recTech Insider

Revolutionising Recruitment_ AI vs. Traditional Hiring

Wed, 22 Jan 2025 08:55:47 GMT

Revolutionising Recruitment_ AI vs. Traditional Hiring

In this episode of Tech Savvy Recruiter, we explored how AI is revolutionising recruitment, with companies like Mercor leveraging AI to assess candidates, conduct interviews, and present case studies without human involvement. As AI algorithms improve through real-time learning, the technology is making high-volume tech recruitment more efficient, with even greater potential for growth in the future.

5 Top Trends for Recruitment Technology in 2025: What you MUST know!

andrew@recmate.com.au (Andrew Rodger) — Tue, 07 Jan 2025 00:48:57 GMT

5 Top Trends for Recruitment Technology in 2025: What you MUST know!

The recruitment industry is evolving rapidly, with advancements in technology reshaping how companies attract, evaluate, and hire talent. As we look ahead to 2025, several key trends are emerging that are set to revolutionise recruitment processes, making them more efficient, inclusive, and data-driven. From immersive candidate experiences to AI-driven efficiencies, here are the top recruitment technology trends to watch in the coming years.

1. Virtual Reality for Immersive Candidate Interviews & Assessments

One of the most exciting developments in recruitment technology is the increased use of virtual reality (VR) to conduct immersive interviews and assessments. While traditional face-to-face interviews have long been a staple of the hiring process, VR is creating new possibilities for both candidates and recruiters. By using VR, companies can simulate real-world job scenarios and evaluate candidates' responses to complex situations, allowing for a more hands-on and accurate assessment of their skills.

For example, VR can be used in industries like healthcare, manufacturing, and retail to replicate tasks or challenges that the candidate will face on the job. This technology gives employers a deeper understanding of a candidate's abilities, decision-making skills, and how they handle stress or high-pressure situations. Furthermore, VR allows candidates to experience what it's like to work in a particular company or role, making the process more transparent and engaging.

2. AI-Driven Chatbots for Initial Candidate Interactions

AI-powered chatbots are becoming an integral part of the recruitment process, particularly for initial candidate interactions and frequently asked questions (FAQs). These chatbots can automatically engage candidates, answer basic queries, and even collect essential information, providing candidates with a streamlined experience. This helps free up time for recruiters to focus on more high-touch elements of the hiring process, such as interviews and assessments.

Chatbots can also guide candidates through the application process, ensuring they don’t miss any key steps or documents. In addition, by leveraging natural language processing (NLP) and machine learning, these bots can become smarter over time, offering more personalised and efficient responses to candidates. The use of chatbots can dramatically improve response times and enhance the candidate experience, especially when dealing with large volumes of applications.

3. Employee Referral Programmes Powered by Technology

Employee referral programmes have long been one of the most effective ways to source high-quality candidates. In 2025, technology will take these programmes to new heights by providing platforms that automate and streamline the entire referral process. Technology-driven referral programmes allow employees to easily share job openings within their networks, track referral progress, and even receive rewards or incentives in real time.

AI-powered systems will be used to identify the best-fit candidates within an organisation’s existing network, boosting the success rate of referrals. By leveraging predictive analytics , these platforms will analyse referral data to identify patterns and optimise referral strategies, ultimately improving the quality of hires. As companies continue to rely more on their internal networks, referral programmes will become a cornerstone of recruitment strategies, making them more personalised and efficient.

4. Mobile Recruitment Platforms

As mobile devices become the primary tool for browsing and job searching, mobile recruitment platforms are gaining significant traction. In 2025, recruitment systems will increasingly be designed to work seamlessly on smartphones, allowing candidates to apply for jobs, track their application status, and communicate with recruiters directly from their devices.

Mobile recruitment platforms provide a more flexible and accessible way for candidates to interact with job opportunities, especially as younger, tech-savvy generations enter the workforce. Companies that adapt their recruitment processes to be mobile-friendly will gain a competitive advantage, attracting top talent who are accustomed to using mobile technology for all aspects of their personal and professional lives. Optimising the candidate experience on mobile devices will be critical to engaging candidates and reducing friction in the application process.

5. Integration of Wellness & Mental Health Assessments

A growing trend in recruitment technology is the integration of wellness and mental health assessments into the hiring process. In 2025, employers will place increasing importance on hiring candidates who align with their organisational values, not just in terms of skills and experience, but also in terms of mental well-being. Companies are recognising the importance of hiring individuals who can thrive in the workplace environment and handle stress effectively.

Technology tools that assess mental health and wellness—such as digital assessments, mood tracking apps, and stress management tools—are becoming more prevalent. These tools can be used as part of the hiring process to assess candidates' psychological well-being and fit within the company culture. By integrating wellness assessments, organisations can improve employee retention rates, reduce burnout, and create healthier work environments. This holistic approach to hiring not only benefits individual employees but also contributes to the overall success and culture of the organisation.

As recruitment technology evolves, 2025 will bring transformative changes in how companies attract, assess, and hire talent. With advancements like virtual reality, AI chatbots, mobile platforms, and wellness assessments, the hiring process will become faster, more inclusive, and data-driven. Organisations that embrace these trends will gain a competitive edge in securing top talent while fostering a holistic candidate experience. Adopting these technologies ensures companies are ready to meet the challenges of an ever-changing job market and build stronger, more resilient teams.

Ace Your Job Search: Top Tips for Working with a Recruiter

andrew@recmate.com.au (Andrew Rodger) — Wed, 16 Oct 2024 23:53:18 GMT

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Not everyone has experience working with a recruiter. Take this opportunity to share with them what that process and relationship may look like. You could even break this article into two parts: one for candidates and one for companies.

Top 5 Tips for Working with a Recruiter

Working with a recruiter can greatly enhance your job search process. To make the most out of this partnership, here are five essential tips:

Define Your Goals Clearly

Clearly outline your career goals, job preferences, and any non-negotiables. The more specific you are about the type of role, industry, and company culture you're seeking, the better your recruiter can match you with suitable opportunities. This clarity helps prevent mismatches and ensures that the roles presented to you align with your long-term career aspirations.

Communicate Openly

Transparency is crucial in your interactions with a recruiter. Be upfront about your skills, experience, salary expectations, and any concerns you may have. This honest communication allows your recruiter to advocate effectively on your behalf and ensures that you’re not considered for positions that don’t fit your criteria or career goals.

Be Responsive and Professional

Recruiters often work under tight deadlines and need quick responses to move forward with job applications. Promptly return calls and emails, and maintain a professional demeanor in all interactions. This not only keeps the process moving but also reflects well on you, making it easier for recruiters to advocate for you with potential employers.

Utilize Their Expertise

Recruiters have valuable industry insights and can offer guidance on improving your resume, preparing for interviews, and negotiating salaries. Take advantage of their expertise to enhance your job search strategy. They can provide tips and advice that you might not have considered, helping you present yourself in the best possible light.

Stay Engaged

While your recruiter is working on your behalf, it’s important to remain proactive. Continue applying for jobs independently, attend networking events, and update your recruiter about any new leads or changes in your job search. This active involvement demonstrates your commitment and may open additional doors to opportunities.

By following these tips, you'll maximise the benefits of your collaboration with a recruiter and make your job search more effective and efficient.

Revolutionising Recruitment with Podcasts

andrew@recmate.com.au (Andrew Rodger) — Thu, 03 Oct 2024 00:27:56 GMT

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“Podcasting is a powerful medium because it allows you to connect with your audience in a very personal way.” – Rachel Hollis

Podcasts are becoming more commonly used and accepted across the business world, and some companies have seen enormous uplift in audience/relevance.

This approach not only attracts top talent but also differentiates organisations in a competitive job market.

Let’s explore how podcasts can revolutionise recruitment strategies and build meaningful connections with future employees.

Using Podcasts in the Recruitment Process: A Concise Guide

Define Your Podcast’s Purpose and Audience
Clearly identify the goal of your podcast—whether it's showcasing company culture, providing role insights, or discussing industry trends. Tailor your content to resonate with potential candidates by addressing their interests and concerns.

2. Craft Engaging Content
Create valuable episodes that attract listeners. Consider including:

Company Culture: Share employee stories and experiences.
Role Insights: Feature hiring managers discussing specific roles.
Industry Trends: Offer expert insights on current industry challenges.
Success Stories: Highlight employee growth and achievements.

3. Choose the Right Format and Style

Select a podcast format that best suits your content:

Interviews: Host conversations with employees or industry experts.
Roundtable Discussions: Engage in panel discussions on relevant topics.
Storytelling: Share compelling narratives from within your company.
Q&A Sessions: Address common questions from potential candidates.

4. Promote Your Podcast Effectively
Ensure your podcast reaches your target audience by promoting it through:

Company Website: Embed episodes on your careers page.
Social media: Share episodes with engaging visuals on various platforms.
Job Listings: Include podcast links in job postings and emails.
Events: Promote during industry events and networking opportunities.

5. Measure and Iterate
Track your podcast’s performance using:

Analytics: Monitor downloads and listener engagement.
Feedback: Gather input from listeners to identify areas for improvement.
Adjustments: Refine content based on listener feedback and performance metrics.

By following these tips, you can effectively leverage podcasts to enhance your recruitment process and connect with potential candidates.

For the GOAT of recruitment podcasting, check out Darren Saul who runs Suspended Animation - great resources here!

Thanks @DarrenSaul for all the tips you have shared with me and @BelindaKerr on our podcast journey.

Great Vision requires Great people

andrew@recmate.com.au (Andrew Rodger) — Wed, 25 Sep 2024 00:45:59 GMT

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Top 6 Employee Retention Strategies

As we move through 2024 (where has this gone?!?!), organizations are increasingly recognizing the importance of effective employee retention strategies. High turnover can be costly and disruptive, making it essential for businesses to implement strategies that keep their top talent engaged and committed. Here are six top strategies for retaining employees in the coming year:

1. Enhance Work-Life Balance

Employees today place a high value on work-life balance. Offering flexible work arrangements—such as remote work options, flexible hours, and hybrid work models—can significantly boost retention.

Allowing employees to manage their work around their personal lives can lead to increased job satisfaction and loyalty.

A lot of our clients are working a 3-day split - 2 from the office and 3 from home.

2. Cultivate a Positive Company Culture

A strong, positive company culture is key to retaining employees. Focus on creating an environment where employees feel appreciated and connected. This includes fostering open communication, recognizing achievements, and promoting inclusivity. Building a culture that aligns with employees’ values and encourages collaboration can help maintain a motivated and committed workforce.

3. Offer Competitive Compensation and Benefits

While not the sole factor in retention, competitive compensation remains crucial. Ensure your salary packages are on par with industry standards. Additionally, enhance your benefits offerings to include health insurance, wellness programs, and financial support such as student loan repayment assistance. A comprehensive benefits package can make your organization more attractive to current and potential employees.

4. Invest in Professional Development

Employees are more likely to stay with a company that supports their career growth. Invest in training and development opportunities that align with employees’ career aspirations. This could include mentorship programs, skill development workshops, and educational reimbursements. Providing clear paths for career advancement and recognizing employees' efforts can further boost retention.

5. Prioritize Employee Recognition

Regular and meaningful recognition is essential for employee satisfaction. Develop a robust recognition program that acknowledges both individual and team accomplishments. Whether through formal awards, public praise, or informal gestures, showing appreciation for employees’ hard work can strengthen their commitment to your organization.

6. Leverage Technology for Engagement

Technology plays a significant role in modern employee engagement. Utilize digital platforms to facilitate regular check-ins, performance feedback, and team collaboration.

For remote and hybrid teams, ensuring seamless communication and connection is crucial. Embrace technological tools that enhance the employee experience and keep your team engaged and connected.

We’ve seen a big uptick in demand for technology assisting recruiters with business development. There are a few really great products out there that will drive new customer acquisition so well worth the investigation.

To retain top talent in 2024, organizations must adopt a combination of strategies that address employees' evolving needs and preferences. By enhancing work-life balance, cultivating a positive culture, offering competitive compensation, investing in professional development, prioritizing recognition, and leveraging technology, businesses can create an environment that keeps employees engaged and committed. Implement these strategies to build a loyal and motivated workforce that drives your organization’s success.

“We don’t rise to the level of our goals, we fall to the level of our systems” – James Clear

andrew@recmate.com.au (Andrew Rodger) — Tue, 30 Jul 2024 11:45:18 GMT

In recruitment, the importance of having streamlined and efficient workflows cannot be overstated. As James Clear wisely points out,

"We don’t rise to the level of our goals, we fall to the level of our systems."

This mantra is particularly relevant in the recruitment industry, where ambitious hiring targets can only be achieved with clear, systematic approaches. Here’s how you can ensure your recruitment processes are set up for success.

Streamlined Recruitment Workflows

Having clear and efficient recruitment workflows is essential for achieving your recruitment firm’s goals. Without a systematic approach, even the most ambitious targets become hard to reach, leading to delays and missed opportunities. Streamlined workflows help ensure that every step of the recruitment process, from sourcing candidates to post placement care, is executed smoothly and efficiently. This not only accelerates the hiring process but also improves the overall effectiveness and customer experience provided by your recruitment firm.

Technology Integration

Integrating ATS and other rec-tech is a non-negotiable for modern recruitment.

Your systems should be automating repetitive tasks like your initial advertising responses, sorting based on fit for role, and interview scheduling, freeing up valuable time for your recruitment team to focus on more strategic activities (like speaking with people!).

By leveraging technology, you can streamline your workflows, reduce errors, and ensure a more efficient and effective recruitment process. The right technology can make it easier to reach your recruitment goals by providing tools that enhance both speed and accuracy in candidate selection.

Enhanced Candidate Experience

A consistent and well-organised recruitment system ensures a positive experience for candidates.

Clear communication, timely feedback, and organised processes reflect well on your company, improving your employer brand. A positive candidate experience is essential for attracting and retaining top talent. When candidates feel valued and respected throughout the recruitment process, they are more likely to accept job offers and speak positively about your company to others.

Scalable Recruitment Solutions

Scalable systems are vital for handling growth efficiently.

Whether you’re facing a sudden increase in demand from clients, or expanding into new markets, flexible systems can manage the increased volume seamlessly. Scalable recruitment solutions allow you to adjust your processes and resources to meet changing demands without compromising on quality or efficiency. This adaptability is crucial for maintaining a competitive edge in the recruitment industry.

Feedback and Continuous Improvement

Systems that include mechanisms for continuous feedback and improvement are essential for long-term success. Regularly assessing and refining your recruitment processes ensures they remain aligned with organisational goals and industry best practices. Feedback loops help identify areas for improvement and implement changes that enhance overall efficiency and effectiveness. By continuously improving your systems, you can ensure that your recruitment strategies evolve to meet new challenges and opportunities.

At recMate, we believe that with the right systems in place, you can turn every recruitment challenge into an opportunity for growth and excellence.

Lift the Same, Look the Same

andrew@recmate.com.au (Andrew Rodger) — Tue, 30 Jul 2024 11:41:13 GMT

The Powerlifting Lesson for Your Business

I've recently started training in powerlifting as part of my fitness plan to become the best version of myself - v10.0, if you will. It may have something to do with a significant birthday looming in October…more of that later!

This journey is both new and exciting, and I've got a coach to guide me through it. One of the key lessons my coach keeps drilling into me is, " Lift the same, look the same ." The idea is simple: if I don’t keep adding weights, nothing changes. I won’t get stronger, I won’t look fitter, and I’ll remain the same.

The same principle applies to your business. If you continue doing the same thing today and tomorrow as you did yesterday, then nothing will change. If nothing changes, nothing changes.

Growth and improvement come from consistently challenging yourself and your team. So, how can you apply this mindset to your recruitment business?

Assess and Evolve Your Processes

Take a step back and review how your team operates from prospecting to post-placement care. Here are a few areas to consider:

Prospecting: Are your methods for identifying potential clients and candidates up to date? Utilising the latest tools and platforms for prospecting can significantly enhance your reach and efficiency. Explore new methodologies, leverage automation and AI-powered search tools, and utilise existing platforms such as LinkedIn to its fullest potential.

Screening and Interviewing: Evaluate your screening and interviewing processes. Are you using advanced assessment tools and structured interview techniques to identify the best candidates - even before your consultants review their resume? Consider incorporating skills assessments, personality tests, and video interviews to streamline and improve your selection process. Some of our clients ask 1 question that makes their teams focus on the right candidates, cutting through 100s of candidates they cannot help.

DM me “What's the question” and I’ll share it with you!

Client and Candidate Experience: Just like progressively adding weights to your lifts, enhancing the experience for your clients and candidates can lead to significant gains.

Implementing feedback mechanisms, improving communication, and ensuring a smooth onboarding process can differentiate your service and build stronger relationships. After all - we are in the service industry, so let’s not forget to productise that service as much as possible so it’s repeatable and continually improving.

Measure it too. There are so many tools that are free/negligible in cost to implement a way to measure your service. At a minimum a brief survey post placement. But why not go for gold with a survey pre-placement (post internal interview and post client interview) so you are measuring not only successful candidate/client experience (post placement care surveys) but also how your process pre-placement too.

