Analytics Tips, Tricks and Training

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
Vodcast: Recruitment AI ~ How to Use Tech Without Losing the Human Touch

Is Your Recruitment Tech Stack Keeping You Human, or Just Keeping You Busy? And Where Does AI Fit and Not Fit?I recently sat down with Raymond Pennie, the founder and CEO of Kyloe Partners, for as part of my recruitment leaders' vodcast series that went deep into the messy, exciting, and often confusing world of recruitment technology, and AI.If you’ve ever felt like your Bullhorn CRM/ATS is more of a "data graveyard" than a goldmine, or if the mere mention of AI makes you want to hide under your desk, this conversation was for you.Raymond and I didn't just talk about "plugging things in"; we talked about why so many recruitment leaders are currently suffocating under a mountain of manual admin, and tech and data, while trying to "stay human."Here’s a teaser of the big questions we tackled (and why you’ll want to catch the full recording):🤔The Recruitment AI Paradox: Why Leaders Overestimate Short-Term AI and Underestimate Long-Term ImpactAI is the smallest word having the biggest impact right now.Raymond dropped a truth bomb: most people are overestimating AI in the short term but massively underestimating it in the long run.Is AI going to be your best manager - keeping you on track and stripping away the boring bits - or your worst nightmare by micromanaging your every missed task?🤖We also discussed a terrifying new reality: AI vs. AI.When every candidate uses AI to craft a "perfect" resume/CV that matches your job description exactly, how do you actually screen for talent?Raymond shares a simple strategy to use recruitment technology to prioritise the right candidates and clients so you can get back to the human-to-human influence that AI simply can't touch.⛔Why Buying AI Recruitment Tools Isn't Enough (The 'Bandwagon' Problem)One of my favourite parts of our chat was about the "AI Bandwagon."Raymond’s advice?Buy the AI, but for heaven's sake, use it.Too many leaders buy recruitment tech as a defense mechanism or a "quota" to feel better about themselves or feel that they can at least say that they have what they need, only to end up trapped in long contracts with tools they don't understand.Ultimately the goal needs to be Bullhorn ROI, not simply lots of tech.We talked about the "Bruce Lee method" of recruitment leadership: why you might need to slow down in order to speed up.💸Data Enrichment in Recruitment: Working the Funnel from the Money EndWe moved on to the "V" word: Value. Not the fluffy kind, but the actual monetization of your data. Raymond explained why you should stop trying to "clean" a million records just for the sake of it. Instead, he shared a targeted approach—working from the "money end" of the funnel backwards.If you want to know how to stop "throwing crap at the wall" and start using data enrichment to find replacements before a candidate even leaves their role, you need to hear Raymond’s take on "Data Enrichment 101."The Bottom Line?Efficiency is one thing, but effectiveness is the next level. Don't let your recruitment technology prevent you or your recruiters from being human. Use it to ring-fence your candidate and client time so you can actually deliver a sustainable recruitment pipeline.Stay curious, stop panicking, and start picking the one or two things that actually resonate with your recruitment business goals.Ready to spend a speedy 19 minutes thinking about how to make your recruitment process more human with tech?Watch my 19 Minute Vodcast with RaymondBullhorn ATS / Analytics / Automation / AI RoIWe 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
Bullhorn Power Series ~ Stop Missing Out on Sales: 5 Tips to Use Your ATS, Automation, and Analytics to Drive BD

