6 Social Media Influencers In Recruitment You Should Follow

After conducting a survey of recruitment professionals in the UK and Ireland, we learned just how intertwined recruitment and social media activity has become and how highly regarded social media is within the industry:

“90% of recruitment professionals agree that social media is still an important channel”

“Over half of the UK and Ireland’s recruitment agencies predict advancements in social media will have the biggest impact in 2018”

Despite its importance, it remains a difficult channel to engage candidates and consistently inspire conversation that gets you noticed ahead of your peers. This is where following the right social media influencers can be advantageous.

By following the right recruitment influencers on social media, you can:

  • Stay on top of current opinion, trends and news within the recruitment sector.
  • Share and get involved in conversations with influencers to help build your online profile.
  • Become inspired and learn how to recruit, work and lead more efficiently.
  • Get ideas for fresh content for blogs or social media posts.

6 Social Media Influencers Every Recruiter Should Follow


1. Andy Headworth | HMRC | Deputy Director, Recruitment & Apprenticeships

@andyheadworth | Twitter Followers: 25k
Andy Headworth | LinkedIn Followers: 148k

Former Managing Director of Sirona Consulting, one of the UK’s foremost recruitment strategy agencies, Andy Headworth now works for HMRC. Author of best selling Social Media Recruitment, his advice, articles and know-how is well worth listening to.

He is active on LinkedIn and Twitter, regularly sharing industry news, his own articles and having the odd heated debate.

2. Louise Triance | UK Recruiter | Managing Director

@louisetriance | Twitter Followers: 10.4k
Louise Triance | LinkedIn Followers: 13k

Louise’s recruitment network and knowledge spans 20 years of hosting over 100 events for recruiters, founding and writing for the recruitment knowledge network, UK Recruiter, and co-hosting the Recruitment Stuff show.

She is active on both Twitter and LinkedIn and there isn’t a story or engaging conversation about UK recruitment that Louise isn’t a part of.

3. Johnny Campbell | Social Talent | CEO & Co-Founder

@JohnnyCampbell | Twitter Followers: 3,7k
Johnny Campbell | LinkedIn Followers: 24.5k

Johnny Campbell is the co-Founder and CEO of Social Talent, “the world’s leading provider of online recruitment training”. He leads Social Talent’s product strategy, marketing and content teams but is, perhaps, most recognisable as a regular keynote speaker at any, global recruitment event, “that will take me!”

Follow him on Twitter, Linkedin and even Instagram – you will learn and laugh in equal measures.

4. Lisa Jones | Barclay Jones | Director & Founder

@LisaMariJones | Twitter Followers: 6.1k
Lisa Jones | LinkedIn Followers: 9,9k

Lisa Jones is Founder of Barclay Jones, leaders in recruitment success training, recruitment technology strategy, and digital marketing strategy for the recruitment industry. She has particular expertise within recruitment technology having worked in the sector for nearly 20 years.

Read her blogs and follow her on Twitter and LinkedIn for the latest insights on recruitment technology trends.

5. Kevin Green | Good Recruitment Campaign | Chairman

@kevingreenwnc | Twitter Followers: 14.6k
Kevin Green | LinkedIn Followers: 11.7k

Kevin Green was the CEO of the Recruitment & Employment Federation (REC)  for nearly 10 years, recently stepping down in March 2018. He is now a high profile consultant within recruitment and talent acquisition. He has also spoken at Tedx and writes regular blogs.

His opinion and insights are highly regarded and, as he begins a new chapter of his career, his presence on social media will only become more prominent.

6. Greg Savage | The Savage Truth | Principal & Speaker

@greg_savage | Twitter Followers: 56.9k
Greg Savage | LinkedIn Followers: 233k

Owner of two award-winning recruitment agencies, Australian recruitment guru, Greg Savage, now speaks to and trains recruitment professionals around the world. In 2015, he was voted the most influential person in the Australian recruitment industry in the past 60 years and in 2016, he was named the most influential business voice on Twitter (Australia).

He doesn’t hold back and his blunt view on all things recruitment is refreshing and often thought provoking. Follow him on Twitter and LinkedIn to be shocked and inspired.

For more insights from recruitment professionals about the UK and Ireland recruitment industry, download our latest eBook today.

How to build an exceptional recruitment team

Recruitment Software Implementation: 6 Steps To Prepare

When you are looking at implementing new recruitment software into your agency, there are a number of ways your recruitment agency can prepare to ensure the implementation runs smoothly and your software users embrace your new investment.

Recruitment software implementation services differs from one software provider to another, and will generally depend on:

  • The type of recruitment software purchased
  • Installing the software on your infrastructure
  • The type and complexity of data migration
  • Configuration of the recruitment CRM
  • Any bespoke software development
  • User acceptance testing
  • Training of the software users

Most recruitment software providers will offer a implementation specialist to coordinate the requirements with you, or paid project management / implementation services. Irrespective of what implementation approach your recruitment software provider offers, below are 6 steps your agency can take to prepare for the recruitment software implementation process.