Embrace Technology and Innovation

Staying ahead and providing best in class service, means embracing technology and innovation. Here’s how you can do it in your agency:

Automation: Automate repetitive tasks to free up your team’s time for more strategic activities (like speaking to people!). From candidate sourcing to interview scheduling, candidate update activities, reminders to keep in contact with clients, automation can enhance efficiency and reduce missed opportunities.
Data Analytics: Utilise data analytics to gain insights into your recruitment processes. Track key metrics like time-to-hire, cost-per-hire, and source effectiveness to identify areas for improvement and make data-driven decisions. Job to placement ratios are one of my favourite as it highlights how many jobs I MUST have on to meet my placement targets.
Continuous Learning: Encourage continuous learning and development within your team. Provide training on the latest recruitment trends, tools, and best practices. And then keep reminding them! Repetition is the mother of learning and the father of action - so you may think you sound like a broken record, but keep reminding them and teaching them. Staying informed and skilled is crucial for adapting to changes and driving growth.

Set Goals and Measure Progress

Just as in powerlifting, setting clear goals and measuring progress is essential for business growth. Define specific, measurable objectives for your team and track their performance regularly. Not just financial goals, but performance metrics/targets that improves customer experience too. Celebrate the small wins and use setbacks as learning opportunities.

The Powerlifting Lesson for Your Business

“Lift the same, look the same” is a powerful mantra not just for powerlifting, but for any area where growth and improvement are desired. By consistently challenging your team, embracing innovation, and striving for continuous improvement, you can ensure that your recruitment business doesn’t just stay the same but grows stronger and more successful over time.

SYSTEM Stands for: Save Yourself Time, Energy, and Money

andrew@recmate.com.au (Andrew Rodger) — Tue, 30 Jul 2024 11:38:14 GMT

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SYSTEM stands for Save Yourself Time, Energy, and Money , and a structured recruitment process can help achieve exactly that. By investing in a well-organised recruitment system, businesses can streamline their operations and enjoy numerous benefits.

Efficiency and effectiveness are crucial for business success. For recruitment businesses, a structured recruitment system from prospecting to post-placement care is an invaluable asset. Here's why investing in such a system can transform your recruitment process and deliver substantial benefits.

Faster Time-to-Hire

One of the most significant advantages of a structured recruitment system is the reduction in time-to-hire. Streamlining processes like candidate sourcing, screening, and interviewing leads to quicker vacancy fulfilment. This minimises disruptions to productivity and helps maintain team dynamics. An efficient system ensures that roles are filled promptly, reducing the downtime that can negatively impact business operations. Imagine calling a candidate from your database and you know they will answer as they updated their details 6 days ago (from an automatic outreach from the ATS!).

Improved Candidate Quality

A systematic approach to recruitment ensures that the process aligns closely with the company’s specific needs and culture. Advanced screening tools and assessment methods enable recruiters to select only the most qualified and suitable candidates. This focus on quality leads to higher calibre, more placeable candidates.

Enhanced Candidate Experience

A well-structured recruitment system enhances the candidate experience by providing a smoother and more professional journey. Clear communication, timely feedback, and organised processes reflect positively on the company’s brand. This professionalism attracts top talent and improves overall candidate satisfaction, making it more likely that the best candidates will choose to answer the phone/sms/email when you reach out to them about a job.

Cost Savings

Efficiency in recruitment translates directly to cost savings. By reducing the time and resources spent on lengthy hiring processes, companies can significantly increase the number of roles each person can work on…and fill.

Data-Driven Decisions

An efficient recruitment system leverages data analytics to inform hiring decisions. Put some science into the art of your recruitment firm!

By analysing metrics such as source effectiveness, placement performance, and process efficiency, companies can continuously refine their recruitment methodology. This data-driven approach leads to more informed and successful recruitment teams. It also allows your teams to more efficiently run their own recruitment desks.

Investing in a structured recruitment system is about gaining a competitive edge. By saving time , energy , and money , such a system empowers recruitment businesses to operate more effectively and efficiently. The benefits of faster time-to-hire, improved candidate quality, enhanced candidate experience, cost savings, and data-driven decisions make it an essential investment.

Building a Resilient Recruitment Strategy for Economic Uncertainty

andrew@recmate.com.au (Andrew Rodger) — Mon, 01 Jul 2024 20:46:22 GMT

Economic ups and downs are just a part of business. For recruitment agencies, staying resilient during these times is key. Here’s how you can build a strategy that’s able to weather whatever economic storm is coming your way.

Flexible Team Planning

The ability to adapt is key. Have a flexible plan that allows you to scale your team according to the market demand. This means balancing between full-time staff, part-time workers, and freelancers. You should also always prepare for various economic scenarios. By anticipating different outcomes, you can respond quickly and keep operations smooth.

Investment in Technology

Invest in technology that streamlines your recruitment processes. Tools like AI-driven candidate matching and automation can save time and reduce manual tasks, letting your team focus on strategic activities.

Keep up with the latest recruitment tech trends. Continuous investment in technology can ensure you stay competitive and efficient, but it's not all about buying the latest shiny tool. We’re more interested in ensuring you’re using what you have effectively and getting the most out of your investment.

Diversification of Services

Don’t put all your eggs in one basket. Offer a range of services to your clients, such as temporary staffing, permanent placements, and consulting. Diversification helps you tap into different revenue streams.

Make sure you run your top clients by percentage of revenue (EBITDA for experts) and then see if there are some risk items there. Run this quarterly at a minimum.

In addition to this, consider specialising in multiple sectors. This reduces risk, as a downturn in one industry might be balanced by stability or growth in another. For Australia, I see a great balance between corporate clients, State Government clients, and Federal Government clients. Often these are counter-cyclical in demand so are great to balance your risk portfolio.

Continuous Learning

Ensure your team is always learning and growing. Regular training sessions on new technologies, market trends, and best practices can keep your staff sharp and adaptable.

As a leader you must keep an eye on economic forecasts and industry reports. Staying informed helps you anticipate changes and adjust your strategy accordingly.

Run at least weekly training sessions - nothing wrong with a mid-week lunch n learn in the office. This can help that hybrid office to have an incentive to come into the office!

Turn Challenges into Opportunities

Building a resilient recruitment strategy is about being prepared and staying flexible. By investing in technology, diversifying your services, and fostering continuous learning, you can navigate economic uncertainties with confidence. With the right approach, you absolutely can turn challenges into opportunities.

We’re helping many recruitment firms stay ahead of the economic curve with their recruitment technology. Reach out to me if you would like to have a chat!

Client Relationship Management - Strengthening Partnerships for Long-Term Success

andrew@recmate.com.au (Andrew Rodger) — Mon, 01 Jul 2024 16:06:11 GMT

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When the market is challenging, building and maintaining strong client relationships becomes more important than ever. As we fly into the new financial year in Australia, leveraging technology and refining our processes should be front of mind. Here’s how you can ensure long-term success by focusing on client relationship management.

#1 Utilise Advanced CRM Features

While you’re probably already using a sophisticated CRM system like Bullhorn , Salesforce or Jobadder , it's time to go deeper. Use advanced features like predictive analytics to anticipate client needs and behaviours. This isn't just about storing data - it's about interpreting it to foresee trends and tailor your communications accordingly. Ensure your CRM is fully integrated with the rest of your tech stack to provide a seamless flow of information. (PS we can help you here.)

Most recruitment platforms will have a very deep marketplace of partners that you can integrate with the core platform (think iPhone and the App store) to make this whole integrated process really easy.

#2 Enhanced Automation

If you’re reading this article then I’m sure you've got the basics down, but consider how you can further optimise. Implement advanced automation workflows that not only send updates but also trigger actions based on client interactions.

Most recruitment firms we work with have at least 30-50 automations running at any given time. This ensures that their teams are doing the ‘human’ parts of our roles (and reminds them to do the things they may forget to do!).

#3 Leveraging AI for Personalisation

Use AI tools to analyse client interactions and personalise communications. AI can help identify the best times to reach out, the type of content that resonates most, and the preferred communication channels for each client. This kind of tailored approach can significantly enhance client satisfaction and loyalty.

These features are usually built into such platforms as Bullhorn and Salesforce where they highlight things like open days/times so you can make sure you are communicating with your clients when they are best placed to hear your message.

#4 In-Depth Analytics

Move beyond standard metrics. Offer your clients deep, actionable insights derived from complex data analytics. For example, predictive hiring trends, candidate pool analysis, and market salary benchmarks. By presenting these insights, you help clients make data-driven decisions that position them competitively in their industry.

Custom dashboards are great, but adding predictive analytics can provide even more value. These dashboards can forecast hiring needs, predict time-to-fill for positions, and suggest optimal sourcing strategies.

If you have these conversations with your clients (and the objective data to back up these conversations) you will be in the top 1% of recruitment firms. Using data analytics products (eg. OneUp Sales , Bullhorn Analytics , PowerBI ) you can build these dashboards and reporting suits very quickly. A game changer in your value proposition as a true professional partner.

#5 Continuous Improvement Through AI

Implement AI-driven feedback systems to continuously gather and analyse client feedback. Use this data to make real-time improvements to your services. An AI system can highlight common pain points and suggest actionable improvements, ensuring you stay responsive and proactive.

This is at its infancy in recruitment BUT! It is coming. AI is set to highlight what you need to do next to build that relationship, to make that extra placement, to ensure that your contractor numbers don’t drop, all by doing what many staffing firms do today BUT at a fraction of the time and cost.

#6 Transparent Process Management

Go beyond basic transparency by using tools that offer real-time updates and predictive project timelines. Clients can see not just where things stand now, but also get forecasts on future stages. This level of transparency can build real trust and reassure clients of your commitment and reliability.

We are seeing this happen today with many recruitment databases having open portals to clients and candidates so they can see what is happening with their assignment/their application in real time.

#7 Advanced Feedback Mechanisms

Establish strong, reliable feedback loops with predictive analytics. Use established platforms or custom-built feedback tools that not only gather data but also analyse it to predict future client needs and satisfaction levels. Addressing these insights proactively can help in maintaining strong, trust-based relationships.

Strengthening client relationships in the recruitment industry isn’t just about using the latest technology or having efficient processes, it’s about combining these tools with a personal touch. By leveraging technology to enhance communication, deliver real value, and build trust, you can build long-term partnerships that thrive, even in uncertain times. We believe that with the right approach, you can turn challenges into opportunities, ensuring mutual growth and success in the new financial year.

Navigating the New Superannuation and Minimum Wage Regulations

andrew@recmate.com.au (Andrew Rodger) — Mon, 01 Jul 2024 15:55:47 GMT

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As the new financial year begins, Australia has implemented significant changes to superannuation contributions and the national minimum wage, effective from July 1st. These updates bring new compliance challenges that recruitment agencies must help their clients navigate. Here’s how you can support your clients through these transitions using technology along with strong systems and processes.

Understanding the Changes

Superannuation Contributions Increase: The mandatory employer superannuation contributions have risen from 11.0% to 11.5%. This increment is part of a planned series of increases, with the rate set to continue rising by 0.5% annually until it reaches 12% by 2025. This means employers must allocate a larger portion of their payroll to superannuation, impacting overall compensation costs.

Minimum Wage Adjustment: The national minimum wage has increased by 3.75%, affecting both the National Minimum Wage and minimum award wages. This adjustment impacts hiring costs and sets new salary benchmarks across various sectors.

Staying compliant with these new regulations is crucial for avoiding legal penalties and maintaining business integrity. For recruitment agencies, ensuring clients understand and implement these changes is key to building long-term partnerships.

Here’s how you can help your clients navigate these changes effectively:

Automated Payroll Systems: Implementing automated payroll systems can significantly reduce the risk of non-compliance. These systems can be programmed to adjust superannuation contributions and minimum wage rates automatically, ensuring that all payments meet the new legal requirements without manual intervention.
Compliance Software: It's time to opt for compliance management software that tracks regulatory changes and updates processes accordingly. These tools can provide alerts and reminders about compliance deadlines, ensuring your clients are always ahead of regulatory requirements.
Digital Documentation: Maintain digital records of all payroll transactions and employee communications related to wage and superannuation changes. Digital documentation makes it easier to manage, search, and audit records, ensuring all compliance requirements are met and easily verifiable.
Educational Workshops: Conduct workshops or webinars to educate your clients about the recent changes. These sessions can cover the specifics of the new regulations, the implications for their business, and the best practices for implementing the changes smoothly. This can be a real value-add for your agency to offer.
Regular Updates: Provide regular updates through newsletters, blogs, or client portals about any further changes or clarifications related to superannuation and minimum wage laws. Keeping clients informed helps them stay compliant and reduces the risk of last-minute surprises.
Consultation Services: Offer consultation services to help clients audit their current compliance status and develop a customised plan to meet the new requirements. These services can include a thorough review of their payroll systems, employee contracts, and financial planning.
Tailored Support: Provide personalised support tailored to each client’s unique needs. Whether they need help updating their payroll systems, understanding the legal implications, or training their staff, your support can make a significant difference.

The recent changes to superannuation contributions and the national minimum wage present both challenges and opportunities for businesses. By leveraging technology and providing comprehensive compliance support, your agency can ensure that your clients remain compliant and well-prepared for the new financial year.

How to Get Your Team on Board with Your New Rec-Tech

andrew@recmate.com.au (Andrew Rodger) — Tue, 02 Apr 2024 05:08:55 GMT

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Strategies for Successful Consultant Adoption

Introducing new rec-tech to your agency promises a path to greater efficiency and better ROI. However unfortunately, the tech is only as good as the team using it. The real challenge is ensuring your team adopts the tool and embraces it as a part of their daily workflow. Here's how to lead your team toward successful adoption and make the most out of your tech stack investments!

#1 Open the Lines of Communication

Start with the ‘why’. Before introducing any new technology, explain the reasons behind the decision. Highlight how this change aligns with your agency's broader goals, such as improving candidate placement rates, streamlining processes, or enhancing client relationships. Addressing the ‘why’ helps in creating a sense of purpose and urgency, making the new tech an integral part of achieving common objectives.

#2 Tailor Training to Your Team

One-size-fits-all doesn't work for training. Recognise that your team members have different learning styles and proficiencies. Some may be tech-savvy and eager to explore new tools, while others may feel apprehensive about digital changes. Offering tailored training sessions - from group workshops for general overviews to one-on-one sessions for more personalised guidance - ensures everyone gets the support they need.

#3 Show Real-World Value

Demonstrate the direct benefits of the new technology on your team's daily tasks. Use real-world scenarios and success stories to show how the tech can solve common issues, save time, and reduce workload. For instance, if you're implementing a new ATS, highlight how it simplifies candidate tracking and improves communication with potential hires. Seeing the real tangible benefits encourages team members to invest time and effort into learning the new system.

#4 Create Tech Champions

Identify early adopters within your team who are enthusiastic about the new technology and empower them as tech champions. These people can play a crucial role in driving adoption across the agency. They can share tips, answer questions, and provide peer-to-peer support, making the transition smoother for everyone. Having champions also helps in creating a positive buzz around the new tech, making others more open to embracing it.

#5 Provide Ongoing Support and Encouragement

Recognise that learning and adopting new technology is a process. Provide ongoing support to address any challenges that come up post-training. Encourage feedback and create an environment where team members feel comfortable sharing their experiences and suggestions for improvement. Celebrating small wins and milestones can also motivate the team, reinforcing the value of the new tech in achieving both individual and business-wide successes.

#6 Listen and Adapt

Be prepared to listen to your team's feedback and adapt your approach as necessary. If certain aspects of the new technology aren't working as expected or if additional training is needed, be ready to make adjustments. Continuous improvement should be the goal, with an emphasis on making technology work for the team, not the other way around.

Getting your team on board with new tech is key to the successful digital transformation of your agency. Through clear communication, tailored training, demonstrating real-world value, creating tech champions, and providing ongoing support, you can create a culture that not only accepts but also thrives on technological advancements. Remember, the goal is to enhance your team's capabilities and streamline operations, paving the way for greater success, not stress!

We live and breathe everything about this process at recMate, so if you’d like some expert advice, just drop me a line at andrew@recmate.com.au

Overcoming Tech Overload - Simplifying Your Recruitment Stack

andrew@recmate.com.au (Andrew Rodger) — Tue, 02 Apr 2024 02:28:48 GMT

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With AI, automation, and rec-tech being the topics on everybody's lips in the recruitment space, many agencies have turned to a quick (and costly) purchase of a tech stack that will supposedly solve all of their problems. Oh dear, this rush has led to one common challenge we see at recMate: technology overload.

The space is cluttered with tools promising to revolutionise processes (which they absolutely can) but without careful selection, integration, and adoption, you can create more problems than they solve. It’s not just about buying technology, it’s about making technology work for you and your team.

The Problem with Tech Overload

Recruitment agencies face the task of choosing from an ever-expanding range of tech solutions. Each promises efficiency and growth, but an overloaded tech stack can lead to confusion, inefficiency, and a poor ROI. The issue isn’t the technology itself but how it's integrated with the rest of the tech stack and utilised within the agency.

3 Steps to Simplifying Your Tech Stack

Evaluate Your Current Tech Stack: Begin by assessing the technologies you currently use. Identify which tools genuinely add value and which are complicating your processes. Look for overlaps in functionality and gaps that need filling.
Prioritise Integration and Usability: Select tools that seamlessly integrate with each other. A well-connected tech stack reduces manual data entry and errors, streamlining workflows. User-friendly interfaces encourage adoption from your team, so prioritise simplicity and ease of use.
Adopt a Results-Driven Mindset: Your consultants will only embrace technology they believe in, and belief comes from seeing results. Demonstrate how each tool can directly benefit their daily tasks and the overall success of the agency.

