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Recruiters suffer so many distractions in their jobs - and they have so little time to make that placement and sale. 56 interruptions a day / checking your emails 36 times an hour! How on earth are you supposed to sell anything?
You have more tech than ever, more data than ever, but less time! I have a passion for sharing time-saving and sales hacks to help recruiters save time, so that you can make more of those crucial phone calls and have more interviews.
As a recruiter, you will know the importance of using social media as part of your recruitment strategy, but do you know how to do this effectively? And how can you use social media systems like LinkedIn, Twitter, etc… to recruit without spending too much time online and not on the phone? This blog will help you to generate more inbound leads through social media, spend less time on job boards, and more time managing your pipeline.
I am the founder of Barclay Jones, have worked in recruitment for nearly 20 years and coach recruitment businesses and their teams to generate better leads, opportunities, and sales. I have compiled my 5 top tips for utilising social media in recruitment. Read them below:
How Recruiters Can Generate More Leads from Social Media
1. Spend 5 minutes a day cleaning your LinkedIn notifications and checking for leads – this will ensure that LinkedIn only shows you genuine leads, and only shows your face to genuine leads. This is a great hack for improving speed.
2. Use LinkedIn SSI to understand where you need to improve your LinkedIn profile – You need to maximise your time, so need your profile and activity to really work, even whilst you’re sleeping.
3. This is one of my favourites. Use Awards in your niche sector to generate warm calls – Have a calendar of the awards in your sector and be ready to congratulate/mention the awards in your messages to prospects and clients.
4. Grow your connections with content (add a link to one of your blogs in your LinkedIn invites) or find content online which really nails any issues they may have in their jobs/sector. If you have nothing on your blog which does this, give your marketer the Paddington Bear stare.
5. Use Calendly to give your candidates and clients the opportunity to fill your diary with calls, then get on the phone!
Your time is really precious – you have candidates to source, clients to keep happy, jobs to place, and pipelines to protect. The recruiter tips above should really speed up your day and make you more effective. What tips do you have for using social media to recruit and sell?
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Rose Megson
Blog
Recruiter Productivity Series: Optimise Bullhorn Part 1 ~ Engage, Nurture, Place, and Re-Place
Recruiters! I know that recruitment has never been so competitive— even your own clients are competing with you to place candidates!We're launching a new series of recruiter productivity webinars focussed on optimising your use of Bullhorn and driving speedier sourcing, recruitment, leads, sales, and commission! Part 1 is focussed on managing candidates.Let's show you some tips to engage with candidates effortlessly. Let's build stronger relationships using Bullhorn’s nurturing features: communicate, optimise, protect, PLACE! (And repeat!)REGISTER NOWBullhorn MythsIn today’s fast-paced recruitment world, having a powerful ATS/CRM is essential. It saves time, improves efficiency, and drives a profitable desk. But often, we hear:I use Bullhorn when I get a minute.Bullhorn is just a database, not a business growth tool.We have Bullhorn, but we’re not seeing a return on investment.The data is a mess, so I need to advertise and use LinkedIn too.These statements couldn't be more wrong…Bullhorn:💓 Can be your recruitment Buddy if you let it!😱 Reduces admin workload.💪 Keeps you organised.🕒Helps you source, sell, and place quickly!…and so much more when used effectively!Register Now for Our "Candidate Engagement" Bullhorn WebinarRecruitment leaders! Don’t invest in Bullhorn only to underutilise it and then wonder why you’re not getting results.Recruiters! Don’t create unnecessary "busyness" with messy data, inefficient workflows, and poor adoption, leading to a lack of return on effort (RoE).What You’ll Learn in Our Upcoming Bullhorn Optimisation Webinars:📌 23 April 2025: Engage with candidates effortlessly. Build stronger relationships using Bullhorn’s nurturing features: communicate, optimise, protect, PLACE! (And re-place!) Register Now📌 Date TBC: Leverage Bullhorn to source and track qualified candidates faster with less effort.📌 Date TBC: Maximise lead generation and improve conversion rates with smart Bullhorn strategies.📌 Date TBC: Optimise recruitment workflows for maximum efficiency and profitability.Whether you're new to Bullhorn or looking to refine your ATS/CRM strategy, this webinar series will provide you with actionable tips and real-world insights to immediately benefit your recruitment team.By the end of our 4 Bullhorn Optimisation sessions, you’ll have the tools and knowledge to:⏳ Save time (and sanity) and be more productive.🤝 Engage more candidates effectively.💸 Place candidates faster and increase your sales and commission.Don’t miss out! Register now to secure your spot in this free, must-attend event.We look forward to showing you how Bullhorn ATS/CRM can elevate your recruitment ROI (return on investment) and ROE (return on effort) and drive business growth!REGISTER NOWRecruitment 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
Blog
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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Your Recruitment Training Playbook
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Rose Megson
Webinar
Recruiter Productivity Series: Optimise Bullhorn Part 1 ~ Engage, Nurture, Place, and Re-Place
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Wayne Barclay
Webinar
Automation RoI Webinar Series: Unlock Bullhorn Part 1 ~ Generate Leads and Revenue
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Wayne Barclay
Webinar
Automation ROI Webinar Series: Data = Clean and Monetised! Part 2
