Blogs by tag - Data

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
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
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
How Can Recruiters and Their Leaders Drive Performance?

Recruitment can be a very reactive industry and process. But the best recruiters and leaders are proactive with their desks and businesses. Meet Vanessa Collins. Her 25+ years working with recruitment businesses gives invaluable insight. She chats with me about improving performance.Whether you’re a recruitment leader wanting a sustainable recruitment business with high-performing recruiters, or a recruiter wanting to run a successful recruitment desk, this vodcast is a great listen (or watch).Change, Perform, Skills!I chatted with Vanessa about how recruiters and leaders can:Optimise their desks and business - and she has a handy checklist to help!Change: How can you manage change?Perform: How can you improve performance?...And we discussed which skills are crucial for recruiters and leaders.Change isn't about "everything, everywhere, all at once..." Now more than ever improving performance is a key goal - but what works?Time to Drive (Not Be A Passenger!)You need to drive your candidates, clients, and colleagues (your 3Cs).Look out for key takeaways Vanessa has for you. What can you action now and in the future?Watch the trailer of my vodcast with Vanessa...The full vodcast, along with other great sales and recruitment training, can be found on our training platform Recruitment HIIT.SIGN UP FOR YOUR FREE HIIT TRIAL
How to Get Your Recruitment Data Clean and Automated

We know that your recruitment data health makes or breaks your pipeline. Dirty data means more reliance on external systems and data sources just to find what you should already have. Plus it really slows down your placement and billing cycles, and costs you more!This Bullhorn Automation webinar recording has the sexy topic of data: health, hygiene, monetisation.This webinar recording helps you assess how to achieve data health (and thus business health) either manually, or by using automation. It's a great watch with lots of tips whether you have Bullhorn Automation or not.Clean Up Your Recruitment Data So You Can Sell And Grow!In this recruitment automation webinar we talk about tools and techniques you can use to get your data, clean, healthy, and valuable. This is a great webinar if:You need to improve your data health.You need to reduce costs of and time on LinkedIn Recruiter and Job Boards.You need tips to help you manually clean your recruitment data.You need tips on how to "automate the clean".You are curious about automation, and want to know more about it can help you.You are just starting out with automation and want to "nail it".Or you have automation already but need to take it to the next level and feel that your data health gets in the way of going "turbo".Data is your gold, your oil - it's a precious resource. It lasts longer than your employees (sorry) but it also gets in the way of a sustainable recruitment business. Stats to Focus You on Cleaning Your Recruitment DataManage your candidate and client data well and you make money from it. Manage your recruitment data poorly and the tech giants make money from you! (Linkedin / Job Boards.) Data degrades at 2% / month (a huge 25% a year). Dirty data can reduce revenue by 12%. Effective use of CRM can boost sales by 29% and productivity 34%. Let's get your data clean, and automated!Watch Our "Clean Up Your Data" WebinarRegister for our future webinars, and watch previous webinar recordings here...Turbo Data CleanHey - Are you dirty? We're offering a new service to Bullhorn Automation clients.Dirty data costs money, time, sanity, and prevents growth. Our new “Turbo Clean” service will speedily clean and monetise your Bullhorn data so you can improve performance.Arrange A Free Consultation
Automation Mythbusted - The Reality of Recruitment Automation

There are a lot of myths about recruitment automation, what it is, and how it's implemented. These myths prevent recruitment businesses who need to scale / grow / have head space / bill more, make real progress.Read more, and watch our 5-minute mythbusting video for insight on the reality of recruitment automation and how it's a giant-killer, playing field leveller, and sales enabler.Recruitment automation (not to be belittled by the mere "marketing automation") is allowing many recruiters to save money, time, headspace, and...Weaponise their data.Speed up their placements.Sell more. Plus more...But like all advances in tech, there are myths and legends which surround it.Myths like:It's a time-consuming beast of a project.You need a full-time employee to implement it.Once live it's a full-time job to manage it.If you can't go "big bang", don't bother!I chatted with Wayne (AKA "The Automator") and Jay (from Bullhorn) about these myths versus the reality. What is the reality of implementing recruitment automation?Automation Myths... Busted!We chatted about:What really happens during an implementation?What do you gain (and what do you lose) when you automate?How can you start your project with a small number of powerful automations to give you breathing space and reduce reliance on expensive 3rd party systems like LinkedIn Recruiter and Job Boards?What does a good "cadence" of automations look like?This short myth-busting video is a must-watch for recruiters big, small, and cute, who need head space, easier and cheaper sourcing, reduced reliance on Linkedin and job boards, stronger pipelines, and happier recruiters.Watch our "Automation - Mythbusted" Chat Automation, Training, Bullhorn1stWe're a passionate team of recruitment, tech, training professionals set on helping ambitious recruitment businesses, big and small, improve speed and pipeline.For help with Automation, creating a Bullhorn1st culture, and Recruitment Training...CONTACT US
How Can Recruiters Use Data to Drive Performance?

