4 Tips for Creating the Perfect Job Posting

Because of the many challenges that come with recruiting in a tight labor market, recruiters often publish job postings on company websites and online job boards. When enough responses are collected from qualified applicants, this tactic can save recruiters time on sourcing for candidates. Online job postings are a great way to not only promote open positions, but to also expose online visitors to your business. Since a lot of companies and other staffing agencies utilize online job postings as a method for sourcing candidates, the below tips and tricks can maximize your chances of reaching your targeted talent pool toward order fulfillment.

  1. Pick a simple, searchable job title

The job title is the most important part in a job posting since it needs to match keywords that job seekers use in search queries. The client might say he or she is looking for a Customer Success Advocate and sends you a job description that describes a typical Call Center Customer Service Representative. Choosing to advertise an opening under a job title that is not commonly searched can be detrimental to your response rate. Make edits to client-specific titles and verbiage within a job description so that candidates will easily find your position.  

  1. Do not use the job description sent from the hiring manager without editing

After you have determined a simple, searchable title it can be tempting to simply use the job description provided from the hiring manager to save time. This approach risks a negative impact on search engine rankings and could potentially confuse job seekers. By developing original job posting content, you can easily ensure the verbiage is understandable and contains correct information.

  1. Point out perks, but don’t look like spam

When competing with other organizations for filling the same type of role, promote the company-specific perks that come with the position you’re staffing for. For some job orders, this may require some creative thinking and in-depth knowledge of the working conditions. For example, you might not see any competitive advantages for a data entry position in a typical office setting. Highlighting small perks like free coffee, a positive work environment, training opportunities, or any other benefits could potentially make your posting stand out and motivate job seekers to apply.

When identifying positive aspects of an assignment, be sure to avoid writing styles that could come across as spam, such as typing with the Caps Lock key on, excessive use of punctuation to emphasize something, grammatical errors, and being too vague in the job description. By presenting assignment information in a clean, professional format your posting is most likely to appear as a credible opportunity.

  1. Follow Search Engine Optimization (SEO) guidelines

Following SEO guidelines for job postings is important for your website to become more visible on search engines like Google and Bing. Since job boards also use search engine technology in presenting opportunities to candidates based on keyword relevancy, it’s a beneficial strategy for most posting platforms. Although very much worth the effort, it can be time consuming for recruiters to create a job posting that meets all the necessary SEO requirements. Consider creating an SEO-friendly job posting template to easily input specific assignment information while maximizing your chances of getting the most online visibility.

Job postings are a great way to find new talent and engage passive candidates in your database, both on job boards and your agency’s website. By implementing best practices such as choosing a searchable job title and writing for SEO in a professional format, you’re more likely to receive applicant flow from qualified candidates. A recruiting software that is designed to keep your team at maximum efficiency will allow you to spend more time sourcing and less work on administrative tasks. For more information on how our front office solutions can make your recruiting processes more profitable, contact us today!

Five Work Hacks for Successful Full Desk Recruiters

New to staffing or looking to develop your work ethic?  Below are five invaluable ‘work hacks’ for full desk recruiters new to the job to help you get up and running, make the most of your time and achieve more every day… 

During my time as recruiter, I noticed several behaviors which were very telling when it came to how long people stayed in the staffing industry.  People who did certain things and behaved in certain ways tended to stick around and keep their jobs, and those who didn’t often struggled.  The following tips aren’t ‘bullet-proof’, but they can certainly aid your development as a recruiter from day one.

  1. Don’t be afraid to make mistakes

I’ve seen a lot of people hiding in corners, trying to avoid making phone calls for fear of making mistakes and facing the criticism of their peers.  It’s not worth it.  Office criticism is just something that happens and, more often than not, it’s a term of endearment helping you to become part of the team.  Everybody’s been there, nobody makes a call and ‘nails it’ on their first attempt; and your colleagues know that.  It’s all about practicing and developing your phone skills.  When you ‘fluff’ a call, roll with the punches and soon enough you’ll improve.

