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Embracing Digital Transformation with Next-Generation Onboarding
Embracing Digital Transformation with Next-Generation Onboarding The staffing industry is changing rapidly. Even before extenuating global circumstances, it was headed on a path towards digital transformation, a trend which has only been intensified by the events of the past few months. This trend has impacted the industry as a whole and has changed the expectations of candidates and clients who are opting to migrate to simple, flexible, convenient, and personalized solutions. Candidates want simplicity and responsiveness always, and a human touch when it counts. Clients want agencies to deliver the impossible: a combination of service flexibility and scale to meet their needs. Download Now Traditionally, candidates have always been treated as an endlessly available and replaceable commodity; now that we are in the midst of a talent shortage, a solid candidate experience, starting with intake and onboarding, needs to be the priority. Nicole Graf Director of Solutions Delivery at Sixcel
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Recruitment CFOs Weigh In: 5 Priorities for 2021
Recruitment CFOs Weigh In: 5 Priorities for 2021 Stay Hyper-Focused on Candidate and Client Experience Adapt and Find Opportunities to Grow After an unprecedented year for the recruitment industry, 2021 promises to bring new opportunities and challenges for agencies worldwide. What are leaders at mid-size and enterprise recruitment companies prioritizing in the year ahead? Read on for the highlights from these interviews to gain insight into how you can set your team and clients up for success. Double Down on Your Employees It's no secret that employees - from recruiters to salespeople to operations - are integral to any recruitment agency's success. Yet, after a turbulent year and looking ahead to a new year, it can be challenging to devote equal time and resources to your internal and external stakeholders while still maintaining your business's other crucial functions. From investing in mental health initiatives to devoting resources to Diversity, Equity, and Inclusion (DEI) programs, employees are a top priority for the year. Programs put in place at the start of the COVID-19 pandemic will remain throughout 2021: remote work, more internal collaboration, and transparent communication across the organization. While external and industry factors will be top of mind in 2020, firms need to ensure they continue to consider their employee's experience as we head into 2021. Very early on in the pandemic, we put a robust multi-phase plan in place. We lived by our plan, and we continuously communicated to the business what phase we were in. As a business, I believe we took a lot of fear away from our team around job security and the financial performance of the business. Yaron SegalCFO, Talent International We're focused on improving peoples' lives in 2021. Although we are looking at saving money, we will continue to invest heavily in our people since they're our greatest asset. We know people have worked really hard in what has been a difficult time, and we want to give something back to them. Daniel HutchinsGroup Financial Controller, Austin Fraser Stay Hyper-Focused on Candidate and Client Experience 2020 brought many new challenges across the industry, but providing a positive candidate and client experience is as crucial to short-term and long-term success as ever. Clients prefer open lines of communication and information transparency throughout the recruitment process. Firms should consider how to provide more value to their clients, especially with new technologies launching all the time. Finding solutions that benefit your candidates, clients, and internal recruiters can be even more impactful in the long run. Heading into the year ahead, firms will need to manage their internal employees and foster client relationships while continuing to deal with the industry's shortage of qualified talent. "From the client-side, we continue to see a growing need and a desire for information and flexibility, especially in these challenging times," Bill Burns, CFO of Cross Country Healthcare explains. We're all going to face the same continuation of a talent shortage next year. It's not just about how we're utilizing the technology to ensure that we're managing the candidate inventory that we have, but also teaching our teams better engagement strategies to ensure that they're developing that relationship with the candidate. Jaime DonnellyCFO, Integrity Staffing We are constantly asking ourselves what we plan to do with technology and if it adds any value for our candidate or our clients. What can we do to give that a twist and make our clients' and candidates' lives a little bit easier? And maybe it can make our recruiters' jobs a little bit easier at the same time, which is ideal. Martijn LussenburgManaging Director, Aditech Don't Underestimate the Power of Data All of our CFOs emphasized the importance of using data to make informed decisions about the future; you can determine when, where, and how to spend your resources-and where to save them. There are plenty of data points that indicate what 2021 will bring, but the key is to dig through the noise and pull out the data points that matter to your business. Todd Sweat, CFO of Vaco shares, "the biggest difference between 2021 and 2020 is that we've figured out how to get better and more vital information." He adds that while he isn't approaching forecasting in 2021 any differently, he's doing so with more knowledge "about the way any number of business factors might impact things." By homing in on the right data, CFOs can anticipate not just what the year to come will look like across the business, but they can make data-informed decisions about how they spend their resources during that year. This kind of foresight allows you to scale back or move forward with technology investments. A CFO with experience at a leading recruitment company echoes this sentiment with their 2021 approach; "We're focusing on our ability to forecast data, which enables our continued investments and partnerships. From there, we can continue to invest in digitalization and the upgrade of our technology in 2021." We all accept that there's a much higher level of uncertainty right now. Previously, we'd set the budget at the start of the year, and it would remain in place as we monitor it throughout the year. Now, we've moved to quarterly re-forecasting, so every quarter, we have a completely fresh look using the latest market insights. Luke HowesCFO, Six Degrees Executive What is your team's most important and valuable work, and what is driving the most value to the business? We're evaluating the effectiveness of this process and asking, are we getting the value from it, could this time be better used elsewhere, or do we need to spend the money on the staff that it takes to get this done? Jaime DonnellyCFO, Integrity Staffing Adapt and Find Opportunities to Grow No company ever found success in stagnancy, and the pandemic only reinforced the value of adaptability. Each CFO found a way to acclimate and thrive during this challenging time, whether by seizing growth opportunities or driving a leaner team. The consistent thing was embracing a fluid approach to the year, adapting, and growing as they enter 2021. "What I've learned during this pandemic is that I am a huge proponent of shortening the time between clarity and action," Jaime Donnelly said. "When the pandemic hit, it became clear that there were more opportunities for us to move even faster on the bigger things than we would have traditionally done in the past, such as working remotely." And just as some CFOs jumped at the opportunity to launch projects and grow their companies during the pandemic, some adapted to the year by skimming the fat and taking a more cautious approach to the new year. In fact, our recent survey findings reveal that 36% of respondents identify controlling spend as a top priority. 36% I see this time as opportunistic. There's a lot of distractions out there pulling companies in different directions. I think it's a perfect time for us to take advantage of that: be aggressive, start new offices, navigate acquisitions, or consider merging with better companies because I think we can build market share and more of a brand presence now than ever before. Todd SweatCFO, Vaco Martijn Lussenburg argues the practicality of this approach; "Be a critic about the way you make your money and in which business line you want to make it. It's very easy to see money lying on the street. But, ask yourself if you should pick up every dime, or should you be looking for that special one?" Embrace Digital Transformation One of the key challenges going into 2021 is not convincing the industry that there's a need for digital transformation-that need is apparent-the challenge is embracing it. With the increase in client needs and expectations, staffing firms need to adopt technology to put them at the forefront of this transformation. But to say that digital transformation is only about speeding up your business processes would be a disservice. By freeing up recruiter time and resources, the focus can be turned to adding value to your candidate and client relationships. Each CFO agrees that embracing the industry's digital transformation isn't just an opportunity for businesses; firms that fail to leverage the power of process automation risk falling behind the competition. But going into 2021 on the back of a pandemic, digital transformation couldn't be more critical to the future of your business. The entire market has sped up considerably, with clients needing candidates immediately, and no longer able to wait for 30-45 days. As a result, our entire organization has sped up, and we are fortunate to have embraced technology and embarked on a digital transformation. Bill BurnsCFO, Cross Country Healthcare We're going to have to keep automating processes. Everyone in the industry has had to improve their technology this year to support people working from home, so anything not making us efficient will slow us down. It's about automating, getting better integrations between our systems, and making the whole internal process as seamless as possible. Luke HowesCFO, Six Degrees Executive Martijn Lussenburg shares: "The human factor in matchmaking is not to be underestimated. Recruiters being able to focus on matching the candidate's soft skills will be more important as we move towards a digital transformation and automating matches on hard skills." Each CFO agrees that embracing the industry's digital transformation isn't just an opportunity for businesses; firms that fail to leverage the power of process automation risk falling behind the competition. But going into 2021 on the back of a pandemic, digital transformation couldn't be more critical to the future of your business. "I think, going forward, it will be in the back of everyone's mind that something like this could happen again. We need to future-proof ourselves," says Yaron Segal. Martijn Lussenburg says it succinctly: "The industry, as a whole, needs digital transformation."
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4 Recruiting Automations to Prevent Candidate Falloff and Boost Redeployment
4 Recruiting Automations to Prevent Candidate Falloff and Boost Redeployment No-shows on the rise? Trouble getting in touch with a candidate post-assignment? In the midst of the COVID-19, many staffing firms have shifted focus towards client relationships, but have also seen that finding the best candidates and keeping them on assignment has been a challenge. So how do you keep your candidates and contractors engaged throughout the hiring process, while on assignment, and even post-assignment? It may sound like a lot of work - but it doesn't have to be. You can automate these communications very easily and ensure your candidates are engaged throughout. Below are four automations you can create with Herefish by Bullhorn that reduce no-shows and increase redeployment rates. Send Interview Confirmation>> Onboard New Hires >> Communicate with Contractors on Assignment>> Redeploy Contractors>> Send Interview Confirmation Automatically send interview messages to candidates including email and text confirmation, interview details, and even interview tips Why is this important? Create a better candidate experience and help prevent interview falloff by implementing an automated interview confirmation email and text workflow. These automations will: Save recruiters time by automating interview reminders Improve the candidate experience by always giving them the key information they need, when they need it Improve candidate interview conversion by providing interview tips and resources Keep interviewees engaged to prevent interview falloff and cancelations What can I automate? With Herefish, you can set up automations that: Send a detailed reminder email and text message the day before the interview Change candidate status post interview Send notifications to recruiter Add follow up task for recruiters Send post interview survey to candidate to get their feedback Onboard New Hires Improve the onboarding experience for new contract employees while driving engagement with timely and automated post-placement follow-up messages Why is this important? New hires run the risk of encountering a lot of friction and communication gaps. Maybe they need to submit paperwork, maybe they need a reminder on where and whom to report on their first day. With Herefish, you can create text, email, or call reminders based on a candidate's start date. These automations will: Keep candidates engaged and employed with your firm Prevent assignment falloff Encourage feedback, referrals, and reviews Reduce manual tasks like emailing and texting on the first day Minimizes human error by automating based on start dates Reduces new hire departure rates and no-call/no-show Provide new hires with a point-of-contact at your firm as well as answers to typical first-day questions What can I automate? With Herefish by Bullhorn, you can set up automations that: Send onboarding documentation (copy HR) upon hire Send welcome email 1 day before start date Send text on first day of assignment Send survey 1 week after start date Send followup text message from recruiter 6 weeks after placement date Send NPS survey request email and/or text Communicate with Contractors on Assignment Communicate with contractors on assignment to reduce no-shows, prevent falloff, and ultimately increase revenue Why is this important? Contractors on assignment often get thrown on 'consultant island' and are easy for busy firms to overlook. In fact, as many as 15% of contractors leave part-way through an assignment. With Herefish, you can automate outreach to current contractors and protect revenue from walking away during or after an assignment ends. These automations allow you to: Communicate with contractors during the assignment Quickly identify problems like contractor dissent Reduce mid-assignment fall-off Forecast contract end dates more accurately Plan for redeployment of your best talent What can I automate? With Herefish by Bullhorn, you can set up automations that: Send touch-base emails throughout the assignment Send text message half way through assignment Include a referral request email or text Add call task during the end to prep redeployment Notify recruiter if no emails are being opened, etc Redeploy Contractors Put current contractors back on assignment and capture more value from existing talent Why is this important? With 70% of contractors NOT redeployed, there is a ton of opportunity to get more value out of contractors you already have a relationship with and more likely to place. It's an overlooked, but a ripe area for opportunity. These automations can: Eliminate contractor churn and help protect revenue Build better relationships with candidates you've already placed Improve contract end date accuracy for forecasting Good for busy recruiters who want to have high-touch but don’t have time during the day What can I automate? With Herefish by Bullhorn, you can set up automations that: Notifies the contact owner when a contractor’s end date is nearing Send an email to the contractor asking them to chat as their assignment ends Change the candidate status to “active” so they show up in future searches Start Automating Today Want to implement one of these automations at your firm? There’s plenty of options with Herefish by Bullhorn, including packages with pre-built automations to get you started fast. Fill out this form to speak to one of our product experts! [marketo_form form_id="2754"]
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Recruiting Automation Buyers Guide
Time is your most precious resource. But, manual tasks such as sending emails, cleaning up data, and tracking communication touchpoints can spread your resources thin. How can you reduce time-consuming tasks while still growing your business? Recruiting automation (RA) allows your team to focus on relationships and it helps key stakeholders better understand overall business KPIs by automating key processes throughout your recruitment workflow. Here’s everything you need to know about evaluating and implementing recruiting automation. What Is Recruiting Automation? Recruiting automation enables you to streamline repetitive workflows, processes, and communication throughout the entire recruiting cycle to ultimately improve bottom-line and top-line growth. With recruiting automation, your team can: Reduce Busywork Automate repetitive, often-forgotten tasks and ensure the right processes happen at the right time. Improve Data Accuracy Identify inaccurate or incomplete records and automate various cleanup processes. Engage Your Audiences Create high-touch experiences with candidates, clients and contractors throughout the entire recruiting process. Types of Recruiting Automation Recruiting automation can assist your team in two distinct ways: via an automation platform or through products in your tech stack that automate key processes. Platform Platforms provide core functionality and provide an integration point for other applications. They ‘talk’ with complementary solutions and are foundational to a staffing firm’s technology stack. They also allow flexibility for staffing firms with different priorities or pain points. Products Products integrate with platforms to help mutual customers solve their business problems. Products have a specialized focus that can limit their scopes, such as VMS or onboarding automation, but they are valuable stand-alone or connected with a platform. Did you know? Automating routine tasks like sending email, writing text messages, updating records, launching surveys, adding notes and tasks saves an average of 3.2 hours per day per employee. 3 Hours saved per day Who Benefits From Recruiting Automation? Your entire business will benefit from recruiting automation, but a few key roles within the team will notice measurable gains in productivity. Recruiters & Salespeople Improved productivity, less busywork, more effective outreach to candidates or clients Message automation Send a welcome email to new applicants, a text message on a contractor's first day, an interview email reminder, or anything else you can think of. Automate touchpoints throughout the recruiting process. Process automation Update records, add notes, create tasks, and notify record owners of key changes - all on autopilot. Improve productivity and ensure important tasks don’t slip through the cracks. Intelligent job matching With the aid of machine learning, match candidates with job openings from your ATS for use in any outbound communication or automation. Consistent engagement Candidates, clients, contractors, prospects and internal audiences all benefit from consistent engagement at relevant times. No missed opportunities and no forgotten text or emails to new hires. Operations Enforce best practices at scale across an organization Intelligent owner assignment Automatically assign records to the applicable recruiters and salespeople so each team can understand who they're working with. Data cleanup Declutter your ATS by finding outdated records, people with no contact information, or records without activity and speed up searches in your system. Marketing Better data quality and a consistent brand experience Branded communications Every email, text and outbound message is on-brand and consistent throughout the entire organization. This leads to a more cohesive experience for candidates and clients. Webpage tracking Track website activity from candidates or sales contacts and trigger automated actions. When a top candidate views a job, automatically send an email. If a sales lead downloads a whitepaper, set a task to call them right away. How Recruiting Automation is Helping the Staffing Industry Today How are staffing firms seeing the benefits of automation right now? The most common use cases for automation are to help businesses increase productivity, improve redeployment rates, and fill jobs faster. 76% Placements from existing candidates Automation helps turn your inactive ATS candidates into an engaged talent pool through consistent, relevant communication. 27% Increase in redeployment rate Capture more value from vetted, hard-working candidates by automatically engaging throughout the entire assignment. 