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!
REGISTER NOW
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30% of CRM data becomes outdated each year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👉 Recruiters working with out-of-date contacts are constantly chasing ghosts instead of live opportunities.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!"
Join us for 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).
👉Register now for our free Bullhorn Automation webinar and learn how to clean up your data - and keep it clean!
🗓️Wednesday 19 November 15:00 BST
REGISTER NOW
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 ~ 19 November 2025 Register Now
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
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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