The Importance of Training and Adoption

Technology alone doesn’t guarantee success, its value is unlocked through proper use. Comprehensive training is essential for ensuring your team not only knows how to use the tools but also understands the ‘why’ behind them. This understanding is crucial for adoption and leveraging the full potential of your rec-tech investments.

Training should be ongoing, adapting to new features and tools as they become available. It’s also vital for new team members, ensuring they’re brought up to speed and can contribute effectively.

Why Integration Matters

Properly integrated tech solutions speak to one another, creating a cohesive ecosystem that enhances efficiency and data accuracy. Integration also provides a unified view of operations, from candidate sourcing to placement, enabling better decision-making based on comprehensive insights.

However, integration isn’t just a one-time task. Regular assessments of your tech stack ensure it evolves with your agency’s needs and the recruitment landscape. These assessments can highlight areas for further integration or simplification.

Investing in technology is only the first step. The real advantage comes from how these tools are integrated into your processes and the ongoing commitment to training and adoption. A simplified, effective tech stack can:

Improve consultant productivity by reducing administrative burdens.
Enhance candidate and client experiences through more personalised and efficient interactions.
Provide actionable insights through data analytics, driving informed decision-making.
Ultimately, deliver a tangible ROI by aligning technology with strategic business goals.

Discover the recMate Difference

When tackling tech overload, the goal is to create a streamlined, integrated tech stack that supports your agency’s unique needs. By focusing on integration, usability, and training, you can ensure that your investment in technology translates into real-world benefits.

At recMate, we understand the challenges and opportunities of recruitment technology. We’re here to guide you through simplifying your tech stack, ensuring your technology works for you, not against you, every step of the way. If any of this sparked your interest, it might be worth getting in touch for a no obligation chat.

The Rise of Predictive Analytics in Recruitment

andrew@recmate.com.au (Andrew Rodger) — Mon, 04 Mar 2024 04:58:44 GMT

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Recruitment isn’t just about filling vacancies anymore, it’s about foreseeing them.

Enter predictive analytics.

Transforming the recruitment landscape more than we ever imagined. Essentially, predictive analytics uses historical data, statistical algorithms, and machine learning techniques to predict future outcomes. For recruitment, this means a shift in how we identify, attract, and retain talent.

Understanding Predictive Analytics in Recruitment

Predictive analytics in recruitment applies data-driven insights to anticipate hiring needs, understand candidate success factors, and enhance employee retention rates. It’s like having a crystal ball, but instead of vague predictions, you get data-backed insights. For instance, by analysing past hiring data, companies can predict future hiring needs, identify the characteristics of high-performing employees, and even foresee potential turnover.

Why It’s a Game-Changer

Aside from all of the above, the magic of predictive analytics lies in its ability to make recruitment proactive rather than reactive. Instead of scrambling to fill positions, recruiters can strategically plan their pipeline. According to LinkedIn’s Global Recruiting Trends , 56% of professionals say that new interview tools are the top trend impacting how they hire. Predictive analytics is at the heart of many of these tools, enabling smarter, more efficient hiring processes.

Improved Quality of Hire: By analysing data from past recruitment cycles, predictive analytics can identify which candidate attributes correlate with long-term success in a role. This insight allows recruiters to refine their candidate search and selection criteria, leading to higher quality hires.
Efficient Use of Resources: Time and money are precious commodities in recruitment. Predictive analytics helps optimise both by streamlining the recruitment process, targeting efforts where they’re most likely to yield results, and reducing the cost per hire.
Enhanced Candidate Experience: By understanding the traits of successful candidates, organisations can tailor their recruitment messaging to attract similar profiles, improving the overall candidate experience and employer brand.

Real-World Applications and Success Stories

Companies worldwide are already harnessing the power of predictive analytics to revolutionise their recruitment processes. For example, Google has long used data analytics to improve its hiring process. Laszlo Bock, former SVP of People Operations at Google, shared in his book " Work Rules !" how Google uses data to predict which candidates have the highest likelihood of success within the company, significantly improving their hiring outcomes.

Another success story comes from Xerox, which used predictive analytics to reduce its call centre turnover by 20% . By analysing the characteristics of employees who stayed with the company versus those who left, Xerox identified non-traditional factors that correlated with long-term employment, such as personality traits and commuting times.

Getting Started with Predictive Analytics in Recruitment

Implementing predictive analytics in recruitment might seem daunting, but it doesn’t have to be. Start small by identifying specific challenges you want to address, such as reducing turnover or improving the quality of hire. Then, collect and analyse your existing data related to these challenges. There are also tons of HR technology solutions that offer predictive analytics features, making it easier for you to adopt this approach without needing in-house data science expertise.

The Future Is Now

The rise of predictive analytics is yet another fundamental shift in how we approach recruitment. As we move forward, its role is only set to grow, driven by the increasing availability of data and advancements in technology. For recruitment professionals, embracing predictive analytics isn’t just about staying competitive; it’s about redefining the boundaries of what’s possible in talent acquisition.

As we continue to navigate the evolving landscape of work, predictive analytics will undoubtedly play a key role in shaping the future of recruitment. What do you predict will be the next big thing after predictive analytics?��

Elevate Your Recruitment Game With a recMate HealthCheck

andrew@recmate.com.au (Andrew Rodger) — Mon, 04 Mar 2024 04:54:28 GMT

In recruitment, staying sharp and efficient isn't just nice to have, it's essential. That's where we come in. At recMate, we're all about giving your recruitment systems, processes, and strategy the thorough check-up it deserves, ensuring you're not just keeping pace but setting the speed. We call it a recMate HealthCheck .

What We Look At

Your Tech Tools: Are you using them to their full potential, or are they just fancy digital paperweights?
Your Team's Skills: Is everyone up to speed, or are some struggling to keep up?
Your Strategies: Are your methods modern and sleek, or a bit on the outdated side?

How It Works

We Chat: It starts with a conversation about where you're at and where you want to be.
We Check: Then, we take a close look at your tools, your team, and your tactics.
We Share: We'll give you the lowdown on what's working, what's not, and how to fix it.

The recMate Difference

We're not about one-size-fits-all solutions. Our approach is all about understanding what makes your business tick and tailoring our advice to match. We bring a consultant's eye to every check-up, ensuring that we're not just recommending tech but aligning it with your people and your goals.

Why Bother?

Because in a game as competitive as recruitment, being just ‘okay’ isn't enough. You want to be the best, and we can help you get there. Whether it's fine-tuning your processes, upskilling your team, or making sure you're getting the most out of your technology, we're here to help you run that race as efficiently as possible.

At the heart of our recMate HealthCheck is the recognition that technology is only as effective as the people using it. Our consultant mindset remains central to our approach, ensuring that every solution we recommend not only fits your tech needs but also aligns with your team's capabilities and goals.

Why Now?

In a landscape where change is the only constant, getting a recMate HealthCheck is more than a best practice - it's a strategic must have. The insights and strategies we provide are designed to propel your business forward, ensuring you're not just part of the recruitment evolution but at its forefront.

Join the 8/10

8 out of 10 of recruitment businesses that receive a recMate HealthCheck choose to partner with recMate to help them meet their goals and get the most out of their tech. So it’s definitely worth your while to get in touch. If you're ready to unlock the full potential of your recruitment technology and strategy, it's time for your recMate HealthCheck .

Automation is Your Second Greatest Recruitment Asset

andrew@recmate.com.au (Andrew Rodger) — Sun, 18 Feb 2024 23:25:34 GMT

The Final Blog of our 7-Part Series on Recruitment Excellence

Ever felt like you could do with an extra pair of hands? Automation is probably the answer. It’s our favourite topic here at recMate so let’s get into it.

Firstly, thank you for joining us on this journey through each stage of the recruitment process. From Candidate Sourcing to Lifetime Candidate Management, we've covered ground that's crucial for every modern recruiter. If you're just tuning in, feel free to start from the beginning – there's a wealth of knowledge waiting for you.

In our grand finale, we're zeroing in on a topic that's revolutionised the recruitment industry: Automation. It's not just a tool; it's your recruitment superpower.

Why Embrace Automation in Recruitment?

In the recruitment game, time is a precious commodity, and efficiency is the goal. Automation isn't about replacing the human touch; it's about enhancing it. And just in case you’ve been living under a rock… by automating repetitive tasks, you free up time to focus on what truly matters - building relationships and making strategic decisions.

Key Areas Where Automation Transforms Recruitment:

Efficient Candidate Screening: Gone are the days of sifting through stacks of resumes. Automated screening tools use algorithms to quickly identify the most suitable candidates, saving hours of manual effort.
Streamlined Communication: From automated emails to scheduled follow-ups, communication automation ensures candidates and clients receive timely, personalised interactions without overwhelming your workload.
Data-Driven Insights: Automation tools provide valuable analytics, allowing you to make informed decisions based on real-time data. Understand your recruitment cycle better and adjust your strategies for maximum effectiveness.
Enhanced Candidate Experience: Automated systems can provide candidates with instant updates, feedback loops, and even interview scheduling options. This level of responsiveness improves the overall candidate experience, reflecting positively on your brand.
Cost Reduction and ROI: By reducing time spent on administrative tasks, you're not only saving money but also improving your return on investment. Efficient processes lead to faster placements and happier clients.
The Future is Now: As technology advances, staying ahead means adopting the tools that will define tomorrow's recruitment landscape. Automation is at the forefront of this revolution.

Implementing Automation: A Step-by-Step Guide

Identify Repetitive Tasks: Start by identifying the repetitive, time-consuming tasks in your recruitment process. These are your prime candidates for automation.
Choose the Right Tools: The market is flooded with recruitment automation tools. Choose ones that integrate seamlessly with your existing systems and align with your specific needs. (Hit me up for specific recommendations that align with your needs)
Train Your Team: Implementing new technology requires buy-in from your team. Invest in training and highlight the benefits automation brings to their day-to-day work.
Monitor and Adjust: Once implemented, continuously monitor the performance of your automated systems. Be prepared to adjust and optimise as you go along.
Stay Informed: The world of tech is ever-evolving. Stay updated on the latest trends and advancements in recruitment technology to keep your agency at the cutting edge.

Wrapping Up Our Series…

As we wrap up our series, remember, in recruitment, if you’re not quick to adapt and embrace change you will get left behind. Automation has stood the test of time and it’s clear to see that it’s not just a trend; it's a key component of a successful, future-proof recruitment strategy.

We hope this series has shed light on how you can level up your agency and equipped you with knowledge to excel. As always, we're here to help you on this journey, so feel free to reach out for any guidance or support in implementing these strategies in your business.

Here's to a more efficient, tech-empowered future in recruitment!

Oh and in case you were wondering, your first greatest asset is you. No tech or tool is going to replace that, they’re just here to help you along the way!

Placement is the Beginning of a New Cycle: Keeping the Momentum Alive

andrew@recmate.com.au (Andrew Rodger) — Sun, 15 Oct 2023 22:50:01 GMT

The Fifth Blog of our 7-Part Series on Recruitment Excellence

Thank you for continuing with us on our journey through the world of recruitment, enhanced by your all important rec-tech. From Candidate Sourcing to Client Contact Engagement, Job Workflow Mastery, and Lifetime Candidate Management, we've covered a broad spectrum. If you're joining us for the first time, you might want to begin from the start.

Today, we're focusing on a misconception many recruiters encounter: thinking that a successful placement is the final goal.

In reality, each placement is a springboard to multiple opportunities, and it’s pivotal to view it as the beginning of a new cycle.

Let’s explore how to capitalise on this and keep the momentum going.

In recruitment, while the euphoria of a successful job placement is unmatched, it's crucial to remember that the journey doesn't end there. Each placement opens doors to fresh interactions, networking, and opportunities. Here’s the recMate approach to transform each placement into a new beginning:

1. Post-Placement Check-ins: Once a candidate starts their new role, automate your system to set up regular check-ins to gauge their comfort and integration within the new organisation. This not only underscores your commitment to their success but also provides insights into the company's culture and expectations.

recMate Tip: Again…automate this, you want to spend your time on human things rather than setting up calendar reminders!

2. Seek Referrals: A successfully placed candidate can introduce you to their peers, potentially leading to future placements. Express gratitude for referrals and ensure they know the value of their recommendations.

recMate Tip: Many have paid referral programs - many don’t! In our experience asking is often enough without the promise of a paid program. Generally humans like helping humans so are happy to refer a friend if they have an awesome experience with you.

3. Feedback Collection: Gather feedback from both candidates and clients post-placement. Their insights can help refine your recruitment strategy, highlighting what worked well and areas of potential improvement.

recMate Tip: Week 2 works best here. Week 1 is usually busy settling into a new role and week 2 is still close enough for them to remember how you made them feel.

4. Maintain Digital Engagement: Continue engaging with your placed candidates through newsletters, webinars, or training sessions, ensuring they remain connected to your brand and its offerings.

recMate Tip: Permanent placements traditionally are ‘barred’ from anything other than post placement care discussions. Missed opportunities here! Start an ‘alumni’ for your permanent placements to keep in contact with them well past the end of your post placement care cycle.

5. Expand Your Network: Leverage the success stories of your placements as testimonials. Sharing these on social platforms or on your website can boost your credibility and attract new clients.

recMate Tip: Automate this where possible! If you gather Net Promoter Score/Uber style 5 star ratings - automate an email to those rating you high to ask them to write a google review for your business! For low scores, automate a red-flag email to a team lead/manager to pick up the phone and see how we can do better for next time.

6. Re-Engage for Future Opportunities: Careers evolve, and roles change. Keeping in touch means you'll be top of mind when they're ready for their next career move or when their company needs recruitment services.

recMate Tip: There have been so many cases where placed candidates are soon in hiring influence roles - keep yourself top of mind!

7. Celebrate and Share Success Stories: Promote your achievements (with the candidate's permission, of course). It not only serves as marketing but also builds trust among potential candidates and clients.

recMate Tip: LinkedIn posts, google reviews, etc…use and re-use success to build upon future success of your business!

8. Stay Updated with Industry Trends: Understand the shifts in industries you recruit for. Being knowledgeable positions you as a trusted advisor, not just a recruiter.

recMate Tip: And then share this knowledge with your clients and candidates! This information may seem basic to you, but employment insights are valuable to those looking for work/those looking for staff!

9. Optimise with Rec-Tech: Use technology to automate post-placement processes, track candidates' career growth, and ensure timely engagements, ensuring you never miss an opportunity to reconnect (we can help a bunch here) .

recMate Tip: Start with something! Rome wasn’t built in a day, nor will your recruitment tech ecosystem. Feel free to have a chat with us ;)

Remember, in recruitment, it’s all about relationships, and relationships are not a one-off event. They require continuous effort, nurturing, and understanding.

Join us for our next insight-packed instalment, where we'll unravel the intricacies of effective onboarding. Until then, keep those placements rolling and the momentum soaring!

As always, your questions, feedback, and topic suggestions drive us to deliver better. Don’t hesitate to reach out. Supporting your recruitment journey is our ultimate goal.

Lifetime Candidate Management: The Key to Recruitment Longevity

andrew@recmate.com.au (Andrew Rodger) — Sun, 15 Oct 2023 22:40:49 GMT

The Fourth Blog of our 7-Part Series on Recruitment Excellence

Welcome back to our 7-part blog series where we're decoding the key stages of the recruitment cycle, powered by rec-tech. Over the past three blogs, we've discussed Candidate Sourcing, Client Contact Engagement, and Job Workflow Mastery.

If you're just joining us now, make sure to catch up on those pieces starting here !

Today, our focus moves to the fourth cornerstone - Lifetime Candidate Management. Let’s talk about the significance of managing candidate relationships for long-term success in recruitment.

The recruitment industry is always changing, and as professionals, we shouldn’t limit our vision to just placing a candidate in a job. Instead, we should aim to establish a real relationship with them, which can result in many great engagements over a lifetime. Doing so requires a blend of strategy, empathy, and, you guessed it - technology.

Here's how to master Lifetime Candidate Management, the recMate way:

Stay Connected: Even after placing a candidate, maintain regular check-ins. It helps in understanding their career goals and ensuring they're happy in their current position. Automate these reminders to assist in actioning these check-ins!
Build a Talent Community: Foster a sense of community among your candidates. Organise webinars, training sessions, or even casual meet-ups to let them know they're more than just a name in a database.
Engage through Content: Share relevant industry news, tips, and career advice regularly. This not only positions you as a thought leader but keeps your candidates engaged and informed.
Career Growth Assistance: From time to time, offer guidance on potential courses, certifications, or skills they could acquire to bolster their market value and career trajectory.
Feedback Mechanisms: Regularly ask for feedback about their current job, future aspirations, and any support they may require. Constructive feedback can become your roadmap for refining your recruitment approach.
Leverage Tech for Personalisation: Use your rec-tech systems to keep track of candidates' career milestones, personal achievements, or even birthdays. A personalised note or gesture goes a long way in cementing a relationship.
Maintain Transparency: If a candidate wasn't selected for a role, provide genuine feedback, and assure them of other opportunities in the pipeline. This level of honesty builds trust.
Consider their Broader Network: Encourage referrals. A candidate in your network can introduce you to another potential candidate or even a client. Recognise and reward these introductions. Watch this space - there’s a new referral tool about to launch - it looks amazing and gamifies the whole referral process.
Harness Data Analytics: Use data to identify patterns. For instance, if a group of candidates from a particular industry is looking for a shift, you can proactively approach them with relevant opportunities.
Continuous Improvement: Hiring is a dynamic space. Regularly update your strategies based on industry trends, technological advancements, and feedback from candidates.

