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You may have noticed that last month, our logos on social media turned from purple to green. We changed our logos to reflect us being given a Green Economy Mark by London Stock Exchange.
Getting a mark is pretty important to us and we wanted to share the news with our network.
Our logos have now changed back to purple, but not by any means does that mean we’re no longer green!
As more technology enters the professional space, this term no longer only applies to dating. Now more than ever, recruiters and candidates are guilty of ghosting each other. In a tight job market, communication is the key to avoid this growing trend.
Your candidate could ghost you by not answering messages, ignoring your calls or even not showing up to an interview. How dare they! But candidates aren’t the only ones to blame. Sometimes recruiters can also be guilty of ghosting, by themselves ignoring calls or e-mails – leading to a vicious cycle of ghosting. Sounds spooky, right?
So, how do you prevent ghosting? Meaningful and reliable communication is the key to stop ghosting. Building a good relationship with each candidate at every stage of the hiring process will help you. Candidates want to know that you value them as individuals and that they are your priority. If they find these stronger relationships through other recruiters, then you may find yourself getting stood up for an interview. (See what we did there? Stood up, ghosting, dating? Never mind).
Be positive, transparent and honest with your candidates and they will most likely treat you with the same respect.
Ensure your candidates feel valued by checking their CRM records each time you contact them. Past call recordings, detailed notes and data will help you provide a personalised communication for each and every contact, with CloudCall’s features.
Interested in finding out more about our solution? Sign up for a demo here.
Do you use a CRM system to manage information related to customers and prospects? Does your sales team use the phone extensively to connect to prospects while storing data in CRM? Is your customer services team optimised to handle a large amount of inbound calls? If you answered yes to at least two of those questions, it may be time to consider a switch from a traditional business phone system (PBX) to computer telephony integration (CTI).
Last week, we shared tips on how you can help users to love your software by boosting user adoption. Today, we discuss the role that user training plays in driving the process of user adoption. A 2010 study by Oracle revealed that even then approximately 44% of employees found that insufficient training was a barrier to adopting new workplace technologies. Training is, therefore, a critical factor in the success of software utilization and user adoption.
You’ve purchased and implemented state-of-the-art software for your business but it isn’t exactly meeting your expectations of improved productivity, reduction in costs and increase in revenue. Getting users to embrace new software is a big challenge for many businesses. According to the Butler Group, 50% of software functionality paid for and licenced by businesses is not actually used. How can you change that? We believe that the answer to this lies in user adoption – software can only offer a return on investment if the levels of user adoption are high.
Recruitment consultants spend a significant amount of time making calls to prospective candidates and clients whilst working on storing these interactions into their CRM. It is clear that these two disparate systems need to be connected for recruiters to work more efficiently and be able to place candidates more successfully. To bridge this gap between your phone and your CRM system, a good starting point is investigating CRM-telephony integration.
For most of us, the word ‘disruption’ has negative connotations associated with – generally unwanted or unplanned – disturbance to an activity or process. This is, however, untrue for digital disruption which is truly transforming various industries – for the better. Take the Recruitment industry, for example. Digital disruption is helping recruiters become more productive, freeing up their time to attract and connect with more candidates and clients.
From working with many recruitment businesses that use our product, we have an understanding of the time-pressured environments that recruiters can operate in, and equally, understand just how long it can take to search for a candidate record or upload detailed call notes straight to your CRM system.
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