Introducing Workable University: a resource designed to show you how to get the most out of recruiting with Workable. In this section, we talk frankly about how Workable’s recruiting software can help you with common and complex hiring challenges. We show you how to source candidates with People Search, visualize your hiring with pipelines and use our reporting suite to make the best business case for your next recruiting strategy.

Good recruiting isn’t easy, but it should always be an option. Workable believes in making good recruiting accessible. We provide everything you need for recruiting, all in one place.

We’ve just published our first set of Workable University articles, with more to come:

1. Social media job advertising with Workable
2. Workable email templates for recruiters and hiring managers
3. Designing a branded company careers page with Workable
4. How to run a background check with Workable
5. How to track candidate flow with Workable
6. How to monitor recruiting pipeline with Workable reports
7. How to track time to hire with Workable

Let us know what else you would like to learn about in Workable University. Email the content team at keith@workable.com, or talk to us on Twitter, LinkedIn or Facebook.

The post Introducing Workable University: A new way to learn about Workable appeared first on Recruiting Resources: How to Recruit and Hire Better.

What is a recruiting pipeline?

Recruiting pipelines are a way to visualize your hiring process across time. Each pipeline corresponds to one job. Candidates enter your hiring process from one end and, stage by stage, the more qualified candidates progress through the pipeline until one person is hired. Workable’s default pipeline is based on the recruiting process that most companies tend to follow:

This pipeline:

• Starts with the stages at which candidates enter your pipeline:
  • “Sourced”, which includes candidates who were suggested by external recruiters, referred by employees or sourced by your team via Workable’s sourcing tool People Search.
  • “Applied”, which includes candidates who have applied to your advertised jobs. This means that you can use Workable to advertise on multiple job boards and your careers page and Workable will gather all the applications automatically in this stage of the pipeline. There’s no need to log in and out of separate job board accounts just to keep track.
• Represents a series of assessment stages, like “Phone Screen” and “Interview.”
• Ends with the “Hired” stage where you move candidates once they accept your job offer.
• Shows how many candidates are currently at each stage.

As part of a hiring team, when you log in to Workable, the dashboard will show a recruiting pipeline template for each job you’re working on. You’ll get an at-a-glance view of the status of every job you’re hiring for:

This view makes it easy for you to see how your hiring teams are getting on (e.g. do you have enough candidates in the pipeline or is it time to re-advertise?) Click on each stage to see the interactions between your hiring team members and their candidate evaluations, as well as profiles and resumes of candidates at each stage.

Not using Workable yet? Request a demo to learn how you can improve your hiring process with our all-in-one recruitment software. Find out more about switching from spreadsheets or an old ATS to Workable.

Customizing your recruiting pipeline

When you first start using Workable, your account will be set up with the default recruiting pipeline template. Use this pipeline as is or customize it based on your preferred hiring process; for example, you may need two interview stages, one with the hiring team and one with an executive. Inside Workable, you can move, edit and rename hiring stages. For example:

• Re-order the stages by dragging and dropping them into your preferred position.
• Rename a stage by clicking on its name.
• Add a new stage by clicking “Add new stage” at the top right of the pipeline.

This way, every job you create will have your own custom pipeline.

Add a stage type for consistent reporting

To ensure that your custom recruitment pipeline matches reports, Workable requires you to group each hiring stage, whatever its name, under one standard stage type that will then appear in reporting. Here’s an example:

In this case, the stage type “Interview”, includes three hiring stages: “HR interview”, “Second phone interview” and “Final interview.” Your reports can show data on the overall “Interview” stage type, reflecting all of the three stages it includes.

Adding the stage type takes only seconds when creating a new stage in your pipeline. See Workable’s default stage types in this screenshot:

Multiple custom pipelines

If you’re on a Workable Annual plan, you can customize your pipelines to fit each role you’re hiring for. This means that you are able to create more than one custom pipeline, tailoring each of your hiring processes to certain roles. This helps companies that have a broad range of teams and open roles that demand different workflows. For example, you may want to add three consecutive interview stages for senior roles, but only one for entry-level roles. Similarly, you may decide to add an assignment stage (e.g. a coding or writing exercise) only for certain positions.

You need the help of a Workable account manager to set up multiple custom pipelines. Our account managers will help you avoid confusion and internal inconsistencies that may affect your reporting (e.g. two employees setting up two different pipelines for the same role.)

Moving candidates along the pipeline

When you start getting candidates, begin moving applicants along the different stages. Click on each hiring stage in the top bar to see all the candidates who have reached that stage. On each candidate’s timeline, you’ll see a button indicating the next step in the hiring process:

Click on this button (in this example, the “Move to Executive Interview”) to move the candidate to the next stage or click on the button with the red hand to disqualify them.

Disqualified candidates no longer appear in your pipeline view but they aren’t lost; you can still see them at the last stage they reached under the ‘disqualified’ tab:

This is useful when you have a few great candidates, but decide to progress with only one. Should you be hiring again, it’s easy to go back to that position and view disqualified candidates at the most advanced stages. The timeline will display all the communication between the candidate and your hiring team.

Workable’s recruiting pipelines help you shape your hiring processes and improve your hiring efficiency. Data and activities from your pipelines feed into Workable reports so that you can spot inefficiencies and track improvements over time (e.g. reducing time spent at the interview stage.) Also, through Workable’s integrations, your pipelines are connected with other systems you might be using. For example, if you are using BambooHR or Namely as your HRIS, integrate them with Workable so when you move a candidate to your pipeline’s “Hired” stage, their profile is automatically created in your HRIS. Less data entry means fewer chances to make a mistake, and more time to tackle other tasks.

Check out the rest of our Hiring with Workable articles to learn how Workable can enhance your recruiting pipelines with structured interviews, assessments, interview scheduling options and more.

The post How to manage recruiting pipelines with Workable appeared first on Recruiting Resources: How to Recruit and Hire Better.

Need to get resumes into your Workable account?

In some cases, you may need to import candidates or resume databases into your Workable account. Here are some of the most common scenarios:

• Transfer data from your previous ATS. If you’re new to Workable, it’s possible you were previously using spreadsheets, folders or a legacy system to store candidate data. If this data is still valid, it’s easy to upload it to Workable to continue moving the best candidates through the hiring pipeline or build up relationships via the Talent Pool. Note: if you’re moving old candidate data into Workable, and you’re based in the EU, now is a great time to clean up your database to prepare for the GDPR.
• Add potential candidates to your recruiting pipelines. Sourcing candidates is a big part of hiring. In addition to job posting, you can use referrals or actively look for potential candidates on and offline to fill your open roles. Once you find people who might be a good fit, it’s useful to keep their information in one place: the recruiting pipeline for the role. This way, you’ll be able to share their details with your hiring team and start gathering feedback before you progress them on to the next stage in your hiring process.
• Store candidate data for future job openings. It’s easier to collaborate with your hiring team when you can upload the information they need to a shared system. Workable’s Talent Pool helps hiring teams collaborate and nurture candidate relationships over time. With trackable communication on the candidate’s profile, it makes it easy to see who was most recently in touch, whether or not the candidate is available and the types of roles that interest them.

How to add or import candidates into Workable

Whether you want to upload resumes in bulk or individually, Workable offers solutions that will help you import data quickly and securely:

1. Migrate data: Use this option when you need to import candidate data from a spreadsheet or a prior system. We offer detailed instructions and templates to help you organize your data in Excel, CSV or Google Sheets. If the data is formatted in a compatible way, our support team will import this and create candidate profiles for you. If your needs are more complex, just contact us to arrange a Custom Import.

2. Upload resumes (individually or in bulk): Select all the candidate resumes you want to upload from your computer and add them to Workable with a simple drag-and-drop. We’ll do all the heavy lifting, parsing resumes to create rich candidate profiles automatically. Depending on the information available in the resumes, Workable will extract the following details:

• Candidate name
• Contact details (e.g. email addresses and phone numbers)
• Links to social media accounts
• Profile picture

The profiles are automatically generated but editable, allowing you to replace outdated information or add more data. Here’s a quick video that explains step-by-step how to upload resumes to your Workable account.

Note that you can add candidates at any stage of the hiring process. For example, if you’ve pre-screened candidates who were not already in your database, you can add them directly to the Interview stage for any open job.

Not using Workable yet? Request a demo to learn how you can improve your hiring process with our all-in-one recruitment software. Find out more about switching from spreadsheets or an old ATS to Workable.

3. Add a candidate manually: If you’ve met someone you consider to be a potential candidate at a conference or an event, you can create a candidate profile using just their name and/or email address. Storing their details in Workable makes it easy to reach out and build a relationship, while keeping track of your communication in one place. As you get more details about the candidate, just update or edit their profile with the latest information.

4. Email candidates’ information straight to Workable: Each job you create in Workable has a unique mailbox. When you send resumes to this email address, they’ll go straight to the job pipeline, creating new candidate profile automatically.

To save time, attach multiple resumes to one email. Workable will parse each file and
create individual candidate profiles.

5. Refer candidates: Whether you’re a hiring team member or not, you can refer candidates directly through Workable. Log into your Workable account, locate the position for which you want to make a referral and fill in the candidate’s name or email address. People Search will scan multiple online sources, gather information about the candidate’s career history and contact details and automatically create a candidate profile. You can then manually add any information that might be useful, including comments about the candidate (e.g. why you think they’d be a good fit for the role.)

Find out more about how to make a referral using Workable.

6. Create candidate profiles using People Search: Workable’s sourcing tool, People Search, scours the web to find resumes, online portfolios, social and professional profiles and contact information, based on your criteria (e.g. name, location or specific skill set.) The data gathered from multiple sources will be organized into one profile per candidate. You can add these profiles to your hiring pipelines and communicate with candidates.

Now that your candidate information is stored in one place, it’s easy to collaborate with candidates and your hiring team. Use Workable’s bulk email and comment functions to create a seamless hiring process and a positive candidate experience.

The post Upload candidate resumes in bulk using Workable appeared first on Recruiting Resources: How to Recruit and Hire Better.

If only.

In a candidate-driven hiring market your preferred hire is also likely to be someone else’s top choice. And until they’ve signed and agreed to your offer there’s a very real chance they’ll accept a job with someone else.

Rejected offers are costly. They damage your Offer Acceptance Rate, lead to a prolonged time to fill, and more work for you and your hiring team. So just when it feels like you can—and should—pause and take stock, you actually need to build momentum if you’re to keep your candidate engaged and onboard.

With Workable’s Offer Letters and Offer Approvals tool it’s easy for hiring teams to write, approve and send detailed, comprehensive offers at speed. And easy for candidates to accept.

Why manage the offer letter approval process through Workable?

Managing the offer letter approval process through emails and spreadsheets leaves your process vulnerable to manual error and prone to lags. Use Workable’s offer feature to:

• Streamline your offer letter approval process with templates and automated approvals.
• Ensure your offer letters are accurate and clear.
• Make it easy for your candidate to accept.
• Set the tone for the ongoing relationship between your company and future employee.

Not using Workable yet? Request a demo to learn how you can optimize your hiring efforts with our all-in-one recruitment software.

Build up a library of offer templates

Having a library of offer templates already prepared saves valuable time at the offer stage. Workable has a default offer template you can modify for different departments. Or you can create your own. Each offer template in Workable consists of an official offer document which your candidate will sign, and an offer email. Both of these can be customized. Once saved, templates are available for key members of the hiring team to use, instilling confidence that your communication is on-brand and that the right information has been included.

Building up a rich library of templates in your Workable account is a simple 3-step process:

Step 1. Set up your template

Setting up a template takes seconds. Either add a new template or edit or clone one that’s already saved in Workable. Give each template a unique name (for example, Sales Manager Offer template), to make it easy for teams to identify.

Step 2. Customize and upload your offer document

The offer documents you upload to Workable can contain variables, for example candidate name, start date, salary. These are displayed inside Workable as placeholder text and will be automatically replaced with information unique to each offer when it is sent. Customize your offer document by adding in the variables you want to include for each different offer template. You’ll see a list of all the options available inside Workable.

Step 3. Edit your offer email

Every offer template created in Workable already has a pre-drafted offer email. You can customize this email as much or as little as you want; change the language or tone to reflect your company brand or include additional variables.

Track offers in realtime and get notifications

Live status tracking on a candidate’s profile and automatic notifications of any changes make it easy for your hiring team to follow the progress from offer to acceptance. With real-time updates you can react quickly if an offer is declined.

Take advantage of e-signatures

Candidates can accept your offer in two clicks using integrated e-signatures.You don’t need a separate account with an e-signature provider to use e-signatures in Workable. As well as saving time (reducing back-and-forth emails) e-signatures also make for a better candidate experience. Onced signed, a copy of the document is available on the candidate’s timeline.

Make it easy for candidates to say ‘yes’ on mobile

Using Workable, candidates can read and sign your offer document from any device (desktop or mobile). So wherever they are when you send your letter (in the office or on the train) they can still accept quickly and easily.

Create automated approval workflows

Workable’s Offer Approval feature supports larger companies with complex workflows by automating the approval process. Just add the people who need to sign-off each offer to the relevant template. Approval requests are sent automatically to each approver, leaving hiring teams to focus on other tasks while the approval process runs its course.

Assign restricted access rights

For larger organizations there’s the option to save templates so that only people associated with specific departments and locations have access to the content. Using this feature you can add increased levels of privacy and control to your offer letter and approvals process.

Ready to make a job offer in Workable?

With templates already saved in your account, you can move fast to generate an offer as soon as you’ve chosen your successful candidate. All you need to do is:

1. Click on the stamp (‘Make an offer’) icon in the candidate’s timeline.
2. Select the relevant offer template.
3. Add in the details unique to each offer (for example, the salary offered.)
4. Wait for feedback or offer approval, if appropriate.
5. Review your offer, editing the covering email if you need to.
6. Send to your candidate.
7. Your candidate either accepts and signs using an e-signature, or rejects your offer.

Next steps

Having nailed down your offer letters and approvals process, make sure you measure the quality of your job offers (and your recruitment process) using the appropriate metrics. For more help with that, take a look at our job offer metrics FAQ.

The post Simplify your offer letter approval process with Workable appeared first on Recruiting Resources: How to Recruit and Hire Better.

With this hiring pipeline view in mind, how can you keep track of hiring stages and all the candidates as they move from one stage to another? Workable gives you the full picture through its two recruiting pipeline reports:

• The current pipeline report. This report provides a snapshot of your hiring process at one specific moment. This way, you can easily present your recruiting progress to other departments or senior management. It helps you answer questions like:
  • What is the current hiring status across roles and departments?
  • How many candidates are currently in each hiring stage?

Looking for better reporting analytics? Workable’s reports will refine your recruiting process. Request a demo to learn more today.

• The historic pipeline report. This report is a look at the past. It helps you analyze your previous hiring processes, so you can use data to improve your future hiring. This report essentially reflects common recruiting yield ratios – metrics that show what percentage of candidates advance from one hiring stage to another. It helps you answer questions like:
  • How many candidates do we need at each stage to hire confidently? If you usually receive 500 applications to make one hire, you might try to hit that number of applications in a future hiring process before you feel comfortable making a hiring decision.
  • How efficient are my hiring stages? For example, screening calls help you narrow your applicant pool, so that hiring managers interview only a few qualified candidates. If most of your applicants move forward from screening calls, then your hiring team spends a lot of time interviewing a large number of candidates. Spotting this in your historic pipeline report may prompt you to rethink your phone screen interview questions.

Why should I use Workable to manage recruiting pipelines?

The traditional alternative to an automated system like Workable is spreadsheets. But, monitoring your pipeline with spreadsheets can get complicated since you’d need to:

• Input new data (e.g. candidate names, dates) continuously,
• Sort columns by hiring stage and count how many candidates are in each stage,
• Use formulas to calculate percentages of candidates who moved from one stage to another.

While this approach may grant results at first, it’s difficult to maintain and doesn’t scale well. The more candidates you get, the tougher it will be to track them in spreadsheets.

Workable offers a solution to make tracking your pipeline effortless. You only need to move your candidates along your pipeline and Workable will record every activity and generate detailed recruiting reports.

What do Workable’s recruitment pipeline reports look like?

Workable provides an overview of all your hiring processes per department at any time. You can access reports easily via a pie chart icon on the main menu bar.

Current pipeline report

Choose a particular job or department and Workable will immediately show your report. Pipeline data is displayed as a stacked bar chart; the length of each color block within the chart is determined by the number of candidates in that stage.

For more in-depth analysis of the data, study the table below the bar chart. See at a glance:

• The active jobs on your Workable dashboard and if/when they were published.
• The number of candidates within each stage. This can tell you if too many candidates are waiting at a particular hiring stage and need attention.

Historic Pipeline Report

Workable’s Advanced plan comes with an advanced reporting suite that includes the historic pipeline report. This report provides a data-driven view of your screening process to help you plan future hires more effectively.

You can choose a particular job or department, or generate a report for the candidates in all active (or archived) jobs. Since this is a report on past hiring processes, you can select a time frame to display data within a certain period.

The bar chart at the top of the page shows multiple bars with numbers and percentages.

Each bar represents a hiring stage and shows:

• The number of candidates who reached this stage
• The percentage of candidates who reached this stage
• The percentage of candidates who moved forward from this stage

The darker section of each bar represents the number of candidates who have been left at that stage.

The lighter section indicates the number of candidates who have been disqualified in that stage.

A detailed table outlining all the information is located directly below the bar chart.

You can export the data of this report as a CSV or a presentation-ready PDF. Study your pipeline to discover patterns and find ways to boost your efficiency and hire more effectively.

Related Reading

How to measure talent pipeline metrics

How to create a passive talent pipeline 

Recruiting methods FAQ guide

The post How to monitor recruiting pipeline with Workable reports appeared first on Recruiting Resources: How to Recruit and Hire Better.

For example, imagine your hiring teams take an average of 10 days to move candidates from the day they applied or were sourced to the first screening call. Considering that some of the best candidates are off the market in fewer than ten days, you might not be able to hire the most qualified candidates. Also, a longer hiring process may exhaust candidates and contribute to a negative candidate experience that hurts your employer brand.

Track hiring velocity to identify the need to speed up your hiring process steps.

Looking for better reporting analytics? Workable’s reports will refine your recruiting process. Request a demo to learn more today.

Why should I use Workable to track hiring steps?

To track any metric without an automated system, you might use spreadsheets and input your data manually. This not only creates risks for inaccurate or incomplete data, but also places a burden on recruiters who need to spend time managing spreadsheets and formulas. Specifically for hiring velocity, you’d need to:

• Track the dates that each candidate advances to a certain hiring stage (e.g. a candidate has an interview on Nov. 5th while another might go through a screening call on Oct. 4th.)
• Create subtraction formulas to calculate the days in-between two dates (e.g. 10/24/2017 – 10/06/2017 = 18 days.)
• Create formulas to calculate the average hiring velocity at each stage.

This method may be effective if set up correctly, but it’s burdensome to maintain.

To make your life easier, Workable records every recruiting activity throughout your pipeline, and can create reports that help you understand and improve your hiring process steps. Workable’s PRO plan comes with an advanced reporting suite that includes the Hiring Velocity Report to help you evaluate your speed of moving candidates to different hiring stages.

To compile this report and help you see which stages lag and which are faster, Workable automatically:

• records dates;
• calculates days and averages; and,
• displays charts and tables you can easily study and share.

Read on to see what Workable’s hiring velocity report looks like and how to generate it.

How to track hiring velocity with Workable

When you’re logged in to Workable you can access your hiring velocity report easily via the pie chart icon in the main menu bar.

Choose to see reports for a particular job or department, or generate a report for all active or archived jobs. Select your preferred time frame and you’re ready to study your report.

Review the data

Average days to move forward from stages

At the top of the page, the stacked bar chart shows every hiring step in the pipeline and the average time a candidate takes to move forward from each stage:

For example, if the bar chart shows “Applied: 7 days” that means it takes an average of seven days for candidates to move forward from applied to any other stage in the pipeline. Similarly, it takes an average of 15 days to move forward from the screening call stage, based on this sample chart.

Average days from sourced/applied to pipeline stage

This is represented as a simple chart. Each pipeline stage is a different color, and the number of days is clearly visible above each arrow:

For a more in-depth study of your hiring velocity, Workable has created a table displayed below the charts, which shows data on:

• The average days from sourced/applied to each stage in the pipeline.
• The average days to move forward from a pipeline stage.
• Additional relevant actions that occurred within each stage (e.g. comments and evaluations.)

For example, you can see at a glance how many comments your hiring team exchanged at each stage of this pipeline, and compare this number to the amount of time spent in each stage.

To study or present the data more easily, you can export the Hiring Velocity report in CSV or PDF format. Compare the hiring velocity of each stage with time spent on other hiring stages, and your overall time to hire. If you spot inefficiencies, talk to your hiring teams to see what holds them back and discover possible solutions. A quicker and more streamlined hiring process will benefit both your team and your candidates.

The post How to track hiring velocity with Workable appeared first on Recruiting Resources: How to Recruit and Hire Better.

But what if you already have a website with an established careers page? How do you keep that updated, and direct the applications straight to your Workable recruiting pipeline? And how can you extract information about jobs and candidates in a different format for your organization’s specific needs?

Good questions! This is where the Workable API comes in.

What is the Workable API?

Put simply, Workable’s API enables the software applications used by your organization to interact with data from your Workable account. If you’re on a PRO plan, you can use the API to:

• Extract information about:
  • Your account
  • Your hiring members and recruiters
  • The pipeline stages for each position
  • Jobs and screening questions
  • Scheduled events
  • Activities/status of each job or candidate
• Manage your candidates:
  • See candidates for a specific job
  • Extract detailed candidate information
  • Update candidate information
  • Add comments or ratings
  • Copy, disqualify or move candidates
• Enter data in Workable
  • Create candidate profiles inside Workable
  • Migrate existing candidates from other places (like spreadsheets)
• Integrate with other systems
  • Any system that holds personal profiles can use the API to transfer these profiles in Workable.

Here’s a basic scenario: You have an existing website with an established careers page that already conforms to your brand guidelines. You’d like to keep this updated, but ideally, every candidate that applies should be gathered inside your Workable ATS account. That way, you can keep profiles organized in a single location, which makes it easier to work with your hiring teams. In this case, the Workable API helps your developers to transfer all the applications you receive from your careers page straight to Workable.

Similarly, you can ask the API to give you access to information from your Workable account. For example, use the API to extract a list of open jobs and the details of each role and add them to your careers page. Every time you create a new position in Workable, your own website will update with the latest details.

How to start using the API for integrations

The first thing you need to start using the API is an access token, or key. You can get this easily through the ‘Integrations’ settings from your Workable dashboard. At the bottom of the integrations settings page, you will see the option to “generate a new token.” When you click on this button, your API key will appear at the bottom:

Once you have the token, you, or your developer, can start using the API. (You will need some programming experience.) Workable’s API documentation is available with more detailed information.

Workable’s API gives you full control over your recruiting data. You’ll be able to set up your unique careers page, integrate your existing software with Workable and extract useful information on your hiring process.

If you’re looking for ways to analyze your recruiting data, Workable also provides a suite of recruiting reports including time to hire, hiring velocity and source of hire. If you’re looking to create custom recruiting reports based on your own KPIs, talk to us to find out more.

The post Why and how to use the Workable API for integrations appeared first on Recruiting Resources: How to Recruit and Hire Better.

To relieve this burden and reduce time spent on admin, Workable helps you automate the better part of your interview scheduling process through:

• Calendar integrations (Google Calendar and Office 365 Calendar).
• Built-in customizable interview invitation templates to invite candidates to interviews.
• A multi-part interview scheduling tool to split one interview into multiple parts with different agendas and interviewers.
• The ability to send a self-scheduling link to candidates so they can book their own interview.
• The Agenda, an interview calendar that lets you see your team’s scheduled events at a glance.

Not using Workable yet? Request a demo to learn how you can optimize your interview process and hiring efforts with our all-in-one recruitment software.

Interview scheduling with Workable

Workable integrates with popular calendar providers Google and Office 365 Calendar to make your interview scheduling process easier. Through Workable, you can check hiring teams’ availability, book rooms and send invitations to candidates, hiring teams and external attendees.

All you need to do is to turn on the calendar integration in your Workable account. Afterwards, you can view and use your calendar directly in Workable. This means you will be able to:

• See your own company calendar and your colleagues’ company calendars inside Workable.
• Select dates and times for interviews (Workable warns you if hiring team members are busy at that time.)
• Check room availability for onsite interviews and book a room.
• Select one of your saved office locations (or add a new one), so Workable can include a map when sending your invitation to candidates.

When you send the invitation, the candidate and the hiring team will receive an email with a link to view the interview on their calendars. Plus, Workable automatically includes a link to an online event page. This page will show the candidate and the interviewer(s) details of the event. It also includes a map of the local area so that the candidate can generate directions and easily find your office:

Candidates can schedule their interview on their own

This can save you a lot of time when scheduling many interviews with a lot of candidates. For example, it’s useful during the initial stages of the hiring process. It’s easy to include an editable self-scheduling link in your email to each candidate:

You can set the duration of the interview, the types of event (interview, call, etc.), the timeframe for the interview and more. You can also send the self-scheduling link on behalf of a coworker if you’re arranging interviews for them by selecting their calendar from a list.

By clicking on this link, candidates will see a selection of available slots and any information you’ve set in Workable (like location) — Workable cross-references your calendar so the candidate can book a time when you’re both available (the candidate can view scheduling options in their own timezone or in the interviewer’s timezone). Once they do, an event is created automatically and both parties receive a calendar invite.

How to schedule multiple interviews at once

Imagine a candidate needs to pass through three or four interviews with different team members as part of your hiring process. It’s a better experience for the candidate to schedule all the interviews on a single day. It’s also more efficient for the hiring team—they’ll provide and receive faster feedback. This will speed up collaboration, and avoid delays of days (or weeks) until everyone has interviewed the candidate.

But how do you streamline the interview scheduling process with more than one person or interview panel? Checking everyone’s calendars to find times that work is no easy feat. And that’s not the only hard part. You could schedule each interview separately, which is both time-consuming and fills candidates’ inbox with a barrage of calendar invitations. Or, to maintain your positive candidate experience, you could schedule an interview over several hours and invite all the interviewers… but they’ll see their calendar block-booked for the entire meeting, even if each of them needs to be present for only part of it.

This is a dilemma that Workable’s multi-part scheduling tool resolves. If you’re in a PRO account, you’ll be able to:

• See everyone’s real-time calendars side-by-side without leaving Workable.

• Split each interview into different parts with different interviewers and agendas.

• Send separate calendar invites to each interviewer and one comprehensive invite to the candidate.

These functions will help you save time and achieve a better candidate experience.

Learn more: Best way to schedule an interview time with multiple candidates and interviewers

See scheduled interviews at a glance

After you’ve scheduled your interviews, Workable organizes them in your Agenda, accessible via desktop and mobile to organize your hiring on your desk and on the go.

Along with an easy way to schedule interviews, Workable offers you a way to structure your interview process. You can do this by using interview scorecards, which help teams gather actionable, measurable feedback during the interview process.

Each hiring team member has access to a scorecard to add their evaluations and discuss candidate performance. Combined, Workable helps you both schedule interviews efficiently, assess candidates objectively and provide measurable interview feedback.

The post Save time scheduling interviews with Workable appeared first on Recruiting Resources: How to Recruit and Hire Better.

As a member of LinkedIn’s Preferred Partner Program, Workable provides the option to enable the LinkedIn Recruiter System Connect integration and gain access to enhancements across both platforms.

What is the LinkedIn Recruiter System Connect integration?

This integration allows Workable and LinkedIn Recruiter to ‘speak’ to each other. The communication you’ve had with a candidate via InMail is viewable inside Workable. The application status and latest comments on a candidate inside Workable are now viewable within LinkedIn Recruiter. No matter how you like to start a candidate relationship, you can make the communication and details available to everyone on your hiring team.

Note that to enable the LinkedIn Recruiter System Connect integration, you need to have a LinkedIn Recruiter license and the Workable Advanced plan.

Here are the features you’ll unlock when you set up the Recruiter System Connect integration in Workable:

When you’re browsing in LinkedIn Recruiter, you can:

Export candidate profiles to Workable with one click. When you find a great candidate in LinkedIn Recruiter, click ‘Export to Workable’. Select the appropriate job you’re hiring for and a new candidate profile will be created automatically in your Workable account. This profile will contain basic information from the candidate’s public LinkedIn profile such as name, headline, and current company. Once the profile information is in Workable, it’s easy to share with your team to request and gather feedback. If you send an InMail to a LinkedIn member, they will have the option to share their contact information with the recruiter. If they choose to, the LinkedIn member’s contact information will also be sent into Workable.

Identify past applicants. When candidates are already in Workable, LinkedIn Recruiter will display these candidates within the “Past Applicant” spotlight. When you see ‘In Workable’ on a candidate’s profile, within the LinkedIn Recruiter search page, simply roll over the link to see the latest feedback from interviewers, or to open their profile in Workable.

Here’s an example from a Project Manager search on LinkedIn Recruiter:

Knowing which candidates are already in your recruiting pipelines or your candidate database means you:

• Avoid creating duplicate candidate profiles.
• Don’t contact current applicants twice.
• Personalize your outreach to past applicants.

Not using Workable yet? Request a demo to learn how you can optimize your hiring efforts with our all-in-one recruitment software.

When you’re in Workable, you can:

Access communication and notes from LinkedIn Recruiter on the candidate’s profile. During the hiring process, you’ll likely send InMails to candidates and leave notes on LinkedIn Recruiter profiles. But this information isn’t accessible to everyone on your hiring team.

To keep the complete candidate communication history in one place, InMails and notes from LinkedIn Recruiter will be synced to your Workable account. This means, your entire hiring team is up-to-date on the last recruiter interaction.

View up-to-date LinkedIn candidate profiles. While you’re still in Workable, you have the option to view profiles as they appear on LinkedIn Recruiter. If, however, you do want to visit a candidate’s LinkedIn profile, a link in Workable will route you to the member’s profile on your LinkedIn Recruiter account.

In addition, when a candidate updates their profile on LinkedIn, changes will be reflected immediately inside Workable. This means that you’ll always have the latest candidate information in hand, without having to switch between systems.

As a LinkedIn Preferred Partner, we also offer another feature that aims to improve candidate experience and bring you more applicants:

Apply with LinkedIn

Improve applicant conversion: Candidates can complete an application faster, by using their LinkedIn profile data. If you have a full LinkedIn Recruiter account, you can enable ‘Apply Starters’ and activate the ‘Apply with LinkedIn’ button. Once a candidate clicks this button on any open job on your careers page, all relevant information will be entered in their application form automatically. They can add or edit information and upload files before they submit their final application.

Note that if you’re a staffing agency, you must indicate, when you turn on Apply with LinkedIn inside your Workable integrations tab, that you recruit for multiple companies. Doing so will replace the consent text above the Apply with LinkedIn button with: “We’ll share your full profile. The job poster may use it for jobs with other companies.”

Improve InMail response rates: Reach out to warm leads. Anyone who begins the application process using Apply with LinkedIn will be surfaced as ‘Apply Starters’ in both LinkedIn Recruiter and a weekly email digest. Apply Starters are four times more likely to respond to an InMail.

The post Using LinkedIn Recruiter System Connect with Workable appeared first on Recruiting Resources: How to Recruit and Hire Better.

1. I’m concerned about hurting my candidate experience by taking a more automated approach. I don’t want to lose the human touch or turn off candidates. How have your customers tackled this concern?
2. Is there a possibility to send the video interview more than once? For instance, if a candidate misses the deadline or doesn’t have a great internet connection, will they be able to re-do it?
3. I’m not a tech expert. I’m still learning the ropes. Is this more for tech-savvy teams?
4. Is there a possibility not to give the candidate time to think?
5. Can multiple members of the hiring team leave evaluations with different scores?

One-way Video Interview FAQs – the answers

1. I’m concerned about hurting my candidate experience by taking a more automated approach. I don’t want to lose the human touch or turn off candidates. How have your customers tackled this concern?

If you’re using video interviews for the first time, it’s normal to wonder how they will impact your candidate experience. Will the candidates respond positively to this type of interview? Will you be able to keep this as personable as possible? The answer to both questions is yes; Workable’s Product Team has been through many trial-and-error phases to remove all kinds of frictions candidates may come across with:

“We’ve taken a lot of steps in order to make it more natural, more easy, not so awkward … for the candidate”, Michalis explained.

With Workable Video Interviews, candidates can test network connectivity and audio/video quality before they start recording. Candidates are also able to practice their answers before sending off the final videos. Be sure to give them more than one take so that they can present the answers they’re most proud of. As Michalis said:

“By taking all these sorts of precautions, we are trying to eventually offer the candidate a great experience and minimize the number of candidates who are going to have problems.”

But how do you personalize this process for each candidate? Michalis suggested explaining the video interview process to candidates step-by-step ahead of time so that they know what to expect and can prepare for success. You can also customize the email video interview invitation with interactive content to make it more engaging. For instance, you can upload a video presenting your hiring team and experiment with a more “laid-back approach to relax the candidates”, in Michalis’ own words.

Zoe also added her perspective on how to make video interviewing more personal:

However, if you sense that some candidates are still hesitant to conduct one-way interviews, perhaps there’s reasoning behind their concern. Address those concerns with curiosity: For example, they may be worried about using older tech which will produce a poor result or they may not have a quiet place to record their answers. As Michalis noted:

“If they [candidates] feel they really cannot do that, offer them an alternative and just use a different way of interviewing for that particular step of the process.”