With the right approach to Lifetime Candidate Management, not only do you create trust but also build a dependable network that can streamline future staffing roles.

As we wrap up our fourth blog, get ready for our next discussion on the role of Digital Branding in Recruitment. Until then, remember - in recruitment, relationships are the real placements.

As always, your feedback, questions, and topic suggestions are invaluable to us. Don't hesitate to reach out. We're dedicated to supporting you on your recruitment journey.

Job Workflow Success: How to Optimise Your Recruitment Process

Tue, 08 Aug 2023 00:45:48 GMT

The Third Blog of our 7-Part Series on Recruitment Excellence

Welcome back to the third instalment of our 7-part blog series, where we're exploring the essential stages of the recruitment cycle and demonstrating how you can enhance them using the power of rec-tech. In the last 2 blogs, we covered the importance of Candidate Sourcing and Client Contact Engagement (so check them out if you missed them), now, we’re turning our attention to stage 3 - mastering job workflows. Let’s dive into how you can optimise your recruitment process to ensure a smooth and efficient workflow, everytime!

Navigating through the recruitment workflow can often feel like getting stuck in a maze - a bunch of steps, each with its own challenges and requirements. The key lies in understanding these stages well and leveraging the right tech to ensure a seamless, efficient process.

Here's how you can master your job workflow, the recMate way:

Job Order: The first step in your workflow is the job order. This is when a client requests your services to fill a particular vacancy. Make sure you gather all the necessary details about the job, the required skills, qualifications, and the company's culture. Use your recruitment software to store these details efficiently and make them easily accessible to your team.
Candidate Sourcing: As we discussed in our first blog, sourcing involves finding the right candidates for your job vacancy. Leveraging technology and digital platforms can greatly simplify this process, allowing you to reach a wider talent pool. If you haven’t yet, this is where you should read our guide to candidate sourcing for more deets!
Candidate Screening: Once you've sourced plenty of potential candidates, the next step is screening. This involves reviewing resumes, conducting pre-screening calls or video interviews, and shortlisting those who best fit the job requirements. Use your ATS to streamline this step, making it easier to track candidate information and progress.
Interview Process: Arrange interviews between the shortlisted candidates and the client. This could be one or multiple rounds, depending on your client's process. Use scheduling tools to avoid any confusion or double-booking, and ensure all parties are promptly informed about any changes.
Candidate Selection: After the interviews, it's time for the client to select their preferred candidate. Provide any necessary input to help your client make an informed decision. If your client is indecisive, utilise the data in your recruitment database to provide an evidence-based comparison of the candidates.
Job Offer & Negotiation: Once you’ve picked a successful candidate, you'll need to extend the job offer and negotiate terms if necessary. Good communication and transparency are key here.
Placement Care: After the candidate accepts the offer and starts in their new role, your job isn't over. Checking in with both the client and candidate periodically can ensure a smooth transition and early identification of any potential issues. Automation is an excellent way to make sure this is done - it can remind you to do this, or SMS/email the Client or Candidate - whatever’s appropriate for that step in your post-placement care program

Each of these steps presents its own challenges, but having a well-structured and optimised workflow can ensure a smooth process, leading to quicker placements and happier clients.

Automation can be a great tool in this process, helping to eliminate manual tasks, reduce the chances of human error, and speed up the process.

Whether it's tracking the progress of each job order, scheduling interviews, sending out automatic communication to candidates or clients, or analysing the success of your workflow, technology can be a significant asset. Rec-tech including ATS, CRM, and automation tools can streamline your job workflow, giving you more time to focus on building relationships and delivering quality service.

That wraps up our third blog post in the series. Join us for our next instalment, where we'll dive into the topic of Lifetime Candidate Management. Until then, happy recruiting!

As always, if you have any specific questions or topics you'd like us to cover in the upcoming blogs, feel free to reach out . We're here to support you on your recruitment journey.

Mastering Client Contact Engagement

Mon, 31 Jul 2023 09:02:18 GMT

The Second Blog in our 7-Part Series on Recruitment Excellence

How to Build Seamless Client Relationships as a Recruiter

Welcome back to the second instalment of our 7-part blog series, where we're taking you on a journey through the various stages of the recruitment cycle and showing you how to optimise them with the power of technology - the recMate way. After our deep dive into candidate sourcing last week, we're now shifting gears and focusing on stage 2 - Client Contact Engagement. Let’s delve into the essentials of forging and maintaining smooth client relationships with the help of your rec-tech.

In the recruitment industry, client engagement isn't just about acquiring clients. It's about cultivating a long-term partnership, understanding their unique needs, and exceeding their expectations at every turn. This is often easier said than done, but with the right strategies and tools, you can pave the way for a smooth journey.

Here's how you can step up your client engagement game, the recMate way:

Set Clear Expectations: Right from the start, it's crucial to establish clear expectations. This includes the roles and responsibilities of both parties, the scope of your service, and the communication protocols. Transparency creates trust, and trust fosters lasting relationships.
Understand Your Client's Needs: Get to know your clients on a deeper level. Understand their business goals, company culture, and workforce needs. This will allow you to provide personalised and strategic solutions, demonstrating your commitment to their success.
Frequent and Transparent Communication: Regular check-ins are key to client satisfaction. Provide status updates, discuss challenges and brainstorm solutions together. Leverage your CRM, be it Bullhorn or JobAdder , along with your surrounding technology eco-system to track communications and stay organised. We recommend additional tools like TextUs and Bullhorn Analytics for great client communication and fail-proof tracking.
Value Their Time: Your clients are most likely busy people. Respect their time by being on time for meetings, concise in communications, and prompt in delivering your services.
Provide Consultative Services: Instead of just filling jobs, take on the role of a trusted advisor. Provide valuable market insights, offer strategic advice, and help them stay ahead of the talent game.
Proactive Problem Solving: Anticipate potential issues and address them before they become problems. If a problem does arise, own it and find a solution quickly. Your response to a challenge can enhance your reputation as a reliable partner.
Deliver Consistent High Quality: Nothing speaks louder than results. Consistently deliver high-quality candidates that meet or exceed your client's expectations. This will not only earn their trust but also encourage them to refer you to their own network.
Feedback Loop: Regularly ask for feedback from your clients. This gives you a chance to understand their level of satisfaction and areas where you can improve. Remember, feedback is a tool for growth.
Leverage Technology: We can’t stress enough the importance of your tech tools in streamlining your client engagement process. With so many advancements in AI and automation, there are no excuses for falling behind on client comms, delivering a poor candidate experience, or slacking on your reporting. There are so many tools available at your fingertips that can help you stay organised, improve communication, and deliver better results. If you’d like to find out more, or get some recommendations, get in touch at andrew@recmate.com.au .
Do an Annual Review: Just as Abraham Lincoln said, " Give me six hours to chop down a tree and I will spend the first four sharpening the axe ." The same applies to your client engagement strategy. Make time for regular review and refinement of your systems, processes, and practices. An annual Healthcheck is a great way to identify what's working, what's not, and any potential opportunities for improvement. Whether it's boosting your team's productivity with more efficient recruitment technology or honing your services to better meet client needs, never miss an opportunity to sharpen your tools and strategies. Your ongoing commitment to improvement will not go unnoticed by your clients.

Nurturing strong, productive relationships with your clients takes time and effort, but it's a vital aspect of achieving long-term success in recruitment. If you strive to provide top-notch client service, you’d be crazy to not leverage the power of technology and rec-tech to make your process more efficient and impactful.

That wraps up our second blog post in the series. Stay tuned for our next instalment, where we'll be discussing Job Workflow Mastery. Until then, may your client relationships flourish!

Note: As always, if you have any specific questions or topics you'd like us to cover in the upcoming blogs, don't hesitate to reach out. We're here to support you on your recruitment journey.

People First, Technology Second: How Technical Resources Revolutionised Their Rec-Tech Approach

Mon, 31 Jul 2023 05:02:23 GMT

We recently sat down with Matthew Iustini, CEO of Technical Resources, to explore the transformative rec-tech journey they’ve had with recMate.

Technical Resources offers an expert focus on 'people first' recruitment in the Engineering and Project Management sectors. Their commitment to putting people and family values at the forefront of their operations has driven their industry-leading success over the past 30 years.

In our chat, Matt recalled the challenges Technical Resources faced a few years into their rec-tech adoption journey.

"We realised we needed a tailored solution that reflected our unique business approach. That's when we discovered recMate, our missing link.”

Technical Resources has been tracing an impressive growth arc for several years now. But growth requires a rock-solid base, a sturdy foundation. That's exactly what we set out to build. Together, we worked our magic to establish these crucial bedrocks, giving their growth plans the much-needed backbone. It's been an exciting partnership, one that's seen the launch of Digital Resources , and just this year, the cherry on top - Partner , Technical Resources Executive Search business. We look forward to building on those strong foundations with more exciting growth for many years to come.

We stepped in and collaborated closely with Technical Resources, conducting a thorough recMate Healthcheck of their current state and from there, building their roadmap to recruitment excellence.

"They presented us with a solution that not only met but exceeded our expectations. The level of support during implementation and training was invaluable."

This partnership catalysed a significant transformation within Technical Resources. "Our entire business has fundamentally changed. Our new systems and processes are securely embedded, thanks to recMate's support."

Their initial technology eco-system implementation wasn’t really performing to their standards, or tailored to their unique business approach.

“We worked with recMate to fine-tune our systems and ensure that all of our processes suited our business and were fully integrated with each other.”

The optimisation of Marketplace tools such as Shazamme , Bullhorn , Astute , and MYOB immediately boosted administrative compliance, data governance, and overall efficiency for Technical Resources.

It brings us so much joy to see our partners build confidence, trust and passion for their systems and processes, skyrocketing usage and therefore, ROI. “Since working with recMate, we’ve seen a number of improvements, probably the best is that our people finally have faith in the system - so they’re working with it, not against it!”

Matt and his team have found confidence in recMate's approach and capabilities. "Andrew and Georgie have a great attitude, nothing is too small or big for them to tackle and they have a very service-focused approach. They don’t try to overcomplicate things and use logical, simplified methods.”

One of recMate's core philosophies is ensuring our partners drive maximum value from their tech stack, not just during implementation, but consistently over time. "The recMate team has been outstanding in ensuring we continue seeing the benefits. Their regular check-ins, training materials, and on-call support have been instrumental in our successful technology transformation."

Looking ahead, Technical Resources has ambitious growth plans and we’re thrilled to be a part of their journey. "Thanks to the solid technology foundation we've built in partnership with recMate, we're in a strong position to move forward.”

At recMate, we always strive to become an extension of our partner’s team, and we're glad to have succeeded in this with Technical Resources. "The recMate team seamlessly integrated into our team. Their quick, high-quality solutions and subject matter expertise are highly valued amongst everyone."

Finally, we asked Matt if they’d recommend recMate’s services to other staffing firms. He answered:

“100% we would recommend recMate’s services to other recruitment agencies. What we do best is recruit, we aren’t systems people! Leave that to the specialists!”

We're proud to have been a part of another transformative rec-tech journey. Our successful partnership with Technical Resources is a testament to the power of the recMate way!

Now, it’s your turn to transform your tech stack so that it works for you. Get in touch with the recMate team today.

Candidate Sourcing Unleashed: Finding Top Talent in the Modern Job Market

Thu, 06 Jul 2023 07:34:55 GMT

The First Blog of our 7-Part Series on Recruitment Excellence

Welcome to the first instalment of our 7-part blog series, where we'll be exploring the core stages of the recruitment cycle and how to supercharge them with the magic of rec-tech. Today, we're diving headfirst into stage 1 - Candidate Sourcing - the art of finding top-notch talent in today's fast-paced job market.

In the digital age, finding the right candidates requires a bit of finesse. Gone are the days of relying solely on traditional methods like cold calling, newspaper ads and job fairs. It's time to harness the full potential of technology to cast a wider net to attract the cream of the crop.

So, let's get down to business. Here are some tried-and-true strategies to elevate your prospecting game:

Define Your Ideal Candidate: Before you start the hunt, clearly outline the key skills, qualifications, and attributes you're seeking. This will help you target your efforts and ensure you're attracting the right talent.
Leverage Online Platforms: Today, the online world is filled with great talent. Tap into professional networking sites like LinkedIn and specialised job boards to reach a vast pool of potential candidates. Utilise advanced search features to narrow down your options and connect with individuals who align with your specific requirements.
Craft Compelling Job Ads: Stand out from the crowd by crafting engaging and informative job advertisements. Highlight the unique aspects of the role, your company's culture, and the opportunities for growth. A well-crafted ad will not only attract more applicants but also help you filter out those who are genuinely interested and aligned with your vision.
Harness the Power of Social Media: Embrace the social media landscape to expand your reach and engage with a broader audience. Leverage platforms like Twitter, Facebook, and Instagram to share job postings, company updates, and behind-the-scenes glimpses of your workplace. Encourage your employees to share these posts to amplify your message even further. You never know where your next superstar candidate is hiding!
Employee Referrals: Don't underestimate the power of your own team. Implement a strong employee referral program to tap into the networks of your existing staff. Incentivise and reward successful referrals to motivate your employees to actively participate in the talent search.
Networking, Networking, Networking: Attend industry events, conferences, and local meetups to network with professionals in your field. Building genuine connections can lead to valuable referrals and insider knowledge of the job market. Don't forget to maintain and nurture these relationships, even when you're not actively hiring.
Continuous Learning: The recruitment landscape is constantly evolving, and so should your prospecting strategies. Stay updated on the latest recruitment trends, tools, and techniques. Invest in ongoing professional development to sharpen your skills and stay ahead of the curve.
Your existing database: Your recruitment database is a goldmine of potential candidates. Regularly revisit past applicants and dormant profiles - a candidate who wasn't a good fit for a previous role may be perfect for a new one. Leverage your rec-tech to maintain organised records and use their features to automate communication and reminders. This helps maintain a warm relationship with your talent pool, increasing your chances of placing them when the right opportunity arises.

As you embark on your candidate sourcing journey, remember that it's not just about filling a box but finding the right candidate who aligns with your company's culture, values, and goals. Harness the power of technology and innovative recruitment tools to streamline your process and maximise your chances of discovering the perfect fit.

That's a wrap for our first blog post in the series. We hope you've gained some valuable insights to revitalise your prospecting efforts. Stay tuned for our next instalment, where we'll delve into the art of client contact engagement.

Until then, happy candidate sourcing!

Note: If you have any specific questions or topics you'd like us to cover in the upcoming blogs, feel free to reach out. We're here to support you on your recruitment journey.

Setting the Stage for Recruitment Excellence | Introducing our 7-Part Blog Series

Thu, 06 Jul 2023 06:18:29 GMT

Introducing our 7-Part Blog Series on Recruitment Excellence

Welcome to recMate’s new blog series!

We've had quite a journey here at recMate, working with a wild variety of recruitment firms. From fresh-faced startups still finding their feet to the seasoned veterans in the game, it's been a learning curve for all of us. We've seen old-timers who love their trusty spreadsheets a bit too much and others who've fully embraced the tech revolution and reaped the benefits.

And through all this, we've learned a thing or two. So, we thought, why not share this with you?

No fluff, no jargon - just some useful insights on acing the recruitment game. And with that, I present to you our new 7-part blog series.

Here's a snapshot of what we'll be diving into:

Candidate Sourcing: Finding the right candidates can be tricky. We'll share our tips and tricks on this one.
Client Contact Engagement: Building a relationship with clients isn't always a walk in the park. We'll explore how to keep it smooth sailing.
Job Workflow Mastery: From crafting engaging job descriptions to handling the interview process, we've got your back.
Lifetime Candidate Management: Retaining candidates, even when they don't get the job? Absolutely possible. Let's chat about it.
Placement is the Beginning of a New Cycle: The placement isn't the end. We'll show you how to keep the momentum going.
Automation is your Second Greatest Tech Asset: Ever felt like you could do with an extra pair of hands? Automation might be the answer. It’s our favourite topic here at recMate and we'll get into that too.

And don't worry, at the end of each blog, we'll sum everything up with a quick, easy-to-digest rundown along with your next steps for success.

So, whether you're just starting or you've been in the recruitment business for years, we're hoping this series has something for you. Let's tackle the tech-empowered future of recruitment together.

Stay tuned for our first deep dive - prospecting in the modern job market.

Until then, don't forget to leverage the power of technology in your recruitment process. Remember, it's not just about ticking boxes and filling vacancies; it's about creating real opportunities for people. If you need any help along the way, please don’t hesitate to get in touch with andrew@recmate.com.au

Welcome to our new series, and here's to achieving recruitment excellence together.

The Cost of Not Making Your Recruitment Agency Efficient

Tue, 16 May 2023 03:16:36 GMT

Streamlining Operations, Leveraging Technology, and Enhancing Customer Experience

To stay ahead of the competition and deliver a top-notch candidate experience, recruitment agencies must streamline their operations and invest in the right systems and processes.

Leveraging Recruitment Technology for Enhanced Productivity

Recruitment technology (or, as we like to call it, rec-tech) has the potential to significantly boost your team's productivity, facilitate best-practice customer service, and enable scalable growth. Over the past five years, recruitment technology has become increasingly accessible and affordable for all teams, transforming into an indispensable component for providing industry-leading service levels to clients and candidates.

Your rec-tech stack also plays a critical role in attracting and retaining top-performing recruitment professionals. These individuals often evaluate the tools available to enhance their productivity and profitability when choosing an agency to work for, making technology a vital part of your attraction and retention strategy.

