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with your key vendors<\/h2>\n<p>Connect to your preferred service providers through Bullhorn\u2019s pre-integrated marketplace. Our flexible framework ensures you can rapidly onboard new partners to build a truly cohesive talent experience.<\/p>\n","block_background":"block-bg-none","block_background_video_type":"url","block_background_video_url":"","block_background_video_file":false,"block_background_image":false,"block_background_overlay":false,"unique_id":"","block_option_custom_class":"","block_animate":false,"block_option_padding":[],"block_option_hide":[]},{"acf_fc_layout":"columns","block_title":"Frequently asked questions","block_aria":"","block_subtitle":"","format":"","enable_box_shadow":false,"columns":[{"type":"accordion","wysiwyg":"","accordion_open_first_section":true,"accordion_multiple_open_sections":true,"accordion_items":[{"title":"What is onboarding software?","content":"<p>Onboarding software provides a streamlined way to onboard candidates by offering firms control over the entire onboarding process through electronic document management and tracking.<\/p>\n"},{"title":"What is the best onboarding software?","content":"<p>The best onboarding software depends on your organization\u2019s needs. Leading platforms offer features such as automated task management, electronic document signing, and personalized onboarding workflows to create a seamless experience for new hires.<\/p>\n"},{"title":"Does onboarding software offer reporting and analytics features?","content":"<p>Many onboarding management solutions include and integrate with reporting and analytics tools. These features track metrics such as onboarding completion rates, time-to-productivity, and new hire engagement, helping organizations measure and improve their onboarding processes.<\/p>\n"},{"title":"Why is onboarding software crucial for every organization?","content":"<p>Onboarding software is crucial because manual onboarding slows placements, introduces compliance risk, and creates a fragmented experience for candidates juggling multiple logins and portals. By automating document collection, e-signatures, and right-to-work checks, onboarding software decreases time-to-fill and removes manual recruiter admin so teams can focus on value-add work. A unified, mobile-first experience keeps candidates engaged through shift scheduling, time submission, and recruiter check-ins in one place. For staffing firms, this means faster placements, accurate compliance across forms and requirements, and a smooth candidate journey from offer to on-assignment.<\/p>\n"}],"icon_list_items":false}],"block_background":"bg-gray","block_background_video_type":"url","block_background_video_url":"","block_background_video_file":false,"block_background_image":false,"block_background_overlay":false,"unique_id":"","block_option_custom_class":"","block_animate":false,"block_option_padding":[],"block_option_hide":[],"bg_lower_slant_color":""},{"acf_fc_layout":"related-posts","title":"Related resources","archive":"","posts":[{"ID":84337,"post_author":"403","post_date":"2022-11-21 17:48:14","post_date_gmt":"2022-11-21 22:48:14","post_content":"","post_title":"Build your talent community with Connected Recruiting","post_excerpt":"","post_status":"publish","comment_status":"closed","ping_status":"closed","post_password":"","post_name":"connected-recruiting","to_ping":"","pinged":"","post_modified":"2024-11-01 16:07:52","post_modified_gmt":"2024-11-01 20:07:52","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.bullhorn.com\/?page_id=84337","menu_order":0,"post_type":"page","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":94131,"post_author":"403","post_date":"2024-09-25 10:55:47","post_date_gmt":"2024-09-25 14:55:47","post_content":"","post_title":"GRID 2024 Talent Trends Report","post_excerpt":"What does it take to produce a satisfied, loyal talent community? We surveyed more than 2,400 global contingent workers on their experiences working with staffing and recruitment firms in 2024 to produce this year\u2019s GRID Talent Trends Report.","post_status":"publish","comment_status":"closed","ping_status":"closed","post_password":"","post_name":"grid-2024-talent-trends-report","to_ping":"","pinged":"","post_modified":"2024-09-25 11:37:30","post_modified_gmt":"2024-09-25 15:37:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.bullhorn.com\/?post_type=resource&#038;p=94131","menu_order":0,"post_type":"resource","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":93164,"post_author":"456","post_date":"2024-07-17 09:00:13","post_date_gmt":"2024-07-17 13:00:13","post_content":"<span style=\"font-weight: 400;\">In a competitive staffing market, the experience you provide for talent can make or break your business. According to our most <\/span><a href=\"https:\/\/www.bullhorn.com\/grid\/grid-2023-talent-trends-report\/\"><span style=\"font-weight: 400;\">recent survey of over 1,000 contingent workers<\/span><\/a><span style=\"font-weight: 400;\">, positive experiences at each stage of the recruitment lifecycle, from initial search to onboarding, can improve candidate loyalty by as much as 57%, offering firms a real opportunity to stand out from the crowd.