Blogs by tag - Productivity · Barclay Jones

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

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.Can't wait for the webinar?BOOK A FREE BULLHORN ROI CONSULTATION
Vodcast: Rehumanising Recruitment ~ Recruiters Versus Tech

I recently had the absolute pleasure of sitting down with a true recruitment "myth and legend," Keith Southern.For those who don't know Keith, he was the seventh person to join Progressive - the company that eventually became the global powerhouse S3.With a career spanning back to the early 90s, he has seen it all: the highs, the recessions, and the technological revolutions.Today, Keith leads The Power Hive, a community of over 170 recruitment leaders dedicated to helping agency owners move from just working in their business to working on it.Over a speedy 19minutes, we dove deep into why the "old school" ways, coupled with data, automation, and AI, might actually be the key to every recruitment leaders' future.Beyond ROI: The Power of "Return on Effort"We started by discussing a concept close to both of our hearts: Return on Effort (ROE). In an industry obsessed with the next shiny recruitment tech tool, many recruitment leaders are accidentally building what we called "Frankenstein tech stacks" - collections of expensive tools and data that don't talk to each other and often create "integration debt" and more admin than they solve. (I call this "Admin Tax".)We talked about how many sales floors today are eerily quiet because recruiters are hiding behind CRMs and marketing tech instead of picking up the phone, and Kevin's ideas for:Using recruitment tech to free your consultants up to have more human conversations (and removing the "admin tax").Auditing your tech stack to see if you’re actually using what you’re paying for, or whether you're actually in "integration debt".Turning Old Data into GoldOne of the most striking parts of our conversation was about the "gold nuggets" sitting right under our noses. Your "old to gold" could be data, processes, tech, people...Keith argues that most agencies already have 95% of the data they need in their own CRM, yet they continue to spend a fortune on expensive external job boards and LinkedIn licenses.We discussed "rehumanising" the process by using technology to lift the heavy weights so that recruiters can focus on building resilience and genuine relationships.We chatted about how to:Preventing your recruiters heading straight to LinkedIn / Job Boards to resource instead of looking "back home" at your own database.Training your recruiters to master the fundamental tasks, like a perfect candidate interview prep, before moving to the next part of the process.Are You the Recruiter Your Website Says You Are?We ended with a challenge for the industry. Many agencies claim to be "at the heart of their sector" on their websites, but the reality is often a messy database and a reliance on reactive advertising. Keith’s advice for this year is simple: stop the abdication to technology and start driving your business with strategy again.This vodcast was a masterclass in recruitment leadership. Watch it to hear more about Keith's "war stories" from the S3 days and how to weaponise the data, systems, and people you already have.Ready to put the world to rights with us? Watch the full 19minute vodcast 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
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 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
5 Tips for LinkedIn Jedi Masters (and Recruiters)

Recruiters need more of the 3Cs – candidates, clients and colleagues. Jedi need more rebels to help them defeat The Empire! I often compare Recruiters to Jedi – they both use dark forces to control the universe! And they both have some significant tech at their disposal which can make a massive difference.Follow these Jedi tricks for Recruiting Smarter with LinkedInBeing a Star Wars fan at Barclay Jones may not be a prerequisite, but it goes along way if you hate movies 1-3! And with Star Wars Day being an annual event (like International Recruiter’s Day) I’ve penned some power user (Jedi) tricks for Recruiters using LinkedIn:Get your Profile Headline actually saying what you do rather than what’s on your business card – Recruiter at ABC Resourcing means nothing and is likely to be missed in favour of “Specialist in SAP Recruitment, working across the UK with SAP Contractors” – god forbid you actually come up in candidate searches…!But how could they be jamming us if they don’t know… that we’re… coming?Increase your sector-specific contacts – the global average for recruiters is 650… poor “must try harder”. Spend 10 mins a day looking for the coffees you want to have with clients and candidates and make it happen – don’t just source for the vacancy you have today. Your clients and candidates expect (and pay) you to be better than them.Do, or do not do. There is no try.Running a crap group? Shut it down or gear it up – don’t let it dangle.What a piece of junk!Attract the followers of your clients’ company pages – 71% of them are candidates wanting to work there (according to stats from LinkedIn). Post something there or comment on their content.Travelling through hyperspace ain’t like dustin’ crops, boy!Save your searches (3 for people, 10 for jobs and if you have paid for accounts even more). Get the data coming to you – you’re not measured on how long you spend on LinkedIn!The ability to speak does not make you intelligent. Now get out of here.I was going to end this blog with “may The Force be with you” but that would be just too obvious, instead,This is Red 5, I’m going in.(If I’m honest, I feel a little dirty now!) And I thought they smelled bad on the outside.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
Tech-Rich but Time-Poor: Is Your Recruitment Stack a Frankenstein’s Monster?