29% Improvement in NPS Keep a finger on the pulse of your business by automating frequent NPS surveys to contractors and clients and uncover issues before they spiral. Job Adds 78 80 Submissions 71 93 Placements 82 91 Bullhorn Bullhorn + Herefish Recruiting automation is a force multiplier We analyzed data from Bullhorn customers using automation and those that did not. The results? Automation helps firms create more competitive distance in job adds, submissions and placements vs. those firms that haven't automated processes and communications. We have used the automation function in Herefish by Bullhorn to scale processes with candidate, client, and consultant outreach. The ability to build in multiple triggers for an automation allows us to send impactful messages at the right time. Tim Glennie CEO @ Bridgeview IT Leveraging automation capabilities, we have been able to improve recruiter productivity while simultaneously elevating our customers’ experience. This is a gamechanger. Matt Milano President @ Motion Recruitment Did you know? Recruiters and salespeople can automate 16,560 email, texts, surveys, field updates, notes and tasks saving a whopping 763 hours per year! 16,560 Automated activities per year What Can You Do with Recruiting Automation? Whether you are an experienced recruiting automation user or are just getting started, here are recruitment-specific automations that you can implement now Simple Data Cleanup Improve data accuracy and create a more actionable talent pool by automating simple data cleanup tasks like copying, clearing, and setting field values. Example: update a candidate status to ‘Active’ the day their assignment ends or copy the Placement End Date to the Date Available. Simple Interview Reminders Less friction and more interaction around interviews lead to faster placements and feedback. Example: Send a text message reminder two days before and another the day of. You can also use this on the client-side to gather interview feedback after an interview ends. Simple Capture NPS Net Promoter Scores (NPS) help track your reputation and overall satisfaction over time. NPS scores are helpful to assess the overall experience for candidates and clients. Example: Send customer NPS surveys during a contract assignment at regular intervals. Advanced Match & message VMS jobs to candidates Shorten the time it takes to post candidates to new VMS jobs by automatically matching candidates to new VMS jobs and then automating messaging to those candidates to assess interest. Advanced Add task and message a visitor to key webpage When a prospective customer or A-player visits certain pages, automation kicks in and alerts the assigned salesperson or recruiter, puts a task for them in Bullhorn, and can add a note to their record. Advanced Pre-screen candidates to create shortlists Gather interest or pre-screen candidates for open roles using automated surveys. For example, when a new role opens, you automatically match candidates and send a survey capturing job-specific criteria like lifting capacity or simple yes/no assessments. Common Automation Fears In today’s fast-paced business world, standing still means you might as well be moving backward. If you do things the way you always have, your competitors will find ways to work smarter, faster (and not harder). With that said, here are three common concerns about implementing automation and how to overcome them: Fear of the unknown The challenge: Can you trust technology? Today’s automation technology focuses not on replacing man with the machine but on alleviating the most laborious and monotonous aspects of a job, allowing workers to focus their efforts on higher-value tasks and let recruiting robots handle the busywork. How you overcome it: By taking the time to understand exactly how automation works and what it could do for you, unknowns quickly become known and the fear evaporates. Fear of change The challenge: While our urge for comfort and consistency is strong, an attitude of ‘if it ain’t broke, don’t fix it’ simply doesn’t cut it in today’s business landscape. How you overcome it: If you can overcome the fear of change, you’ll quickly realize that the risks of automation aren’t all that risky. Once you’ve incorporated automation, your team will be doing higher value, less laborious, and less monotonous work. Fear of unintended consequences The challenge: What about the changes that can’t be foreseen? The fear of unintended consequences – of damaging systems and procedures that up until this point has run smoothly – is an entirely fair one to have. How you overcome it: Start by planning, building, and then testing your automations. Allow employees to get used to the automation and roll out an internal overview before you make the switch. Use this time to identify best practices and create solid processes that workers can follow to the letter. Questions to Ask When Evaluating a Recruiting Automation Solution Here are a few questions to ask vendors during the evaluation process: Can you build your own workflows? Are you locked-in to a specific vendor's workflow or do you have the freedom to build workflows based around your unique business processes. How difficult is it to configure? Does it require a 3rd party integrator or can you start using it right away? Can the tool adjust with my business needs? Ensure your future business needs are met by purchasing a recruiting automation tool that is flexible and configurable with clicks and not code. How can I measure success? Look for dashboards and reports that display real-time information and the health of your automation activities. Can the tool support my entire business? Purchase a tool that helps automate activities throughout the recruiting cycle and accommodates candidates, clients, submissions, placements, jobs, and other entities in your ATS. Interested in Automation? We're standing by to help you understand how automation can transform your business. Learn more today! Start Automating What Should You Automate? There are hundreds of things that could be automated in a recruiting firm. Where do you start? To help, here are three things you should consider to determine where to implement automation: 1 Where are the gaps in your recruiting process? Understanding where you are today will help you drive towards where you want to go. In other words, it’s important to figure out where the gaps live in your process and how automation can fill them. Below are some common areas where firms typically see gaps in their processes: No communication around key dates and times. For example, not communicating leading up to an interview or start date. Field values are not updated during key changes in the recruiting cycle. For example, changing a candidate status from passive to active when they apply or forgetting to change a client status to ‘Customer’ after they sign. Lapses in client communication. For example, an active client hasn’t sent a new req in 30 days or not collecting feedback about recent hires from hiring managers. Manual activities can lead to errors or delays. For example, sending emails manually or onboarding documentation. 2 Why do gaps in your recruiting process exist? Why are new hires falling off? Why do we have candidates off contract with a current status of ‘Placed’? Why is our database full of inactive candidates? Once your team understands why the gaps in your process exist, determining how to address those gaps becomes clearer. 3 How can you fix these gaps with automation? While automation can make a positive impact on many parts of the recruitment process, it’s important to differentiate between tasks that should be automated from those that should still be handled by each recruiter or team member. Five Rules to Follow: Automate repetitive processes: Things like updating field values, adding notes, or sending messages. Automate things that happen every day: Things like messaging new applicants or interview prep. Automate around key dates: Things like pre-interview information sequences or first-day need-to-knows Automate alerts when things go wrong: Things like receiving a bad satisfaction score from a client or if a consultant hasn’t been contacted in more than 60 days. Automate data hygiene: Things like finding old records or automating the data update process. Two Cases Where You May NOT Want to Automate: If the use case requires a human decision While we’re big fans of automating around key dates and decision points, at the end of the day, some decisions are better left to humans, including accepting or rejecting candidates. If the use case requires a human voice While there are some options for a voice assistant to book appointments, there is no substitute for human to human voice contact. Calling candidates or having phone conversations with clients should still be handled by recruiters or account managers. Stumped Where To Start? Download our free Recruiting Automation Workbook and start mapping and planning your process before you purchase a new automation tool. Download Your Copy Recruiting Automation Checklist What to look for while you're evaluating solutions: Visual Workflow Builder Easily create automated workflows with a few clicks rather than code. Drag-and-Drop Email Builder Create beautiful, mobile-friendly email templates for use in workflows. Text Messaging Create and send text messages as part of automated journeys and respond when candidates have questions or concerns. Partner Integrations Integrated with third-party applications to expand capabilities. Cross-Entity Search/Use Search across all entities to create very granular audience segments for use in workflows. Staffing/Recruiting Specific Functionality Leverage a solution built to handle client contacts, candidates, submissions, placements, jobs, and more. Website Tracking Track the behavior of candidates and clients that visit your website and use that information to take automated action. Feedback Collection Capture satisfaction or NPS scores from candidates and customers to keep tabs on the pulse of your business. Field Updates/Write-Back Automatically keep data accurate by updating field values and writing back data to the ATS from survey responses, data age, or online behavior. Smart Tokens/Merge Tags Personalize every communication using field values directly from entity records and dynamically use information relevant to the candidate or client. Built-in Surveys Build surveys to capture work availability, upload resumes, pre-screen candidates, post-interview satisfaction, and more. Herefish by Bullhorn has created a single, streamlined and efficient way for us to run our business. Chelsea Johnson Marketing @ Snelling I just absolutely fell in love with Herefish. I thought to myself ‘this is exactly what I’ve been doing for 40 years, only now I can automate it.' To be frank, I couldn’t hire or train enough people to do what this could do. Len Adams CEO @ ACG Resources How Bullhorn Can Help Your Automation Journey We're pushing innovation in the staffing industry and helping firms automate busywork. Herefish by Bullhorn Herefish makes it easy for modern staffing firms to automate workflows, create a pool of talent, and enhance experiences throughout the entire recruiting cycle. Explore Herefish Bullhorn VMS Sync with Submittals The only closed-loop VMS integration available to staffing firms and is empowering firms to fill job openings at over 350 of the world’s largest companies. Explore VMS Sync Bullhorn Onboarding Create electronic pre-hire and onboarding forms, populate fields on forms automatically with job and candidate data, and provide candidates with a secure portal to complete and sign documents easily, allowing them to start their new role sooner. Explore Onboarding Simple ROI So what could automation do for your firm? Just enter the number of users in your ATS and let's find out. How many ATS users do you have? Per year you could save... Hours Saved Productivity Dollars Saved And you could automate... Emails Sent Texts Sent Surveys Sent Fields Updated Notes & Tasks Created Internal Notifications Sent In other words, automating engagement and busywork equals… Days The Office Episodes Tesla Model S Gold Bars Marketplace Partners The Bullhorn Marketplace is home to over 100 pre-integrated solutions that can help you to innovate and differentiate from your competition. With the Marketplace partners focused on recruiting automation, you can build a customized tech stack to power your team’s unique workflows. Mya Mya Systems provides a conversational AI platform that helps transform the recruiting process by automating outreach and communications across the end-to-end candidate and employee lifecycle. Learn More → Daxtra DaXtra automates the employment application process by helping you source the most relevant candidates quickly and easily through semantic search, powered by machine learning technologies. Learn More → Textkernel Textkernel’s tools help you accelerate business development by finding the best candidates faster and matching your available candidates to all other jobs — both in-house and on the market. Learn More → SourceBreaker SourceBreaker seamlessly integrates with your CRM, ATS, and other databases, improving candidate pools by over 200% and identifying vacancies that match candidate profiles at the click of a button. Learn More → Great Recruiters Great Recruiters automatically captures candidate feedback in real-time, automates the review process, and makes it simple to act on real-time testimonials. Learn More → 3DIQ 3DIQ makes it beyond easy for recruiters to edit, format, and get real-time feedback on resumes while gaining unique visibility into hiring decisions without ever leaving Bullhorn. Learn More → Recruiter Insider Recruiter Insider collects candidate and client feedback throughout the hiring process to help recruiters identify and provide help to those who might need it during the recruitment process. Learn More → Xref Xref delivers data-driven candidate insights, allowing organisations to make fast, smart and confident hiring decisions. Learn More → Kyloe Streamline your processes with Kyloe’s Bullhorn products. Use Kyloe AwesomeDocs to automate document creation, saving, and signing, and Kyloe DataTools to clean your data and optimise the performance of your automations. Learn More → Additional Reading Uncovering What to Automate in Your Staffing Firm -- Jul 24, 2020 Recruiting Automation Stats: Bullhorn vs. Bullhorn -- Jul 07, 2020 Automating CCPA Compliance using Herefish -- Jun 10, 2020 25 Things Every Recruiting Firm Should Automate -- May 21, 2020 Building & Maintaining Relationships in a Work From Home World -- May 21, 2020 Automating Your Data Hygiene Using Herefish -- May 01, 2020 Automation: How the Past is Shaping Our Future -- Oct 23, 2019 Let's Chat Automation is changing the recruitment and staffing landscape. Contact us today to learn how you can start automating busywork and take back more time. Start Automating
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Enabling a Remote Workforce Hub
Enabling a Remote Workforce While remote work isn't a new concept, managing, training, and retaining efficiency with a workforce that is brand new to remote work, well, is. We've rounded up some resources to help you navigate the remote landscape from your home; from implementing Bullhorn from your kitchen table to automating workflows to help you do more with less. Making Smarter Business Decisions >> Collaborating from Anywhere >> Automating Workflows >> Implementing Bullhorn Remotely >> Making Smarter Business Decisions Support Tip: Preparing for Reporting In this resource in our ongoing series about the importance of data management, we’re going to discuss the importance of accurate reporting, common reporting issues, building a proof of concept, and more. [btn btn_link="https://www.bullhorn.com/customer-blog/2020/07/preparing-for-reporting/" btn_color="blue" btn_size="md" btn_text="Read More"] Support Tip: Keeping up with Your Bullhorn Data Once you have a strong database and system in place for your staffing firm, you’ll want to put a check in place to ensure your data is accurate and clean your database regularly. Learn more about managing your data in this resource. [btn btn_link="https://www.bullhorn.com/customer-blog/2018/11/keeping-up-with-bullhorn-data/" btn_color="blue" btn_size="md" btn_text="Read More"] What Do You Need to Build Great Staffing Reports in Canvas? Getting a pulse on the health of your business or investigating trends to inspire your next strategic decision are predicated on your ability to understand data. Great staffing reports are guiding lights, letting you capture what you need to base your decisions on. But what makes an exceptional reporting tool? [btn btn_link="https://www.bullhorn.com/customer-blog/2018/10/build-great-staffing-reports-in-canvas/" btn_color="blue" btn_size="md" btn_text="Read More"] How Open Systems Technologies Revived their Reporting Capabilities with Bullhorn Canvas Your ATS is bursting with data just waiting to be deciphered. But the more data you have, the more difficult interpreting it can be. Learn how Open Systems Technologies tackled their reporting difficulties with Bullhorn Canvas. [btn btn_link="https://www.bullhorn.com/customer-blog/2018/07/how-open-systems-technologies-revived-their-reporting-capabilities-with-bullhorn-canvas/" btn_color="blue" btn_size="md" btn_text="Read More"] Collaborating from Anywhere How to Find and Hire Remote Workers In today’s landscape, more and more companies are building remote teams and enabling their employees to work from home. With the best technology and processes in place, sourcing and hiring remote workers can become an integral part of any recruitment firm. Read More Working from Home – Retaining Efficiency in a Trying Time It’s a very challenging time around the world, and in light of the increasing numbers of employees working from home given the scope of current global events, many people have asked us for advice on how to maximize productivity in a remote setting. Read More Marketplace 101: Selecting the Right Video Technology Partner With an increasing need for video technology and so many technologies to choose from, choosing the right one can be a challenge. We’ve put together the following guide to help you to better understand your requirements and to navigate the variety of solutions in this space. Read More 3 Things to Consider When Selecting Your Integrated VoIP Technology Integrated VoIP solutions are all about tracking and optimizing your communication with candidates, clients, colleagues, and employees. In this resource, learn how VoIP can help you save time and address business challenges. Read More Marketplace 101: Working from Home with Marketplace Partners Creating an atmosphere of collaboration, even when you don’t share the same physical space, is integral to motivation and output. So how can you empower your team to stay connected, expand relationships, and maintain visibility in today’s changing landscape? Read More Webinar Breakdown: Being an Effective Administrator In a recent training webinar, we discussed how to be an effective Bullhorn Administrator—we cover everything from Bullhorn system settings that will make your users’ lives easier to how field mappings and view layout relate to each other. Read More Automating Workflows Allen Recruitment Automates Key Processes with Herefish by Bullhorn Allen Recruitment had long since been reliant on Bullhorn for their CRM and cloud computing needs, but it was the addition of Herefish by Bullhorn in 2015 that proved the catalyst for incredible progress and growth. [btn btn_link="https://www.bullhorn.com/customers/allen-recruitment/" btn_color="blue" btn_size="md" btn_text="Read More"] Recruiting Agencies Have to Automate Today to Drive Innovation Tomorrow Recruiting businesses are exposed to enormous amounts of info every day. Leveraging automation is a cost-effective and time-sensible way to consolidate your data and spin it into actionable insights that drive recruiter productivity and business innovation. [btn btn_link="https://www.bullhorn.com/customer-blog/2020/04/automation-drives-innovation-recruiting/" btn_color="blue" btn_size="md" btn_text="Read More"] Recruiting Automation Stats: Bullhorn vs. Bullhorn Recently, we took a look at normal Bullhorn activity and compared it against Bullhorn activity with customers that also used Herefish by Bullhorn. Dive into ts resource to discover how staffing firms automating their processes outpaced the competition. [btn btn_link="https://www.bullhorn.com/customer-blog/2020/07/recruiting-automation-stats/" btn_color="blue" btn_size="md" btn_text="Read More"] 25 Things Every Recruiting Firm Should Automate Automating mundane, daily activities throughout the recruiting process can help open up time for recruiters, salespeople, and marketers to focus on revenue-generating activities. Learn more about the automations that can set your business up for success. [btn btn_link="https://www.bullhorn.com/customer-blog/2020/05/recruiting-automation-examples/" btn_color="blue" btn_size="md" btn_text="Read More"] Implementing Bullhorn Remotely 4 Tips For Going Live with Bullhorn Remotely Remote work has been around for a while, but the current landscape has expedited the need to be effective remotely. It can be overwhelming to overhaul your routines and processes, especially in the middle of a challenging time for staffing businesses. Learn More How to Train Your Remote Team on Bullhorn So, you’ve successfully implemented Bullhorn remotely…now what? Although more and more often classes, certificates, and various trainings are conducted entirely online, there are still significant challenges to engaging people remotely. Learn More 3 Tips to Encourage Adoption After Your Remote Go-Live Implementing Bullhorn and training your users is only half the battle when it comes to ensuring company-wide usage of your new software—especially if your company is operating remotely. Read on for tips on ensuring Bullhorn user adoption amongst your remote teams. Learn More 6 Tips For Mastering Your Bullhorn Implementation For many adopters of new technology, after the buzz of the “go-live” is over, users revert to bad habits and old workflows. Learn how developing a change management strategy can help you systematically manage remote go-live. Learn More Support Tip: Staying Up to Date with Bullhorn Product Updates At Bullhorn, we’re constantly striving to improve our features and adding new product functionality. Because we’re constantly updating our products, it’s important for you to stay in the know so you’re not missing out on new functions that may be relevant to you. Learn More Support Tip: Adopting Bullhorn Internally Software is meant to do more than just replace legal pads and filing cabinets. The real power comes from being able to search and interpret the data you put into your system. Learn More
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Why Bullhorn?
