Maximise your RecTech Investment with the SourceBreaker Academy

Maximise your RecTech Investment with the SourceBreaker Academy

Offering optimal customer service, facilitating growth, and championing innovation are core components of SourceBreaker’s offering and are key to keeping pace with industry changes, so we can continue to help you save time and ensure you get the right training in the way you need it.

Following Popular Demand…

Our highest priority is helping our customers attract and engage candidates at record speeds, and retain top talent by ensuring they have the tools to succeed and remain competitive at all times.

That’s why we’ve made training and onboarding even easier and considerably more accessible!

Introducing the SourceBreaker Academy

The SourceBreaker Academy delivers a curated selection of online training sessions dedicated to upskilling SourceBreaker knowledge — ensuring users are fully informed on how best to leverage each and every platform feature.

There you will be able to watch free training videos, boost your platform knowledge and demonstrate to clients and candidates your ability to deliver outstanding results when using SourceBreaker.

The SourceBreaker Academy is included as part of the SourceBreaker offering and comes in conjunction with the support of our industry-leading Customer Success team, so you can be certain you’re getting the most out of your investment.

The Academy as a Valuable Training Resource

Designed to keep your teams trained on and up-to-date with the latest SourceBreaker features, the Academy also provides you with:

  • A curated self-directed learning platform
  • Additional support to help you leverage the platform for maximum impact
  • Advanced best-practises for using the SourceBreaker tool — ensuring your workflows perform optimally in today’s data-driven world

Secure Your Spot In The Academy

Interested in becoming part of the SourceBreaker family? Want to find out more about SourceBreaker and how we can add maximum value to all of your recruitment workflows? Click the button below to book a demo!

We’ll be continuously updating and adding to our course content, so stay tuned and keep a look out for any resources and insightful blogs we’ll soon be sharing.

Leveraging Internal CRMs for Cost-Effective Recruitment

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Leveraging Internal CRM for Cost-Effective Recruitment

Saving Money with an Optimised Internal CRM

Challenges with Traditional Customer Relationship Management

Clunky UI

Out of date candidate information

Ineffective Search Functionality

So why is clean data so important to internal CRMs?

Maximising Placements From Your CRM With SourceBreaker

Maximum CRM Performance & Lowered Costs

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As the economic landscape shifts, recruitment agencies may be struggling to keep up with the rising prices. Agency owners are now looking for ways to get more value from their existing tools and databases – so how exactly can that be achieved with clean data and an optimised internal CRM?

Saving Money with an Optimised Internal CRM

It’s no secret that using your own internal CRM is one of the most cost-effective recruitment methods, especially if your databases are filled with clean data on both candidates and clients.

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With an optimised CRM, the need to rely on external – and therefore, less cost-effective – databases such as job boards is significantly reduced.

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Not to mention, with your internal CRM you know precisely which information is being collected and so you can use the information to streamline recruitment workflows, improve candidate experience, and exponentially boost your candidate acquisition efforts.

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While healthy data can help launch a recruitment agency to success by streamlining and optimising every aspect of the candidate experience, unhealthy data can actually be damaging to an agency’s reputation.

Challenges with Traditional Customer Relationship Management

More and more we’re seeing recruiters struggling to update their CRMs in real-time, one part because they’re busy working on revenue-generating tasks but sometimes because of a lack of access, understanding, or training

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And the reality is, a lot of data collected by recruiters is either redundant or outdated. So if maximising the performance of your internal CRMs is vital for success, why does it take so many people years to do it?

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Well, it’s because traditional CRMs have a few issues at their core that make them less effective in comparison to external resources.

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Traditional CRMs face challenges like clunky UIs, out-of-date candidate information and unhealthy data

Clunky UI

Traditional UI’s aren’t user-friendly or intuitive, in fact, they often have a long learning curve as well as frustrating user experience.

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How are you supposed to remember all of the information stored on your CRM if its own database is something of a labyrinth? Thanks to CRMs like Bullhorn, you don’t have to.

Out-of-date candidate information

Information collected by recruiters often doesn’t meet the needs of the agency, especially when a candidate’s contact details are wrong or their experience has changed since their last interaction.

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Constant communication is vital to making placements and with so many candidates to place, it can be difficult to keep track of who you’re contacting next and what exactly it is they’re looking for.

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By automatically sourcing notes during calls, recruiters can ensure there is a personal history attached to a candidate, enabling a personalised approach but also building out candidate profiles for recruiters to use in future interactions.

