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Don’t Expect Job Seekers to Complete Your Long Employment Application

While you have the best of intentions when it comes to improving your employer’s hiring process and better engaging job seekers, if you’re being honest, you’ve let a few excuses keep you from taking action to attract more applicants and retain employees. Don’t let excuses like the global pandemic continue to immobilize you from taking action to hire top talent now.

One of the common excuses we at ExactHire have seen lately is when prospective clients assume that they don’t need to shorten their employment application because a higher unemployment rate will ensure they still receive plenty of eager job seekers–regardless of a job application’s length. They do need a job after all, right?

This is the second video in a series about identifying the excuses we often hear and the strategies that ExactHire has the experience to know make a difference in your hiring success.

Long Job Application | Hiring Process Improvement

Video Transcript:

Hi, I’m Jessica Stephenson with ExactHire, and I’m here to share my latest “no excuses” video for those of you looking to fine tune your hiring processes for better job seeker engagement. And even though it can be tempting to use the pandemic as your excuse for waiting on those unemployed job seekers’ applications to roll in…your employment competitors already know that you can and should do more to engage future employees. And, they’re taking advantage of that knowledge, too.

Excuse: If they really want the job, they’ll complete the whole application!

So here’s the next excuse we at ExactHire know that some employers have been holding onto for far too long!…. If they really want the job, they’ll complete the whole application.

Once upon a time, this was more true. And, perhaps it will be sort of true once again as economic factors continue to shift over time.

In the meantime, your organization–however beloved it is in the eyes of your community–will never be so precious that it can entice top talent to complete a 52-question job application.

The job application rate numbers don’t lie.

According to an Appcast study referenced by SHRM, job application completion rates plummet by nearly 50 percent when an application has 50 or more questions rather than 25 or fewer.

Others say the impact is worse–Indeed research suggests that employment applications with just 20 screener questions lose 40% of candidates, with abandonment rate increasing as more questions are added.

You can bet that increasingly tech-savvy and on-the-go job seekers are abandoning your laundry list of a job application as we speak…their attention is only retained if you can allow them to raise their hand of interest on your opportunity quickly.

Your job seekers…and you…deserve better!

Strategy: Trim the question fat.

So, what do you do first? The obvious initial strategy is to shorten your application. But, obvious doesn’t mean easy.

Take the time to audit your application questions and consider what really needs to be asked at the onset of your hiring process. Do you need their references on the app; or, can you get them at the interview?

Modern hiring software makes it easy to edit and preview your application to include the optimal number of questions for your organization.

Think about how your application will appear to a job seeker as you make edits and then save it as a draft before you decide to publish it.

Still feeling overwhelmed? Okay, but probably not as overwhelmed as your job seekers are when they look at your current job application? No worries, we can help at ExactHire. Check out the link below and let’s improve your job seeker employment journey together!

Schedule a demo with ExactHire now!

We’re ready to learn about your hiring process!

Check out the other videos in this series…

Long Job Application | Hiring Process Improvement
Hiring Process Improvement | High Unemployment

 

Don’t Expect Job Seekers to Complete Your Long Employment Application

While you have the best of intentions when it comes to improving your employer’s hiring process and better engaging job seekers, if you’re being honest, you’ve let a few excuses keep you from taking action to attract more applicants and retain employees. Don’t let excuses like the global pandemic continue to immobilize you from taking action to hire top talent now.

One of the common excuses we at ExactHire have seen lately is when prospective clients assume that they don’t need to shorten their employment application because a higher unemployment rate will ensure they still receive plenty of eager job seekers–regardless of a job application’s length. They do need a job after all, right?

This is the second video in a series about identifying the excuses we often hear and the strategies that ExactHire has the experience to know make a difference in your hiring success.

Long Job Application | Hiring Process Improvement

Video Transcript:

Hi, I’m Jessica Stephenson with ExactHire, and I’m here to share my latest “no excuses” video for those of you looking to fine tune your hiring processes for better job seeker engagement. And even though it can be tempting to use the pandemic as your excuse for waiting on those unemployed job seekers’ applications to roll in…your employment competitors already know that you can and should do more to engage future employees. And, they’re taking advantage of that knowledge, too.

