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Marketers who feel “unloved” or “worked” in the wrong way will totally get this blog, and likely forward to their leaders and recruiters. Recruitment Leaders and recruiters need to read this blog if hey feel that they are not making money from marketing!
Recruitment Marketing and Sales are Disconnected
I recently had dinner with a recruitment leader (anonymous) and we were talking about her goals for the year…
Profit, Effectiveness, ROI, CRM Upgrade, Marketing…
Or rather she said:
I want to get more ROI from my colouring-in department!
In my recruitment marketing mentoring programs I often come across Recruitment Marketing departments who are disconnected from Sales – disconnected enough to warrant a (healthy) scepticism. This is often demonstrated by graphs showing community sizes rather than fees generated from marketing activities.
Why? I often find that this is due to a complete lack of understanding (by Sales) of what Marketing is there for. Marketing are often not expected to generate leads, and if they do, Sales sometimes don’t stop cold calling long enough to convert them, or feedback to Marketing on improving the lead criteria.
Who Cares About Your LinkedIn Followers? I Want Candidates to Apply for Jobs, and Clients to Pay Invoices
We all know Greg Savage. We even had a webinar dedicated to (our invented) Greg Savage day. He has numerous sound bites, one of which is so pertinent to this:
Those of you getting your staff to compete over cold calls are competing over who can piss off the most prospects… Cold calls? Warm calls are better.
Now warm calls are not generated by radiators or working in hot climates – they are generated by marketing (delivered by Sales and Marketing).
Marketing is all about being in the peripheral vision of your talent and clients – content, events, great job adverts…
Marketing should rule lead generation – not simply colour it in!
If you agree with Greg (as my clients do) that this year is about recruiters being more focused marketers, and you agree with me…
If you’re a marketer it’s about recruiters… if you’re a recruiter it’s about marketing.
Then you need to either radically change your perception of your colouring in department, or hire a new more sales-focussed one. It’s all about ROI!
5 Things You Can Do to Get Your Marketing Department to Put Their Crayons Down (and Generate ROI)
Tell them who your target clients are – seriously, they’ll love knowing and they’ll get super giddy when they see these clients surfing your website and engaging with their content.
Give them a budget to generate leads. Even as an IT Director in my younger days, my Commercial Director said “I’ll give you £1 as long as you make me £2!”
Put down the cold call and demand a list of warm calls.
Stop jumping out of your cave with your club looking for the Woolly Mammoth and start looking to be stroked. Are you so busy chasing that you can’t see who’s looking at you?
Get a lead from your marketing department and it’s not worth your time? Feedback and demand better (nicely).
Marketing ROI is About Perception and Expectation
Recruitment marketers need to “get” Sales, generate leads, demonstrate value and get into the thick of growing a business.
Recruiters need to “get” that Marketing (with a big and small m) is intrinsically part of the sales process, not simply a pretty logo, website, LinkedIn Recruiter Licence sign off, etc…
And when Marketing generates super leads for you, convert them into sales please, then tell Marketing how much money they have helped you take home that month, say thanks, and don’t be surprised if they log that somewhere and remind you of it regularly.
I train and mentor recruitment marketers to generate the 4Cs: candidates, clients, colleagues and cash.
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Lisa Jones
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How to Maximise the Productivity of Your Remote Recruiters
The recruitment world has changed—and whether your team is hybrid, remote-first, or fully virtual, one thing hasn’t: performance still matters. But without the buzz of an office, the whiteboards, and the shoulder taps, the Mars Bar incentives, how do you keep productivity high without becoming a recruitment micromanager?With so much tech and data, it's easy for procrastination and "admin-first" mentality to sneak in - and phone and face time with candidates and client suffers - and pipelines are not robust enough.But as a leader of a recruitment team or firm, I bet you're still waiting for the memo on how to manage your teams to max productivity...Here’s are some thoughts on recruitment leaders can set up their remote / hybrid teams for success—with clarity, connection, and commercial focus.1. Shift the Focus to Outcomes, Not HoursThe most productive recruiters aren’t always the ones who log on early or appear busy all day—they’re the ones who deliver results. Set expectations around outcomes: interviews booked, candidates submitted, jobs filled. Productivity isn’t about presenteeism; it’s about performance.You can call these KPIs, or simply "brilliant basics" - call them what you need to but, be clear on your goals and expectations. 2. Run Daily Huddles to Set the PaceA short 10–15 minute morning huddle can align the team around daily goals, hot jobs, and potential roadblocks. It keeps activity visible and creates a sense of shared momentum, even across screens. Don't scrimp on these kick offs / cool downs - they are vital to help your team (and you) stay connected.3. Use Dashboards to Drive ConversationsLive dashboards in your CRM (like Bullhorn) are powerful tools—but only if used constructively. Track key KPIs / Analytics / deliverables like CVs sent, interviews scheduled, and pipeline activity. Ensure that your tech can easily track these goals to ensure that your CRM/ATS is a single source of truth.4. Coach in the MomentFeedback shouldn't wait for end-of-week reviews. If a recruiter is struggling with outreach, sourcing, or conversion—jump on a quick call or screen-share. Remote doesn’t have to mean distant.5. Over-Communicate (Yes, Really)In an office, information travels quickly. Remotely, you need to be intentional. Encourage regular Slack / MS Teams / Zoom etc... updates, team chats, even voice notes. It’s not about overloading people—it’s about keeping everyone in the loop and engaged.6. Structure the Day for SuccessHelp recruiters design their day with clear time blocks: sourcing, BD, admin, follow-up. Get these diarised and transparent. Without the natural rhythm