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This additional qualifying information that wouldn’t otherwise be recorded can assist you in placing candidates in jobs based on cultural expectations. Through this, recruiters can cultivate an optimal candidate experience as it prevents double calls from the same agency enhancing the candidate experience.

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From this, we see a real key advantage of using your CRM data because it enables you to record any contact made with candidates and clients.

Ineffective Search Functionality

Moreover, the search capabilities of most internal CRMs aren’t as powerful as those available with rectech solutions on the market and so finding the right candidates for the job isn’t always easy.

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The above are just some of the reasons why many companies who are well served by traditional CRMs are so out of date when it comes to hiring.

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Having an optimised CRM filled with rich data allows recruiters to execute better searches and have high-quality candidates returned to them at the click of a button. By circumventing the need for external databases, recruitment agencies can continue to lower candidate acquisition costs while substantially driving ROI.

So why is clean data so important to internal CRMs?

Your internal database is filled with candidates you’ve personally contacted and cultivated relationships with, people you have a personal rapport with and can tap into at any time.

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The benefits of healthy data in internal CRMs are cost-effective recruitment due to unique datasets and maximum CRM performance allowing for rich candidate histories

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Effectively, an internal CRM is your agency’s personal black book but other benefits include:

Instant access to an entire history of candidate profiles, skills, CVS, call information and internal recruiter notes, allowing for improved hyper-personalised outreach.
Time and effort have already been spent acquiring the data and in some cases, it’s unique data other agencies don’t have access to.

Maximising Placements From Your CRM With SourceBreaker

Agencies tend to seek out external databases instead of their own internal CRMs because of how their own datasets and databases are structured but SourceBreaker cuts through this, searching against both the structured and unstructured datasets and ensuring only the best match candidates are uncovered with just a few clicks.

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In the instances you do need to search externally, SourceBreaker enables recruiters to parse candidates from any external database – into the CRM – with all of the candidate information, job title, skills, and experience being added frictionlessly.

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To keep your competitive edge, the SourceBreaker platform automatically adds synonyms to ensure all relevant candidates are returned without the need for time-consuming, manual searches being built out by recruiters.

Maximum CRM Performance & Lowered Costs

Cost-effective is one way to look at it but essentially, it’s free candidate acquisition at its finest because all of the unique data you’re using, is data that’s yours.

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If that’s not a competitive edge, we don’t know what is. For more recruitment hacks, tips and tricks, check out our most recent eBooks!

Maximising Output with Candidate Lists

Maximising Recruiter Output with Candidate Lists

SourceBreaker believes in equipping recruitment agencies with the best technology. When considering the latest platform updates, we aim to cater to the wants and needs of the recruitment industry but more importantly, the features requested by our users. 

It’s the SourceBreaker ethos. To continue improving our offerings and evolving as the market does, allowing us to ensure each and every update is more useful, intuitive, and value-generating than the last.

The latest product of this continuous improvement process is Candidate Lists. An intuitive feature designed to increase productivity and reduce the time spent searching for the perfect candidate by keeping track of candidates useful for future roles. 

Introducing SourceBreaker Candidate Lists

Streamline your candidate qualification process, and optimise candidate experiences with SourceBreaker’s candidate list feature, allowing for improved candidate management, and effective collaborative recruitment.

Create, add to, and share candidate lists with just one click, complete with the opportunity to send candidates directly to internal databases integrated directly with SourceBreaker.

How Candidate Lists Benefit Recruiters

Candidate lists allow recruiters to improve their data integrity, ensuring that any and all candidates can be found, reviewed, and qualified before they’re moved into your recruiter database.

Improve Data Integrity

Candidate lists enable your recruiters to improve their data quality, by providing a dedicated area of the platform for candidates they might want to come back to later.  This makes the process of qualifying candidates smoother and ensures that only top-quality candidates are parsed through to internal databases. 

Maximise Existing Resources

While the SourceBreaker results page already presents all data scraped from various job boards in an aggregated, easy-to-review page, Candidate Lists take this one step further. 

With this feature, recruiters are able to shortlist only the best candidates from all their sourcing tools combined in one place, enabling them to build call lists, and engage in more informed dialogue with prospects and candidates. This in turn drives exponential value from existing resources, while cutting down the time it takes to place candidates. 

Encourage Collaboration

Maximise the time and effort spent on building lists by sharing them with fellow recruiters. This allows for a collaborative approach to recruitment, which in turn provides not only more communication and transparency but also facilitates  knowledge-sharing amongst recruiters with different levels of experience. 

