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Recruitment leaders want to grow their businesses. They invest (heavily) in their systems and people. Data is a crucial recruitment asset - we know this as Google / LinkedIn / Facebook have grown purely through data. Great data creates simpler pipelines. Poor data creates lag, increased reliance on job boards and LinkedIn - but how do you get from bad data to great data?
How Can You Incentivise Your Recruiters to “Get Good” with Data?
Recruitment data is a thing very close my team’s heart, and every recruitment leader’s, recruiter’s, and recruitment marketer’s.
Data should drive decisions and recruitment businesses. It should definitely drive the best 4Csinto your business (candidates, clients, colleagues, cash) – and, of course, content onto your recruitment CRM.
Growth is key this year too.
I had great chat with Joe McGuire, Sales Director of Cube19 on our Recruitment Leaders’ Podcast. It’s all about data: the good, the bad and the relevant. We talked about:
Fish and KPIs!
GDPR (it’s a data-driven initiative)
What should data be used for?
What should data NOT be used for?
Data is the new Oil – says the Economist (although the BBC takes this “new oil” concept to another level) and so does Cube19 – why?
Gut-feel versus data – and why does the average recruitment leader not trust their data?
What is the plan for Cube19?
Should you delete your recruitment data?
What is the one KPI he would set for a new recruiter?
How can you incentivise your recruiters to “get good” with data?
Recruitment Leaders Rely on Bad Data
Cube19 ran an interesting Staffing Business Intelligence Survey on data which concluded that recruitment leaders rely on bad data to make their decisions. This is (of course) worrying! Read the Cube19 Business Intelligence report here.
Listen to the podcast below.
Listen and subscribe to the rest of Barclay Jones’ Recruitment Leader Podcast Series or find us on iTunes!
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Matt Edwards
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Productivity Webinar Series: Tips for Job-Short Recruiters - Easier Sales!
As a recruiter, you know that finding more jobs to work on is the key to consistent billings, stronger client relationships, and faster placements. But are you fully leveraging your Bullhorn database to uncover new opportunities and make selling easier?Watch our Recruiter Productivity webinar, where we’ll show you how to master Bullhorn and unlock more jobs to work. If you're tired of relying solely on job boards or struggling to find quality job leads, this session is a must-attend!Unlock More Jobs on Bullhorn and Place and Sell Faster😵We know that you either are job-poor or perhaps sometimes work the wrong jobs.🙈You may be too busy to see what's right there in front of you.📉On average if you have 5 jobs you only place 2! (One client recently told me it was 0.8 out of 5 - oh my!)🤑Your business is likely either over-investing in LinkedIn and job boards, or wasting precious time on the free versions, or both!😱Many jobs are being worked by more than 1 recruitment business. First past the post isn't a sustainable process!Who Should Watch this Bullhorn Tips Video?Recruiters and Resourcers looking to work on more jobs with less effort.Business Development and Sales Teams who want to win new clients faster, whilst also protecting their existing accounts.Recruitment Leaders aiming to maximise their team’s productivity and efficiency with Bullhorn.Why this Webinar MattersToo many recruiters spend hours searching for jobs, perhaps losing deals, and competing with hundreds of others for the same roles. Meanwhile, the smartest recruiters are using Bullhorn to uncover exclusive, high-value opportunities before they’re widely available.If you want to spend less time searching and more time placing, this session is for you. We’ll equip you with practical tips, real-life case studies, and a step-by-step guide to turn your Bullhorn data into your most powerful sales tool.Watch Our Bullhorn Tips for Job Short Recruiters - Easier Sales!Recruitment and Bullhorn TrainingWe deliver the best live Bullhorn ROI webinar training, and you'll find other tips and tricks in Recruitment HIIT, our online recruitment training platform.Plus, through our Bullhorn Vision service we help generate serious ROI from your Bullhorn, data, and people.TRY HIIT FREE HERECONTACT US ABOUT BULLHORN ROI
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Wayne Barclay
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Protect Your Pipeline with this Antidote to Backdoor Placements