In the recruitment world, we are currently "tech-rich but time-poor."The recruitment market is currently flooded with "cool tools" and creating the risk of a fragmented tech stack, which ironically creates more process lag.As recruitment agency owners, you’ve likely been told for years that the right tech is the silver bullet for your growth. Perhaps you’ve invested in:The best CRMs.The latest AI sourcing tools.And cutting-edge automation and analytics platforms. But for many of you, instead of a streamlined powerhouse, you may have ended up with a "Frankenstein’s Monster" - a collection of brilliant tools that don’t talk to each other (and a team of "disconnected recruiters" with the best will in the world still delivering relatively manual processes.)The next Power Hive eventswill dive into how you move past the hype to find the actual gold. Because here is the hard truth: RoI isn't found in the features of a single tool; it’s found in the flow between them.The Problem: Integration DebtWhen your tech stack is fragmented, your team pays the price in "manual labour".If a recruiter has to spend 20 minutes a day moving data from a sourcing tool to a CRM, or manually updating a spreadsheet to track marketing leads, or worse, paralysed by choices and poor data, you aren't just losing time, you’re losing the very RoI you bought the tech to generate.📌Technology is not as a standalone pillar. It's the engine that powers your Recruitment Business, Recruiters, and Marketing. If the engine isn't connected to the wheels, you aren't going anywhere.3️⃣Pillars for Maximum Tech RoITo get a real return on your investment, your ecosystem needs to solve 3 specific challenges...1. The "Single Source of Truth"RoI starts with data and process integrity.If your rectec tool finds a "purple unicorn" candidate but that data doesn't instantly sync to your CRM, that candidate is essentially invisible to the rest of your business.📌To maximise RoI, your CRM must be the heart of the business, with every other tool acting as a limb that feeds it information in real-time.2. Reclaiming the "Human" in RecruitmentI'm delighted to be a part of The Power Hive. It's built on the mission of Making Human Connections.Ironically, the best way to be more human is to be more automated. Maximum RoI happens when tech removes the "click-work." Imagine a world where a candidate applies, an AI agent screens them, a calendar invite is sent, and the CRM is updated, all while your recruiter is on the phone actually consulting. That is where the profit lies: buying back your people’s time so they can do what they do best.📌Move beyond the theory that tech "roboticises" recruitment, and move towards it rehumanising the process - which is the one goal most of my clients have.3. The Closed Feedback LoopWhen tech is connected, you can run faster, make data-driven decisions, and can see which source (Marketing) actually leads to a placement (Revenue).📌You can’t calculate RoI if you can’t track the journey from lead to cash.The "Power Move": Audit Your Stack (and Expect More!)Before you buy the next "shiny object" in recruitment, perform a quick audit of your current setup. Ask yourself: Keep, Kill, or Connect?Keep: Is it being used to its full potential?Kill: Is it a standalone "silo" that adds more work than it saves?Connect: Can this tool be integrated via API or middleware (like Zapier or Make) to automate a manual task?📌And rinse and repeat this process every year, even if you have no intention of buying new tech. It's just good sense to look your tech in the eye and ensure it is fulfilling it's purpose.Join the ConversationAt the upcoming events in Leeds and Manchester, we’re going to look at the practical "how-to" of connecting these dots. Some thmese will be:People - How do you get your people performing better?Technology - How do you get more efficiency from your technology stack for a better RoI?The goal isn't to have the most tech; it’s to have the most connected tech and recruiters. Have confidence that when the tech works, the people (and you) win.Find out more about the events here. Perhaps I'll see you there?Bullhorn ATS / Analytics / Automation / AI 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
Social Media Tips to Help Recruiters Earn More

