Staffing Software Solutions | Adapt Archives

Live Webinar: HIRABL – Backdoor hires don’t happen to me, do they?

April 22, 2016/0 Comments/in Blog | Adapt /by Shane Wheeler

“Backdoor hires” are a £1 billion problem for agency recruiters, and it’s possible to find them, but you’re not sure how to navigate the auditing and collections process.

HIRABL want to help you get your piece of the pie back.

Join us to see how Bond & HIRABL allow you to quickly increase revenue by monitoring candidate movements for “backdoor hires” and “on-hire/conversion fees”, as well as keep tabs on hiring manager and alumni recruiter movements for business development opportunities.

Subject: HIRABL – Backdoor hires don’t happen to me, do they?
Date: Thursday 26th May
Time: 11am (UTC- London)

Register here

About our presenter:

Adrian Farthing:

Adrian heads up HIRABL in EMEA, a big data company that helps recruiters track their candidate submissions and has uncovered $18 million in missed fees for its customers. Adrian is a veteran of the recruitment industry and has spent 17+ years working with agencies to help them maximise the returns from their technology investments.

About HIRABL

With HIRABL, Bond clients can now identify potential “backdoor hires” (when a client hires one of your candidates without your knowledge), and grow sales revenue with these new tools:

Candidate Tracker: HIRABL alerts when you candidates you previously placed change jobs so that you can “backfill” the position.

Hiring Manager Tracker: HIRABL also alerts you when a hiring manager you work with changes employers so that you can preserve your existing job orders at their former employer, and open a new book of business at their new employer.

Using Effective Recruiting Metrics to Drive Results

April 14, 2016/0 Comments/in Blog | Adapt /by Alissa Martin

Every good recruiting agency has a mission and every mission includes a path to success. In some cases, the path to success is unplanned and even driven by luck, but generally, the most successful recruiting agencies have a thoughtful, well-defined plan. They know what they need to do to be successful. Defining your path is only the beginning. You must also ensure you are following that path. This can be achieved by using and measuring effective recruiting metrics.

Why track metrics?

Metrics offer a variety of uses. First, they are used to keep your team focused on the path to success. In their busy day to day lives, recruiters and sales reps often turn their attention to the next trend, technology, prospect, or client request that comes across their desk. If it doesn’t fit into the company’s mission, then it is a distraction. Publishing metrics reminds team members of which company priorities should receive their focus.

Second, metrics help you identify areas where the company is straying from the plan. Exception reporting in your metrics allows you to easily and quickly react to things blocking your path to success. If customer satisfaction is a major driver of your success, then you can use exception reporting in your metrics to identify low customer satisfaction scores to prevent one time service failures from turning into unhappy customers.

Which metrics should you track?

There are an endless number of different metrics that can be tracked for your recruiting agency. Your agency must narrow down the choices to find the metrics that are most effective in driving your success. Where do you want to focus? Customer satisfaction, speed of service, candidate retention, or something else? ERE Media offers a standard set of recruiting metrics that might be a good place for you to start.

As you evaluate which metrics will best drive the performance of your team, remember the following:

Too many metrics can lead to a lack of focus and an inability to excel in any one area.
Too few metrics can lead to adverse effects. For example, if you focus strongly on speed to interview, then you may sacrifice candidate or customer satisfaction when trying to decrease the time spent leading to the interview.
Complimentary metrics lead to balance and focus.
Time is of the essence. Too much time spent on a specific metric calculation and you might find yourself racing against the clock on customer and candidate workflows.

How do you use metrics to drive results?

Once you identify your metrics, there are a few processes to implement in order to use the metrics to effectively drive results.

Define the metric. Metrics can be interpreted differently, so ensure that your metric is well defined. For example, if you are tracking candidate satisfaction, then the candidate needs to be defined. Will it only be candidate’s you place on jobs or any candidate that comes to the recruiting agency?
Communicate the metrics across the company. When you first introduce the metrics, present them and their definitions. Share the results you are expecting from driving the business with the metrics.
Measure the metrics frequently and publish the results.
Celebrate the wins and dig into the losses. Evolve as needed.

How can your recruitment software help?

Effective recruiting metrics can play a large part of driving your success, but the measurement process should only be a small part of your efforts. If you have the right software, then you should be able to track and display your metrics in a dashboard or a report. Tracking metrics directly in your staffing and recruiting software means they can be easily and frequently accessed and provide your team up-to-the-minute views of how you are doing.