In other words – video interviews don’t need to be dealmakers or dealbreakers for either you or the candidate. It’s there to optimize the process – not a test of the candidate’s capabilities in itself.

2. Is there a possibility to send the video interview more than once? For instance, if a candidate misses the deadline or doesn’t have a great internet connection, will they be able to re-do it?

Michalis briefly explained how you could respond to cases where candidates could not complete the interview before the deadline:

With Workable Video Interviews candidates can also split the work if they wish to or if a problem pops up. They can record individual interview parts on different days and different devices, at their convenience.

As for technical limitations (e.g. video quality, network issues, etc.), Michalis stated that they took all of them into consideration when building the product. Before candidates record their answers, potential frictions are tested and interviewees receive a headsup about technical problems they could meet down the road and possible solutions (see also question 1).

Whatever the reason, you will have the option of extending the deadline for submitting the video interview, or sending it again if the first one doesn’t come through as expected. Again, this highlights the importance of clear communication with the candidate to set the expectations either way.

3. I’m not a tech expert. I’m still learning the ropes. Is this more for tech-savvy teams?

Video interviews are not just for tech experts. Less tech-savvy hiring teams can also use this feature easily and set up video interviews seamlessly with just a few clicks. Michalis explains:

“We’re also about to launch a new functionality which will basically give them [hiring teams] the ability to have a pre-made, automatically prepared, interview question set based on the algorithms from machine learning and artificial intelligence on what are the the best questions you can have in an interview for a specific role, with specific skills, etc.”

The evaluation part is as handy, too; Hiring teams watch interview recordings on a simple-to-use video player and can leave comments and notes based on candidates’ performance, or even with thumbs up/down emojis. User experience was a priority going in for the Product Team – with particular emphasis on those new to video interviewing.

If you want to get a better, step-by-step understanding of how the Video Interviews tool works both for candidates and users, watch our webinar “One-way video interviews: The new normal”.

Zoe added that those simple tool functions have already allowed many customers from different sectors to succeed with Video Interviews.

Learn how healthy food restaurant chain Salad and Go screened candidates for two new restaurants in two weeks using Workable Video Interviews:

4. Is there a possibility not to give the candidate time to think?

Sometimes you want to assess how quickly a candidate can address a specific question or situation. To test that, you can give candidates a set amount of time to prepare for their answers. The hiring team can either select “unlimited time to think”, which means they can take as much time they need to practice their answer, or set a “time to think” frame which can be as short as one minute. Michalis clarified the reasoning behind these options:

5. Can multiple members of the hiring team leave evaluations with different scores?

Yes, multiple hiring team members can assess and score candidates independently when using Video Interviews. Each member can watch video answers at their own convenience and leave comments or notes as they see fit. Michalis explained:

“Each hiring team member can watch the video answer and can add their own comments, notes, and evaluations for the candidate. A new scorecard will be automatically created and completed for each member.”

Plus, all notes and scores for each candidate will be put together in a structured way inside the tool, making it easy for the whole hiring team to track them and make better hiring decisions.

The post One-way Video Interview FAQs for hiring teams appeared first on Recruiting Resources: How to Recruit and Hire Better.

The good news is, you don’t need to wait until you’re at your desk to get started. You review every application via the Workable mobile recruiting app. Time stuck in traffic is not time wasted. You move the best candidates to next stage and disqualify the ones that don’t quite fit the bill.

Even better, you leave comments on certain profiles tagging members of your hiring team to ask for their feedback. By the time you get to your desk, coffee in hand, you’ve already completed the most urgent task on your to-do list.

Making the most of your time

When recruiting isn’t your main task, finding time to review every application in a single sitting is a big ask. In addition, when you have one urgent position to fill you need to prioritize candidates for that role. Open the Workable app and you’ll find all the applications that are waiting for your review. Filter candidate profiles by job, if that’s more helpful, then screen, evaluate and comment at your own convenience.

Creating a better candidate experience

When time is tight, it’s not that uncommon to overlook an email, a notification or one of the many other tasks on your list. But forgetting to contact applicants or move them through your recruiting pipelines could cost you qualified candidates or put your employer brand at risk. To make sure you don’t lose track of your best candidates, the Workable mobile recruiting app keeps all your communication organized.

It takes seconds to respond to candidates waiting for your reply or to evaluate candidates you may have overlooked in the last few days. The mobile app ensures you don’t miss anything, improves candidate experience and reduces time spent between hiring stages.

Everything you need at your fingertips

Once you’re done reviewing applications, you can schedule interviews with your most promising candidates right away. There’s no need to switch to a different platform (like your email provider). If you conduct phone or video screenings, call candidates directly from their profile on Workable’s mobile recruitment software. Candidate’s contact information travels with you, so you can reach out in just a few clicks.

When it’s time to meet candidates, use the Workable recruiting app to check your Agenda; it has all the details of your scheduled meetings. Instead of printing resumes or making separate notes, check the candidate’s profile to refresh your memory before you start. If you’ve set up an interview scorecard, use it to keep track of the questions you’re going to ask.

And after each interview, leave a quick evaluation on your mobile while the candidate is still fresh in your mind. This is useful when you have back-to-back interviews and no time to write down detailed feedback. For hiring managers, having the option to evaluate candidates right after interviews using their phone means that they can return to their job and focus on their regular tasks. Mobile recruitment allows for quick and valuable interview feedback so that the rest of the hiring team know how to move on (for example, extend a job offer or schedule a follow-up interview.)

Getting things done

As the hiring process reaches the final stage, you’ll get a notification to review and e-sign the offer letter for your most successful candidate. You can do that with your phone too, if you’re out of the office and don’t want to leave the candidate waiting. And as soon as the candidate accepts the offer, you’ll get the good news on your mobile. Who knows, maybe you’ll even be able to say you closed a hire without ever logging into your desktop computer!

Using the Workable mobile app for hiring

Liam Quinn, HR Programme Manager at C. Hoare & Co., the oldest bank in the UK, shares his excitement after hiring team members synced their Apple watches with the Workable app:

Meanwhile, Rhonda Aos, HR Manager at Lethbridge School District, describes how they managed to reduce time to hire using the Workable app:

Our principals and hiring managers now screen applications as soon as they come in. That could be in the office on their desktop or out and about on their mobile. They love being able to access information about candidates quickly and easily on the fly, wherever they are.

Whether your mobile operates on iOS or Android, download Workable’s mobile recruiting apps to hire candidates on-the-go. They’re free with every Workable plan.

If you’re not using Workable yet, request a demo to learn more about the mobile recruiting features we offer and how to turn your hiring into a streamlined, fast and collaborative process.

The post How to use the Workable mobile recruiting app for hiring appeared first on Recruiting Resources: How to Recruit and Hire Better.

But where do you start? If you’re like many of the Workable users I engaged with on a regular basis during my two years in account management, you’re looking for clear reports and numbers. Keeping a spreadsheet with all the hires you’ve made or all the interviews your team conducted doesn’t really portray your work. That’s because a spreadsheet is hard to maintain manually as your company is growing and, also, it doesn’t give you complex information, such as the bottlenecks of your hiring process or comparisons between different quarters and departments.

For this type of information, you need a system in place that will make all the calculations for you, so that you focus on analyzing the outcomes, improving your processes and building a case for new tools or new hires. When you come to me with this kind of request, I’ll usually show you my favorite recruiting reports – the ones that customers across all industries visit and interact with the most.

How to measure recruitment effectiveness

Recruiting reports: Most Visited

1) Current Pipeline Report

Why?

The Current Pipeline report is your recruiting snapshot. Similar to the Dashboard that you see right when you log in to Workable, this report shows you what’s going on with each job. How long has it been open for? Is the pipeline full? You can even break down each position by stage to gather more specific information: Where are the bottlenecks and what are the holdups at each stage? What areas do you need to focus on?

For example, by looking at your Current Pipeline Report, you can learn that 20 candidates have applied for the Software Engineer role, but nobody from your hiring team has screened them yet. So, you might want to emphasize on that stage now.

Here, you can view the aggregate of your pipeline stages across specific jobs or departments:

In the above screenshot, you can see that there are 193 candidates in the phone screen stage. This could be a hint that you might want to speed up this part of your hiring process, by using, for example, an auto-scheduling tool.

Who is this helpful for?

This recruiting report is especially useful if you are – or if you report to – the head of talent or HR at a large company. You’ll get a pulse on the current hiring process. Knowing this kind of high-level overview helps you shift your team’s focus to specific areas and identify priorities and opportunities for optimization.

Tip: Nearly all recruiting reports can be exported to PDF. This can prove to be incredibly helpful collateral at those quarterly meetings where your boss or someone from Finance wants an update on the hiring process and current open roles.

2) Candidate Breakdown Report

Why?

The Candidate Breakdown report is among the most exported recruiting reports. It allows you to take all of your candidate data out of Workable in a CSV file where you can do a number of things:

• Manage data by yourself on Excel, Google Sheets, etc.
• Create a mailing list to keep past candidates updated on your company
• Track and report on specific candidate information that matters to your company, such as salary expectations, years of experience, etc.

Who is this helpful for?

If you’re a Talent Acquisition or People Management specialist, you’ll find that the Candidate Breakdown report allows you to build an offline database for safekeeping. You can also derive datasets that may be used in larger scale reports.

Note that when you export and store candidate data, you need to make sure you comply with data protection regulations, including GDPR and your company’s privacy policy.

Recruiting reports: Most Interacted With

1) Historic Pipeline Report

Why?

The Historic Pipeline report has always been my favorite report to show. That’s because it measures the effectiveness of the recruitment process. Our Time to Hire report shows how long it takes you to hire for a position, but the Historic Pipeline shows you why it takes that long.

Let’s see how it works. You have probably organized your hiring process into stages. Each stage is supposed to identify the best candidates and dismiss the others. Here’s what the Historic Pipeline report looks like:

The darker section of each bar represents the number of candidates who have been left at that stage. The lighter section indicates the number of candidates who’ve been disqualified in that stage. When you only reject, for example, 10% of the candidates from one stage to the next, you’re not much closer to a decision – you’re just delaying the time to hire for a few days. In a war for talent, this delay might just cost you your next hire.

So, going back to the above example, you should probably ask yourself: is the test you’re using (personality, aptitude, etc.) hard or relevant enough? Maybe it’s time to reevaluate this test and use alternative assessment methods to screen candidates more effectively.

2) Candidate Sources Report

Why?

The Candidate Sources report explores your recruiting mix. It’ll tell you where your candidates are coming from as a whole. However, as an HR professional, you’re often more keen to dig deeper. You want to know: where are most engineering candidates coming from – and even better – where are the successful ones coming from? Are we finding engineering talent via LinkedIn? Which avenues are working and which are not? You can get these answers from the Candidate Sources report:

If you notice that your best candidates usually come from a certain job board, maybe it’s worth investing a bit more through premium postings or direct sourcing on that site. Likewise, if your referrals are not successful, you should consider beefing up your employee referral initiatives.

You can also drill down by data range and job to do some A/B testing and get interesting insights. Does rewriting your job description or changing the job title drive more candidates?

Tip: You can use the job shortlink to post your open roles anywhere on the web (niche sites, industry forums, etc.) and Workable will automatically track that source, too.

Something for everyone

These recruiting reports and metrics are useful to everyone who, one way or another, is involved in hiring: from the head of talent and the finance team to hiring managers and recruiters. Using the data you get from these reports, you can make strategic decisions based on facts, rather than impulse or out of habit; you can compare your hiring goals with the actual results, spot areas for improvement and see how your recruitment process gets more effective over time. This way, you’ll decide where your team should be spending time and resources.

These are the most popular reports among Workable customers and often the first reports that I’ll show to new users. They’re a great place to start if reporting is a priority for you. However, it’s always good to outline your company’s KPIs first. You can see a great example from one of our customers, ZeShaan at Onfido, here.

If you know exactly what you’re looking for, Workable can create it for you. I’ve worked with dozens of customers over the years to create specific custom reports. We can even connect you to all of your live data too! For more information, contact our team and we’ll walk you through our reporting suite.

If you’re in tech and want to see how your numbers stack up against the average in your region, check out Key Hiring Metrics: Useful benchmarks for tech roles.

The post Workable’s most-used recruiting reports and how to use them appeared first on Recruiting Resources: How to Recruit and Hire Better.

Employment background check basics

A background check for employment is a legal investigation into an individual’s past. It includes items such as identity and employment verifications as well as global watch list, sex offender, national criminal search and county search checks.

The key word here is legal. This is an industry that is heavily regulated, so you can’t just perform an online search and use public information to make your staffing decisions. According to the Fair Credit Reporting Act (FCRA), employers must make sure that should they choose to perform a pre-employment screen on a candidate, they protect that candidate from breaches of privacy, falsely reported information and/or discrimination.

Criminal records fall into two categories: national and county records. Some employers rely solely on the national criminal records. National databases are aggregated by data brokers and consist of both county and state records. Unfortunately, there’s no legislation requiring counties to report their records up to the national database level, leaving the database incomplete.
Most criminal records are tried in county level courts, so that’s where the most accurate criminal records exist. It’s important to run county checks for each of the locations where an applicant has lived. Performing national checks will give an indication of which counties to search. But to perform a truly comprehensive criminal search, county criminal searches are a must.

The value of employment background checks

According to a study from the National Research Business Institute, 37% of employers said a bad hire negatively affected employee morale, 18% said the bad hire negatively impacted client relationships and 10% said the bad hire caused a decrease in sales. Avoiding becoming part of statistics like these is easier when you perform background checks on potential hires.

This is especially true if you’re a small business or your business is in a growth stage. It can be very tempting to fill a position quickly when you’re small or growing (or both). To continue that growth, you need people to work for you yesterday. There’s nothing quite like the urgency of needing to grow your staff because continued growth of the business hinges on that hiring. But the cost of plugging someone into a job that isn’t suited to them can set you back much further than if you’d taken the time to do a background check to help find the best individual for the position.

With that in mind, it’s important to understand that an employment background check should be used as an additional tool in your hiring arsenal and not as the foremost decision maker. While it’s important for employers to be FCRA compliant, a background check simply doesn’t give you the full view of a potential hire, nor does it tell you about someone’s personality or whether they will fit well into your company. The only way to do that is to meet each candidate in person, and learn more about his or her skills, experience, and personality fit to make a well-informed hiring decision.

A simple background check solution

Workable has partnered with Checkr, an online platform that provides modern, compliant employment background checks for all different types of businesses, global and local. If you’ve used Workable to manage your recruiting, you can now use it to perform pre-employment screenings on final-round candidates that you’re deciding between. Once you have narrowed down your list of potential hires, you can simply order a background check directly from the Workable platform – you don’t even have to open another browser tab. It’s all integrated within Workable, so you can save precious time, money and energy for continuing to build up your business.

If you would like to learn more about Checkr and background checks, watch our webinar:

See our Employee Background Check Policy Sample for a starting point in developing your company policies.

The post Demystifying employment background checks appeared first on Recruiting Resources: How to Recruit and Hire Better.

When you’ve decided on the person you’d like to hire, an employment background check will provide extra reassurance that your candidate is qualified for the position and will pose no legal threat to your business. Companies that do not run a background check risk potential liabilities from issues that may arise when a candidate has been untruthful, or omitted details of their employment or criminal history.

Background checks can take many forms. The most common examples are checks of:

• Criminal records
• Credit reports
• Driving records
• Verification reports (e.g. identity, education, work history, SSN).

When you perform a candidate background check as a pre-condition of employment, you are legally obliged to work in accordance with the Fair Credit Reporting Act (FCRA.) The FCRA is a federal law that governs the production and use of consumer reports for employment. The law is there to protect you as an employer, from claims of negligent hiring, and your candidate from privacy breaches or discrimination.

Using these types of checks help you uphold your decision to hire your best candidate or avoid hiring someone who proves unsuitable.

Why conduct a background check through Workable?

Workable integrates with Checkr – an online platform that specializes in background checks for employment in the U.S. This partnership helps make your employment background check process:

• Efficient: Workable is a platform to manage your entire recruiting process. Through the integration with Checkr, you can request and run a background check without having to switch windows or log in and out of multiple systems. That way, you can keep track of candidates and background reports in one place.
• Legally compliant: Background checks are regulated by federal and state laws (e.g. the Fair Credit Reporting Act.) Companies are mainly obliged to:
  • Ask for candidates’ consent before they perform checks.
  • Avoid discriminatory background checks (e.g. genetic information.)
  • Keep candidates informed about adverse hiring decisions (denying employment based on the check’s results.)
  • Give candidates information about their rights regarding background checks.
  • Give candidates the time and the means to dispute false reports.

All these can be burdensome for companies to do on their own. Workable and Checkr work together to ensure there’s a legally compliant process already in place whenever you decide to run background checks. Your only responsibility toward compliance will be to apply the same fair standards to all candidates when requesting background checks and using the results to make hiring decisions.

Not using Workable yet? Request a demo to learn how you can improve your hiring process with our all-in-one recruitment software.

What does the background check process look like with Workable and Checkr?

Before you start the background checking process, we advise that you explain to candidates that a successful background check is a pre-condition of their employment. You must:

• State that any information found will be considered when making the final hiring decision
• Make the candidate aware that the process will not go ahead without their written consent; and,
• Explain that they will be receiving an email from Workable to which they must respond.

To remain compliant, the first time you request a candidate background check using Workable, you will be asked to sign an agreement with Checkr. This is to confirm that the check is for employment purposes only. From then on, you can initiate background checks directly from the candidate’s profile in Workable:

There are currently two types of background checks available via Checkr (with more planned for the future.) The Professional option differs from the Standard option by offering an unlimited number of county criminal searches that retrieve candidates’ possible criminal records (e.g. convictions, charges) from county courts.

After making your selection, Workable will contact your candidate via email asking for their consent. This email will also:

• Include the necessary documents that are needed for compliance with the FCRA.
• Explain that the results of this background check will contribute to hiring decisions and passing the check is a pre-condition of employment.
• Provide information about Checkr as the screening company (name, address, contact details.)

When the candidate replies confirming their consent, leave the entire process to Checkr. Checkr’s experts will:

1. Gather the necessary information from the candidate (current address, date of birth, SSN, driver’s license number & issuing state.)
2. Conduct their investigation.
3. Produce a report for you.

How to run a background check report

When Checkr’s report is ready, you will receive a notification in your Workable inbox and on the candidate’s profile:

The report will be marked as “clear” or “consider”:

What does ‘clear’ mean on a background check?

“Clear” means that nothing of concern was found and you can continue your hiring process with this candidate.

What does ‘consider’ mean on a background check?

“Consider” means that the investigation has found something that you may wish to consider before proceeding with the hiring process. Items marked “consider” are there to facilitate your hiring decision—not the make the decision on your behalf.

Initiating adverse action after a background check

In this context, “adverse action” means denying employment to a candidate because of information found in their background check. Should this happen, Workable and Checkr guide you through this process in accordance with the FCRA.

To begin the disqualification process, initiate adverse action directly from the candidate’s profile in Workable. (Note: the candidate isn’t immediately disqualified once you do this, as they have the right to respond):

At this request, Checkr will email the following to the candidate on your behalf:

• A copy of their background report.
• Written notification of pre-adverse action (your intent to deny employment.)
• The document “A Summary of Your Rights under the Fair Credit Reporting Act.”

Candidates can dispute the report within a set period of time. If they do, Checkr will perform further investigation free of charge. At the end of this process, Checkr will let you know if the report is updated with new information or remains the same. Then, you can decide whether to proceed or to deny the candidate employment.

By using Workable and Checkr combined, you will remain fully compliant and you’ll have saved your hiring team time and effort. Use the information from your background check reports to make more informed hiring decisions.

Not using Workable yet? Request a demo to learn how you can improve your hiring process with our all-in-one recruitment software.

Related reading:

Employer essentials for employment background checks
How to address background check red flags
Setting up an Employee Background Check Policy 

The post How to run a background check with Workable appeared first on Recruiting Resources: How to Recruit and Hire Better.

Salad and Go is a fast-growing, healthy fast food chain that’s been featured in Business Insider and Fast Company. Based in Arizona, their mission is to make healthy food accessible to everyone. As COVID-19 hit the United States, Salad and Go adopted Workable’s Video Interviews platform to screen candidates for 2 new restaurants in addition to the 16 they already have.

“We’re using the new Video Interviews tool to pre-screen candidates and move quickly into the interview step. Normally, we have daily open interview sites, where any interested candidate can come by,” says Brandi Hale, Salad and Go’s Head of People and Culture. 

“This [in-person interview] process is not possible for us right now due to the [COVID-19] crisis. This tool has helped us be more efficient during this time and get our jobs done. Thank you!”

The pivot to remote hiring was a seamless experience for Salad and Go. They quickly adopted Workable’s Video Interviews feature and the results were nearly immediate – they screened 50 candidates within two weeks. That works out to at least five screens per business day. 

Says Brandi: “Video Interviews helped us retain that personal contact we want to have always with anyone who’s applying to our organization.”

When the world goes back to normal, they’ll continue to use Video Interviews as it’s made their hiring process more efficient.

The post Salad and Go – now expanding – screens candidates remotely with Video Interviews appeared first on Recruiting Resources: How to Recruit and Hire Better.

Frosch Travel focuses on the corporate travel industry and customer service is key for their business success. In order to have the level of customer service their clients expect, they must have a company full of quality talent to support clients’ needs. As the company grew, the need for a robust hiring pipeline grew alongside, but they still had a manual job posting process and unstructured recruitment process. Tracking was in various different places including collecting some paper applications. They needed to make a change.

Instead of posting manually to job boards they wanted to post in one place and for that post to go to a large job board network, with Workable they achieved that, and as Kristi Stevens, Frosch’s Head of Talent says, they also got to tap into their internal network for referrals. They hired 25% of employees through Workable Referrals in a year or approximately 50 people.

“I was really able to justify the purchase of the Referrals feature to our CFO for cost savings. It paid for itself within its first three hires. It should be every company’s number one recruitment tool. Good people know good people.”

They moved to a structured recruitment process where everything is kept in one place. Co-headquartered in Houston and New York City, they’re a global company with 40 offices. With constant hiring and often working with first time hiring managers, they needed to get people trained quickly and collaborating right away. Candidate and hiring manager experience went hand-in-hand, and Workable helped them do that effectively with the mobile app and candidate self-scheduling feature.

“The self-scheduling feature is by far one of my favorites because the back and forth between myself, candidates and managers was one of my biggest stressors before Workable. It probably took up more time than anything, so when the self-scheduler came along I was so happy. It made my life 10X easier.”

As a global company there are many factors for them to think about, including the different compliance rules that they’re subject to by country. Operating in Europe, GDPR had been a major stressor. With Workable, Frosch found a partner that they could trust.

“We were all scared to death about how we were going to manage it on a candidate level. Workable packaged that all nice and neat, and was working on it years before GDPR came into effect. I was able to activate with a nice little button. Workable made me look good for GDPR.”

Hiring 200+ people a year and with 100 open positions at any given time, Frosch maintains a hiring plan that requires review by global management. With so many moving parts across the world, without reliable reporting, it was difficult to do that.

Says Jesus Loera, International Accounting Manager: “Just by looking at past trends of how long it takes for us to really hire people in those countries, it’s able to give us a future plan for how long it’s going to take to bring someone in and that translates over to cost reduction and the bottom line. And so having that historical data within Workable, helps us plan for the future.”

With Workable, Frosch Travel scales their international business based on real time metrics. The data is all tied to each other and they’re able to look into the past and see how to effectively move forward in the future.

The post Frosch Travel hires 25% of employees through Workable Referrals appeared first on Recruiting Resources: How to Recruit and Hire Better.

The challenge

The solution

• Recruitment was hugely time consuming
• Lacked infrastructure to manage recruitment effectively internally and relied on agencies
• Spent several hundred thousand dollars a year on agency fees
• As business grew, HR was under pressure to reduce overhead and improve service levels

• Build a business case to purchase and implement Workable
• Decrease agency reliance because of global job board distribution
• Reduce time to hire with hiring manager engagement across all recruitment stages
• Save more than $300K in agency fees in first year

Alexander Dennis designs, engineers, builds and supports a range of market-leading buses. They operate in the UK, North America, Continental Europe and Asia Pacific. Globally, there are over 25,000 people every minute of every day riding their buses. To break that down even further, more than half of the buses that you see on the roads in the UK are made by Alexander Dennis, with over 3.5 million passengers a day in London alone making a journey on one of their buses.

The company’s revenue tripled in the past decade but the HR Team had not grown at the same speed, requiring Alexander Dennis to rely heavily on agencies and manual spreadsheets. Tasked with reducing spend, David Raphael, Head of Talent Acquisition, made the business case to purchase Workable, saving Alexander Dennis $300,000 on agency spend in their first year with Workable.

“With Workable we’ve significantly reduced our agency spend and at the same time, modernized, standardized and future-proofed our recruitment process.”

The HR Team of 12 needed an easy to use system and one that was quick to implement for 120 hiring managers and counting spread across the world. With Workable, Alexander Dennis took charge of recruitment without having to expand their HR Team by collaborating across hiring teams, thus exceeding the Finance Team’s mission to reduce spend.

“I couldn’t guarantee that I was going to get the results. I knew I would, but I couldn’t guarantee. You know, Workable’s a good product. It’s a great one.”

David, new to Alexander Dennis when he made the business case to purchase Workable, was untested in major business initiatives at the company, but with Workable, the HR Team automated admin and became a true business partner.

The post Alexander Dennis saves over $300K in agency fees in the first year of using Workable appeared first on Recruiting Resources: How to Recruit and Hire Better.

The challenge

The solution

• Using emails and spreadsheets for candidate data
• No consistent hiring process
• No resilience or systems to scale
• Poor communication with no tracking

• Streamline and speed up recruitment using automated applicant tracking
• An intuitive interface which guarantees fast, company-wide global uptake
• A visible pipeline that follows a sales-funnel approach
• Interview scorecards to standardize and measure the interview process
• Customizable careers pages to promote employer brand
• Wide-reaching, one-click job board posting to maximize reach in seconds
• Flexible pricing options to meet company budget.

The challenge: Hire better people, faster

Bevi needed to build a bigger team, powered by the right people in the right roles. But their approach to recruitment was failing them.

“Our hiring process was a disaster,’ says Lauren Della Morte, People Operations Manager at Bevi. “Everything went into a generic ‘Jobs’ inbox. So it was very difficult to keep track of who was interviewing who and to share feedback on candidates. We’d either update each other verbally, in passing, which meant no documentation, or through email exchanges, which dragged on forever.”

Without a formal system in place, recruitment was ad-hoc, differing from person to person. This impacted their employer brand as well as their internal workflow.

“People weren’t consistent in how they were hiring,” says Lauren. “Not even with posting open roles on our own site. As well as being inefficient, this made a poor impression on applicants and passing talent.”

They had an enthused and engaged culture of referrals. But there was no way of managing these effectively.

“It’s great to have internal referrals,” says Lauren. “And we were lucky in this respect. A lot of people would say ‘Oh, I know this person. They’re great. Let’s get them in.’ So we’d get them in. And, if we hired them, we’d work out the job description afterwards. Which is fine when you’re a very small company. But we’re trying to rapidly scale, so it was never a long term option.”

Even at the end of the funnel—having complete the selection process—there was no guarantee that successful candidates would translate into future employees. A slow, cumbersome offer letter and approvals process risked losing them their preferred hires.

“Our offer letters were flying around all over the place,”says Lauren. “They were PDFs and it was impossible to track them. I was doing intermediary stuff, putting everything in DocuSign. But the problem with that is it’s tricky to amend when details need to be changed. And then there’s the challenge of sharing offers and updates with hiring managers and whoever else needs to approve. Not to mention actually sending and signing the offer!”

The solution: Right product, right features, right price

Bevi knew that automating the hiring process to streamline and speed up recruiting was the answer. But finding the right recruiting platform was crucial.

“We started looking for an applicant tracking system (ATS) and were already 90% down the road of choosing between two platforms we’d pinpointed,” says Lauren. “But, after talking to Workable at a Talent Hackers event, we were so impressed we got on the phone straight after to find out more. We quickly saw the benefits of Workable over the other two platforms. We made our decision, and the rest is history.”

For them, the design and function of Workable’s product was the deciding factor.

“We went with Workable because of the product features. Workable had the type of user interface we’d been looking for. It was so intuitive.

“Our hiring managers wanted to see a sales funnel approach for each of the roles,” says Lauren. “And Workable’s visual hiring pipelines offered a perfect overview of the different stages in the funnel.”

Workable’s intuitive software provided the right balance of structure with manageable customization. On a pricing plan that suited them.

“We loved the interview scorecards,” says Lauren. “And that there were different levels of customizable careers pages. The ability to post jobs and achieve a powerful reach was so easy. You can post to loads of different boards with just one click. The pricing options really worked for us, too.”

Having made their decision, it took just a few weeks to get everyone using Workable.

“The implementation process couldn’t have been better,” says Lauren. “I had a really patient support consultant who sent clear documentation and made immediate time for me whenever I was ready.”

“We trained our hiring managers using a webinar provided by Workable. This worked really well. We recorded it and made it available across three different time slots for them to view. Everyone attended. But Workable is so user-friendly you don’t need much, if any, training.”

The outcome: Bigger teams and a better hiring experience

Fast forward one year and Bevi have doubled in size since implementing Workable.

“We’ve definitely achieved our goal of hiring better people faster,” says Lauren. “The whole process is much easier, far quicker and much more streamlined.”

But that’s not the only change.

“We’re also able to offer a richer, more cohesive experience for candidates,” says Lauren. “We love the fact we can integrate other tools and apps, like Namely, with Workable. This means we can build a richer hiring toolkit and offer our candidates a better hiring experience.”

And they’re now able to harness the true power of their employee network.

“Using Workable we can now track and manage employee referrals,” says Lauren. “We just need the name of a prospect and Workable does the rest. It builds an organized and detailed candidate profile and we just click to add it into our hiring pipeline. And because everything’s recorded in the system we can build a formal program of referrals where everyone benefits and is recognized.”

The future: Unlocking potential and building a richer hiring portfolio

With a streamlined process in place and running seamlessly, Bevi’s focus has shifted. They’re now working on enriching their hiring toolkit using the full suite of features Workable has to offer.

“With Workable it’s more about us unlocking potential and really taking advantage of everything that it can do,” says Lauren.

Unlocking potential also means making the most of product enhancements and future integrations.

“The way Workable shares news of new product releases and integrations really works for us,” says Lauren. “Communication is to-the-point, relevant and helpful—no fluff. This makes it easier for us to see at a glance what’s on offer and how it could work for us.

“We could see immediately how the new Offer and Approvals feature would meet one of our major pain points—getting offers sent and accepted faster. As soon as we heard about it, we registered for the webinar and had all the info we needed to transform our clunky process. We know there are even more more exciting things to come and can’t wait to try them out.”

The post How Bevi doubled in size in a year using Workable appeared first on Recruiting Resources: How to Recruit and Hire Better.

The challenge

The solution

• Attract digital savvy talent
• Refresh employer brand
• Increase efficiency of the recruitment team
• Streamline processes and reports

• Use mobile-optimized hiring software to attract technology-oriented candidates
• Increase social sourcing through interaction with social media sites
• Identify quality candidates and manage internal mobility using advanced search
• Automate communication for faster hiring
• Improve strategy using automated recruitment reports
• Support product & industry developments with integrations
• Reduce admin through workflow automation

The challenge: Combating inefficient, traditional hiring tools

As the youngest major bank in Greece, Eurobank’s always been focused on innovation and expansion. But the rigid processes and antiquated systems it inherited were holding it back.
Without a centralized system in place, the recruiting team used different databases and software to manage hiring. This slowed down recruiting workflow.

“The team was using a combination of Excel worksheets, an internal CV storing access-based system and emails to go through the regular selection pipeline,” says Philip Anastasakos, Talent Recruitment, Selection & Onboarding Officer.

Managing CVs was complicated and involved a lot of repetitive manual admin.

“We used to get nearly 1000 CVs per month,” says Marianna Kostaki, Senior Talent, Recruitment & Onboarding Officer. “All of these had to be screened and stored in folders.”

With most of the recruitment process based on paper-then-scan, retrieving and searching for files added to the challenge. Manually inputting candidate data across various systems also compromised data security and made accurate reporting difficult.

“We had to send reports back and forth in an effort to reconcile data that was different among various HR departments,” says Marianna.

They lacked a centralized workflow, with limited tools for effective collaboration. As a result, communication across hiring teams was often inefficient and awkward.

“Hiring managers didn’t have access to our databases,” says Philip. “So we had to email resumes, feedback and assessments. There was no integration, or ability to align easily.”

All of this also impacted candidate experience and the bank’s employer brand.

“Asking candidates to send resumes in via email didn’t support our move towards increased digitization,” says Philip. “And with no centralized system in place for managing applications the process dragged on for candidates. This impacted our reputation as an employer and made it hard to attract the right talent.”

The solution: A digital transformation program that modernizes hiring

To compete for talent in a competitive younger market Eurobank’s employer brand, as well as its hiring processes, needed a refresh.

“We wanted to attract a new generation of employees; people who would bring in new ideas and push us to new heights,” says Philip. “To do that we had to modernize our employer brand and open ourselves up to new methodologies and technologies.”

A company-wide program of digital transformation was launched. For the HR team this meant finding new recruiting software to streamline workflow and modernize its brand.

