Talent Ticker Blog

Talent Ticker Blog

Lessons recruitment companies can learn from the retail industry

Recruitment as an industry is archaic

We haven’t moved on since the olden days. Pre-internet we wrote ads for newspapers, relying on people to read them and write in, post-internet we do the same only via job boards and email.

When comparing ourselves to the more snazzy retail industry it is clear we are worlds apart. But we’re two very different industries that don’t work in the same way, right?


As an industry, the majority of us do a really great job but why are we so slow to catch on? We focus on old hat techniques, typical recruitment and many of us are not using analytics or technology to make our lives easier. If it ain’t broke don’t fix it, ey?

In both recruitment and retail there are multiple technologies to improve performance, to reduce admin, to track behaviours and streamline the process. All aimed at improving sales. I’d recommend any recruitment business to go out there and find one or more that will do the same for you- lots of them are free (some links are below).

The Recruitment industry as a whole is massive, some 600 billion pound industry, and yes that is only a fraction of retail, but people will move jobs and they will buy ‘stuff’. Whether they go for one company over another is up to them. Or is it? There is a lot of money that goes into influencing a buyers decision and it’s the same tactics we in the recruitment industry should be using. You need to make sure they pick you but make it look like they made the choice. Be savvy.

This is a company problem, a marketing issue and a sales conundrum. All departments need to work in harmony and data is the driver behind this. Luckily as a result of GDPR most recruitment databases have been reduced to the size of a pea, but a mighty pea at that. These people are engaged with your brand and you have a reason to contact them, providing your content is relevant, they’ll enjoy a read.

Jab, Jab, Jab, Right Hook is a great book by Gary Vaynerchuk, Gary V is a legend if you haven’t heard his podcasts yet, do! Some of the best advice is to stick to the 80/20 rule. 80% of the time talk to your audience. What do they want to read? What life hacks can you give to them? What can you offer them that will add value? Then right hook, 20% of the time you can sell your services.

Do you know who your customer is? Find out what they like and how can you use this to your benefit. Retail companies have so many different routes to encourage us to buy their products including win-back campaigns, engagement and retention schemes. All using technology to dictate when a customer is at what stage of their lifecycle.

Tech is going to be a massive differentiator, the bog boys have started developing this for themselves and soon it will be standard across the industry. Early adopters will beat their competition and reap the benefits.

How can your recruitment company transform?

Links to FREE technology:

  1. Talent Ticker
  2. Hootsuite
  3. Mahiba
  4. Hubspot
  5. Grammarly
  6. IFTTT
  7. Gender decoder
  8. Sales Navigator for Gmail

New Recruitment Technology: Talent Ticker

What is Talent Ticker?

Talent Ticker is an AI and Predictive Technology company providing market intelligence to make recruitment faster, more efficient and more profitable. We do this by scoring a company based on it’s likelihood of hiring and firing and give you all the necessary information to get in touch with said hiring manager to speed up the process.

Benefits of using TT:

Reduces Admin

Talent Ticker can reduce admin by doing the work for you. When you read an article you will be able to unlock the hiring managers details. This will provide you with their number and a link directly to their LinkedIn page.

Calling hiring managers at the right time everytime

We know they are hiring, this is a warm call as you know the jobs they are searching for, you just need to give them the candidates.

Pulling more jobs per week

Based on the articles from Talent Ticker you will hiring managers details and the types of jobs they are hiring for. This creates a large opportunity for you to win new business.

Bringing on new clients per week

As the expert in your market you are able to call a client and pitch not only for these jobs, but for future roles and look for PSL opportunities.

Highlighting all PSL jobs

Highlights live & upcoming jobs within your PSL accounts before they reach the portal.

Headhunting more candidates

Tells you when companies are ‘firing’ or downsizing which gives you access to new pools of candidates who often aren’t on job boards yet.

Instant market mapping for business development

Talent Ticker does the researching for you, a hiring managers information is displayed next to projected job titles with a link to their LinkedIn page.

Improves a recruiters productivity

The Talent Ticker technology helps remove inefficiencies allowing recruiters to do more with their time.

Saves time

TT saves time on calls that amount to nothing. Make calls to clients you know are hiring.
TT saves time on researching a hiring manager giving you their details immediately.

Increasing billings per recruiter

With improved productivity and more time to spend elsewhere you can focus on the activities that make you money, instead of the admin that bogs you down. Time is money, and this extra time can be focussed on doing 1, 2 or more extra deals.

The Story of Talent Ticker

Who doesn’t want to work faster and smarter?

Many moons ago our founder Nick Vaughan entered recruitment and consistently found himself against a common problem, inefficiencies within a recruiters workflow. Time is wasted researching to find the correct hiring manager, market mapping or finding candidates, and thousands of emails and phone calls amounting to nothing. How could he make recruiters more productive?

After speaking to many recruiters and recruitment business owners it was evident this issue was across the board. Various time saving books later and the same problems still existed. A look into other technologies showed how data can impact recruitment, but not to the extent that was required.

Cue the AI revolution and the technology to harness that requirement. The story takes off – and the hot shot London recruiter delved into the tech world, swapping his Church’s for boat shoes (he’s not a trainers man yet) and suit for a casual jean.

This transformation meant one thing, it was on.

The techies at Talent Ticker were all selected according to specific requirements needed to create Talent Ticker and whilst the team runs extremely smoothly now, it wasn’t always that simple….

Nick our CEO had the vision, he knew what he wanted to create but did not have the skills to create it himself. Nick knew he needed a great team, but unlike other teams he’s hired before, Talent Ticker required technologists, the unicorns of society. Nick was faced his biggest recruitment challenge so far.

The Techies v The Recruiter

With experience in the financial services this London recruiter felt out of his depth when faced with the task of finding world class techies. Trawling LinkedIn, attempting the odd job board and asking around, he eventually landed his first interviews. True to his nature the recruiter began selling the dream using his best recruiting tactics to hook the techies and guide them through the steps of candidate management he knew so well.

If you’ve ever spoke to a real life unicorn (we mean techy) you won’t be surprised that initially they thought Nick was mad, but aren’t the best of us?! Despite questioning the recruiters sanity, they admired the passion and entrepreneurial flair of his sell. They were thrown back by his direct and zealous nature, somewhat bemused and in shock, remarkably they listened as the recruiter pitched the early idea of Talent Ticker.

A London Financial services recruiter found himself in uncharted waters trying to talk ‘tech’. The techies understood he needed help, and began trying to interpret the idea and identify solutions.

Is it possible? Can they work together? Will the sales guy stop talking?

Eventually it began to piece together, one by one the techies fell for the recruiter’s charm and like the best type of placements, both sides were keen to get started right away. Talent Ticker offered the techies scope to create a disruptive technology, with the ability to re-shape an industry. They were on board and in September 2018, Talent Ticker was born.

The recruiter thus began down a journey into deep into the potentials of technology, having massive respect for the techies and vice versa.

Suffice to say the combination of the two worlds has enabled better collaboration, better idea generation within the team which has ultimately lead to a more rounded product (as we’re sure you’ll find out).

The Talent Ticker story is just beginning and we are already so proud of where we are. We are a start-up and life is pretty exciting.

Want to become part of our ongoing story?

You can learn more about our incredible team on our About Us and Join Us pages.

If you have any questions, fancy a chat or simply want to tell us how you are finding the Talent Ticker product then please contact us on LinkedIn, Instagram or Twitter.