Recruiters! 10 Reasons Why Candidate Engagement is Critical
Recruiters and their leaders who want to spend less time and money sourcing, and more time placing, need to read this blog and think about why they need to create a virtuous circle of talent.On our recent Bullhorn Tips webinar, where we focused on candidate management tips, we asked the attendees about their current candidate management strategy.The results were unsurprising, but also disappointing.They told us that their candidate database was...And that their candidate management strategy was...In other words, not future proof or focussed on creating a robust, easy to deliver pipeline. It's mainly focussed on live, active candidates who are imminently placeable... and Linkedin / Job Boards continue to win at the expense of the recruiter and their profits.Recruitment Data Wealth💵💶💷If we've learned anything (at least since 2008) we need a clean, warm databases to see us through easy and tough times.We need engaged, loyal, happy candidates who are easy to find, happy to recommend, refer, and show up!Some recruiters call this "Data Health" - I call it "Data Wealth".I've seen a lot of tech and data hitting the recruitment market, but still do not see enough process improvements to capitalise on it. We just keep buying more, rather than exploring how we actually need less, but need to work it better.It's Time to Move from Vicious to Virtuous!Recruiters still waste crazy amounts of time sourcing and advertising, but not enough time engaging and managing.And ironically, by not engaging, and letting hot data cool off, the industry creates silos of "cold" data. Hence sourcing is key and reliance on external systems is high, costs increase, placements take longer... Vicious cycle!What if, though, we take a moment? Let the stats below sink in, and engage with our systems and data in a proactive way. Could recruiters create a virtuous circle of engaged candidates staying loyal and placeable, meaning less need for job adverts, Linkedin, sourcing, and insanity?Yes!🔢Candidate Management Stats Every Recruiter Should Know78% of placed candidates are already in your CRM. – Yet many recruiters go straight to LinkedIn or job boards before checking their own database.Only 30% of CRM records are typically up to date. – That means 70% of your candidate data might be incomplete, inaccurate, or out of date.60% of recruiters admit to rarely revisiting past candidates. – This leads to missed opportunities and duplicated effort.It costs 6x more to source a new candidate than to re-engage an existing one. – Save budget and time by starting with your CRM.43% of recruiters say poor data quality negatively impacts their ability to place quickly. – Dirty data slows down sourcing, shortlisting, and matching.48% of candidates who apply to a role never hear back. – Proper candidate management helps ensure consistent communication and better candidate experience.80% of candidates say they’d reapply to a company with a good hiring experience. – Engagement doesn’t stop at “not selected”—it builds your future pipeline.Recruiters spend up to 1/3 of their time on admin. – Automation and smart candidate management free up time for relationship-building and placements.Re-engaged candidates are 2x more likely to be placed than cold-sourced ones. – Prior placements and silver medalists are often your hottest leads.Companies that nurture candidates improve quality of hire by 20%. – Keeping in touch with passive talent builds a stronger, more prepared pipeline.The stats above are from a variety of sources, including IBM, TalentBoard, Bullhorn, and LinkedIn.Even just one of the stats above should be enough to make you stop and think "how can I create a virtuous circle of happy, engaged, and placed candidates?"And then ask - "I wonder how Barclay Jones can help with me Bullhorn RoI, Training, and Automation to help me engage my candidates more, and reduce reliance and time/money wasted on Linkedin and Job Boards?"Then arrange a chat with us😇ARRANGE A CALL BACK Watch Our Candidate Engagement WebinarRecruitment and Bullhorn TrainingWe deliver the best live Bullhorn ROI webinar training, and you'll find other tips and tricks in Recruitment HIIT, our online recruitment training platform.Plus, through our Bullhorn Vision service we help generate serious ROI from your Bullhorn, data, and people.TRY HIIT FREE HERECONTACT US ABOUT BULLHORN ROI
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
6 Reasons Why Online Recruitment Training is a MUST
