High Volume Screening
When the clock’s ticking and your team needs to screen a lot of candidates in a short amount of time, HireBetter’s ability to handle large numbers of applicants and interviews is the solution that companies turn to.
Click on a blue, highlighted segment of the HireBetter methodology to learn more about that component.
Comprehensive Interviewing
David Sander once said, “You can’t teach a kid how to ride a bike at a seminar”. It is our belief that this is truer for Interviewing than anywhere else inside of a company. To combat this, we’ve established a process for quickly narrowing down a field of applicants through quantifiable scoring and hard-hitting interviews. Everything is behavior-based and specifically focused on screening to exclusion. We're looking for a history of overachievement and ensuring that only the very best candidates are moving through the process.
Assessment Test Administration
The EEOC has very serious rules that govern the process of pre-hire Assessment Tests. Because we’re aware of these rules and are familiar with administering so many different kinds of tests (including STAR, Predictive Index, DISC & Meyers-Briggs), partnering with HireBetter ensures that you’re both compliant and efficient when adding these into your hiring process. Add to this, our expertise has been shown to increase the willingness of candidates to take the tests by 100% or more.
Job Posting & Applicant Screening
Our baseline statistics tell us that somewhere between 82-87% of all candidates that are considered for a role are direct applicants. However, when you get down to the final three that you’re considering for the position, only 1 of them will be a direct applicant. Our proprietary technology and experience allow us to not only increase the number of direct applicants by between 200-500% for each role, we can eliminate the time that Hiring Managers and HR Professionals have to spend evaluating those resumes.
Reference & Background Checks
Geoff Smart, the author of the book “Who”, suggests that 20% of what you learn about a prospective employee happens during the reference checks you conduct on them. We don’t believe in accepting reference lists and our reference check phone calls are integrated into our interviews to ensure that we’re both validating what we’ve heard from candidates as well as obtaining critical information that hiring managers can use during on-boarding and development of their new hires. We’re also capable of completing background checks (Criminal, Credit History, Worker’s Compensation Claims & Driving Records, Drug Testing) that our clients request.
