What 2015 Holds For Recruiting Pro’s
Below is a recent article we were asked to write for Global Recruiter on what recruiting professionals need to focus on in 2015. We wanted to share it here for you as well.
As we hurtle towards the end of another year many of us ‘try’ to predict the future or at least have a handle on how we can bill more and grow our business in the next twelve months.
Though a crystal ball might be one alternative, a better strategy is to ask our clients and, review what is happening in the market. In our own specialist recruitment company, we are in the enviable position of seeing a range of different sectors and how their recruiting practice is changing. Based on conversations we have had recently, here are our predictions for 2015.
Hoorah hiring is up though budgets are down-time to demonstrate your worth
With a global shift in the economy, hiring during 2014 had a significant kick up; this will only accelerate in 2015. The flipside is that as companies recruit more talent to fuel their own growth; this is having a knock on effect on the available funding given to recruitment, especially external suppliers #us.
There isn’t a recruitment professional on the planet, that hasn’t had their fee challenged. Be prepared for this to happen more next year. Being aware of this fact enables us to get our house in order, ahead of our future meetings with clients.
Our first task is to demonstrate the value we bring to the hiring process. To command realistic fees for our effort and expertise we must be able to validate why that client should invest in us and not another recruiter in our sector.
This is simple to do. For instance, does your client know about your 15 step search process or the database of passive candidates you have been diligently building over the last five years? I doubt it. That is why it is important to know, in depth, the features, advantages and benefits of your recruiting process. Then above all, communicate them.
Build your desk, company and brand reputation
In times of growth one school of thought is that everyone wins. This isn’t always the case. What sometimes happens is the big players get even bigger and the small players scrabble around for the scraps. Why is this? The power of a brand and positioning in the market.
The good news then? We live in a digital world and the ability to establish a position in your sector has never been easier. I’m not a marketer and this article isn’t about marketing, however I experience the power of it every day.
Hiring staff and changing companies are major decisions for all of us; that is why we want to feel ‘safe’ during the process. All the time we are unconsciously looking for someone to show us the way. It might be a comment we notice a consultant made on social media. Perhaps the way we were encouraged and treated when we called into their agency. In other words how the recruitment consultants lived their company and personal brand.
If you are in a candidate led sector (most of us now are) remember candidates can pick and choose the recruiters they work with. Some recruiters have a less than positive reputation and candidates have, friends and family who they will talk to about their recruiting experience. Imagine if they are singing your praises as opposed to the alternative!
It might take some thought and consistent action and it is possible to be a star in your recruitment sector; have the client and candidate relationship front of mind and you won’t go far wrong.
Over 70% of your clients and candidates are looking for you on social media
As recruitment professionals we are all ‘hanging out’ on LinkedIn most days. Though do you have a specific strategy in the way you utilise this platform? If not you need to and here is why?
A recent report from linkedIn stated that over 70% of people are now using a social network to find their next job and that 4 out of 5 UK professional use LinkedIn regularly.
Compare that with the fact that many recruiters still use linkedIn as a feed to place their jobs and as a search database only and hopefully the penny will drop? You are missing a huge opportunity.
LinkedIn is wise to this and from January 1st is changing its InMail policy. From next year you will no longer get a credit back if someone doesn’t respond to your Inmail. Instead if they do respond you will now be rewarded with a credit. LinkedIn really does want to help us. I am convinced this change will make all of us better more professional recruiters.
As recruitment pros 2015 will give us all the challenge to up our game; are you ready?
Best wishes,
Cheryl