In this edition of FTDOMA, I’m exploring differences when doing delivery... The part you get paid for.
 
I suggest you go into more detail when taking vacancies because hiring managers can become pickier in this market.
 
I also urge you to reinforce with clients that there are never enough good people about, whatever the market.
 
Searching for candidates requires a lot more innovation and perseverance: LinkedIn, job boards and advertising are only part of the picture.
 
Finally, I go deep into a 3D CV. What it is, why it’s important, and what should go on.
 
This market demands a different approach to taking and sourcing requirements. And that’s what this post is all about.

If you don’t write and post according to the LinkedIn algorithm, your post is unlikely to fly.
 
Like it or not, that is the plain fact of the matter.
 
Don’t forget that LinkedIn is probably the most powerful BD and relationship management tool there is.
 
And don’t even start me on how it brings in candidates.
 
But to make it work, you must stick to the rules, and that’s what this post is all about.
 
After you’ve watched it, I expect you’ll be hopping over to the Portal to get a refresher on the rules.
 
At least, that’s what I hope.

We believe that you should build and operate a strategic BD capability within your firm.
 
The stronger this becomes, the more high-value clients you’ll win, and they, in turn, will feed more vacancies into your business.
 
It’s so much more efficient than vacancy scraping.
 
This means you have to do less tactical BD – a win all around then.
 
In this video message, I remind you what you need to do and how you need to think to make strategic BD work effectively for you.
 
Persistence and creativity rule OK!

My old boss used to present a list of his current clients to prospects during a pitch.
 
He’d then say, “I can arrange for you to speak to any of these people. They’ll all vouch that what I’ve just said is true”.
 
Steve Guest used to take a folder of printed testimonials on headed notepaper along to a pitch to get the same effect.
 
Well, in this edition of FTDOMA I’m going to share a modern equivalent of the above.
 
While prospects will decide emotionally whether to use you or not, some need proof that their decision is the right one.
 
This neat little sales trick will tick that box.

Ever worked anywhere where one of the ‘big hitters’ left and suddenly everything got better?
 
People were more motivated and happier, so their productivity increased, too.
 
If so, chances are that person was toxic.

It’s your mission to remove toxic people from every walk of your life.
 
In this edition of FTDOMA, I explain what toxic means, acknowledge that you can’t always get rid of people, and give you a first step you can take.
 
That alone will make you feel better, whether it’s a toxic employee or a toxic client.

I just discovered I can link up my telephone system with my CRM (Hubspot).
 
That means I can make phone calls by clicking a box in Hubspot.
 
It might not sound very much, but since I’ve had it, I’ve doubled my call rate—a 100% increase!
 
This is an example of Tech Malnourishment—not because we don’t have the technology but because we don’t fully use it.
 
I’m also going to give you two dead simple ways to discover how to get more from the tech you already have.
 
Simple, fun, and productive – what’s not to like?

A brand is a shortcut. It means people see something that conjures up a vision they either want to engage with or don't.
 
McDonald's – the golden arches, the fluffy buns and that Gurkin they always add to it.
 
You're either licking your lips now or going "yuk, I'd rather not".
 
That is the power of a brand. But you aren't McDonald's, and neither are you Apple, Mercedes, Disney, or any other big brands.
 
So, what does a brand mean to you, and how can you build one and make it work for you?
 
That's what I explain in this video.

Over the years, I’ve discovered a few things I’m good at but take for granted.
 
It always surprises me when I discover that others find these things hard or even impossible to do.
 
These are my business superpowers, and the good thing is that WE ALL HAVE THEM.
 
But we often don’t recognise them as superpowers and don’t capitalise on them.
 
In other words, we’re not making the most of our personal assets.
 
In this episode of FTDOMA, I will explore this topic further and explain how you can discover yours.
 
Don’t let perhaps your biggest asset go under-utilised, and no, you don’t have to wear tights and a cape (unless you want to).

AI is starting to influence the life and productivity of the average recruiter.

It writes job adverts, emails, candidate profiles, LinkedIn posts, and so much more.

It also takes notes, interprets them for you, and searches better than Google.

But on a capability scale of 1 to 100, this accounts for a score of 7 for what we will be able to do in a couple of years’ time.

Amazingly, it accounts for 20% of what AI can do now—and we want you to see this for yourself.

So you can learn more about the AI Showcase I mentioned, and you can register right here: https://www.recruitmentpioneers.com/ai-recruitment-showcase

This is not a shopping expedition. It is a look at what is available and what will be available soon.

Don’t miss this one, guys. You need to be ahead of the AI curve, and this will help you do that.

Uber decided to include a map and estimated time of arrival after watching the James Bond movie Goldfinger.

But can you use the same psychology with your clients to stand out from the competition and draw them into you?

You can, and I know this because many search firms already do this.

A simple weekly or bi-weekly update on progress can assure them that progress is being made, plus it demonstrates the effort you are putting in for their vacancy.

In this week’s FTDOMA, I will reveal everything.

Do you already do this, and if so, do some clients value it?