  1. Research outside of office hours

When I started as a recruiter, one thing that helped get me up and running was doing my research during the evening or outside of office working hours.  That way, during regular business hours I would have my research ready with a list of numbers to call, and I would be on the phone non-stop.  Allocate an hour to business development, start dialing and as soon as you hang up (and document the call in your recruiting software), dial again.  If you stop dialing and start looking-up company websites, you’ll break your flow (and it is possible to find out too much about a company).  The most important thing is to get on the phone and talk with people.  Unless you’re an extrovert it’s uncomfortable initially, but if you develop your research and calling ethic, both will become second nature.

  1. Listen to your Manager

Genuinely listen to what your Manager says.  They’re not there to make you ‘do stuff’ that’s irrelevant or unimportant.  Do what they say, don’t over-complicate it, don’t turn it into rocket science, literally do what they say.  If they say ‘Call this person, find out where they worked in their last five jobs and what they expect out of their next position.’ – do exactly what they ask because they are giving you the best way to get things done.  Recruitment Managers or Owners haven’t just fallen into their positions by luck, they’re there for a reason and they want the best from you.  As a rookie  recruiter, I was guilty of over-thinking things, but you can keep it simple and succeed quicker than I did.

  1. Quality and quantity

When it comes to business development calls, being successful is very much a case of making a high-volume of well-informed calls.  I’ve seen people make calls and obtain insightful information, but not enough of them; talented people who eventually dropped out of recruitment because they were unable to meet the required volume of calls.  When you’re working through a call list, it may seem a little monotonous at times but it’s part of the job.  Hang in there, be tenacious and get through your lists – your effort will be rewarded in the long term.  Recruitment isn’t about a quick deal here and there – yes, those are cool – but it’s about building-up your contacts and the future pay-off.

  1. Play the long game

I’ve seen plenty of people get caught-up in the results others were getting.  Recruitment isn’t about short term gain.  You can deliver a hundred perfect phone calls every day for two weeks and your colleague can still pick up one incoming call and do more business then you’ve done in all that time.  It doesn’t matter.  It’s not about answering that one phone call, it’s about being persistent and doing the right things – long term.

Remember, it’s ‘water off a duck’s back’

Successful rookie full desk recruiters develop a thick skin.  Think ‘water off a duck’s back’, don’t think about what your colleagues are doing.  Listen to your Manager, forget about everything else, focus on your work and it will work for you.  Staffing and recruitment is an interesting, rewarding profession and getting to the stage where it becomes fun is just brilliant.

Contact us today to learn more about how our staffing software solutions can keep you efficient!

Recruitment tips and tricks: How to approach your candidate

recruitment tips and tricksFinding the ‘right’ candidate is only one aspect of the job, you still need to engage with candidates and develop a professional working relationship. There are numerous ways in which you can interact with candidates, but which ones get the best results? To help you determine the right engagement strategy, we have compiled a two-part blog series, part one of our recruitment tips and tricks is available here and covers how recruiters can fill a job vacancy. To help recruiters achieve better results with candidate engagement, part two of our blog series shares recruitment tips and tricks to help recruiters improve their engagement!

  1. Sell the position

Why should a candidate choose the job you’re advertising? What’s so great about it? Recruitment isn’t just about posting vacant positions on job boards and calling up the people who apply. It’s about selling the position to those who do, giving them the specific information they need and providing them with a reason to be excited about it.

For many jobseekers, applying for jobs is a nerve-wracking process. By showing your candidates that you’re delighted to speak with them and then inform them in detail about the opportunity, they will be more inclined to hear you out.

  1. Be personal with your engagement

This coincides with our previous point: do not make the mistake of assuming your candidates are just part of a quota which you need to fill. Put yourself in their shoes. For many of your candidates, they receive impersonal, unsolicited emails, texts and phone calls throughout the day, and are undoubtedly infuriated with some recruitment consultants.

It falls to you to be personal and to care about their job search. Not only will they be more receptive to your communication, but they will also open up – giving you a better understanding of them as a person, which is something you can use to skill market them for specific positions.

Even if they are unsuccessful, take the time to give them a call and explain why, and continue to help them in their search. And, when they are successful, congratulate them. If you provide them with a superb service, they will be more likely to suggest your organisation to others who are searching for a position in the future.

  1. Pick up the phone

Emails, while simple and straightforward, are easily ignored. Most candidates will be inundated with emails along the lines of: ‘[name] your latest job news’, ‘Content Writer Required’, ‘New Job Opportunity’. Some of these emails will be relevant to their job search, but most of them will not (as your details get passed around numerous job boards once you apply to one).