Recruiters suffer so many distractions in their jobs - and they have so little time to make that placement and sale. 56 interruptions a day / checking your emails 36 times an hour! How on earth are you supposed to sell anything? You have more tech than ever, more data than ever, but less time! I have a passion for sharing time-saving and sales hacks to help recruiters save time, so that you can make more of those crucial phone calls and have more interviews.As a recruiter, you will know the importance of using social media and LinkedIn as part of your recruitment and sales strategy, but do you know how to do this effectively? And how can you use social media systems like LinkedIn, X, etc… to recruit without spending too much time online and not on the phone? This blog will help you to generate more inbound leads through social media, spend less time on job boards, and more time managing your pipeline.I have compiled my 5 top tips for utilising social media in recruitment. Try them today...How Recruiters Can Generate More Leads from Social Media1. Spend 5 minutes a day cleaning your LinkedIn notifications and checking for leads – this will ensure that LinkedIn only shows you genuine leads, and only shows your face to genuine leads. This is a great hack for improving speed.2. Use LinkedIn SSI to understand where you need to improve your LinkedIn profile – You need to maximise your time, so need your profile and activity to really work, even whilst you’re sleeping.3. This is one of my favourites. Use Awards in your niche sector to generate warm calls – Have a calendar of the awards in your sector and be ready to congratulate/mention the awards in your messages to prospects and clients.4. Grow your connections with content (add a link to one of your blogs in your LinkedIn invites) or find content online which really nails any issues they may have in their jobs/sector. If you have nothing on your blog which does this, give your marketer the Paddington Bear stare.5. Use Calendly to give your candidates and clients the opportunity to fill your diary with calls, then get on the phone!📌📌Your time is really precious – you have candidates to source, clients to keep happy, jobs to place, and pipelines to protect. The recruiter and sales tips above should really speed up your day and make you more effective. Give them a try.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
Bullhorn 1-Minute Tip - Place More Jobs

We've got a simple 1-minute Bullhorn tip to help you place more jobs. It's time to filter, work and place (and earn!)Having too many jobs and not enough placements can be beyond frustrating. But we have a Bullhorn tip for you to help you focus on the jobs you can (and should) place! There's plenty Bullhorn can do to help you manage your jobs pipeline and recruitment workflow. It's Time to Place Your Jobs!Here's a quick bullhorn tip about why you should regularly update your job statuses in Bullhorn.Get focussed on the most profitable opportunities.Prioritise your efforts.Boost your earnings. Watch this 1-minute Bullhorn tip - then spend a few easy minutes creating focus and an easy path to placing more jobs. Watch Our 1-Minute Bullhorn Tip on How to Place Jobs QuickerNeed more Bullhorn / Automation Tips? Try our 1-minute tips.Be sure to sign up for (or watch the recordings of) our regular free Bullhorn and Automation webinars.CHECK OUT OUR WEBINARSAutomation Buddy / Bullhorn RoIWe are Automation and Bullhorn Buddies set on helping ambitious recruitment businesses who want to increase speed and sales.We coach to inspire, and build your automations so you can recruit and sell!Plus, through our Bullhorn Vision service we help generate serious ROI from your Bullhorn, data, and people.READ MORE ABOUT OUR BULLHORN VISION SERVICEREAD ABOUT OUR AUTOMATION BUDDY SERVICEBOOK YOUR FREE CONSULTATION
Stop Losing Placements: Your 3-Step Plan to Pre-empt the Counter Offer or Drop Out

