- \n
- Build or Buy<\/b> – Do you build your organisation organically or conduct an M&A strategy? What is clear is that both require a different focus than the leadership team and trying to do both will result in diluted results, when compared with those businesses that focus on just one. Fifty-nine percent say they will Build and 41% say they will Buy.<\/span><\/span><\/span><\/span><\/li>\n
- Friend or Foe<\/b> – Is the rise of staffing platforms, like Fiverr and Upwork, who offer low cost and flexible labour, a threat to traditional recruitment agencies? Upwork sales hit $1billion last year. This would make it one of the top 25 recruitment companies in the UK. \u00a0The workforce is no longer restricted to being local. These platforms enable a global workforce and they are growing rapidly because they offer a lower cost to the end client as well as convenience for both the candidate and client, with a lot of the transaction automated. Seventy-eight percent of people said they were a Friend and 22% are a Foe. it will be interesting to see how recruitment agencies will engage with these platforms in the future.<\/span><\/span><\/span><\/li>\n
- Promote or Replace <\/b>– Automation is a key technological driver to improving user experience and driving down cost. An example of this is the application process. Some agencies are using Chatbots to conduct the initial screening process. These are quick and the candidate gets an instant response, compared with current methods where applications are sometimes not even responded to. The question asked the audience to challenge their views of whether they would promote their employees or replace them as more and more automation is introduced into the recruitment life cycle. \u00a0Seventy-six percent said they would Promote and 24% said they would Replace. There is some research that suggests 65% of primary school children will be doing jobs that haven\u2019t been created yet.<\/span><\/li>\n<\/ol>\n
![\"\"](\"https:\/\/www.bullhorn.com\/uk\/wp-content\/uploads\/sites\/2\/2017\/10\/art-papas.jpg\")
\nExecutive Panel: Growth in the New Relationship Economy<\/b>
\n<\/b><\/h3>\nPeter Linas, Bullhorn’s International Managing Director, lead a panel of seasoned recruitment executives in discussing how to navigate challenges such as Brexit, GDPR, and the advent of artificial intelligence and turn these profound movements into competitive advantages.<\/span><\/p>\n
Peter Linas ran a panel to explore the New Relationship Economy and asked a number of questions:<\/span><\/p>\n
What are the challenges we face in the rec industry?<\/span><\/p>\n
How is technology innovation, for example, AI going to affect recruiting?<\/span><\/p>\n
What are the issues\/opportunities with GDPR?<\/span><\/p>\n
What are the challenges we face in the recruitment industry?<\/strong><\/h4>\n
Ejaz Ali from Kelly Group suggested that the challenge currently is to demonstrate differentiation and create loyalty. He said, \u201crecruitment has become commoditized\u201d. \u00a0Lots of recruitment technology which is accessible by internal recruiting teams, as well as staffing firms, coupled with a decrease in average fees means that recruiters need to differentiate themselves. \u00a0<\/span><\/p>\n
\u201cWe need to have an authentic relationship with customers. \u00a0You need to give them an experience that they want to have.\u201d<\/span><\/p>\n
Darren Weeks from aap3 told us that the challenge is how his business works with customers. They are working with customers to help them understand their approach and process. \u00a0He said that customers have so much choice on what they do and how they do it. \u201cThe key is to help your customer understand you.\u201d<\/span><\/p>\n
Dennis van Weeran from Vibe caught everyone\u2019s attention with the statement, \u201cThe biggest challenge is getting recruiters to use the phone more effectively\u2026 It\u2019s still a people game\u201d.<\/span><\/p>\n
Peter Linas:<\/strong> \u201cI\u00a0think that we should use technology to help our recruiters to spend more time on the phone.\u201d<\/span><\/p>\n
How can we create more loyalty?<\/strong><\/p>\n
Bradley Lewington of Spencer Ogden talked about \u201cmaking relationships sticky\u201d.<\/span><\/p>\n
\u201cAs a recruitment company, you need to be thinking about what you are offering your candidates. What can you offer to make clients\u2019 lives easier? \u00a0How can you help them speed up their recruitment process?\u201d \u00a0And he talked about how it\u2019s crucial to think about what would make it easier for you to make your staff\u2019s jobs easier.<\/span><\/p>\n
