3 Critical Mistakes That Recruiting Agencies Make

We believe that it’s an incredibly exciting time to be in the recruiting industry. After all, according to Staffing Industry Analysts, global staffing is predicted to grow 3% in the remaining months of 2017 (with continued 5% growth in 2018).

Although the need for businesses to utilize recruiting services continues to grow, there’s also a major talent shortage with a 4.3% unemployment rate. Recruiters must therefore use more creative sourcing strategies to find passive candidates instead of relying on job seekers to apply to online job postings.

With a limited supply of active job seekers and a lot of competition for quality talent, recruiting agencies must incorporate processes and strategies that maximize their ability to attract candidates and increase profitability. To ensure business operations are optimized for continued success and growth, there are a few key mistakes we often see in our 40+ years of experience that prevent recruiting agencies from thriving. Here’s three critical mistakes that recruiting agencies make that your business can avoid in order to gain competitive advantage.

1. Limited tracking of operational metrics

No matter what industry you are in, tracking metrics is vital for monitoring success and achievements, as well as determining areas of improvement for future growth. Not all recruiting agencies use reporting and analytics to gain visibility into operational processes. By only monitoring metrics to examine financial profits and losses, their ability to make decisions is limited based on high-level data that might not tell the story of what contributed to profitability and what hindered growth. There are other metrics that recruiting agencies should track that provide insight into what operational workflows should be reevaluated for improved productivity.

A key staffing and recruitment metric to monitor agency performance is the number of job orders filled versus those lost to help analyze placement trends, candidate attraction methods and strength of client relationships. Ultimately by examining the data you will be able to assess sectors and industries for you to invest in more heavily, and those potentially not worth pursuing.

Depending on the industry your staffing and recruitment organization serves, it could be important to track employee retention for backfills on temporary assignments. This is of course less applicable to direct hire and professional staffing recruiters. However, if retention is monitored by your agency, make sure that it also includes voluntary and involuntary ended assignments to determine employee turnover and total costs spent on new hires.

As part of your Key Performance Indicators (KPIs), you should also look at the number of calls your sales staff are making, the conversion rates of prospects to clients, vacancies registered and penetration of key accounts. Your CRM should be the powerhouse of sales activity with clear visibility of the entire sales cycle. Focussing your attention on different elements will help you analyze where the strengths of your staff lie, and in turn where they require further training and coaching. Reporting is key to prevent subjective decision-making.

Be sure your staffing software is able to provide a wide variety of standard reports and custom reporting services to meet your unique business needs.

2. Sticking with outdated ATS, CRM and staffing technology

The right staffing software should provide robust reporting and analytics to monitor performance, but most importantly it should help recruiting and sales teams save time and increase productivity.

Transitioning to a new technology solution can be a daunting experience for the whole company, especially tenured staff who have used the same workflows for a significant amount of time. It’s often what stops agencies upgrading to the best of breed software on the market.However, recruiting agencies that invest in technology solutions to enhance operational processes are better able to proactively address the ever-changing hiring and workforce management trends, while simultaneously maintaining compliance and decreasing the risk of incurring expensive fines.

The latest SaaS ATS, recruiting CRMs and staffing software not only help business growth by saving internal staff time through simplified processes, but it also increases profitability by streamlining revenue-generating activities to find quality talent and quickly place them. For many recruiting agencies, upgrading technology can also reduce administrative associated costs. For example, there are a lot of documents involved in the recruiting process, but by utilizing electronic documents with compliant e-signature technology, money can be saved on paper, printer ink, postage, and document management – plus the time and resource in handling them.

Depending on your agency’s business model, leaving legacy staffing products behind and adopting newer technology solutions can provide your company with competitive advantages for continuous growth in this rapidly changing industry. In fact as you look to attract and hire new workers within the Millennial or Gen Z generations, having the latest technology can be a huge selling point.

3. Lack of in-person engagement with candidates and prospects

It’s important to ensure your staffing software utilizes a technology solution that streamlines workflows for operational excellence, but face-to-face interactions for building relationships will never go out of style. With the fast-paced environment that comes with working in a recruiting agency, it’s easy for recruiters to become so task-oriented that interactions tend to only occur between computer screens.

If your staffing software eliminates enough administrative tasks, recruiting professionals should be encouraged to leave their desks and seek opportunities outside the office to meet job seekers and prospects. Incorporating networking as part of the “day job” helps foster more personable relationships for enhanced candidate experiences and improved client retention.