Building a Solid Foundation with Your Recruitment Database

Your recruitment database, which serves as the central hub for storing candidate, client, job, and placement information and tracking business and team performance, is the cornerstone of your rec-tech arsenal. When selecting a database, it is crucial to consider not just your current business requirements, but also your future needs. Will the platform be able to scale with your agency's growth?

A recruitment-specific database should include the following features:

Storage for company and client contact information
Candidate records linked to jobs and placements
Job storage, including accompanying advertisements for seamless integration with your website and job boards
Placement activity recording

These components should be interconnected, enabling a relational database approach. This allows for comprehensive reporting, which is essential for professional business management (e.g., time to fill and job to placement metrics).

Efficiently Managing Placed Candidates

Effectively managing placed candidates, whether on a permanent or contract basis, is crucial for running a profitable recruitment business.

Ensure that your database can easily track core data points, including:

Permanently placed candidates
Current contractors and temporary workers
Contract durations (start and end dates)
Profit margins
Extension or termination dates

Additionally, the system should store essential details such as hiring manager and timesheet approver contact information, facilitating seamless contract creation and communication with key stakeholders during the placement process.

Robust reporting capabilities are vital, as manually reviewing this information is impractical. By investing in an efficient recruitment ecosystem and partnering with recMate, your agency can achieve unparalleled success in the competitive recruitment landscape.

Tailoring the Recruitment Ecosystem to Your Unique Workflow

Every recruitment agency operates differently, with unique service workflows that cater to their clients' needs. To optimise efficiency, it’s crucial to ensure that your recruitment ecosystem is configured to meet your specific requirements.

By partnering with an industry expert like recMate, you can leverage our industry expertise to create a tailored solution that aligns your rec-tech with your company's service offerings and client expectations.

This custom approach to your recruitment ecosystem ultimately helps your agency stand out in a crowded market and better serve your candidates and clients.

Training Your Team on the 'Why' and the 'How'

Empowering your staff to effectively utilise your systems and processes is critical for achieving maximum efficiency.

This requires comprehensive onboarding and regular refresher training, which ensures that your team understands both the ' why ' and the ' how ' behind the tools and processes they are using.

This requires comprehensive onboarding and regular refresher training, which ensures that your team understands both the ' why ' and the ' how ' behind the tools and processes they are using. (see what I did there?!)

As Zig Ziglar once said,

"Repetition is the mother of learning, the father of action, which makes it the architect of accomplishment."

By investing in continuous learning and development, your agency can tap into the full potential of your recruitment ecosystem, leading to improved performance and customer satisfaction.

Crafting a Defined Customer Journey

Delivering exceptional customer service is no accident; it requires a well-defined customer journey that caters to the needs of both candidates and clients at every stage.

Should you partner with recMate, we’ll design a Customer Journey Map that acknowledges and addresses the unique requirements of your stakeholders.

This tailored approach not only enhances the overall experience for your customers but also streamlines your internal processes, improving efficiency and fostering long-lasting relationships with your clients.

For more insights on crafting the ideal customer journey, check out our Customer Journey Map blog .

Embracing Automation for Improved Efficiency

The benefits of automation cannot be overstated, especially for small recruitment agencies looking to compete with larger firms.

By incorporating automated processes, with tools like Bullhorn Automation , or ROI Ai , to automate items such as application acknowledgements, regular updates along the recruitment workflow, and prompt communication of results, your agency can enhance its customer experience while reducing manual tasks for your team that may be currently not being consistently delivered.

This allows your staff to focus on higher-value tasks, ultimately leading to better results for your clients.

Remember, bad news is better than no news, so even, for example, automated rejections to unsuccessful candidates advising a job they applied for is now filleted, can contribute to a positive candidate experience.

Conducting Regular Reviews for Continuous Improvement

Best-in-class recruiters understand the importance of continuously reviewing their recruitment ecosystem to identify areas for improvement.

These regular assessments, whether monthly, quarterly, or annually, ensure that your agency continues to provide exceptional service levels while optimising your return on investment in recruitment technology.

By proactively seeking opportunities for growth and enhancement, your agency can maintain a competitive edge and drive long-term success in a demanding market.

Unlocking Your Agency's Full Potential

In summary, an efficient recruitment agency not only sets itself apart from the competition but also ensures long-term success in a demanding market.

By tailoring your recruitment ecosystem, training your team, defining the customer journey, embracing automation, and conducting regular reviews, your agency can reach its full potential.

At recMate, we are committed to helping smart recruitment companies like yours achieve their goals through customised solutions and expert consulting services. Contact us today to find out how we can work together to elevate your agency to new heights.

Unleashing the Power of Referrals: Turning Rejected Candidates into Brand Advocates

Tue, 02 May 2023 05:43:04 GMT

Referrals are a crucial component of any talent acquisition strategy, but they are often an untapped resource that many companies overlook. Recent research by Talent Board indicates that employee referrals have emerged as the fourth most important priority for recruiting teams in 2023, accounting for 20-40% of annual hires.

In this blog post, we will delve into the importance of referrals in recruitment, focusing on a hidden source that many companies ignore: job applicants, including those who did not get hired. We’ll provide practical tips on how to turn rejected candidates into brand advocates and how recruiting firms can use automation to manage this effectively.

Rejected Candidates as Brand Advocates: The Hidden Goldmine

It may seem counterintuitive to consider candidates who were not hired as potential sources of referrals. However, when candidates have a positive experience during the hiring process, they are more likely to recommend your company to others. This way, even if they did not secure a job at your organisation, they can still contribute to your talent pipeline.

Creating a Positive Candidate Experience

To turn rejected candidates into brand advocates, companies must ensure they provide a positive candidate experience throughout the recruitment process. Here are some top tips for achieving this:

Consistent and timely communication: Keep candidates informed about their application status and any updates throughout the hiring process. Timely and consistent communication helps build trust and makes the candidates feel valued, even if they are not ultimately selected for the position.
Clear expectations for each stage: Clearly communicate what candidates can expect during each step of the recruitment process. This not only helps them prepare better but also gives them a sense of control and reduces any potential stress or anxiety.
Feedback exchange at every step: Offer feedback to candidates at every stage of the recruitment process, whether they are successful or not. This shows that your company values their time and effort and helps them grow professionally. Additionally, solicit feedback from candidates on their experience, allowing you to identify areas for improvement in your hiring process.
Fairness in application and selection processes: Ensure that your company's application and selection processes are fair and unbiased. By providing a level playing field for all candidates, you demonstrate that your organisation values diversity and inclusion, which can positively impact your employer brand.

Embracing Automation for Better Candidate Experience

Busy and successful recruiting and staffing firms can effectively manage their candidate experience by automating their workflows. This not only streamlines the recruitment process but also ensures that every candidate receives the best possible experience. Here's how automation can help:

1. Efficient communication: Automated messaging systems, such as TextUs , Bullhorn Automation and Roi AI , can send regular updates and notifications to candidates, ensuring they are always in the loop. This frees up your recruiters to focus on more strategic tasks, while candidates receive timely and consistent communication.

2. Seamless interview scheduling: Automation tools, like Calendly and the Calendar booking feature in Bullhorn Automation , can simplify the interview scheduling process, reducing the back-and-forth communication between recruiters, hiring managers, and candidates. This makes the process more efficient and minimises the likelihood of scheduling conflicts.

3. Objective assessments: Automated pre-employment assessments, using tools like Accurate and Referoo , can help standardise the evaluation process and ensure that every candidate is assessed fairly and objectively. This reduces bias in the hiring process and improves the overall candidate experience.

4. Streamlined feedback collection: Automation can also make the process of collecting and analysing candidate feedback more efficient. By streamlining this process, with a tool like Recruiter Insider , your company can quickly identify areas for improvement and make the necessary changes to enhance the candidate experience.

Embracing the power of referrals, particularly from candidates who were not hired, can significantly impact your talent acquisition efforts. By providing a positive candidate experience and leveraging automation, you can turn rejected candidates into valuable brand advocates who will actively promote your company to their networks. This untapped goldmine can help you build a robust talent pipeline, strengthening your organisation's workforce and contributing to its long-term success.

As companies continue to compete for top talent, it is essential to explore innovative and cost-effective ways to attract and retain the best candidates. By recognising the potential of rejected candidates as brand advocates, you can not only improve your employer brand but also create a positive ripple effect that can ultimately contribute to your company's growth.

In summary, investing in a positive candidate experience and embracing automation will not only help your organisation attract and retain top talent but also unlock the hidden potential of referrals from candidates who did not secure a job with your company. By doing so, you will be well-positioned to outpace your competitors in the race for the best and brightest professionals, fuelling your company's future success.

Ready to Embark on Your Automation Journey and Unleash the True Potential of Referrals?

Whether you're just starting out or already equipped with the tools but struggling to see the desired results, recMate is here to help.

We specialise in optimising recruitment and staffing technology to boost your team's productivity and profitability. Our expertise covers both the implementation and optimisation of new or existing integrations. We’ve implemented over 100 recruitment & staffing firm’s automation instances and have a truly engaging program, tailored to your unique business needs.

Don't hesitate - contact us today for a free consultation and let us transform your talent acquisition strategy.

The Future of Automation in the Staffing Industry: Unlocking the Potential for Growth and Efficiency

Wed, 19 Apr 2023 02:04:45 GMT

Key Takeaways from my Discussion with Maurice Fuller on the Staffing Technology Podcast

I am thrilled to share my recent experience as a guest on the Staffing Technology podcast with Maurice Fuller . In our conversation, we delved into the future of automation in the staffing industry, discussing how recMate is assisting staffing firms in streamlining their processes and staying competitive in this rapidly changing landscape. To learn more, you can give the podcast a listen here , or alternatively, read our key findings in this blog post.

As we move through this decade, the staffing industry is undergoing a rapid transformation, driven by advancements in automation technology. With large staffing firms currently running hundreds of custom automations, we can expect to see a significant increase in the number of automations they operate in the coming years. In this blog, we explore the trajectory of automation in staffing, discuss its impact on recruiters, and highlight the importance of embracing automation for staying ahead of the competition. To ensure your firm is ready for the future, it's crucial to understand the role automation will play in shaping the industry and how it will revolutionise the day-to-day lives of recruiters.

Automation in Staffing: The Current Landscape

At present, large multinational staffing firms are running around 200-450 automations, with operations spanning multiple countries, product lines, and staffing modes such as permanent, on-hire, and consulting. Considering that automation in staffing has only been available since around 2015-2016, the adoption rate is impressive and points to a promising future. As the industry continues to evolve, it's essential for companies to start building automations now to stay ahead of the competition and drive growth.

Projecting Automation Growth in the Staffing Industry

Based on current trends, it's predicted that by 2030, a large staffing firm may run between 900-1000 automations. As the industry evolves, companies need to start building automations now to stay ahead of the competition. With each automation taking time to develop and implement, firms must allocate resources to build and maintain their growing suite of automations. By investing in automation technology, staffing firms can streamline their processes, improve efficiency, and ultimately enhance their performance in an increasingly competitive market.

SEO Benefits of Embracing Automation in Staffing

Embracing automation in staffing can provide significant SEO benefits for firms, helping them to rank higher in search engine results and attract more traffic to their website. By automating tasks such as content creation, keyword research, and link building, staffing firms can save time and resources while improving their online visibility. By focusing on high-quality, SEO-optimised content, staffing firms can demonstrate their expertise, engage their target audience, and generate more leads.

The Future of Recruiting in a Highly Automated World

As staffing firms embrace automation, the day-to-day experience of recruiters will undergo a significant shift. Freed from time-consuming administrative tasks, such as scheduling follow-ups and managing reference checks, recruiters will have more mental clarity and time to focus on their core responsibilities: interacting with humans and building relationships.

Automation will act as an electronic resource recruiter, handling the administrative tasks that often bog down staffing professionals. By lifting this burden, recruiters can focus on their strengths and improve their overall performance. This shift will not only benefit individual recruiters but also positively impact the entire firm, driving growth and success in an increasingly competitive industry.

Automation's Impact on Time Management and Efficiency in Staffing

One of the most significant benefits of automation in staffing is the time saved on various tasks. For example, automating reference checks can save recruiters an average of 38 minutes per check , allowing them to devote more attention to other important tasks.

Other time-saving examples include automating follow-up sequences, maintaining data cleanliness, and automatically sending messages to candidates and clients. These efficiencies not only save time but also reduce the mental load on recruiters, ensuring they can focus on what they do best: connecting with people.

By streamlining processes and improving efficiency, automation enables staffing firms to better allocate resources, maximise productivity, and ultimately drive growth in an increasingly competitive market.

The Importance of Staying Ahead in the Age of Automation

As the staffing industry continues to evolve, it's essential for firms to stay ahead of the curve by embracing automation and investing in the necessary resources to develop and maintain their suite of automations. By doing so, staffing firms can gain a competitive edge, streamline their processes, and improve overall efficiency.

Preparing Your Staffing Firm for the Future

To prepare your staffing firm for the future, consider taking the following steps:

Assess your current automation capabilities and identify areas for improvement. Start by evaluating your existing automations and determining which processes could benefit from further automation.
Allocate resources for automation development. Ensure your team has the necessary time and support to build, implement, and maintain your growing suite of automations.
Train your staff to adapt to the changing landscape. As automation becomes increasingly integral to the staffing industry, it's essential to equip your team with the skills and knowledge required to navigate this new environment.
Stay informed about industry trends and advancements in automation technology. By keeping up to date with the latest developments, you can make informed decisions about your firm's automation strategy and continue to stay ahead of the competition.

Embracing the Power of Automation for a Brighter Future in Staffing

As we look to the future of the staffing industry, it's clear that automation will play a crucial role in shaping the landscape and determining which firms thrive in an increasingly competitive market. By embracing automation and investing in the development and implementation of custom automations, staffing firms can unlock their full potential, streamline processes, and improve efficiency.

The future of recruiting in a highly automated world promises to be a more focused, efficient, and rewarding experience for staffing professionals. By staying ahead of the curve and embracing the power of automation, staffing firms can unlock new opportunities for growth and success while better serving their clients and candidates.

The future of automation in the staffing industry is bright and full of potential. By recognising the importance of staying ahead in this rapidly evolving landscape, investing in automation technology, and preparing your staffing firm for the future, you can ensure your company remains competitive and continues to grow in an increasingly automated world.

Thanks again to Maurice for having me on the podcast, it was a pleasure to be involved! Please feel free to share your thoughts in the comments to spark a discussion around this exciting topic.

AI and ChatGPT for Recruitment: Automating Your Hiring Process

wow@shazamme.com (Default Author) — Mon, 20 Mar 2023 06:45:50 GMT

Your First Step to Automating Your Hiring Process

Artificial intelligence (AI) has revolutionised many industries, and recruitment is no exception. AI can automate many aspects of the hiring process, saving recruiters time and money while improving efficiency and accuracy.

One of the most promising AI tools for recruitment is ChatGPT, an interface to a pre-trained AI model by OpenAI. In this blog post, we will explore what ChatGPT is, how it can be used in recruitment, and some potential risks and concerns associated with its use.

What is AI & ChatGPT?

AI refers to the simulation of human intelligence in machines that are programmed to think and act like humans. ChatGPT is an interface that allows people to interact with OpenAI in a natural language format. OpenAI is a research company that focuses on developing cutting-edge AI technologies, including natural language processing.

ChatGPT can provide authoritative answers to natural language questions in real-time, making it an ideal tool for recruitment. It can be used to automate a range of tasks, from marketing materials and website copy to drafting job descriptions and generating interview questions.

10 Use Cases of AI in Recruitment

Marketing Material: AI can generate marketing material, such as 30 blog posts in just two minutes.
Website Copy: AI can write compelling website copy that is SEO-friendly.
Candidate Outreach Campaign Copy: AI can write effective outreach emails and messages to candidates.
Ask ChatGPT about Roles and Key Responsibilities: ChatGPT can provide information on job roles and key responsibilities.
Draft Job Descriptions: AI can draft job descriptions that are accurate, engaging, and compelling.
Write Reverse Market Email Content: AI can write email content targeted to specific candidates.
Write Job Ad Copy: AI can write effective job ad copy that is compelling and targeted.
Generate Interview Questions for a Specific Role: AI can generate interview questions that are tailored to specific roles and industries.
Create Candidate/Client Experience Survey Content: AI can help in creating surveys to get feedback from candidates and clients.
Converting Meeting Transcripts to Meeting Summaries and Action Items: AI can convert meeting transcripts into summaries and action items.

5 Risks of Using AI in Recruitment

Bias: AI may be biassed based on the data it was trained on, leading to discriminatory outcomes in recruitment.
Lack of Empathy: AI may not be able to understand or empathise with candidates in the same way as a human recruiter, leading to a negative candidate experience.
Limited Scope: AI's training data may be limited to certain industries or job roles, making it less effective for recruiting in other areas.
Ethical Concerns: The use of AI in recruitment raises ethical concerns around privacy, data security, and potential misuse of personal data.
Legal Considerations: The use of AI in recruitment may have legal implications around data protection, discrimination, and fairness.

Prompt Writing for ChatGPT

Prompt writing is the key to unlocking the power of ChatGPT. Experiment with commands like “Act as if you are an expert recruiter writing an SEO article for the banking and finance industry." This helps ChatGPT understand what you want it to do.

