Blog Content
Leaders and automators...
Whether you want your data to be clean or healthy, you need it to make you wealthy!
Recruitment can often be hard enough, let alone if you and your teams are constantly compensating for poor data.
You're blowing profit on external systems and being held to ransom by LinkedIn / Job Boards / Indeed
Your recruiters and resourcers are drowning in time-consuming sourcing and admin
Your recruitment process is lagging and you're not able to really see the benefit of automation / analytics / AI
So, Part 6 of our free Unlock Bullhorn webinar series will share tips on how to use Bullhorn Automation to make your data clean, healthy, and worth something!
...scroll down to watch👇
10 Stats to Ensure You Focus on Recruitment Data Health
30% of CRM data becomes outdated each year
👉 For recruiters, that means almost a third of candidate and client records may be inaccurate if not maintained.Dirty data costs companies an average of 12% of revenue annually
👉 In recruitment, this translates to lost placements, wasted marketing spend, and poor ROI on tech.Recruiters lose an average of 4.3 hours per week fixing bad data
👉 That’s over 5 working weeks per recruiter, per year spent on admin instead of billable tasks.51% of firms say their CRM data isn’t accurate enough to use
👉 Meaning half of recruitment businesses risk making decisions based on poor-quality information.Clean data can increase sales productivity by up to 14.6%
👉 For recruiters, this means more effective BD, faster sourcing, and stronger candidate engagement.Only 30% of CRM records are fully complete
👉 Incomplete profiles = missed candidates, poor client intel, and wasted recruiter effort.74% of businesses say inaccurate data impacts customer trust
👉 For recruiters, that means weaker candidate experience and damaged client relationships.60% of businesses cite dirty data as the biggest barrier to successful CRM adoption
👉 Meaning even the best tech (Bullhorn, etc.) fails if the underlying data is poor.40% of business objectives fail due to poor data quality
👉 In recruitment, that could mean missed hiring targets, weak BD pipelines, and lost fees.Data decay is accelerating at 2–3% per month
👉 Recruiters working with out-of-date contacts are constantly chasing ghosts instead of live opportunities.
(Sources: Bullhorn / Gartner / Sirius / Salesforce)
Plus ask yourself...
How much $£€ are you spending not using your own data, on LinkedIn / Job Boards / Indeed?
How much time are you wasting by not being able to weaponise your automations / analytics / AI / and lovely human recruiters if your data is so poor?
🧠What You’ll Learn in the Webinar - Starting and Stopping!"
Watch Part 6 of our Unlock Bullhorn with Automation Webinar Series, where we’ll show you:
⛔ Three things to stop doing to your data
🚀 Three things to start doing so your data is cleaner and makes you money, easier!
Clean Up Your Data - Free Up Your Recruiters!
Automation isn’t about replacing recruiters or making your recruitment business feel robotic.
It’s about empowering them to focus on the conversations, and creating more time and space for relationships - the bit that AI can't replace (yet).
Watch our Clean Your Data with Bullhorn Automation Webinar
PS. Want to go even further? Check out our "Unlock Bullhorn with Automation" series.
