{"id":1045,"date":"2014-03-03T14:54:02","date_gmt":"2014-03-03T14:54:02","guid":{"rendered":"https:\/\/www.bullhorn.com\/?p=1045"},"modified":"2019-03-02T09:09:47","modified_gmt":"2019-03-01T22:09:47","slug":"recruiting-data-migration","status":"publish","type":"post","link":"https:\/\/www.bullhorn.com\/au\/blog\/recruiting-data-migration\/","title":{"rendered":"Data Too Good to Be True&#8230;"},"content":{"rendered":"<p>Things that seem too good to be true\u2026usually are.<\/p>\n<p>A few customers have recently asked about vendor offers for \u201cfree database updates\u201d that claim to be able to refresh your old resumes for no charge. \u00a0Of course this sounds unbelievably appealing, but there are many things you need to consider before allowing a stranger to touch an asset you have spent years building. Let me start by saying I spent over a decade entrenched in data \u2013 lots of data, data about people and where they work and what they did and for how long.\u00a0 I worried about name changes and promotions and demotions. I worried about John Smith Sr. and John Smith Jr. getting their data crossed and Mary Jones of Atlanta getting her data crossed with Mary Jones of Alpharetta.<\/p>\n<p>I was right to be worried. Recruiting is tricky business, and your database is an extremely valuable asset. Let\u2019s do some math &#8211; how much have you spent on the job boards over the time of your business, both in search and on postings?\u00a0 Got that number?\u00a0 Ok, now figure out how many hours a day\/week\/year your team spends sourcing from other places besides the boards \u2013 cold calls, LinkedIn, other social networks, etc. and multiply that by a cost per hour.\u00a0 I think we can agree that you\u2019ve spent a lot of time and money building your database.\u00a0 And the worst part of it is, the minute you add a candidate in, his or her information starts to decay.<\/p>\n<p>And then you get an offer for a free database update. It lands in your inbox and you think to yourself, \u2018this is too good to be true \u2013 and it\u2019s <span style=\"text-decoration: underline;\">FREE\u2019<\/span> \u2013 what harm could that do?\u00a0 The problem is, and you know this, nothing is free.\u00a0 So when you see free implementation, free customization, or free data updates, you think to yourself&#8230; \u2018who is really paying for this\u2019?<\/p>\n<p>Before I go any further, here are some realities:<\/p>\n<ul>\n<li>On average a full time employee moves every 4.4 years, less than 3 years for Millennials (<a href=\"http:\/\/www.forbes.com\/sites\/jeannemeister\/2012\/08\/14\/job-hopping-is-the-new-normal-for-millennials-three-ways-to-prevent-a-human-resource-nightmare\/\" target=\"_blank\">Forbes<\/a>)<\/li>\n<li>24% of the US population moved cities in the last 5 years (<a href=\"http:\/\/www.gallup.com\/poll\/162488\/381-million-adults-worldwide-migrate-within-countries.aspx?utm_source=alert&amp;utm_medium=email&amp;utm_campaign=syndication&amp;utm_content=morelink&amp;utm_term=All%20Gallup%20Headlines\" target=\"_blank\">Gallup<\/a>).<\/li>\n<\/ul>\n<p>So what does that mean? It means that every year your untouched data becomes less useful, so when you hear that there are tools out there that will make it better \u2013 of course you\u2019re interested.<\/p>\n<p>In my previous company, when I ran Data Services for B2B data, it taught me a tremendous amount about how to consider updating someone\u2019s significant investment and that most people having their data updated aren\u2019t aware of the risks.<\/p>\n<p>There are number of things you need to consider when you let someone else update your company\u2019s database or embark on a data migration on your behalf:<\/p>\n<ul>\n<li>From where are they sourcing this data?