Candidate Relationship Management with HireBee

Candidate Relationship Management in Recruitment

The candidate is at the center of everything, you can’t build a recruitment strategy without prioritizing the candidate experience. It’s like neglecting the customer and the product quality when selling a product. But it would be unfair to blame yourself for letting candidates down if you’re not recruiting with recruitment software. Doing all the hard work and keeping everything afloat all by yourself is unreliable. What hiring teams need is a system which makes the process easy both for them and the candidates. What hiring teams need is HireBee to manage their candidate relationship management.

How Does HireBee Help You Manage Your Relationship with Your Candidates?

HireBee is a recruitment platform with which you can easily set up your candidate relationship management. Its many capabilities enable hiring teams to create an organized, customized and automated communication process with job applicants, as well as manage other important responsibilities which would otherwise be a pain in the neck. By making your hiring less mundane and freeing up more time to focus on what the human does best, you will see tremendous results in both your talent acquisition and your sanity!

Here are some of our features and capabilities which make managing your candidate relationships with HireBee a no-brainer!

Workflows & Integration with Mail

What seems to frustrate candidates the most is that often they’ll be applying to jobs and will never be hearing back from the employers! And what sucks most is that the majority of the time this is done unintentionally! Due to improper workflows in place, lack of centralization of the operations, loss of information, lack of time to go through all the resumes, or for any other reason. Integrating with mail to keep all your communications in one place will concentrate and bolster your communications. Automating communication with candidates along their progress and a mailbox for only your recruitment are available!

Automating candidate communication starts with setting up workflows accordingly with your recruitment needs. Each stage in the workflow is accompanied by a an email template which can be easily customized. Upon applicant status change, recruiters can choose to automatically send this email to the candidate. Additionally, you can also choose to have the mails be sent each time without verification, and also tweak the mail to include details personalized to the candidate.

In addition, communications with candidates are made easier and more organized, with a candidate mailbox, from where you have an inbox of all mails received from candidates, and can send mails to candidates. In addition to this, you can mail candidates directly from their profile, and make communication convenient and fast.

Custom Application Forms

Customizing Application Forms with HireBee

One of the most important things when recruiting with HireBee is that you retain wide control of your candidate experience. That includes application forms and deciding how you want the candidate to apply for your vacancy. Limited customizability is available directly through the platform, whilst more detailed customizations can be provided to users on-request.

Candidate History

Forgetting interactions and progression with candidates is unnecessary in the modern age. HireBee’s candidate profiles log the full history of interactions with candidates. Everything from communication, job application, applicant status change, job invitation, and much more is logged and easily accessible on the candidates’ profiles.

Archiving Candidates with HireBee

Additionally, all your candidates can be archived after moving through the pipeline. Saving your past active candidates in your database and being able to invite them is a great way to make use of some of your most favorite talent in your pipeline which couldn’t be given a job previously.

Feedback Forms

For hiring teams, it cannot go understated how important it is to have a proper procedure in place when you are collecting feedback from your team. Not only does feedback need to be communicated properly, but the criteria for reviewing candidates should be standardized, and made easily visible and accessible. HireBee’s feedback forms allow hiring teams to rate candidates based on professional and personal traits, give an overall ranking and add additional comments. All feedback forms submitted are available to the team on the candidate profile. As such, reviewing candidates based on multi-level feedback and making collaborated decisions is easy and efficient.

Video Interview Scheduling with Zoom Integration

HireBee Zoom Integration

Covid-19 has seen the need for video interviews explode out of the water. And as hiring teams have outweighed the benefits vs the draw-backs of conducting virtual job interviews, video interviews have grown in popularity and are here to stay. HireBee’s Zoom and Calendar integrations make video interviewing scheduling easy and organized.

If you’re tracking your metrics and realize that you’ve been spending way too much time stuck in the interviewing stage, trying to schedule your interviews with no overlaps; chances are you need to revamp your process. HireBee’s interview scheduling is just one of the many features which enable hiring teams to manage their time properly and streamline their hiring.

Regain control of the hiring process and make time for all of your candidates with HireBee’s all-in-one hiring platform!

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Challenges Posed by Virtual Job Interviews

Both virtual and in-person job interviews have their advantages and their disadvantages, however the former is rapidly taking speed and at the expense of the latter. With Covid-19 having largely amplified the trend of getting things done remotely, virtual job interviews are on the rise.  Also, as the trend of remote working has taken speed, more companies started hiring globally. With remote working enabling global hires, virtual job interviews became necessary for some looking to expand their talent pool to foreign labor markets.

Today we look at some of the challenges that may arise when conducting virtual job interviews vs in-person interviews.

Challenges of Virtual Job Interviews

Job Interview Body Language

Limited Body Language Evaluation

Probably one of the biggest challenges in virtual job interviews is the limited body language that the interviewer can evaluate. Body language can say a lot about the candidate’s personality, confidence levels, focus, their attitude and many more traits which can be important in determining whether they’re the right organizational fit. 

Very important indicators are missing during virtual job interviews, indicators which make the job interview process lucrative. The posture of the candidate, eye contact, their clothes, hand movements, the way they greet the interviewers, their handshake and even their departing farewell, are all things that the best job interviewers pick up on and take note of. Not having these indicators can hurt the decision-making process, and could potentially lead to the company not always making the right or the best hires.

Job Interview Rapport

Building Rapport

Another problem that may come with virtual job interviews, which is connected with limited body language expressions through video interviews, is building rapport. Through the web, it may be harder to connect with the job candidate because the interaction is not face-to-face. Smiles, nods, head tilts and other social cues may be harder to pick up on and empathize with. It’s just more difficult to remember these things which come to us naturally when we socialize in-person. However, candidates and interviewers alike will need to make active efforts to remember to transmit and pick up on social cues. 

