Via ReadWriteWeb …

SimplyHired.com, a job search site that aggregates job board postings and makes them searchable via one interface, is launching a new feature: Facebook integration. With the added opt-in functionality, you can see if any of your Facebook friends work at a particular company and you can pull back a list of all the companies where your friends are employed.

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Cloud computing creates enough disruptions for small businesses that it seems almost folly when we hear some of the stories we do.

We heard one story about an IT department that said that the company could not afford to have more people accessing the Internet. Yes, the Internet is too expensive for small business. Maybe it’s time to scrap the dial up?

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Ever applied to a job online only to have your résumé seemingly vanish into a void?

From crafting a winning cover letter to acing an interview, landing a job is tough enough in this market. But millions of job seekers can’t even get a foot in the door as they apply to countless positions and seldom hear anything in response.

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CORAL SPRINGS, FL (February 1, 2010) – Hirebridge LLC, a leader in applicant tracking solutions software, has debuted Hirebridge Unlimited. The novel, flat-rate pricing program is the ATS industry’s first plan that removes limits on the number of users, access or accounts. Hirebridge’s new pricing model allows customers to maximize their use of the industry leading online applicant and talent management software.

“An applicant tracking solution should be designed to fit the customer in both functionality and price,” said Jeff Kasten, Hirebridge Vice President and Director of Business Development. “Our new pricing model does just that. Everyone else charges per user. We don’t. We’ve thrown away the status quo and expect this will improve how our customers use and benefit from Hirebridge.”

The new Hirebridge model does not charge per user, essentially removing limits to the number of customer employees who can use or access the application. This empowers anyone in an organization to benefit from Hirebridge’s industry leading functions, like job posting, resume and candidate search and processing, recruitment and staffing tools, and overall recruitment and talent management. Pricing begins at $250 a month. Other ATS providers often base pricing on the number of users or the size of the customer. This can translate to annual contracts that can run $30,000 a year or more for “enterprise” plans.

“The industry’s standard ‘unlimited’ plans come with a hefty price tag that is both unaffordable to small- to mid-sized users and wrong for their individual needs,” Kasten says. “We’ve thrown away the need to pay for each user. Hirebridge is right-priced for any organization. We’ve redefined ‘unlimited everything.’ It’s applicant tracking without limits.”

About Hirebridge

Hirebridge LLC, (www.hirebridge.com) located in Coral Springs, FL, is a provider of web-based Applicant Tracking and Hiring Management Solutions. Its products and services include Hirebridge Recruiter, a powerful, web-based applicant tracking and candidate management system that provides businesses with easy-to-acquire and easy-to-use tools to reduce costs and streamline business operations. Hirebridge has successfully deployed solutions for more than 350 leading companies, including GoDaddy.com, Chicos, White House|Black Market, Snowbird Resort, Dressbarn, Menards, Maurices, and Campus Management.

Most applicant tracking systems do not have auto referral source tracking because it’s really hard to do and it is cumbersome to implement. Those that do have it typically require users to generate site-specific tracking codes that need to be placed in external postings. We think those are bad ideas and require too much manual labor, so we’ve automated the process and made it ridiculously easy to implement. Simply log in to your Hirebridge account, click on the Administration tab and look for the Automated Candidate Referral Source Tracking Maintenance link.

If you need any help setting this up, send an email to support@hirebridge.com and we’ll get back to you promptly with details.

Dr. John Sullivan’s recent article, Determining the Correct Source of Hire: the First Step in Recruiting Excellence, (ERE.net website) addresses these issues and points out what it he believes is ultimately the best approach. It’s an interesting read and covers some new areas that others haven’t addressed.

Here’s a link to the article:
http://bit.ly/7EotM

For thirty years as an employment counselor I spent a lot of time getting jobseekers to write résumés that would capture the attention of a human reader. Occasionally, companies would assign initial résumé screening to trainee fresh out of college. I taught 1970s jobseekers to write catchy résumés with impressive bullet points and bold print. The challenge I gave my charges: “Your job is to write a résumé that gets through to Bill, my mythical screener, in 15 seconds.”

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Employers throughout the world are increasingly struggling to keep pace with expanding hiring needs. A recent workforce planning study conducted by Aon Consulting for one of its clients showed that nearly 60 percent of its key knowledge workers and leaders would need to be replaced in the next five years.

But, demand for talented employees exceeds the supply, leaving many organizations wondering what strategies to adopt to retain and expand the workforce to maintain competitive advantage. Systematic workforce planning linked to key strategies and business challenges is a foundation for informed talent strategies and processes that will impact the bottom line favorably.

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GETTING a rejection letter is a painful part of job hunting, but at least it means you’ve been noticed. These days, I’ve been hearing about more job hunters who respond to online job postings, only to hear nothing back from the company. Ever.

Was the position filled? Is the company just taking a long time to fill it? Did the hiring manager even see the application? You may never know.

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A recession might seem like good news for employers looking to hire: with unemployment rates up, you’ve got more people to choose from and the opportunity to hire at a lower price.

While the current economic situation might make this a great time for you to expand your team, it can actually make hiring more expensive. Post a job ad and you’re likely to be swamped with potential applicants; and if budget is tight on your end, you’ve probably got limited capacity to screen a large pool.

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