The Dangers of “Pipeline Requisitions” in Recruitment

Posted by Misty Glorioso, PHR, SHRM-CP on May 18 2017

I have had several clients recently ask me about “Pipeline Requisitions.” And I will tell you, as I told them, as a compliance consultant, I am not a fan of them. The pipeline requisitions go outside my comfort zone, they go outside the box—the nice, clean, compliant box that clearly specifies the applicant data that needs to be included in an affirmative action plan

Rules of Thumb for High-Volume Job Openings

Posted by Lauren Collinson, Senior Communications Specialist on September 13 2016

Crafting a job description that will be seen by as many candidates as possible—and subsequently handling the work that comes along with it—is a difficult part of a recruiter’s job. If you find yourself wondering how you can improve your process, first be sure you’re adhering to the following rules of thumb:

Do Not Hide From Job Seekers! Optimize Your Job Listing

Posted by Lauren Collinson, Senior Communications Specialist on August 31 2016

Job descriptions have become incredibly complex, which has both helped and hurt HR departments. Here are a few tips to optimize your listings to ensure the right job seekers are finding them. 

Three Time-Management Tips for Recruiters

Posted by Carla Pittman, Senior Manager, Berkshire Associates on August 18 2016

Recruiters are expected to accomplish a lot on a daily basis. Time-management skills must be impeccable. If you find yourself in need of extra minutes on the clock at the end of each day, consider integrating some of the following tips into your routine:

Case Study: 84 Lumber Conquers Recruitment Challenges with BALANCEtrak

Posted by Berkshire Associates on August 11 2016


84 Lumber Company is the nation’s leading privately held supplier of building materials, manufactured components, and industry leading services for single and multi-family residences and commercial buildings. Founded in 1956, 84 Lumber operates more than 250 stores, component manufacturing plants, custom door shops, custom millwork shops, and engineered wood products (EWP) centers in 30 states—representing the top 130 markets in the country. 84 Lumber chose BALANCEtrak applicant trac

king system to address the need for speed, efficiency, and the management of high volume recruitment. With plans to open over a dozen more locations, BALANCEtrak solved issues related to streamlining processes, quickly identifying qualified candidates, recordkeeping, and automating workflow.

Video: Three Strategic Ways to Sequence Your Recruiting Tactics

Posted by Courtesy of on July 11 2016

This blog post is courtesy of

Research suggests active candidates make fantastic hires because it’s less expensive to recruit them, they bring more passion to their roles, and they’re more motivated to succeed on the job. So how can you adjust your recruiting strategy to attract more of them?

Be Prepared for the Healthcare Hiring Shortage

Posted by Lauren Collinson, Senior Communications Specialist on June 30 2016

It shouldn't come as a surprise that recruiters around the country are ramping up their efforts to hire the top healthcare talent available. The Bureau of Labor Statistics reported the nursing industry will grow 15 percent between 2012 and 2022. 

Recorded Webinar: Understanding the Employer and Candidate Connection

Posted by Mary Madden on April 18 2016

Recorded: 2015
56 minutes
Jessica Holden, BALANCEtrak Product Specialist, Berkshire Associates, and Tim Hudec, Screening & Verification Manager, Justifacts

This presentation, “Spring is in the Air! Employer and Candidate Love is Everywhere,” has valuable recruitment tips suitable for anytime of the year. HR experts share their insights on attracting the right, best-fit job candidates, how to create an authentic employer brand, tips on writing the best job descriptions and how to use references to ensure the right match. 

Creative or Crazy: Knowing which Candidates to Hire

Posted by Coriana Spencer, HR Industry Writer and Blogger on April 11 2016

Imagine incessantly refreshing your email inbox, anxiously jumping whenever the phone rings, or attempting to sound “normal” when you finally land an interview. This is the typical behavior of a nervous job seeker who is eagerly awaiting an opportunity to impress an employer. Most job seekers have the basics down: showcasing the best and most relevant experience on their résumé, arriving on time for the interview, dressing appropriately, and so on. However, with three in four full-time employed workers open to, or actively looking for, new job opportunities, the pressure to stand out is on. In this highly competitive job market, being qualified for a job opening isn’t always enough. With multiple skilled workers applying for the same positions, job seekers are becoming more creative with their approaches, and are going to extreme measures to get a spot at their desired workplace.

Attract Top Talent with These Three Strategies

Posted by Lauren Collinson, Senior Communications Specialist on February 26 2016

On average, only five candidates will be called in for an interview, Glassdoor reported. This leaves HR spending massive amounts of energy on less than ideal candidates, only to find the handful of elite talent hiding in the pile of résumés.

By attracting more top talent to job listings, HR’s job is made much easier to accomplish, and corporate gets a better pool of qualified employees. Here are some strategies to boost the quality of résumés you receive: