Rupert Pearson

“I don't know where to start with recruitment automation." Recruitment automation is a game-changer, but knowing where to start can be overwhelming. I was in the same place 4 years ago. We needed a way to: - find the right candidates faster - streamline our hiring process - reduce manual work The problem? We didn't know how to begin. Tools like Bullhorn Automation cover a range of processes. But the volume of options, settings, and configurations can be daunting. As a new user, here’s how we cut through the noise: 1. Identified recruiter pain points We asked, “What’s annoying you right now?” For us, it was time spent on repetitive tasks and re-engaging top talent. 2. Gradual implementation We phased the automation in stages: - Internal notifications - Database updates - Emailing candidates & clients 3. Started a user group Each team had an automation champion. Representatives met regularly. Planned and built automation together. And learnt from each other. Monitoring progress and tracking metrics followed. Feedback from the wider team helped us tweak things. ↓ The result? We plugged easy gaps in our hiring. Recruitment processes became faster and more efficient. For example, job applicants received an instant auto-response. Before automation, someone would have done that manually. Or not at all. Something simple can make an impact. That’s where I’d start. P.S. Start small. Identify pain points → research → test → implement gradually → monitor for improvement. #automation  #recruitment #bullhornautomation  #recruitmentautomation

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How to automate your recruitment workflow: First, understand it inside out. Mapping your workflow helps to: - Identify bottlenecks - Streamline tasks - Clarify roles - Set goals Automation amplifies efficiency but also mistakes. Fix your process before automating. Increase efficiency and reduce errors. Take the time to get it right. P.S. Easiest way to do it? Pretend to be a candidate or client. Take the journey yourself. #recruitment  #automation #bullhornautomation  #processimprovement 

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Sales email templates in recruitment are terrible. Especially from recruitment automation platforms. This is how I improve them: You want to engage former clients. You pick an automation template. It will say something like: “In today's dynamic recruitment landscape, staying ahead of the curve is crucial. That's why I wanted to share some exciting insights and trends that are shaping the industry right now. By implementing [specific strategy or service], this company was able to achieve [notable outcome or improvement]. Imagine what similar results could mean for your team! Let's schedule a call to dive deeper into your recruitment goals and how we can achieve them together. Simply reply to this email, and we'll take it from there.” Awful, right? It’s giving: - dynamic synergy - leveraging insights - pivoting for ROI agility (I made those up) This is not how people talk. It reeks of bad sales techniques. Corporate jargon = bad email copy. Instead, you could say: “[First Name], I’ll keep this quick: If I said I had a few good [Category/Job Title] candidates come through. Some seasoned pros and some newly graduated talent available for immediate start. You’re probably going to tell me you’re sorted right? [Recruiter Name]” The improvement? - Short sentences - Simple language - Conversational tone It’s more likely to engage people. And generate a response from your ideal client. Avoid sales templates at all costs. They’ll cost you more than your dignity. ↓ ♻️ Repost if you found this helpful ♻️ P.S. Your sales emails should pass the “pub test”. Say it to your mate at a bar. If they turn around and say, “What the hell?!”. You haven’t passed the test. P.P.S. if you steal my email template, share your results and let me know how it works for you. #recruitment #marketing #automation  #bullhornautomation

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5 no-brainer reasons to automate surveys in recruitment: 1. Drive Google reviews 2. Improve your service 3. Address problems early 4. Trigger candidate referral schemes 5. Get a better understanding of your talent pool What did I miss? #surveys #recruitment #automation #bullhornautomation

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Do you want the good news or the bad news? Okay the bad news is - there won't be an engineering manager meetup in Copenhagen until September this year....😥 It was proving difficult as we approach summer & more people will be away on summer break etc, so we are planning an extra special event in September once everyone is back! The good news? I've got an opportunity for you. 👀 At the end of May, I will be hosting a remote roundtable event with engineering leaders to discuss the following topic: "Perfection vs Pragmatism in the Software Development process" It's a conversation that's always happening - particularly when interviewing engineers & trying to understand what their approach is. I already have two people signed up to take part in this event & would like at least another two to join us! If you would be open to taking part in this discussion, drop me a message today 😎

