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guide","link_page":null,"link_url":"#","link_style":"button--orange","link_aria":"check out guide"},"email_placeholder_text":"Enter Your Email Address","block_background":"bg-blue","block_background_video_type":"url","block_background_video_url":"","block_background_video_file":false,"block_background_image":false,"block_background_overlay":false,"unique_id":"","block_option_custom_class":"","block_animate":false,"block_option_padding":[],"block_option_hide":[],"bg_lower_slant_color":""},{"acf_fc_layout":"card-grid","block_title":"Forward together with Bullhorn - here\u2019s how","block_aria":"","block_subtitle":"","background_shape":"","background_shape_position":"left","parallax_fx":false,"title_position":"top","cards_bg_color":"bg-white","cards_border":false,"cards_per_row":"4","cards":[{"icon":"","icon_color":"green","line_title_with_icon":false,"inline_title":"","content":"<p><img decoding=\"async\" style=\"max-width: 150px; margin-top: -60px;\" src=\"https:\/\/www.bullhorn.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/01\/Forward-Together_Pillar-Icons_Teams-you-can-trust.png\" \/><\/p>\n<h4 style=\"color: #1b5884;\">A team you can trust<\/h4>\n<p>Bullhorn&#8217;s dedicated global team is focused on understanding the needs of your business to help you see results quickly and position you for long-term success.<\/p>\n<p><a class=\"button button--yellow\" href=\"https:\/\/www.bullhorn.com\/uk\/forward-together\/#teams\">Meet our teams<\/a><\/p>\n"},{"icon":"","icon_color":"green","line_title_with_icon":false,"inline_title":"","content":"<p><img decoding=\"async\" style=\"max-width: 150px; margin-top: -60px;\" src=\"https:\/\/www.bullhorn.com\/de\/wp-content\/uploads\/sites\/7\/2024\/01\/Forward-Together_Pillar-Icons_Smart-Solutions-1.png\" \/><\/p>\n<h4 style=\"color: #1b5884;\">Smart solutions<\/h4>\n<p>Bullhorn\u2019s solutions and open ecosystem allow you to differentiate your business by providing clients and talent with greater speed, increased flexibility, and a higher quality of service.<\/p>\n<p><a class=\"button button--yellow\" href=\"https:\/\/www.bullhorn.com\/uk\/forward-together\/#teams2\">Start working smarter<\/a><\/p>\n"},{"icon":"","icon_color":"green","line_title_with_icon":false,"inline_title":"","content":"<p><img decoding=\"async\" style=\"max-width: 170px; margin-top: -60px;\" src=\"https:\/\/www.bullhorn.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/01\/Forward-Together_Pillar-Icons_Proven-playbooks.png\" \/><\/p>\n<h4 style=\"color: #1b5884;\">Proven playbooks<\/h4>\n<p>With deep knowledge of the recruitment industry, Bullhorn shares best practices for using our solutions to engage talent in the right way at the right time, differentiate your agency to clients, and measure your success.<\/p>\n<p><a class=\"button button--yellow\" href=\"https:\/\/www.bullhorn.com\/uk\/forward-together\/#playbooks\">Get the playbooks<\/a><\/p>\n"}],"block_background":"bg-gray","block_background_video_type":"url","block_background_video_url":"","block_background_video_file":false,"block_background_image":false,"block_background_overlay":false,"unique_id":"","block_option_custom_class":"","block_animate":true,"block_option_padding":[],"block_option_hide":[],"bg_lower_slant_color":""},{"acf_fc_layout":"related-posts","title":"Related Resources","archive":"","posts":[{"ID":79823,"post_author":"456","post_date":"2024-08-16 09:00:17","post_date_gmt":"2024-08-16 08:00:17","post_content":"<span style=\"font-weight: 400;\">In the constant evolution and fluctuation of the recruitment industry, maintaining high performance and productivity can pose a challenge. In a recent webinar hosted by Bullhorn, experts from across recruitment shared their thoughts and experiences on how to navigate these challenges \u2013 especially with the help of technology. Read on for their insights on how to foster a culture of growth and productivity.<\/span>\r\n<h3><b>The power of mindset<\/b><\/h3>\r\n<span style=\"font-weight: 400;\">\"Productivity can mean so many different things,\" said Lloyd Gordon, CEO of Focus Cloud Group, emphasising that it\u2019s about \"being close to or at your best.\" This mindset of striving towards one\u2019s best, coupled with setting and pursuing new goals consistently, is essential in a high-performance culture. Recruitment, like any other sector, demands resilience and continuous improvement. <\/span><b>\"You push yourself in order to reach that goal, and when you reach that goal, then you've got to have another goal,\"<\/b><span style=\"font-weight: 400;\"> Gordon explained.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Michelle Jones, Learning and Development Director at RBW Consulting, echoed this sentiment, noting the importance of clear roadmaps for newcomers in the industry. <\/span><b>\"It's about having a start point, but then building on it,\"<\/b><span style=\"font-weight: 400;\"> she said, stressing the need for structured growth plans to ensure employees are not overwhelmed but are steadily progressing toward their potential.<\/span>\r\n<h3><b>Diverse career paths and L&amp;D strategies<\/b><\/h3>\r\n<span style=\"font-weight: 400;\">The linear career path is slowly becoming a thing of the past in recruitment. Companies like RBW Consulting have recognised the value of offering multiple career pathways that cater to different strengths. Jones pointed out that \"sometimes the best billers are not the best leaders,\" highlighting the importance of providing options for career progression that don\u2019t necessarily involve managing a team. This approach ensures that employees can advance based on their strengths, leading to a more engaged and productive workforce.