Recruitment News Round-up. The Brutal Truth #7

Recruitment News Round-up. The Brutal Truth #7.

by Howard Greenwood, 18th August 2023

As we hit the holiday season, a recruiter’s mind should be switching on to ensure that the full capacity and capability of the recruiter mindset comes into play. There are two thoughts, how will I hit my target this year, and I need to be building now to start 2024 on the front foot. What action are you taking to achieve both?

Boost Your Sales Success with Data-Backed Insights

Some fascinating stats from Getty and a report by ZenDesk on the art of selling are worth a read.

Each article outlines stats we should consider when training and evaluating the success of our salespeople.

Let’s explore some data-backed insights that can make a real difference in your sales approach.

1. Sales Calls: Did you know that successful salespeople talk for 54% of each sales call, while less productive ones speak for only 42%? Additionally, over 50% of decision-makers prefer to be contacted over the phone. So, don’t hesitate to pick up the phone and call your prospects directly. We need to change to what the experts call “excellent conversationalist“, the “43:57 rule”—according to communication experts who analysed data from sales calls, the salesperson spoke 43% and listened for 57%. This balance created a higher success rate.

Listening for longer than you speak makes the person feel valued and respected and their view count.

2. Email Marketing: Personalisation can work wonders! Adding a personal touch to your email can increase the client’s response rate by 32.7%. When crafting email campaigns, keep in mind that prospects sign up for special offers (34%), discounts (29%), learning about products (22%), or just because they like the brand (15%).

3. Referrals: Don’t underestimate the power of referrals. A staggering 92% of consumers trust referrals from people they know. If you rarely ask for referrals, consider changing your strategy. Acquiring customers through referrals leads to a 37% higher retention rate and a fourfold increase in purchase likelihood. How many of your recruiters ask your clients to refer you to other clients?

4. Sales Training: Invest in training your sales team for success. Onboarding programs that last four weeks, with a full ramp-up in four to five months, have proven effective for winning organisations.

5. Productivity: To achieve your sales quota, focus on increasing prospect interactions. While 66.7% of salespeople engage with 250 or fewer prospects annually, the top 15% who hit their targets interact with over 1,000 prospects annually. Embrace conversational selling, as top-performing sales reps “pitch” their offer only 7% of the time.

To improve your sales strategy, use these data-driven insights to your advantage. Personalise emails, prioritise referrals, invest in sales training, and focus on productive interactions. With these tips, you’ll be well on your way to exceeding your sales goals.

Remember, sales success is within your reach.

Flexible Working Bill Makes it Through Parliament, But What Does it Mean?

UK’s Flexible Working Bill has been granted Royal Assent. This is a huge step forward in helping to create a more diverse and inclusive work environment.

Here are my 4 key points from the article:

1. All employees now have the legal right to request flexible working from day one of employment, whereas before, it was 26 weeks.

2. The new law also extends the right to make two statutory requests in 12 month period.

3. The law also provides additional protection for workers who make flexible working requests, as employers must now give a written response within two months of the request, not three.

4. The new law also removes the existing requirements that the employee must explain the effect of the change on the Employer.

Will these changes help attract and retain staff in a skills and labour short market?

The Strategic Advantage of Hiring in August: A Guide for Recruiters.

As recruiters, the process of sourcing, screening, and hiring top talent can be a year-round endeavour. However, August, often considered a traditionally slow hiring month due to summer vacations and reduced business activities, presents unique opportunities for forward-thinking recruiters. By adopting a strategic approach and capitalising on this month’s advantages, recruiters can gain a competitive edge in the talent market and secure the best candidates for their organisations. We explore the benefits and tactics of hiring in August.

Reduced Competition: One of the primary advantages of recruiting in August is the reduced competition from other organisations. Many businesses tend to slow down their hiring efforts during this month, which means there is less competition for the same pool of candidates. Seizing this opportunity to pursue talent actively can lead to faster hiring processes and a greater chance of landing high-quality candidates who might otherwise be snapped up in more competitive months.

Targeting Passive Candidates: During the slower summer months, passive candidates may be more open to considering new roles. With less stress and more time to explore options, passive candidates may be more receptive to hearing about exciting job opportunities. Recruiters can use this receptive mindset to engage with and attract passive candidates with the skills and experience that align with their client’s needs.

University Students: August marks the end of most university courses; it’s a transitional period as they enter the job market. Additionally, organisations that offer internships during the summer months may be looking to convert standout interns into full-time employees. By establishing a presence at college job fairs and proactively contacting interns, recruiters can identify and secure top entry-level talent before other companies do.

Flexibility in Scheduling: With many decision-makers returning from vacations and taking a refreshed outlook on business matters in August, it becomes an excellent time to schedule review meetings and finalise hiring decisions for the rest of the year. The more available and responsive hiring managers are, the smoother the hiring process can be, leading to faster time-to-hire and a better candidate experience.

Talent Pipeline Building: Hiring in August allows recruiters to build a robust talent pipeline for the upcoming months. Engaging with prospective candidates who might not be an immediate fit for current roles but possess desirable skills and cultural alignment can pay dividends in the future. By nurturing these relationships, recruiters can create a pool of interested candidates ready to be tapped into as new positions arise.

While August may traditionally be viewed as a slow hiring month, recruiters can leverage this time to their advantage by adopting a proactive and strategic approach. Reduced competition, an opportunity to engage with passive candidates, and the potential to secure top graduates and interns are just a few benefits recruiters can reap during this period. By embracing August’s unique opportunities, recruiters can bolster their organisations’ talent pipelines and gain a competitive edge in the ever-evolving job market.

The Government’s decision not to appeal the High Court’s decision regarding the use of agency workers to cover for workers on strike.

The Government’s initial legislation allowing agency workers to replace striking employees has been found to be unlawful, and as a result, Article 7 will be back in effect from 10 August, prohibiting the use of agency workers for this purpose.

The decision was met with mixed reactions from various parties involved. Unions, including Aslef, GMB, Unite, and Usdaw, argued that using agency staff during strikes could jeopardise public safety and worsen industrial relations. Tim Sharp from the Trades Union Congress (TUC) expressed concerns about the need for more evidence showing improved industrial relations since the changes were implemented.

On the other hand, Neil Carberry, the chief executive of the Recruitment & Employment Confederation (REC), suggested that the Government should hold a full review before attempting any further changes to strike law. He emphasised the need for a proper consultation if the Government decides to table replacement regulations.

It is worth noting that earlier, the Strikes (Minimum Service Levels) Act, which mandates a minimum level of service during industrial action from public services, received Royal Assent. However, this act has faced criticism from the International Labour Organisation (ILO), which condemned it for interfering with the right to strike.

As a result of the ILO’s intervention, the UK has been asked to seek technical assistance from ILO staff and report back on progress in September, marking the first such intervention by the ILO against the UK since 1995.

Given this recent development, the issue of industrial action and strike laws in the UK seems to be a matter of contention and scrutiny.

Here at Jump Advisory Group we would love to know if you are using Data and have a specific plan for August and the second half of the year that will drive you to hit your business target. Yes, times appear hard. The job market is still about pre-covid levels, and there is still a candidate shortage, but there is, without doubt, opportunity for all to take advantage of. Thank you for reading our news.

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