Recruitment and Marketing Blogs
Bullhorn Tip - Source (and KIT) with Advanced Notes
We've got a simple Bullhorn1-minute tip to help you source quicker and stay in touch with your candidates and clients. One of our favourite Bullhorn features is its Advanced Notes search.(If you haven't got this feature ask your Bullhorn admin to add it for you...) ❓Why Use Advanced Notes for Sourcing and KIT Activities?Staying organised and keeping your candidates and clients engaged is key... Why?📉57% of candidates say they lose interest when communication drops off. That’s over half your shortlist potentially ghosting you.⏳ The best candidates are off the market in just 10 days—meaning delayed client feedback or disjointed processes can kill your placement before it even starts.💼80% of placements come from just 20% of your Bullhorn database—so if you’re only looking outward and not reactivating past candidates, you’re leaving money on the table.🧠60% of clients say they want better communication from their recruiter. Not more CVs—more value.💑 Only 29% of customers are fully engaged.So, it's key that you use Bullhorn to easily find and manage your candidate and client data.We love how Bullhorn's Advanced Note search helps recruiters and resourcers source, but also how it helps find candidates (and clients) that have not been spoken to in a while and need to be kept in touch with (KIT).Simple! Watch our 1-minute Bullhorn tip - then log in to Bullhorn and try it. Who can you find? Who do you need to KIT (keep in touch) with? Watch My Bullhorn Tip on How to Use Advanced Notes to Source and KITNeed more LinkedIn / Bullhorn / Automation / Recruitment 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 WEBINARSBullhorn ROI + Trained Happy Recruiters = More SalesWe pride ourselves on helping recruitment leaders achieve Bullhorn ROI. We create a Bullhorn1st vision, reduce the need for other tech, optimise Bullhorn, automate their sales-prevention processes and data, and train recruiters to trust it and use it.ARRANGE A FREE CONSULTATION NOWTry our Recruitment Training platform for free, for the best Recruitment, Bullhorn, Analytics, LinkedIn, MS Teams, and Automation tips.TRY HIIT FREE HERE
How to Maximise the Productivity of Your Remote and WFH Recruiters
The recruitment world has changed—and whether your team is hybrid, remote-first, or fully virtual, one thing hasn’t: performance still matters. But without the buzz of an office, the whiteboards, and the shoulder taps, the Mars Bar incentives, how do you keep productivity high without becoming a recruitment micromanager?With so much tech and data, it's easy for procrastination and "admin-first" mentality to sneak in - and phone and face time with candidates and client suffers - and pipelines are not robust enough.But as a leader of a recruitment team or firm, I bet you're still waiting for the memo on how to manage your teams to max productivity...Here’s are some thoughts on recruitment leaders can set up their remote / hybrid teams for success—with clarity, connection, and commercial focus.1. Shift the Focus to Outcomes, Not HoursThe most productive recruiters aren’t always the ones who log on early or appear busy all day—they’re the ones who deliver results. Set expectations around outcomes: interviews booked, candidates submitted, jobs filled. Productivity isn’t about presenteeism; it’s about performance.You can call these KPIs, or simply "brilliant basics" - call them what you need to but, be clear on your goals and expectations. 2. Run Daily Huddles to Set the PaceA short 10–15 minute morning huddle can align the team around daily goals, hot jobs, and potential roadblocks. It keeps activity visible and creates a sense of shared momentum, even across screens. Don't scrimp on these kick offs / cool downs - they are vital to help your team (and you) stay connected.3. Use Dashboards to Drive ConversationsLive dashboards in your CRM (like Bullhorn) are powerful tools—but only if used constructively. Track key KPIs / Analytics / deliverables like CVs sent, interviews scheduled, and pipeline activity. Ensure that your tech can easily track these goals to ensure that your CRM/ATS is a single source of truth.4. Coach in the MomentFeedback shouldn't wait for end-of-week reviews. If a recruiter is struggling with outreach, sourcing, or conversion—jump on a quick call or screen-share. Remote doesn’t have to mean distant.5. Over-Communicate (Yes, Really)In an office, information travels quickly. Remotely, you need to be intentional. Encourage regular Slack / MS Teams / Zoom etc... updates, team chats, even voice notes. It’s not about overloading people—it’s about keeping everyone in the loop and engaged.6. Structure the Day for SuccessHelp recruiters design their day with clear time blocks: sourcing, BD, admin, follow-up. Get these diarised and transparent. Without the natural rhythm of an office, distractions creep in. Time-blocking restores focus.7. Celebrate the Small WinsThat candidate who finally returned the call? The new job lead from an old client? Shout it out! Wins matter more than ever when working remotely—recognition drives motivation and retention.We recommend, for example, an MS Teams channel devoted to team / people successes. And ensure that the team feel empowered to shout out each other's successes.8. Check In (Not Just Check On)Don’t just ask for numbers. It's too easy, when managing people