Instead of firing off a generic, or even personalised email, call your candidate and arrange an ideal time to talk – perhaps at lunch or towards the end of the day. They will be pleasantly surprised that you took the time to call them to discuss what they need.

If they don’t pick up, leave a friendly message asking for the best time to contact them.

Most importantly, do not bombard them with constant emails and texts if they do not respond – wait a week, try again, if that fails, wait 10 days or so and repeat. After that, do not bother them.

  1. Make sure you understand a candidate’s motivation

Know your candidate – and why a particular job might be rewarding for them. As a recruitment professional, your job is to fill positions, of course – but it will make it significantly easier if you know your candidate’s preferences and aspirations innately.

You do not want to be in the position where you have put forth your candidate into a role which does not appeal to them, and have to explain to both the candidate and the prospective employer that you ‘made a mistake’.

[tweet_box design=”default” float=”none”]For any recruiter, building a professional relationship with your candidates is a must.[/tweet_box]

For any recruiter, building a professional relationship with your candidates is a must. As you begin to gain their trust and understand exactly what it is they are looking for, you can provide them with the best opportunities. This will not only increase their appreciation and respect for you, but also for your business.

  1. Follow up, network and encourage candidates to apply again

Always follow up with your candidates and keep them in the loop. There is nothing worse than leaving a candidate in the dark, wondering whether their application has progressed. It is your job to call them, not theirs to call you at this point. They will appreciate the consideration on your part – and they will understand and respect the fact that they are not the only candidate you are working with.

Giving candidates access to opportunities is part of your job. It also gives them the chance to comment about how you helped them with their job search, leave positive comments online about you and your organisation, and recommend your organisation to others

Lastly, if a candidate you have put forward is unsuccessful, you will know before they do. At this point, rather than going into radio silence, call them (email is far too impersonal for something such as this) and encourage them to apply for similar positions and, most importantly, keep trying.

Recruitment tips and tricks: How can recruiters fill a job role?

recruitment tips and tricksEvery recruiter has a different technique as to how they approach and find candidates. Therefore, in order to assist recruiters in developing a straightforward and consistent approach to candidate sourcing, we have created a two-part blog series to provide a number of recruitment tips and tricks recruiters can adopt to find and approach skilled candidates. 

  1. Find the right job board

We have spoken previously about the potency of job boards, how they fit into your recruitment strategy and provided a series of job board posting tips to help you use them effectively. However, when it comes to finding high-quality candidates, from the outset you need to determine which job board will fit your requirements and help you to find the right individual with the least challenge possible.

On the one hand, you have generic, wide-ranging and non-specific job boards such as Reed, Indeed, Monster and CVLibrary. Using these job boards will give you access to a massive pool of candidates; but the downside is that you run the risk of receiving an incredible volume of CVs from unqualified candidates who may or may not have read the job spec.

On the other hand, you have niche, industry-specific job boards which only advertise jobs for a specific sector or industry. Unlike generic job boards, the candidates on specific job boards have a higher chance of having the skillset you require. The downside with specific job boards is that you may receive only a handful of high-quality CVs from interested candidates.

In the end, it comes down to quality over quantity, and whether you have the time to acquire the ‘right’ candidate.

  1. Have accurate data?

When it comes to your organisation’s in-house data, quality not quantity is the ultimate measurement. You may have a database of hundreds of thousands of candidates, but if those candidate records are out of date, missing vital fields or individuals are no longer looking for employment, then this is likely to have a negative impact on your candidate placement success.  

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When it comes to your organisation’s in-house data, quality not quantity is the ultimate measurement.

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Take the time to update your database on a daily or weekly basis. This will enable your organisation to have a holistic, accurate view of its current candidate pool – as well as ensure your recruitment team has all the information they need when introducing candidates to businesses.

  1. Be active on a range of channels

Recruiters need to identify which digital channels resonate with target candidates in order to determine which are most beneficial to the business – then become active on those channels and leverage them to drive candidate activity. However, according to our recent market research report, only 25% of candidates surveyed have used social media to find a job, and of these, only 14% found it helpful.

While social media channels may not necessarily be the most effective at generating high-quality candidates, this has not dissuaded recruitment organisations from using them. The sheer scale of social media channels, particularly Facebook and LinkedIn, means that there is certainly a possibility that excellent candidates are using these platforms to find new opportunities.