Every recruitment consultant knows the feeling. You’ve invested weeks building a relationship, found the perfect role, secured the offer, and then... heartbreak! The candidate accepts a counter offer and / or drops out.It’s an emotional and costly recruitment defeat.It seems that the candidates that you spend the most time on, are the ones that are more likely to break your heart.But these dropouts aren't random acts of betrayal; they are the often result of candidates not being educated about the harsh realities of a counter offer.We, as the recruitment industry, have a critical role to play in managing the candidate lifecycle and preventing this pain. We must stop hoping a candidate won't be counter-offered and start actively managing the process.Here is your straightforward guide to preventing counter offers, armed with the data you need to make the case.❓And whilst you read this ask yourself "how can I use Bullhorn to help me prevent counter offers and protect my pipeline?"❓How can you use note templates, emails, messages, and tasks to make light work of the process? (Watch our Optimise Bullhorn Part 6 ~ Easy Candidate Management Webinar for tips)💥The Stark Reality: A Counter Offer is a Short-Term FixBefore you can coach a candidate, you need to understand the data. Counter offers and drop outs don't just "suck" for the client and the recruitment consultant, they are detrimental for the candidate as well in the long term.Here are the compelling stats you need to share with your candidate from screening through to offer and start date!Inevitable! 80% of candidates who accept a counter offer leave their current employer within six months.Pointless! 9 out of 10 candidates who accept a counter offer leave within twelve months.Regret! 50% of candidates who accept a counter offer are actively looking for a new job again within 60 days, indicating immediate regret.The primary reason a counter offer is made is financial for the employer, as it can cost up to 213% of an annual salary to replace your candidate.The lesson is clear: A counter offer is almost always a panicked, short-term measure by an employer to avoid the high cost and hassle of an immediate replacement, not a genuine, long-term commitment to the employee’s happiness or career progression. ... And the reasons your candidate wanted to leave in the first place are still there.1️⃣2️⃣3️⃣ Your 3-Step Counter Offer Prevention PlanThe key to preventing dropouts is to pre-empt the counter offer during the initial screening process. You must be proactive and get the candidate to process the scenario before they resign.🙈Step 1: Gather Intel on Company CultureMake it standard practice to gather intelligence on the candidate’s current company during the screening call. This isn't just about their skill set; it's about their employer's retention strategy.Key Questions to Ask:"Is there a known counter offer culture within your business?""What is the typical reaction when people resign from your organisation?""Are you aware of the firm's reputation for dealing with departing employees?"This research not only gives you crucial intelligence but also starts the candidate thinking critically about their current employer’s motivations.🙊Step 2: Get Them to Acknowledge the LikelihoodThe next step is to get the candidate to acknowledge and vocalise the likely sequence of events."Let’s be realistic: based on what you’ve told me, you will probably be counter-offered when you hand in your notice.""I need you to tell me now, what is likely to happen when you resign? What will your manager say to try and keep you?"By making the candidate admit what’s likely to happen, you remove the element of shock and flattering surprise when the counter offer is actually made. You own the narrative!🙉Step 3: Arm Them with the Facts (The Regret Factor)Now, you connect your intelligence gathering with the hard data. This is the final, crucial step: educate the candidate so they can manage the emotional moment of resignation.Tell them:It’s Not About Them: Their employer is only offering them more money because it’s easier and cheaper than replacing them right now. The trust is likely broken, and they are now a known flight risk who will probably be overlooked for future opportunities.The Core Problems Remain: The original reasons for their resignation—lack of progression, management issues, or company culture—are still there. A simple pay rise won’t fix the broken relationship or the fundamental job dissatisfaction.They Will Regret It: Remind them of the statistics: 9 out of 10 people who accept a counter offer are gone within a year. They’ll be looking for a new role again within six months, only this time, they’ve burnt a bridge with your client.💡By using data to manage the candidate experience and ensuring you have an open, honest discussion about the realities of a counter offer, you can manage this part of the candidate lifecycle and prevent the heartache and protect your pipeline. Read This Next👇3 Ways to Automate Away the Counter Offer and Drop Out where we show you how automation can help you make light work of preventing and managing drops outs and counter offers.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
Recruiter Productivity Series: Optimise Bullhorn Part 6 ~ Easy Candidate Management

Recruiters – do you often think "life would be so much easier without candidates"? 🤔 Do you spend hours sourcing and qualifying talent, but too often lose candidates along the way?Drop outs, counter offers, tricky candidates, and a tough economy, can test even the most patient and organised of recruiters.Part 6 of our free Optimise Bullhorn webinar series will share crucial time-saving and data mining tips on how to manage your candidate data with ease, speed, and joy! ... scroll down to watch7️⃣Reasons to Watch Our Bullhorn for Candidate Management Webinar Yes, candidates can be tricky, but perhaps your candidate engagement isn’t consistent and you need to work on it.The data around candidate psychology and recruitment shows it clearly:⌚28% of candidates drop out because the process took too long. Delays hurt engagement and result in candidate drop-off. 🚫30% of candidates drop out because the role did not match expectations. Misaligned expectations (role, salary, responsibilities) lead to disengagement. 🤔23% cite poor communication as a reason they disengaged. 💩49% of candidates have turned down a job offer because of a poor hiring experience. Even at the final stage, candidate engagement matters — a bad experience during hiring can sink an offer. 👻45% of candidates are ghosted by recruiters after an initial conversation. 😱27% of UK employers have been ghosted by new recruits on their first day.🙊72% of candidates say the smoothness of the interview process would affect their final decision on whether or not to take the job. (Sources: TotalJobs / HR Hire / CIPD)So, before lose even more candidates and have to work harder at sourcing more, let's get smart at candidate management. 🧠What You’ll Learn in our Bullhorn for Candidate Management Webinar Part 6 of our free "Optimise Bullhorn" webinar series is packed with tips you can use immediately to proactively manage your precious candidates and make your desk, targets, and home-life balance easier! ✅Manage expectations ~ stay in control and protect your pipeline.✅Prevent drop outs / counter offers / ghosting.✅Strengthen your relationships - place quicker, get referrals.✅Move them through the recruitment cycle speedily and with ease.✅An automation to help you manage your candidates whilst you sleep.🤚 Stop wasting time and money sourcing, screening and interviewing, just to lose the candidate down the line (and likely annoy your clients in the process!) 👉 Join our free Bullhorn for Candidate Management webinar and learn how to turn your CRM into a true revenue machine. Watch Our Bullhorn for Candidate Management WebinarPS. Want to go even further? Check out our full "Optimise Bullhorn" webinar series.🔍 Engage, nurture, place, and re-place. Watch the recording💬 Source faster and easier. Watch the recording📈 Sell faster and easier. Watch the recording💡 Place faster and easier. Watch the recording🎯 Easy BD. Watch the recording💪 Easy Candidate Management Watch the recording aboveBullhorn 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
Recruiter Productivity Series: Optimise Bullhorn Part 5 ~ Easy BD