remotely, to focus on the work outputs - as a leader you need to be better / different. Ask how they’re doing. Engage in what makes them tick. Remote work can feel isolating, for both you an them, especially in high-pressure sales environments. Regular check-ins help uncover hidden blockers—and show that you care.9. Give Them the Right Tools (and Training)Make sure your recruiters and resourcers have access to the tools they need—video calling platforms, up-to-date CRM access, and workflow automation. Then layer in continuous training so they can use the tools confidently and commercially. This is especially important if you have AI / Automation tools. Training on the why, as well as the how, can be empowering and drive change quicker. Simply turning them on with minimal training risks "buy-out".10. Keep the Culture AliveFrom monthly leaderboards to virtual quizzes and Friday wrap-ups, make space for team bonding. How about a weekly quiz, using Kahoot or MS Teams, and each week a different team member runs it? High-performing teams thrive on connection—don’t let geography erode your culture.Final Thought: Set the Standard, Then Drive ItRemote recruitment teams thrive when there’s clarity and consistency.Create a simple “how we work” playbook—when check-ins happen, how KPIs are tracked, what good looks like.Then empower your recruiters to own their day, backed by your coaching and tools.The market won’t wait—and neither should your recruitment team. Productivity is a habit, and with the right leadership, remote recruiters can be a super-powerful asset.Want help building a remote recruitment process or smarter Bullhorn workflows? Let’s talk. I offer free consultations to help leaders like you unlock better performance—wherever your team logs in from.BOOK YOUR FREE CONSULTATION
Why Recruitment Data Health is Critical, 3 Ways to Long-Term Data Wealth
Recruitment and it's tech is moving faster than ever. But if your ATS/CRM is full of duplicates, outdated records, or incomplete contact details, you’re not just losing time—you’re losing revenue.Plus, Lisa recently attended Bullhorn's Automation and AI summit and the key "disabler" for engaging effectively with automation and AI was data health (or lack of!)Data Stealth or Data Wealth?As a recruitment leader, you rely on your CRM to power your recruiters' productivity, candidate/client experience, and bottom-line performance. But how confident are you in the health / quality of your data?Why does data health matter?💩 30% of CRM data becomes outdated each year🐌 Recruiters lose 4.3 hours/week to manual data issues📉 Dirty data can slash revenue by 12%😱 51% of UK firms say their CRM data isn't accurate enough to use🤒 Only 30% of CRM records are fully up to date🥳 Clean data boosts productivity by 14.6%(Sources: IBM / Experian / Bullhorn)In short: Bad data = missed placements, wasted time, lost revenue.If your Recruitment CRM has incomplete profiles, inconsistent job titles, or duplicate records, it’s not just frustrating—it’s slowing your team down.And if your candidate and client pools aren’t engaged, you're working blindfolded, hands tied behind your back, in a storm. (Metaphors galore!)1 Word to Describe Your DataWe asked recruiters to give us one word to describe their Bullhorn data and they said... Oh dear...Pointless Strategies to Clean Your Recruitment DataSome "popular" (but pointless) strategies include:Handing it to a temp / admin with zero sector knowledgeAsking recruiters to do it in their "free time"Ignoring it and piling in more dataThese are great strategies if you have money and time to burn, and data accuracy is not a goal.Our Winning 3-Step TLC Strategy for Data Health and WealthCleaning up your recruitment data involves more than simply giving it a spring clean every now and again. Your data needs to feed today's, tomorrow's, and next year's pipeline.We help recruitment businesses turn messy Bullhorn CRMs into clean, revenue-generating machines with a simple framework:Train recruiters on the “What’s in it for me?” angle so they take ownership of their data.Legacy cleanse: deduplicate, delete, or reactivate cold records.Campaign: engage and enrich new data automatically.No expensive tools. No time-zapping system overhauls. Just smart fixes that work with what you already have.📍 Book a Free Recruitment Data Health ConsultationI’d love to hear how you’re tackling data challenges—and pay it forward with a free 30-minute call to share ideas and insights from the 1000s of recruiters we've work with.Identify quick-win cleanup opportunitiesShare smart tools and automation optionsWhether your recruiters and resourcers struggle with poor candidate matches, too many duplicate records, or “ghost” contacts no one has touched in over a year, we can help you build a practical, recruiter-friendly fix.Ready to clean up your data, reduce costs, and speed up your placements?BOOK YOUR FREE DATA HEALTH CONSULTATION🚀 Why Now?Because recruitment is too competitive to be slowed down by bad data. The difference between making a placement and missing out is often just how quickly and accurately you can find and reach the right person.If your consultants / resourcers are wasting time cleaning up data manually—or worse, avoiding your Bullhorn CRM altogether—this is your chance to fix it for good.Clean recruitment data isn’t a “nice to have”—it’s a competitive advantage. Let’s get yours working the way it should.
