Recruitment Leaders buy a website not because they have better things to spend their money on, but because they need to generate the 3Cs – candidates, client and colleagues – oh and a small matter of cash (4th c!) Recruitment marketers need their website to make them look good, and make generating candidates and leads easier.
Does your Recruitment Website Generate Leads, or just Clicks?
Every recruitment website should have either Google Analytics or at least some way of measuring hits, time spent on your site, which jobs your candidate clicked on to, which case studies your clients read, whether a recruiter came to your Work for Us page – and for how long, where the surfer was located… (a long time ago in a galaxy far, far away…)
But did you know that Google can tell you some other pretty exciting stuff about the makeup of your candidates, clients and colleagues, (ewoks and wookies)? And it can also tell you the secret formula (The Force) to winning your candidates’ and clients’ hearts and minds? In other words, it tells you who they are, where they are, what devices they are using to access your site, which browser (blaster) they use to find you, and so on.
Devices Are Really Exciting!
Here’s something not a lot of people have talked about (including the mighty Yoda!). I was with a client recently and we were reviewing their website’s Google Analytics. We discovered that over 50% of the 40% of their surfers were using Apple devices.
Translation: 20% (1 in 5) of their surfers were using an Apple device. Translation: A significant amount… so significant that the next stat on the list was Samsung S9 at 5% – hence a lot of people are using Apple to access my client’s site. They are now penning some “Best Apps Every Engineer Needs for Their iPhone” blogs etc… to attract their ideal engineering candidates.
This data is gold dust! I’m not sure we got to light sabres, but I bet it was a few!
Surfing whilst sitting on the toilet playing holographic chess with a wookie
I’ve done a lot of recruiter polls and a recent one I did proved that: male recruiters are more likely to do business whilst doing their business on the loo (toilet for our non-UK friends!).
Your Google Stats Tell You About Me
So, I am surfing your site, I am holding my device. My device gets more me-time than my husband and kids. It gets more me-time than my hair, face, car, Millennium Falcon – it IS me – so when I use it to surf you, I am giving you a monstrous clue about what I care about, about what gets me through the day, what organises my time, what directs me, when to jump to light speed: it speaks, I listen!
I Am in Love With My Device!
I care about my phone! Am I unusual? I don’t think so… when was the last time you left the house without your phone, got to work and said, “Oh dear! I’ve left my phone at home, oh never mind, I’ll deal with that when I get home!”? And then proceeded to have a stress-free day and forget all about it! How would Luke have coped without R2D2 in Empire Strikes back? (You could see what he has to say about this with a fab R2D2 translation website I found recently!)
Oh no! It’s more akin to you trying to behave like you haven’t had your right hand cut off (Luke!), whilst not behaving irrationally, fear of missing out #FOMO, and downright panicking that if people can’t get hold of you the world will end (missed calls, missed placements, missed targets, you’ll not find out who your father really is!?)
Talk Dirty to Me
So, if we agree that the average mobile user cares about their device, and Google tells you which device they are using to look at you, then do the maths! Use this data to help you create a communication strategy (Darth Vader’s mind choke!).
If lots of people access your website with an Apple device, talk about Apple! It’s really simple!
Talk about things that will help your surfer – keep them engaged.
You are a niche finance recruiter? Tell accountants which top 10 apps for Apple they should be using! Interim / Contract recruiter? Tell your candidates which apps can help them travel at the speed of light and not spend loads in the process! Jedi temp specialist? Which apps can they use to engage their hyperdrive?
Or You Can Bore Me To Tears
Or you can continue with what many recruiters seem to still be doing right now which is:
To bore me to tears with irrelevant content, (Star Wars Episodes 1-3!)
To sound self-obsessed – talking about themselves all day long… #yawn #NerfHerder!
To be totally silent… (try harder!) #IsAnyoneThere #HelpMeObi
Make Your Marketer a Coffee
Check out your Google Analytics and see what your audience is telling you.
This is just one of a myriad of stats which you can get from Google and if you have 5 minutes you can massively improve the experience your surfers have, and perhaps even take the content plans to a wider social media audience (intergalactic!)
If you don’t have access to your analytics, as your marketing department guards them with their lives, make them a cuppa (they rarely get thanks or intelligent questions) and ask them to do something that they will enjoy, as opposed to you simply thinking they are there to create a PowerPoint presentation for you… Buy them a cake and have a useful conversation with them about who your audience is. This will take you a massive step forward and have a massive impact on your ability to attract Jedi and clients.
Do you know what devices / operating systems / browsers your users surf you from? Find out – it could take you beyond the Forest Moon of Endor!
We don’t just chat about Star Wars all day… we also train recruiters to become more successful with Adapt, Bullhorn, LinkedIn, Inbound Sales, Job Adverts, and Email and Content Marketing.
HIIT Us, Recruiters!
Our high intensity interval training - Recruitment HIIT - helps recruiters source, convert quicker, and develop healthy pipelines, and recruitment marketers attract, engage, and retain candidates, generate leads, and colleagues (3Cs).
TRY RECRUITMENT HIIT
BOOK A CALL TO DISCUSS MARKETING TRAINING
READ ABOUT OUR MARKETING TRAINING
media centre
Read more-
Blog
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
-
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.
-
Downloads
Your Recruitment Training Playbook