Recruiters can source for candidates in person at a variety of events by attending job fairs, engaging with individuals at community events and constantly maintaining a networking mindset while out and about the local area that your recruiting agency services. Visiting prospects at their place of business or meeting for coffee can be an effective way to build trust and establish business relationships. Participating in networking events can also be a good opportunity for both lead generation and finding quality talent for job orders. No matter what outlet a recruiter uses to meet with candidates and prospects outside of the office, interacting face-to-face comes back to what the staffing and recruiting industry is all about – connecting people with people!

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Be sure to contact us to learn more about how our business intelligence tools enable better decision-making and increase productivity, allowing your staff to effectively recruit and sell outside the office.

Recruiting Baby Boomers: Top Tips for Recruiters

Who are Baby Boomers?

Born up to 1964, Baby Boomers are the oldest generation currently in the workforce, many will still be in the workforce for another decade or so. However, while job expectations are changing due to technology altering the way we do things; Baby Boomers have the most experience and expertise of all the generations – putting them in an excellent position to provide consultative services to businesses and new employees.

In this blog, we will explore the preferences and expectations of Baby Boomers, as well as the best approach to placing Baby Boomers into future job roles.

Work benefits are a priority

Compared to Millennials and Gen Z, Baby Boomers have a different set of concerns. While all generations would like a healthy work/life balance, Baby Boomers are more focused on work benefits and an easier commute. They would ideally like to be closer to a job role. As for work benefits, paid time-off and part-time working options are the perks they would look for. With these preferences in mind when recruiting Baby Boomers, recruiters should try to present a variety of flexible working options, local to their Baby Boomer candidates.

Mentoring opportunities are perfect

As the most experienced generation in the workplace, Baby Boomers have accumulated a wealth of expertise and knowledge – all of which they can pass on to younger generations. While the working environment has changed and has been transformed by technology, the knowledge Baby Boomers possess of business activities, processes, professional development and efficiency is invaluable. Any organization looking to plug the gaps in their operations and get employees up to speed with work culture would benefit tremendously from the experience of a Baby Boomer. Recruiters should work with clients to identify opportunities for Baby Boomers to mentor Gen Zs and/or Millennials. Tailored job roles and part-time opportunities would be most attractive to Baby Boomers.

Technology is fine, but traditional methods work best

Just like Generation X, Baby Boomers will have watched technology transform the workplace. And, while they do not possess the digital aptitude of Millennials and Generation Z, they have mostly embraced new technology and do their absolute best to familiarize themselves with it. But even though they have embraced technology, it is less likely that they will use digital channels such as social media to find their next job opportunity.

Overall, in terms of engaging with Baby Boomers in the workforce, traditional methods still fare best with this generation. Baby Boomers, generally, are far more receptive to face-to-face meetings and phone calls when interacting with recruiters, although they will also use online job boards and LinkedIn for a job search if necessary.

If you want to learn more about attracting and recruiting multi-generational candidates, download our free eBook in our resource section.

The Generation X Workforce: What do recruiters need to know?

Who are Generation X?

They’re already in your office, working tirelessly and driving your business forward. The Generation X workforce, born between 1965 and 1984, has witnessed the workplace being transformed by technology. Compared to Millennials and Generation Z, Generation X will have worked in a ‘tech-free’ workplace for most of their early career and are far more accustomed to manual processes as opposed to relying on emerging technology such as Artificial Intelligence and Machine Learning.

On the one hand, most of Generation X are not digital natives like Millennials and Generation Z, but on the other they do command a depth of experience, expertise and career wisdom. Rather than efficient digital multi-taskers, they make exceptional managers, mentors and career development professionals – essential roles in any business looking to succeed.

The value of Generation X candidates lies in their understanding and appreciation of the need to evolve, having witnessed first-hand the technological transformation of the workplace.

In this blog, we will explore how recruiters can engage with the Generation X workforce, as well as understand what they are looking for in their next job role.

Career development is a major focus

Many Generation X candidates are driven by a desire to redistribute their expertise and experience to the younger generations. Just like Millennials and Generation Z, the Generation X workforce strive to improve themselves, their colleagues and the businesses they work for, and therefore are perfectly suited to managerial positions. Recruiters would be wise to provide Generation X with opportunities which have a mentor program or managerial capacity, where they would be expected to transfer the knowledge, skills and techniques they have acquired over the years to help their colleagues develop.