Optimise Workflows

Organise, prioritise, or work through candidates using the candidate list’s built-in traffic light system, allowing recruiters to label candidates following the system which suits them best (e.g. urgency, value, etc…) – ensuring they allocate time to the correct candidates, at the right times.

The sharing functionality also prevents duplication of work. Using it in conjunction with the ‘Team Activity’ feature – which allows recruiters to see if any of their team members have already viewed or contacted a candidate – as well as the traffic light system allows multiple recruiters to work the same lists and align their goals collaboratively. This in turn streamlines individual teams’ activities, boosting their results and increasing their output. 

Revolutionise Your Recruitment Processes with SourceBreaker

SourceBreaker is an award-winning solution with a wide array of functionalities and easy-to-use features covering the entire lead & candidate sourcing process, and we are committed to transforming the way recruiters work. 

We evolve our platform by continuously updating existing products and adding new features to match your business’ changing needs, support your recruitment activities and ultimately lead you to success.  

The Power of Recruitment Automation Technology

The role of automation in recruitment

What SourceBreaker automation delivers

More time spent speaking with clients and candidates

More interviews per active candidate

More exclusive engagements and high-growth clients

Faster speed to market

Faster rookie ramp time

More Consistent Scale & Team Growth

The Future Of Recruitment

Future-proof Your Business

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Did you know human-technology partnerships can unlock new levels of productivity and profitability across your recruitment agency?

The world’s best recruiters often seem to have a ‘sixth sense for connecting talent with market opportunity. They know who’s hiring, who’s about to hire, and which candidates they need with lightning speed that the rest of the market can’t match.

Time after time, they join the dots between hiring teams and talent pools, picking up roles and sourcing candidates with apparent ease. In reality, however, this uncanny ability to match-make at a rapid pace isn’t only down to talent and hard work.

It’s built on a system – and it’s a system that can be deconstructed and put in the hands of recruiters at all levels, making consistent, profitable revenue generation an immediate reality.

The role of automation in recruitment

‘Automation’ is a buzzword with a wide range of connotations. For some people, it’s a scary term that implies using imperfect technology to ‘replace’ humans – resulting in a worse outcome all around.

But true automation doesn’t take away from valuable human interactions, it increases them – both in terms of volume and quality.

SourceBreaker’s recruitment automation tools take care of workflow steps that humans would do anyway, but where the time taken by humans to carry out those steps is of limited value.

With these recurring tasks handled by smart technology, time is freed up for recruiters to have more conversations with quality clients and candidates.

And – even more importantly – those conversations are each of greater value, as they’re built on valuable information, context and timing provided by the automation platform.

The SourceBreaker platform leverages automation to maximise the amount of job leads generated

What SourceBreaker automation delivers

The simplest way to evaluate the impact of SourceBreaker’s automation technology is to look at the outcomes it creates. These include:

More time spent speaking with clients and candidates

This is where recruiters are in their ‘golden zone’, at their most valuable. They’re building relationships, asking questions, qualifying opportunities… and managing recruitment processes to successful outcomes.

SourceBreaker users report an additional 1-2x hours per day created for high-impact conversations as a result of automating their workflows.

More interviews per active candidate

The SourceBreaker platform matches candidate profiles to live employer job leads, sourced directly from their careers pages.

This means more chances to place active job-seekers, with up to 3x more interviews per active candidate, maximising the probability of a success fee for every engagement.

More exclusive engagements and high-growth clients

SourceBreaker’s Intel Centre provides up-to-date data on funding and investment news, allowing recruiters to engage companies about to commence a growth and hiring spurt.

Armed with this insight, recruiters can sign up new clients before they go public with their recruitment needs, securing exclusive work with well-funded, high-potential customers.

Faster speed to market

By running powerful semantic searches across all sourcing platforms simultaneously (CRM, job boards and LinkedIn) and leveraging saved searches and alerts, SourceBreaker users have super-fast access to the most relevant, placeable candidates in their markets – at their fingertips, at all times.

This means out-pacing competitors, and building both consistent revenue streams and durable client relationships.

Faster rookie ramp time

New hires trained with SourceBreaker kick off their recruitment careers with a continual pipeline of candidates and job leads, making it easy to connect the two and create placements.

They also have deep, pre-built search queries to source candidates like an expert from their first day in the job.

More Consistent Scale & Team Growth

By leveraging the full feature set of the SourceBreaker automation platform, recruitment agencies hugely reduce the inconsistency in recruiter performance as they scale their teams.