3 Ways Recruitment Automation Can Help Increase Recruitment Sales
Recruiters! With 80% of your day spent doing the wrong things, having to network around 7 people per sale, and the growing trend on relying on DATA to make your sale, what's does this year look like, and how can you use recruitment automation to generate more speed and pipeline?My Interview With Billy at Bullhorn AutomationI spoke with Billy Davis at Bullhorn Automation - who's mission it is to revolutionise the recruitment industry. We've been working closely with him help our mutual clients to automate their recruitment processes. I asked Billy 3 questions about how recruitment automation can help drive sales (and productivity).1. Billy, what are your thoughts B2B sales about how to use automation for data-based selling?I think providing a great experience will always have a positive place in sales. With the advancement of AI and machine learning I can see a time in which data becomes the biggest decision making factor in the sales process. We already see some of those shifts in the market today. Poor data quality undermines the effectiveness of AI and machine learning. The biggest benefit of Automation will be the increase in data quality. Identifying and fixing incomplete records, reducing manual data entry, and copying information already known from one area and transporting it to another are just a few mechanisms to achieve this. 2. Billy, how can recruitment automation help "nail the sale"?The most important advice here is to create a personal or employment brand so compelling that it can reach all those levels of connections. Recruitment automation can help in two critical capacities. It can act as your megaphone to the market and amplify your reach. It can ensure fantastic experience for candidates/clients so you have as many promoters as possible. 3. Billy, how can automation help recruiters focus on what they need to do to attract, engage, convert, and retain – rather than procrastinate?Automation is a tool to solve this problem. Not a solution in and of itself. Understanding the difference between value and non-value activities and coming up with a strategy to change existing behaviour is the ultimate solution. Automation can accelerate that strategy when deployed correctly. Examples include; Eliminating busywork, real time reminders/alerts with process instructions, client/candidate journeys to eliminate lack of communication at any recruitment stage, placement check ins and touchpoints, activity/behaviour driven communication and follow up, and freeing up time for relationship building. ---Monetise and Weaponise Your Recruitment Data, Time, and TargetsI'm excited about how recruitment automation positively impacts on the day of a recruiter - generating more time, better 3Cs (candidates, clients, colleague) expectations and experience - and really help the industry get back on track after such a disruptive few years.We help recruiters via our Automation Buddy Programs to really monetise and weaponise their data, time, and targets.READ ABOUT RECRUITMENT AUTOMATIONBOOK A CALL TO DISCUSS BULLHORN AND BULLHORN AUTOMATION
How to Make Money from Your Recruitment CRM: The Data + Systems + People Model
Recruiters and recruitment marketers—if you want to drive this year with a sales-led strategy and start monetising your recruitment CRM, read on.💡CRM used effectively = 29% more productivity. But how do you actually do that?Are You Making or Wasting Money with Your CRM?Do you want to make money from your recruitment database, or just pay for it?Do you want your marketers generating leads, not just blogs and events?Do you want your recruiters consulting, and placing more, not just sourcing and wasting time on LinkedIn and job boards?All recruitment tech has one thing in common: what you put in determines what you get out. And right now, recruitment leaders are asking:How do I boost my recruiters’ placement rates?How do I get them off LinkedIn and onto our CRM and back on the phone?How can marketing generate leads that sales actually use?How do I turn our website and automation into money-makers?How can AI and automation drive growth?The answer? A simple but powerful focus on Data, Systems, and People.1. Data = Wealth💸Yes, people are valuable assets. But your data is what clients and candidates are actually buying. It fuels your pipeline—or clogs it.Too often, recruiters have too much data. They keep sourcing more, creating a FOMO-fuelled vicious cycle that kills productivity and profit. Instead of creating more, you need to work your existing data better. (Check out my "dig up stupid" data model below.)2. Systems = Speed + Scale🏃♂️➡️For years, I’ve said “Be CRM-first" or Bullhorn 1st. Finally, recruitment leaders are getting this concept.I've often said "too many systems and not enough process". That’s changing, with automation and AI now helping recruiters get more from the data they already own.Today’s recruitment software can guide your process instead of turning recruiters into co-ordinators and admins. But that only works if you have a systemised approach and use automation strategically.3. People = Process in Action💪Here’s the harsh truth: untrained recruiters = lost fees. PEBKAC is still an issue. Often, the problem exists between and chair and the keyboard.With 2/3 of workers leaving due to lack of training, this is a red flag for your bottom line. The average 10-person recruitment agency loses $€£10k when a recruiter leaves.Too many agencies rely on a one-time “go live” for systems and then leave it. But without ongoing, embedded training, recruiters forget, systems stagnate or change, and process breaks down.