Qualify Job Applicants Instantly!

                     Screen Applicant

             What if the only resumes you received were from qualified applicants?

Job postings direct applicants to a web site rather than your email account.

Applicants sign in rather than send in an resume.

You choose what qualifications to screen potential new employees for and how much experience in each they need for the job.

Candidates extract education, job and experience information to qualify for the job instead of you weeding through hundreds of “unqualified” resumes.

Automatically track applicants. We list, rank and sort all candidates according to your criteria.

Applicants are automatically contacted for you if they meet your criteria.

You are only EIGHT QUESTIONS away from separating qualified applicants from all the rest.

The old way of prescreening resumés was done either the hard way or the not-so-hard way.

The hard way requires someone to actually read the cover letter and the resume, each and every one. Depending of the job and the experience of the potential candidate, this could entail quite a bit of time. The greater the number of resumés, the amount of time goes up, up, and up as does the cost. And some qualified candidates may be excluded. Even if the job falls to a clerical employee, the cost could be well into the thousands of dollars before you conduct even one interview.

Once a resumé is deemed to have the required qualifications, someone then needs to call the candidate to be sure they really have the experience and qualifications as listed.

The not-so-hard way requires having purchased expensive software to look for keywords within the resumé. Hopefully, your potential candidate has listed the particular skill -- and spelled it the same way as the software.

This is the same as what the search site does before sending out the resumé blasts. The difference is, it’s looking for keywords and eliminates resumés without anyone analyzing them. You never get an opportunity to review the rejected candidates.

And what if you decide to interview those applicants who might have less experience than you originally demanded? You have to start the whole process over again because they have been deemed “unqualified” and their resumé have been discarded.

We’ve put an end to all that. The ONLY candidates who are given your e-mail address to submit a resume are those who have a resumé with the qualifications you’re seeking. And, if you would like to find out if they are suitable for the position, you can have them go through an advanced screening. In the end, if none of the candidates were suitable, you will still have access to everyone who responded to your job posting. We can even re-score the applications and provide you with a list of second level candidates.

Our system works with the major job boards, allowing you to advertise an opening in several Internet sites without drowning in resumés from unqualified applicants. And, because it requires interaction from the candidate, those systems who “blast” resumés won’t be able to fill up your inbox

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• I WANT TO FIND NEW EMPLOYEES THE SCREEN APPLICANT WAY

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WHY NEW EMPLOYEE SEARCHES NEED SCREEN APPLICANT!

The way people look for jobs has changed drastically in the last five years. The way we look for qualified candidates has changed very little. Technology hasn’t kept pace. 

As soon as a new job is posted to a search site, it is indexed for keywords and then immediately distributed to anyone who has those keywords associated with their resumé. Depending on how the candidate has set up their response system, (something employers are not prepared for when posting new jobs), a candidate can have their resumé sent almost immediately to the employer for consideration. Your e-mail could be flooded with hundreds of applicants (most unsuitable for the position) within hours of posting a job.

People who are out of work want to increase their chances of getting employment. If they are desperate, they are willing to consider positions outside their field of expertise, and often outside the required skills of the position. To them, more seems to mean better. The more resumés they send out, the greater the chances of finding a new job or so goes the logic of the new job hunter.

The problem is that the employer doesn’t want to hear from candidates unless they have all of the qualifications posted in the job listing. The employer also has better things to do that to wade through a bunch of resumés that have been automatically sent out by a job search site geared to helping the potential employee find a new employer.