New desks and divisions can be pre-prepared with the relevant candidate and client opportunity pipelines, eliminating the dependence on individual employee structure and time management skills to be successful.

And, as teams grow, insights, search queries and best practices can be easily shared across the business, ensuring every recruiter can imitate the workflows proven to generate consistent results.

The Future Of Recruitment

Automation software is already powering the most successful companies in human history, from Amazon’s industry-changing digital commerce platform to innovators across technology, transport, manufacturing, investment, banking, healthcare and thousands of other markets.

In each case, the goal is the same – allow humans to spend more time on growth and revenue-generating tasks, and leverage powerful automation tools to augment their work.

SourceBreaker features like SourceBots and SmartSearch improve your candidate acquisition rates

Future-proof Your Business

In recruitment, as in any other industry, those able to deliver the best quality work at the fastest pace and with the highest level of consistency are already winning – and automation is their secret weapon.

Interested in finding out more about SourceBreaker? Click here to book a demo.

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How to construct the perfect LinkedIn Job Ad

If you’re only using LinkedIn as a search tool, you’re missing out. Obviously, the platform works very well as a tool to find new candidates.

But utilising it as a social media tool is just as useful to you.

And today’s article is all about how you can use LinkedIn like a job board.

Only, a job board which actually brings in decent candidates and doesn’t cost you an arm and a leg.

You don’t know who you don’t know

Let me start this by saying there’s absolutely nothing wrong with targeting active candidates. But where you only advertise on job boards, that’s effectively what you’re doing.

And that might limit your capability to place with your clients.

Because, you never know who you don’t know.

Could you be unearthing absolute gems by being more vocal? You’ve got no idea. Not until you try anyway.

Now the advice hereafter will take a few assumptions into account. Firstly, that you don’t only post job ads.

Because in much the same way job boards can be limited, so too is your potential if you’re transactional in approach on social media.

I mean, look at it this way…if I only ever posted about fish on LinkedIn. You’d only connect if you too, shared an interest in fish.

Random example? Sure, but it’ll hopefully make you realise how daft it is to only post about jobs on LinkedIn.

You need to be more rounded in your approach. And doing so will mean you become a voice those in your industry listen to. Not just about jobs. About lots of things. The tech. The lifestyle. New developments. People to look out for. Businesses making waves. It’s endless.

And once that happens, you can hit ‘em with a killer job ad. And the construction of that, goes like this…

1. Grab ‘em by the jaffers

Your very first objective in a job ad on LinkedIn is to get their attention. Because without that, you might as well give up.

The first 3.5 lines are your hook. You absolutely have to get the interest of your target.

A very good way of getting their attention is to type out their job title. Sounds reductive. But it’s highly likely if you do this, everyone reading after those words will be in that job.

After that, you need something which will make them want to read more.

You could explain a common annoyance for them? Maybe talk about something in the industry? Tell them a joke? Make them laugh? Slag off a colleague they compete with? It doesn’t matter.

Just make sure you do everything you can to make them click ‘see more…’ .

If you don’t everything else you type is redundant.

2. The body: An answer to their problems

A job, for most people, is a means to an end.

The end? A livelihood. You could probably argue happiness, but that assumes most people are happy.

So let’s say, merely financial reward. Paying their bills. Having a house. Driving a car. Eating. Doing things.

Most people wouldn’t do the job they have now if they weren’t paid for it. But there’s far more to employment than turning up and getting paid.

There’s a rich tapestry of things which can go well, and obviously go wrong. What you have to do in this job ad is promise to fix all the things which are currently wrong.

But only if they apply.

And to be truthful, that’s really your only job

It’s not your responsibility to tell them about the job. Or give them parameters of success. Or detail the pension contributions.

All you need to do is get them interested enough to click. If you can do that, you’ll be better than the vast majority of your competitors.

3. Reverse engineering

“How do I know what’s going wrong for them?”

You don’t.

You can’t read minds and you’re not psychic. But you do know what your client does very well. And so, to find someone who’d be interested in this job, all you have to do is think about someone who doesn’t have what your client offers.

That might be flexibility. Or being well-paid. Or the ability to WFA. Or take their dog into the office.

It could be any number of a thousand different things. And here’s where the fun part comes in…

You could arguably write a different job ad for each of these different things.

And that’s a great way to keep your job ads fresh. Some people in the ad world have suggested you should only ever sell one thing at a time.