Recruitment leaders wanting to improve the performance of their recruiters has never been a more valid goal.Perhaps you’re looking to scale your recruitment business this year?Or stay the same size, but do more with what you already have (people, data, systems)?Don’t mess up the chance to improve recruiter performance by ignoring what’s “between the chair and the keyboard”. You need an agile, cost-effective, inclusive recruitment training solution, to improve / scale / protect your recruitment business.(If you have an online recruitment training platform already, try our online learning engagement tips to ensure you generate ROI! And read below for a pep talk on how you can get buy-in for your recruitment LMS.)Improving Recruiter Performance Has Never Been EasierI’ve written about Kaizen, 1% marginal gains, and improving recruiter performance. I've presented at the Recruitment Agency Expo about improving recruiter performance with automation. Kaizen is about standards, reduced waste, high-performance - which is a passion for my clients.Now is the perfect opportunity for recruitment leaders to "Kaizen".Scale at Speed – Improve PerformanceBefore the pandemic, 70% of recruiters admitted that they didn’t have enough training. Even if that's not true of your recruitment business, it’s likely since 2020 you’ve been “a little” distracted to focus on totally fixing recruiter performance.Recruitment training is obviously key…But your goals for training are often not achieved by traditional training and recruitment coaching. (And often the only people who get full ROI from training are those who deliver it and charge you for it.)Now with systems evolution, data volumes, and hybrid working, a new approach is needed.… This is where online training steals the march.6 Reasons Why Online Recruitment Training is a Must1. It's Cheaper and Agile🤑You can either spend £€$1,000s getting recruiters in the same place at the same time, turn off the phones, worry about missed opportunities, and run a “let’s hope this works” recruitment training session.OrYou can give your recruiters access to an online recruiter training platform (LMS) where they can learn and relearn when they want, where they want, stress-free. Online training platforms can be accessed throughout the year, 24/7, and they are normally cheaper than other training/trainers. You're likely looking for stronger screening and job qualification, improving CRM adoption, and reduced reliance on job boards. Use cost-effective online learning to create best-practice agility.2. Less Reliance on You – Less Stress😱This is definitely a year to be working on your business, so the time-consuming task of you and your managers training new starters needs a rethink. I spoke with a recruitment manager recently who admitted 2 things:She didn’t know Bullhorn well enough to train her new starter (a common case study).When she hired a new recruiter, her fees dropped significantly for 3 months.Online recruitment training helped her rapidly re-skill, and took away the pressure of onboarding new recruiters. Online learning provided the training for her rookies, and she did the coaching and bingo! The rookies started billing quicker too!It's gold dust for me when I get a new starter. I save huge amounts of time when onboarding them. I can still run my desk. (And, Recruitment HIIT has opened my eyes to how I can use Bullhorn, too.)3. More Effective💪Online learning boasts retention rates at a massive 60% (compared to 10% traditional training) and you learn 5 x more with online learning.Plus, learning at your desk – in the environment where you are delivering your job – is more effective.Online learning is often minutes not hours. I know in recruitment speed is just as important as pipeline.Yes, we’ve all had horrific, disengaging, online learning experiences. Don’t let past experiences prevent future gains. Plus new recruiters prefer online.Whether it’s increased sourcing speed, or improving CV to Interview ratios, you need quick, self-serve effective recruitment training. You can’t afford to not improve.I am building trust quickly and becoming more efficient. HIIT has created flexibility for me to train myself at my desk whilst I am doing my job. And I can quickly re-fresh the training whenever I want.4. It’s “Just in Time” and Easier⌚Freeing up a team of busy recruiters, and getting them all synchronised and focussed is a tough gig.Why disrupt your recruiters when they can log on for 5 minutes, learn a new recruiting hack, log off, and get back on the phone and practice what they’ve learned?“Always on”, continuous learning for recruiters is key to creating accountability and a sense of recruiters feeling in control of their careers.Got a counteroffer? Login and complete a 5-minute workout to tackle it head-on. A recruiter told me:I got a counteroffer. I went back to the online training I'd already completed. I took notes which helped me get back on the phone and ensure that the candidate was attracted by the role, not the money.5. It’s Inclusive, Hybrid and Remote Friendly🟰I get that managing a remote/hybrid recruitment team is challenging.Maintaining standards, keeping everyone engaged, and delivering “your way” was tough enough pre-pandemic.Now, with online learning tools, you have a chance to attract, engage, and nurture your recruiters. (Neat tip: with online training, you can give your recruiters access to their online training platform before they even start to ensure that they stay engaged and don’t drop out.) Plus, if your training platform is gamified, your recruiters will see each other online and feel more connected. You’re creating a community for your potentially disconnected recruiters. 