Why (Partner with) Bullhorn? In the last few years alone, 1,000+ new staffing firms have decided to power their businesses with Bullhorn. Why do so many firms choose to partner with us? Our staffing industry-leading technology is just one piece of the puzzle. With more than 10,000 firms in total relying on Bullhorn each and every day, there are more factors to our shared success. Hear from our CEO Art Papas in the video below, then read on to discover how we partner with you to grow your business. Our Team of Trusted Experts >> Resources to Support You Every Step of the Way >> Technology That Gets the Job Done >> Our Team of Experts We Are Trusted Advisors With teams devoted to implementation, day-to-day account success, consulting, and training, we're invested in your success. I work with my clients to help them address EVERYTHING it takes to successfully implement technology into their business: workflow optimization data integrity automation user adoption training acquisitions and migrations. Everyone on the NAM team has a unique staffing background we use to help our clients achieve their goals. Allison Holmberg National Account Manager I manage a team of global consultants that implement new clients on the Bullhorn ATS platform. They face unique and exciting challenges and my team is there every step of the way. Our team is dedicated to SMB-we specialize in meeting the clients where they're at and moving them forward based on their specific needs. Bridget Rapp Product Consulting We Know Staffing Bullhorn has been dedicated to the challenges of staffing firms since its inception in 1999. Our teams are full of former staffing professionals and our solutions evolve with the industry. Art Papas CEO and Founder We Know Your Business With 10,000+ customers, we have experts dedicated to businesses of every size, sector and region. Meet Some of Our Experts In SMB, our clients often don't have dedicated operations lead dedicated to technology implementation and adoption. Our incredible Relationship Management team is here to help. We engage from implementation onward to ensure you're set up for success. It's a major part of the value you get from investing in Bullhorn. Pete Markland VP SMB I have the wonderful opportunity to leverage my passion for technology towards the goal of helping today's largest staffing businesses grow their client base and put the world to work. Our customers are excited about the possibilities of digital transformation right now. We're helping them increase operational efficiency by automating low-value tasks and prioritizing high-value opportunities. Shaun Weise Enterprise UK&I, Bullhorn My team has spent the last two years working to deliver a world-class Pay & Bill system for the staffing industry. We're passionate about enabling them to achieve true gross profit and ensuring payroll is right 1oo percent of the time, every time. Our focus on staffing means Bullhorn is uniquely qualified to understand and solve their specific needs. Tim Sebel Director of Product Management The Crucial Group's Journey with Bullhorn We're Here to Support You Now and into The Future In unstable times, it's never been more important to work with a company that will be there for you and able to support you now and into the future. Here for you today and tomorrow Our financial stability ensures that Bullhorn can continually deliver exceptional products and services to its 10,000 customers. Since inception, Bullhorn has had consistent investment, starting first with angel investors and moving to capital investments-our revenues have grown year on year. Investing in Your Future Bullhorn employs an annual budget of $40 million on R&D to create a product that grows with your business. We release monthly product updates based on your feedback and we invest in new solutions to solve the problem you face as a business. Ready to Take on Any Challenge We helped thousands of staffing firms navigate the 2008 recession and we have the experience necessary to help you succeed in the current business landscape. Our account managers, consulting teams, and support are here to provide you with guidance based on the unique challenges of your business. Bullhorn Strong 20+ years of experience in the recruiting industry Over 10,000 customers globally $40M annual R&D budget More than 1,000 employees globally [btn btn_link="https://www.bullhorn.com/demo-home/?LS=Website&LSD=Resources&LA=WhyBullhorn_NA&LAD=WhyBullhorn_NA&utm_source=resources&utm_medium=website&utm_campaign=whybullhorn_na" btn_color="orange" btn_size="lg" btn_text="Live Demo"] Resources to Support You Every Step of the Way Sales Teams That Put Your Business First Before you sign on the dotted line, we'll help navigate the research and evaluation phase. We cater to your unique needs. We'll ask you the important questions upfront to ensure we recommend the solution that provides you you the most long-term value. Son Trinh Team Lead, Enterprise Sales Engineering Toby Callahan Senior Sales Manager, SMB & Bond World-Class Support With a 95% client satisfaction rate and industry-best first-call resolution rate, our world-wide support team ensures you'll get the support you need any time you need it. Connecting People to People With support teams in St. Louis, Sydney, and Brighton, you'll always reach a person, not an answering machine. Our multiple tiers of support mean we can get you the right answer as quickly as possible while also tackling your most complex questions. Tier 1 Support This team is on the frontline, helping to resolve nearly 90% of questions that come in. We have a robust training program that certifies the team on a number of different areas so they're ready to help. Tier 2 Support Depending on the complexity of the question, a member of our Tier 2 team might jump in so we can get you an answer as quickly as possible. Tier 3 Support This team of developers have the deepest application and technical expertise, and access to tools that can help them solve the one-off questions that arise. Luckily, only 3% of all questions get sent their way, so rest assured - you're in good hands all the way through. A Never-Ending Commitment to Providing an Incredible Customer Experience Ongoing Training with the Bullhorn Learning Hub Free eLearning and training resources to help you get the most out of Bullhorn at your own pace. The Learning Hub is your one-stop destination for free videos, articles, and webinars to help you: Train your workforce faster Onboard your employees with customer Bullhorn content Upskill employees to provide more value for your organization A Community of Staffing Experts and Innovators Expand your knowledge of technology and the staffing industry at Engage, the premier global staffing and recruiting conference series. With 1,000+ attendees at each event, Engage is the perfect place to make new connections and learn from the brightest minds in the field. Explore the new EngageX series of online conferences for staffing professionals. More than 3,000 attendees networked and learned from one another at EngageX 2020-discover the top highlights. What Attendees Say About Engage Robin Mee Mee Derby Marvin Daugherty Strategic Staffing Solutions Heather Roberts HealthCare Support Jen Silverio CPS Recruitment, Inc. Bill Murray MAS Medical Staffing Quarterly Research and Analysis Stay up-to-date with hard data on industry trends that impact your business. Bullhorn's original research covers topics ranging from AI to the KPIs businesses use to measure success. Recruitment Post COVID-19 Learn More Digital Transformation Learn More Running Your Business as One Learn More Cutting-Edge Thought Leadership Explore industry trends and analysis Learn tips and insights to run your business Discover interviews with staffing leaders and experts Recruitment Innovation Exchange Learn More Staffing Blog Learn More The Purple Squirrel Podcast Learn More Our Resources by the Numbers 200 employees across the globe dedicated to answering your questions 60 seconds or less: the time it takes to reach Support 80% of queries are resolved on the first call 95% average client satisfaction rate 20,000+ staffing professionals surveyed annually 250+ in-depth interviews with industry leaders 5,000+ annual attendees across global industry conferences 6+ global blogs with weekly content tailored to your region Technology That Gets the Job Done Best-In-Class Performance Bullhorn isn't just the largest staffing-dedicated technology provider in the world, we're also the provider most recommended by staffing executives.* Explore why staffing firms choose Bullhorn over other providers at a rate of five-to-one: "Ease of use" "Made specifically for the staffing industry" "Tracks everything easily" "State-of-the-art, effective tool" "Very organized and easy to navigate" "Their integrated solution provides for the full life cycle of staffing, from candidate search, job intake, placement, onboarding, time tracking, and beyond." - SIA, Global Staffing Company Survey 2019: Vendors Recommended by Staffing Executives Open Ecosystem With a Marketplace of 100+ partners, we have a solution for every challenge. Make Better, Faster Business Decisions Moving information from one system to another across 5 or more tools Integrate all of their technologies into their Bullhorn instance and operate more efficiently or effectively Eliminate duplicate efforts, streamline data entry, and leverage data transparency to make better business decisions Enable Productivity Anywhere, Anytime Struggling to get everyone in their organization using a new system and leveraging its benefits Reduce their employee time to value and turnover Leverage technology to define and promote best practices to reduce your employee time to value and turnover Build Relationships With Enhanced Client and Candidate Experiences Spending a lot of time and resources communicating with external constituencies Find a way to give people information in the form they want, through the channel they prefer Create a unique, connected experience for candidates and customers to ultimately increase redeployment and get more reqs to fill Platform Choice We believe in the power of choice. We invest in several industry-best platforms-Bullhorn, Invenias, and Salesforce-that grow and evolve alongside your business. Automation That Frees You Up To Do What Matters Most Spend more time on relationships by leveraging the only automation platform built for the fast-paced needs of staffing firms. Drastically Improve Productivity: Reduce busywork by automating repetitive, often-forgotten tasks and ensure the right things are happening at the right time Improve the accuracy of your Bullhorn data by identifying inaccurate or incomplete records and automating the cleanup process. Communicate Often And Well: Engage with candidates, clients and contractors throughout the recruiting process and never let communication slip through the cracks. Technology by the Numbers $40M spent towards R&D every year 270+ product updates across 11 product lines in 2020 500+ customers choose to puchase Bullhorn each year Want to learn how your business can partner with Bullhorn? Schedule a demo today. 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Staffing Gives Back
Staffing Gives Back In the midst of the fear and uncertainty that a pandemic and subsequent economic downturn brings, it can be challenging to find the time to give back to the community at large. We're proud that many of our friends and customers in the staffing industry are doing just that-helping neighbors, essential workers, and employees in need. Read on to discover how these staffing firms are giving back to their industry, frontline workers, and local businesses. Who: Corporate Brokers Where: Annapolis, Maryland What: Supporting essential workers and a local cafe when they need it most Headquartered in Annapolis, MD, the team at Corporate Brokers has strong ties to their community. When the pandemic hit, the team asked themselves, 'What can we do as an organization to help people keep their jobs?' Naturally, they shifted their focus toward new customers and how best to support employees who were laid off from client companies, but they also turned to their community. Living in a small city like Annapolis meant that the team was seeing firsthand how local businesses were being impacted. And like many, they wanted to give back to essential workers who were heading into work each and every day. According to Maggie Williams, Director of Operations at Corporate Brokers, one such business was Bean Rush Cafe, a local roaster, baker, and sandwich shop not just near their headquarters, but around the corner from their CEO's home. The cafe was doing everything it could to stay open including reducing hours and staffing fewer employees at any given time. Corporate Brokers saw this and decided to give back by offering to pay for meals at two local Bean Rush Cafe locations for essential employees. The initiative was a success, and Corporate Brokers soon expanded it to small businesses near its other offices; Starnut Gourmet in Arlington, Virginia, and Buddy Brew in Tampa, Florida. At Starnut Gourmet, Maggie says the initiative helped the small business raise half of a normal day of sales, which was something they hadn't seen since the pandemic began. In Tampa, the Corporate Brokers team is working with Buddy Brew to send coffee and pastries to Tampa General Hospital staff at 17 outpatient locations. According to Maggie, the initiative is focused on helping small local businesses that have been hit particularly hard, while also showing their thanks for essential workers. "It's a way to help a local organization stay open and help those on the front lines while the rest of us are staying at home." Who: Prime Staffing Where: New York, New York What: Supporting nurses working on the front lines Prime Staffing is a New York-based recruitment agency that focuses on a number of disciplines-including nursing. While the firm operates in 15 states, with New York City in dire need of nurses, the team shifted their focus to their home state, placing 15-20 times their regular volume of nursing placements. According to Michael Fazio, the president of Prime Staffing, this volume of placements kept the team working from six a.m. to midnight for 33 days in a row placing nurses in hospitals in New York City. But while placing nurses is their business, it's the above and beyond treatment of these nurses that differentiates Prime Staffing. At their own expense, Prime Staffing has put in place a number of resources and programs to keep their nurses safe and healthy. This includes free, private transportation to and from work with certified healthy drivers, and putting nurses up in local hotels. Prime Staffing is delivering sealed lunches to the ICU and free dinners, including a special Easter dinner for those working over the holiday. For nurses with children, Prime Staffing has paid for their childcare, and even laundry service or grocery deliveries where needed. Perhaps most significant, Prime Staffing even spent $25,000 on PPE equipment for its nurses. But it's not just their physical wellbeing that Prime Staffing is taking care of-working on the frontlines is a grueling, difficult job, and often one that comes with psychological challenges, as well. Michael shared that Prime Staffing is particularly proud of their partnership with a psychotherapist in New York City to give nurses the support they may need during this difficult time. While the volume of placements has slowed down in recent weeks, Prime Staffing doesn't intend to slow down the care of its frontline staff any time soon. In fact, because of Prime Staffing's stellar reputation, it was chosen as one of just a few vendors to staff the COVID-19 antibody testing sites around New York City. "This is about doing our part." Who: Fusion Medical Staffing Where: Omaha, Nebraska What: Enabling the staffing industry to give back to healthcare workers Fusion Medical Staffing is a temporary staffing firm focused on a breadth of healthcare specialties including nursing, travel nursing, allied healthcare, physical therapy, occupational therapy, and more. With such a wide range of specialties, Fusion Medical saw their company affected in volatile ways by the pandemic. Amidst all of this, Fusion Medical decided they wanted to come together as an industry to support the greater good. Fusion Medical teamed up with the nonprofit TravCon to join their Meals for Meds initiative by providing the initial grant donation and assisting with marketing and operations. Meals for Meds supports frontline healthcare workers and local businesses by delivering food to healthcare workers who are unable to leave hospitals to get food due to long shifts and limited resources. Healthcare workers can place meal requests, and Meals for Meds supplies gift cards so that the worker can order food for their unit and colleagues. At present, Meals for Meds has supplied over 17,000 meals and hope to reach at least 20,000 before the program concludes. So far, the program has received donations from EmployStream, Koley Jessen Attorneys, GetMed Staffing, Inc., Right Sourcing, OneStaff Medical, TextUs, WIIG Electrical Services. Visit Meals for Meds to see how you can help support the initiative. "We wanted to come up with a way to find comfort and let them know that people are thinking of them." Who: Place Perfect Partners Where: Tampa, Florida What: Enabling recruiters to become entrepreneurs and survivors of domestic abuse to break the cycle Steve Jorgenson, JD/MBA, Founder and COO of Place Perfect Partners (PPP), didn't know he'd be helping survivors of domestic abuse when he first devised the business model behind his staffing venture. After spending most of his career working in behavioral health non-profits, Steve transitioned industries and began doing back-office work for a large staffing firm. An idea hit him when analyzing how recruiting agencies operate. Recruiters were placing hundreds of thousands of dollars' worth of placements each year but only seeing a small percentage of the profits-what if he could use his back office skills to empower recruiters to change that? Place Perfect Partners began with the premise that recruiters deserve to keep 80% of the fees they earn. All of this would eventually lead to Steve finding a way to use this platform as a way of giving back in a meaningful way. Place Perfect Partners was founded in 2020 with a unique business model. Unlike other staffing firms in which recruiters make placements on behalf of the firm, Place Perfect Partners empowers recruiters to become entrepreneurs who recruit for themselves without having to learn all the administrative aspects of running a business. Place Perfect Partners helps recruiters build and develop a recruiting business from scratch in less than 5 business days (including LLC registration, logos, email domains, Bullhorn ATS, and provides all of the other software solutions and administrative support required to operate their business. The recruiters still just do the recruiting-PPP does the rest. The company values mentorship over micromanagement and provides opportunities to collaborate with each other on requisitions, but collaboration is on the recruiter's terms. Most importantly, Place Perfect Partners only profits when the recruiter is successful. But building his business during the coronavirus pandemic got Steve thinking about a cause that is both near and dear to his heart and one that he worked with extensively during his time in the non-profit sector: domestic violence and abuse. So often, survivors of domestic violence cannot break the cycle of abuse because they're financially dependent on their abuser and/or have children to care for. Recruiting is a special profession that doesn't have arbitrary credentials required-a great recruiter really just needs a core set of 'soft skills' and then training on best recruiting practices to thrive. If someone has the core skills and drive to become a recruiter, they could be taught to recruit and could empower themselves to become a recruiter. Domestic violence survivors could be taught to recruit and could earn a six-figure income from home with PPP (overcoming both primary barriers to breaking the cycle of violence). Now, Steve plans to turn not just experienced recruiters into entrepreneurs, but to help these survivors, as well. Visit Place Perfect Partners to learn more. 2:09 0:00 "All they need is a willingness to learn and now they can break down the barriers to ending the cycle of domestic abuse."