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If automating recruitment workflows is so important, why don’t all CRMs offer standard recruitment automations? It’s a good question. If you manage your database, you might have asked this yourself. There’s clearly a need for automation in recruitment. But other than charging for an additional product. There’s a reason why companies like Bullhorn give users so much flexibility. Each agency is unique: - Its processes and workflows - The language it uses - How it engages with its community You want to automate YOUR process. Custom and bespoke automation are critical to maintaining and enhancing your brand. You differentiate yourself from your competitors. Your recruitment process feels like yours. Not some other agencies. You can learn how other businesses do things. But if you want to set yourself apart. And not be like everyone else. You don’t want standard workflows. ↓ ♻️ Repost if you found this helpful ♻️ Follow for more tips on how to optimise your recruitment automation. P.S. Don’t get me wrong. Sometimes standardised automation is fine. Try to make the content sound more like your company where you can. #bullhorn  #recruitment  #automation  #recruitmentautomation 

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The biggest mistake you’ll make in recruitment: Ignoring tech adoption. Many agencies have Bullhorn Automation. But they aren’t using it effectively. These 5 things change everything: 1. Audit current processes and identify bottlenecks 2. Invest in expert advice to optimise your CRM 3. Train recruiters on automated tools and processes 4. Implement targeted automation to reduce busywork 5. Monitor and adjust based on real data Automation isn’t just about: - Hiring efficiency - Enhancing the candidate/client experience - Improving data health Sure, they’re important. But if your team can’t embrace change. Automation will never have an impact. P.S. How do you encourage tech adoption in your team? Let me know in the comments. #recruitment  #automation  #bullhornautomation 

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Do you know how the "Software Education Blues" is affecting your business? Have a look at this article that was put together by Zachary M..

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Is your job offer tempting or off-putting? 🛑✋ Skimping on job offers might look like a way to save money at first glance, but there's more to it. In today's competitive job scene, a low offer pretty much tells someone "We don't value your skills," and that can sting. 🐝 Let's face it: job seekers talk to each other. They leave comments on sites like Glassdoor and spread the word if they think a company's not paying enough. If your business gets known for low paying offers, expect the really good talent to avoid you. They want bosses and businesses who show they understand their value and match it with what they offer. 💼💰 And those who say yes to a low offer? They're usually already scouting for a better deal - this means you get people coming and going all the time, which messes up teamwork and slows down work. That's not just frustrating; it costs you in the end. 🔄 But there's good news. Businesses that make fair job offers end up winning. They are the ones growing strong, loyal teams and earning great reputations in their industry. They draw in talent, keep it, and flourish. So we've got to wonder, do our job offers truly show we value our employees? 🌟🤝 #EmploymentEtiquette #JobMarket #TalentRetention

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If you work in Recruitment Operations, we're here to make your life easier. Come and check out what we've already got waiting for you on the platform Sign up in the comments

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Don't bury your head in the sand about salaries 🫣 If you're hesitant to include salary span in job ads, you're not alone. According to a survey from Jobbland, only 31% of corporate leaders and recruiters are positive about making salaries visible in the ads. But you can't bury your head in the sand. The directive on pay transparency has been adopted in the EU and will be implemented in Sweden – but how we are to interpret it will be presented in May. I personally believe that transparent pay in job ads will benefit everyone. Regardless of the outcome of the directive, open salaries can lead to significant improvements, especially in recruitment processes. I think the benefits can be significant: 💡 Salary helps candidates decide if the role is right for them before they apply. According to Jobbland's survey, salary is one of the top three most important criteria when choosing a job. 🌪 A job ad is a marketing tool for your company – and here, transparent salary has a direct impact on the results of this marketing. Having salary span in the job ad helps you to create a greater demand for the position on offer. 🔮 Especially now, before the EU directive on pay transparency takes effect in Sweden, including salary ranges in job ads is a great way to stand out from the crowd of employers to reach the most suitable talents.

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Recruiters using Bullhorn Automation: What’s one thing you’d like to learn more about? Comment below. I'll write about it next week. → Follow to keep me in your feed. P.S. if I haven’t replied to you, it’s cause I had minor surgery last week and me brain is a wee bit tired 😴 P.P.S northern hemisphere friends, have a fun time at Engage this week! #bullhornautomation #recruitment #automation #bullhorn

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Ask yourself these 3 questions before you activate any recruitment automation: 1. Does it have a clear outcome? 2. Does it target a specific person? 3. Does it motivate someone to take an action? If the answer to all 3 is no, go create something else. #recruitment  #automation #recruitmentautomation 

