Blog Content
Recruiters and leaders — ready to do less admin, less sourcing, and make more placements?
Do you need to be less reliant on LinkedIn and Job Boards, and have a more engaged, valuable database of candidates?
Then Part 1 of our "Optimise Bullhorn" webinar series is for you. We'll fixate on candidate management and engagement.
Let's show you some tips to engage with candidates effortlessly. Let's build stronger relationships using Bullhorn’s nurturing features: communicate, optimise, protect, PLACE! (And repeat!)
💡 Why Candidate Management and Engagement Matters
We asked recruiters about their candidate management strategies. The results?
🙈Most recruiters said their CRM was out of date.
🙉Even more admitted their candidate engagement was reactive at best.
🙊And LinkedIn and job boards still dominate, draining time and budget.
AKA vicious cycle. You source externally, load even more data into Bullhorn, and don't have time to code it. Then your Bullhorn data gets colder and becomes irrelevant, and sourcing becomes slower and costlier. This vicious cycle repeats.
📊 But these candidate management stats tell a different story!
70%+ of placed candidates already exist in your CRM.
It costs 6x more to source a new candidate than to re-engage.
Recruiters spend up to1/3 of their time on admin.
Re-engaged candidates are 2x more likely to be placed.
Now ask yourself: What if that vicious cycle could be flipped into a virtuous circle?
💥 From Vicious to Virtuous: Using Automation to Flip the Recruitment Script
Imagine a virtuous circle where your CRM is rich with warm, engaged talent, that's ready to refer and / or be placed. Oh, what joy to have a robust talent pipeline, and time to effectively manage it!
Join us for this free webinar and learn how to use Bullhorn and smart workflows to build—and sustain—a thriving talent pipeline.
📅 Webinar Highlights
🛠️ Real-Life Bullhorn Tips to Drive Recruitment Workflows:
Communicate en masse!
Advanced searching - the smart way!
Using lists of hot candidates to drive speedy recruitment cycles.
Get organised with some cool Bullhorn features which free you up to do "the good stuff"!
Recruitment leaders! Don’t invest in Bullhorn only to underutilise it and then wonder why you’re not getting results.
Recruiters! Don’t create unnecessary "busyness" with messy data, inefficient workflows, and poor adoption, leading to a lack of return on effort (RoE).
Whether you're new to Bullhorn or looking to refine your ATS/CRM strategy, this webinar series will provide you with actionable tips and real-world insights to immediately benefit your recruitment team.
Watch Part 1 of our Optimise Bullhorn Webinar Series
PS. Want to go even further? Check out our full "Optimise Bullhorn" webinar series.
🔍 Engage, nurture, place, and re-place. Watch the recording
💬 Source faster and easier. Watch the recording
📈 Sell faster and easier. Watch the recording
💡 Place faster and easier. Watch the recording
🎯 Easy BD. Watch the recording
💪 Easy Candidate Management ~ 05 November. Register Now
Recruitment and Bullhorn Training
We deliver the best live Bullhorn ROI webinar training, and you'll find other tips and tricks in Recruitment HIIT, our online recruitment training platform.
Plus, through our Bullhorn Vision service we help generate serious ROI from your Bullhorn, data, and people.
TRY HIIT FREE HERE
CONTACT US ABOUT BULLHORN ROI
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Recruitment Blogs / Tips / Webinars
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Lisa Jones
Blog
Stop Losing Placements: Your 3-Step Plan to Pre-empt the Counter Offer or Drop Out
Every recruitment consultant knows the feeling. You’ve invested weeks building a relationship, found the perfect role, secured the offer, and then... heartbreak! The candidate accepts a counter offer and / or drops out.It’s an emotional and costly recruitment defeat.It seems that the candidates that you spend the most time on, are the ones that are more likely to break your heart.But these dropouts aren't random acts of betrayal; they are the often result of candidates not being educated about the harsh realities of a counter offer.We, as the recruitment industry, have a critical role to play in managing the candidate lifecycle and preventing this pain. We must stop hoping a candidate won't be counter-offered and start actively managing the process.Here is your straightforward guide to preventing counter offers, armed with the data you need to make the case.❓And whilst you read this ask yourself "how can I use Bullhorn to help me prevent counter offers and protect my pipeline?"❓How can you use note templates, emails, messages, tasks to make light work of the process? (Watch our Optimise Bullhorn Part 6 ~ Easy Candidate Management Webinar for tips)💥The Stark Reality: A Counter Offer is a Short-Term FixBefore you can coach a candidate, you need to understand the data. Counter offers and drop outs don't just "suck" for the client and the recruitment consultant, they are detrimental for the candidate as well in the long term.Here are the compelling stats you need to share with your candidate from screening through to offer and start date!Inevitable! 80% of candidates who accept a counter offer leave their current employer within six months.Pointless! 