6. Prevents Churn 💩Glib quotes around not training recruiters and having them stay are not needed here.Acknowledge that recruiters crave training and will leave without it. In fact, a whopping 2/3 of people leave due to lack of training. The last thing any recruitment leader needs right now is to lose valuable recruiters, or indeed take too long to train new starters. I left my previous recruitment job as I didn’t have enough training. HIIT is priceless. It gives me that edge over other recruiters.More Reasons Online Recruitment Training WorksOther viable reasons why online training is crucial in recruitment. Recruitment training:Gives recruiters control – accountability. Better for the environment.Gamification drives engagement and performance.Flexible and mobile – where you want, when you want.Self-paced – different people learn at different speeds hence you need to allow for that.Improves the ROI from your internal training. Trainers can focus more on coaching performance rather than repeatedly training new recruits - blended learning works.Final Word on Recruitment TrainingWhether you’re looking to improve your recruiter performance, generate ROI from your people, data, systems, or just create a better experience for your candidates and clients, training is crucial. Just be sure that the recruiter training you buy is engaging, easy, self-serve, relieves stress and pressure on you and your team, and is cost-effective. And if you have an online platform already, try our online learning engagement tips to ensure you generate ROI from that!...Talking of Online Recruitment Training...Recruitment HIIT trains recruiters and resourcers so you can speedily onboard new starters, and improve the performance of experienced recruiters.Bullhorn hacks, job qualification, screening, sourcing, job advertising, and counteroffer immunity, are just some of the 5-minute topics recruiters love.TRY RECRUITMENT HIIT FREEDOWNLOAD YOUR RECRUITMENT TRAINING PLAYBOOK
How Can You Revolutionise Your Recruitment Business with Data?
Recruitment leaders and their recruiters who want to explore how data can transform their desks, pipelines, and recruitment businesses need to listen to / watch this video about data in recruitment.The innovative SourceFlow invited me to chat with my long-time Star Wars buddy, Matt Comber.Watch / listen for ideas on the impact data can have on recruitment processes and how staffing firms can leverage it for greater success. Here are the key takeaways from our discussion.Why Data is Crucial for Recruitment and Staffing FirmsData is the backbone of modern recruitment. By embracing data, recruitment and staffing firms can:Boost Efficiency: Automate time-consuming tasks to focus on strategic efforts.Strengthen Relationships: Enhance connections with both candidates and clients.Make Informed Decisions: Use data to guide smarter, more effective choices.Data - Driving RoE (RoI is So Yesterday!)We chatted about the concept of Return on Effort (ROE), a more meaningful metric than ROI, and...Getting started with data, by understanding your market, and your niche and tapping into industry's data to uncover new opportunities and trends.Leverage existing tools before diving into new data sources. Make the most of the tools already available to you, like Bullhorn, and use automation intelligently to create opportunities - more time and deals!Managing data effectively. Declutter your database and avoid hoarding disorganised data. Prioritise quality over quantity to ensure your data is useful and actionable, and keep data healthy with regular cleans and meaningful workflows driving hygiene and monetisation. Stay connected!Nurturing relationships by using meaningful data points, such as interests or milestones, and personalising interactions.Monetise your recruitment website. Treat it like a goldmine, not just a digital brochure.5 Key Takeaways to Use Data to Revolutionise Your Recruitment BusinessClean, organised data is far more valuable than a vast quantity of it.Focus on building relationships through personalised engagement.Use tech to enhance human interactions, not replace them.Develop scalable, long-term data strategies to support your growth.Use your recruitment website to gather actionable insights and drive engagement, not just clicks!Dive deeper! Watch the full episode of Matt (Jedi-Master!) and my conversation for actionable insights on leveraging data for a strong (and exciting) year!Automation 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
Recruitment Awards 2025 - Dates for Your Diary
