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Data, a recruiter's best friend (and worst nightmare), is one of their most precious assets. But are you missing a trick in making it super-valuable and easy to make money from?
Clean data, coupled with time, and a robust process, boosted by systems, makes for a slick and repeatable pipeline of work.
But, uncoded recruitment data may be holding you back.
To Code or Not to Code... That Is the Question
A client who enquired about our Bullhorn1st journeys asked me:
Why should I code my Bullhorn data?
So-and-so says I should just use Boolean for sourcing.
This prompted me to respond to him with a list outlining that he should indeed code his data... I'm fixated on working with recruiters who want a Bullhorn 1st culture so I hope you find my reasons to code your data useful.
Automation needs to work with structured data. i.e. coded fields. It doesn’t currently work with Boolean.
True: Coded data is more reliable as it's the Recruiter's qualification of a candidate, not just the candidate's own, often aspirational, opinion of themselves.
False: A significant issue with “Boolean Only” is that you can search for something specific (Service Engineer) and get back hundreds of results of mentioning this phrase, but they are not the candidates you're looking for. These false positives drive “let’s not use Bullhorn” behaviours. LinkedIn and job boards do very well from that mentality.
Wasted cash: When you don't code your data, your recruiters trust it less, and you then may have to waste money (and time) on job boards, advertising and LinkedIn.
Easier to keep clean: With structured coded data and automation, you can ask candidates to update their codes and use this search criteria to quickly match to jobs.
Match to jobs: Bullhorn's Semantic Match needs coded data to work effectively. (Semantic match finds candidates to match your jobs... nice!)
Call lists - "speccing out": An often underutilised feature of Bullhorn is to match the code of what the client is looking for to your candidate database. You can create call lists from this feature.
Sell your business: If you're looking to sell your recruitment business, your data set will be valued. Coded, quantifiable data is more valuable than a larger unquantifiable data dump.
USP! Warm Makes You Hot!
And finally, my 9th reason recruiters need to code their data.
When a client hires you to recruit, they aren't hiring you to do what they can (theoretically) do for themselves (i.e. post on job boards, advertise, etc.). They are hiring you for your USP, which is your talent pool. You need to speedily access it. You need to keep it warm. You need to:
Own it
Work it
Make it desirable
Charge for it
The accuracy of your data, and the speed at which you can find it, nurture it, and work it is the real value you add, and what will differentiate you from your competitors. It will make it easier for your recruiters to recruit, and salespeople to sell.
Boolean only just won't cut it.
Get coding!
(Oh, and if you have Automation, call us! We can help you code up your data with our Automation Turbo offering. Don't turn your recruiters into administrators and get them manually coding. Let them recruit.)
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Bullhorn1st
We're fixated on helping recruiters be Bullhorn1st. First for sourcing and selling. We help recruitment leaders save money on expensive external systems, get Bullhorn ROI, and speed up their time to hire.
Do you need to save money, improve your recruitment process, and sell more? (Of course you do!)
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Wayne Barclay
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Automation for Recruitment Managers: WIIFM?
Automation can be about data health, email marketing, candidate and client care, and "de-administration" of recruitment. But often, the focus is on individual processes, or people (candidates, clients, colleagues), and not on the recruitment business itself.Hence, I want to explore things from a recruitment leaders "selfish" perspective - the "WIIFM" - what's in it for me?Or rather, what's in it for managers?Automation ROIAs part of the over 400 automation projects we've delivered, where we train, coach, and do hands-on automation building, we're often asked about ROI - return on investment. There's focus on leads, sales, re-generating candidates, increasing website visits, reduced costs elsewhere (eg. LinkedIn / Job boards). We're also asked about how automation can "do more" and give our clients the edge over their competition and help them get ready for AI, and how it can help them run their businesses.3 Ways Automation Can Help Recruitment Leaders1. Create Focus on Revenue-Generative TasksWith so much data, and countless systems and processes, you'll often need to rely on the organisational capabilities, will, and skill, of your recruiters and resourcers. On a crazy-busy day, or a tough market, and with perhaps inexperienced recruiters, that may be too much to ask.Hence leaders - use automation to focus your recruiters and resourcers on the things that matter. For example:Who to call and when.Proactively managing accounts before they become "at risk".Lead conversion.Driving the job management process and not leaving it to the candidate and client to "mess it up".Generating referrals from newly placed candidates, and newly invoiced clients.2. Tracking / Managing / Escalating Poor Performance / ActivitySometimes, recruiters can focus on the wrong activities, drown in "admin", or waste time on external systems, and recruitment process becomes too busy to be effective. Or perhaps they just lack experience to proactively manage their pipelines.Also, with WFH and hybrid, activity can be difficult to see / measure.Hence, leaders ask us to help build automations to track activity, drive performance. For example:Ensuring jobs are being proactively managed and notify management of the ones that are being forgotten.Tracking who is engaging with your brand, visiting your website and opening your emails.Understanding loyalty of your candidates and sales contacts.Removing irrelevant data that you no longer work with, which can slow your recruiters sourcing process.3. Navigating / Mitigating LeaversRecruiters leaving can often be distracting, time consuming, and risky - and it can often be a sucker punch!Hence leaders can use automation to "shift" data, clients, candidates, relationships, and pipeline to other recruiters. Data and pipelines are managed and current relationships are secured. For example:Reassigning placements to another recruiter or desk to continue nurturing.Identifying and re-assigning high value, active and engaged sales contacts to a new or existing team member.Closing old and inactive jobs to ensure you have an accurate view of your current pipeline.Automation - What's in it for Managers?For those of you with automation - how are you using it to drive your business?For those of you without automation, take a moment to consider how the 3 use cases above could help you navigate the next 30/60/90 days and beyond, and help you strengthen your data, people, pipelines, and business.Automation BuddyWe are Bullhorn and Automation experts set on helping ambitious recruitment businesses who want to increase speed and sales.READ ABOUT OUR BULLHORN VISION SERVICEREAD ABOUT OUR AUTOMATION BUDDY SERVICE
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Rose Megson
Blog
Bullhorn Tip - Quick Icons for Speedy Screening, Interviews, and Sales Calls
Try this iconic 1-minute Bullhorn tip to help you prep like a star for screening calls, interviews, and sales calls. We know that being on the phone is a key part of a recruiter and resourcer's job. Being prepped for your screening, interviews, and sales calls is key!Quick Icons for Speedy and Efficient RecruitmentBullhorn's quick icons have always been there, but when we train recruiters to use Bullhorn, we often find that not all of you use them.These icons are super handy to help you prep. The Google, Linkedin and Map buttons can help you make light work of your research.Use these icons to help you speedily find out crucial intel on your candidates (and of course clients too!)Something to really be aware of is that your candidates and clients will be researching you, and each other - so get there first! Use these icons on you - what results do you get? Then use them on your candidates, prospects and clients.Watch this 1-minute Bullhorn tip - then log in to Bullhorn and try it.Watch Our 1-Minute Bullhorn Tip to Help you Screen, Interview and SellNeed more LinkedIn / Bullhorn / Automation / Recruitment Tips?Try our 1-minute tips.Be sure to sign up for (or watch the recordings of) our regular free Bullhorn and Automation webinars.CHECK OUT OUR WEBINARSBullhorn ROI + Trained Happy Recruiters = More SalesWe pride ourselves on helping recruitment leaders achieve Bullhorn ROI. We create a Bullhorn1st vision, reduce the need for other tech, optimise Bullhorn, automate their sales-prevention processes and data, and train recruiters to trust it and use it.ARRANGE A FREE CONSULTATION NOW
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