‘Our previous platform was clunky, overcomplicated and not at all user-friendly,’ said Oliver.

The poor customer service was a main concern for enable as they had to reach out to the support team multiple times with no reply. In the end, they had to chase down a customer success team member on LinkedIn in the hopes of getting a response. Despite being pitched as an all-in-one solution, the platform failed to meet enable’s expectations, leading to frustration and inefficiency within their recruitment workflows whilst locked into a contract.

Since partnering with Bullhorn, enable has transformed its recruitment operations by prioritising user experience, efficiency, and customer support.

According to Oliver, the transition to Bullhorn was very smooth, with the implementation team providing excellent support. Despite initial concerns about data migration and integration with other tools, enable experienced minimal disruptions.

As a result of the transition, enable has experienced a significant improvement in operational efficiency and user satisfaction. Oliver said that the intuitive interface and simplified workflows have empowered recruiters to focus on core tasks like client engagement and candidate sourcing rather than grappling with cumbersome software.

‘Our employees who have used Bullhorn before have all said they had a much better experience with it as it’s much more simple, easy to use and set up. So from a managerial perspective, this is very positive!’ said Oliver.

As for the enable team’s reaction to the change? According to Oliver, Bullhorn’s user-centric approach and its role in driving productivity has been well-received across the organisation and they’re all looking forward to the full flow of being a Bullhorn user.

Read more about enable recruitment here: www.enable-recruitment.co

IDR has been a Bullhorn customer since 2010. In the fall of 2023, the team became interested in implementing artificial intelligence (AI) into their current workflows and decided to be part of the Bullhorn Copilot early access program. Copilot is a suite of AI capabilities that embed the power of AI directly into recruiter workflows across the recruitment process.

What drew Hayes to Copilot was that it was developed specifically for staffing. “Bullhorn designed Copilot from a recruiter’s perspective, who may or may not be familiar with technology,” said Hayes. “I think some technology companies don’t design their products with the user experience in mind. Bullhorn did a really good job of that.”

What was appealing to IDR about getting early access to Bullhorn Copilot? According to Hayes, the team knew that AI was going to be an essential part of their tech stack. They wanted to be able to provide feedback to Bullhorn’s product team, influence the development of Copilot capabilities, and get their recruiters practicing with it early. “I believe AI is here to stay in the staffing business,” said Hayes. “I think those investments will continue to happen, and getting my team comfortable using it in their everyday workflow is really key.”

For any piece of staffing technology to be implemented successfully and reach widespread adoption, there needs to be buy-in across the team. According to Hayes, getting his team engaged on the front end of an implementation isn’t the issue. Instead, he wanted to prevent his team from making too-quick assumptions about the technology’s functionality during the implementation process. “Some staffing organizations that hire experienced recruiters have a harder time with engagement at the front end. Having a younger audience of staff is easy for me because they want to try new things and are fairly savvy with technology. The problem with the younger staff is if it’s not working, they’re very quick to just move away from it,” said Hayes.

The solution? At IDR, they focus on training and feedback loops to ensure team members have a voice in the implementation and that their needs are being met at every step of the process. “Keeping an open line of communication with the people using the software is really important,” said Hayes. “Creating true early adopters is all about preventing folks from moving away from new systems due to inadequate training or lack of incentives.” Hayes believes that it is important to get employees involved with Copilot at the earliest stages of implementation in order to get them excited about the technology and the benefits it will bring to their workflow.

According to Hayes, another key to successful change management is making sure you’re leveraging the partnerships with your vendors to both receive training tools and provide helpful feedback. A technology provider who believes in partnerships is key. When it comes to Bullhorn and the Copilot early access program, IDR leans into the strong relationship they have built with their account owner, Kayla Clayton.

The team trusts that Kayla will actively listen to their feedback and get answers to all of their questions. “You can speak to industry peers about how to change a workflow or put a new process in place, but having experts to do that is very valuable,” said Hayes. “And I know that a lot of that starts with Kayla taking the time with us on a consistent basis to get that feedback and then actually know where to go within the organization to drive that feedback and take action.” IDR’s relationship with Kayla and the Bullhorn team has helped them navigate their implementation of Copilot, and they will continue to partner throughout their journey with AI.

