Saving Money and Less Recruiting Time to Hire
In my last role as a Corporate HR Director I juggled more than a few balls. Responsible for the recruiting function of our sales division as well as the human resources and employee relations side of the business, myself and my team had a lot to do. We had to shift quickly from one role and responsibility to the next. I really didn’t have a moment to waste which is why I really love the ease of Broadbean’s job distribution platform.
When posting a job within your applicant tracking system or ATS, Broadbean let’s you avoid the hassle and time posting your job opening and openings to multiple job boards individually. Instead they allow you to post to an almost unlimited number of job boards and distribution channels without leaving the web page seen to your left. Now, the job boards to which you are able to post your openings are dependent upon the current agreements and contracts you have with the individual job boards, but they integrate with nearly everyone. This makes my life as a Corporate HR pro so much easier not to mention the time savings for candidate, recruiter and hiring manager.
Social Media Recruiting and Job Distribution
Other time friendly options include the ability to distribute your jobs through custom XML feeds on Twitter and Facebook. The jobs are seemlessly shared to aggregators and through social media including the correct use of Twitter hash tags making jobs easily found and searched for on the third largest Internet search engine, Twitter.com. Not on the Twitters? You can take advantage of the bean’s job distribution Twitter feed, @broadbeanusjobs.
For recruiters who are taking a more aggressive approach to filling positions versus the post and pray method, you can easily search and mine multiple job boards at the same time as long as you have seats on those platforms. This is a huge time saver for myself as it seemed half my life was spent resume mining moving from job board to job board while having to fumble to remember the passwords to log into each one.
One of the other services I was extremely excited about was LinkedIn. Since 93% of recruiters use LinkedIn, their services offer the ability to search for candidates within their platform and forward the candidate’s profile t to yourself of hiring manager. InMails are no longer a problem as Broadbean allows you to message the prospective candidate found on LI directly and with no limit to the number of monthly messages.
Other services include a candidate watchdog service that monitors your job boards based on keyword, location, and qualification that alerts you via email when a new job seeker updates or uploads a resume that matches your specific criteria.
Quality of Hire and Cost Per Hire Metrics
It’s time saving tools like Broadbean’s offering that lower recruitment costs and cost per hire. They offer sweet analytics and reporting like quality of hire metrics that allows companies to post and share jobs on job boards and through social media at the optimal times based on past history and job seeker applicant activity.
Learn more about Broadbean by visiting their website at www.broadbean.com and check them out on Twitter @broadbeaninc. Are you a HR service provider interested in being reviewed by Blogging4Jobs. Read here.
FTC Disclosure: I have a business partnership with the company listed above. Regardless, I only recommend products or services I use personally and believe will be good for my readers. I am disclosing this in accordance with the Federal Trade Commissions 16 CFR, Part 255: Guides Concerning the Use of Endorsements and Testimonials in Advertising.
Tagged as: broad bean, Broadbean, cost per hire, HR tech, job board posting, job boards, job distribution, job posting, jobs boards, quality of hire, recruit work, recruiting, recruiting time to hire, recruitment costs, recruitment process
Article by Jessica Miller-Merrell
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