Flexible working environments are key

Just like Millennials, Generation X now expect to have a flexible working environment – but rather than expecting workplace flexibility to help manage their social lives, Generation X candidates need flexibility to ensure a good work/life balance. Many Generation X candidates have children or other family responsibilities to consider. Therefore, remote/mobile working opportunities are an excellent way to attract Generation X candidates; as they enable them to manage their affairs and continue to work and contribute to the long-term success of a business.

Traditional engagement will be the most effective

Recruiters need to appreciate and recognize the differing attitudes of Generation X candidates towards communication channels and choose the most appropriate method to engage with them.

Unlike Millennials and Generation Z, Generation X will prefer more traditional communication methods such as the telephone or face-to-face meetings – these will be more effective with Generation X as opposed to instant messaging or social media. Why? Simply put, these methods are what they experienced earlier in their careers, when starting out and conducting job searches and interviews during their youth. Social media platforms such as Twitter and Facebook are unlikely to be as effective when engaging with Generation X.

Telephone will be the most efficient and productive method for recruiters, with email a good secondary option. Face-to-face meetings are almost a certainty, whether in person or using video technology – Generation X candidates will communicate better and be more at ease during these more personal interactions.

Industry specific job boards are a great way to reach Generation X, as they would much rather take their time to find specific positions rather than rush into their next greatest challenge. Generation X candidates often have other stakeholders in their personal lives to consider before making a career change, so they will not be rushed into making decisions and will only move if the whole package is right for them.

From communication preferences to workplace flexibility and personal responsibilities, recruiters need to consider the bigger picture when targeting Generation X candidates.

Recruiting Millennials: What do recruiters need to know?

Who are Millennials?

Millennials, also known as Generation Y, are those born in the early 1980s to late 1990s and early 2000s. Millennials may struggle to recall a time without the Internet and have certainly witnessed the birth of a truly socially-networked world. In terms of exposure to technological change and social development, Millennials are, by far, the most diverse of the generation groups and possess a natural affinity for continued development.

When compared to other generations, Millennials are considerably different. Known for their willingness to shift between jobs and ‘slash culture’ where workers handle more than one job simultaneously, Millennials are very much inclined towards flexible/mobile working.

It’s important to appreciate that Millennials will soon make up 50% of the workforce. With that in mind, it’s vital that recruiters have a comprehensive understanding of how Millennials operate when it comes to searching for a new job. In this blog, we will discuss recruiting Millennials as well as how recruiters can engage with them effectively.

Employment expectations and values

More so than any other generation, including Generation Z, Millennials are passionate about values and ethics, want to work for a business which stands for a cause and that regularly works towards bettering itself and its workforce.

When it comes to a job search, Millennials will dedicate more time to analyzing the business and job role they are applying for, determining exactly what the business provides, its culture and why they, the candidate, should work for them. For recruiters, when recruiting Millennials this means providing job opportunities where the corporate objectives and key values of the business are clear. Millennial candidates are the new starters in the workforce, therefore onsite training and professional development is high on their list of job role priorities.

Temporary employment is popular

Job hopping, or the juggling of more than one job, has rapidly risen in popularity among Millennials. As a generation motivated by continuous, all-round self-improvement, temporary work offers Millennials the opportunity to diversify their portfolio of skills, and experience different working environments.

This has resulted in Millennials being shifters – moving from one job or industry multiple times over their short period of time in the national workforce. On that basis, Millennials are more suited to filling temporary opportunities where flexible/mobile working is available, and also the opportunity to quickly learn and develop new skills.

Social media is key to recruiting Millennials

Having grown up with technology, Millennials are tech experts and digitally inclined. They have witnessed the growth of social media to its current dominance today. Yet, while the adoption of social media by candidates for job searches has yet to take off, according to our recent market research report, those aged between 25-34 are the most likely to use LinkedIn as a platform for a job search – highlighting that social channels can still be leveraged to find talented Millennials.

Also, social media platforms provide recruiters with not only the opportunity to engage with Millennials, but also to investigate a candidate’s profile and share content relevant to their interests.

One thing to note however, is that Millennials share some of the challenges of communicating with Generation Z – e.g. a preference for short form methods of communication. Meaning that ongoing engagement may be difficult to achieve and instead recruiters should consider engaging with Millennials through instant messaging platforms such as WhatsApp, or use text messages to get a response as opposed to email.

