{"id":75406,"date":"2022-04-07T18:01:17","date_gmt":"2022-04-07T17:01:17","guid":{"rendered":"https:\/\/www.bullhorn.com\/uk\/?p=75406"},"modified":"2022-04-07T18:16:54","modified_gmt":"2022-04-07T17:16:54","slug":"9-simple-recruiting-tips-that-can-lead-to-agency-success","status":"publish","type":"post","link":"https:\/\/www.bullhorn.com\/uk\/blog\/9-simple-recruiting-tips-that-can-lead-to-agency-success\/","title":{"rendered":"9 Simple Recruiting Tips that Can Lead to Agency Success"},"content":{"rendered":"

Between sourcing and placing candidates, juggling the needs of clients, and generating revenue in an increasingly competitive ecosystem, the world of recruitment is a complicated one. But as complex as the recruitment industry is, you don\u2019t need to follow convoluted recruiting tips to get ahead. After all, the best solutions are most often the simplest ones. With just a few easy tweaks, you can deliver an incredible experience to all your stakeholders, empower your team to perform at its most efficient, and ultimately find success for your recruiting agency.<\/span><\/p>\n

1. Get specific<\/strong><\/h3>\n

Start your recruitment journey off on the right foot. In our <\/span>survey of more than 2,000 perm, freelance, and temp workers in North America and the UK, held in conjunction with our research site, GRID (Global Recruitment Insights & Data)<\/span><\/a>, we found that the main factors behind a poor experience with recruiters were improper expectation-setting or a company and\/or role mismatch. Knowing exactly what role you\u2019re seeking to fill \u2013 and communicating the specifics to your candidate \u2013 can help you proactively close the expectation gap and help you find just the right crop for the job.<\/span><\/p>\n

Before you begin to look for candidates, ask your client for clarification on the position (or positions!) you\u2019re recruiting for. What does the day-to-day look like for this role? What skills and qualifications is your client looking for? What is your client\u2019s budget and timetable? The feedback candidates look for from their recruitment agency <\/span>varies widely<\/span><\/a>, but narrowing at least a few of these specifics down from the start can save you valuable time and effort.<\/span><\/p>\n

2. Diversify your sourcing<\/strong><\/h3>\n

In a talent-short market, sourcing is more important now than ever before. Of the top recruitment lifestyle hurdles, <\/span>4,000+ global recruitment industry professionals surveyed in this year\u2019s GRID report<\/span><\/a> listed sourcing as their most difficult challenge. It\u2019s time to diversify your sourcing and use other avenues for expanding your talent pool.<\/span><\/p>\n

We recently asked over <\/span>1,400 recruiting professionals worldwide to rank the most effective sources for identifying qualified candidates<\/span><\/a>. The top choice for finding new candidates was, unsurprisingly, social media. <\/span>LinkedIn is any good recruiter\u2019s bread and butter<\/span><\/a>, but other social media networks<\/a> may prove just as valuable. It\u2019s worth exploring the best practices for finding and reaching out to other candidates on all major social media networks. Even if a conversation with a prospective candidate doesn\u2019t fill that role straight away, you\u2019re still expanding your network, learning more, and engaging with your community on the road to finding that perfect fit.<\/span><\/p>\n

But sourcing doesn\u2019t begin and end with social media. You never know which path will lead you to the right candidate, from job fairs to career site listings, direct calls and emails, to networking and referrals.<\/span><\/p>\n

3. Engage with your candidates<\/b><\/h3>\n

Once you place your candidate, your job isn\u2019t over. It\u2019s crucial to continue to foster a relationship with your contractors throughout their placement. According to our <\/span>GRID Talent Survey<\/span><\/a>, talent \u2013 whether they\u2019re perm, temp, or freelance \u2013 still highly value human interaction while working with a recruitment agency.<\/span><\/p>\n

Even a quick email or text goes a long way. Checking in with your contractors mid-placement makes sure they feel valued and helps you stay abreast of any potential issues before they arise. And if it\u2019s been a while since their last placement, it\u2019s always helpful to reach out and rebuild that connection.<\/span><\/p>\n

4. Ask for feedback<\/b><\/h3>\n

When it comes to engaging with your candidates, one of the most effective ways to connect with them is to ask for feedback. Not only does feedback help you stay engaged and strengthen your relationships, but it also helps find areas for you and recruiters to improve and grow. Even a <\/span>simple NPS survey<\/span><\/a> is enough information to get started.<\/span><\/p>\n

Plus, feedback isn\u2019t just for candidates and contractors. Reach out to your clients to gauge how you\u2019re serving them.<\/span><\/p>\n

5. Re-Deploy<\/b><\/h3>\n

60% of contractors are not deployed into their next role by the same agency.<\/span><\/a> You\u2019ve spent valuable energy, effort, and cost on recruiting your candidates \u2013 why put it to waste placing them in only one role? You already have their details, qualifications, and skills and know what roles out there might be a good fit. Instead of expanding your network and acquiring new candidates, look to your own database for your next candidate. After all, sometimes the question isn\u2019t \u201cHow do we find more candidates?\u201d but rather \u201cHow do we better utilise the candidates we already know?\u201d<\/span><\/p>\n

6. Know where to grow<\/b><\/h3>\n

In a highly competitive market like ours, you need to be able to measure your efforts. Having reporting and metrics at your fingertips is key to seeing where your agency is succeeding and where it has room to grow.<\/span><\/p>\n

