Blog Content
In the recruitment world, we are currently "tech-rich but time-poor."
The recruitment market is currently flooded with "cool tools" and creating the risk of a fragmented tech stack, which ironically creates more process lag.
As recruitment agency owners, you’ve likely been told for years that the right tech is the silver bullet for your growth.
Perhaps you’ve invested in:
The best CRMs.
The latest AI sourcing tools.
And cutting-edge automation and analytics platforms.
But for many of you, instead of a streamlined powerhouse, you may have ended up with a "Frankenstein’s Monster" - a collection of brilliant tools that don’t talk to each other (and a team of "disconnected recruiters" with the best will in the world still delivering relatively manual processes.)
The next Power Hive eventswill dive into how you move past the hype to find the actual gold. Because here is the hard truth: RoI isn't found in the features of a single tool; it’s found in the flow between them.
The Problem: Integration Debt
When your tech stack is fragmented, your team pays the price in "manual labour".
If a recruiter has to spend 20 minutes a day moving data from a sourcing tool to a CRM, or manually updating a spreadsheet to track marketing leads, or worse, paralysed by choices and poor data, you aren't just losing time, you’re losing the very RoI you bought the tech to generate.
📌Technology is not as a standalone pillar. It's the engine that powers your Recruitment Business, Recruiters, and Marketing. If the engine isn't connected to the wheels, you aren't going anywhere.
3️⃣Pillars for Maximum Tech RoI
To get a real return on your investment, your ecosystem needs to solve 3 specific challenges...
1. The "Single Source of Truth"
RoI starts with data and process integrity.
If your rectec tool finds a "purple unicorn" candidate but that data doesn't instantly sync to your CRM, that candidate is essentially invisible to the rest of your business.
📌To maximise RoI, your CRM must be the heart of the business, with every other tool acting as a limb that feeds it information in real-time.
2. Reclaiming the "Human" in Recruitment
I'm delighted to be a part of The Power Hive. It's built on the mission of Making Human Connections.
Ironically, the best way to be more human is to be more automated. Maximum RoI happens when tech removes the "click-work." Imagine a world where a candidate applies, an AI agent screens them, a calendar invite is sent, and the CRM is updated, all while your recruiter is on the phone actually consulting. That is where the profit lies: buying back your people’s time so they can do what they do best.
📌Move beyond the theory that tech "roboticises" recruitment, and move towards it rehumanising the process - which is the one goal most of my clients have.
3. The Closed Feedback Loop
When tech is connected, you can run faster, make data-driven decisions, and can see which source (Marketing) actually leads to a placement (Revenue).
📌You can’t calculate RoI if you can’t track the journey from lead to cash.
The "Power Move": Audit Your Stack (and Expect More!)
Before you buy the next "shiny object" in recruitment, perform a quick audit of your current setup. Ask yourself: Keep, Kill, or Connect?
Keep: Is it being used to its full potential?
Kill: Is it a standalone "silo" that adds more work than it saves?
Connect: Can this tool be integrated via API or middleware (like Zapier or Make) to automate a manual task?
📌And rinse and repeat this process every year, even if you have no intention of buying new tech. It's just good sense to look your tech in the eye and ensure it is fulfilling it's purpose.
Join the Conversation
At the upcoming events in Leeds and Manchester, we’re going to look at the practical "how-to" of connecting these dots. Some thmese will be:
People - How do you get your people performing better?
Technology - How do you get more efficiency from your technology stack for a better RoI?
The goal isn't to have the most tech; it’s to have the most connected tech and recruiters. Have confidence that when the tech works, the people (and you) win.
Find out more about the events here. Perhaps I'll see you there?
Bullhorn ATS / Analytics / Automation / AI RoI
We are Bullhorn experts set on helping ambitious recruitment businesses to increase speed and sales.
We help you weaponise your people, data, time, and tech, so you can recruit and sell!
Our Bullhorn Vision and Buddy service helps generate best-in-class processes, adoption, head space, and ROI.