Excuse: If they really want the job, they’ll complete the whole application!

So here’s the next excuse we at ExactHire know that some employers have been holding onto for far too long!…. If they really want the job, they’ll complete the whole application.

Once upon a time, this was more true. And, perhaps it will be sort of true once again as economic factors continue to shift over time.

In the meantime, your organization–however beloved it is in the eyes of your community–will never be so precious that it can entice top talent to complete a 52-question job application.

The job application rate numbers don’t lie.

According to an Appcast study referenced by SHRM, job application completion rates plummet by nearly 50 percent when an application has 50 or more questions rather than 25 or fewer.

Others say the impact is worse–Indeed research suggests that employment applications with just 20 screener questions lose 40% of candidates, with abandonment rate increasing as more questions are added.

You can bet that increasingly tech-savvy and on-the-go job seekers are abandoning your laundry list of a job application as we speak…their attention is only retained if you can allow them to raise their hand of interest on your opportunity quickly.

Your job seekers…and you…deserve better!

Strategy: Trim the question fat.

So, what do you do first? The obvious initial strategy is to shorten your application. But, obvious doesn’t mean easy.

Take the time to audit your application questions and consider what really needs to be asked at the onset of your hiring process. Do you need their references on the app; or, can you get them at the interview?

Modern hiring software makes it easy to edit and preview your application to include the optimal number of questions for your organization.

Think about how your application will appear to a job seeker as you make edits and then save it as a draft before you decide to publish it.

Still feeling overwhelmed? Okay, but probably not as overwhelmed as your job seekers are when they look at your current job application? No worries, we can help at ExactHire. Check out the link below and let’s improve your job seeker employment journey together!

Schedule a demo with ExactHire now!

We’re ready to learn about your hiring process!

Check out the other videos in this series…

Long Job Application | Hiring Process Improvement
Hiring Process Improvement | High Unemployment

 

High Unemployment is Not an Excuse to Avoid Hiring Process Improvement

I’ve seen a lot of change in HR technology over the past decade as well as many employer pitfalls when it comes to leveraging technology to improve the quality of hire and increase the number of job applicants.

Those employer pitfalls have really stuck out like a sore thumb this year, as the global pandemic has had a profound impact on employer recruitment and retention success. Creating a great hiring experience has never been more important to workforce productivity.

The excuses your organization may have made in the past about why you haven’t taken the time to improve your recruiting process must be remedied if you hope to compete for top talent in a post-pandemic world.

This is the first video in a series about identifying the excuses we often hear and the strategies that ExactHire has the experience to know make a difference in your hiring success.

High Unemployment | Hiring Process Improvement

Video Transcript:

Pre-Pandemic Employment – THEN

Hi, I’m Jessica Stephenson with ExactHire, and to say that it has been a volatile employment year is a major understatement. Whether your employer has laid off people, or is in a hiring binge, it’s clear the pandemic has shed light on the more troubling excuses we hear employers make about their hiring process.

Before the pandemic began, companies were navigating a candidate-driven market. The job seekers called the shots…and companies couldn’t find enough candidates…fast enough.

At the end of February, nearly 158.8 million US civilians were employed–that was a 10-year high. And, the unemployment rate was at a historic low of 3.5% (Source: Bureau of Labor Statistics).

The employment landscape favored job seekers, and while we were in a much better economic position, employers had to rethink their hiring processes to attract and quickly hire top talent. That meant candidates received multiple job offers, employers boosted their total compensation packages and some jobs went unfilled for long periods of time.

Some of those were evergreen jobs…those are the jobs that some industries always have open 24/7, year round. Examples of evergreen jobs might include servers at restaurants, cashiers at retail stores, tellers at banks, direct support professionals with nonprofits…you get the idea. The positions for which multi-location employers, especially, are always hiring.

Pandemic Impact – NOW

Fast forward to now. We’ve made economic improvements and US unemployment has improved to 6.9%…though it’s still almost double what it was in February (Source: Bureau of Labor Statistics).