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Furthermore, Learning and Development (L&amp;D) strategies have evolved to support these diverse paths. From 90-day roadmaps to personalised development plans, the focus is on equipping employees with the skills they need to excel in their chosen direction.<\/span>\r\n<h3><b>Back to basics: the key to consistency<\/b><\/h3>\r\n<span style=\"font-weight: 400;\">Shayne Simpson, Group Managing Director of Ascent International Group, emphasised the importance of simplicity, especially during challenging times.<\/span><b> \"Stick to the basics and keep it simple,\" <\/b><span style=\"font-weight: 400;\">he advised, underlining that consistent execution of fundamental tasks is often the key to success. In recruitment, where roles vary significantly, matching people to the tasks at which they excel is crucial. Simpson noted that \"if they prefer to do it, they're probably better at it,\" highlighting the importance of task alignment in driving productivity.<\/span>\r\n<h3><b>Industry forecast: the role of data, AI, and automation<\/b><\/h3>\r\n<span style=\"font-weight: 400;\">The future of recruitment is inevitably tied to advancements in technology. <\/span><a href=\"https:\/\/www.bullhorn.com\/uk\/products\/bullhorn-analytics\/\"><span style=\"font-weight: 400;\">Data analytics<\/span><\/a><span style=\"font-weight: 400;\">, <\/span><a href=\"https:\/\/www.bullhorn.com\/uk\/products\/copilot\/\"><span style=\"font-weight: 400;\">AI<\/span><\/a><span style=\"font-weight: 400;\">, and <\/span><a href=\"https:\/\/www.bullhorn.com\/uk\/products\/recruitment-automation\/\"><span style=\"font-weight: 400;\">automation<\/span><\/a><span style=\"font-weight: 400;\"> are transforming the way businesses operate, providing new tools to enhance productivity and decision-making. \"One of the things we have to do as leaders is try and create and foster a culture of productivity,\" said James Osborne, co-founder of The Recruitment Network. With the right tools, companies can better manage their workflows, ensuring that every team member is working efficiently and effectively.<\/span>\r\n<h3><b>Technology in learning and development<\/b><\/h3>\r\n<span style=\"font-weight: 400;\">Technology is not just reshaping recruitment processes but also how companies approach Learning and Development. The integration of digital tools into L&amp;D programs allows for more personalised and scalable training solutions, which are essential in today\u2019s fast-paced environment. These tools make it possible to deliver customised learning experiences that can adapt to the needs of each employee, ensuring that they acquire the skills necessary to thrive in their roles.<\/span>\r\n<h3><b>Business development: the key to growth<\/b><\/h3>\r\n<span style=\"font-weight: 400;\">As automation handles more of the routine tasks in recruitment, it frees up recruiters to focus on what really drives growth: <\/span><a href=\"https:\/\/www.bullhorn.com\/uk\/win-new-business-guide\/\"><span style=\"font-weight: 400;\">business development<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><b> \"Automation allows our teams to spend less time on repetitive tasks and more time on strategic activities,\" <\/b><span style=\"font-weight: 400;\">noted Shayne Simpson. This shift enables recruitment professionals to dedicate more energy to building relationships, identifying new opportunities, and closing deals.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">James Osborne emphasised the importance of fostering a culture where Business development is a priority. \"We need to ensure that our teams understand the value of business development,\" he said, \"because it\u2019s the lifeblood of any recruitment business.\" As recruitment agencies increasingly leverage technology to optimise their operations, the role of business development becomes even more critical, ensuring that growth is sustainable and aligned with market demands.<\/span>\r\n<h3><b>The debate on KPIs<\/b><\/h3>\r\n<span style=\"font-weight: 400;\">A debate in the recruitment industry revolves around the use of Key Performance Indicators (KPIs). While some see them as essential for tracking progress and ensuring accountability, others argue they can be restrictive and demotivating. In the discussion, it was evident that the effectiveness of KPIs depends on how they are implemented. They should be flexible and aligned with individual career paths and company goals, rather than being one-size-fits-all metrics.<\/span>\r\n<h3><b>Embracing change for future growth<\/b><\/h3>\r\n<span style=\"font-weight: 400;\">The recruitment industry is at a crossroads, where traditional methods are being challenged by new technologies and approaches. However, the essence of success remains the same: consistent execution of fundamentals, a strong focus on personal and professional growth, and the ability to adapt to changing circumstances.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">By leveraging the latest technology, embracing diverse career paths, and fostering a mindset of continuous improvement, recruitment leaders can navigate the complexities of the industry and drive their teams toward sustained success. The insights shared by industry leaders in this discussion provide a roadmap for those looking to thrive in an ever-evolving landscape.<\/span>\r\n\r\n<hr \/>\r\n\r\n<i><span style=\"font-weight: 400;\">If you want to learn more about how to use business intelligence and automation to grow your recruitment agency, <\/span><\/i><a href=\"https:\/\/www.bullhorn.com\/uk\/events\/recruit-smarter-and-turn-your-crm-into-a-profit-machine-in-2024\/\"><i><span style=\"font-weight: 400;\">sign up for our webinar \u2018Top metrics every growing agency should track (and how to improve them) here<\/span><\/i><\/a><i><span style=\"font-weight: 400;\">\u2019.