Before using Bullhorn Automation, Henderson Scott struggled to have consistent performance across their team. According to Richard Caldicott, IT Director at Henderson Scott, “I think consistency was what we struggled with prior to automation. We’ve got excellent consultants here that do everything by the book. But, we also had consultants that were very good at their job, but didn’t log their data into the system in the way we hoped they would.” Henderson Scott wanted to automate their communications in a way that would create a consistent experience across their consultant team. That way, no matter who a candidate or client worked with, they would receive the same, exceptional experience.

In addition to consistency across the business, the Henderson Scott team was looking to become more efficient. They wanted a way to offload their consultants’ administrative tasks in order to give them more time to build relationships with candidates and clients. Ultimately, they knew that the less time consultants spent on administrative activities, the more time they could spend bringing in revenue for the business.

As a result of using Bullhorn Automation, Henderson Scott has seen consistent performance across the team, enhanced data cleansing, and improved efficiency.

Consistent consultant performance – By using Bullhorn Automation, Henderson Scott can be confident that their candidates and clients are receiving a consistent experience across all of their consultants. They have put automations in place to ensure everyone is checking off the boxes with their candidates, and tying up any loose ends. “It only takes one candidate or client to leave a poor review on Linkedin to undermine 24 years of brand building that we’ve done,” said Ellis. “So for us, closing the loop for every candidate that we interact with is so so important to us. We’ve automated that process in a number of areas, but we also put in things that the consultants have to mark as complete. Working together with Bullhorn Automation is creating a better experience.” These automations have ensured there are consistent messages across the Henderson Scott brand, and their consultants are providing a great experience for every single candidate.

Enhanced data cleansing – Henderson Scott has used Bullhorn Automation to ensure their database is updated. This is particularly helpful when asking for sensitive information. “We built automations in order to catch information and bring it into our Bullhorn database,” said Ellis. “Some of the information we need is not normally on a CV, and our consultants might not feel comfortable asking the necessary questions. We are able to put those questions in the automated form, and it has been well-received.”

One example of a successful data cleansing campaign was Henderson Scott’s 2022 Christmas e-card campaign. In December 2022, Henderson Scott decided to use Bullhorn Automation to send out their Christmas card, while capturing updated candidate and client information. They asked everyone to update their CV or indicate if they were hiring in Q1. If someone indicated they were hiring, the consultant would reach out to see if they could assist. “Upon returning in January, our consultants immediately had conversations with clients that were hiring, right when they walked in the door after the holiday. I mean, you can’t knock it,” said Caldicott. The team sent out e-cards to over 5,500 candidates. They were expecting to get a handful of responses, but received hundreds of updated candidate CVs, for five months after the email was sent.

Improved efficiency – Bullhorn Automation has freed up time for Henderson Scott’s consultants to focus on relationship building and remaining GDPR compliant. “We use a lot of our automations to reduce the consultant workload, and take some of those more repetitive tasks out to make them more efficient,” said Caldicott. “Then our team can focus on selling and ensuring that our systems and our processes are as compliant as they can be.”

The Henderson Scott team has particularly noticed how efficient their team has become when they get reactions from new consultants. They enjoy showing new teammates what they are able to offload through automation. “That’s when we really get the feedback because all of our new hires say ‘I had to spend all of my Friday afternoons doing admin tasks, and that would take me away from picking up the phone and selling.’ Whereas, we get to say ‘You won’t need to do that here. We want to just focus on picking up the phone and making money. That is all.” Interactions like this demonstrate how much more efficient Henderson Scott has become with Bullhorn Automation.

