Latest news

Automatically serve up multiple assessments to candidates triggered by different responses – a super-effective way to make shorter work of shortlisting. Find out how here.

Send automated or one-off candidate communications via text – a simple (and super effective) way to nudge action or keep them updated. Read all about it here.

As useful as video is for recruiters, it can be challenging for some candidates. Our multimedia question resolves that issue by offering a more inclusive option: Letting candidates choose how they answer, with either a video, audio, an image or in a typed response. 

Even beyond the back-pat glow of doing the right thing, inclusive workplaces have 19% higher revenue, and are 70% more likely to capture a new market. But wanting diversity and getting it are two separate issues – here are some of the things we’ve learned that could help.

If you use DocuSign, PandaDoc or soon, Adobe Sign to manage contracts with your candidates, our new integration will let you send bulk contracts and get signed docs back in hours, not days. Make the candidate experience better, keep your store managers sweet and save yourself a massive amount of fiddling around. 

We're all about making the slow, complicated part of high-volume recruitment super-speedy based on real, reliable data. Customised assessments and instant longlists of pre-qualified candidates are a big part of how we deliver that. The quality of those longlists are crucial, so it’s unsurprising we’ve spent a lot (read: most) of our time and energy getting those right. So, how do we do it?

We're taking a break from Recruitment, to share a bit about our own journey as a business, making more ethical, conscious choices. This time, we're talking about branded swag, and how we're committed to doing it differently.

It’s hard to overstate how important a great HR Tech stack is to your recruitment process. But added technology of course means more opportunity for security breaches, and the millions of dollars in lost productivity, time-consuming fixes or big fines from the likes of the GDPR. So before you hand any new potential HR tech providers over to your CIO, here’s what to ask.

As the smart, savvy recruitment professional that you are, you probably know how your employer brand should look in images and social media posts. But have you considered how it should talk? That’s a big part of the puzzle and a massive opportunity to strengthen your employer brand and bring in more of those juicy benefits. 

Our team have been working at designing a fresh, new look for our brand. Take a gander at the new face of Weirdly.

You’re in this game because you love people, not staring at a Word doc agonising over a headline. But bear with us. When you’re talking about things like social media job ads or follow-up emails, writing is how you create or strengthen relationships. Here are five surprisingly simple techniques you can use right now to make your writing sing like a pro.

We’re big, big fans of talent communities – we’ve been banging on about them since 2015 and they’re still so great. Here’s why you need one and how to build it.

The entrepreneur, who founded retail giant Zappos, approached business differently – he knew that how people connect to and feel about a company’s culture and values was, perhaps, the most important metric of all. 

More people are looking for work, and that means volume management has become the issue of the day for recruiters. We’re talking piles – literal stacks – of printed resumés sitting in front of you for just one job. “The temptation, naturally, is to speed through that first cull. And you’re not the only one: the average hiring manager gives each CV no more than a measly six to ten seconds.” – Financial Review That speed? It’s a problem.

We know good onboarding is a critical part of setting new hires up for success. But when it has to be totally virtual, how does that even work? We started back at the beginning, asking ourselves “What is an excellent onboarding experience?” Once we had our list, we set about finding clever ways to replicate that from afar. Here’s what worked.

2020 hasn’t been, like, the greatest year so far, what with massive civil unrest, drought and raging bush fires (remember those?). Oh, and that pesky global pandemic. For better or worse, here are some of the new-work-order shifts we’re predicting.

Diverse people bring diverse points of view, experiences and ways of problem-solving. But – and it’s a biggy – there’s no point in having diverse voices if no one is listening to them.

Your recruiting bias is holding your company back. Here’s how to eliminate it to improve diversity and inclusion, from Weirdly.

What metrics do you actually need to know you’re tracking in the right direction, and where you can make changes that’ll soup-up your process? We’re glad you asked.

From pre-employment assessments to talent communities, we have your 5 genuinely useful tips to cut your time to hire in half.

NZ is following places like China and Italy into full lockdown mode. New South Wales, Victoria and (hopefully) the rest of Australia are close behind. Ignoring the toilet paper feuds for a second, it’s awesome to see that in the face of all that uncertainty, there’s an overwhelming trend toward compassion.

Getting great customer feedback is an awesome boost at this time of year. So you can imagine when Katie Noakes (Recruiting Manager, ANZ&Singapore at Uber) said she was keen to share some about her Weirdly experience, we were pretty chuffed.

Read our curated a list of the top candidate experience pain-points, as voiced by actual candidates.

With Weirdly’s integration, pre-screening for soft-skills has never been easier for Greenhouse users.

We’ve broken them down under the categories in a typical stack to make it super easy to follow.