Demonstrating Company Culture

With in-person interviews, candidates enter the office, are greeted by staff, and can examine the area and the people within. It is equally as important for the candidate to be able to acquire a first impression of the working place and the company culture in-person. This can’t be done with virtual job interviews.

This challenge is not only posed with remote job interviews, but also with many different remote activities, such as remote working. Remote connections with people are weaker than personal connections and this may get in the way of work-life integration. This alone however shouldn’t be of great concern if the business successfully establishes team building practices, where remote co-workers can get to know each other better. This may be particularly important, since work-life integration will not go smoothly without better connectivity.

Technical Issues

Last but not least, there may be technical issues standing between the way of virtual job interview success. In-person interviews are pretty standard, the only issue of accessing the interview may be locating the office where it will be held. Whilst for virtual job interviews, unclear instructions of how and when the interview will be conducted may result in some confusion.

This is why it would be useful to standardize the video interviewing process, where the interviewer will know through what platform the interview will be conducted, how the interview will be conducted and how the candidate will be alerted. With recruitment software like HireBee, customized workflows, email templates, candidate communication automation and integrations with Zoom and Google/Outlook Calendars allow you to easily create and send interview links with the scheduled date and time in an automated manner, adding the meeting to your calendar.

Other technical issues such as bad internet latency, broken equipment (microphone, webcam, computer, etc.) or just bad audio or camera quality may also deteriorate the interviewing process.


It would be unfair to end this article with such negativity. As mentioned, in-person and virtual job interviews both have their upsides and downsides. The purpose of this article is to mainly shed light on some of the challenges faced by virtual job interviews, as to debunk misconceptions they are always better than in-person interviews. However, it feels necessary to also include the main advantage of virtual job interviews, which can be so huge for some that these challenges don’t even matter.

This advantage is saving time. Virtual job interviews are conducted faster, without any transportation needs, and can hence increase the availability of both parties for an interview, making interview scheduling easier and faster. Furthermore, Zoom and other video conferencing tools allow users to record meetings, which can then be reviewed later by the team. 

Virtual job interviews can also be asynchronous, which pretty much means that it is pre-recorded by both parties. This further eliminates interview scheduling needs, and empowers recruiters to review interviews at their own time, making the process faster. Although this in itself has its disadvantages, such as not being able to build rapport, not being able to be spontaneous, and making the process feel less like a conversation and less human.

In conclusion, conducting job interviews remotely has challenges that you should be ready to take on if you want to reap its time-saving benefits. Evaluate thoroughly whether you’ll be ready to face these challenges, and if you are going to be expanding your talent pool and remotely hiring globally, you’ll have no other choice!

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3 Common Employer Branding Mistakes to Avoid

Employer branding has become an important part of recruitment, with companies being pressured to be competitive in the labour market with their offerings to their employees. This is obviously a good thing for the employees, but small business owners may find it hard to compete with massive employer brands. In our previous article, we discussed the main aspects of employer branding. Now we will look at some common mistakes made in recruitment which could be hurting your employer branding.

Candidate waiting for response

1. Bad Candidate Communication

No one likes being ghosted. After applying to your job opening, candidates expect to hear back from you, and they expect this to happen within a reasonable timeframe. Not reaching back to rejected candidates, not reviewing all job applicants and not keeping candidates informed with the progress of their application are all common mistakes which hurt your candidate experience.

In the eyes of the applicants, this is their only personal experience with you thus far, so all the great working conditions and your beautiful employer brand messaging won’t matter if you let them down during the application process. This is because to job-seekers, the candidate experience is representative of the employee experience.

You can luckily easily fix this problem with automated candidate communication. With HireBee, you can create email templates which are sent out automatically to candidates when you move them through the hiring process. The templates allow you to find a balance between personalized and automated emails.

Make a good first impression

2. Failing to Make a Good First Impression

Attracting talent is difficult with an unattractive job description. A clumsy job description with unclear tasks and responsibilities, unclear remuneration, no inspiring mission, and no flavour is one sure way of driving away talented individuals who saw your job opening.

Make sure your job descriptions are beautifully crafted to lay out all that the job applicant will need to know in one place, and that your brand’s personality shines through. What you will need is a career website, linked in your job postings on online job boards, which showcase your brand’s personality and company culture, and allow you to insert valuable content for the applicant. If applicants are going to be researching your company on the web anyways, why not leave a good impression by providing some of what they are looking for before they surf the web for more info?

HireBee’s career page builder is an easy to use tool which allows you to craft beautifully designed career pages. Linked to your job postings, this career page will allow you to include: your company info, active job openings, employment benefits, videos, a photo gallery, testimonials and social media links.

Bored businessman

3. Slow interview scheduling

You have reviewed a candidate, and decided to move them through to an interview stage. However, now you will need to schedule an interview time and date with them. Being too slow with your interview scheduling may result in you losing the candidate, as they would have progressed faster through the application processes of other employers and already received offers.  Additionally, this hurts the candidate experience, and we’ve already discussed why you don’t want that to happen.

With HireBee, interview scheduling is easily done through the platform with calendar integrations and Zoom integration for online interviews. Application status changes to the interview stages of your workflow requires you to put in a scheduled date and time, so you’ll never forget or delay interviews with your candidates.

We hope that you avoid these mistakes in the future, and come out on top with your employer branding strategy! In a bid to create a successful employer brand, there’s no need to make these completely avoidable mistakes!

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