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Happy Friday People! ✌🏾 Sun is shining(kinda), the market is on the up and the euros are about to start, but despite that, I’m unfortunately still hearing so much negativity around bad candidate experience 😣 We all know there is still a surplus of candidates in the market/it’s a buyer's market right now ⚖️ What was always to be expected was that the balancing of the scales would take a long time ⏱️ But there are other things that I never expected to see: Candidates being ghosted at every stage of the process form application to offer 👻 Roles/Offers being pulled due to lack of budget ⛔️ Businesses getting stuck in a never-ending ‘recruitment paralysis’, constantly having more applicants than they can manage and ultimately getting themselves stuck and going around in circles 🔃⚡️ It’s been a tough as hell market and I get there are more candidates than there’s ever been to pick from, but we cannot keep treating people like this 🙅🏽‍♂️ Candidates are busting their guts every day to try and find a role and the last thing they need in this already tough market is falling victim to completely avoidable incidents 🙄 So if you’re a hiring manager, internal recruiter, agency recruiter, HR, or anyone involved in the recruitment process… Don’t hide behind internal politics⛔️ Don’t hide behind hiring managers ⛔️ Don’t hide from your screw-ups ⛔️ Tighten up your processes ✅ Work harder/smarter✅ Own up and show up ✅ If you can genuinely say you’ve done all you can, and gone above and beyond to give a great candidate experience, then we’re one step closer to shifting the scales back into balance 🙏🏾 Have a great Friday and weekend 👊🏾❤️ If this resonates, let me know some of the bad candidate experiences you’ve seen, heard or experienced over the last 12 months below 💬 #Agile #Recruitment #Candidate #Experience

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Why are junior-mid level vacancies so hard to fill? Surely a "Head of xxx" or "xxx Manager" are the tricky dickies? Not in my experience. It's the Technical Consultant. Or Junior DBA. Or the job I filled a few months back, a 2nd Line Application Support for a construction company. Whilst technical skills were important, stakeholder management was absolutely key in order to deal with a variety of users. It took me 2 months. Why? ➡️ Not as much work experience to go on, so lots more CV screening and interviewing required to establish culture fit. ➡️ Job seekers less engaged compared to more experienced people, so harder to pin down for interviews. ➡️ More susceptible to counter offers. ➡️ Unrealistic salary expectations. However when you do find the golden nugget, it's such a satisfying outcome. And in this case both the employee and manager are loving life. These are such critical hires because they're the future of the business, especially for SMEs. Interested to know what issues you have recruiting for these types of roles? Comments ⬇️ please!

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The smartest decision recruitment agencies can make in 2024: Invest in automation. Your recruiters are tired of manual tasks. Me too. I started using recruitment automation. We automate: - Assigning tasks to team members - Sending automated emails - Mass-updating fields This means you can focus on high-touch activities. Building relationships, understanding candidates, making placements. Automated workflows help me to: - save me hours - reduce human error - improve candidate experience If you are not using automation already. I’d look into it today. P.S. I use Bullhorn Automation. If you have questions, DM me. Happy to chat and share my real experiences. (They haven’t paid me to promo them!) #recruitment  #automation  #staffingautomation

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Most of the clients we partner with are looking for Rust and Golang talent at the moment. This is usually a hard requirement of at least two years in production. It's understandable why this is a hard requirement, as again most of our clients are looking for people urgently to hit the ground running, who don't need to hold hands. However, if you (a potential client or hiring manager) are using Rust or Golang and are open to speaking to people from different language backgrounds (Java, C++ etc), the talent on the market available now is beyond belief. If you can afford to be flexible with your requirements, now is a brilliant time to hire really intelligent people who (If had production experience) would probably be unattainable.

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My predictions for the future of recruitment chatbots: - Proactively contact CRM candidates or DM on LinkedIn - Improved candidate screening through text/video chat - Enhanced personalisation, based on previous chats - AI & machine learning to improve decision-making - Real-time preliminary interviews and feedback - Improved candidate engagement metrics - Advanced multilingual capabilities - Virtual career expos and events - Instant conversion analytics What are you looking forward to? P.S. I love wild speculation. It’s like a sport. #chatbot #automation #automation  #recruitmentautomation

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Feeling the same way? Recruitment today mirrors the challenges of software engineering in the past. We're flooded with messages from talented individuals seeking jobs, yet we can't always respond immediately due to the sheer volume. This echoes the experience of software engineers who once faced a similar inbox overload but lacked the time or interest to reply to all. #Hiring #JobSearch #LinkedIn Let's remember to exercise patience and understanding. While our intention is to reply promptly, sometimes it may take a little longer. As we navigate through these messages, let's maintain a friendly and respectful approach. In the bustling world of hiring, kindness is just as important as efficiency!

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