Recruiting Cloud

Included support for ExtensisHR clients. Recruiting is much easier when you have access to the latest information, tools, and resources.

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Recruiting Made Simpler

Attracting, recruiting, and hiring top talent is critical to the ongoing success of your business. Unfortunately, working with recruiters can be expensive. And unless you’re experienced in navigating today’s complex job market, you’ll find it extraordinarily time-consuming and frustrating.

Our clients say Recruiting Cloud is an invaluable resource for them. Since it’s part of our award-winning Work Anywhere™ technology platform, it’s easy to access and convenient to use. You’ll find it loaded with the information, tools, and resources you need to make every recruiting step simpler to manage.

Step 1

Get Ready to Hire

Clarify the position you need to fill and who would make the perfect candidate. Create your job description, establish a budget for your search, and begin.

1. Understand the Open Position

Establish the key functions, tasks, general parameters, and goals you will assign to this position.

2. Create Your Ideal Candidate

Nobody understands your business the way you do. Use that unique perspective to know who to look for, where to look for them, and how to get them to join you.

3. Write the Job Description

Review this job's specific tasks as they impact your organization's performance. Consider ways to make this role more effective or how it can improve, alter, or add to the organization's capabilities. Make sure everyone agrees.

4. Post the Job

You can increase your recruitment results and save money by optimizing how you use paid job boards, free job boards, and your own website to post your job.

Step 2

Find Candidates

Focus your search where it will bring you the best-qualified candidates. Stay connected with those candidates and nurture their interest in your company.

1. Understand the New Job Market

You probably already know there are about 7.3 million job openings but only 5.5 million total available employees.

2. Understand Active and Passive Candidates

The market is full of either Active or Passive Candidates. Active are looking for a new job while Passive would be intrigued by the potential of one.

3. Engage and Nurture Candidates

Proactively build a talent pipeline, instead of waiting for a position to open up when you'll be reactive and pressured. Once you make contacts with candidates, nurture them.

Step 3

Interview Candidates

Thoroughly prepare for each candidate interview. Consider the type of interview, the key questions, and the role of every interviewer in the process.

1. Be Prepared

You've invested time and resources to identify candidates for your open position. Preparing for the interview also requires time and resources so you can make an accurate appraisal of each candidate.

2. Choose the Type of Interview

Once you're ready to begin interviewing candidates, consider which style of interview best suits your company and your interviewers. Will the interview be in-person? Virtual? A hybrid of both?

3. Ask the Right Questions

Robust packets include questions for all your future interviews to ensure you know what to ask your candidate in any situation.

4. Provide a Positive Candidate Experience

Robust packets include questions for all your future interviews to ensure you know what to ask your candidate in any situation.

5. Candidate Feedback Form

Documenting what each interviewee learned within the interview is important in order to properly evaluate the candidate, compare candidates, and understand why hires last as long as they do within your company.

Step 4

Hire the Right Person

Checklists, templates, scripts, and guides are available to help you select the right candidates, reach out to them, and verify the information they've provided.

1. Candidate Interview Evaluation

Checklists will help you determine if the candidate has the hard and soft skills needed to be successful in the position.

2. References Questionnaire and Guide

Scripts and suggested questions will provide tips on how to gather references from previous employers.

3. Understanding Background Checks

Background checks can be complex. Use these tips to understand what you are looking at and how to evaluate them.

4. Offers and Negotiations

Offer letters vary from position to position. Use these tools to learn how to properly construct one for your business.

5. If You Haven't Found the Right Person

How you handle the people who aren't hired is crucial. In today's world of social media and public forums it is key to let rejected candidates down properly.

Step 5

New Hire Tips & Tricks

Make the new hire's first day a great day. Follow up with orientation, one-on-one meetings at 30 and 90 days, and help the new hire "live" the company culture.

1. Develop Your Onboarding Plan

Having a plan when onboarding a new hire has more levels than just a first day lunch. Find out what you can do to provide a great experience.

2. Make the New Hire's First Day Great

First impressions go both ways when a new member joins the team.

3. Mark the First 30 and 90 Days

Setting expectations over the first 30-90 days allows the new hire to meet expectations and know their role.

4. Build and Maintain your Company Culture

Even companies in the same industry will have unique cultures within their organizations. Your new hire must understand and "live" your company's culture to be successful.

5. How to Handle Glassdoor Reviews

Reading Glassdoor reviews has become part of the fabric of the job search, make sure your organization is handling this properly.