Differentiating Applicants from Job Seekers

The resources required to determine which applicants are true candidates for a job often comprise the greatest cost associated with hiring a new employee. Reviewing hundreds of resumes and applications just to identify the few candidates that best fit the requirements of the position is inefficient at best. Internet screening technology can provide a cost effective solution for quickly screening applicants to determine those that are candidates and those that are merely job seekers.

By implementing an online screening process that utilizes pre-screening questions that identify applicants that meet the critical job requirements, an employer can eliminate the need to invest human capital in reviewing resumes and applications to find qualified job candidates. For example, if a job requires a 4-year college degree, a prescreening question would ask the job seekers if they have such a degree. If the job seekers do not have the required degree, they could immediately be eliminated from further consideration.

This pre-screening process is automated, and available through the use of online HR technology -- The Employment Center.

The Employment Center was created by CRI and is a web based, patented process for attracting, screening and assessing candidates.

Your Employment Center would take the form of a custom website that is easily integrated into your company's website and HR systems. Candidate Resources will use their proprietary systems and websites to bring applicant flow to your Employment Center. At your web based Employment Center, candidates will be able to obtain background information about your company, find out the details of available jobs, and have access to whatever corporate materials you deem appropriate.

• Candidates complete specifically developed prescreening questions that have been designed to uniquely determine if a candidate meets your minimum job requirements and criteria.
   
• Candidates that meet your prescreening criteria, would be allowed to complete a custom designed application and submit a resume, if desired.
   
• Affirmative Action and other information you require can be confidentially tracked and retained.
   
• Candidate Resources' market leading proprietary aptitude and behavioral based assessments can be effectively incorporated into the Employment Center. Using the assessments of your Top Performers as a Benchmark, you will be able to uniquely compare and rank candidates on a nondiscriminatory basis.
   
• Our clients have found that the use of our assessments has dramatically lowered their costs of recruiting, enhanced the quality of applicants, reduced turnover and increased productivity.
   
• The Employment Center is web based and allows administration from multiple locations, with simplified candidate tracking, comprehensive e-mail function, and automatic paperless record retention.
   
• The total costs are modest and vary depending on your company's requirements.
   
• To review the basic workings of an Employment Center take a tour of the demonstration site at www.hiringsites.com
   
• Review an active Employment Center developed for one of our clients, Grafco, at www.grafcohiring.com

Employment Center              Assessments              Job Design
 

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