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Recruiters! “Get on the phone!” That’s what was said in the early 2000s, and continues to be said in every recruitment office across the globe.
But with so many systems (Bullhorn, Adapt, LinkedIn, Job Boards – and a plethora of other systems designed to help you source, scrape, spy), where on earth should a recruiter start? How are you supposed to get on the phone when you are surrounded by tech? Here are some tips recruiters love from my Inbound Sales Training Workshop.
How to Get a Recruiter on the Phone – HIIT Them!
Recruitment Leaders want their teams on the phone more. Recruiters often want to be on the phone, but need a purpose for the call, and they’re being distracted by systems and software. They need some inbound sales to kick start the sales process.
I’ve been talking about HIIT (high intensity interval training) for a while. I am a Joe Wicks devotee, a gym fanatic with a PT who has made me sweat in places I didn’t know I had places. I’m addicted to logging my workouts – my Garmin is one of my most useful bits of tech. As a multi-tasker HIIT is a gift.
We use HIIT in our recruitment training to help recruiters get value from their time – we’ve found that this new approach to recruitment training is a massive improvement. You just don’t want to be away from your desk for 4-6 hours. The forgetting curve is a recruiter’s enemy. You need a high intensity, passionate training session to get the blood pumping and the sales coming – and to make your training stick!
I have created a 9-minute HIIT for Recruiters to help you get on the phone. It’s nine, 1-minute hacks to drive more purposeful calls. Get in for 08:30, get a strong coffee, warm up, set your watch, and get started!
3-2-1 Recruiters! Go!
1. Check your LinkedIn SSI (social selling index) – it’s free, and has tips to help you improve your approach. This takes less than a minute. Quickly check – don’t get distracted. Make a note of where you need to improve, then, move to exercise 2.
2. Now you need to spend 1 minute attracting attention from the people you want to sell to (and get the CV of). You claim you are a niche recruiter – now’s the time to prove it. Spend 1 minute sharing some content that they are likely to look at, that once they have looked are likely to look at your profile. (And you’ll see them do it and can add to your call list.)
3. Repost your top jobs in 1 minute. No-one is staring at your profile all day, so you’re unlikely to wind anyone up by sharing jobs every day. Get cracking – you need job applications and you won’t get them by posting them once and walking away for 30 days!
4. Whilst you’re posting content and jobs think about my hack for getting the damn things read and actioned! Spending 1 minute whispering will get you nowhere. Be smart and get noticed – try my LinkedIn posting hacks:
“The doctors in my medical community with love this post about the best apps for medical professionals – I especially love # 5”.
Trust me, recruiters! This will attract doctors, market your brand and get them wanting to know what # 5 is. Click bait!
“This a great job for IT Managers who want to work in a business with the best hardware and a bought-in board of Directors who really get what IT can do for a business”.
Recruiters – mention the pain points of your community and they’ll read your job adverts. (More job advert hacks here)
5. There’s plenty of things a recruiter can do one-handed ;-)! And sourcing is one of them. You do not need lengthy boolean strings to pickle your brain and test your patience. There are at least 13 places in LinkedIn where you can source with one hand (and two eyes). Try areas like your home page, the pages of your ideal candidates – look for “people like” etc… and who has liked the content of your competitors / clients. These are warm gifts, not cold calls! damn! Get on the phone and source one-handed at the same time… it’s possible!
6. Right – I know you think know how to connect, but I have a hack for you to get you super-effective. When you send your ideal connection an invite, add some content which gets your contact hooked. If it’s from your website, rock n’ roll! Ask your marketer to set up something like Leadfeeder – this tells you who has been to your website. You should have a target list of people you want to convert. Send them your content, see if they bite. Add them to your call list if they do. Rinse and repeat if they don’t!
Try this TURBO in your HIIT, recruiters! I have worked with a few recruiters using Calendly… a really cute (free) bit of kit that shows your prospects areas of your diary that you want them to book for a call. Send them a link with some call date options. Let them know (think) that that they are in charge. Without lifting a finger, fill your diary with your target’s interview appointments! This is one of my favourite Recruiter Hacks.
“Hi Uzma, I’m sending you this link as I have a role that I know you’ll be great at and it has such a great benefits package and training and development opportunities. Feel free to book a call with me at a time to suit you.”
7. Spend 1 minute getting under the skin of your prospects. Use Crystal Knows to study the profiles of your prospects, and use the tips it gives you for how to convert them. It’s a scarily accurate profiler!
8. We all know that video is the biggest thing to hit the web, and its going to the biggest thing to help you convert. Try Loom to record a 30 second “hi” video that you can send to your prospects.
Get an ideal client’s job advert on your screen and talk to them about the candidates you have for them.
“Hi Luke, I see that you’re looking for a Project Manager. I work in your field and understand how crucial this role must be fore you. I have currently got 5 candidates that I know would be a great asset to your business.”
Get your prospect candidate on your screen and record
“Hi, Emily. I can see that you are a ###, and that you get a kick out of ###. I’d love to talk to you about ###…”
Sending someone a video about themselves, with your face in the bottom left, and you’re talking to them – they’ll be hooked!
9. Spend 1 minute checking your LinkedIn notifications (bell, top right!) Look for birthdays, promotions, who’s viewed your profile, who’s liked your content. All of the stuff you’ve done above will be reaping rewards. Grab these leads. Add this to your call list.
Recruiters! It’s not even 09:00 and you’re ready to rock!
Get on the Phone and Sell, Recruiters
We deliver these recruiter hacks as part of our Inbound Sales Training Workshops. Contact me if you want to not only get your recruiters on the phone, but also generating some genuine and convertible leads.
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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
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Wayne Barclay
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