Get to your best candidates faster by leveraging Screening Questions

There’s no doubt that the Screening Questions module is one of the most powerful features contained in the Hirebridge platform.

Did you know that each job can contain its own screening questions, which allows you to deeply profile your candidates regarding their qualifications based on the position they’re apply for. You can tag specific responses as qualifiers and dis-qualifiers, as well as assign point values to each response.

This module provides you with a powerful “virtual assistant” that helps you segment out candidates that meet your minimum criteria, as well as being able to weight those that are most qualified.

Question Set

If you’re not leveraging the power of the Question Sets module, or need any help setting them up, send an email to support@hirebridge.com and we’ll be happy to assist.

Can H.R. Managers Think Like Economists? They Need To

Via Forbes …

Deloitte just released its Human Capital Trends 2013, a year-long research effort which looks at talent and leadership trends around the world.

The research explains why talent and leadership gaps have become the top business challenge this year. We are now in a world of uneven economic growth with lagging skills and the need to build new leaders in many countries around the world.

Click here to read the entire article >>

Introducing Closed-Loop, Frictionless Feedback.

One the most common and frequent challenges we hear from recruiters is getting managers to review candidates and provide feedback to them. Often times, there is a breakdown in communication during this process, which becomes an obstacle to everyone involved.

We’ve been hard at work studying how to address this need from every potential angle, and to devise a solution that “feels” and “acts” natural — something that recruiters and managers alike will embrace to help them be more productive and reduce their workloads.

We call it, Closed-Loop, Frictionless Feedback.

Frictionless Feedback

It’s really quite simple in its approach, yet incredibly powerful, flexible and complex in its abilities. The key benefits are as follows:

  • Natural process that takes little to no training
  • Recipient does not need to log in to provide feedback
  • Feedback can be collected from single or multiple recipients
  • Point values can be assigned to specific responses
  • Specific responses can be tagged as qualifiers and dis-qualifiers
  • All activities are logged at the user and candidate level
  • Ability to automatically disposition candidates based on specified criteria
  • Comprehensive reporting and compliance tracking

We’re excited to help every company and organization leverage this incredible and unique component to streamline their recruiting process, so send an email to support@hirebridge.com and we will provide you with complete details.

The Worst Way to Reject a Job Candidate

Via Mashable …

A study by online job site CareerBuilder found that candidates who had a bad experience when applying for a position are less likely to seek employment at that company again. They are also more likely to discourage friends and family from applying or even purchasing products from that company. Overall, more than one in four workers have had a bad experience when applying for a job.

Click here to read the entire article >>

Why you can’t afford to resist the cloud

Excellent article concerning the importance of leveraging computing in the cloud to automate processes, streamline operations and reduce costs.

Recruitment Genius is what I would call a classic frictionless enterprise story, finding its niche by using the cloud to take friction out of the recruitment process — its service posts a company’s job ads to a tailored selection of online job boards, filters the responses and provides an online applicant tracking system where recruiters can sort the CVs and arrange interviews.

Click here to read the entire article >>

Looking to automate your job postings to social media sites? Hirebridge has you covered.

Most recruiters are well aware of the need to promote their open job positions to social media sites, especially Twitter and Facebook.

Unfortunately, this process requires a number of manual steps including copying and pasting urls, using link-shortening services, logging into to separate social sites, etc. In short, it’s a bit of a pain, but well worth the time.

There are services that can reduce the number of steps involved, however, they are costly and require contractual obligations that are unfavorable to many companies. Their ROIs are unknown as well.

Hirebridge is always looking for ways in which we can help make recruiters’ lives easier, especially when it comes to reducing their workloads and cutting down on manual, repetitive tasks. We’re also always looking for ways to help companies reduce their expenses and gain quick returns on their investments.

That’s why we’re thrilled to introduce Hirebridge SocialPost, which fully automates the process of posting jobs to Twitter and Facebook (and more coming soon), further allowing recruiters to focus on doing what they do best: recruit!

It’s currently in beta testing, so if you would like to try out, send an email to sales@hirebridge.com or call us at 1-954-688-3854 ext 2, and we’ll fill you in on the details.

3 steps for building an extensive talent pipeline

Via VentureBeat …

Finding and keeping good talent can be a difficult task in any industry, but in the New York online ad market (where we compete) it’s especially challenging, as the sheer number of “cool” companies in the space makes it highly competitive from a recruiting standpoint.  Over the years I’ve learned a lot about what it takes to find and nurture good talent. The bottom line is something you probably already know: The right people can drive growth for almost any business.

Click here to read the entire article >>