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Bullhorn\u2019s <\/span><a href=\"https:\/\/www.bullhorn.com\/connected-recruiting\/\"><span style=\"font-weight: 400;\">Connected Recruiting<\/span><\/a><span style=\"font-weight: 400;\"> strategy, designed to engage talent at every step of the talent lifecycle with a combination of best practices and powerful technology, can help you adapt your talent engagement strategy to the modern era. But what does Connected Recruiting look like in practice \u2013 and what can it help your firm achieve?<\/span>\r\n\r\n<span style=\"font-weight: 400;\">To find out, Bullhorn\u2019s own Billy Davis and Susan Whalen sat down with Patty Comer, Co-founder and Principal Partner of Bullhorn customer Accrue Partners, at <\/span><a href=\"https:\/\/engage.bullhorn.com\/engage-boston-2024\/content-hub\/\"><span style=\"font-weight: 400;\">Engage Boston 2024<\/span><\/a><span style=\"font-weight: 400;\">. Comer walked us through how she and her team digitized their talent strategy, the most successful automation they\u2019ve implemented, and how she measures\u2014and celebrates\u2014her team\u2019s successes.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Read their Q&amp;A below, then check out the <\/span><a href=\"https:\/\/engage.bullhorn.com\/engage-boston-2024\/content-hub\/\"><span style=\"font-weight: 400;\">Engage Boston Content Hub<\/span><\/a><span style=\"font-weight: 400;\"> for more insights from recruitment experts.<\/span>\r\n\r\n<i><span style=\"font-weight: 400;\">This conversation has been edited and condensed for clarity.<\/span><\/i>\r\n\r\n<b>Davis: Regarding your digitization strategy, what are you most proud of?<\/b>\r\n\r\n<span style=\"font-weight: 400;\">Comer: Over time, we became a Bullhorn-first belief system. But we weren\u2019t in the beginning. It was the Wild West. We had a lot of information, but nobody could find anything. We had to be forced to advance our Connected Recruiting playbook, and the pandemic forced us to do so. We were already an <\/span><a href=\"https:\/\/www.bullhorn.com\/products\/bullhorn-analytics\/\"><span style=\"font-weight: 400;\">Analytics<\/span><\/a><span style=\"font-weight: 400;\"> customer, and we were in the early <\/span><a href=\"https:\/\/www.bullhorn.com\/products\/recruitment-automation\/\"><span style=\"font-weight: 400;\">Automation<\/span><\/a><span style=\"font-weight: 400;\"> phase, and it just exploded. We started to connect everything and become a Bullhorn-first organization.\u00a0<\/span>\r\n\r\n<span style=\"font-weight: 400;\">It is a funny little thing in the company, but you do have to be committed to the truth of the system. If I could go back and start from the beginning, I would have been married to the fields, and then I could have probably worked faster to where we are currently in the advanced stage.<\/span>\r\n\r\n<b>Davis: I'm curious how you get your internal team and your business to adopt the technologies you're bringing in. What are some of the best practices that you've seen?<\/b>\r\n\r\n<span style=\"font-weight: 400;\">Comer: We like to explore a lot of the vendors in the <\/span><a href=\"https:\/\/www.bullhorn.com\/marketplace\/\"><span style=\"font-weight: 400;\">Bullhorn Marketplace<\/span><\/a><span style=\"font-weight: 400;\">, and then we decide who we're going to use and where it fits into the sales or revenue side. Does it fit into delivery? Does it fit into the back office? Or does it fit into something else? For us, that \u201csomething else\u201d is reputation management, branding, and marketing because we all know that how we're represented on the internet matters. So those buckets were really important to us with all of our tech partners.