Recruitment Awards are a sure-fire way to attract attention and drive sales. Check out our list of recruitment awards below.But, be sure not simply to enter, but to "work it" - and by that I mean working the award:Before,During, And after the awards... And whether you win or not...Market when you are shortlisted. Talk about your passion.Update your social banners, website, candidate and client talk tracks! Use your recruitment awards as a campaign to generate more business!🏆Which Recruitment Awards to Enter?(Have we missed any recruitment awards for the remainder of this year? Contact Us to get them added to our Recruitment Awards List.)Onrec AwardsSeptember ~ The prestigious Onrec Awards Ceremony has cemented itself in the calendar as a must-attend event. Not only is it an opportunity to celebrate the very best in online recruitment but it is also a chance to network with the very best suppliers in recruitment.Recruiter AwardsSeptember ~ The iconic Recruiter Awards is the UK’s largest event for the entire recruitment community, recognising outstanding achievements by agencies and in-house recruiters. Achievements in recruitment marketing and technology also are spotlighted.APSCo AwardsSeptember ~ The APSCo Awards for Excellence are a prestigious accolade in professional recruitment. The awards celebrate outstanding achievements in the professional recruitment sector and are a unique indicator of professional standards. They are widely recognised by clients as well as the recruitment sector. The awards are free to enter and open to all APSCo members. We are past winners and know the judging process to be rigorous and worthwhile!TIARAsOctober ~ The TIARA Recruitment Awards recognises excellence in the UK’s best-performing recruitment companies with revenues above £5m.Recruitment Marketing AwardsOctober ~ The Recruitment Marketing Awards provide reward and recognition for excellence and professionalism in recruitment marketing and talent management. Categories include Art Direction, Graduate Initiatives, Campaign of the Year... etc.REC AwardsNovember ~ The annual Recruitment Awards dinner is one of the UK's most prestigious events in a recruiter's calendar, celebrating the best in UK recruitment.NORAsNovember ~Established in 2001, the National Online Recruitment Awards acknowledge and reward excellence in online recruitment practice. They are dedicated to the continual improvement and evolution of the candidate experience. No Budget for an Award but Still Need to Source and Sell Better?You needn't enter an award to get serious traction from awards. You can source and sell at speed if you are clever with awards.I've blogged about my top tips for sourcing and selling more by using industry-specific awards.READ MY SOURCING AND SELLING TIPS HERERecruitment 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
5 Reasons Why Recruitment Leaders Need to Monetise Their Data
In today’s competitive recruitment landscape, data is your most valuable asset — yet many recruitment leaders fail to leverage it effectively.Instead, recruiters hoard data, struggle to find it, and then pay LinkedIn and job boards to gather more.Sound familiar?It’s time to break the cycle and start monetising your recruitment data.Watch our Automation RoI webinar, where we dive into data health and monetisation—and why it’s critical for your business. WATCH IT HERE 5 Reasons to Prioritise Monetising Your Recruitment DataReduced Costs - Less Need for Linkedin and Job BoardsRecruitment leaders collect vast amounts of data—candidate applications, interview feedback, calls, emails, CVs - but too often, it remains uncoded, unquantifiable, and unused. And then more job adverts are written and more data is collected... What a vicious cycle!Increased EfficiencyInefficiencies in recruitment waste time and money. Get your data cleaned and valuable. Shorten sourcing and placement times. Keep active candidates and clients focused on you. Stop missing opportunities with protracted sourcing and recruitment times.Stronger 3Cs (Candidate / Client / Colleague) ExperienceCandidates expect transparency and efficiency. Clients expect intel, speed, solutions. Colleagues need easy processes and barriers removed. New Revenue Streams - Old to Gold?Weaponise your old data - turn it into gold! Which juniors from years back are sat in your Bullhorn database waiting to be contacted now that they are more senior? Which placements are now viable contacts you can sell to?Protect Your Process, Brand, and BusinessSimply mining data that everyone else (clients and competitors) have access to isn't a great strategy for protecting your business. Let them waste time, money, and tears on dirty data. Build your brand on the USP of "I have what you want, desire, and need". Be known for your people, process and communities. Old to Gold...Your data is a goldmine—if you clean and use it properly. Whether through automation, better insights, or revenue-generating analytics, monetising your data gives your recruitment business a competitive edge.🤖 Watch data webinar and learn how to monetise your recruitment data.WATCH IT HereAutomation Buddy and Bullhorn1stWe are Automation Buddies and Bullhorn Experts 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!READ ABOUT OUR AUTOMATION BUDDY SERVICERead about our Bullhorn 1st Service
Maximising RoI and RoE in Recruitment: A Practical Guide for Leaders
