Bullhorn is a Salesforce Summit Partner and the #1 ISV for recruitment

Since entering the Salesforce ecosystem in 2017, Bullhorn has invested significantly in building our Salesforce portfolio, including ATS, Onboarding, Shift Scheduling, Automation, Candidate Engagement, and Middle Office solutions. Over the past six years, we’ve grown from having a small group of customers on the Salesforce platform to becoming the #1 Salesforce ISV for recruitment, five times larger than our next nearest competitor on the AppExchange, supporting over 85,000 users globally every day. As a Summit Partner, the highest status available in the AppExchange program, we are fully committed to the Salesforce ecosystem. Textkernel has been mission-critical to our explosive growth on the Salesforce platform, helping our customers parse, source, and match the best candidates for roles they are trying to fill. The acquisition of Textkernel deepens our commitment to the Salesforce platform and accelerates our AI strategy.

Textkernel’s best-in-class parsing and matching technologies accelerate Bullhorn’s AI strategy for Salesforce customers

Sourcing AI has been a huge focus for Bullhorn. In today’s competitive landscape, finding suitable candidates, whether from within a recruitment agency database or externally, presents a significant challenge. Talent acquisition remains a top three priority in our annual GRID industry survey. Textkernel’s parsing technology is unparalleled, and its matching technology is used by many of the largest recruitment agencies in the world. The combination of Textkernel and Bullhorn will substantially help our Salesforce customers solve their talent-sourcing challenges.

Textkernel unlocks the next chapter of solutions we can offer Salesforce customers. By aligning our collective roadmaps and working closely with our customers, we are opening a new chapter of possibilities on the Salesforce platform for our customers. We are excited to have Textkernel join us on this journey and to welcome members of the Textkernel team into our Bullhorn family. Congratulations Gerard, Guus, and the Textkernel leadership team!

Forward together!

Jeff Neumann, SVP Product Marketing 

Accelerating Bullhorn’s AI strategy with Textkernel’s industry-leading parsing and matching technologies

In today’s competitive landscape, organisations grapple with talent and job shortages and the pressing need to swiftly fill new positions with top-tier talent. Furthermore, as Art Papas shared in his keynote at Engage Boston 2024, customers need a S.E.A. (Specific, Enormous, Actionable) of data to realise the full potential of AI. This is where the addition of Textkernel plays a pivotal role in our strategy. Textkernel’s parsing technology is second to none and will be critical to our AI strategy. Their matching technology is used by some of the largest enterprises in the world, both inside recruitment and talent acquisition. Textkernel’s Labor Market Insights solution boosts agency business development and growth strategies, a critical lever in the current job short market. The combination of Textkernel and Bullhorn will substantially help organisations solve their talent-sourcing challenges and win new business. The acquisition of Textkernel significantly accelerates our AI strategy and unlocks the next chapter of solutions we can offer customers.  

Sourcing AI is a strategic focus for Bullhorn

The recruitment industry has grown to over $600 billion in revenue globally. With growth expected to pick up in 2024, this acquisition offers a significant step forward for us to harness AI’s full potential to benefit our customers and the industry. As we shared with customers in Vision for Innovation at Engage Boston 2024, Sourcing AI is a huge investment area for Bullhorn, and we are truly excited to embark on this journey with Textkernel. We congratulate CEO Gerard Mulder, COO Guus Meijer, and the entire leadership team at Textkernel and welcome the Textkernel team to the Bullhorn family. This acquisition is a significant step forward for us, and we are committed to maximising its potential to benefit our customers. As we set our sights on the future, I’m optimistic about the impactful solutions that will stem from merging our teams and our shared dedication to advancing AI in the talent-sourcing landscape.

Please stay tuned for an upcoming webinar where Gerard and I will share more insights about how our two companies are developing industry-leading Sourcing AI solutions.

And if you’d like to learn more about what this acquisition means for our customers on the Salesforce platform, take a look at this blog from Jeff Neumann, SVP Product Marketing at Bullhorn.

Brands are living entities and need continuous maintenance, care, and reinforcement.