If you want to learn more about attracting and recruiting multi-generational candidates, download our free eBook in our resource section.

Understanding Generation Z: What Recruiters Need to Know

Who are Generation Z?

Often referred to as digital natives, Post-Millennials or the iGeneration – Generation Z candidates are tech-savvy, digital-first experts who can easily navigate the online world. Their exposure to technology from a young age has enabled them to have a greater aptitude for understanding and using new technologies and tools. However, Generation Z has limited experience with manual processes, instead they expect highly intuitive and dynamic consumer-style technologies in the workplace.

It can be argued that, in some industries, Generation Zs’ digital talent and resourcefulness makes them effectively future-proof. However, even with the benefits of technology, living in a world of continuous updates, instant connectivity, and readily available information has influenced their ability to focus. Some Generation Zs may find it difficult to dedicate themselves to a singular task for a prolonged period and instead prefer to have several things on the go at once.

With these aspects in mind, we’ve compiled a series of tips on understanding Generation Z, as well as how recruiters can attract Generation Z candidates and provide them with the necessary support.


Engaging with Generation Z – tips for recruiters

Today’s digital culture means that younger workers are accustomed to having everything at their fingertips and receiving updates instantaneously – and this also applies when it comes to a job search.

Generation Zs’ ability to manage many digital feeds simultaneously means that recruiters can incorporate multiple channels into their strategy – for example email, mobile, instant messaging, apps and even video are all platforms recruiters can utilize to their benefit.

However, it’s vital that recruiters develop a streamlined recruitment process when it comes to interacting with and understanding Generation Z candidates as they expect updates and information on a regular basis. Failing to provide them with the information they need in a timely fashion could result in recruiters losing incredibly talented candidates.


Think mobile and app first

Mobile applications and instant messaging platforms, such as WhatsApp, provide recruiters with excellent channels to reach out to Generation Z candidates – even better if recruiters have their own company app they can use for candidate interaction.

It’s important to appreciate that speed and convenience are fundamental aspects in a Generation Zs’ lifestyle – and, again, a job search is no exception. The ability to access detailed information on the fly is paramount, and for recruiters to attract the most talented candidates they need to be thinking mobile.


Tap into their entrepreneurial spirit and growth opportunities

Generation Z are also far more entrepreneurial – they want to make a difference and are looking for organizations where their ideas and contributions are taken into consideration. Supported by technological developments and a networked world, an entire generation has evolved to think towards the future – and how they can improve the present.

Recruiters should aim to highly promote mentor programs when available, professional development initiatives and team-based activities are integral aspects of the role.

It’s important that recruiters understand that Generation Z has a desire to improve themselves and the business in question. Therefore recruiters should convey the value of the position they have applied for and emphasize the impact the candidate could have on the company as this will resonate.


Re-evaluate job board strategy

As Generation Z can easily manage lots of different platforms it is likely that a Generation Z candidate would spread the net as wide as possible, managing many job boards and multiple recruitment agencies, therefore it is imperative that recruiters act quickly before the real talent is lost to a competitor.  

If you would like to learn more about how your staffing software can help find more talent, contact us today!

FAQ on WOTC, Do You Know the Answers?

Some employers are not aware of the Worker Opportunity Tax Credit (WOTC) program, and that they could be receiving a significant amount of tax credits every year. If you’re unfamiliar with this incentive opportunity, WOTC offers tax credits for employers who hire and retain individuals of certain target groups that face significant barriers in obtaining employment. This federally funded incentive has been rewarding businesses in the form of tax credits since 1996, and has been granted many extensions past expiration dates for its positive impact on businesses and U.S. citizens. The program has morphed throughout its existence to help specified target groups with an identified statistical disadvantage in finding work opportunities. U.S. employers can potentially earn tax credits from $1,200 up to $9,600 per qualified new employee by simply incorporating a questionnaire during the application process and submitting documentation within regulated deadlines. Because of its frequent changes through legislation, it can be challenging for staffing professionals to keep up with how to track eligible new employees for claiming these tax credits. Below are some frequently asked questions regarding WOTC based on the latest 2016 extension to continue the WOTC program until December 31, 2019.

  1. Is WOTC a requirement among businesses and new employees?

The WOTC program is voluntary for businesses to take advantage of. Candidates and new employees can opt-out of identifying themselves as part of the target groups during the application process if they prefer not to disclose that information.

  1. Can staffing and recruitment agencies participate in WOTC?

As long as your company is considered the “common-law” employer, eligibility status for tax credits should be achieved. However, it is best to consult with your company’s tax professional to ensure your business model meets all the necessary requirements.  

  1. Does our company have to manage WOTC ourselves?

With the strict application deadlines and required paperwork, WOTC administration can be a difficult task for busy staffing professionals to keep up with. Luckily, third-party WOTC management companies like our partner MAXIMUS, electronically track candidate eligibility and submits documentation on your behalf, to ensure all regulations are met correctly to obtain earned credits.  

  1. Who is eligible for WOTC?

Only new-hires are eligible to be submitted for tax credits if they fall within the specified target groups. This excludes current or rehired employees. The chosen target groups are selected based on difficulty for specific demographics to obtain employment.  Some of the most common groups that employers claim tax credit for include:

  • Military Veterans
  • Individuals that have been unemployed for 27 consecutive months
  • Temporary Assistance for Needy Families (TANF) recipients
  • High-risk youth
  • Qualified summer youth residing in an empowerment zone
  • Ex-felons
  • Food stamp recipients
  • Supplemental Security Income recipients
  • Vocational rehabilitation referrals

The benefits that WOTC provides private sector businesses are definitely worth taking advantage of. With the cost savings your staffing agency could potentially earn through tax credits, be sure to confirm your company is eligible to participate. Through our partner MAXIMUS, we provide an integrated WOTC solution with our Adapt Onboarding solution to eliminate the added administrative burdens and disruptions in business activities. To learn more about how our staffing technology products can help drive your company toward operational excellence and efficiency, schedule a demo today!

7 Ways Recruiters Can Be More Productive Using Adapt Temp Shift Features

As a high volume, fast turnaround temp recruiter, simply having shift and rate software functionality isn’t always enough. That’s why the temp shift features in Adapt are designed to provide a dynamic approach to temp placement. Shane Wheeler, Marketing Communications Executive, Adapt shares his ‘Magnificent 7’ Adapt temp shift features – with tips on how to use them for the highest levels of productivity…

1. Bulk update pay rates

Renegotiated agreements and need to apply rate updates across your client base? All named rates within the Adapt ‘rates matrix’, such as ‘Overtime 1’, ‘Weekend’, ‘Bank Holiday’ and so on, are handled as multipliers of their corresponding base rate, meaning you can simply adjust the base rate and all the named rates associated with it will be adjusted too. Minimum Wage increase imminent? With the Adapt rates matrix, you can easily increase it across your full database of workers…and even do so ahead of time by setting an ‘effective from’ date.

2. Single shifts, multiple rates, one solution

Finding it tricky to ensure rates are calculated correctly when single shifts span different rate bands (such as evening shifts rolling into night shifts)? ‘Rate Time Definition’ functionality within Adapt defines exactly when named rates apply. By separating the times of day from the shifts themselves, shifts spanning different rate bands are calculated correctly every time. Trickiness eliminated!

3. Shift times – define once, apply indefinitely

Looking for an even easier way to apply the correct rates to shifts? Smart ‘Shift Time Definition’ functionality in Adapt enables you to pre-define shifts on a per-client basis. If your client company has set start and end times for, say, morning, afternoon or evening shifts, simply input those details once (with paid or unpaid breaks where applicable) then use that Shift Time Definition to quickly apply the correct rates going forward. One click, done.

Along with the base rates used above, holiday pay, National Insurance, pension contribution, margins (%) and mark-ups (£) are also quickly and accurately calculated.

4. Rate Book = Framework

If you’re thinking the above tips sound good, but they’re separate elements and the ability to apply them all at once would be even better…you’re right! That’s why Adapt has functionality called ‘Frameworks’. A Framework is an unlimited collection of rate matrices which can be used for any pay rate agreement.

PSL, client, industry or collective rate agreements? No problem. Just create a Framework (at an agency or client level) including sets of rates (such as job types, national or industry standards) and use it where applicable – dramatically reducing manual input. You can even ‘lock’ Frameworks to ensure your consultants always charge the correct rates.

