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quick note reference list view slideout

Learn the basics of navigating the CRM.

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Bullhorn administrators can quickly update the values that appear for fields that require a user to select from a list of options, such as drop-downs, mini pickers, radio buttons, and check boxes.

You can use Field Mappings to create multiple opportunity, job, and placement tracks that will display different fields depending on which employment type the user selects when adding the record. For example, you can have a Salary field display when adding a direct hire job/placement and Bill and Pay Rate fields display when adding a contract job/placement.

To avoid unnecessary fees, and so the user can’t log in, you should disable user accounts that were added in error or those that belong to employees who’ve left your company.

This card appears for candidates, contacts, and companies and displays a line graph representing the number of emails, both sent and received, between the candidates or contacts and your coworkers over time (either the current day, over 12 months, over 5 years, or for all time). If you click on a date on the horizontal axis, you can view the subjects of the emails for that time period and, in turn, can click on the subject to view the message body.

This card appears for both companies and contacts and displays a line graph representing the number of phone calls, both inbound and outbound, between the contacts and your coworkers over time (either the current day, current month, current year, or for all time). Calls are tracked using the note types your administrator defined on the Pulse HQ Configuration page.

This card looks at the total number of contacts associated with a company and cross references that vs. who you are actually talking to to show engagement percentages.

This card appears for both candidate and contacts and, similar to the Top Engaged Contacts card, analyzes the specific candidate or contact’s tracked email activity (e.g., times of day and days of the week emails are sent, as well as the content of the emails themselves) to display the following:

Best time of day to email the candidate or contact.
Best day of the week to email the candidate or contact.
The last time someone in your corporation sent an email to the candidate or contact (“Last Contacted”).
The collective number of months/years the candidate or contact has been exchanging emails with someone in your corporation (“Relationship Length”).

This card appears for companies and displays emails from contacts that contain trigger words will appear here so that you may take appropriate action. For example, if your administrator has chosen “proceed” as a trigger word, the card will display all inbound emails containing the word “proceed” from contacts at the selected company, and you’ll be able to quickly identify what type action is required. Emails are flagged based on the trigger words you define on the Preferences page.

This card appears for contacts, companies, and opportunities and, based on both the frequency and duration of tracked email activity against either the specific contact, all contacts within the company, or the contacts on the opportunity in question, displays the following:

The last time the coworker received an email from an associated contact (“Last Contacted”).
The collective number of months/years the coworker has been exchanging emails with the contact (“Relationship Length”).

This card is especially useful for quickly determining which of your coworkers to get in touch with regarding a specific contact, company, or opportunity, as they have the most interaction with the record in question.

This card appears for both companies and opportunities and analyzes the tracked email activity with all contacts associated with the company to display the following:

Best time of day to email the contact.
Best day of the week to email the contact.
The last time someone in your corporation sent an email to the contact (“Last Contacted”).
The collective number of months/years the contact has been exchanging emails with someone in your corporation (“Relationship Length”).

This card is especially useful for determining the state of both you and your coworker’s short and long-term contact relationships.

The Change Request List gives you the ability to manage change request activity in the CRM by allowing you to easily view, filter, and sort on all of your users’ placement change requests, and navigate directly to each placement change request form where you can either approve or reject them.

Bullhorn VMS Slingshot is an advanced feature of Bullhorn VMS Access that allows you to quickly and seamlessly map and parse your candidate information (i.e., resume / CV) from the Bullhorn CRM into your Vendor Management Systems, alleviating many of the pain points that occur when constantly navigating between the two applications.

Bullhorn has a built-in job publishing functionality that allows you to post your open job orders to your social media accounts, job boards, as well as your Career Portal.

Bullhorn’s Career Portal is a customizable website that gives job seekers / candidates access to your company’s published jobs. Available with all product editions, it allows you to showcase your open job orders publicly in a clean, beautiful, easily digestible format.

To better classify candidates and jobs, users can choose from a list of categories, specialties, and skills to associate with either record type. As an administrator, you modify these lists using the Categories tool.

As an administrator, you are responsible for defining and setting up the percentage values assigned to each opportunity status (stage), which in turn calculates each opportunity’s Weighted Deal Value. You edit the statuses in Field Mappings and corresponding percentages in System Settings.