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3 Recruiting Automations to Implement Now
3 Recruiting Automations to Implement Now Prepare for the bounce-back and set your firm up for success It’s no secret that COVID-19 is changing the staffing industry and shifting priorities for every business. How can automation help address new challenges and set your firm up for future success? At the beginning of the year, 77% of global staffing professionals cited the skills shortage as the top challenge for 2020. Now, with unemployment numbers rising across the globe, these same professionals are facing very different problems - a surplus of candidates, fewer job orders, and widespread uncertainty on how the world will get back to work. Many firms have also cut costs and resources to increase cash flow, leaving fewer employees to tackle these challenges. But data from the 2009 recession shows that the staffing industry rebound happens quickly - so how can you persevere and emerge stronger when the inevitable bounce back comes? Enter Automation. With the right technology in place, you can automate manual and repetitive tasks, communications, and processes within the staffing workflow. Herefish by Bullhorn is the leading automation platform and there are dozens of automations you can create in minutes (read more about those here!), but let’s focus on three ways automation can help today: New Applicant Follow-Up >> Data Cleanup >> Client Scoring and Nurturing >> Streamline New Applicant Follow-up to Cut Through the Noise Start engaging with new applicants the second they apply and don't let good talent slip through the cracks Why is this important? With so many candidates on the market, recruiters are becoming inundated with new applicants. They have to individually follow up with each applicant or worse - forget to follow up and applicants never hear from a recruiter. This leaves little time for recruiters to pour through the list to find the best candidate, or leaves great candidates completely ignored. With fewer job orders to fill, recruiters have to maximize each opportunity and expedite this process to find the right candidate, quickly. What can I automate? With Herefish, you can set up an automation that: Reaches out via email or text to every candidate from the start Notifies candidate at key steps of recruiting process Pings recruiters with tasks when they need to step into a follow-up nurture Communicate with applicants that didn’t get the role and market your other open jobs that match their profile. In addition to increasing recruiter efficiency, this automation provides white glove service to candidates who will be more likely to work with your firm in the future when the bounce back occurs. Clean Up Data to Save Time Now and Boost Productivity Long-Term Update, maintain, and populate data in your CRM and ATS for top-notch data hygiene and usability. Why is this important? One of the most mundane tasks that every sales and recruitment professional has to deal with is data entry and maintenance. It's a time-sucking, yet necessary task. Automating these daily activities throughout the entire recruiting and sales process cuts out busy work for your entire company. With many firms experiencing downtime as their clients see a slowdown with hiring, it's a perfect time to set these automations up so that when the firm is back at full speed, your recruiters have more time for revenue-generating activities. Think of it this way: 1 hour saved per day per recruiter/salesperson equals 260 hours per year, per employee. How many placements or contracts could your employees earn with 32 extra days in their year? What can I automate? Copy In some cases, recruiters and salespeople simply need one field to populate another, or copy data between entities. Here are some examples of how you might use this automation. Copy a candidate's state location to the state license field. Transfer data from an old field to a new field. Populate a candidate's title with their most recent placement’s job title Clear If you've replaced an old field with a new field or otherwise remapped data, you may need to clear out an old field so it doesn't confuse the machines. Clear data from a retired or old field. Remove data from fields based on business rules. Set One way to make Herefish and your database work harder for you is to have certain fields automatically updated or populated based on contact actions, dates, and more. This can enable better targeting and segmentation for automations, emails, texts, and direct calling. Set contact's status, update score, or send notification based on contact's action or engagement. Update the candidate's status when the candidate creates a new application. Update contact's status when bounced email occurs Create Client Scoring and Nurturing to Surface New Business Score, target, and nurture leads with automated notifications, emails, and more Why is this important? While businesses in many sectors are on hiring freezes due to the effects of COVID-19, certain industries are hiring more than ever before. It’s critical for salespeople to be able to easily surface those clients in need. By creating a client scoring model, you can design a workflow that escalates “hot” leads and deprioritizes “cold” ones. Additionally, you can customize each workflow to keep your sales team engaged by creating automatic notifications, tasks, and notes on the contact record itself. What can I automate? With Herefish, you can: Create scoring and segments based on activity such as open rates and new job postings Trigger actions based on web site activity, for example a hot prospect visits your services page. Create a workflow for each score group. Write and customize email communication for each score group Start Automating Today Want to implement one of these automations at your firm? There’s plenty of options with Herefish by Bullhorn, including a package with 20 pre-built automations Fill out this form to speak to one of our product experts! [marketo_form form_id="2754"]
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The New Rules of Engagement
The New Rules of Engagement Your guide to communication and relationship management in the current landscape The staffing industry has changed dramatically and permanently for businesses. So how do you reconcile years of hard-earned staffing experience with appropriate behavior for the current, challenging landscape? Here are the new rules of engagement that allow you to hone your relationship-building skills for the new world of work plus a checklist of the new technology solutions to best adapt to it. Engage and Adapt: The recruitment landscape has changed dramatically in the last several months, and it will continue to do so. Keep an eye on the pulse of the industry, solicit feedback, and act accordingly. Be Proactive: Communicate consistently with your candidates, clients, and team. In an increasingly unstable time, no one wants surprises. Develop a Messaging Strategy: Establish a clear messaging framework for your team to avoid costly blunders. Communication that may have once been appropriate can come off as tone-deaf or opportunistic now. Incorporate Technology: Adapt to the new landscape by optimizing your processes. Leveraging cloud technology is essential, but don’t sleep on the importance of automation and other technology that enables you to be more productive. Adjust with Agility: The circumstances of your candidates, clients, and team have changed. Form a plan for addressing changing roles and client and candidate demands. TOP CONSIDERATIONS FOR CANDIDATES Changing Candidate Situations The talent shortage has been the number one challenge for staffing pros six years in a row and heading into the year, unemployment was historically low. Both those trends have since flipped. Many of the candidates in your database are in a different situation than they were months ago. Consistent communication is the only way to find out. Changing Roles The shift in candidate and client demand has made reskilling more important than ever. Learn how you can reskill willing candidates for new roles in our reskilling hub. Candidate Engagement in the Modern Era While there’s more incentive than ever to engage with candidates through technology instead of in person, candidates have actually preferred these mediums for years—texting is the number one preference for candidates. Expert Insights "During difficult times, it’s crucial to reach out and check-in. A phone call, email, text, or even a handwritten note lets someone know you are thinking of them. Share an inspirational quote, a blog, or an article to let a candidate know you are available to assist and that you genuinely care. Thoughtful behavior is always well-received and appreciated." Carla McKelvey SVP of Talent Engagement and Culture, Staffmark "Social media has been a great way to initiate conversations with new and plausible candidates throughout the screening process since we are so connected." Joby Myers Regional Director of Operations, ProLink Staffing TOP CONSIDERATIONS FOR CLIENTS Changing Job Reqs The only staffing skill segments projected to grow revenue in 2020 are related to healthcare: travel nurse, per diem nurse, and locum tenens. While all other roles may see a decline in demand, they vary by industry. Be prepared to meet job reqs that will continue to shift in role and volume. Changing Client Financial Health As clients increasingly struggle to make payments, it’s a good idea to have a policy for responding to requests for payment relief. Building Relationships and Retaining Clients Are you a partner to your clients or simply a service provider? Make your business invaluable through strong relationships and invaluable and context-sensitive counsel. Providing Additional Services: As employers entertain hiring freezes or reductions, consider other ways to provide value. Consultation and continuity planning are in-demand services that staffing firms are well-positioned to provide. Expert Insight "As we partner with heads of strategy and transformation to accelerate pivotal work across increasingly remote workforces, the one thing that remains constant is that important work must go on. The way they access and allocate resources is evolving and their way of thinking about what it means to be an 'employee' is broadening, and they're looking for creative ways to variabilize the fixed costs of traditional employment." Rob Biederman Co-founder and CEO, Catalant TOP CONSIDERATIONS FOR EMPLOYEES Providing Leadership In uncertain times, your staff is relying on you to provide clarity and guidance. A Gallup poll found these were the top staff needs from leadership: 1. A clear plan of action 2. Proper preparation to do their jobs 3. Frequent, honest communication 4. An organization that cares about their well-being Making Tough Decisions Staffing leaders have to make tough decisions, especially when it comes to the financial health of your business. For firms that need to reduce staff expenses, should you reduce hours, furlough, or lay off team members? Inform yourself on the benefits and consequences of each. Improving Productivity For most businesses, maintaining the status quo won’t be enough to see success. Increasing your productivity—through leveraging technology and adoption—is one of the best ways to accomplish more with less. Check out these free resources for training your team. Expert Insights "At Staffing 360 Solutions, the focus is on COMMUNICATION. The Executive Team meets daily at noon to brief on the business happenings. All of the brands and departments are regularly hosting virtual meetings on specific days of the week to create consistency and continuity. We are hosting all-employee town hall calls twice per month. Instead of relying heavily on e-mail communication, we have encouraged more face-to-face dialogue." Alicia Barker COO, Staffing 360 Solutions "We appreciate all of the support and patience as we work through the unique challenges being presented to us each day. Remember that “FLEX” is in our name so being Flexible right now is critical and we will all come out of this stronger than ever! We appreciate you!" Bob Baer COO, BelFlex Remote Communication Checklist While the current landscape has expedited the need for remote communications technology, there are many other compelling reasons to optimize your technology for remote communication. Here are technology solutions to consider for the current landscape and beyond. Technology to Consider 1. ATS/CRM Your ATS/CRM is the center of your operations and taking advantage of its most useful features will be key to be productive at home. Here are the ATS/CRM features cited as most important by surveyed Bullhorn customers. Search Hiring Workflow Notes & Tasks List Views Email Engagement 2. Video Interviewing Video interviewing solutions can help you to create opportunities for facetime with candidates, and in some cases, optimize your business development efforts with unique ways to present candidates. 3. VoIP Just because you and your team are working from your respective “home offices,” it doesn’t mean you can’t make the most of your interactions. VoIP solutions like CloudCall can enhance and maintain your communications, no matter where you are. Look for VoIP solutions with recording and “whisper” features that empower your teams to work together more effectively, from your respective homes. The “whisper” feature is great for call shadowing and training and allows a “supervisor” to share live tips and feedback with the person on the call. 4. Analytics Using a growth analytics platform, you can dig into almost any performance metric to create actionable insights that will make your entire team successful. These solutions can also motivate your team with leaderboards, gamification, trend graphs, and custom incentives. 5. Digital Adoption Just a fifth of staffing pros report strong technology adoption and working remotely can make team adoption even more difficult. Digital adoption platforms can take those metrics to the next level. Digital adoption experts can provide training and workflow guidance so that recruiters can be effective at all times. 6. Automation With scattered workplaces, it can be harder to enforce best practices across teams. An automation platform allows you to fill process gaps when you spot them. For example, you may have a great new applicant follow-up process but realize nothing happens to those applicants when the job closes. Well, now you can create that process and launch it in a matter of clicks. 7. Digital Marketing Let your candidates and clients know you’re still dedicated to their success, even though you aren’t in the office. A marketing solution can help you to create more website traffic, build a strong social media strategy and presence, create engaging content, and/or polish your firm’s messaging & identity. 8. Texting/SMS Messaging A texting platform puts the power into the hands of the candidate, making your recruiters easier to work with, and positioning your business as approachable and accessible. COVID-19 Resources for Staffing and Recruiting Agencies The team at Bullhorn is working hard to bring you the most up-to-date content, government guidance, data, and webinars to keep you informed. Explore this page for resources to guide you through this challenging time. [btn btn_link="/covid-19-resources/" btn_color="orange" btn_size="sm" btn_text="Read More"] Interested in getting staffing tips and best practices delivered straight to your inbox? Subscribe Here: [marketo_form form_id="3768"]
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Success from A(TS) to Z
Success From A(TS) to Z: Tips From Bullhorn’s Consulting Experts to Implement Your Technology At Home Remote work has been around for a while, but the current landscape has expedited the need to be effective remotely. It can be overwhelming to overhaul your routines and processes, especially in the middle of a challenging time for staffing businesses. To ensure a smooth experience from your go-live date onwards, we reached out to the Bullhorn Consulting Solutions team for their best remote tips. Going Live with Your Staffing Technology >> Training Your Team Remotely >> Encouraging Adoption Remotely >> Going Live with Your Staffing Technology The week of go-live often involves key activities that are onsite, but with the right approach, you can kick off your adoption remotely. Here are methods the Bullhorn team uses to ensure a successful launch. Create a Virtual Success Room: Organizations often establish a physical war room for a major software launch. This dedicated space facilitates communication, execution and decision-making. We call it a Success Room. Establish a Virtual Success Room through a trusted communication channel of your choice. Leverage Subject Matter Experts (SMEs) Encourage SMEs to conduct a check-in with their designated group. SMEs should also be a part of daily check-in call with the project team for answers to common questions. Monitor Daily Logins Utilize baseline reports to verify users who have logged in. Your SMEs can then follow up with users who haven’t logged in yet to ensure team-wide adoption. Schedule Q&A Sessions Some team members may require extra help. Run a focused virtual session to go through tips and tricks. These can be conducted virtually. Encourage the users to share their screen so you can coach them in real time. Training Your Team Remotely The Bullhorn team runs what we call “Hands-On Learning” or a “Virtual Onsite”. These sessions are more interactive than webinars and can be a more effective way to train. Attend Virtual SME Training These sessions are divided into small chunks of learning over a course of a week and cover important topics your SMEs need to know. Encourage End-User Training We split end-user training into basics and advanced sessions. For go-live, it’s essential to ensure users know enough to locate all data and perform key tasks. After go-live, advanced training is conducted that reinforces best practices and ensures users aren’t overwhelmed with training all at once. Encouraging Adoption Remotely Motivate Your Team with Contests Gamification is a strong tool to encourage system use in the crucial first few weeks of adoption. Through this method, you can encourage users to explore all areas of the application. We have a library of common ideas to help you design the right virtual contests. Leverage Success Reporting The week your team goes live, you’ll have access to login reports. After a week, you should incorporate other success metrics—essential KPIs agreed by your team. Review this data weekly to understand where efforts for remote coaching sessions should occur. Track metrics that measure usage, data quality, and performance. Implement Weekly Coaching Run weekly coaching sessions for your SMEs that leverage adoption data to encourage key activities and answer common questions. They can then use these to train their teams more effectively. COVID-19 Resources for Staffing and Recruiting Agencies The team at Bullhorn is working hard to bring you the most up-to-date content, government guidance, data, and webinars to keep you informed. Explore this page for resources to guide you through this challenging time. [btn btn_link="https://www.bullhorn.com/covid-19-resources/" btn_color="blue" btn_size="sm" btn_text="Read More"] Interested in learning more about Bullhorn Staffing Technology? Schedule a live demo today: [marketo_form form_id="2754"]
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Marketplace Partner Toolkit
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VMS in the Staffing Industry: 7 Myths to Bust [Infographic]
[Infographic] VMS in the Staffing Industry: 7 Myths to Bust
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How to Deliver a Best-in-Class Provider Experience [Infographic]
