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Hireology Q3 2019 in Review: See Our Latest Updates

By Beth Kempton

Hiring has never been more competitive for employers across industries. The unemployment rate recently dropped to 3.5 percent, the lowest rate in more than 50 years, meaning there are currently more open roles than available talent to fill them. Given these hiring challenges, at Hireology, we’re continuously focused on empowering our customers to more efficiently hire qualified employees.

Now that the third quarter of the year has come to a close, we wanted to share an overview of how Hireology customers have made the most of our platform in recent months, along with the latest updates we’ve rolled out. 

Hireology Customer Success Metrics

In today’s tight labor market, it’s critical for employers to have an effective recruitment marketing and hiring strategy in place. More than 7,000 businesses trust Hireology to help them attract top talent, hire qualified candidates and seamlessly integrate employees. During the third quarter of 2019, Hireology customers saw great success with hiring, including the following key metrics: 

Q3 2019 Product Updates

Our team is continuously identifying new ways to help our customers build their best teams. On the product side of the business, we made several updates to the Hireology platform during the third quarter of 2019, including the following:

Job Creation Enhancements 

New enhancements to the job creation workflow are designed to help improve how customers’ jobs perform, enabling them to attract the best talent. With these changes, the job creation process on our platform has been simplified with a new look and feel, and customers can now include additional details that job seekers most desire to see.

Enhancements include options to: create a job via mobile device, add an exact street address to a job listing, update job visibility between public, internal and pending, and more. Learn more about the latest job creation enhancements here.

Candidate Reports 

A recent update to our Insights solution features candidate reports. With this update, customers can track the status of candidates by job, location and hiring manager. Candidate reports show all applicants, candidates and hires that applied to a given job during a specified date range. Customers also have the option to filter candidates by their current status, including: applicant, candidate, hired and inactive. For additional information on candidate reports, read our recent blog post

Mobile-Friendly Basic Application 

Hireology data found that adding additional questions to a job application decreases apply rates by 20 percent. Additionally, an increasing number of job applicants are researching and applying to open roles via their mobile devices.

To overcome this challenge, we released a mobile-friendly, basic application that encourages applicants to submit faster and can increase applicant traffic by 33 percent. With this update, the job description and job application pages have been condensed into one page. Additionally, the new application only includes four required fields – first name, last name, email address and phone number – with an option to attach a resume. 

Customers now have the option to either use this mobile-friendly, basic application or create custom applications with additional questions. Read additional details about the mobile-friendly basic application here

New Background Check Option: 4-Panel Drug Testing

Customers now have the option to run a new standalone 4-panel drug test.. This drug test option is intended for customers who require more flexibility in their drug screening processes. This includes customers who are located in states where marijuana is legal or where pre-employment marijuana testing is banned. The 4-panel drug test tests for everything included in the 5-panel drug screen except for marijuana (THC): amphetamines, cocaine, opiates and PCP.

Integration Partnership with The Predictive Index 

We recently launched an integration partnership for customers who currently use The Predictive Index (PI), a talent optimization company that has provided workforce assessment tools for more than 60 years. PI helps businesses understand the learning capacity, motivations and other indicators of their candidates in order to ensure candidate job fit.

This partnership is a two-way integration, enabling users to see when behavioral and cognitive assessments have been completed, and view the results directly from Hireology.

Elevate 2019 

In addition to our product updates, in September we hosted our third annual Elevate conference, the only people strategy summit for retail automotive. The event brought together retail automotive HR leaders, General Managers and Dealer Principals from across the country for the opportunity to connect, collaborate and champion the people side of their dealerships. 

Leveraging a provided people strategy playbook developed exclusively for the event, attendees worked together to discuss key trends and challenges in retail automotive hiring, and opportunities to turn their people into a source of competitive advantage in 2020 and beyond.

Elevate 2019 also featured several expert speakers from both inside and outside the retail automotive industry, including a keynote session from newly-appointed AutoNation CEO and President, Cheryl Miller. Other featured speakers included Tamara Darvish, President, U.S. Operations at Auto Canada and Denise Bindelglass, Chief Human Resources Officer at ActiveCampaign

Our team frequently rolls out updates and enhancements across the Hireology platform. We’re always open to feedback and suggestions, and we’re excited to continuously help our customers attract, hire and integrate their best teams.

About the Author

Beth is the content strategist on Hireology’s marketing team, responsible for creating compelling blog posts, eBooks, marketing materials and other content. Her background includes five years of experience at a B2B digital marketing agency, where she crafted content for a variety of clients, including several in the HR technology space. Before beginning her career, Beth attended Loyola University Chicago, where she studied advertising and public relations.

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