{"id":59714,"date":"2017-10-16T15:58:55","date_gmt":"2017-10-16T14:58:55","guid":{"rendered":"https:\/\/www.bullhorn.com\/uk\/?p=59714"},"modified":"2018-02-22T18:08:09","modified_gmt":"2018-02-22T18:08:09","slug":"bullhorn-live-event-recap","status":"publish","type":"post","link":"https:\/\/www.bullhorn.com\/uk\/blog\/bullhorn-live-event-recap\/","title":{"rendered":"Bullhorn Live Event Recap"},"content":{"rendered":"

Bullhorn Live was an exciting, action-packed event full of stimulating ideas, great conversation, and leading recruitment professionals from Europe and beyond. Read our\u00a0<\/span>recap of the first full day\u2019s events here<\/a> or check out the full event recap below.<\/p>\n

https:\/\/twitter.com\/ZakPollicino\/status\/918052448727715840<\/p>\n

Leveraging Recruitment Technology to Drive Your Productivity <\/strong><\/h3>\n

According to a study conducted by Bullhorn, 65\u00a0percent<\/span> of UK recruitment agencies consider it their top priority to increase profitability, with 48\u00a0percent<\/span> predicting an increase in their tech investment. <\/span><\/p>\n

How can you be sure that you\u2019re choosing the right tech tools? Can these tech tools enable you to increase your productivity and provide a great candidate experience? <\/span><\/p>\n

Gary Browning of CloudCall was called upon to explain how today\u2019s industry leaders can drive productivity, automate processes, and ultimately, accelerate their growth through the use of advanced recruitment technology<\/span><\/p>\n

New technology is very important to society. Currently, 85 percent of <\/span>people own<\/span>\u00a0a smartphone \u2013 and by 2020 that figure will hit 90 percent.<\/span><\/p>\n

New technology is also extremely important in the drive for productivity \u2013 and productivity is a big issue for the UK. Research shows the UK is 30 percent less productive than the USA, prompting the government to set up a workgroup to investigate. Initial outcomes of their work have shown:<\/span><\/p>\n

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  1. It\u2019s a complicated issue.<\/span><\/li>\n
  2. Flexible labour markets don\u2019t necessarily help \u2013 it\u2019s easy to hire, fire and change contracts, but that\u2019s not necessarily good for productivity.<\/span><\/li>\n
  3. We\u2019re a service economy. 80 percent of the UK is Leadership and management – we lack other economies<\/span><\/li>\n
  4. There has been low investment in IT and Infrastructure and automation<\/span><\/li>\n<\/ol>\n

    There’s also a lack of talent compared with five years ago \u2013 and this was foreseen. Experts have predicted this downward trend for the last 30 years from birth rates and statistics. <\/span><\/p>\n

    These issues aren\u2019t limited to the UK; Of 27 EU economies they evaluated, all have the same problem, summarised neatly as \u201cthe Workforce Cliff\u201d. <\/span><\/p>\n

    Why does this matter?<\/strong><\/p>\n

    In some countries, such as Germany and the Netherlands, there\u2019s already a massive shortage of people in the labour market. For the economy to be successful and move forward you need 2 percent GDP – 1\u00a0percent<\/span> growth in labour and 1\u00a0percent<\/span>\u00a0in technology and productivity growth. What is actually happening right now is -0.5\u00a0percent<\/span>\u00a0labour growth.<\/span><\/p>\n

    This is impacting management roles – <\/span>as the baby boomers retire, there\u2019s a decrease in interested talent to replace them. Generation X and Y are simply not interested \u2013 their passions lie in more technical roles, not managerial ones.<\/span><\/p>\n

    Why does this matter to recruiters?<\/strong><\/p>\n

    For starters, the candidate experience is even more important if there are fewer candidates in the market! With increased competition, decreased qualified candidates, and potentially a generation of workers with more career choices than before, recruiters need to be on the ball.<\/span><\/p>\n

    In spite of this, <\/span>85\u00a0percent<\/span>\u00a0of candidates say the recruiters they speak with never get back to them. With 19000 recruitment companies in London alone, recruitment businesses can\u2019t afford to get this wrong; candidates have hundreds of agencies on their doorstep, all vying for their attention and engagement.<\/span><\/p>\n

    What strategies can we implement to combat this?<\/span><\/p>\n

    Initial contact <\/b><\/p>\n

    How can you use gamification in the initial contact process which can be dull and boring? This can bring an improvement in initial contact responses.<\/span><\/p>\n

    How could you improve the candidate attraction and application process for candidates?<\/span><\/p>\n

    Assessment<\/strong><\/p>\n

    How could you improve the assessment process? \u00a0What happens if you suddenly get a significant spike in applications, how do you ensure everyone has the same experience?<\/span><\/p>\n

    KPMG used a virtual office and introduced digital \u201cLucy\u201d that would take a candidate through the assessment centre.<\/span><\/p>\n

    Adecco launched an AI recruiter last month named Mya. Mya is a chatbot that talks to people about their application, and when asked, nearly 90\u00a0percent<\/span>\u00a0of candidates didn\u2019t know they weren\u2019t interacting with a human.<\/span><\/p>\n

    Cloudcall\u2019s telephone software integrates with Bullhorn. Harris Global have been monitoring the impact on productivity on their recruiters, say they have become 10\u00a0percent<\/span> more productive and the quality of the conversation is better.<\/span><\/p>\n

    Recruiters spend 63\u00a0percent of their time on the telephone, so improving integrations means they are able to spend more time and have a better experience not thinking about the mechanics of making the call. Integrated phone systems also allow you to record conversations, which are invaluable for training.<\/span><\/p>\n

    Overall, improving the candidate experience should be top of your agenda for 2018.
    \n<\/span>
    \n<\/span>The Importance of Candidate Experience in Achieving Business Outcomes<\/b><\/p>\n

    In the middle of a talent shortage, how are you differentiating your firm from the competition to bring in the best candidates?<\/span> Shaun Weise and Richard Boyd wanted to bring a holistic view of candidate experience and why it\u2019s important in today\u2019s environment. <\/span><\/p>\n

    A few stats that bring home the importance of candidate experience:<\/strong><\/p>\n

      \n
    • 80 percent of job seekers wouldn\u2019t be interested in other relevant job openings if they weren\u2019t informed of the status of their first application.<\/span><\/span><\/span><\/li>\n
    • 78\u00a0percent<\/span> of job seekers say they\u2019ve never been asked for feedback on the application process<\/span><\/span><\/span><\/li>\n
    • Nearly 62\u00a0percent<\/span> have had a poor experience during the recruitment process, and 72\u00a0percent<\/span> of those people talk about it with colleagues and friends.<\/span><\/li>\n<\/ul>\n

      Why do these statistics matter?<\/b><\/p>\n

      Candidate engagement is key in the new relationship economy we find ourselves working in; becoming candidate-centric as a recruitment business will lead to great success. How can you achieve this? Shaun and Richard point out that your own internal database is the best source for quality engaged talent. So why aren\u2019t you using it to source and build relationships?<\/span><\/p>\n

      \n

      No.1 source for candidates? Your own database. Really interesting example of switching off external sources – hmm!!!#BullhornLive<\/a><\/p>\n

      — Chris Howard (@ChrisHLACE) October 12, 2017<\/a><\/p><\/blockquote>\n