There are a million tools available in the market that leverage OpenAI's technology. Before investing in any tool, check if ChatGPT can do it with the right prompts. Assess if you’re already paying for something that is integrating with OpenAI. Learning prompts from PromptVibes or using chrome extensions like AIPRM can help.

So, is ChatGPT Right for Your Recruitment Business?

AI and ChatGPT can automate many aspects of the hiring process, saving recruiters time and money while improving efficiency and accuracy.

It is essential to weigh both before implementing it into the recruitment process. Recruiters must take the necessary precautions to ensure that ChatGPT is used ethically, fairly, and responsibly.

Using ChatGPT alongside human recruiters can improve the recruitment process's efficiency and effectiveness while reducing the workload on recruiters. Prompt writing is a critical aspect of using ChatGPT and can help unlock its full potential.

The Power of Automation: Streamlining Your Recruitment Process

Sun, 05 Feb 2023 05:13:44 GMT

How to Revolutionise Your Rec-Tech

As the recruitment industry evolves, technology has become an essential tool for recruiters to optimise their recruitment process. With the help of automation, recruiters can save time, improve efficiency, and increase the quality of hires. At recMate, we specialise in optimising recruitment and staffing technology to make your team more productive and profitable. In this blog, we will discuss the top 10 ways automation can assist recruiters in their day-to-day operations.

How to Revolutionise Your Rec-Tech

1. Resume Screening

One of the most time-consuming tasks for recruiters is screening resumes. Sorting through hundreds of resumes to find the right candidate can take hours, if not days. Automation can save recruiters time by quickly identifying and sorting candidates who meet the basic qualifications for a job. Automated resume screening software uses algorithms to identify keywords and phrases in resumes, making it easier for recruiters to identify qualified candidates.

In fact, a study by Talent Board found that companies using recruitment automation technology experienced a 15% increase in candidate quality. With automated resume screening, recruiters can save time and resources while ensuring that only the most qualified candidates are considered for a role.

2. Job Posting

Posting job openings on multiple job boards can be time-consuming and tedious. Automating the job posting process can save recruiters time and ensure that job openings are consistently advertised in a variety of places.

A study by HR.com found that companies using job distribution software experienced a 47% reduction in time to fill positions. With automation, recruiters can easily and quickly post job openings to multiple job boards with a click of a button.

3. Candidate Communication

Automated email and messaging systems can help recruiters keep in touch with candidates, send them updates and reminders, and respond to frequently asked questions. With automation, recruiters can send personalised messages to candidates at various stages of the recruitment process. Automated communication systems can also help recruiters stay in touch with passive candidates who may not be ready to apply for a job yet, increasing the likelihood of finding the right fit for a role. According to a study by Ideal , automated recruiting software can reduce time-to-hire by a whopping average of 43%!

4. Scheduling Interviews

Scheduling interviews with candidates can be a time-consuming task for recruiters. An automated scheduling system can help recruiters quickly set up and confirm interviews with candidates, reducing the risk of scheduling conflicts or misunderstandings. Automated scheduling systems can also send reminders to candidates, ensuring they don't miss their interview. In fact, a study by Recruiter.com found that using automated scheduling software can reduce scheduling time by up to 90%.

5. Candidate Testing

Assessing the skills and abilities of candidates is essential for making informed hiring decisions. Automated testing systems can help recruiters screen candidates quickly and objectively, evaluating candidates' technical skills, problem-solving abilities, and other important competencies.

This data-driven decision making meant that a study by the Aberdeen Group found that companies using pre-employment assessments experienced a 39% lower turnover rate than those that did not.

6. Background Checks

Background checks are a vital part of the recruitment process, but they can be time-consuming and expensive to perform manually. Automating the background check process can save time and ensure that all necessary checks are completed consistently and efficiently.

According to a survey by HR.com , 48% of employers report that background checks take between two and five days to complete, while 16% say they take more than a week. By using automation, background checks can be completed in a matter of hours, allowing recruiters to move candidates through the hiring process more quickly.

7. Onboarding

Onboarding new hires can be a time-consuming task for recruiters. Automating the onboarding process can help ensure that new hires have all the necessary information and materials they need to get started in their new role. Automated onboarding systems can also help new hires feel welcome and connected to the company.

A well-designed onboarding process can help new hires feel welcome and engaged, which can lead to better retention rates. According to a study by Glassdoor , effective onboarding can improve employee retention rates by 82%.

8. Performance Evaluations

Tracking the progress of new hires is essential for identifying areas for improvement and support. Automated performance evaluation systems can help recruiters assess the progress of new hires and provide feedback on their performance. Automated performance evaluation systems can also help managers set goals, track progress, and provide feedback to employees.

According to a survey by Deloitte , 70% of organisations are either already using or planning to use automated performance management systems. These systems can help organisations make more informed decisions about promotions, compensation, and other HR-related matters.

9. Candidate Tracking

Tracking candidates throughout the recruitment process is crucial to making informed hiring decisions. An automated candidate tracking system can help recruiters keep track of all the candidates they are considering for a job, allowing them to easily review resumes and other materials and make informed hiring decisions. Automated candidate tracking systems can also provide analytics and reports to help recruiters identify trends and areas for improvement.

By automating candidate tracking, recruiters can save time and reduce the risk of overlooking a qualified candidate. According to a survey by CareerBuilder , 82% of employers feel that candidate experience is important for hiring, but only 54% of candidates feel that employers have a good candidate experience.

10. Reporting and Analytics

Automated reporting and analytics systems can help recruiters track the effectiveness of their recruitment efforts, identify trends, and make data-driven decisions about how to improve their processes. By collecting data on things like time-to-hire, cost-per-hire, and candidate sources, recruiters can identify areas for improvement and make changes to their recruitment strategy as needed. According to a survey by LinkedIn , 67% of talent acquisition leaders say that data and analytics are a top priority for their recruiting function.

Automation can be a game-changer for recruiters.

By automating time-consuming and repetitive tasks, recruiters can focus on more strategic activities, like building relationships with candidates and hiring managers.

By embracing automation, recruiters can make their recruitment processes more efficient, effective, and enjoyable for everyone involved.

If you're interested in learning more about how you can make your recruitment automation tech work for you and your team, get in touch with recMate today .

Brian Schroder - Work in Aus x RCSA Tech Talks

Sun, 11 Sep 2022 22:10:45 GMT

Work in Aus’ mission is to help solve Australia’s labour shortage

Tech Talks returns! This time Andrew Rodger, Founder of recMate is joined by Brian Schroder of Work in Aus , this year's winner of the talent pitch.

If you’re not familiar with the RCSA x recMate Tech Talks series, this collaboration forms a community forum that will pose ideas and inspiration for recruitment and staffing tech tools. In this session, Andrew and Brian discuss how Work in Aus can assist with the mass of unemployment in Australia.

Having spent 20 years working in the recruitment space, exiting Anderson Partnership as CEO, and then launching Work in Aus with 2 other co-founders, Brian knows a thing or two about recruitment in Australia.

For employers and recruiters, Australia is facing critical shortages in all industry sectors, with our lowest unemployment rate in history. Between December 2019 and December 2021, Australia also lost nearly half a million people from our shores. We’re seeing the highest number of job ads in decades alongside historic lows in job applications.

Work in Aus’ mission is to help solve Australia’s labour shortage by connecting employers and recruiters with international job seekers. They’ve created a destination site where employers and recruiters can find people traveling to Australia to live and work, and where international talent can find Australian employers willing to hire them.

For international job seekers, as countries open up, we know how difficult it can be to get clear, easy, accessible information to support a working holiday or even a bigger move overseas. They’re there to help make traveling to, and living and working in Australia that much easier.

Some scary stats:

Unemployment rate 3.5%
Participation rate 66.8%
Employment 13,599,300
Employment to population ratio 64.4%
Underemployment rate 6.1%
Monthly hours worked flat to 1,856 million

Brian stated that the biggest take away from those numbers is almost 500,000 job adverts online in Australia and ironically 500,000 visa holders that left from the period dec 2019 - dec 2021. So the real push for work is to get candidates into Australia that were eligible to hold the visas in past years.

A great challenge for our market to have at the moment, such low numbers in terms of unemployment levels. High demand spring curves were still experiencing. Now july 2022 lots of talk globally about changes in the economy. Aus has not seen big drastic change here yet from recent discussions, things will hold steady for quite some time.

When you're in the 3rd percentile it makes it hard for the economy to act normally whilst our industry plays catchup with people missing from the workforce out there.

Hospitality, healthcare, aged care, child care, etc. are often severely impacted by low employment levels and are usually supplemented by international workers for a work holiday visa or longer stay.

That’s where Work in Aus comes in. The mission is to help solve the labour shortage - a new job platform which promotes opportunities for Australian employers and recruiters.

Work in Aus is the first stop for international talent visiting Australia. Via the platform eligible candidates can easily find Australian employers willing to hire international candidates.

Work in Aus actively advertises roles in the UK and Ireland, attracting people travelling to Australia or international talent already here in the county.

“Our view is that borders shouldnt be barriers and we know more talent is out there. Your journey starts with a destination and that destination is Work in Aus. “

Work in Aus found a gap in the market which enables employers and recruiters to reach an alternative labour pool that most job boards internationally have dismissed in the past in order to focus on domestic market places.

After Work in Aus commissioned a survey with YouGov from a sample of 1300 UK and Irish residents aged 21-35, they found that that pool of potential candidates they are working with is 8M people.

2 in 3 (68%) would consider travelling to Australia - in contrast to the narrative in the general press.
1 in 6 (16%) would consider going in the next 1-2 years.
7% (~750,000 - ¾ million people) would leave now if given a good enough opportunity.

“By focusing on marketing to overseas nationals that want to change, travel and adventure. Statistics we have received from the registers we've commissioned say that the vast majority of those who travel will work to support travel. So the target market is initially those 21-35 with no kids, who can get on a plane tomorrow - come into the country on a working holiday visa, of which 50% are granted in a day. The platform integrates video, immmigration and job advertising and we’re really excited to see how we can help solve the labour shortage.”

Brian and the team at Work in Aus have created an all in one, modern twist on a traditional job board.

Especially now with the changing landscape of immigration, agendas and visas, it can be a minefield for candidates to know where to begin. Work in Aus are heading for partnership with the Migration Institute of Australia, with plans to provide a secure marketplace where recruiters and employers can advertise and educate on sponsorships and the immigration process along with educating job seekers on simple routes, like the working holiday visa or student pathway. Taking the strain off recruiters and providing holidaymakers with accurate and detailed information, advice and support - Sounds like a win-win situation to us!

An Awesome Day of Automation with Precision Sourcing

Fri, 05 Aug 2022 11:28:51 GMT

We had the absolute pleasure of spending a day with Precision Sourcing.

As anticipated it was great to see a business who truly put data at the heart and soul of their business. Precision Sourcing are specialised data recruiters, so they’ve always been aware of how powerful understanding and using their own data is.

Despite Precision’s ethos being so aligned the the recMate way of life, automation was as a self-admitted challenge for the team. We spent the full day coaching them in our masterclass of Automation using Bullhorn’s automation tool .

At the beginning of the day we asked the Precision team what their self confidence in building automation was on a scale of 1-10, we received a worrying response of 0!

Not to worry, we love a challenge.

We proceeded on spending time with them prioritising what they are looking to automation, and then dove into a automation building frenzy!

After building a series of automations focused on delivering customer delight with the team, we again asked them how confident they felt building automations and landed on a confidence score of 8/10!

The Precision team were delighted to have made such a huge impact on the business in such a short space of time. So were we! Progress and success in a day!

Precision’s journey with automation is far from over, but the first step is the hardest and the team are now confident in building their own automation sequences and applying them to their everyday tasks so they have more time to focus on the things that matter.

Say no to manually completing tedious tasks!

If you feel your business is crying out for automation, a recMate Customer Journey Mapping session maybe just what you need.

By understanding the journey that your clients and candidates take when they work with you you can establish how to structure your touchpoints to create the most effective and efficient process. A customer journey map lays out the current process, from the first to final touchpoint, which allows for perspective on how you can improve each stage.

Via this process, you will see how your customers are currently being serviced at each of these stages and provide opportunities to improve on each to enable a customer centric service delivery model.

It also quickly highlights what your recruitment technical stack should look like to deliver world class service levels.

Once you have this information you will begin to visualise where automation can come in to streamline the process (and make your life 10x easier!).

Read more about our Customer Journey Mapping session here , or get in touch for a free consultation!

The Ultimate recMate Health-Check

Mon, 04 Apr 2022 15:30:26 GMT

Learning from past experiences is crucial to being progressive. Businesses all over the world are looking forward and adapting to the constant changes happening around us. It’s clear now that we should never get too comfortable in our ways.

As business leaders, these cutthroat times show that we’re left with no choice but to not only keep up with the world around us, but stay ahead. Remaining on top of our processes is crucial when staying ahead of the curve.

However, it’s not enough to simply invest capital into your tech-stack, you have to put time and effort into refining your process, training your staff, and understanding how to truly maximise the investment you have already made in technology.

If you're not also investing in an extensive adoption strategy then you’re wasting your time and money.

It is critical to the success of a product that every user is educated and assisted throughout the implementation and onboarding phase to align the business, in terms of the value that the product brings.

Overwhelmed, undertrained consultants simply will not engage with the new process which inevitably results in a huge missed ROI.

It’s not about delivering everything on day one – it’s about delivering the right thing at the right time.

That’s where recMate comes in.

“recMate applies a consultant mindset to the training process, ensuring that both the technology and people of the business are best managed, utilised and optimised.” Jodie Rickett, APAC Sales Manager, cube19.

A recMate Health-Check will assess every component of your business processes and provide you with a thorough evaluation of what you need to do to reach success.

95% of recruitment businesses that receive a recMate Health-Check choose to partner with recMate to help them meet their goals and get the most out of their tech. So it’s definitely worth your while to get in touch . Let's establish your next steps to becoming a progressive and tech-savvy business!

How FIRESOFT People Gained the Confidence to Scale Through a Downturn

Sun, 17 Oct 2021 18:54:16 GMT

We sat down with Erin Evans & Danny Normington Co-Founder | Directors of FIRESOFT People to discuss how recMate supported FIRESOFT to push forward with tech investments throughout COVID-19, despite market concerns.

FIRESOFT People are a National IT recruitment consulting firm with their head office based in Sydney. Focusing on empowering people and powering projects - they place a high emphasis on the candidate and client experience and have been recognised for their innovation across delivery and technology adoption to ensure highest quality service.

FIRESOFT’s journey with recMate began just after implementing Recruiter Insider . It was during the very early phases of their technology transformation journey after operating for 8 years as a business. After implementing Recruiter Insider the team started to look at the customer journey and understand the gaps in their current processes with Bullhorn .

“We began to understand how much more we could be doing for both the client and candidate journey however we didn't know how to bridge the gap. RecMate turned out to be the missing link for us.”

“The team at recMate came in and did a very thorough job in analysing our current state and conducted a needs analysis around what would be the ideal environment - what functionalities we would like to see and what ROI we’d like to realise from a more streamlined technology solution. They then presented us with a solution and were instrumental in delivering and then rolling out across the team with post-implementation training and support.”

“Since partnering with recMate our entire business has fundamentally changed. The way we utilise bullhorn and our ‘firesoft way’ has been securely embedded. We have also been able to add all the bells and whistles (also with their implementation support) including cube19 , Referoo and Herefish . We have had a huge uplift of administrative compliance and data governance which naturally further amplifies our ability to extract insights, and deliver better outcomes for our clients and candidates.”

Despite market concerns throughout COVID-19 Firesoft pushed forward with investments in tech, we asked Erin and Danny what gave them the confidence to do this and how it has benefited them.

“We have always believed in leaning into challenges and also strongly believe in the ‘when they zigg, you zagg’ mentality. In partnering with the recMate team, we were very confident in the outcome-based approach they always operate with and chose to use the down time to really secure a slick platform and processes so when we came out of Covid we’d be poised to capitalise on the bounce.

"The recMate team have helped us zip together a very strong CRM workflow, paired with the intelligence of cube19, the convenience of Referoo, the power of Herefish automation and the strength of the LinkedIn platform. They are always on hand to offer advice on best practice and ideal workflow specifically relating to the recruitment life cycle, however also have the capacity to do the actual technical implementation work - we hadn’t found anyone who had both before! There isn’t a rectech these guys can’t conquer!”

With an impressive tech stack it can be difficult to manage everything to gain the best value. It's clear that Firesoft has excelled in this field and set a great example for all staffing agencies in how to streamline processes and drive high performance.

“The RecMate team has been brilliant in ensuring benefits are realised from each tech stack and doesn’t just walk away post-implementation. There is consistent alignment to ensure user adoption post implementation in the form of training, videos and workflows. They consistently check back in to ensure things are running smoothly and each tech is being maximised individually and as part of the ecosystem. They have also been incredible in offering on-call support and advice based on further improvements, tweaks or troubleshooting as required. We feel entirely secure knowing they are just a call away and have our best interest at heart!”

Our customer journey mapping sessions are an integral part of all of our customer’s recMate journeys.

recMate believes that by understanding the journey your customer takes when they work with your business, you can establish how to structure your touchpoints to create the most effective and efficient process for your candidates and clients. A customer journey map lays out the current process, from the first to final touchpoint, which allows for perspective on how you can improve each stage.

“We believe the customer journey mapping session was fundamental in the overall success of our technology transformation. We have a ‘customer-first’ approach and this mapping session ensured we structured our workflows and corresponding tech setup in line with what would be best for our candidates and clients which has resulted in a very successful, sustainable and scalable solution.”

