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Recruitment Buzz Meets: Richard Collins, Founder of ClickIQ

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With recruiters constantly seeking new ways to attract candidates quickly, we at Recruitment Buzz were thrilled to speak with Richard Collins; Founder of ClickIQ. Having based his career on helping recruitment professionals connect with job seekers, he today talks to us about how he helps clients automate and improve their talent attraction processes.

Talking ahead of his speech at the Recruitment Agency Expo next month, Richard gives us an insight into the future of recruitment, suggesting recruiters need to adapt in the face of modern technology.

Can you tell us a little bit about yourself and your background?

I am the Co-Founder of ClickIQ and a serial entrepreneur. My background is one of 23 years in the online recruitment and digital media industry. Most of my career has been dedicated to using technology to revolutionise the recruitment marketing industry and improve the applicant attraction process.

Other career highlights include founding and ultimately selling one of the UK’s largest digital media agencies to WPP, achieving top 20 positions in the ‘Times Fast Track 100’ and the ‘Tech Track 100’, being global CEO of WPP’s search marketing agencies, and being Group Chief of an AIM listed company.

Can you tell us more about your company?

ClickIQ is a multi-award-winning Automated Talent Attraction Technology platform. Using programmatic buying and AI Machine Learning, ClickIQ automates, manages and optimises the recruitment advertising process. Our platform does all the heavy lifting by putting the right job in the right place at the right time to reach the best candidates in the most cost-effective way. Freeing up your time to focus on the job you do best – hiring great people.

Could you give us a sneak preview of your seminar at the expo?

In my seminar, I will be discussing whether automation is an opportunity for us or an industry killer. As a hint here, I will reveal that I think automation will offer a lot more opportunities for the industry if recruiters are prepared to adapt to the changes taking place. On the day, I will be looking at how recruiters can use the latest technology to both improve efficiency and create more opportunities to source passive candidates as a way of generating more placements.

Looking to 2019, what do you see as the biggest opportunities for the recruitment Sector?

I think going forwards there will be more and more opportunities for recruiters to automate many of the manual tasks at the top of the recruitment funnel (i.e. the advert distribution, candidate sourcing and CV sifting). This will give recruiters more time to focus on where they can really add value – persuading the best applicants to take either their own or their clients’ jobs. There is always going to need to be human interaction in the recruitment process, but I think recruiters need to focus on adding that humanisation at the bottom of the funnel to help them save time and money and make more hires.

Is there anything on the horizon the recruitment sector should be worried about?

We constantly read about AI and automation taking all of our jobs, but in reality, we should be using technology as a sector to support rather than take over. If we use automation and technology at the right parts of the funnel, I think it will make us more efficient and more effective recruiters.

There is also more and more of a shift to performance advertising (i.e. pay-per-click) which many recruiters are being slow to adopt. The pay-per-click (PPC) model can help recruiters save significant budget as rather than paying a set, pre-contracted cost for a time-based advert, they only pay for results (i.e. if a job only gets two responses, they only pay for those two clicks). This model is becoming increasingly popular with in-house recruiters and RPOs and certainly, recruiters risk being left behind if they don’t start embracing this model too.

What are your thoughts on Brexit and its impacts on your space?

I suspect Brexit will result in further staff shortages across most markets, with a bigger impact on certain areas (i.e. healthcare). This will require us to develop more innovative ways of generating applications for jobs. Whether that be through new technologies or through new advertising strategies it is hard to say with any accuracy at this point.

What’s the most important piece of advice you would give a recruiter?

Focus on where you can add value as a recruiter – persuading candidates to take the jobs you are recruiting for. If you can automate many of the time-consuming administrative tasks at the top of the funnel – then do so.

Automation: friend or foe to recruitment?

Friend

What advice would you give to anyone attending the expo this year?

Get there early for my talk because they were queuing out the door last time.