should every recruitment business be a digital marketing agency? #rechangout highlights

www.colleaguesoftware.com/webinars | Every other Wednesday at 1pm GMT

Should every recruitment business be a digital marketing agency?

MARA Special5th November 2014

#RecHangout is supported by:


Hangout ParticipantsSteve WardOwner - CloudNine Social Media and Digital Talent

Alan WhitfordRecruitment StrategistAbtech + RCEURO

Louise TrianceCommunity OwnerUK Recruiter

Louis WelcommeCRM Comms ManagerColleague Software

Rob ForsythAgency OwnerAscent Solutions

Simon LewisJob Board Co-FounderOnlyMarketingJobs.com

James EppingerAgency FounderConnect Digital Group


“There needs to be balance... In digital recruitment you need consultants that can engage candidates on the phone, meet them face to face... and ultimately get to know those people as individuals.”



“Ultimately our business is about placing people... and we‘re not going to do this via a automated marketing system.”



“Every recruitment business should have a solid and active website... the big bit is do we become creative and social entities as recruitment agencies?”

Steve WardOwner CloudNine Social Media and Digital Talent


“There is no point trying to be a digital recruitment agency if you have the wrong candidate and client audience.”



“The difficulty is that recruitment agencies are still driven by sales calls… We’ve got this rich blend of opportunities to communicate with people on so many levels – absolutely take this opportunity.”



“Do people really want to have a conversation with a consultant on their phones and tablets? Your brand needs to be visible at just at the point the candidate is looking for a job – this takes a lot of market research.”



“All the noise, all the blogging, all the engagement, all the social activity that some recruitment consultants do… I don’t know if it’s all necessary. It’s time consuming and very easy to do it badly.”



“We need to distinguish between marketing to your candidates and marketing to your clients… Recruitment agencies can do PR around their clients focusing on areas of growth. We use this market knowledge to make clients more attractive to candidates.”

James EppingerAgency OwnerConnect Digital Group


‘Unless recruitment agencies start thinking like digital agencies next year will be the last year of their existence….’

“Although an exaggeration there is an element of truth to this.”

Simon LewisJob Board FounderOnlyMarketingJobs.com


“People are starting to see savvy recruiters as the best route in to their ultimate job. Hiring clients are spending more on their employer branding strategies… this means recruiters have to adapt and do things differently.”



“Retained assignments are the way forward. These need to encompass a marketing strategy.”



“People want to relate to people like them. When dealing with people in all walks of life you have to find a way of meeting them on the level. The kind and style of the recruiter needs to change. You need people who can connect with and understands candidates.”



“The only people that carry a brand are great people – who have the freedom to connect, use their personality, be real people, and the brand will follow.”



“Should we empower consultants to build their personal brand? The challenge is defining what makes a good recruitment consultant and the key thing is trust.”



“Candidates need to feel they can trust their consultants – you need to be able to listen, to consult, you need to understand that candidate, and you need to know what you’re talking about.”



“The agency would be better off employing an actual marketer and adopt a lead generation strategy that feeds to consultants. The consultants should make the first point of contact, listen to the candidates and go and make placements.”



“Sales is different these days, it’s not just about smashing phones. We’ve got a couple of guys who write and talk about pieces of interest in the industry to clients - not just about whether their clients have a job they can work on. The traction is amazing”



“You’ve got to do marketing well. This is my concern with pushing a skill set which is not within a recruiter’s natural remit… My issue is that I’ve seen that fail in a sense they have a few bad months and they blame the social media manager.”



“If you can get it right, and you choose the right people to do it, the impact generates referral and recommendation – the more you do that makes people go wow, the more your business generates advocacy and greater candidate loyalty.”



@BroadbeanEMEA

Best of the #rechangout and Q+A Buzz

Kim Goddard

If you understand your core focus then you'll be able to understand how much digital marketing you really need. #RecHangout.

Sales is different these days, it's not all about phones - sometimes softer skills are needed says @onlymarketing Simon Lewis #RecHangout

The style of recruiter need to change as people like to speak to people that relate to them according to Steve Ward. #RecHangout

Candidates are loyal to Consultants rather than Agencies IMO. Should Agency's not focus on giving Consultants the skills to build their own brand rather than focussing on acting like a Digi Agency en masse and risking mixed messages?

https://twitter.com/search?q=%23RecHangout

https://twitter.com/onlymarketing/

https://twitter.com/onlymarketing/





@lamontprice


Ionut Roghina

Yes, niche and small focused companies it works well. Large organizations, it's difficult bcuz they approach it transactionally #RecHangout

It's much easier to teach recruiting than teaching digital marketing, i.e. Media Buys, PPC, SEO, Retargeting/Remarketing, etc. #rechangout

Kim, I tend to agree with you. Unfortunately Agencies still have a focus on time spent on the phone, number of CV's out, etc, which leaves little time (and desire) for Consultants to focus on building their own brand.



https://twitter.com/search?q=%23rechangout



@Burton_Recruit


@media2knight

Loving todays #RecHangout Good panel, great twitter chat and barely a cliché in sight!

You can do all the digital marketing you like. If you've not got the right job for a candidate the rest is irrelevant. #RecHangout

Have you got any jobs"......the sales call that no one wants to receive and no one should be making #RecHangout

What about content curation (not creation)? Anyone can do that and its not time consuming! #rechangout








@OpeningByAbi


@louisetriance

@louisetriance @_RobForsyth yes ✔️trust, open communication very important to a successful relationship #RecHangout

If you are watching the #rechangout what do you think of @_RobForsyth beard? Should @ColleagueRS grow one again? #beardhangout

'there is no point trying to be a digital agency to the wrong client & cand audience' < @CloudNineRec #RecHangout bit.ly/1wx4Buq



https://twitter.com/_RobForsyth/

https://twitter.com/_RobForsyth/

https://twitter.com/ColleagueRS/

https://twitter.com/search?q=%23beardhangout

https://twitter.com/search?q=%23beardhangout

https://twitter.com/CloudNineRec/

https://twitter.com/CloudNineRec/


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Next #Rechangout How recruiters should deal with back door placements?Lisa Jones 19th November 1pm GMT


Join the Recruiters Hangout (#rechangout) live every other Wednesday at 1pm (GMT/BST) as special guests and industry experts share their top tips, insights and advice with a live online audience and a regular panel via Google+ Hangouts on Air. We've had a fantastic array of guests and topics in the past. Sign up and find out more here.

The #rechangout is supported by four hosts including recruitment strategist and RCEuro founder, Alan Whitford, who makes sure viewers get the most from the show, asking the right questions and ensuring the discussion stays on track. Joining Alan is Mark Stephens from the Technology in Recruitment Alliance and F10 Group founder and Louis Welcomme from Colleague Software. Whilst Louise Triance from UK Recruiter looks out for your online comments on Twitter during the broadcasts.

Want to take part? Call Louis on:

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should every recruitment business be a digital marketing agency? #rechangout highlights

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