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    Winter-2016  


Online Job-Application Systems Are Growing

This month’s edition provides an in-depth look at how technology is easing the workload for HR Professionals. Here are ways HR professionals can utilize evolving technology to improve hiring, staffing, employee morale, onboarding and other management tasks.Online reference checking tools

Internet-based job-application systems have grown exponentially in recent years.

They are usually divided into two groups – systems restricted to a single corporation or those that link to numerous job boards.

Both types save employers time and money searching for new employees.

Internal systems, which might be white-labeled from a supplier, are open only to internal hiring managers.  The systems also permit posting of job openings and receiving résumés directly from candidates.

Also available are services such as ZipRecruiter.com, a do-it-yourself online-ecruiting service. This approach gives companies the ability to post an open position to multiple free job boards at one time.

Once a résumé is submitted, the applicant goes through an online interview created by the posting company.

By having the applicant answer a series of questions, the posting company can determine whether it’s worthwhile to review the submitted résumés.

Ian Siegel, co-founder of ZipRecruiter, says the idea for creating the online service came to him while reading through a stack of résumés at a prior company.
“Not only did I spend hours weeding through résumés,” says Siegel, “but then I was phone-screening what looked like the best candidates on paper by asking them all the same questions. The frustrating part was – regardless of what their résumé said – many candidates obviously lacked basic skills required for the position.”

With ZipRecruiter or other systems, Siegel says, each applicant answers the screening questions online. Then it’s up t hiring managers to decide whether they want to pursue a candidate.

After registering with ZipRecruiter or other similar offerings, the first step that companies take is creating the online candidate interview, which can be anywhere from one to a half-dozen questions.

The second step gives companies the opportunity to post their job opening to multiple free job boards. “Many companies don’t realize the volume of traffic going to free job boards,” Siegel says. “The number of applicants a company can draw from these boards now compares favorably to even the largest paid job sites.”

The third and final step is reviewing candidate answers and résumés online. Siegel says hiring personnel can toggle between applicants’ answers and résumés online as they collaborate with staff to rate and select the best candidate.

ZipRecruiter, the co-founder says, helps hiring managers steer clear of the applicants who submit résumés to one job site after another, without stopping to determine whether an opening is a genuine fit for their abilities. “For most employers, vetting these résumés is a time-consuming, highly subjective and expensive task,” Siegel says.

The online recruiting service – which is designed to be a paperless process – can also help companies save time while hiring by keeping all applicant feedback in one central location.

 


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