Blog Content
Recruiters should always be looking for ways to move beyond traditional sourcing methods like job boards and LinkedIn. But often, a "hand to mouth" strategy and little time to think outside of the box means that they need to stick to these platforms.
Time and money is wasted.
Tech doesn't actually give you the edge.
Opportunities are missed, and even lost.
Job boards and LinkedIn are saturated with supposedly active candidates. Plus clients, competitors, and increasingly, AI all use them, too.
So, how can recruiters create a competitive edge and build a unique (and valuable) candidate database so that they can place easier and faster?
Enter Advertise Jobs, an automation designed to engage, leverage, and weaponise your existing database of candidates.
🔐Unlocking the Potential of Your Recruitment Database
One of the most common frustrations we hear from recruiters is this: “I can’t find the candidates I need on our database.” Yet, many of these databases contain thousands (if not millions) of candidate records. The problem isn’t the lack of candidates—it’s the lack of engaged candidates.
The Advertise Jobs automation changes the game by making your database the first stop for every job.
Instead of relying on external platforms, it trains recruiters to source candidates directly from the database. This approach triggers an automated campaign to engage those candidates in the background while recruiters focus on other tasks. Over time, this process proves faster, more efficient, and far less frustrating than traditional sourcing methods.
❓Why Start with Your Own Recruitment Data?
Here are some compelling stats to consider:
72% of Candidates Are Already on Your Database: Many recruiters waste time and money downloading CVs from job boards, only to discover they already have these candidates in their system. Advertise Jobs ensures your database stays up-to-date and prevents duplicate efforts. (Source: Daxtra)
Database Sourcing Is Faster: On average, it takes 40 days to place a candidate sourced from your database, compared to 60 days when sourced externally through job boards, LinkedIn, or social media. (Source: Bullhorn)
By focusing on your database first AKA "Bullhorn 1st", you save time, reduce costs, and maximise the value of your existing resources.
🤖How the Advertise Jobs Automation Works
Advertise Jobs is built to make sourcing smarter and more streamlined. Here’s how it works:
Automated Campaigns: When a new job comes in, recruiters start by shortlisting candidates from the database. This triggers an automated campaign that engages those candidates through multiple touchpoints.
Engagement at Scale: Over days, candidates receive a number of touchpoints—a mix of automated and human interactions. This ensures consistent communication and keeps candidates engaged without overwhelming recruiters.
Enhanced Productivity: Recruiters can focus on speaking with the engaged candidates and other tasks while the automation runs in the background, delivering a faster, more seamless sourcing experience. Nice!
Think about a model such as the “10 touchpoints” model: three human interactions and seven automated ones. This balanced strategy ensures meaningful engagement, delivered in a suitable timeframe, without overburdening your recruiters.
💗Automate to Humanise!
Candidates want to hear from you about relevant opportunities, but they’re often overlooked because your database isn’t being fully utilised and recruiters are too busy to do the right thing at the right time. Advertise Jobs changes that by:
Automating engagement.
Reducing time speaking to irrelevant and uninterested candidates
Creating a better experience for both recruiters and candidates,
And enriching your candidate data.
It’s time to stop wasting resources on external platforms and start maximising the potential of your own database. With Advertise Jobs, you’ll transform your sourcing process, boost productivity, and gain a competitive edge in the recruitment market.
Arrange a chat with our team of expert automation builders to discuss this automation (and other awesome automations) which can help you monetise your Bullhorn data and pipeline.
Arrange a callback
Automation and Bullhorn1st
We are Automation Buddies and Bullhorn Experts set on helping ambitious recruitment businesses who want to increase speed and sales.
Automation: We coach to inspire, and build your automations so you can recruit and sell!
Bullhorn: We optimise, train, and improve RoI from your key recruitment system.
READ ABOUT OUR AUTOMATION BUDDY SERVICE
Read about our Bullhorn 1st Service
Extra Content
Blog Image
Extra Content 2
media centre
Read more-
Lisa Jones
Blog
How Recruiters Can Turn Bounces and Unsubscribes into $£€
Recruiters, marketers, automators... If you’re regularly emailing candidates or clients—especially using tools like Bullhorn Automation you’ve likely become familiar with two things: unsubscribes and hard bounces.At first glance, they can feel like a blow to your efforts—but they’re not always what they seem. In fact, how you respond to them is where the real sourcing and sales opportunities lie.Through the free consultation calls I have with recruiters who have Bullhorn, a hot topic is unsubscribes and hard bounces. Neither outcome gives a nice fuzzy feeling. If someone unsubscribes it limits your chances of reaching out to them again.If you get a hard bounce, their email has failed or the server has blocked you.But rather than get frustrated, slowing down your marketing / automation efforts, get active and turn these apparent dead ends into business opportunities. I've got some tips to help you monetise the "no"!💡Be sure to also read my other blog: Tired of Unsubscribes? 5 Email Tips Every Recruiter Should Knowhelp reduce the volume of unsubscribes.Unsubscribes and Hard Bounces Aren’t Always the EndTake it from someone who sends regular campaigns with Bullhorn/Automation/Sales/Sourcing tips. Here’s what I’ve learned:When you start poking around a database that hasn’t been touched in a while, you need to plan for:Inevitable bad, dirty dataLow trust due to radio silence / low communication volumeBounces and unsubscribesSo:1️⃣Stagger your outreach. A gradual send schedule helps you build a better picture of your data, keeps your sender reputation healthy, and gives you the time to review and action what’s coming back.2️⃣Use and A/B testing to tell you what works (and what bombs).3️⃣Then, and this bit is crucial, have a battle plan to turn what seems like a "no" into an opportunity.Not Every Unsubscribe or Hard Bounce is Final🏴What we often see—especially in recruitment—is that many unsubscribes are "false flags". It’s not the person opting out; it’s often their old email being shut down or a system admin / manager clearing mailboxes.Often, that person hasn’t gone—they’ve moved to another company.