💡Your Fix? Connect the DotsData, systems, and people don’t work in silos. You need a joined-up recruitment process that allows your recruiters to consult—not just click.Data: Look again at the graphic above. Have you identified and are working your green and amber data, or are your recruiters drowning in FOMO and wasting time sourcing even more data? System/Process: But do you have a system (and process) for working your green and amber? Is your green and amber ready for automation and AI?People: What training are you giving your recruiters to effectively use your data and Recruitment CRM / systems so that they can make money rather than just administrate / co-ordinate?This is exactly why we deliver money-making Bullhorn RoI projects, Automation strategies, and have created Recruitment HIIT—an on-demand platform built to weaponise Bullhorn, LinkedIn, and your systems to drive placements and productivity.💥 Stop blowing cash. Start building profit—with the recruitment data, tech, and team you already have.BOOK A CALL TO CHAT ABOUT HOW TO DO MORE WITH WHAT YOU HAVE
Bullhorn Tip - Organisation Charts for Smart Account Management
We have a smart account management (and BD) 1-minute tip to use Bullhorn to drive and secure your sales pipeline.Plus, if you have automation, it will enable a turbo-boosted approach to networking and driving a more efficient and profitable desk.📌Organise Your Real and Ideal ContactsBullhorn's company organisational charts feature allows you to map out your clients, real and prospect, so you can:Network the organisation not just the contact - it's risky when you have just 1 relationship. People move about a lot!Create battle plans to drive more sales. Who else can you get jobs from?Thus opening up new opportunities and securing your relationships. What a cute recruitment tip and Bullhorn tip!!Watch this 1-minute Bullhorn tip - then log in to Bullhorn and check each of your key accounts - have you mapped them fully so you're managing the account and not just the contact?Plus, your prospects - how mapped are they? Have you exploited the organisational charts feature to help with BD? Watch Our 1-Minute Bullhorn Tip to Help You Map Your ContactsNeed more LinkedIn / Bullhorn / Automation / Recruitment 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 WEBINARSBullhorn ROI + Trained Happy Recruiters = More SalesWe pride ourselves on helping recruitment leaders achieve Bullhorn ROI. We create a Bullhorn1st vision, reduce the need for other tech, optimise Bullhorn, automate their sales-prevention processes and data, and train recruiters to trust it and use it.ARRANGE A FREE CONSULTATION NOWTry our Recruitment Training platform for free, for the best Recruitment, Bullhorn, Analytics, LinkedIn, MS Teams, and Automation tips.TRY HIIT FREE HERE
11 Stats Every Recruiter Needs to Know Before Sending a Spec CV
Recruiters want two things: more time and a stronger pipeline. But here’s the reality...🔒 70% of jobs are never advertised. 📞 It can take up to 18 calls to reach a single prospect. 📬 And with email inboxes overflowing, your “Spec CV Send” could be lost before it’s even seen.We speak to recruiters every day who are in what we call a "JAM"—just about managing. You're doing the work, sending the CVs, following up… but placements aren’t landing the way they should. Why?Because sending a CV isn't enough anymore. You need that email to work—to stand out, get opened, and drive action. With lead lifecycles shrinking to 24 hours or less, being top of the inbox isn’t optional. It’s survival.So what’s the fix?🚀 11 Stats to Focus Your Spec CV Sends and Email MarketingThere’s no shortage of stats out there—but we’ve boiled it down to 11 stats (2 above and 9 below) to get you thinking (and transforming) your candidate marketing and boost placement success.Why Your CV Sends Are Falling Flat📩 Your clients receive 121 emails a day (and over 30 billion emails were sent last year).👀 Only 20% of emails ever get opened.🛑 And thanks to filters, 1 in 5 emails never even land in your client’s inbox.How to Get Your Emails Opened (and Actioned)🎯Be Relevant – 61% of clients open emails if your past contact was useful or timely. Build relationships, not just touchpoints.📌Nail Your Subject Line – 47% of recipients open emails based on the subject line alone. Ask yourself: What’s in it for them?