Is Technology Replacing Recruiters?<\/strong><\/p>\n
How did the panel feel about the notion of tech and robots replacing recruiters? They all agreed, with\u00a0<\/span>lots of nods from the audience, that technology should help enable recruiters. It should help, for example, recruiters to get on the phone more and meet with their clients. \u00a0The relationship economy needs recruiters to build relationships, and humans, coupled with innovative tech, are needed for this vital process.<\/span><\/p>\n
Peter:<\/strong> \u201cTechnology is an accelerator, not a replacer\u201d<\/span><\/p>\n
Considering that so much of a recruiter\u2019s day is around phone time, it was interesting to see that very few recruiters are currently integrating telephony with CRM – but this is a crucial process enabler.<\/span><\/p>\n
Too Much Tech and not Enough Process?<\/strong><\/p>\n
Darren admitted that a company they had looked at too much tech. \u00a0It\u2019s become too easy to send a message rather than pick up the phone. He is excited about addressing this.<\/span><\/p>\n
Pete Linas:<\/strong> \u201cThe biggest danger is that we allow people to immerse themselves behind their screens – we can\u2019t allow that.\u201d<\/span><\/h4>\n
<\/span>What are the issues\/opportunities with GDPR?<\/strong><\/h4>\n
The panel agreed that GDPR is nothing new – it\u2019s an extension of ICO and a great opportunity to work toward the relationship economy.<\/span><\/p>\n
Darren Weeks:<\/strong> \u201cGDPR is a big thing, but it is there for a good reason. But, for recruiters who are doing things properly it is not a threat.\u201d<\/span><\/p>\n
Dennis:<\/strong> \u201cGDPR is a great opportunity, and now there is a better reason to put people on our systems.\u201d<\/span><\/p>\n
Bradley:<\/strong> \u201cIt\u2019s about looking for the opportunities that GDPR will create\u201d<\/span><\/p>\n
Ejaz:<\/strong> \u201cGone are the days when people want to boast about the size of their database\u2026This is an opportunity to clean things up.\u201d
\n<\/span><\/p>\n
\nRelationship with Data: Mythbusting GDPR and Compliance<\/b>
\n<\/b><\/h3>\nGarreth Cameron, ICO, gave an engaging talk on how the ICO will be the UK\u2019s supervisory auth under the GDPR.<\/span><\/p>\n
Recruiters need to be able to demonstrate that they use people\u2019s data appropriately and fairly. \u00a0Data can do great good. It can help develop societies and help organisations make good decisions and help economies grow.<\/span><\/p>\n
\u201cRecruitment is about relationships, and increasingly about data. Data is the key to business success.\u201d<\/span><\/p>\n
As the digital space has matured in the last 20 years, so has the need for recruiters to mature their data collection and processing transparency.<\/span><\/p>\n
According to Garreth, only 1 in 5 UK adults trust people with their data. \u00a0This has massive repercussions for recruiters. \u00a0If only 1 in 5 people on their CRM and mailshot databases are trusting, then what does this mean for recruiters from May 2018?<\/span><\/p>\n
Transparency and accountability is key.<\/span><\/p>\n
Key GDPR Steps for Recruiters<\/b><\/p>\n
He gave some practical tips to help recruiters focus on the next few months of planning for GDPR:<\/p>\n
- \n
- Understand what is going on in your business<\/li>\n
- Understand what information you have and what you are holding and your storage\/processing policies.<\/li>\n
- Communicate to your \u201csubjects\u201d (candidates and clients). \u201cIf you want to derive value from GDPR, think about how you can go further than simply the GDPR legislation.\u201d<\/li>\n
- Understand what your legal justification is for processing others\u2019 data.<\/li>\n
- Do you transfer data overseas? \u00a0If you do, research what the recipients of that data have as their policies and procedures.<\/li>\n<\/ul>\n
Typical GDPR Myths:<\/b><\/p>\n
Don\u2019t misunderstand data protection!<\/span><\/p>\n
- \n
- Myth One: Consent is not a silver bullet<\/b>. \u00a0If someone consents to you storing their data what does this give you permission to do?<\/span><\/span><\/li>\n