BOOK A FREE BULLHORN ROI CONSULTATION
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Lisa Jones
Blog
Vodcast: Is AI Recruitment's Superpower, Or Its Blind Spot?
Is Recruitment AI the Superpower Everyone's Raving About? Or Are You Missing Something Obvious?I recently caught up with George Whalley from Bullhorn for the latest in my recruitment leaders' vodcast series. AI, automation, cost reduction, compassionate recruitment, manual work, and dogs, were the topics.George's day job is bringing net new clients onto Bullhorn and then, unusually, staying on as their account manager afterwards. So unlike a lot of people selling you tech, he actually has to live with the consequences of what he sells you. That makes him worth listening to.We had 22 minutes to talk about the reality of AI in recruitment and what recruitment leaders need to factor into growing their businesses with this vital tech.💰 Your data is your superpower, so stop buying more of itHow is AI (and automation) actually impacting recruitment right now?George's answer was basically - not as much as it should be. Why? Because recruiters are only using it for the boring bit (generating text) and ignoring it to help them monetise the data goldmine already sat in their own Bullhorn.Anyone can scrape LinkedIn.Anyone can buy the same 100,000 candidates as their competitor.That's cold data.Anyone can use AI to find and clean data - but don't get blindsided. It's what you do with it that counts!What George calls your actual superpower is the stuff already living in your notes and conversations that never made it into a proper field, that you can use AI to "power up" your pipeline.Recruiters are "crawling over warm data on their Bullhorn to get to cold data outside of Bullhorn". Sounds mad when you say it like that, doesn't it? But that's most agencies right now.What's the fix? (Watch the video to find out!)👇🧠 What can humans actually do that AI can't?This was George's favourite question and I can see why.His answer was blunt - AI can do a LOT to save time and costs, and drive process, but AI can't put a suit on and sit in a room with a client.It can't understand the stuff that actually matters more than the business on paper. We chatted about why 40% of consultants have left the industry in the last 18 months.Not because they were bad at their jobs.Because recruitment stopped needing what they were good at, and started needing something they'd never had to be good at before. Then George said something that's been rattling round my head all week - is AI really dehumanising recruitment, or is it de-manualising it?Humans = manual. Really? Is that as good as it gets?Watch the video 👇for more insights on how to de-manualise your recruitment process and do what only humans can do!🐕 Are you using tech to do what your website says you do?(And what has that got to do with your dog's God complex?)We chatted about the open secret in recruitment: what recruiters say they do - and what they really do - often poles apart. Too much data, and too little process makes for a lack of productivity and ultimately profit.It also makes for a very expensive tech stack, which leaves the average recruitment leader wondering why they need to spend so much money on tech just to stand still.What did George suggest you need to do to manage the threat and opportunity? Watch the video to find out...👇My recruitment leaders' vodcast with George is a cute 22minutes long. Grab a coffee and get watching!Bullhorn ATS / Analytics / Automation / AI ROIWe are Bullhorn experts obsessed with how recruiters can increase sales, reduce costs, speed up sourcing, and improve productivity.We help you weaponise your people, data, time, and tech, so you can recruit and sell!Our Bullhorn Vision and Buddy service helps generate best-in-class processes, adoption, head space, and ROI.BOOK A FREE BULLHORN ROI CONSULTATION
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Wayne Barclay
Blog
The One Bullhorn Habit That's Silently Bleeding You of Fees and Sales
While you've moved on from that lost job, your competitor hasn't and it's costing you £$€thousands.Here's the Bullhorn follow-up process most recruitment leaders are missing...I've watched it happen at desk after desk, recruitment business after recruitment business.Lost a job, hung up the phone, and thought "right, next." Never gave it another thought. I see recruiters doing exactly the same thing today.Lost that job?Placed somewhere else?Move on.Exit stage right, never to speak to that client again. It's the most natural reaction in the world. Nobody wants to dwell on a loss. But if you're leading a recruitment business, this reflex is likely costing you money you don't even know you're missing.Are your recruiters tenacious enough to be in the wings for an inevitable rekindling of that sale? 