\u00a0<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Then, we choose to adopt or implement across the whole company or choose segments to try new things. We have six lines of business. Sometimes, if a division isn't as busy, we\u2019ll try something new there. Right now, for example, I'm willing to experiment in the technology division because they're not slammed. I cannot go to my accounting team right now \u2013 because accounting is white hot \u2013 and implement something with them. So we try to decide where it's best, tweak it, and manage adoption.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">And we celebrate. So, if you have something going well, it's no different than closing a deal or a placement. We celebrate doing good work in our Connected Recruiting playbook. So if someone gets an amazing <\/span><a href=\"https:\/\/www.bullhorn.com\/marketplace\/great-recruiters\/\"><span style=\"font-weight: 400;\">Great Recruiters<\/span><\/a><span style=\"font-weight: 400;\"> review, I'm standing up like, \u201cLook at this!\u201d We do try to celebrate the successes in the technology stack.<\/span>\r\n\r\n<b>Whalen: When we last met, you were determined to measure ROI from automation. To initiate that process, you built an automation task force. How did you arrive at that decision?<\/b>\r\n\r\n<span style=\"font-weight: 400;\">Comer: It started because I was frustrated that I was the only one who knew what was going on. I had one person driving automation. I knew staffing, and he knew tech. He implemented all these things that automation could do, but I could never understand what we were winning.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">I wanted to look at our tech stack, figure out what's working, what we can measure, who's bringing home real dollars, and let's get out of one person owning automation. Let's get somebody from delivery on the team. Let's get someone from sales on the team. Let's get someone from the back office on the team. Let's get someone from marketing on the team. And then we all got together and started to get out of our Excel spreadsheet and get into something that works.\u00a0<\/span>\r\n\r\n<span style=\"font-weight: 400;\">We contacted Bullhorn and said, \u201cLook, we're struggling. We have a lot of your partners. We've got so much that looks fabulous, but we don't know what's working. I want real, measurable information.\u201d So they came in, we put together a list of pain points, and we had a session and said, \u201cWhat are we doing right? What are we doing wrong?\u201d We started narrowing it down. One of my core values is to slow down to speed up. We needed to take a breather. Because the market at the time was slow, we asked ourselves, \u201cWhy not now?\u201d And so we took a breather, looked at everything, and started measuring.<\/span>\r\n\r\n<b>Whalen: Speaking of measuring, you implemented one automation that was targeted at re-engaging candidates who were highly qualified but passive. What were the results?<\/b>\r\n\r\n<span style=\"font-weight: 400;\">Comer: We have 997,874 candidates in our system, so we had to do some basic maintenance. We went through and found candidates that had no activity \u2013 they applied online, but they weren\u2019t a fit, so no one called them. We did an automation that said, \u201cHey, we worked with you, but we haven't heard from you in three years. We are interested in supporting your career. Would you like to work with us? If so, please update your email and phone number and send us a resume.\u201d\u00a0<\/span>\r\n\r\n<span style=\"font-weight: 400;\">We ended up adding 2,000 new people to the system. We conducted 732 pre-screens, 218 of which were submitted, and 38 client interviews. We made 11 placements, or $250,000 in billings, all using a Bullhorn-first philosophy.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Now I have something I can measure. That has been a mindset shift for me. It really comes from how hard these last couple of years have been for all of us. You need to make sure that what you measure matters and that the clients are measuring us for performance. We should be measuring our systems to get the financial output we need to advance.<\/span>","post_title":"Connected Recruiting in practice: How to transform your talent engagement strategy","post_excerpt":"","post_status":"publish","comment_status":"closed","ping_status":"closed","post_password":"","post_name":"connected-recruiting-in-practice-how-to-transform-your-talent-engagement-strategy","to_ping":"","pinged":"","post_modified":"2024-07-16 17:34:01","post_modified_gmt":"2024-07-16 21:34:01","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.bullhorn.com\/?p=93164","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":95012,"post_author":"519","post_date":"2024-12-03 09:00:34","post_date_gmt":"2024-12-03 14:00:34","post_content":"<span style=\"font-weight: 400;\">As part of <\/span><a href=\"https:\/\/www.bullhorn.com\/grid\/2024-talent-trends\/\"><span style=\"font-weight: 400;\">Bullhorn\u2019s 2024 GRID Talent Trends Report<\/span><\/a><span style=\"font-weight: 400;\">, we surveyed nearly 2,500 people who have worked with staffing firms in the last five years on their attitudes on the recruitment process, working with staffing firms, the use of AI in hiring, and more. Some of their differences in opinion varied across generational lines \u2013 and in surprising ways.