Each main record entity in Bullhorn has an Overview tab that provides a summary of the record. As an administrator, you can control the fields that display on the Overview tab using the View Layout.

The preview slideout on Bullhorn’s list views provides a snapshot of information for each record. As an administrator, you can modify the fields that display on the Details tab of the preview slideout using the View Layout.

You can create fields specific to your company by changing a “placeholder,” or custom, field in Bullhorn. For example, you could create a custom field on the contact entity to capture information such as contact type: primary, secondary, and decision maker.

As your business grows and hires new employees, you’ll likely be required to create Bullhorn user accounts for them.

With Bullhorn’s integrated Onboarding solution, you now have the ability to initiate and monitor the candidate onboarding process (both pre and post-placement) from inside the Bullhorn CRM.

Bullhorn’s integration with LinkedIn allows you to view each of your candidates’ and contacts’ LinkedIn profiles directly from their records in Bullhorn.

The Bullhorn Accelerator is a free browser extension for Google Chrome that allows you to easily capture information from the web and parse it into Bullhorn as a new or existing candidate, lead, contact, opportunity, or job.

Bullhorn for Email allows for an efficient and nearly seamless experience between a user’s ATS, CRM, and email activity. For each applicable email in your inbox, a gadget below the message body appears enabling you to quickly take action on its contents. This includes parsing records into Bullhorn, attaching files to records, and adding notes and tasks.

The placement list is where you go to view all of your company’s placements.

The job list displays all of the jobs in your corporation or department and allows you to search for jobs based on specific criteria you define. Also, you can add jobs to a tearsheet.

When someone applies to a job you’ve posted online, Bullhorn automatically creates a candidate record for them, and associates that candidate record with the job record as a web response. You can view all of your web responses from the Submissions List.

If you have automatic resume parsing enabled, there may be occasions where you’ll need to review your resume / CV parsing results to troubleshoot issues.

If the candidate accepts the offer, you (the recruiter) create a placement record.

If the interview goes well and the contact wants to offer the candidate a job, you (the account manager) change the submission status to Offer Extended.

If the client contact approves of the candidate and wants to meet them, then you (the account manager) should schedule an interview for the two of them.

The Client Submission – Once you (the account manager) approve of the candidate and are ready to send them to the client contact for consideration. Also referred to as the Sendout, or CV Sent.

The Internal Submission – Do this when you’re ready (as a recruiter) to let the account manager know you have a good candidate for their position.

A prescreen is most often your internal phone interview with the candidate, to confirm their validity, either in general or for a specific job. This should be your first step in the hiring process. You log a prescreen by adding a note with the action of prescreen.

When you perform a candidate search, your results display in the candidate list view. This means you can take all the same actions against them…
Such as composing mass mailings, creating task lists and tearsheets, submitting them to jobs, and so on.

An advanced candidate search allows you to create your own search string using comma separated values or Boolean logic.

A basic candidate search provides a form that helps you organize and prioritize your keywords by requiring them, which is for all your must-have skills, making them optional, which is useful when you have multiple spellings of a word, or similar skills and a client only needs one or the other, and finally, excluding them from your results entirely.

Contact records must always link to a company record. However, while a contact can only have one company, a company can (and often will) have many contacts.

The best way to add a job record into Bullhorn is from a contact record, as it automatically parses the contact and company’s name and address into the job record for you, reducing the amount of information you have to type.

When an opportunity has been qualified, you should convert it to a job.

The best way to add a candidate record into Bullhorn is by parsing a resume / CV. This video explains how to do so via the Resume Wizard.

Use the Bullhorn task list to keep track of your to-do items.

When you have a lead that’s been qualified, you should convert it to a contact and, if necessary, a company. If this new contact also has a potential job to fill, you should also create an opportunity.

In Bullhorn, a lead is usually a person with whom you are trying to establish a relationship. It could also be a company you are trying to work with.

The opportunity list is where you go to view all of your company’s opportunities in one place.

The most efficient way to add an opportunity record in Bullhorn is from a contact record, as it will pre-populate already existing information, reducing the amount of data you have to type.

The Lead List is where you go to view all of your company’s leads in one place.

Use the contact and company lists to manage client relationships.

Learn how to search for individual records in the CRM using Bullhorn’s Faster Find functionality.

Learn how to navigate a candidate record.