The release of the Bullhorn Chatbot last year was phenomenal. I was astounded by the willingness of candidates to engage with it. I’m a little bit old school. I still work at a desktop with two screens. What I became more and more aware of is probably 90% of all your candidates are operating off mobile devices.
Take a look at how our customers are automating engagement with both passive and active talent.
Job texts to candidate hotlists
“This automation enables us to create shortlists within minutes.”
Top 10 candidates
“Provide the top 10 candidates that match a new job and email it to the consultant.”
Candidate pre-screen
“This automation asks candidates for details around the search criteria and updates fields. It then creates a pre-screen note.”
Contractor redeployment
“When the contractor is coming to the end of their placement, we have automatic emails to the candidate, and notifications to the owning consultant to ensure we have every opportunity of retaining that customer.”
Advertise new job
“This automation emails a large database with actionable buttons that update the shortlist of a job so the recruiters find out who’s interested before making any calls.”
Follow up on candidates that accept jobs elsewhere
“We followed up with 4,600 candidates that found another job and managed to placed 78 (that didn’t like their new jobs) that we would normally have lost (in a 12 month period).”
Send regular check-ins
“Happy birthday, referral programme, feedback on assignment from clients and candidates, feedback on the recruitment process from clients and candidates, NPS scores, Merry Christmas, and key information documents.”
Consistent candidate communications
“Our top automations are pre-screening candidates, reminders for appointments and new starts, 30 day no contact, NCNS reach out, hired in reach out, rate your recruiter, and regular check-ins with those on assignments.”
Engagement survey
“We send this to candidates we’ve previously spoken with to ask if they are open to work. Then, we notify the consultant and update Bullhorn.”
Get a tailored demo or speak to a member of the team to learn more
Target candidates with no notes
“One of our automation strategies is called “Master No Notes Three Months”.
Master NN3M is broken down into separate tech automations and a games/interactive automation as we operate across the two disciplines.
Both active and new lead candidates enter this automation after…” Read more
Candidate engagement
“First 90 days on assignment for current consultants and hiring managers
Auto-replies to job applications
Monthly nurture emails for various audiences
Post-assignment workflow when consultants roll off”
Client NPS survey (and reminder) to recent placement
“The automation sends a two question survey to our sales contacts when our agency places a candidate against their requirement (only within a seven day window). If the sales contact doesn’t open the survey, we use branches within the automation to send a reminder email seven days after the first email…” Read more
Re-engagement surveys with lapsed candidates
“We are ensuring that no candidate gets forgotten about with an automated outreach when we haven’t spoken to them for six months, asking them to update key details around their job search and contact information as well as keeping the CV we hold on file up to date.”
Lead notification to consultants
“When a marketing lead is added to the system, they get a notification and a reminder to touch base with that lead to discuss the marketing content and see what they were engaging with i.e. looking for work or looking to hire.”
Talent engagement
“We use this when a potential candidate has browsed our jobs but didn’t submit an application, like the recruitment version of an abandoned cart. We utilise semantic job matching to suggest relevant roles for the candidate to encourage them to apply.”