🤔The recruitment stat that stopped me in my tracks One in five candidates are unhappy in their new role within a few months of starting. Think about your own rebate numbers. What's the average in your business?Now think about how many of those unhappy candidates you're still talking to when that unhappiness kicks in. For most recruitment businesses I work with, the answer is "not enough". Somewhere in your Bullhorn database right now, there are candidates who took a job through a competitor, or through the client going direct, and they're already regretting it.The consultant who lost that job has probably moved on too. There's a door sitting wide open. Nobody's walking through it. 🤨 Leaving the sales process to the candidate and client isn't a great strategy Here's the bit people miss. When you lose a job, it doesn't just go to another candidate. Sometimes the client hires through a competitor. Sometimes they go direct. Either way, that placement can go wrong too. So the follow-up process shouldn't stop at the candidate.Building in a reason to check back with the client as well could be a simple trick to re-engaging the lead!Did the hire work out?How's it going?Are they still happy they went that route?(So satisfying when you can think "I told you so!) You're not gloating.You're just staying visible, staying warm, and staying front of mind - that's sales!Because if it hasn't worked out, you want to be the first call they make, not the fifth. Be ready to let them fall straight back into your arms. 🫡This is a leadership problem, not a recruitment consultant problem Here's the bit that matters if you're the one running the business. You can't fix this by hoping your team remembers.You fix it by building a process, and making it part of how your business operates: Close jobs properly. Status set correctly, every time. It's one field, and it's the one that gets left by the wayside. Everything downstream depends on it. Set the cadence, both sides. Know when the successful candidate started, then touch base with the candidate *and* the client at one, three, six and twelve months. Assign ownership. Is this account management or BD? Decide, and make someone accountable. If it belongs to everyone, it belongs to no one. That's a strategy decision. It's not something you leave a busy consultant to remember off the back of a good night's sleep.Hope is not a strategy (or a process!) 💪Bullhorn already has what you need Bullhorn wasn't built to be an admin system. It was built to be a relationship management system, and this is a perfect example of it doing its job properly. Automation can nudge and notify your team the moment a lost job hits a follow-up milestone. Nobody has to remember anything. Analytics can report on lost jobs across the whole business. How many, which clients, whether contact was actually made. What do you have set up currently, and:Is it fit for purpose?Is it actually being used?Do you have full visibility over what it's reporting on and whether or not your team are actually adopting this process and delivering on it? Ask yourself: how watertight is this sales process for your business. Is it delivering results?😇 The relationship didn't end - the job did That's the mindset shift for anyone leading a recruitment team.Losing a job isn't the end of a relationship. It's a trigger telling you exactly when to check back in. Get this nailed at a leadership level, build it into the process rather than hoping it happens, and Bullhorn will quietly hand you rebates and repeat business you'd otherwise never see. --- More BD Tips?This was one of five tips from our Bullhorn Power Series webinar on using your ATS, automation and analytics to drive business development.Catch the other four, and watch the full sessionWATCH THE BULLHORN FOR BD TIPS WEBINARBullhorn ATS / Analytics / Automation / AI ROIWe are Bullhorn experts obsessed with how recruiters can increase sales, reduce costs, speed up sourcing, and improve productivity.We help you weaponise your people, data, time, and tech, so you can recruit and sell!Our Bullhorn Vision and Buddy service helps generate best-in-class processes, adoption, head space, and ROI.BOOK A FREE BULLHORN ROI CONSULTATION
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Wayne Barclay
Webinar
Bullhorn Power Series ~ Stop Missing Out on Sales: 5 Tips to Use Your ATS, Automation, and Analytics to Drive BD
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Wayne Barclay
Webinar
Automation RoI Webinar Series: Unlock Bullhorn Part 6 ~ Data Wealth
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Lisa Jones
Webinar
Recruiter Productivity Series: Optimise Bullhorn Part 6 ~ Easy Candidate Management