For many of my clients, Recruitment is now officially in a BD-first market.For recruitment leaders, the challenge isn’t just finding new business; it’s finding the right business and winning it before the competition even wakes up. If your recruiters are still manually scouring the database or "spraying and praying" cold emails, and paying external systems like LinkedIn, Indeed, and job boards for leads, you are losing revenue to firms that have turned their Bullhorn stack into a high-precision sales machine.Scroll down to watch the webinar.👇🔢The Maths of Modern Business DevelopmentRecent data from Bullhorn Grid shows a staggering divide between "traditional" recruitment firms and "automated" ones:The Speed Gap: High-growth firms are 3.5x more likely to use automation to beat competitors to the first CV send.The Admin Tax: The average recruiter loses 12+ hours a week to manual data entry. That’s two full days of lost selling time.The Gold Mine: 76% of placements come from people already in your database, yet most BD teams ignore their own "warm" data in favour of cold outreach.⁉️Are You Paying for a Recruitment Database or a Graveyard?Most ATS/CRM platforms are graveyard-like: full of data, but nothing is moving - candidates, clients, sales - are stuck!But the true ROI from Bullhorn comes when you combine Bullhorn’s core power with Automation, AI, and Analytics. You empower your humans to turn that graveyard into a "Predictive Sales Engine."Instead of asking your team to "hit the phones harder," imagine a world where:Analytics tells you exactly which clients are worth your time (and which ones to fire).Automation nurtures prospects in the background while your recruiters are closing deals.The ATS surfaces the perfect candidate for a "spec call" before the client even posts the job.🚨Watch Our Bullhorn 4 BD WebinarI see too many recruitment leaders struggling with "activity for the sake of activity." It’s time to move from "busy" to "profitable."I audit too many recruitment workflows where BD has been made hard to manage and measure - mainly due to lack of structure and too many systems and too much dirty data.This webinar recording is specifically for recruitment leaders who want to power up their Bullhorn tech stack for new business sales. I’ll be diving into the stats above and sharing at least 5 actionable tips across your Bullhorn ATS/CRM, Analytics, and Automation systems which you can implement immediately to:Identify high-probability prospects.Automate your processes to land more deals.Reduce your team's "admin tax" to free up hours of crucial sales time per week.Plus, we'll share at least 12 brilliant Bullhorn tactics you can give to your recruiters to help them use Bullhorn for sales.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
Vodcast: Death to Spreadsheets: Is Your Agency’s Future Hiding in a Tab?

In our latest vodcast, which could be renamed as "Keeping Up with the Joneses," I sat down with Carl Jones, founder of Konquest, to tackle a truth that many recruitment leaders are still trying to avoid: the era of "wit and whiteboard pens" is officially over.If you’re still running your recruitment agency’s most critical processes on disparate spreadsheets, you aren’t just being "old school" - you might be making your business completely uncompetitive in an AI-driven market. Here are the 3 big questions we posed that every leader needs to answer1️⃣Is Your Data "Siloed" or Scalable?Carl highlighted a terrifying reality: as you scale, spreadsheets become "damaging".They are slow, corruptible, and unauditable.But the real FOMO trigger?If your data isn't in a scalable, database format today, you will be "completely screwed" when trying to leverage the AI agents of tomorrow. ❓Ask yourself: Are you building a data asset you can interrogate, or are you just "hoping" your team knows what’s going on? 2️⃣Are You Leading by "Facts" or "Feelings"?We’ve all been there. We've made decisions based on gut instinct or ego. But in a shifting market with new legislative changes and complex compensation needs, "facts not feelings" is the only way to retain your best staff. ❓The Question: Can you answer why you’re making a strategic change with "unequivocal data," or is it just subjective guesswork? 3️⃣What Are the Most Profitable Agencies Doing Differently?💡This was the "money shot" of our conversation.Carl revealed that Konquest has identified a dozen different "signals" that separate the fastest-growing agencies from the rest. These are signals from how they incentivise managers to the specific nature of their commission thresholds. Most recruitment leaders are getting commission wrong simply because the data hasn't been available.❓Are you overpaying or underpaying your recruiters? Or is your management setup simply years behind the industry standard? 🚨Stop Scrambling and Start SystematisingThe goal isn't just to have "shiny buttons" on a CRM/ATS.It’s about creating an "objective reality" for your business. As Carl put it, we are entering a period where leaders will soon be "scrambling" to get their data out of spreadsheets. Don't be the recruitment leader left behind while your competitors (which includes your own clients) are already using their data as a high-value weapon. Want to see how you benchmark against the rest of the industry? Carl and the team at Konquest have launched a live, free Recruiter Commission Census. It provides a personalised report on those 12 secret signals so you can finally see if your agency is at risk or ahead of the curve. Ready to spend a speedy 17 minutes thinking about your recruitment data and how to get it powering your recruitment business?Watch the full 17 minute vodcast with Konquest now. Bullhorn ATS / Analytics / Automation / AI RoIWe 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
Before You Jump on the AI Bandwagon: How Recruitment Leaders Get Tech Right