\u00a0 Do they have rights to use this data?<\/li>\n<li>What is the unique identifier or key?\u00a0 Is it the email address, phone number, person\u2019s name, physical address?<\/li>\n<li>If you and the vendor have different data, whose data is correct?<\/li>\n<li>When the information is updated, how do you get it back in your database?<\/li>\n<li>Who owns the data once it\u2019s been updated?<\/li>\n<\/ul>\n<p>So let\u2019s dive into this \u2013 the first and most important question is where is this data coming from?\u00a0 Is it from the job boards?\u00a0 If so, which ones?\u00a0 If it\u2019s from a large job board, does the vendor even have permission to pull resumes and do an update of this sort?\u00a0 Based on my conversations with the large job boards, this is not a service they offer for free and to do it without permission is against your terms of use with them.\u00a0 Does this \u201cfree\u201d refresh jeopardize your future relationship with your job boards \u2013 the number one source of quality candidates for large recruiting agencies (75+ recruiters\/salespeople) according to our <a href=\"http:\/\/pages.bullhorn.com\/EB140218_TrendsReportNA.html?LS=Public_Relations\" target=\"_blank\">2014 Trends Report<\/a>? And if the vendor doing the free upgrade isn\u2019t pulling from large job boards, are they getting r\u00e9sum\u00e9s from a reliable source? \u00a0Why is this source willing to provide this data to you for free?\u00a0 And how do they know that the data is up to date?<\/p>\n<p>Let\u2019s assume you find comfort in the origin of this data and you believe it to be better than yours.\u00a0 How is the vendor going to perform these r\u00e9sum\u00e9 updates?\u00a0 They need some way to confirm that you both have the same candidate to get a match rate.\u00a0 In general you\u2019ll be lucky to have a 30% &#8211; 50% match rate.\u00a0 Many sources will use unique email address \u2013 which is preferable except in the following instances:<\/p>\n<ul>\n<li>Married couple uses the same email<\/li>\n<li>Person gets married or divorced and changes their name (and their email)<\/li>\n<\/ul>\n<p>Person started with a silly email (<a href=\"mailto:fungirl@hotmail.com\">fungirl@hotmail.com<\/a>) and then updates to a professional one (<a href=\"mailto:lastname@gmail.com\">lastname@gmail.com<\/a>)<\/p>\n<p>The second two are less problematic as they may just result in a non-match, so nothing bad happens \u2013 but the first is very problematic.\u00a0 A recent <a href=\"http:\/\/www.pewinternet.org\/2014\/02\/11\/couples-the-internet-and-social-media\/\">Pew Research study<\/a> found 27% of couples share an email address. If the provider updating your data only uses email address as an identifier key, you could have your fantastic civil engineering candidate\u2019s data updated with her spouse\u2019s nursing credentials.<\/p>\n<p>But what if they use physical address instead, or in addition to, email address?\u00a0 People move locations often, so using a physical address as an identifier doesn\u2019t make sense.\u00a0 The younger your candidate, the more likely they are to have moved recently.\u00a0 Name might make sense as an identifier, but how does the database updating process take into account last name changes due to marriage or divorce? Can it handle nicknames (Robert\/Rob\/Bob) or folks who go by their middle name instead of their first?\u00a0 <em>I\u2019m asking you these questions because you should be asking your vendor these questions.<\/em>\u00a0 Before anyone ever touches your data &#8211; the data that defines your business &#8211; you should know exactly how they are going to handle it.<\/p>\n<p>Which brings me to the third point \u2013 if there is a data love match, whose data is right?\u00a0 You have a stellar candidate in your database.