“Our brief was tough,” says Marianna. “As well as an easy-to-use interface, we also needed rich resources, a progressive approach to developing new features, and great support. The user interface and user experience is so intuitive with Workable. Everything’s in one place, it’s accessible, easy-to-find and easy to search for.”

But usability of the product was just part of the appeal.

“When you sign up with Workable you’re not just getting a tracking system,” says Marianna. “Just as important is the service and support you receive—without even asking! That’s what’s so unique about Workable. It’s not just the technology, but the resources it provides.”

The outcome: Streamlined hiring for candidates, recruiters and hiring managers

By streamlining and automating recruitment, Workable’s helped modernize Eurobank’s employer brand so it can attract a fresh generation of young talent. Easy integration with social media, supported by Workable, has helped raise their overall apply rate by 22%.

“By using Workable we’re now attracting a new generation of candidates and building a richer and more robust workforce to support Eurobank’s digital transformation journey.” Golfo Agapitou, Assistant General Manager, People Talents, Eurobank.

The future: A complete, customized hiring toolkit

Choosing the right recruiting software transformed Eurobank’s hiring culture and workflow. The right combination of integrations is now helping them build a richer end-to-end process—for candidates and hiring teams.

“Workable offers a lot of integrations,” says Philip. “We just need to pick the right ones for us. Our account manager’s been great helping us build a powerful, personalized toolkit. Criteria Corp, Human and Codility are just some of the integrations we’re looking at.”

They’re also applying a customized approach to incorporating new features.

“Workable’s GDPR functions are great,” says Philip. “We’ve adapted the privacy notice they provide to suit our needs and we’ve come up with an off-label use for their amazing offer letters and approvals function. Using Workable our recruiting strategy is digital, increasingly mobile, unique to our needs and ultimately a lot faster and easier.”

The post Eurobank increases its apply rate by 22% with Workable appeared first on Recruiting Resources: How to Recruit and Hire Better.

The challenge

The solution

• 200+ applicants per job
• 64 hiring managers using different hiring tools
• An informal, manual process (email + paper)
• Impossible to track or manage process

• Deploy Workable across all 24 locations
• Enable teams to use Workable on desktop or mobile
• Provide access to Workable’s 24/7, global support
• Streamlined process, specifically:
  • Faster candidate screening
  • Improved, trackable evaluation and collaboration
  • Automatic reporting

The challenge: Small budget, big hiring expectations

Every year, Lethbridge School District hires approximately 300 support staff and 140 teachers. A popular local employer with a strong employer brand, it attracts hundreds of applications for every post. Despite this, its hiring budget is low with no dedicated recruiters on the team. It’s the principals and vice principals, already busy with other commitments, who tackle the task of candidate screening.

Rik Jesse was appointed Associate Superintendent of Lethbridge in March 2017. His first mandate was to modernize the department, using technology to make things more efficient.

“We were managing our recruitment by email and on paper,” says Rik. “Although everyone tried to stick to a process, it was kind of like the Wild West. Everyone was doing something different.”

Without a defined process it was impossible for HR Director, Rhonda Aos, to have a clear overview of hiring across the organization.

“Our principals aren’t HR professionals,” says Rhonda. “Hiring is just one of many things they have to do throughout the day. But it was becoming all-consuming. So everyone looked for their own shortcuts. This made it impossible for me to track where we were in the process.”

The volume of applications and siloed approach to recruiting workflow added even more pressure.

“We get on average 200 applications for each post,” says Rhonda. “Our hiring managers had to wait for all of these to come in before sifting. This was so disruptive in terms of workflow.”

The solution: A flexible hiring process that works for everyone

Lethbridge needed to find the right HR tech to tame its wild approach to hiring. Rik and Rhonda looked at almost every ATS available. Only Workable met their brief.

“We wanted a platform that was easy to deploy with fast, personalized customer care and support. It also had to be user-friendly—something our hiring managers and principals could pick up and use quickly. Workable met all of these requirements. And more.”

The “more” included a tool with built-in checks and reminders, and the right pricing options.

“We have 64 hiring managers spread across 24 different sites. Some vendors charge per user. This didn’t work for us. Having flexible pricing plans was another reason for choosing Workable.”

The outcome: Integrated workflow, faster hiring

Since using Workable, Lethbridge has centralized its hiring process.

“Workable gave us the opportunity to revisit the importance of process with our hiring managers,” says Rhonda. “The Workable pipeline is now at the heart of our process.”

Sifting applications used to be an overwhelming, disruptive task for hiring managers. Now it fits seamlessly into their daily workflow.

“With 200+ applications for each post, the process from screening to offer used to take at least two weeks,” says Rhonda. “Now, it’s all done within a week.”

And Workable’s mobile app helps to engage the hiring teams.

“Our principals and hiring managers now screen applications as soon as they come in; whether that’s in the office on their desktop or out and about on their mobile,” says Rhonda.

The future: More sourcing and a richer hiring toolkit

The hiring market Lethbridge operates in is becoming more competitive.

“We’ve never had a problem recruiting people,” says Rik. “Applicants tend to come to us. But it is getting more and more difficult to attract qualified applicants.”

Using Workable, the team is making the shift towards more passive outreach, using product integrations to stand out from the competition and provide a richer experience for candidates.

“We’re very impressed with Workable’s integrations, particularly the video interviewing platforms,” says Rik.”We plan to start using Spark Hire very soon. And we’re excited about how People Search can help us identify and reach out to prospects for specialized roles. We can build a more proactive hiring strategy all from within Workable.”

The post Lethbridge School District reduces time to hire by 50% using Workable appeared first on Recruiting Resources: How to Recruit and Hire Better.

The challenge

The solution

• No HR department or recruiting system in place to source specialist talent at speed
• Ad-hoc approach to hiring
• Generic ‘careers@’ mailbox used to manage applications
• Manually posting to job boards, sifting duplicates and tracking communication drains time and resources

• Replace clunky manual processes with an automated system
• Post to multiple job boards with a single submission
• Maximize exposure on niche job boards using Workable’s job shortlink
• Pre-screen and target the best candidates fast, using customizable application forms
• Easily browse rich candidate profiles, including resumes, team feedback and interview scorecards
• Build effective hiring teams through automated notifications
• Use mobile app to keep on top of admin and make the most of potentially ‘dead time’

The challenge: No HR department and an overstretched admin team

Focused on delivering for a fast-growing client-base meant that hiring at marketing agency FP1 Strategies took a hit. Joining as CAO in 2015, Caroline Knox was faced with no HR department and an overstretched admin team.

“When I started here, FP1 wasn’t using an applicant tracking system,” says Caroline. “Applications were emailed to a generic ‘careers@’ mailbox. Logging it all and sifting duplications was time consuming. There was little clarity on who’d been contacted or when.”

Advertising jobs was also clunky. Manually inputting the details on one job board and then entering them again for another took up valuable time. And tracking candidates arriving from multiple job boards was also hard to navigate.

“With our growing client roster, I knew we had to hire people and we had to hire people fast,” says Caroline. “But the current systems wouldn’t get us there.”

The solution: Candidate experience informs hiring shift

Keen to automate and streamline the process, Caroline drew on an experience she’d had applying for jobs.

“During my own job search I came across Workable,” says Caroline. “I applied for a job and the website said “powered by Workable”. I remember thinking how seamless it felt.”

Curious about what Workable could offer hiring teams as well as candidates, Caroline signed-up for a free trial.

“My first interaction with Workable was from the other side, as a candidate,” says Caroline. “It was such a positive introduction that I was excited to see how it could empower me as a recruiter. By the end of the free trial, we were all hooked. We’ve been using it ever since.”

The outcome: Maximum job board exposure, faster processes

Hiring for multiple positions at speed means getting maximum exposure on the right job boards. Sourcing the majority of its talent from local, specialized sites across Washington DC, FP1 uses Workable to connect with all of these external boards.

“It’s easy to post across loads of free and premium job boards using Workable,” says Caroline. “But most of our prospects look outside this network, on niche sites. So we use Workable’s job shortlink. Posting it on any board we want, everything’s managed and processed through Workable’s ATS.”

To source the best candidates they needed fast, effective pre-screening. This meant designing an application form that would gather the right kind of detail to make screening quick and easy.

“Workable provides everything you need, with flexibility to customize the application process,” says Caroline. “Import pre-prepared job descriptions or application forms, then add extra detail to target your candidates.”

Concentrating on campaign delivery leaves little time for colleagues to focus on hiring. Workable’s ATS notifications engage them with minimal disruption.

“Using ATS notifications, I ensure people know what they need to do and when,” says Caroline. “I can build an effective hiring team with little effort and manage everything centrally.”

Centralized candidate profiles also save time and support transparency.

“Workable keeps everything in one place on the candidate’s profile: their resume, application form, and all the communication that’s taken place with them and across our hiring team.”

Workable’s mobile app is another way for Caroline to engage with her team and keep on top of her hiring pipeline.

“I use potentially dead time to complete quick, admin tasks, focusing on complex issues when I’m back in the office.”

The future: Advocating change to transform hiring

Knowing how powerful Workable has been in transforming her own recruitment process, Caroline’s keen for other businesses to benefit.

“Workable is perfect for fast-growing teams. There are some great packages, which suit different types and sizes of businesses, and it’s really easy to use. Companies relying on an email account to manage recruitment are really missing out!”

The post Applying through Workable inspires CAO to transform hiring at FP1 Strategies appeared first on Recruiting Resources: How to Recruit and Hire Better.

The challenge

The solution

• Chaotic approach to hiring leading to slow candidate-response time and sluggish pipelines
• No dedicated HR function or formal recruitment process in place
• Disconnected workflow with external agencies
• Emails and phone calls used to share feedback, interview details and hiring decisions resulting in a lack of transparency and poor tracking of information

• Streamline workflow with agency recruiters using external recruiter portal
• Engage all internal and external stakeholders through intuitive hiring software
• Pool talent for specialist roles using built-in candidate sourcing tools
• Use interview scheduling functionality to set up phone calls and interviews at speed
• Respond quickly to candidates and colleagues using mobile app
• Better organize hiring by using custom pipelines for different roles
• Communicate feedback faster and build a better candidate experience through comments functionality and collaborative tools

The challenge: No HR team and sluggish pipelines

InnoWell runs Project Synergy, a digital platform reforming access and availability of mental health care across Australia. It’s a joint venture, which means recruitment for the project is split. The University of Sydney hires research assistants and clinicians. InnoWell recruits for all other positions.

When the project launched, the Uni’s research team was already well-established. So, the pressure was InnoWell to hire the tech talent and business support required to develop the digital platform. But, without any recruitment process in place or a dedicated HR team, they were unable to move quickly to engage candidates.

“Our time to hire was too slow,” says Business Support Manager, Jenny McMaster. “I needed to streamline the process. I kept missing things because my inbox was full up with emails.”

The solution: Recruiting software with built-in candidate sourcing

They needed a digital solution that would enable them to get up and running quickly and start hiring, fast. A recommendation from their CTO lead them to demo Workable.

“Our initial contact at Workable did a great job with the demo,” says Jenny. “She took an interest in us and what we were doing. That gave us a really good feeling about our future working relationship with Workable.”

Fast implementation and migration of data meant they could start hiring almost immediately.

“The whole onboarding process was easy and quick,” says Jenny. “There was very little back and forth between ourselves and the implementation officer.”

Another big win for InnoWell was Workable’s built-in candidate sourcing functionality.

“With our remit for hiring specialized, tech talent, the other thing that impressed us about Workable was the fact that we could tap into a rich talent pool using built-in sourcing tools like People Search,” says Jenny. “So, essentially, we get an ATS and a far-reaching and targeted online candidate search engine rolled into one.”

They also needed a platform that would engage their active community of agency recruiters.

“Because of the type of technology roles we’re recruiting for we don’t use many job boards,” says Jenny. “Instead we rely on recruiters. We could quickly see how Workable’s external recruiter portal (with its intuitive design) and fine-grained access rights could support this.”

The outcome: A 15% reduction in time to hire

Since moving over to Workable, InnoWell’s reduced its time to hire by 15%. Time savings have been made in a number of different areas:

• Workflow with external recruiters is integrated and more streamlined.

“I’ve linked our recruiters up with Workable. And we’ve had incredible buy-in from all of them. They upload candidates straight into the system, which really has cut down on my time in terms of returning phone calls and emails.”

• They’ve also had positive buy-in within the company.

“Everyone can see Workable makes things more efficient,” says Jenny. “It reduces emails and phone calls and tracks everything too. Our tech team loves that it’s accessible on mobile.”

• Interview scheduling functionality has eliminated bottlenecks.

“I use the scheduling tools (calendar integrations and interview link) to set up initial phone calls and on-site interviews,” says Jenny. “We’re now progressing along the pipeline faster.”

• Using custom pipelines they can better organize hiring.

“We recruit for different roles; developers, designers, project officers and accountants,” says Jenny. “Using Workable, we can compartmentalize by creating pipelines for each of those jobs and having different people coming in as hiring managers at the different stages.”

• With the mobile app they can respond quickly to candidates and colleagues.

“I’m out and about a lot,” says Jenny. “So I love the mobile app, especially the Inbox function because I can reply quickly to comments and keep things moving along.”

• And they can collaborate more effectively on feedback and evaluation.

“Workable has empowered us to have really quick communication about candidates,” says Jenny. “Before, we’d have to hop on a call and send emails back and forth. Now it’s super quick to add and view comments and share post-interview feedback with candidates.”

The future: Reduced cost per hire through more sourcing and referrals

Using Workable and the power of its own company growth, InnoWell aims to reduce agency fees and increase employee referrals. Both of which will reduce its cost per hire.

“Bringing in more talent opens up our employee network,” says Jenny. “I’m excited to see how Workable can help us manage referrals. We want to make more use of the candidate sourcing tools too, instead of using agencies, because we know it will save us money.”

The post InnoWell reduces time to hire by 15% using Workable appeared first on Recruiting Resources: How to Recruit and Hire Better.

The challenge

The solution

• 150+ hiring managers using different hiring tools
• 50% of recruitment done using a manual process (emails + spreadsheets)
• An organization that’s hiring constantly
• Poor communication with external recruiters and candidates

• Deploy Workable across all 10 locations
• Provide access to Workable’s 24/7 global support
• Use structured workflows, pipelines, scorecards and templates to streamline and standardize process
• Collaborate and track communication using templates, 2-way email sync, candidate profiles and timeline
• Introduce integrations to enrich candidate experience
• All UK agency recruiters to submit and track candidates using Workable

The challenge: Different offices, different systems

IQPC is a sales-driven organisation—and hiring constantly. At any one time, they have approximately 80 open roles. But lacking the company-wide adoption of a single, effective recruiting tool, their approach to hiring was inconsistent. While 50% of offices used a legacy applicant tracking system (ATS), the rest struggled with separate hiring spreadsheets.

When Esther Smith became IQPC’s Global Head of People in 2017 her first goal was to centralize and standardize recruitment strategy. This meant switching from their current ATS, which had poor take-up and engagement, to a platform everyone would want to use.

“Our recruiters were using different functionality in different offices but no-one was using it as an end-to-end system”, she says. “This was usually because they found it too difficult, too complex. Everything we wanted to do required back-end intervention.”

The solution: Find a platform everyone wants to use

Most of IQPC’s hiring is done at line manager level. To make this work they needed a platform their 150+ hiring managers could use with little or no training. They looked at a range of systems, from basic packages to fully integrated Human Resource Management Systems (HRIS). Workable’s reputation for helping fast-growing, mid-sized businesses to scale up quickly led them to sign up for a free trial.

“The free trial allowed me to see how easy it was going to be for us to use,” says Esther.

With a planned roll-out to every office, and management-level users who are notoriously short on time, ease of use was vital.

“I wanted something that with just a few pointers and maybe a 20-minute demo people could just jump in and get on with,” says Esther.

“Our teams use LinkedIn and Facebook a lot. Workable’s interface was close to those social media sites in its positioning and I knew it would feel very natural to them.”

To meet IQPC’s full brief, the new system needed to balance manageable customization with tools that promoted consistency.

“I needed a platform that would standardize our disjointed approach to hiring. Workable made this easy through structured workflows and pipelines, scorecards, in-product best practice guides and templates.”

“With Workable you’ve got the option to customize when you choose but, unlike our legacy system, it’s not required to make the product work.”

The outcome: A better hiring experience for everyone

One year on, 446 new hires made, and everyone with a stake in recruitment at IQPC is using Workable. The dip-in dip-out approach that was so typical before has gone.

“Using Workable we’re getting value for money and a well-designed, quality product that people like and want to use,” says Esther.

Another big win was having access to integrations to build a smoother hiring experience.

“With Workable we can grow our HR technology footprint in an efficient, cost-effective way,” says Esther. “All of the partners we’re evaluating or using come through Workable. We’re currently rolling out Sapling for onboarding, and in the US we’re using Spark Hire for video interviewing. I’m also in the process of reviewing a trial with Drafted to boost referrals.”

Keeping track of communication with candidates was impossible using their old system. Now, everyone is up to speed and their candidate experience has been transformed.

“Before, I didn’t know if we were closing out candidates properly or if our communication chain with them was strong,” says Esther. “With the automated templates, 2-way email sync, candidate profiles and the timeline, we’ve been able to improve that experience a lot.”

That improved user experience also extends to IQPC’s network of external recruiters.

“Workable’s Agency tool offers external recruiters far more visibility than other ATS platforms,” says Esther. “It’s working so well that in the UK we only deal with agencies through Workable.”

The future: Building best practice

Day-to-day hiring aside, IQPC now also uses Workable to future-proof recruitment.

“Workable is constantly evolving the product to reflect new approaches to recruitment,” says Esther. ”Their GDPR support has given us a process to follow. It automates a lot of the GDPR requirements and saves time.

“With Workable we know we’ve got a platform we can grow with.”

The post IQPC switches to Workable and streamlines hiring across its global network appeared first on Recruiting Resources: How to Recruit and Hire Better.

The challenge

The solution

• A fast-growing, geographically-dispersed client base using spreadsheets, emails or sluggish legacy systems to recruit
• No centralized record of communication
• 100% remote hiring team
• Small “army” of recruiters with a big remit

• Refer clients to Workable to speed-up and streamline hiring
• Support a bespoke, culture-driven strategy using customizable job descriptions and interview templates
• Create a human touch with every candidate
• Actively engage candidates and clients using a mobile app
• Nurture hard-to-find talent using candidate sourcing tech
• Use outward-facing tech to boost brand and hire the best
• Integrate with G-Suite to facilitate 100% remote working

The challenge: A dispersed client-base with a disorganized, broken approach to hiring

OneinaMil provides a bespoke talent-matching service to its growing base of clients. Fueled by a culture-driven approach to hiring, sourced candidates are all strongly aligned to each company’s individual philosophy and focus.

But its input and influence doesn’t end there. It also improves how its clients hire.

“With my clients, the recruiting process is either disorganized, broken or needs to be built from the ground up,” says OneinaMil’s Founder and CEO, Lee-Anne Edwards. “Most don’t have an automated system in place and are using spreadsheets and emails. A few do have a system, but it’s the wrong one.”

To help its clients find the right talent, the right hiring software needs to be in place.

“I’ve trained people on different applicant tracking systems, “ says Lee-Anne. “Most platforms require hands-on training. This didn’t work for us and it wasn’t going to work for our clients.”

The solution: Use intuitive software to unite hiring across agency and clients

OneinaMil had been using Workable for years to manage its own hiring process and knew it was also the right platform for its customers.

“Workable reads my mind a lot of the time. It’s so intuitive and easy to use, I don’t have to train anyone. I can just say: ‘Hey, you’re signed up. Off you go!’”

And, with Workable’s industry-leading customer support, OneinaMil knew that any potential concerns about data migration were in the best hands.

“Workable’s customer experience is personalized, fast and efficient,” says Lee-Anne. “The migration of our data was smooth and problem-free. I wasn’t just another number. They took time to reassure me and enrich my experience. I knew it would be the same for our clients.”

And, to-date, 15 of its clients (and counting) have moved their hiring over to Workable.

“Recruiting has to be taken seriously,” says Lee-Anne. “If you don’t have good people, you have no product. I know Workable is the best, so it’s always the first thing I recommend.

“I love doing a demo of Workable, because as soon as clients see it in action it’s almost like they have this ‘Aha!’, eye-opening moment. They get it immediately.”

The outcome: A bespoke, streamlined culture-driven service delivered at speed

Boosted by Workable, culture-driven hiring is thriving for OneinaMil and its clients. Having recently expanded overseas, it’s also helping them collaborate with recruiters and candidates globally. Process across the agency’s dispersed network is now streamlined, faster and more efficient.

“We have at least 60 interview templates based on culture-driven questions for each client’s candidates,” says Lee-Anne. “This saves a ton of time. And it means that, if we have a new recruiter, they know the exact questions to ask. It’s super simple, efficient and easy.”

Customizable job descriptions are also making a big difference.

“I tailor job descriptions based on the culture each client wants to promote,” says Lee-Anne. “So I put hints in each one that say: ‘This is the type of environment you’re going to have.’”

Using Workable’s built-in candidate sourcing technology and the integration of social profiles, OneinaMil now has access to a richer pool of talent. Perfect for finding best-fit candidates for its clients, fast.

“People Search is one of my favorite Workable features,” says Lee-Anne. “It saves me so much time and, 9 times out of 10, it’s totally on point. It hooks you up with the right person, not just a similar match. This is really fantastic, because it’s a such a hard thing to do.”

And communication tools support a nurturing approach, the key to culture-driven recruiting.

“I’ve hired the same people three or four times over the last decade,” says Lee-Anne. “What I love about Workable is that it empowers me to maintain those relationships over time.”

With so many candidate relationships to manage, Workable holds the team accountable.

“Everything goes through Workable,” says Lee-Anne. “We all work remotely, but I can see at a glance where we are, who we need to touch base with and what to do next. The Gmail integration’s really helped with this.”

The collective outcome is that brand recognition is rising for both OneinaMil and its clients.

“Using Workable helps your employer brand because people can see that you’re organized, that you know what you’re doing and that you care about candidates and their experience,” says Lee-Anne. “I just need to look at our Google reviews to remind myself that it’s working.”

The future: Use new features to continue to scale

Supported by Workable’s growing portfolio of integrations and products enhancements, OneinaMil continues to grow its own recruiting team and its clientbase.

“The features Workable continually adds are amazing,” says Lee-Anne. “I’m excited to see what’s going to come out next and where that will take us.”

The post Why 15 of OneinaMil’s clients moved their hiring over to Workable appeared first on Recruiting Resources: How to Recruit and Hire Better.

The challenge

The solution

• A small HR team
• Meet high employee retention targets by finding and hiring best-fit candidates
• Limited transparency across hiring teams; information shared by forwarding emails
• High candidate volume, but slow response to applications

• Easy-to-use software that requires little or no training
• Centralized dashboard offering a clear, quick overview of every pipeline
• One-click job board posting for faster hiring and greater exposure
• Built-in reports to guide strategy and reduce dependency on external agencies
• Customer support providing customized solutions to individual hiring challenges
• Webinars and resources to enrich in-house recruitment training
• GDPR features which make it easy to manage compliance

The challenge: Small HR team, big hiring expectations

One of the 10 fastest growing companies in the UK in 2017, digital brand Swoon makes design-led furniture affordable for everyone. With recruitment driving its business success, it works hard to retain talent once hired. Internships, entrepreneur programs, coaching and career mobility keep employees engaged, challenged and loyal. So, finding the right person in the first place is key.

“For us, it’s not only about employing people with the right skill set,” says HR Manager, Ruth Massey. “Attitude, personality and the right culture fit are also important. Each new hire has to be right for Swoon, but we also have to be right for them. We want to be sure we can support their unique ambitions and interests and keep them engaged and developed.”

A strong brand meant it had no trouble attracting high volumes of candidates. But, with a small HR team and no applicant tracking software, candidate experience suffered.

“We struggled to manage the applications,” says Ruth. “Responding to each candidate in a timely way was difficult. Transparency was also hard to achieve. Forwarding emails was our only real option. All of this added to the workload of our already busy hiring managers.”

The solution: Intuitive software that works for hiring managers as well as recruiters

The bulk of Swoon’s hands-on hiring is done by hiring managers.

“The big thing for Swoon was to find software that was user-friendly,”says Ruth. “The HR team here is small, so there isn’t the time to train each new hiring manager on how to use it.”

A free trial convinced them Workable was the right platform. Early feedback reinforced this.

“Since moving to Workable we’ve taken on a number of new hiring managers,” says Ruth. “It can be daunting if you’re new and have to hire immediately. But Workable takes the stress away. All of our hiring managers have fed back very positively. Everyone finds it really easy.”

The outcome: More efficient, cost-effective hiring

Before Workable, tracking recruitment across devolved hiring teams was a struggle. Now, the status of each open role can be assessed in seconds.

“I love the dashboard and pipeline view,” says Ruth. “I can see at a glance how recruitment’s going through all of the different roles. If I see that the applied number’s starting to get high for some positions, I can nudge the hiring manager to start reviewing applications.”

This transparency has also impacted time to hire.

“Having a full and clear overview of all applications means we can review them quicker, pushing candidates through to the different stages at pace,” says Ruth.

One-click job board posting’s made a difference to this too.

“As soon as I publish a job, I can post it to over 14 free job boards in seconds, as well as our own website,” says Ruth. “This speeds up hiring and boosts exposure.”

The momentum they’ve gained through Workable has improved candidate experience and, in turn, kept its employer brand strong.

“We get a lot of young, excited graduates applying,” says Ruth. “So it’s really important that we can get back to people in a timely manner. Workable’s bulk email tool is perfect for this.”

And, because they’re less reliant on agencies, there are also savings on cost-per-hire.

“Our use of external recruiters has reduced thanks to Workable. We now do much more of it in-house, because we can pull reports on where applicants are coming from and plan and implement our own hiring strategy. If we do use agencies, Workable’s access features are great for limiting what information they need to see.”

The future: Build a rich hiring toolkit to future-proof hiring

With day-to-day hiring admin automated and processes in place, Swoon’s better placed to work on its future strategy. With support from Workable.

“We were getting ready for GDPR and had a lot of archived roles,” says Ruth. “Without going into each one, I couldn’t see if there was any candidate data on there. So I reached out to my account manager on chat. In 2 days, they sent me a CSV file with job descriptions and candidate numbers. I kept the job descriptions, then did a mass delete of the data.”

It’s also building a richer recruiting toolkit.

“We join Workable’s webinars whenever we can,” says Ruth. “They give an insight into best practice; how to build an effective careers page, for example. It’s a great way of tapping into industry trends. We’ve even incorporated them into our online recruitment training. With Workable we’ve got more than just hiring tech, we’ve got a strategic resource.”

The post Swoon reduces agency use with Workable appeared first on Recruiting Resources: How to Recruit and Hire Better.

The challenge

The solution

• Ambitious growth target for upcoming year
• Recently moved from agencies to Hire
• Fast time to hire; hire good people as needed
• Executive recruitment committee focused on diversity targets and necessary skills
• Global company with no dedicated HR department

• System migration without breakdown in hiring
• Liked Workable’s proactive Sales approach
• Migrated data with Workable’s Technical Team
• Maintained top-quality service with immediate support and dedicated account management
• Boosted brand recognition initiative with Workable’s collaborative hiring platform

Founded in 1999, ei³ is a pioneer IoT company with more than two decades of expertise and reputation. Growing steadily from the start, there’s been an increase in market demand over the past few years to build out their product – which in turn required growing the team to meet that increased demand. In Google Hire, they found an easy-to-use platform – but found themselves in the lurch when Google announced its shutdown. 

This meant that finding another easy-to-use system was ei³’s No. 1 priority – and it had to be a quick and seamless move to minimize any potential impact on business operations. 

Gokhan Kucukgirgin, ei³’s General Manager, found their transition to Workable to be exactly what the team needed, setting ei³ up to meet their strategic hiring goals without any breakdown in processes.

“Google Hire was a very easy platform to use. I was wondering if Workable would give me the same. I can say yes, it is easy to use, very user friendly. Good features. I’m happy with it.”

Without a dedicated HR team, ei³’s recruitment planning is handled by the executive team and relevant stakeholders, which includes evaluating applicant tracking systems and developing the hiring process from start to finish. Before using Google Hire, ei³ solely relied on agencies – and wanted to reduce that reliance on external services and take charge of the process internally. 

They were able to do that with Google Hire – and now, in Workable, they’ve found a partner that continued to put them in charge of their hiring without upending their recently created processes. This included a gap-free integration with Gmail, where Workable’s two-way sync means ei³’s communication never gets lost regardless of whether they’re communicating within Workable’s ATS or in Gmail itself. 

ei³ also found Workable’s Sales Team to be incredibly proactive in meeting their needs and unraveling any pain points or worries,  finding real, tangible solutions for each. This included free migration of data from Google Hire, a relatively quick transition, and no learning curve that could slow down adoption of Workable. 

Now, whenever ei³ needs hands-on guidance or direction, they have a dedicated account manager to discuss their strategic hiring plan, and if any urgent question or issue should pop up and they need an immediate answer, Workable’s Support Team averages a 25-second response time. 

Gokhan adds “It’s very good. They are supportive. Whenever we have a problem, we can immediately get in touch with them and we get a response on time.”

Meet hiring targets with Workable

With Workable, ei³ continues to meet hiring targets, and is on track for a 67% expected growth target this year. Moreover, they found a hiring platform focused on hiring team collaboration that encourages working together to boost their brand recognition and find great talent. 

The post ei³ migrates seamlessly from Google Hire to Workable with plans for 67% growth this year appeared first on Recruiting Resources: How to Recruit and Hire Better.

This process works just fine if you’re not scaling fast. Now imagine doing the same thing for five or 10 requisitions per week. It’s not that easy, is it?

OK, so you realized that sharing this information only through email doesn’t work and you decide to create a spreadsheet. You tried to avoid it for some time now, but, on second thought, how hard could it be to keep a spreadsheet of new requisitions? You’ll create a hiring plan template, add a row for every new role and fill out the following data:

• Date of a new job requisition
• Date you officially opened that new role
• Date you closed the hire
• Salary of the new employee

Sounds simple, right? And it is, until a hiring manager wants to hire five people for the same role, or until you have to re-open a job because the candidate who had accepted the offer changes their mind at the last minute, or until you mistype a number and that messes up your entire spreadsheet. Or, worse, until your boss requests a report to see how much you actually spent on hiring at X department during a specific time period compared to your forecasts.

Getting this information from your spreadsheet is far from simple. It might not even be feasible as it depends heavily on what kind of data you decided to keep in the first place. For example, perhaps you maintain a list of all jobs, but have you categorized them by department? Or, what happens with jobs you filled internally? Do you keep a separate spreadsheet for those?

Why you should organize your hiring plan in one system

In high-volume hiring, you need a more organized approach so that you prioritize requisitions properly, budget them accurately and forecast future hiring needs. More specifically, when you build a strategic hiring plan in one centralized system, you can:

• Track your hiring budget. This is probably the number-one benefit of having a strategic hiring plan. The finance team cares about how much the company is spending on recruiting over time. So, when you have all the necessary information in one place where you can give access to your colleagues from finance and your CEO, you will all make sure you’re on the same page and in real time, as opposed to trying to coordinate through back-and-forth emails or to extract data from complicated spreadsheets.
• Compare forecasts with actual results. You can’t really tell how effective your hiring process is unless you’ve set goals. These goals are usually around money and time spent in different hiring stages. But you can’t see numbers in isolation – you need to know, for example, if you over-budgeted your hiring costs for a specific department and which roles created this discrepancy.
• Identify and fix bottlenecks. While you probably track the steps once you’ve started interviewing candidates (e.g. how long it takes to move candidates from first to second interview), you may be neglecting other bottlenecks. For example, when measuring your time to fill, do you take into account the time between the moment a hiring manager requests to open a new role and the moment the job ad for that role is published?
• Keep your hiring process consistent. Any inconsistency at the beginning of the hiring process translates into an overall inconsistent recruitment strategy. For example, if you don’t have a specific process in place for req approvals, you might end up offering different salaries to people who are doing the same job at your company.
• Automate parts of the process. And focus on what’s most important: finding that great talent that will help your company grow. When you waste time filling out spreadsheets and extracting data manually, you take precious time off of other more important (and more interesting) tasks, such as actively sourcing candidates, writing new, creative job ads and researching new assessment methods.
• Plan for the future. Organizing your hiring is not only about what you’re doing now; it’s also – and perhaps more importantly – about planning for your company’s future. Being able to accurately forecast how much you’ll be spending on hiring in the next year is a huge game-changer as you schedule your overall business budget and growth.
• Coordinate all stakeholders. Hiring is not a one-player game. You need at least a recruiter and/or an HR person, a decision maker and a senior manager to oversee the process. And you need to ensure that all of them are on the same page and that information isn’t isolated in personal computers, private files or clogged inboxes. A centralized system will help you give the right people access to right information at the right time.

How does Workable Hiring Plan tick those boxes?

Hiring Plan is a premium tool in your Workable account that helps you manage your job requisitions and approvals. Every time a colleague needs to hire an employee, they can open a new requisition, fill out details about the role (such as salary and reason for hiring) and submit for approval. Then, all actions associated with this requisition will be tracked and all relevant information will be updated automatically. Let’s see how the Workable Hiring Plan works in more detail:

Open a new requisition fast and hassle-free

For every new requisition, you’ll need to fill some basic information, such as job title, location and department, that will help track, report on and manage your hiring plan accurately. If it makes sense for your company to track more details (for example, reason for hiring a new employee), you can include any extra fields you want in your requisition form.