Back in the summer of 2020, it was apparent that the world was changing—rapidly. What worked previously to the pandemic was now in question. From a recruiting industry perspective, new business models were gaining traction, how the world worked was transforming, and the economic outlook vacillated unnervingly. But it was also apparent that this was a huge opportunity for the businesses we serve. Amidst this time of profound change, we decided that Bullhorn’s visual brand should evolve with the times, and we embarked on a project to update our website and refresh the brand.

The brand framework is the strategic backbone and foundational thinking that shapes who we are, why we exist as a company, and our brand personality. It is a perfect time to evolve and expand, update, and refresh the brand to be current, relevant, and impactful. An ideal time to reintroduce the brand to the company and a perfect time to address the opportunity in front of us.

This initiative is not a rebrand. We know who we are, and our positioning is strong. This is a brand refresh. Our core visual branding, logo, and messaging are staying the same. We’re updating and reinvigorating our styles, assets, and approaches to reflect our core value of “Being Human” in today’s world, while still maintaining Bullhorn’s design principle attributes: to be bold, clean, and crisp.

Like much of the world, we’re shedding approaches that no longer work, and embracing ideas that do.

Our goal is to create a comprehensive design system that everyone can easily use—a system inspired by recruiting and connected to our product design, a set of components and guides that are simple, distinctive, flexible, cohesive, and memorable. Using the brand framework as our guide for making visual decisions, we have crafted a set of design elements and assets that non-designers can easily use to create on-brand materials, communicate their messages, and express Bullhorn’s brand personality.

Our Bullhorn bull will remain the same. We will complement the bull with new design elements such as rounded shapes, serifed fonts, and other details that will add a new dimensionality to the bull.

We began with the circle, the most rounded form, and a shape associated with extensive meanings of origins, original perfection, etc

Next, the primary shapes of 0 and 1 were derived.

The zero and one represent the binary code that powers Bullhorn’s software and serves as other shapes’ building blocks.

The recruitment industry was our guide and inspiration. It helped focus decision-making on what shapes would best reflect Bullhorn and the recruitment industry’s story. Each shape has a specific meaning and use.

Other components of the brand, such as color, typography, illustrations, icons, and photography, received similar exploration.

It’s a new era. The world is different now. Bullhorn, at its core, is a company committed to innovation, and, therefore, is constantly evolving. So it makes sense for the visual brand to evolve as well. The Bullhorn brand refresh reflects the identity of a company that has grown alongside the dynamic recruitment industry for more than 20 years. It’s an opportunity to meet present challenges and future opportunities. The world is evolving—and so is Bullhorn.

When it comes to recruiting systems of record, buying a system is much more advisable than building one from scratch for multiple reasons – having a software partner with expertise in recruitment projects, reducing risk, and being able to deploy and get to market more quickly. However, many businesses feel they want to make their system truly their own and create a differentiation strategy through their tech stack.

We believe that there’s a hybrid approach that may be the best of both worlds – to pick a provider that allows for extensibility, deploy their product to create a faster path to value, then once you are up and running and feel you need more customisation, to build on top of it and truly make it your own. 

How Buy and Build Are Different

While the strategy you choose for your business is based on many factors, from budget to stakeholder preferences to internal resources, both buying an off-the-shelf application and building your own have advantages and disadvantages that may impact your decision.

Buying

Buying a system off the shelf is the advisable strategy for recruitment businesses who want less risk and best-practice functionality deployed by proven vendors. There is an added benefit to working with a provider who looks at your business holistically instead of offering a point solution. 

Buying doesn’t mean that you cannot make a system your own, and it doesn’t mean that you cannot differentiate your services from your competitors. It is simply a strategy to minimise risk and accelerate your speed to value. There’s no point in reinventing the wheel when lots of best-practice functionality has already been built by experts and tested by the market. On top of that, buying usually means that there will be new functionality rolled out at a regular cadence, as any cloud-based software vendor worth your time will be investing in R&D and innovation. 

A vendor does more than provide software – they have the expertise they can lend to make sure your project is successful, you can negotiate support SLAs with them, and there will usually be well-defined training materials and knowledge hubs. Working with an industry expert like Bullhorn will result in a more successful project due to deep industry knowledge and expertise.

