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🎯 How to optimize the use of Sales Navigator for Recruitment** Sales Navigator becomes a powerful asset for recruitment professionals. Here's how to make the most of this platform to find top talents: 1📌 Targeted Profiles   Use Sales Navigator's advanced filters to define precise criteria such as skills, experience, and location. Refine your search to reach profiles that perfectly match your needs. 🔍 Monitoring Profile Updates   Stay vigilant for profile updates. Changes in professional journeys can be recruitment opportunities. Sales Navigator allows you to track these modifications in real-time. 🔗 Creating Custom Lists   Organize your prospects by creating custom lists. This makes it easier to track and manage potential candidates. You can also receive alerts on activities within these lists. 🤖 Utilizing Signal Alerts   Take advantage of signal alerts to be informed about relevant events such as company changes, professional anniversaries, or content publications. These signals can guide your recruitment approach. 🤝 Personalizing Messages   The "one-size-fits-all" approach no longer works. Use the information available on Sales Navigator to personalize your recruitment messages. Show candidates that you've done your homework. 📊 Analyzing Statistics   Exploit Sales Navigator statistics to assess the performance of your recruitment campaigns. Understand what works best and adjust your strategy accordingly. 💬 Engagement on Platforms   Don't stay passive. Actively engage with your prospects on platforms. Share relevant content, participate in discussions, and build relationships before even initiating the recruitment process. By strategically using Sales Navigator, you transform your recruitment approach, providing you with the necessary tools to identify, target, and engage the best talents in the market. What are your tips for using Sales Navigator in recruitment? Share your experiences! 💼🚀 #Recruitment #SalesNavigator #TalentAcquisition

Let's imagine you are a 20 head recruitment agency. Depending on your licence type, you are paying between £1.6k to £5k per head for access to LinkedIn Recruiter. A total investment cost of £32k-£100k across the year. This allows recruiters to source and connect with the best potential candidates for their roles and enables them to build a huge LinkedIn network filled with highly relevant professionals. 2.5k is the average network size for a recruiter, so a 20 head agency would have a combined audience of 50k - that's a lot of candidates. Yet, if you check recruiters pages, most of them go weeks and months without posting and montezing these networks. They may be exhausting their InMail's in the background - like everyone else - but they aren't doing much to build their brands which improves their open and connect rate when doing candidate outreach. It's imperative to have processes in place that supports your recruiters to build their personal brands and monetize these networks. It's also imperative for your company brand that you are able to leverage the recruiters networks to promote the company brand and drive traffic back to your website. ______________________________________________________________________ Most agencies have attempted to solve this whether that's outsourcing, running internal workshops on personal brand or setting KPIs. We often hear these do not work long-term because recruiters biggest challenge is TIME (marketing is time consuming) and sales & delivery always comes first. Does that sound familiar? Paiger allows recruiters and agencies to do more marketing and monetize their networks without taking the focus away from sales and delivery. DM me to find out more.

In 2024, winning new business is a top priority for recruitment agencies. Lets dive on in to how Bullhorn’s suite including Automation, Analytics, and SourceBreaker can help agencies achieve this goal. Understand Clients: Utilising Analytics dashboards to track client metrics and engagement seamlessly. The dashboards are customizable (what a perm recruiter wants to see vs a temp can be quite different) and these offer deep insights into job activity, interviews, contractor activities to help tailor your strategy to client approach. Don't think of this as KPI watching/micromanaging and view this as being able to analyse the effort vs outcome so areas of improvement can be identified. You should be looking for data driven decisions to strengthen relationships. Re-engage Dormant Clients: Using Analytics to identify inactive clients through a variety of metrics (think clients I have worked with in <12 months with no calls in 90 days) this shows warm companies who you and your team know but aren't speaking to, almost having to rebuild the relationship from the ground up. With Sourcebreaker this helps to monitor companies you have identified you are working with or want to work with. From there you switch on a Sourcebot to alert you about any new jobs being posted to the company website. An integration like this ensures you stay informed about new leads and start to prioritise your efforts. Taking this one step deeper you use Automation to further enhance re-engagement strategies. Think about setting up automated campaigns based on vertical or persona, reminders around specific conditions or triggers. (no note type of meeting booked in >60 days - then send email to request a coffee catch up). Don't forget you can personalise the way you communicate, this doesn't have to look like a robotic outreach. The more personal, the more responsive clients will be. Find New Leads: With Sourcebreaker recently launched in the APAC region this reimagines BD by giving you visibility of when companies you are working with or may want to work with are posting to their career page. Providing you direct access to JD's and gather insights from company profiles, all within the the Bullhorn platform. Simplifying lead searches with an extensive library of keywords and also having access to highlight when companies may have received recent funding helps you identify and plan when a client or prospect may have an increase in hiring needs. The long and short of it is, With Bullhorn you can begin using Data, Automation and advanced analytics you can streamline BD efforts, understand clients better, re-engage dormant clients and discover new leads. Get some time with me to chat through your BD strategy. Josh 💚 0477 618 963 joshua.mccole@bullhorn.com

