What Would I Do If I Owned a Recruitment Agency…? Well that’s actually a post for another day. But here now is a guest blog from Barclay Jones on the subject. Recruitment leaders always love to hear their great (or wacky) ideas about recruitment tech and processes so why not continue sharing the love with a new addition to the series?
(If you missed any of their ideas and thoughts from the first few blogs, check them out here.)
The team at Barclay Jones have a wealth of recruitment experience – whether that’s working with recruiters or recruiting themselves! So we decided to gather our collective experience and find out what we’d all do differently if we owned a recruitment agency.
I’d let recruiters get to grips with tech and not be challenged by the “get on the phone” mentality. Good tech combined with skilled recruiters can speed up workflows – and skilled recruitment leaders can create the environment to allow this.
I would define workflows/processes before letting recruiters touch the CRM and make sure best practise was followed at all times! I would also ensure marketing can use the CRM and the data within is useful to them – the CRM should benefit your business as a whole, not just certain departments.
I would make managers accountable for great process and data so they can promote best practise within the department. I’d also incentivise proper usage of the CRM to stop the spreadsheets coming back out! I would get my recruiters to search their contact database when they take a new job, not only their candidate database. Surely one of these “contacts” could be a potential passive candidate?
I personally would look at my potential candidate base and see the channels that most appeal to that kind of candidate. For example, I found out in my last job that only roughly 24% of pharmacists are on LinkedIn, whereas over 75% of IT people are on LinkedIn. This greatly influenced the way we marketed our brand and content to different industries. I would then work out the best way to capture data on those candidates to ensure my CRM/ATS was full of lovely clean data.
If you could do anything different with your recruitment agency, what would it be? (Or perhaps you’ve got it nailed?)