Pros and Cons of Buying a Recruitment Platform:

Pros:

• Less risk
• Transparent cost structure
• Faster path to value
• Out-of-the-box best-practice functionality
• Regular release cadence of bug fixes and new features

Cons:

• May not fit every need of your business from the beginning
• Dependent on the provider for availability, security, and performance (so choose wisely)
• If niche player, it can be difficult to find implementation partners with expertise to deploy

Building

Building your own recruitment application provides you with software that you know is fit for your business as long as you get the requirements gathering and planning done right and communicate it efficiently to the teams building the application. It also gives you the ability to drive a differentiation strategy through your underlying tech stack and be the sole proprietor of the technology. 

However, building is also a risky and costly endeavor. Enterprise projects in the recruitment space can take two or three years to complete. And like all build projects, they may run over deadlines and budget. You can get stuck building out basic functionality instead of working on what’s most important: your competitive differentiators. 

If you are outsourcing the build, you will still be dependent on your application development company. If you are using internal resources for the build, you risk the chance that they become the single point of failure, as they hold a great deal of knowledge on the entire system. 

Any cloud platform you build will still be prone to outages and downtime, and on-premise systems can’t guarantee 100% availability either, so the promise of full control is not entirely true. 

We’ve summarised the pluses and minuses of building your own recruitment application below:

Pros and Cons of Building a Recruitment Platform:

Pros:

• Tailored to your company’s needs
• The technology is proprietary
• Differentiation from competition

Cons:

• A risky approach that needs a lot of time and investment, CAPEX and OPEX
• No new functionality rollout cadence (usually)
• Overly dependent on the SI or internal resources

“Buy, Then Build” with Salesforce for a Faster Path to Value and Differentiation

We believe there’s a third and better strategy for Enterprise application development in recruitment: the “buy, then build” strategy. This is when you choose a system-of-record provider with 70-80% functionality ready and then build the rest on top, in-house, or with an external team. We strongly recommend that you phase out your project and focus on the first stage of making the rollout of the bought functionality successful first, then evaluate for the gaps in the system and only afterward start the “Build” part of the strategy. 

This approach brings together the benefits of both the buying and the building strategies – you get less risk in your deployment, a knowledgeable and tested partner, but also the ability to differentiate from competitors, truly make the system your own and responsive to the changing needs of the market and your business model. And the biggest benefit of not starting from scratch may be faster differentiation. Instead of getting stuck at the beginning stage and reinventing the wheel, you deploy the best-practice layer as-is to accelerate the differentiation stage. 

A platform that fits this strategy must be extendable through either clicks or code, but preferably both. You should also have a marketplace of other software tools available to choose point solutions and microservices that you will be able to plug into your platform. There must be open and configurable APIs to extend the system to others in your tech stack. 

The Salesforce platform fits the bill on all of these requirements, so you’re looking in the right place. It is extendable through clicks and code, has a broad marketplace in the AppExchange, as well as a host of solutions with the same data model on the same platform that would complement your recruiting system of record, like Sales Cloud or Marketing Cloud. There’s a worldwide community of Salesforce application developers and system integration providers who will have the experience needed to extend the platform if you want to outsource customisation work. 

Bullhorn for Salesforce is a recruitment-specific Enterprise-grade system of record that provides you with the recruitment-specific best-practice base layer of functionality you need to get your project up and running while allowing you to build on top of it to make it your own. As a Salesforce-based solution, it has all the same platform benefits while also being a solution created by recruitment experts. It is the accelerator to market for companies that want best-practice functionality and the ability to build on top. 

There are three releases per year where new functionality is rolled out, with bug fixes and more minor enhancements released in-between. Bullhorn also has an in-house team of professional consultants who are knowledgeable in both Salesforce and recruitment and will work with you to define your customisation requirements. 

To find out more about our Salesforce solution, contact us at sales@bullhorn.com or request a demo.

So, how can you turn your website into a recruiter? 

Choose the Right Platform for Your Recruiting Website

One of the best platforms to achieve recruiting goals is WordPress. WordPress is a user-friendly platform that provides many benefits to get you where you want to be. 