[Infographic] How to Deliver a Best-in-Class Provider Experience To find out what makes travel healthcare professionals tick, we surveyed over 350 attendees at Travcon 2018, the largest travel healthcare conference in the world. Take a look at the infographic for a quick look at the findings, or download the full report. [btn btn_link="/resources/travelers-tell-all-how-to-deliver-a-best-in-class-provider-experience/" btn_color="orange" btn_size="md" btn_text="View Report"]
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Travelers Tell All: How to Deliver a Best-in-Class Provider Experience
Travelers Tell All: How to Deliver a Best-in-Class Provider Experience To find out what makes travel healthcare professionals tick, we surveyed over 350 attendees at Travcon 2018, the largest travel healthcare conference in the world. We then compiled the results and gathered key takeaways for firms like yours. Whether you’re already placing in the travel healthcare space or looking to get into the market, this ebook will give you the guidance you need to provide a first-class traveler experience. The survey findings reveal: What motivates your travelers How your travelers want to communicate and what they look for in recruiters What topics your travelers wish they could learn more about To download "Travelers Tell All: How to Deliver a Best-in-Class Provider Experience," please fill out the short form below: [marketo_form form_id="1169"]
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Smart Marketing Checklist for Staffing Startups
Smart Marketing Checklist for Staffing Startups So, you've decided to open a staffing agency. Congratulations! And hold onto your hat. You might be asking yourself some of the following questions: How will you build awareness of your firm? How will your sales reps build relationships and generate orders? How will you grow your organization in an extremely competitive industry? And most importantly in today's market, how will your recruiters find the talent your clients need? Don't get overwhelmed; get smart. – About your marketing function, that is. A smart marketing strategy can help you meet any of the challenges listed to the left, and countless others. But as a new staffing firm owner, where should you begin? Haley Marketing recently developed a comprehensive Smart Marketing Checklist, packed with over 150 considerations to help make your marketing effective, affordable, and strategic. Read on for several considerations particularly relevant for new owners like you. Branding & Corporate Messaging Market Positioning Smart marketing is built upon a solid brand and a strong value proposition. Make sure you clearly define the core value you deliver for employers and job seekers, and that everyone on your team (as well as your marketing materials) accurately conveys it. Do you have a written mission and/or vision statement? It should be clear, concise and focused on your clients and/or candidates Have you clearly defined your desired positioning in the market? This is what you want to be known for…and what you don’t! Have you defined your ideal clients and candidates? Be careful not to try to be all things to all people. Do your people know how to identify your ideal customers? Be sure they know your ideal client size, industry and staffing decision maker, as well as the types of candidates you need to attract. Corporate Website A great staffing website is much more than an online brochure; it's a powerful marketing, sales, recruiting and support tool. But once an employer or job seeker lands on your website, you have just a few seconds to convince them to stay and take a desired action. So, when building yours, make sure it does the following: Conveys your positioning or differentiation on the home page (people need to know who you are…and what you do at first glance). Makes it easy for job seekers to search your jobs with one click or less, and conveniently apply on desktop or mobile. Has a design that “wows” visitors, complements your branding and helps you stand out. Provides a way to display testimonials, case studies, awards or other content to demonstrate the quality and value of your services (people want proof of the claims you make). Offers valuable content for employers and job seekers (e.g., blog posts, white papers, salary surveys, etc.). Acts as a true lead generation tool, with compelling calls to action, landing pages for lead capture, and page designs optimized to drive response. Recruitment Marketing In today's economy, developing a pool of talented, reliable people for assignments and/or direct placement is one of the toughest – and most critical – challenges you'll face. The recruiting technology and best practices top staffing agencies use has evolved dramatically in the last year or so; ask yourself these questions to be sure your new firm is a true talent magnet: Company Job Board / Career Portal Can your application form be completed in less than five minutes – even on a mobile device? Do you post all your open jobs to your website? Does your career portal integrate with your Applicant Tracking System? Are your jobs automatically optimized for search engines…on your domain? Referrals Do you have a documented referral program? Do you have a web page, landing page or mobile app to submit referrals? Do you promote successful referrals in email marketing and social media? Reputation Management Do you proactively collect candidate feedback and encourage online reviews? Does your company have a 4+-star review rating on all review sites? Are you alerted when someone posts a review about your company? Do you follow up with reviews (both positive and negative)? Job Distribution Are your jobs appearing on the best job boards for your location and niche? Are you promoting jobs on job aggregators and social media? Do you have a strategy for posting and promoting jobs on social media? Do you use Google and social media to retarget candidates in your ATS? Recruitment Analytics Are you tracking the ROI of your recruitment spend…by source? Do you know the conversion rate for each job and source? Do you know where in the application process you are losing candidates? Social Media Marketing Used properly, social media can be an extremely powerful and cost-effective tool for building your brand, staying top-of-mind, and generating both sales leads and qualified applications. Not surprisingly, you'll get the best results with a sound strategy and disciplined approach. Here are a few questions to consider as you become active on platforms like Facebook, LinkedIn, Instagram, Twitter and even SnapChat: Strategy Have you defined specific goals for your social marketing? Do you have goals for specific audiences (e.g., employers, job seekers, industries)? Do you have a social media policy that is clearly understood by your employees? Are you using the channels that best align with your goals and target audiences? Social Branding Are your social media efforts consistent with your company brand? Do your company profiles on each platform match your brand? Do you incorporate branded sharing images into your blog posts? Content & Sharing Do you develop a monthly or quarterly content plan, aligned with your desired positioning? Are you creating original content at least once a week? Are you creating content in a variety of formats (blogs, video, infographics, etc.)? Do you share content at least four to five times each week? This barely scratches the surface when it comes to marketing your new staffing or recruiting agency, nor does it address how tools like email marketing, direct marketing and PPC (pay-per-click) advertising could benefit your startup. But don't worry; I cover them all in our free Smart Marketing Checklist. And if you'd like more marketing tips for launching a new staffing firm, we're here to help! Check out our free staffing industry resources, or contact one of our marketing educators. David Searns David Searns is the Founder and CEO of Haley Marketing, a Bullhorn Marketplace partner, and a leading provider of websites, blog writing, social media and other marketing services to the staffing industry. Need an ATS that is purpose-built for new staffing firms? Fill out the form below to get in touch with one of our staffing experts. [marketo_form form_id="2754"]
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Candidate Sourcing Hub
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Highlights from the 2018 North American Recruitment Trends Report
What's Trending in 2018? Highlights from the 2018 Staffing & Recruiting Trends Report [btn btn_link="https://www.bullhorn.com/wp-content/uploads/2018/03/TRENDINGIN2018Highlightsfromth.pdf" btn_color="blue" btn_size="md" btn_text="Download Highlights"] What's Trending in 2018? Highlights from the 2018 Staffing & Recruiting Trends Report [btn btn_link="https://www.bullhorn.com/wp-content/uploads/2018/03/TRENDINGIN2018Highlightsfromth.pdf" btn_color="blue" btn_size="md" btn_text="Download Highlights"] Want more insights into our global survey of more than 1,400 staffing professionals? Download the Full Report today! [btn btn_link="/resources/2018-north-american-staffing-recruiting-trends-report/?LS=Website&LSD=2018_Trends_Mini_Ebook_NA&LA=2018_Trends_Survey_Report_NA&LAD=2018_Trends_Survey_Report_NA" btn_color="orange" btn_size="md" btn_text="Download Report"]
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The Ultimate Guide to Rep Management
The Ultimate Guide to Rep Management Most sales and recruiting leaders will tell you managing reps is the most time-consuming and exasperating aspect of their job, but when the team succeeds, it’s also the most rewarding. If you’ve ever wished you could make data-backed ramping, coaching, and sales and recruiting-play decisions, this resource is for you. We teamed up with Bullhorn Marketplace Partner, InsightSquared, to create The Ultimate Guide to Rep Management. Download it now to answer the following questions: What’s the best way to solve ramp time? Are you Maximizing your team’s potential? How can you set your team up for success? To download "The Ultimate Guide to Rep Management," please fill out the short form below: [marketo_form form_id="3797"]
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25 Questions to Evaluate Your Healthcare Staffing Technology
25 Questions to Evaluate Your Healthcare Staffing Technology The temporary healthcare staffing industry is still full of opportunities if you’re prepared for them—the segment is expected to grow 18 percent from 2016 to 2026, far outpacing the projected seven percent growth for overall employment. But with competition for limited talent increasing and a host of compliance challenges for staffing firms, it’s also rife with unique obstacles and pitfalls. Is your firm equipped to handle them? With the right technology built specifically for the needs of healthcare staffing firms, you can be more productive and provide better service to your candidates and clients. Ask yourself the following questions and jot down your score to assess how well you are leveraging healthcare staffing technology. 1) Stay on top of your relationships Healthcare staffing is built on relationships—relationships with your clients, providers, and recruiters. But much of the current technology used in the industry isn’t built to manage relationships. Applicant tracking systems (ATS) built specifically for staffing professionals are designed to handle complex and numerous relationships across both candidates/providers and hiring facilities all in one system. If you aren’t able to answer yes to the questions below, it may be time to invest in a solution that helps you efficiently manage your candidates and clients. Goal: Give your relationships the attention they deserve to provide a better experience Assessment: Providers (Candidates): Do you have insight into the best time of day to contact candidates, as well as the best means for reaching them? Do you leverage automation to know far in advance which of your providers have upcoming expiring credentials and do you have procedures for collecting documents electronically and getting them renewed before the expiration date? Do you have SMS/text capabilities integrated with your ATS so you can engage with candidates who are on-the-go all the time? Facilities: Do you understand the goals of the facilities you work with across multiple decision-makers—the percent of clinical staff expected to be contingent workers, the areas in which they’re struggling to improve, and how you can help them achieve their results? Do you have real-time visibility into your relationships with all key contacts at multiple management levels across your top accounts? Do you know when is the best time of day to try and reach those contacts? Do you have ways to automatically identify problems and alert your team to them before they get escalated? Does your ATS help you assess the risk level of your relationships? Add Up Your Score: For each section, add up the number of questions that you can respond to with a positive answer. This will help you determine which areas you may want to supplement with a healthcare staffing technology solution. __/7 What your score means: A low score means you have room for growth when it comes to managing relationships with your providers and/or facilities. Examine your answers. If technological limitations are preventing you from providing the attention your providers and facilities deserve, consider using an ATS built for staffing healthcare professionals. 2) Redeploy more of your workers The talent shortage—the number one challenge across the industry, according to most professionals—isn’t going anywhere anytime soon. With new candidates becoming increasingly hard to find, how can you make up for the gap? One solution: redeploy more of your existing workers after their assignment ends. A quarter of staffing firms redeploy less than 10 percent of their workers, meaning for 90 percent of workers, the time and resources to find, credential, and place those providers is lost. To maximize your efficiency and profitability, redeploy more of your workforce. Goal: Use your staffing technology to redeploy more providers immediately after their assignments end Assessment: Does your ATS allow you to monitor when workers are coming off assignments and contact them? Can you easily identify open shifts that are a fit for your available providers and easily identify qualified providers to fill an open shift? Can you identify if their credentials are still valid, help expedite renewal, and/or request and process any new credentials that you need? Are you able to update their credentials electronically? From any device? Add Up Your Score: __/4 What your score means: A low score means you have an opportunity to redeploy more candidates—and become more profitable and efficient as a result. Leverage an ATS with the above capabilities to boost your redeployment rate. 3) Execute your growth strategy—then track and measure it Your firm isn’t going to grow by accident. An ATS with robust reporting capabilities is critical if you want to understand your business and how you can grow it. Check your current capabilities against this set of questions to see if you have everything you need to flourish. Goal: Measure your data and use it to make smarter business decisions Do you have a defined growth strategy in place to achieve your 2-3 year growth goals? Are you able to track all of the KPIs you need to understand your business? Time to fill? Fill ratio? Gross margin(by recruiter, job type, segment, office/region)? Drop-off rate—The number of candidates you lose during the credentialing process? Average ratio of providers working per recruiter? Recruiter performance metrics—placements, job orders, and reps? Ramp up time for new recruiters? Pipeline status—including views based on job order importance/value or created date, and conversion rates at various stages of the placement process? Do you have a good understanding of the reports you need to run to make actionable changes that’ll help you grow your business? Do you have easy access to the following data? Placement volumes—the number of providers you place. Pipeline velocity—The ratio of your win rate and deal size compared to the number of days it takes to complete a sales cycle. Margins—The profit leftover once operating costs are accounted for. Is your reporting system fully ad-hoc, so that you can analyze data in a way that makes most sense for your business, like by location or specialty, or are you refined to limited options? Do you know which sources for providers are most effective? Add Up Your Score: __/6 What your score means: If you have a low score, you may consider using a reporting solution that lets you track all of your pertinent business data. Monitoring this data enables you to make more informed decisions about your time, resources, and investments. 4) Be more productive and provide a better service Healthcare staffing is only getting more competitive. Are you delivering a better service than your competition? If the technology you use to run your firm is limited, your ability to deliver a great experience will be, too. Here are some top performance questions to consider. Goal: Use your healthcare staffing technology to maximize your performance Assessment: Does your ATS offer a flexible search solution so you can search by radius, credential, or custom fields? Does your ATS make it easy to shortlist candidates by skills and credentials? Do you have a best-in-class platform that’s extensible and customizable and extensible, so you can easily integrate with other software solutions? Are you able to integrate easily with other software solutions that’ll help you place your candidates? Can you automate: Credentialing? Onboarding? Shift scheduling? Back office activities (invoicing, payroll, timesheets, commissions, billing hours, etc.)? VMS job importing? Can you easily stitch or merge PDFs into a compact collection of credentials in one place? Does the time you spend on manual processes limit the amount of you can spend nurturing candidate relationships? Add Up Your Score: __/7 What your score means: Each ‘yes’ is a feature your firm can use to provide an incredible service and perform more efficiently. Take note of the capabilities you’re currently lacking and determine if they’ll help you meet your goals. To succeed in healthcare staffing, it’s essential to be able to perform a wide array of tasks and do them well. Technology built with healthcare staffing needs in mind allows you to execute on the unique demands of the healthcare industry and on the unique demands of the recruiting profession. With the right approach and the right technology, your firm will be in a great position to increase business and provide an incredible experience to your candidates and clients in 2018 and well beyond. Want a closer look at Bullhorn's healthcare technology? Join our VP of Product Marketing as he leads a session walking through the day in the life of a healthcare staffing firm and addresses four key technologies to improve speed and productivity. Four Must-Have Technologies for Healthcare Staffing March 15th at 2pm EDT [btn btn_link="http://pages.bullhorn.com/WBN18-03-15_4-Must-Have-Technologies-for-Healthcare-Staffing_WebinarRegistration.html?LS=Website&LSD=Healthcare_Questionnaire_NA&LA=Healthcare_WBN_180315_NA&LAD=Healthcare_WBN_180315_NA&utm_source=marketo&utm_medium=email&utm_campaign=healthcare_wbn_180315_na" btn_color="orange" btn_size="md" btn_text="Join Webinar"]
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Trending in 2018: What’s on Tap for North American Staffing Firms? [Infographic]
What’s on Tap for Staffing Firms in 2018? The findings from our 2018 North American Staffing and Recruiting Trends Survey are in! Responses from more than 1,400 global staffing professionals indicate a generally positive outlook on the industry for next year, as well as some major areas of concern around the talent shortage and the rise of digital staffing platforms. View the infographic below to get a sneak peek of the survey results and start planning for 2018.