\u00a0 You know she\u2019s fantastic because you spoke with her last week.\u00a0 This week you got your database updated and everything is wrong.\u00a0 \u2018Why did this happen\u2019 you think?\u00a0 The reason is simple, database updaters generally assume their data is right \u2013 which is odd, because they have the same data decay challenges that you face.\u00a0 They may update more often because it\u2019s their business, but it doesn\u2019t mean they are perfect.\u00a0 It means on average they have more right data than you \u2013 but on a person-by-person basis, it\u2019s a coin toss.<\/p>\n<p><strong>And let\u2019s get one thing straight \u2013 as a recruiter, you are a master of identifying talent.<\/strong> By assuming their version of data is correct, the vendor updating your database is essentially arguing that they can do your job better than you can. So how do you handle this?\u00a0 First, I wouldn\u2019t let anyone touch any of my data that is less than 3 or 4 years old. If you\u2019re within that range, your candidate\u2019s phone number and email address likely still work and their experience hasn\u2019t jumped so much that you would be out of line in your messaging to them.\u00a0 So with that in mind, you need to be able to segment new information in such a way that you selectively update only the data that\u2019s changed after a certain date.\u00a0 And while we\u2019re talking about dates, does the provider doing your database update have dates on their data? If not, how can they determine which version of a resume or network profile is more recent than the original record?<\/p>\n<p>And if a vendor gives you newer information, what are you going to do with it? Can you easily migrate your updated data back into your ATS?\u00a0 Most ATS database schemes are incredibly complex \u2013 you have multiple entities that each point to candidate data.\u00a0 Updating multiple instances of a candidate record is generally no simple matter and if the update goes wrong and subsequently affects the address of a candidate who is attached to an active placement, it could mess with their payroll.<\/p>\n<p>Lastly, and most importantly, who owns the refreshed data in an updated database?\u00a0 If the update has been done for you, for free, by a vendor\u2013 you probably don\u2019t own that data anymore.\u00a0 There are no freebies. Services like this cost a significant amount of money to do even adequately. Sure it\u2019s a great offer, but if that \u201ccomplete\u201d data is owned by anyone besides you alone, then you have just donated your database to the general population or to your competitors. If the data migration seems too good to be true, it probably is.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Things that seem too good to be true\u2026usually are. A few customers have recently asked about vendor offers for \u201cfree database updates\u201d that claim to be able to refresh your old resumes for no charge. \u00a0Of course this sounds unbelievably appealing, but there are many things you need to consider before allowing a stranger to [&hellip;]<\/p>\n","protected":false},"author":27,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"om_disable_all_campaigns":false,"footnotes":""},"categories":[556],"tags":[],"class_list":["post-1045","post","type-post","status-publish","format-standard","hentry","category-tips-tricks-and-how-tos"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.2 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>The Truth about Data Migration | Bullhorn<\/title>\n<meta name=\"description\" content=\"Things that seem too good to be true usually are, especially when it comes to data migration for staffing agencies.