Return on investment (RoI) is a key objective for every recruitment leader, yet it can often be a challenge to achieve. Costs are rising, recruiting is getting tougher, and getting a solid return on effort (RoE) is becoming more difficult. Recruitment leaders are facing increasing costs across multiple areas:Bullhorn and Automation investments.LinkedIn and job board costs.Staffing and training investments.Many of my clients express a desire to "do more with what they have," or even better, to "do more with less." They need both RoI and RoE to drive success. But how can they achieve true RoI and RoE in recruitment? Let's explore.RoI vs. RoE: What’s the Difference?Both RoI (return on investment) and RoE (return on effort) are crucial for recruitment success. As a team, we focus on maximising both for the recruiters and leaders we support. We understand that a significant amount of effort goes into running a recruitment business—managing teams, desks, and ensuring recruitment operations run smoothly.However, RoI and RoE are often not immediately clear or realised. Time, effort, and money can be wasted on technology and people, which leads to stress, increased risk, and missed opportunities for growth.Rising Costs: Is Your Effort Keeping Up?Through conversations with clients, polling, and research, I’ve discovered several key insights:New recruiters take around 3-6 months to become billers, costing approximately £10k per head during this training period.Tech costs are rising, with new tools emerging constantly. However, many agencies still struggle to optimise or fully trust their core CRM systems.LinkedIn and job board fees continue to climb.Recruitment training is often inconsistent—many agencies provide "induction and go!" training, which lacks ongoing support.Staff attrition is a major issue. Studies show that 2/3 of people quit their jobs due to a lack of training and direction.While RoI seems elusive, the real challenge is in maximising RoE. High turnover, combined with insufficient training and ineffective technology use, often leads to inefficiencies and missed potential.Why Do 2/3 of Employees Quit? The Training DeficitA significant number (2/3) of people leave their jobs due to inadequate training. This directly impacts RoE, suggesting that the "effort" part is either insufficient or poorly executed.This brings me to a critical question for recruitment leaders:What training are you providing your teams?Is it comprehensive, covering sales, recruitment, systems, and marketing?Are you actively measuring the return on effort (RoE) from this training?Does your training go beyond "induction and off you go" or is it blended, continuous, and tailored to meet your team's needs?Have you connected the "why" or WIIFM (What's In It For Me?) to your training approach?Is there a training plan that records their learning and that you can hold staff accountable for learning and delivering results? Or do they just need to show up?Are you tracking whether the training is truly working?The Truth Behind Why Recruitment Training Often Falls ShortMany agencies invest heavily in tech, but then under-invest in training. This often results in:Systems being underutilised or ignored,Recruiters not placing deals quickly enough, leading to lost opportunities,Dirty data that isn't properly cleaned or monetised,Continued overspending on job boards and LinkedIn licences / ads.Recruiters disengaged with your processes and not delivering results. 10 recruiters = 10 "ways".The key to improving RoI and RoE isn’t just investing in training—it’s ensuring the training is effective, ongoing, and tied to the needs of the business.Are Your People Really Your Most Valuable Asset?We're frequently told that people are our most important asset—but is that entirely true?While people are crucial, processes, brand, and data are just as vital. These elements depend on each other. When integrated effectively, data + people + process + systems create the foundation for a robust and sustainable recruitment pipeline.When these assets aren’t linked together, it can result in candidates, clients, and colleagues—and even cash flow—suffering."Train to Retain": The Key to SuccessTo retain top talent and improve overall performance, you need to train to retain. That means ensuring that your people, data, systems, and processes are connected and aligned. You need a RoE plan that maximises the efforts of your team. Without this connection, you're wasting your hard-earned fees and effort.Are You Wasting £100,000 Per Year?If you haven’t prioritised continuous and blended training, the average 10 person recruiter might be blowing £20,000 a year, by:Recruiting and rehiring new staffReinvesting in training on replacementsWaiting for new hires to "get up to speed"Losing deals and missing targets due to disruptionsIf you have 20 staff, that's £40k / year! And so on... The true cost of inadequate training is far greater than the cost of investing in it.Focus on RoI and RoE Through Blended Recruitment TrainingRecruitment leaders - it’s time to take a hard look at these questions. We estimate that many recruitment businesses are losing significant revenue each year due to ineffective training and high turnover. By focusing on blended and continuous WIIFM training, you can improve both RoI and RoE and create a more efficient, sustainable business.Recruitment Training = ROI!We deliver the best Recruitment and Bullhorn training through a blend of live webinars and our online training platform, Recruitment HIIT.TRY HIIT FREE HERECONTACT US
