• New! Interview Exchange Integrates TalentWise Employment Screening
• Interview Exchange Adds Performance Evaluation System To Growing HR Software Portfolio
• Interview Exchange integrates with HigherEdJobs
• Interview Exchange integrates JobTarget OneClick "Job Posting Distribution Interface"
• Interview Exchange Launches Employee Referral Portal
• New solutions reduce recordkeeping expense, while finding better applicants

More and more, staffing gurus are calling on employers to prepare now for economic recovery and the resulting surge in hiring. Faint as it may appear today, the writing is on the wall, which is good news for all of us.

Many employers, however, have taken their eyes off the ball, according to Roger Herman, a strategic business futurist concentrating on workforce and workplace trends [ER Daily, 7-24-03]. “Many are focused more on layoffs, restructurings, and pushing productivity than they are on building positive relationships with current and future relationships,” he says.

Herman (roger@hermangroup.com) is co-author of Impending Crisis: Too Many Jobs, Too Few People and How to Become an Employer of Choice. As the economy picks up, he says, applicants will become more discriminating. Selectivity will increase. Yet the economic up-tick will prompt untold millions of currently employed but increasingly disgruntled workers to jump ship, putting even more pressure on HR staffs. Herman estimates that 30-40% of today’s workers find themselves in this state of “warm chair attrition.” They’ve already checked out – focusing more on finding their next job than on their current performance.

Employers, he advises, need to re-personalize the recruiting system now in advance of the certain hiring surge on the horizon. Auto-response e-mails are no longer sufficient. No response at will amounts to HR suicide. “When you treat people well, they remember. When you treat people badly, they remember even better – and they tell others,” Herman adds.

As staffing managers contemplate these emerging challenges, they’re likely to need automated tools that quickly and affordably identify the most qualified applicants and filter out the “tire kickers.” They’ll likely outsource applicant screening while continuing to use their tried-and-true job boards to source applicants. And if they’re prudent, they’ll heed Roger Herman’s guidance on becoming a “one-size-fits-me” recruiting operation.

At the Interview Exchange, we created interactive screening tools that take this advice to heart. Our solutions are designed as much to enhance the job search experience for applicants as they are to improve staffing productivity.

Interview Exchange tools encourage multiple levels of applicant-employer interaction throughout the screening process, actually enabling candidates to self-select whether or not to pursue specific job openings.

Employers can provide applicants immediate feedback on whether they meet basic job requirements.
Applicants gain knowledge of their relative hireability compared with others vying for the job.
They can demonstrate to employers and other applicants their motivation to be selected for an interview.
Employers can mine resume databases free of charge for up to a year to identify “close-fit” applicants that may be better suited to future openings.

Get the entire Interview Exchange story today by clicking here or contacting us at 508-836-3800. And, as Roger Herman advises, “Get ready for a surge!”

To purchase Impending Crisis at 30% off, click here.