To put it into perspective, Facebook is the largest social media platform on the planet, with over 1.87 billion monthly users. While LinkedIn has 467 million. This far exceeds any job board – and while they do not function in the same way as Reed or Indeed for example, they are certainly worth considering as an additional channel to support candidate sourcing efforts.

For those recruitment organisations wanting to incorporate social media into their recruitment strategy, we have provided a comprehensive series of recruitment tips and tricks on how to utilise social media tools for recruitment and find the highest quality candidates.

  1. Understand the benefits of SEO

In the digitally connected world we live in today, being found online is advantageous to your organisation’s overall success. As most job seekers will start their search through Google, and statistics tell us that most people do not venture past the first Google SERP (Search Engine Results Page), ensuring your job post is ranking on that first page is absolutely essential.

On that basis, it falls to your organisation to optimise its adverts and job posts for search engines. If you want to understand the benefits of SEO in more detail and how it can help to improve recruitment in your business download our free eBook – SEO Tips for Recruitment Agencies.

In part two of this blog series we will provide tips on how recruiters can approach candidates and engage with them on a personal, but professional basis. It’s a fine art and our recruitment tips and tricks will help recruiters hone the required skills during the course of their daily job activity.

Care to Be Different – Five MORE Business Development Tips

You know your staffing and recruitment services fit the bill, but if you’re under-prepared for business development calls, blocked by gatekeepers, or not making the most of conversations with decision makers, how will your prospects know? Shane Wheeler, Marketing Communications Executive, explores five MORE tips from our company’s Business Development (BD) team to help you reach more decision makers – and have more meaningful conversations when you do…
Five MORE Business Development Tips for Recruiters

Be prepared!

Always know who you’re calling and what their business is. If you’re regularly using your recruitment software to record information obtained through calls and further research (and, why wouldn’t you?), you’ll have a wealth of information at your fingertips – so be sure to allow for a few minutes of revision before making that next call. Whether you speak directly to this foreknowledge or not, your prospect will most-likely appreciate your confident approach and ability to understand their business a little more each time you call. – Kylie Lamper, BD Manager

A clear vision

What are you looking to achieve from the call? You’ll probably have a long list of calls to make on any given day, but avoid simply ‘checking them off’ for little gain. Have a clear goal in mind and make sure the contact knows you’re calling with good reason. If you have news or a real offer to make, get to the point in a clear and concise way, don’t waffle. If the purpose of your call is more ‘routine’, think of an angle to make it sound anything but. Your prospect probably hears “Do you have any hiring needs at the moment?” all too often, try “Which skills does your business most need right now?”. – Kylie Lamper, BD Manager

Love thy gatekeeper

Day in, day out, gatekeepers take a lot of cold calls from pushy, insincere salespeople who simply view them as an obstacle to overcome. As a result, their ‘default setting’ can be one of habit to end those calls ASAP. Indeed, in the introduction to this very blog, gatekeepers are referred to as ‘blocking’ your calls – but perhaps that lacks empathy. There’s a real person on the other end of the line, not just a gatekeeper. If you’re warm, friendly and mean it, they might just warm up to you and connect your call to the decision maker. This may take time of course, but your genuine appreciation of their work and sincere effort to be different might just be rewarded. – Sam Monks, BD Manager

Two ears, one mouth

As the adage goes, ‘two ears, one mouth’ – it’s best to use them that way. Listening is key to understanding your prospect’s requirements and offering the best solution. Once you have a decision maker on the line, it can be tempting to ‘reel off’ all the great aspects of your service, but take a breath, ask genuine questions and, especially if they open-up about their business needs and aspirations, listen carefully. Practice ‘active listening’ whenever you can. Always remember to repeat back key parts of the speaker’s comments, helping reassure them you have listened and understood; and helping you manage this information and position yourself as a viable supplier – Sam Monks, BD Manager

Keep in touch

Don’t let the good work you have done fade in your memory (and your contact’s memory) by failing to keep in touch. Use your recruitment-specific CRM to record the details of all conversations and set yourself invaluable reminders to follow-up. Build real relationships upon those initial fact (and thought)-finding conversations. – Kylie Lamper, BD Manager

If you’d like to learn more about how your company’s recruitment CRM software can help manage the sales process from one screen, contact us today!