🔍 Automate sourcing to find qualified candidates faster and with less effort. Watch the recording
💬 Engage with candidates on autopilot and nurture relationships effectively. Watch the recording
📈 Sell easier and faster. Watch the recording
💡 Place easier and faster .Watch the recording
🎯Easy BD. Watch the recording
🧹Data health. Watch the recording above
Automation Buddy / Bullhorn RoI
We 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 SERVICE
READ ABOUT OUR AUTOMATION BUDDY SERVICE
BOOK YOUR FREE CONSULTATION
Extra Content
Blog Image
Extra Content 2
Recruitment Blogs / Tips / Webinars
Read more-
Lisa Jones
Blog
Is Recruitment Ready for AI? Why this Year Should Be Your Year of Preparation
There’s no doubt that AI is reshaping recruitment—but is the recruitment industry truly ready for it?In a recent battle planning chat with a client, I raised concerns about the readiness of most recruitment businesses to adopt AI meaningfully. While AI is already being used for tasks like note-taking, blog writing, research, creating prompts to help with screening and sales, I think that real transformation requires much more thought and time.For most recruitment firms, poor data quality and fragmented recruitment processes remain major barriers. If last year was the year of AI curiosity, this year needs to be the year of AI readiness.Get Your Recruitment House in Order FirstI think that recruitment leaders need to use the next 6–12 months to improve internal systems, particularly focusing on data hygiene (data wealth) and process automation. Too many firms are chasing shiny AI tools before ensuring their candidate and client data is clean, current, and usable. In fact, many recruitment CRMs are disorganised—polls show that messy and unstable databases are the norm, not the exception.You could start by booking a free 30-minute Bullhorn RoI consult with my team - Bullhorn adoption ideas / automation strategies / data health insight etc..BOOK YOUR FREE DATA HEALTH CONSULTATIONAutomation StrugglesEven the biggest players are feeling the pinch. I often hear of large enterprises struggling to get automation really driving performance due to internal resistance and territorial "leave my data alone" behaviour. Siloed departments, and change-averse individuals can inadvertently block progress, making it difficult to implement even basic automations and change.Plus, as much as the industry is keen to adopt efficiencies and tech, it's often not driving change through continuous, engaging, recruitment training.Automation and AI needs to be "sold" to recruiters with a WIIFM (What's in it for me?) approach. Even the best-intentioned recruiter may find it hard to step into the space that automation and AI creates for them.Have you been hired, or been the one doing the hiring, in the last 5 years? The turbulence, blind-siding, speed of change, means that stopping to take a breath and ensure best practice is a big ask!AI Can’t Replace Relationships (Yet!)My client gave a compelling example of AI not really driving the best outcome when their client was trying to use AI instead of their recruitment business.Luckily my client had the time and knowledge to step in and prevent their client from making a mistake.AI had failed to select the right candidate for a role, missing vital nuances only a seasoned recruitment consultant would catch. They campaigned for the candidate that AI had rejected. The client interviewed and offered!It’s a strong reminder that recruitment remains a relationship-driven business. AI can support consultants, but it can’t replace their ability to read people, understand market subtleties, or build long-term trust. (Yet...)Getting Back to Being Recruitment CONSULTANTSI encourage recruitment leaders to rethink traditional recruiting models—especially the classic 360 / 180 recruitment role.With automation and AI streamlining admin and sourcing, do you really need consultants to do everything? This could be the moment to specialise, refocus roles, and hire people who are better suited to today’s more tech-enabled recruitment landscape.There are way too many recruitment consultants who are actually recruitment co-ordinators / administrators. Large, dirty data sets, managed by untrained recruiters makes for a very transactional process, and this is at a time when recruiters really need to get back to consulting. (The clue is in the job title...)From Vicious to VirtuousThe recruitment industry’s heavy reliance on LinkedIn— which I think is one of the dirtiest databases—is another sign that recruiting firms aren’t maximising their own data or opportunity. The irony? Many of the best candidates are already sitting in your CRMs, but are overlooked in favour of job boards and external sourcing. This results in a vicious cycle of wasted time, rising costs, and lost opportunities.A recent poll confirmed this.Instead, recruitment businesses must create a virtuous cycle: invest in clean data, automate wisely, and help consultants to focus on consulting. With proper engagement, re-engaged candidates and clients can convert faster and generate more revenue than cold leads.The Road Ahead for RecruitersMy client summed it up well: their goals for the next six months are about efficiency, pushing back against unfair client demands, and focusing on higher-value deals.Yes! This is the mindset the industry needs.AI isn’t magic—but with smart preparation, clean data, and clear processes, it can be a game-changer for recruitment. Let this year be the year your recruitment business gets truly AI-ready.You could start by booking a free 30-minute Bullhorn RoI consult with my team - Bullhorn adoption ideas / automation strategies / data health insight etc..BOOK YOUR FREE CONSULTATIONAutomation 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 ABOUT OUR AUTOMATION BUDDY SERVICEBOOK A FREE BULLHORN ROI CONSULTATION
