Talent Acquisition 2.0: The Easier Way to Find Talent

Turn your outdated database into a pool of future hires

Bullhorn’s Staffing and Recruitment Trends Survey asked 4,000 global recruitment agencies what their top challenges and priorities are for 2022. The answer was unanimous: talent shortage is the top challenge and talent acquisition is the top priority. But with a decreasing talent pool and the ever-increasing competition for talent, how do you get in front of the best candidates before anyone else?

Get more from the data you already have

The answer is already in your own database… Or should we say, the talent is already in your own database. By making the most of the talent you already have, you can significantly lower your cost and time per hire.

The challenge, however, is finding the right candidates in your database if the information you hold on them is out of date.

Bullhorn founder and CEO Art Papas highlighted this issue during his keynote speech at this year’s Bullhorn Engage. He placed emphasis on the importance of recruiters turning their stale databases into communities in order to realise their full potential.

In practice, turning your stale database into a community means making sure the information you hold on candidates is up to date. By doing this, you’ll be able to find the right talent for each role more quickly. And in turn, that will enable you to maximise the value of every candidate interaction.

The problem is, of all the candidate data in the average recruiter’s database, 85% is outdated, and the average profile is missing the two most recent job titles. That results in recruiters using less than 4% of their database when they create a shortlist.

By and large, databases are out of date because information becomes outdated quickly. A CV or profile is only correct at the time it’s created and for a very short period of time thereafter. This is because candidates don’t regularly update them. According to a survey by Monster, 39% of people shelve their CVs once they’re comfortably employed and 7% of people can’t remember the last time they even touched their CV.

So how do you solve this problem?

A common solution is to get your recruiters to manually update the candidate information in your database. 

However, your recruiters are not administrators, they aren’t good at data entry. Their skills and true value lies in building relationships with your talent. So deploying them in database maintenance is not the best use of their time, and it’s not cost-effective.

This problem is illustrated by data from a Dice survey, where 44% of recruiters say they lose up to 10 hours a week on tasks that could be automated. And therein lies the most effective solution: automation.

Automatically enrich your candidate database

During his speech at Bullhorn Engage, Art Papas identified automation as the solution to the challenges facing talent acquisition in the post-COVID world. It’s why, according to LinkedIn’s Top 100 Hiring Statistics 2022, 86% of companies plan to invest in automation in the near future.

By adopting automation you can put database updates on autopilot and free up your recruiters to focus on what they are good at. Many automation solutions integrate with your Bullhorn ATS to continuously add to the information in your candidate’s profiles as and when changes happen.

PitchMe is one such integration that deals with both quantitative and qualitative data. It draws information from over 40 rich digital sources to provide an accurate and in-depth view of each candidate. And because the data in your database is correct, 100% of the profiles within it participate in matching and shortlisting.

To see how it works, book a demo with us by clicking the button below.

The bottom line

The benefits of automation are numerous, and they include lower cost per desk, increased daily revenue opportunities and more time available for your recruiters to fill more positions.

So don’t get left behind in the talent acquisition race. Switch to automation and turn your outdated database into a pool of future hires. It’s Talent Acquisition 2.0: the strategy that doesn’t actually involve finding new talent.