devices from your staff!Ask yourself… How many devices are your recruiters bringing into work every day?95% of attacks come from email!
Plus...Ransomware attacks and data security breaches are a common news item in your feeds. Is your Recruitment business safe, when what you trade in is simply data?
In this episode of the Recruitment Leaders’ Podcast, I’m joined by Francis West from Westtek. He is passionate about creating awareness for recruiters to help them secure their data (and thus businesses).
We talked about:What does cyber security actually mean?
What risks / bad practices does Francis see in recruitment businesses? And what is the biggest cyber security risk to recruitment?
What do you need to do about “unknown threats”.
What have onions got to do with cyber security?
What cyber security tips does Francis have for recruitment companies?
Recruiters are data-junkies and rightly so – here’s another podcast which can help you with recruitment data and monetising your CRM.
Read more about how we work with recruitment leaders to generate ROI from recruitment technology strategy and recruitment training. Thanks, Francis, for being such great guest on my Recruitment Leaders’ Podcast.
Rank #2: How Can Marketers Make Money for Recruiters?
So how do you monetise your CRM effectively?
Too Much Marketing, Not Enough Sales?
70% of the candidates you source on LinkedIn, and 70% of candidates who apply for jobs are already on your recruitment CRM. How can you and your team of recruiters be more targeted on LinkedIn so that you gain more phone and face time?In this episode of the Recruitment Leaders’ Podcast, I’m joined by Adam Gordon from Candidate.ID. He has been in recruitment for nearly 20 years, starting as a recruiter, then spotted a problem – “too much data and not enough information”.
We talked about:
How can you tell when a candidate is actually looking for a job?
How can I generate a list of warm calls?
Lead scoring (for both candidates and clients) and how this can be automated to help recruiters see the wood for the trees – ie. sales qualified leads!
How many different sources of information does a candidate look at before applying for a job?
What does marketing need to do to get trust from sales?
How can we get recruiters to “pick up the phone” and make more sales calls? And call more candidates?
How can we do more with fewer systems?
With the vast majority of recruitment businesses having only 1 marketer, how do they create a high performing marketing team of 1?How can you make a marketing function a profit, not a cost centre?What should the ratio of marketer to sales person be?
Which “cool marketing tool” does Adam really rate?
I got the opportunity to use all of my mantras:
The 4Cs – candidates, clients colleague sand cash.
Too much data and not enough information.
Too many systems, not enough process.
Thanks, Adam, for being such great guest on my Recruitment Leaders’ Podcast.
Rank #3: What Is The Coolest Tool The Recruiter Can Use
If recruiters are going to actively grow, the “coolest tool”, the recruiter needs to be tackled – but how?
Too Many Systems, Not Enough Process or Recruitment Training?
Look at the stats:
1. Recruiter attrition 25%+
2. 2/3 of people quitting their jobs citing a lack of training
3. And how much it costs to replace a recruiter (£10k per new recruiter to get them billing?)
…are not great reading – and ironically the answer to the problem is point 2.
In this episode of the Recruitment Leaders’ Podcast, I’m joined by Alex Moyle from Selzig Consulting. He has been in recruitment for nearly 20 years, and this includes training and development, and has trained 1000s of recruiters and managers.
• What is one of the most important things a recruitment leader needs to do for their team of recruiters?
• How can recruitment managers get their recruiters to recruit more effectively?
• What’s the one thing that Alex feels that learning / training will really have an impact on in 2019?
• What are Alex’s hacks for recruiters to help them with business development?
• We tips did we both have for how to monetise recruitment data?
We also talked about my data “dig up stupid” model and you can read more about this on the Barclay Jones website.
Read more about how we work with recruitment leaders to generate ROI from recruitment software with our recruiter success training courses.
And we’re about to launch Barclay Jones HIIT – an exciting recruitment training platform for recruiters to speedily learn skills to be more successful with Adapt, Bullhorn, LinkedIn, Job Adverts, Inbound Sales, Digital and Email Marketing. Arrange a call with me on the Barclay Jones website.
Thanks Alex Moyle for being such great guest on my Recruitment Leaders’ Podcast.
Subscribe to Your Recruitment and Marketing Newsletter on the Barclay Jones website.
Rank #4: How Can Recruiters Use the C Word to Attract Candidates?
Then add to that recruitment marketers supposedly needing to create blogs and websites to attract candidates, and needing recruiters’ insights to drive this content, the role of the 360 recruiter may now be 720!
Automating the Candidate Attraction Process
Content is a great word if you’re in marketing, but a dirty word if you are a recruiter. It can cause conflict between marketers and their recruiters – marketers need it, recruiters have no time for it.
I’m joined by Jason from Herefish. This podcast will give you ideas on how to tackle:
client and candidate loyalty, which is at an all time low
recruiters who are saturated with systems, but need to sell more
how to get the concept of inbound sales easily and fully embedded into recruitment to “make the pain go away” and get the right candidates and clients engaged and “buying”
We talked about:
What is a recruitment automation tool? There’s a lot of talk about AI
How recruiters can combat this nasty stat: Only 24% of sales emails are opened.
How can you generate “inbound sales” as a recruiter when you have 1000s of candidates on your database?
How can automated recruiting and content enable you to make more phone calls?
How can you get candidates to show their faces?
With 30% of Google searches being job-related, how can recruiters genuinely cope with this volume of data?
Content curation v content creation – what’s best?
What’s the difference between a cold and a warm call?
How can recruiters generate more warm calls? And once they have generated a warm lead, how quickly should they follow up?
Where does the marketer fit into this model?
What can recruiters actually say on the first call?
We talked about my “dig up stupid” model for recruitment data. It’s crucial that the data that recruiters are collecting is used by marketers to generate warm leads, not simply stored on a recruitment CRM ready for the next GDPR purge.
Read more about how we work with recruitment leaders and marketers to generate ROI from recruitment marketing with our recruitment marketing mentoring and training courses.
Thanks Jason from Herefish for being such great guest on my Recruitment Leaders’ Podcast.
Rank #5: Is This the Fix for the Candidate Shortage, ContentApp, Barclay Jones
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 #6: Recruitment Marketing Hacks, Ricky Wheeler Cube19 Barclay Jones
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 #7: Taming Your Recruitment Data, Mark Hodgkinson Erecruit Barclay Jones
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.
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.
Rank #8: Recruitment Award Hacks, Passive Talent Tips, and Rec Websites, Stephen O’Donnell and Barclay Jones
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
• 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.
Rank #9: A Cost-Neutral CRM For Recruiters? James Payne Erecruit Barclay Jones
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 #10: Time for Recruitment Leaders to Work ON Your Business - Ann Swain, APSCo, Barclay Jones
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