• WordPress makes design simple. Above all else, WordPress is easy to use – no coding required! You can edit pages quickly, add pages simply and maintain your recruiting blog all in one spot. There are even tools that let you use drag-and-drop options. 
• WordPress is mobile-friendly. Remember that you don’t just want to build a recruiting site that works well and looks good on desktop computers. Today, it must be mobile-friendly. Over half of all internet searches are done on mobile devices, and in many industries, job seekers are almost exclusively on mobile. WordPress sites are mobile-responsive, meaning they adjust their appearance for users on phones and tablets.
• WordPress is Google-friendly. The Yoast search engine optimisation plugin for WordPress is a leading tool for SEO effectiveness, helping you improve your organic search rankings. 

Keep Conversions in Mind 

A good-looking recruiting website isn’t enough if you’re not driving job seekers to apply or submit a resume. Often, increasing conversions is really about just telling people which step to take next.

We tend to assume that in 2021, people know what actions to take on a website, like where to go to apply now. But that’s not always the case. You must make it clear to users what you want them to do next, and that’s where calls-to-action (CTAs) come in.

Every page of your website should have CTAs. One is the bare minimum, but great designs have two or three clear CTAs per page. Use a variety of CTAs to motivate visitors and provide multiple options.

• Inline CTA. This is just a linked piece of text or an image right in the body of your content. 
• End of page. These are things like a “quick contact” form or newsletter signup.
• End of blog posts. Put call-to-action banners at the end of blog posts.
• Click-to-call or tap-to-text. Your candidates can tap this CTA, and it will initiate a call or text conversation.

Finally, the language of a CTA should be clear, concise, and action-oriented. “Search Jobs” and “Apply Now” sound a bit bland, but they are effective.

Streamline Your Recruiting Website Applications 

No one has the patience for long applications anymore. In fact, every question you add over ten increases the chances that potential candidates will abandon their application, so keep the initial form as concise as possible. Take care to eliminate any questions that ask for personal information, SSN, birthdates, etc.

Have an Effective Career Portal

Your job board or career portal should be simple for you to use (both in terms of uploading jobs and retrieving applications in your Bullhorn ATS). It should deliver a positive user experience and offer practical features that help your jobs get found. A great career portal should include:

A Strong User Experience

• Natively attractive, intuitive user interface and integration with compatible custom-designed search interfaces.
• Search by keyword, location, proximity, and up to three additional criteria of your choice
• Mobile-optimised search and apply.
• Ability to “Skip the Search” and directly submit a resume
• Option to save unlimited job searches and receive automatic notifications about new jobs

Search Engine Optimisation (SEO)

• Jobs individually for optimised search engines
• Each job has its own unique URL – on your website domain
• Jobs include Google for Jobs schema (structured data) markup

Recruiting Website Enhancement Options 

• Branding exactly matches your company website
• Search and apply widgets can be added to any page of your website
• Featured jobs can we display on any page of your site
• Each post can include a bio and contact information for the recruiter (or office) that owns that job

Social Recruiting 

• Jobs can be shared on Facebook, LinkedIn, Twitter, and other social networks.
• When shared, jobs automatically contain a featured image to brand your company.
• Jobs can be shared from within Bullhorn and direct people back to your job board.

Other Important Features of Your Recruiting Website

• Application source tracking
• Regularly featured enhancements and software upgrades included
• 24/7 help system with live support during eastern standard time business hours
• Free training for users
• Widgets for integrating the job board into any page of the website
• Ability to easily create RSS feeds and XML feeds for sharing jobs with social media for individual recruiters or other 3rd party sites
• Ability to sponsor jobs on 3rd party job aggregate sites
• Integration to promote jobs to a network of job boards and career websites
• ROI dashboards that provide analytics on job performance and costs

If You Build It (Well), They Will Come

Taking the time to incorporate the right elements into your recruiting website to make it a true recruiting destination will greatly improve your ability to get in front of quality applicants and fill your open jobs faster, even in a tight market. 

Need to Build a Better Recruiting Site?

Contact the recruiting website experts at Haley Marketing.

#1 Flexibility

One of the most significant USP’s (Unique Selling Points) of the Salesforce platform is its high degree of adaptability. The objects to be found in Salesforce can be set entirely in line with your own desires at any time. As a user you are not tied in to certain set page layouts, workflows and processes, and this makes Salesforce’s ecosystem more flexible than other similar systems on the market.

