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iHire: Bridging the Gap between Employers and Qualified Talent

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Steve Flook, President & CEO, iHireSteve Flook, President & CEO
The quest for qualified talent has become an uphill battle. With millions of job openings and a widening skills gap, employers are struggling to acquire and retain top talent. That hill is getting steeper, as millennials and Gen Zers—with new sets of wants, needs, and skills—explore the workforce in hopes of finding their dream career. Yet HR resources are not evolving fast enough to address the nuances of today’s competitive job market, putting pressure on busy hiring managers.

Embracing a candidate-centric approach to recruiting, Maryland-based iHire is helping businesses tackle these challenges by bridging the gap between employers and job seekers. “Our technology platform, comprising 56 industry-specific talent communities, connects employers with five-times more qualified talent whose resumes match their required skill sets,” said Steve Flook, iHire’s president and CEO. “It’s quality over quantity.”

However, iHire is much more than a job board or candidate database. The company provides an extensive portfolio of hiring tools and resources for employers and job seekers alike. For example, iHire’s flexible Job Slots allow employers to easily update and swap ads in and out, while Resume Search provides access to a database of millions of active and passive candidates—supporting employers’ immediate hiring needs and helping them build their talent pipelines.

One of iHire’s most popular tools is its Job Wrap workflow automation solution, which captures job ads from employers’ websites and automatically posts them to the appropriate iHire communities.
“The employer provides us with an XML feed or a career site URL, and we take care of the rest,” Flook noted. “Essentially, we eliminate the task of posting the same ad to numerous sites, one by one, and ensure the employer receives a pool of industry-focused candidates.”

For job seekers, iHire’s iMatch candidate matching solution uses advanced logic to aggregate job ads from across the web, assign them to the right iHire niche communities, and deliver relevant opportunities directly to candidates. The algorithm is always learning from candidates’ behavior and site activity, providing job seekers with the most pertinent employment leads. Other tools include iScore, which scores resumes against a job posting’s requirements, and Resume Review, which intuitively identifies common resume mistakes. Candidates can also work with iHire’s certified resume writers for even more personalized resume optimization.

Along with its sharp industry focus, iHire’s knack for innovation makes its solutions stand out in a competitive marketplace. “We apply design thinking to our solution development process, where we focus first on users’ challenges and determine how technology can address them,” Flook said. “Additionally, we use the Agile development methodology, allowing us to be iterative and collaborative in evolving our solutions. Because of this approach, we typically deliver five or six new features across our platform every month.”

Despite its technology prowess, iHire never loses sight of what matters most: the customer. The company offers live customer service and support—providing a human “touch” that users appreciate, according to Flook. This commitment to personalized service reflects iHire’s philosophy on today’s workforce, where technologies like AI are rendering many traditional jobs obsolete and leveling the playing field between small and large companies.

“Anyone can use technology to improve the way they do business, whether that involves simplifying talent acquisition or automating a task,” Flook concluded. “People are your most valuable asset, which is why finding, hiring and retaining talent is more important than ever. That makes what we do— connecting employers with qualified candidates—much more meaningful.”
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Company
iHire

Headquarters
Frederick, MD

Management
Steve Flook, President & CEO

Description
iHire connects the right candidates with the right opportunities throughout the US. With 56 niche communities, they accelerate employers’ and job seekers’ abilities to reach their employment goals by focusing their searches in an industry-specific environment. For employers, they have dedicated account managers, user-friendly hiring tools, affordable job posting and resume search options, and customized packages that help to fill open positions quickly. For job seekers, the company provides a single place to find the best jobs online, iScore resume assessments, expert career advice, and professional resume and cover letter writing services

iHire News

iHire Highlights the State of Online Recruiting in 2nd Annual Report


Steve Flook, President and CEO

Frederick, Maryland –iHire today published its second annual State of Online Recruiting Report, highlighting the results of a survey of 3,184 U.S. employers and job seekers across 56 industries. Survey responses suggest that the COVID-19 pandemic has amplified the struggle to find qualified talent and heightened candidate frustration with a lack of employer communication.

Key findings detailed in iHire’s State of Online Recruiting 2020 Report include the following:

The majority of employers (77.1%) struggle to find qualified talent: 39.0% of employers said “receiving unqualified/irrelevant applicants” was their No. 1 challenge when recruiting through an online job board, website, or community, while 38.1% said “finding qualified candidates in my area” was their main concern. Finding qualified, relevant talent was also the most common employer challenge cited in 2019’s survey.

Job seekers crave stronger employer communication: 18.8% of candidates were most frustrated by not hearing back from employers after applying and/or interviewing (versus 26.4% in 2019). Unfortunately, the forthcoming “mass applies” from unemployed professionals eager to find work will amplify this challenge, as keeping up with the volume of candidates and informing each one about their application’s status will be more difficult.

Employers and job seekers are becoming more proactive in their search for one another: Perhaps a positive effect of the pandemic, iHire’s survey showed a rise in passive hiring (13.9% in 2020, versus 9.8% in 2019). This indicates that more employers are building candidate pipelines and nurturing talent pools so they may quickly fill positions when they are ready to hire. Similarly, 17.4% of candidates said they were employed but passively searching for a job (up from 11.1% in 2020).

Despite economic concerns, businesses are actively hiring again: When asked which trend would most impact online recruiting in the coming year, 35.2% of employers cited “limitations on hiring in general due to economic downturn.” However, businesses appear to be on the upswing, as 72.8% of employers said they were actively hiring. With job seekers’ openness to work remotely (just 13.3% of those surveyed said they preferred to work in an office 100% of the time, given the circumstances), employers have more flexibility in keeping their businesses open and positions filled.

Candidates are increasingly taking an industry-focused approach to their job searches: 21.5% of candidates surveyed said they first go to industry-specific platforms when searching for a new job, up from 17.1% in 2019. As more job seekers test the waters of niche talent communities, employers may find qualified applicants faster if they do the same – according to iHire’s survey, 48.8% of employers who said their No. 1 challenge was receiving unqualified/irrelevant applicants turn to a general job board first. General job boards may cast a wide net, but finding the most qualified applicants often requires cutting through a great deal of noise.





“As recently unemployed professionals flood the job market, employers are poised to experience an applicant overload,” said Steve Flook, President and CEO, iHire. “Although this will intensify the quest for qualified candidates and attribute to the ‘applicant black hole,’ we are optimistic that organizations will continue to make progress in addressing these challenges. We hope that our 2020 State of Online Recruiting Report will help keep these issues in the spotlight as business open back up, resume hiring, and look to better connect with great talent.”

A total of 3,184 U.S. job seekers (2,841) and employers (343) responded to iHire’s State of Online Recruiting Survey in May and June 2020. Respondents came from iHire’s database of employers and job seekers across 56 industries and of various company sizes.