💘Get Personal – Using the recipient’s name boosts action rates by 26%. Hi John beats Hello Sir/Madam every time.📱Think Mobile First – 30% higher open rates happen on phones. Short, punchy, and scannable wins.⌚Time is Everything – Most emails are opened within an hour. After 24 hours, your lead may be dead in the water.Convert Emails into Real Opportunities💪Recruiters using their CRM effectively are 34% more productive.🏃♂️➡️Our Bullhorn HIIT training helps you use your database to its full potential—so your best leads don’t slip through the cracks.🚦What These Stats Mean for YouIf your emails aren’t converting into interviews or jobs, it’s not just a marketing issue—it’s a process problem. And the fix doesn’t need to be complex. Clean data, sharp messaging, and smarter timing can put you back in the driver’s seat.So… What Do You Need to Do Now?✅ Audit your CV send process.✅ Review your CRM usage.✅ Craft better subject lines.✅ Re-engage old leads.✅ Learn what works—and automate it.This isn’t about sending more. It’s about sending smarter.Need help getting your emails working for you, not against you? Drop us a line—we’ll show you how to turn your database into a placement machine.CONTACT USThe Best Bullhorn and Recruitment TrainingWe have 100's of recruitment tips and tricks to help you effectively market to candidates and clients, whether it be Bullhorn Hacks, LinkedIn tips, automation, or recruitment marketing advice. We have a whole blog dedicated to helping recruiters source the all important 4Cs - Candidates, Clients, Colleagues and Cash!Our high intensity interval training - Recruitment HIIT - helps recruiters source, convert quicker, and develop healthy pipelines, and recruitment marketers attract, engage, and retain candidates, clients, and colleagues (3Cs).TRY RECRUITMENT HIITREAD ABOUT OUR RECRUITMENT TRAININGBOOK A CALL TO DISCUSS RECRUITMENT TRAINING
3 Ways Recruitment Automation Can Help Your 4Cs
Recruiters need more warm calls, cleaner and compliant data, candidate management, aftercare to manage accounts, reconversions, sustainable sales and more happiness. (Phew...)Recruitment leaders need to grow a sustainable team of productive recruiters, and generate less of a need to hire.How can automation can make this happen?Effective recruitment technology like Bullhorn Automation can do some serious heavy lifting to free up time for your recruiters to focus on the “good stuff” – more phone time, more billing time, more fees. Recruitment automation should solve a pain in your recruitment business. Plus, it's rapidly helping some of our clients get ready for AI. (Read about our thoughts on AI in recruitment.)Clean Data, Speedier Processes, Happier Recruiters, Less Need for HiringThe recruiters we’ve worked with have had some mind blowing results as a result of using Bullhorn and Bullhorn Automation! For example for 1 client in just 4 weeks, we saved 3770 hours, and created a fantastic email open rate of 62% (which is 38% above the average).More time on the phone, speaking to the right candidates and clients. Less time and money wasted prospecting / hoping.But recruitment Automation isn't just for big recruiters. We're finding that whether our clients are a 5 or 50 person recruiter, they are needing to do more with less, build back stronger, and be more sustainable. But with the massive amount that automation can actually do, yes - you need be be strategic, but you also can tackle some serious "pains" in your recruitment business.What’s in it for you? Here are some automation ideas to help you improve your critical 4Cs – candidates, clients, colleagues, cash.3 Ways Bullhorn Automation Can Help You With Candidates Think better job applications, warm calls, onboarding:Distribute your jobs to get better quality applications. Track how people are engaging with your content – this will help you decide who to call – massive time saver! Onboard candidates professionally to give a consistent and better experience – happier candidates turn to contacts, which turns into more business! 3 Ways Bullhorn Automation Can Improve Your Clients (Sales) Think warm calls, reconverting old clients, keeping existing ones:Converting prospect clients into warm callsTracking lapsed and at-risk clients – to get recruiters to call and re-convert Client satisfaction surveys – to help you improve service levels – plus IDing issues before they become problems. 