For the most part that’s good advice. And if you take it to the extreme, selling one benefit of this amazing job is a great way to connect with your dream candidate. But don’t worry if you want to go for broke.

The only issue you have is trying to fit in every benefit. And job ads on the internet which sound like they’re the manifestation of heaven on earth, often sound too good to be true, and therefore untrustworthy.

4. This isn’t a ransom note

“The successful hire will have…”

Do NOT use entitled language in your job ads. This isn’t a ransom note and the client aren’t your hostage.

Your primary job here is to attract people.

Think about every other ad you’ve ever seen. Do Nike say “the successful customer will have £80” when advertising sneakers? Nope. They just make you want them.

And so that’s your job with this ad.

5. Keep it snappy

Most writers will tell you space is your friend in writing. It helps the mind of the reader.

Just like writing a block of words will seem jumbled and like a long stream of consciousness. So writing one line with one space in between will look odd.

Use spaces for effect.

But don’t include any information you don’t think’s necessary. And delete any words which fall foul of the same critique.

6. UX

Research from the ad world tells us the more ways you give someone to get in touch, the better the ad performs.

But in this day and age, where communication with someone can be as simple as a click, you have to think of the UX (user experience) of the applicant.

The amount of ads on LinkedIn which implore readers to email their CV is madness. Think about the journey of that person. They may not even have an up to date CV.

But if they do, they have to copy your email address, close LinkedIn, open email, write an email, reference your update, add their CV, add their details, add a list of pleasantries they probably don’t mean and then hope it’s read.

That could take half an hour… presuming they’re not interrupted (and they will be).

Now compare that to “DM me”.

It’s instant. They can send you the update. You have a profile showing their experience a click away. It’s the easiest candidate journey you can give them. And by asking them to email, you’re sticking two fingers up to their experience.

Which in this day and age, simply won’t do.

7. Judging success

If you’ve done a good enough job of talking to your target candidate, you’ll put as many people off as you attract.

I know this is LinkedIn, but you’re not trying to go viral here. The correct way to assess the success of your job ad is suitable applications.

It’s not:

  • likes
  • comments
  • fawning adoration
  • the update being printed and pinned to the fridge
  • applications from the wrong type of person
8. Show personality

Like everything else on LinkedIn, your job ads should be obviously you.

But they should also mirror the company you’re hiring for. If they’re professional, then keep your words that way too.

If they’re playful, then have a little fun.

Share a meme. Post a GIF. An image. A story. It really doesn’t matter.

But if you fail to stand out, and fail to get any of the right applications. Your job ad’s failed and isn’t fit for purpose.

However here’s the best bit… every failed job ad is an opportunity. It’s a chance to tweak it. Edit it. Try again. The worst part about your ad not being seen is that it hasn’t been seen by many people.

Which gives you a ‘fantastic opportunity’ to try again and make this one even better.

Interested in finding out more about SourceBreaker? Click here to book a demo.

 

Why every agency owner should be thinking about BD now to future-proof their business

With SourceBreaker data showing a 22% reduction in jobs per company since the start of the year, here’s why recruitment and staffing agency owners should be championing business development to stay ahead of the curve. 

Recruitment markets worldwide have witnessed new levels of talent demand in recent years, with high-quality candidates driving hiring dynamics like never before. 

It’s been a boom time for many agencies who’ve been able to supply these sought-after profiles, barely needing to engage in traditional ‘sales’ activities when their candidates alone were enough to win them access to roles, interviews and placements.  

But recent market trends show a significant slowdown in new vacancies published by employers – an indication that placeable candidates may not be the golden ticket they once were to guarantee steady fee income. 

And, as the balance between client and candidate-led shifts, here are three key reasons why business owners should prioritise business development to secure the future of their recruitment agencies.

  • Not all opportunity is equal

Just because recruiters have ‘active jobs’ doesn’t mean they’ve got access to the best opportunities in the market. 

There may be new companies hiring for similar candidate profiles to their current searches with faster hiring timescales, a better candidate experience or with more attractive pay packages. 

Top recruiters know this – and they work tirelessly to find the best fit between their candidate pools and the employment market by continually expanding their client base. 

By always keeping their business development active, they put themselves in the right place and the right time more often than other recruiters, specifically because they don’t limit their activities to their existing network. 

In contrast, recruiters who settle for reactively serving their current client base have no visibility into what other opportunities are out in the market – who is hiring for their candidate specialism, in what volumes, and what types of requirements and timescales they may be working to.

A perfect client with 10x the hiring budget may be just around the corner – only BD-focused recruiters will find out. 

