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.

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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.

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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 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.

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How to get a job at Google, interview questions, hiring process

Via Don Dodge on The Next Big Thing …

The Google hiring process is designed to hire the most talented, creative, and articulate people in the world who will be the best fit for Google. The Google culture is different. You notice it the moment you walk on campus. It isn’t for everyone, but it works amazingly well for Google. That is why cultural fit is so important. There is a lot of mystery and misinformation about the Google hiring process so I would like to give you my perspective on how it works, and more importantly, why it works.

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How Candidate Abuse Is Costing Your Firm Millions of Dollars in Revenue

Via …

A reporter from the Wall Street Journal once asked me what I thought was the greatest secret in recruiting. Such a broad question would usually cause one to ponder, but my immediate response was that abusive hiring processes cost organizations millions of dollars by turning possible customers into lifelong “haters.”

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9 things that seal the deal for hiring managers

Via CNN / Careerbuilder …

One thing about the hiring process is true: It leaves much room for speculation. Whether you got the job — or you didn’t — most job seekers want to know why. Why were you chosen over the next guy? Or, better yet, why weren’t you? Was it your experience, your attitude, your interview answers, your outfit?

We decided to ask hiring managers directly: What seals the deal when you choose to hire a candidate? Why do you choose one person over another Their answers will give you some insight as to what you should pay attention to the next time you’re up for a job.

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The job application black hole

Via …

Ever applied to a job online only to have your résumé seemingly vanish into a void?

From crafting a winning cover letter to acing an interview, landing a job is tough enough in this market. But millions of job seekers can’t even get a foot in the door as they apply to countless positions and seldom hear anything in response.

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You’ve Got Automated Referral Source Tracking!

We’re more than pleased to announce that we have just launched Automated Referral Source Tracking for all Hirebridge accounts. As with everything we do, this new module is distinctly “Hirebridge” in nature, meaning, it’s incredibly easy to use and it works passively with just about no work needing to be done on the part of candidates or users.

Most applicant tracking systems do not have auto referral source tracking because it’s really hard to do and it is cumbersome to implement. Those that do have it typically require users to generate site-specific tracking codes that need to be placed in external postings. We think those are bad ideas and require too much manual labor, so we’ve automated the process and made it ridiculously easy to implement. Simply log in to your Hirebridge account, click on the Administration tab and look for the Automated Candidate Referral Source Tracking Maintenance link.

If you need any help setting this up, send an email to and we’ll get back to you promptly with details.