Step 1. Get The Right People Involved

As your recruitment software is used by staff across your agency, the importance of creating a dedicated project team which includes a team member from each department will ensure you have the right people involved with your recruitment software implementation. Each team member should bring their knowledge of your business, to provide input, and do not underestimate the amount of time involved to implement the software successfully into your recruitment agency.

Step 2. Know Your Business

One of first steps for the project team is to ensure that they have a good understanding of how your agency operates in the delivery of your end-to-end recruitment services, to both candidates and clients. Do not underestimate the little things. By having either your processes documented or a clear understanding within the project team, this will ensure that they are able to address your specific business requirements during each stage of the implementation process.

Step 3. Know Your Data

Data migration is not a one-size fits all service and it will depend on what your recruitment agency decides is ‘essential’ data required in your new recruitment CRM. The only individuals who really know your data are you and your staff. Spend the time to review all your data, identify what is ‘essential’ data to migrate to your new recruitment software and cleanse it. This may include removing duplicate or incomplete records, or inconsistencies in data formats, or how the data has been entered. The time spent cleansing your data up front will certainly assist with any data migration services you purchase.

Step 4. Configuration And Test

Once your recruitment CRM has been installed onto your infrastructure and your data migration is scheduled or delivered, it is time to configure your new recruitment software. Depending on the type of recruitment software purchased, you may be able to do the configuration yourself or it might involve paid, bespoke configuration or software development. Spend the time by referring back to your processes, and test the software to ensure you have identified any gaps in the configuration and setup.

Step 5. Invest In Training

Understandably, recruitment software training can be seen as an additional option (and an additional cost) and not always essential. However, software training is a hugely important element to ensuring your staff have the knowledge and skills to successfully do their role efficiently. The more your staff are trained and understand how your new recruitment software supports them doing their role better, the more it will be embraced.

Step 6. Support Your Staff

The majority of learning for any software happens outside of the formal training program, as your staff get on with their daily work. To maximise the investment from the initial training, many recruitment agencies implement a continuous learning environment which aims to support staff after the initial formal training as their staff continue to use the new recruitment software and require either additional support or refresher training as they go.

See what fellow recruiters have to say regarding the landscape for the UK & Ireland recruitment industry in 2018, download our free eBook today.

How to build an exceptional recruitment team

The Generation Game: Attracting X, Y & Z Candidates

As a recruiter, across your career, you will inevitably recruit for a multitude of varied roles that will attract a diverse range of candidates. But how often do you write your job ads based on the differing generation traits of your intended audience?

Although generations are, for all intents and purposes, fictional representations of specific age groups, they can be very helpful for this very purpose. Generations are based on “people within a delineated population who experience the same significant events within a given period of time”.

This means that they will often share similar personality traits, motivations, communication and work preferences. By using these generation guidelines, you can tailor your jobs ads and content strategies to appeal to the right candidates, advertise in the most lucrative places and receive more, higher quality applications. So what are these generational similarities?

Generation X (1965 -1979)

Personality: Talented, adventurous, innovative and resilient
Motivations: Independence, responsibility, stability.
Rewards: Freedom and real life fun.
Communication Preference: Direct – tailored email, telephone, networking
Career Path: Loyal, stable.

The often overlooked “middle child” generation are now reaching their early 40s to mid 50s. Research suggests that Generation X candidates are more productive and easily trainable compared to the earlier Baby Boomer generation. They are tech literate and use it in their work life but do not need it to exist like their younger Generation Y (Millennial) and Generation Z colleagues.

They usually seek a work/life balance and although they are highly motivated as a workforce, they need to be financially compensated because they have significant outgoings such as a mortgage and children.

This generation began their job search by looking through newspapers and job directories but they are now well versed with online job sites and LinkedIn. However, the higher quality candidates of this generation expect to hear about an opportunity either through their current contacts or to be contacted in person due to their level of experience. This highlights the importance of a well crafted introductory email or building relationships with Gen X candidates in person at related events.

Want to know the benefits of building a passive candidate pipeline? Read our blog.

Generation Y (1980 – 1994)

Personality: Tenacious, multi-tasking, creative and transparent.
Motivations: Making a difference, career growth, collaboration.
Rewards: Recognition, work/life balance, training and experience over salary.
Communication Preference: Email and social media.
Career Path: Always looking for the next challenge.

The well documented rise of the Generation Y, or millennial workforce, has dominated blog streams over the last 5 years as it has been forecasted that they will become the largest working generation by 2019, eclipsing Baby Boomers (1945-1965). These digital pioneers are significantly different to their Gen X colleagues because of the exponential growth technology has experienced in the past 15 years. They are currently at the forefront, testing and creating new technology and pushing the horizons.

They are smart, want to make a difference with their career and short term focused. They aren’t afraid to jump ship if they don’t see a future in their current role. In fact, they view moving on every 3-5 years as “the way” to progress quickly. The want their ideas to be recognised and to be a part of the strategic decisions, even if they aren’t responsible for making the final call.

They use social media on a daily basis because it has become where they consume their news – through Facebook and Twitter streams. Designing standout adverts or writing engaging content that will get shared on these channels is a sure-fire to get in front of Generation Y.

