We recently released a video about Hirewall in vimeo. Watch it here. This serves as a good high-level visual overview of Hirewall
Interesting article from Ri5 that talks about decision management as being crucial for SME’s success when hiring.
Hiring the wrong people is costing them close on £70m a year.
This is where solutions like Hirewall bridge the gap.
Because 99% of them employ fewer than 50 people, losing just one or two a year can cause them major disruption. Research confirms that 70% of bosses believe employee departures have a negative effect on business performance.
How are you hiring at the moment? It is estimated that 90% of companies will experience some sort of set back in the current economic crisis. Whether this be staff cuts, job mergers, downsizing or pay cuts you will be effected.
The recession calls for even more scrutiny of a candidates qualifications, even more need for a team buy-in before hiring and increased importance of execution in a system so that you can secure the best candidates.
Hirewall is designed to operate in a recessive marketplace and a booming one.
October 6th, 2008 | Conspired by Tim
Here is a soon to be published piece we have produced that outlines the challenges of the hiring industry coming into 2009. This report covers strategies companies should adopt in an economic downturn. Download the pdf here
September 18th, 2008 | Conspired by Tim
In this day and age it cannot be stressed more that speed is critical to the success of hire. But how do we increase the speed of a hire? If hiring is left to the last priority you certainly wont have speed. And you wont hire. Nor will you hire if very well if hiring is left to a single person. Here are some tips to increase the speed of a hire:
Use a system
- The system has to be formalized and reliable. Make sure that everyone knows the rules and everyone sticks to the processes that you have put in place.
Make decisions and stick to them
- Nothing is worse than flip flopping on decisions. Decisions need to be made with the best information possible, but don’t flip flop, it sends a bad message to the candidate and everyone else may be involved
Set expectations
- If candidates, recruiters and advisers don’t know what they are expected of, neither will you. Make a plan. Also your team has to be on the same level when hiring. Establish a mutual criteria or measurement point from which you will evaluate a candidate. This could be as simple as a numbered list of qualities.
Measure recruitment agencies
- There are so many agencies around, you must keep track of the good ones. which ones delivered on what they said? Some suggestions of performance to track are:number of candidates per week or how many resources they are investing to find you great candidates.
September 9th, 2008 | Conspired by Tim
This is an important question and often overlooked when hiring. Sure you may get a muffled answer after an interview, but what do they really think? Hirewall allows anonymous commenting against a candidate. Your employees can comment about a candidate and not fear repercussions.
Why is this important? One of the most likely reasons your employees have left work early is team acceptance and personality clashes.
By building a conversation around a candidate, its a win-win situation for you, your employees and the candidate.
September 7th, 2008 | Conspired by Tim
Currently employers often delegate responsibility of hiring to a single person. That single person has the weight of expectation on their shoulders to find that dynamite candidate. The problem with this approach is that it rarely works. Rarely does that candidate come through the door and rarely will you find them. They probably went to your competitor, yes, your biggest competitor.
Hiring is a conversation. A conversation between candidates and employers, between recruiters and candidates and YOU. Why is it that all current applicant tracking systems have no means to build a conversation? After all, conversations are important.
You cannot have a conversation with a CV, or a database. You definitely cannot have a worthwhile conversation with one person doing the hiring. You can have transactions, but I think you and I want to digress away from them.
Creating great conversations about a candidate/position makes hiring non-transactional. A very, very, important aspect of hiring is the number of conversations you have. Conversations with current employees, opinions, rating, comments. Conversations with candidates, recruiters. These all count.
In a diversified world where degrees can be bought and sold on the internet, skill shortages are rampant in all industries and sectors and people appear to be busier every day; these conversations are become more relevant and very important.
September 3rd, 2008 | Conspired by Tim
Hirewall was privileged to be selected to pitch at this years teched conference in Auckland. Microsoft selected their top 7 start-ups to pitch to a room full of media. The format was 7×7. 7 Startups, 7 minutes each. It was well worth it and we would like to thank Microsoft for putting on such a successful event.
August 24th, 2008 | Conspired by Tim
We are currently commencing live customer testing of Hirewall, keeping the numbers small to start and iterate our system till our customers love it. If you would like to test hirewall, please send an email to info@hirewall.com
July 29th, 2008 | Conspired by Tim
We are making alot of progress with the development of hirewall. Currently on the third round of private beta testing and the enhancements we have created will make hirewall even easier to use. In the next few weeks hirewall will be opened up to a very select group of customers. drop me a line a tim@hirewall.com if you would like to be included in this exclusive group.