  • Rookie recruiters can’t rely on candidates forever

The recent recruitment market has introduced thousands of rookie recruiters to a candidate-focused workflow, built around in-demand CVs as the most valuable commodity in recruitment.

For many agencies, this has created a whole generation lacking the skills to win new clients and roles without a placeable candidate profile to market to talent-starved customers. 

But as the market dynamic shifts, so too will the ability of agencies to support junior consultants who rely exclusively on this tactic to create placement fees. 

Agencies who focus on and invest in business development, however, give their teams a rounder skillset with which to consistently replenish the sales pipeline with new opportunity – using a range of techniques and market intelligence technology to source leads, and ensuring that their recruiters are equipped with multiple tools in their toolbox to generate new client relationships. 

  • Business development puts agencies on the front foot

Agency owners who shy away from a BD-focused gameplan for H2 and beyond are effectively closing the shutters to the outside market and limiting the ability of their businesses to react and pivot in rapidly-changing conditions. 

Whether it’s staying on top of evolving in-demand skill sets or changing employment frameworks, recruiters who routinely survey and prospect their markets have a front-foot advantage versus those who don’t.

BD-savvy owners see trends early, spot new emerging markets and catch talent patterns appearing, and are able to shape their brand, marketing, resourcing and training to follow the currents of demand in their industries and adjacent sectors.

By making business development a strategic focus, recruitment leaders don’t just ensure the ongoing success of their agencies in the near-term, they also build in long-term protection and the ability to see market changes the moment they appear on the horizon. 

To learn more about preparing your agency for changing market conditions, join SourceBreaker’s CRO, Adam Dale, and The Recruitment Network’s Co-Founder, James Osborne, as they discuss key market predictions and top tips for implementing a strong BD strategy to ensure you’re keeping ahead of the curve. 

Interested in finding out more about SourceBreaker? Click here to book a demo

How to fight ‘change fatigue’

After a prolonged period of ongoing economic uncertainty and workplace disruption, a key challenge for business leaders is how to overcome ‘change fatigue’ when introducing new initiatives. 

To support employees overwhelmed by ongoing alterations to working practices, corporate policy shifts and technology evolution, here are three practical ways to push fight back against change overload. 

In fast-paced markets, business leaders need to be able to make high-impact decisions confidently to keep their agencies out-performing their competitors and allow their teams to win consistently. 

But each new decision comes with an element of change to the business, and the bigger the potential impact of a new policy, structure or technology investment, the bigger the change involved.

As the pace of change across the recruitment and staffing sector continues to accelerate – from hybrid working to fast-moving markets – many leaders face the very real threat of ‘change fatigue’ enveloping their teams, exhausted from so many new initiatives served up back to back in recent months. 

Worn down by a constant up-ending of the status quo, employees eventually harden to new programs, failing to engage with change leaders or sponsors, and displaying lack of buy-in with overall objectives. 

So, how can agency owners and senior management teams push through critical programs and technology rollouts in a workplace that’s resisting ‘yet more’ change?

1.Try a rebrand

Taking a leaf out of the marketing department’s book, leaders can achieve a lot by simply reducing the frequency with which the word ‘change’ appears across the business. 

Instead of by-the-book reference to ‘change’ programs and ‘change’ management, new terminology can be introduced to create buzz and excitement around the change, focusing on the outcomes it will create rather than the process of moving from State A to State B. 

For most businesses, the process itself isn’t the exciting part – and certainly not the rationale driving the change. It’s a bridge to a destination, and selling the destination rather than the journey can go a long way to altering perceptions.

Language around ‘innovation’ programs, ‘upgrades’ or ‘business improvement’ can enable simple but powerful mindset switches that help fend off fatigue. 

2. Normalise change

An alternate approach for businesses in the midst of multiple change initiatives is to attack the problem at the root – and normalise change as the hallmark of an evolving, dynamic business.

Much of the resistance to change is anchored in an unrealistic expectation that a business will someday achieve a ‘finished state’ – when all change is complete, and ways of working will remain static. No more training, no more things to learn. 

Changing the narrative around change to switch the framing from an unwelcome (but temporary) disruption to an exciting, positive state of flux driven by opportunity and a fast-evolving business environment can help teams see the need to get comfortable with change for the long term. 

Some of the world’s most vibrant, successful (and admired) companies live daily with a pace of change that would make the average employee’s head spin!

3. Nail your change management strategy  

The reality is that ‘change’ is not going away. There is no golden future where every system, process and technology platform in the organisation has been perfected. 