LinkedIn Tip - Increase Your SSI and RoE in 1 Minute
Try this speedy 1-minute LinkedIn tip to help you increase your profile views and InMail responses, so you can spend more time recruiting and selling.Recruiters! I know that every minute counts when you're recruiting.You need time for:BD and account management.Candidate screening calls.Nurturing candidates from application through to placement, and ideally referral.Nurturing contacts from prospect through to invoice and referral / repeat business stage.And lunch and toilet breaks.You Do Not Need LinkedIn RecruiterWhat you should not need to do is waste crazy amounts of time and money on LinkedIn, sourcing from the same pools as your competitors and clients.As part of my Recruitment HIIT recruitment training workouts, we cover how to weaponise the free version of Linkedin so you can spend less time on LinkedIn, more time on your CRM (your USP!), and more time on the phone managing your candidates, clients, jobs, and sales!Nice!This speedy 1-minute LinkedIn tip helps you improve your productivity.Click this link and get your SSI score. Note the advice the results screen gives you and what you need to do to improve your score, so that you improve your LinkedIn return of effort!Then:Try my LinkedIn HIIT for tips to improve your profile, LinkedIn lead gen, InMail responses, and return on effort (RoE)!Start making neat changes to how you engage with LinkedIn, and how it engages with you!Check your SSI score weekly and watch it increase. And see how your profile views and InMail responses increase too!Some of my clients have competitions to see which recruiter or resourcer can get the highest score! (Cute!)Watch My 1-Minute LinkedIn SSI Score TipNeed 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 WEBINARSRecruitment TrainingWe deliver the best Recruitment and Bullhorn training through live webinars and our online training platform, Recruitment HIIT.TRY HIIT FREE HERE
What Can Recruitment Leaders Learn from Homer Simpson?
This is a valuable read for recruitment leaders who want to grow their business through systems and data, as well as their people. (And want to avoid saying "Doh!")Recruitment leaders investing in technology aren’t simply buying a handy tool. They’re investing in the sales pipelines and the future of their staffing companies too!But how can you ensure that your CRM and /or automation tools deliver and don't just become data-comfort-blankets supported by expensive third-party systems like LinkedIn and job boards?(And how do you not succumb to Homer Simpson's "dig up stupid" model...?)CRM = Too Much Data = Sales PreventionTraditionally recruitment CRMs have been datadumps with vast collections of candidates, contacts, jobs. They make it so easy to collect data, and hide it! They often turn well-meaning recruiters into administrators! (Doh!)It's never been easier to collect data. But you don't get good boy/girl stickers for data - you get judged on your profit. With the "too much data, not enough information" model, recruiters often have to wade through reams of data every day. It's paralysing and ironically prevents sales! (Doh!)Hence, your CRM adoption, and how you automate your processes and create time for real recruitment has never been more critical.But with the Bullhorn ROI and automation projects my team deliver, we often see a disconnect between data, people, and processes. It's almost like they all act independently of each other. (Doh!)For example (Doh! x 3):76% of the marketers we polled admitted not having viable access to their CRM.Recruiters we spoke to revealed that 80% of the placements they made were on their CRM all along (but sourced from a third-party system).Too many leaders I speak to want their recruiters to "get on the phone", but the volumes of data the recruiters have, and the systems they are not trained on makes this a chore.This is definitely not the CRM1st approach we advocate. We advise monetising your data, automating your processes, and freeing up and training your recruiters to recruit and sell. Alternatively, you can keep paying for LinkedIn premium licences and Job Boards. (Doh!)Data - Dig Up Stupid!Do you suffer from too much data, not enough candidates (or clients)? Try this simple data segmentation trick, or data layers “hack”. (I call it my "dig up stupid" model. Thanks Homer Simpson.)CRM + Data + Automation = Sales-Enabled RecruitersLook at your business - your systems - your data - your people. As yourself:How many candidates does your average recruiter need?How many contacts does your average recruiter need?How much data does your marketing / automation function need to nurture so your recruiters can focus on speedily converting / reconverting candidates and clients?Which processes can you automate to free up your recruiters to recruit?What training do your recruiters need to help them drive a sustainable pipeline? Then flash forward 6 months. What do you want to see in your recruitment business?Ideally:Your "way" - your process, running on clean data...Being driven by smart systems (and ideally automation)...Being operated by trained humans.Then flashback to today - what do you need to start doing now, so in 6 months you're not saying "Doh!"?Bullhorn 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 NOW
