The main features of HiringThing include job posting, résumé import, candidate matching and more. We were able to test out nearly all of them for their ease of use.
Syndicated Job Posting
It’s easy to find the “Create a New Job” button right when you log in to HiringThing. Upon clicking that, it takes you to a form where you populate all the necessary information for your job listing.
When you’re done with the job post, you can save it as a draft to come back to later or simply hit “Publish,” and it instantly posts to free job boards, such as FlexJobs and LinkedIn Limited. The system then directs you to more job boards you can purchase access to. These job boards include but are not limited to:
Unless you’re already a subscriber to these premium job boards and can simply link your account to HiringThing, the cost of adding each one through HiringThing can add up quickly. For this reason, HiringThing may not be the most cost-effective option for specialized, high-demand and hard-to-fill roles.
You can import an applicant’s data through drag and drop or via email with HiringThing’s Resume Import Tool. Dragging and dropping or uploading a file from your computer’s hard drive into the system automatically converts it into an applicant file.
You can also import applicant documents via email by sending the file to the job posting’s specific email address found in the system. However, you have to go into the job itself to find the email address specific to the job posting and copy and paste it into your email, which can be cumbersome.
The system needs about one hour to reflect the uploaded files in the system, which is a long time, making it easy to forget to check if the upload worked. We were able to add a file manually using the first method, but we did not see a new applicant file created under the applicant section of the dashboard, even after one hour had passed.
HiringThing has keyword tagging and customized pre-screening questions that help you more quickly identify the most qualified candidates for any given position.
When creating a position, you can add a series of keywords separated by commas. HiringThing will then surface applications that best match those keywords, and you’ll see an alert displayed when there’s a match.
For applicants who apply directly from your career site, you can set up a customized form that poses pre-screening questions related to anything from job experience to specific certifications. This can be helpful to screen out candidates that don’t meet minimum criteria.
However, keep in mind that applicants applying from job boards won’t see this form, so you should choose the option that doesn’t allow applicants to apply from the job boards. When selecting that option, applicants will be redirected to your career site where they can proceed with their application.
You can get to the Form Builder feature either through a specific job listing’s settings or by navigating to “Account Details.”
When testing out the Form Builder, we had the option of creating a template to save time in the future. When creating the template, you can choose what types of questions to ask:
- Essay questions
- Multiple choice
- List of checkbox attributes
- Date for applicant’s earliest start date
- Employment history
- Education history
For some question types, such as Yes/No questions, you can set a rule that automatically tags or archives an applicant based on their response. For instance, if a minimum criterion for a new Sales Associate is at least two to three years of experience, you can filter out applicants that select “no” to the question about whether they have that experience.
The employment and education history questions require applicants to type in that information manually, which can make for a frustrating job candidate experience, as the résumé usually contains this information already.
However, HiringThing gives you full control over the kind of screening questions you want applicants to fill out, so you don’t have to necessarily pose questions that require manual data entry.
Scorecards for Candidate Evaluation
HiringThing enables you to create customized scorecards before you start evaluating candidates in order to mitigate bias in the review process. You can enter customizable text fields, called “Titles,” and those fields will appear in an applicant’s review section.
The “Title” field is misleading because it’s not the job title. Rather, it denotes the attributes by which you want to evaluate candidates. For example, if hiring for a Sales Manager position, you may want to add titles such as “integrity” or “leadership.”
We found two ways to create a scorecard. For the first method, you have to navigate to the main menu > Account Details > Feature Management, and scroll down to the “Scorecards” section. It’s important to note that once you enter titles this way, they automatically apply to all subsequent jobs that you post after creating the scorecard and cannot be applied retroactively to existing job openings.
This can be frustrating if your general criteria change over time because changes can’t be applied to current openings, and you’d have to enter them into those individual jobs manually per the second method below. It’s therefore important to settle on a general set of criteria that you’ll rarely, if ever, need to change.
The second way to create a job scorecard is to edit a specific job and expand the “Advanced Options” section, and the titles will appear in each applicant’s “Review section.” We found this method more intuitive. Plus, we like that you can add specific criteria for specific jobs.
Candidate Relationship Management
HiringThing facilitates candidate relationship management via email and SMS.
Managing candidate statuses and communication were some of the easiest tasks we tested out in HiringThing. You can individually change an applicant’s status or do so in bulk to save time. You can add statuses including “offer extended” and “offer accepted/rejected” in the “Workflow” section of Account Details.
It was very easy to select a pre-made email template for requesting an interview, rejecting a candidate or other typical recruiter communications. Paying customers have access to HiringThing’s SMS option as an additional communication method.
HiringThing enables collaborative interview scheduling by syncing with your Outlook, Exchange, Microsoft 365, Google or iCloud calendar. You can select a specific date or time or, even better, allow the candidate to select from a range of dates and times that you give them.
Using a Google account will automatically use Google Meets as a videoconference tool, unless you link your account to another videoconference tool such as Zoom. Otherwise, 8×8 is the default videoconferencing solution for HiringThing.
Workflows and Automations
HiringThing helps you expedite your hiring process by automating job requisitions, candidate screening, interviewing and any other workflows you set up.
HiringThing enables you to set up a workflow for opening, approving and posting job requisitions. Rules for screening questions noted above also automate the candidate selection process by filtering out candidates who don’t meet the minimum requirements and automatically sending them a “Thanks but no thanks” email. That way, you won’t spend time sifting through résumés from unqualified candidates or sending rejection emails.
HiringThing’s new automated interviewing workflow allows you to send an automated interview invitation in one of two ways: as soon as anyone submits an application to the job or based on a change in application status.
You might want to use the former if you’re hiring for a niche position that draws few candidates, all of whom you want to interview. Otherwise, you’d more likely utilize the second workflow option that invites candidates to an interview after you change their status. However, with either option, make sure all who are involved in the process keep their calendar availability up to date.
Unfortunately, we weren’t able to try out the workflows setup in the test environment, as this feature is only available to paying customers.