What if?


“What if…?” It’s the start to a question that either unveils an inspiration or opportunity, or exposes a threat or hindrance.

“What if we try that new restaurant in town tonight?”

“What if the car isn’t starting because we put the wrong fuel in?”

In few other contexts can a ‘What if?’ rouse such introspection and conversation as when one drops in a business setting.

For recruitment firms, operating in one of the most crowded and competitive sectors in the UK, they are particularly affecting. However, exploring ‘What if?’ questions – especially where they expose deficiencies – are essential. Acting on those that are pertinent to the business’ potential can unleash new levels of performance and stimulate real, measurable growth. 

Ultimately, if you’re not engaging with these questions and challenging yourself to address them, then what could you be missing out on?

Overcoming the ‘time and resource’ obstacle

Which is difficult given that obstacles don’t come much bigger. When a compelling ‘What if?’ lands in the boardroom, thoughts immediately turn to who will manage it, when they’re going to find the time, and how much it’s all going to cost.

In today’s digital age, a ‘What if?’ will invariably lead recruiters towards some form of technology, triggering visions of complicated, unreliable new platforms that no-one knows how to use and which ravenously eat into revenues.

And yet your recruitment technology is key to your business growth. It should speed up recruiter effectiveness, create value and increase sales, not slow you down. It should, and it can.


The right platform is a liberator

How about this for a ‘What if?’: What if every recruiter and resourcer in your business had an extra hour a day, equating to six additional working weeks a year?

What would be the impact on you and your business? ‘Profound’ is a common answer we come across. With six whole weeks freed up, you could organise deep training programmes, team-building away days, extra holidays, and still have hundreds of hours left over for mission-critical, revenue-generating activities.

Time is a currency, and six weeks represents quite the windfall. 

Sealing the gates to the ad spend black hole

It’s a common enough trap; businesses assume that if they’re splashing out on ads, that they must be getting in front of the right people. It’s an assumption that commonly leads to spiralling costs for only meagre returns.

Take a moment to think of all the places you advertise your roles online. Now, what would it look like for your bottom line if you only slightly improved your candidate attraction results across all of them? What if you significantly improved them?

With the right partner, it’s achievable. With easy to use technology that ensures you only pay for the ads that get results, that allows you to prioritise your budget on those hard-to-fill roles, and which lets you scale your advertising up and down according to your recruitment needs, the gates to the ad spend black hole are sealed. Permanently.

Speaking the language of your target audience

It’s important. Very important. Without finding out what language your audience prefers and uses, you can all too easily end up constructing an echo chamber for yourself.

A consistent look, feel, message and tone of voice aren’t just for big marketing budgets. And breaking out of the dreaded echo chambers is as much an option today for the challengers as it is for the big hitters.

Imagine if you could make your voice roar louder than your competition, if you could supercharge attraction efforts with a combination of the organic and the technological, and if you could articulate your business super-power more effectively than your rivals.

What if?

If you would like to discuss how any of these questions could impact your business for the better, why not see for yourself how idibu could help you manage candidates and applications more efficiently?
Chat with our friendly team for more info.

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