Some jobs are still on hold, and others are at peak demand in an unprecedented way. Like manufacturers of safety equipment, pharmaceuticals, medical devices, e-commerce sites, online meal delivery services and software companies.

And like I said earlier, the excuses employers are making…are more exposed. So, what’s that first one?

A Higher Unemployment Rate Doesn’t Mean Hiring Employees is Easier

Unemployment is still pretty high now, and it’s an employer’s market so I’m not worried about applicant volume.

Not so fast…even though you’ve likely seen an increase in job listing views, application starts and even submissions since the pandemic began, know that some people are still opting out of traditional working arrangements for many reasons.

These reasons may range from a new need to work remotely in order to care for others…to a lack of motivation to work because pandemic-related unemployment resources have exceeded their normal pay rate.

And for people who are underemployed and constricted to a specific schedule of availability due to a short-term part-time job, they aren’t giving your job a second glance if you’re not conveying that your organization is still working hard–even in an employer’s market–to attract and retain good hires.

The Pandemic is Still Impacting Your Job Candidate Pool

According to a Washington Post article referencing Bureau of Labor Statistics data in May of this year, “if you took the official unemployment figure, added in people who wanted a job but were not looking for one, and then included everyone who had been pushed into part-time work, you could say that 26.4 percent of people lost work or work hours in April.

But hey, things are better now than in April, right? Yesss…but let’s recognize that this year more than 1 in 4 workers were hit by the coronavirus fallout.

Navigating that experience had a significant impact on job seekers and that impact has lasting effects…effects that you must consider as an employer.

Strategy: Communicate Your Employment Opportunity Differently

Since there are no guarantees that you’ll convert applicants…even in this job market…you must communicate differently.

And I don’t mean just trying different media to communicate (although that is important), I also mean highlighting your solutions to the pain points that today’s job seekers want to alleviate.

If they’re reluctant to return to work for social distancing reasons and your job can be done remotely, prominently display that in your job description…and even your job title.

If you’re open to flexible working arrangements such as temporary work or variable working hours, mention that, too.

Dedicate a portion of your careers site to spotlight your response to the headlines of this year such as the global pandemic and the fight for social justice and racial equality. Weave your employment brand and core values into every piece of career content with consistency, variety of delivery method and sincerity.

And just like you’re not willing to settle for a warm body in a job seat, while applicants may need jobs…they’re not willing to settle at organizations that don’t have brands or values that align with their own.

Has your organization been doing enough to navigate this volatile employment landscape?

Interested in learning more? Watch this webinar on demand!

Pandemic Hiring Recruiting Webinar | ExactHire

Check out the other videos in this series…

Long Job Application | Hiring Process Improvement
Hiring Process Improvement | High Unemployment

[WEBINAR] Post-Pandemic Hiring: Align Recruiting to the New Normal

Pandemic Hiring Recruiting Webinar | ExactHire


[WEBINAR] Post-Pandemic Hiring: Align Recruiting to the New Normal

Watch on Demand | ~45 minutes including Q&A

Before the pandemic began, companies were navigating a candidate-driven market. Job seekers called the shots, and companies couldn’t find enough candidates quickly.

Now, after an initial, alarming increase in unemployment mid-year, we’ve made some economic improvement. And, more than 6 months into this paradigm-shifting event, the new normal isn’t so new.

The needs of job seekers have changed, and even though it is now an employer-driven market, employers must adapt to attract and retain employees–even with a greater abundance of job seekers available.

In this ExactHire best practices webinar recording, we cover

  • how to benchmark your speed to hire,
  • how to prove the ROI of improving hiring process efficiency, and
  • strategies for overcoming common talent acquisition obstacles post COVID-19.

At the end of the presentation, our team conducted a Q&A session to answer questions.

[WEBINAR] New Features for Hiring in the New Normal

Hiring in New Normal | ExactHire Webinar


New Features for Hiring in the New Normal

Even though we are still in the midst of the COVID-19 crisis, the way employers approach the hiring process and employment in general will be forever changed as a result of this paradigm-shifting event.