Increased visibility through Bullhorn Analytics – In May of 2023, Henderson Scott removed their previous analytics software. They needed to find a new solution, and they needed it implemented very quickly. Because of their success with the Bullhorn platform and Bullhorn Automation, they decided to go with Bullhorn Analytics. “I think you can be blinded by too much data, too much information all the time,” said Caldicott. “People are so used to having huge dashboards with 100 different reports and a million different metrics. But, the implementation of Bullhorn Analytics allowed us to take a step back, assess our data, and decide on the most important things that we need to focus on. Now, we have better control of our pipeline.” With Bullhorn Analytics, Henderson Scott’s consultants can see where their biggest gaps are, so they know where to prioritize their time in order to make an impact.

However, Henderson Scott’s consultants aren’t the only ones who find this data helpful. Their leadership team uses the information to make better informed business decisions. According to Ellis, “Our managers and leadership team love looking at data from Bullhorn Analytics. They use it to understand where there might be a breakdown in our processes. They also use it to quantify what success looks like, instead of going on pure gut feeling.” Data is power. With information from Bullhorn Analytics, the leadership team can make strategic decisions in order to power their business forward

Looking forward, Henderson Scott plans to sync their website with Bullhorn Automation to track where candidates and clients are visiting. “We want to track where our visitors are clicking on the website, and ensure that information feeds back into our system,” said Caldicott. “Then, we want to set up automations to inform our consultants when someone visits a job on our website, and prompt them to pick up the phone to call and connect with that potential candidate. That’s what I’d really like to use this product for in the future.”

When the pandemic started, Ascent saw over 90 percent of their jobs vanish. “We furloughed our consultants with no idea when they would come back,” Simpson said.

Even though many businesses were not making investments during that time, Simpson took the opportunity to implement Bullhorn Automation. “Automation was exactly what our group needed,” Simpson said. “It gave us a way to do more with less while nurturing personal connections, which is what sets us apart from larger firms.”

Using Bullhorn Automation, Ascent has saved 15 hours of consultant time per week, which translated into hundreds of hours per month. At the same time, the firm strengthened sales and spent more time nurturing relationships with candidates and clients. 

“We automated almost everything, from posting jobs from Bullhorn to our website, the applications process, and the journey to developing a shortlist of candidates,” said Simpson. “At the last stage of the process, our consultants personally reach out to qualify and submit candidates to our clients. The value we add is that human touch.”

Simpson said that automation has “completely transformed” their recruiting process. “Everything we’ve done with Bullhorn’s Automation tool has been to allow people more time to focus on the quality of their sales process, the quality of their conversations with candidates, and enhancing compliance. We’re adding to our sales figures, too. That’s because our consultants have time to headhunt rather than just sending emails,” Simpson said.

Automation has helped candidates feel they are top-of-mind throughout the recruiting process. “Bullhorn Automation triggers emails and text messages based on a candidate’s status updates,” Simpson said. “For example, we can send a text at 7:00 a.m. on the day of an interview to say, ‘Good luck today. Don’t forget to call me.’ Candidates love that.” Simpson points out that the automated messages also serve as a helpful reminder and a buffer in case the candidate needs to reschedule.

Ascent uses Automation to routinely collect a net promoter score (NPS) from each candidate at the conclusion of each engagement. “There’s a lapse of about 40 days between the initial engagement and when the candidate is placed,” Simpson said. 

By using automated communication to stay in touch, Ascent has received significantly more five-star reviews and higher NPS scores. Not only does that reflect the exceptional quality of their services, it also serves a longer-term purpose. “Satisfied candidates eventually become clients,” Simpson said. 

Automation has helped attract talent to the firm. Recruiters have expressed appreciation for Ascent’s automated systems, especially how Ascent favorably compares to firms that require recruiters to manually handle their communication and placement process.

Simpson said, “We’ve attracted lots of people to join the business based on our automation and the way our technology ecosystem works together.” 

Bullhorn’s solutions will help Ascent navigate through challenging economic times ahead. Simpson said, “Automated communication to time zones all over the world saves our consultants from having to be up at all hours, or working long days, to cultivate relationships with global customers.”