\u00a0<\/span>\r\n<h3><b>Younger candidates need more deliberate engagement and support<\/b><\/h3>\r\n<span style=\"font-weight: 400;\">Gen Z candidates are less likely to work with recruiters, less loyal to staffing firms, and more likely to be overwhelmed by the process. This may simply be because they are newer to the working world, but it may also be because they need to be engaged and supported in a different way than the generations before them.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">For example, when candidates who were dissatisfied with their recruitment experience were asked where the process broke down, 46% of Gen Z candidates were unclear on the steps to follow to apply to jobs and 39% felt there wasn\u2019t enough communication in the interview process. By contrast, the top reasons for dissatisfaction among Gen X and Millennial candidates related to the application process being too long and the interview process being too slow. Firms looking to engage Gen Z candidates may need to think about ways to better map out recruitment processes and support them every step of the way.<\/span>\r\n<h3><b>Gen Z is the least likely to work with staffing firms<\/b><\/h3>\r\n<span style=\"font-weight: 400;\">Only 34% of Gen Z candidates choose to work with staffing firms as they look for jobs, as opposed to 43% of Millennials and 56% of Gen X candidates. This may reflect their career stage, or it may be that older candidates are less comfortable with online recruitment resources. But it does offer an opportunity to engage the remaining two-thirds of younger talent by marketing recruitment services to them in ways and channels that specifically target them.\u00a0<\/span>\r\n\r\n<img class=\"aligncenter wp-image-95013\" src=\"https:\/\/www.bullhorn.com\/wp-content\/uploads\/2024\/12\/Gen_Diff_Graph_A@2x.png\" alt=\"\" width=\"1200\" height=\"797\" \/>\r\n\r\n<span style=\"font-weight: 400;\">Like their older counterparts, Gen Z candidates rank finding the right job and faster placement as their top priorities. These expectations provide an opportunity for recruiters to prove their value compared with online job boards or gig platforms. And delivering an excellent recruitment experience could mean keeping talented, young candidates in your database for literally decades.<\/span>\r\n<h3><b>Communication and speed drive candidate loyalty for all generations<\/b><\/h3>\r\n<span style=\"font-weight: 400;\">Candidate loyalty increases with age, with Gen X employees being the most likely to continue working with their current staffing firm.\u00a0<\/span>\r\n\r\n<img class=\"aligncenter wp-image-95014\" src=\"https:\/\/www.bullhorn.com\/wp-content\/uploads\/2024\/12\/Gen_Diff_Graph_B@2x.png\" alt=\"\" width=\"1200\" height=\"659\" \/>\r\n\r\n<span style=\"font-weight: 400;\">These numbers aren\u2019t bad, but there are a number of easy levers to pull to drive up the number of candidates who would keep working with your firm \u2014 and the good news is that they are all well within your control.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">For Gen Z, the biggest boost comes when staffing firms offer reskilling or upskilling programs and they take advantage \u2014 83% of these candidates would keep working with the same firm. And communicating more than once a week drives Gen Z loyalty up to 82%.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Millennials also respond well to communication more than once a week and reskilling programs, with 89% candidate loyalty for each. But they also really value redeployment efforts, with 87% loyalty among candidates who said their recruiters reached out with potential new assignments before their last one had ended.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Gen X candidates saw the biggest leaps in loyalty in response to recruiter actions in a number of areas. 93% would continue working with a staffing firm when they receive communication more than once a week, 90% if they are offered new assignments before the last one has ended, 86% if onboarding is automated, and 87% if they are satisfied with job fit.