We got together with Chris South, CEO and co-founder of Roi-AI, JobAdder’s exclusive automation tool, to discuss the transformative potential of AI and automation in recruitment. Together, we harnesses the power of machine learning, chatbots, activity tracking, and email & text automation to help thousands of recruiters save time and boost revenue from their existing databases.
In this article, we share our top five tips for recruiters looking to fast-track their business development (BD) efforts by leveraging AI and automation.
Tip one – Inactive client alerts
Picture the scene: your recruiter has had a job on with a warm client that has been closed or filled. The client hasn’t been spoken to for some time, meaning the opportunity to have more roles with them could be missed.
By using inactive client alerts, you can ensure the relevant recruiter is alerted to make a BD call to the client and foster that relationship. The solution takes around 15 minutes to set up and requires minimal training to get started. You can choose the frequency of the alerts and ensure the conversation between the recruiter and client continues.
Tip two – BD prospecting from LinkedIn using Roi-AI and Parsley
Why spend time trawling through LinkedIn looking for your next BD prospect when you can use Parsley to find new contacts and their details for you.
Parsley will add these contacts to JobAdder where they’re automatically enrolled to a nurture email sequence. If they do respond or the recruiter speaks to them, the system can be updated so they’re removed from future emails in that sequence, ensuring they’re not getting spammed.
It’s a quick and easy set-up, and you can decide how often the emails are sent out to the contacts. You save time on BD prospecting and can focus your efforts on the results of the nurture campaign.
Tip three – Client business development nurture
Ok, so this tip is similar to number two, but it’s more advanced. You don’t need a third-party tool like Parsley for this, instead the nurture campaign can be run directly to contacts you already have on JobAdder or ones you’re manually adding.
In this scenario, you can either add a contact to a folder, you give them a specific status or note type, and that will be used as the trigger for them to enter the nurture campaign.
You decide the components of your campaign, but it would usually include an email being sent, an alert going to the recruiter to give that contact a call, or a reminder to the recruiter to connect with the contact on LinkedIn. There’s also the opportunity for further emails to also be sent.
The great thing is, just like in tip two, once the recruiter speaks to the contact, that activity in JobAdder will prevent any further communication from going out in that sequence.
Tip four – Business introduction to a contact
I love this one. It’s incredibly simple and great for bigger agencies. Imagine your recruiter is on the phone and they’re speaking to a new prospect. They register a job with that prospect and usually they’ll immediately start trying to find candidates.
When you have this automation live, an email will go out to the prospect welcoming them to your business – usually, this will come from your CEO or a director. The email serves as an introduction to your agency and lets the prospect know what they can expect from working with your business.
It’s a lot more personal and different to most agencies where there’s often no communication apart from CVs being sent. It enables you to position your agency in a great light and demonstrate how you can offer a superior service.
Tip five – Aftercare of direct or competitor placementsÂ
Imagine your recruiter had a role on, but unfortunately, they lost out. The employer might have hired direct or through a competitor, for example.
Usually, this would mean the recruiter moves on to their next task, but in this instance when the job is closed in JobAdder, you can schedule an aftercare communication to go out to that client at a later date. This will come directly from the recruiter and allows them to follow-up on how the candidate is doing.
Let’s say one in five clients respond to let you know that the individual isn’t suitable for the role, it’s a great opportunity for the recruiter to offer to help re-fill the position. Again, it’s a very easy automation to get live and can work its magic in the background.
Thanks for reading!
I hope I’ve given you an insight into how AI and automation offer immense potential for freeing up recruiters’ time. It’s a great way to boost productivity and improve efficiencies when it comes to BD outreach. If you’re interested in learning more about how Roi-AI and JobAdder can help your business, please get in touch.
For more information on how you can get leverage with AI and Automation in your agency, watch the ‘How to get started’ webinar here.
