{"id":76264,"date":"2022-12-16T09:00:52","date_gmt":"2022-12-16T09:00:52","guid":{"rendered":"https:\/\/www.bullhorn.com\/uk\/?post_type=customer_blog&p=76264"},"modified":"2022-12-16T17:13:45","modified_gmt":"2022-12-16T17:13:45","slug":"4-things-you-didnt-know-you-could-do-with-bullhorn","status":"publish","type":"customer_blog","link":"https:\/\/www.bullhorn.com\/uk\/customer-blog\/4-things-you-didnt-know-you-could-do-with-bullhorn\/","title":{"rendered":"4 Things You Didn\u2019t Know You Could Do With Bullhorn"},"content":{"rendered":"

As the world of recruitment continues to evolve, agencies are looking to stay on the cutting edge. According to research from this year\u2019s <\/span>Global Recruitment Insights & Data (GRID) Trends Report<\/span><\/a>, digital transformation was one of the top priorities for recruitment professionals. Candidates and clients are looking for a better experience \u2013 one that\u2019s tech-forward.<\/span><\/p>\n

Taking full advantage of digital tools can help you reach their expectations.<\/span><\/p>\n

In 2022, Bullhorn has released a number of new features to help you and your agency not just survive, but thrive. Bullhorn\u2019s own Erik Mateev, Strategic Manager, Automation and AI, and Chris Little, Sales and Strategy Specialist, Analytics, walked through the latest capabilities of the Bullhorn platform so you can provide an incredible candidate experience.<\/span><\/p>\n

Watch the webinar recording<\/span><\/a>, or read our recap below.<\/span><\/p>\n

Technology + best practices + your team<\/h2>\n

It\u2019s no secret that we\u2019re in a talent-short market. For the first time, respondents in our GRID survey did not list winning clients as their top objective. Instead, it\u2019s all about the candidate: acquiring new ones, and giving your existing candidate pool the best possible experience.<\/span><\/p>\n

To help agencies leverage digital transformation and provide talent with a top-tier experience, Bullhorn introduced the <\/span>Connected Recruiting<\/span><\/a> strategy. Connected Recruiting isn\u2019t just one piece of tech: it\u2019s <\/span>a combination of the right tech with the right recruitment best practices to transform the way your recruiters work with talent.<\/b>\u00a0<\/span><\/p>\n

Each use case below will address one phase of Connected Recruiting to help you solve some of the challenges associated with that step of the recruitment lifecycle.<\/span><\/b><\/p>\n

1. Attract talent<\/h2>\n

The focus of the attract phase is to pull talent in through job boards and follow up right away to ensure they don\u2019t slip through the cracks. Let\u2019s walk through how to find new candidates that haven\u2019t been sent to a job or sales contact and engage with them in a meaningful way.<\/span><\/p>\n

Within <\/span>Bullhorn Analytics<\/span><\/a>, you can find actionable insights, designed to show what you can do today to be more successful tomorrow at every level of the business. For the attract phase, the actionable insight <\/span>New Candidates Not Sent To A Job\/Contact<\/b> delivers a working list of candidates that have been added to the database, but have yet to be sent to a contact or job. By having this actionable insight available at every level of the business, you can be sure that your recruiters are focused on the right candidates at the right time.<\/span><\/p>\n

How are you going to best engage with these candidates? This is where <\/span>Bullhorn Automation<\/span><\/a> comes in. Within Bullhorn Automation, you can set up an automation to welcome every candidate added \u2013 regardless of which source they came from \u2013 and give them a call to action, such as providing additional information to complete their profile or visiting your career page.<\/span><\/p>\n

Bullhorn Automation also includes the recent addition of our <\/span>chatbot<\/span><\/a>. Once a candidate visits your website, it acts as a survey, allowing your candidate to edit their information, like contact details, employment preferences, and even their CV. The chatbot sends that data directly back into Bullhorn so your recruiters are working with the most up-to-date information. Here, the chatbot is another way to continue attracting and pulling in talent \u2013 even outside of working hours.<\/span><\/b><\/p>\n