3 Ways Bullhorn Automation Can Improve Your Colleague Experience and ProductivityThink cleaner data, speedier sourcing, being organised, reducing admin, happier recruiters, less stressed managers, less need to recruit… Removing time consuming and morale draining admin tasks Archiving old data to improve sourcing and reconversionsOrganising to ensure critical candidate and client tasks are delivered on time Plus - overall more time to be awesome, and for personal development and training - our Recruitment HIIT training can help you nail this critical task.3 Ways Bullhorn Automation Can Improve Your CASH Think speed – time to hire improved, contractors speedily recycled. Easier to make more money.Think data – your asset being clean and compliant, creating less risk, more time - data is monetised! Less need for LinkedIn and job boards.Think productivity – less recruiters needed, and the ones you have working smarter. Recruitment automation is not about replacing recruiters or admin, although it can mean you don’t need to hire as many people as you think. It’s about: Cleaner data Speedier sales Reduced admin Cleaner, compliant data Happier, productive recruiters Effective marketing and marketers Your recruitment process needs to be about speed, pipeline, and sustainability. Look at your data, people, process – where could you do with automation doing your heavy lifting?Think about how automation can help you with your 4Cs, not just how it can help you send more messages to candidates.READ ABOUT RECRUITMENT AUTOMATIONBOOK A CALL TO DISCUSS BULLHORN AND BULLHORN AUTOMATIONTRY RECRUITMENT HIIT FOR FREE
3 Ways to Help Recruiters Who Use Bullhorn to Get Back on the Phone
Recruiters need more phone time. In fact, “Why can’t they just get on the phone?” is the common mantra of many of the recruitment leaders that we work with. World events, a deluge of data and systems, and holes in recruitment sales pipelines, means that picking up the phone has never been more important.The recruitment process has become unfit. Too much data and too many systems makes the recruitment process sluggish at best…In fact 72% of placements made last year were with data you already had on your Bullhorn Recruitment CRM before you sourced it elsewhere. 13 hours a week spent sourcing candidates you already have… crazy! (Source: Bullhorn / LinkedIn)We have some cool Bullhorn Tips and Training on our recruitment training platform, Recruitment HIIT. Our goal is to help recruiters improve their time management, sales and sourcing “fitness”. Let’s take some measurements first, Recruiters!5 Vital Stats to Focus You On Recruitment Sales FitnessImproving your sales pipeline can be time consuming… But the data says a lot about where you need to focus your recruitment training, and time.It takes on average 18 calls to engage a new client.50% of your leads are likely to be a poor fit for you.80% of leads need at least 5 follow ups before conversion.The probability of selling to existing customers = 60-70%. Whereas new clients = 5%!Recruiters who use their CRM (Bullhorn) effectively can improve productivity by 34% and sales by 29%Recruiters Need to Get Fit for Phone Calls and Sales!Our Recruitment HIIT on demand Recruitment training is designed for time-starved recruiters to take control of their sourcing and sales effectiveness and make small but effective changes to their workflows in 5-10minute videos. To get you started, here are three 1-minute tips you can use to help you get sales-fit and make more of those critical phone calls!1. Bullhorn Tip - Start-up Screens to Start Your Day with Speed Try our super easy 1-minute Bullhorn tip to help you save time and stay focused so that you can spend more time on the phone, managing your candidates and clients, and placing faster. CLICK TO WATCH2. Bullhorn Tip - Sell What Your Contacts DesireTry our desirable Bullhorn 1-minute tip to help you easily sell more candidates to your clients. CLICK TO WATCH3. Bullhorn Tip - Silver Medal Recruitment - Easy PlacementsTry our sterling silver Bullhorn 1-minute tip to help you easily place more candidates. Winner! CLICK TO WATCHRecruitment HIIT - The Best Recruitment and RecTec TrainingAlong with a wealth of the best recruitment (perm and temp) training, our Bullhorn HIIT series helps recruiters and resourcers to:Navigate around your Bullhorn CRM speedily to save time.Turbo boost your candidate sourcing strategies.Improve BD, account management, and your client relationshipsEffectively and speedily manage your jobs and placement process.And all the while focussing on using Bullhorn first to improve the way you source, engage, nurture, and place your candidates.If you're an existing HIIT client login and complete the workouts.Want a free trial to see how HIIT can help improve speed and pipeline?CLICK HERE FOR YOUR FREE TRIALRecruitment TrainingThis video is part of a series of recruitment trainings in Recruitment HIIT, our online recruitment training platform.Our training helps new and experienced recruiters qualify their jobs, speedily source and advertise, and improve their screening. It boosts CV to interview ratios, whilst giving great tips to prevent counter offers, and secure the placement and beyond.Plus, if you have Analytics, Automation, SourceBreaker, LinkedIn, Calendly, Teams, Daxtra, Broadbean, idibu, Hinterview, Paiger, we train on those too!TRY HIIT FREE HERE
Bullhorn Tip - Start-up Screens to Start Your Day with Speed
