I get asked A LOT of questions about Staffing Automation.
When possible I record the questions and answers.
I will add additional answers to this post moving forward.
When I run out of space … I’ll make another post!
Have a Staffing Automation question?
Here are the best ways to ask me:
Leave a comment on LinkedIn
11 AM EST every weekday on Linkedin (Link) I post. I stick around for 30-45 minutes so that is when you’ll get the speediest response. I also hold a Staffing Automation AMA every Wednesday.DM me on LinkedIn
Leave a comment on a newsletter post
Email me Billy.Davis@bullhorn.com
Ask in dedicated Slack channel or send a Slack DM (Internal/Partners)
1/13/2022 Q&A
You can search for email fields that have null values and automate whatever you want to do with that segment.
You can search for email fields that do not have an @ symbol. Helpful to find incorrectly formatted or the N/A, TBD, type values you will sometimes find.
We also create a duplicate candidate and sales contact list and update it each night automatically for clients. Records with email addresses that exist in another record in the system already.
Yes! Put in a support request and you will get granted additional custom fields to sync in and use. As a best practice we recommend only bringing in fields that you currently use or will use soon.
Yes! In the user settings area you can enter calendar links for your recruiters. It is then useable as a merge tag that can be inserted into an email or text message. That accomplishes the first part.The 2nd part can be done by doing some customizations with ownership assignment rules to achieve the round robin ownership you are aiming for. Once that is in place you can merge in the correct owner calendar link and you are off to the races!
Yes! this is a setting that needs to be enabled on the back end. We made it that way because historically it was used incorrectly and inboxes were bombarded.
We recommend being extremely selective when using it as any high volume automations will results in a lot of emails and likely contribute to inbox fatigue.
They need an email address to appear inside BH Automation. Something intentionally done to exclude API and other users from appearing when they aren't wanted.
There are also a number of ways that you can manage ownership and ensure candidates don't get messages from certain users all controlled from the settings area.
BH Automation can read/write to hidden fields. I’ve seen that as part of a solution that works well with this. There is a lot to consider and be mindful of but I've seen it done well.
1. Make updating their information easy and able to be done via self service. Why - the more updated and complete information you have the better the matching will become.
2. Frame the recommendations as possible matches instead of perfect ones and include a fallback. Why - this makes a situation in which matches aren't right much smoother. Include a link to your job board and/or tips on how to find what they are interested in.
3. Use engagement of any sign as an indicator/alert to get a recruiter involved. Why - just knowing a former applicant or passive candidate is interested in looking at jobs is great engagement info to know. Then there is a whole host of things to do to optimize the job matching by having information in the right places and things you can do to make that happen.
Put the website tracking code on each website. Then REGEX can be used to unify some of the automatic activity tracking if desired.
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