Have you ever wished you could skip to the end and find out what happens – when most decisions have been made, and life’s a little easier? With EZHire, you can do that in your hiring process! You can skip the 1st round interviews and wait until we provide you with the best of the best.

How Does That Work?

EZHire is a digital video interview platform that allows you to set up interview questions for an open position, and all you have to do is send the link to the interested candidate. Then, they answer the questions in the form of text responses, multiple choice answers, and/or video recordings, based on the structure of the interview you set up. The candidate can complete their digital interview at any time, and the best part is – it doesn’t require you to deal with the headache of coordinating schedules and spending full days on live interviews.

Once the candidate’s responses have been recorded, and the interview is submitted, our professional screeners and AI assistants will narrow down the candidates for you. Based on objective, unbiased scoring, we will provide you with the final pool of the most qualified candidates that best fit your job description and company culture. You can then decide to hold a two-way video interview or an in-person interview for the small pool of candidates.

EZHire’s software is designed to save you days and weeks worth of time on the hiring process, especially when the majority of that may be spent waiting on no-shows or weeding out under-qualified respondents. We take the busy work out of hiring and recruiting so you just have to pick from the best of the best.

Why EZHire?

Not only does a one-way video interview system save you time, it also eliminates bias stemmed from stereotypes or just recruiter exhaustion by the end of the day. Every candidate receives the same (or very similar) interview experience, which makes comparing skills, qualifications, and personalities very easy.

We have also found that EZHire helps to improve the quality of your candidates and results in a 60% improved candidate retention.

If you are interested in learning more about EZHire and what it looks like for your organization, please don’t hesitate to reach out to us. We have packages for everyone from small startup businesses to enterprise organizations, and we can offer custom packages to fit your specific needs at an affordable cost!

Gone are the days of job postings pinned to the bulletin board in a coffee shop or supermarket. Now, everything is online, and every job posting is formatted the same when you use an online job board resource. So, how do you make your position stand out when it’s the same shape, size, and color as all the others? What makes a candidate choose to click on your post to learn more and ultimately apply? There are 4 key things to think about when you’re writing your job ad, and all are equally important to ensure you’re bringing the best and most qualified candidates in for an interview.

  1. Meaningful Job Title

Don’t beat around the bush or try to make your position sound more prestigious or executive than it is. You need to craft your job title carefully to target your ideal candidate. What terms are they searching for when they’re looking for a job? What position are they looking to hold? This may take a little bit of research to find out what is the most searched for and what is the best way to position your role online, but it is the most important step. If you don’t have an honest yet catchy job title, it will be more difficult for you to grab the right candidate.

  1. Clear and Organized Description

Have you ever seen a job description that is just one big, long paragraph, and it doesn’t include the expectations or compensation of the role? Most candidates will scroll right past that, and those that do read it may be disappointed by the lack of information provided.

When you’re writing your job description, make sure to include a short blurb about the company, the duties of the position, the required expectations of the candidate, and as much detail as you’re willing to provide about compensation and benefits. Organize each portion of information into its own section, so it is easy for the candidate to quickly check and see if they are qualified and interested in the role.

It is important to remember not to provide too much information about the company in the original job posting. You want to give enough that the potential candidate can get to know you and determine if they believe they would be a good fit for the organization and culture, but you also want them to do their research and come to the interview with more information about you than was provided.

  1. Honest, Yet Realistic Expectations

This is key to saving you time reviewing applications and interviewing candidates, and protecting the self-esteem and saving the time of your potential candidates. There is nothing more upsetting than someone thinking they are the perfect candidate for the position, and then finding out the salary is 30% less than what they need, or the job is in-house only when they live across the country and are looking to work remotely. Be sure to be upfront and honest about the position from the beginning. The more you can add about expectations, personality traits, required qualifications, and compensation, the better. It will save you hours reviewing candidates that weren’t even qualified for the job in the first place. Plus – if you have great benefits, the option to work from home, and an entry-level job, you want to advertise that as much as possible!