5. Candidate availability – don’t assume, confirm

Are you using a system which assumes a candidate is available simply because they’re not unavailable? When it comes to candidate availability, that assumption can cause problems and more work for your consultants. A clearer view of candidate availability is needed and Adapt provides it by enabling you to record confirmed availability and confirmed unavailability. Users can record holidays as usual of course, but they can also record that they’ve spoken with a temp and confirmed their actual availability; and the candidate searching functionality will effectively use that information by only finding available candidates for your assignments.

6. Work with candidate preferences

Available or unavailable is one question, but wouldn’t it be helpful to know when your candidates would prefer to work, even at short notice? We think so, and that’s why Adapt has ‘Candidate Working Preferences’ functionality enabling consultants to not only record when a candidate would usually prefer to work (“Monday to Friday, no weekends.”), but also update this information should they become available at short notice (“I know I don’t usually work Sundays, but I’m free this Sunday as it turns out…”). It’s also possible to choose how candidate searching works when candidate availability is unknown – simply set the system to assume candidates are available, unavailable, or refer to the ‘Candidate Working Preferences’. More options, more opportunity.

7. Bulk book, bulk unbook and bulk modify

Have your consultants ever dealt with a situation like this? They book twenty temps to work at an event for two days, only to receive a call at the end of day one to say that the event wasn’t as busy as expected and only ten workers are required for day two – and they can all start an hour later as well… In these cases, the bulk-booking, bulk unbooking and bulk modifying functionality of Adapt certainly comes in handy!

Like to see the above features in action? Book a demo of Adapt today.

Five Marketing Tips to Promote Your Company’s Career Site

Utilizing your company’s career site is a great way to incorporate free job postings in your recruitment strategy.  There is a lot of information on the web about creating the perfect job posting, but how do you get needed web traffic on your site to view them? Your agency’s online source of open opportunities is a centralized location where engaged candidates can easily check and apply for jobs and can potentially be a cost-effective advertising method. However, without frequent site visitors it can be difficult to maintain applicant flow from your career page alone. By implementing the below marketing tips, you can help drive traffic to your company’s job site without a hefty advertising budget.

  1. Email alerts

Send emails on a regular basis alerting passive candidates of current opportunities. This will position your staffing agency as a continuous source of available opportunities and keeps your brand at the forefront of candidates’ minds when actively searching for new jobs.

  1. SEO

When a job seeker uses Google to search for opportunities in his or her local area, ideally your website appears on the first page of the search results. This is accomplished through developing and implementing an SEO strategy. The many benefits of an SEO-friendly job posting contribute to your overall site’s search rankings. By creating new site content regularly, implementing keyword strategies and ensuring meta titles and descriptions are well constructed, your agency’s website will have the basics needed for competing with other companies for better online visibility.     

  1. Social media

When used effectively, social media can help develop a community that’s dedicated to your brand and what your business offers. Some staffing agencies use platforms like LinkedIn, Twitter and Facebook as job feeds, which is a risky approach. If your company’s career site is updated with new opportunities as they become available, advertising each individual position on social media can be repetitive work for your team and does not resonate with brand followers who are not in the market for a new position. Instead, look for ways to visually personify your agency while continuously reminding followers to check your website for new job postings. Ideas for this approach would include:

  • “We’re always looking for night owls interested in 3rd shift positions, check our site frequently for any opportunities near you!”
  • “Welcome to our new recruiter Emily! She might call you if you’re a qualified applicant for one of the positions listed on our website.”
  • “We’re gearing up for seasonal jobs this holiday season, keep an eye out for overtime opportunities on our website!”
  1. Submit your site to job posting aggregators 

Job aggregators collect job posting URLs on one site so job seekers can view multiple opportunities at once, such as Indeed and Simply Hired. You can submit XML files to these types of sites provided from your IT department or recruitment software provider. Your company’s job postings will perform better with a SEO-friendly URL, contact us today to learn more about how our digital job posting solution will give your staffing agency this type of advantage!

Driving continuous traffic to your company’s career site ultimately can help save time on sourcing for hard-to-find talent. If your recruitment software is not designed to keep your teams efficient and help improve candidate engagement, contact us today to learn more about how our staffing technology solutions can help make your staffing agency more profitable!