9 out of 10 candidates who accept a counter offer leave within twelve months.Regret! 50% of candidates who accept a counter offer are actively looking for a new job again within 60 days, indicating immediate regret.The primary reason a counter offer is made is financial for the employer, as it can cost up to 213% of an annual salary to replace your candidate.The lesson is clear: A counter offer is almost always a panicked, short-term measure by an employer to avoid the high cost and hassle of an immediate replacement, not a genuine, long-term commitment to the employee’s happiness or career progression. ... And the reasons your candidate wanted to leave in the first place are still there.1️⃣2️⃣3️⃣ Your 3-Step Counter Offer Prevention PlanThe key to preventing dropouts is to pre-empt the counter offer during the initial screening process. You must be proactive and get the candidate to process the scenario before they resign.🙈Step 1: Gather Intel on Company CultureMake it standard practice to gather intelligence on the candidate’s current company during the screening call. This isn't just about their skill set; it's about their employer's retention strategy.Key Questions to Ask:"Is there a known counter offer culture within your business?""What is the typical reaction when people resign from your organisation?""Are you aware of the firm's reputation for dealing with departing employees?"This research not only gives you crucial intelligence but also starts the candidate thinking critically about their current employer’s motivations.🙊Step 2: Get Them to Acknowledge the LikelihoodThe next step is to get the candidate to acknowledge and vocalise the likely sequence of events."Let’s be realistic: based on what you’ve told me, you will probably be counter-offered when you hand in your notice.""I need you to tell me now, what is likely to happen when you resign? What will your manager say to try and keep you?"By making the candidate admit what’s likely to happen, you remove the element of shock and flattering surprise when the counter offer is actually made. You own the narrative!🙉Step 3: Arm Them with the Facts (The Regret Factor)Now, you connect your intelligence gathering with the hard data. This is the final, crucial step: educate the candidate so they can manage the emotional moment of resignation.Tell them:It’s Not About Them: Their employer is only offering them more money because it’s easier and cheaper than replacing them right now. The trust is likely broken, and they are now a known flight risk who will probably be overlooked for future opportunities.The Core Problems Remain: The original reasons for their resignation—lack of progression, management issues, or company culture—are still there. A simple pay rise won’t fix the broken relationship or the fundamental job dissatisfaction.They Will Regret It: Remind them of the statistics: 9 out of 10 people who accept a counter offer are gone within a year. They’ll be looking for a new role again within six months, only this time, they’ve burnt a bridge with your client.💡By using data to manage the candidate experience and ensuring you have an open, honest discussion about the realities of a counter offer, you can manage this part of the candidate lifecycle and prevent the heartache and protect your pipeline. 👀Keep your eyes peeled! We'll be following this blog with ideas on how automation can help you make light work of preventing and managing drops outs and counter offers.Automation Buddy / Bullhorn RoIWe are Automation Buddies set on helping ambitious recruitment businesses who want to increase speed and sales.We coach to inspire, and build your automations so you can recruit and sell!Plus, through our Bullhorn Vision service we help generate serious ROI from your Bullhorn, data, and people.READ MORE ABOUT OUR BULLHORN VISION SERVICEREAD ABOUT OUR AUTOMATION BUDDY SERVICEBOOK YOUR FREE CONSULTATION
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Rose Megson
Blog
Bullhorn Tip - Place More Jobs
We've got a simple 1-minute Bullhorn tip to help you place more jobs. It's time to filter, work and place (and earn!)Having too many jobs and not enough placements can be beyond frustrating. But we have a Bullhorn tip for you to help you focus on the jobs you can (and should) place! There's plenty Bullhorn can do to help you manage your jobs pipeline and recruitment workflow. It's Time to Place Your Jobs!Here's a quick bullhorn tip about why you should regularly update your job statuses in Bullhorn.Get focussed on the most profitable opportunities.Prioritise your efforts.Boost your earnings. Watch this 1-minute Bullhorn tip - then spend a few easy minutes creating focus and an easy path to placing more jobs. Watch Our 1-Minute Bullhorn Tip on How to Place Jobs QuickerNeed 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 Buddy / Bullhorn RoIWe are Automation and Bullhorn Buddies set on helping ambitious recruitment businesses who want to increase speed and sales.We coach to inspire, and build your automations so you can recruit and sell!Plus, through our Bullhorn Vision service we help generate serious ROI from your Bullhorn, data, and people.READ MORE ABOUT OUR BULLHORN VISION SERVICEREAD ABOUT OUR AUTOMATION BUDDY SERVICEBOOK YOUR FREE CONSULTATION