\u00a0<\/span><\/i>","post_title":"Creating a culture of productivity: Insights from recruitment experts","post_excerpt":"","post_status":"publish","comment_status":"closed","ping_status":"closed","post_password":"","post_name":"creating-a-culture-of-productivity-insights-from-recruitment-experts","to_ping":"","pinged":"","post_modified":"2024-08-15 22:24:20","post_modified_gmt":"2024-08-15 21:24:20","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.bullhorn.com\/uk\/?p=79823","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":79801,"post_author":"430","post_date":"2024-08-07 13:40:25","post_date_gmt":"2024-08-07 12:40:25","post_content":"Understanding your business is key to running it. Without data, analytics, and insights to guide your decisions, you run the risk of flying blind.\r\n\r\nBut leveraging analytics tools like <a href=\"https:\/\/www.bullhorn.com\/uk\/products\/bullhorn-analytics\/\" target=\"_blank\" rel=\"noopener\">Bullhorn Analytics<\/a> is often easier said than done. Driving adoption, knowing which metrics and KPIs to track, and understanding how best to leverage your data all pose challenges to anyone looking to make the most of best-in-class reporting tools.\r\n\r\nTo swap tips and tricks, share best practices, and find new ways to best use Bullhorn Analytics, we gathered together recruitment leaders and Bullhorn customers at our very first Analytics User Group in London.\r\n\r\nBelow, check out six ways these experts have found success with Bullhorn Analytics to drive their businesses forward.\r\n<h3>\r\n<strong>1. Ensure new tools are embraced by demonstrating their clear benefits.<\/strong><\/h3>\r\n\u201cThe best way to get started is to ask the consultant what they want to see,\u201d said Andy Clarke, PRG, in our opening panel. \u201cWe track some KPIs because senior managers like to see them, and we replicate them in analytics. We evolved from there so managers can see what they want to see.\u201d\r\n\r\n\u201cKeep it simple,\u201d added Shayne Simpson, Ascent Group. \u201cDo something small that fits your needs in your business. Look at the core things you want to look at from a business and slowly build up.\u201d\r\n<h3>\r\n<b>2. Avoid unnecessary KPIs and focus on meaningful metrics.<\/b><\/h3>\r\nOur panelists recommended starting off by determining what\u2019s important to your business, and letting those priorities guide your strategy, without getting distracted by vanity metrics. \u201cTrack everything, but have certain metrics as a priority,\u201d said Michelle Jones, RBW Consulting.\r\n\r\nFor Jones, tracking CV sends for individuals has been a useful KPI. \u201cFor example, If you take 20 CVs to fill a job, then that\u2019s your target,\u201d she said. \u201cConsultants have come to us and said, \u2018Analytics has made my job so much easier. Don\u2019t ever take it away.\u2019\u201d\r\n<h3>\r\n<strong>3. Tailor dashboards and insights to individual and business needs.<\/strong><\/h3>\r\nBullhorn Analytics is incredibly customisable \u2013 so make sure to tailor it to your needs. \u201cWe have a cool dashboard where we can drill down but also zoom out and see what\u2019s actually happening in the business,\u201d said Simpson. \u201cAre things up or down? Are people still bought in?\u201d\r\n\r\nLizzi Scott, Goodman Masson, suggests using heat maps to better determine and focus on geographies that drive success: \u201cLet\u2019s see where we get the most placements, focus there, and build things out.\u201d\r\n<h3>\r\n<strong>4. Leverage leaderboards, gamification, and friendly competition.<\/strong><\/h3>\r\nAnalytics allows your users to see what actions your best biller is taking so others can mirror their best practices; often, your best biller is the best user of the system. Leaderboards also encourage recruiters to stay \u201con it,\u201d as our panelists said, and achieve more.\r\n\r\nWe have rules around engagement,\u201d added Jones. \u201cIf someone, for example, hasn\u2019t spoken to a candidate for 18 months, they will be automatically flagged to become lapsed, consultants will be notified and encouraged to contact them. That encourages better usage of Bullhorn Analytics to identify these candidates and get in touch.\r\n<h3>\r\n<strong>5. Use data to enhance client interactions.<\/strong><\/h3>\r\nAnalytics provides accurate, real-time data to help you find and build the most value for your clients. For example, Scott and her team use the slice-and-dice feature to identify promising cross-selling opportunities. \u201cEach consultant has a slice-and-dice report for jobs and placements,\u201d she said. \u201dIt runs every week so we can see what activity we have with people.\u201d\r\n\r\nData can also help you better position yourself with clients. For example, if a client asks you how many interviews they\u2019ve had and you can tell them straight away, you\u2019re proving your value.\r\n<h3>\r\n<strong>6. Ensure they have the best data and incentivising recruiters to log everything.<\/strong><\/h3>\r\nBullhorn Analytics functions its best when it\u2019s built upon a foundation of clean, accurate data. \u201cWe use the classic \u2018If it\u2019s not in the system, it never happened,\u2019 adage,\u201d said Dominic Mitchell, RBW Consulting. \u201cAnalytics allows us to have conversations and build on real facts. We have gained a lot more trust in the data now.\u201d\r\n\r\n\u201cBullhorn is the single source of truth for us,\u201d added Simon Burns, i-Pharm Consulting. \u201cIt feeds into everything. The commission calculations (via Konquest), the contractor\u2019s pay, client invoicing. We would grind to a halt if the data wasn't there, everybody grabs the information from Bullhorn.