7 Lessons Recruitment Managers Can Learn From Jurgen Klopp

According to the BBC, approximately 750,000 people lined the streets of Liverpool to welcome Liverpool FC bring home the European Cup in early June 2019. While the dust has settled on this achievement, what can and should be reflected on is the management style of Jurgen Klopp; the architect of Liverpool’s victory in Madrid.

What makes him a standout manager and what can recruitment managers learn from him?

1. Clear And Defined Philosophy

Klopp’s vision was clear right from the outset. He demanded a certain level of fitness and drive from his players in order to execute the tactics of his philosophy. By making your agency’s vision clear, it provides direction, motivation and an expectation from your employees for what you want to achieve and what you expect of them.

2. Deep Knowledge Of The Game

Whether you’re a football manager or working in recruitment, you must be passionate about what you’re doing, be a “student of the game” and have an appetite to continue to learn. This not only develops your style of management, it also is a great motivator for the team around you. An environment that encourages a wider understanding of recruitment and your specialist sectors will also endear your agency to prospective candidates and clients and could even set you apart from your competitors.

3. Infectious Enthusiasm

Klopp is famous for his like-ability even amongst his fiercest competitors and sceptics. This comes down to his charm and enthusiasm, both on and off the pitch. There are always times of hardship in every job role, perhaps you’ve lost your best recruiter, but as a manager and leader, you must be able to stay positive and permeate that enthusiasm throughout your team. As they say, one bad apple ruins the bunch and you must be able to keep the “bunch” in as healthy state as possible.

4. Focus On Employee Development

Throughout his time at Liverpool FC, Klopp’s focus on developing both young and older players, to demand the very best of them when they are called upon, is undeniable. You only have to look at the likes of James Milner, Trent Alexander Arnold and Divock Origi as evidence of this.

In the same way, a recruitment manager must be able to identify talented recruiters and employees, establish what areas are their strengths, provide the right training and support to turn them into an exceptional team. Each employee will have different goals, motivation triggers and will flourish from different levels of support. It is your responsibility to assess your employees individually and manage their development effectively.

5. Fantastic Man Or People Management

Jurgen Klopp is a master of man management – the ability to get the most of each individual in his team. This comes down to knowing how the individuals in your team will respond to you as a manager. There’s a time to shout, a time to sympathise, a time to encourage and a time to demand more. Each of these are different man (or employee) management tactics that you need to have in your arsenal. It is finding the balance between these tactics and choosing the moment to deploy each tactic that will enable you to get the most out of your team.

6. Clear And Simple Brief

In an interview with Western Union, Jurgen Klopp explained that “simplicity” is one of his greatest strengths,

“I have a lot more information than I give to the players. Not because I want to keep it, but because they have to play a football game and you have to play with freedom.”

The message from Klopp here is that, as a manager, you will have much more information than your team, whether that is financial concerns, board concerns or strategic questions that you haven’t found an answer to. However, to get the most out of your team, you must cherry pick only the information that will motivate them instead of overwhelming them. Too much information and your team may feel demotivated.

7. His Hugs

Lastly, Jurgen Klopp is famous for his hugs. While it may not be appropriate to imitate Klopp in this way due to professionalism in the workplace, the sentiment remains the same. Positive encouragement and making your employees feel valued, even when perhaps they have made mistakes, is key to successful management.

How to build an exceptional recruitment team

The 8 Deadly Sins of Writing Prospecting Recruitment Emails

Despite numerous LinkedIn articles and marketing gurus claiming that “email is dead”, it is still one of the most trusted and proven ways to reach individuals. In fact, according to Mckinsey & Company, emails are 40 times more effective than social media. However, there’s no denying that it is a highly competitive space to get noticed and even more difficult to get a response.

For the recruitment industry, average open rates for prospecting emails stand at a rather depressing 7.9%. To put that in perspective, this means that by sending 100 emails (which each take 2-3 minutes to write) only 8 of them will even get opened, let alone read and replied to. That’s approximately 3-5 hours work for little-to-no return. So why is this?

There are a number of factors contributing to this, but fundamentally, it comes down to the fact that the majority of prospecting emails are flawed – you only have to examine your inbox and the prospecting emails you receive everyday to come to the same conclusion.

To help you improve the way you write prospecting emails, here are the most common “sins” made when writing introductory emails and how to address them so you achieve enviable open rates and engagement.

1. Your subject line is boring

Convince and Convert report that 33% of recipients open based on subject line alone. More often than not, your prospecting emails are trying to grab the attention of busy people within an already crowded inbox. Your subject line could be the only chance you get.

Are yours personal, personable and, if appropriate, convey a sense of urgency? Put some considered thought into who EXACTLY you’re sending an email to and which 4-10 words are going to resonate with them. Try to intrigue, shock or excite the recipient in the subject line or risk facing the junk folder.

2. Your email isn’t personalised

Referring to a mechanical copy-and-paste template that you don’t adjust accordingly for each client or candidate could risk you addressing the wrong person in the subject line, or worse, removing the [insert name here] field!

Candidates are twice as likely to respond to prospecting emails if they have interacted with your brand before and personalisation can increase click-through rates by 14%, so proof-read and do your research to ensure you’re contacting the right person (and spelling their name correctly); your candidates and clients are human – so turn off lazy auto-pilot!

3. You talk about yourself way too much

In prospecting emails, there is often a tendency to want to talk about how good you are as an agency, what experience you have, who you’ve worked with and how you work differently from everyone else. And this may be true, but it is not the best way to get your recipient’s attention.