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.bullhorn.com\/au\/blog\/recruiting-data-migration\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"The Truth about Data Migration | Bullhorn\" \/>\n<meta property=\"og:description\" content=\"Things that seem too good to be true usually are, especially when it comes to data migration for staffing agencies.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.bullhorn.com\/au\/blog\/recruiting-data-migration\/\" \/>\n<meta property=\"og:site_name\" content=\"Bullhorn AU\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/Bullhorn\/\" \/>\n<meta property=\"article:published_time\" content=\"2014-03-03T14:54:02+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2019-03-01T22:09:47+00:00\" \/>\n<meta name=\"author\" content=\"Leah Daniels\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Leah Daniels\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"7 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/www.bullhorn.com\/au\/blog\/recruiting-data-migration\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/www.bullhorn.com\/au\/blog\/recruiting-data-migration\/\"},\"author\":{\"name\":\"Leah Daniels\",\"@id\":\"https:\/\/www.bullhorn.com\/au\/#\/schema\/person\/904ed9de4dd11ea07f28e751805bc42f\"},\"headline\":\"Data Too Good to Be True&#8230;\",\"datePublished\":\"2014-03-03T14:54:02+00:00\",\"dateModified\":\"2019-03-01T22:09:47+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/www.bullhorn.com\/au\/blog\/recruiting-data-migration\/\"},\"wordCount\":1489,\"commentCount\":0,\"publisher\":{\"@id\":\"https:\/\/www.bullhorn.com\/au\/#organization\"},\"articleSection\":[\"Tips, Tricks, and How-Tos\"],\"inLanguage\":\"en-AU\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\/\/www.bullhorn.com\/au\/blog\/recruiting-data-migration\/#respond\"]}]},{\"@type\":\"WebPage\",\"@id\":\"https:\/\/www.bullhorn.com\/au\/blog\/recruiting-data-migration\/\",\"url\":\"https:\/\/www.bullhorn.com\/au\/blog\/recruiting-data-migration\/\",\"name\":\"The Truth about Data Migration | Bullhorn\",\"isPartOf\":{\"@id\":\"https:\/\/www.bullhorn.com\/au\/#website\"},\"datePublished\":\"2014-03-03T14:54:02+00:00\",\"dateModified\":\"2019-03-01T22:09:47+00:00\",\"description\":\"Things that seem too good to be true usually are, especially when it comes to data migration for staffing agencies.\",\"inLanguage\":\"en-AU\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\/\/www.bullhorn.com\/au\/blog\/recruiting-data-migration\/\"]}]},{\"@type\":\"WebSite\",\"@id\":\"https:\/\/www.bullhorn.com\/au\/#website\",\"url\":\"https:\/\/www.bullhorn.com\/au\/\",\"name\":\"Bullhorn AU\",\"description\":\"Applicant Tracking &amp; Recruiting Software\",\"publisher\":{\"@id\":\"https:\/\/www.bullhorn.com\/au\/#organization\"},\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\/\/www.bullhorn.com\/au\/?s={search_term_string}\"},\"query-input\":{\"@type\":\"PropertyValueSpecification\",\"valueRequired\":true,\"valueName\":\"search_term_string\"}}],\"inLanguage\":\"en-AU\"},{\"@type\":\"Organization\",\"@id\":\"https:\/\/www.bullhorn.com\/au\/#organization\",\"name\":\"Bullhorn\",\"url\":\"https:\/\/www.bullhorn.com\/au\/\",\"logo\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-AU\",\"@id\":\"https:\/\/www.bullhorn.com\/au\/#\/schema\/logo\/image\/\",\"url\":\"https:\/\/www.bullhorn.com\/au\/wp-content\/uploads\/sites\/3\/2021\/09\/og-img.png\",\"contentUrl\":\"https:\/\/www.bullhorn.com\/au\/wp-content\/uploads\/sites\/3\/2021\/09\/og-img.png\",\"width\":1200,\"height\":628,\"caption\":\"Bullhorn\"},\"image\":{\"@id\":\"https:\/\/www.bullhorn.com\/au\/#\/schema\/logo\/image\/\"},\"sameAs\":[\"https:\/\/www.facebook.com\/Bullhorn\/\",\"https:\/\/x.com\/Bullhorn\",\"https:\/\/www.instagram.com\/lifeatbullhorn\/?hl=en\",\"https:\/\/www.linkedin.com\/company\/bullhorn\",\"https:\/\/www.youtube.com\/channel\/UC-Rgm5YxtoxsvlCHy6KW3Ug\",\"https:\/\/en.wikipedia.org\/wiki\/Bullhorn,_Inc.