⛔Hard bounces should be an opportunity to follow the follow the leaver to their new company - and rekindle a relationship.Instead of blindly trusting your email system, build a workflow to monetise the "no".Here’s how I manage unsubscribes at Barclay Jones:Two months after each mailer, I check the unsubscribes.I investigate if they’ve left the company or simply moved jobs.If they’ve moved, I update their details in the CRM and re-engage them.I do the same with hard bounces by checking LinkedIn and updating records.Recruiters can recover valuable contacts this way—some of those “dead” leads could be placements waiting to happen! 🔥Don’t Burn Out Your Database (Or Recruiters)Another smart tip?Don’t hit your entire database all at once.A flood of bounces and unsubscribes is overwhelming—and tempting to ignore.💸Campaign the Clean ~ Create the Opps!Treat every email/automation campaign not just as marketing—but as a data quality (and data wealth) activity.Hard bounces? Check if the contact has left.Unsubscribes? Investigate the source.Build this into your CRM workflows—it doesn’t have to be hard or time-consuming.With the right process, they’re signals—not setbacks.Want help building an outreach and automation strategy to keep candidates and clients opted in?📅 Let’s talk!I offer free consultations to help leaders, recruiters, and automators unlock the power of their Bullhorn database.BOOK YOUR FREE CONSULTATION
-
Lisa Jones
Blog
Tired of Unsubscribes? 5 Email Tips Every Recruiter Should Know
Recruiters, marketers, automators... If you’re running regular email campaigns to candidates or clients, with tech like Bullhorn Automation, unsubscribes are either a fact of life or something you dread, and may even be the reason you are not ambitious enough with your outreach.Through the free consultation calls I have with recruiter / leaders / automators who have Bullhorn, I’ve been finding myself talking a lot about managing recruitment campaign outputs, and dreaded unsubscribes.Unsubscribes can feel like a blow to your efforts, but there are ways to prevent them which I'll explore below.💡Be sure to also read my other blog: How Recruiters Can Turn Bounces and Unsubscribes into $£€- so that when you get an unsubscribe or hard bounce, you could actually create more recruitment opportunities.5 Ways to Reduce Your Candidates and Clients from UnsubscribingI've got lots of tips to share, that we coach in our Automation Buddy programs, but here's 5 to get you started today.1️⃣Clean up / segment your data I guarantee you have data which you no longer need (old sectors / job titles you no longer recruit for).Perhaps the data you need isn't coded well enough for you to segment it, hence you risk hitting parts of your community with the wrong content.But, don't procrastinate over this - you don't need a 100% clean database to start a campaign, or to make an approach. Clean up some data, and hit it. Then move on to the next layer to attack.2️⃣Subject lines need to punch above their weightKeep them short and sweet, but personalised (about them, not you (or recruitment) and relevant to your community.Think "mobile first" and ensure that your subject line can actually be read on a mobile device. For example, the Mail app on iPhones displays up to 78 characters in the subject line area.Emojis can help you stand out in a big list of emails, too.3️⃣Content, creating contentment (not consternation)I'm still seeing way too much recruitment content online, and not enough sector-specific content form recruiters.I yawn at interview tips / what to wear to interviews etc... It works less well than content aimed at your sector and job titles.At a stretch "Interview tips for Accountants" is better than a more generic topic, but even so, if that's the best content you can create, you need to try harder.What tech does your community use? Find out and talk about it.How is AI / world events affecting them? Find out and talk about it.It's never been easier to find out more about what makes your community tick - ask them, ask Google, ask AI!4️⃣Formatting to attract attention (but be WCAG-aware)I recently spotted a recruitment campaign where the email content was centred throughout and black and white - very uninspiring, and actually quite difficult to engage with.In the very least breath your brand colours into your content and check WCAG guidelines to ensure that you're not inadvertently muting your content.If your community uses Instagram / Facebook etc... be sure that they expect your content to have a life beyond black and white copy. Colour, emojis, personality - shine!5️⃣"Pitch" the unsubscribeWhat does the unsubscribe footer in your mailers look like?Is it simply an invite to unsubscribe? Or have you pitched that if they do, they'll miss out on future helpful content, and life-changing jobs?I see way too many campaigns that look like the goal is to generate unsubscribes! Ironically the footer is often more engaging than the mailer itself."We're fixated on helping our teaching community stay up to speed with the best tips, tricks, and jobs. You can unsubscribe, but then you may miss your next best teaching hack, or career move"...is better than..."Unsubscribe".📍Final Thought: Create Recruitment Campaigns to Keep Your Community SubscribedYour data, message, design are crucial to keeping your community from opting out.By keeping your content relevant, valuable, and human—you’ll build a database that’s active, engaged, and ready to work with you.Want help building an automation and outreach strategy to keep your community of candidates and client opted in? Let’s talk.I offer free consultations to help leaders / recruiters / automators unlock the power of their Bullhorn database and create opportunities .BOOK YOUR FREE CONSULTATION
-
Downloads
Your Recruitment Training Playbook
-
Lisa Jones
Webinar
Recruiter Productivity Series: Optimise Bullhorn Part 4 ~ Place Faster with Less Effort
-
Wayne Barclay
Webinar
Automation RoI Webinar Series: Unlock Bullhorn Part 4 ~ Place Faster and Easier
-
Wayne Barclay
Webinar
Automation RoI Webinar Series: Unlock Bullhorn Part 3 ~ Sell Faster and Easier