Analyzing your metrics directly in your software centralizes the data and simplifies the process. The activity performed by your team is facilitated by your recruiting software and the metrics are reported from the data created. By tracking your metrics directly in your recruiting software, you enable your team to drill-down for immediate exception reporting of areas where you failed to deliver instead of waiting for a monthly or quarterly review of metrics. Adapt’s Reporting & Analytics tool provides you that functionality. To learn more about our recruiting software, please contact us for a demo.

Top Marketing Strategies for Recruiting Success

April 7, 2016/0 Comments/in Blog | Adapt /by Alissa Martin

In today’s candidate market, recruiting is become increasingly intertwined with marketing.

A recruiter has to be able to sell a candidate on their firm and what they have to offer. With candidate’s putting themselves out there through outlets such as social media, recruiters have to in turn tell their story. With the integration of recruiting into marketing strategies, the ways you go about sourcing candidates is more complex than it has ever been.

Here is a simple step-by-step guide on how to successfully use marketing strategies for recruiting success.

Create a Brand Strategy

How do you want people to view your firm? If a potential candidate comes across your agency, is it readily apparent from your brand that your agency would be a good place for them? Your brand needs to tell your story and convey your value. Depending on your offering, your brand could range from broad concepts like “employer of choice” to narrow concepts like “Atlanta area’s premier event staffing.”

Once you have identified your brand, how will you use it? Identify a recruiting strategy for your marketing efforts by determining how you will build your brand awareness. Your strategy should be coordinated and intentional. Everyone in your agency is an ambassador of your brand and your strategy should include how individuals will represent your brand as well. Your brand is the starting place for your marketing efforts, so ensure your brand strategy is clear and used consistently and deliberately.

Build a Social Media Presence

84% of organizations use social media for recruitment; your firm should be part of that statistic. With more people than ever using social media as a way to job search, you should have an active presence across all major social media channels. LinkedIn, Twitter and Facebook are the top three sites that candidates use to job search. Social media participation should be driven at the corporate level with company LinkedIn and Facebook pages and Twitter accounts, and each individual recruiter should leverage their social media networks to further spread brand awareness and recruit new candidates. Take advantage and promote your firm only as a recruiter could while sourcing the candidates you want.

Develop a Blog

Reaching candidates through social media is only one part of the puzzle. A blog is a great way to show them an inside look into your firm and provide them with valuable information for career development. Use your brand strategy and center your blog content on topics your ideal candidates would find interesting. Be consistent with how often you publish and stick to a schedule once one is developed. You want your call-to-action to resonate with your candidates and make them want to engage with your firm.

Create a Social Community

With your social media networks and blog in hand, you need to take the next step and build a community around your involvement with candidates online. Build campaigns around a specific topic of discussion to involve candidates you need to source for open positions. Share not only your information, but also that of those you consider influencers of the positions you have available. You want candidates to see that the topics you discuss are the ones trending the most in their industry. By engaging your social community with information that is important to them, you make it that much easier to source the candidates you need.

Lead Generation & Nurturing

Once you have begun to capture the attention of your community, you want to start converting them into potential candidates that you can bring into your firm. You want to utilize your recruitment software as a tool for finding potential candidates and keeping track of all levels of communication. Are they reading your blog? Are they engaging with you on social media? Once you have identified potential candidates, you can begin to nurture them with your marketing efforts. Track your talent through email campaigns, job postings and any relevant information about your company that captures their interest.

Track Your Success

With any good marketing strategy, measuring the success of your efforts is as important as the efforts you put into it. Tracking your engagement and who you reach will help you build a more successful marketing campaign. Here are some key metrics to consider:

Social media engagement
Blog visitors
Email campaign engagement
New candidates

When you use marketing strategies as a recruiting tool, you will increase the success of your candidate sourcing. When recruiting and marketing come together, they build a brand image that is appealing to candidates and consumers alike.

20 Recruiting Influencers to Follow on Twitter

April 5, 2016/0 Comments/in Blog | Adapt /by Alissa Martin

To be successful, you have to have your heart in your business and your business in your heart. – Thomas J. Watson

Recruiting is a tough job. In the world of staffing, it is your job to stay on top of the latest trends and insights into what the average candidate is looking for in a firm. From using social media as a recruitment tool to tracking what the millennial generation is looking for in a career, you have to consistently show your skills online as a rock star recruiter.