4 Things to Help Recruiters Bill More Sales
Every recruitment leader I speak to wants stronger pipelines, speedier placements, accountable recruiters, and more sales!But often at least one of these 4 elements is a struggle. Here are my thoughts to help recruitment leaders connect their tech, people, data, and process to drive revenue.Running a Recruitment Business Is a Struggle?I often see recruitment businesses suffering:Too much data, not enough information.Too many applicants, not enough candidates.Too many jobs, not enough placements.Too many systems, not enough process.This creates unnecessary lag, enables your competitors to win, and limits sales.Now is the time to seriously accelerate effective tech adoption and improve recruiter performance.But with world events, economic frustrations, tech evolving at an accelerated rate, and "new normal" changing every day, how do you do this? 1. Recruitment Tech: All the Gear, No Idea?Technology can and should free up your recruiters and drive your business, but perhaps due to:Massively distracting market conditions and world events.WFH, hybrid, remote working.... you're investing in tech which delivers little ROI, and may even be seen by your team as sales-prevention technology? Adoption is poor, and if you have 20 staff, you have 20 different ways of delivery.For example, as part of one of our Bullhorn ROI projects my team reviewed a 25-person recruitment business with a tech stack costing £150k+.) The business wanted to be more effective at attracting, sourcing, engaging, converting, and retaining. They had some great tech, lots of data, and passionate recruiters… but poor adoption and no "way".Tech has a job to do. Be clear on what that is and work to realise your expectations. But be careful not to spite yourself by turning tech off that hasn't been adopted correctly.2. People: The Problem in Between the Chair and the Keyboard?Are you suffering from PIBKAC?Are your recruiters engaging with tech, driving sales, consulting in their space, or simply administrating?Is your culture geared up to get the best from your people? Or does it drive PIBCAK?Ask yourself - Is your recruitment training:Induction and "off you go" (high failure rate).Designed for robots - "they've been told once and need to remember" (hope is not a strategy).Continuous and part of your culture - they are only human and need constant development.Hint - point 3 is the most successful antidote to PIBKAC. If you're struggling to adopt tech and drive sales, think about what you need to do to eradicate PIBCAK. Continuous training is way cheaper than very little training resulting in lots of missed opportunities and high attrition.3. Data: Everything, Everywhere, All at OnceWhat state is your data in?Do you make money from it, or do you need to spend money finding it?Do you have to advertise your jobs and waste cash on LinkedIn Recruiter to find candidates that you likely already have?Are your recruiters data / community managers or just data collectors and hoarders? Is FOMO driving poor trust / data health / ROI?Or is your Bullhorn system "1st" for sourcing and sales? Have you automated the administration and dirty data out of your business so your recruiters can thrive?4. Process: Develop and Drive Your "Way"What is your process? What is your "way"?If you have 20 staff, do you have 20 ways? If someone new joins do they find it easy to deliver your way, or is it not clear enough?Does your tech and training drive your way, or contradict it?Are you using automation to enable your way? Is your process aligned with how tech has evolved and how the recruitment market has changed? Or is your recruitment and sales process reliant on the good will and skills of a few naturally gifted high performers? Recruitment Leaders! Within a Year You Could...Now's the time to review your tech, people, data, and process.Perhaps take one workflow at a time and tighten it up, or even innovate it. (My team can help you do this via a Bullhorn ROI project.)Take each workflow and spend a couple of months driving it. How much more could you bill if you are smarter with your sourcing, BD, account management, and candidate management?Start now, and within a year you could have it nailed! Imagine what your business would be like now if you'd started this a year ago.Imagine how you'll feel in a year if you don't do anything...Bullhorn ROI + Trained Happy Recruiters = More SalesWe help recruitment leaders achieve Bullhorn ROI. We create a Bullhorn1st vision, reduce the need for other tech, optimise Bullhorn, and train recruiters to trust it and use it.Arrange a Free Consultation Now