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By the Numbers: How to Run Your Firm from Front to Back
By the Numbers: How to Run Your Firm from Front to Back Working at a staffing firm, you’re faced with countless decisions that impact the success of your business. But do you have all the insights and information you need to make the best choices? If you don’t have access to your back office or financial data, you might be missing some key inputs. Digging into these activity and financial metrics can influence decisions that will improve your firm’s efficiency and profitability. Download Bullhorn’s latest ebook to answer the following questions: What is back office data and why does it matter? Do you have all the information you need to succeed? How can you use back office data to run your business better? To download "By the Numbers: How to Run Your Firm from Front to Back," please fill out the short form below: [marketo_form form_id="3616"]
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Ready to Redeploy: Tips to Get the Most out of Your Candidate Pool
Ready to Redeploy: Tips to Get the Most out of Your Candidate Pool Are you leaving money on the table? If your firm isn’t maximizing redeployment efforts, then you might be. Redeploying workers is an essential way to improve your bottom line without adding more personnel or increasing spend. And with the current talent shortage, existing relationships are more important than ever. Download this ebook to: Understand your redeployment numbers to improve them Take actionable steps to obtain more repeat business Learn how to use your ATS to identify and rehire qualified workers To download "Ready to Redeploy: Tips to Get the Most out of Your Candidate Pool," please fill out the short form below: [marketo_form form_id="3451"]
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Source Code: Tips to Find and Place Candidates
Source Code: Tips to Find and Place Candidates For a recruiter, it all starts with sourcing. Every placement begins with finding the right candidate for the job and developing a great relationship with them. Although there’s no secret code to sourcing, there’s plenty of room for innovation. The more tips, tricks, and tools you have, the more effective you’ll become in the way you find and ultimately place candidates. To take a step towards this transformation, download our latest ebook, Source Code: Tips to Find and Place Candidates, for key tips such as: How to source on social media How to form better sourcing habits Where to find free sourcing tools For those of you who've read Straight to the Source, this ebook features an entire set of brand new sourcing tips, so don't miss out. To download "Source Code: Tips to Find and Place Candidates," please fill out the short form below: [marketo_form form_id="3389"]
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50+ Questions to Ask Your ATS Provider
50+ Questions to Ask Your ATS Provider Choosing the right ATS is a decision that can impact recruiter productivity and the overall profitability of your firm. If you’re in the midst of an ATS evaluation or plan to start one, take a look at this checklist for 50+ questions to ask potential vendors before you buy. Use these questions as a guide as you evaluate ATS features, integrations, implementation, training, and more to ensure you find the best match. [btn btn_link="http://pages.bullhorn.com/rs/131-YQK-568/images/50_Questions_to_Ask_Your_ATS_Provider.pdf" btn_color="orange" btn_size="md" btn_text="Access Checklist"] Looking for more ATS buying tips? View the 2019 ATS Buyer's Guide here.
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Toolkit: Resources to Help You Attract and Engage Candidates
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[Checklist] 7 Ways to Identify Your ATS Needs
[Checklist] 7 Ways to Identify Your ATS Needs Applicant tracking systems aren’t one size fits all, so how do you ensure that your ATS purchase meets your firm’s needs? Use this step-by-step checklist to determine exactly what you’re looking for in an ATS. By the end of this checklist, you’ll be equipped to talk with ATS vendors about your exact needs and requirements.
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25 Tips on How to Manage Your Candidate Database
25 Tips on How to Manage Your Candidate Database Your candidate database is full of the valuable information you need in order to hit your placement targets and ensure an incredible candidate experience. However, many firms find their database hard to navigate due to inaccurate or inconsistent data. Read our new guide, 25 Tips on How to Manage Your Candidate Database, for actionable tips to help you: Create a sustainable process to manage your database Maintain and grow your database Make more placements using the existing candidates in your database To download "25 Tips on How to Manage Your Candidate Database," please fill out the short form below: [marketo_form form_id="3237"]
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Toolkit: Resources to Grow Your Staffing Firm From the Ground Up
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Candidate Experience Quiz
Are you a candidate experience MVP? Take the quiz to find out!
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ATS for Success: A Buyer’s Guide for Applicant Tracking Systems
ATS for Success: A Buyer's Guide for Applicant Tracking Systems For staffing firms, an applicant tracking system (ATS) is the most essential piece of technology. In fact, 94% of staffing professionals say their ATS or recruiting software has positively impacted their hiring process. Whether you’re just starting to look at applicant tracking systems or you’re deep into the evaluation process, the ATS Buyer’s Guide will provide you with buying tips, highlight must-have ATS features, and pinpoint the questions to ask when evaluating ATS vendors. By the end of this applicant tracking system guide, you’ll be equipped with the information you need to make an ATS investment that satisfies your firm’s needs. To download "ATS for Success: A Buyer's Guide for Applicant Tracking Systems," please fill out the short form below [marketo_form form_id="2903"]
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10 Things Staffing Firms Should Look for in a CRM Provider
10 Things Staffing Firms Should Look for in a CRM Provider Does your customer relationship management (CRM) system provide everything you need to run a successful staffing business? Your firm needs a staffing-specific CRM built to handle the complexities of recruiting. Take a look at this new tip sheet to learn about the 10 essential things you should look for in a staffing CRM.
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The Path to Profitability: How to Bypass VMS Roadblocks
The Path to Profitability: How to Bypass VMS Roadblocks Executing a successful Vendor Management System (VMS) strategy may seem daunting, but VMS profitability is not far out of reach. How can you get the most out of your VMS business? Read our new ebook “The Path to Profitability: How to Bypass VMS Roadblocks,” to learn how you can overcome the most common barriers when working with a VMS. In this ebook you’ll find: Tips and insights for creating a profitable VMS process The top VMS roadblocks and best practices for overcoming them Key trends and benchmarks for VMS business To download "The Path to Profitability: How to Bypass VMS Roadblocks," please fill out the short form below [marketo_form form_id="2892"]
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The Case for Candidate Engagement
The Case for Candidate Engagement Is your firm truly committed to doing what it takes to create a great experience for your candidates? And if not, do you have what you need to build a solid case for doing so? We recently teamed up with Bullhorn Marketplace partner, Herefish, a candidate marketing platform that helps staffing firms build better relationships with candidates, to create a new guide, The Case for Candidate Engagement. Read this guide to discover: How creating a great customer experience for your candidates can set your firm up for sustainable success What factors lead to a poor candidate experience and what it takes to successfully engage candidates Smart, strategic ways to set your firm’s candidate experience apart from your competition By the end of this guide, you’ll have everything you need to build a solid business case for an engaging candidate experience at your firm! To download "The Case for Candidate Engagement", please fill out the short form below [marketo_form form_id="2886"]
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Why It’s Time to Automate Your VMS Process [INFOGRAPHIC]
Why It's Time to Automate Your VMS Process [INFOGRAPHIC] Are you taking advantage of the Vendor Management System (VMS) opportunity but looking for ways to improve your VMS profitability and efficiency? Recent research shows that firms that automate their VMS workflow report 49% faster candidate submission times and 33% higher fill rates. View our infographic to learn why you should be automating your VMS processes.
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Staffing Speaks Out: Global Recruiting Leaders Share Their Best Candidate Engagement Advice
Staffing Speaks Out: Global Recruiting Leaders Share Their Best Candidate Engagement Advice Take your candidate engagement strategy to the next level with tips and insights from experts who practice what they preach. We asked 13 global staffing CEOs, founders, and leaders with decades of industry experience for their insights on finding and engaging candidates. Download Staffing Speaks Out: Global Recruiting Leaders Share Their Best Candidate Engagement Advice to discover the ways top staffing firms: Deliver a better candidate experience Build lasting relationships with their candidates Address the current talent shortage The hard-earned wisdom and actionable tips in Staffing Speaks Out will enable you to provide a candidate experience that fires on all cylinders. To download "Staffing Speaks Out", please fill out the short form below [marketo_form form_id="2869"]
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From Hired to Helpful: How Staffing Pros Can Onboard Recruiters and Salespeople More Effectively
From Hired to Helpful: How Staffing Pros Can Onboard Recruiters and Salespeople More Effectively How quickly does your firm ramp up new recruiters and salespeople? Staffing is a speed game, and it’s vital for your firm to get new hires productive as soon as possible. Our new ebook, From Hired to Helpful: How Staffing Pros Can Onboard Recruiters and Salespeople More Effectively, will help you better understand the benefits of effective employee onboarding and address the areas to improve in your new hire onboarding process. Download our ebook to learn more about: Average ramp-up times for recruiters and salespeople Key questions to help evaluate your onboarding processes 5 critical components for a more effective employee onboarding program By the end of this ebook, you’ll be ready to ramp up productive recruiters and salespeople in far less time! To download "From Hired to Helpful", please fill out the short form below [marketo_form form_id="2848"]
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7 Top Sources to Find Qualified Candidates [INFOGRAPHIC]
7 Top Sources to Find Qualified Candidates [INFOGRAPHIC] How is your firm finding the best candidates? We recently asked more than 1,400 staffing professionals around the world to rank the most effective sources for identifying qualified candidates.View this infographic to see the sources they say are most effective in North America, and get tips to make the most out of each one. Interested in 25 tactics for better sourcing from the experts? Download our full ebook, Straight to the Source.  
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Straight to The Source: Why Candidate Sourcing Matters and Tips for Success
Straight to The Source: Why Candidate Sourcing Matters and Tips For Success The 2018 North American Staffing and Recruiting Trends Report revealed an encouraging trend: the majority of staffing and recruiting firms expect hiring needs to increase in 2018. But along with this optimism, there is a major hurdle: candidate sourcing is the biggest challenge for staffing and recruiting firms this year. How is your firm going to fulfill its hiring needs with the current talent shortage? Read our most recent ebook “Straight to The Source: Why Candidate Sourcing Matters and Tips For Success,” for actionable tips to take your sourcing strategy to the next level. This ebook covers: The industry outlook on candidate sourcing Top sources to generate the most qualified candidates 25 expert tips to more effectively source candidates To download "Straight to The Source", please fill out the short form below [marketo_form form_id="2805"]
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Are Your Reporting Tools Getting the Job Done?
Are Your Reporting Tools Getting the Job Done? Our ebook, From Reporting Zero to Staffing Hero, includes performance metrics you should be tracking, tips and tricks for running more efficient reports, and the tools you need to build it all. We created this 16-question checklist to help determine if current reporting tools are getting the job done. Whether you’re already using a tool or evaluating solutions, this checklist will help you make meaningful improvements to your business through reporting. [btn btn_link="http://pages.bullhorn.com/rs/131-YQK-568/images/Are_Your_Reporting_Tools_Getting_Job_Done_Checklist.pdf" btn_color="orange" btn_size="md" btn_text="View Checklist"]
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Win More Business With a Modern Staffing CRM
Win More Business With a Modern Staffing CRM A Staffing Professional's Guide to Choosing the Right CRM How do you manage and nurture your candidates and clients today? These relationships fuel your competitive advantage and it’s essential to have the right processes and technology in place to drive them forward. A staffing-specific client relationship management (CRM) system provides the insights and intelligence you need to build and foster those relationships. Read our most recent ebook, "Win More Business With a Modern Staffing CRM" to learn about: The unique characteristics of a modern staffing CRM What to look for in a CRM solution for your firm How to evaluate potential solutions Download our ebook to discover why a CRM is key to creating prosperous relationships and sustaining your firm's growth. Please fill out the form below to download [marketo_form form_id="2764"]
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The Best Metrics for Managing a Growing Recruiting Team
The Best Metrics for Managing a Growing Recruiting Team As the economy continues to recover, the staffing and recruiting industry is gaining steam and firms are looking to expand. Making new hires brings challenges that can hamper your recruiting efforts, damage the culture of your firm, and ultimately hamstring the growth you strive for. The key to overcoming those challenges is to have the right metrics in place when you hire. What are the best metrics for your firm? Download this guide from Bullhorn partner InsightSquared to learn the best way to set them! This guide covers: How to set effective strategic goals How to implement actionable metrics How to measure and manage a growing team To download "The Best Metrics for Managing a Growing Recruiting Team", please fill out the short form below [marketo_form form_id="2623"]
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The 2017 Staffing and Recruiting Opportunity [Infographic]
The 2017 Staffing and Recruiting Opportunity The staffing industry is ripe with opportunity for growth in 2017. See the key staffing and recruiting trends for the upcoming year in the infographic below.
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From Reporting Zero to Staffing Hero: How to Build Report to Better Run Your Business
From Reporting Zero to Staffing Hero: How to Build Reports to Better Run Your Business As a staffing and recruiting professional, you know the importance of data and reporting. However, reports tend to be difficult to develop, tough to organize, and time-consuming to run. To help you overcome these hurdles, Bullhorn has created the “From Reporting Zero to Staffing Hero: How to Build Reports to Better Run Your Business” guide. Read this new guide to learn more about: Performance metrics you should be tracking Tips and tricks for running more efficient reports Tools needed to build robust reports Start building smarter reports that will take your firm to the next level! Please fill out the short form below to download [marketo_form form_id="2730"]
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Perception vs. Reality
Perception vs. Reality Staffing and recruiting firms work hard to deliver high-quality service to their clients. When asked to rate the service they provide, respondents gave their firms an average score of 8.81 (out of 10). Unfortunately, staffing clients don’t feel the same way. When asked to rate their satisfaction with the staffing services they use, clients gave their staffing providers an average satisfaction score of 5.98 (out of 10). Download the latest ebook, created in collaboration with CareerBuilder, to learn all about what is driving this disconnect and how your firm can avoid it, plus: How this perception gap can affect staffing firms’ future success What staffing clients say firms can do to help improve satisfaction How technology can help firms prevent deteriorating client relationships To download "Perception vs. Reality", please fill out the short form below [marketo_form form_id="2498"]
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Create a Communications Strategy to Engage Candidates
Create a Communications Strategy to Engage Candidates Our ebook, The Recruiter's Guide to Candidate Engagement, explains why nurturing candidates is critical to your firm’s success and also outlines five rules of candidate engagement. We broke out this checklist that helps you create a communications strategy to engage candidates. This includes tips on how to develop your strategy, execute an engagement plan and finally, analyze results. Use this checklist to assess where your candidate engagement strategy stands today and to identify any gaps in your existing process. [btn btn_link="http://pages.bullhorn.com/rs/131-YQK-568/images/Candidate_Engagement_Checklist.pdf" btn_color="orange" btn_size="md" btn_text="View Checklist"]
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The Recruiter’s Guide to Candidate Engagement
The Recruiter's Guide to Candidate Engagement Candidate happiness is key to your firm’s success. With the current talent shortages, staffing firms can’t afford to lose candidates to their competition. What strategies and processes can you implement to guarantee your candidate’s happiness? Bullhorn answers this question in the new ebook, “The Recruiter’s Guide to Candidate Engagement.” Read this ebook to learn more about: Current trends with candidate engagement Communication strategies for engaging candidates The 5 rules of candidate engagement To download "The Recruiter's Guide to Candidate Engagement", please fill out the short form below [marketo_form form_id="2655"]
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Five Major Challenges for Consulting Agency Leaders
Five Major Challenges for Consulting Agency Leaders Consultants face industry-specific challenges each and every day that make their jobs difficult. Communication can get jumbled when multiple people are working on the same project, frequent travel interferes with productivity, and email inboxes are constantly clogged. In this whitepaper we outline five major pain points that consulting agency leaders have to deal with as they attempt to run and grow their businesses. We also offer solutions for each of these issues so that you can keep your clients and employees happy. Some of the challenges addressed in this paper include: Striving for open communication within complex accounts Keeping up with cluttered email inboxes Maintaining productivity in the face of heavy travel demands Preventing and coping with employee turnover To download "Five Major Challenges for Consultants", please fill out the short form below [marketo_form form_id="1269"]
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CRM for Humans: A Modern Alternative to Drive Better Business Relationships
CRM for Humans: A Modern Alternative to Drive Better Business Relationships What has happened to our business relationships? More and more of today’s business technology options push users to reduce customer interactions to data points in a table when they should be encouraging human-to-human connection. Bullhorn believes that human relationships are the most important driving force in the business world. Read this report to find out how a CRM that’s designed for humans can make your relationships less robotic and change your business for the better. To download "CRM for Humans", please fill out the short form below [marketo_form form_id="1677"]
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The CRM Buyer’s Guide for Humans
