Recruitment leaders wanting to improve the performance of their recruiters has never been a more valid goal.
Perhaps you’re looking to scale your recruitment business this year?
Or stay the same size, but do more with what you already have (people, data, systems)?
Don’t mess up the chance to improve recruiter performance by ignoring what’s “between the chair and the keyboard”. You need an agile, cost-effective, inclusive recruitment training solution, to improve / scale / protect your recruitment business.
(If you have an online recruitment training platform already, try our online learning engagement tips to ensure you generate ROI! And read below for a pep talk on how you can get buy-in for your recruitment LMS.)
Improving Recruiter Performance Has Never Been Easier
I’ve written about Kaizen, 1% marginal gains, and improving recruiter performance. I've presented at the Recruitment Agency Expo about improving recruiter performance with automation.
Kaizen is about standards, reduced waste, high-performance - which is a passion for my clients.
Now is the perfect opportunity for recruitment leaders to "Kaizen".
Scale at Speed – Improve Performance
Before the pandemic, 70% of recruiters admitted that they didn’t have enough training. Even if that's not true of your recruitment business, it’s likely since 2020 you’ve been “a little” distracted to focus on totally fixing recruiter performance.
Recruitment training is obviously key…
But your goals for training are often not achieved by traditional training and recruitment coaching. (And often the only people who get full ROI from training are those who deliver it and charge you for it.)
Now with systems evolution, data volumes, and hybrid working, a new approach is needed.
… This is where online training steals the march.
6 Reasons Why Online Recruitment Training is a Must
1. It's Cheaper and Agile🤑
You can either spend £€$1,000s getting recruiters in the same place at the same time, turn off the phones, worry about missed opportunities, and run a “let’s hope this works” recruitment training session.
Or
You can give your recruiters access to an online recruiter training platform (LMS) where they can learn and relearn when they want, where they want, stress-free.
Online training platforms can be accessed throughout the year, 24/7, and they are normally cheaper than other training/trainers.
You're likely looking for stronger screening and job qualification, improving CRM adoption, and reduced reliance on job boards. Use cost-effective online learning to create best-practice agility.
2. Less Reliance on You – Less Stress😱
This is definitely a year to be working on your business, so the time-consuming task of you and your managers training new starters needs a rethink. I spoke with a recruitment manager recently who admitted 2 things:
She didn’t know Bullhorn well enough to train her new starter (a common case study).
When she hired a new recruiter, her fees dropped significantly for 3 months.
Online recruitment training helped her rapidly re-skill, and took away the pressure of onboarding new recruiters. Online learning provided the training for her rookies, and she did the coaching and bingo! The rookies started billing quicker too!
It's gold dust for me when I get a new starter. I save huge amounts of time when onboarding them. I can still run my desk. (And, Recruitment HIIT has opened my eyes to how I can use Bullhorn, too.)
3. More Effective💪
Online learning boasts retention rates at a massive 60% (compared to 10% traditional training) and you learn 5 x more with online learning.
Plus, learning at your desk – in the environment where you are delivering your job – is more effective.
Online learning is often minutes not hours. I know in recruitment speed is just as important as pipeline.
Yes, we’ve all had horrific, disengaging, online learning experiences. Don’t let past experiences prevent future gains. Plus new recruiters prefer online.
Whether it’s increased sourcing speed, or improving CV to Interview ratios, you need quick, self-serve effective recruitment training. You can’t afford to not improve.
I am building trust quickly and becoming more efficient. HIIT has created flexibility for me to train myself at my desk whilst I am doing my job. And I can quickly re-fresh the training whenever I want.
4. It’s “Just in Time” and Easier⌚
Freeing up a team of busy recruiters, and getting them all synchronised and focussed is a tough gig.
Why disrupt your recruiters when they can log on for 5 minutes, learn a new recruiting hack, log off, and get back on the phone and practice what they’ve learned?
“Always on”, continuous learning for recruiters is key to creating accountability and a sense of recruiters feeling in control of their careers.
Got a counteroffer? Login and complete a 5-minute workout to tackle it head-on. A recruiter told me:
I got a counteroffer. I went back to the online training I'd already completed. I took notes which helped me get back on the phone and ensure that the candidate was attracted by the role, not the money.
5. It’s Inclusive, Hybrid and Remote Friendly🟰
I get that managing a remote/hybrid recruitment team is challenging.
Maintaining standards, keeping everyone engaged, and delivering “your way” was tough enough pre-pandemic.
Now, with online learning tools, you have a chance to attract, engage, and nurture your recruiters. (Neat tip: with online training, you can give your recruiters access to their online training platform before they even start to ensure that they stay engaged and don’t drop out.)
Plus, if your training platform is gamified, your recruiters will see each other online and feel more connected. You’re creating a community for your potentially disconnected recruiters.
6. Prevents Churn 💩
Glib quotes around not training recruiters and having them stay are not needed here.
Acknowledge that recruiters crave training and will leave without it. In fact, a whopping 2/3 of people leave due to lack of training.
The last thing any recruitment leader needs right now is to lose valuable recruiters, or indeed take too long to train new starters.
I left my previous recruitment job as I didn’t have enough training. HIIT is priceless. It gives me that edge over other recruiters.
More Reasons Online Recruitment Training Works
Other viable reasons why online training is crucial in recruitment. Recruitment training:
Gives recruiters control – accountability.
Better for the environment.
Gamification drives engagement and performance.
Flexible and mobile – where you want, when you want.
Self-paced – different people learn at different speeds hence you need to allow for that.
Improves the ROI from your internal training. Trainers can focus more on coaching performance rather than repeatedly training new recruits - blended learning works.
Final Word on Recruitment Training
Whether you’re looking to improve your recruiter performance, generate ROI from your people, data, systems, or just create a better experience for your candidates and clients, training is crucial.
Just be sure that the recruiter training you buy is engaging, easy, self-serve, relieves stress and pressure on you and your team, and is cost-effective.
And if you have an online platform already, try our online learning engagement tips to ensure you generate ROI from that!
...Talking of Online Recruitment Training...
Recruitment HIIT trains recruiters and resourcers so you can speedily onboard new starters, and improve the performance of experienced recruiters.
Bullhorn hacks, job qualification, screening, sourcing, job advertising, and counteroffer immunity, are just some of the 5-minute topics recruiters love.
TRY RECRUITMENT HIIT FREE
DOWNLOAD YOUR RECRUITMENT TRAINING PLAYBOOK
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