If you're like most employers, you're ready for
online recruiting with no compromise in speed, cost or applicant
quality. You and online recruiting may have a love-dread
relationship: you can't live without the reach and
cost-effectiveness of Internet job boards. But too often web
recruiting floods you with resumes from applicants who are
marginally qualified if not downright unsuited for the job.
At the Interview Exchange, we've developed advanced
tools for identifying qualified, motivated applicants sourced from
virtually any job boards simultaneously. It's fast, easy to use,
reasonably priced, and it works! To learn how we're helping HR
professionals like you every day, and to see why the Interview
Exchange can become your "Missing Link" in online recruiting,"
please read on. -- Naray Viswanathan, Ph.D., President
| Needed: Applicant Screening
Metrics |
 |
 According to results of an industry
survey of usage trends for online screening and assessment
tools, a relatively high percentage of respondents -- most
commonly recruiters -- report they use some sort of online
screening or assessment. Nearly all say there will be an
increase in the usage of screening and assessment in the
future, and the most common type will be high-level
qualifications screening.
However, according to Dr. Charles Handler, President and
Founder of Rocket-Hire (www.rocket-hire.com), who conducted
the survey, less than half of respondents indicated they
collect metrics to demonstrate the effectiveness of their
screening/assessment tools.
With this as context, the Interview Exchange recently
conducted a survey of its clients to determine the
effectiveness of our applicant screening tools. And the
results are eye-opening!
Read
on ... »
|
| The Recruiter's
Conundrum |
|
 Millions of Americans continue to use the
Internet to search for jobs. Yet job boards regularly flood
recruiters with resumes from unqualified applicants.
What's an HR manager to do, when hiring more staff remains
a corporate taboo?
Heap more work on already overworked recruiters? Purchase
an Applicant Tracking System (ATS) to handle the screening
load? Outsource?
Here's
how we can help ... »
|
| Back to the Future |
|
| Even as the economic recovery sputters
forward, economists and staffing gurus are mounting an urgent
call for employers to prepare now for a surge in hiring.
Today's buyer's market for skilled and general labor is making
a rapid swing to the sell side, the experts tell us. Employers
will find themselves competing like they did a decade ago to
attract newly discriminating job seekers -- both
out-of-workers and the millions of disgruntled employees ready
to jump ship ASAP.
Perpetuating the "bad old days, where "applicant
interaction" means little more than automated e-mail responses
to candidates -- if that -- may well represent of a
career-limiting approach to staffing.
To see simple, economical ways to power-up AND re-
personalize your recruiting system now before the impending
hiring surge becomes a tsunami ...
Click
here ... »
|
| Selectee, WEDDLE'S Guide to Employment
Websites |
|
 The Interview Exchange has been selected
for WEDDLE's 2003 Recruiter's Guide to Employment Web Sites
and Job Seeker's Guide to Employment Web Sites.
"Selectees are...the best employment-related resources
available online."
For
more information ... »
|
|
| A RIDDLE |
| |
| Job boards must be a great idea. After
all, most employers continue to pay good money to use them,
and job applicants depend on them as never before.
So why does online recruiting seem so marginally effective
for bringing employers and qualified job seekers together
quickly and effectively, compared with more traditional
methods like employee referrals and search firms?
Find
out now ... |
|