\u201d\r\n\r\n_____________________________________________________________________________________________________________________________________________________________\r\nLooking for more insights directly from Bullhorn customers? Check out <a href=\"https:\/\/www.bullhorn.com\/uk\/customer-blog\/10-uses-for-automation-that-you-can-implement-today\/\" target=\"_blank\" rel=\"noopener\">these key takeaways from our Bullhorn Automation user group<\/a>.","post_title":"6 ways recruitment experts are leveraging Bullhorn Analytics","post_excerpt":"","post_status":"publish","comment_status":"closed","ping_status":"closed","post_password":"","post_name":"6-ways-recruitment-experts-are-leveraging-bullhorn-analytics","to_ping":"","pinged":"","post_modified":"2024-08-07 13:40:25","post_modified_gmt":"2024-08-07 12:40:25","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.bullhorn.com\/uk\/?post_type=customer_blog&#038;p=79801","menu_order":0,"post_type":"customer_blog","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":79483,"post_author":"430","post_date":"2024-05-07 11:28:01","post_date_gmt":"2024-05-07 10:28:01","post_content":"Written by <a href=\"http:\/\/Connect with Holly here.\" target=\"_blank\" rel=\"noopener\">Holly Langley, Founder and Optimser, RE:STACK.<\/a>\r\n\r\nIn staffing and recruitment, your CRM is crucial for managing candidate and client interactions. However, outdated data can lead to inefficiencies and delays. A messy CRM makes tracking vacancies difficult, finding top talent challenging, and increases sorting time and back-office errors.\r\n\r\nA well-maintained CRM ensures smooth recruitment and improved business development. Top-performing agencies digitise their data, as highlighted in the 2024 Bullhorn GRID report.\r\n<a class=\"button\" href=\"https:\/\/www.bullhorn.com\/uk\/data-hygiene-guide\/\" target=\"_blank\" rel=\"noopener\">Check out the data hygiene guide<\/a>\r\nTo achieve your goals and set your consultants up for success, it's essential to clean your CRM. While it may seem daunting, I've broken down the process step by step for you so you can have a clean database in just 4 weeks:\r\n<h2><strong>Week 1: assessment and planning<\/strong><\/h2>\r\n<strong>Audit Current CRM Data:<\/strong> Commence by rigorously evaluating your current CRM setup. Sift through the existing database to pinpoint duplicate entries, outdated contacts who have left company records partial information and candidates who haven\u2019t had a note in over 3 years.\r\n\r\n<em>*Holly\u2019s Top Tip* Run each search and save the criteria as a favourite search. Any records that also fit this criteria will join the list, and you can refer back to this search at any point. When it\u2019s time to clean the data, you will know where to begin!<\/em>\r\n\r\n<strong>5 searches you should run are:<\/strong>\r\n<ol>\r\n \t<li>Vacancies open longer than 90 days<\/li>\r\n \t<li>Leads open longer than 30 days<\/li>\r\n \t<li>Candidates with no note added in the past 3 years<\/li>\r\n \t<li>Candidate with no email address and no phone number<\/li>\r\n \t<li>Contact has no email address and no phone number<\/li>\r\n<\/ol>\r\n<strong>\r\nDefine Data Standards and Protocols:<\/strong> Establish best practices for data entry, ensuring consistency and reliability across all records. Check your field mappings to see if any fields need to be made mandatory to ensure the correct data is added to the system; this really helps drive a data-first approach. You should also already have a data retention policy to govern the lifecycle of information within your CRM. Double-check that this is still up to date with legislation and relevant to your workflows.\r\n\r\n<strong>Set a goal:<\/strong> Set clear, actionable objectives for the clean-up effort, considering the size and complexity of your database. If you are using automation, the time taken for the clean-up should be significantly reduced as the system can do large amounts of it for you. Allocate time to involve your team to help them understand why you are carrying out this process and how this will improve their experience using the CRM when doing business development and finding top talent. Most importantly, you need to define what will happen to each record that needs cleaning.\r\n\r\n&nbsp;\r\n\r\n<em>*Holly\u2019s Top Tip* Make a list of the different records that need cleaning, e.g., Open leads older than 2 years, and then detail the recommended action, e.g., closing the lead. When you speak to other team members about what you will be doing and why, you will already be two steps ahead of how this process will work.<\/em>\r\n\r\n&nbsp;\r\n\r\n<strong>Approval process:<\/strong> I often encounter people who are scared to archive large amounts of data from the system. My advice is to help them understand that your business will have better results once the out-of-date records have been removed. You can always add a temporary status, e.g., \u2018to be removed\u2019, which may bridge the gap while you confirm system archiving from those not 100% sure.\r\n<h2>Week 2: data cleansing and de-duplication<\/h2>\r\n<strong>Remove Duplicate Records:<\/strong> Bullhorn Automation automatically provides you with an exportable of your duplicate records. If you don\u2019t have access to Bullhorn Automation make sure your team are trained on how to report a duplicate record so it can be merged accordingly.\r\n\r\n<strong>Remove outdated information:<\/strong> engage with candidates to refresh their profiles, ensuring all records reflect their current details. Archive data outside its retention period or remove it if it lacks relevance to present and future recruitment activities.\r\n\r\n<strong>Action those saved lists:<\/strong> Now it\u2019s time to start cleaning up those favourite searches.\r\n\r\nDepending on the record type will determine what action you need to take, you may need to close old jobs, approve current placements or archive out-of-date clients and candidates.