We have have a super easy 1-minute Bullhorn tip to help you save time and stay focused so that you can spend more time on the phone, managing your candidates and clients, and placing faster.We know that every second counts in recruitment.Bullhorn needs to be "fast and furious" to help you find what you need to do, and do what you need to do! Source, screen, manage, place, sell, repeat!Get Started with Start-up Screens!Start-up screens help you set up your Bullhorn so that when you log in you're already looking at the screens that you need.⌚Less time wasted.🏃♂️➡️Zap to where you need to go.🛠️A great hack to help you customise your desk and day!Watch this 1-minute Bullhorn tip - then log in to Bullhorn and setup your start-up screens.Watch Our 1-Minute Bullhorn Tip to Help Start Your Day with Speed!Recruitment and Bullhorn TrainingWe deliver the best Recruitment and Bullhorn training through live webinars and our online training platform, Recruitment HIIT.It's perfect for new starters, experienced recruiters, and leaders who need to onboard quicker and improve productivity.TRY HIIT FREE HERE
3 Hacks to Help You Get More Testimonials for Easy Sourcing and Sales
As a recruiter you need easy sourcing and sales."Social proof" is key to this! Candidates and clients in your network who think that you're ace and are prepared to recommend that others work with you will drive your pipeline for you. But we often see a lack of process in getting recommendations and this makes recruitment harder.3 Stats to Focus You on Getting Testimonials9 out of 10 purchases happen because of peer recommendations. (Source: Marketing Charts)Referrals are 5x more effective than all other sources of hiring. (Source: Zeti)69% of clients would work with a recommended recruiter. (Source: CIPD)So, having a strategy to get recommended is key!1 Stat Says it All, Though!But here's the clincher: 91% of customers say they’d give referrals, but only 11% of salespeople ask for referrals. (Source: Sale Carnegie)So:Referrals, recommendations, testimonials are easy to get...However, recruiters are just not asking for them!But, recruiters! You have a wealth of candidates and clients to tap into and convert in to great referees.Choca Bullhorn CRMs.Busy LinkedIn contact lists.And surely for every placement you make you could get 1 x candidate and 1 x client testimonial... But are you?My 3 Tips to Help Get Testimonials and Weaponise Them for Easy Sourcing and Sales1️⃣Ask, but be specific! 💪Don't just ask for a testimonial and leave it to the client or candidate to get around to it. Have a call with them at the end of your assignment and ask them questions. These questions could get you started:What was your issue?Why did you choose to work with me?What did we do for you?How will this new hire / new job help you now?Give me 3 words to describe your experience of working with us. (These in be super helpful in getting your message across to who you want to work with...)This testimonial call will not only get you valuable feedback. It will also be a great excuse to manage your candidate and client experience (and account / pipeline), and also ideally help you get further business / candidate leads.Ask:Who do you know that we can also help?2️⃣Write it for them📝Draft 2-3 short paragraphs and email it back to the candidate/client to get their OK.Use their language in the copy you create - this will make it sound more human, less "markety", and also get them to sign off quicker.Pro tip! Ensure you use valuable keywords to ensure that this content is optimised on your website and LinkedIn profile when you come to publish it.3️⃣Get it online 📢Publish testimonials on:Your website, and not just on your testimonials page. Knit them into your blogs, job adverts, sector pages.Google updates - ask your marketer to do this for you.Your Linkedin profile recommendations. (Use the Request a recommendation feature in Linkedin and paste in your copy - make it easy for your community to recommend you.)Your Glassdoor page.Your email signatures.And create cute images. I use Canva to create speedy 2minute testimonials that I can use in my sales and marketing.My Final Tip? Timing is KeySo recruiters! Don’t be afraid to ask for a recommendation you deserve it!Promise yourself to ask for a recommendation from the candidate and client on your next placement – just do it! And then rinse and repeat using my tips above.And don't keep them secret - get the message out there. Your desk, pipeline, boss, and bank account, will thank you!Recruitment TrainingWe deliver the best Recruitment Training through live webinars and our online training platform Recruitment HIIT.Our recruitment training helps new and experienced recruiters qualify their jobs, speedily source and advertise, and improve their screening. It boosts CV to interview ratios, whilst giving great tips to prevent counter offers, and secure the placement and beyond.Plus, if you have Bullhorn, Analytics, Automation, SourceBreaker, LinkedIn, Calendly, Teams, Daxtra, Broadbean, idibu, Hinterview, Paiger, and more... we train on those too!TRY HIIT FREE HERE
Protect Your Pipeline with this Antidote to Backdoor Placements