The CRM Buyer’s Guide for Humans In today’s technology-dependent world, nearly every company needs software to gain a competitive advantage. The need to efficiently and effectively manage relationships with clients has become vital. Most companies try to address this need with a CRM (customer relationship management system), but the sheer volume of CRM products on the market can become overwhelming. A CRM should be easy to use and provide relationship insights and proactive intelligence to all of your relationship managers. But how do you find this ideal combination? The CRM Buyer’s Guide for Humans aims to help you find a CRM that will help you both improve your customer relationships and win more business. Download the guide to read more, including: The product features you should expect from a CRM A breakdown of the capabilities and qualities of a best-in-class CRM How ease of CRM adoption can ensure dramatic business improvement Questions you should ask about a given provider’s CRM system To download "The CRM Buyer's Guide for Humans", please fill out the short form below [marketo_form form_id="1724"]
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6 Articles to Help You Strengthen Your Relationships
6 Articles to Help You Strengthen Your Relationships 1. 3 Ways to Better Manage Your Pipeline In the sales-driven world we live in, a seemingly basic concept is often overlooked: pipeline management. Salespeople are constantly trying to close new business or upsell an existing customer, but they don’t always take the time to make sure that they’re keeping up to date with their pipeline. In even the simplest of CRM systems, managing your pipeline can be very easy and, better yet, quick to accomplish. Read the Article >> 2. Using Relationships to Build a Sales Pipeline We all know that referrals are a powerful way of getting introduced to prospective clients. Common sense dictates that prospects would much rather deal with people they know, or at least know of, than a stranger. In fact, statistics suggest that referrals are 80% more effective than cold calling as a means of generating new business. But surely pipeline building is more of a black art than a science? Read the Article >> 3. Are You Delivering an Incredible Customer Experience? Almost 18 months ago, I wrote a blog post about calculating Net Promoter Score (NPS) and the importance of NPS for gauging the quality and health of your client relationships. While some question the validity of NPS as a single metric, I hold that the power of NPS is simply that: it’s a single metric. Your customers either love you or they don’t, and NPS is a simple way to determine whether or not you’re delivering an incredible customer experience. Read the Article >> 4. Why Doesn't Your Relationship Management Software Help You Build Relationships? Our most successful salespeople are the ones who build great client relationships. They always seem to have their finger on the pulse of their clients. They know when to reach out, what their clients need, and who the right person is to engage with their clients in every situation. At some point we’ve all thought to ourselves, “If only all my salespeople could build relationships like [great salesperson].” Isn’t it time that your relationship management software helps salespeople to better understand their clients and build solid client relationships? Read the Article >> 5. How a CRM Can Solve Your Top 3 Relationship Management Dilemmas In the world of B2B business, effective relationship management can mean the difference between failure and success. Yet as your business grows, the difficulty of managing those relationships increases exponentially. An effective and robust customer relationship management system (CRM) is vital for managing and optimizing your relationships, but what should you look for? Read the Article >> 6. The Difference Between CRM and Marketing Automation Do you ever think of two things as the same, but come to find out that they are serving two completely different purposes? For example: two pieces of software that you don’t know much about but appear to work the same way? I experienced this moment of clarity with CRM (customer relationship management) systems and marketing automation systems. It wasn’t until I started using both technologies on a consistent basis that I realized just how different they are. When paired together, these pieces of software provide a powerful, closed-loop customer and prospect engagement process. Read the Article >>
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The Seven Deadly Sales Sins
The Seven Deadly Sales Sins Most great salespeople have great instincts. But intuition alone doesn't make a great salesperson. Great instincts or not, every sales manager and salesperson has watched a deal go sideways or outright disappear. How does this happen? Salespeople can get blindsided by false positives during the sales process, leading to overconfidence and inaccurate forecasts. And once inaccurate forecasting leaks into your business, it's not just the sales team that suffers. We've interviewed 7 top sales leaders about the attributes they look for in a deal and the false positive traps that can trip up unsuspecting sales teams. Read The Seven Deadly Sales Sins for key insights, including: ClearSlide VP of Sales Joe Lemay's thoughts on sales instincts Active Network VP of Sales Josie Donnelly's views on targeted value propositions AdRoll B2B Sales Director Ben Earle's checklist for closing deals To download "The Seven Deadly Sales Sins", please fill out the short form below [marketo_form form_id="1869"]
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How to Keep Your Consulting Firm’s Client Relationships Ahead of the Curve
How to Keep Your Consulting Firm's Client Relationships Ahead of the Curve The consulting industry has undergone significant changes in recent years as the world has become more digitized, and competition from established firms and new upstarts is stronger than ever. Some consulting firms have found that keeping up with a rapidly shifting landscape can be challenging: 18 percent of respondents to a recent survey of more than 150 consulting firms said their firm’s revenue declined or remained flat from last year. Amidst this wave of digital disruption, consulting firms are designing new business models and transforming themselves to adapt to the new era of consulting. Many modern firms aim to distinguish their service by targeting high-demand, niche segments or offering alternative, on-demand service models. Is your firm prepared for the future? In this new e-book, How to Keep Your Consulting Firm’s Client Relationships Ahead of the Curve, you’ll discover how to: Harness the Power of Relationships to Drive Growth Embrace Transparency to Surface New Business Opportunities Invest in Tools and Technology to Stay on the Cutting Edge To download "How to Keep Your Consulting Firm's Client Relationships Ahead of the Curve", please fill out the short form below [marketo_form form_id="1902"]
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Why Traditional CRM Has Failed – And How Modern CRM Delivers Real Value Fast
Why Traditional CRM Has Failed – And How Modern CRM Delivers Real Value Fast Traditional CRM solutions promise a lot of value - such as increased productivity and better client experiences. But, the tasks of evaluating, purchasing, implementing, and then running a CRM are too daunting for many companies to take on. In fact, 63% of CRM initiatives fail. Download this eBook to learn about: The pitfalls of traditional CRM evaluation and implementation The customer insights CRM solutions can't provide Recent purchasing trends in the market and how successful companies are finding real value To download "Why Traditional CRM Had Failed", please fill out the short form below [marketo_form form_id="2214"]
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Four Ways Customer Churn Negatively Impacts Your Business
Four Ways Customer Churn Negatively Impacts Your Business Take a look at this infographic to learn the four ways customer churn can affect your entire company. Use Pulse to turn your data into valuable relationship insights. [btn btn_link="/products/pulse/?utm_source=website&utm_medium=resources&utm_campaign=Customer_Churn" btn_color="blue" btn_size="md" btn_text="Learn More"]
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Five Telltale Signs Your Customers Are About to Leave
Five Telltale Signs Your Customers Are About to Leave Take a look at this infographic to ensure you aren't missing the signs from an unhappy customer. Use Pulse to turn your data into valuable relationship insights. [btn btn_link="/products/pulse/?utm_source=website&utm_medium=resources&utm_campaign=Five_Telltale_Signs" btn_color="blue" btn_size="md" btn_text="Learn More"]
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The Failed Promise of CRM
The Failed Promise of CRM Take a look at this infographic to find out the 4 reasons why CRMs fail and to learn how to get the relationship insights you need. Use Pulse to turn your data into valuable relationship insights Learn More
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Comparing Time-to-Value: Traditional versus Modern CRM
Comparing Time-to-Value: Traditional versus Modern CRM Traditional CRM wastes your time and money. Take a look at how quickly a modern CRM can provide you with real value. Click to enlarge.
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What Is the Best Time to Make Cold Calls?
What Is the Best Time to Make Cold Calls? Too much recruiting time is spent cold-calling prospects blindly in the hopes that the next call will result in a connection. How can you improve your recruiters’ cold-calling odds and drive more revenue in the process?
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The Growing Reliance on Applicant Tracking Systems
The Growing Reliance on Applicant Tracking Systems We’ve assembled several conclusions from the Bullhorn 2015 North American Staffing and Recruiting Trends Report that demonstrate the importance and benefit of applicant tracking systems in today’s market. As the technology behind applicant tracking systems continues to advance into the future, the advantage gained by recruiting firms that invest in an applicant tracking system will continue to grow.
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Money Talks: Recruiter Salary Trends [INFOGRAPHIC]
Money Talks: Recruiter Salary Trends [INFOGRAPHIC] Recruiter Salary Data How much money do recruiting agency professionals make – and how has their compensation changed in the past year? Take a look at our infographic, based on the 2014 North American Compensation Report, for more information on recruiter salary trends and insights. Interested in seeing the full report? Download it for free here.
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Recruitment Email: What’s Next? [INFOGRAPHIC]
Recruitment Email: What’s Next? [INFOGRAPHIC] The Past, Present, and Future of Recruitment Email Facebook’s Mark Zuckerberg once said that “Email is dead” – but just the next year Gmail became the most widely used email provider, with 425 million active users. Email is far from over, and in recruitment, it’s never played a stronger role. With the growing use of the mobile Web and the productivity benefits of email and CRM integrations now abundantly clear, what’s next for recruitment email? Take a look at our infographic for a timeline of important innovations and data on what’s ahead.
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Are You Selecting a True Cloud Solution? [INFOGRAPHIC]
Are You Selecting a True Cloud Solution? [INFOGRAPHIC] True Cloud or Pretender? Finding the right cloud-based solution for your recruiting firm is not always easy. The cloudy vendor landscape is full of “cloud pretenders,” offering products that aren’t, in fact, true cloud solutions. Are you selecting a true cloud solution? Check out this infographic below to find out! Learn more about true cloud on the Bullhorn Blog
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Exercise Healthy Recruiting Metrics Every Day of the Week [INFOGRAPHIC]
Exercise Healthy Recruiting Metrics Every Day of the Week [INFOGRAPHIC] Athletes stay healthy so they can perform at maximum capacity. Don’t you think your business should too? Check out Bullhorn’s new recruiting metrics calendar below for a daily dose of recruiting intelligence to help you build a healthier (and stronger) business.
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Top 5 Ways to Scare Away Recruiters [INFOGRAPHIC]
Top 5 Ways to Scare Away Recruiters [INFOGRAPHIC] Biggest Recruiter Pet Peeves This infographic defines the top five candidate behaviors that scare away recruiters and other factors that negatively impact a job seeker’s chance of landing a job. The anonymous survey of 1,500 recruiters and hiring managers revealed that applying to irrelevant jobs topped the list of recruiter pet peeves.
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The State of Recruiting in North America [INFOGRAPHIC]
The State of Recruiting in North America [INFOGRAPHIC] North America Trends Survey 2013 Infographic Here are some of the key findings on the state of recruiting in 2013 from our North American Staffing and Recruiting Trends Report, represented visually. Download the latest North American Staffing and Recruiting Trends Report by visiting www.bullhorn.com/resources.
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Job Hopping Damages Employment Prospects More than Age or Unemployment [INFOGRAPHIC]
Job Hopping Damages Employment Prospects More than Age or Unemployment [INFOGRAPHIC] JThe Dangers of Job Hopping on Career Prospects Bullhorn released the results of a survey to help job candidates pinpoint what might be holding them back from landing a job. The anonymous survey of 1,500 recruiters and hiring managers revealed that job hopping, a path often taken by the younger workforce, has long-lasting implications on a resume.
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How Are Recruiters Using Social Media? [INFOGRAPHIC]
How Are Recruiters Using Social Media? [INFOGRAPHIC] Trends in Social Recruiting In February 2012, Bullhorn released its first social recruiting report. This infographic explores which social networks are utilized most often and how effective each network is for sourcing candidates.
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The Workplace DNA Project [INFOGRAPHIC]
The Workplace DNA Project [INFOGRAPHIC] Bullhorn Investigates Companies' Cultural DNA While most employment professionals acknowledge the importance of fit, not enough has been done to assess the importance of specific workplace cultural attributes, or workplace DNA, to people and employers. To begin filling this gap, Bullhorn surveyed over 5,000 professionals in the summer of 2011 and asked them which cultural traits were most relevant to their workplace. The Bullhorn Workplace DNA Project reveals that multiple factors influence which workplace cultural attributes matter to employees. People’s views are influenced by their educational background, how old they are, gender, even where they live. Bullhorn was able to quantify how much each of these factors influences what matters to us about the places we work.
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How Does Your Staffing Firm Stack Up?
How Does Your Staffing Firm Stack Up? 94% of staffing pros expected revenue to increase in 2016. Did your firm hit the mark? Our latest report shows you how your firm stacks up against the rest in areas such as revenue, operations, metrics and technology. Read our report now to uncover this data, along with actionable tips to improve your firm’s growth. Download “How Does Your Staffing Firm Stack Up?” to learn more about: Revenue expectations and goals Trends in split desk vs. full desk operations Staffing firms’ key metrics such as fill rate, hit rate, and time-to-fill Technology necessary for growth To download "How Does Your Staffing Firm Stack Up?", please fill out the short form below [marketo_form form_id="2464"]
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Navigating VMS for More Success: A Survey of Best Practices Among Staffing Firms
Navigating VMS for More Success: A Survey of Best Practices Among Staffing Firms Staffing firms with automated VMS workflows report they see a 49% faster candidate submission time than those without. Is your firm missing out on this success? Bullhorn and Inavero are pleased to share the results from a joint initiative to explore staffing firms’ opinions, challenges, and recommendations for getting the most out of a VMS business model. Download “Navigating VMS for More Success” to learn more about: Steps to make your VMS business model more efficient and profitable Internal and external barriers to VMS profitability Detailed metrics firms use to measure VMS success To download "Navigating VMS for More Success: A Survey of Best Practices Among Staffing Firms", please fill out the short form below [marketo_form form_id="2391"]
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A Closer Look at Bullhorn Pulse
A Closer Look at Bullhorn Pulse Traditional sales force automation tools hold unquestionable value for organizations that need to drive productivity, but there’s still a divide between the raw data entered into an SFA tool and the tangible, practical applications that should be the result of sales force automation effort. Nucleus Research’s investigation into Bullhorn Pulse found that Pulse has the power to fill that divide with its intelligent approach to monitoring electronic communication, driving both greater sales productivity and effectiveness. Read this analysis of Pulse by Nucleus Research to discover all that Bullhorn Pulse can do to increase your organization’s sales performance and accelerate your pipeline. To download "A Closer Look at Bullhorn Pulse", please fill out the short form below [marketo_form form_id="1770"]
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The Right Way to Increase Repeat Business
The Right Way to Increase Repeat Business Are you looking for new ways to increase repeat business with your clients? We teamed up with Bullhorn Marketplace partner, InsightSquared, to provide you with a guide that shows you how to successfully evaluate your client relationships, deliver greater value to them, and ultimately make more placements and win new business. Download “The Right Way to Increase Repeat Business” to learn how to: Evaluate customer relationships Consult with data Improve your clients’ experience and create repeat business To download "The Right Way to Increase Repeat Business", please fill out the short form below [marketo_form form_id="2350"]
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The Best of Engage 2016
The Best of Engage 2016 Build better business relationships and engage clients, talent, and leadership. More than 1,000 people came to Engage 2016 to learn, connect, and explore how to boost business growth in our relationship economy. Check out some of the most buzzed-about sessions in the Best of Engage 2016 ebook. Inside you’ll find: Insights from keynote speakers, Arianna Huffington and Daniel Pink Memorable quotes from “Super Session” speakers, Kate Leggett and Susan Salka Highlights from the four content tracks: Accelerate Growth, Build Leadership, Engage Customers, and Engage Talent To download "The Best of Engage 2016", please fill out the short form below [marketo_form form_id="2194"]
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15 Fascinating Recruiting Trends and Tips
15 Fascinating Recruiting Trends and Tips Today’s staffing firms are constantly presented with opportunity and the market’s overall upward trend means they must sprint to keep up. To ensure your firm stays ahead of the curve, we’ve gathered fifteen key findings from Bullhorn’s 2016 North American Staffing and Recruiting Trends Survey. And the news is mostly positive – the industry has continued to grow and embrace new technology and ideas. Download this eBook and discover how you can leverage these insights in order to: Embrace the industry’s current success and prepare for the future Join the vendor management systems (VMS) movement to improve firm efficiency Recruit for specific market segments and verticals Discover new, quality candidates from a variety of proven sources Invest in staffing tools and technology to support your firm’s growth To download "15 Fascinating Recruiting Trends and Tips", please fill out the short form below [marketo_form form_id="2004"]
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Three Ways to Increase Your Recruiting Team’s Productivity
Three Ways to Increase Your Recruiting Team’s Productivity Hiring a new recruiter is a major risk. It requires a huge investment of time and money, and it could cost your firm thousands of dollars if a new hire doesn’t pan out. It’s up to you to help your recruiters reach their full potential. As a manager, you’re charged with increasing placements and revenue, but very few companies can afford to solve that problem by simply hiring a slew of new recruiters to pick up the slack. Most managers have to find alternative ways to grow revenue. In this new e-book, 3 Ways to Increase Your Recruiting Team’s Productivity, Bullhorn and InsightSquared will show you three proven ways to drive your firm’s productivity without incurring the costs of hiring and training new recruiters: Improve Your Process with Activity Ratios Analyze Your Candidate Source Values Use Win Factors to Prioritize Job Orders To download "Three Ways to Increase Your Recruiting Team’s Productivity", please fill out the short form below [marketo_form form_id="1879"]
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Are You Working the Right Job Orders?