It’s always smart to keep the bigger picture in mind when setting micro targets, what are your long-term goals? When are you going to hit your next milestone? We establish these long term goals from day one of your recMate journey and keep them in mind when realigning your processes.

Firesoft has very clearly defined targets for the next 5 years. These have been set based on analysis of past performance and the ability to project the future 5 with clear strategy and implementation based on headcount scale and growth strategies.

“Without the strong technology platform we have built in partnership with recMate, we would not be in a position to clearly define, track, report on or have the confidence to execute this growth strategy.”

Company culture is a huge focus for the recMate team, we want to assist, and never disrupt your organisation.

“The RecMate team has become an extension to our own team. They have gained the respect and often deal directly with our consultants on troubleshooting etc. They are highly valued as subject matter experts who get things done quickly and to a high standard.”

“We started to see an ROI almost immediately off the back of establishing the ‘FIRESOFT Way’ within our bullhorn workflow in terms of data integrity and establishment of a ‘turn-key’ process which naturally elevates the value of our IP. ROI off the back of cube19 and Herefish have been incremental and cumulative month on month beginning from day one post-implementation. The power of these tools only amplifies with time, data in and use.”

Finally, we asked Firesoft if they’d recommend recMates services to other staffing professionals, here's what they had to say…

“I would absolutely and have recommended the RecMate team many times. They have been instrumental in impacting change at a grass-roots level within the FIRESOFT organisation and have enabled us to streamline and scale our systems, processes and ultimately our quality of delivery to both our candidate and client partners.”

RCSA Tech Talks: recMate & FastTrack

Mon, 19 Jul 2021 09:46:19 GMT

The latest RCSA recMate collaboration for the Tech Talks series saw recMate Founder Andrew Rodger welcome David Page, CEO at FastTrack to discuss fast tracking digital adoption across the recruitment sector.

David Page is a highly experienced and respected business leader with an extensive background, both in Australia and overseas, managing software development businesses in a variety of vertical markets; with a focus on HR, payroll and recruitment businesses over the past 20 years. He has a passion to ensure recruitment companies are reviewing the way they work and make sure they are transforming their businesses to maximise their service to customers.

Fast Tracking your digital adoption - now!

In this session, Andrew and David discussed:

The impact of 2020 and what it has meant for digital adoption in recruitment agencies.
The need for great technology is not an option – embrace it to be more profitable and grow your staffing agency.
The importance of getting the business platform right for your ecosystem of solutions.
Payroll compliance ain’t sexy but you’ve got to have it.
Future trends in staffing solutions.

Technology is simply not a nice to have asset anymore. In any organisation a quality tech stack is the backbone of your business. It's also crucial to success that you ensure each chosen platform is right for your business so that it fits in with your ecosystem and workflow - Most of the time, that gap between your business methodology and your recruitment workflow technology is where your productivity is lost.

David shared his experience on what he and his client base saw last year and how that has affected the way they view their digital adoption footprint.

If we think back to April/May last year, we were all probably wondering if our businesses were going to survive. Everything was changing, staff were sent home and we switched to remote work relying heavily on technology to support every aspect of the organisation.

It was a huge reset and a chance to rethink your business process.

“We saw a lot of the smaller agencies that we deal with hurting pretty badly, particularly those that probably weren't ready with the technology to suddenly send everybody home. Certainly our client base is pretty much all in the cloud. So that made it a little bit bit easier in terms of running our particular product. But you know, there are other tools that they use that weren't necessarily good here that way. So there was a lot more pain, I guess, at the lower end of the market, while allowing the smaller agencies than we probably saw with some of our larger enterprise level agencies who had the resources and the ability to handle that.”

As we transitioned into our new world of work we saw a total acceptance that technology was going to be very simple to agencies survival moving forward. Even now, when you’re in the office, it’s unlikely that everyone else will be, so technology will continue to play a heavy role as we return to the office.

“What I observed was a massive reset and probably an acceleration of the discussion around how do we now seriously think about technology in the agency as a real driver of early success going forward?”

The impact of COVID-19 saw a surge in need for technology, just to allow recruiters to do all the things they might have once done in the office. The forward-thinking agencies are now acknowledging that they've got to essentially be a tech business as much as anything else. Staffing is a high volume, low margin business, so unless you can get your processes right and support them with good technology, it will be very hard to be profitable.

Despite an admitted increase in demand for technology, the staffing sector had adopted a lot of quality technology pre-COVID, because of the need for high productivity and efficiency when working as a recruiter. So now recruiters must seek to discover how they can really start to automate and digitise some of the processes and workflows with AI.

David believes that encompassing the marketplace concept to your core technological system is the most profitable way to do so.

“The technology often doesn't need to be switched out - It just needs to be switched on.”

In other words, take a look at your current process and work from inside out. Unfortunately, it's never going to be as easy as buying new tech, the value you receive is dependent on the time and effort you put into implementation and adoption.

If this is something your staffing agency is in need of help with, fear not! recMate is here to take the stress away, streamline your process and increase productivity, efficiency and motivation. Just get in touch for your ultimate recMate Health Check.

How Quay Appointments Transformed their Digital Journey with recMate

Tue, 13 Jul 2021 09:44:32 GMT

We sat down with Quay Appointments ’ Managing Director, Philip Divilly - the Sydney based recruitment business specialising in Business Support, IT, Accounting & Finance and HR roles to discuss his experience with recMate.

Quay’s service to their customers is focused on becoming an extension of their business by gaining a thorough understanding of their working environment, people and culture to deliver the right people for their staffing needs.

With the help of recMate to optimise their tech stack constructing of Bullhorn , Herefish , Idibu and RecruiterInsider , Quay are able to guarantee their service is delivered to the highest standard by focusing on relationships.

recMate worked with Quay Appointments from day one of their Bullhorn journey and guided through all steps of the project lifecycle, from initiating the recruitment tech vendors, planning their project, guiding them through their go-live phase, and importantly always acting as their advocate when making critical decisions.

When asked why they chose to partner with recMate, Quay Appointments’ Managing Director, Phil Divilly, said “With any big scale project it is important to arm yourself with subject matter experts to help guide you and ensure you avoid unnecessary errors. These errors can be costly and time consuming, recMate were able to navigate the path into the unknown and come out the other side.”

Whether recMate steps in from the implementation stage, like with Quay Appointments or years into your tech journey, a heavy focus is placed on solving current problems and mitigating future risk.

“The biggest issues recMate solved were issues we may not have foreseen if we were to do this journey alone. recMate would forecast several steps ahead so we have some clear thinking time to decide the best course of action.”

Along with all the small wins in improving everyday efficiency, increasing team productivity and user adoption, it’s great to step back and see the wider changes that recMate has impacted.

“One of the biggest improvements is the confidence recMate helped to instill in our people to explore and get the most from the features from our tech.”

“The quote ‘A ship in harbor is safe, but that is not what ships are built for’ springs to mind.”

Despite uncertain market concerns throughout 2020, Quay pushed forward with investments in tech, with the mantra that forward-thinking recruitment businesses know that an optimised, efficient and fluid tech stack is the key to success. It’s during uncertain times when we should rely on data more so than ever.

“Andrew and the recMate team are my source of truth when it comes to all things tech in the recruitment world. They are independent and only share what they believe will add value to help us push forward. It is the advice that gives us the confidence to make better decisions with our investments in tech.”

“I think no single piece of tech is a silver bullet in the recruitment industry. You need to learn and adopt the best practice on how to use it to add value. This is where recMate really shines! That value could be achieved through automation or artificial intelligence. Overall tech is a part of how we can deliver efficiencies for all those involved in the business. Mainly our consultants, clients and candidates.“

One of recMates most recommended services is the customer journey mapping session. By understanding the journey your customers take when they work with your business, you can establish how to structure your touchpoints to create the most effective and efficient process for your candidates and clients. A customer journey map lays out the current process, from the first to final touchpoint, which allows for perspective on how you can improve each stage.

You’ll then begin to see how your customers are currently being serviced at each of these stages and provide opportunities to improve on each to enable a customer centric service delivery model. Check our blog post on customer journey mapping here. Whilst also highlighting what your recruitment tech stack should look like to deliver world class service levels.

“recMate is incredible in this area…they think like a customer on every step of the recruitment journey. They force you to think, ‘how could you do this better?’ The benefits & risks associated with user experience. I would, and have recommended the customer journey mapping session many times.”

At recMate, we pride ourselves on our ability to adapt and blend into your company structure to cause as little disruption as possible to your process. Our aim is to make your life easier through implementing and adopting a more effective and efficient way of work.

“recMate listens to the experience we want to create and deliver to our customers. From this, they tailor suitable processes that are in line with our brief. If a process doesn’t fit our brief - then it's not included. Some of the biggest ROI we see is the time savings component of moving the recruitment process forward smoothly and in a controlled fashion without duplicating unnecessary steps.“

We asked Philip if he would recommend recMate’s services to other agencies on behalf of Quay…

“Yes, and I have, many times… if a doctor had a cure for a disease wouldn’t they share it too? Of course they would. I feel we all have a duty to help each other out in the recruitment industry. To help shape it and make it better for all involved. It is a rewarding sector to be involved in that we can help better people's lives through the world of work.”

“Since I have got to know Andrew and the recMate team in late 2018, I have always found them pleasant to work with and forever have their finger on the pulse when it comes to tech that will empower our industry to move forward.“

We love hearing about our customers' success stories. It's always great to reflect on the journey we’ve been on together. Perhaps yours could be next! Whether you’re a recruitment agency or a recruitment technology provider, get in touch if you’re interested in managing and training consultants or customers to increase adoption rates and maximise ROI.

Building A Data-Driven Business Methodology with recMate

Wed, 05 May 2021 10:23:30 GMT

Your business methodology is at the core of everything you do. If it’s not defined throughout your entire organisation and crucially, data-driven, then you’re not maximising your avenues for success and you’re missing out on multiple opportunities for growth.

One of recMate’s key focuses when it comes to process development is establishing your agency's methodology and discovering where data can be incorporated to boost efficiency and drive elite performance.

It's difficult for anyone in your organisation to leverage data insights if there isn’t a methodology in place and a formal process to follow. Running reports and having thorough insights into your teams daily activities should not be seen as a big brother activity. It’s really just about making sure that you’re doing your job as a leader, and it’s inevitably more important than ever right now.

In short, that deeper insight teamed with a solid methodology will do three key things for your business:

Help your team to constantly improve
Encourage better data hygiene
Drive success in the business

It’s all about encouraging trust between your team and establishing your next steps towards success

Adding a reporting layer to your tech stack is a great way to encourage data usage across your agency. Through tracking everything that goes on in your organisation you can begin to spot those shortfalls promptly and establish opportunities for improvement. This again shouldn’t be seen as a bad thing, everyone has strengths and weaknesses and your recruiters will thank you when they begin to perform to a higher standard in multiple areas. Not only will you have full visibility, but your team will self motivate themselves on a daily basis as they visualise their current activity and pinpoint their areas for development.

Without those visible data points it's difficult to manage your business efficiently. Once you build data tracking into every stage of your business methodology you’ll unlock visibility to every opportunity for growth.

Ready to make your team data driven? Contact me to find out more!

5 Processes Every Staffing Agency Should Automate

Fri, 26 Mar 2021 09:58:57 GMT

Automation isn’t a new topic within the recruitment space, many suppliers have been providing innovative solutions for process automation for years now. So why is it the topic on everyone's lips now? A combination of increased hiring, remote work and a rise in importance of relationship building over the past few years has fueled a need to automate the manual, menial tasks that fill up the average recruiters day. As an industry collectively, we’ve finally accepted that without a good tech stack you’re inevitably going to struggle to succeed.

As mentioned, the recruitment space is filled with innovative automation tools, some of our favourites include:

These tools do a stellar job of removing time spent on repetitive/highly touch administrative tasks so recruiters can spend their time doing what they do best, recruiting!

Unfortunately, it’s not as easy as signing your life away to a tech stack, it takes time to ensure your team has adopted the tools along with continuous support to secure value from your investment. However, when you do so you’ll find your agency will:

Increase profitability and performance.
Attract higher quality candidates.
Reduce attrition and improve productivity.

That’s where recMate comes in, providing thorough, continuous support from onboarding and implementation, to training and after care.

Automation is a loose term, it can be intimidating to begin and there's hundreds of ways to ‘automate’. So, to narrow it down and give you a starting point here’s the top 5 processes that we think every staffing agency should automate…

1. Application to job response

First impressions last, it’s important to start the candidate’s journey off positively - this is a really easy way to ensure you do so every time. When a candidate applies to a job, they should immediately receive an automated response that lets them know you’ve received their application and will be in touch with them soon.

2. Post placement care

This is where many recruiters fall short, the candidate journey shouldn’t end as soon as they’ve been placed. Check out our blog on customer journey mapping for more information on the candidate journey. As a recruiter you have a responsibility to ensure the candidate is happy in their new role and also to ensure the hiring manager is happy with the candidate. This in turn secures new business with both parties.

This could be as simple as…

24 hours before they start, sending a quick text message:

“Hey Andrew. Good luck with your first day. I’ll be in contact tomorrow to see how it is all going. Thanks, Georgie”

Set up an internal reminder for me to check in with both their hiring manager personally.

Every six weeks:

Internal reminder to check in with both parties.

For permanent placements, at 90 days:

Have the placed candidate complete an attachment report to review how strongly that candidate has adopted their new role. If you leave this much later than 90 days then the risk of losing a new employee who has not settled in well is heightened.

3. Job closed updates

Another simple one that makes a big difference to the candidates' experience. When a job has closed it’s common courtesy to let unsuccessful candidates know that the position has been filled. Often times recruiters shy away from this as it is ‘bad news’. Don’t forget that bad news is better than no news! To action this it simply requires a quick automated email or text update. To go the extra mile you could include similar job postings that are still open or other value add type material to help them with their job search.

4. Nurture candidates that have applied for a job, but were unsuccessful

Post placement care is important, but what about the candidates that haven’t found a role? Keeping in touch with these candidates and providing them with valuable information and advice throughout their journey will vastly improve their experience working with you. Keeping them warm with regular updates and calls to action. A quick text example may look like:

“Hey Andrew. Are you still looking for opportunities? By the way, thought you might be interested in this article [insert link to article on company website]. All the best, Georgie”

With sophisticated automation tools like Herefish when asking the above question you can channel their answer down a branch of Yes or No when asking if they are still looking for a new job/contract. If Yes, tools are available to market specific jobs via symantec job matching tools so you are serving relevant roles for them to review. If NO - automate the updating of their Candidate record by asking a few quick follow up questions like:

Hey Andrew. Thanks for letting us know you are no longer looking for roles. Have you found a new Job? Yes/No

If Yes - you can take them down an automated pathway to find out more information about what they found and if a contract/temp role when they will be looking next (all this can be fed back into your database automatically)

5. Contractor availability status updates

Finally, when a contractor finishes an assignment, their availability status should automatically update to prevent them from missing out on new opportunities. Candidate redeployment is often overlooked but it’s a huge missed opportunity within recruitment. If you’ve already worked with a candidate you’re equipped with all their details and a first hand reference - why let them go elsewhere?

It’s worth noting that all of these can be automated through Herefish. Along with tons more, which can be found here. Herefish by Bullhorn makes it easy for modern staffing firms to automate and communicate throughout the entire recruiting cycle! It's definitely worth checking out their free ROI calculator to discover what your recruiting/staffing firm could save with Herefish!

Hopefully we’ve taken some of the pressure of where to start in your automation journey here! It’s a long process but starting with a few small tasks is the best way to kickstart your process clean up. You’ll soon find yourself identifying new micro tasks to automate every day and with the right tech stack and support you can do so easily!

recMate works with smart recruitment businesses to not only maximise and add efficiencies to their current processes, but implement new technology, automation and provide continuous support. Your tech journey is never ending, there’s always going to be a new product or feature to consider, and no tech stack is the same. recMate will identify your unique business needs to recommend the products that would work best for you and help you to implement and adopt them across the board.

The first step is having your recMate Healthcheck, so get in touch and we’ll make it happen.

Taking Your Business to New Heights with recMate

Tue, 23 Mar 2021 10:14:31 GMT

Most startups or newer businesses in the recruitment space are founded by some really savvy sales professionals who've developed excellent relationships, and are highly skilled in customer engagement. They are amazing sales professionals, great with people, and fantastic networkers in their niche.

The business usually starts really well, they build their client base, bring in new team members, and continue to deliver great value to their clients. Where we see the biggest challenge they face is in their systems and processes.

I get it, sales professionals in any industry love to sell - but let’s face it, they usually don’t love the admin/processes behind the sale.

That’s where we see the largest risk item that starts presenting itself in a small to medium (and many times larger agencies!). What is this item that is holding back many companies, and actually costing them dollars in growth?

9 times out of 10 they are missing a quality recruitment ecosystem that surrounds the business and secure long term success. It’s not for want of trying - it’s no secret that a good tech stack is the key to success. But there's more to it than investing a huge portion of your available profit into tech that you’re not leveraging to its maximum potential.

As a sidebar, the top 4 expenses for any recruitment business are people, property (maybe changing with 2020 events), insurances, and recruitment systems/tech licences. Controlling your costs, and gaining a positive ROI on the investments you make for your business is the responsibility many are not proactively managing (we know, it is hard sometimes).