  1. Easy Application

There’s a fine line between an application that is way too easy and one that is just too complicated. You don’t want to have a quick one-or-two-click application because you will get so many unqualified candidates that you’ll have to take the time to sort through. On the flip side of that coin, you don’t want to make your application so complicated and extensive that no one is willing to complete it.

If the system you use allows a candidate to utilize a previously created resume, let them – there’s no reason to reinvent the wheel. If you have specific questions that you want to ask that are crucial to the role, be sure to ask those at the beginning. Genuinely interested candidates will take the time to answer them, and those that are just looking to mass-apply will skip right over them. You want to ask the questions and get the information you need to decide if the candidate moves onto the interview process, but you don’t need their whole life story and a dissertation in the application.

Once your candidate has seen your job post, decided to apply, and you realize that they are a good fit for your organization, you can send them an EZHire digital video interview link that will allow them to answer a few more questions about their personality, skills, work ethic, etc. and submit it to you at their convenience. Avoid the headache of dealing with scheduling conflicts and no-shows by using EZHire for your round 1 interview process!

Recruiters know that you can learn a lot from a person based on how they act before, during, and after an interview. How personable were they on the phone? How flexible was their schedule? What time did they show up? What were they wearing? How was their eye contact and handshake? Did they follow up afterward? There are an endless number of other traits and mannerisms that can be determined about a person during the interview process. So how do you get the same feel for a candidate through a one-way digital interview process?

EZHire’s digital video interview platform allows the recruiter to create the interview questions (text, multiple-choice, or video response), record a short introduction video for the candidate, and then the interview link gets sent to the candidate to perform at their convenience. Once completed, the recruiter reviews the submission and decides how to move forward with the candidate. Simple, convenient, and quick process, but how do you determine whether or not this person is right for the job through your computer screen?

The most important part of virtual interviewing is asking the right amount of good, solid questions. A good rule of thumb is to keep it to about 10 questions in your video interviews. Too many more, and you may lose candidates’ interest. Too few, and you won’t get a good feel for their skills, personality, and how they would fit in with your organization.

Once you have the 10 or so questions you want to ask, ask them to yourself or a colleague. Think about what answer you are trying to get out of them, or what you’re trying to learn about them by asking that question. Try to steer clear of “yes or no” questions unless you’re asking for elaboration on why they answered the way they did. Ask questions that they may not know the answer to and may not have been prepared for, but will make them think and allow them to provide you with an educated guess, so you can see their critical thinking process. Ask what they’re looking for in a position and what difference they see themselves making in the company one year from now.

A good candidate will treat a virtual interview the same way they would an in-person interview. They will have a good posture, dress professionally, be in a quiet environment, and have an appropriate background behind them. They should complete their interview within 48 business hours of receiving the link. If the job they’re applying for is a fully remote role, they should be tech-savvy and should not have any significant issues with their webcam, microphone, or the software during the interview.

If you are interested in the candidate after reviewing their digital interview and would like to move forward in the process, schedule a live interview – either in-person if the role is local or via video conference for a remote position. Continue to evaluate their mannerisms and skills to ensure they are the same person “in real life.”

It’s that time again! The hustle and bustle of holiday shoppers fill the stores as festive music floats through the air. Packages and cards are being shipped across the globe, and families prepare their homes and hearts for holiday traditions.

This is the busiest time of the year for many businesses, which means it’s all-hands-on-deck to assure everything runs smoothly, and you can keep the holiday spirit alive from the first customer to the last. More often than not, that also means your everyday team isn’t enough to cover it, and seasonal help is a must. We have compiled a quick list of tips to make your hiring experience easier than ever this year.

