If you’re like most, it takes your company about 25 working days to fill a vacant position—or 2x that for companies with 5,000 employees or more.
It didn’t always take this long, but the national average for time-to-hire has been climbing since 2001. Find out why, and learn how to regain speed in your hiring process without sacrificing quality.
In this white paper, you’ll find 4 ways to harness the power of insight for quicker, smarter hiring decisions. You’ll also learn:
How a strong economy impacts your hiring
Tired of hunting down references just to gain feedback that isn’t very useful? Reference checking is one of the most dreaded steps in the hiring process, but it doesn’t have to be. Making even a few changes to your reference checking approach could mean a world of difference for you, the references, and the candidate.
Check out our new infographic to learn how to relieve the pain in your reference checking process.
You’ll also learn:
How automated reference checking process can save time and increase response rates
What good is a quota if 2 out of 5 of your salespeople can’t hit it? As a recruiter or hiring manager, you need to know who’s going to crush it and who’s going to struggle—before you bring them on board.
In this infographic from NextGen Leads, you’ll see what separates the star salespeople from the rest, and how certain personality traits help your team hit those hard-to-reach sales goals.
You’ll also learn:
What gives high-achieving salespeople their edge
Why skills and experience aren’t enough to close deals
Whether you’re ramping up for new talent in 2016, or you’ve already got your hiring efforts underway, this webinar is for you.
With each new year comes a new opportunity to increase talent and set your company up for success—and now is the time to get ahead on your hiring goals for 2016.
Join us on February 4 at 1PM CST (2PM EST) as our CEO Greg Moran discusses 3 hiring resolutions that will help you in 2016, and how to stick to them throughout the year.
In this 30-minute
If you’re still doing traditional over-the-phone reference checking, then you’re not getting as much information as you could be. Reference checking can be one of the most insightful parts of the hiring process; if you use the right tools.
Maybe it’s time to rethink your approach. You could be getting way more data from your reference, without even having to pick up the phone.
Check out our new article to learn:
How reference and background checks differ from one another
Why you’d be better off ditching traditional reference checking
You’re hiring ethical people, right? Of course—because you can’t have untrustworthy employees running your business. But how much do you really know about a person’s character before you hire them? Resumes, applications, and screening calls only tell you so much.
To reduce the risk of hiring unethical employees, you need more tools in your arsenal—like assessments and behavioral interviewing. In short, you need a hiring process that takes an investigative approach to assessing attitudes and tendencies.
Ready to get the best hiring tools? Check out our infographic
February 25th, 2016 at 2:00PM EST
Adding predictive data to the selection process improves quality of hire, reduces cost, and streamlines hiring practices. Great people drive winning companies, and we’re here to help you identify those people.
OutMatch adds a new level of confidence and clarity to your high-volume selection process!
For your high-volume hiring needs, attend our Check Out OutMatch demo webinar on February 25 at 2 P.M. EST, to see how our predictive, data driven selection platform drives ROI, shortens time to hire and reduces employee turnover by:
Filtering candidates based
Bad hires happen all the time—but they don’t have to! Find out which competencies predict success in manager positions and why they’re so important to measure.
You can’t predict performance until you understand a candidate’s personality traits and patterns of behavior. That’s where competencies come in.
In this eBook you’ll learn:
Which competencies predict success in manager-specific roles
Which behaviors make up a competency and how they impact personality
How a manager is likely to act based on their score for each competency
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Ever meet a candidate for a store manager position who seemed retail savvy when you hired them, but ended up underperforming on the sales floor? Bad hires happen all the time—but they don’t have to!
Make bad hires a thing of the past when you find out what really predicts success in a retail role. (Hint: It doesn’t have much to do with related work experience, which accounts for only 3% of employee performance.)
Here’s the secret: You can’t predict performance until you understand a candidate’s personality
Ever meet a candidate for a store manager position who seemed like a great hire, but ended up missing sales goals or failing to lead their team? Bad hires happen all the time—but they don’t have to!
Make bad hires a thing of the past when you find out what really predicts success in a restaurant role. (Hint: It doesn’t have much to do with related work experience, which accounts for only 3% of employee performance.)
Here’s the secret: You can’t predict performance until you understand a