Automation Tips, Tricks and Training

Automation ROI Webinar Series: Faster, Cheaper Sourcing

Doing more with what you have - or even with less - is a key goal for many recruiters and their leaders. My Automation ROI series has already covered hot topics related to sales and cost reduction.And now it's time to focus on the hot topic of Sourcing.This follows my previous Automation ROI series topics:Account ManagementBDReducing the cost of Linkedin and job boards...Turbo Your Sourcing with AutomationWhat's the point of winning more recruitment sales opps, if you have to create risk by wasting time and money on sourcing? Or worse, not placing at all...!If you have Bullhorn Automation, this should help you:Speedily clean up your data.Identify relevant candidates you can attract and nurture.Approach candidates to apply for your jobs.Thrive in 2025 - Source Quicker and CheaperRegister for my next Automation ROI webinar and get some vital takeaways to help you source quicker and faster.Don't yet have automation? Come along and see what all of the fuss is about, and let us help you plan to win with faster and cheaper sourcing! Let's get ready to "thrive in 2025!"(Can't make the date? Register to receive the video.)REGISTER NOWAutomation BuddyWe are Automation Buddies set on helping ambitious recruitment businesses who want to increase speed and sales.We coach to inspire, and build your automations so you can recruit and sell!READ ABOUT OUR AUTOMATION BUDDY SERVICE
9 Crucial Recruitment Marketing ROI Questions ~ Answered

Recruitment marketers who want to make a real difference to the sales and recruiting process of their businesses need to read these recruitment marketing insights.Recruitment leaders who are looking to generate more from their marketing function can use Lisa's insights to help them drive marketing ROI.Vanity v SanityRecruitment marketing can often stray into "vanity" world. It's never been easier to "spray and pray" with marketing due to automation and AI. The sheer volume of platforms you can use for recruitment marketing, and the communities you can access and attract, can keep even the most well-intended marketer too busy to generate ROI.But with 69% of online content never even being read, and the vast majority of emails never being responded to, it's never been more important to be targeted with your recruitment marketing and focus on the sanity!Lisa has done a lot of work with recruiters over the years helping them shape their recruitment marketing strategies, so I made her a rare coffee and asked her 9 questions about recruitment marketing ROI.9 Questions I Asked Lisa About Recruitment Marketing ROI1. What is the Function of Recruitment Marketing?Crucially to attract, engage, convert, and retain your 3Cs – candidates, clients, colleagues.And to help your sales and recruiting teams turn them into the 4th C – cash!2. What is the Number 1 Benefit of Recruitment Marketing?Leads (candidate and client) are key...But often the expectations of what recruitment marketing can do are too low and KPIs are mistakenly around followers, impressions, blogging… The benefits of recruitment marketing need to be SANE not VANE. 3. How Should You Measure ROI on Recruitment Marketing?Stick to “sanity stats”: Leads generated. Relevant subscribers signed up. Automation click throughs. Don’t not be fooled by people telling you that it’s difficult to measure ROI in recruitment marketing.4. What is the Difference Between Outbound and Inbound Recruiting?It is the difference between the more traditional approaches to marketing (email marketing / events) and digital (social / web). Push and pull!It’s all about whether you’re interrupting someone’s day with your messages or whether they perceive that they initiate the contact. The key to successful recruitment marketing, whether it be in or out bound, is that the candidate / client feels that they are the initiator... But actually the marketer has stealthily exposed the candidate's / client’s and drove them to click / call you.5. Is Recruitment Marketing Only for Large Companies?All recruitment companies need recruitment marketing.And every recruiter needs to be a recruitment marketer in some way. (Another blog for another day...)Recruitment HIIT has some cool hacks to help recruitment consultants market themselves, their brand, and their services, too!6. What’s the Number 1 Pitfall in Recruitment Marketing?Too much content, not enough marketing! And too much marketing, not enough sales!7. What's Your Number 1 Hack for Content in Recruitment Marketing?69% of content is never even seen, so wasting time creating new content, especially in the current market, is nuts! Repurpose old content. Repurpose other people's content.Create blogs out of blogs eg. "3 Insights We Found Online That Every Accountant Needs to Read this Week"And if you really need to create your own content, ask your recruiters to ask the right questions on their screening and sales calls and then craft insightful blogs to attract and engage your community. eg...What 's the best tech every teacher uses to create lesson plans?How do you think AI will affect your job in the next 5 years?How has your legal firm been affected by WFH?My Recruitment Training platform, Recruitment HIIT has some cool hacks to try, too!8. What is the Recruitment Marketer’s Essential Tech Stack?You can get lost in the tech, but as a starter I'd suggest:Trello for planning.Google Analytics for website ROI.Bullhorn Automation (if you have Bullhorn).An SEO toolkit like SEMRush/AHRefs to turbo boost content – and Keywords Everywhere is flipping awesome!Speedy video and image software such as Canva to "stretch" content – remember, “less content, more marketing!”I mentioned other tech in My Recruitment Training platform, Recruitment HIIT.9. How Can Focus Your Time and Attention and Not Stray into Vanity Territory?Plus, I say to my clients who are looking to hire / get more from marketing and need focused revenue-generating outputs.“Imagine if your recruitment marketer had only 1 hour a day to make a real difference, what should they do? Then times that by 7 and that’s the job spec”. Often recruitment marketers spend too long doing things that people have asked them to do that offer no real value to recruitment and sales. Stay focussed on the WIIFMB - what's in it for my business?Automation BuddyWe are Automation Buddies set on helping ambitious recruitment businesses who want to increase speed and sales.We coach to inspire amazing automation ROI, and are a safe pair of hands to build your automations so you can recruit and sell more.READ ABOUT OUR AUTOMATION BUDDY SERVICE
Automation Tip - Use Map View to Stay Organised