Even in a market where it is difficult to attract talent because of candidate shortages, “we’re going to be successful because we’ve got a robust CRM and we’ve learned to use it well,” Simpson said.

For companies looking to secure a future in successful recruiting, Simpson believes that automation is the key. “I don’t like to use the phrase ‘no-brainer,’ but companies of every size can add so much value to their services by implementing Bullhorn tools like Automation.”

Client and candidate experience was of utmost priority, with Heat Recruitment focused on making long-term partnerships with a goal of understanding their clients better. The longer we work with the client, the better we understand them, their values, their culture and what they’re looking for,” says Marcus Granville, Operations Director at Heat Recruitment. Clients wanted regular updates on their contracts, necessitating proactive tracking of contract end dates. The agency sought to leverage automation and data-driven marketing to provide a more personalised experience and, in turn, establish a stronger foothold in the market.

Additionally, using external tools meant consultants had a disconnect with their communications where they had to use several systems and consolidate data, Heat Recruitment recognised the value of equipping its consultants with a single essential tool, enabling them to support the candidate using live marketing results. They aimed to provide comprehensive training and support to their recruitment team for more effective tool usage, enhance their services, improve client and candidate experiences, and ensure contract retention.

Heat Recruitment’s proactive approach to technology adoption has enabled them to support their consultants to focus on what they do best. They deployed data-driven analytics to track contract end dates and monitor key metrics. Automation was used to generate visual alerts and notifications to ensure that no critical dates were overlooked, providing clients with timely updates enabling Heat Recruitment to increase client value by 10% each year since 2016 and an impressive 30% in 2021, and 20% in 2022! Automated contract tracking improved the efficiency of operations, ensuring clients received weekly check-ins, updates, and experiences. The risk of missing contract milestones was mitigated, bolstering client satisfaction.

By closely tracking user interactions with the website, Heat Recruitment implemented targeted marketing campaigns. When users viewed specific pages or showed particular interests, the agency leveraged automation to launch campaigns tailored to their needs, enhancing client engagement.

Heat Recruitment demonstrates how a proactive approach to technology adoption, along with their adoption of Bullhorn Automation and Bullhorn Analytics, can lead to substantial benefits in the highly competitive recruitment sector. Their focus on delivering a personalised experience to clients and candidates, along with their commitment to building long-term relationships, sets them apart in the industry. Bullhorn Automation and Bullhorn Analytics have played a pivotal role in their success by driving efficiency, improving visibility, and supporting contract retention. As Heat Recruitment continues to expand and diversify, their innovative approach to technology will undoubtedly remain a cornerstone of their operations.

Bullhorn has enabled IDEX Consulting to make the strategic shift from a predominantly contingent business to a predominantly retained model. They have utilised Bullhorn Analytics (formerly Cube19) and Bullhorn Automation (formerly Herefish) to demonstrate the benefits of using a retained model while convincing their consultants to focus their efforts in places that they would have the biggest impact.

Bullhorn Automation has also helped IDEX Consulting grow their Business Growth Consultancy and retained recruiting model by effectively nurturing candidates. If a client has a large number of roles that they need filled, the IDEX Consulting team needs to use automation to get the job done.

“With our retained clients, we use automation to identify the right candidates and nurture them over weeks, months, or years until that candidate is ready for a move. At that point, they’re exclusive to that particular client, so we will use client-specific nurturing,” said Martin. “The client isn’t just going to get two CVs a week for the next three years. Instead, they are getting a ready-made, nurtured talent pool specifically for their business.” By using automation to nurture and tailor individual talent pools for their clients, IDEX Consulting is able to offer a service that is more customised than a typical recruiting model.

IDEX Consulting Added 3 Million Pounds Worth of Value to a Client’s Business

Since moving to a primarily retained recruiting model, IDEX Consulting has been able to provide an exceptional client experience. In one particular case, the IDEX Consulting team filled a single sales role for their client that made a significant impact. Two years after placing the candidate, the client decided to sell their organisation. It was then that they realised that the candidate they hired through IDEX Consulting’s retained business model had been so successful that they added 3 million pounds worth of value to the business. “It’s not just the profit they earn, but it’s what value that candidate and our service adds to the client further down the line as well,” said Martin.