LinkedIn Tip - Lead Gen and More Sales in 1 Minute
I've got a cute 1-minute tip to generate leads with LinkedIn.I genuinely think LinkedIn is a big dirty data dump. Many of my clients are wanting to reduce reliance on it, or at least get more value (rather than spend) from it.In my LinkedIn HIIT course I give lots of hacks to help you focus your time and attention on quick wins, so you can get in, get out, and get back to recruitment.One of my favourite tips is using LinkedIn to find easy leads in 1 minute a day. LinkedIn Job Changes Hack!If you've been following my other tips on HIIT, you'll know that spending 1 minute a day connecting with people in your niche is a good habit.So, too, is checking your community and seeing if they are moving about, celebrating promotions, AKA giving you excuses to call them.Make this a 1 minute a day habit too! And whilst you're doing this, look for opportunities to "weed" your community. People who have left it needn't take up valuable space in your network.Win!Weed! Watch my 1-minute LinkedIn tip - then go to Linkedin check your Celebrations page! Any leads there?Watch My LinkedIn Tip to Get Some LeadsNeed 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 WEBINARSRecruitment TrainingWe deliver the best Recruitment and Bullhorn 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, Adapt, we train on those too!TRY HIIT FREE HERE
9 Reasons Why Recruiters Need to Code Their Data (and Why Boolean Sucks!)
Data, a recruiter's best friend (and worst nightmare), is one of their most precious assets. But are you missing a trick in making it super-valuable and easy to make money from?Clean data, coupled with time, and a robust process, boosted by systems, makes for a slick and repeatable pipeline of work.But, uncoded recruitment data may be holding you back. To Code or Not to Code... That Is the QuestionA client who enquired about our Bullhorn1st journeys asked me:Why should I code my Bullhorn data? So-and-so says I should just use Boolean for sourcing.This prompted me to respond to him with a list outlining that he should indeed code his data... I'm fixated on working with recruiters who want a Bullhorn 1st culture so I hope you find my reasons to code your data useful.Automation needs to work with structured data. i.e. coded fields. It doesn’t currently work with Boolean.True: Coded data is more reliable as it's the Recruiter's qualification of a candidate, not just the candidate's own, often aspirational, opinion of themselves. False: A significant issue with “Boolean Only” is that you can search for something specific (Service Engineer) and get back hundreds of results of mentioning this phrase, but they are not the candidates you're looking for. These false positives drive “let’s not use Bullhorn” behaviours. LinkedIn and job boards do very well from that mentality.Wasted cash: When you don't code your data, your recruiters trust it less, and you then may have to waste money (and time) on job boards, advertising and LinkedIn. Easier to keep clean: With structured coded data and automation, you can ask candidates to update their codes and use this search criteria to quickly match to jobs. Match to jobs: Bullhorn's Semantic Match needs coded data to work effectively. (Semantic match finds candidates to match your jobs... nice!)Call lists - "speccing out": An often underutilised feature of Bullhorn is to match the code of what the client is looking for to your candidate database. You can create call lists from this feature.Sell your business: If you're looking to sell your recruitment business, your data set will be valued. Coded, quantifiable data is more valuable than a larger unquantifiable data dump.USP! Warm Makes You Hot!And finally, my 9th reason recruiters need to code their data.When a client hires you to recruit, they aren't hiring you to do what they can (theoretically) do for themselves (i.e. post on job boards, advertise, etc.). They are hiring you for your USP, which is your talent pool. You need to speedily access it. You need to keep it warm. You need to:Own itWork itMake it desirableCharge for itThe accuracy of your data, and the speed at which you can find it, nurture it, and work it is the real value you add, and what will differentiate you from your competitors. It will make it easier for your recruiters to recruit, and salespeople to sell.Boolean only just won't cut it. Get coding!(Oh, and if you have Automation, call us! We can help you code up your data with our Automation Turbo offering. Don't turn your recruiters into administrators and get them manually coding. Let them recruit.)ARRANGE A CALL BACKBullhorn1stWe're fixated on helping recruiters be Bullhorn1st. First for sourcing and selling. We help recruitment leaders save money on expensive external systems, get Bullhorn ROI, and speed up their time to hire.Do you need to save money, improve your recruitment process, and sell more? (Of course you do!)CONTACT US
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