Recruitr.io

Are you overpaying when using a Recruitment Agency? The common perception about recruitment agencies is that they are expensive, with fees ranging from 15-30% of a candidate's salary. However, it’s crucial to look beyond the numbers to understand the true value they bring to your hiring process. → Quality of Candidates: The primary value of a recruitment agency lies in the quality of candidates they provide. Are they presenting you with top-tier talent that perfectly aligns with your needs? The right agency has the network and expertise to source candidates that not only match the job requirements but also fit seamlessly into your company culture. → Time Savings: Another critical aspect is time efficiency. How much time does the agency save you in the hiring process? From screening candidates to conducting initial interviews, agencies can significantly speed up the process, allowing you to focus on your core business activities. → Market Insights: Additionally, recruitment agencies offer invaluable market insights. Their understanding of current hiring trends, salary benchmarks, and skillset availability can guide you in making informed decisions, often leading to better hiring outcomes. So, before deciding whether you’re overpaying, consider these factors. A recruitment agency that provides high-quality candidates quickly and offers insightful market analysis can be a sound investment for your business's future. In the end, it’s not just about the fee. It's about the value.

A sourcing system in your hiring process is a must-have. The challenge is putting a system in place and following it consistently. When it's crunch time, you're unlikely to hire efficiently - missing potential world-class talent. The key is to implement a system where you are continuously on the lookout for your next hire. Whilst it does take commitment, making sure to stay in touch and make key notes in your ATS (Workable for internal recruitment) will allow you to have talent almost on tap. A functioning sourcing system looks like this: -> Ask for a referral -> Informal convo -> Make key notes -> Ask for a referral -> Stay in quarterly contact This, done over time, will grow your sourcing network exponentially.

Should you hire for skillset or culture fit and potential? ---> Skillset: > Hiring for skillset means bringing someone on board who can hit the ground running. > They have the experience and technical know-how to deliver results from day one. > This approach is invaluable, especially for roles requiring specialised knowledge or for projects with tight deadlines. ---> Culture Fit & Potential: > Hiring for culture fit and potential is about investing in the future. > A candidate who aligns well with the company's values and has the potential to grow can be a tremendous long-term asset. > They may require more training initially, but their ability to integrate seamlessly with the team and adapt to evolving roles can be a game-changer. ---> So, what's more important? Whilst determining whether someone has the right skills for the job is generally easier, cultural fit is just as important. People who don’t fit will fail on the job, regardless of their talent for the role at hand. And then there's future potential; at Prospa Media, our last five hires have been based on not only their ability but also their alignment with our culture and their potential to grow and define their own roles. Resulting in a 100% hiring success rate. So, when hiring, map out the non-negotiable skills, experience and personal traits required for the role in your hiring scorecard and assess each candidate based on your pre-defined criteria. Implementing a culture assessment in your recruitment process will skyrocket your hiring success rate. 🚀

Referrals when hiring outperform any other method. Every. Single. Time. Why is it then that among hiring managers, this is the least practised approach? I'd personally put it down to one main factor: -> They don't put the time in. Whilst referrals are second to none, they don't provide a quick turnaround like using a recruiter or posting a job advert provides. Building a referral pipeline takes commitment and an understanding of who you're looking for. It takes setting time aside every single week. So, how do you build a referral pipeline: There are three main sources you can tap into: --> Your professional and personal network: Here, you'd create a list of the ten most talented people you know and commit to speaking with at least one of them per week. Then, at the end of each conversation, ask: "Who's the most talented people you know I should connect with?" Do this every week, and you'll speak to 40+ people a year while getting at least one extra connection every single week, if not more. --> Your employees As valuable as outside referrals are, who knows your needs and culture better than anyone else? People who already work for you. Offer incentives and rewards to employees who successfully refer candidates. This takes minimal effort but yields huge results. --> Create affiliate partnership programmes with select friends/customers/suppliers Offering a worthwhile incentive, probably down the route of a cash bonus for anyone who successfully refers a worthwhile connection, is another easy way to build your talent pipeline in the background. Again, this takes time, and you won't see a flood of new candidates by the end of next week if you start today. In a year through? The beauty of compounding takes place. *Chefs kiss* #cvs #hiring #interviews