Recruiters - Your data is one of your most important assets. Data coupled with your time, your process, and your wit, can make for a super slick and profitable recruitment process. But if you don’t know your numbers, and you don’t work your data, you are simply a recruitment administrator, being busy, but not being very effective. In my vodcast with Tracey O’Neill from The Data Consultant we chatted about how you can: Work your data. Control your process. Be a profitable Recruitment Consultant and Leader.Whether you’re a recruitment leader wanting a sustainable recruitment business with high-performing recruiters, or a recruiter that wants to run a successful recruitment desk, this vodcast is a great listen (or watch).Sexy / Clients / RoEI chatted with Tracey about how to use data to be a more effective recruiter:Data: A sexy asset which can drive your recruitment candidate and sales pipeline.Clients: Own their data, work it, and drive your relationships!RoE: What is it and what's it got to do with data and recruitment?What key takeaways does Tracey have for recruiters and recruitment leaders regarding how they can use data to run their desks and businesses?Recruitment leaders and recruiters – buckle up and get at least one takeaway to help you improve performance.Watch the trailer of my vodcast with Tracey...The full vodcast, along with other great sales and recruitment training, can be found on our training platform Recruitment HIIT.SIGN UP FOR YOUR FREE HIIT TRIAL
How to Weaponise Your Recruitment Data with Analytics

Recruiters are drowning in data and this makes them unproductive. It’s paralysing. Whether you’re a recruitment leader wanting a sustainable recruitment business with high-performing recruiters, or a recruiter who wants to run a successful recruitment desk, this workout on Recruitment HIIT is a great listen (or watch). I've added a snapshot below.Too Much Recruitment Data, Not Enough Performance? We know the recruitment data stats: 72% of the candidates placed are on your Bullhorn CRM before you spend time and money sourcing them externally. The best candidates are off the market in 10 days If a recruiter has 10 jobs, they’ll likely only place 2 These recruitment stats make recruitment a process of luck and sometimes hope! I’m joined by the mighty Andy Hill from Bullhorn Analytics. We talked about weaponising recruitment data. We looked at how recruiters can use data to be more productive, improve recruiter performance, and make some money. I asked Andy some questions: The role of the recruiter is evolving, and data is at the centre. How does Andy feel about how recruiters should evolve to capitalise on your Bullhorn data? What skills does Andy feel recruiters need to be effective? What do recruitment leaders need to stop doing? What is a recruiter’s “real” job? Andy talks about tridents and bows and arrows (and data) –what’s that got to do with recruitment? What key takeaways does Andy have for recruiters and recruitment leaders regarding how they can use data to run their desks and businesses? Recruitment leaders and recruiters – buckle up! Listen/watch, and whether you have an analytics tool or not, get at least one takeaway to help you improve performance. Watch the trailer of my vodcast with Andy...The full vodcast, along with other great sales and recruitment and Analytics training, can be found on our training platform Recruitment HIIT.SIGN UP FOR YOUR FREE HIIT TRIAL
How Can You Improve Recruiter Productivity with Automation?

