I’ve been finding myself saying recently “2015 is the year
of the CRM”
Every recruitment leader I speak to at the moment has:
- The right people on place (or is getting there)
- Their offering is refined
- They are not talking about recession
Many of my clients are using language like:
- “In my day I had a 15 point list of what I needed to do to make a placement”
- “There’s too much tech in my business”
- “When did it become ok to leave work at 5:30 and not hit target?”
Option Paralysis
I’ve written and spoken before about option paralysis and
how many recruiters have so much access to tech that the process has totally
broken down.
Systems: LinkedIn, LinkedIn Recruiter, Twitter, Job Boards, CRM,
websites, etc…
Process: sourcing, posting, raising profile, managing groups
and communities, calls, emails, sms, calls
Tech: mobiles, laptops, tablets
If your recruiters are not saying it, their thinking it –
“Stop the bus”
The younger ones think this is normal (bless them!) The
older ones are wondering when in the hell their job became like this.
Rush Jobs and Creeps
Plus a recruiter’s typical eagerness to please unhappy
clients is manifesting itself is a more rushed process (bad adverts reverse
spamming themselves poor applications) and wasp chewing (clients not being
culled even if they take too long to offer a top candidate, or they give your
role to other “better value” recruiters.)
The industry doesn’t say “no” enough and is frightened to market who
they are working for.
Too Many Systems, Not Enough Process
I still meet recruiters who, for all intents and purposes,
appear to have no process – but are overwhelmed in tech and this makes them
feel like they are busy.
My job is to ask questions, see how recruiters operate, what
buttons they press and when and how tech is being used in the business. The gap between the perceived process
(management) and the reality (recruiters, their clients and their talent) is
often huge.
2015 is the year of the CRM
Why am I saying this?
I think it is wood for the trees time.
I think that all of the above leads me to a conclusion that although I
am a tech geek, I am a process evangelist.
I want my recruiters to have a USP (very few have) and I want their
clients to value them. I want my clients to have an asset which attract
clients, candidates and most of all recruiters.
You value something you want but don’t have. If you place 80% of your jobs through the
talent on your own database, this is a phenomenal stat (and you need a campaign
to market this in every call you make).
If you place 80% of your jobs through your system, your clients and your
talent need you. Your clients buy your
data, and your talent buys your skill and job opportunities. What a position to be in! And what a way to attract recruiters in to
your own brand!
If you don’t know your placement through your CRM stat, find
out. If the stat is poor, create a
program to fix it!
Your 2015 Mission? To have an asset worth buying
If I owned a recruitment business I’d make it my mission in
2015 to end the year placing more candidates through my own systems than I did
in 2014. I’d hire recruiters who got
this and worked with me to build my asset and I’d nail every deal around my
ability to manage my database and delivery speedy solutions to their job
problems.
… and I’d stop selling poor adverts, access to tech and
business size – they’re not deal makers.
Lisa
Jones is a Director of Barclay Jones, a consultancy delivering business change
and improved recruiter efficiency using recruitment technology and social
media. She speaks at many recruitment industry events.
No comments:
Post a Comment