Buying Recruitment AI might not fix a broken recruitment process — it may just help you break it faster.I recently had an inspiring chat with a recruitment leader, and it struck me how many recruitment businesses are currently throwing themselves into tech pilots - especially AI - just because they don't want to get left behind.The pressure is real, but if you aren't careful, you’ll end up with a business full of "shiny new things" that don't actually fix your biggest recruitment problems.Here are 5 ways I believe recruitment leaders can cut through the noise and ensure they are getting the right tech for their recruitment businesses.1️⃣You Aren't Testing Tech; You’re Fixing a Business IssueThe biggest mistake I see is recruitment businesses testing a system rather than the thing they are trying to fix. Before you even look at a new tool, ask yourself:What is the actual problem? Is it data health? Recruiter productivity? Speed to market? Sales? Stronger client and candidate relationships?Does this process even need to exist? Sometimes we buy tech to "fix" a process that we should have just deleted in the first place.2️⃣Beware of "Frankenstein" Processes and DataOver the years, many recruitment firms have built what I call "Frankenstein tech" - those extra bits and pieces plugged in that create more complexity than they solve. (Expensive luxuries...)Frankenstein Data: Are you spending money to enrich data that you then do nothing with? Frankenstein Processes: Are your recruiters multitasking to the point of exhaustion because the tech doesn't serve a clear purpose? AI / Automation / Analytics should be the surgeon that cuts away the "Frankenstein" parts, not another bolt-on limb.3️⃣Tackle the "Admin Tax" and "Integration Debt" (and Myths)Every time a recruiter has to manually format a CV or move between non-integrated systems, they are paying a "tax" with their time.The Win: One leader I spoke with successfully rolled out a CV formatter that turned a half-day wait into a minutes-long task. This solved a genuine business problem: time to submit.The Debt: If your tech doesn't talk to each other, your recruiter becomes the "integrator," stuck in the middle of chaos. Be sure of what that means and how you manage that.The "Fully Integrated" Myth? I'm often told by leaders that they want a fully integrated tech stack. They want everything joined up... But, you may still need humans to be part of the integration. I'm ok with that - just be sure which parts of the recruitment lifecycle you genuinely need them to do and when... But please, please aim for as much integration as you can.4️⃣Solve the "What’s In It For Me?" (WIIFM)Your recruiters might be scared of AI, Automation, and Analytics. They think it’s coming for their jobs.To get buy-in, you have to move past "this will make the company more money". Would you believe that there is an ever increasing strata in recruitment that are not motivated by earning more?Find their motivation: Is it a shorter lunch break? More time at the gym? Getting home to their kids? The Enabler: Position tech as the tool that lets them go faster and stay human.5️⃣Remember the "DAD" ModelWhen analysing your current processes, run them through this filter that I often use with my clients when conducting a Bullhorn RoI Vision program:Delete: Do you really need this process? Automate/AI/Analytics: Can these tool do this better and faster? Delegate: If you can’t automate / Ai / analyse it, can you give it to someone else? (in-source / outsource?Final Thought: Slow Down to Go FasterDo what Chuck Norris and Bruce Lee advocate: Slow down to go faster. (Thanks for the insight, Jo!)Don't be afraid to take stock, briefly pause your pilots, and ensure your tech is truly moving the needle on your bottom line - not just adding to the noise and cost.Are you ready to audit your "Frankenstein" processes? Let’s chat about how we can get your humans and tech working in harmony. BOOK A FREE BULLHORN ROI CONSULTATIONBullhorn ATS / Analytics / Automation / AI RoIWe 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
Stop Sourcing, Start Selling: Is Your Data Working or Just Sitting There?

