Interviews Job Descriptions Recruitee Screening 
Capterra
APRIL 14, 2016
1 – Writing detailed job descriptions. Mistakes: Job description lacks detail. No info on hiring/interview process. Why you should act: If candidates are unaware of your company, a job description is their very first touchpoint. – Not sure if the job description is clear enough?
VIVAHR Recruiting and Hiring Tips
FEBRUARY 8, 2019
Get your job to many of the free job boards with their free ats option. You’ll get access to building a branded career page, candidate pipeline management and interview scheduling tool. Build your hiring team inside Freshteam to build out all your job posting needs.
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Recruiting Daily Advisor
DECEMBER 17, 2019
If it’s an existing role that’s open because of a resignation or retirement, don’t fall into the trap of using the previous employee’s job description, especially if the employee held that job for some time. You could find that the job requirements have changed substantially. Writing the job description.
Ongig
FEBRUARY 1, 2023
Recruiting automation software does everything from removing unconscious bias, and ensuring inclusive recruitment to carrying out background checks on candidates, and scheduling interviews. This leaves recruiters free to interview and appraise candidates and their soft skills. These stages can be time-consuming and repetitive.
WizardSourcer
FEBRUARY 16, 2023
Talent sourcing: Tools like Hiretual, AmazingHiring, and Recruitee help recruiters find top talent by sourcing resumes from various platforms, including LinkedIn, GitHub, and Stack Overflow. Why should recruiters use tools to automate different tasks?
Recruiters Lineup
NOVEMBER 28, 2023
Imagine a digital powerhouse that effortlessly manages job postings, applications, candidate communication, interviews, and offer letters. Recruitee – User-friendly ATS tailored for small to medium-sized businesses. VidCruiter – Merges ATS capabilities with video interviewing for efficient assessment.
Recruiting Blogs
APRIL 19, 2016
But the next time you try to project a “superstar” in your job description, think again. The things is, even if a candidate shows all three traits, many recruiters / interviewers will still let them off the hook. What is your experience with screening unfavorable behavior of candidates? You want to hire the best people.
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