The most important part of a requisition is probably the approval and the Workable Hiring Plan is built in a way that automates this process. You can create one default workflow for approvals – or customize workflows for different locations and departments – that includes which team members need to approve a new role before it gets published. Then, every time you want to create a new requisition, the appropriate workflow will be automatically picked (e.g. the workflow that’s associated with the department or location of the job) and the right people will get notified.

Here’s what a custom approval workflow looks like:

Find all you need in one page: the Hiring Plan dashboard

Instead of having to search in different spreadsheets or read through your emails to find previous and current job requisitions, the Hiring Plan dashboard will give you a quick snapshot:

You can group requisitions by department, location or status and click on each one to act upon it. For example, you can see more details about the requisition and the job, make changes (e.g. adjust the salary in case the req was rejected) or clone it to open a requisition for the same role.

This view gives necessary information to all stakeholders:

• Hiring managers can see whether their job requisitions have been approved or rejected, edit to reflect any changes for example in the salary, working hours, etc. and instantly clone a requisition when they want to hire multiple candidates for the same role.
• Recruiters can see which roles have been approved so that they can start looking for candidates.
• Finance team members or Department Heads can see budgeted requisitions, compare them with final offers and forecast hiring costs.

Send automated notifications to the right people

Miscommunication often delays the hiring process and the final decision – think of a hiring manager who forgets to update the rest of the team that the candidate has accepted the job offer but will start a week later than what was originally agreed, or a senior manager who rejects a job requisition because the salary is too high but doesn’t inform the HR to make adjustments.

Automation can solve many of these problems and speed up the hiring process. In Workable Hiring Plan, team members will be automatically notified when they need to act upon a requisition. For example, they’ll get a notification when it’s their turn to review a requisition. Likewise, automate updates of real-time changes will make sure that everyone is in the loop – without you having to send additional emails or reminders.

Note that notifications can be sent through desktop and mobile, too.

Use data and reports to make strategic decisions

Looking at recruiting data and KPIs, you can draw useful results about your hiring process and your future hiring plans. But numbers alone won’t help, particularly when your teams scale fast. To understand what’s working and what could be improved, to compare results to forecasts and to plan your strategic hiring plan for the future, you need data organized in detailed and clear reports.

Here are some examples of information you’ll get through the Workable Hiring Plan reports:

• Budget forecasts for specific periods/departments, e.g. the sum of planned salaries for a department’s requisitions
• Planned budget (salaries) compared with actual spent (offered salaries)
• Average time to fill a requisition – time between the day you open a requisition and the day the job is filled
• Average start time – time between the day you open a requisition and the hired candidate’s first day at work
• Difference between planned start date and actual start date – how early or late candidates at a specific department start work compared to what you had originally planned

Using this kind of information, you’ll better understand the flow and identify the bottlenecks of your hiring process, you’ll spot discrepancies in your hiring budget, and optimize your future requisitions. To dive into more details, you can filter reports to view results by location and/or department.

For more information on the Workable Hiring Plan, browse our support section here. You can also contact our team or book a demo to get a first-hand view of how our Hiring Plan premium tool works.

The post Why you need a strategic hiring plan and how Workable can help appeared first on Recruiting Resources: How to Recruit and Hire Better.

Why is candidate experience important? It’s not just a buzzword. The collective experience of your candidates has the power to influence your employer brand as a whole. If candidates are generally satisfied with your hiring process, there are important benefits for you:

• Candidates will read positive reviews of your company on social media or sites like Glassdoor and will be encouraged to apply to your open roles or answer your sourcing emails.
• Rejected candidates will still respect you and might recommend your company to other job seekers or re-apply when they have stronger skills and experience.

Conversely, if candidates find your hiring process cumbersome or if they feel they haven’t been treated properly, they might:

• Abandon your application forms or even not show up for interviews which causes frustration and extra administrative burden.
• Leave negative reviews online.
• Discourage other job seekers from applying to your open roles.
• Choose other companies’ job offers over yours.

So, it pays off to be mindful of candidate experience throughout your hiring process. Here are the boxes you need to check to ensure a great candidate experience:

• Write clear job descriptions. Respectful and informative job descriptions create a good first impression.
• Make it easy for candidates to apply to your jobs. The best candidates, who usually have many job offers to choose from, won’t dedicate hours on an application no matter how much they like the company or the job.
• Communicate early and often throughout the hiring process. For candidates, there’s little worse than radio silence from a company after they’ve put in the effort of applying or talking to a hiring team.
• Give candidates information about what to expect at in-person interviews. Help ease their nerves and give them a chance to put their best foot forward.
• Make the interactions with your hiring team as smooth as possible. For example, try to minimize the number of back-and-forth emails when scheduling interviews.
• Give candidates your full attention at interviews. You expect them to be focused and attentive and so should you.

Here’s how Workable improves candidate experience

Our platform is built to help you find, attract and evaluate candidates – and foster the best candidate experience for all applicants and future hires throughout this process. That’s possible via tools and integrations to help you:

Write great job descriptions fast and easy

The Workable job editor automatically draws the description of the position you’re hiring for from our vast library of 700+ job descriptions. This job ad is designed to give candidates all the important information about the role, like duties and responsibilities, while avoiding excessive jargon. You can modify each template to fit your needs.

You can also add a list of benefits you offer that will motivate the best candidates to apply. Our job editor provides you with recommendations based on benefits that companies in your area usually offer.

Build informative and attractive careers pages

Sixty-four percent of job seekers consider careers pages helpful for their job search. You can pull these candidates in by creating an attractive, mobile-optimized careers page through Workable.

Your quickest option if you don’t have a careers page already is to create a branded page via Workable for free – no development skills or extra budget needed. This Workable-hosted mini site can be set up in a few minutes and is automatically updated with any new roles you open. Another option, if you already have a careers page and you want to maintain its outlook, is to use Workable to connect your existing page to your open jobs and your application forms.

See also: The best careers page examples

Offer easy applications

Speaking of application forms, did you know that most candidates often abandon complex forms that take more than a few minutes to complete? That’s why you need your application forms to be easy to understand and navigate, and ask only for the absolute necessary information, i.e. cover letter, short resume or LinkedIn profile and a few qualifying questions such as “Are you legally authorized to work in the U.S.” or “Do you have experience with Java.”

Workable helps you do all this: when you’re preparing to publish a job, you can build the application form via the template provided. You can add or remove fields, add an “apply with LinkedIn” option and choose qualifying questions. Plus, those application forms can be easily connected with your careers page, and they’re mobile-optimized for job seekers on the go.

Streamline interview scheduling

Scheduling interviews is a daunting task for recruiters and candidates alike. Recruiters need to find a time for an interview that works for all parties involved and candidates may need to exchange a lot of back-and-forth emails to schedule their interview.

To make the whole process easier for everyone, and ensure a great candidate experience in the scheduling phase, Workable has implemented several scheduling options, including the self-scheduling link. Send this link to candidates and they’ll be able to see the availability of interviewers they’re about to meet and choose a time for the interview all on their own. Then, the interview will appear on the candidates’ and interviewers’ calendars as well as inside the Workable platform.

Ensure fast and meaningful communication

One of the many candidate experience best practices is to ensure you communicate properly with candidates. Imagine you’ve just applied to a job or interviewed with a hiring team, and you hear nothing for weeks on end after that – that won’t make for a positive candidate experience. Instead, you need to keep candidates informed about the process and send quick and respectful rejection emails to disqualified candidates. Don’t have time to do all that? Workable can help.

One thing you can do via the Workable platform is send bulk emails to candidates who were disqualified at a certain stage. For example, if your hiring team rejects the application of 100 candidates, you can send 100 rejection emails with a single click (Workable will automatically fill in the candidate’s name). For each purpose, there’s a different built-in template you can use so you won’t have to write anything from scratch.

Also, fast communication with candidates requires fast collaboration among hiring team members. That’s why Workable makes it easy for each team member to see candidate profiles, leave comments, tag their colleagues and discuss each application, all in a centralized location. And, with a fully functional mobile app, the process can keep moving, even when you’re not on your desk.

Prepare well for interviews

Preparing before an interview has great benefits: not only will you be able to evaluate candidate skills properly, but you will also enhance the candidates’ good impressions on your team’s professionalism, thus improving the candidate experience.

To achieve those outcomes, you can use built-in scorecards with effective interview questions to assess different skills. Build each interview scorecard individually for each role by choosing from a set of relevant sample questions. Then, you can share the scorecard with your team, print it out and fill it in for each candidate with the built-in scoring system (“Yes”, “No”, “Definitely”).

These interview scorecards help you put your thoughts in order about what you’re searching for in candidates and encourage you to consider what skills are important. Scorecards also provide a fast and efficient way to create an agenda for the interview, so you won’t have to improvise and risk confusing your candidates or appearing unprepared.

Promote fast offer acceptance

When you settle on your star candidate, you need to move fast; companies often lose their candidate of choice who accepts another offer while the company is still preparing theirs. By having a system to prepare offer letters, have them approved and sent to the candidate as fast as possible, it’s more likely you’ll beat your competitors to the punch.

So, you can craft your offer letter faster by using Workable’s offer letter templates, which include the official offer document candidates sign plus a covering offer email. Both of these templates can be customized and you can apply various access rights for people in your hiring team. Using these templates supports a better candidate experience because, as well as speeding things up, they ensure communication is on-brand and that the right information has been included.

Workable also automates the approval workflow: you can assign people who need to sign-off each offer to the relevant templates, and approval requests will be sent automatically to each approver when needed.

Once it’s approved, candidates receive the offer letter and can even sign it electronically via a reliable e-signature integration (they can do this via mobile, too!) That way, you’ve saved a lot of time in back-and-forth with your team to prepare the offer, and you’ve also made it convenient for the candidate to accept.

With all these tools, and many more additions to come (e.g. video interviews), Workable supports a great candidate experience for your candidates. Of course, a good part of the effort remains yours – treat candidates with respect and consideration to create a strong employer brand that can attract and retain the best employees. And, if you want to confirm whether your efforts are paying off, measure candidate experience via a candidate experience survey (and here’s a sample of effective survey questions to ask candidates).

The post How Workable helps you create a great candidate experience appeared first on Recruiting Resources: How to Recruit and Hire Better.

What is a Facebook Jobs tab?

The Jobs tab is a feature that you can enable on any Facebook company page that has more than 2,000 likes.
Here’s what it looks like:

Workable makes it easy to set up your Facebook jobs tab and keep it updated with your latest jobs. Any time you make a change in Workable (e.g. creating a new role, closing a position) your jobs tab will update automatically. Potential candidates browsing Facebook will always get the latest view of your roles. Note that the Facebook Jobs tab doesn’t appear on the mobile version of your page.

Not using Workable yet? Try Workable for free for 15 days to see how you can add the Facebook Jobs Tab to your Facebook company page and quickly recruit top candidates.

Why add a Facebook Jobs tab to your company page?

Candidates are looking for job opportunities on social networks. And this Facebook feature helps companies connect with them.

Consider adding a Facebook Jobs tab to:

• Capitalize on your employer brand. If your fans are visiting you on Facebook, then your Facebook jobs tab is a good place to speak to them as potential candidates. They can see the roles you’re currently hiring for and find out if there’s an open position that interests them.
• Speed up the application process. By selecting a position that interests them, candidates will be instantly directed to your careers page where they can read the full job description and submit their application.
• Reach out to a larger number of potential candidates. The more channels you add to your recruiting mix, the more chances you have to get closer to qualified candidates faster. If you already have a company Facebook page, it makes sense to add the Facebook Jobs tab for jobseekers searching for opportunities on social media.

How the Facebook Jobs tab works with Workable

Workable integrates directly with Facebook to help you advertise your open positions. Here’s how the integration works and how it can enhance your social recruiting:

It’s simple and quick to set up. If you’re using Workable, you don’t need coding skills to set up a Facebook Jobs tab on your company page. Just connect your Workable account to your Facebook page and leave the rest to us. A Jobs tab will be added to your company’s Facebook page where your latest jobs will be displayed automatically.

You can customize the display of your open roles. Choose whether you want to:

• Group jobs by location or department
• Show full job descriptions or only job titles
• Include specific location details (e.g. country, state or city)

Get the details on how to set up a Facebook Jobs tab.

Your job listing will always be up-to-date. Every time you create or archive a job in Workable, we’ll automatically update the jobs listed on your Facebook Jobs tab. You’ll spread the word faster about your open roles, since people who browse your Facebook page will learn about job opportunities in real time. If you’re manually managing this process, not only do you need the time to do it, but you need to remember to do it. With this integration, neither one of these is an issue.

Track and manage applications in one place. Job applications you receive via the Facebook Jobs tab will go straight into your Workable recruiting pipeline. You don’t need to transfer data or store information in different locations; Workable will create a candidate profile which gathers all the relevant information, like name, contact details, resume and position for which candidates applied.

Get insight into your best candidate sources. To see how effective your Facebook Jobs tab is, check your Candidate Sources Report. This report shows how many candidates applied, were sourced, moved to your next hiring stage and were hired. All this data is broken by recruiting channel, including job boards, careers site and Facebook Jobs tab. Investigate the report to see which channels bring you the most candidates and successful hires. Use this data to ensure you’re making the most of your recruitment budget and to plan your recruiting strategy for the future.

The Facebook Jobs tab is free with every Workable plan. If you already have a Workable account and a business Facebook page with more than 2,000 likes, you can set up the Jobs tab at no extra cost.

Learn how to post a job on Facebook

Related reading:

• How to advertise jobs on social media using Workable
• How to post jobs on LinkedIn
• FAQ guide on social recruiting

The post Add a Jobs tab to your Facebook page appeared first on Recruiting Resources: How to Recruit and Hire Better.

To identify the origin of quality candidates, track your candidate sources, from job boards to social media to external recruiters. ‘Candidate source’ metrics and ‘source of hire’ metrics show what percentage of your candidates and hires come from each recruiting source. Use these metrics to:

• Allocate your budget in the recruiting channels shown to be more effective.
• Avoid investing in sources that fail to bring qualified candidates.
• Test the effectiveness of new candidate sources to ensure they deliver as many good candidates as expected.

Why track candidate sources through Workable

There are many methods of tracking candidate sources, from surveying applicants to looking into web analytics (e.g. Google Analytics.) Keeping spreadsheets to compile this data is time-consuming and can result in mistakes.

Workable, as an automated system, eliminates these issues and supports your entire recruiting process. Workable records your recruiting sources automatically and produces useful metric reports with the click of a button. The Candidate Source report specifically shows sources of hire and a detailed breakdown of recruiting channels indicating where your candidates come from.

Looking for powerful reporting? Request a demo to see how Workable’s reports can refine your recruiting process.

What does Workable’s Candidate Source report look like?

You can easily access your candidate reports via the pie chart icon on the main menu bar from your Workable account.

You can choose to see the candidate source report for particular jobs or departments, or generate a report for all active jobs. Then, you’ll be able to see a breakdown of candidates who entered your pipeline from each of the following recruiting sources:

• “Job boards” show all candidates who have entered the pipeline via a known job board.
• “Company marketing” shows all candidates who have entered the pipeline via your company career site or Facebook Jobs tab.
• “Referrals” show all candidates who have been referred by your internal teams.
• “Recruiters” show all candidates who have been sourced by a recruiter listed in your Workable account.
• “Sourced” shows all candidates who have been added via People Search, uploaded or copied.
• “Other” shows candidates who have arrived via an alternative route not listed above.

Here’s a sample report with visual charts showing:

• The total number of views all your job posts have received (you can choose to exclude inactive jobs.)
• The number of candidates who went on to apply for the position(s) after viewing them.
• The number of candidates who moved forward to the next stage from every source.
• The final number of candidates who were hired.

When you roll over any segment of a chart, you can see more details on sources of recruitment. In the example above, the blue segment of the “VIEWS” chart represents the total number of views that came from job boards, 370. Click on the job board segment to see data by job board:

You can investigate every chart in the same way.

Study expanded data

Directly under the visual charts is a table showing expanded data from every chart. See the views and candidates from every source, how many candidates were moved forward and how many were hired.

Arrange data in ascending or descending order by selecting the arrows at the top of each column.

Track your candidate sources over time to determine which work best for your company. Once you get an idea of the most effective mix of sources, modify your recruiting budget accordingly. In addition to the candidate source report, Workable offers you several other useful reports like time to hire and hiring velocity so you can improve your recruiting process all the way.

The post Track candidate source and recruitment channels with Workable reports appeared first on Recruiting Resources: How to Recruit and Hire Better.

Here’s why email communication with candidates matters and how to make sure your emails send the right message:

Benefits of effective email communication with candidates

Emails to candidates help:

• Improve candidate experience: One of the biggest turnoffs for job seekers is not hearing back once they apply. Being prompt in your communication and transparent about your hiring timeline lets candidates know the status of their application throughout the recruiting process.
• Hire quicker: Use clear email templates for repetitive tasks (e.g. to schedule and confirm interviews.) Instead of wasting time to craft emails from scratch or coordinate over the phone, focus on more important things, like preparing for interviews and sourcing more candidates.
• Increase response rate from passive candidates: Personalized messages bring your job openings in front of qualified professionals. They also show you invested time into learning more about them before reaching out.
• Build a strong employer brand: The way you communicate with candidates is a strong indication of the way your company behaves towards its employees and clients and can make or break your reputation. For example, if you take the time to reject candidates with grace, you end things on a positive note, leaving an open window for future collaboration.

Workable email templates for recruiters

When using Workable to communicate with candidates, you can choose from a library of email templates at every stage of the recruitment process. Workable helps:

• Automate mass emails to candidates. Workable automates the process with bulk recruitment email templates. Rather than send the same email separately to X candidates, set up a bulk action, and personalize every email with “variables.”
  Variables are simple pieces of placeholder text which are replaced with real candidate data. For example, personalize emails with the candidate’s name, the job title, interview date, your name and more.

Here’s an example of an application rejection email template in Workable, with variables in blue:

• Email candidates directly from your Outlook or Gmail account. Workable’s integrations with Office 365 Outlook and Gmail allow you to contact candidates without the need to switch from one account to another. All conversations will be synced into the candidate’s profile. You can also import your existing communication with candidates into Workable to keep historical data in one place.
• Reduce email writing time with sample templates. To speed up your hiring process, you can create your own email templates for every recruiting scenario. Or, use one of Workable’s customizable templates you’ll find in your account, including interview scheduling, job offer and candidate rejection emails.

Here’s what an interview scheduling email template looks like:

For extra help on what to say in emails to candidates, you can use templates from our email library. And, if you’re looking for ways to personalize your communication and increase response rates, follow tips from our guide on cold emails.

How Workable helps avoid common recruiting email pains

When using Workable as your recruiting software, sending emails to candidates and your hiring team gets easier. Workable helps:

• Keep candidate contact details organized. Don’t waste time trying to find a candidate’s email address. Workable keeps all the information in one place: the candidate profile. Whether you’re on desktop or mobile, you can easily review candidates and get in touch with them directly from their profile. Contact details and previously sent emails are always available for fast review.
• Never miss emails from candidates. An inbox pileup could result in ignoring important messages or spending hours to find an email sent some time ago. When a candidate replies to an email you’ve sent through Workable, you’ll see a copy:
  • in your external email account, as it’s easy to integrate Workable with Gmail, Office 365 Outlook and other email accounts
  • on the candidate’s timeline, where you can review them with your colleagues without the need to search through old threads and email folders
• Contact candidates on the go. Workable’s mobile apps for iOS and Android enable you to read candidates’ emails and respond at any time, from anywhere. Workable’s mobile app helps you quickly jump to unread emails and actions that are awaiting a response. Also, there’s no need to import contact details from another device; all the information you need is already in the candidate profile.
• Streamline communication with your team members. By keeping track of communication on the candidate profile, Workable helps the whole hiring team avoid situations like:
  • A recruiter has to manually forward candidate replies to team members.
  • Two members of the hiring team accidentally contact the same candidate.
  • A candidate contacts a recruiter who’s out of office and the rest of the team doesn’t get informed.

All emails are saved in candidate’s timeline so that members of the hiring team can view the entire communication at any time.

Should an email be particularly sensitive, it’s easy to make it visible to hiring managers only. This option is ideal for discussing details like salary or benefits.

You can also include additional followers, when specific emails are relevant. Followers will receive a BCC copy of the email, which means that their address will not be shown to the candidate.

Helpful emails during the recruitment process

If you’re stuck on where to start with an email, recruiters and hiring managers can use the following Workable email templates to:

• Source candidates
• Contact applicants
• Schedule interviews
• Send job offers
• Reject candidates
• Give interview feedback

These recruitment email templates are editable and easy to copy and paste to Workable. Save them as templates in your Workable account to make them readily available to everyone on your hiring team.

Not using Workable yet? Request a demo to learn how you can optimize your hiring efforts with our all-in-one recruitment software.

Related reading:

• Recruiting email templates library
• 12 time-saving email templates for recruiters
• How to invite a candidate to interview via email

The post Workable email templates for recruiters and hiring managers appeared first on Recruiting Resources: How to Recruit and Hire Better.

• Current job openings
• Your company’s values
• Employee testimonials
• Reasons why employees work there
• Reasons why employees choose to stay

So, create an informative, engaging and up-to-date careers page to increase the chances of attracting people who want to work with you. An effective careers page:

• Informs jobs seekers about open roles and necessary qualifications
• Conveys company culture, vision and values
• Converts page visitors into job applicants

How to create a careers page with Workable

If you don’t have a careers page or if you want to create a new one

1. Basic Careers Pages (All plans): Designing a careers page from scratch can be challenging. It requires a budget to build and maintain the website, software development skills, either from your IT team or an external agency and time, in order to keep the content up-to-date.

If you’re using Workable as your recruiting software, you can create a branded careers page, hosted for free on Workable. It will advertise your open roles and showcase your company culture. This page can include:

• Your company logo
• A description of your company (e.g. your mission, values and employee benefits)
• Images of your employees and offices (this is optional)
• A list of your current job openings, with links to the full job descriptions and application forms

You can also choose your brand color; this will be used to highlight actions and information (e.g. links and buttons).

Workable has more than 700 job description templates! Explore them here.

Here’s an example of how your branded careers page will look:

2. Advanced Careers Page (Advanced Annual Plans): If you wish to go one step further and design a beautifully customized careers page from scratch, this feature is the best fit for you. Why? It includes an enhanced careers page builder with templated sections that will help you highlight your brand with interactive content. No need for design or IT expertise to set it up – you can do it all by yourself with a few clicks and slides.

It doesn’t stop there; Advanced Careers Pages connect with Google Analytics and Pixels tracking, making it easy for you to track performance and make adjustments as needed. Plus, it offers two options: you can get up and running quickly on a Workable-hosted page or work with our team to create a custom URL.

In this page you can feature:

• Your company logo and brand color
• Employee testimonials and quotes
• Visual components of benefits and perks
• Photos and videos that showcase your culture
• Social media widgets
• Blog posts and other publications
• Your current team

Want to get a sneak peek of how your careers page might look using Workable Advanced Careers Pages? Here are some examples:

Both Workable careers pages features, Basic and Advanced:

• Are easy to set up within minutes, without needing complicated IT or design assistance
• Automatically update your open roles as you publish and unpublish job ads in Workable
• Allow candidates to quickly filter jobs and find an open role that fits their profile, while they learn a few things about your company

If you already have a careers page

1. Workable Widget (All plans): You can add the list of open roles to your existing site using Workable Widget. This is a simple piece of code, which can be styled using CSS.

The Workable Widget:

• Creates a job listing that matches your brand’s style
• Automatically updates the list of open roles every time you create or edit a position in Workable
• Allows you to customize the display of your job posts (e.g. by department or location) to help candidates quickly find the jobs that interest them

2. API (Advanced Annual Plans): If you want to go even further, Workable also has an API.

Here’s an example from Bevi, the smart beverage machine company. In their careers page, they list all current job openings by department, while also describing their company culture and core values and introducing their team members:

Benefits of creating careers pages with Workable

Save time with automated job listings updates

Updating your careers page every time you start looking for a new employee can be time-consuming, particularly if you’re hiring for multiple positions. When you have no in-house IT skills, keeping up-to-date becomes even more challenging. In addition, if you forget to deactivate a job ad once you close a hire, you’ll continue to receive applications. This can only disappoint applicants, and potentially discourage them from applying for positions in the future.

Workable removes the hassle of manual updates. Our intuitive online editor provides the tools you need to create a flexible design that’s always up-to-date with a list of your latest positions. Every time you publish, update or close positions in Workable, the list of open roles on your careers page will update automatically.

Improve candidate experience with a three-click application process

Sleek careers pages are nice, but alone they may not be enough to entice candidates to fill out an application. Workable careers pages prioritize candidate experience. Interested candidates can view and apply to your job openings through a simple three-click process:

1. Candidates visit your career page and view all openings in one place:

2. Then, they click on the position that interests them to read the full job description:

3. Finally, they click on the ‘Apply for this’ button or move to the ‘Application’ to complete their job application.

Workable also offers candidates the option to upload their resume from their computer, Dropbox or Google Drive and then auto-fills the application form with their personal information. This speeds up the process and improves applicant conversion as candidates don’t have to enter their data manually. You can also include any additional questions that are relevant to the role.

Reach more candidates with mobile-friendly Workable careers pages

Many job seekers use mobile devices to search for new opportunities and thirty-nine percent of them are likely to visit a company’s career page on their phone. So, creating a mobile-friendly careers page is essential.
With prominent buttons, easy navigation and user-friendly design, Workable careers pages are optimized both for desktop and mobile. They:

• Use a responsive design that adjusts your page to each device’s screen size and orientation (including cell phones, tablets and computers.)
• Simplify navigation and eliminate unnecessary links and pop-ups.
• Enable you to format text into lists and powerful headlines, instead of unmanageable chunks of text.

In addition, as Workable integrates with the most popular job boards, candidates can apply via their mobile using:

• One-click apply with LinkedIn
• LinkedIn Mobile Apply
• Indeed Apply

This immediately reduces the time and effort of completing the application, by auto-filling certain application fields with stored data.

Now that you’ve created a candidate-friendly careers page, get the most out of it by hosting good content that builds your employer brand and write compelling job descriptions that attract qualified candidates. For a deeper dive into the finer points of careers pages, check out our careers page FAQ.

Related reading:

• How to attract candidates by improving your careers page
• How to improve your careers page design
• How to create a Workable-hosted careers page
• How to use the Workable Widget
• How to use the Workable API

The post Designing a branded company careers page with Workable appeared first on Recruiting Resources: How to Recruit and Hire Better.

A candidate referral report can be used to answer questions like:

• What percentage of candidates who entered a position’s pipeline were referrals? What’s that percentage across all positions and departments?
• What percentage of referred candidates were hired?
• What percentage of referred new hires left the company within their first year? How does that percentage compare to non-referred hires?
• How many people has each employee referred in one year?

By answering these questions, you can:

• Determine whether referred candidates are more qualified than candidates who come through other recruiting channels.
• Make a case for investing more resources in building and reinforcing your referral program.
• Reward star referrers (employees who have referred many new hires or highly qualified candidates,) so you can boost retention and job satisfaction.

Looking for better reporting analytics? Workable’s reports will refine your recruiting process. Request a demo to learn more today.

How does Workable track candidate referrals?

Workable tracks referrals automatically, eliminating the need for the manual entry of names and dates. At a glance, Workable’s Referral Breakdown report will show you:

• A list of all candidates who’ve been referred within your specified time frame
• The jobs that candidates have been referred for
• The employees who referred candidates
• Each referred candidates’ stage within the pipeline
• Whether or not referred candidates have been disqualified
• The date and time candidates were referred

When you’re logged in to Workable, generate a report on your referrals by clicking the button in the main menu bar and selecting ‘Referrals Breakdown Report’.

Use the drop-down options to filter the report and specify the desired timeframe. Arrange the data in ascending or descending order by selecting the arrows at the top of each column.

Here’s what a sample candidate referral report looks like:

Click on the available export options and receive the results in your email within a few moments.

Tracking referrals is just one way Workable supports your referral program. It’s easy to refer candidates and request referrals via Workable’s platform. Requesting a referral is a simple part of setting up a job; just send the email provided by Workable, or edit it first to add any extra details. Your team members can then refer candidates by entering a name and location in Workable’s referral tool, which will find the rest of the candidate’s details, including resume, contact details and more.

Don’t miss our ultimate employee referral guide

The post How to track candidate referrals with Workable appeared first on Recruiting Resources: How to Recruit and Hire Better.

Described as a digital challenger bank in the United Kingdom, Starling Bank operates out of four locations in the UK and Ireland with headquarters in London. They take a more customer-centric approach to banking, and continue to grow rapidly as a disrupter in the financial industry. They have amassed £363M in total funding and more than two million customers to date, plus they have been voted as Best British Bank for three consecutive years from 2018 to 2020.

Starling Bank’s incredible growth requires a highly efficient recruitment solution that can handle the volume of candidates and hiring managers while maintaining seamless, easy to use functionality. Workable’s ATS gives Starling Bank what it needs to confidently maintain its recruitment process. 

Says Marc Douch, Talent Acquisition Manager at Starling Bank:

“It’s a simple platform to use from a recruiter and a hiring manager point of view… Training new hiring managers is almost non-existent because I just set them up with an account. It’s fairly self-explanatory.”

To meet the skyrocketing demand of its services in the market, Starling Bank has consistently hired at a high volume in two major areas: engineering and customer support.

“We hired just under 600 people last year and, I think so far [as of November 2020], we’ve hired about 450,” says Marc. “So, it’s been a bit of a busy past couple of years from a hiring perspective, that’s for sure.”

The Video Interviews feature, which eliminates resource-heavy communications between the recruiter and job applicant to set up screening calls, has been particularly helpful, says Marc. 

Marc adds that recruiting continued at its torrid pace even as Starling Bank shifted to a remote working environment, making Video Interviews an even more useful tool in the company’s recruiting toolbox. In fact, he says business has moved even more smoothly than it did when everyone was in the same working space.

“We’ve gone from a company that was five days a week in the office to no one’s in the office five days a week,” Marc says. “We’ve ended up doing some stuff in quicker time than we probably would have done in the office.”

Marc also highlights Workable’s award-winning customer support team as a huge bonus to using the recruitment solution – when operating in such a busy recruiting environment, recruiters like Marc rely on solving problems as quickly as they arise. 

“The support that you get is more responsive, more thoughtful, more on the ball than any other ATS I’ve ever worked with,” says Marc.

Starling Bank’s choice to use Workable’s recruitment solution enabled it to continue to grow its workforce rapidly to meet booming business demands. Moreover, it ensured a seamless shift to a fully online recruitment process throughout the COVID-19 pandemic – making possible a highly efficient operating system beyond the crisis as the business continues to scale rapidly in future.

The post Starling Bank scales from 50 to 1,100 employees in five years, staying efficient with Workable appeared first on Recruiting Resources: How to Recruit and Hire Better.

Zinger Property is a property management group that owns 16 buildings across the US Midwest with 4,000 apartment units. Based in Chicago, their mission is to blend technology and the traditional human touch in property management. With Workable, they’ve found a recruitment technology partner that aligns with their mission to ensure a personalized touch in the hiring process. Alongside their main Zinger brand, they also hire for their subsidiary company, RuMe. Their multi-tenancy account with Workable allows them to hire in one place, keeping senior leadership aligned on their robust hiring plan.

Says Kate Blake, Assistant Director of Operations at Zinger: “Workable has completely streamlined our entire recruiting process. Furthermore, our staff working in the field is able to utilize the mobile app, which has been a game-changer.”

Prior to COVID, Zinger had been vetting video interview solutions to reduce the administrative time required to screen candidates. When Workable offered their new solution, they went with it because it was a fully native platform keeping all the elements of candidate evaluation in one place.

Says Kate: “Every member of our hiring team reviews the video interviews. Early in the process, our direct hiring manager will review. As candidates progress, our corporate staff utilize video interviews prior to approval.”

Inclusivity increased with the introduction of video interviews as senior leaders who approve hires were able to gain a better overall impression of candidates. The enhanced inclusivity of the video interview feature aligned naturally with Zinger’s vision of a fully inclusive company culture. This was an added benefit to the original value proposition of Workable Video Interviews, which was to eliminate the time-consuming nature of phone screens in the hiring process.

Says Kate: “I would say that video interviews have cut our recruiting time practically in half.”

Video interviews are sometimes stigmatized among candidates as being impersonal. Zinger combatted that by keeping branded video interviews and ensuring increased flexibility for the candidate – so much that a newly hired employee spoke out about their positive experience.

Says Jim Oates, Associate Analyst at RuMe: “It was definitely easier to schedule than a phone screen because you can do it on your own time. I found this online interview to be a great process that was very time-flexible and very much in favor of the applicant.”

Zinger Property Group’s choice to use both Workable’s ATS and Video Interview products enhanced inclusivity, decreased admin screening time and solidified a branded, personalized candidate experience.

The post Zinger Property enhances their inclusive hiring process with Workable Video Interviews appeared first on Recruiting Resources: How to Recruit and Hire Better.

When it comes to hiring, we apply a similar lens. For example, you can also think about candidates being at the top of the funnel, middle of the funnel, and bottom of the funnel.

In February, we opened up two roles on the Tuff team:

• SEO Strategist
• Growth Marketer

Our first step was laying out our hiring strategy. We decided to work with a Talent & People Ops consultant, Mary, from Intention Consulting. We wanted to work with an expert who could help us build a strong and tested process to find the best people for Tuff.