Recruiters, let’s be honest: 80% of your day is likely spent on the wrong tasks. Even more staggering? 72% of the candidates you place were already on your system before you spent hours sourcing them elsewhere.You are sitting on a goldmine (eg. Bullhorn), but you're still digging in the woods and mining data from countless other sources like LinkedIn, Job Boards etc...How do you stop the procrastination loop and start weaponising your data to drive ROI?Here are the three most common questions I get from recruitment leaders on using data to dominate the market.1️⃣How can recruiters use data to drive the sales process?📌Clean data = Data Health = Data Wealth.This is the backbone of a successful desk. The best recruiters don't just "find people"; they provide a service that sets them apart through market intelligence.Market Intelligence builds credibility. Sharing real-time trends like salary shifts, candidate flow, or niche skills gaps positions you as a trusted partner rather than just another CV flinger.Master the "Trigger Event". Don’t call cold; call when it’s hot. Use data to track funding rounds, senior leadership changes, or office expansions.Example: If a startup hits Series B funding, they aren't just "busy"—they are scaling. If your tech alerts you the moment that deal closes, you can be the first to engage and have candidates ready to spec in.2️⃣Business Development vs. Account Management: Where is the leak?📌Reconverting existing clients is critical.It is significantly cheaper than winning new ones, yet many recruiters let these relationships go cold.Spot the weak links. Use analytics to identify accounts with declining activity. If your star client hasn't logged a job in 60 days, you shouldn't find out by accident.Map the client. Use automation to map out your clients’ entire org charts. Ensure you are seeing all of their jobs so you aren’t losing deals to competitors simply because you were only talking to one person in the department.3️⃣How do we kill procrastination and find focus in recruitment?📌Recruitment is one of the most complex roles out there.We ask consultants to be researchers, data entry clerks, negotiators, and marketers all at once. It is no wonder procrastination is rife.Automate the busy work. Automate data health checks, initial searching, and basic BD outreach.Cure message paralysis. Use AI to draft the first version of your outreach. Don’t stare at a blank screen; let the tech give you the bulk of the work, then you add the human flair.Analyse the data, tasks, and time: Use Analytics to drive meaningful and mindful activities.The phone is king. By automating the data drudgery, you clear the headspace to do what you do best: get on the phone and build relationships.💪Conclusion: Data is Your Competitive EdgeThe "post and pray" era of recruitment is over.In a crowded market, the recruiters who win are those who treat their database as a living, breathing sales tool rather than a digital filing cabinet. By embracing AI, Analytics, and Automation, you aren't replacing the human element. You are freeing your team up to finally be more human.📌Stop searching for what you already have. Start using your data to win.Bullhorn ATS / Analytics / Automation / AI ROIWe are Bullhorn experts set on helping ambitious recruitment businesses to increase speed and sales.We help you optimise 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
Why Your Bullhorn Stack is the Secret to Rehumanising Recruitment