2. Engage candidates<\/h2>\n

In the second phase of Connected Recruiting, the focus is to engage the talent already in your database with the right message, at the right time, for your right opportunities. This includes both candidates that haven\u2019t been engaged in a while as well as those that are actively taking part in the job-searching process. Let\u2019s learn how to identify candidates in the interview stage and consistently engage with them to provide them with a personalised recruitment experience.<\/span><\/p>\n

Instead of constantly looking for new candidates, look to the candidates you\u2019re already working with. In Bullhorn Analytics, click into the actionable insight <\/span>Candidates With Interview Not Submitted To Any Other Job<\/b>. By looking to place this list of candidates, you can get a significant return on effort without increasing your cost to acquire more talent.<\/span><\/p>\n

On the Automation side, you can access your blueprints: a library of automations Bullhorn has built for you, based on best practices in the industry, designed to give you a significant head start early on in your automation journey. One of these blueprints is tailored around communicating with candidates after an interview has been scheduled and in the days leading up to that interview date. These communications include confirming the interview, sending all the relevant details, and wishing the candidate good luck. For the candidate, it\u2019s a seamless experience; they receive emails and texts from their recruiter and feel supported throughout the entire process. For the recruiter, it\u2019s just as easy, given that these communications are automated, and they can jump in at any time if the candidate needs more guidance.\u00a0<\/span><\/b><\/p>\n

3. Onboard new hires<\/h2>\n

The onboarding process varies depending on what sector your recruitment business falls under. However, the end goal is the same: to deliver a seamless and positive experience in the lead-up to the first day and throughout the first weeks on the job.<\/span><\/p>\n

Onboarding is where we see the highest rate of candidate drop-off, so it\u2019s vital to stay in contact with talent before \u2013 and after \u2013 their start date. The actionable insight of note in this phase is <\/span>Pending Starters With No Call Within Last 30 Days<\/b>. You can always change the time period on this insight in Bullhorn Analytics, but regardless, it\u2019s important to stay in touch with this particular list of candidates to continue to build that relationship.<\/span><\/p>\n

Moving into Automation, we can leverage another blueprint centered around communicating with candidates that have been placed. The automation sends a confirmation email and email and text check-ins similar to the previous automation blueprint. These are set to occur before and after the start date.\u00a0<\/span><\/p>\n

After a month, the automation sends an NPS survey, ensuring that you capture feedback from everyone you place. Here, you can incorporate survey branching. If a candidate provides a neutral or low score, you can ask for additional feedback, asking what you can improve. If a candidate provides a high score, then you can ask the candidate to leave a testimonial, review, or referral. Here, you\u2019re ensuring the process doesn\u2019t end at leaving feedback; you\u2019re providing additional value to the candidate \u2013 and making the most from them as well.<\/span><\/b><\/p>\n

4. Nurture relationships<\/h2>\n

Nurturing is where you can maximise the value of the relationships your recruiters have built. This phase focuses on proactively nurturing talent throughout their assignment so you can easily engage them as they get ready for their next role, increasing the rate of redeployment.<\/span><\/p>\n

Redeployment is one of the biggest missed opportunities in the recruitment industry \u2013 but you can save on time and effort sourcing candidates you don\u2019t know by instead looking to place candidates you do know. With the actionable insight <\/span>Finishers With No Extension, Submission, Interview, or Placement<\/b>, redeployment is top of mind. You can proactively identify candidates that are finishing assignments and have had no steps taken to redeploy them with this insight \u2013 and ultimately protect your gross profit.<\/span><\/p>\n

Similarly to the onboard and engage stages of Connected Recruiting, you can use a Bullhorn Automation blueprint to target candidates getting close to the end of their contract. You can initiate these redeployment efforts as early as a few months before the candidate\u2019s end date, checking in to see how their placement is and gauging their interest in an extension or additional opportunity. The automation could even simply send them additional jobs similar to the one they\u2019re already working on.\u00a0<\/span><\/p>\n

With Automation and Analytics working together, you can provide a seamless candidate experience through every step of the recruitment lifecycle. If you\u2019d like to learn more about either of these products, reach out to your account manager.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"

As the world of recruitment continues to evolve, agencies are looking to stay on the cutting edge. According to research from this year\u2019s Global Recruitment Insights & Data (GRID) Trends Report, digital transformation was one of the top priorities for recruitment professionals. Candidates and clients are looking for a better experience \u2013 one that\u2019s tech-forward. 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