Savvy employers will adopt HR software that makes it easy to quickly and efficiently move candidates through the hiring process. Those organizations that engage job seekers with streamlined scheduling tools, clear and prompt communication, and resources to orient them to the location of jobs will be well-positioned to succeed as we progress through the pandemic.

In this webinar, we’ll review these new ExactHire hiring software features:

  • the interview scheduler which integrates with your calendar,
  • customizable advancement and disqualification reasons,
  • customizable tags that may be used to manage and organize users and jobs,
  • job listing previews to simulate how a job description will appear to external job seekers,
  • a WYSIWYG editor for application templates, job questions, and candidate emails, and
  • how to utilize Google Maps integration to improve your candidates’ experience.

At the end of the webinar session, our team will conduct a live Q&A to answer ExactHire ATS product-related questions.

Audit Your Recruitment Process Marketing Content to Delight Job Seekers

Use this audit checklist to evaluate and improve the effectiveness of your recruiting process-related content.

I’m not the first one to say that recruiters, human resources professionals and marketing specialists should team up to create content that engages top talent in your recruitment process. However, how many of you have actively engaged in measuring the impact of that HR/marketing “bestie” partnership?

If you don’t have a benchmark from which to grow, your organization will have a tough time figuring out which recruiting content is worth the investment of time and money.

Maximize the effectiveness of your recruiting content with a periodic audit of your hiring process-related promotional assets. Establishing KPIs for content will make it easy to quickly identify existing content gems, as well as guide you in developing additional content that will resonate.

Auditing your recruitment content is as easy as 1-2-3

Let’s examine the audit process and recap with a free recruitment process marketing content scorecard.

1 – Determine your recruitment content audit’s focus

You can’t decide if you’re investing your time and resources to produce recruitment content wisely until you settle on the scope of your audit.

Don’t sweat it if you can’t tackle a comprehensive audit in your first attempt. If you can–great–though it will depend on your recruiting volume and what you’ve previously tackled in terms of content analysis.

It’s okay to segment an otherwise comprehensive audit into smaller sub-audits–just have an overall plan in place for which audit type should be attempted first.

Potential content audit focuses:

  • Employment brand quality: consider whether your recruitment content is well written, and whether it aligns with what you’ve defined as your organizational employment brand.
  • Hiring process stage: analyze whether a specific hiring process stage is addressed in each of your content assets, and if job seeker questions characteristic of that stage are answered by the content.
  • Job board optimization and search engine optimization (SEO): review your job listing rankings on third party job boards and recruitment content performance on external search engines to identify improvements that will create better digital awareness for your employment opportunities.
  • Content compliance: examine whether your content meets any industry- and/or government-related compliance requirements for your organization, including an analysis of your career content’s ability to attract a diverse set of job candidates.

2 – Settle on your audit evaluation factors

Your recruiting content evaluation process will be based on the type of audit you select. The audit factors must be easily measurable and align to your project scope.

Because this audit is a wonderful opportunity to connect the human resources and marketing teams in your company, ask the project champions from each of those departments to determine the ideal recruiting content audit criteria.

If we select a hiring process stage audit as an example, then HR and marketing might jointly evaluate factors like the content’s

  • alignment with overall employment brand,
  • specific hiring stage focus (e.g. awareness, consideration, conversion, retention and advocacy),
  • attempt to answer stage-appropriate job seeker questions,
  • call-to-action for the next step in the hiring process,
  • current distribution and promotion method by stage type, and
  • likelihood of being easily utilized by hiring stage stakeholders

As you prepare for an audit, you should also plan your intended project deliverables. Aside from a quantitative score for each recruitment content asset, deliverables can include other action steps to enhance content quality.

Potential hiring process stage content audit deliverables:

  • Documentation of all current content assets by hiring stage
  • Content gap analysis for certain hiring process stages
  • List of questions that individual content assets should answer at each hiring process stage
  • Action steps for your content library – content to retain, revise, create or expire
  • Template for creating content for each hiring process stage
  • Distribution strategy for each asset based on hiring process stage and content type (e.g. owned media such as your own career site, earned media such as a guest blog placement on an industry website, or paid media such as a sponsored job listing on a job board)

3 – Rank your recruiting process content

After you’ve married the appropriate content criteria with each asset, you’re ready to score your recruitment process content!