Generation Z (1995 – 2012)

Personality: Multi-talented, entrepreneurial, realistic, sceptical.
Motivations: Salary, creative license, progressive culture.
Rewards: Flexibility, material gain over experience.
Communication Preference: Mobile centric, video, social media.
Career Path: Job hopping in search of perfection.

The youngest and least researched generation is Generation Z or iGen, who are slowly infiltrating the global workforce, the oldest having just turned 23. Compared to their millennial colleagues, they are digital natives and barely remember a time where they didn’t have a mobile phone in their hand, connecting with their friends on a variety of social media channels.

They are data literate, analytical and less idealistic than Generation Y candidates. This may be because their parents experienced a damaging recession at the peak of their working years and they are cautious not to be left financially vulnerable. This means that they are motivated by salary but also expect a progressive working culture where they can express their creativity.

With a shorter attention span than older generations, their social life is dominated by virtual relationships; sharing videos, images and memes. Because of this, their standards of creativity are high. To attract Generation Z candidates, you must command their attention immediately with innovative ideas that are visually compelling, such as video jobs ads.

Learn how 5 leading companies are using video marketing for their candidate attraction strategy in our blog.

Understanding the target audience for the roles you’re recruiting for is an important step in deciding how to attract the desired candidates you’re searching for. By having clear picture of what motivates them and on what channels they are most active, you can devote your time to creating ads and content that will have a significant impact in candidate attraction.

74% of recruitment agencies identified finding talent as the top challenge for their recruiters in 2018. To find out more industry insights as predicted by recruitment professionals, download our free guide.

How to build an exceptional recruitment team

5 Considerations For A Successful Data Migration

For any recruitment agency, data is one of your biggest assets. So when you’re looking at investing in new recruitment software one of the major considerations during the implementation stage is data migration.

So what is a data migration, why is it important and what do you need to consider when discussing data migration options with your recruitment software provider?

What Is A Data Migration?

A data migration simply refers to the transfer of data from one source into another. The complexity of a data migration depends entirely on the type of data you wish to be extracted from your existing recruitment CRM, applications or manual spreadsheets and imported into your new recruitment software.

What To Consider For A Successful Data Migration

1. What type of data migration services are available?

Data migration is not a one-size fits all service and it will depend on what your recruitment agency decides is ‘essential’ data and information required in your new recruitment CRM. Below are the two standard data migration services offered by most recruitment software providers:

Field data import from a excel spreadsheet or CSV file
The most basic data migration is an import of data from a excel spreadsheet or CSV file. This usually would contain specific candidate and client field data such as name, address, email address, phone numbers, employment preferences and associated attachments, like a CV.

This usually entails extracting data from your current recruitment software into a prescribed excel template provided by your new recruitment software provider.

Bespoke data mapping and conversion
A more complex data migration service would involve data mapping and conversion from one recruitment CRM to another. This generally would include your new recruitment software provider accessing your current recruitment software and performing a data mapping process to migrate candidate and client field data. This may include interaction and activity records, multiple compliance or vetting documents, right through to linked vacancies, timesheets and financials.

Deciding what data and information is business critical comes down to having a discussion within your business and identifying and prioritising what information will be essential to migrate. Then, you can consult with your new recruitment software provider to assess how that will impact the cost and duration of your data migration.

2. How will the data migration service be costed?

Cost is always a consideration when reviewing the type of data migration service is best for your recruitment agency. The cost of a data migration is based on what type and complexity of the data you have decided to migrate into your new recruitment software.

Most recruitment software providers will provide a fixed project cost for the data migration requirement, ranging from £850 to £1,200 per day. The project cost should include the total number of days and what stages are included like project management, data mapping, data extraction and conversion and User Acceptance Testing (UAT).

NB: Depending on your existing recruitment software provider there could also be additional cost to release or extract your current data.

3. Do you need to review and cleanse your data?

Investing in new recruitment software provides the perfect opportunity to assess and review the quality of your data, clean it and make sure you’re complying with latest data protection laws, such as the upcoming GDPR. This may include the removing of duplicate or incomplete records or inconsistencies in data formats or how the data has been entered.

Unfortunately, this is usually the task that takes the longest to undertake and you and your staff are generally the best people to know how your data should look.

4. Who should you involve in the data migration process?

The process of data migration and in particular the data cleansing should involve key team members across your business. These team members will be in the best position to advise you on what data is critical and by involving people right from the outset, you can easily achieve buy in. By spreading the tasks of reviewing and cleansing your data across a few team members, it will expedite the process and make it more thorough.

5. How long will a data migration take?

Although this is usually one of the first questions asked about data migration services, it is not simple question to answer. There are a number of factors which dictate the time frame for a data migration project, including the type of data migration service purchased, the quality of your data and how long it would take your team to review and cleanse it and the time it takes your recruitment software provider to perform the data migration service.

Data migration does not need to be a complex and exhaustive project, but it will require some dedicated time from both your team and your new software provider. This will ensure your requirements are identified, the project is costed within your budget and ultimately your data is migrated successful into your new recruitment CRM.

Over 75% of recruitment agencies in the UK & Ireland identified recruitment software as a potential new investment for 2018. To find out more insights for the year ahead, download our free eBook.

How to build an exceptional recruitment team