In addition to making a positive impact on their clients, IDEX Consulting’s new retained model has enhanced the performance of their own consultants. With this model, the consultants went from having recruitment conversations with their clients to being viewed as a partner in that client’s future.  “They can go in and talk about the client’s growth aspirations and their business plan,” said Martin. “They are really able to make an impact on their clients’ futures, and this makes them enjoy their jobs more. Because they enjoy their jobs more, they perform better. Because they perform better, they earn more.”

The next stage in the Connected Recruiting life cycle is “Engage.” In this phase, recruitment agencies should work to engage the talent that is already in their database, as well as new candidates, with the right message, at the right time, for the right opportunities. The goal is to increase the conversion of your existing talent pool to ultimately save time and lower the cost of talent acquisition.

Cleaning data to effectively communicate with talent: For Ethan Allen, the first step to effectively engaging with their talent was cleaning their data. Without accurate, up-to-date candidate information, they knew it would be impossible to systematically engage with their talent. So, the team partnered with Barclay Jones to evaluate the status of their data and get it cleaned up.

“We didn’t even realize how bad our data was until they pointed it out,” said Domenico. “For example, when we were starting to look into Semantic job matching, we realized that candidates weren’t required to fill out two of the fields on our job requisition forms. They were listed as optional, but having that candidate information is imperative to making the whole process work. So, Barclay Jones showed us three different automations and we got those up and running immediately.” Now, if one of Ethan Allen’s recruiters forgets to fill out a field when screening a candidate, they get an automated notification to go back and code it properly. Having up-to-date  information enables the team to accurately identify what candidates are a good match for open roles.

Contacting available candidates with relevant roles: Ethan Allen has also set up regular automations to engage with their available candidates, and help them get placed. “We’ll send our available candidates a survey every 30 days asking questions that will give us a better chance of getting them placed. We ask if they’re still looking for work or to make sure we have their most up-to-date resume on file,” said Anderson. “We want to make sure that everything is updated for them, so we’re only contacting them with roles that could be a potential fit.” By using these engagement automations, Ethan Allen went from engaging with 33% more contacts in a 30-day period.

The final stage of Connected Recruiting is “Nurture.” During this phase, you can proactively nurture talent throughout their assignment so you can easily engage them for their next role. This increases your ability to extend a candidate’s assignment or redeploy them in a new role in the future.

Connecting with candidates on assignment: Ethan Allen has set up a date-based automation to ensure they are checking in with their candidates on assignment. When a candidate starts a new role, an automated notification is sent to their recruiter on their first and second days of work. After that, a notification is sent every seven days. “This notification is a reminder for the recruiter. The recruiter is then expected to follow up with a phone call to either the client or employee to check in and see how everything is going,” said Domenico. “We have automated the reminders, but we want to automate the check-ins as well. That is on our to-do list.”

Securing candidate and client feedback: In addition to automating check-ins with candidates on assignment, the Ethan Allen team is planning to automate feedback surveys at the end of a candidate’s assignment. “At the end of a placement, we want to automatically secure feedback from both the candidate and client. That way, we’ll get an understanding of what the candidate did and did not like in order to properly redeploy them, while understanding if they were a good fit for the client.”

While focusing on creating automations that support each phase of the Connected Recruiting life cycle, Ethan Allen has been able to save time, resulting in increased productivity across their team. During this period, using Automation, Ethan Allen increased their time saved by 204%!

Previously, most of Ethan Allen’s processes were very manual. Their recruiters had to send their candidates reminders and keep track of all of their follow up communications. With Bullhorn Automation, that is taken off of their plates. “Having automations in place frees up time for our recruiters to build relationships with candidates and clients, because they don’t have to do admin tasks anymore,” said Anderson.” We’ve set the automations up to be ‘set it and forget it.’ That has freed up so much time across the board, for everybody on our team.”

