Hyperjob is an innovative recruitment platform that enhances the hiring process with artificial intelligence. It streamlines high-volume recruiting by evaluating candidate profiles, creating personalized outreach messages, and replacing standard job descriptions with interactive job microsites. Hyperjob's system is designed to improve candidate engagement and conversion rates, offering insights on microsite and campaign performance to refine recruitment strategies. It integrates with major ATS and provides a seamless experience for both recruiters and candidates, promising a more efficient talent acquisition process.

Hyperjob is a recruitment software company that makes outbound recruitment quick and simple. 

We design tools like outbound job post microsites, sourcing automation plug-ins, and analytics solutions that measure prospect interest in your job opportunities. Our outbound job post technology converts up to 6 times more prospects into qualified candidates than traditional job posts. 

We believe in outbound recruitment as a go-to method for finding top talent in today's competitive labor markets, and our mission is to make this process easier for recruiters. Get in touch with our team today and enhance your hiring process with our straightforward and effective tools.

Hyperjob

Recruitment fact of the week: According to Zippia, 87% of passive job seekers are open to new job opportunities, provided a recruiter reaches out to them. 

That means if you get through to the right potential candidates with the right offer, the evaluation phase of the hiring process could become recruitment’s easy part. 

On the flip side, finding suitable candidates and getting them interested in open positions is no small feat in itself, requiring you to create precise ideal candidate profiles and master targeting. That’s why many HR teams still rely solely on inbound channels such as job boards to attract candidates. 

What’s your experience with talent attraction? Are most of your candidates coming from inbound or outbound channels?

#Recruiting #Recruitment #OutboundRecruitment #TalentAcquisition #Hiring

Can it be considered personalization if there’s nothing personal in the outreach message? 🤔 

Hint: NO! 

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I’m sure glad we decided to wait a couple of weeks for more candidates to apply before sealing the deal. 🙃 

#Recruitment #Recruiting #OutboundRecruitment #TalentAcquisition #Hiring

Why am I seeing automation tests in my dreams and how can I make it stop? 😭

#Recruitment #Recruiting #OutboundRecruitment #TalentAcquisition #Hiring

Recruitment fact of the week: According to Zippia, more than 70% of potential candidates are passive job seekers! 

They’re employees who are overall satisfied with their current job and aren’t actively searching for a new one. Yet at the same time, they would be interested in career growth opportunities if approached by a recruiter. 

That means that the vast majority of top talent are people who aren’t even applying to jobs on job boards! To reach them, you therefore must use some form of outbound recruiting - finding and reaching out to potential candidates yourself.

On the other hand, these professionals are likely to be more motivated to prove themselves once the right opportunity arises. So while they may be more difficult to get to, that hard work usually pays off by rewarding you with qualified, suitable, and highly motivated candidates. Provided you’re trying to connect the right people to the right job opportunities, of course. 

#Recruiting #Recruitment #OutboundRecruitment #TalentAcquisition #Hiring

That feeling when the top candidate accepts a competing job offer. 

#Recruitment #Recruiting #OutboundRecruitment #TalentAcquisition #Hiring

I would also love it if the perfect candidate would simply drop from the heavens, but in the meantime, could we please not lose the very good candidates already in the pipeline, Sophia? 🙄

#Recruitment #Recruiting #OutboundRecruitment #TalentAcquisition #Hiring

Recruitment fact of the week: According to Zippia, top candidates only stay on the job market for an average of ten days! 

Therefore, in recruiting - if you snooze, you may lose out on some great candidates. So, perhaps counterintuitively, moving quickly instead of waiting those extra weeks for more candidates to apply if you already have good fits in the pipeline is likely your best bet.

#Recruitment #Recruiting #OutboundRecruitment #TalentAcquisition #Hiring

Is this the future of recruitment? 🤔😅

#Recruiting #Recruitment #OutboundRecruitment #TalentAcquisition

IO:HYPERJOB

Hyperjob

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