Using Social Media Tools For Recruiting

Social media recruiting toolsIn recent research, the Adapt team found that only 25% of candidates have used social media to find a job, and of these, only 14% found it helpful. While this highlights that social media isn’t a popular platform for candidates to find a job, the use of social media varies between demographics and age groups. The research found that age groups from 25-34 were the most likely age to use LinkedIn as a platform to look for a job while C-level Executives (46%) and Executive Directors (50%) were also the most likely group to actively use the platform to find a job.

But while social media recruiting tools such as Facebook and LinkedIn might not be the most useful for consistent candidate sourcing, there is the possibility that highly-skilled candidates are using these platforms to search for new employment. Therefore, to help recruiters utilise social media platforms correctly to locate the best talent, we have put together some best practice advice.

  1. Check their endorsements, but be wary

Endorsements are a feature unique to LinkedIn. They are essentially an indicator of how others rate that candidate’s skills and expertise – and can only come from first-degree connections, i.e. people that person is connected with.

However, as they can be acquired relatively easily, the value of endorsements has frequently come into question. Acquiring an endorsement is as easy as pressing ‘like’ on a Facebook post – all you need to do is be connected to the person you wish to endorse and then click on the skill you want to rate them for.

Furthermore, endorsements provide little value beyond giving people an idea of their skillset, as they do not provide any detail or examples of how they have used those skills. In this instance, recommendations would be far more useful, as they would most likely come from an individual who has witnessed that candidate’s skills first-hand.

With this considered, it is vital that recruiters take the time to analyse a candidate’s endorsements and determine whether or not the skills they have accumulated are actually accurate and representative of that individual.

  1. Do they follow any professional groups?

Professional groups provide recruiters with a great indication of just what candidates are invested and participating in, as well as highlighting their commitment to their own personal and professional development.

Candidates who regularly join groups relevant to their industry, contribute to them and participate, are the kinds of candidates who love to educate themselves and others. These are the kinds of candidates who would be a benefit to any business.

  1. Do they have a photo of themselves – and is it professional?

A candidate’s profile, be it on LinkedIn or Facebook, is effectively their digital CV and forms a significant part of a recruiter’s or employer’s first impression. It is in their best interest then to choose a professional photo which will help them to capture not only the attention of employers and recruiters and gain their approval, but also convey their professionalism.

[tweet_box design=”default” float=”none”]A candidate’s profile, be it on LinkedIn or Facebook, is effectively their digital CV and forms a significant part of a recruiter’s or employer’s first impression.[/tweet_box]

For recruiters, it is important to appreciate that some employers will want to see a visual representation of their candidates. It’s not about how the candidate looks, but rather how they present themselves. If they want to be perceived as professional, they should look polished, well-dressed and approachable.

  1. Have they been recommended by anyone?

Recommendations are like glowing miniature seals of approval – they effectively tell anyone visiting your profile that a company, former colleague or manager holds you in high regard and respects your skills.

However, just as with endorsements, recommendations can be artificially created and sometimes incredibly vague. And therein lies the problem: how do you determine if they are genuine – and if they are, what value do they bring?

You should look for recommendations that clearly highlight an employee’s specific achievements in detail, provide examples of their work, and how they contributed to the business’ goals.

  1. Make sure your recruitment proposals are interesting!

As with any social media channel leveraged as a means to contact candidates, ensuring your messages are as personalised, specific and informative as possible, is key to getting a response.

We have spoken in-depth previously about how best to communicate with candidates, but here are a few quick points you should always remember when it comes to contacting candidates.

    • Be friendly, but professional
    • Introduce yourself
    • Be specific
    • Do follow-up

In today’s world, your candidates are constantly bombarded with information relating to a particular job opportunity, and many of these emails and messages will be generic and irrelevant to what they are actually looking for.

Your recruitment proposals, emails and messages therefore need to be interesting and intriguing enough that your candidates open your mail – and engage with you.

  1. Have they shared any good content recently?

Candidates who regularly share high-quality, thought-provoking content are generally those who are more invested in their industry and want to educate others on particular developments. In addition, those who have written and shared their own content are likely to be knowledgeable and have a strong understanding of the industry for which they have written.