\r\n\r\n<em>*Holly\u2019s Top Tip* If you have a large number of lists to clean, do them gradually so it isn\u2019t too overwhelming!<\/em>\r\n\r\n&nbsp;\r\n<h2>Week 3: Process Optimisation and Automation<\/h2>\r\n<strong>Review and optimise workflows:<\/strong> Analyse and refine your current recruitment workflows and get feedback from the sales team on how the system is delivering for them. Redefine these workflows emphasising speed and simplicity to further capitalise on getting results from your CRM and supporting your recruitment consultants.\r\n\r\n<strong>Implement automation:<\/strong> Identify routine tasks that can be automated, such as sending pre-screen forms to collect information, adding relevant skills based on job title and automatically closing jobs or leads after certain time periods. Not forgetting, you can also create automated notifications and tasks to keep track of important dates, ensuring your recruitment process and compliance stay on course.\r\n\r\n<strong>Test and refine new processes:<\/strong> after implementation of any new process or automation, methodically test the new automation and workflow improvements. Request feedback from your team and tweak the CRM or process where necessary to get the desired results.\r\n\r\n&nbsp;\r\n<h2>Week 4: maintenance and future-proofing<\/h2>\r\n<strong>Develop a continuous data maintenance plan:<\/strong> Establish a regular cycle for data quality audits so that CRM maintenance becomes an ingrained, ongoing practice rather than an annual chore.\r\n\r\n<strong>Train the team on best practices:<\/strong> Ensure your team is well-versed in the new standards and processes. Encourage an environment where data quality is everyone\u2019s responsibility, fostering a shared commitment to maintaining a pristine CRM.\r\n\r\n<strong>Evaluate the cleanup and plan ahead:<\/strong> Review the progress made against your initial goals and address any outstanding concerns. Discuss strategies to keep your CRM at the core of recruitment technology and processes.\r\n\r\nBy following these steps, you will not only clean your CRM but also pave the way for a more streamlined and profitable recruitment process. But remember, the journey doesn't end here, continue to foster the culture of proactive CRM maintenance so your team can see ongoing benefits.\r\n\r\nWant to learn more about making the most of recruitment technology? Connect with Holly here.\r\n\r\n&nbsp;\r\n\r\n<a class=\"button\" href=\"https:\/\/www.bullhorn.com\/uk\/data-hygiene-guide\/\" target=\"_blank\" rel=\"noopener\">Check out the data hygiene guide<\/a>\r\n\r\n&nbsp;","post_title":"Clear the path to success: clean your recruitment CRM within 30 days","post_excerpt":"","post_status":"publish","comment_status":"closed","ping_status":"closed","post_password":"","post_name":"clear-the-path-to-success-clean-your-recruitment-crm-within-30-days","to_ping":"","pinged":"","post_modified":"2024-05-11 18:50:03","post_modified_gmt":"2024-05-11 17:50:03","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.bullhorn.com\/uk\/?p=79483","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":77062,"post_author":"462","post_date":"2023-07-31 09:00:06","post_date_gmt":"2023-07-31 08:00:06","post_content":"Change isn\u2019t something that comes particularly naturally to us humans. We\u2019ve evolved to prefer the familiar and the safe. Change represents risk, so why, our brains often ask us, should we bother with it at all?\r\n\r\nBut our modern world increasingly demands change, particularly in the highly competitive world of recruitment. With technology evolving at light speed, to stand still is to go backward. The harsh reality is that if your company continues to stubbornly cling to what it knows, it won\u2019t be around for long.\r\n\r\nChange is a part of life. It\u2019s important that you not only get comfortable with it but that you approach it in the right way. It\u2019s important that you\u00a0<em>manage\u00a0<\/em>the change.\r\n\r\nIn this three-part blog series, we\u2019ll be taking a look at the role of change management in tech adoption. We\u2019ll take a closer look at tech adoption strategies, and the basic change management processes that help to facilitate this adoption.\r\n\r\nBut we\u2019ll begin the series on a slightly different note. Before we understand how to manage change well, let\u2019s first take a look at the three most common failures in change management, and how to avoid them.\r\n<h2>Failure 1: Choosing the wrong vendor<\/h2>\r\nMany problems in tech implementation stem from choosing the wrong technology vendor. This should be seen not as a buyer and seller relationship, but as a partnership. If your vendor doesn\u2019t understand what you need in a solution, doesn\u2019t set proper expectations, and doesn\u2019t align the features and capabilities of the solution with your specific requirements, you\u2019re destined to fail.\r\n\r\n\u201cIf you don't have a list of requirements that you expect from a vendor, or if your expectations go uncommunicated, your implementation will fail every time,\u201d says Lauren Jones, Founder of Leap Consulting Solutions. \u201cYou need to understand exactly what their processes are, what their resources are, and what their time frame is. If they can\u2019t answer these questions, you should take it as a warning sign.\u201d\r\n\r\nThe implementation promises are nearly as important as the technology itself. It might be a great technology, but if you can't implement it, or if you don't have a mature plan, the software is destined to become shelfware.\r\n\r\n<strong>How do you choose the right vendor? Begin by asking the right questions:<\/strong>\r\n<ul>\r\n \t<li>What does service and support look like, not just today, but into the future?