Hamish Annan’s Post

Your recruitment processes are broken. But they don’t have to be. Here are 5 ways to fix them: 1. Map your unique hiring process 2. Train your team thoroughly 3. Regularly identify areas to improve 4. Assign clear responsibilities to everyone 5. Review and refine often Get this right, and you will: - Increase productivity - Improve candidate and client experience - Reduce manual busywork → Follow for more. #recruitment  #automation  #recruitmentautomation  #processimprovement

Surface-level adoption of recruitment technology will always limit your return on investment.

I need community. The RCSA awards reminded me: If you’re like me, nobody in your team does what you do. You work in: - finances - marketing - operations - automation - administration - systems and process For me, it’s marketing and automation. Working in support roles feels isolating. We tackle complex problems solo. You develop the plan. Execute the plan. Report back to yourself on the plan. Sure, you have a supportive team. But connecting with people outside your immediate circle who do what you do is important. I’ve met the best people in this work. New connections, friends, collaborators. Why is this important? - Market awareness - Support and motivation - Learning & sharing knowledge - New partnerships & opportunities - Professional growth & development From Bullhorn user groups to LinkedIn connections and industry events. I've met people like me from around the world. It’s why I’m grateful to Aneliese Hynes, Khanh Pham, Josh McCole 🏳️🌈 and the team at Bullhorn for inviting me to the RCSA Australia and New Zealand Industry Awards. (And our top-notch tablemates from Digital Garage.) Not only a fun night. Not only meeting new people. Not only celebrating recruitment success. But feeling part of something bigger. Connection to the wider recruitment community. It’s important. Connection boosts morale. It inspires innovation and collaboration. If you feel isolated in your role. Reach out. You are part of a larger, supportive network. Seek your community. P.S. If I’m part of your community, send me a message :) P.P.S I met MC and Mother to the Nation, Hilary Barry. We are now best friends, and you should all be jealous. #recruitment #community #automation #loveyourwork

If you want to master recruitment automation, do this: - Pick an annoying manual process - Build it in automation - Repeat That’s pretty much it. #automation #recruitment #bullhorn

POV: When your recruitment automation works.

Bullhorn users with Zapier integrations: I’m in an ongoing battle with Zapier to stop duplicate candidate profiles, pictured below. (the Find Candidate step causing me grief!) If you are having problems with your integration, I’d like to chat. → DM me or comment below P.S actual conversations between me and Zapier’s support team may or may not be accurately represented in the image below.

How I send the best candidate and client feedback directly to my marketing team: Automate it. Where you have recruitment surveys, you’ll find positive feedback and testimonials: - on placement - post-interview - post-placement care - on application/rejection Social proof to boost your brand. Ready to be shared with your audience. Content your marketing team will love. I like to build this around an NPS and free-text response box: → Filter for survey NPS scores of 9 or 10 → Filter for written responses using a % symbol (A % looks for text. People might rate a 10 but not provide feedback. Useful data, but here we want quotes for marketing. This filter excludes rating-only responses.) A simple automation that builds on your existing surveys. Don’t make marketing wait for recruiters to pass on this information. Let automation take care of your best feedback. → Follow for more automation and marketing use cases. P.S. If this is an automation you’ll try, let me know in the comments. #marketing #recruitment  #recruitmentmarketing  #recruitmentautomation

Your recruitment process is flawless, right? (does sarcasm still translate on LinkedIn) Here are 7 common sticking points costing you talent: 1. Complicated application processes 2. Little to no interview preparation 3. Ignoring candidate experience 4. Rubbish job descriptions 5. Lack of personalisation 6. Slow response times 7. No follow-up Bonus Tip: No process is flawless. I review, tweak, add, and delete things constantly. If you aren't iterating and improving your candidate experience, you're losing top talent. P.S. when was the last time you audited your hiring process? #recruitment #candidateexperience #recruitmentautomation

5 reasons to ditch manual data entry in recruitment: Manual data entry is like pushing a boulder uphill. It’s slow, painful, and reserved for Greek mythology. Here’s why it’s time to let go: 1. Time Suck You waste hours that could be spent on strategic tasks. - Business planning - Doing market analysis - Investing in skill development - Focus more on finding the right fit Streamline your data entry. 2. Human Error The best recruiters make mistakes. - Typos - Misplaced details - Forgetting to update records This leads to costly errors. Maintain data accuracy and reliability. 3. Data Management Manual processes struggle with large volumes of data. Automation can: - Improve decision-making - Handle lots of information - Access candidate & client data at scale 4. Candidate Experience Better application processes attract top talent. - Speed up your recruitment cycle - Give candidates a better experience - Enhance your brand reputation 5. Cost Efficiency Manual data entry is resource-intensive. - Reduce the need for admin support - Cut down operational costs - Increase automation ROI ↓ Switching to automation isn’t just a ‘nice to have’. It’s a necessity for efficient recruitment. P.S. Follow for more. #recruitment  #automation  #bullhornautomation #candidateexperience