There's always room for improved productivity in recruitment. This Bullhorn Automation webinar gave some great tips on how to use automation to drive productivity and performance.Speedier sourcing, stronger BD, quicker time to hire, or stronger relationships driving stronger accounts, are key goals for many recruitment leaders and their recruiters. However, with too much tech and data, and not enough automation, recruitment is often an "everything, everywhere, all at once" sector. And being more productive just means working longer hours, or buying more tech that you haven't got the time to get ROI from.Automation Is a Time MachineAutomation isn't new - we've had it since the dawn of time. But in recruitment, it's a recent game-changer!Smart! Automation can create a super-smart recruitment process. Warm! Automation can keep your candidates and clients happy (and warm).Sustainable! Automation can make you and your team and time more sustainable.Along with our Bullhorn Productivity Tips for Recruiters webinar, we ran this webinar which was devoted to automation and how it can be used to help recruiters and their leaders improve productivity. I chatted about at least 5 automations you can build straight away which will drive speed, pipeline, and happiness.Watch my latest Bullhorn Automation webinar where I explored how to use Bullhorn Automation to:Treat your Bullhorn database like a community (not a data dump).Reduce reliance on expensive 3rd party systems like LinkedIn Recruiter and Job Boards.Help your recruiters become more organised and effective.Shortlist candidates at speed - nice!Watch Our Automated Productivity WebinarAutomation 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 Can You Place More Candidates Quicker?

I recently spoke in Bullhorn’s Connected Recruiting Series. The topic was “Connected Recruiting: Attract, Engage, Onboard, and Nurture Your Talent Like Never Before”. They wanted my insight into how to nurture your current recruiting database and increase redeployment rates.Recruitment tech has evolved in the 24 years I’ve been in the recruitment industry. In recent years, my team have enabled over 400 recruitment businesses to do what we call "Bullhorn1st" and automate their sourcing, screening, sales, and placements. I’ve seen and learned a lot about data, recruitment, automation, tech, and what makes for a profitable recruitment process.Here are the highlights of what we discussed on the webinar and you can watch the webinar here.1. Too Much Data, Not Enough PipelineRecruiters often have great data (often too much data) and are not monetising it.They are sourcing it, advertising for it, buying it, scraping it, gathering it, storing it, but not nurturing it into sustainable fees.They are reliant on systems outside of their CRM and this creates lag, cost, and risk.Is this you?There’s not enough strategy in managing their data. There’s not enough focus.Data isn’t seen as valuable unless it has value today! Candidate applications and client leads often fail to convert, if not converted immediately. And often recruiters have way too much data to manage. Dunbar’s theory is that you are limited to the number of relationships that you can actively maintain. Recruiters need to get real with their data.2. All the Gear, No Idea!Plus, often there’s not enough specialist knowledge (or confidence) for recruiters to speak about their niche in the spaces where your candidates and clients are.The majority of millennials and GenZs expect an omni-channel approach, not just phone and email. Read Bullhorn's Grid report for more insight on this.Why are recruiters often silent where their communities are?Is it because recruiters have too much data and not enough process? Perhaps!They may not understand how to manage their data, or engage with these “new” channels, and opt for a “start at the top” and “get on the phone” approach.That strategy isn’t sustainable when the average recruiter has thousands of records which they are supposed to manage and monetise. Plus, even if they have the tech which could drive a great experience, they haven’t always had the training they need to use this tech.The volume of data recruiters have access to, and the tech they are expected to communicate with, has created something beyond a mere numbers game.Distraction, FOMO, and procrastination are rife. Plus, there’s still an unnecessary reliance on LinkedIn and job boards which drives up cost, slows you down, and enables your competition to sneak past you.3. Leads Generated – Sales SuppressedI’ve also learned that recruiters are great at lead gen… but often not so great at converting these leads.Leads, on average, last 48 hours. It takes on average 8-15 interactions to convert – BUT 85% of recruiters give up after 3 attempts.Again, this numbers game and lack of tenacity, process, and urgency is generating more losses than wins.4. It's All About the Journey, and Dunbar!What’s the fix?I see too much effort at the start of the candidate and client relationship, whether it be adverts, application acknowledgements, screening, job qualification. I see nowhere near enough engagement and nurturing after “hello”. Again we have a lot to learn from Dunbar.Why? This is normally down to 3 things:Too much data.Not enough process.A lack of understanding of what candidates and clients want (and need).AI and automation will really help you kick the butt of points 1 and 2 above. Bullhorn’s recent GRID report tells us what candidates expect and helps you with point 3, too:62% of candidates quit when the process takes “too long” – and in my experience this is often down to a lack of expectation management (and communication).60% of candidates expect weekly contact from recruiters.¾ of candidates expect to be placed in a new job within 4 weeks.And most of them will expect communication beyond email – via an omnichannel approach.TakeawaysData = Asset: Treat your data like your most valuable asset. Less hoarding, more placing.Get real: Understand the limits of what a recruiter can do with their day and data. Less is more.Monetise: Use tech to keep data warm and monetise it. Give your community what it wants!Free up: Use tech to free up your recruiters to do what they are paid to do.You can watch all of Bullhorn’s Connect Recruiting series here. Automation, Training, Bullhorn1stWe're a passionate team of recruitment, tech, training professionals set on helping ambitious recruitment businesses, big and small, improve speed and pipeline.For help with Automation, creating a Bullhorn1st culture, and Recruitment Training...CONTACT US
How Can You Automate Your Account Management and Increase Sales?