These are the types of candidates that will constantly push to educate themselves to refine their understanding of an industry or business – and would therefore prove to be excellent candidates for recruiters.

Ultimately, while social media recruiting tools, such as LinkedIn and Facebook, might not be the most effective in generating a large number of high-quality candidates, those high-quality candidates are, nevertheless, there.

And, with over 1.87 billion monthly users on Facebook (which accounts to 22.9% of the world’s global population) and 467 million on LinkedIn (as of 2016), there is no reason for recruiters not to leverage these social media platforms for candidate sourcing, as the cost is relatively insignificant and the possibilities vast.

Care to be Different – Five MORE Business Development Tips for Recruiters

You know your recruitment services fit the bill, but if you’re under-prepared for business development calls, blocked by gatekeepers, or not making the most of conversations with decision makers, how will your prospects know?  Shane Wheeler, Marketing Communications Executive, Adapt, explores five MORE tips from our Business Development (BD) team to help you reach more decision makers – and have more meaningful conversations when you do…

Miss the first five Business Development tips?  They’re here.

1. Be prepared!

Always know who you’re calling and what their business is.  If you’re regularly using your recruitment software to record information gleaned through calls and further research (and, why wouldn’t you?), you’ll have a wealth of information at your fingertips – so be sure to allow for a few minutes of revision before making that next call.  Whether you speak directly to this foreknowledge or not, your prospect will most-likely appreciate your confident approach and ability to understand their business a little more each time you call. – Kylie Lamper, BD Manager

2. A clear vision

What are you looking to achieve from the call?  You’ll probably have a long list of calls to make on any given day, but avoid simply ‘ticking them off’ for little gain.  Have a clear goal in mind and make sure the contact knows you’re calling with good reason.  If you have news or a real offer to make, get to the point in a clear and concise way, don’t waffle.  If the purpose of your call is more ‘routine’, think of an angle to make it sound anything but.  Your prospect probably hears “Do you have any job vacancies at the moment?” all too often, try “Which skills does your business most need right now?”. – Kylie Lamper, BD Manager

3. Love thy gatekeeper

Day in, day out, gatekeepers take a lot of cold calls from pushy, insincere salespeople who simply view them as an obstacle to overcome.  As a result, their ‘default setting’ can be one of a compulsion to end those calls ASAP.  Indeed, in the introduction to this very blog, gatekeepers are referred to as ‘blocking’ your calls – but perhaps that lacks empathy.  There’s a real person on the other end of the line, not just a gatekeeper.  If you’re warm and friendly and mean it, they might just warm to you and connect your call to the decision maker.  This may take time of course, but your genuine appreciation of their work and sincere effort to be different might just be rewarded. – Sam Monks, BD Manager

4. Two ears, one mouth

As the adage goes, ‘two ears, one mouth’ – it’s best to use them that way.  Listening is key to understanding your prospect’s requirements and offering the best solution.  Once you have a decision maker on the line, it can be tempting to ‘reel off’ all the great aspects of your service, but take a breath, ask genuine questions and, especially if they open-up about their business needs and aspirations, listen carefully.  Practice ‘active listening’ whenever you can.  Always remember to repeat back key parts of the speaker’s comments, helping reassure them you have listened and understood; and helping you manage this information and position yourself as a viable supplier. – Sam Monks, BD Manager

5. Keep in touch

Don’t let the good work you have done fade in your memory (and your contact’s memory) by failing to keep in touch.  Use your recruitment-specific CRM to record the details of all conversations and set yourself invaluable reminders to follow-up.  Build real relationships upon those initial fact (and thought)-finding conversations. – Kylie Lamper, BD Manager

It’s good to talk – call our Business Development team on 01903 707070.