For the SEO Strategist role, we needed a channel specialist who could help our clients increase their organic reach. We work with a diverse set of clients and corresponding business models so we needed someone who has broad SEO experience (rather than specializing in local SEO) and who is comfortable adapting quickly.

For the Growth Marketer role, we were looking for more of a marketing generalist. At Tuff, a Growth Marketer partners closely with our clients to understand the core of their business, their goals outside of marketing, and then get really specific on how we can help drive growth. We needed someone comfortable working closely with clients but in a more generalist role there is flexibility in how they achieve the goals depending on their background.

Here’s what we learned

Specialist vs. Generalist

There is a difference between hiring for a Specialist (SEO Strategist) vs. a Generalist (Growth Marketer). The SEO Strategist role took 47 days to fill from job posted to offer letter signed. We had a more tailored skill set we were looking for. The Growth Marketer role took 29 days to fill from job posted to offer letter signed. We had clear outcomes we wanted this person to achieve and competencies we were evaluating for but there was room for more diversity in their background (i.e. content, paid search, paid social, etc.).

Process

Before these hires, we had 3 full time team members. Now, we are at 5. We learned a few lessons about the process, specifically how much to involve team members who also had a lot on their plate in terms of client work. It was important for us to create a Scorecard (more below) at the start of the process to have clear and explicit alignment on the outcomes we needed these team members to be responsible for.

Sources

We spent $553.34 on LinkedIn. In the end, the two hires came from alternate sources. We break it down more below. We would still spend the money on LinkedIn as it accounted for 80% of the applications and 50% of the interviews. Just not eventual hires.

Employer Branding

In Tuff’s client work, we are very transparent and open. It’s a value Mary came to recognize in our work and it opened up doors when it came to employer branding and helping qualify candidates. With her help, we ramped up these efforts on LinkedIn when we opened up the two roles, posting about our company retreat that happened while we were interviewing and tagging the Tuff team in hiring posts so people could check out their profiles before applying. The person we hired for the Growth Marketer role was a connection of Tuff on LinkedIn.

SEO Strategist hire

We posted the role for SEO Strategist using Workable, on February 6.

Tuff’s new SEO Strategist, Derek, signed his offer letter on March 24. This hire took us 48 days from posting to offer letter signed.

We break down the interview process in more detail below (i.e. what is a topgrade interview?) but here’s a breakdown of our funnel metrics:

Here are a few of our conversion rates we found interesting:

• Applications to phone screen: 5.45%
• Phone Screen to Topgrade Interview: 18.75%
• Applications to Hire: 0.17%

Growth Marketer hire

We posted the Growth Marketer role on February 19.

Tuff’s newest Growth Marketer, John, signed his offer letter March 18. This hire took us 29 days from posting to offer letter signed.

Here’s a breakdown of our funnel metrics:

And, here are a few of our conversion rates we found interesting:

• Applications to phone screen: 3.01%
• Phone Screen to Topgrade Interview: 30.76%
• Applications to Hire: 0.23%

Let’s compare some of these metrics for the two roles:

As you can see, the biggest difference is in the ‘Phone Screen to Topgrade Interview’ conversion rate.

People interviewing for the SEO Strategist role had a lower chance of moving on from the Phone Screen to the next step of the interview process. We did considerably more phone screens for SEO Strategist (32 phone screens) than for the Growth Marketer role (13 phone screens).

In hindsight, this makes sense based on our experience hiring for a Specialist. There are so many areas of expertise when it comes to SEO. We had a fairly specific skill set we were looking for so as we learned more about the candidate’s background and the type of work they were looking to do, disqualifying a candidate or moving them forward felt clear.

Tuff’s interview process:

Step 1: Create a Scorecard

The Scorecard is the foundation of the interview process we held. It is what we used to evaluate candidates at every step of the funnel. By spending an extra 15-20 minutes upfront at the beginning of the interview process, the Scorecard helps lead to a speedier process, better alignment on the team which leads to better hires, and helps mitigate bias by keeping us evaluating on the objective outcomes and skills we needed these hires to achieve and come in with.

The Scorecards we used for both roles had the same four parts:

• Mission – Why does this role exist?
• Outcomes – What will this person be responsible for?
• Hierarchy of needs – What is need to have vs. nice to have?
• Competencies – What characteristics are most important?

Step 2: Post the job!

While this might seem like the first step, it is so important to have clear alignment from the team that it comes after creating the Scorecard. We used Workable as our Applicant Tracking System for a few reasons. As a small (but mighty!) team, Workable was at a good price point for Tuff and offers a 14-day trial that we used to make sure Workable was the right system for us. Workable also posts your job for free on a number of other job boards like remote.co, where our SEO Strategist hire initially spotted the role.

Step 3: Create Interview Plan

Once we had the Scorecards filled in and the job posted, we moved ahead to clarify the interview process and each team member’s role in evaluating candidates.

Step 4: Phone Screens

Goal: Understand motivations and ability to contribute to Tuff client’s + culture. Mary held the resume and phone screens to help save the Tuff team time by qualifying candidates at the early stage.

Here are the questions we asked for the SEO Strategist phone screens:

• What are your career goals? What would your ideal role look like in the next 2-3 years?
• What are you really good at when it comes to SEO?
• What are 1-2 areas you think you could improve?
• Tell me about the most structured and then least structured workplace you’ve been a part of. How did you feel about them?
• Think of someone you have worked really well with in the past. What characteristics, values, or skills did you learn from them and try to replicate?

Step 5: Topgrade Interviews

Goal: Uncover the patterns of somebody’s career history to match with the scorecard.

For candidates who made it through the Phone Screen, we had them speak with me (Founder of Tuff), next. I asked the following five questions for each job on the candidates resume, beginning with the earliest and working your way forward to the present day. Follow-up questions and curiosity are key to keeping this interview conversational.

• What were you hired to do?
• What 2-3 accomplishments are you most proud of?
• What were some low points during that job?
• Who were the people you worked with? Specifically:
  • Your manager: what was it like working with them? What would they tell me were your biggest strengths and areas for improvement?
  • Your team: what did it look like? What worked well? What was challenging?
• Why did you leave?

Step 6: Focus Interviews

Goal: Assess the competencies we’ve agreed are important for success in the role.

As you may have noticed on our funnel metric breakdowns above, we skipped the Focus Interview at times to prioritize speed. These interviews were assigned to Chris and Nate, the other two existing team members at Tuff. These interviews were focused on competencies and attributes the team had identified were important for the roles and culture we’re building at Tuff.

Step 7: Project

Goal: Get a more in-depth understanding of the candidate’s skills.

Here’s the project we shared with our Growth Marketer candidates:

We didn’t want the project to be too time consuming so set the expectation to spend no more than 3 hours on the project. P.S. Snacks is also not a client of Tuff. We wanted to make sure we weren’t asking someone to do work that a Tuff team member would be paid for. So, this is an example of work they’d be doing if they joined the team but it isn’t work Tuff would gain monetary value from.

Step 8: Hire

We did it! Through this process, we were able to find and get to know two great candidates who have now joined the Tuff team.

Sources

Tuff’s new team members came from two sources:

1. The person we hired for the Growth Marketer role was a LinkedIn connection of mine on LinkedIn. He reached out to me after spotting the role and we entered him into the interview process, uploading his resume into our Applicant Tracking System.
2. The person we hired for the SEO Strategist role applied through remote.co.

For more context on what sources were stronger for us, here are two charts below. The first shows Applications by source – you can see LinkedIn brought in the majority of our applications.

This chart shows Interviews by source. These are the people who after we screened their resume, we decided to talk to. Again, LinkedIn is at the top of the list.

Conclusion

We learned so much as a team and with Intention Consulting while hiring for these roles. As a growth marketing agency, the team has a natural inclination for numbers and conversion rates that made our collaboration stronger and more successful. Workable’s own hiring solution helped hugely as well.

The post From 1,018 applications to 2 new hires: Tuff Growth’s hiring process appeared first on Recruiting Resources: How to Recruit and Hire Better.

• Simulation tests (e.g. selling a pen, answering a call, giving mock presentations.)
• Work assignments (e.g. coding exercises, writing samples.)
• Skills assessments (e.g. typing tests, MS Office tests.)
• Cognitive ability tests (e.g. General Aptitude Test.)
• Personality and integrity tests.
• Job knowledge tests.

Any of these candidate assessments can be useful in your hiring process in different ways (e.g. break the tie between candidates who did equally well during interviews.) But, their greatest benefit is that they help you disqualify candidates who don’t perform at an acceptable standard, thus reducing the number of candidates you will interview. Depending on the assessment, you can evaluate whether:

• Candidates can actually do a job. In fact, the work sample is the most effective way to predict job performance.
• Candidates have an acceptable level of cognitive ability that’s needed for a particular job.
• Candidates possess skills to do the job in the most effective and efficient way possible. For example, typing tests are good options when hiring administrative assistants.
• Candidates are a good fit for your team. Though personality tests aren’t good predictors of job performance, they give you some insight on whether a candidate would work well with your team members.

So, pre-employment assessments are a helpful addition to the typical hiring process. You can build exercises on your own based on actual problems each role faces or use effective templates. But, to save time and make sure that your tests are well-validated and reliable, consider using a trustworthy test provider instead.

How Workable helps you manage assessments

Workable lets you manage candidate assessments from the same place you manage the rest of your hiring. The “assessment stage” is one of the possible hiring stages that you can add in your recruiting pipeline inside Workable, but you can add assessments at other stages too (e.g. phone screen.) Workable provides you with a full view of who:

• Enters the assessment stage and should be sent an assessment.
• Has already been sent an assessment by your hiring team.
• Has completed the assessment (their results can be viewed directly or via a link.)
• Has passed this stage or was disqualified because of their assessment performance.

Keeping track of all these is possible by using Workable in combination with integrated test providers that offer effective and job-related assessments. Via these integrations, you can send assessments to candidates within seconds. Most importantly, you can keep track of the whole process inside Workable without having to log in and out of multiple systems or switch windows.

Currently, Workable integrates with:

• Codility and Geektastic, for coding challenges and exercises.
• Criteria, for personality, aptitude and skills tests.
• Objective Management Group (OMG), for sales-specific skills assessment tests.
• Saberr, for tests that assess candidate values and cultural fit.
• ThriveMap, for high volume work simulation assessments.
• Qualified, for assessing engineers.

We keep adding new integrations regularly, so you might find even more assessment providers in our system.

How to administer candidate assessments via Workable

If you have created a candidate assessment test on your own, you can upload it in Workable and send it to candidates via email. When candidates send back their answers via email, you can see these answers under that candidate’s Workable profile (“candidate timeline.”)

If you opt to take advantage of Workable’s integrations, select a provider when setting up your job ad to add tests at a specific stage. When candidates reach that stage, a button will appear on their Workable timeline and you can easily send the test merely by clicking this button.

All you need to do afterwards is to wait for the candidate to complete the test. When they do, and your test provider processes the results, Workable will:

• Send you an email notification, with a link to view the results.
• Display a link on the candidate’s timeline to view the results on the external provider’s site.
• Show the results directly on the candidate’s timeline in Workable:

This way, you can see how each candidate did on the test and decide whether to advance them to the next stage or disqualify them. The test results remain on your candidates’ timelines, so you can come back to them any time. This works well for busy hiring teams, as team members can view test results collectively or individually at a time that suits their schedule.

When candidates do well in their assessments, move them to the interview stage of your hiring pipeline. From there, Workable provides tools to evaluate candidates by offering interview scorecards and a structured interview process.

The post How to use candidate assessment options and integrations with Workable appeared first on Recruiting Resources: How to Recruit and Hire Better.

Headquartered in Dubai, GCC operates in countries ranging from Iraq to Indonesia to Australia. Over the past two decades, they’ve established a strong reputation for excellence in their facilities management, providing top-caliber service in kitchen and dining solutions including staffing, facilities, maintenance, and much more. In response to COVID-19, in partnership with Workable, GCC transitioned onsite interviews to virtual interviews when hiring for their global workforce. 

As Roda Collado, Recruitment & HR Operations Lead emphasized, they were already familiar with some video interview technologies when candidates were overseas, but in-country interviews needed to be quickly reestablished virtually.

“What changed is that even the in-country interviews are done either through internet web conferencing or over the phone.”

As the company responded to urgent employee needs and abrupt changes in work-life balance, the corporate team worked to figure out how they’d continue to hire and meet the expectations of their partner companies in these uncertain times. As this was happening, Workable launched their native one-way video interviewing product and GCC jumped at the opportunity to try it out. During this difficult time, GCC started using video interviews right away without expending valuable time and resources learning how to use it. 

“I’ve received good feedback from our hiring managers – even the candidates themselves. I feel that it’s easy to use and that, [on] the recruiter’s side, it’s integrated into their profiles.” 

By eliminating the time-consuming and restrictive phone screen process, everyone on the hiring team could review the candidate profile in their own time, in a previously unachievable way. Instead of the recruiter conducting the phone screen on their own and sharing feedback with the rest of the hiring team, hiring managers got involved earlier and could more actively step in and provide insight on who they wanted to move forward.

There’s the consistency in terms of questions being asked, so the hiring manager, or the hiring team are able to compare one candidate [with another], based on a consistent set of questions.

Candidates were so pleased with the process that they went out of their way to tell the GCC team. Asynchronous video interviews made it easier to schedule (eliminating the need for back-and-forth email communication) and put candidates at ease, enabling them to conduct the interview on their own time and in their own space. This proved especially crucial in that first screening round, before either party had developed a relationship, and increased candidate interest. It also spoke to GCC’s ongoing emphasis on an inclusive hiring process. When Roda compared video interviews with phone screens, she felt that video interviews were less subjective and less prone to bias. 

Speed up your hiring process like GCC

GCC quickly implemented Video Interviews, and in turn actually sped up the hiring process, allowing hiring team members and other company people to focus more on working through this very unusual time while maintaining a high-quality hiring process across all locations.

The post GCC Services fosters a more inclusive hiring process with Workable Video Interviews appeared first on Recruiting Resources: How to Recruit and Hire Better.

But even for the most abstract tests, there are still best practices that can ensure you can learn what you need to know about a candidate.

Enter science and technology. Since you’re digitally transforming your entire recruitment process, it makes sense that you can and should digitize your assessments as well. Plus, you want to have a standardized process like in every other stage in the recruitment process.

Workable’s cognitive and personality assessments are specifically designed to fit in seamlessly within that environment to ensure you make the right hire for your business. There are five areas where you can test candidates:

1. Workplace personality
2. Abstract reasoning
3. Verbal comprehension
4. Numerical comprehension
5. Attention & Focus

The first of these, of course, is the personality assessment, while the other four are for assessing cognitive abilities.

These tests weren’t designed on a whim. A great deal of background and research – including input from international psychology experts – have gone into the design and development of these tests.

We know you want to ensure these assessments are valid and rooted in science before using them in your recruitment process, so we’ll give you some quick highlights to save you the time of researching the deeper material. Once you understand the science, you can then think about how you might include them in your process – please see our resources at the end that can help you with that.

Personality test science and methodology

Workable’s personality assessment is deeply rooted in scientific methods, and is built on the Five Factor model of personality testing accepted in psychology circles worldwide as the de facto model of personality.

The five factors come from statistical analysis of the adjectives used to describe people across five dimensions – and have been translated to many languages and cultures. They are:

1. Agreeableness
2. Conscientiousness
3. Extraversion
4. Openness To Experience
5. Emotional Stability (or Neuroticism)

These factors are sometimes referred to as the acronyms OCEAN or CANOE. They’re not based on an either-or measurement, but rather, on where a test-taker places on a scale or continuum. It’s been scientifically linked to predictors around health, education and on-the-job behaviors, which makes it a valuable test to evaluate candidates for a role.

Workable’s version of the Five Factor model goes deeper, analyzing 16 additional areas that are selected and modified to be most relevant in the selection process. Workable’s personality assessments have also been analyzed for consistency using Cronbach’s alpha testing and other indexes. For some quick context, this is a common statistical analysis designed to ensure the validity of Likert scale surveys (i.e. sliding-scale or continuum surveys).

Many questions have been adopted from the public domain International Personality Item Pool (IPIP), which have contributed to questionnaires in more than 850 published studies. The IPIP scales have demonstrated high internal consistency metrics along with strong correlations with the scales of many established personality questionnaires. (You can examine the comparisons here.) This further validates many of the scales we measure in our personality assessments.

Cognitive test science and methodology

Professionally designed by testing experts at Psycholate, Workable’s cognitive assessments are likewise modeled after common cognitive tests in the industry.

The verbal and numerical comprehension question sets have been professionally designed by testing experts, and cross-checked by psychologists with a background in psychometrics to ensure validity and accuracy. Other tests were also performed including the above-mentioned IRT testing and parameter estimation, and items that met the criteria were added to the abstract reasoning and attention & focus question banks.

Meanwhile, for the abstract reasoning and attention & focus assessment tests, multiple prototypes were created and tested, contributing to the final version that a candidate sees when they take these tests. Again, these tests were professionally tested and reviewed by psychology experts to ensure each test meets psychometric and industry standards of quality.

Cronbach’s alpha testing was also applied during design and pilot stages.

Real-time scoring, adaptability and length

These tests are not simply scored via ‘correct’ and ‘incorrect’ answers. Rather, they utilize the universally recognized Item Response Theory (IRT) framework. It uses complex statistical algorithms with each question having a measured level of difficulty and quality metric based on historical data.

Scoring for all four cognitive assessment tests is conducted using the Expected A Posteriori (EAP), which allows for real-time scoring of the candidate with each question answered, and updating upcoming questions based on that scoring. This means the next question is presented based on previous answers.

An adaptive test will estimate the candidate’s ability after every new response based on answers up to that point. It will then adjust and display the most suitable or relevant question to match that just-estimated ability level. As a result, an adaptive test is shorter because it only asks the questions that are needed, without burdening the candidate with potentially irrelevant questions.

Also, unlike preconfigured tests with a set number of questions, an adaptive test decides when to stop based on answers received up to that point. IRT scoring offers not only a score for the ability of a candidate; our assessments can also calculate the positive or negative quality of this score via the Standard Error of measurement (SEm).

Obviously, a score based on more items is more reliable. So Workable’s adaptive tests will stop once a candidate’s score reaches a satisfactory and measurable level (i.e. a low enough SEm) or when a maximum number of questions (for example, 20) has been reached in order to protect the test content.

This all ultimately means that each individual candidate will experience a different and unique set of questions. Along with other measures, this ultimately assures test security: It’s practically impossible to replicate the exact same test or create a cheat sheet to assist in ‘passing’ a test.

There are safeguards in place to ensure that the same question isn’t asked twice in the same assessment.

Want to learn more?

This is, of course, just a summarization of the main science and methodology that have provided the foundation on which Workable Assessments is built. Now that you have a high-level understanding of the science behind the tests and what they’re testing for, it’s now time to think about how you might incorporate that as an essential tool in your hiring toolbox.

If you’re interested in learning more about our assessments feature – or even taking it for a test drive – don’t hesitate to reach out to us.

Finally, if you’d like to learn more about some of the concerns around assessments from a candidate’s perspective and why you needn’t worry, we cover that in this article. Meanwhile, here’s a tutorial on how to conduct a post-personality assessment interview.

The post Workable Assessments: The science behind it all appeared first on Recruiting Resources: How to Recruit and Hire Better.

You won’t see a list of diversity-specific features, though. And that’s on purpose. We believe that D&I is neither a couple of boxes that you just tick, nor a quota that you want to reach. It requires a holistic approach, re-thinking and updating your processes, and adopting practices that contribute to an inclusive workplace. We do offer features that will help you comply with anti-discriminatory laws (e.g. EEO/OFCCP regulations), but we’re mostly focused on delivering solutions that will help you interact with candidates and hire employees bias-free.

Let’s explore how you can increase diversity at each step of the hiring process using Workable.

1. Advertising your jobs: How to attract diverse candidates

When you want to increase diversity within your company, your first priority should be to diversify your outreach when you’re promoting your job openings. If you’re constantly posting jobs and looking for candidates in the same places, you’ll likely come across people with the same background. But researching and trying out new candidate sources can be time-consuming.

Here’s how Workable can automate and speed up your job advertising process to maximize your outreach:

Post to multiple sites and social networks

Instead of creating accounts and logging in to different sites in an effort to increase your candidate sources, you can do all that within the platform with just a few clicks. Pick the free and premium job boards where you want to advertise your open roles, add social media to your advertising mix, and we’ll automatically publish your job ads. This way, we help you get your job opportunities in front of a broader audience without wasting any valuable time.

Find potential candidates where they are

While job boards are the go-to place for job seekers, it’s worth casting a wider net. You can reach out to people with the right skills in the places where they spend a lot of their time daily: Facebook, Instagram, and LinkedIn of course.

Customize one of our inclusive job descriptions

We may not always realize it, but even one word can make a difference in a job ad. Would a boomer apply for a job that highlights the company’s youthful environment? Or, what would a female candidate think if she saw a job ad for a salesman? We’ve built more than 700 job description templates for a wide range of industries and business functions, paying attention to using gender-neutral and inclusive language. You can directly upload and edit those templates when you create your job ad inside Workable:

2. Screening applicants: How to remove biases

Once you’ve advertised your jobs, you’ll start receiving applications. At this stage, it’s important to make sure you evaluate resumes, application forms and portfolios using strictly job-related criteria. It’s common to be influenced by non-relevant factors, so here are two ways that can help you stay on track:

Turn off social media profile pictures

While Workable gives you the option to gather information candidates have shared online in order to build a robust profile, you also have the option to disable their profile pictures. If you think that you or other hiring team members might get distracted by candidates’ pictures and miss out on important skills, you can turn this feature off.

Screen candidates consistently with video interviews

First impressions are powerful. You can instantly like or dislike a candidate as you walk them to the meeting room or during small talk before the interview. What if you could go straight to the interview, though? Picture this: you can send all candidates for the same role a set of questions, which they’ll answer by recording themselves. This way, you only receive their answers to job-related questions, you can avoid the potentially bias-inducing small talk, and can compare candidates without showing unduly favoring one over the other.

3. Making your hiring decision: How to evaluate candidates objectively

You’re now in a good place. You’ve enriched your candidate sources to ensure you reach a diverse audience, you’ve screened applicants with job-related criteria and you’re ready to interview and hire your next star. You have a good base, but the challenge is that they’re multiple people involved at this stage, for example, a hiring manager or senior executives. How can you tell if they are also free of biases?

You probably can’t. And maybe you don’t have the time – or even the power – to train them on D&I practices. What you can do instead, is build a hiring process that eliminates biases:

Ask all candidates the same interview questions

More or less, hiring managers will ask similar questions to learn whether candidates are qualified for a role. However, because interviewers are human and questions may go off in tangents at times, it’s easier to stay consistent when questions are prepared in advance. In Workable, you can build interview kits to evaluate skills and include as many questions as you want. The result is a structured interview process, where interviewers ask all candidates the same questions in the same order and use a scorecard to evaluate answers.

Share your interview feedback impartially

We all get influenced by other people’s opinions, but hiring decisions should be well-rounded, not biased. This means that interviewers should be able to openly call attention to any red flags they spotted in candidates, regardless of what others in the team think. To allow for objective evaluations when there are multiple interviewers in the same hiring stage, each interviewer will be able to see feedback and comments from the rest of the hiring team only after they’ve already submitted their own evaluation. This way, they’re encouraged to share their honest opinion without being subconsciously influenced by the reviews of other hiring team members.

Technology alone is not enough

Diversity and inclusion go beyond software, of course. Technology can help, but it’s the people who make the hiring decisions and it’s the people who are responsible for embracing different traits in the workplace. So, the onus is on people who are involved in hiring and team management to let go of biases or, at least, to be aware of them.

There’s no tool that can enforce diversity. Perhaps your recruiting software prompts you to justify your feedback after you interview a candidate, but it won’t stop you from commenting; “I really liked this candidate”. Likewise, you might get a shortlist of 49 candidates who come from underrepresented groups and still hire the one who looks and thinks most like you.

Technology is not a cure; it can only support your D&I efforts. If you rely only on tech to boost your company’s diversity, you risk being short-sighted or, worse, see the opposite results. For example, if a software helps you gather candidate data to uncover areas for improvement, you could raise legal issues. Candidates might be worried about how you’re going to use this information, even if your intentions are good.

If you are experimenting (or considering to experiment) with masking candidates’ personal details, such as their name, race and school, don’t rest assured that you will indeed pick diverse candidates. Research shows that this is not always the case. Likewise, an overreliance on technology can lead to adverse results in your hiring process. D&I practices should be addressed throughout all your procedures, not just at the beginning of your hiring process.

At the end of the day, diversity is not in the numbers. To build a truly diverse and inclusive work environment, you need to be an advocate for differences, you need to embrace people as they are and you need to actively look for a variety of skills inside your company. Diverse candidates will want to work with you, not because you claim to be an equal opportunity employer, but because you are one. And there’s no shortcut to becoming one.

The post Diversity in the workplace: how to use Workable to boost D&I appeared first on Recruiting Resources: How to Recruit and Hire Better.

The challenge

The solution

• Globally dispersed teams of hiring managers
• Paper-based and telephone-heavy approach to recruitment
• Interviews taking place across different time zones
• Hiring admin stored in different places making it hard to find resumes
• Difficult to manage company-wide data protection compliance
• No record of candidate feedback—instant messenger used to share evaluation
• Top talent lost due to no applicant tracking

• Reduce screening time and keep candidates engaged with integrated assessments
• Reinforce ethos of brand using digital hiring technology to reduce environmental footprint
• Contact candidates at speed using bulk email function
• Use integrated calendar to arrange interviews across time zones
• Create a seamless candidate experience by linking to Workable-hosted careers page
• Maximize built-in sourcing tools to target talent for hard-to-fill roles
• Build convincing business cases using rich reporting data
• Free up team resources by giving hiring managers their own shortlisting tools

The challenge: Globally dispersed organization with no centralized system for hiring

Built on an open source philosophy, 140+ million educators use Moodle’s e-learning management system. Inspired by its mission to empower educators, it’s supported by a community of over 2 million. And there are 300+ developers who regularly contribute code. Buoyed by this, its core workforce has remained small. Until investment prompted change.

“Moodle was started in 2002 here in Perth and has generally operated on a small scale in terms of people,” says Holly Barnes, Head of People and Culture at Moodle. “But, with investment in place and the business growing, it was time to start hiring again. Over the past year Moodle has almost doubled in size.”

Recruitment focused on developing its support functions as well as its core development team. But, without a centralized system for managing hiring, it was losing out on talent.

“We were doing everything through email and the mix of different ATSs we had. We didn’t have one consistent place where our candidate info was stored,” says Holly. “Everything was all over the place. We missed things all the time. This lost us some great people.”

Scheduling interviews was also clunky.

“We’re a globally dispersed organization with team members—and candidates—dotted around the world,” says Holly. “Booking interviews across time zones took so much time.”

And, without an effective tool for collaboration, candidate feedback was often lost.

“We used an instant messaging tool to communicate across hiring teams, creating chat rooms for each role,” says Holly. “It was such an inconsistent system. Nothing was tracked, there was no record of what was said in an interview with notes written on hardcopy CVs, and it was also hard to refer to documents like CVs or assessments.”

The solution: More than applicant tracking

Innovative tech underpins Moodle’s business. So it knew that innovative tech was also the answer to its hiring challenges. But, with so many providers to choose from, why Workable?

“We researched lots of systems,” says Holly. “Workable stood out as the most intuitive platform. It also offered more than applicant tracking. We loved its built-in candidate sourcing tool, People Search; it meant we didn’t need to rely on LinkedIn Recruiter. The BambooHR integration and GDPR compliance tools were competitive features that helped win us over.”

The outcome: A hiring process that supports the company’s tech-focused brand

Increased digitization through Workable means Moodle’s hiring better reflects its brand.

“Recruitment’s progressed from being paper-based and telephone-heavy to almost entirely online. This matches our ethos as a digital, e-learning platform.”

Before Workable, progress through the hiring pipeline was not tracked. Which meant talent often slipped through the net. Now, it’s using integrated assessment tools to reduce screening time. They’re also able to keep great candidates engaged throughout the process.

“It’s much easier now to make quick, informed decisions about candidates,’ says Holly. “Interview scorecards, the thumbs up / thumbs down feature and the dashboard view mean we can evaluate with pace. We can push our best candidates along the funnel quickly. And use the bulk email tool to contact unsuccessful candidates in a timely and sensitive way.”

The interview process is faster.

“The Google calendar integration has saved us so much time arranging interviews across different time zones,” says Holly.

And applying for jobs more straightforward.

“We link to our Workable-hosted careers page when we’re advertising jobs on our social media accounts,” says Holly. “This reduces the steps it takes to apply for jobs. And it means our candidate experience is boosted from the outset.”

The future: New integrations, more sourcing and data-driven strategic planning

With greater transparency across its global hiring operation, there’s less pressure on the People and Culture team. Which means more scope for strategic planning and training.

“Hiring managers now do their own shortlisting. This frees us up to add value elsewhere,” says Holly. “We can focus more time on candidate sourcing, using Workable’s built-in tools to target hard-to-fill roles. And explore new integrations (like Zapier) to enrich our toolkit.”

Workable’s also helping them define targets around candidate care.

“By using Workable, we plan to set internal, service level agreements,” says Holly. “Our aim is to have a charter which commits us to getting back to candidates within a certain time.”

Presenting evidence-based proposals for talent-related projects is also easier.

“Having access to built-in reporting tools has helped us articulate a narrative for other business cases” says Holly. “This gives us greater power and credibility moving forward.”

The post Moodle makes more time for strategy and sourcing using Workable appeared first on Recruiting Resources: How to Recruit and Hire Better.

The challenge

The solution

• High turnover of staff
• Intermittent spikes in hiring
• Recruitment managed manually—resumes printed off and stored in boxes
• Specialist staff needed to resource new 80-bed hospital
• HR team of just 2 people
• Hiring managers using different recruiting methods
• Costly job board posting

• Transparent, real-time communication between hiring managers, the CNO and HR
• Customized pipelines used to hire for different roles—clinical, admin and leadership
• Faster time to hire achieved through automated, streamlined workflow
• Resumes and applications automatically tracked and secure
• Increased brand exposure achieved through multiple job board postings
• High volumes of specialist clinicians sourced and pooled for future use
• Money saved on premium job boards
• Better prepared to meet peaks and troughs in hiring

The challenge: High-demand, low retention rate

Houston Behavioral Healthcare Hospital provides specialist mental health and psychiatric care to 80+ inpatients and 30+ outpatients. Success is measured in the quality of provision they provide; and demand for their provision is high. But, like many healthcare providers, they struggled to find and retain enough qualified nurses and support staff to meet demand.

Yvonne Castillo joined the hospital as HR Director in July 2014. She quickly formed an effective team for the hospital’s opening at the end of that year. But, as the business grew and bed numbers increased, filling new posts became more of a challenge.

“The whole process involved a lot of manual labor,” says Yvonne. “We’d print off and store resumes and rejection emails in expandable files and in cardboard boxes. Each one would be labeled by the month and year.”

Working with just one other HR colleague, and no recruiting software, their hand to mouth approach to hiring wasn’t sustainable. The catalyst for change came when plans to build a new 80-bed hospital were announced.

“It was clear we needed a more efficient, automated process; to be proactive, rather than reactive,” says Yvonne. “Our remit had doubled. As well as finding high volume, qualified candidates for our day-to-day hiring needs, we also had to start building a specialist team ready for our new facility.”

The solution: Automated hiring software with a powerful reach

With high-volume candidate sourcing a priority, they needed recruiting software that came with powerful reach. Word of mouth recommendations from colleagues working at other hospitals in their Signature Healthcare Group, led them to Workable.

“The HR team in our Dallas hospital had been using Workable for a while,” says Yvonne. “They told us how great it was in general—intuitive, collaborative and streamlined. But what stood out was hearing how far-reaching the job board exposure was and how many candidates they were finding through this alone.”

Keen to put this to the test with their own open roles, they signed up for a free trial.

“I could see immediately how powerful the job advertising was with Workable,” says Yvonne. “In one click you can post a job to multiple job boards and reach a wider pool of candidates.”

Beyond her direct HR team, Yvonne works closely with the hospital’s CNO and 8 department heads. To meet their goal of greater efficiency, they needed a new way of collaborating and communicating their recruiting workflow. Workable provided the solution.

“With Workable I can locate the resumes I like and forward them to the department head on the hiring team for that post,” says Yvonne. “They can comment and I can see what they need me to do and take action straight away.”

“The customizable pipeline inside Workable is also great for transparency and time-saving. I can see in seconds what stage we’re at for each requisition, and add or remove stages depending on the role I’m hiring for—clinical, admin or leadership.”

The outcome: Big savings and a growing pool of talent

As the launch date for their new unit gets nearer, the hospital’s talent pool is growing.

“Using Workable I’ve built up a large pool of highly qualified clinicians—particularly Licensed Vocational Nurses (LVNs) and Registered Nurses (RNs),” says Yvonne. “Most of those are on per diem statuses, but once we open up our new facility we’ll transition them over to full or part-time slots.”

The hospital’s time to hire process is faster and also a lot smoother.

“Being able to reach out directly to applicants through Workable is a big time-saver. I get an immediate response from candidates and can start moving forwards with the next stage faster. Having notifications that feed straight into my Outlook email account also helps.”

There are cost savings too.

“In the past, we used a nursing agency to get us through periods where our staffing levels were too low. But we’ve stopped using the agency now. There’s also no need to pay for premium job boards. We get access to thousands of qualified candidates through Workable’s great range of integrated, free job boards.”