#2 Easy to manage

In line with its flexibility, another major plus point of Salesforce is that is is easy to manage. As a relatively small organization without a great deal of in-house IT knowledge, you will still be able to implement changes on the administration side. Trailheads, Salesforce’s learning programme, will train you up from user to administrator in an accessible manner. Various modules can be taken and completed with a final exam. Passing exams you will earn badges, a playful and challenging element. After completing these training sessions, you will be more or less capable of managing the system.

#3 Countless options with various apps

In addition to the clouds we have designed ourselves, Salesforce’s ecosystem also comprises applications you can purchase through the AppExchange. A major benefit compared to other suppliers, where you have to settle for integrated tooling from one and the same supplier. The AppExchange features all kinds of apps capable of supporting your processes (recruitment, sales, marketing, finance, etc.). It is often the case that these apps have been developed by experts in the relevant fields. Consider Dataloader (data import), Mailchimp (e-mail marketing), Growpromoter (NPS research) and Ebsta (integration with Gmail) for example.

#4 Standard API links

In addition to the countless apps in the AppExchange which you can integrate into your Salesforce environment immediately, there are also separate applications to which you could link up. The major benefit of Salesforce as the largest web-based platform is that a great deal of suppliers offer standard API links on Salesforce. For example, if Pardot (Salesforce’s standard Marketing Automation) does not fit your needs, then you are free to approach other suppliers for a tried-and-tested alternative, e.g. Hubspot, Act-On, Eloqua and Marketo. All of these are respectable tools that have proven themselves in the market and which can easily be linked to without being charged for extra hours.

#5 The world’s largest web-based platform

Salesforce is the world’s largest ecosystem with all the benefits this presents to its users. The platform is continuously being evaluated by users and further developed by the world’s best developers, expanding on a daily basis. Consequently, as a user you can rest, assured that you will be utilizing the most up-to-date tooling available. What is more, you will have a wide and comprehensive range of applications at your disposal.

Video

The video below will give you an impression of Salesforce’s vision of the changing market and the client and consumer approach.

Want to find out more?

Keen to find out more about the options Salesforce offers for recruitment? We will be happy to tell all by way of a personal chat or demo.

Recruiting automation 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.

Learn more in our Automation Buyer's Guide

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.

To learn more about how recruiting automation can help you increase productivity, improve redeployment rates, and fill jobs faster, check out our Automation Buyer’s Guide.

LinkedIn Hacks

1.       Short and Sweet

To increase response rates on LinkedIn InMails, keep your message to under 500 characters. Candidates don’t want to be bombarded with extensive messages from recruiters.

2.       Group Think

Want to get around common InMail limitations? Connect with groups that might be interesting to your target candidates. By connecting with a LinkedIn Group, you can send a message to a member regarding a job opportunity or simply expand your network.

3.       Also Known As…

When performing searches on LinkedIn, experiment with different ways to spell titles. For example, engineering might be listed as eng, engnr, or engineer. Also, experiment with different titles like “Leader of Engineers” or “Team Lead, Engineers” instead of the typical “CTO” or “VP of Engineering.”

4.       Diamonds In the Rough

When you search through candidates on LinkedIn, start on page 30. The people on the first three pages will be constantly inundated with recruiting emails. You’ll still find candidates that meet your search requirements — they may not have all the keywords you’re searching for listed in their profile.

5.       Search, Modify, Repeat

For your candidate searches, start with the top keywords you’re targeting. As you begin to find good candidates, search for other keywords in their resume (similar skillsets, different spellings, same company, project names). This helps to expand the search beyond the information provided by the client to target candidates you might not have brought up in the initial search.  – Wendy Kennah, Director of Recruiting, Procom

Engaging Passive Candidates

6.       Mind the Gap

Don’t focus solely on the monetary gap between a candidate’s current job and the new job opportunity. To increase a candidate’s interest, tell them that the definition of a career move is a minimum 30 percent non-monetary increase. This consists of some combination of a bigger job, a job with more impact and visibility, a job doing more satisfying work, and one that’s growing faster in terms of more upside potential.