Change is a permanent business reality, especially in technology-driven markets where vast commercial swings depend on having the most up-to-date toolkit, and giving sales and sourcing teams access to the market’s most advanced software stack. 

Investing in the development of a robust, detailed and flexible change management strategy equips leadership teams with a long-term playbook to effectively implement new initiatives, from technology rollouts to new working policies or management frameworks. 

The ‘right’ way to introduce and push through change is different from every company and team, which makes experimentation and continual learning a must in refining both strategy and tactics. 

Prepared with the right structures, stakeholder roles and communications frameworks, however, businesses can face change with confidence, even in the most turbulent of times. 

Interested in finding out more about SourceBreaker? Click here to book a demo.

4 steps to achieving a better relationship with your manager

Your relationship with your manager can make or break you. It can define the difference between hating Mondays or bounding in with unrelenting energy.

The difference between constantly job hunting and a long, fruitful tenure.

There may come a time in recruitment when you feel like you know more than your manager. You feel like you’ve earnt your stripes and no longer need managing at all.

It may be you know what your manager billed during their time as a recruiter and have eclipsed that three times this year.

Or it might just be you’re totally comfortable in your work and find inspiration and development from outside influences.

You can’t choose your manager in recruitment. And so, it’s often the case that even when there is some relevant advice they can pass on, you’re reticent to listen. But that’s not a very harmonious way of working.

And the truth is, whatever stage of your career you’re at, it pays to be able to manage up the chain.

You’ll build a better relationship and improve your happiness levels. Including those of your boss.

So here’s how you do it.

Be curious

Learning the style of your direct manager is a crucial first step on the path to managing them. Do they rely on meetings? Do they alter their approach depending on the person? Do they favour the odd passive-aggressive email when things aren’t rosy?

You need to find out how your manager works and tailor your management of them, to this approach.

Learn what annoys them. Find out what they appreciate. If, for example, they’re heavy on reporting and love a spreadsheet, giving your forecasts and analysis in that format will help them.

And by helping them, you’re helping the rapport you build with them to grow beyond transactional. You’ll build a relationship based on mutual trust and strong delivery.

Learn their goals

Understanding why your manager does this job in the first place is a very good insight into their life. And the more you get to know them, build a rapport and understand their life, the easier it is to manage up the chain.

Linking your work to their modus operandi will show you have empathy and can think bigger than your own goals. It’ll show to them you care about their struggles and efforts.

And by increasing the empathy on show, you’ll get some back.

This also works with the team around you too. If you know some of the team are struggling, be their voice. You’ll help both parties.

Be the supportive captain and you’ll elevate yourself beyond team member and get buy-in from a much wider group in the business.

Learn how to talk to them

Have you ever noticed how those in C-suite tend to talk differently than those further down the chain?

Typically speaking, senior people with lots on their plate don’t get involved in the weeds of business. Their time’s more precious than middle management due to the sheer amount they have on.

Therefore conversations with these people often take a different form. They like headlines. Decisiveness. Action. It’s rare they want to know why you’ve done something a certain way, just that you’ve done it.

And so, just as you temper your conversation with those at C-level, so too must you find out the right way to talk to your manager.

How? That depends on the person. But you’ll realise over time the things they like to hear and the things they don’t.

But here’s a universal truth, they won’t like surprises. Even the good surprises. So limit them as much as you can. Record everything you talk about and try to under promise.

There are those who’d say under promising and over delivering is the way to go. But this assumes you’re keeping key information from those above you. In recruitment the better route is to probably stay as transparent as you can, while keeping back anything you’d define as unnecessary detail.

Don’t be shy

Shyness and recruitment don’t often go together. The very first time you make a cold call, be it candidate or client, probably puts a stop to any signs of that.

But take that same confidence you have on the phone and transfer it to the relationship with your manager.

OK, you might not have a deal in this week. That’s arguably not as bad as your manager not knowing whether you do or don’t.

If you have a problem, be vocal about it. If you think something’s going wrong in the team, be the one who addresses it. Try to be an ally and unashamedly honest.

Of course how you deliver bad news, should that be the way it goes, will depend on how your manager likes to operate. But if you can show a deft touch, your opinion will be highly regarded and your relationship improve immeasurably.

Thinking of your manager like an obstacle, or a strong current to swim against isn’t the best route to great results.

Regardless of how stiff or robotic they might appear to you, they’re just a person too. Trying to get their job done to the best of their ability.