\"]},{\"@type\":\"Person\",\"@id\":\"https:\/\/www.bullhorn.com\/au\/#\/schema\/person\/904ed9de4dd11ea07f28e751805bc42f\",\"name\":\"Leah Daniels\",\"image\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-AU\",\"@id\":\"https:\/\/secure.gravatar.com\/avatar\/15d48ac242704d923f05039a4aa76121e543273c5f973efd810aa3f17a0f9a1a?s=96&d=mm&r=g\",\"url\":\"https:\/\/secure.gravatar.com\/avatar\/15d48ac242704d923f05039a4aa76121e543273c5f973efd810aa3f17a0f9a1a?s=96&d=mm&r=g\",\"contentUrl\":\"https:\/\/secure.gravatar.com\/avatar\/15d48ac242704d923f05039a4aa76121e543273c5f973efd810aa3f17a0f9a1a?s=96&d=mm&r=g\",\"caption\":\"Leah Daniels\"},\"description\":\"Leah Daniels is the head of Bullhorn's Global Alliances program. Prior to joining Bullhorn she held a number of product management, sales, and sales management roles at Zoom Information, and led the formation of their Data Services product and go-to-market strategy.\",\"url\":\"https:\/\/www.bullhorn.com\/au\/blog\/author\/ldaniels\/\"}]}<\/script>\n<!-- \/ Yoast SEO plugin. -->","yoast_head_json":{"title":"The Truth about Data Migration | Bullhorn","description":"Things that seem too good to be true usually are, especially when it comes to data migration for staffing agencies.","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/www.bullhorn.com\/au\/blog\/recruiting-data-migration\/","og_locale":"en_US","og_type":"article","og_title":"The Truth about Data Migration | Bullhorn","og_description":"Things that seem too good to be true usually are, especially when it comes to data migration for staffing agencies.","og_url":"https:\/\/www.bullhorn.com\/au\/blog\/recruiting-data-migration\/","og_site_name":"Bullhorn AU","article_publisher":"https:\/\/www.facebook.com\/Bullhorn\/","article_published_time":"2014-03-03T14:54:02+00:00","article_modified_time":"2019-03-01T22:09:47+00:00","author":"Leah Daniels","twitter_misc":{"Written by":"Leah Daniels","Est. reading time":"7 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"Article","@id":"https:\/\/www.bullhorn.com\/au\/blog\/recruiting-data-migration\/#article","isPartOf":{"@id":"https:\/\/www.bullhorn.com\/au\/blog\/recruiting-data-migration\/"},"author":{"name":"Leah Daniels","@id":"https:\/\/www.bullhorn.com\/au\/#\/schema\/person\/904ed9de4dd11ea07f28e751805bc42f"},"headline":"Data Too Good to Be True&#8230;","datePublished":"2014-03-03T14:54:02+00:00","dateModified":"2019-03-01T22:09:47+00:00","mainEntityOfPage":{"@id":"https:\/\/www.bullhorn.com\/au\/blog\/recruiting-data-migration\/"},"wordCount":1489,"commentCount":0,"publisher":{"@id":"https:\/\/www.bullhorn.com\/au\/#organization"},"articleSection":["Tips, Tricks, and How-Tos"],"inLanguage":"en-AU","potentialAction":[{"@type":"CommentAction","name":"Comment","target":["https:\/\/www.bullhorn.com\/au\/blog\/recruiting-data-migration\/#respond"]}]},{"@type":"WebPage","@id":"https:\/\/www.bullhorn.com\/au\/blog\/recruiting-data-migration\/","url":"https:\/\/www.bullhorn.com\/au\/blog\/recruiting-data-migration\/","name":"The Truth about Data Migration | Bullhorn","isPartOf":{"@id":"https:\/\/www.bullhorn.com\/au\/#website"},"datePublished":"2014-03-03T14:54:02+00:00","dateModified":"2019-03-01T22:09:47+00:00","description":"Things that seem too good to be true usually are, especially when it comes to data migration for staffing agencies.","inLanguage":"en-AU","potentialAction":[{"@type":"ReadAction","target":["https:\/\/www.bullhorn.com\/au\/blog\/recruiting-data-migration\/"]}]},{"@type":"WebSite","@id":"https:\/\/www.bullhorn.com\/au\/#website","url":"https:\/\/www.bullhorn.com\/au\/","name":"Bullhorn