Please recognize that some things can be quantitatively evaluated (e.g. how many out of X job seeker questions are answered?) while others are subjective (e.g. does the narrative’s language support our employment brand initiatives?).

Now’s your chance to create your own evaluation form to standardize your existing and future recruitment content.

Need some help designing your employer’s scoring process? ExactHire created this recruitment process content scorecard to help you hit the ground running.

 

ExactHire Recruitment Process Content Scorecard

Recommendations that resonate

Your audit data is chock full of ideas on where you can start making an immediate impact on your recruitment process marketing. Best of all, it’s backed by a standardized content scorecard.

Use your scorecard analysis to spot trends. Does one aspect of your hiring process consistently fall short? Could others help implement some of the action steps due to their expertise in one stage of the process?

Backed by your audit data, you’re on your way to constructing a high-level recruitment process content strategy that will reinforce your employment brand and help convert more new hires.

9 Employer Strategies That Limit Ghosting

Even if you haven’t already heard the term employee “ghosting,” odds are you have still experienced the workplace trend. What is ghosting and why is it more relevant to your organization than ever?

From existing employees failing to show up for work and disappearing without a trace…to job seekers reneging on an accepted offer when a better one comes in last minute–ghosting occurs when someone you are counting on fails to appear and doesn’t give you any notice.

Why is this trend emerging now? Contributing factors may include a labor shortage, a tight job market, and younger generations’ popular preference for electronic correspondence over face-to-face conflict resolution. Not surprisingly, ghosting affects industries with a large number of hourly workers, but it’s also impacting the white collar worlds of technology firms, business services and healthcare.

Here are nine strategies to help scare off the ghosting trend in your workplace.

1 – Follow the Golden Rule

This is simple, yet worth restating with some regularity nonetheless. I frequently find myself telling my kids to “treat people the way you’d want to be treated.” And, the same goes for employees and applicants. Keep them informed, treat them with respect and be kind. For a long time, many employers got away with ghosting job seekers and interviewees, failing to respond to the messages of final stage candidates or even completely neglecting to decline them at the end of a hiring process.

Make sure your own recruiting tactics don’t include ghosting tendencies…turnabout is fair play! Recruiters can’t get away with the same bad behavior they may have had when unemployment wasn’t at the low that it is right now.

2 – Strategize the counteroffer

Considering that one of the insidious forms in which ghosting takes shape is that the employee doesn’t show up on his first day, you must anticipate job candidates receiving competitive offers–including a counteroffer from an existing employer.

Plan a strategy session with a newly hired employee at the time he accepts the offer and talk through various scenarios. Encourage him to brainstorm with you how he might fend off a counteroffer. Remind him to consider why he originally looked elsewhere and provide a template the candidate may follow to talk through his resignation with an existing employer.

3 – Leverage text recruiting

Since applicants (like the general population) rely on smartphones to screen their calls, in the age of spam robo-callers it is less likely that they will pick up the phone when you call them for the first time to schedule an interview. In my product research calls over the last year, many employers explained that job seekers they try to contact frequently don’t even have their voice mail box set up–or if they do, it’s full.

Make sure your hiring software includes the ability to text with candidates, and more importantly, ensure that incoming text message notifications to your job seekers adequately identify your organization, related job and recruiter name.

4 – Over-communicate with job candidates

Obsess about the communication piece of your employment brand. Counteract a potential eventual lack of communication on the candidate’s part with meticulous communication from the employer throughout the selection process. Job seekers will feel more informed and more engaged to reciprocate communication if they sense the opportunity may not work for them. Here are some specific communication tactics:

  • Set expectations about what the hiring process involves at the very beginning of the process (e.g. number of stages, requirements of each stage, duration of process, etc.).
  • Send updates to job seekers when target dates for various stages get delayed.
  • Invite candidates to share feedback about your process at different steps along the way–whether they are selected for the position or not.
  • Stay connected with silver medal candidates for future consideration. They are a great back-up if the gold medalist ghosts you, and more likely to come through for you in the next position if you keep them engaged in your pipeline through thoughtful messaging.