The future: A long-term strategy and better brand recognition

With rich pools of talent growing by the day, the hospital can now shift focus to their long-term hiring strategy. Top of their agenda is reducing the high turnover rate which continues to put pressure on their day-to-day hiring.

“Posting jobs to so many different job boards and sharing on LinkedIn has really helped with our brand recognition,” says Yvonne. “And having access to more candidates gives us a better chance of finding people whose values better match ours, people who are more likely to stay.”

“High turnover is common in our industry. But, using Workable, we’re confident we’ve got the tools we need to make a difference.”

The post Houston Behavioral Healthcare Hospital finds more clinicians using Workable appeared first on Recruiting Resources: How to Recruit and Hire Better.

The challenge

The solution

• Fast growth prompting an urgent need to hire
• Candidate data logged by different people on different spreadsheets
• One ‘careers@’ inbox overflowing with resumes
• Specialist talent needed for varying roles

• Easy-to-use software everyone can use from day one
• A candidate pipeline offering a clear overview of hiring across the organization
• Centralized collaboration and resources to streamline recruitment
• Faster, more extensive one-click job board posting

The challenge: Fast-growth, sluggish systems

Since starting out in 2012, ClickMechanic’s customer base has rocketed. Thousands are now using its online platform to book honest, reliable and vetted mechanics across the UK. Sophisticated software and efficient customer support have led to fast growth, which isn’t slowing down.

Fast growth prompted an urgent need for more talent within the team and a more strategic approach to candidate sourcing. But, without a platform to manage hiring, the process was clumsy, confusing and messy. Sluggish, slow, ad-hoc systems, based around emails and spreadsheets, struggled to keep pace.

“As more roles needed to be filled, more people needed to be involved in the hiring process,” says co-founder, Andrew Jervis. “Information was logged by different people on different sets of spreadsheets. And emails—with resumes attached for various different roles—were pouring into one overflowing inbox. The approach was inefficient and the process only just about manageable”.

The solution: An intuitive interface for immediate sourcing

Growing at pace, ClickMechanic were after a better way to manage their candidate flow. With open roles urgently needing to be filled, the team had to get moving with their recruitment fast. So the system they chose needed an intuitive interface they could start using straight away.

They joined Workable for a free trial. The ease of use quickly convinced them to sign up for a full plan and they’ve been using it ever since.

“We all found it really easy to set up; straightforward and transparent. Being able to use it from day one, with no training, was a real bonus for us as we desperately needed to start hiring and building our team.”

The outcome: Quality hires for specialized roles

Through Workable they quickly found talent to fill a number of different, specialized roles; from customer service and operations to marketing, sales and engineering. Impressed with the quality of candidates they were now attracting, they recruited eight new employees in their first three months with Workable.

Using Workable’s candidate pipeline they now have a clear overview of hiring across the organization. Streamlined management of the process and centralized communication and resources have also improved candidate experience.

“We all really love being able to move people through the pipeline, and the transparency of the process,” says Andrew. “Getting our hands on resumes at speed and then being able to contact and respond to candidates all within the same system is also really great.”

Their approach to job posting has also been transformed. Their previously, clunky process is now replaced with one quick click.

“Advertising new roles across job boards used to take a huge amount of time,” says Andrew. “It was a major pain as we had to manually post one job at a time. Since we’ve started using the one-click feature with Workable it’s made posting jobs 200% easier.”

To further streamline the whole recruitment process, they’ve integrated Workable into their careers page using the Workable job widget.

“Job specs, complete with our own branding and logo, now load automatically from Workable onto our site,” says Andrew. “What’s also great is that new candidate applications drop right into the roles in the dashboard as opposed to having various emails coming in.”

The future: Investment, expansion and support to scale

Since, moving over to Workable ClickMechanic’s more than doubled the size of its original team. New investment, plans to expand outside of the UK, and ongoing product developments, mean that figure looks set to rise even higher.

“With Workable we know we’ve got the resources in place to keep scaling up as our business continues to grow,” says Andrew. “We’re excited about what’s around the corner and look forward to exploring more of what Workable’s capable of to keep improving how we hire.”

The post ClickMechanic doubles the size of its company using Workable appeared first on Recruiting Resources: How to Recruit and Hire Better.

The challenge

The solution

• Unmanageable manual spreadsheets that didn’t support rapid growth
• Difficult to project consistent brand story without a centralized recruitment system
• Limited tools for passive sourcing
• KPIs were hard to measure without a structured process

• Implement robust and easy to use platform
• Collaborate with hiring managers on mobile app
• Enhance brand and brought careers page to life
• Boost growth with more diverse job posting sources, like Facebook Jobs
• Report hiring plan on a monthly basis to the board and measure time to hire by role type

Valiant builds an award-winning loan marketplace in Australia focused on small businesses. Headquartered in Sydney, they have offices in Queensland and Melbourne so that brokers are on the ground. Founded in 2015, hypergrowth pushed them over the edge from relying on emails and spreadsheets. With $12.5 million in Series B funding, Valiant’s Talent Acquisition Lead, Joshua Minzie, was tasked with doubling the employee base within a year. As the work picked up, he hired another person for his team, and spreadsheets became unsustainable in the hiring process. 

“There were so many names and contacts. We got to the stage where I was pushing for an ATS software because I knew it’d benefit us.”

Valiant needed an easy-to-use system where things are clear without unnecessary fuss. Often, they’re doing background checks and multiple rounds of interviews within a few days. There’s no time to get buried in emails or questions of where something stands – which made for a headache with numerous members of the hiring team participating at once. This put a burden on time, a resource they couldn’t afford to waste.

“Time to hire could be anything from within a week to four days turnaround.”

Expecting a month-long onboarding process, Workable truly met their partnership with Valiant, onboarding the company in a week so that hiring managers could collaborate effectively. The team picked it up immediately, and hiring managers downloaded the mobile app so they could recruit on the go. 

“With Workable, everything’s been perfect,” said Joshua.

With Workable by its side, Valiant enhanced its brand. Their name is now present on more diverse job sites, and the benefit is paying off as they’re now attracting a broader talent spectrum. Instead of reporting from spreadsheets and disparate sources, all hiring data lives in one place. It’s that single source of truth that feeds the monthly hiring plan report for the board. Maintaining rapid growth, Valiant’s reached their next level of hiring maturity with Workable—hiring quickly with a standardized process. 

The post Valiant Finance more than doubles in size within a year with Workable appeared first on Recruiting Resources: How to Recruit and Hire Better.

Founded in 2014, Cytora tripled in size over the past 2.5 years, going from 20 employees to 60. Projecting rapid growth, their old ATS didn’t meet their needs. Struggling to get everyone on the same page and collaborate effectively, they started looking at other options. In Workable, Cytora found a partner who understands the importance of having the whole team on the same page. Cytora’s CFO Tom Coward discusses how Cytora keeps hiring data in one system with Workable Hiring Plan, doing away with disconnected spreadsheets.

“One of the things Workable does really well is that we have the requisition system in operation, so before any role gets started on, the requisition has to be approved.”

Achieving their hiring goals means they need everyone in sync, each with the same information at their disposal. Workable gives Cytora the ability to view a snapshot of what’s happening across the board, from the beginning in candidate sourcing through to scheduling interviews with self-scheduling options, to seeing where job offers stand and what obstacles could be holding up an offer. 

Additionally, Cytora wants and needs to look at their recruitment history and build on their learnings.  They want to see where everything currently stands and investigate reports in order to troubleshoot and improve their future hiring process. 

Says Ben O’Mahony, Director of Operations: “All the way through to working with hiring managers and the leadership team to really coordinate everyone’s feedback, comments and thoughts – Workable provides the reports that show really clearly which stages are holding things up.”

They’re looking at one of the UK’s fiercest talent markets, that of engineers in London. With Workable, they’re able to see who’s out there with auto-suggested candidates and their own queries with our People Search product. Also understanding the importance of referrals in the market, they take advantage of leveraging their employees’ networks by actively leveraging Workable’s Referrals feature.

Says Cytora’s Chief Product Officer Thomas Soulez: “It’s really difficult to find, not just engineers, but engineering roles like product, designers who have domain experience in insurance, but as well are invested to working at the kind of pace we’re working at.”

There’s no room to room to play around. When communicating with top candidates in London, those who are available get snapped up quickly. Cytora’s team understands that, and they’ve engaged the whole hiring team, keeping communication clear with two-way calendar sync allowing the team to access information no matter where they are. 

Courtney Wood, Talent Acquisition Manager, responds to that competition with a powerful toolkit to stay aligned with growth targets:

“We put such importance on moving quickly because we know how competitive it is out there. For good candidates, they have so many options. Being able to move quickly through the process, having the tools that enable us to do that is really important.”

With Workable, Cytora now has all hiring information in one centralized location. As the company grows and hires the best candidates in the UK, they’re moving forward with an inclusive hiring process and stellar candidate experience.

The post Cytora scales by 3X in 2.5 years, securing top talent for niche roles with Workable appeared first on Recruiting Resources: How to Recruit and Hire Better.

Tracking candidate flow is useful because it helps you spot patterns in your hiring. For example, your candidate flow might peak in January and September. Or you may notice that candidate flow is higher during weekends. Depending on what patterns you detect with your candidate pipeline, you can use this information to:

• Determine how to spend your recruiting budget. Imagine your candidate flow is usually low in February, meaning that most people aren’t looking for a job or a new opportunity. In that case, consider spending more money on sourcing that month instead of on job ads to get more candidates.
• Choose the best day to post your job ads. For example, if candidate flow is usually high during weekends, advertise your jobs on Friday to improve your chances of getting applications fast.
• Decide when to pay for job ads. Suppose candidate flow is usually low during the beginning of a month. In this case, paying for premium job posting can maximize visibility of your ad to attract as many candidates as possible. Or, you may decide to put off posting your job until a time when candidate flow is normally high.
• Re-adjust your recruiting efforts. For example, assume your pipeline has a healthy flow of candidates for the first few weeks your job is live. If your candidate flow slackens, and you still haven’t found your best candidate, you might need to source candidates, re-advertise or ask for referrals.

Looking for better reporting analytics? Workable’s reports will refine your recruiting process. Request a demo to learn more today.

Why should I use Workable to track my candidate pipeline?

The traditional alternative to recruiting software is spreadsheets. If you are using them to record candidate names and the dates they applied, you can sort the columns according to months, days or other periods to see your candidate flow. But, as with all tasks that require manual data entry, this approach may result in:

• Mistakes and inaccurate data.
• Lost time whenever you need to sort new data.

With Workable, you can see candidate flow at any given moment with the click of a button. The system automatically records who enters your candidate pipeline when and creates comprehensive reports, including a report on candidate flow.

What does Workable’s Candidate Flow Report look like?

Workable’s Candidate Flow Report shows the number of candidates who entered your hiring pipeline over a given time period, as well as how many of those candidates made it past the first screening stage. This view will show when:

• You get the most candidates
• The best qualified candidates apply

When you’re logged in to Workable, access the ‘Reports’ page easily by clicking the pie chart icon in the main menu bar and selecting the Candidate Flow Report.

Then, you can set report parameters, like selecting a time frame and choosing a particular job or department. You can also generate reports for all active or inactive jobs.

Once you have set parameters for your report, it will be displayed in-page below. Inspect the bar charts at the top of the page. They provide a quick visual breakdown of the number of candidates who have passed the first screening:

• The grey bar shows the total number of candidates who applied or were sourced during the given time period.
• The blue bar shows the number of candidates who moved forward from the first screening.

If you want to dig deeper into the data, study the table underneath the bar chart. You’ll see a breakdown of the total number of candidates who entered your pipeline and those who have moved forward from the initial screening stage.

To get a well-rounded view of your hiring, combine your candidate flow analysis with other reports in Workable’s reporting suite. From time to hire and productivity to candidate sources and referrals, Workable’s reports will help you discover patterns or issues in your hiring and find ways to increase efficiency and quality of hire.

The post How to track candidate flow with Workable appeared first on Recruiting Resources: How to Recruit and Hire Better.

Time to hire can be defined as the time elapsed between engaging candidates and hiring them. This metric refers to the number of days from when your eventual hire applies or gets sourced to when they accept your job offer. Time to hire helps you track the speed with which good candidates move through your hiring process.

Time to hire is often used interchangeably with time to fill, which is the number of days it takes to fill an open position. Workable’s reporting suite differentiates between these two metrics and provides data on both in the time to hire report. This way you can get more granular insight on how your hiring processes work.

Why should I track time to hire metrics?

Tracking time to hire tells you how quickly your team identifies the best candidate and decides to advance them from one hiring stage to another. Considering most talented people are off the market in 10 days, the shorter your time to hire, the better. This means that your team is ready to identify the best candidate the moment they apply, but also that great candidates don’t face delays that can impact their candidate experience.

Knowing your time to hire for each role helps you assess efficiency and identify bottlenecks. For example, you may see that one of your hiring teams takes longer than others on average to identify the best candidate. This might mean that they need some training in candidate screening or that they need guidance on how to use your ATS effectively. Your time to hire gives you an indication when something may not be working properly so you can act on it.

Looking for better reporting analytics? Workable’s reports will refine your recruiting process. Request a demo to learn more today.

Why should I track time to hire metrics with Workable?

The traditional alternative to Workable, or any recruiting software, is the spreadsheet. Using spreadsheets to track time to hire means hiring teams should:

• Mark the day each candidate enters the recruiting pipeline.
• Subtract the day the eventual hire entered the pipeline from the day they accepted your job offer.
• Calculate the average across roles, teams and departments.

This process may yield results but it is time-consuming and burdensome. Workable, on the other hand, records the dates and calculates averages automatically, making the reporting process faster and eliminating the possibility of mistakes.

What does the time to hire report look like in Workable?

Once you’re logged in, reports are accessible from the menu available on every Workable screen.

You can configure the Time To Hire Report settings by choosing a particular job or department. Alternatively, generate a report for all active jobs. You can also select the appropriate time frame and include archived jobs.

Once your parameters are set, the relevant data is available immediately in table form. This report shows details about the job, department and each individual candidate, providing more meaningful data for jobs that are open continuously.

Specifically, you can view:

• Job: The job this candidate has been hired for.
• Department: The department the job is located in.
• Hired: The hiring date (hover over the hired candidate’s name).
• Open date: The date the job was activated (published or opened internally).
• Time to fill: The number of days from opening a job to the time you hired a candidate.
• Time to hire: The number of days from when a candidate first applied or was sourced to the day you hired them.

You can arrange the data in ascending or descending order. Certain time to hire figures will be marked with a color; green for the shortest time to hire and red for the longest.

So, now that you know how long it takes your team to spot the best candidates, what do you do with that knowledge? One option would be to compare your time to hire over specific time periods, to see how your teams improve. Workable helps you do that by enabling you to select and view time to hire reports in different time frames.

Another option is to dig into industry comparisons. Workable’s benchmark tool collects data from over 6,000 customers, so you can see how you stack up against other companies in your region. Once you start acting on this insight, you’ll see the results in faster and better hiring.

Related Reading

• What is the average time to hire by industry?
• Time to fill and time to hire metrics FAQ
• Recruiting methods FAQ: A guide to terms and strategies

The post How to track time to hire metrics with Workable appeared first on Recruiting Resources: How to Recruit and Hire Better.

Structured interviews help you achieve these goals and are the most effective and legally-defensible interview format. Unlike unstructured, spontaneous interviews which have no agenda, structured interviews help you evaluate candidates more objectively and result in better hires.

There are four main steps to structure interviews:

1. Determine which specific skills the role you’re hiring for demands.
2. Prepare interview questions that assess candidates against these skills.
3. Construct a rating scale to grade candidates’ answers (e.g. “poor” to “excellent.”)
4. Ask the same questions in the same order to all candidates and rate them with your predetermined scale.

Because each of these steps demands a lot of time and effort, setting up structured interviews from scratch is often impractical when you want to hire fast. That’s why Workable offers interview kits to make this process easier and faster.

Workable’s applicant tracking system can make your interview process faster and more effective. Request a demo today to see why we’re loved by more than 6,000 companies worldwide.

How to use Workable’s interview kits to structure your interviews

Workable gives you the tools to create an interview kit – a list of interview questions that you can use to evaluate job requirements with a built-in rating scale. You can create interview kits for the phone screen, assessment and interview stages of your recruiting pipeline.

Interview kits are divided into sections to provide a structure for interviews. Different sections can have multiple subsections (skills, traits or requirements) and each subsection will have a set of interview questions. Here’s an example:

In this example, the interviewer wants to assess candidates’ content writing skills. This section has two subsections: editing skills and writing skills. The interviewer will ask questions for each of these sub-skills.

Workable has hundreds of sample interview questions you can select and modify based on your needs. Add, edit or delete sections, requirements or interview questions. To create your interview kits quickly, use Workable to:

• Import from Workable’s interview templates: Use sets of assessment criteria through company templates. Workable has six different templates available by default.
• Import from another job: Reuse sets of assessment criteria you have already created for other jobs.
• Import job requirements: Evaluate the candidate based on the job’s requirements taken from the job description you have posted.

How to use Workable to evaluate interview candidates

Once you have created your interview kit, you can start evaluating candidates via interview scorecards. These scorecards are a single-page representation of your interview kits and show the sections of your kit along with a 3-point rating system (thumbs up for ‘yes,’ thumbs down for ‘no’ and a star for ‘definitely.’) Here’s an example of a scorecard:

With these scorecards, you are able to:

• Click on any skill, trait or requirement to add interview feedback to share with the hiring team.
• Add an overall candidate evaluation or comment at the bottom.
• Complete your interview evaluations online or print your scorecard out.

As soon as hiring teams complete their scorecards, the evaluations are available to view. Workable facilitates collaboration by showing completed scorecards to any member of the hiring team, and they can be seen individually or in aggregate. For a fast overview, the hiring teams’ comments and ratings can be seen on the candidates’ timeline under the evaluation tab.

Through this process, you can conduct structured interviews that will help you make fairer and better hiring decisions. To make the entire interviewing process easier, Workable also helps you schedule your interviews through its calendar integrations. And, to assist you in evaluating your candidates, Workable offers background checks via an integrated background check service, and effective assessments via reliable test providers. With these tools, Workable helps you build an objective, high-quality hiring process.

The post How to evaluate candidates and gather interview comments with Workable appeared first on Recruiting Resources: How to Recruit and Hire Better.

These asynchronous video interviews are useful because:

• Both sides can participate in interviews in their own time (this is especially useful with candidates who live in different time zones to your hiring team).
• You’ll only need to record or write down your questions once and send them to candidates, instead of having to schedule and conduct separate calls with each one.
• Candidates will showcase their skills without any hindrance from stress as they can record their answer multiple times until they’re satisfied with their performance.
• You’ll add structure to your hiring process by asking every candidate the same questions in the same order, which will help you make more objective decisions.

Why conduct video interviews in Workable

If you decide to incorporate video interviews during your hiring process, it’s efficient to do it directly from your Applicant Tracking System (ATS). That’s because, by being able to send, receive and review a one-way video interview right from a candidate’s profile in your ATS, you can:

• Save time, as you won’t have to log in and out of other platforms and migrate candidate data from one system to another.
• Streamline your workflow by accessing video interviews from the same place you keep resumes, comments and evaluations on candidates.
• Engage hiring managers early on in the process, because it’ll be easier for them to watch videos of shortlisted candidates than to read notes, comments and application forms.
• Keep video interviews on candidate profiles and review them at a later time if another job seems like a better fit.

Note: Because of the General Data Protection Regulation (GDPR), you need to inform European candidates that you’re keeping their data in your database for future roles.

Workable makes all this easy for you by seamlessly integrating with video interview providers. If you’re in a Workable PRO plan, you can send video interviews with the click of a button and review each video in your own time, by going straight to each candidate’s timeline. The rest of your hiring team can also watch the video and comment on the candidate, increasing visibility of everyone’s evaluations and facilitating collaboration.

Currently, you can use video interviews in Workable if you have an account with any of these providers:

• Astronaut
• Hireflix
• Human
• Jobma
• myInterview
• Skillheart
• Spark Hire
• VidCruiter
• Videoscreening

Here’s how our integration works:

How to conduct video interviews with Workable’s integrations

If you’re in a Workable PRO plan and an account with one of our integrated providers, first set up the integration between the two accounts. This can be done quickly, inside Workable.

Let’s say you have an account with Spark Hire. To activate the integration between Workable and Spark Hire, you’ll need an API key from your Spark Hire account – Workable will give you clear instructions on how to get it in the integrations section:

Then all you need to do is paste the API key and click on “Update Settings”. Your integration is ready quickly and easily.

Start using video interviews

Once you’ve set up the integration, enable video interviews for particular jobs and hiring stages (phone screens, assessments and interview stages). You can easily do this when setting up or editing a job.

Now you can begin sending video interviews to candidates who reach a particular stage by clicking on the “play” button inside their candidate profile:

When candidates send back their replies to your video interview provider, you’ll see a link under the candidate’s timeline in Workable (and you’ll receive a notification via email). Click the link to review the video. Once you do, you can leave your comments and evaluations on a candidate’s Workable profile and see your team’s evaluations too. This way, you can make an objective and well-informed decision.

If you want more insight on how companies use video interviews with Workable to screen candidates effectively and improve candidate experience, see our interview with Neil Bruinsma, Talent Manager at IT Cloud service provider, Xcentric.

One-way video interviews can save you time and help you automate a greater part of your hiring process. And to make sure you’re using them effectively, be in constant communication with candidates to preserve the human touch in your recruiting efforts.

The post Why and how to conduct video interviews with Workable appeared first on Recruiting Resources: How to Recruit and Hire Better.

How to scale up your hiring: 13 features for rapidly growing companies

1. Hiring Plan
2. Department Hierarchy
3. Access rights and permissions
4. Integrations
5. Compliance
6. Interview self-scheduling
7. Automated actions
8. Bulk actions
9. One-way video interviews
10. Mobile app
11. Customer support
12. AI Recruiter
13. People Search

Maintain transparency, accountability and control

When you scale up your hiring in a company that’s growing aggressively, that hiring process no longer involves just the recruiter or hiring manager. There are other stakeholders involved, including those at the executive level, department heads, finance managers, and others. Plus, the recruitment process grows in complexity as you’re no longer hiring just to fill a seat.

For that, you need to have a recruitment system that maintains transparency to all interested parties, holds them accountable to their respective roles in the hiring process, and is controllable all in one place. The following features will enable you to have such a system in place.

1. Hiring Plan

Rapid growth requires a strategic hiring plan that’s as dynamic as your company. You might be able to manage requisition approvals manually for one or two employees, but certainly not two hundred at a time. When you’re hiring at high volume, you need an organized approach so you can prioritize requisitions properly, budget them accurately and maintain visibility at all times.

With Workable’s Hiring Plan, you can track requisitions, manage approvals and review budgeting data, all in real time. Hiring managers create requisitions when they need to hire, and follow standard or custom approval workflows. As roles are opened and filled, your Hiring Performance report updates automatically, so you can track changes, make adjustments and forecast your hiring budget for the year.

2. Department Hierarchy

As your organization evolves, so does your organizational structure. As teams change and expand, you need a system that makes it easy to adapt.

Enter Department Hierarchy. This centralized department management makes it for you to manage custom departments and hierarchical structure — meaning, as your company grows your hiring structure does, too.

Filter your careers page, dashboards and reports based on the departments you’ve set up and organize key features of the hiring process by department and location. Super admins control every aspect of department management and setup, so you can maintain strict control and organization as you scale up your hiring process.

3. Access rights and permissions

When you grow from five to 500, the number of people involved in the hiring process expands exponentially. With more users and varying degrees of seniority, it becomes more difficult – and more essential – to protect sensitive data. Control who sees what, when with Workable’s roles and permissions.

User roles define which hiring tasks team members should (and can) perform, and user permissions ensure they get just the right amount of access to get the job done.

4. Integrations

Growing companies usually don’t depend on just one system to get their hiring done. From SSO to background checks to HRIS and onboarding Workable connects with the tools you rely on.

With Workable you can transfer candidate data seamlessly and safely or connect to your business intelligence suite to access robust analytics and measure custom KPIs. Need to go custom? With Workable’s open API and world-class Tech Solutions team, nothing is out of reach.

Check out Workable’s extensive list of integrations.

5. Compliance

Managing compliance can get more complicated as your business grows. As you expand across countries and continents, so does the list of regulations and laws you must comply with.

Workable helps you navigate local, national and internal regulation – no matter where you’re operating. Our suite of automated compliance features make it easy to manage and demonstrate compliance. Whether it’s GDPR, CCPA or EEO – Workable has you covered with features like automated data deletion, candidate opt-out links, and anonymized candidate surveys and reports.

Save time, automate admin and hire at scale

When you’re processing hundreds of applications for a single job opening, that’s a lot to manage. That number grows exponentially when you’re filling multiple positions at once and on a regular basis. The following features will help optimize the process in a scalable way, and avoid lengthy delays in the recruitment process.

6. Interview self-scheduling

It can take days to coordinate scheduling for just one candidate — imagine trying to do it for one hundred! At a rapidly scaling company it’s downright impossible to schedule interviews the old-fashioned way — 100% admin and 0% value added.

With Workable’s self-scheduling option, you can eliminate the back-and-forth and book timely, convenient interviews with just a few clicks. In your initial outreach template, simply include the self-schedule link. The candidate can view the available slots on your calendar and book on the spot. All you have to do is show up!

7. Automated actions

Stuck doing the same old boring hiring tasks over and over again? They’re not just tedious, they can also cost you serious time and effort when multiplied over hundreds of open positions. What seems like just two minutes can easily turn into two hours of admin work per day as candidates and open roles pile up.

With Workable’s automated actions you can increase productivity and speed up time to hire by automating repetitive tasks, emails and invites. Develop custom email templates and create automations by job, department or hiring stage.

Whether you’re sending an assessment test, self-schedule interview links or disqualification emails – Workable makes it easy to set up, cancel and edit automations.

8. Bulk actions

At a rapidly scaling company, you’re likely dealing with hundreds or thousands of candidates. Taking basic actions like sending emails or disqualifying applicants, can take ages if you’re forced to do it one-by-one.

Luckily, Workable’s bulk actions make it easy to take action with just a few simple clicks. In Workable, you can use templates with bulk emails to email sourced candidates or send mass rejection emails to disqualified applicants.

Simply open the hiring stage, select the candidates you’d like to email and click ‘send bulk emails’ from the bulk actions menu. Workable even has built-in duplicate detection to prevent candidates from receiving emails twice.

9. One-way video interviews

When you’re scaling up, you need your time-to-hire to go way down. You need tools that will help you screen at scale, and more easily identify qualified candidates. Enter, Video Interviews. Video Interviews reduce the time you need to spend communicating, scheduling and carrying out the screening process.

Workable’s one-way video interviews are built with the candidate in mind – there’s no messy tech, no downloads and no leaving the application form. It’s all built into the Workable platform, which also makes it easier for the hiring team to collaborate and compare feedback. And since hiring teams can review responses and provide feedback at any time, from any device, you’ll identify your best candidates faster, too.

Engage the entire hiring team

Hiring may be in your day job, but it’s not always in the day job of the hiring manager or executive. Nevertheless, to do your job well, you need their active participation. The following two features will help you make their part in the process easier – which in turn makes it easy to do your own job even at scale.

10. Mobile app

The hardest part of hiring at scale can be getting hiring managers on board and engaged. The mobile app makes it easy for hiring managers to stay connected, no matter where they are.

The mobile app acts as your personal assistant giving you an overview of upcoming events, overdue tasks and all the helpful context you need. You can screen, communicate, evaluate and even hire, all from your phone.

Learn how a Workable sales executive hired 20 salespeople in three months using her smartphone, despite a packed schedule.

11. Customer support

When you’re at a high growth company, you can’t get hung up on a tech question. You need real answers from real people, real fast. Workable’s global support team has you covered, no matter what timezone you’re in.

An agent is never more than a simple call, chat or email away. And, with a 95% customer satisfaction rating, you could say we specialize in solving problems.

Fill your (rapidly growing!) talent pipeline

Finally – talent shortages and niche roles often pose a challenge to recruiters who need to attract the best and brightest candidates to your company. This feature will help you.

12. AI Recruiter

When you’ve been tapped to help your company double in size by scaling up your hiring, the best place to start is with a healthy talent pipeline. But instantly filling your pipeline with a host of diverse, qualified applicants is easier said than done.

Until now. With Workable’s unique sourcing toolkit you won’t need external recruiters or additional sourcing software to get a leg up in the talent market. With AI Recruiter you can take sourcing into your own hands. Get a list of the top 50 passive candidates for every job in your account, instantly. Add them all into the sourced stage with one click.

13. People Search

Already know what skills you’re looking for? Leverage the power of the internet in an instant. Be as specific or as general as you like while running a full boolean search based on experience, keywords, location, education, etc. You’ll get matching passive candidates with their best contact info.

Learn how an insurance startup tripled their employee base in 2.5 years, hiring for difficult-to-fill niche roles using People Search.

The post How to scale up your hiring process: 13 features for rapidly growing companies appeared first on Recruiting Resources: How to Recruit and Hire Better.

IMAGR, founded in 2017, has offices in Auckland, New Zealand and Osaka, Japan. Breaking into the $5.7 trillion dollar supermarket retail industry, they work with retailers to remove friction in the checkout experience. Say goodbye to those pesky queues with their SmartCart’s computer vision technology. When Jordyn Riley joined as IMAGR’s People and Culture Manager, IMAGR had 25 employees and were headed for a period of growth. However, they couldn’t visualize a clear candidate journey with their current ATS. They struggled to see a single source of hiring truth, and knew that their candidate experience could be enhanced for both direct applicants and referrals through external recruiters.

“We were looking for something that was really easy for us to use, something that would enhance the candidate experience. We wanted to know where things were at with every single candidate at all times.”

IMAGR needed a system with quick team adoption so that they could continue to meet their hiring goals. Implementation with Workable was complete within a week. Over the course of a year using Workable, IMAGR’s headcount surged to 41 employees with 14 new hires. With Workable, they were able to move away from multiple processes and streamline hiring in such a way that respects candidates and creates a deep active partnership with external recruiters. 

“Every single person that comes through is important,” says Jordyn. “Whether or not they’re going to be successful or not is a moot point. I want to make sure that we’re responding to everybody, and Workable makes that really easy.”

When hiring in Japan, IMAGR found that having feet on the ground in a place with a different market and a time difference has been helpful. The external recruiter portal in Workable makes it easy for IMAGR’s internal team to maintain privacy while allowing their agency partners in Japan to access the information they need to do their job well. In addition, IMAGR is posting to top job boards which have been their main candidate sources, including Seek, Glassdoor, LinkedIn and AngelList. 

Says Jordyn: “Workable links to all of the free jobs in the area.”

Candidate experience and employee experience are top of mind for IMAGR, so Workable’s integration with Bamboo – resulting in a seamless transfer of new hire data to HRIS – makes for a smoother onboarding experience and higher talent retention. During the early months of the COVID-19 crisis, IMAGR hired and onboarded three new employees remotely – and much to IMAGR’s pleasant surprise, one of those virtual hires actually beat their onsite record for time to hire. 

“We just kind of transitioned what we did onsite to virtual, and it’s worked fine,” says Jordyn.

Interest has consistently been strong since the early days, but as of late, their vision for a contactless SmartCart service came just in time for the COVID era. They’ve received additional media exposure, retailer interest, and even inquiries from the general public about investment and partnership. The unique nature of their product also maintains the user’s privacy – it scans what goes into the cart, not the shopper themselves, coinciding with the upsurge in data privacy concerns among people worldwide.

With a steady and healthy stream of new candidates, IMAGR has found a partnership with Workable that encourages both a best-in-class candidate experience and an inclusive hiring process with a diverse range of sources and hiring team collaboration. The trio of IMAGR, Workable and Bamboo means no more issues with multiple disconnected processes and welcomes a single candidate and employee truth. 

The post Workable’s seamless BambooHR integration helps IMAGR hire and retain great talent appeared first on Recruiting Resources: How to Recruit and Hire Better.

Here’s why your recruiting team should invest in candidate sourcing and how to source qualified candidates with Workable:

What are the benefits of sourcing candidates?

Candidate searching helps recruiters:

Expand outreach to a larger audience. The more recruiting channels you use to search for candidates, the more chances you’ve got to identify good potential hires and build diverse teams. Combine social networks, resume databases, portfolio sites and professional online communities to source and connect with passive candidates who might not be actively looking for a new job, but would consider one, if the right opportunity came up.

Reduce time-to-hire. Create a pool of potential candidates, by proactively researching and engaging with qualified people. This way, when there’s an open role that matches their profile, you can contact them directly to learn if they’re interested. They are more likely to want to hear about your open role if you have already established a connection and they’re familiar with your company.

Recruit for hard-to-fill roles. If you’re hiring for various roles, you know that some positions attract more applicants than others. When you’re facing a shortage in job applications, you can actively source candidates – in professional networks or using Boolean search strings – to target audiences with your desired skill set.

How to use Workable’s candidate sourcing tools

Workable is an all-in-one recruiting software with features that enable you to source, engage with, evaluate and recruit candidates based on your hiring needs.

Here are Workable’s sourcing features and how to use them:

People Search: Workable’s rounded candidate search tool scours the web to find resumes, online portfolios, social and professional profiles and contact information. All the data gathered from multiple sources will be organized into one profile per candidate. You can add these profiles to your hiring pipelines and directly engage with candidates.