7.       Social Hour

Don’t shy away from growing your network and connecting and building relationships with candidates. Attend professional meet-up groups that would be interesting to your target candidates. People are far more likely to respond to you if you’ve built a relationship with them.

8.       Forget Me Not

For your specific candidates, it’s important to have a quarterly outreach. Stay in contact with placed candidates and keep track of how they’re doing at their companies. If they seem unhappy and are looking to leave their current jobs, keep them on your radar when similar jobs open at another client’s company.

Sourcing Through Social

9.   Be a Twitter Heavy Hitter

Are you still using Twitter’s basic search to find candidates? Upgrade to Twitter’s free advanced search tool. Use it to find people who are talking about a particular subject in a specific location.

10.   Picture Perfect

When you connect with your target talent pool on Twitter, the first thing they notice is your profile picture and your bio. Make sure you create these wisely. Although you only have 160 characters for your bio, include your profession, interests, and something that’ll make you stand out.

11.   Be a Social Butterfly

Engage with professionals in your area via social media. Whether commenting on an article they have shared, wishing them good luck on a new role, or simply saying happy birthday, engage with these professionals to build strong connections. When you have your own positions to share, you’ll have a greater response from the candidates you have built these connections with. – Kristyn Harris, Technical Recruiter, Procom

Candidate Outreach Done Right

12.   Looking for Candidates in All the Right Places

Are you adjusting your outreach strategies based on the type of candidate you’re recruiting? Generally, active strategies such as job ads, career site listings, social media, and job fairs work well for entry-level positions, while strategies for passive candidates (direct calls and emails, networking, and referrals) work best for professional-level talent.

13.   What I Like About You

When you’re reaching out to candidates about a new job opportunity, don’t lead with it. Introduce your company and ask about their current job and career goals. People are more willing to respond to an email if it’s about them.

14.   But Wait, There’s More

Your message shouldn’t include all the information about the job opportunity. Provoking curiosity prompts candidates to respond and learn more about openings.

15.   Calling All Candidates

Give your candidates a call! You’d be surprised how few recruiters call candidates for their first outreach. Building relationships over the phone will set you apart from other recruiters.

Free Sourcing Tools

16.   Hunter and Gatherer

Use the Email Hunter extension to view the email addresses from any company website or LinkedIn profile. Now you’ll have your top candidates’ key contact information at your fingertips!

17.   Prophet Margin

While on a candidate’s social media profile, the Prophet extension will provide you with more ways to connect with the candidate, such as other social sites, blogs, email addresses, and phone numbers.

18.   Testing, 1, 2, 3

Go to mailtester.com to test the accuracy of different email addresses before you reach out to your candidates. Mailtester will tell you whether the domain and prefix are correct.

Want to take your candidate sourcing strategies to the next level? Find all our great sourcing content and candidate sourcing strategies in one place in our guide to candidate sourcing.

Sources:

1. “InMail Character Limits.” LinkedIn Recruiter Help. (2015).
2. Russell, Chris. “Update: New Limits On Messaging LinkedIn Group Members By @ChrisRussell.” SourceCon. (2015).
3. Bullhorn Talent Acquisition Team
4. Bullhorn Talent Acquisition Team
5. Bullhorn customer Wendy Kennah, Director of Recruiting, Procom
6. Adler, Lou. “8 Do’s and Don’ts for Your First Conversation With a Passive Candidate.” LinkedIn Talent Blog. (2016).
7. Zapar, Stacy. “The Future of Sourcing: 10 Tips for the Forward Thinker.” Smart Recruiters Blog. (2013)
8. Bullhorn Talent Acquisition Team
9. Cathey, Glen. “How to Search Twitter for Sourcing and Recruiting.” Boolean Black Belt-Sourcing/Recruiting. (2009).
10. Cathey, Glen. “How to Search Twitter for Sourcing and Recruiting.” Boolean Black Belt-Sourcing/Recruiting. (2009).
11. Bullhorn customer Kristyn Harris, Technical Recruiter, Procom
12. “Firms Share Their Best Recruitment Strategies.” Bullhorn Blog. (2015).
13. “Candidate Sourcing: Get More Replies to Your Contact Emails.” Recruiting.com.
14. “Candidate Sourcing: Get More Replies to Your Contact Emails.” Recruiting.com.
15. Reilly, Kate. “14 Out-of-the-box Sourcing Tips for Finding Top Talent.” LinkedIn Talent Blog. (2014).
16. Bazinet, Erin. “Top 10 Google Chrome Extensions for Recruiters.” John Leonard Blog. (2015).
17. Bazinet, Erin. “Top 10 Google Chrome Extensions for Recruiters.” John Leonard Blog. (2015).
18. Bullhorn Talent Acquisition Team

While most teams have their own method for tracking emerging laws, keeping an eye on regulatory changes is only half the battle. You also need to ask yourself, “Who does this apply to, and how will it affect our contracts?”