AU","description":"Applicant Tracking &amp; Recruiting Software","publisher":{"@id":"https:\/\/www.bullhorn.com\/au\/#organization"},"potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/www.bullhorn.com\/au\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"en-AU"},{"@type":"Organization","@id":"https:\/\/www.bullhorn.com\/au\/#organization","name":"Bullhorn","url":"https:\/\/www.bullhorn.com\/au\/","logo":{"@type":"ImageObject","inLanguage":"en-AU","@id":"https:\/\/www.bullhorn.com\/au\/#\/schema\/logo\/image\/","url":"https:\/\/www.bullhorn.com\/au\/wp-content\/uploads\/sites\/3\/2021\/09\/og-img.png","contentUrl":"https:\/\/www.bullhorn.com\/au\/wp-content\/uploads\/sites\/3\/2021\/09\/og-img.png","width":1200,"height":628,"caption":"Bullhorn"},"image":{"@id":"https:\/\/www.bullhorn.com\/au\/#\/schema\/logo\/image\/"},"sameAs":["https:\/\/www.facebook.com\/Bullhorn\/","https:\/\/x.com\/Bullhorn","https:\/\/www.instagram.com\/lifeatbullhorn\/?hl=en","https:\/\/www.linkedin.com\/company\/bullhorn","https:\/\/www.youtube.com\/channel\/UC-Rgm5YxtoxsvlCHy6KW3Ug","https:\/\/en.wikipedia.org\/wiki\/Bullhorn,_Inc."]},{"@type":"Person","@id":"https:\/\/www.bullhorn.com\/au\/#\/schema\/person\/904ed9de4dd11ea07f28e751805bc42f","name":"Leah Daniels","image":{"@type":"ImageObject","inLanguage":"en-AU","@id":"https:\/\/secure.gravatar.com\/avatar\/15d48ac242704d923f05039a4aa76121e543273c5f973efd810aa3f17a0f9a1a?s=96&d=mm&r=g","url":"https:\/\/secure.gravatar.com\/avatar\/15d48ac242704d923f05039a4aa76121e543273c5f973efd810aa3f17a0f9a1a?s=96&d=mm&r=g","contentUrl":"https:\/\/secure.gravatar.com\/avatar\/15d48ac242704d923f05039a4aa76121e543273c5f973efd810aa3f17a0f9a1a?s=96&d=mm&r=g","caption":"Leah Daniels"},"description":"Leah Daniels is the head of Bullhorn's Global Alliances program. Prior to joining Bullhorn she held a number of product management, sales, and sales management roles at Zoom Information, and led the formation of their Data Services product and go-to-market strategy.","url":"https:\/\/www.bullhorn.com\/au\/blog\/author\/ldaniels\/"}]}},"grav_blocks":null,"card_markup":"<a class=\"card-resource\" href=\"https:\/\/www.bullhorn.com\/au\/blog\/recruiting-data-migration\/\">\n\t\t\t<div aria-hidden=\"true\" class=\"card-resource__image-container\">\n\t\t\t<img class=\"card-resource__image\" alt=\"Footer_Stocksy_txpf77ca13blZ6300_Medium_3345084-e1628046916491\" title=\"Footer_Stocksy_txpf77ca13blZ6300_Medium_3345084-e1628046916491\" src=\"https:\/\/www.bullhorn.com\/au\/wp-content\/uploads\/sites\/3\/2021\/08\/Footer_Stocksy_txpf77ca13blZ6300_Medium_3345084-e1628046916491.jpg\" \/>\t\t<\/div>\n\t\t\t<div class=\"card-resource__content\">\n\t\t\t\t\t<span class=\"card-resource__category\">Tips, Tricks, and How-Tos<\/span>\n\t\t\t\t\t<h5 class=\"card-resource__title\">Data Too Good to Be True&#8230;<\/h5>\n\t\t\t<\/div>\n<\/a>\n","_links":{"self":[{"href":"https:\/\/www.bullhorn.com\/au\/wp-json\/wp\/v2\/posts\/1045","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.bullhorn.com\/au\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.bullhorn.com\/au\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.bullhorn.com\/au\/wp-json\/wp\/v2\/users\/27"}],"replies":[{"embeddable":true,"href":"https:\/\/www.bullhorn.com\/au\/wp-json\/wp\/v2\/comments?post=1045"}],"version-history":[{"count":0,"href":"https:\/\/www.bullhorn.com\/au\/wp-json\/wp\/v2\/posts\/1045\/revisions"}],"wp:attachment":[{"href":"https:\/\/www.bullhorn.com\/au\/wp-json\/wp\/v2\/media?parent=1045"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.bullhorn.com\/au\/wp-json\/wp\/v2\/categories?post=1045"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.bullhorn.com\/au\/wp-json\/wp\/v2\/tags?post=1045"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}