People Search is your sourcing companion when:

• You meet someone offline (e.g. at a job fair) or you get a recommendation for a potential candidate and you want to find out more about their professional background.
• You come across an interesting person online (e.g. on GitHub) and you want to gather information from various professional sites, as well as find their contact details.
• You are looking for candidates with a specific skill set, professional and academic background. People Search supports Boolean search so that you get refined results.

AI Recruiter: Every time you have an open role, our AI-based sourcing feature will perform a deep analysis of the job description and suggest up to 50 matching candidate profiles. It analyzes keywords, related phrases, knowledge of your company, industry and location. You can then review these profiles and add the best candidates straight to your hiring pipelines.

Use AI Recruiter when you:

• Don’t have the time or the expertise to perform complex Boolean search; AI Recruiter will do all the behind-the-scenes sourcing for you.
• Have a limited number of candidates and are not sure where to look for new talent; you’ll get the chance to diversify your talent pool as suggested candidates will come from a broad variety of sources, not only the ones you’re already familiar with.
• Hire for hard-to-fill roles and don’t receive many applications; with the click of a button you’ll get a list of candidates whose skills match your requirements so that you can move faster to the next hiring stages.

Talent Pool: This is a space you can store candidate profiles (e.g. resumes and contact details) that you can’t currently attach to a specific position. It works in tandem with your employer branding efforts, as candidates who don’t qualify now but may be considered in the future, don’t get lost in a black hole of applications.

Talent Pool is helpful in cases where:

• You find good candidates who don’t fit in one of your current open roles, but would like to connect and stay in touch in case something more suitable comes up.
• You give people who’d like to work at your company the option to send their resumes even if there’s not an open job that matches their profile.
• You want to grow talent pipelines for future hiring needs and build relationships with potential candidates, but haven’t started to officially advertise job openings.

Candidate database: Workable stores profiles for candidates who have applied to your jobs. Your candidate database also includes candidates you, or anyone from your hiring team, has sourced, manually uploaded and reached out to as part of a lead nurture process.

You can search through your list of current and past candidates based on filters like skills, hiring stage, position and application date. Here’s a video that explains how to use your candidate database in your Workable account.

Referrals: Employee referrals are an effective sourcing method. And Workable has built a system where employees can directly make a referral, whether they’re members of the hiring team or not.

Also, recruiters can easily ask for candidate referrals without needing to log out from their Workable account. Use an editable email that will be sent to all of your coworkers with details on how to refer potential candidates.

Why use Workable to source candidates

Save time with AI Recruiter and People Search. Looking for candidates online on the most popular sites, like LinkedIn and Facebook is a good starting point. But, to get a larger and more diverse group of potential candidates, you need to invest more time and search outside of your traditional sources. AI Recruiter uses sophisticated technology to get you started. Based on your key requirements, it’ll generate up to 50 matching profiles so that you can build your own shortlist of qualified candidates.

If you already have someone in mind who could be a good fit, you can get a better insight into their professional background using People Search. Workable’s manual sourcing tool searches millions of online trusted sources and sites like Medium, AngelList, Behance, Dribbble, WordPress and GitHub to collect professional information and contact details. The result is a single candidate profile that will give you a deeper understanding of the candidate’s skills, achievements and potential.

Focus on nurturing relationships with candidates. Modern, smart features, like AI Recruiter, help automate some of your tasks. You don’t have to manually search across multiple websites or craft a perfect Boolean search command. AI Recruiter does the groundwork so that you can focus on the most interesting part of your job: personally reaching out to candidates, meeting them online and offline, selling your open roles and conducting interviews.

Personalize your outreach to passive candidates. Once you’ve found a good potential candidate, it’s time to contact them. But, cold emails have a low response rate, unless they’re personalized. The more genuine your outreach, the more chances you have to get a positive response.

If you’re using People Search or AI Recruiter to learn more about candidates’ professional background, you have all information you need in hand. Instead of sending bulk messages, mention something that’s unique to each candidate to pique their attention. Ask about their latest project or comment on something they tweeted about to show that you did your research.

Also, using Talent Pool makes it easy to build meaningful relationships with prospective candidates over time. You can create rich candidate profiles including notes and comments from your hiring team and contact them again when the time is right.

Build talent pipelines for future needs. Often, you come across good candidates who don’t fit your open roles. Or, you meet potential candidates who are not currently available. With Workable, you can create talent pools to store their information in one place and keep in touch for future job opportunities.

There’s no need to relate them to a specific position; whether it’s someone you met offline, someone you found via People Search or a referral from a team member, save their profile to your Talent Pool.

You can also snooze candidates (e.g. for as long they’re on maternity leave) and receive a notification to contact them again at the optimal time.

Avoid hiring bias. Social media profiles can help get to know candidates better during the screening phase. But, internal company policies may require recruiters to exclude this type of information in an attempt to make more objective hiring decisions and build diverse teams. That’s why Workable gives you the option to disable pictures and social profiles, when looking for candidates online.

Eliminate the risk of losing information when transferring data from one medium to another. Imagine finding a good candidate when browsing Dribbble and then moving on to LinkedIn to learn more about their career history. Where do you save data like contact information and links to their social accounts? And how do you keep notes to share with your hiring team?

You can download the Workable Chrome extension and use it wherever you are on the web to research candidates. When browsing profiles on professional sites like AngelList, Behance, GitHub and more, open the Chrome extension to instantly gather more data about potential candidates from multiple sources. Here’s how.

If you’re using Workable as your ATS, People Search is an integral part of your recruiting software. All information from professional networks, including resumes, phone numbers and emails, will automatically be saved in one place: the candidate profile. There, you can leave comments and sync with your team members.

Effective sourcing brings you closer to hiring qualified employees. But, this is only the first step of your recruiting process. The way you use information you find about potential candidates is how sourcing pays off. Combine sourcing with personalized outreach, a good set of screening questions and software to track it all.

Stay compliant with GDPR. Workable is a GDPR-compliant recruiting software. It also provides tools to help organizations with their own compliance. Our GDPR-related features include support for sourcing and the automation of specific tasks, like deleting old candidate data from your Talent Pool or candidate database. For sourcing specifically, here’s a breakdown of the available features:

• A template to help you create an effective recruitment Privacy Notice.
• A footer, automatically added to every sourcing email, linking to your Privacy Notice.
• A setting to send an automated bulk email with your Privacy Notice to existing candidates (sourced before the GDPR came into effect).
• A setting to auto-delete the profiles of sourced candidates who haven’t been contacted within a month.

Find out more about Workable’s GDPR features or test yourself and your organization on your own GDPR compliance.

The post Using candidate sourcing tools from Workable appeared first on Recruiting Resources: How to Recruit and Hire Better.

The challenge

The solution

• Opening and hiring for a new international office
• Finding and hiring employees who have a passion for solving vision impairment
• Identifying candidates with experience in eye care
• Lack of standardized hiring process, leading to costly inefficiencies and redundancies

• Hire in Pakistan using localized job boards
• Use Workable Referrals to encourage employees to refer like-minded talent
• Source candidates via AI Recruiter that have the exact expertise IrisVision is looking for
• Establish a single-truth system for all recruiters and hiring managers
• Implement a cost-effective hiring solution

According to the WHO, visual impairment is reported as a serious eye health hazard prevalent across the globe. As of 2012, 285 million people were visually impaired worldwide, with 12 million in the United States alone.

For some folks, poor sight may just be a slight inconvenience that is easily catered to with prescription glasses. However, most people who suffer from low vision barely see enough to make it through the day on their own. IrisVision built a team of medical experts and tech workers who together helped materialize the idea of an all-in-one low-vision solution, the IrisVision Electronic Glasses.

This was a challenging feat – not only did this call for employees who share IrisVision’s values of creating a more inclusive world for the visually challenged and legally blind, it also called for a skill set that met the company’s operational and growth needs.

Coupled with plans to expand to international markets, the need for reliable and scalable hiring software became crucial to the success of the company. An unstructured talent acquisition method and time-consuming hiring procedures required a powerful solution.

Instead of manually searching for qualified individuals across several networking sites, IrisVision needed a tool that would help streamline the entire hiring process, from attracting top-tier talent to onboarding the selected few – minus the hassle of maintaining the candidate pipeline or manually looking for candidates who fit the job role.

IrisVision’s vision now in sight

When IrisVision signed up with Workable, it gradually overcame the above talent acquisition challenges. First off, Workable’s automated hiring process simplified the tracking of the candidates’ pipeline – including those who had applied for multiple positions.

“The referral feature on Workable was a game-changer for us. It really helped us make the most of our company’s existing resources as more people poured in!”, said Khayyam Jafri, IrisVision’s Content Marketing Manager.

Workable’s AI sourcing tool was also valuable for IrisVision’s users, enabling members of the hiring team to look up suitable candidates and find those who best fit the job description. This helped IrisVision get the best hires possible, ensuring better employee performance and greater job success in the long run.

Optimization is the way

Another core value of IrisVision is customer satisfaction, which it believes to be at the very heart of the company’s success. Its ultimate goal is to help visually impaired people regain their vision and their independence in daily life.

Because of this, the company requires capable and highly skilled low-vision coaches who can help customers get acquainted with IrisVision glasses, personally guiding and training them to make the best use of IrisVision’s breakthrough technology.

Again, Workable’s software proved to be invaluable, with IrisVision onboarding a number of key low-vision coaches and ensuring a top-quality user experience for customers.

“Workable deserves the credit for equipping us with comprehensive recruitment features that smoothed out the process of searching, identifying, and onboarding new talent,” said Khayyam. “Alongside many others, Workable helped us onboard one of our most talented team players in Brian Murphey, who was appointed as the Director of Sales with 18 years of experience in the eye care and ophthalmic products space.”

And it has a great ROI

Workable became IrisVision’s preferred choice because it offered a cost-effective solution to their recruitment needs. AI-powered sourcing, along with other popular recruiting and HR tools, was a one-of-a-kind package in its price range that turned out to be crucial in making IrisVision’s HR processes even more efficient.

IrisVision is set out to build a team of visionaries to improve eye healthcare and transform thousands of lives, and Workable is supporting IrisVision in achieving this every day.

The post IrisVision grows a team of visionaries with Workable appeared first on Recruiting Resources: How to Recruit and Hire Better.

The challenge

The solution

• No reporting mechanisms to measure recruitment initiatives
• Time consuming candidate experience required to reflect their employer brand
• Hiring managers are full-time managers or chefs
• Fast-moving, competitive hiring market with a highly perishable candidate market
• High annual employee turnover

• Hiring managers who can recruit in one central location, with the option to use on- the-go mobile-optimized tech
• Analytics allowed for more strategic talent marketing spend, yielding higher volumes of candidates
• An increase in candidate volume opened up new ways of interviewing, including the introduction of group interviews, reducing the hours spent in one-on-one interviews
• Better candidate experience achieved through efficient screening and timely comms
• Data-driven hiring strategy resulting in a reduction in agency use and more accountability of job boards

The challenge: A competitive hiring market and precarious recruitment process

JOEY Restaurants brings casual, fine-dining to customers in Canada and the US. It’s a family-founded business with a reputation for providing iconic hospitality to its guests, and for unleashing the potential of its Partners (its 5000+ employees). But a high churn rate is a known challenge of the hospitality industry, with every year bringing almost 100% employee turnover. And JOEY was no exception.

On the back of its strong employer brand, JOEY’s regularly attracts high volumes of candidates to open roles. But its slow, impersonal candidate experience fell short of the company’s world class reputation for service and risked losing them the best talent. Talent they needed to keep delivering for their guests at the highest level.

“In our industry great candidates get snapped up quickly,” says JOEY’s Manager of Recruiting & Employment Brand, Kelsey Bleakney. “If you’re a good server, bartender or chef, you’ve got options. We know that.”

Recruitment across the group’s 39 restaurants is driven by hiring managers who are first and foremost: full-time managers or chefs, running multi-million dollar restaurants. Without a strategy or disposable time and resources, hiring was impromptu and often in a panic.

When it came to job posting, “there was a lot of posting and praying,” says Kelsey. “Our hiring managers couldn’t track where quality candidates were coming from and struggled to keep candidates organized, and ensure they were contacted in time. This ate up sponsorship dollars, lost us some good hires, and reflected badly on the business.”

The solution: Easy to use software, optimized for mobile

With her background in recruitment technology, Kelsey knew that the right hiring software was the answer. A web development company working with JOEY, recommended Workable for its fast deployment and easy integration. Another endorsement came from one of JOEY’s internal recruiters.

“We needed a system that wasn’t going to be a thorn in the side of our operators,” says Kelsey. “Someone on our team had used Workable before at a previous company and loved its user-friendly interface. We tried it out and immediately saw how easy it was to use.’

To provide a seamless, high-quality candidate experience, JOEY’s hiring managers needed the resources to hire on the go, in-store. Optimized for mobile, Workable had the solution.

“Most of our computers are deep down in a basement office next to the kitchen,” says Kelsey. “Using Workable’s mobile app, our restaurateurs can look at their phone as they’re checking sections. They can contact candidates with one click, pop the phone back in their pocket and continue on their floor.”

As well as streamlining day-to-day hiring, JOEY needed software to plan for the future.

“We had to be more strategic in our approach, informed by greater insights,” says Kelsey. “I wanted to maximize the right type of candidates into our process and convert them to hires. Workable has comprehensive and easy reporting capabilities, which were perfect for us.”

The outcome: More applications, faster screening and a new approach to interviews

Since moving to Workable, JOEY’s application volume has grown, and its approach to interviewing has changed as a result.

“We are moving in the direction from several one-on-one interviews scattered across the week, to one group interview,” says Kelsey. “Group interviews are efficient and a great way for people to shine in a crowd. But first, we needed the crowd. We weren’t getting the numbers before, but through Workable’s job boards we now are.”

With faster screening and more responsive, high-touch communication, candidate experience now matches brand expectations. Using Workable they can efficiently manage their growing “crowd” of candidates and book interviews at speed.

“Previously a candidate may not have been looked at in a week. Now, we’re checking every 24-48 hours with the goal of meeting all qualified applicants within 7 days.”

They’re also making labor (and cost) savings along the way, condensing interview hours into a more efficient block of time.

“Even a single tool like the email templates makes a big difference. It means we can rapid-fire invite people to next steps. Over a year, we will see incredible savings in terms of labor costs; so that’s time saved arranging interviews and on manual recruiting efforts.”

The future: Cost savings and data-driven hiring

Looking ahead, more efficiencies and savings are planned—using Workable.

“With the insights we can gather using Workable, we’re able to reduce our dependence on external recruitment agencies to just one or two specialty roles a year,” says Kelsey.

Better reporting and accountability of job boards means money is spent only where needed.

“From my dashboard I get a snapshot of each pipeline and can quickly see where we have enough applicants and where we don’t,” says Kelsey. “I can refocus resources where they most matter, improve our ROI and build better hiring strategies for the future.”

The post JOEY Restaurants reduces time to interview by 60% with Workable appeared first on Recruiting Resources: How to Recruit and Hire Better.

1. Post or share your job ads for free

Update your Facebook status, post a simple tweet or share your job ads via LinkedIn to quickly inform your followers about your job openings, at no cost. Unlike job boards, social networks are built for sharing content. People can easily share social media posts with their friends. This way, you dramatically increase your reach to potential candidates with very little effort.

2. Post a targeted ad on certain networks

Boost your job’s visibility and attract more targeted candidates with paid job ads on LinkedIn and Facebook. Some benefits of paying to advertise your jobs on these networks include advanced results tracking (clicks and views) and targeting – for example, on Facebook and LinkedIn use paid ads to attract people who’ve got the skills and background for your roles. Control the cost of your paid job ads with flat fees and pay per click advertising campaigns.

3. Engage passive candidates

Passive candidates are people who are not actively looking for new jobs, but are open to hearing about interesting job opportunities. Since they’re less likely to visit job boards and careers pages, social networks help increase your job ad visibility among these candidates. Also, your hiring team and coworkers can easily share job posts on their own social profiles and attract people who don’t search for new jobs through traditional recruiting channels.

4. Build an attractive employer brand

Social media allows you to get creative with your job ads to catch candidates’ attention. You don’t have to post a formal job description. Showcase your unique company culture with pictures or videos of your workspace and personalized messages from current employees and hiring managers. This way, candidates will get a better idea of what it’s like to work with you.

What are the most effective social media networks for posting job ads?

Post your job ads to the most popular social networks to attract potential candidates. It’s best not to limit yourself to one network; use multiple channels to reach different audiences. Here are the social networks where job seekers look for opportunities:

Posting paid ads on LinkedIn and Facebook

• LinkedIn: People share their career histories, build their personal brands and network with other professionals on LinkedIn. So, naturally, this is an optimal place to post paid ads to attract candidates with the skills for your role.
• Facebook: Being the largest social network worldwide, Facebook helps you connect with potential candidates and reach your desired audience with targeted job ads.

Sharing job ads for free on social networks

• LinkedIn: Share your open roles on LinkedIn to get them in front of your professional network and followers via personal updates and messages.
• Facebook: Post and share jobs on Facebook in status updates, on career pages and in relevant groups.
• Twitter: Recruit on Twitter in the form of a short and sweet tweet. With the appropriate job-related hashtags, tweets can bring your job opportunities in front of interested candidates.
• Google+: Despite being less popular, posting jobs on Google’s social media channel will increase visibility and SEO rankings for your job ads.

Why use Workable when advertising jobs on social media?

If you’re using Workable as your recruiting software, that’s where you spend most of your time: You write job descriptions, post your ads on job boards and manage candidate profiles as applications arrive. It makes sense to share your openings to social media at the same time, as part of your job posting process.

But, having to log in and out from different social media accounts is time-consuming. Workable helps with this by integrating with the most popular social networks. Post news of your latest job opportunities directly to your social media pages straight from your Workable account.

Here’s how:

Posting job ads on Facebook

Facebook can turn into an effective recruiting channel as it encompasses a large number of potential candidates. People use Facebook in different ways, so we offer different options for social media job advertising, through Workable:

• Share them on your own timeline: The job ad will appear on your Facebook feed and you can choose whether the post will be public or visible to all friends, close friends or a new subset of your choosing.
• Share them on a friend’s timeline: If you already know someone who could be interested in the position post your job ad directly to their page. This option is also useful if that person has a following of people who could be interested.
• Share in a group: If you’re part of a professional Facebook group relevant to your job opening, post your ad there to catch members’ attention.
• Share on a page you manage: Share your job ad on your company Facebook page to reach your most engaged followers. If you manage more than one Facebook page you’ll see the option to choose the correct one from a dropdown menu.
• Share via private message: To discuss a job opportunity privately, share the job ad link in a direct message.

Looking to get your job advertisement in front of the right candidates? Request a free demo to learn how to post to all of the top job boards and manage the full hiring process.

You can also publish jobs automatically by adding a free Jobs Tab on your Facebook page:

Sharing job ads on LinkedIn

It’s easy to buy a LinkedIn job post directly through Workable, whether you have a LinkedIn Recruiter account or not. There are also job sharing options – available with every Workable plan – once you’ve integrated your LinkedIn account with Workable:

1. Share a job posting as a status update

Create a status update, posted directly to your LinkedIn profile or company LinkedIn careers page. Anyone who views your profile will see the open jobs you’ve posted. You can choose between:

• A simple, automatically-created post. For a quick update, use the pre-written job summary and select whether the post will be public or shared with your connections only. An image with the slogan “We are hiring!” and your text will be directly posted to your LinkedIn feed.
• A customized message. If you have more time, edit the job summary to highlight specific duties or benefits. You could also personalize your message and mention someone specifically with an @ tag to catch their attention.

2. Share a job with connections via LinkedIn InMail

Sharing a LinkedIn job posting via LinkedIn InMail works just like sending a standard email. Add as many names as you need and then edit the subject line and the body of the email. To speed up the process, Workable will auto-suggest the subject line and email text, but this is fast to personalize.

Posting job ads on Twitter

To match Twitter’s character limit, Workable helps you keep tweets brief and to the point. Share your job opening on Twitter along with a link so that interested candidates can read your full job description and apply through your careers page.

Posting job ads on Google+

Share jobs as posts on your Google+ page. Before posting your ad, you’ll have the option to edit the text and add any extra details you’d like to share.

Tracking the source of your best candidates

Workable tracks your source of hire, making it easy to identify which is the most successful social or professional network for different types of role. Keep track of this over time to make sure your social media recruiting strategy remains effective.

Get the full view of every candidate

Social media is a valuable way for candidates to find you, but these networks are also good sources of candidates. Some of your best hires may currently be active on social and professional networks like GitHub, Reddit, Medium, Behance and Dribbble. If you’re actively looking to source these qualified candidates online, People Search can save you valuable time. As Workable’s integrated sourcing tool, it scans millions of social and professional profiles to help identify qualified candidates.

Related reading:

• The ultimate job posting guide
• FAQ guide: Social media recruiting
• Social media recruiting trends
• How to post a job on Facebook

The post Job advertising on social media with Workable appeared first on Recruiting Resources: How to Recruit and Hire Better.

To reap those benefits, it’s useful to have an employee referral program in place where:

• Your hiring team informs current staff about open roles through formal methods and not unofficially or via word-of-mouth.
• Employees can quickly submit their referrals even if they don’t have all candidate information in hand (e.g. their resumes).
• You can track employee rewards and the effectiveness of your referral program.

Workable helps you set up and manage a successful employee referral program. Whether you ask for referrals occasionally or you seek a robust referral program, we’ve got you covered – you can choose between two options based on your hiring needs and budget.

1. When you want to use referrals occasionally

If you don’t plan to hire many new employees this year, if you use referrals only for hard-to-fill roles, or if you want to try out referrals and see how effective they are before committing to an entire employee referral program, then this option is for you: a full and free toolkit available as part of every Workable plan. Here’s how it works:

Ask employees for referrals

Requesting referrals from your internal teams through Workable is easy and quick. Workable provides a pre-written but editable employee referral email template that you can send to everyone in your company or specific employees. This pre-written email contains placeholders that will be automatically filled with the job title and your own name:

Send this email as is, or add a completely personalized message with further details, such as referral bonuses you offer, location of the job and other helpful information.

The email will direct your co-workers to the referral page where they can search for the candidates they have in mind and refer them quickly and easily.

Refer a candidate

Workable offers a way for your employees to refer candidates without having to send emails to recruiters or manually upload resumes. Instead, employees can log into Workable to search for profiles of people in their network with just a name or email address and add them directly to Workable for any open position. Here’s how it works:

1. Log in to your Workable account – whether you’re part of the hiring team or not – and locate the job you want to refer a candidate for. Hover over the job title to reveal the job options. Click “Refer candidate.”

2. Search for the candidate you want to refer using their name or email address:

Using this basic information, Workable’s sourcing tool, People Search, searches millions of social and professional networks, organizing the relevant data into a single candidate profile. This profile will include information like resumes, location, photos and contact details, as well as links to candidates’ open social profiles. You can filter the search results by location, education or company. If more than one profile appears, select the right one.

3. Finalize your referral. In case you find one or more details (e.g. title, contact info) are out of date, update them before referring the candidate. Also, you can add a comment explaining why they’re the perfect fit for the job and click “Refer.”

With this easy 3-step process, employees can refer candidates without the need to source and upload resume details or compose emails. Once they make a referral, the referred candidate will be automatically added to the recruiting pipeline and the employee will be listed as the referrer on their profile inside Workable. There’s no data entry needed and no hassle.

Not using Workable yet? Request a demo to learn how you can optimize your hiring efforts with our all-in-one recruitment software.

2. When you want to build a robust referral program

If you’re scaling fast and need to expand your candidate sources, if you regularly rely on your employees to recommend good candidates and want to keep this process more organized, or if you want to track your internal promotions, then the free toolkit may not be enough for your needs. You’ll want to use the Workable Referrals add-on feature.

Workable Referrals is an advanced referral and internal job portal that turns your employees into a recruiting machine. All inside the same platform, recruiters and hiring managers can share current open jobs with their coworkers, track referrals and set up a reward system. On the other side, employees can see the progress of their active referrals, track their rewards and, even, apply for an internal job.

Here’s how you and your team can use Workable Referrals:

How to refer a candidate

When you sign in to Workable Referrals, you’ll see all current open jobs and can choose the one you want to refer a candidate for. To make your referral, you can either upload candidate details manually or add the candidate’s email address or social media account and details will be filled automatically.

Before hitting “Submit”, you’ll answer a few basic questions to let the hiring team know why this candidate would be a good fit and, optionally, leave additional comments.

Once you’ve made a referral, you can track the progress to know whether the referred candidate is in the hiring pipeline, rejected or hired. You can also see if you’re eligible for a reward, if your company has set up a reward system for successful referrals.

If you want to be considered for an internal job, instead of making a referral, you can apply for yourself through that same dashboard. Similar to the referral process, pick the job you’re interested in and complete the application form. The hiring team will review it and follow up with you.

How to manage referrals

The Workable Referrals platform doesn’t just make it easy for employees to refer candidates; it, also, releases you from all the administrative hassle. Your coworkers will automatically get notified about new open roles via email and prompted to recommend qualified candidates. Inside your hiring pipelines, referred candidates will be tagged with #referrals (or “#internal_application” in cases of internal candidates) and all comments will be gathered in their candidate profile so you have the full picture.

Everything you need to know will be in one place; no need to transfer data manually or look into different places when evaluating candidates.

For more information, browse our resources on how to use and manage Workable Referrals.

Track employee referrals

No matter which of the two options you choose for your employee referral program, it’s important that you keep track of your referrals. When a referral is made using Workable, the system keeps track of the source of the candidate. Workable will use this data to compile useful reports that help you monitor the effectiveness of your referral program and set up reward incentives for those employees who referred your new hires.

Here are the available Workable reports that’ll come handy when reviewing your referral process:

1. If you don’t have the Workable Referrals add-on

Candidate Sources Report: This report helps you compare the number of referred candidates with the total number of candidates. This way, you can determine whether referrals bring you quality hires and invest more of your recruiting budget in your referral program.

In the following hypothetical scenario, we take a look at the Candidate Sources Report for Finance roles during the previous month. Here are the findings:

• There were 327 candidates in total.
• 15 of the candidates came from referrals (the rest came from other recruiting channels, including job boards, careers page and social media.)
• 4 of the referred candidates were moved to the next hiring stage (e.g. interview).
• One of the referred candidates was hired.

This shows that your referred candidates were qualified enough to move to the interview stage and one of them was the most qualified of all candidates. If this trend is consistent over time, it’s a good indicator that your referral program works well.

Referrals Breakdown report: For a more detailed analysis of your referral process, use the Referral report. This report shows:

• Names of referred candidates.
• The position for which candidates were referred.
• Names of referrers.
• The current stage of the referred candidates.
• Whether they’re disqualified or not.
• Date and time of the referral.

Use this information to build an employee referral bonus program by rewarding those who refer the most qualified candidates. For example, you may decide to give a referral bonus to all those who referred candidates who were either hired or disqualified at an advanced hiring stage.

2. If you have the Workable Referrals add-on

Referrals Report: Synced with your hiring pipelines, the Referrals Report breaks down the number of candidates from each possible channel: internal applications, direct referrals and social shares.

You can also see an analysis of referrals per employee, so you can track and manage rewards effectively.

For more resources around referrals, check out our sample employee referral policy and our guides on how to build effective referral programs and how to manage referral bonuses.

Christina Pavlou contributed to this article. 

The post How to set up a successful employee referral program with Workable appeared first on Recruiting Resources: How to Recruit and Hire Better.

Yet, posting on job boards places a significant administrative burden on your hiring teams. They should determine how to create a job posting and post it on multiple job boards to increase exposure. But how do you do that without losing time logging in and out of multiple accounts? And, how do you keep track of all your online job postings—and your candidate applications—when they’re arriving from multiple sources?

Recruiting software offers an easy way to create a job posting for multiple job boards with the minimum number of clicks. Using Workable, employers are able to:

1. Create an effective job ad through the job editor, and use Workable’s job targeting options to attract more qualified applicants.
2. Choose from a variety of job advertising options (free or premium, general or specialist job boards.)
3. Post jobs on multiple job boards with a single submission.
4. Keep track of applicants from every job board in a single place.
5. Monitor the effectiveness of different job boards via the candidate source report.

How to create a job posting with Workable

Workable makes it easy for employers to create job postings, customize job application forms and post job ads to multiple job boards.

Create a job posting

As creating a job ad is the beginning of almost every hiring pipeline, you can jump straight into the process from the Workable dashboard. You’ll be directed to Workable’s job editor:

Speed up the process of crafting a complete job description by importing job requirements and responsibilities from Workable’s vast job description template library. It’s available directly from the Workable interface. Edit the template to suit your employer brand, and add the information about the job and location. This will help target your ad on job boards, promoting it to candidates in the right location.

The job editor will also show the range of benefits usually offered by companies in your location. When appropriate, select the most relevant and edit to suit your organization.

Customize your application form

Workable gives you the flexibility to build your application form in a way that best serves your organization’s hiring process and needs. The default fields show the information most commonly requested as part of the recruiting process.

Customize the application form by adding qualifying questions—open-ended, multiple choice and yes-or-no. Once you’re satisfied with your form, post your ad to the job boards of your choice to start receiving applications.

Advertise on job boards

Workable automatically publishes your job ad on your branded, hosted careers page. You can also post your job on popular free job boards and paid job boards directly through Workable. If you already have job board accounts, you can integrate them with Workable and use them without having to log in to each one separately.

Workable’s job advertising option include:

• Premium Job Boards. Workable offers paid job advertising options on mainstream, global job boards with broad appeal, like Indeed (paid), LinkedIn, Monster and Nexxt (formerly Beyond). These sites guarantee visibility, as a paid ad will be displayed more prominently, and for a longer time.

You can also advertise on specialist job boards like Dice (tech and IT), Caterer (hospitality) and Coroflot and Dribbble (design and creative professions). See all the available paid options inside Workable and select the ones that work best for you. Any available discounts will be highlighted.

With certain job boards, you’ll see the option to connect a recruiter account. If you’ve previously purchased directly from these job boards, this will allow you to publish a position using your existing job slots.

• Free job posting sites. These job boards help you attract good candidates without cost and are a good option for a tight budget. Workable offers free job advertising options to job boards like Adzuna, CareerJet, Glassdoor, Google for Jobs and Indeed (organic.) Click on “Publish on all free boards” to post to every selected job board at once with a single click.

Note that before a post can be published, Workable’s team of specialists will verify your account and job details to make sure it meets all the job board requirements. This is to ensure that we only publish legitimate job openings, and that those jobs will perform well on job boards. If the ad meets all the job board requirements, you’ll see it live on your chosen boards in 12-24 hours.

Promote your jobs and get more applications

In addition to posting your jobs, Workable offers easy-to-use options to help you get more applications and find qualified candidates. Specifically, you’re able to:

• Ask for employee referrals. Tap in to your co-workers networks and ask them to refer candidates for the job. There’s a built-in, editable template to help:

• Promote your job on social media. Choose to share your job ad on Twitter, Facebook, Google Plus or LinkedIn:

Learn more about advertising your jobs on social media with our Workable University tutorial.

• Ask external recruiters to send applicants. Your recruiters will get an email with the job description, inviting them to submit candidates for the job:

• Post your job ad to an external job board. Sometimes you’ll want to advertise on job boards outside Workable’s network; perhaps they’re local to your area or specialists in your industry. There are two ways to connect a job to the applicant tracking features in Workable: the ‘Job Shortlink’ (for email and social media sharing) and the ‘Job Mailbox’ (for accepting applications by email.)

Access applications via your recruiting pipeline

Once your job post is published, any applications you receive are automatically gathered and stored inside Workable. They’re easily accessible from the ‘Applied’ stage of the recruiting pipeline. From there, your hiring teams can add comments, progress or delete candidates and more.

When you’re ready, you can choose to turn on specialized integrations with assessment providers. These enable you to send tests and assignments to candidates so you can evaluate them more objectively.

Workable will track your teams’ activity as the candidates progress, to produce helpful, data-driven reports. For example, use the candidate source report to discover useful information like how many candidates came in from job boards and which ones are bringing you the most qualified candidates for each role. This report will help you plan your recruiting spend to invest more on the most successful sources.

Check out the rest of our Hiring with Workable articles to learn how Workable boosts your hiring through assessments, recruiting pipelines, interview scorecards and other useful features.

The post How to create a job posting for multiple job boards with Workable appeared first on Recruiting Resources: How to Recruit and Hire Better.

Workable itself is a GDPR-compliant vendor. In addition, it provides tools to help with your own compliance. Our GDPR-related features include support for sourcing and the automation of certain tasks, like deleting old candidate data. For sourcing specifically, here’s a breakdown of the features available:

• A template to help you create an effective recruitment Privacy Notice.
• A footer, automatically added to every sourcing email, linking to your Privacy Notice.
• A setting to send an automated bulk email with your Privacy Notice to existing candidates (sourced before the GDPR came into effect).
• A setting to auto-delete the profiles of sourced candidates who haven’t been contacted within a month.

Want to learn how Workable helps your entire recruiting process stay compliant? Get a demo to explore our full GDPR feature pack with functions like candidate consent requests and ways to action the ‘right to erasure’.

How do our GDPR features for sourcing work? Here’s a closer look:

Turn on GDPR settings

Once activated, our GDPR features run by default across your account. Set them up quickly and easily by sliding a single button to ‘On’:

Then, you’ll be able to set a few parameters for auto-deletion and craft your own Privacy Notice.

