{"id":70359,"date":"2020-09-24T10:03:19","date_gmt":"2020-09-24T00:03:19","guid":{"rendered":"https:\/\/www.bullhorn.com\/au\/?post_type=customer_blog&p=70359"},"modified":"2020-09-16T10:49:14","modified_gmt":"2020-09-16T00:49:14","slug":"building-your-tech-stack-stress-free-recruiting","status":"publish","type":"customer_blog","link":"https:\/\/www.bullhorn.com\/au\/customer-blog\/building-your-tech-stack-stress-free-recruiting\/","title":{"rendered":"Building Your Tech Stack: Stress-Free Recruiting"},"content":{"rendered":"

In this series, we\u2019re capturing highlights from a <\/span><\/i>recent webinar<\/span><\/i><\/a> in which recruitment leaders discussed their strategies for building the tech stacks that power their businesses. To read part 1, which covers the process of building a tech stack, <\/span><\/i>click here<\/span><\/i><\/a>.<\/span><\/i><\/p>\n

\n

What are some of the top considerations that recruitment leaders are making when buying and adopting new technologies? Brian Cunningham of <\/span>Allen Recruitment<\/span><\/a> recently came together with leaders from Corporate Brokers and Searchability to talk about just that. You can <\/span>check out the full conversation here<\/span><\/a> or read some of the highlights from Allen Recruitment\u2019s story below.\u00a0<\/span><\/p>\n

As Managing Director, Brian\u2019s goal for Allen Recruitment\u2019s tech stack is to ensure that his recruiters are focusing on the activities that they\u2019re great at, including catching up with candidates, engaging candidates, and creating new business opportunities. He doesn\u2019t want them in the weeds, manually entering data, or being taskmasters. He wants to create \u201cstress-free recruiting\u201d where the team can stay focused on their goals, trusting that every activity is tracked in Bullhorn, because, as Brian says, \u201cif it\u2019s not in Bullhorn, it didn\u2019t happen\u201d.\u00a0<\/span><\/p>\n

Outcome-Based Recruiting\u00a0<\/b><\/h3>\n

Brian leverages technology to create things like \u201cwarm fuzzy leads\u201d, and has worked hard to develop an \u201coutcome-based\u201d recruiting strategy. He no longer measures his recruiters by the number of calls they make or the number of messages they leave, but by the number of CVs they send out to clients.\u00a0<\/span><\/p>\n

When a new job is released, Bullhorn <\/span>VMS Sync<\/span><\/a> picks it right up and pushes it into Bullhorn, removing any manual burden from recruiters. Jobs are posted from Bullhorn via <\/span>Broadbean<\/span><\/a>\u2019s multi-poster, casting a broader net, and allowing account managers to post jobs in one-click.\u00a0<\/span><\/p>\n

Using a combination of <\/span>SourceBreaker<\/span><\/a> and <\/span>Daxtra Search<\/span><\/a>, Allen has eased the burden of finding \u201cthe best\u201d candidate for a job. SourceBreaker offers a more automated approach to Boolean searches, and Daxtra Search queries across multiple places, including Bullhorn, making it much easier for recruiters to match and narrow down their candidate pools.<\/span><\/p>\n

Once the recruiter has seamlessly created a shortlist of candidates for a job, they can take that shortlist into <\/span>Herefish<\/span><\/a> and set up automated <\/span>TextUs<\/span><\/a> campaigns, making these communications as personalised as they\u2019d like. Recruiters can even include a Calendly link in their initial texts so that they \u201ccome in in the morning and their diary is full of candidates that want to talk to them\u201d, Brian explains. Not only does this create a better candidate experience, but it also creates a better work environment for recruiters.\u00a0<\/span><\/p>\n

AwesomeDocs by Kyloe<\/span><\/a> parses CVs and produces a cover page during the candidate submission stage and creates contracts during the hiring stage. And, \u201cif it\u2019s not in a Bullhorn field, it doesn\u2019t go in [to the CV, cover page, or contract].\u201d<\/span><\/p>\n

To manage and measure recruiter outcomes, and to develop a strategy for recruiter activity, Brian uses <\/span>InsightSquared<\/span><\/a>. He says, \u201cWe think of numbers in two ways. The number tells you the volume of what was done, the ratio tells you the quality of what was done. You can send 20 CVs, but if you don\u2019t get 10 interviews, they weren\u2019t good CVs.\u201d<\/span><\/p>\n

\r\n
\r\n From that perspective, it\u2019s completely turned things around for us from being outbound cold calling to suddenly it\u2019s a warm fuzzy lead - which is a much nicer environment for recruiters but also for candidates.<\/span>\r\n <\/div>\r\nBrian Cunningham<\/span> Allen Recruitment<\/span>\r\n<\/div>\n

Investing In Outcome Centric Technologies<\/b><\/h3>\n

Before investing in new technology, Allen identifies a gap, activities that are taking longer than they should, or the recruiter’s pain points.\u00a0<\/span><\/p>\n

Brian stresses the importance of knowing what you want to get to when selecting a technology solution for your business. You can find \u201cshiny and new\u201d, but it doesn\u2019t always translate into results. He also encourages his recruiters and account managers to bring the problems and potential solutions to him to increase adoption and buy-in.\u00a0<\/span><\/p>\n

Key Takeaways<\/b><\/h3>\n
    \n
  1. By taking some of the burdensome, time-intensive processes off of your recruiters\u2019 plates, you\u2019re opening the door to new and improved candidate experiences in addition to a better working environment for your teams.<\/span><\/li>\n
  2. As Brian says, \u201cIf it\u2019s not in Bullhorn, it didn\u2019t happen\u201d. To make the most of your Bullhorn investment, you must take the time to determine the activities (and outcomes) that are most important to your business and choose the technologies that will get you there.\u00a0<\/span><\/li>\n<\/ol>\n
    \n

    For more on building an integrated tech stack, check out our piece <\/span>What\u2019s In Your Tech Stack?<\/span><\/i><\/a>.\u00a0<\/span><\/i><\/p>\n\"tech<\/a>\n","protected":false},"excerpt":{"rendered":"

    What are some of the top considerations that recruitment leaders are making when building their tech stack? Read their insights here.<\/p>\n","protected":false},"author":300,"featured_media":70361,"parent":0,"menu_order":0,"template":"","class_list":["post-70359","customer_blog","type-customer_blog","status-publish","has-post-thumbnail","hentry","customer_blog_category-thought-leadership"],"acf":[],"yoast_head":"\nBuilding Your Tech Stack: Stress-Free Recruiting - Bullhorn AU<\/title>\n<meta name=\"description\" content=\"What are some of the top considerations that recruitment leaders are making when building their tech stack? 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