- Myth Two: The ICO is waiting for 25 May and then they will unleash hell <\/b>and fine everyone 4% of your global turnover and destroy the market! \u00a0No! Garreth assured the audience that they will not do this. \u00a0Enforcement action is expensive and time-consuming. \u00a0They prefer to help organisations get it right.<\/span><\/span><\/li>\n
- Myth Three: There is a grace period for GDPR. <\/b>\u00a0There is not a grace period.<\/span><\/span><\/li>\n
- Myth Four: There is no GDPR guidance.<\/b> \u00a0There is plenty of guidance. \u00a0They have 90 pieces of guidance to help businesses and use social media and newsletters to keep organisations informed.\u00a0<\/span><\/li>\n<\/ol>\n
\nCEO Fireside Chat<\/strong><\/h3>\n
The recruitment industry is at a turning point, with agency leaders inundated by major shifts in the market. From growth strategies to the rise of online recruitment platforms to automation and both internal and external corporate culture changes, there is a lot of uncertainty with which to grapple in today’s New Relationship Economy. Bullhorn CEO Art Papas interviewed legendary recruitment industry leader Peter Searle, CEO of Airswift and former Group Managing Director at Adecco. Peter has twenty years of insight on growing recruitment businesses, staying globally competitive, and navigating change.\u00a0<\/span><\/i><\/p>\n
Art asked Peter, \u201cWhat is most important for navigating the massive amount of change required in a business to drive productivity and efficiency?\u201d<\/span><\/p>\n
Peter Searle, AirSwift, explains that there are two sides to successful change management – process and culture – and both are equally important. <\/span><\/p>\n
His \u2018favourite\u2019, however, is culture: \u201c<\/span>a <\/span>culture of change needs to be embedded in the company – employees need to feel empowered, not driven by, change.\u201d<\/span><\/p>\n
But what about when that change involves mergers and acquisitions? \u201cBusiness change can be traumatic,\u201d says Peter, \u201cgetting the staff to buy into the project is crucial. Empower people to see that change is an opportunity, not a threat.\u201d<\/span><\/p>\n
How do you reduce the trauma of change? Staffs need to see the endpoint of the merger so they understand the business goals, and where they sit within it. If people feel too much trauma, they are likely to leave.<\/span><\/p>\n
Art Papas suggested that merging with another business gives \u201ca real opportunity to study the effectiveness of the leadership\u201d. Businesses merging gives a great opportunity to study the talent and workforce, in general, explained Peter. But imagine if you could double the effectiveness of your leadership team through a merger and acquisition!<\/span><\/p>\n
What are the final tips Peter and Art had for the audience in managing big business changes?<\/span><\/p>\n
- \n
- Never use the term takeover – it\u2019s a merger.<\/span><\/li>\n
- Empowerment – go from the bottom up. Influence in teams. \u201cAs the CEO I couldn\u2019t make change happen, but my PA who\u2019d been there fifteen years could make anything happen.\u201d<\/span><\/li>\n
- There will always be some casualties during mergers\/ times of big change. Aim to reduce the casualties.<\/span><\/li>\n
- Every member of the company has to feel involved in the merger. Change process doesn\u2019t happen overnight if it does you\u2019ll lose people because it\u2019s traumatic.<\/span><\/li>\n<\/ul>\n
\nVision for Innovation<\/strong><\/h3>\n
Bullhorn\u2019s Matt Fischer unveiled his 2018 vision of innovation to a packed room of Bullhorn users.<\/span><\/p>\n
What has his team delivered? Speed and Improved UX!<\/strong><\/p>\n
Novo has been well received and rollout will complete in the next 6 – 9 months. \u00a0Along with a change in the information architecture, users are now able to personalise their menu page. \u00a0Faster Find now includes previous searched records. \u00a0Canvas, tabs and notes are improved. Parsing is now in 40 languages and all character sets are supported – Bullhorn is truly global. He\u2019s excited about the launch of the native mobile application which can be downloaded from app stores in Q1 2018.<\/span><\/p>\n
So, what is the 2018 roadmap?<\/b><\/p>\n
It\u2019s time for Bullhorn to get (even more!) smart! \u00a0Here are some tasters!<\/span><\/p>\n
- \n
- How about automatically adding a person to one of your tearsheets as you parse them into Bullhorn, based on matching criteria? I.e., you have a tear sheet based on specific Job Descriptions or where a group lives in a specific region.<\/span><\/li>\n