When hiring, are you missing out on talent from competing agencies? It goes without saying that attracting, sourcing and retaining talent is key for business growth. Here are five possible reasons why you could be losing out: --> What sets your agency apart from the rest? If you haven’t sculpted out your agency's unique value proposition, now is the time to do so. People don’t just want a paycheck nowadays; they want career growth opportunities, innovative projects or clients to work on, and a positive work culture, to name a few. People need a purpose. --> Are you offering potential hires enough money? Top talent has multiple offers, and whilst it’s not only about the paycheck, it’s pretty important. Don’t be one of them that offers £24k for a maestro marketeer who can do SEO, Google Ads, and Paid Social. They are out there, but they aren’t at £24k, for a Jedi anyway... This is far too common in the DTC space, and I must come across it on a daily basis. A simple look at competing job ads will explain that you're way under market expectations. --> How is your agency perceived in the market? A strong employer brand that highlights your agency’s successes, culture, and employee testimonials is not just nice to have; it's crucial in 2023. Check out Prospa Media, Soar With Us and Hambi Media for inspiration from their social channels. --> Is your hiring process streamlined and candidate-friendly? Prolonged or complicated hiring procedures can deter candidates and lead them to accept offers from competitors. Whilst a structured interview process with practical tests definitely should be used, asking applicants to jump through hoops, especially those that have multiple offers, is a sure way to lose out on top talent. So, if you've been hit by the "Sorry, I've taken another job" a few too many times, look at the bigger picture. Cracking the above will be the decider in attracting talent or not. I'd welcome any other tips from my agency connections to stand out! (Or any hiring manager for that matter).

How much revenue is lost while you're stuck in the lengthy hiring process for digital marketers? 📉 Hiring is crucial for business growth, but so is your hiring managers' time to execute their day-to-day duties. 🤝 To put it into perspective, a senior member of staff tasked with being the hiring manager for a new employee can cost around £1,000 in salary costs. But how much revenue is that displacing? 👀 Senior staff are key in their involvement with strategising, decision-making and driving business growth. Every hour they spend on tasks outside these core responsibilities could mean a missed opportunity in revenue generation, client relationship building, or strategic planning. 📈 Let’s say a senior staff member equates to £500 per hour in revenue generated for the business (being conservative here), and let’s say, from job description to offer, they spend 50 hours on the hiring process. That’s a reduction in revenue by over £25,000 - not including their salary cost. 🤯 Comparing this to an agency’s cost, especially one that offers a flat fee, sounds pretty cheap now, doesn’t it? 😏 By outsourcing this time-intensive task, not only do you potentially shorten the hiring cycle with their expertise and candidate pool, but you also free up your senior management to focus on what they do best – driving the business forward. Here’s four things to consider: ▪Time spent on hiring is time away from business development and other high-value activities. ▪Recruitment agencies can often complete the hiring process more quickly and effectively than in-house efforts. ▪Keeping senior management focused on their core responsibilities ensures ongoing business growth and stability. ▪Agencies, with their expertise and network, can increase the chances of a better talent fit, which is crucial for long-term business success. The question then becomes, can you afford not to consider the more efficient and potentially more cost-effective route of using a recruitment agency? 🤔

When hiring, are you missing out on talent from competing agencies? 😫 Attracting, sourcing and retaining talent is key for business growth. 🔑 If you find your agency consistently losing out on top candidates to competitors, here are five reasons why: 💎 What sets your agency apart from the rest? If you haven’t sculpted out your agency's unique value proposition, now is the time to do so. People don’t just want a paycheck nowadays; they want career growth opportunities, innovative projects or clients to work on, and a positive work culture, to name a few. 💸 Following on from my previous point, are you offering potential hires enough money? Top talent has multiple offers, and whilst it’s not only about the paycheck, it’s pretty important. Don’t be one of them that offers £24k for a maestro marketeer who can do SEO, Google Ads, and Paid Social. They are out there, but they aren’t at £24k, for a Jedi anyway. 👀 How is your agency perceived in the market? A strong employer brand that highlights your agency’s successes, culture, and employee testimonials can be a powerful tool for attracting talent. ⏰ Is your hiring process streamlined and candidate-friendly? Prolonged or complicated hiring procedures can deter candidates and lead them to accept offers from competitors. 😎 Does your agency stay ahead of the curve in terms of industry trends and technologies? Top talents seek workplaces where they can work on cutting-edge projects and continue to learn. Understanding these factors can make a difference in attracting and retaining top talent in 2023. I’d love to know from my agency connections how you try to stand out from the crowd? 👀