Key statistics to track are those that keep an eye on productivity and important figures like job fill rate. In a candidate-short market, it\u2019s also essential to look at candidate placement rates to ensure you\u2019re making the most of your job pool.<\/span><\/p>\n

In addition to having metrics that report on how you\u2019ve done, it\u2019s worth investigating implementing <\/span>predictive analytics<\/span><\/a>. Predictive analytics show you both where you\u2019ve been and where you\u2019re going. Actionable insights, which provide tailored tasks for your recruiters based on real-time data and reports, give your team a target to aim for, so they know precisely how to close any gaps to achieve their goals \u2013 and keep your agency on a path to highly scalable growth.\u00a0<\/span><\/p>\n

7. Digitise your database<\/b><\/h3>\n

Of course, you can\u2019t have accurate analytics without accurate data. Gone is the time of spreadsheets and sticky notes; it\u2019s time to digitise your database. <\/span>Industry-wide adoption of digital transformation strategies increased by 95% from last year.<\/span><\/a>\u00a0<\/span><\/p>\n

Using a digital solution <\/span>like an applicant tracking system (ATS)<\/span><\/a> captures activity from (and information about) your candidates and organises it, automatically collecting data that would otherwise require your employees to log manually. Digitising your database into a single source of truth, with updates in real-time and features to help you find the perfect candidate in just a few clicks, can help your recruiters work more quickly and efficiently.<\/span><\/p>\n

Going digital isn\u2019t limited to candidate data, either. You and your team can input client data into a <\/span>customer relationship management software, or CRM,<\/span><\/a> to have the most accurate, up-to-date information on your clients and their needs.<\/span><\/p>\n

After all, you\u2019re only as good as your data.\u00a0<\/span><\/p>\n

8. Automate your processes<\/b><\/h3>\n

Once you\u2019re digitised, you\u2019re ready to take the next step: automation.<\/span><\/p>\n

Nearly every part of the recruitment journey \u2013 even those that <\/span>recruitment professionals report are most challenging<\/span><\/a> \u2013 can be automated, from candidate sourcing to interview scheduling to background checks. Automation isn\u2019t here to replace the essential work of recruiters but rather to help them do their jobs the best they can. With automation working in the background to, for example, respond automatically to job applications, update your data fields, or even remind you when to reach out to candidates, you and your team can focus on building talent relationships.<\/span><\/p>\n

On average, recruitment automation saves 12.75 hours per person per week.<\/span><\/a> The numbers don\u2019t lie; with automation, you can empower your team to make better placements faster.<\/span><\/p>\n

9. Empower your candidates<\/b><\/h3>\n

For those that have already digitised and automated, the time is ripe to put that tech to use and empower your candidates.<\/span><\/p>\n

In our GRID Talent Survey<\/span><\/a>, nearly half of candidates reported that they apply for jobs primarily through their phone. More than half cited the ability to apply on their phone as an essential offering when applying for jobs online.<\/span><\/p>\n

For an increasingly on-the-go workforce, the ability for candidates to take the reins of their recruiting journey with a self-service, mobile experience is essential. Creating a streamlined user experience with an intuitive, mobile-friendly interface enables your candidates to suit their search to their own needs. Empower your candidates with their own tailored recruitment experience and put their future in their own hands.<\/span><\/p>\n

It\u2019s a new world out there, full of endless challenges and bumps in the road. Taking advantage of even just a few of these recruiting tips can help you and your agency go a long way towards finding success.<\/span><\/p>\n

\n

Make sure you’re <\/span><\/i>subscribed to our recruitment blog<\/span><\/i><\/a> for more recruitment tips, trends, and insights.<\/span><\/i><\/p>\n","protected":false},"excerpt":{"rendered":"

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src=\"https:\/\/www.bullhorn.com\/uk\/wp-content\/uploads\/sites\/2\/2021\/10\/Emilys-Copy-of-Blog-Overlay-10.png\" \/>\t\t<\/div>\n\t\t\t<div class=\"card-resource__content\">\n\t\t\t\t\t<span class=\"card-resource__category\">Tips, Tricks, and How-Tos<\/span>\n\t\t\t\t\t<h5 class=\"card-resource__title\">9 Simple Recruiting Tips that Can Lead to Agency Success<\/h5>\n\t\t\t<\/div>\n<\/a>\n","_links":{"self":[{"href":"https:\/\/www.bullhorn.com\/uk\/wp-json\/wp\/v2\/posts\/75406","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.bullhorn.com\/uk\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.bullhorn.com\/uk\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.bullhorn.com\/uk\/wp-json\/wp\/v2\/users\/456"}],"replies":[{"embeddable":true,"href":"https:\/\/www.bullhorn.com\/uk\/wp-json\/wp\/v2\/comments?post=75406"}],"version-history":[{"count":0,"href":"https:\/\/www.bullhorn.com\/uk\/wp-json\/wp\/v2\/posts\/75406\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.bullhorn.com\/uk\/wp-json\/wp\/v2\/media\/74355"}],"wp:attachment":[{"href":"https:\/\/www.bullhorn.com\/uk\/wp-json\/wp\/v2\/media?parent=75406"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.bullhorn.com\/uk\/wp-json\/wp\/v2\/categories?post=75406"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.bullhorn.com\/uk\/wp-json\/wp\/v2\/tags?post=75406"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}