For insight into who and what is influencing the staffing industry in today’s candidate market, here are 20 influencers you can follow on Twitter to gain expert recruiting advice on all levels.

The Social Influencers

For tips on how to leverage social media as a recruitment tool, here are some experts to follow.

@tonyrestell | Tony Restell

Tony gives tips and strategies on social media marketing for recruiters and small businesses.

Followers: 45,300

@erinbaz | Erin Bazinet

Erin gives advice on how to utilize social media for branding, blogging and sourcing candidates.

Followers: 3,702

@socialtalent | Johnny Campbell

Johnny’s focus is in driving productivity for recruiters through candidate sourcing and measuring social media analytics.

Followers: 19,800

@billboorman | Bill Boorman

Bill discusses social recruiting product advice, social recruiting integration and social referral programs.

Followers: 23,800

@emiliemeck | Emilie Mecklenborg

Emilie tweets on how social recruiting affects HR and how social media benefits the candidate experience.

Followers: 10,900

The HR Influencers

For advice on how to manage HR as a tool for effective recruiting, these mavens will show you the way.

@susanheathfield | Susan Heathfield

Susan gives advice on how to use human resources to manage development of forward-thinking workplaces.

Followers: 5,529

@sharlyn_lauby | Sharlyn Lauby

Sharlyn tweets on social solutions, company culture, and how to work through workplace issues as both an employee and a recruiter.

Followers: 24,400

@mattcharney | Matt Charney

Matt’s no holds barred approach to recruiting and HR delivers advice on how to manage your staffing firm effectively and pursue the right candidates.

Followers: 17,100

@kevinwgrossman | Kevin W. Grossman

Kevin posts on how to build an effective HR team and how to train candidates effectively, along with daily news articles.

Followers: 60,400

@steveboese | Steve Boese

Steve discusses how to use HR as an effective tool for avoiding mistakes in the workplace involving employees, candidates and customers.

Followers: 36,900

The Sales Influencers

These experts offer great advice on how to sell your recruiting skills on social media.

@jill_rowley | Jill Rowley

Jill tweets on social selling tactics and the relationship between effective sales and marketing.

Followers: 30,800

@jillkonrath | Jill Konrath

Jill posts on how to get the attention of prospects through effective sales tactics and strategies.

Followers: 33,900

@peoplefirstps | Deb Calvert

Deb provides insight on how to invest in your sales people and provide them the skills to recruit effectively and profitably.

Followers: 18,600

@chartedpath | Mike Cleland

Mike offers advice on strategic planning, sales and recruiting productivity, and management coaching.

Followers: 1,046

@binghamcp | Amy Bingham

Amy’s sales soundbite tweets offer advice on how to sell to customers and candidates in order to grow your staffing firm.

Followers: 537

The Sourcing Influencers

From hiring to firing, these top influencers provide tips and tactics on how to source the best candidates for your team.

@shally | Shally Steckrl

Shally provides key insight into what it takes to source a great team and how to build great recruiting skills.

Followers: 24,000

@meghanmbiro | Meghan M. Biro

Meghan tweets on how to use social branding and content marketing to source the right candidates for your recruiting firm.

Followers: 124,000

@deandacosta | Dean Da Costa

Dean offers sourcing advice on topics ranging from staffing to technology and how to get the most out of your recruiters.

Followers: 51,700

@stacyzapar | Stacy Donovan Zapar

Stacy offers recruiters advice on how to manage their time effectively, increase social engagement and build great candidate experiences.

Followers: 39,000

@glencathey | Glen Cathey

Glen posts on his insights into Boolean search and how recruiters can use social media networks such as LinkedIn to their advantage.

Followers: 25,900

These 20 influencers provide insight into how recruiting is a multi-functional job with many roles that need to be filled. Follow them on Twitter for tips, knowledge and advice into how to succeed as a recruiter.

Discover how staffing software can further increase your recruiting abilities through social media integration and robust business intelligence tools.

Text messaging communication: Adapting the way you communicate to improve business

February 17, 2016/0 Comments/in Blog | Adapt /by Shane Wheeler

In today’s extremely competitive and fast paced industry standing out with a clear message is a must. Text messaging communication is an adaptive form of communicating and helps to connect with your team members. It can help recruiters remain organised and also provide recruiters with essential information to enhance quality and timeliness of employee interaction on the go. James Payne, Sales Director, Adapt, provides his top text communication tips on how to improve your recruitment processes.