5 – Be transparent with those who refer candidates

Follow-up with referrers of candidates to thank them for their employee referral, and acknowledge your appreciation for the referral with the job candidate, too. This personal reminder puts pressure on the referred candidate not to let her friend down by ghosting the employer and risk damaging her reputation.

Not only does this practice help mitigate ghosting, but it also increases the likelihood that your existing employees will continue to refer you qualified candidates in the future. Remember–don’t ghost your own employees about referral outcomes when they take time to make a recommendation to you!

6 – Preview the employee onboarding experience

Create content that provides a thorough overview of your employee onboarding process to potential hires. This helps prevent the cognitive dissonance that they may otherwise feel about accepting an offer. If they’re excited about what to expect in their first year, then they’re much more likely to show up on their first day.

Additionally, give final stage interviewees a sneak peak into the employee experience by inviting them to do a job shadow before extending an offer. This simulation illustrates what it’s really like to work for your organization, and encourages candidates to self-select out of the process before you get to the ghosting let-down.

7 – Become a pre-boarding pro

Don’t go radio silent during the all too important pre-boarding process–that time between the accepted employment offer and the start date. This may last from a few hours to a few weeks depending on your organization and job category, but think about how to keep new hires feeling connected during this time.

Reflect on your culture and plan touch points with the new hire that make them feel welcomed to the team. Text a group photo, invite them to lunch before the start date and/or send them a swag bag at home. Ask the new hire to complete a “get to know you” sheet during pre-boarding, and then share info sheets about other employees with the new hire prior to the first day, too. This helps the new hire start to feel like a part of the team before the first day–which will make it harder to abandon the team without explanation.

8 – Flaunt your best attributes

Know your market and then understand which aspects of your compensation and benefits package and/or work schedule are highly attractive. While it is natural to highlight these attributes in detail in an employment offer, it’s a good idea to remind existing employees, too.

To help prevent employees from leaving unexpectedly for greener pastures, create a detailed total rewards summary and discuss it annually with workers to differentiate your unique value proposition from competitors. Make sure the summary highlights any continuous education opportunities, especially, so that employees not only understand their existing assets, but also their potential to improve their knowledge.

9 – Proactively thank candidates

Once upon a time, recruiters gave an edge to the candidates who sent the first thank you message (assuming all else was equal). However, today recruiters who don’t wait around, but rather proactively thank candidates following an interview are less likely to be ghosted. This follow-up is also a trigger for the organization to touch base with job seekers about timing for next steps in the process. And, as we learned in tip #4 above, over communication is a best practice.

It is unlikely that you will completely prevent ghosting despite your attentive efforts; however, the aforementioned tips are a proactive start in dramatically reducing its impact on your company.

 

[WEBINAR] Optimize the Job Application Process

Optimize Job Application Webinar | ExactHire


Optimize the Job Application Process

(~24 mins.)

In today’s job market, employers can’t afford to make the employment application process difficult or too lengthy for job seekers to initially complete. At the same time, employers still need basic information in order to make informed decisions during the applicant screening process.

So how can employers reduce friction for job seekers during the employment application process? And, how can they do it without sacrificing important information necessary to move applicants forward in the hiring process?

In this ExactHire webinar recording, we’ll dig into the ExactHire job application process and how we’re optimizing the experience for both job seekers and hiring managers.

In this webinar recording, we’ll explain:

  • how allowing job seekers to apply for multiple jobs at once is a key advantage
  • how returning job seekers can easily apply to new jobs without having to remember a password
  • how employers who keep “evergreen jobs” open all the time can leverage the ability for job seekers to re-apply to the same job ID
  • how to take advantage of the new “never hire” option

At the end of the recording, our team does a Q&A to answer job application-related questions.