  1. Hire for safety-compliance This is an important topic to discuss, but it must be asked and handled professionally, as it can be a touchy and controversial topic. With all of the safety measures in place to protect customers and employees during the COVID-19 pandemic, it is essential to hire someone that is compliant. If they are unwilling to wear a mask, maintain social distance, properly sanitize the workplace, and enforce the same on co-workers and customers, they’re probably not someone you want to bring on this year.
  2. Use long-term employee hire tactics Yes, there is a mutual understanding that seasonal work is temporary, but hiring someone that is very aware that their time with your company is over come January can be risky. Instead, hire someone that is excited about the job, fits your company culture, and brings the same energy of a long-term hire. This candidate will likely be much more engaged, productive and be the first that comes to mind if and when you have a regular position open up.
  3. Flexibility is crucial Many businesses are open longer hours, which means more shifts must be covered, as well as longer after-hours tasks such as cleaning, organizing, merchandising, and receiving shipment. Not to mention the risk of employees getting sick and having to be out for 2+ weeks is higher than ever this year. Seasonal employees must be prepared to be “all-hands-on-deck”, work odd hours, and jump in to help as needed. As the hiring manager, you should always ask about planned vacations/time off for the holiday season in the interview, as well as availability on weekends and holidays.
  4. Ask for referrals Some of the best candidates can come as referrals from your current employees. Ask your team if they have friends looking for some seasonal work this year. You may even consider offering a referral bonus if their hire meets expected sales goals, works an allotted number of shifts, or stays through the season (i.e., Their referred hire was an asset to the company, not just a friend to work with.)

    Hiring takes up a lot of your time that could otherwise be used, providing the best experience for your customers and interacting with your team this season. Take the work out of holiday hiring this year by using EZHire ’s digital video interview platform. Set up your questions online, send it to interested candidates, and you can be “interviewing” all day long.

The COVID-19 pandemic has forced billions of people to suddenly make dramatic changes in their daily lives — changes they never dreamed would happen: Stay at home, wear masks if you must go out, keep people six feet away, don’t gather in groups. Billions have accepted these burdens.  It is, they believe, a question of survival.

Like it or not, businesses are confronting the same harsh new reality.  Within a few months, a booming economy has collapsed. Reluctant and frightened businesses have felt forced to give up longstanding ways of doing business.  It is a question of survival.

As fear of the coronavirus sweeps around the world, nearly 40 million Americans have been thrown out of work. Tens of thousands of businesses have closed indefinitely, some of them forever. Some companies may be tempted to sit back, try to do business as usual, and hope the economy will soon return to “normal.” It won’t.  We face a new normal.

Other businesses realize a seismic shift has created a new economic landscape. They don’t like it but they are shifting into high gear to search for innovative ways to cope with the reality of an economy driven, not by a business cycle but by fear of a strange new virus. Energetic, creative companies will survive and thrive. Businesses that do nothing will wither and die.

EZHire offers a key answer to solving the puzzle of the new economy. Amid the news of business closings and massive job losses, it is easy to assume that hiring has ground to a halt. It has not. While restaurants and retailers aren’t recruiting, other industries, led by tech firms, are hiring, and many of their openings are for well-paid skilled jobs.

These businesses are sailing against the wind. They are searching for new hires while struggling to cope with government pandemic directives that sharply limit person-to-person contact “How can we make good hires without meeting applicants?” they ask.

EZHire’s video interviews answer that question. The EZHire digital interview platform helps employers and recruiters speed smoothly into the post-pandemic world of social distancing, remote workplaces, virtual meetings, video streaming and government shelter-in-place orders.

EZHire isn’t a patchwork solution hurriedly slapped together in a crisis mode by amateurs. It is a sophisticated, comprehensive hiring processes developed over years. We are longtime specialists in imagining the “unimaginable.” It’s what we do.

At the heart of EZHire is the one-way video interview. Employers prepare a list of questions. Prospective hires go online, click on a link, and answer the questions. Responses are recorded on video. Neither employers nor applicants worry about spreading the virus across the table. There is no table. No need to observe social distancing.   Employers are spared the cost of airfare and wasting time on no-shows. Applicants need not worry about getting infected on a plane. Instead of huddling in a meeting room, recruiters digitally share the applicant’s responses with company officials.

Eventually, of course, new hire and employer move out of the virtual and into the real world— but only after EZHire has safely cleared the way.

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