Try this 1-minute automation tip to help you stay super-organised and effective.On my Automation Buddy programs, I use Map View to help me map and plan the various automations that I coach on and build for ambitious recruitment businesses. Get Organised with Automations Map View is a Bullhorn Automation feature which will help you get super organised and effective.I have created 4 groups to help me stay organised and drive the implementation of my automations.BacklogIn DevelopmentContent NeededQA/TestingThis helps me manage the build and go live process - and is a great way of project managing using a Kanban style.It's quick, efficient, and helps me stay focused when I'm often building numerous recruitment and sales automations.Watch My Quick 1-Minute Automation Tip and Get OrganisedAutomation BuddyWe are Automation Buddies set on helping ambitious recruitment businesses who want to drive revenue using automation.READ ABOUT OUR AUTOMATION BUDDY SERVICENeed more Bullhorn / Automation 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 WEBINARS
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
Automation ROI Webinar Series: Reduce Costs, Increase Sales

Recruitment leaders want to save money (and time wasted) on LinkedIn, Job Boards, and other external systems like Indeed. Costs are increasing, but recruitment isn't getting any easier. Automation is the fix.This webinar tackles the negative impact of not using your own Bullhorn system and data, and how to use automation to reduce reliance on and cost of Linkedin, Job Boards and Indeed.(Previous ROI Series webinars covered increasing sales through account management and BD. Click the links to watch.) Our 400+ Bullhorn Automation implementations and Automation Buddy programs have given us the unique experience of 100s of use cases that we want to share with you to help you scale, grow, and bill more. Automation ROI = Reduced Costs, and Increased Speed and Sales LinkedIn, job boards, and Indeed are making a fortune from recruiters who are not automated.Ask yourself:How much time and money is being wasted on these external systems to source candidates and develop new business?How much money could you save if you are less reliant on LinkedIn, job boards and Indeed?How much time could you save if you reduced this reliance?What could you do with the time and money you get back if you do not need to use Linkedin, job boards or Indeed so much?Imagine...More placements / sales.Stronger client accounts recycling into repeat business.Happier candidates, speedily accepting jobs, and referring you to their mates.Freed-up recruiters and resourcers speaking to the right people at the right time and not drowning too much data / systems. Whether You Have Automation or Not... It's Time to Be Less Reliant on LinkedIn / Job Boards / Indeed This webinar is a must if you already have automation and need more ROI. But it's great too if you don't yet have automation and want to understand its value.Watch our Automation ROI: Reduce Costs, Increase Sales WebinarAutomation BuddyWe are Automation Buddies set on helping ambitious recruitment businesses who want to increase speed and sales.READ ABOUT OUR AUTOMATION BUDDY SERVICE
Automation ROI Webinar Series: BD - Easy Sales