Backdoor placements are often an "invisible" pipeline killer. Yet they are also a great opportunity to recover lost revenue. Silver linings! Are you missing out on smashing target by not actively managing backdoor placements? 20 Years Ago, in a Land Far Away...In Lisa and my younger days (20 years ago), we created a report to track theoretical backdoors, and had a team calling candidates at the employer they'd recently had an interview with. If they answered, they were put through to the recruiter to begin recouping the lost fee.Surely time has moved on and there are more effective and tech-driven ways of doing this? Plus, surely recruiters are better at sales admin and relationship management now, so back doors are less common? I'm not so sure... If anything more data and tech has actually created a less robust process in many firms.Let’s explore why tracking backdoor placements is critical and how to implement best practices and technology for spotting and reducing them.The Financial Impact of Backdoor PlacementsWhen a candidate you’ve introduced to a client is hired without your knowledge or agreement on fees, you lose the fee. This often happens when terms of business aren’t adhered to, or when a client chooses to go behind your back. Consider this: one recruiter we’ve worked with reported uncovering at least one lost fee per consultant annually. For a team of 30 recruiters, that’s a staggering £150,000 in potential net revenue. In one instance, a single backdoor placement resulted in a recovered fee of £32,000. These numbers are too significant to ignore.Additionally, recruiters often spend resources sourcing candidates from external platforms instead of leveraging their databases. Tracking and addressing backdoor placements encourages better use of internal resources while ensuring you recapture fees rightfully owed to your business.Building Trust and Strengthening Your Recruitment ProcessClients: Actively managing backdoor placements helps you optimise your client relationships. Clients who circumvent your terms of business do not value your partnership. Using Bullhorn to flag these incidents creates transparency and helps you spend time on clients who value you.Candidates: Additionally, having a proactive backdoor placement management process complements your silver medalist strategy. Silver medalists are candidates who reached advanced stages of the recruitment process but were not placed. By regularly engaging these high-potential candidates through your tracking systems, you keep them warm for future opportunities while minimising your reliance on external sourcing.Best Practices for Managing Backdoor PlacementsTrack Every Interaction: Ensure your CRM system captures interview stages and outcomes, even for candidates rejected at early stages. Use detailed note types like “Rejected at Interview” or “Rejected at CV Send” to maintain a clear record.Standardise Your Terms: Attach your terms and conditions to every client communication. This ensures clients can’t dispute fees later and provides you with a reliable audit trail.Monitor Data Ownership: Many lost placements are tied to inactive users or former consultants. Assign ownership of these candidates to managers to maintain visibility and accountability.Automate to Remove Human Error: Implement automation to consistently track candidate progress and flag potential backdoor placements. This minimises manual errors and improves data integrity.Automation - The Antidote to Backdoor PlacementsDuring a recent Bullhorn Automation User Group, I was asked about my top 3 ways to use automation. Backdoor placement management is one of those 3 ways. These 2 automations are a must of you are set on prevention and pipeline maximisation:Interview Confirmation automation: If you already use these automations, add a notification step, x months after the interview date. Choose a timeframe which suits your sector the best.Check Past Interviews (Backdoor): If you don't use Interview Confirmation automation, create a stand alone automation that tracks the interview date and does not have placement. Add a wait step x months later to send a notification to your recruiter to check-in with the candidate and check they don't have a new job. You could even do what Lisa and I set up in a previous life and call the employer and ask to speak to the candidate. If they answer... bingo!Process and Tech Is KeyUse tech to prevent them.Use tech to spot them.The bottom line is that backdoor placements aren’t just about recovering lost revenue; they’re an opportunity to refine your recruitment strategy, strengthen client and candidate relationships, and ensure your systems are robust enough to thrive in a competitive market. Take control, and turn these challenges into wins for your recruitment / staffing agency.And if you need help on your processes, your data, and your Bullhorn adoption / ROI - call us - we can help.Automation and Bullhorn1stWe are Automation Buddies and Bullhorn Experts set on helping ambitious recruitment businesses who want to increase speed and sales.Automation: We coach to inspire, and build your automations so you can recruit and sell!Bullhorn: We optimise, train, and improve RoI from your key recruitment system.READ ABOUT OUR AUTOMATION BUDDY SERVICERead about our Bullhorn 1st Service
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