Below we highlight four regulations with the biggest impact on contracts and how CLM software can help:

First, What Data Privacy Regulations Need Our Attention?

• General Data Protection Regulation (GDPR): While the European Union’s GDPR isn’t new, it’s feared by many because it’s so far-reaching and known to be the toughest privacy and security law in the world. The regulation applies to any business that processes the personal data of EU citizens or residents — even if the business operates outside the EU.
  • What this means for contracts: First, you need to understand which of your clients have GDPR provisions so you can follow proper incident notification procedures in the event of a breach. You may also need to incorporate model clauses and a data processing agreement (DPA) into your contracts — and if so, don’t forget to make sure proper DPAs are in place with your sub-processing vendors.
• California Consumer Protection Act (CCPA): The CCPA, which follows the lead of the EU’s GDPR, is the United States’ first clearly defined set of data privacy laws. The landmark law was passed in 2018 and “gives consumers more control over the personal information that businesses collect about them,” including how their personal information is collected, used, and shared. Similar to the GDPR, companies have adjusted to the CCPA since it went into full effect in 2020 but are facing another challenge: Copycat laws. Dozens of states have introduced their own version of consumer privacy and data protection laws, and the ones that don’t are rolling them out slowly.
  • What this means for contracts: Make sure you include a privacy addendum in your MSA and confirm that your vendors are complying with CCPA guidelines, too. 
• Setting an American Framework to Ensure Data Access Transparency and Accountability (SAFE DATA Act): In addition to state data privacy laws, general counsel and compliance experts should keep an eye on potential federal regulations like the SAFE DATA Act, which would take precedence over state laws. Much like the GDPR, this law would provide users rights to transparency, access, deletion, correction, and portability and require consent before processing or transferring personal data. 
  • What this means for contracts: Third-party vendors and contractors need to have language addressing their obligations for privacy controls, further contracting, and the ability to delete, correct, or provide the information they have collected on individuals. Tracking and reporting on these contractual elements will be as important as they are with GDPR and CCPA.

How Can AI-Based CLM Software Ease Regulatory Compliance?

Pinpoint Contracts at Risk

AI-based CLM software streamlines and stores contracts so that as soon as the law goes into effect, you can quickly pinpoint who this law applies to and issue an addendum to these individuals. And with the ability to mark attributes and train machine learning models to recognise attributes, it’s much easier to stay ahead of your contractual obligations to your clients.

With these intelligent CLM platforms, you can search for specific vendors, agreement types, provisions, clauses, or even specific key terms to know which contracts are at risk. 

For example: If a client requires you to gain their consent before hiring a new vendor or outsourcing work, you can mark that attribute in existing contracts and train models to recognise these obligations. Unlike manual methods of contract management, you can locate and review your affected contracts within minutes — and in turn, make it easier to stay on top of emerging laws.

Automatically Generate Addendums and Streamline Signatures

In the old days of contract management, issuing an addendum meant sifting through filing systems, pulling hard files, typing up an addendum, snail mailing copies of the document, and hoping to avoid redlines that would slow the process down further. Now, AI-based CLM software uses contract wizards to automate this weeks-long process. 

Instead of manually typing up an addendum, you can generate an addendum by answering a series of questions, and the answers will automatically be entered into the document. 

For example: if the SAFE DATA Act is finalised and requires anyone who provides personal information (PI) to take a certain action, you can immediately filter all the clients that provide personal information and, within moments, issue addendums using the contract wizard. Then, third parties can securely e-sign contracts from any device, all within the platform — no other tools required.