Introduction to Using Video in Recruiting

ExactHire recently teamed up with Covideo to create a short series of videos highlighting tips for how to use video in the recruitment and hiring process. Check out the video below for a short overview of how to use video in recruiting.Video Recruiting How-To | ExactHire

Video Transcript

There’s no denying that the majority of people prefer to watch an engaging video rather than read text. Not surprisingly, many job seekers have the same preference as they research and engage with potential employers. But, to see why recruiters specifically could benefit from video, we talked to Jessica Stephenson from ExactHire.Hi, I’m Jessica Stephenson, and I’m the Vice President of Marketing and Talent for ExactHire. We’re a software firm that develops applications that help employers automate and improve the hiring process.

So, why would a recruiter want to add video to their recruitment process?

From a recruitment standpoint, video is super appealing. I think in the age that we are today, especially with unemployment being low, employers need to do everything they can to stand out in a sea of other employers as they compete for talent. So when you think about assets that you can use to promote your job opportunities, what’s going to stand out more in an email, in a social media stream, and anywhere–it’s going to be video and imagery…not just static text content.

What are some of the places where video can be used during recruitment?

So video can be used in all different aspects of recruiting and the employment life cycle. Starting with recruiting, also in interviewing, in pre-boarding, in onboarding and employee engagement, and even in offboarding.

Video is beneficial to any recruiter out there looking to distinguish themselves to their applicants.

There’s no right or wrong way to use video in the employment life cycle. Do what’s right for your organization based on your unique core values and culture. And, experiment along the way to see what works best for you.Choose Right HR Software | ExactHire

ExactHire and BountyJobs Partner to Connect Employers to Search Firms

ExactHire, provider of robust applicant tracking system and employee onboarding software solutions for small and medium employers, recently announced a strategic partnership with BountyJobs, Inc. BountyJobs is a leading third-party recruiting platform for collaboration between employers and search firms with over $2 billion in placement fees to recruiters and the world’s largest recruiter marketplace.

This strategic relationship with ExactHire is one of the latest in the fast growing BountyJobs partner network, seeing 500% growth in 2018 and resulting in the largest partner network of any recruitment marketplace. This network connects innovative technology providers focused on improving the way companies recruit, attract and retain talent. This mix of partners has been hand-selected to help support the key constituents of the 2-sided BountyJobs Marketplace; employers and recruiting agencies. The BountyJobs solution is available as a featured job board within ExactHire’s HireCentric ATS.

ExactHire helps businesses improve HR outcomes with integrated applicant tracking and employee onboarding platforms. Tools for automated job posts, applicant management, and custom reporting dovetail with a platform that eliminates paperwork and task redundancy for employers and new hires alike. And now, through ExactHire’s partnership with BountyJobs, clients can extend the candidate search beyond traditional job boards with convenient access to a network of over 10,000 third-party recruiters. The result is a fully optimized hiring and onboarding process that produces better applicants and enhances the employee experience.

A Scalable Solution for SMBs

“The recruiting, candidate assessment, and employee onboarding software offered by ExactHire is a scalable yet robust platform for SMB and mid-size organizations,” said Jerry Aubin, CEO at BountyJobs. “This cloud-based resource optimizes HR processes into a simple solution for both hiring and succession planning.”

“We are always looking to improve candidate sourcing for our clients, and we realize that sometimes using a third-party recruiter is necessary,” said Harlan Schafir, Co-Founder and Chief Visionary Officer at ExactHire. “Our partnership with BountyJobs offers ExactHire clients a streamlined approach to engaging with recruiters and sourcing exceptional candidates. We’re excited about the partnership for ExactHire, but more so for our current and future clients. This is a valuable addition to our services. It differentiates us from other HR software providers.”

How to Connect with BountyJobs

The new relationship, which marries data-driven hiring solutions and traditional talent acquisition, creates an innovative approach for employers when making critical hires. To take advantage of ExactHire’s partnership with BountyJobs, access the Featured Job Boards area within the Job Board Favorites tab within HireCentric’s Jobs Dashboard. There, you’ll be invited to initiate a relationship with BountyJobs. Or, follow this link directly to connect with BountyJobs today.

ExactHire HireCentric BountyJobs Featured Job Board

 

HireCentric ATS BountyJobs Referral | ExactHire

 

For full details on this new strategic partnership, please see the original post on PRWeb.

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