-
Wayne Barclay
Blog
3 Ways to Automate Away the Counter Offer and Drop Out
Recruiters who want to prevent counter offers and drop outs have several choices.They sit and do nothing, assuming the candidate remained loyal to them and was not flattered or hood winked into accepting a counter-offer.They know that prevention is better than cure, and set manual reminders engage the candidate as and when they think it’s best.They use automation to engage and manage the candidate, whilst controlling the narrative and the process.💡Every successful recruiter knows that the key to eliminating dropouts lies in consistent, timely intervention.🪄This is where automation transforms a good process into a great one.In our previous blog "Stop Losing Placements: Your 3-Step Plan to Pre-empt the Counter Offer or Drop Out" we offered a straightforward guide to preventing counter offers, armed with the data you need to make the case.Try Our 3️⃣ Powerful Ways to Use Automation to Prevent Counter Offers and Drop Outs1️⃣️ Automated "Reality Check" Content DripYou need to proactively arm candidates with the necessary data before they even receive an offer. This content drip focuses on education, addressing the emotional allure of a counter offer with cold, hard facts.How to Automate: Set up an email automation sequence that triggers immediately after a candidate successfully completes a key interview stage (e.g., after the screening or first stage interview, or when a final offer is imminent).The Content: The sequence should deliver the statistics we discussed (e.g., 9 out of 10 people leave anyway, the cost to the employer, etc.) and explore the non-monetary reasons for leaving. Use short, sharp emails with a professional, advisory tone.Goal: To normalise the counter offer as a business tactic and pre-frame it as a short-term distraction from their long-term career goals. This makes the eventual counter offer less of a surprise or a compelling "olive branch."2️⃣ 📝 Automated Counter Offer Acknowledgment FormThis tool formalises the discussion you have with the candidate, ensuring they have verbally and electronically confirmed their awareness of the risks.How to Automate: Integrate a simple form into your candidate management system or send it via an automated link after the final offer is extended.The Requirement: The form should ask the candidate to confirm that they have:Discussed the likelihood of a counter offer with their recruiter.Reviewed the long-term career statistics associated with accepting a counter offer.Understood that the underlying reasons for their resignation (e.g., culture, progression) are unlikely to be resolved by a temporary pay bump.Goal: The act of filling out this form forces one last moment of reflection, significantly reducing the chances of an impulsive, emotional decision, and provides a documented record of the candidate's commitment.3️⃣ 📅 Automated "Resignation Prep" ResourceThe most dangerous time is the moment of resignation, often delivered in a high-pressure, emotional meeting. Automation can deliver a just-in-time resource to guide the candidate through this moment.How to Automate: Set up a final email to be delivered the day before the candidate plans to hand in their notice.The Content: This resource is a concise, step-by-step guide on how to resign professionally. Crucially, it includes:Scripted Responses: Suggested brief, professional phrases to use when a counter offer is made (e.g., "I appreciate the offer, but my decision is final and based on long-term career factors, not just compensation.").Focus Points: A checklist of their original motivations for leaving (e.g., "Remember why you started this search: lack of flexible working, no clear path to management.").Goal: To help the candidate manage the conversation gracefully, stick to their pre-agreed decision, and resist emotional manipulation in the moment.🔐The Automation Advantage: Protecting Your Fee and Their FutureThe counter offer is a recruitment industry reality, but a drop-out is not an inevitability.By combining pre-emptive, data-driven candidate coaching with a strategic approach to automation, you move beyond simply hoping a candidate will decline a counter offer.Instead, you build a robust, repeatable recruitment process that manages risk, documents commitment, and ensures your candidate resigns fully prepared and focused on their long-term career move.💡Embracing automation isn't about replacing the human element; it's about making the human element.Your invaluable advice and counsel is more impactful. It guarantees the right advice is delivered at the right time, securing your placement and protecting your candidate from a decision they would almost certainly regret down the line.Be sure to not run your recruitment process on good intentions - back it up with the tech you need to boost your process and pipeline!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