Backdoor placements are often an "invisible" pipeline killer. Yet they are also a great opportunity to recover lost revenue. Silver linings! Are you missing out on smashing target by not actively managing backdoor placements? Get a Free Backdoor Consultation20 Years Ago, in a Land Far Away...In Lisa and my younger days (20 years ago), we created a report to track theoretical backdoors, and had a team calling candidates at the employer they'd recently had an interview with. If they answered, they were put through to the recruiter to begin recouping the lost fee.Surely time has moved on and there are more effective and tech-driven ways of doing this? Plus, surely recruiters are better at sales admin and relationship management now, so back doors are less common? I'm not so sure... If anything more data and tech has actually created a less robust process in many firms.Let’s explore why tracking backdoor placements is critical and how to implement best practices and technology for spotting and reducing them.The Financial Impact of Backdoor PlacementsWhen a candidate you’ve introduced to a client is hired without your knowledge or agreement on fees, you lose the fee. This often happens when terms of business aren’t adhered to, or when a client chooses to go behind your back. Consider this: one recruiter we’ve worked with reported uncovering at least one lost fee per consultant annually. For a team of 30 recruiters, that’s a staggering £150,000 in potential net revenue. In one instance, a single backdoor placement resulted in a recovered fee of £32,000. These numbers are too significant to ignore.Additionally, recruiters often spend resources sourcing candidates from external platforms instead of leveraging their databases. Tracking and addressing backdoor placements encourages better use of internal resources while ensuring you recapture fees rightfully owed to your business.Building Trust and Strengthening Your Recruitment ProcessClients: Actively managing backdoor placements helps you optimise your client relationships. Clients who circumvent your terms of business do not value your partnership. Using Bullhorn to flag these incidents creates transparency and helps you spend time on clients who value you.Candidates: Additionally, having a proactive backdoor placement management process complements your silver medalist strategy. Silver medalists are candidates who reached advanced stages of the recruitment process but were not placed. By regularly engaging these high-potential candidates through your tracking systems, you keep them warm for future opportunities while minimising your reliance on external sourcing.Best Practices for Managing Backdoor PlacementsTrack Every Interaction: Ensure your CRM system captures interview stages and outcomes, even for candidates rejected at early stages. Use detailed note types like “Rejected at Interview” or “Rejected at CV Send” to maintain a clear record.Standardise Your Terms: Attach your terms and conditions to every client communication. This ensures clients can’t dispute fees later and provides you with a reliable audit trail.Monitor Data Ownership: Many lost placements are tied to inactive users or former consultants. Assign ownership of these candidates to managers to maintain visibility and accountability.Automate to Remove Human Error: Implement automation to consistently track candidate progress and flag potential backdoor placements. This minimises manual errors and improves data integrity.Automation - The Antidote to Backdoor PlacementsDuring a recent Bullhorn Automation User Group, I was asked about my top 3 ways to use automation. Backdoor placement management is one of those 3 ways. These 2 automations are a must of you are set on prevention and pipeline maximisation:Interview Confirmation automation: If you already use these automations, add a notification step, x months after the interview date. Choose a timeframe which suits your sector the best.Check Past Interviews (Backdoor): If you don't use Interview Confirmation automation, create a stand alone automation that tracks the interview date and does not have placement. Add a wait step x months later to send a notification to your recruiter to check-in with the candidate and check they don't have a new job. You could even do what Lisa and I set up in a previous life and call the employer and ask to speak to the candidate. If they answer... bingo!Process and Tech Is KeyUse tech to prevent them.Use tech to spot them.The bottom line is that backdoor placements aren’t just about recovering lost revenue; they’re an opportunity to refine your recruitment strategy, strengthen client and candidate relationships, and ensure your systems are robust enough to thrive in a competitive market. Take control, and turn these challenges into wins for your recruitment / staffing agency.And if you need help on your processes, your data, and your Bullhorn adoption / ROI - call us - we can help.Get a Free Backdoor ConsultationAutomation and Bullhorn1stWe 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 SERVICERead about our Bullhorn 1st Service
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