Effective candidate management is an essential part of your recruitment agency's success. It's important to understand your candidates beyond their CV so that they can be placed in jobs that are the best.
Recruiters know this better than anyone: Any candidate – anybody – can look great on paper. But not all personalities lend themselves well to all jobs. The cornerstone of effective candidate management is for recruiters to consider not only a candidate’s job credentials, but also how well he or she is likely to get along with coworkers, excel in a given work environment, and satisfy the job’s overall requirements.
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The bottom line is that resumes can be deceptive, and candidates are more than just an impressive (or not so impressive) resume. They each have unique personalities, personal qualities, and attributes that may not be evident on a piece of paper. And while a terrible resume will generally take a candidate out of the running, an especially strong resume should also be taken with a sizable grain of salt. It is human nature to exaggerate and embellish one’s accomplishments. How many candidates who took two years of Spanish in high school claim to be “fluent”? Now imagine if you placed them in a Madrid call center – how quickly would it take for them to run away screaming…in English?
The really great recruiters know that resumes are only one element of an increasingly complex equation, which is why candidate management is both a science and an art form.
Candidate management, at its core, is relationship management, which means evaluating people based on that sixth sense, that instinctive knowing that this person or that person is not just a good fit, but a perfect fit, for a position. But it is also, conversely, highly exacting – benefiting from huge quantities of constantly-updated data that can be analyzed and searched to provide recruiters with a shortlist of solid contenders. There’s nothing more frustrating than losing touch with a fantastic candidate and letting the data on her decay to the point that when you do finally have an ideal req that would be perfect for her, you seek her out, thinking she’s available, and find out she’s gleefully settled into a new job.
Ultimately, candidate management is about balancing patience with due diligence, and technology with an appreciation for talent.
Vice President of Marketing
As the Vice President of Marketing at Bullhorn, Catherine is responsible for all marketing efforts across the organization. Catherine has been with Bullhorn based in the Boston office since 2010 and has recently relocated to London. Over her tenure, she’s overseen several marketing functions including demand generation, marketing operations, and events. She is passionate about marketing technology, building high-performing teams, and leveraging both to drive for results. Catherine has a Bachelor of Arts in Global Studies from Providence College.
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SVP Product, Executive Search
As Bullhorn’s SVP Product, Executive Search, Richard drives the company’s product strategy and initiatives for the executive search sector and the Invenias product. Richard joined Bullhorn as part of the Invenias acquisition in 2018, where he one of the founders and spent 14 years as the Chief Product & Technology Officer and a Board Director.
Richard brings over 25 years of business, technology and product leadership, with broad industry experience that spans the full spectrum of the staffing industry, with specific focus on executive and retained search. Prior to Bullhorn, Richard was central to the successful growth and development of the Invenias business globally, from its inception to becoming the market leading provider of executive search software.
Team Lead – Enterprise Solution Consultant, APAC
As GM for Bullhorn’s APAC business, Aaron McIntosh oversees all business functions in the region. He also leads the solutions consulting team locally, ensuring our customers have an incredible experience when transitioning to Bullhorn. He has over 20 years working various roles within the technology industry and joined Bullhorn in 2013 in the London office before relocating back to Australia in 2015. During his tenure, he has helped numerous customers make the move to Bullhorn including Kelly Persol, Ambition, Hudson, and many others. He is passionate about technology and in particular how technology can be used to solve business issues and problems that are inhibiting growth within recruitment businesses.
He has a Bachelor of Engineering (Electrical and Computing) with Honours from Monash University in Melbourne.
Senior Vice President, Customer Success
As the Senior Vice President of Customer Success, Tamsyn leads Bullhorn’s Services and Customer Success teams. She is responsible for successful delivery of all products and services globally and is committed to creating and maintaining incredible long term customer experiences in the candidate to cash process. Tamsyn has been delivering implementations for over 25 years with companies such as SAP, Ariba, Zuora: specialising in HR, Payroll, Procurement and Quote To Cash capability. She trained as a software engineer after studying Maths, Statistics, and Computing in England.
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