The next stage in the Connected Recruiting life cycle is “Engage.” In this phase, recruitment agencies should work to engage the talent that is already in their database, as well as new candidates, with the right message, at the right time, for the right opportunities. The goal is to increase the conversion of your existing talent pool to ultimately save time and lower the cost of talent acquisition.

Cleaning their database to remain GDPR Compliant: NTIATIVE has focused their attention on engaging candidates through their GDPR campaign. With GDPR, the team is legally obligated to clean their database every 12 months. They need to confirm that they have permission to contact their candidates with marketing emails. NTIATIVE needed to scale how they contacted their candidate base for these permissions. So, they partnered with the Bullhorn Customer Success team to create an automated GDPR campaign using a “traffic light” approach.

According to Corso, the first step was obtaining consent. He said, “We sent a communication to our database of 20,000 candidates, letting them know that we were running the campaign for GDPR. Everyone had the option to choose from a green, yellow, and red button. If they clicked the green button, they were giving us permission to send them our newsletter and open jobs. If they clicked the yellow button, we only had permission to send them job opportunities. Finally, If they clicked the red button, they did not want us to contact them anymore.” From there, the second step in the process was creating automated email campaigns for each segment, based on the results of the initial consent email. For example, the team sent different versions of their newsletter, based on the recipients’ GDPR responses.

“The GDPR campaign helped us get our house clean while making our legal and operations happy. Now that we have engaged with the candidates and determined the segments, the next step is to nurture those segments. However, just the fact that we can segment people and send emails in a nice format is a good win,” said Corso.

The final stage of Connected Recruiting is “Nurture.” During this phase, you can proactively nurture talent throughout their assignment so you can easily engage them for their next role. This increases your ability to extend a candidate’s assignment or redeploy them in a new role in the future.

Automating a referral program: NTIATIVE is about to launch an automated referral campaign to the talent in their database. In the campaign, the team is going to target their “silver medalists,” meaning candidates that were in the final interviews for roles, but were not ultimately chosen. “Sometimes the candidates join another company but remember us because of the great experience they had with us. In those cases, they may have their new company join as a client,” said Corso. NTIATIVE will give referral participants a €1,000 bonus for either a candidate or client referral.

In addition to the referral program and regular, automated touchbase emails with candidates in their database, NTIATIVE uses Bullhorn Automation to secure feedback from candidates in their database. This feedback comes in several forms.

Securing candidate and client feedback: One example of these feedback communications is the NPS survey. “NPS is one question that asks candidates how they would rate us on a scale from one to ten. The NPS email is automatically triggered to send to our candidates exactly two days after we mark a placement within Bullhorn,” said Corso. “We also use NPS for the clients. Every three to six months, we send our clients the NPS survey with more elaborate questions about the communication they received from their recruiter and how their overall experience was.”

Beyond NPS, NTIATIVE has built an automation to secure reviews on Google Business Profile. Every time the team fills a role for a client, the client receives a notification that congratulates them on the new employee, while asking for a recruiter review. This automation has proven to be quite successful. Corso said, “This year, we went from 20 reviews on Google My Business to 97 reviews. We also include the NPS survey in the same email, in an attempt to get both pieces of feedback at once.”

NTIATIVE’s team has focused on creating a series of well-rounded automations that touch almost every phase of the Connected Recruiting life cycle. According to Corso, these automations have improved his team’s efficiency across the board. “With Bullhorn Automation, our team’s workload has improved significantly. We are able to send an automated campaign to 120 candidates on behalf of a recruiter, requesting that they ‘Book a Meeting’ with that individual. This saves our recruiters from sending 120 emails. They just need to send us a list of contacts, and we can automate the rest!”

At the beginning of 2022, the j. David Group determined that they would need to fully digitize and automate their systems in order to keep up with demand. Co-founder and CEO Jay Webb had used Bullhorn in the past, and decided it was time to bring back that external support. By March, their team had implemented Bullhorn ATS & CRM, as well as Bullhorn Automation.