Work with them and you’ll stand a much higher chance of achieving brilliant outcomes.

Managing up is really just another term for a harmonious relationship. So take small steps every day to achieve that and your career will be all the better for it.

Interested in finding out more about SourceBreaker? Click here to book a demo now.

The 4 Pillars of Change Management

As the pace of business change continues to accelerate, an effective change management strategy is key for recruitment and staffing firms to adapt to a changing marketplace and deliver long-term ROI on technology investments.

“The pace of change has never been this fast, yet it will never be this slow again.” It’s a concept much repeated in the digital age, made famous by Canadian Prime Minister Justin Trudeau in his Davos address – and a thought that’s been on the mind of many business leaders in recent times as the speed of workplace change continues to increase.

Across the recruitment and staffing industry, agency owners and senior managers are faced with an ever-more challenging road ahead – under pressure to deliver growth and profit whilst navigating a progressively more complex landscape filled with near-constant change. Much of that change is driven by the quickening pace of technology development, and for many businesses unlocking the growth potential of digital transformation initiatives ranks high among priorities. In fact, Bullhorn’s latest Grid report revealed staffing agencies are 236% more likely to have a digital transformation process than 2 years ago.

But effectively implementing those change initiatives often proves to be the stumbling block, with lack of organisational change management cited as the number one challenge to digital Transformation, it was revealed at the SIA Executive Forum Europe.

In order to help business leaders craft effective approaches to change management, SourceBreaker recently partnered with leading change consultancy Gate One to introduce a series of battle-tested frameworks that bridge the gap between vision and execution. Underpinning them are the ‘4 Pillars of Change Management’, which serve as the foundation of successful change initiatives and digital transformation programmes. Each pillar links to a range of change ‘levers’ that leaders can operate to drive buy-in and long-term adoption across the organisation.

1. Lead

Visible commitment and alignment from business leaders to the change, combined with consistent messaging.

This pillar focuses on how organisational leadership presents the change to the wider business, framing many of the subsequent steps and securing the correct level of prioritisation, focus and buy-in from key change sponsors, influencers and audiences.

Questions to ask:

  • Do business leaders commit visibly to the change?
  • Are they role modelling new behaviours?
  • Is their messaging consistent? Are they all visibly aligned with one another?
  • Have high-profile ‘gestures’ been made to show commitment to change?
  • Has time and space been made for the business to process the change?

2. Connect

Clearly articulated vision of change, delivered via range of channels, phases and styles.

The goal here is effective communication of the change, ensuring that a variety of tactics are

deployed to help change audiences understand the scope, duration and objectives of the change, especially with regard to their own personal involvement and outcomes.

Questions to ask:

  • Has a clear vision of the change been articulated?
  • Do change audiences understand ‘WIIFM’ (‘what’s in it for me’)?
  • Is a range of channels and formats being used to communicate the change?
  • Has the change been broken out into phases?
  • Is a range of styles being used to present, support and create buy-in for the change?
  • Are two-way feedback channels being used to manage and update the change programme?

3. Equip

Training, resources, space and support provided to facilitate change.

This pillar looks at the training, support resources, peer-to-peer role assignment and other key elements of the programme, giving change audiences the right tools and time to embrace the change.

Questions to ask:

  • What training has been made available to support the change?
  • Are resources, tools and templates available?
  • Have support lines and support roles been defined and articulated (such as super users, buddies and coaches)?
  • Has space been made available (physically and in schedules) to practice and experiment with the change?
  • Have new tools and training been integrated into existing approaches?

4. Embed

Transition to new way of working, incentives and celebration of change outcomes.

Lastly, change should be embedded in the business, with old ways of working removed from view and behaviours, incentives, KPIs and reporting updated to reflect the change.

Questions to ask:

  • Have ‘old’ ways of working been removed across the business?
  • Have goals and KPIs been updated to incorporate the change?
  • Are rewards and celebrations in place to promote the outcomes of the change?
  • Have reporting tools and frameworks been updated?
  • Is a ‘continuous improvement’ method in place to ensure long-term adoption?

As Gate One’s Caro Ruttledge, Global Head of Change, states, “No one pillar is more important than any other – but each change programme’s chances of success increase if all four are used together.”

By developing a coherent approach across the organisation – and ensuring that all stakeholders adhere to clearly defined roles throughout the initiative – businesses can drive better adoption of new technology products and achieve significantly increased ROI on key software investments.

Interested in finding out more about SourceBreaker? Click here to book a demo now.