Privacy Notice template

GDPR places great importance on transparency: organisations must tell people why and how they process their personal data, as well as provide easy instructions for people to exercise their rights under GDPR. You can provide all the required information with a Privacy Notice. If you have one written specifically for your company, upload it to Workable and it will be included in every email, whenever you communicate with candidates. If your organisation doesn’t already have one, no problem. A template is provided by Workable, ready for you to customize.

When you switch on the GDPR features, the first thing you’ll be asked to do is establish the details for your own Privacy Notice:

Fill out the fields to generate a Privacy Notice for your organisation. If you already have one, use the option at the top right “I want to use our existing Privacy Notice.” You’ll be asked to verify that you’re happy with your own document and that it’s legally compliant.

Once you set up your Privacy Notice via the Workable template, you can preview. Here’s what a sample looks like:

You’ll see your notice included in the first email that candidates receive from you – both when they apply and when they’re sourced. For example, a job applicant will receive an automatic “thank you for applying” email that contains a link to this Privacy Notice.

Sourcing email footer

Your Privacy Notice should be sent to all EU candidates on first contact. Candidates who apply to your jobs will receive an automatic email confirming their application. This includes the Privacy Notice as standard.

But sourced candidates follow a different path. They don’t initiate contact with your organisation, so they won’t automatically receive the email with your company’s processing information. This means that you should include your Privacy Notice in your first sourcing emails. Workable helps you do that by automatically including a footer linking to your Privacy Notice when you first start writing an email to the candidate. This helps ensure you’re sending the right information to candidates from the outset, minimising the possibility of error or omission.

Keep in mind that GDPR lets you store sourced candidate data for only a month without contact. If you keep this data longer than that you risk getting a fine. That’s why Workable has built data retention settings.

Data retention

The data retention options play a big part in compliance. Under GDPR, you can’t process candidate data indefinitely. You must also delete candidate data if you haven’t provided your Privacy Notice to the candidate within a month of sourcing their details. But if you’re sourcing multiple candidates, how can you remember to delete their information from your database when the legal period has passed? And how can you stay compliant without losing a huge amount of time manually deleting every candidate?

Workable’s data retention options tackle these issues. There are two sections that you’ll be asked to set up after you’ve created your Privacy Notice:

First, you’ll be able to set the length of time your organization would like to store candidate profiles. Next, you’ll be able to exclude active profiles from automatic deletion. This means that candidates in active jobs and your Talent Pool will not be deleted automatically if there has been any recent activity—like comments, emails or evaluations. You can set the period of time for exclusion.

By turning on the first data retention option, you enable Workable to delete old candidate data automatically. What ‘old’ means is up to you; you’re able to set a specific number of months (which should ideally be less than a year):

This is a way to clean up your candidate database, removing old sourced candidate profiles (and profiles of candidates who applied a long time ago.) If there’s been no recent contact, Workable will automatically delete them to help you remain compliant without any time lost on your part.

You can also enable Workable to delete candidates if they stay in your database for more than a month without receiving your Privacy Notice:

This helps you avoid storing candidate data for longer than the legal period. If you want to keep processing the data of a candidate you sourced, send them your first sourcing email (with the automatic privacy footer) within a month.

Automated bulk email with processing information

Once you turn on your data retention settings, Workable will show you an overview of your candidate database: If you’re new to Workable, then there will be very few candidates that will be affected by the deletion settings. If you’ve been using Workable for some time, then you will have more candidates in your database who will be affected straight away.

This shows how many candidates in your database will be deleted. Also, you can see how many haven’t yet received your Privacy Notice. If you click on “Email them with a link to the new Privacy Notice”, these new candidates receive an automatic email containing your processing information (and can, therefore, remain in your database until they become ‘old’ based on your settings).

Once you’ve turned on the GDPR settings, save the changes and you’re good to go. Our GDPR features will run by default and help you remain compliant when sourcing and recruiting candidates. Your reporting won’t be affected by automatic candidate deletion. This way, Workable provides you with the tools to manage and monitor your recruiting function while minimising the burden of GDPR compliance.

Related:
GDPR compliance checklist for recruiters and HR
GDPR Readiness Evaluator

The post How to source candidates in a GDPR-compliant way with Workable appeared first on Recruiting Resources: How to Recruit and Hire Better.

The challenge: Planning and tracking recruitment across a network of 100+ sites

Experts in environmental research, national security and nuclear nonproliferation, government contracts form the bulk of Navarro’s customer base. From the Department of Energy to NASA, it’s successfully delivered turn-key projects for high-profile clients valued at $300M. Operating from 21 main offices and 90+ individual project sites across the US, planning and tracking the details of job openings across its network put pressure on its small 3-person HR team.

“We had an ATS we’d been using for 15 years,” says Jason Lesher, Navarro’s VP of Talent Acquisition. “But it was a closed system. Our hiring managers couldn’t use it, and there was no effective tool for managing the details associated with job openings.”

Unable to use its ATS to log and track the different roles they were hiring for throughout the year, the team relied upon a manual approach.

“We had a spreadsheet of job IDs and would use this to register and monitor each particular job,” says Jason. “This was time-consuming and, without any automated checks in place, stressful.”

The additional reporting requirements associated with being a federal contractor were also draining resources.

“As a federal contractor we’re under more responsibilities than the normal public company,” says Jason. “We have to comply with Affirmative Action Plans for veterans and equal opportunity. And we have a whole slate of rules through the Office of Federal Compliance Program that we have to comply with. I also deal a lot with the FLSA, determining exempt status and nonexempt status of our employees.”

The solution: Find a hiring platform that’s more than an ATS

Hiring at pace across over 100 different sites, Navarro needed a better way to engage its 100+ hiring managers.

“What Workable offered was an applicant tracking system all of our hiring managers could and would engage with,” says Jason. “Well-designed, easy-to-use and with great collaboration tools.”

Workable’s reporting toolkit provided a powerful solution to its relentless reporting schedule.

“I have to submit daily reports,” says Jason. “And I could quickly see how Workable’s suite of reporting tools, covering everything from requisitions to EEO compliance, would make my life so much easier.”

But, just as importantly, Navarro discovered it could transform its planning process too.

“As soon as I heard about Workable Hiring Plan I knew we’d also found a game-changing, automated solution to our slow, manual approach to requisition planning,” says Jason.

The outcome: Engaging hiring managers in recruitment frees up time for strategic planning

Six months, 150 new hires and a 50% reduction in time to hire later, and Navarro’s requisition planning balances a more granular approach to individual jobs with a wider perspective on overall hiring.

“Using Workable Hiring Plan we can manage our job openings in a more detailed manner. And, because it tracks all the jobs that we deal with—past, current and future—I can see at a glance how we’re doing in terms of our global hiring strategy.”

Data housekeeping is also faster and more accurate.

“We need set job IDs for our EEO plan,” says Jason. “Keeping on top of those using a spreadsheet was time-consuming. The pressure was on me to get it right every time so I’d check and double check. Hiring Plan generates them automatically which gives me peace of mind and some valuable time back.”

With a centralized reporting dashboard, reports are easier to access and to share.

“I view and export Workable reports on a daily basis,” says Jason. “I do the activity report to show people in the reference check stage and the offer stage. And I look at hires for that week. I also regularly look at candidate sources and productivity. Downloading and sharing data and bespoke reports with all of my stakeholders is also so much easier.”

And, because hiring managers are integrated in the process, its small HR team has more time to focus on planning and compliance.

“We’ve been filling positions a lot faster because our managers are now involved in the hiring process. So far we’ve made 150 hires in 6 months and we’ve reduced our time to hire from 50 days to 26. With managers engaged in recruitment, I can focus on using Hiring Plan to support our compliance and reporting requirements.”

The future: The right tools to power a growing portfolio

Powered by Hiring Plan, Navarro’s better-placed to scope out and track future job openings across its growing portfolio of projects and contracts.

“We need highly skilled workers to deliver for our clients,” says Jason. “With Workable we can manage and monitor capacity planning so we find and hire those workers as, when and where we need them.”

It’s also equipped with the right tools to handle the increased compliance and reporting requirements that come with a growing customer base.

“Our reporting remit’s only going to get bigger,” says Jason. “And I’m confident that, with Workable, we’ve got it under control.”

The post Navarro tames planning, compliance & reporting using Workable Hiring Plan appeared first on Recruiting Resources: How to Recruit and Hire Better.

The Bryq assessment offers a flexible and unbiased tool for organizations to make quality hires by measuring candidates’ cognitive ability and personality traits.

By utilizing psychometrics and information technology, Bryq provides a transparent and evidence-based evaluation of candidates’ cognitive ability and primary personality traits related to job roles and workplace performance.

This comprehensive assessment enables a deeper understanding of candidates’ fit for specific job roles and organizational culture, while mitigating conscious and unconscious biases in the hiring process.

Book a demo with Bryq today.

2. Welcome to this month’s Partner Profile. Could you introduce yourself with a brief bio?

Hello! I’m Chryssa Takou, Partner Relationship Specialist at Bryq. I joined Bryq almost a year and a half ago as a Business Development intern and recently moved to the partnerships team. I am passionate about using data-driven approaches to improve the hiring process and help organizations build high-performing teams.

3. As an integrated partner of Workable, Bryq leverages assessments to eliminate bias within the hiring process, promote internal mobility through career pathing, and grow and cultivate your company culture. Could you elaborate on how Bryq specifically does so?

Bryq, as an integrated partner of Workable, offers a unique solution to reduce bias in hiring. Our platform utilizes scientifically validated assessments to evaluate candidates based on their cognitive skills, personality traits, and job-related competencies.

By removing the reliance on resumes and subjective evaluations, Bryq enables companies to make more objective and fair hiring decisions.

Additionally, our career pathing feature helps organizations identify internal talent and create opportunities for employee growth and advancement, fostering a positive company culture.

4. What are some general trends you all are noticing in the assessment landscape?

In the assessment landscape, a prominent trend is the increasing adoption of data-driven approaches and technology to improve hiring decisions. Companies are recognizing the limitations of relying solely on traditional methods and are turning to assessment tools to make informed choices.

Skill-based hiring is gaining traction, indicating a shift towards valuing specific skills and competencies rather than solely focusing on formal qualifications. Soft skills, such as communication, adaptability, and emotional intelligence, are being prioritized over hard skills, as they are essential for fostering effective collaboration and driving innovation in dynamic work environments.

Another significant trend is the utilization of assessments to address bias and promote diversity and inclusion. By leveraging objective evaluation tools, companies strive to ensure a fair and unbiased selection process, resulting in the hiring of more diverse and talented candidates who can positively impact organizational success.

These combined trends aim to create a more robust and equitable assessment landscape, ultimately leading to improved hiring outcomes and better-matched candidates for various roles.

5. Now is your chance to brag about what’s on the horizon for Bryq. Any exciting product developments our readers should be aware of?

Bryq is constantly evolving and has exciting product developments in the pipeline.

We are thrilled to announce two major updates: Bias Audit and Talent Matching for Employees.

Bryq has successfully undergone a rigorous bias audit, ensuring a fair and unbiased assessment process for all candidates. Our commitment to compliance and ethics led us to proactively conduct this audit in alignment with the standards set by NY 144 to safeguard protected groups.

Further, Talent Matching is our newest feature that allows you to match existing employees with currently open positions within your organization, making Internal Mobility easier than ever.

6. Any closing thoughts you’d like to share?

In closing, I would like to emphasize the importance of data-driven hiring practices. By utilizing assessments and technology, companies can improve the quality of their hires, reduce turnover, and create more inclusive workplaces.

At Bryq, we are committed to helping organizations make better hiring decisions and build successful teams. We are excited to continue supporting organizations in their quest for better hiring decisions and a thriving company culture.

The post Workable Partner Profile: next-level assessments with Bryq appeared first on Recruiting Resources: How to Recruit and Hire Better.

The challenge

The solution

• Recruitment is a challenge for TAF’s member associations with some positions taking up to 7 months to be filled
• Lack of awareness among jobseekers about the prospect of working in an association
• Limited tools and self management options when it comes to managing recruitment processes

• A platform to build TAF’s brand and help grow awareness and applications to trade jobs
• Member-managed posting to reduce admin time and fill jobs faster
• More commercial opportunities through partnerships and premium job ads
• Intuitive and streamlined job posting and management tool

Workable partnered with TAF – a group of trade associations who come together to share best practices, network and learn from each other – to launch Jobs at UK Trade Associations, a job board dedicated to helping TAF’s member associations attract quality applicants.

With Workable’s recruitment expertise and inspired by the results of our first branded job board, IG@work, we created Jobs at UK Trade Associations to help TAF’s members deal with recruitment challenges and increase awareness among candidates of the impact working for a trade association can bring. Trade associations are a vital part of the UK economy, representing their sector to the Government, driving standards and sharing best practice.

Since the launch, over 150 trade associations have joined the job board, with an increasing number of jobs being advertised and more and more candidates coming in every day. 

We spoke with Harry Shackleton, Commercial Director at TAF, about their organization’s experience of working with Workable to launch a job board and give TAF’s member associations necessary tools to manage their recruitment processes. 

“Partnering with Workable offered a great solution to raise the profile of the job board and help our members access more and better qualified candidates,” Harry says.

“Partnering with Workable offered a great solution to raise the profile of the job board and help our members access more and better qualified candidates.”

“Having a job board is a great member offer for trade associations and helps raise the profile of the association as well as delivering real world value to members and the community.”

Why TAF wanted to create a job board for its member associations

The recruitment market has become more and more challenging in the past few years, with 62% of TAF’s member associations reporting that hiring has been more difficult for them in the past year, according to Trade Association Forum’s Annual Benchmarking Survey.

This increased difficulty is driven, in part, by the number of quality candidates that associations were able to find – with 42% reporting fewer applicants when recruiting and 35% reporting less high-quality candidates.

According to Harry, this is in part due to the fact that working for a trade association “is not a common career path, so getting candidates to see themselves in these roles is hard.” Unless candidates stumble across it, working in a member organization is often not under consideration.

Harry adds that another reason why getting quality candidates is a struggle for associations is that while “the most in-demand roles at trade associations are for marketing or member engagement and retention”, these skills are most of the time universal and in demand everywhere, therefore associations often find themselves competing with the private sector.

As Harry mentions, even though associations can’t always match the offers from private businesses, they can “offer great flexibility and a clear sense of purpose to candidates.”

Finally, although Trade Association Forum had experimented previously with creating its own jobs board, it did not succeed in “attracting enough candidates for roles”, nor did it have any self management options, limiting its usefulness for member organizations.

Since TAF knew from its benchmarking with members that access to talent is one of the biggest challenges facing associations, they decided they “needed to find a solution”.

How Workable helped

With over 10 years of experience building software, working with small businesses, and enabling organizations to find and hire great candidates, Workable offered a solution that could solve the challenges that Trade Association Forum and its member associations were facing.

“Partnering with Workable offered a great solution to raise the profile of the board and help our members access more and better qualified candidates.”

One of the main benefits that TAF achieved by building their job board with Workable is the ability for members to self manage.

“Previously we had to do all the admin ourselves, Our branded job board allows our members direct access to the platform to create and post their own jobs – giving them control and reducing the capacity burden on us,” says Harry. “The admin portal is nicely designed and easy to use.”

“Our branded job board allows our members direct access to the platform to create and post their own jobs.”

He adds that the implementation of the board was an easy process for TAF. “The Workable team did all the hard work and we were up and running within a month or so.”

From first interaction through to ongoing account management, the board is up and running and already starting to see results.

Successes so far

Since the launch, more than 150 associations have joined the job board and although it’s early days, TAF already is “seeing more candidates come through the board”.

Workable is also able to offer a more professional recruitment offer to TAF’s members.

Harry explains: “As the board grows, we hope to make our board the home of trade association jobs in the UK.”

Moreover, the board is not only helping with TAF’s member associations recruitment, it is also a great hope for TAF’s own sustainability efforts.

“As we grow the board then we will also grow more commercial opportunities through partnerships and paid-for job ads, which will also bring a welcomed new revenue stream.”

Read more customer stories here.

The post How TAF helped its members get more talent for hard-to-fill jobs appeared first on Recruiting Resources: How to Recruit and Hire Better.

Marnie Aliviado, Business Development Director at BSA Solutions Inc., can attest to this. Her organization found an invaluable ally in Workable as her go-to recruitment software. With Workable by the company’s side, they were able to streamline their hiring processes in ways they weren’t able to before.

Key results:

• Streamlined their recruitment process by integrating Refapp with Workable
• Shortened time to hire for many roles from 20-25 days to 15 days
• Reduced reference checks from seven days or more to two to three days
• Improved reference experience and higher response rates
• Easier and more professional presentations to clients with Refapp’s automated reference report

Let’s start with the challenges that BSA Solutions was looking to solve.

The challenge

Phone calls with references were time-consuming and unstructured for BSA – and it was tripping up the company’s recruitment process.

“Reference checking has been an important part of our recruitment process from the get-go,” says Marnie.

“We have clients who require us to do reference checks on the applicants to verify collected information and ensure good hires.”

But there’s a but, Marnie adds.

“The many applicants we process daily and the manual work of a traditional reference check made it hard to keep the process structured and efficient.”

Plus, being a distributed team posed its challenges.

“With our global team spread across different offices,” says Ms. Aliviado, “it was crucial that we centralize communication and stay organized.”

Previously managing a scattered system consisting of various platforms only hurt the quality of hires.

“We started looking for a solution with a better experience for the references, a higher response rate and an efficient workflow.”

They found that solution in Workable – especially in its integration with Refapp, a leading reference check software.

The solution

Now with a fully aligned process within a single platform, collaboration among recruiters has vastly improved – giving BSA a competitive edge within their industry.

“Last year, we transitioned to talent tracking software, Workable, and immediately saw significant effects in the efficiency and quality of our work,” Miriam says. “As part of this move, we explored the various integrations available through Workable and found Refapp.”

She adds:

“With just a click in Workable, we initiate a candidate’s reference check through Refapp. The candidate is requested to submit the contact information to their references, and questionnaires are sent automatically. Refapp compiles the answers in a professional report that we can access through Workable and share with our clients by email. It’s very straightforward.”

“With just a click in Workable, we initiate a candidate’s reference check through Refapp. The candidate is requested to submit the contact information to their references, and questionnaires are sent automatically. Refapp compiles the answers in a professional report that we can access through Workable and share with our clients by email. It’s very straightforward.”

The result

“With the integration, it has been easy to transform and digitize our reference-checking process, streamline our work and keep everything secure in one place,” says Miriam.

It’s reduced time to hire by 10 days, says Miriam, from 20-25 days down to 15.

Reference checks themselves have been cut by more than half.

“With reference checks, previously, it took seven days or more to manage and finish the reference checking process for a position, while now it’s two to three days,” Miriam adds.

“Most often, the references have submitted their answers in less than two days and the insights we collect make for confident hiring decisions. In addition, we get great feedback from both references and clients who appreciate the process.”

About BSA Solutions

BSA Solutions is an outsourcing and offshoring company based in Cebu City, Philippines. Their clients are based in Australia, Singapore, the US and Ireland. Their vision is to engage and inspire associates and clients to be champions and do the impossible. BSA is committed to consistently pushing the boundaries to deliver world-class service, exceeding expectations every time.

Interested in learning more about Refapp? Click here to learn more.

The post Workable & Refapp turn BSA Solutions into a hiring machine appeared first on Recruiting Resources: How to Recruit and Hire Better.

Hired is the most efficient way to fill tech and sales roles today. With unbiased insights, DEI tools, skill assessments, and dedicated Customer Success Managers, Hired works with over 10,000 companies around the world to match thousands of active and qualified candidates to employ their full potential. With better data, curated matches, and higher acceptance rates, employers save an average of 45 sourcing hours per role with the Hired solutions suite.

Backed by The Adecco Group, Hired is rated by G2 as a leader in Recruiting Automation, Job Search Sites, and Diversity Recruiting. Committed to building equity in the hiring process through a more representative talent pool, Hired uses bias reduction features, customized assessments, and salary bias alerts to help remove unconscious bias when hiring.

2. Welcome to this month’s Partner Profile. Could you introduce yourself with a brief bio?

Hello! My name is Alexa Lebowitz and I manage the Partnerships Team at Hired. I joined the Business Development Team at Hired (formerly Vettery) about five years ago and later moved over to build out our Partnerships functions.

Today we partner with a wide range of organizations, with a focus on amplifying Hired’s values and giving companies and jobseekers a head start towards growth.

3. As an integrated partner of Workable, Hired helps to efficiently fill tech and sales roles across a wide array of industries. Could you elaborate on how Hired specifically does so?

We deliver a curated pool of responsive candidates directly to you, so you can spend less time sourcing and more time interviewing and hiring. Our platform gives you insight into candidates’ professional backgrounds, work preferences, and compensation, so you have the information you need to make better decisions, adjust your offers in real time if needed, and hire the best fit for your team.

As for how we partner with Workable, our main goal in integrating Hired to your Workable account is to simplify your interview process tracking and keep your current workflows. Once integrated, easily pull in any open jobs directly from your Workable account. Then once you reach out to candidates and they respond, we automatically push their profile to the right job req in your account.

This saves you loads of time versus uploading individual profiles. If you are a Hired user and haven’t linked your Hired and Workable systems yet, here’s how to get set up in just a few minutes!

4. What are some general trends you all are noticing in the hiring process?

Earlier this year we released our fifth annual State of Software Engineers, a global report of employment trends for software engineers covering remote work, salaries, and DEI. We compiled and analyzed data from our platform looking at both the full year (2022) as well as comparing averages before and after the majority of layoffs began.

To provide additional insights, we also surveyed engineering talent and employers and included graphics for companies to better understand what we’re seeing. There are so many great insights in the report worth noting but I’ll keep it brief for now and share the two that most stood out to me:

First, one big trend is local salaries have had more volatility compared to remote salaries which have been relatively flat since macroeconomic conditions worsened. Remote roles command higher salaries than local roles, especially in smaller markets.

There’s a growing disconnect between talent and employers around remote. Despite larger companies demanding a greater push for in-office employees, we continue to see the proportion of jobseekers only seeking remote roles (vs. in person or hybrid) grow.

Remote salaries remain compelling – especially for smaller tech hubs where the gap to local salaries is wider and, in the US especially, remote offers are changing compensation dynamics, especially for lower cost of living markets.

Secondly, perhaps most surprising to some, is the shift in the most in-demand coding skills and software engineering roles this year. We look at a combination of the most specialized skills and those with the highest demand from employers to determine the “hottest skills.”

Ruby and Ruby on Rails took the top spots this year in terms of hottest skills vs Go last year. With that said, Scala, Go, and React Native were close behind. NLP and Blockchain engineers had the highest salaries, unseating Security and Search engineers.

If you’re interested in reading the full report, check it out here.

5. Now is your chance to brag about what’s on the horizon for Hired. Any exciting product developments our readers should be aware of?

One area that Hired has invested heavily in over the last year or so is our Resource Hub. We invite anyone looking for talent acquisition advice to tap into our resources, all built with our proprietary data, to help you build your team.

Our recent eBooks have included many timely formulas and templates for companies to apply to their own internal processes. A few of our most popular resources as of late:

• Cost of Vacancy: Making the Case for Hiring in a Downturn explains the consequences of leaving a position vacant and how to quantify the actual cost it has for your business
• In it to Win It: How to Measure Recruitment ROI walks you through formulas to calculate recruitment return on investment so that you can build sustainable hiring practices means that lower costs (while maximizing returns)
• How to Secure Approval for New Tech Tools provides a framework (and template) to get decision makers engaged and aligned with your request, even during times like these when purchases are facing more scrutiny than ever before

6. Any closing thoughts you’d like to share?

If you haven’t gotten started on Hired yet be sure to register to easily link your Workable account to Hired and quickly access a curated pool of responsive top tech and sales talent actively seeking their next role.

The post Workable Partner Profile: curate top tech talent with Hired appeared first on Recruiting Resources: How to Recruit and Hire Better.

The challenge

The solution

• Bring together innovative Greeks from all over the world to work for some of Greece’s largest industries and most dynamic startups
• Improve companies’ ability to access the people they need and widen employment opportunities for high-level human capital in Greece and abroad
• Support hundreds of Greek enterprises and startups in creating 50k jobs by 2026
• Help growing and innovative companies act quickly to find and hire the right candidates for key and high competency roles

• Job posting system which member companies can use for free to automatically repost job openings and receive the best candidates
• Intuitive job curating to reduce admin time while controlling job quality in order to create massive attraction potential
• Resume parsing makes it easy for candidates to apply
• Branded to Innovative Greeks for a seamless member experience
• Managed by Innovative Greeks’ team to ensure the supply of relevant, high-quality tech jobs

We partnered with SEV – the leading employer and business association in Greece since 1907 – to launch Workable’s first branded job board, IG@work, created in support of SEV’s Innovative Greeks initiative. Building on the success of Workable’s own job board and our expertise in the recruiting software space, we designed the IG@work job board to provide value to companies and individuals in the Innovative Greeks community.

Within a month of launch, hundreds of jobs have been posted, candidates are applying and more companies are joining the board every day. We spoke with Vassilis Katsantonis, Associate Advisor for Industry, Growth, Technology & Innovation at SEV about his experience launching a brand new job board.

“The aim of IG@work is to attract talent, from Greece and abroad and to support Greek enterprises and startups in finding specialized cadres,” says Vassilis.

“IG@work is a user-friendly platform which collects high quality job openings that are available in industry and tech startups, and connects them with people searching for repatriation opportunities, or simply for their next professional steps in Greece.”

Why SEV wanted to create a job board for Innovative Greeks

SEV wanted to offer more to members of the Innovative Greeks community, helping them find specialized jobs and great career opportunities by overcoming existing labor market rigidities. While there are other successful jobs boards in Greece, Vassilis saw an opportunity to provide something targeted to the Innovative Greeks audience specifically.

Vassilis gave his take on the job board space in Greece, stating, “Several successful job boards have been operating in Greece where the job postings of the very small enterprises (up to 9 employees) prevail, because they represent the vast majority of all Greek businesses. However, there was a clear need for larger industry leaders and tech startups to reach their appropriate audience with a clear focus around the high competency jobs they hire for.”

He adds that, “Also, our fast growing startup ecosystem needed a reliable and cost-free service that would allow them to address their potential employees effectively, a crucial parameter for scaling up.”

“Our fast growing startup ecosystem needed a reliable and cost-free service that would allow them to address their potential employees effectively, a crucial parameter for scaling up.”

As a key stakeholder of the national innovation ecosystem for years now, SEV knows that, “when you run a small startup and you just acquired a new customer who is critical for your business continuity, you wish you could have on your desk the next morning a dozen of the very best applicants for a new job opening, so you can start the interviews from the very same day. It’s as simple as that.”

How Workable helped

Workable was the perfect fit for enabling SEV and Innovative Greeks to meet their challenges head on. With over 10 years of experience building software, working with small businesses, and enabling organizations to find and hire great candidates, we came up with a solution: Workable’s first branded job board.

The result for Innovative Greeks is that “the branded job board gives the possibility for all of its members to automatically repost their job openings and to take advantage of the higher outreach it can achieve for them in terms of candidates. Anyone who wants to be sure that they can attract appropriate and enough candidates has only to publish their opening to their careers’ webpage. Even if their company careers site has zero visibility or traffic, IG@work will manage to communicate job openings to thousands of possible candidates around the globe.”

“IG@work will manage to communicate job openings to thousands of possible candidates around the globe.”

The benefits for their community have been clear and Vassilis has identified three ways their branded job board helps their community:

• “First, our job board has the unique value of hosting and aggregating openings from the most dynamic and innovative Greek enterprises across industries.”
• “Second, it can create further attraction of candidates who are interested in working for a fast growing scale up, helping to spread the message of Innovative Greeks.”
• “Third, it aids our mission of repatriating Greeks and promoting the creation of 50,000 jobs by 2026. IG@work is expected to bring in new candidates and possibly back many of those who left the country a decade ago because of the economic crisis. This means that will add on new extraordinary CVs to the pool of potential candidates that IG@work members can reach out all by themselves.”

He goes on to add that “all of this works for community members for free, achieving multi win-win situations.”

Workable built and packaged these job board tools in a user-friendly format. SEV is supporting the Innovative Greeks initiative by controlling which companies are approved for posting and reviewing posts to provide feedback to the recruiter if needed. All this contributes to ensuring the quality of jobs posted is high and the platform contains job openings that make it a prime source for all high skilled candidates that are starting a job search.

Whether members have their job posts synced automatically, or chose to post manually, applicants are delivered directly to them so they can act quickly to secure the best candidates.

Success so far

There’s been a great reaction from member companies in the short time since IG@work launched.

The branded job board has seen strong adoption early on as “almost 120 companies have already been registered to the IG@work with more than 500 online job openings. New start up companies are joining every day as we continue rolling it out to the 700+ startups of the national registry.”

Vassilis projects that, “By September the platform will be operating at full scale and will probably be publishing some 100 new jobs every day, hoping to receive many more candidates’ applications.”

“Almost 120 companies have already been registered to the IG@work with more than 500 online job openings.”

Best of all, members only stand to gain from the continued success of IG@work. “It’s absolutely free, with no cost, no extra or hidden charges, all members of the platform will enjoy the collective attraction it can achieve for them.”

The post Innovative Greeks provides job posting tools to industry leaders and tech startups appeared first on Recruiting Resources: How to Recruit and Hire Better.

The challenge

The solution

• Stakeholders have little control over process
• Spreadsheets with poor version control used to store hiring data
• C-suite and board reports confusing and lacking in clarity
• Dept heads & hiring managers required to justify approval of every requisition

• Centralize and automate hiring planning
• Give management stakeholders visibility, control and access across hiring planning
• Present hiring plan as a clear, unified, single source of truth when reporting to the board
• Use performance reports to review requirements with team leads

The challenge: Expansion into new markets, no centralized plan to manage hiring data

Backed by $143 million funding—and with offices across Europe—expansion into the US (and beyond) was a natural next step for open banking platform, Deposit Solutions. With internationalization a priority, finding and hiring the right talent in new markets required a change in strategy.

“Hiring in the States is completely different than in Europe,” says HR Manager, Anna-Katje Sparke. “Quality of talent is a hot topic wherever we hire, but the US market moves much faster than those we’re used to.”

Managing hiring data across a wider network of stakeholders also presented a unique challenge.

“We needed to use something other than Excel,” says Anna-Katje. “When you have different people inputting information and then saving their own versions of each spreadsheet it’s much more difficult to get an accurate overview.“

It was also difficult for department heads and hiring managers to input into the hiring process.

“Each department head or hiring manager needs to get consensus before they open a position,” says Anna-Katje. “They really need to justify why they need it, in terms of business reasons. Without a formal process in place this was hard.”

And, without any centralization of data or process, reports delivered to the C-suite and executive board were confusing and often incomplete.

The solution: Tech to tackle human capacity planning

With new offices opening up in both Europe and America, the team looked for a better way to manage its global hiring strategy. And a better way to communicate that strategy to its executive level stakeholders. As the first European fintech company to join the World Economic Forum’s Centre for the 4th Industrial Revolution, they knew that finding the right tech was the answer.

So, embarking on its first human capacity planning exercise, they looked for a platform that could help. They found Workable.

“It was clear we needed a tool to manage our resource planning because we have so many stakeholders involved in the requisition process,” says Anna-Katje. “What we liked about Workable was that, as well as helping us find and hire quality people, it also had Hiring Plan, a bespoke tool for managing requisitions.”

Consolidating data by centralizing and automating resource planning, Hiring Plan also offered the team the reporting functionality it needed to improve exec-level presentations.

“We wanted to be more reporting friendly towards our C-level members,” says Anna-Katje. “With Hiring Plan it’s really easy to pull out reports. Data is clear, well-presented, has the right level of detail, and is organized by department. Having those reports was another reason we decided to use Workable.”

The outcome: Stakeholders engaged, requisition and reporting process mastered

Powered by Hiring Plan, the team conducted and published its first human capacity planning exercise.

“We put each planned position for the year into Hiring Plan,” says Anna-Katje. “I think there were 100 positions that we needed to implement, as well as replacements that we needed to add in.”

With their annual plan in place, an ongoing, bi-annual review cycle of all requisitions was also introduced.

“Having access to all the relevant information in Hiring Plan makes it easier for our hiring managers to input in and engage with the bi-annual review process. If they need to request more positions they know there’s a way to do it ,” says Anna-Katje.

Won over by the reporting functionality, board members are more engaged in the process too.

“Our board members now work more with Hiring Plan reports than with our own budget reporting. Workable Hiring Plan reports are more convenient for them. They can see at a glance the cost of finding candidates and making hires. and, because every requisition’s recorded and all the data’s up-to-date, they trust them as a single source of truth.”

Planning strategy with department heads is also smoother.

“Reports are organized by department, which makes it easier for senior stakeholders to compare hiring and discuss individual requirements with the relevant department leads, ” says Anna-Katje.

The future: A hiring strategy that underpins internationalization and growth

Since joining Workable, Deposit Solutions has grown in size and global coverage. It’s made 100 new hires in two years and opened up offices in Stockholm and New York. Integrating its 20+ hiring managers more effectively in the requisition process means the HR team’s better equipped to keep pace with evolving requirements. And, with internationalization a continued priority, having all current and planned requisitions mapped inside Hiring Plan means future hiring strategy is transparent and easy to track.

The post Deposit Solutions masters human capacity planning using Workable Hiring Plan appeared first on Recruiting Resources: How to Recruit and Hire Better.