In the high-stakes world of UK recruitment, there’s a nagging anxiety that sits like a ghost in the machine: the "roboticisation" of the industry.Many recruitment agency owners I speak with worry that leaning too heavily into their tech stack (specifically a powerhouse like Bullhorn) risks turning their recruiters and resourcers into data-entry admins and their candidates and clients into mere serial numbers.There's a distinct lack of picking up the phone, at a time when it's never been more important.But if you’re viewing recruitment technology as a barrier to human connection, you’re looking at it through the wrong end of the telescope.RehumanisationThe primary goal for almost every high-performing recruitment and staffing agency I partner with isn't to automate people out of the business.It is to use technology to rehumanise the process.Here are 3 ways how we move beyond the theory of tech driving stronger relationships and rehumanising the recruitment process.1️⃣The Paradox of Manual LabourThe irony of modern recruitment is that the "human touch" is often killed by "robotic" manual tasks. When a consultant spends three hours a day manually parsing CVs, dragging files into folders, and sending "just checking in" emails, they aren't being human. They are acting like a slow, expensive algorithm.And they are likely missing the point of recruitment:Managing relationships.Spotting opportunities.Protecting pipelines.By the time they actually get a candidate or client on the phone, they’re drained and distracted.When we optimise Bullhorn by Bullhorn Automation, Analytics and AI, we aren't replacing the recruiter. We are stripping away the administrative "noise" that prevents them from being present. True automation handles the repetitive, low-value chores so your team can focus on the high-value, high-emotion conversations that actually land placements.Great analytics helps create meaningful time management and tasks to drive targets!AI creates space for mindful recruitment!📌These 3 As lead to a crucial 4th A - adoption! What's often missing from a recruiter's day is a great adoption of process.2️⃣Restoring the Candidate (and Client) ExperienceMany candidates have been on the receiving end of "robotic" recruitment: weeks of radio silence followed by a generic rejection email. Plus, clients often feel under managed and engaged with, and go elsewhere.That isn't the fault of the tech; it’s a failure to use it.📌A rehumanised process uses the ecosystem to ensure no one feels ignored.In a sophisticated Bullhorn setup:Speed is Empathy: Candidates and clients receive updates the moment a status changes because your workflow is triggered by their journey, not by a recruiter’s busy diary.Personalisation at Scale: You can reference a candidate's / client's specific niche, need, or career aspirations automatically, proving you’ve actually engaged with their profile.Consistency: Every contact receives a gold-standard experience, regardless of how many roles a consultant is juggling that week.3️⃣Data: The Compass for ConnectionData isn't cold; it’s context.When your Bullhorn data is clean and your tech is configured correctly, you gain a massive competitive advantage in relationship building. And your recruiters and resourcers value it, want to use it - RoI is achieved!Automations don't feel automatedAnalytics tell the right truth and drive brilliant activityAI releases procrastinationCandidates and clients are managed - everyone wins!Imagine a consultant calling a client and knowing exactly when they last spoke, the specific pain points mentioned six months ago, and exactly which candidate profiles resonated most. That isn't tech "taking over". Tech provides the insights needed to be a true consultant rather than just a CV chaser.💸💸The Bottom LineTechnology shouldn't be a wall between you and your market; it should be the bridge.My mission is to help you move past the "human vs. machine" debate and start seeing Bullhorn as the ultimate tool for liberation.When you automate the mundane, you empower your people to do what only humans can do: negotiate, empathise, and consult.I been in recruitment since 2000. This year, more than any other year, means that your human-connected-tech strategy has never been more important.Bullhorn ATS / Analytics / Automation / AI RoIWe 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
Vodcast: How Can Recruiters Be More Targeted with Their Time? Analytics

Recruiters have limited time to make a difference to their candidates, clients, colleagues, and pipeline. But this is the year when agile and focused performance is critical. But with so many systems, often too much data, being focused and targeted is hard.Everything, Everywhere, All At Once!Recruiters are often pulled in multiple directions all at once. Keeping candidates and clients happy, whilst navigating multiple platforms and dirty data sets, makes for a hopeful strategy. All of this is during a year where minds are being changed at speed.But ironically, recruiters have the data which can help target their time. And if analysed, data tells the truth:It speaks of past performanceIt predicts future performanceBut, in some recruitment businesses the truth hurts. Recruiters should be using analytics to tell the truth, then improve their performance. In the very least they could be using data to look for quick wins and business opportunities to, for example, recycle contractors, and focus their time on at-risk clients for repeat business.Recruitment Leaders Navigating Through Tough TimesRecruitment leaders could be using analytics to manage and lead their teams - and help them navigate through troubled times.Recent years have seen a seismic shift in the recruiting market. 1. Experienced recruiters leaving the market and taking their knowledge with them.2. Lots of new startups resulting from larger recruiters downsizing. 3. Recruitment leaders have likely scaled quickly, and during a booming year. New recruiters, new problems.This leaves knowledge gaps, process gaps, and opportunities for a 'spray and pray' approach to recruitment. This can only be fixed by luck and an active and analytical approach by leaders.Leadership would be wise to not wait for luck, but to analyse, automate, enable their recruiters, and yell "let's do this!"Let's Do This!As I'm writing this blog, I'm getting excited for my clients who have not shied away from the data. They are automating it, de-administrating their recruiters, and creating space for best practice and training. But, I'm also worried about the recruitment leaders who have heads in hands saying "make it stop". I get that, but now is the time to get suited-up and get cracking with the data, the analytics, the performance.Watch My Analytics Vodcasts with Andy...Bullhorn ATS / Analytics / Automation / AI RoIWe 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.Can't wait for the webinar?BOOK A FREE BULLHORN ROI CONSULTATION
Vodcast: How Can Recruiters Use Data to Drive Performance?

