ZipRecruiter vs Hireology: Which is a better fit?

Panashe B.: Hello. My name is Panashe. I'm the IT specialist for [inaudible 00:00:04] Solutions, and I rate ZipRecruiter five stars out of five stars. In addition to ZipRecruiter, I have tried out Indeed, I've tried FlexJobs, and, of course, [inaudible 00:00:19] Solutions. And I think they're good compared to ZipRecruiter. I put them at the same level. I chose ZipRecruiter because a friend of mine recommended it and I found it easier to use compared to the others. Setting up the ZipRecruiter account wasn't hard because it can link with our social, and when it comes to doing the recruitment and all, it's easier to get the job that you need and all. So, yeah, I guess it was pretty easy for someone who is tech savvy. [inaudible 00:01:00] might consider using ZipRecruiter. I would advise them to keep an eye out on the emails because you can get a lot of emails.

Cheryl B.: My name is Cheryl. I am the BDC manager for an auto group dealership of over 250 employees, and I would rate Hireology a five out of five. Before Hireology, we were using somewhat of a hodgepodge, basically logging into recruiting websites and job listing websites individually and directly, and receiving applications individually and directly. They were inconsistent, the formats were inconsistent, and the results were inconsistent. We chose Hireology because it was a one-stop shop in terms of recruiting, keeping our applicants coordinated and organized, running background checks on them, anywhere from auto mechanics here at our dealership to admin staff, salespeople, customer service. We have multiple department managers and we wanted an easy, seamless, and intuitive software, and we felt Hireology was just the one for us. Getting started with Hireology was somewhat seamless. We had a great account rep who transitioned us in getting us familiar with the software, which wasn't that complicated because it is pretty intuitive. We had some basic training, and that's all we really needed. We then built our job listings, our job postings. We also built questionnaires and pre-interviews for applicants to send into us, and basically customized what type of background checks we'd be wanting, and we launched. The advice I would have for somebody considering Hireology would be to have a point person at your company be the Hireology guru. This way if there's any account questions or issues, which are rare, that they could be the person that would be the direct contact. They're also kind of the people that when there's new features that get rolled out, should you need to know how to use it and not sure, you would go to them as well. Basically, kind of wanting to understand what your reach is in terms of trying to get applicants, what kind of job listings you would have out there, and also what kind of questions you want to ask your applicants, and make those questionnaires.