Top Tip: Mass communication makes the world go round

Gone are the days of traditional recruitment which relied on either telephone or written correspondence. Texting can be used in an effective way to get your message across quickly in a time of critical need. Imagine having to individually call over 200 employees to let them know your client’s office is closed due to inclement weather when a simple text message can be sent in less than five minutes. This will save you crucial time.

Top Tip: Helpful reminders

People can be forgetful. If you are working in Payroll and constantly have to wait for timesheets to be sent across, a text reminder can help meet deadlines. Reminders can also be tailored in various ways: for holidays, documents, or even appointments. As a recruiter, you can update your systems and keep up to date with each employe

Top Tip: Being consistent all year round

Many recruiters can lose track of time when the workload piles up and require a quicker way to share those all important messages. For an employee, it makes a difference to know you’ve been remembered and appreciated within the workplace. As a recruiter, making sure you send out messages around Christmas and Easter lets your employees know they are valued. Birthday cheer messages will also have an impact.

Top tip: Staying in the loop

Overall the power of communication leaves you in the best position to move your business forward. The option of texting allows you to be creative when drafting messages and seeing what works best for your employees by giving them the choice to respond with yes or no or request a follow up call if needed. A combination of traditional and modern communication tools is always necessary, but using a text communications provider, such as Icetrak, will help to track if this method is right for your employees. Whether your employee prefers text, an email, or a phone call – if you’re consistent in communicating you’ll remain updated on important employee information.

What is clear is that although the modern role of a recruiter is radically different to the one five years ago, essential elements do not change. Communication will always be a vital part of your role to interact with people on all levels. So considering how you can use it on a mass level will be beneficial for the future.

Ten Steps to Successful Staffing and Recruitment Software Integration Part Two

February 3, 2016/0 Comments/in Blog | Adapt /by Shane Wheeler

Following the first instalment James Payne, Sales Director, Adapt, shares the final five steps for a successful staffing and recruitment software integration.

Step Six: Integrate, don’t synchronise

Wherever possible consider integrations, not synchronisations. There is a huge difference between the two approaches and matching business needs to technical requirements is key to successful integration.

Step Seven: Define Data Ownership

It is essential that everyone knows which system owns the data – because users could find the process confusing if data can be updated anywhere. There are perceived efficiencies of an ‘any system update’ model – someone in payroll, for example, wouldn’t need to ask a recruiter to update a piece of information – but in reality no-one will be 100% sure what’s happening, so there’s a lot of double-checking. Clarity is the key to minimising confusion.

Step Eight: Gain Efficiency, not Inefficiency

The way in which integrations work with and enhance the recruitment process is key – and it is essential to ensure that integrations fit into the company’s business processes. The most important factor is how business processes flow across the systems being integrated.

Step Nine: Make sure the software provider is in the game

This software deployment should support the business for many years to come. So while development and delivery may only take a few months, it is important to make sure the provider can support both its own software package and the integrations in the future. Companies with a strong track record in bespoke development will have the experience, skills and knowledge to avoid any pitfalls.

Step Ten: Continually Develop

While recruitment and staffing software is now the hub of the business and includes a raft of essential functionality, the speed with which new technology innovations are being introduced is exciting. Companies can now consider any number of new opportunities, such as big data analytics.

From out of the box integrations to smart APIs, third party recruitment software integrations are becoming easier. Paying attention to the on-going developments of the recruitment software provider is the key to rapidly exploring new opportunities and technologies.

“Backdoor Hires Don’t Happen in My Business!”

January 28, 2016/0 Comments/in Blog | Adapt /by Shane Wheeler

Nick Ellis is one of the founders of HIRABL, a big data company that helps recruiters track their candidate submissions and has uncovered $18 million in missed fees for its customers, and one of Bond’s partners integrating with Adapt. HIRABL provides actionable reporting on backdoor hires (when a client hires one of your candidates without your knowledge) so that you can collect missed fees immediately. In this guest blog post, Nick tells you why you are wrong if you think backdoor hires aren’t happening in your recruitment agency.

Every day we call on agency owners, and often we’ll hear them say “backdoor hires don’t happen to me because….[fill in the blank]”:

“I work closely with my clients and they would never backdoor me.” (MISPLACED TRUST)
“I stay in touch with all my candidates.” (UNREALISTIC EXPECTATIONS)
“I do executive search, and that doesn’t happen in my market.” (HUBRIS)

Do these reasons sound like something you’d say?