Recruiters! We know you need to generate more sales - and ideally as easily as possible. Hence why this webinar continues our new season of free automation webinars focusing on ROI - return on investment.September's focus: Account Management.... and now it's time for BD - Business Development - More Sales!Our 350+ implementations, and 100+ Automation Buddy programs have given us unique experience of 100s of use cases and we want to share these with you to help you scale, grow, bill more, and get head space no matter what lunacy is happening in the market and world.Automation ROI = BD1, 2, 3, 4, 5, Tips to Help You Sell MoreTime is precious.A busy recruitment desk can often mean a "hand to mouth" approach to sales.You need some cool tricks to help you improve speed and pipeline.The stats speak for themselves:50% of sales time is wasted on unproductive prospecting. (The B2B Lead)50% of leads are a poor fit for you. (salesinsightlab.com)You'll increase revenue by more than 10% if you automate your lead gen! (Bullhorn Grid)Spend 30 minutes with us (that's 0.2% of your working month) and get at least 1 tip to help you make more money from Bullhorn.Watch this if you already have automation and need more ROI.But, it's great too, if you don't yet have automation and want to understand it's value.Watch our Automation ROI - BD = Easy Sales VideoAutomation BuddyWe are Automation Buddies set on helping ambitious recruitment businesses who want to drive revenue using automation.READ ABOUT OUR AUTOMATION BUDDY SERVICE
Automation ROI Webinar Series: Account Management

What's the ultimate ROI from automation? This Bullhorn Automation webinar kicked off a new season of free automation webinars focusing on ROI - return on investment.First stop? Account Management.Our 400+ Bullhorn Automation implementations and Automation Buddy programs have given us the unique experience of 100s of use cases that we want to share with you to help you scale, grow, and bill more. (Plus, give you head space no matter what lunacy is happening in the market and world!)Over the coming months, we'll be focussing on:BD.Sourcing.Candidate management.Job management.Recruiter productivity....and other crucial recruitment topics we know are crucial to help experienced automators drive their automations harder, and recruiters new to automation understand the true value of what it can do for them.Automation ROI = Account ManagementWe know that:It's 6-7 times cheaper to keep existing clients. (Source: Invesp)50% of sales time is spent on unproductive prospecting. (Source: The B2B Lead)Increasing client retention by as little as 5% can boost profits by as much as 95%. (Source: Bain and Co)So, it's time to knuckle down and focus on your accounts. You need to keep them warm, prevent them from being distracted by other recruiters (or themselves), and monetise them.This webinar is a must if you already have automation and need more ROI.But, it's great too, if you don't yet have automation and want to understand its value.Watch Our Automation ROI = Account Management WebinarAutomation BuddyWe are Automation Buddies set on helping ambitious recruitment businesses who want to drive revenue using automation.READ ABOUT OUR AUTOMATION BUDDY SERVICE
Automation Tip - Housekeeping to Increase Speed and ROI

We've got a 1-minute tip to ensure that your automations increase speed and ROI - and it's all about housekeeping!Often, housekeeping an automation platform is the last thing on anyone's mind, especially when recruiters need quick wins like more leads, opportunities, candidates and clients, and placements!But on my Automation Buddy programs, where I coach and build automations for ambitious recruitment businesses, I often find their automation system bloated, difficult to manage, sluggish, and driving little ROI.I find:Too many lists.Active automations which no longer needed.Duplicated surveys.Unnecessary fields are syncing.Difficult to assess ROI.The Impact? Anti-ROIWhen you don't keep your automation system clean, and you ignore regular housekeeping, you will inadvertently achieve the total opposite of what automation was setup to do for you.Wasted time: You spend time unpicking each time you want to build a new automation, or when you want to analyse an existing automation.Spam and disengagement: You risk spamming or over-communicating with candidates, contacts, and recruiters, creating disengagement and unsubscribes.Reduced speed: Your automations may actually slow down and create delays with processing unnecessary data.But I have a fix for you to ensure that automation housekeeping is on point keeps your system running smoothly and delivering massive ROI.Watch My Quick 1-Minute Automation Video, Nail Your HousekeepingAutomation BuddyWe are Automation Buddies set on helping ambitious recruitment businesses who want to drive revenue using automation.READ ABOUT OUR AUTOMATION BUDDY SERVICENeed more Bullhorn / Automation 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 WEBINARS
Automation Tip - Get More Leads and Candidates With Tracking

We have a Bullhorn Automation tip to help you prove the ROI of your automations, and will also feed your hungry recruiters some warm candidates and clients.Speedier sourcing!Easier sales!The website tracking feature of Bullhorn Automation is normally setup right at the beginning of the automation project, but we often find automators forget about it, or it's misunderstood.Let's Track to Get More Sales!Yes, of course you can use automation to clean your data. (Monetise your data so you need less!)Yes, you can use it for marketing. (BD, account management, candidate attraction - nurture!)Yes, you can automate job advertising. (Reduce reliance on LinkedIn and job boards.)But you can also use it to track behaviours on your website.Let's setup some actions (or buying signals) of our ideal candidates and clients. Let's track these prospects, so you can get on the with good stuff - phoning, building relationships, and converting into sales!Watch Our 1-Minute Website Tracking Automation TipAutomation BuddyWe are Automation Buddies set on helping ambitious recruitment businesses who want to drive revenue using automation.READ ABOUT OUR AUTOMATION BUDDY SERVICENeed more Bullhorn / Automation 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 WEBINARS
How Many Candidates (and Clients) Do Recruiters Really Need?

