This tool is far more than a "job advertising" tool and is likely to give your company a distinct advantage when competing for the attention of people who are the "right fit" for your job openings. It allows you to achieve far more than you can from any typical job opening ad.

First, work with your KEi Employee Retention Specialist to see if you agree that it makes economic sense to create a Job Opportunities section on your company web site.

Taking this step will let you shrink future print and Internet bulletin board ads to just three or four lines that tell readers enough to send them to your online Job Opportunities web page.

This tool leads the "right fit" people to you by allowing those with true interest to dig deeper for content that relates directly to your advertised opportunities for employment. It also gives them a way to act immediately to move the hiring process forward.

Human Resources staff must be instructed to appropriately:

• Obtain the work environment and job opportunity information
• Select initial screening questions for the minimum legal job requirements
• Update interview schedules

TOOL FEATURES

Work environment…this feature provides you with a template for entering company profile information, allowing job applicants to get a feel for what it's like to be a part of your company. It includes Mission and Vision Statements, Business Values, Primary Customer focus, Products & Services, Decision-Making Processes, Feedback Processes, Basic Business Strategies, and Benefits Package.

Job opportunity…this feature provides you with a template for entering job specific information, allowing the job applicant to get a feel for what it would be like to be in the job. It includes Top Priority Skills to be emphasized, Responsibilities to directly support the business purpose, Cost Reduction Duties, Team Memberships and Team Goals, and a Skills Development Plan for the position.

Screening questions…this feature allows the administrator to include a set of Minimum Qualification questions to eliminate people who do not possess the most basic requirements to move forward as a job applicant.

Mini-application…this feature allows the administrator to collect general applicant identification data plus precise information relating directly to the applicants' abilities to perform the job.

Interview schedule…this feature permits the administrator to accept interview appointments of applicants who have passed the screening questionnaire.

Keep Employees, Inc. - (888) 458-1885