Warm-Up Those Cold Calls! – Five Business Development Tips for Recruiters

Business Development Tips for RecruitersWhether you’re a recruiter or a recruitment software provider, business development involves a lot of cold calls to prospective clients.  You know your recruitment services are second to none, but if you’re blocked by gatekeepers or speaking with the wrong people it can be tough to stay motivated.  Shane Wheeler, Marketing Communications Executive, Bond International Software, shares five tips from Bond’s Business Development (BD) team to help you warm-up those cold calls and reach more decision makers…

1. BIG call target? Break it down

Starting the day with lots of calls ahead of you can be daunting, but breaking them down by time slots can help.  If you have fifty calls to make, aim to have half done by lunchtime and set yourself mini-goals along the way like ‘Ten more calls by 3pm’ or ‘Five more calls and I’ll have coffee and biscuits’.  It’s fun to come up with new challenges to avoid feeling like you’re only ticking-off calls one at a time. – Nouri Saoudi, BD Manager

2. Call like you’ve never called before

Your CRM will most-likely store an abundance of notes regarding previous business development calls to prospects.  This information is invaluable in many ways of course, but when working through a long list of calls, it might not be necessary to read too much of it.  It might even work better to read very little and ‘go in cold’.  If it dampens your spirits to read several notes about brief exchanges with gatekeepers, avoid reading them and call like you’ve never called before…literally and figuratively. – Nouri Saoudi, BD Manager

3. Take it with a pinch of salt

Gatekeepers, from receptionists to team members, may say they’re not interested (often sounding like they’re speaking on behalf of the company), but they’re not the ones making the decision.  There are numerous stories where one contact at a company showed little interest, only for their colleague to progress things the very next time a Business Developer called.  So, find out who the decision maker is and only take their word for the state of play – take everyone else’s with a pinch of salt. – Paul Sandford, BD Manager

4. It’s not personal

It can be difficult, especially if you’re professional and diligent in your approach, not to take a tetchy rebuttal personally – but it isn’t personal.  You have no idea what the person taking your call is dealing with at that moment.  From problems at work to problems at home, they’re just as human as you and if one of those problems was enough to put them in a bad mood, they won’t think twice before curtly dismissing your call.  Next time, it’ll probably be ‘night and day’, so keep your cool and don’t overthink these things…especially if doing so negatively affects your own performance. – Paul Sandford, BD Manager

5. Take note!

Once you’re through to the decision maker, breathe, listen and take notes.  If you’re asked a question and you don’t know the answer, find out, get back to that contact, then make a note so you have the answer next time.  If you ask a prospect a question and notice it piques their interest, make a note and remember to keep asking that question during future calls.  If you’re often hearing similar objections, make notes and be more prepared to overcome them next time.  Make lots of notes, refer to them often, measure your success and turn hindsight into foresight. – Paul Sandford, BD Manager

Bond’s Business Developers love to talk about your business – call them on 01903 707070.

The Secret to a Contented Recruitment Leader (and Marketer)

Lisa JonesLisa Jones is a Director of Barclay Jones, a consultancy working with agency recruiters on their recruitment technology and social media strategies. You’ll see Lisa speaking at many recruitment industry events and being a recruitment technology and social media evangelist online. In this guest blog post she shares the secret to being a contented recruitment leader!

Every recruitment leader I work with wants to improve the content of their recruitment database:

“Lisa, can you make my recruiters more reliant on my CRM system?  I need ROI.”

“Lisa, I’m sick of spending money on external systems.  Why am I spending so much on technology whilst recruiters still insist upon searching for talent elsewhere?”

The reason?  Because your recruiters don’t value your system (and likely they think your data is pants!).

Two questions for every recruitment leader:

  1. How many of your candidates placed last year were on your recruitment system, prior to your team spending hours/days sourcing from elsewhere?
  2. And what is your marketing function’s plan to work on this? It’s a marketing and sales issue, not necessarily an IT/systems one.

Drive Candidates and Clients into your Recruitment CRM

The content of your recruitment database is driven by the content of your blog, adverts, recruiters’ LinkedIn profiles, tweets – as well as the content of your interviews and sales calls.  The content of your recruitment database will be judged by investors (and recruiters), paid for by your clients, and applied to by awesome candidates.  Your recruitment CRM is critical.

To achieve “database contentment” it is critical that your online content works extremely hard – it is your virtual sales team, internal recruiter, compliance manager.  Content is the chauffeur of great talent, loyal clients and engaged recruiters – let it drive the best data into your Recruitment CRM.

Poor Marketing Strategies

But only 44% of marketers have a content strategy – and those that I see are often not lead-generating content strategies – they’re content-generating content strategies!  Content for content’s sake.

No leads

No talent

Yes, a few more clicks

Yes, brand improvement

But no sales!