RECRUITING TIPS IN ABA I'm sorry to say that there are no "tips or tricks" when it comes to recruiting BTs, RBTs, and BCBAs. It's just a LOT of work to (1) develop a pipeline of passive candidates and (2) make an insane number of calls, sending emails and texts to connect with these candidates. (Think of working a list of 500 people, all of whom will need to be contacted via phone, email, and text!). Recruiting is exhausting! Which is exactly the reason we're so selective about our client organizations. When we're out there competing for talent, we need to represent an organization that's operating differently so that we can cut through the clutter. We look to partner with extrordinary businesses and business owners who need to be represented. As an organization, we bring the "know how" and "muscle" to make this happen. But I'm happy to share my "know how" with you: Finding alternative methods to get a pipeline of candidates is becoming even more critical as Indeed is changing its pricing model effective April 1st. In short, EVERYTHING will become more expensive! As of today, we post on Indeed and LinkedIn... BUT... we rely heavily on augmenting the pipeline with our Active Sourcing methodology so that we're not ever sitting on our hands and just waiting. There's nothing worse than waiting when recruiting... What we do is very simple. When we start a search engagement, we start by doing the following: (1) Develop a list of competitor organizations (2) Find names of people who work for the competitor organizations (3) Locate the contact information of these people who work for competitor organizations (4) We expand that list by going to the BACB website and searching in the BACB database to find names of people who are within X mile radius of a zip code. (5) That list is shared with our researchers, who are responsible for finding the contact information using half-dozen data enrichment tools we pay monthly to have access to. (6) In addition to the BACB website, our researchers also look at these following credentialing organizations to add to the list of prospects people familiar with ABA: QABA, IBAO, BICC, IBCCES, and BTECC (Behavior Tech Level 1) (7) We are now incorporating into our outbound methodology, direct outreach via social media accounts as well. Once we have a robust list, our digital marketing team is deployed to reach out to the contacts (as well as the 100K other contacts we have in our DB) to drive interest. Actions taken - Opens and Clicks - lead these candidates into a different sequence to receive targeted messaging about the opportunities. Where I see most ABA organizations missing the mark is that they don't recognize what's special enough to create compelling messaging around what makes them unique. A company's origin story is always very compelling to prospective employees wondering why they should be open to a new opportunity. If you're doing something different, learn how to communicate it.

𝐅𝐢𝐧𝐝𝐢𝐧𝐠 𝐭𝐡𝐞 𝐁𝐞𝐬𝐭: 𝐇𝐨𝐰 𝐃𝐢𝐠𝐢𝐭𝐚𝐥 𝐌𝐚𝐫𝐤𝐞𝐭𝐢𝐧𝐠 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐞𝐫𝐬 𝐓𝐫𝐚𝐧𝐬𝐟𝐨𝐫𝐦 𝐓𝐞𝐚𝐦𝐬 Digital marketing recruiters are changing the face of hiring and staffing. The article focuses on the impact of digital technology and its influence on the recruitment or hiring process. Read More: https://bityl.co/NLjw #digitalmarketing #digitalmarketingtips #digitalmarketingstrategy #digitalmarketingforbeginners #recruitment #recruiter #marketingrecruitment #digitalbusiness

𝐅𝐢𝐧𝐝𝐢𝐧𝐠 𝐭𝐡𝐞 𝐁𝐞𝐬𝐭: 𝐇𝐨𝐰 𝐃𝐢𝐠𝐢𝐭𝐚𝐥 𝐌𝐚𝐫𝐤𝐞𝐭𝐢𝐧𝐠 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐞𝐫𝐬 𝐓𝐫𝐚𝐧𝐬𝐟𝐨𝐫𝐦 𝐓𝐞𝐚𝐦𝐬 Digital marketing recruiters are changing the face of hiring and staffing. The article focuses on the impact of digital technology and its influence on the recruitment or hiring process. Read More: https://bityl.co/NLjw #digitalmarketing #digitalmarketingtips #digitalmarketingstrategy #digitalmarketingforbeginners #recruitment #recruiter #marketingrecruitment #digitalbusiness

In a saturated recruitment marketing, what are you doing to stand out? If you clients can choose from a dozen different companies, why are they choosing you? You've got two choices: 1. A race to the bottom on fees. 2. Offering a stand out service that differentiates you from your competitors. No one really wants the first one. But do you know the secret to the second one? It's all about time: The time you can spend building relationships with your clients. The time you can put into understanding the brief. The time you put into searching for candidates. The time it takes to present a great shortlist. And ultimately, the time to hire. Imagine if all your recruiters were able to spend all of their time on these tasks. Building better relationships. Giving a dedicated service. Speeding up placements. What if all the admin was done for them? No more half filled in CRM entries. No more arduous re-formatting. Immaculate record keeping. Automated meeting invites. Leads pre-qualified. All the back office tasks automated - completed for a fraction of the cost of an extra head in the team. Automation could be your secret weapon. Find out how. Drop us a DM to book a demo.