Sales - BD and account management - are top goals for recruiters.Are you using automation to DRIVE your sales? Watch our free webinar and get some easy wins to help you generate some easy wins!Downsize? Scale? I'm OK?Whether you are downsizing, or trying to scale, you need an automated account management process. Being complacent about sales, or bashing the phones in panic, does not make for a sustainable stress-free recruitment business.If you have Bullhorn Automation, or are considering it, there's plenty it can do to help you drive, secure, optimise, and maximise client relationships.BD is great - but account management may be better! Who wants cold, when you can be HOT?!5 Ways to Drive, Secure, and Optimise Your AccountsOur last Bullhorn Automation webinar focused on Sales. I covered why you need to automate sales, and some ideas for how to automate. Watch it here.In this webinar I zoned in on the clients you already have - the current and lapsed - and explored how you can drive them smarter with automation.Plus - your key goal with automation should be to improve recruiter productivity. You need to generate some serious heat from your Bullhorn data. This will help create focus and revenue-generating activity.Watch my latest Bullhorn Automation webinar where I explored how to:Automate your BDStrengthen your client relationships (and pipeline)Reduce reliance on third-party systems, andImprove recruiter productivity and happiness!And I talked about 5 of my favourite automations to help you turbo boost your account management and thus sales!Watch Our Account Management Automation WebinarNeed 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 WEBINARSAutomation, Training, Bullhorn1stWe're a passionate team of recruitment, tech, training professionals set on helping ambitious recruitment businesses, big and small, improve speed and pipeline.For help with Automation, creating a Bullhorn1st culture, and Recruitment Training...CONTACT US
How Can Recruiters Be More Targeted with Their Time? Analytics

Recruiters have limited time to make a difference to their candidates, clients, colleagues, and pipeline. But this is the year when agile and focused performance is critical. But with so many systems, often too much data, being focused and targeted is hard.Everything, Everywhere, All At Once!Recruiters are often pulled in multiple directions all at once. Keeping candidates and clients happy, whilst navigating multiple platforms and dirty data sets, makes for a hopeful strategy. All of this is during a year where minds are being changed at speed.But ironically, recruiters have the data which can help target their time. And if analysed, data tells the truth:It speaks of past performanceIt predicts future performanceBut, in some recruitment businesses the truth hurts. Recruiters should be using analytics to tell the truth, then improve their performance. In the very least they could be using data to look for quick wins and business opportunities to, for example, recycle contractors, and focus their time on at-risk clients for repeat business.Recruitment Leaders Navigating Through Tough TimesRecruitment leaders could be using analytics to manage and lead their teams - and help them navigate through troubled times.Recent years have seen a seismic shift in the recruiting market. 1. Experienced recruiters leaving the market and taking their knowledge with them.2. Lots of new startups resulting from larger recruiters downsizing. 3. Recruitment leaders have likely scaled quickly, and during a booming year. New recruiters, new problems.This leaves knowledge gaps, process gaps, and opportunities for a 'spray and pray' approach to recruitment. This can only be fixed by luck and an active and analytical approach by leaders.Leadership would be wise to not wait for luck, but to analyse, automate, enable their recruiters, and yell "let's do this!"Let's Do This!As I'm writing this blog, I'm getting excited for my clients who have not shied away from the data. They are automating it, de-administrating their recruiters, and creating space for best practice and training. I'm also worried about the recruitment leaders who have heads in hands saying "make it stop". I get that, but now is the time to get suited-up and get cracking with the data, the analytics, the performance.Watch the trailer of my vodcast with Andy...Analytics, Automation, Training, Bullhorn1stWe're a passionate team of recruitment, tech, training professionals set on helping ambitious recruitment businesses, big and small, improve speed and pipeline.Contact us for help with Automation, creating a Bullhorn1st culture, and Recruitment Training. Click For Free Analytics Training