<\/li>\r\n \t<li>What is the implementation plan and timeframe? (A vendor might advertise that they can get the solution up and running in 90 days\u2026 but then they might add that they can only start the process in four months\u2019 time.)<\/li>\r\n \t<li>What training materials and support do you provide?<\/li>\r\n \t<li>What does your escalation path look like? If something goes sideways, who do I call?<\/li>\r\n \t<li>Will it integrate? (There\u2019s no transformation without integration, so will the solution work with my current tools?)<\/li>\r\n<\/ul>\r\nWhile the perspective of every stakeholder is important, the one that carries the most weight should be that of the end user. Look at the tech from the point of view of those using it, and the experience that it delivers them, be they a recruiter, an executive, a candidate, a client, or anyone else.\r\n<h2>Failure 2: Breakdowns in communication<\/h2>\r\n<strong>FACT: 57% of implementation failures happen because of a breakdown in communication. Whether you succumb to these odds or beat them will depend on the communication approach you take.<\/strong>\r\n\r\n\u201cPeople are inherently afraid of change \u2013 it\u2019s human nature,\u201d explains Jones. \u201cIf you combine that with a lack of communication, you're going to have more resistance than you would otherwise.\u201d\r\n\r\nAdvise your team of upcoming changes\u00a0<strong>at least<\/strong>\u00a0a month in advance. This initial communication is a great way to find out who's excited about the change and to help these individuals become evangelists.\r\n\r\nWhen building a communication plan, think about how you\u2019ll get everybody involved in the process. Not just users, but senior executives, team leaders, and other stakeholders who will see change. Allow them to articulate their thoughts and concerns.\r\n\r\nIt\u2019s important to elicit opinions, which can reassure your team that they\u2019re being listened to. The truth is that you may already have a technology selected for implementation, but holding a meeting and asking \u2018what are your current impediments to success?\u2019 can help your team:\r\n<ul>\r\n \t<li>realise there\u2019s a need for change, and<\/li>\r\n \t<li>feel listened to.<\/li>\r\n<\/ul>\r\nYou can then present the new technology as a solution to their problem.\r\n\r\nFocus on the opportunities and success this change will deliver. What\u2019s in it for the stakeholders? How will they be successful? How will we measure that success? It\u2019s not just a case of saying \u2018this change is coming\u2019, but rather \u2018this change is coming,\u00a0<em>and this is what's in it for you<\/em>. This is how we're going to track your success. This is how it's going to be meaningful.' This helps you to allay fears and demonstrate how this change will help your team reach the goals they\u2019re pursuing.\r\n\r\n\u201cIn my experience, if people understand the change and how they will personally benefit from it, it's rare that they will resist it,\u201d Maurice Fuller, Founder of Staffing Tech, confirms.\r\n\r\nIf you start the communication early, you own the narrative. <strong>Rather than just throwing a new solution over the fence and hoping that people latch on to it, you get to craft a message that ensures people will be excited by the tech.<\/strong>\r\n\r\nRemember, too, that different stakeholders will have different motivations. Take a marketing mindset, and send communications based on personas. The motivations of your recruiters will be vastly different from the motivations of your admin staff. Create personas for each department or each type of worker, and craft individual communications that speak to what motivates them.\r\n<h2>Failure 3: An insufficient budget<\/h2>\r\nCompanies only allocate an average of 5% of the system implementation budget to change management efforts. \u2018That sounds reasonable', you might argue. But when you think about it, that means that only 5% of the budget is being put aside to ensure the implementation is successful.\r\n\r\nIt\u2019s little wonder that an estimated\u00a0<strong>70%<\/strong>\u00a0of change initiatives fail.\r\n\r\n\u201cI get a little mad,\u201d Jones admits. \u201cYou spend all this money, time, and effort finding something that you feel will have an impact, and then you don\u2019t put the same effort into its delivery. You can\u2019t take a \u2018one and done\u2019 attitude to implementation \u2013 realising your investment is an ongoing process that demands investment itself.\u201d\r\n\r\nAlign the objectives of the technology with actual business goals \u2013 new technology is a financial investment in the business, after all. From a CFO\/CEO\/shareholder perspective, you're using capital to make an investment in the business, and these parties are expecting a certain level of financial return from this investment.\r\n\r\nTo understand not just the likely ROI, but the size of the initial investment, you need to consider the resources it will take to both get you to the starting line and allow you to optimise the solution going forward, to the point where it delivers real returns. Few, if any, technology investments are static. They grow and develop as you grow and develop, so you need to continually invest in them if you are to get all that you can out of them.\r\n\r\n\u201cIt's also about measuring the right things, which allows you to go back to the CFO and the CEO and point out your successes,\u201d says Fuller. \u201cShow the return on investment, even if it\u2019s not measured in dollars just yet.\u201d\r\n\r\nDo this successfully, and the C-suite will be far more likely to find more capital for more technology investments.\r\n<h3><strong>Learning from failure<\/strong><\/h3>\r\nThe final word on change management failure is left to Jones, who raises a slightly contradictory yet excellent point: often, change management failure can be <em>good<\/em>.