Growing a recruitment agency involves several key steps: 1. **Define Your Niche**: Identify the industries or sectors you want to specialize in. This helps you focus your efforts and become an expert in those areas. 2. **Build a Strong Brand**: Create a compelling brand that reflects your expertise and values. This includes a professional website, active social media presence, and consistent messaging. 3. **Develop Relationships**: Forge strong relationships with both clients (companies looking to hire) and candidates (job seekers). Networking events, industry conferences, and online communities can be valuable for making connections. 4. **Provide Excellent Service**: Deliver exceptional service to both clients and candidates. This includes understanding their needs, communicating effectively, and providing support throughout the hiring process. 5. **Utilize Technology**: Invest in recruitment software and tools to streamline your processes and improve efficiency. Applicant tracking systems, CRM software, and AI-powered sourcing tools can help you find and manage candidates more effectively. 6. **Marketing and Advertising**: Use targeted marketing and advertising strategies to reach potential clients and candidates. This could include online advertising, email campaigns, and content marketing to showcase your expertise. 7. **Continuously Learn and Adapt**: Stay up-to-date with industry trends, best practices, and emerging technologies. Adapt your strategies as needed to stay competitive in the ever-evolving recruitment landscape. 8. **Measure Success**: Track key metrics such as client satisfaction, candidate placement rates, and revenue growth to assess the success of your agency and identify areas for improvement.#adventurehumanresourceNepal

This is one for those interested in #recruitmentmarketing (which should be every person in #talentacquisition). I spoke with Kristie Perrotte about #recruiterenablement. As a recruitment marketing expert, Kristie recommends automation so lead (candidate AND client if agency) generation is far less manual than it needed to be in the past. Kristie says recruiters need to focus on high value interactions so if we can track and score candidate touchpoints with your email, social media and web pages, recruiters know precisely who to connect with 1:1. On social media, Kristie recommends creating a mini content calendar, peppered with different types of content such as jobs, testimonials, case studies, company content and more. We also talked about up-to-date trends in recruitment marketing we should all be aware of.

After 15 years of marketing recruitment companies I thought it was a good time to reflect on some lessons I’ve learnt. I wanted to do a top 5. I ended up with 38. All have helped me massively. A mixture of mistakes I’ve learned from, advice from the best and stuff I’ve read and implemented myself - Dedicate time to educate your sales teams on how to market themselves and the business - Your tactics need to be scalable and repeatable - Understand the innovation adoption curve. This will help you drive new processes and technology - Spend time automating where possible, it’ll pay off huge in the long run - There are three reactions to a design. Yes, no and WOW. Aim for wow (Milton Glaser) - Understanding what you’re not, helps define what you are - LinkedIn spends millions to engage people on the platform. Leverage this - Sell the opportunity. Not the task - Do more of what’s working, and less of what’s not - Understand dark social - 100 well-understood and engaged potential customers will drive more revenue than 5,000 that are not - Take the consultant’s unique knowledge of the talent market and produce content - Sit in as many sales meetings as possible - Align your marketing strategy to the sales strategy - Make sure all your customer touch points are consistent and drive the behaviours you want - Talk the language of sales, not marketing - Ask yourself how is this driving the sales strategy? If it’s not, don’t waste your time - Help build personal brands and build your own - If you stop learning in your job. Leave - Take ownership of the customer database - Don’t use a separate marketing database, sales and marketing need to enrich the same database - Never underestimate the power of good PR and the detrimental effect of bad PR - You build a brand by showing up every day with a clear and consistent message that’s supported by your customers - Define the candidate talent pools, target clients and genuine value propositions, then don’t move away from this focus - Stay within your niche even when the market slows - Find out your client’s pain points and solve them - Understand the genuine ROI of all your marketing tools that generate revenue - Report on productivity per head when scaling - Finance need to be your best friend, aligned with your strategy and understand the goals you’re trying to deliver - Dedicate time to talent attraction - Get honest feedback on how you’re supporting sales teams and action the feedback - Shout about marketing wins and the growth you’re driving - Review your week. What did I do well? What did I not do well? What would I do differently next time? - When you don’t know, say ‘I don’t know’ - Keep it simple - Do a few things better than anyone else. That’s how you get remembered. Spreading too thin leads to average - Use tech to solve big problems that exist, not because it’s shiny and new - Support and contribute to the recruitment marketing community Would love to hear your big learns... #recruitmentmarketing