“You” is the most popular phrase in advertising for a good reason. Our brain is activated specifically by hearing or thinking of our own name and ourselves. So instead of talking about what you can do, talk about the challenges, needs and desires of the recipient and you’ll be much more likely to get a response.

4. Your don’t write for your target audience

In a similar vein to personalisation, the tone of your email needs to be on-point. Finding a new job or engaging with a new agency can be daunting and the tone you set in your email can either make or break a connection. Consider your audience: are they Gen X, Gen Z or baby boomers? What are their unique wants and needs and, based on that generation where can you most add value?

5. Your email is too long

People in the working world are as busy as you are, so it is imperative that you get to the point early on and your email isn’t an eye sore that resembles a novel. What is truly going to grab their attention?

Be brief in your introduction, give them a fact, figure or stat that will pique their interest or add credibility and then clearly ask what you need from them. Your recipient doesn’t have time to read unnecessary context about your agency or your career as a recruiter so be concise and omit anything that isn’t adding value.

6. Your email isn’t optimised for mobile users

Did you know that 61% of all emails are now opened and read on mobile devices? Large image files and long paragraphs will put off those reading on a mobile device . It’ll also help if links are clearly embedded and easy to click. Consider this next time you write an email, particularly for candidates, who may well be more likely to be using their personal email address and accessing that via their mobile.

7. Your call-to-action is too vague

Your call-to-action (or CTA) will convince your recipient to take the next step, be that email you back, give you a call or arrange a meeting. To be effective, your CTA must be prompt, to-the-point and enticing.

P.S. Add a P.S. note with something important included: it draws eyes straight to it (and there’s an example of how to do it!).

8. You give up after the first email

As we’ve established, clients and candidates are busy, they may have missed your prospecting email, it may be buried, accidentally deleted or it might be that it’s not right for them at that particular time – but it may be in a few weeks! If you’re not on-top of clients and candidates, your competitors will be.

If you’re expecting to see positive results, you need to send a sequence of prospecting emails, instead of just one, Campaigns with 4-7 emails per sequence were found to receive 3x more responses than campaigns with only 1-3 emails in a sequence.

7 secrets of successful recruitment agencies free ebook download

Our recruitment software can assist your agency and recruiters with creating, sending and recording all your client and candidate email communications for tracking, auditing and searching requirements.

10 Awesome Blog Post Ideas For Recruitment Agencies & How To Create Them

“Businesses who blog have a 434% higher chance of being ranked highly in search engines”
Tech Client

Blogging – or ‘content marketing’ – has grown significantly within the recruitment industry and it is no surprise why. With the right research and strategy, it can bring you measurable return on investment through:

  • Attracting the right visitors to your website
  • Converting those visitors into prospective clients and candidates
  • Improving your overall ranking in search engines like Google
  • Providing excellent marketing and sales collateral to showcase your expertise

Reading these benefits, a couple of questions may come to mind:

“How do I come up with blog titles?”
“How do I know which blog posts will be successful?”

The reason why we have decided to write this blog post is because we have had great success using a structured content marketing strategy that has improved the profitability of our website.

So, in this blog, we’ll share how you can create successful blog ideas from scratch for your agency and we’ve even included some ready made blog ideas that you can use today.

3 Key Ingredients For Creating A Successful Blog Idea

1. Start with your audience

Ask yourself, who do you want to attract to your website? For recruitment agencies: are you wanting to attract more clients or more candidates? Think about their goals and challenges, specifically considering what they’re typing into Google whilst either job-seeking or prospective clients weighing up whether to use a recruitment agency. These questions, topics and themes should give you some key search terms that your blog post idea can focus on addressing.

2. Use the right search terms in the right places

As much as a pithy headline is right for newspapers or magazines, it’s not always suitable for blog content. At the very least, your key search terms must appear in the URL (www.recruitmentagency.co.uk/blog-title), blog page title and body of your blog. Without using the right search terms, search engines will have no idea what your blog is about and, consequently, your target audience will have little opportunity to find it.

3. Always add value

Your content is a chance to showcase your expertise and brand personality. Not only do you want to provide some really sound advice or information, you also want to be memorable. Use numbers and action phrases (like intriguing, shocking, proven) to make your blog post stand out and think about how your blog idea will add value to your clients or candidates.

The Ultimate Guide To Inbound Marketing For Recruitment Agencies

Once you’ve been through this process, you should be able to create blog ideas that you can be proud of, that will provide value to your target audience and, ultimately, to your bottom line. Here’s some blog post ideas that our creatives came up with by going through this very process:

5 Blog Post Ideas To Attract Candidates

  1. How to get a pay rise & what to do if you don’t get it
  2. What is the average [insert target industry sector] salary in the UK?
  3. 5 ways to structure a CV that will get you noticed
  4. How to deal with job rejection and plan your next steps
  5. What makes a winning LinkedIn profile?

5 Blog Post Ideas To Attract Clients

  1. 10 proven ways to speed up your hiring process
  2. What are the best employee retention strategies for 2019?
  3. 5 simple steps to choosing the right recruitment agency
  4. Why you need to diversify your hiring process
  5. How to create job ads that’ll attract the right candidates

Transforming your blog post ideas into quality content may seem tricky at first, but it’s worth it in the long run. Taking time to create valuable blogs can be a fantastic investment for your recruitment agency. To learn more about how inbound marketing can benefit your agency, download the guide below.

The Ultimate Guide To Inbound Marketing For Recruitment Agencies