\r\n\r\n<strong>\u201cDon\u2019t have a fear of failure. I learn far more from falling on my face than I do when everything goes exactly as planned. It\u2019s OK to fail\u2026 just not over and over and over again.\u201d<\/strong>\r\n\r\nNow that we\u2019ve learned how to avoid the most common change management issues and tossed the fear of failure to one side,\u00a0<a href=\"https:\/\/www.bullhorn.com\/blog\/smart-change-management-strategies-for-tech-adoption\/\" target=\"_blank\" rel=\"noopener\">it\u2019s time to look at the process of tech adoption.<\/a>\u00a0Join us for blog two of this three-part series, where we\u2019ll take a closer look at how to use change management strategies to successfully adopt new tech.\r\n\r\n&nbsp;\r\n\r\n<a href=\"https:\/\/www.bullhorn.com\/your-guide-to-leading-through-uncertainty\/\"><img class=\"aligncenter size-full wp-image-77105\" src=\"https:\/\/www.bullhorn.com\/uk\/wp-content\/uploads\/sites\/2\/2023\/07\/Blog-footer-Thrive_In_Uncertain_Economy_eBook_Assets_2023_1200x200_V2.png\" alt=\"\" width=\"1200\" height=\"200\" \/><\/a>","post_title":"The 3 most common reasons for change management failure","post_excerpt":"Take a look at the three most common failures in change management and how to avoid them in part one of our three-part series.","post_status":"publish","comment_status":"closed","ping_status":"closed","post_password":"","post_name":"the-3-most-common-reasons-for-change-management-failure","to_ping":"","pinged":"","post_modified":"2023-08-16 21:22:58","post_modified_gmt":"2023-08-16 20:22:58","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.bullhorn.com\/uk\/?p=77062","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":77077,"post_author":"456","post_date":"2023-08-04 09:00:41","post_date_gmt":"2023-08-04 08:00:41","post_content":"<span style=\"font-weight: 400;\">Welcome to the final piece in our three-part series on change management and how it relates to the adoption of new recruitment tech.<\/span>\r\n\r\n<a href=\"https:\/\/www.bullhorn.com\/uk\/blog\/the-3-most-common-reasons-for-change-management-failure\/\"><span style=\"font-weight: 400;\">In part one<\/span><\/a><span style=\"font-weight: 400;\">, we looked at the three most common change management failures: vendor choice, communication, and budget. <\/span><a href=\"https:\/\/www.bullhorn.com\/uk\/blog\/smart-change-management-strategies-for-tech-adoption\/\"><span style=\"font-weight: 400;\">In part two<\/span><\/a><span style=\"font-weight: 400;\">, we looked at the main factors that contributed to successful tech adoption and how clever change management strategies could expedite the process.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Thus, having laid the groundwork, it\u2019s now time to drill down on the process of change itself. And you might be surprised at just how simple this seemingly intimidating prospect can be.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">The change management process can be defined in many ways, but these four steps are a great way to get started.<\/span>\r\n<h2>Step 1: Awareness<\/h2>\r\n<span style=\"font-weight: 400;\">Your first job: light up the darkness. Change is scary because of the unknowns. By explaining exactly what the change looks like, how it will come about, and the ultimate impact it\u2019ll have on the lives of stakeholders, you\u2019ll be far more likely to gain the acceptance \u2013 and perhaps even the excitement \u2013 of your team.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Be clear about the who, what, when, where, why, and how of the coming change. Your executives can play a critical role in this early success by evangelising the message internally.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">\u201cCreate a sense of urgency, build a coalition, enlist some evangelical foot soldiers, get everybody behind you, and form that strategic vision based on the <\/span><i><span style=\"font-weight: 400;\">why<\/span><\/i><span style=\"font-weight: 400;\">,\u201d says Lauren Jones, Founder of Leap Consulting Solutions.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">\u201cI found that when people understand how they're going to benefit from technology, they're more receptive to it,\u201d adds Maurice Fuller, Founder of Staffing Tech. \u201cIf we can show them how they personally benefit, whether manager, user, or executive, if we speak their language and show them the returns, they're more likely to buy into it. It's that upfront communication that matters.\u201d<\/span>\r\n<h2>Step 2: Adoption<\/h2>\r\n<span style=\"font-weight: 400;\">Building up a good level of awareness about the change will see you removing a large barrier to the adoption of new tech, but it won\u2019t be the last, and it\u2019s important to identify as many of these barriers as you can as early as you can.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">\u201cSometimes we encounter unexpected barriers along the way, whether technical barriers, people problems, or integration issues,\u201d Fuller continues. \u201cIdentify as much as possible upfront so there are fewer surprises down the track.\u201d<\/span>\r\n\r\n<span style=\"font-weight: 400;\">When the surprises inevitably do come, this homework will help to navigate them, as you\u2019ll already have a number of mitigation strategies and solutions at your disposal. By preparing for the foreseeable, you become more prepared for the unforeseeable; you\u2019ve thought about how you\u2019re going to respond in a sticky situation and can therefore handle surprises better.