If so, you should think twice – backdoor hires happen in every agency, every vertical, and at every level (yes, even C-Suite placements).

Here’s the facts about backdoor hires and why these assumptions are dead wrong:

MISTAKEN TRUST: Over 90% of backdoor hires happen by accident. Even if you work closely with clients, things slip through the cracks. Oftentimes the client hires your candidate and just forgets to tell you. Don’t assume everyone is communicating – audit your submissions regularly.
UNREALISTIC EXPECTATIONS: No recruiter can stay in touch with everycandidate they submitted over a full year. There’s just not enough time in the day. The honest truth is that recruiters focus on the candidates they can place today, and forget about the others. Save time and find peace of mind by automating your backdoor hire checks with HIRABL.
HUBRIS: Some executive search firms think they are immune to backdoor hires because they are high-touch. False. Candidates shortlisted and submitted by executive search firms can get hired months later, and the candidates and clients just forget to tell you. Less than 5% of candidate submissions are tracked over time. Don’t be too proud to audit your business.

The bottom line is that backdoor hires are a hard truth of the recruitment industry, and there is no good reason not to audit your submissions.

*Blog originally published on the HIRABL website.

Clean Data – A Guide for Recruiters

January 20, 2016/0 Comments/in Blog | Adapt /by Shane Wheeler

How clean is your data? Probably not a question you often ask yourself, but having clean data is important for recruiters aiming to succeed. Similar to other important systems, your database and the data it holds is only as good as what you put in. Even if that one specific candidate is outstanding, it won’t make a difference if a vital field isn’t completed correctly on their candidate record – suddenly your database candidate search becomes more needle in a haystack than the efficient CRM you had hoped. Aside from the clear benefits for candidate searches, clean data can also help the wider business – enabling you to take a step back and understand your return on investment (ROI).

New Year, Fresh Start?

Recruiters across the country will currently be taking a deep-dive into their data to build a picture of how the business is performing against Key Performance Indications (KPIs) or ROI. But in reality they need real-time access to review business performance on quarterly, monthly or even a weekly basis. Without accurate data, this isn’t possible.

So what can you do to help clean up your data? In order to achieve a truly effective data approach you need to take into consideration both the short and long term activity. In the short term, for example, if you are transferring data from one system to another, you need to decide whether to achieve this with a data migration or via manual data entry.

The speed benefits of technology-led migration are compelling, but it is important to take into consideration the state of your existing data and the need for additional proofing elements. This can be conducted by reviewing and running tests. Take care not to move poor data from one system to another.

Alternatively, there is manual migration. With this approach you may have specific control over the exact elements of data entry however, this can have additional costs associated as you will need to either get the current team to undertake this activity or hire some temporary workers to manage the data entry.

The volume of the migration can make a big difference. Setting boundaries of time frames – such as only candidates from the last two years – can help reduce data volumes whilst going through the cleaning process. Taking a practical, process-driven approach – to add filters – will help keep the data clean.

Start the Synchronisation

On an ongoing basis, whether you initially choose manual entry or not, you need to make sure that people follow the same process. To attain clean data in the long term, outline strict guidelines at the start of the process and engage with team members to ensure all criteria are met when inputting and amending. Unfortunately, there is no one-switch approach to transform ‘messy’ data into clean data. What may seem like an obvious point when inputting a piece of data – for example using upper or lower case for company names – may be forgotten or ignored by manic recruiters busy on the road. Look at what data is required to make a candidate profile: name, age, address, mobile number etc. This may all seem obvious but can easily be overlooked. Completing the same fields, in the same way, will keep the data clean.

Ensure the team members using the database have a sense of diligence and ownership when handling data in the system; cutting corners isn’t an option when it comes to data.

Get Your Data Geek On

Provide the team with some data. Dashboards are a quick, hassle-free and engaging way to get your recruitment team members on board with keeping to the clean data ‘mantra’. With fast access to valuable insight they may have been unable to access before, recruiters quickly realise that investing in clean data management will be investing in themselves.

cube19 works in partnership with us to help recruitment companies improve data quality, increase revenue, scale efficiently and motivate teams.

Live Webinar: Increase Net Fee Income by 24% – by improving your Data Quality

January 13, 2016/0 Comments/in Blog | Adapt /by Shane Wheeler

The start of a new year is a great time to think about the future. The future of your recruitment company. When you want to accurately forecast revenue, then plan the activities that lead to that revenue, and set targets to ensure you get there — you’ll need great data.