Recruiters - Your data is one of your most important assets. Data coupled with your time, your process, and your wit, can make for a super slick and profitable recruitment process. But if you don’t know your numbers, and you don’t work your data, you are simply a recruitment administrator, being busy, but not being very effective. In my vodcast with Tracey O’Neill from The Data Consultant we chatted about how you can: Work your data. Control your process. Be a profitable Recruitment Consultant and Leader.Whether you’re a recruitment leader wanting a sustainable recruitment business with high-performing recruiters, or a recruiter that wants to run a successful recruitment desk, this vodcast is a great listen (or watch).Sexy / Clients / RoEI chatted with Tracey about how to use data to be a more effective recruiter:Data: A sexy asset which can drive your recruitment candidate and sales pipeline.Clients: Own their data, work it, and drive your relationships!RoE: What is it and what's it got to do with data and recruitment?What key takeaways does Tracey have for recruiters and recruitment leaders regarding how they can use data to run their desks and businesses?Recruitment leaders and recruiters – buckle up and get at least one takeaway to help you improve performance.Watch My 3 Recruitment Data Vodcasts with Tracey O'NeillBullhorn ATS / Analytics / Automation / AI RoIWe 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.Can't wait for the webinar?BOOK A FREE BULLHORN ROI CONSULTATION

Analytics

The One Bullhorn Habit That's Silently Bleeding You of Fees and Sales

Vodcast: Recruitment AI ~ How to Use Tech Without Losing the Human Touch

Bullhorn Power Series ~ Stop Missing Out on Sales: 5 Tips to Use Your ATS, Automation, and Analytics to Drive BD

Vodcast: Death to Spreadsheets: Is Your Agency’s Future Hiding in a Tab?

Before You Jump on the AI Bandwagon: How Recruitment Leaders Get Tech Right

Stop Sourcing, Start Selling: Is Your Data Working or Just Sitting There?

Why Your Bullhorn Stack is the Secret to Rehumanising Recruitment

Vodcast: How Can Recruiters Be More Targeted with Their Time? Analytics

Vodcast: How Can Recruiters Use Data to Drive Performance?

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Bullhorn Power Series ~ Stop Missing Out on Sales: 5 Tips to Use Your ATS, Automation, and Analytics to Drive BD

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Recruiter Productivity Series: Optimise Bullhorn Part 6 ~ Easy Candidate Management

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Automation RoI Webinar Series: Unlock Bullhorn Part 5 ~ Easy BD

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Recruiter Productivity Series: Optimise Bullhorn Part 5 ~ Easy BD

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Automation RoI Webinar Series: Unlock Bullhorn Part 4 ~ Place Faster and Easier

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Recruiter Productivity Series: Optimise Bullhorn Part 4 ~ Place Faster with Less Effort

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Automation RoI Webinar Series: Unlock Bullhorn Part 3 ~ Sell Faster and Easier

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Recruiter Productivity Series: Optimise Bullhorn Part 3 ~ Sell Faster with Less Effort

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Automation RoI Webinar Series: Unlock Bullhorn Part 2 ~ Create a Virtuous Circle of Candidates

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Recruiter Productivity Series: Optimise Bullhorn Part 2 ~ Source Faster and Easier

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Automation RoI Webinar Series: Unlock Bullhorn Part 1 ~ Source Faster and Easier

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Automation ROI Webinar Series: Data = Clean and Monetised! Part 2

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Recruiter Productivity Series: Optimise Bullhorn Part 1 ~ Engage, Nurture, Place, and Re-Place

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Automation ROI Webinar Series: Data = Clean and Monetised! Part 1

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Productivity Webinar Series: Speedy Sourcing Tips for Recruiters

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