Recruitment leaders and their resourcers / recruiters need to read this blog for insights on how much data they really need, and how much data they can realistically manage, to run a successful desk and recruitment business.We’re all human (even recruiters) and we all have limits. In recruiting world, our limits can be how many jobs we can work, how many calls we can make, how many temps we can manage. One significant human limit is our ability to nurture relationships. Data = Relationships = SalesRecruitment is a relationship business. A recruiter’s job is to build and maintain relationships. Candidates need managing, clients need managing, colleagues need managing. Dunbar tells us that humans have relationship limits – we have “a number” we can manage. Robin Dunbar is a Professor Emeritus of Evolutionary Psychology of the Social and Evolutionary Neuroscience Research Group at Oxford Uni he knows a few things about human behaviour. Think of your relationships a bit like a layered onion with you in the middle. 5 loved ones 15 good friends 50 friends 150 meaningful relationships 500 acquaintances 1500 people you can recognise People can move in and out of these layers. What is Dunbar’s Number? And What’s It Got to Do with Recruitment? Where does a “typical” recruiter sit in their ideal candidate / contact’s layer? And where do their candidates and contacts sit? Recruitment Leaders! What should you be considering if you want to maximise the value of your database, and the relationships you want to maximise, optimise, monetise? How should you focus on and nurture the right relationships? What’s the Number of Candidates and Contacts a Recruiter Can Actively Manage? Dunbar suggests that humans are capable of building, nurturing and maintaining 150 good meaningful and trusted relationships. Of course, there are variations to this, such as extroverts vs introverts and social networks – for example women tend to have more contacts in the closest layers. Dunbar v Recruitment Dunbar’s study isn’t focused on recruitment or recruiters, but it’s definitely food for thought. 150 meaningful relations is not that many people when you consider the average recruiter has a database in the 1000s. But could you really market your recruitment business on a database of “acquaintances” or “people you recognise”? Where do your candidates and clients fall within these categories? Have you got any in the magic 150 “meaningful contacts”? Is your database segmented in such a way, or do you have a “data dump” which needs a good clean?[link to clean webinar]. Recruitment in the Good Old Days Before tech and data began paralysing recruitment (too much / never enough), recruitment was much more of a relationship business. You knew your candidates, their dog’s names, their kid’s ages. Relationships were easier to sustain, they were more valuable, and we charged more for our services. It’s likely that Dunbar would say a recruiter pre-social media had 150 meaningful relationships with candidate and clients, and perhaps even some friends? Now with infinite data and technology allowing for massively increased reach and volume, relationships, ironically, are a harder to start and sustain. Are you / your recruitment teams engaging with the right people, or just lots of candidates? (Too many applicants, not enough candidates?) Are you working the right opportunities, or just a list of one-off jobs? (Too many jobs, not enough sales?) Is Your CRM Simply a Datadump of Strangers? Recruiters who try to maintain too many relationships actually limit their own success. They dilute the relationships they’re trying to build, resulting in weaker, less meaningful, and less valuable relationships. Could Dunbar help you run your recruitment business? For example: Recruiters who run a busy temp desk and managing 100+ temps might not have the capacity to take on more or even do other activities such as Business Development or Sourcing. 360-degree recruiters will have more relationships to manage than a 180-degree recruiter, so this could mean a less focused strategy and outcome. Is it always necessary to hire another recruiter to manage more relationships, or could tech do some heavy lifting? 4 Ways to Be Smart with Recruitment Contacts Social Networks can help. Publishing content to your “connections” can help keep you in and around the Acquaintances and People You Recognise category. Your goal, though, should be to get your ideal contacts on to your CRM so you can more actively work them. Ideally you should be aiming to nurture them in the 150 “meaningful contact” space! Your Recruitment CRM/ATS (ideally powered by automation) also has ways to identify and categorise your relationships. Status fields, rating and grading fields are great places to start and will enable smart ways to manage and work the data. Automation (and recruiters) can keep these vital fields current. Automation is helping Recruiters identify, engage, nurture (and monetise) Acquaintances and People You Recognise and capitalising on these relationships. In the automation projects we deliver we are creating functional data so recruiters can focus on segments of contacts and candidates. They can then “work” their data, rather than just collect it. Your recruiters (ideally powered by automation/CRM) need to keep this data updated to ensure you can track, manage and support where necessary. This should also protect your relationships when recruiters move on. Final Thoughts Engaging and nurturing your candidates and clients is an important part of the recruitment lifecycle. Recruiters often struggle with “too much data, too many systems, not enough process”. Any help and support you can provide to your recruiters to create focus, so relationships are stronger and profitable, is crucial. How could you use Dunbar’s theory to help you create focus, function, and sustainability?(Big thanks to Louise at UK Recruiter for initially posting this blog.)Bullhorn 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
Automation Tip - Nail Your Date Ranges in Automation Lists