Great data is the first step on the road to Predictive Analytics – so this free webinar with cube19 will help teach you how to improve your data quality, and increase your employees’ usage of Bond Adapt.

This webinar will cover:

Quick tips to assess your level of data quality
How to quickly improve your data quality
What does the road to data-driven decision making look like?
A vision of what you could do with predictive analytics – once you’ve got the data to forecast

This is a completed webinar. Please click here to view the recording.

Subject: Increase Net Fee Income by 24% and get ready for Predictive Analytics – by improving your Data Quality

Date: Thursday 4th February

Time: 3 pm (UTC – London)

About the speakers:

Joe McGuire

Joe has spent more than 11 years in the recruitment industry seeking out innovative technologies that improve recruiter productivity and company profitability. Starting out as a recruiter, Joe went on to play a key part in the sales success of Broadbean and now works with cube19’s customers to help them to accelerate growth across the globe.

David Booth

With 15+ years of experience in B2B sales, marketing, and startups, David is the former CEO of ZeroTurnaround and a mentor at European startup accelerators. He has raised VC and angel investment, built inbound marketing and inside sales teams, and now focuses on rapid growth, scalability, and the factors affecting funnel metrics, conversion rates, and churn.

About cube19:

cube19 is an Adapt partner and the #1 business intelligence and performance management solution for recruitment companies.

cube19 provides recruitment-specific analytics, business intelligence, reporting, and gamification to help recruitment companies increase revenue, scale efficiently, and motivate teams.

5 Tips for Making a Recruitment Agency Marketing Video that Works

January 12, 2016/0 Comments/in Blog | Adapt /by Shane Wheeler

YouTube’s popularity is reflected in its more than 1 billion unique users each month, and 100 hours of video uploaded every single minute. Thanks to that vast audience pool, videos can boost company visibility and, when used correctly, be a compelling way to tell a business’s story. How can recruitment agencies create video content to market their business that stands out from the crowd and generates real value for them?

So, what makes a recruitment agency video work? Here we share our top five tips for the right approach.

Pinpoint your recruitment company’s audience and answer their questions.

Start off by surveying your recruiters and sales team about the questions they hear most frequently. Then put yourself into your ideal candidates’ and clients’ shoes and answer those questions, including the types of job placements you offer and the benefits of working with your agency.

According to Anna Wright, a social media consultant for LinkedIn, the content itself needs to remain clear and informative, staying away from a sales focus. A ‘non-salesy’ approach should be clear about what the agency does, opportunities for advancement, the types of jobs the company typically needs to fill and the desired background of candidates they’d like to hire.

Highlight your recruitment firm’s differentiators.

Your next step is pinpointing what makes your recruitment company different from the others out there. From the niche industries you specialise in to proven results, show your audience why your company should be their number one choice for recruiting. Leverage video to connect with your audience, highlight your success stories and prove the value you can offer in finding the right talent for the right job. Highlight any awards you may have won and specific industries you target.

Incorporate sound, personality and your recruitment agency’s culture.

Now that you know your audience and differentiators, it’s time to think about adding pizzazz to your content. What makes your company different? Add engaging, occasionally amusing interviews and catchy music.

Include clips of compelling interviews with top clients, successful candidates and internal employees to add personality and charm to your video.

Add interesting visuals to support your recruitment firm’s success.

You may choose to include some hard data in your marketing video, which is fine as long as you don’t let it slow down the video’s pace and energy. At points in the video where you’re offering statistics or general information, use interesting visuals, animated graphics, and presentations to support the ‘talking head’ who’s delivering your data, and your message.

Your audience doesn’t want to see one person drone on—after seeing the person who’s talking, cover what they’re saying with valuable, pertinent graphs, grids, bullet points and video. For example, if your interviewee is discussing statistics regarding the percentage of successful placements, you could show short animated graphics then return to the interview video, with the interview audio continuing throughout.

Develop a compelling story about your agency.

You may have heard the saying, ‘Facts tell, stories sell.’ This is particularly true when you’re creating your marketing video. Recruitment firms need to focus on the interesting story they can tell and who the main characters are.

If possible, focus on a successful client or candidate, or have one of your employees serve as the narrator for the video. Then, create a compelling story that connects to your target audience with energy and style.

Video content can be a powerful vehicle for getting your message out to numerous candidates and clients. When done well, video allows your recruitment agency to connect with your audience on multiple levels—a personal touch as well as statistics and data that prove your value.