How to Fix the Content Problem

There are four key stages to the buyer’s journey. Or rather, the 3 stages with an extra one for recruiters:

Those of you who are seasoned in marketing will spot that I have adapted the 3 stages to 4 – adding “Place and re-place”.

Find me a recruiter who places a candidate who starts the job/stays for the duration – 100% of the time – and you’ve found a unicorn!  A recruiter’s job is not to just find, engage, convert and place talent – it’s to get them to their start date with a smile and help them stay long enough to get that fee (and not have to find a replacement!)

You should have content which actively manages the four of the buyer’s journey (and protects your pipeline.

Pipeline Protection!

Ask yourself, do have content which:

  • Attracts passive talent and clients to your brand and jobs?
  • Helps talent consider you as a viable option when they are looking for a new career – and by viable I don’t mean “one of the many recruiters that I can apply to” – what content do you have to demonstrate the ROI for candidates giving you their loyalty?
  • Demonstrates to clients the ROI of working with you? Can you convert them through stats, rather than just wit or low fees?
  • Keeps offered candidates warm?
  • Prevents candidates from “blobbing” on the first day
  • Keeps placed candidate engaged so “re-placing” them is swift, smooth and not disrupted by other recruiters waving shiny things at them
  • Keeps clients engaged post placement, so they become retained in hearts as well as contract

Often recruiters have 1 or 2 of the four stages “sorted” – lots of blogs of what it’s like to work for them, blogs about recruiting into their sector, adverts which advertise the spec of the role, how to get value for your employees – but rarely do I see a strategy to ensure that all bases are covered and actively used by the recruiters to speed up conversions, sales and secure placements and re-placement.

Marketers Need to Create Pipeline Protection for Recruiters

So – with all of the above – it’s critical that as a recruitment leader or marketer you have this in your plan.

What to Expect from an I-9 Audit

The idea of undergoing an I-9 audit is intimidating, but if your company should ever receive a dreaded Notice of Inspection you’ll want to know what to expect and be prepared. By educating yourself on the I-9 audit process you and your company will feel at ease after every action has been taken to ensure compliance. The fines associated with uncompliant Form I-9s increased in 2016, so it’s essential that staffing companies are ready for an audit. Consulting your attorney will provide the best insight in how to prepare for an I-9 audit, however, the below information is designed to give you an overall glimpse into what can be expected during the process, and what you can do to be ready for it:

Legal Counsel

Be sure your staffing agency has a legal resource with experience in I-9 audits. If your company should have to go through an audit, it’s essential to have the right advice to guide you through situations you might be unsure about. Adapt customers who integrate with our I-9 partner, Maximus, have access to a team of experienced legal staff that specializes in employment verification processes. If your ATS software uses a third-party I-9 integration, be sure you are offered a similar resource, or learn more about our electronic I-9 solution by contacting us today.

Perform a Self-Audit

The best way to avoid paying penalty fines is to catch mistakes before a Homeland Security Inspector does. Typically, a self-inspection involves an internal HR team reviewing all I-9 paperwork and correct errors as they come across them. This does leave room for errors, depending on how thorough and educated the internal audit team is. If your staffing agency has taken the steps to retain legal counsel for Form I-9s, be sure to inquire on services to look over employment verification documentation for mistakes, and additional insight on what is scrutinized during an audit.  

Notice of Inspection – What Now?

If your company is ever served with a Notice of Inspection, you will have three business days to return the requested information to the Homeland Security Inspector. As you gather the required documents for review, do not make any changes or corrections without instructions from your attorney. If there is any legal counsel utilized to help with an audit, a Notice of Entry of Appearance as an Attorney form must be signed and submitted. 

Electronic Third-Party Provider

If using a third-party provider for an I-9 process, be sure to provide instruction on how the Inspector can search through documents and how the system captures electronic signatures, while meeting legal obligations. 

Final Steps

The Homeland Security Inspector will count the I-9 forms submitted and provide you with a receipt for the submitted documents, be sure to keep the receipt in a secure place. It will take 60 days to hear back on the audit results. Once the audit process is completely done, review and revise your I-9 processes as necessary.

The right electronic I-9 solution can provide peace of mind and take the stress out of audits. If you are interested in an electronic I-9 solution coupled with your onboarding process that provides legal counsel and ensures each form is completed correctly, contact us today!