We've got an automation tip to help you ensure that you can really target the data (candidates and clients) you need to source, sell to, and place.We help recruiters to source quicker, and sell more, through our Automation Buddy program. Automation can positively transform a recruitment business - when it works. But when it doesn't work it feels like it simply costs money and keeps you reliant on Linkedin, Job Boards and other expensive data sources and tech.Don't Miss Out On a Hot Date (Or Sale)!When you build automations, they can be date-related, but I often see lists that aren't quite right, date ranges are setup incorrectly, and this means that you'll be missing out on vital sales (and candidate) opportunities. This can really affect automation ROI (and RoE - return on effort!)Damn!In my recent "5 Automations to Make You Money" webinar I explored how to create good quality lists to target your time and attention and keep hungry recruiters busy with the right calls. For example, you'll want to target lapsed clients, wake them up, and get them back into paying clients. These automations really need to work!But I have a fix for you to ensure that your lists and automations really drive revenue.Watch My Quick 1-Minute Automation Video, Nail Your Date Ranges, and Make More MoneyAutomation BuddyWe are Automation Buddies set on helping ambitious recruitment businesses who want to drive revenue using automation.READ ABOUT OUR AUTOMATION BUDDY SERVICENeed more Bullhorn / Automation 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 WEBINARS
What Can Recruitment Leaders Learn from Homer Simpson?

This is a valuable read for recruitment leaders who want to grow their business through systems and data, as well as their people. (And want to avoid saying "Doh!")Recruitment leaders investing in technology aren’t simply buying a handy tool. They’re investing in the sales pipelines and the future of their staffing companies too!But how can you ensure that your CRM and /or automation tools deliver and don't just become data-comfort-blankets supported by expensive third-party systems like LinkedIn and job boards?(And how do you not succumb to Homer Simpson's "dig up stupid" model...?)CRM = Too Much Data = Sales PreventionTraditionally recruitment CRMs have been datadumps with vast collections of candidates, contacts, jobs. They make it so easy to collect data, and hide it! They often turn well-meaning recruiters into administrators! (Doh!)It's never been easier to collect data. But you don't get good boy/girl stickers for data - you get judged on your profit. With the "too much data, not enough information" model, recruiters often have to wade through reams of data every day. It's paralysing and ironically prevents sales! (Doh!)Hence, your CRM adoption, and how you automate your processes and create time for real recruitment has never been more critical.But with the Bullhorn ROI and automation projects my team deliver, we often see a disconnect between data, people, and processes. It's almost like they all act independently of each other. (Doh!)For example (Doh! x 3):76% of the marketers we polled admitted not having viable access to their CRM.Recruiters we spoke to revealed that 80% of the placements they made were on their CRM all along (but sourced from a third-party system).Too many leaders I speak to want their recruiters to "get on the phone", but the volumes of data the recruiters have, and the systems they are not trained on makes this a chore.This is definitely not the CRM1st approach we advocate. We advise monetising your data, automating your processes, and freeing up and training your recruiters to recruit and sell. Alternatively, you can keep paying for LinkedIn premium licences and Job Boards. (Doh!)Data - Dig Up Stupid!Do you suffer from too much data, not enough candidates (or clients)? Try this simple data segmentation trick, or data layers “hack”. (I call it my "dig up stupid" model. Thanks Homer Simpson.)CRM + Data + Automation = Sales-Enabled RecruitersLook at your business - your systems - your data - your people. As yourself:How many candidates does your average recruiter need?How many contacts does your average recruiter need?How much data does your marketing / automation function need to nurture so your recruiters can focus on speedily converting / reconverting candidates and clients?Which processes can you automate to free up your recruiters to recruit?What training do your recruiters need to help them drive a sustainable pipeline? Then flash forward 6 months. What do you want to see in your recruitment business?Ideally:Your "way" - your process, running on clean data...Being driven by smart systems (and ideally automation)...Being operated by trained humans.Then flashback to today - what do you need to start doing now, so in 6 months you're not saying "Doh!"?Bullhorn 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