Recruiters – let’s be honest.Sales may feel tough right now, and even if you've got lots of jobs to work, are they easy wins, or hard gains?Your Bullhorn data is a goldmine waiting to be tapped. Work it right, and you’ll sell faster, smarter, and with less stress.So, before you burn more time (and budget) on job boards, LinkedIn, or costly marketing, start with the data you already own.Part 5 of our Optimise Bullhorn webinar series will share some tips on how to turn your Bullhorn CRM into a sales engine—and start winning more business....scroll down to watch6️⃣Reasons to Come to our Bullhorn for BD Tips for Recruiters Webinar💪CRM drives revenue and BD effectiveness. Plus, a well-utilized CRM can boost lead conversion rates by up to 300% thanks to personalised outreach and streamlined communication. (Source: Astersense)🎯CRM users hit their sales targets—more often. 86% of businesses that use a CRM exceed their sales goals, versus just a small fraction that don’t use one.3️⃣Smash your sales targets. Effective use of your CRM can increase your chances of smashing your targets by 3 times!🚀Be more productive! CRM for BD boosts productivity by up to 34%, freeing up time to focus on meaningful BD tasks.🪴Nurturing pays off. Leads nurtured through CRM workflows result in 47% larger purchases compared to cold outreach.💘Faster conversions. Re-engaged clients convert 2x faster than cold leads, giving recruiters a powerful edge when leveraging existing relationships.(Sources = HubSpot / Salesforce / Freshdesk)All of the above are convincing stats and compelling reasons to watch our webinar and get rocking and rolling with your Bullhorn system and drive your BD smarter and faster.🧠What You’ll Learn in our Bullhorn 4 BD WebinarPart 5 of our "Optimise Bullhorn" webinar series is packed with tips you can use immediately to drive your sales / BD tasks.✅Find easy to convert leads.✅Advanced searching to locate hidden gems.✅Use AI to uncover opportunities and drive a smarter process.✅An automation to save time and generate wins.🤚 Stop leaving money in your database—or opportunities for your competitors to convert your prospects.👉 Join our Bullhorn for BD webinar and learn how to turn your CRM into a true revenue machine.Watch Our Free Bullhorn 4 BD Tips Webinar for RecruitersPS. Want to go even further? Check out our full "Optimise Bullhorn" webinar series.🔍 Engage, nurture, place, and re-place. Watch the recording💬 Source faster and easier. Watch the recording📈 Sell faster and easier. Watch the recording💡 Place faster and easier. Watch the recording🎯 Easy BD. Watch it above💪 Easy Candidate Management. Watch it nowBullhorn 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 1-Minute Tip - Use Appointments to Stay Organised and Protect Pipelines

We've got a cute 1-minute Bullhorn tip to help you keep track of your candidates, contacts, appointments, and pipeline.As a recruiter, keeping track of your people and the appointments you've invited them to attend is crucial.❓Why Use This Cool Bullhorn Feature?You need to use this Bullhorn feature because:🥱You're not always going to be around, and unless your team is able to read minds, and predict the future, you're going to have to cancel your holidays, and work 24/7.🤯You're in a super-busy recruitment role, so can't be expected to remember every single meeting or interview.🤬You're likely to swear / frown / scream, if other recruiters start approaching your candidates and clients.So, it's key that you use Bullhorn's appointment feature to stay organised, and protect your relationships, and pipeline.Previously, the Bullhorn Appointment feature only showed the first attendee listed if you had invited more than one person - what a pain! Now it shows all attendees... Nice!Watch Our 1-minute Appointment Bullhorn Tip...then log in to Bullhorn and try itNeed 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
Bullhorn 1-Minute 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