Once these systems were up and running, the team wanted a way to analyze their data and track results. By May 2022, the j. David Group decided to implement Bullhorn Analytics. “If someone approaches us and asks how long it takes for us to place a candidate, or how many candidates convert into actual placements, we want to have an answer for them,” said Webb. “We needed a strong analytics program to pull that information. That was one of the big reasons we partnered with Bullhorn.”

Looking ahead, the j. David Group is going to continue to focus on expanding the work they do with Bullhorn Analytics. They want to dig deeper into the data to be able to report on the number of candidates they have in the pipeline, the number of roles they have open, and where everyone stands in the process. “That has been eye-opening for me,” said Webb. “If we have 200 candidates in February, but realize we only have 80 new candidates in June, we will be able to identify the problem, and reallocate our team’s time to come to a resolution.”

As for their relationship with the Bullhorn team? “I tell everybody all the time how awesome the Bullhorn Support team is,” said Kerry. “I’ve never called and gotten someone that couldn’t help me or point me in the right direction. Or, if they need to look into the answer, someone has always gotten back to me immediately.” When j. David has a question or an issue that is impacting their business, Kerry said that they trust Bullhorn to get to a resolution quickly so that they can get back to work.

INSIDE Recruitment has been partnering with Bullhorn for over seven years now. Prior to Bullhorn, they utilised a system that was not fully cloud based. They faced constant outages and knew it was time for a change. At the time, Troy was “looking for a CRM that wasn’t just going to suit their needs at that particular moment, they were looking to grow as well”, at that time Troy decided to go with Bullhorn after seeing that it would help them grow and achieve their business goals.

Kate joined INSIDE Recruitment four years ago to focus on enhancing the experience of people interacting with the business. This encompassed their candidates, clients as well as internal staff. She designed a ‘Candidate Experience Framework’ but found a number of barriers to implementing it. Inputting tasks and reminders into Bullhorn for consultants required their support team to do a large amount of manual data entry, taking at least 10 minutes per set of reminders. They found due to a number of years on the system and some human error, the data integrity of the platform had diminished. On top of that, INSIDE Recruitment was using a third party survey tool, adding to their data dilemmas. Kate explained, “We didn’t know the placements the [survey] responses were connected to and couldn’t follow up on them easily. It wasn’t aligning the two worlds of data.” This is when they discovered Bullhorn Automation.

Since implementing Bullhorn Automation along with Bullhorn, INSIDE Recruitment has seen a number of positive results. Kate noted the ease at which they can “configure Bullhorn itself.” She explains further, “If you want a new field, you can create that field and then pull that through the automation as well. So you’ve basically got this infinite number of ways to use it, it’s been amazing from that perspective.” She adds, “Automation has allowed us to update the right fields for us to stay connected and nurture our talent pools, both candidates and clients.” One of the core values at INSIDE Recruitment is to be ‘refreshingly personal’. So Kate acknowledges they don’t want to automate everything and take away the human touch, rather it’s about “striking the right balance” and using automation to assist their teams in enhancing the ‘people experience’.

With Bullhorn now their single source of truth, their teams across the business are more connected. This includes their support team, consultants and the finance team. “So our finance team works really closely with our support team and just being able to bring that data together to give them important updates as well,” Kate said. Additionally with their support team freed from manual data entry, they’ve been able to form stronger connections with INSIDE Recruitment’s candidates and clients.

INSIDE Recruitment has experienced a huge amount of organic growth using Bullhorn and Bullhorn Automation. They’ve gone from about 15 people to over 40 staff over the last few years. “We would not have been able to scale up the way that we have without the use of those tools”, Kate stated. “We’ve been able to optimise the potential of Bullhorn and Bullhorn Automation to provide consistency, drive best practices and adoption, engage more with our candidates and clients whilst finding the balance between personal and automated processes and still being refreshingly personal”, Kate said.