Faster, More Organised Reporting

If a compliance investigator comes calling, you need to show them the data privacy policies you have in place — and the contractual language in your agreements pertaining to these policies — then illustrate how it maps back to regulations and compliance requirements. 

And you need to be able to do it fast. 

Luckily, AI-based CLM platforms make reporting a breeze by organising contracts in a more accessible way. For example, when you upload agreements, the platform can request information such as:

• Who is the owner of this information (or, in other words, who’s on point for this)?
• Does this document contain any PI? Or, for healthcare organisations, does this document contain patient health information (PHI)?
• Does this document contain trade secrets or confidential information?

You can check all the boxes that apply, then if there’s a data breach, instantly search for these criteria and print a report that tells you who you’re legally obligated to notify — and within what timeframe. 

Outdated software and manual contract management methods are unsustainable in today’s regulatory landscape. Schedule a demo to learn how IntelAgree can help you keep pace with regulatory changes and streamline your contract workflows. 

Reflecting on our product portfolio, we started with Professional Staffing and permanent placement. Our portfolio later even expanded to include Executive Search. And finally, with the acquisition of Sirenum, we take on one of the most challenging parts – managing assignments that are not years in duration – but hours. Together, we are solving the most operationally complex staffing-related challenges to enable firms with the broadest set of service offerings — all on the Salesforce platform.

Since 2013, I’ve watched with interest as Sirenum founders Benjamin Rubin and Josh Pines built a bold and successful business anticipating the need to provide workforce management solutions tailored to those workers whose roles are most difficult to schedule and manage those workers providing the service backbone of our economy. Like so many founders, these challenges were experienced firsthand by Benjamin in running his own staffing business. By providing a solution that has enabled hundreds of thousands of workers to manage elements of their work-life easily and autonomously, Sirenum has made a major impact on promoting candidate experience – a mission that Bullhorn shares and values deeply.

While the past year has been one of the most challenging of our lifetimes, we as a company have remained committed to helping our recruitment firm customers accelerate their path to digital transformation and harness the power of technology to be a great equaliser and enabler of human potential. We are deeply committed to empowering staffing and recruitment firms to deliver increasing value in the face of changing labor market dynamics, expanding client expectations, and increasingly serious threats of disruption from competitors. We firmly believe that the best way for our customers to serve as the trusted matchmakers in the labor market and prosper into the future is by embracing automation and candidate self-service solutions. Our acquisition of Sirenum is yet another strategic investment in these areas of focus.

Staffing and recruitment firms know that the digital economy has not only changed the way we look for work – it has changed work itself.  In addition to growing pressure from online staffing platforms that would seek to disintermediate the agency staffing dynamic with buyers of labor, recruitment firms are also facing major challenges associated with managing their workforce at scale as shift-based work becomes increasingly popular.  We have already addressed this for users of our Bullhorn platform with the recent launch of Bullhorn Connect. For our many customers using the Salesforce platform around the world, we were determined to provide a purpose-built, proven shift scheduling and workforce management solution tailored to their unique needs. With the acquisition of Sirenum, Bullhorn for Salesforce customers can leverage complex shift management and workforce management solutions in order to grow and scale their businesses.

This is fantastic news for Sirenum customers as well, who will now have access to Bullhorn’s global reach, technical scale, extensive support team, organisational maturity, and ecosystem of innovation. While it’s no secret that we are an acquisitive company continually looking for new investments that will unlock value for our customers and prospects, the benefit of this deep experience in integrating best-of-breed companies into our family is that we can amplify their missions and get their solutions into more hands faster. I know this is deeply important to the founders of Sirenum, as it is to us.

We’re so pleased to welcome members of the Sirenum team into our Bullhorn family, including co-founder Josh Pines, who will be joining the Bullhorn leadership team as Vice President, International Alliances to drive success for Sirenum and Bullhorn for Salesforce customers now and into the future. Hagai Shatz will continue to lead the Sirenum engineering team. Nick Gibson joins us to direct our Professional Services team members in making our product real for our customers. We have shared goals and desires to be great guides to our customers around the world and to help them transform their businesses for a new era of work and work life.

To our customers, partners, employees new and old, and friends, thank you!

– Jonathan Novich, SVP Product, Salesforce