Now more than ever, recruitment teams are asked to do more with less in a competitive job market while juggling high turnover and an influx of poor-fit candidates.
HighMatch automates your recruiting process by identifying those candidates whose innate traits and abilities do not align with your roles and culture.
When combined with an ATS, you can automatically screen out those unqualified candidates, letting your recruiters focus on those most likely to be successful.
We have helped a number of our clients solve this particular challenge, including:
Polaris is a leader in the fight to eradicate modern slavery. Their mission is to disrupt the human trafficking networks operating around the world that take lives and freedom.
Moore’s Electric and Mechanical provides commercial construction, HVAC and industrial services, and is dedicated to the principles of service and commitment to their customers.
Established in 1928, Consolidated Supply Co. distributes quality plumbing, waterworks, and heating products to clients all over the Northwest.
The University of Central Oklahoma is one of the state’s top public universities, founded in 1890 and currently educating over 17,000 students.
Fischbach is a global market leader in the sealant and adhesives industry, known for their quality standards in both production & customer service.
“We love the ability to customize the assessment specifically to our roles – the flexibility of the program is outstanding.”
Between posting the job, reviewing resumes, pre-screening candidates and then interviewing them, recruiting can quickly become overwhelming, especially when you have other competing responsibilities.
Download our Recruiting Efficiency Fact Sheet for additional facts around the true opportunity cost related to hiring, and learn how the right pre-employment assessment can help improve your hiring efficiency and put time back on your schedule by filtering our poor-fit candidates early in the process.
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