JazzHR Now Integrates with WOTC.com: What to Know
Leverage the JazzHR and WOTC.com integration to save time, eliminate unnecessary paperwork, and potentially put money into the pockets of eligible participants. Read on to learn more
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Featured · Hiring Strategy
How to Write a Job Posting That Attracts Qualified Candidates
Turn an internal job description into a candidate-ready posting: a clear title, specific responsibilities, honest requirements, and the pay, location, and schedule details candidates look for first.
Latest Articles.
Fresh thinking from the JazzHR team and a cast of guest practitioners — small companies, big ideas.
Introducing Candidate Self-Scheduling in JazzHR
Eliminate the back-and-forth and empower candidates to self-select their preferred interview times with JazzHR Candidate Self-Scheduling.
3 Ways to Assess Soft Skills
Here are three strategies employers can use to make the process of determining soft skills a little less difficult during interviews.
Improve Your Passive Sourcing with JazzHR's Chrome Extension
Supercharge your sourcing efforts with JazzHR’s Candidate Importer – the newest addition to your streamlined sourcing stack.
Exploring the New Timerack Integration with JazzHR's ATS
Today, we’re excited to announce that JazzHR is expanding and diversifying our Partner EcoSystem with the addition of Time Rack, the first time and attendance software to integrate with JazzHR! Here is what you need to know about the integration.
Introducing Candidate Export Integrations in JazzHR
JazzHR’s newest Candidate Export Integrations allows teams to securely send candidate data from JazzHR to another software or web service.
Enhance the Employee Lifecycle with HR Cloud and JazzHR
Take complete control of the entire employee lifecycle by integrating JazzHR with HR Cloud. Our state-of-the-art platforms, working together, make finding, vetting, onboarding, and managing team members simple and intuitive. Read this blog post for all the details!
Tips on How to Design the Right Interview
You’ve identified the candidates that deserve a closer look and now it’s time to begin the interview process. But the first question you ask shouldn’t be to the person you’re hoping will take your company to the next level.
Hiring StrategyHow to Design Candidate Screening to Match the Job
There’s no time – and no reason – to talk to every person who submits an application. If you get 250 applicants for a job, perhaps four to six of those will make it to the interview stage. Learn the difference between screening in and screening out candidate’s.
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