Are You Working the Right Job Orders? It’s not hard to count how many job orders your recruiters are working or to visualize the state of your pipeline. Sadly, the same cannot be said for figuring out which of those job orders are worth your time. To find out, you have to go beyond volume and consider the quality of your pipeline. Otherwise, you risk assuming that you have enough job orders lined up to hit your revenue goals, only to have the majority of them drop out at the last minute. In this guide, InsightSquared and Bullhorn take a hard look at three ways to slice your pipeline to ensure that this doesn’t happen. We use new data from the Bullhorn 2016 North American Staffing and Recruiting Trends Survey to review: Job Orders by Stage Job Order Value Client Efficiency To download "Are You Working the Right Job Orders?", please fill out the short form below [marketo_form form_id="1846"]
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Should Your Recruiters Keep Calling That Candidate?
Should Your Recruiters Keep Calling That Candidate? Spending too much time on a single candidate can be a huge waste of time for both individual recruiters and their organizations. When should your recruiters cut their losses and move on to maximize efficiency?
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State of the Industry: 2016 North American Staffing and Recruiting Trends Report
State of the Industry: 2016 North American Staffing and Recruiting Trends Report Bullhorn’s 2016 North American Staffing and Recruiting Trends Survey generated a wide array of interesting data about both the industry’s performance over the past year and agencies’ current thoughts about the future. Check out our infographic below for the insights that staffing and recruiting leaders need to know for the year ahead.
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The Ultimate Software Buyer’s Guide for Staffing and Recruiting Firms
The Ultimate Staffing and Recruiting Software Buyer's Guide Every recruiting firm needs software to gain a competitive advantage and achieve success. However, the sheer volume of options available to recruiters can quickly become overwhelming to those in the market for a software solution. The truth is that there are many components to a comprehensive recruiting software solution, and each of these components should integrate seamlessly with every other part of the system in order to maximize the entire system’s ease of use and facilitate healthy, productive interactions with clients, customers, and candidates. The Ultimate Software Buyer’s Guide for Staffing and Recruiting Firms aims to help you decide what type of recruiting software is best suited to the needs of your company. Download the guide to read more, including: Features you should expect from CRM, ATS, VMS Integration, Onboarding, and Back Office products A breakdown of the capabilities you should expect from a recruiting software platform Questions you should ask about a given provider’s recruiting software products The key differences between Software-as-a-Service (SaaS), on-premise, and hosted recruiting software To download "The Ultimate Software Buyer’s Guide for Staffing and Recruiting Firms", please fill out the short form below [marketo_form form_id="1586"]
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Changing Stakes in the Staffing Industry
Changing Stakes in the Staffing Industry Andrew Karpie, Principal Analyst/Consultant at The Research Platform, has written a whitepaper on the ways that staffing businesses can find success over the next 5 years. Because of the continuous growth that the staffing industry has experienced over the last 15 years, today’s staffing companies face a great amount of pressure to maintain their margins through continuous process optimization. But is that the best way to approach your staffing business’s future? According to Karpie, staffing firms need to decide if they want to thrive or merely survive. This whitepaper will walk you through: The current, pressurized state of the staffing industry Specific challenges that staffing businesses face today Key trends that will shape staffing businesses’ success through 2020 Strategies to help your company win over the next 5 years and beyond To download "Changing Stakes in the Staffing Industry", please fill out the short form below [marketo_form form_id="1169"]
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Which Enterprise Recruiting CRM is Right for Your Firm?
Which Enterprise Recruiting CRM Is Right for Your Firm? We’ve compiled a checklist of ten features and components that are most crucial to the organizational success of enterprise recruiting agencies. View the checklist to make sure that the enterprise recruiting CRM you’re looking to purchase has vital qualities like the ones mentioned below:
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2014 North American Compensation Report
2014 North American Compensation Report Recruiter Compensation: Find Out How You and Your Teammates Measure Up In Bullhorn’s first-ever Recruiter Compensation Report, “Money Talks,” we surveyed 1,337 anonymous staffing and recruiting agency professionals about their salaries. Our respondents disclose how much money they actually made last year, segmented by primary recruitment type (perm, temp, contract, exec search), role (recruiter, salesperson, CEO, recruiting manager and more), agency size, and industry. This report includes numbers on: How recruiting professionals expect their salary to change in 2014 How recruiting professionals’ 2013 salaries compared to previous years What constitutes acceptable annual billings for recruiters at perm agencies Download the report today! To download "2014 North American Compensation Report", please fill out the short form below [marketo_form form_id="1169"]
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7 Steps for Turning New Sales Hires into Productive Powerhouses
7 Steps for Turning New Sales Hires into Productive Powerhouses Transforming New Sales Hires to Be Quota-Busting Superstars You cannot make someone with zero sales experience an all-star overnight. He or she may have more innate ability than anyone who has ever walked the Earth, but without the right combination of training, knowledge, and guidance from you, the person won’t generate revenue. So what does it take to turn an inexperienced new sales hire into a quota-busting superstar? Bullhorn spoke to Dan Fisher, CEO of IT staffing sales consultancy Menemsha Group, for his expert advice on turning your new sales hires into productive powerhouses. In this whitepaper, Bullhorn and Menemsha Group will teach you how to: Define your hiring profile Define your sales process Onboard new sales hires before they start Train your new sales hires and set proper goals Manage change and make new lessons stick Download the report today! To download "7 Steps for Turning New Sales Hires into Productive Powerhouses", please fill out the short form below [marketo_form form_id="1169"]
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Smarter with Analytics: The Power of Data-Driven Recruiting
Smarter with Analytics: The Power of Data-Driven Recruiting Adopting a Data-Driven Recruiting Approach Every day, we create 2.5 quintillion bytes of data – so much that 90% of the data in the world today has been created in the last two years alone, according to IBM. It is also estimated that less than five percent of companies are analytical competitors – possibly fewer when it comes to the staffing space. Today, data-driven recruiting can be a significant source of competitive differentiation and business advantage. Download the whitepaper to learn: How to harness existing business data for an increased ROI How to establish processes for better decision making How to adopt a data-driven recruiting approach Download the report today! To download "Smarter with Analytics: The Power of Data-Driven Recruiting", please fill out the short form below [marketo_form form_id="1169"]
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5 Staffing Metrics for Your Workweek
5 Staffing Metrics for Your Workweek A Daily Dose of Recruiting Intelligence to Help You Build a Healthier Business While benchmarking staffing metrics for business intelligence may seem like a complex undertaking, it offers enormous growth potential if used effectively to enable better decision making and better business performance on a daily basis. Many staffing firms don’t even realize how much knowledge they have – on their industry, employees, candidates, customers, and prospects – right at their fingertips! Download the whitepaper to learn: How staffing metrics can drive your business growth Why it’s critical to dedicate time each day to metrics How to transform business insights into next steps How front office technology can make data more accessible Download the report today! To download "5 Staffing Metrics for Your Workweek", please fill out the short form below [marketo_form form_id="1169"]
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Business Intelligence for Staffing Executives
Business Intelligence for Staffing Executives How to Create and Manage a Data-Driven Staffing Firm Business intelligence is taking on an increasingly strategic role in the staffing industry as more firms look for ways to leverage key metrics and gain a competitive edge. Many staffing firms are looking to create data-driven cultures to help improve operational efficiency and business productivity. However, executive involvement is critical to ensuring the successful creation of a data-driven culture that operates smoothly and efficiently. Download the whitepaper to learn: How to implement successful executive involvement How to choose the right metrics for your firm How to create and manage a metric-driven culture How to leverage key metrics and tactical results for business intelligence Download the report today! To download "Business Intelligence for Staffing Executives", please fill out the short form below [marketo_form form_id="1169"]
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The Ultimate Revenue Roadmap (North America)
The Ultimate Revenue Roadmap (North America) How Leading Firms Drive More Recruiting Revenue Growth Every day is a race against time for recruiters. Clearly, the more efficient a team, the more they can accomplish in a fixed period of time, and the greater their recruiting revenue growth. An organization with 30 recruiters on staff with $5.9 million in base revenue, an average of 15 permanent and 45 temporary placements per month, and a 25% fill rate could be making up to $1.2M in additional revenue per year by increasing both its number of placements per month and speed of filling vacancies by 10%. Download this whitepaper to learn: How to optimize the key drivers for recruiting revenue Why an intelligent workflow is critical to driving top-line growth How to earn up to 25% more revenue Download the report today! To download "The Ultimate Revenue Roadmap (North America)", please fill out the short form below [marketo_form form_id="1169"]
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Mobile-Powered Selling in the Recruiting Industry
Mobile-Powered Selling in the Recruiting Industry How Leading Staffing Firms Win More Business Using Mobile Recruiting and Sales Find out how mobile recruiting is powering sales and account management teams with fully mobile-ready applicant tracking system and CRM capabilities. Staffing firms leveraging mobile recruiting and mobile-powered selling can close deals anywhere at any time. Can you? Download this whitepaper to learn: How the mobile recruiting megatrend is impacting the multi-billion dollar recruitment industry How recruiting professionals are leveraging mobile technology today Which challenges are deterring recruiting firms from leveraging mobile How mobile access fuels sales reps and account managers for success Download the report today! To download "Mobile-Powered Selling in the Recruiting Industry", please fill out the short form below [marketo_form form_id="1169"]
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The ATS Advantage: Buyers’ Guide to Applicant Tracking Systems
The ATS Advantage: Buyers’ Guide to Applicant Tracking Systems The Staffing Agency's Guide to Buying Applicant Tracking Systems Recruiting firms around the world are finding the use of recruitment software to be remarkably advantageous. In fact, 87% of North American recruiting professionals agree that using applicant tracking systems and CRM technology is important to the success of their business, according to Bullhorn’s 2013 North American Staffing and Recruiting Trends Report. Is it time to invest in an ATS and CRM? Whether you are just getting started in your evaluation process or you are well on your way to purchasing an applicant tracking system, this guide will arm you with buying tips, resources and key questions to ask as you navigate the vendor landscape. Download this buyer’s guide to learn: Key requirements to consider when evaluating applicant tracking systems Benefits of purchasing an ATS and CRM as one complete solution Differences between software-as-a-service (SaaS) and on-premise solutions Other things to consider when purchasing applicant tracking systems Download the report today! To download "The ATS Advantage: Buyers’ Guide to Applicant Tracking Systems", please fill out the short form below [marketo_form form_id="1169"]
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2014 Global Social Recruiting Activity Report
2014 Global Social Recruiting Activity Report Understanding Social Media in Recruiting According to Bullhorn’s annual survey of staffing agency professionals, the biggest opportunity for the staffing industry in the next year is access to passive candidates from social recruiting. It’s clear that recruiting on social networks is not a fad as some suspected five years ago, but an integral part of candidate sourcing around the world. Bullhorn’s 4th annual Social Recruiting Activity Report is based on the real usage data of 260,000 recruiters globally leveraging the Bullhorn Reach social recruiting product. Key findings in the report include, but are not limited to: Social recruiters in North America are becoming less social Recruiters may not love Facebook, but candidates do Recruiters for skilled industries leveraging social networks to find candidates Mobile applications through social networks are a major trend Download the report today! To download "2014 Global Social Recruiting Activity Report", please fill out the short form below [marketo_form form_id="1169"]
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2014 North American Staffing and Recruiting Trends Report
2014 North American Staffing and Recruiting Trends Report A Numbers Game: Recruiting Trends, Benchmarks, and Metrics Download this free report to find out how you and your firm’s performance compares to your competitors’ performance. This Staffing and Recruiting Trends Report contains real data on: Actual individual salary and compensation by role and firm size Actual agency revenue per recruiter/salesperson, segmented by firm size The most successful candidate sourcing strategies Performance benchmarks such as hit rate, fill rate, time-to-fill, placement growth, submissions per hire, and more Download the report today! To download "2014 North American Staffing and Recruiting Trends Report", please fill out the short form below [marketo_form form_id="1169"]
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E-book: Getting the Most Out of Business Intelligence
E-book: Getting the Most Out of Business Intelligence Staffing Executives Tell All Find out how top executives in the staffing industry view, build and leverage business intelligence in our latest tell-all e-book, “Getting the Most Out of Business Intelligence” Whether you are a staffing company executive or owner, it’s vitally important to understand the key metrics that drive your firm. In the past, many staffing agencies struggled to obtain fast, accurate, and comprehensive business information from the ATS and CRM, but not anymore. Business intelligence software is empowering top executives at leading staffing firms worldwide by helping them make sense of data quickly, while ensuring accuracy, timeliness and consistency of business information To download "E-book: Getting the Most Out of Business Intelligence", please fill out the short form below [marketo_form form_id="1169"]
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E-Book: The Future of Social Recruiting
E-Book: The Future of Social Recruiting 20 Thoughts from 20 Recruiting Leaders In a space as performance-driven and competitive as the recruitment industry, it is crucial to stay ahead of the curve. The growth and adoption of new strategies and technologies is essential for success and is set to explode in the future. In an effort to paint a clear, distinct vision of the future of social recruiting for our users, we asked twenty industry thought leaders to weigh in on various trends that are shaping the future of social recruiting. These are their thoughts. To download "E-Book: The Future of Social Recruiting", please fill out the short form below [marketo_form form_id="1169"]
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2015 North American Staffing and Recruiting Trends Report
2015 North American Staffing and Recruiting Trends Report Download this free report, based on a survey of 1,285 agency recruiting professionals, to find out how your performance and your firm’s performance compare to your competitors’ performance. This Staffing and Recruiting Trends Report contains real data on: Actual individual salary and compensation by role Actual agency revenue per recruiter/salesperson The most successful candidate sourcing strategies Agency plans for the coming year, including hiring and branch extension plans Performance benchmarks such as hit rate, fill rate, time-to-fill, placement growth, submissions per hire, and more You won't find a more comprehensive piece of industry research for free anywhere. Download your copy today! To download "2015 North American Staffing and Recruiting Trends Report", please fill out the short form below [marketo_form form_id="1169"]
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The Affordable Care Act (ACA) for Staffing Agencies
The Affordable Care Act (ACA) for Staffing Agencies A Bullhorn Deep Dive into ACA Transition Relief by Sean Bradley, CPA, MST Sean Bradley, the former SVP of Tax, Benefits, and Risk Management at Randstad and an authority on the ACA, has written a whitepaper for Bullhorn on ACA transition relief for staffing agencies. Sean, a CPA with a Master's degree in Taxation, has 30 years of experience in tax, benefits, and risk management and has provided his expert insight into the ACA employer mandate as well as the most effective strategies for transition relief. In this whitepaper, Sean discusses several critical areas regarding ACA compliance: Guidelines for staffing agencies who wish to delay their compliance with the ACA employer mandate Rules around "breaks in service," or how to define returning employees as "new" versus "continuing" Affordability rules and safe harbors available to employers working to comply with the ACA To download "The Affordable Care Act (ACA) for Staffing Agencies", please fill out the short form below [marketo_form form_id="1169"]
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The Future of CRM: Five Trends to Follow
The Future of CRM: Five Trends to Follow The future of CRM is not 100% clear: the needs of business owners change over time, and top performers are constantly raising expectations by making breakthroughs in the product marketplace. However, those who understand how customer relationship management is evolving will have a better idea of where it could be headed. Organizations that are attuned to the current CRM climate have the opportunity to take advantage of the best options available today. In this whitepaper we outline five crucial trends for the future of customer relationship management systems, including: Better customer insight Mobile-first technology Growing beyond cloud-based CRM Customer and employee retention To download "The Future of CRM: Five Trends to Follow", please fill out the short form below: [marketo_form form_id="1551"]
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Expert Insights from the Staffing Industry’s Leaders
Expert Insights from the Staffing Industry’s Leaders E-Book: The Best of Engage 2015 At Engage 2015, Bullhorn’s annual customer conference, attendees had the chance to take in a wide range of sessions from staffing leaders in order to take their businesses to the next level. With critical insights from industry experts like Kip Hollister, Katrina Kibben, and Sean Bradley, Engage had something for everyone in attendance, whether they were recruiters looking for ways to strengthen their candidate pipelines or executives striving to improve their bottom lines. We’ve compiled some of this year’s most actionable, practical sessions into The Best of Engage 2015. Even if you weren’t in attendance this year, you can use this resource to take advantage of vital recruiting lessons from the staffing industry’s best and brightest in order to develop a strategic plan for the future. To download "Expert Insights from the Staffing Industry’s Leaders," please fill out the short form below: [marketo_form form_id="1169"]
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