That’s exactly why recMate was created. With years of industry experience in the recruitment space, we founded recMate to provide a much needed service. recMate is your ultimate rec-tech partner. We’ll help you fine tune your systems, identify opportunities for improvement, and clean up your entire business process. It’s time to start getting the most out of the tech you’re investing in!

The results we see lead to a data driven business that allows it’s leadership team to objectively see how their team is tracking this week, this month, and with a great indication of how they will hit/miss their annual targets. We also see a data-driven business will...

Motivate your workforce as they track their own progress
Lead to productivity gains
Create better customer relationships
Free up time for face time with your candidates and clients
Increase ROI on your tech stack

But what does that mean?

Maintaining quality relationships with your customers and delivering a seamless experience is a surefire way to deliver customer delight, and drive your own profits.

But let's face it, it’s hard to keep on top of every single phase that each of your customers and potential customers are sitting in, whilst maintaining communication and delivering unmatched service.

When your systems and processes are taken care of, not only can you benefit from automated communication and notifications, you’ll notice yourself having an abundance of time to focus on nurturing your relationships with your candidates and clients. Enhancing your customer’s experience (candidate and client) secures repeat business, referrals, and drives profit.

Rather than spending your days screaming at your computer (or team!), or burying your head in the sand and not using the tech that you are spending so much on, why not refine your process, get the most out of your tech and allow yourself to spend more time doing the things you’re best at?

We often find that all it takes to turn a negative relationship with your recruitment tech stack into a prosperous, mutually beneficial partnership is some proper guidance in how to maximise your workflow and for you and your team to understand best ways to utilise your systems. We make the training process simple, and dare we say it... fun! Once you understand your systems, and the potential gains you’ll receive from actively using them, you’ll begin to love it!

Whether you’re a new business hoping to kickstart your agency the right way or an established staffing firm looking for help in refining your process and fine tuning your system, it’s definitely worth reaching out for to recMate for a chat.

recMate’s Customer Journey Mapping Workshop

Wed, 17 Feb 2021 10:26:36 GMT

It can be challenging for your company to get into the minds of your clients and candidates. You may wonder why a candidate that secured a role through your services ended up turning to your competitor for their next search.

The reality is that most companies don’t have a clear grasp on the journey that your candidates and clients take when they work with you.

Why perform a Customer Journey map for my business?

By understanding this journey, you can establish how to structure your touchpoints to create the most effective and efficient process for your candidates and clients. A customer journey map lays out the current process, from the first to final touchpoint, which allows for perspective on how you can improve each stage.

It also quickly highlights what your recruitment technical stack should look like to deliver world class service levels.

3 key benefits of customer journey mapping:

Refocusing your company with a customer service mantra.
Diagnosing how your systems and processes can aid you in delivering world class customer success.
Improving your customer retention and referral rate.

The recMate Customer Journey Mapping will provide an amazing framework to deliver outstanding service.

We recommend completing a journey mapping session with a handful of people who know your business well that have a passion for best practice.

The outcome of this session will be a map of the ‘as is process’ and a new map of what you would like to improve/implement. You get to keep this map, and it is a great tool to have to run a similar exercise on an annual basis.

Sound good? Leave your details and we'll be in touch!

Surfs up - Are you riding the wave or getting dumped on the beach?

Tue, 09 Feb 2021 10:30:41 GMT

Across Australia, schools are back which means professionals are back to work and adjusting to what is hopefully soon to be a post covid era. But what does that mean for the recruitment industry? Although the bounceback isn’t necessarily immediate across all industries, the market is certainly showing positive signs with vacancies in November 12% higher in 2020 than they were in 2019 ... So the big question is, are you ready?

Preparation is key in these progressive times. A surge for new business could be just around the corner for your agency, it's critical to your success that you have the tools and process in place that will allow you to ride the wave, and not get dumped on the shore.

In order to get your house in order and prepare for the inevitable resurgence in demand (which is seemingly going to be sooner rather than later!) then you need to fine-tune your system and refine your recruitment process.

As an industry, we’ve collectively established that adopting automation tech is a great way to do this and researching and implementing innovative technology is important. BUT… if you're not investing in an extensive adoption strategy then you’re wasting your time and money.

Overwhelmed, undertrained consultants simply will not engage with the new process which inevitably results in a huge missed ROI.

It’s not about delivering everything on day one – it’s about delivering the right thing at the right time.

“recMate applies a consultant mindset to the training process, ensuring that both the technology and people of the business are best managed, utilised and optimised.”

Jodie Rickett, APAC Sales Manager, cube19 .

If you’d like to join the rest of us in riding the wave, then get in touch for your ultimate recMate Healthcheck. We’ll establish your next steps required to fine-tune your system and perfect your process.

Data-Driven Recruitment: cube19 and recMate

Tue, 02 Feb 2021 10:38:21 GMT

recMate partners with multiple vendors in the recruitment technology space to help their customers optimise their systems and maximise ROI. One of those trusted partnerships is with data-analytics platform, cube19 .

cube19 helps recruitment businesses to grow revenue through the power of data and actionable insights.

Through leveraging cube19, Bullhorn customers can drill into any company performance metric, unlock revenue opportunities and mitigate risks in real-time, on any device.

Many of recMate’s customers love and trust cube19 to optimise their two greatest assets - their people and their data. They do this by delivering simple to understand actionable insights that show every member of staff, from C-Suite to consultant, how to make more placements.

We sat down with Jodie Rickett , APAC Sales Manager at cube19, to talk about the value that recMate’s dedicated onboarding and training provides through optimising the platform and securing high adoption rates.

“One of the greatest opportunity costs in recruitment comes down to a poorly managed and executed tech stack. recMate ensures best ROI from not only a CRM but all additional services and as a result, consultants.”

One of the key focuses for recMate with cube19 customers is helping them to understand how to achieve the best ROI with a product.

Two of the main challenges in ensuring a seamless consultant experience are:

Lack of industry/technology knowledge
Not enough time to dedicate to training

“recMate applies a consultant mindset to the training process, ensuring that both the technology and people of the business are best managed, utilised and optimised.”

One of the major touch points in recMate’s methodology of recruitment process optimisation is to increase user adoption across the whole tech stack. The common challenge faced by many recruitment firms is if their consultants don’t understand or like the tech, then they’re never going to use it. This leaves most recruitment firms with data gaps that reduce the ability of the leadership team to make data-driven decisions.

“For me, adoption comes down to WIFM ‘What's in it for me?’ - recMate convinces consultants that technology is their friend and biggest ally in making more placements and therefore, money. All by streamlining the process and allowing them access to clients and talent pools they couldn’t reach before. Once they see the value in the recMate way and the WIFM, the adoption process becomes self-maintained.”

We asked Jodie if she would recommend recMate’s services to other vendors in the space.

“Yes - absolutely! recMate helps customers understand the real value of platforms, not only the ROI in the tech but more importantly, the day to day consultant application. In my experience, this is where many customers misunderstand the true value of tech and is what actually makes prospective customers convert to clients of a tech solution. It’s all about the real-world application, not just a flashy demonstration.”

Whether you’re a recruitment agency or a recruitment technology provider, get in touch if you’re interested in managing and training consultants or customers to increase adoption rates and maximise ROI.

Learning from 2020 with recMate

Mon, 07 Dec 2020 10:58:35 GMT

We’re drawing close to the end of the whirlwind that was 2020. Despite all the challenges, it's undeniable that this year has been an amazing learning curve.

We’ve developed new skills, broken through barriers, challenged the norm, repaired the environment, taken a guilt-free break, spent quality time with our families…the list goes on.

Wouldn’t it be a shame if we threw all that away and changed these new habits as soon as restrictions are lifted (hell yes I hear many say!)?

As business leaders, these cutthroat times show that we’re left with no choice but to keep up with the world around us and remain on top of our processes in order to stay ahead of the curve.

There’s no better time to think about what you do and how you do things than right now - prepare yourself and enable 2021 to be your best year yet.

Let’s learn from this year and carry over those lessons into 2021. The businesses that are coming out of this year on top, having not only survived but thrived through the downturn, are those that could rely on their tech stack to function from any location. They simply picked up their laptops and continued to work from home.

However, it’s not enough to simply invest capital into your tech-stack, you have to put time and effort into refining your process, training your staff, and to understand how to truly maximise the investment you have already made in technology.

As an example, one of recMate’s customers, Precision Sourcing , are amongst what's sure to be the first of many to announce that moving forward they will be allowing their team to work from wherever they’re most productive and happy! This permits massive gains for both companies and their teams. For example, it enables employees to move outside of the city to more remote locations and live their life however they want to, avoiding commute time, and encouraging work/life equilibrium.

Precision were able to move from the office to home/wherever they work best easily because they’re a forward-thinking, technology-enabled recruitment agency that consistently places a high priority on maximising productivity via their investment in technology and training their teams.

So in short, let's learn from this year, don't waste the experiences that have shaped our new way of life and go back to our old ways at the first chance.

If you’re keen to smash those new year goals there's still time to get in touch for your recMate Healthcheck before the year ends. We’ll establish your next steps to becoming a progressive and tech-savvy business!

recMate partners with smart recruitment companies to maximise the way they work with their systems & processes. We help you make your recruiters work better, faster, and stronger with your core recruitment ecosystem. Ultimately, we are here to make you more successful at what you do!

The danger of relying on spreadsheets, amongst wage theft laws and legislative changes

wow@shazamme.com (Default Author) — Mon, 30 Nov 2020 11:03:20 GMT

Last week recMate founder Andrew Rodger hosted the final RCSA Tech Talks session of the year. Andrew was joined by Col Levander, Founder and CEO of Ratescalc to discuss the danger of relying on spreadsheets, amongst wage theft laws and legislative changes.

It’s a subject that must be at the forefront of business leader’s minds to ensure that their recruitment firm is sitting on the right side of the law when it comes to staff and contractor payments.

Here are our key takeaways from the session...

Manual processing/spreadsheets

Manual processing is fraught with human error, reliance on key operators, protected by passwords and a dependency on an antiquated system. It is only as good as the payroll operator. Many businesses are relying on these processes but these days, technology is required to ensure compliance.

If you’re not tech-savvy, in this space then you’re extremely exposed. The problem with relying on manual processes is that it simply cannot be maintained which leaves you with no visibility whatsoever and therefore, no risk radar across your business.

Legislative changes

The current landscape within our industry is change. COVID-19 has forced change upon all of us. Not only is the current business situation changing along with the health risks but there are also lots of legislative changes.

Col highlighted that Fair Work is releasing updates in 3 tranches now instead of 1. This has the potential for very costly ramifications in your business.

Wage Theft Laws are being enacted in most states making non-compliance illegal. Along with new legislation changes to the way we consider and calculate workers, penalties and rights.

Just a couple of examples of recent legislation changes include:

Wage Theft Laws - Qld has just passed new wage theft laws, Vic also passed new laws in and other states are following suit. Penalties for owners, managers and payroll officers who do not comply.

ASIC Guidance - under Chapter 2M of the Corporations Act 2001 (Corporations Act).1The Guidance states that companies should: calculate how much may be owed in employee entitlements for past and present casual employees working regular and systematic hours; and make a provision for this in their next financial statement.

Ignorance of the law is not an excuse. Laws and Legal information are properly advised, published and circulated. The use of the internet makes it impossible to say that lack of knowledge of the law is a reasonable excuse for breaking it.

As business owners, we have a responsibility when managing people, processes and employment to get it right. With systems in place to check, double-check and audit the process. Fair Work penalties for non-compliance have been placed on owners, managers and payroll staff recently and the fines are steep. This could mean the end of your business.

Here’s a few of Col’s ‘Gotcha’s that will get you’:

Inadequate systems and technology
Poor payroll practitioners that don’t understand your industry or keep up to date
Misinformation provided by clients
Lack of understanding or ignorance
Your naivete, or lack of ‘Plan B’
Antiquated dated spreadsheets that require manual handling
Limited knowledge within the business, poor oversight of payroll
Contingency with payroll. Who is filling the shoes while payroll is away and who else understands your business and having a lens on the processes

We’re operating in a forever changing space and there’s simply no way to predict the future.

Unfortunately, ignorance is by no means defence and relying on manual processes and spreadsheets to handle this is leaving your business exposed. Fortunately, we have a few helpers in the industry to keep us on the right side of the law and outside of the radar of fair work - one of those is Ratescalc.

Ratescalc is a unique and powerful software platform that automates recruitment businesses workflow and ensures legal wages and payroll compliance, rate accuracy and efficiency. Ratescalc seamlessly automates your process to avoid manual error, keep all of your data in one location as a single source of truth and maintain the high standard set from the start.

Ratescalc is kindly offering a free health check to Tech Talks participants to ensure compliance. Just get in touch with Col ( col@ratescalc.com 0439 169 999) to secure your ultimate business protection equipment!

Key takeaways from the RCSA & recMate 'TechTalks' series

Thu, 05 Nov 2020 11:11:04 GMT

As we approach the final RCSA TechTalk s session of 2020 we’re looking back on all the amazing insights and thought-provoking content we’ve shared with the recruitment market through the webinar series this year.

It’s been an interesting year so it’s been really useful to have the opportunity to connect with recruitment leaders and learn how they’re adapting to the ever-changing market.

Here are recMate’s key takeaways from the 2020 RCSA TechTalks webinar series...

Jordan Betteridge, Volcanic , APAC Co-Founder & Director

Digital marketing for recruiters

Providing world-class support across multiple channels will dramatically improve your brand’s reputation - which leads to Volcanic’s Marketing strategy 101: Free word of mouth advertising. Consumers trust recommendations from colleagues, friends, and peers much more than traditional marketing.

It’s crucial to nurture your brand advocates; great representation from clients and candidates that love your brand enough to speak positively and recommend your service to your prospects will always be a huge opportunity for profit.

The volcanic formula for success is to:

Lead with insight
Educate with passion
Be relevant

Jodie Rickett, cube19 , APAC Sales Manager

Recruitment trends & reasons to act like a start-up

Now is the time to take a look at how you currently run your business, and what changes you can make to be more strategic in your adaptation to economic changes. Jodie believes that adopting a data-driven mindset is the key to this success.

Jodie shared some insights into the sharp drop in the number of placements, jobs added and interviews, for both permanent and contract roles across ANZ, it was promising to see the recovery process begin back in June.

The time to prepare for future opportunities and threats is now. They say knowledge is power, but knowledge is only power if it’s available when you need it. Whether it is available or not is a choice that every leader now has the chance to review and make. It’s time to see how leaders access their data available to them in their company, plus also empower their teams to drive their recruitment desks powerfully and professionally.

Neil Rose, Founder & CEO of Referoo

The automation question: Should recruiters automate everything? Or is there still a place for manual processes?

Although automation is currently a popular buzzword, good automation dramatically improves the quality of your data and enables you to get the most out of your investment into technology. Whilst improving your financial position, automation can also make your business easier to work in and with, so it’s a win-win for candidates, consultants and clients.

Lack of planning, failure of scope, lack of knowledge and automating a bad process are just a few of the reasons why businesses fail to automate successfully. These are core areas to plan when planning a project. The old adage, prior preparation prevents poor performance rings too true.

Neil highlighted that not everything needs to be automated, that’s why the ever-present fear of recruiters being wiped out is unrealistic, but if it makes sense to automate and it will provide a positive business outcome in whatever form, then go ahead.

Justin Hillier, Founder & CEO of Recruiter Insider

Controlling the candidate experience

Focus on meeting the needs of the candidate whilst keeping them engaged allowing you to work as partners - this means actually asking them what they want (sometimes a novel idea in our world!).

Automating all the stages possible from texts reminders to interview guides and so on ensures that no task gets forgotten and allows the consultant to focus on the relationship side.

Speed is the easiest way to provide the best experience possible, the little things like responding to an email, or returning a call in a timely way, make a big impact on you candidate experience.

The most basic and important thing you should be doing to remain in control of the candidate experience is measuring it. Again the call for data and measuring it comes to light.

Chris South, Founder & Managing Director of Prominence

Tools and techniques that target clients and high-value candidate audiences

Now we have the time to plan ahead and sharpen the axe around where your business is travelling, it’s time to clean up the systems, process and practice of your day to day recruitment activity.

Chris spoke about building ‘the perfect triangle’ in terms of reaching high-value candidate audiences;

Leveraging SEO to appear high on Google search results
Asking candidates and clients to leave Google reviews
Increasing your following and sharing quality content on LinkedIn

A few obvious, but often forgotten items, that can drive a lot of value to your business. You can’t improve what you don’t measure!

Tony Wu, TalentTap + Weploy

Digitizing your temp desk

Through leveraging technology, Weploy was able to apply the Uber business model to the recruitment industry - allowing consultants to place 100’s of jobs rather than 10. Tony believes that it’s imperative to leverage technology in order to reduce costs, win business, survive and thrive.

TalentTap reduced one firm’s fill time on jobs from 3 days to 14 minutes, that’s a cost-saving of $1,678.47 per job.

TalentTap’s goal is to simplify temp recruitment through well-integrated technology that allows for fast, clear and concise communication .

So much knowledge and insight has been shared in this channel throughout 2020.

It doesn’t stop here, we hope you can join us in 2021 when we will bring you another monthly dose of RCSATechTalks.

In the meantime, we hope you can join us for the final session with Col Levander from RatesCalc on 10th November 2020 to discuss the danger of relying on spreadsheets, amongst wage theft laws & legislative changes. This is a free session for RCSA members, so why not sign up here to secure your place?