What’s in a Name? – Naming Your Recruitment Company for Memorable Success

Starting-up a new recruitment business? Your chosen company name will herald your arrival and empower your business at every turn…if it’s the right name.  Shane Wheeler, Marketing Communications Executive, Adapt loves brand names, especially the smart and memorable ones, and shares some tips to consider and action when naming your company…

The word ‘Hoover’

Brand, company and product names have always fascinated me. I can’t remember my exact age, I guess about seven or eight, but I can remember the exact moment this fascination began. As my Dad finished hoovering the living room carpet I asked, “Dad, where does the word ‘hoover’ come from?” and his reply blew my little mind; “Hoover is actually the name of a company who make vacuum cleaners, but everyone calls them hoovers and using one is called hoovering.”

A company name latching onto the public subconscious so tightly that it became a verb impressed me then and it still impresses me now. By luck or design, Hoover discovered the ‘Holy Grail’ of branding. We’re not ‘fording’ down the road or ‘colgating’ our teeth, but we are hoovering – even with our Dyson’s.

More recently, Google has pulled-off a similar feat, ‘Google it’, and Apple smartly added an ‘i’ to ‘Phone’ to grab the consumer subconscious with retrofit style – but examples such as these are rare.

The Adapt team often work with new start-up recruitment businesses and we’re always interested to hear their chosen names. Some names will keep cropping-up and we’ll notice how memorable they are – which is a good sign!

So, will the name of your new start-up recruitment company successfully burrow itself into the grey matter of your clients and candidates? Will it always spring to their minds? With some thought and preparation, it will stand a better chance of doing so – and potentially take hold in ways which tangibly help your business to succeed and grow.

Why is the right name so important?

Naming your new business is one of the first and most important things to do. The wrong name can quickly undermine a lot of good work. Worse still, it can continue to do so throughout the life of the business. If your company name isn’t clearly and memorably representing your services, imagine the extra work constantly explaining what it means or what your company does…

The name is the first thing any prospective client or candidate will notice, long before your supporting sales and marketing materials filter through to them. The name must be appealing. If your competitors’ names look or sound more attractive, that equals more work for you. As a new start-up, your company name is your calling card and will be instantly judged by your marketplace – it has a LOT to do.

Would things have panned-out differently for Google had they stuck with their original name, ‘BackRub’? Chances are, people would have been confused and not taken the name to heart; and ‘BackRub it’ would never have become a quick way of saying ‘Search for it online via Google’.

[tweet_box design=”default” float=”none”]The right company name will deliver your message quickly and memorably, the wrong one will confuse and soon be forgotten.[/tweet_box]

Words to consider

As a recruiter, you can, of course, use the word ‘Recruitment’ in your company name, which is certainly helpful, but the word/words preceding it can add real advantages when it comes to the ‘smart and memorable’ factor. Think carefully about how strong the name is and what it really means…to you, your clients, and your candidates.

Helpfully, when you boil them down, there are only a few different types of company name. You could use your full name or surname, your location, your recruitment specialism, a ‘made-up’ name like Zapier, or a well-known word which evokes the feelings you’re looking for, such as Apple (crisp, fresh) or Amazon (huge, colourful). The type of name you choose will give that first impression of the type of business you have.

Do people like saying the company name? Does it roll off the tongue or twist it? Not only will you and your team be saying it numerous times a day but, hopefully, your clients and candidates will be too. Make it easy for everyone to get right, because if it’s difficult to say, it will be difficult to hear and it won’t be recognised or remembered (at least not easily). The same goes for how it looks. Does the name look good handwritten, in various fonts and as a sign above your door?

Some words are just, well, cool and people will like them. It’ll be great to have one or two of those on your side, generating interest in your business.

Words to action

Google your shortlisted names and see what comes up! Look out for competitors, ‘iffy’-looking websites/companies, or legitimate companies already trading under your chosen name, or something too close to it for comfort.

Once you have a shortlist of names for your business, check the Companies House register to find out if they have already been taken. The GOV.UK website has some great advice for checking existing names, covering all the angles and avoiding pitfalls when settling upon a new name – here. Also, consider any businesses already well established in other countries (United States, ASIA Pac region etc.). While you might start off small, any plans to expand internationally could be halted or just plain confusing if you have the same name as another company.

Your clients and candidates will expect to see your company name book-ended by www. and .com/.co.uk as your website’s URL, so be sure to check the right domain names are available ASAP.  It’s a good idea to snag yourself several possible variants too, should your site need them in the future. Google ‘domain name availability’ and you’ll find numerous sites to help you do this and…

Register your final chosen name.

The name which will empower your business and marketing efforts to follow in a smart, recognisable and memorable way. We look forward to noticing how cool it is.