of an office, distractions creep in. Time-blocking restores focus.7. Celebrate the Small WinsThat candidate who finally returned the call? The new job lead from an old client? Shout it out! Wins matter more than ever when working remotely—recognition drives motivation and retention.We recommend, for example, an MS Teams channel devoted to team / people successes. And ensure that the team feel empowered to shout out each other's successes.8. Check In (Not Just Check On)Don’t just ask for numbers. It's too easy, when managing people remotely, to focus on the work outputs - as a leader you need to be better / different. Ask how they’re doing. Engage in what makes them tick. Remote work can feel isolating, for both you an them, especially in high-pressure sales environments. Regular check-ins help uncover hidden blockers—and show that you care.9. Give Them the Right Tools (and Training)Make sure your recruiters and resourcers have access to the tools they need—video calling platforms, up-to-date CRM access, and workflow automation. Then layer in continuous training so they can use the tools confidently and commercially. This is especially important if you have AI / Autoamtion tools. Training on the why, as well as the how, can be empowering and drive change quicker. Simply turning them on with minimal training risks "buy-out".10. Keep the Culture AliveFrom monthly leaderboards to virtual quizzes and Friday wrap-ups, make space for team bonding. How about a weekly quiz, using Kahoot or MS Teams, and each week a different team member runs it? High-performing teams thrive on connection—don’t let geography erode your culture.Final Thought: Set the Standard, Then Drive ItRemote recruitment teams thrive when there’s clarity and consistency.Create a simple “how we work” playbook—when check-ins happen, how KPIs are tracked, what good looks like.Then empower your recruiters to own their day, backed by your coaching and tools.The market won’t wait—and neither should your recruitment team. Productivity is a habit, and with the right leadership, remote recruiters can be a super-powerful asset.Want help building a remote recruitment process or smarter Bullhorn workflows? Let’s talk. I offer free consultations to help leaders like you unlock better performance—wherever your team logs in from.BOOK YOUR FREE CONSULTATION
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Wayne Barclay
Blog
Why Recruitment Data Health is Critical, 3 Ways to Long-Term Data Wealth
Recruitment and it's tech is moving faster than ever. But if your ATS/CRM is full of duplicates, outdated records, or incomplete contact details, you’re not just losing time—you’re losing revenue.Plus, Lisa recently attended Bullhorn's Automation and AI summit and the key "disabler" for engaging effectively with automation and AI was data health (or lack of!)Data Stealth or Data Wealth?As a recruitment leader, you rely on your CRM to power your recruiters' productivity, candidate/client experience, and bottom-line performance. But how confident are you in the health / quality of your data?Why does data health matter?💩 30% of CRM data becomes outdated each year🐌 Recruiters lose 4.3 hours/week to manual data issues📉 Dirty data can slash revenue by 12%😱 51% of UK firms say their CRM data isn't accurate enough to use🤒 Only 30% of CRM records are fully up to date🥳 Clean data boosts productivity by 14.6%(Sources: IBM / Experian / Bullhorn)In short: Bad data = missed placements, wasted time, lost revenue.If your Recruitment CRM has incomplete profiles, inconsistent job titles, or duplicate records, it’s not just frustrating—it’s slowing your team down.And if your candidate and client pools aren’t engaged, you're working blindfolded, hands tied behind your back, in a storm. (Metaphors galore!)1 Word to Describe Your DataWe asked recruiters to give us one word to describe their Bullhorn data and they said... Oh dear...Pointless Strategies to Clean Your Recruitment DataSome "popular" (but pointless) strategies include:Handing it to a temp / admin with zero sector knowledgeAsking recruiters to do it in their "free time"Ignoring it and piling in more dataThese are great strategies if you have money and time to burn, and data accuracy is not a goal.Our Winning 3-Step TLC Strategy for Data Health and WealthCleaning up your recruitment data involves more than simply giving it a spring clean every now and again. Your data needs to feed today's, tomorrow's, and next year's pipeline.We help recruitment businesses turn messy Bullhorn CRMs into clean, revenue-generating machines with a simple framework:Train recruiters on the “What’s in it for me?” angle so they take ownership of their data.Legacy cleanse: deduplicate, delete, or reactivate cold records.Campaign: engage and enrich new data automatically.No expensive tools. No time-zapping system overhauls. Just smart fixes that work with what you already have.📍 Book a Free Recruitment Data Health ConsultationI’d love to hear how you’re tackling data challenges—and pay it forward with a free 30-minute call to share ideas and insights from the 1000s of recruiters we've work with.Identify quick-win cleanup opportunitiesShare smart tools and automation optionsWhether your recruiters and resourcers struggle with poor candidate matches, too many duplicate records, or “ghost” contacts no one has touched in over a year, we can help you build a practical, recruiter-friendly fix.Ready to clean up your data, reduce costs, and speed up your placements?BOOK YOUR FREE DATA HEALTH CONSULTATION🚀 Why Now?Because recruitment is too competitive to be slowed down by bad data. The difference between making a placement and missing out is often just how quickly and accurately you can find and reach the right person.If your consultants / resourcers are wasting time cleaning up data manually—or worse, avoiding your Bullhorn CRM altogether—this is your chance to fix it for good.Clean recruitment data isn’t a “nice to have”—it’s a competitive advantage. Let’s get yours working the way it should.
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Your Recruitment Training Playbook
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Lisa Jones
Webinar
Recruiter Productivity Series: Optimise Bullhorn Part 4 ~ Place Faster with Less Effort
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Wayne Barclay
Webinar
Automation RoI Webinar Series: Unlock Bullhorn Part 4 ~ Place Faster and Easier
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Wayne Barclay
Webinar
Automation RoI Webinar Series: Unlock Bullhorn Part 3 ~ Sell Faster and Easier