\u00a0<\/span>\r\n\r\n<span style=\"font-weight: 400;\">The message is clear: candidates want frequent communication, the opportunity to enhance their careers, and easy processes. Gen Z may offer the greatest opportunity for candidate engagement as they start at the lowest baseline for loyalty to their firm.<\/span>\r\n<h3><b>Comfort with AI actually increases with age<\/b><\/h3>\r\n<span style=\"font-weight: 400;\">Older candidates are more likely to know that their recruiters are using AI-powered tools and agents in their job search, and they are very willing to take advantage of these tools if it gets them in the right jobs, faster.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">84% of Gen X candidates are willing to work with an AI-powered recruiting assistant if it speeds up the process \u2014 as opposed to 82% of Millennials and 79% of Gen Z. And they report that they are already seeing the value of AI in their recruitment experiences. Again, this increases with age.<\/span>\r\n\r\n<img class=\"aligncenter wp-image-95015\" src=\"https:\/\/www.bullhorn.com\/wp-content\/uploads\/2024\/12\/Gen_Diff_Graph_C@2x.png\" alt=\"\" width=\"1200\" height=\"797\" \/>\r\n\r\n<span style=\"font-weight: 400;\">Across the board, comfort with AI in recruiting rises with age \u2014 good news since AI is likely to be the single most effective way to deliver the placement speed and process optimization that candidates want.<\/span>\r\n\r\n<img class=\"aligncenter wp-image-95016\" src=\"https:\/\/www.bullhorn.com\/wp-content\/uploads\/2024\/12\/Gen_Diff_Graph_D@2x_V2.png\" alt=\"\" width=\"1200\" height=\"797\" \/>\r\n\r\n<span style=\"font-weight: 400;\">Overall, the survey responses show that Gen X candidates in particular are willing to use whatever tool gets them placed faster and more accurately. For both Gen X and Millennials, the top priorities are delivering value and providing what they need. Interestingly, Gen Z candidates, although still largely comfortable with AI, are more hesitant than older candidates. Perhaps growing up with so many online tools has made them wary \u2014 or perhaps it means they have higher standards for what AI needs to provide in order to deliver real value.\u00a0<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Either way, the firms that think about these generational differences as they work with candidates, and especially as they deploy more AI-powered tools and agents, are the ones that stand to gain the greatest competitive advantage.<\/span>\r\n\r\n<hr \/>\r\n\r\n<em>Learn more about AI-powered recruiting by visiting <a href=\"https:\/\/www.bullhorn.com\/ai\/?LS=Website&amp;LSD=Blog&amp;LA=2024gridtalenttrends&amp;LAD=2024gridtalenttrends&amp;utm_source=blog&amp;utm_medium=website&amp;utm_campaign=2024gridtalenttrends\">bullhorn.com\/ai<\/a>.<\/em>","post_title":"How do you really engage with Gen Z talent?","post_excerpt":"","post_status":"publish","comment_status":"closed","ping_status":"closed","post_password":"","post_name":"how-do-you-really-engage-with-gen-z-talent","to_ping":"","pinged":"","post_modified":"2024-12-03 10:23:57","post_modified_gmt":"2024-12-03 15:23:57","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.bullhorn.com\/?p=95012","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"block_background":"block-bg-none","block_background_video_type":"url","block_background_video_url":"","block_background_video_file":false,"block_background_image":false,"block_background_overlay":false,"unique_id":"","block_option_custom_class":"","block_option_padding":[],"block_option_hide":[]},{"acf_fc_layout":"global-block","block_group":73561}],"_links":{"self":[{"href":"https:\/\/www.bullhorn.com\/wp-json\/wp\/v2\/pages\/95210","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.bullhorn.com\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/www.bullhorn.com\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/www.bullhorn.com\/wp-json\/wp\/v2\/users\/403"}],"replies":[{"embeddable":true,"href":"https:\/\/www.bullhorn.com\/wp-json\/wp\/v2\/comments?post=95210"}],"version-history":[{"count":5,"href":"https:\/\/www.bullhorn.com\/wp-json\/wp\/v2\/pages\/95210\/revisions"}],"predecessor-version":[{"id":105813,"href":"https:\/\/www.bullhorn.com\/wp-json\/wp\/v2\/pages\/95210\/revisions\/105813"}],"up":[{"embeddable":true,"href":"https:\/\/www.bullhorn.com\/wp-json\/wp\/v2\/pages\/58400"}],"wp:attachment":[{"href":"https:\/\/www.bullhorn.com\/wp-json\/wp\/v2\/media?parent=95210"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}