Five MORE Work Hacks for Successful Full Desk Recruiters

Are you new to recruitment or looking to develop your work ethic?  Here are  five more invaluable work hacks to help you make the most of your time; and offers heartfelt advice to those considering a career in recruitment… 

Miss the first five work hacks for full desk recruiters? Check out the first post on our blog to catch-up.

  1. Start early, leave late

When I was new to the industry, I was always interested in how full desk recruiters who started early and left late tended to be the most successful.  It’s not about being seen in the office at those times, it’s about maintaining a busy day.  There’s a lot to do on a recruitment desk and 9 to 5 simply isn’t enough time to cover it.  Always be conscious that arriving early to learn, make contacts and post and fill jobs is what makes one recruiter stand out from another.  You don’t need to be ‘always on’, but you do need to put yourself in your clients and candidate’s shoes.  Your clients don’t want to speak with you outside of office hours but your candidates might!  So, if you want to speak with them, you must be available.

  1. Take a lunch hour

Calling candidates on their lunch hour may seem like a good idea but, in my experience, it’s rarely successful.  Lunch hours vary from company to company, so you’ll need to know when your candidate takes lunch and have their mobile number…it soon becomes tricky.  If you’ve made previous contact with them and you’re building a good rapport, they’re more likely to take your call during lunch.  So, my advice is – take a lunch hour and give yourself a break.

  1. Have an ‘open phone’ policy

Depending on the market you staff for, most jobs are 9 to 5 so you’ll probably be speaking with candidates outside of these hours.  Have an ‘open phone’ policy where you’re willing to take calls before and after your working hours (including starting early and staying late).  Say, anytime between 8am and 11pm.  Give your candidate time to get home, put their kids to bed, have dinner and then have time to speak with you.  If 10:30pm is their only free time, call them at 10:30pm – especially if they’re a good candidate – it’s worth your time.  That half hour outside of office hours will pay off.  Sometimes, it’s the most important half hour of your day, and sometimes it’s the most important half hour of the day you never had.

  1. Don’t be ruled by email

If someone wants to speak with you, especially if it’s urgent, they will call you.  If they email mentioning they would like to speak with you at some point, it’s probably not that urgent.  When you finish for the day, have a family life, have a social life, put your phone down and forget about it.  If you’re constantly checking emails, you’ll feel like you’re working all the time and risk burning out.  If you need to make a call at 10:30pm, make that call and put your phone down again.  Build some boundaries into your busy day.  Move from ‘I’m working all the time, I’m checking my emails.’ to ‘I don’t check my emails between 5pm and 8am.’  Consider an out of office email response with words to the effect of: ‘If you’re a client or a candidate with an urgent issue, please call me on my cell phone now.  Otherwise I will respond to your email tomorrow.’  It’s not going to benefit you, your client or your candidate to reply to emails in the late evening, it might make you look like you’re working hard, but I would prefer seeing someone working smart.

  1. Remember, recruitment is not an easy option to make money

Recruitment is a long game.  Once you’ve developed your pipelines, you may be able to take more work home with you (and I recommend doing some aspects of your work outside of office hours, such as client research), but the important thing is your mindset.  Get into the same mindset as other full desk recruiters and let your Manager see it.  Prove to your Manager that you’re a recruiter for the right reasons and you’re not expecting an easy money-making option.  You can earn a lot as a recruiter, but it’s not a quick and easy 9 to 5 job.  If you treat it that way, you’ll see your colleagues performing better than you and get frustrated – or you simply won’t deliver what’s required to sustain your desk, or your job.

Is recruitment right for you?

If you’re questioning whether recruitment is right for you, if you will like it, if you can do it…you may need to take a step back and evaluate what you really want from a career.

Full desk recruiters can’t make everyone happy all the time.  Colleagues, clients, candidates – you’ll do everything you can, but due to the nature of the job you might not make them happy.  When you put five candidates forward, only one is going to get the job.  When you put five candidates forward and none get the job, you’ll upset six people – five candidates and your client…

Recruitment is a lifestyle in how you get out there, meet people, engage them, learn their needs, aspirations, and genuinely help them.  Whether it’s helping an organization to succeed or helping someone find their dream job, working as a recruiter can be extremely rewarding – if it’s right for you. If you’d like to learn more about how your recruitment software can help streamline your workflow for maximum efficiency, contact us today!