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Whether they relate to finances, people, or the technology itself, issues will happen, so you need a structured plan to deal with them. Consider holding a weekly \u2018defect call\u2019 that lays all the current issues out on the table for people to solve or forming a team of bright minds tasked with solving adoption problems as they arise.<\/span>\r\n<h2>Step 3: Continued advocacy<\/h2>\r\n<span style=\"font-weight: 400;\">Technology is rarely, if ever, a one-time investment. If a solution is to be successfully adopted, you need to train your staff on maximising their use of the tool and advocate for the technology by incentivising and celebrating its adoption.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">\u201cOften companies underinvest in training, but I have always pushed to purchase and acquire more training than we think is necessary,\u201d Fuller explains. \u201cThis has always paid off because training is a high ROI investment. Commit to offering different types of training: videos, articles, how-tos, PDFs.\u201d<\/span>\r\n\r\n<span style=\"font-weight: 400;\">The two departments that get hit first during a downturn are inevitably marketing and <\/span><span style=\"font-weight: 400;\">training<\/span><span style=\"font-weight: 400;\">, but the fact is that these are two of your most valuable divisions in such times, as they form the foundations of long-term success. A downturn is also a great time for training and marketing because you actually have time to focus on these critical \u2013 but often deprioritised \u2013 tasks.<\/span>\r\n\r\n<strong>\u201cIt\u2019s like a boat in a storm,\u201d says Fuller. \u201cWhen business is good, the wind is gusting, and you\u2019re going places. During a downturn, you have an opportunity to fix the sails, patch the leaks, and make sure everything's in good shape for the next uptick in business.\u201d<\/strong>\r\n\r\n<span style=\"font-weight: 400;\">The point of advocacy is to sustain the change. While it\u2019s great if it is, you can\u2019t expect adoption to be 100% organic, to continue to roll on under its own steam. You need to push it forward with training and incentivisation.<\/span>\r\n<h2>Step 4: Product optimisation<\/h2>\r\n<span style=\"font-weight: 400;\">So you\u2019ve successfully adopted a new piece of technology across your organisation. You\u2019ve reached the finish line, right? Well,<\/span><i><span style=\"font-weight: 400;\"> no<\/span><\/i><span style=\"font-weight: 400;\">.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Any piece of technology worth its salt will have the ability to evolve in line with your organisation. Just as your business grows and changes, so too should your solution. Optimisation is an ongoing (and ideally never-ending) process.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Bring a structured approach to continuous improvement. Create a plan to identify bottlenecks and to understand what's happening next. <\/span><a href=\"https:\/\/www.bullhorn.com\/resources\/10-kpis-united-staffing-firms-use-to-run-their-business\/\"><span style=\"font-weight: 400;\">Track your performance through KPIs<\/span><\/a><span style=\"font-weight: 400;\">: know what you\u2019re measuring, how you\u2019re measuring it, and how frequently those measurements are taken. Ideally, you\u2019ll use the same agile approach in optimising the solution that the developer used in its creation.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Change isn\u2019t something that comes naturally to people, but the demands of modern recruitment mean that you can no longer afford to sit in your comfortable corner. Success demands that your agency undergo a continuous and technology-driven evolution, which can only be possible with clever change management.<\/span>\r\n\r\n&nbsp;\r\n\r\n<a href=\"https:\/\/www.bullhorn.com\/your-guide-to-leading-through-uncertainty\/\"><img class=\"aligncenter size-full wp-image-77105\" src=\"https:\/\/www.bullhorn.com\/uk\/wp-content\/uploads\/sites\/2\/2023\/07\/Blog-footer-Thrive_In_Uncertain_Economy_eBook_Assets_2023_1200x200_V2.png\" alt=\"\" width=\"1200\" height=\"200\" \/><\/a>","post_title":"The 4-step process that delivers effective change management","post_excerpt":"The change management process can be defined in many ways, but these four steps are a great way to get started.","post_status":"publish","comment_status":"closed","ping_status":"closed","post_password":"","post_name":"the-4-step-process-that-delivers-effective-change-management-2","to_ping":"","pinged":"","post_modified":"2023-09-18 08:27:31","post_modified_gmt":"2023-09-18 07:27:31","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.bullhorn.com\/uk\/?p=77077","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"block_background":"bg-gray","block_background_video_type":"url","block_background_video_url":"","block_background_video_file":false,"block_background_image":false,"block_background_overlay":false,"unique_id":"","block_option_custom_class":"","block_option_padding":[],"block_option_hide":[]}],"_links":{"self":[{"href":"https:\/\/www.bullhorn.com\/uk\/wp-json\/wp\/v2\/pages\/79884","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.bullhorn.com\/uk\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/www.bullhorn.com\/uk\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/www.bullhorn.com\/uk\/wp-json\/wp\/v2\/users\/403"}],"replies":[{"embeddable":true,"href":"https:\/\/www.bullhorn.com\/uk\/wp-json\/wp\/v2\/comments?post=79884"}],"version-history":[{"count":5,"href":"https:\/\/www.bullhorn.com\/uk\/wp-json\/wp\/v2\/pages\/79884\/revisions"}],"predecessor-version":[{"id":80008,"href":"https:\/\/www.bullhorn.com\/uk\/wp-json\/wp\/v2\/pages\/79884\/revisions\/80008"}],"wp:attachment":[{"href":"https:\/\/www.bullhorn.com\/uk\/wp-json\/wp\/v2\/media?parent=79884"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}