- Candidates will be able to apply directly to a job within Bullhorn. Using the Candidate portal will enhance the user experience and speed up the recruitment life cycle. Jobs can be marketed out to your candidates (clearing adhering to GDPR) and candidates can log in to their Bullhorn Portal, update their details and apply to the job.<\/span><\/li>\n
- Qualifications or Knock Out Questions will help streamline the application process, weeding out unsuitable applicants. Think killer questions that you can use in Job Boards.<\/span><\/li>\n
- Bullhorn Boost – AI is coming! Boost will improve the relevance of the search results by reviewing the profile of successfully placed candidates to similar roles and comparing them to your search results. Better candidates will be placed at the top of your search results. <\/span><\/li>\n
- How about we tackle user adoption? Let\u2019s find out why users are exiting the system – what jobs are they doing?<\/span><\/li>\n
- \n
- \n
- Lots of recruiters leave Bullhorn to go into Outlook to manage interviews! Hence Bullhorn Planner will improve interview management and will allow you to show the data in Month, Week, Day and List views.<\/span><\/li>\n
- Users won\u2019t need to leave Bullhorn for CV editing. Edit Resume from with Bullhorn using Document Editor.<\/span><\/li>\n<\/ol>\n<\/li>\n
- Time and Expense capabilities are available in the USA through Bullhorn Back Office. This is being internationalised for UK and mainland EU. <\/span><\/li>\n
- Canvas\u00a0will be improved and now allow you to include financial information. \u00a0It will also allow multiple rates to be added to a vacancy so you no longer need to create multiple jobs where different rates are needed. <\/span><\/li>\n
- Credential and certification will be improved through a new module that will useful for healthcare providers. \u00a0The ability to merge multiple documents together and stitch them into a single PDF will improve recruiter efficiency.<\/span><\/li>\n<\/ol>\n
What\u2019s \u201cCleo\u201d Got to do with Bullhorn?<\/b><\/p>\n
\u201cAlexa\u201d for Bullhorn is coming. \u201cCleo\u201d will allow you to set reminders, create tasks, make calls, and more. This will be even more powerful when used in conjunction with Bullhorn\u2019s native app. Some of the many possibilities:<\/span><\/p>\n
- Users won\u2019t need to leave Bullhorn for CV editing. Edit Resume from with Bullhorn using Document Editor.<\/span><\/li>\n<\/ol>\n<\/li>\n
- Candidates will be able to apply directly to a job within Bullhorn. Using the Candidate portal will enhance the user experience and speed up the recruitment life cycle. Jobs can be marketed out to your candidates (clearing adhering to GDPR) and candidates can log in to their Bullhorn Portal, update their details and apply to the job.<\/span><\/li>\n
- Empowerment – go from the bottom up. Influence in teams. \u201cAs the CEO I couldn\u2019t make change happen, but my PA who\u2019d been there fifteen years could make anything happen.\u201d<\/span><\/li>\n
- Myth Two: The ICO is waiting for 25 May and then they will unleash hell <\/b>and fine everyone 4% of your global turnover and destroy the market! \u00a0No! Garreth assured the audience that they will not do this. \u00a0Enforcement action is expensive and time-consuming. \u00a0They prefer to help organisations get it right.<\/span><\/span><\/li>\n
- Myth One: Consent is not a silver bullet<\/b>. \u00a0If someone consents to you storing their data what does this give you permission to do?<\/span><\/span><\/li>\n
- Friend or Foe<\/b> – Is the rise of staffing platforms, like Fiverr and Upwork, who offer low cost and flexible labour, a threat to traditional recruitment agencies? Upwork sales hit $1billion last year. This would make it one of the top 25 recruitment companies in the UK. \u00a0The workforce is no longer restricted to being local. These platforms enable a global workforce and they are growing rapidly because they offer a lower cost to the end client as well as convenience for both the candidate and client, with a lot of the transaction automated. Seventy-eight percent of people said they were a Friend and 22% are a Foe. it will be interesting to see how recruitment agencies will engage with these platforms in the future.<\/span><\/span><\/span><\/li>\n
![\"\"](\"https:\/\/www.bullhorn.com\/uk\/wp-content\/uploads\/sites\/2\/2017\/10\/joanna.jpg\")
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