When hiring, do you find applicants fit the required skillset for your agency? 🧠 Finding the right talent is more than just filling a position. It’s about finding the right person for the right role at the right time for the business. If you’re finding you’re not receiving the right applicants for your business, here’s what you should be doing: 1️⃣ Revise your Job Descriptions: This is one of the most basic things you can do. But you wouldn’t believe how many businesses make it hard for you to understand what the role entails. You can see for yourself if you search Paid Media Executive in Indeed… 2️⃣ Add a Skill or Practical Assessment to your hiring process: Once you’ve shortlisted your CVs based on experience and qualifications, ask them to complete a practical test to be sure of their expertise. If anyone declines, they’re either lazy and not a good fit or lying about experience. Both are equally as bad for your business. 3️⃣ Invest time and money into your company’s brand: Building a strong brand is essential for hiring success in 2023. If you’re not focusing on this, you’re missing out considerably. 4️⃣ Build a talent pipeline: Don’t just focus on hiring when you have a job to fill. Engage with potential candidates even before you have an open position. Building relationships early can lead to a more qualified applicant pool when it's time to hire. 5️⃣ Focus on culture fit and potential: Something that we have done well at Prospa Media is focusing on a candidate's mindset and potential within the business. Yielding a workforce that is picked on culture rather than skillset. We’ve had nightmares in the past on this one, and ensuring someone fits with the culture is 1000 times more important than if they know 100 digits of Pi. From our experience, hiring on culture and potential has resulted in a much higher success rate.

How much time do you lose when sifting through applicants' CVs when hiring? 🕰️ Hiring is a time-consuming process, especially when it comes to sifting through countless CVs. 🤯 The problem is that it’s key to invest time to do it correctly, as the cost of not doing so could be exponential. ❌ (You may have seen in one of my previous posts that a hiring mistake can cost up to 15x that of an employee's base salary). For some reason or another, hiring is one of the least systemised business processes - Why?! Here are five ways you can systemise your approach to sifting through CVs: ✔️ Use an ATS or Qualification Questions: Using an Applicant Tracking system can automate the initial stage by screening candidates and filtering them based on predefined criteria, ensuring you only have CVs that meet essential requirements. This can also be done through LinkedIn and Indeed by setting ‘Must Have’ questions. ✔️ Set Clear Job Requirements: Be specific about skills, experience, and qualifications in your job postings. Clear criteria can deter unqualified candidates from applying, reducing the volume of CVs to sift through. ✔️ Structured CV Review Process: Establish a consistent method for reviewing CVs. This can involve a checklist of key skills and qualifications, helping you quickly identify the most promising candidates. ✔️ Leverage AI and Machine Learning Tools: Some modern tools can scan and rank CVs based on their relevance to the job description, significantly speeding up the review process. ✔️ Involve Multiple Team Members: Distribute the task among several team members. Different perspectives can make the process more efficient and effective. (Just ensure you set up a proper feedback and communication loop so nothing is missed). As with any systemised process though, you should regularly record metrics and aim to improve your approach by reviewing your recruitment process regularly.

Are you prioritising cultural alignment? If not, you're missing out. ❌ Determining whether someone has the right skills for a role is more or less straightforward. Whereas culture is a little trickier. 🤔 You see, people who don’t fit will fail on the job, regardless of how good they are. The issue most have is that they don't understand their own culture, so how will you know if someone's a fit or not? 😅 We had the exact same issue over at Prospa Media, and it took the leadership team to sit down and really dig deep in terms of who we are and where we want to go. It's not rocket science; it's simply setting time aside and asking the question: "What words would you use to describe our culture?" Whilst the first sit down may get quick and not-so-nice words, they’ll be an honest description of the culture in the business. ✔️ This honesty will allow you to focus your hiring in the short term on people who fit in and can handle the direction of the business. 🚀