A Step-By-Step Guide: Talent Pool


At last, you can organize your candidates all in one place!  

The Harri Talent Pool gives you the ability to create a categorized list of ideal candidates by tags. Allowing you to create up to 20 different tags to streamline your search and attain the best people for your available positions. Using our filters, you can narrow down your Shortlist by on tags to find your perfect employee.  Let's go through all the steps of how Talent Pool can help you hire more efficiently.

1) Select the Talent Pool Icon  From the Harri.com homepage, select "Talent Pool" on the upper right-hand corner of the page.  

2) Create Your Tags and Go To Your "Shortlist" Customize up to 20 different tags to organize your candidates to make it easier to share with your team and invite to apply to certain positions or locations

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3) Choose Candidates for Talent Pool Once you are in your Shortlist, select the candidates you want to add to your "Talent Pool" (Note: Have your tags in mind while selecting applicants) 

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4) Assign Tags to Candidates Add tags to the candidates you selected, you may add up to 5 tags per candidate.  Doing so will make it easier for you and your team to search for candidates, and note who you have screened previously.

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5) Return to Talent Pool and Double Check your Tags Once you're back in your Talent Pool, double check your tags to ensure that each candidate is labeled correctly.  This is also your chance to edit and remove tags, before the next step.  

5a) Make Notes for HR Team and Managers If you go into candidates' profiles directly you may add notes to inform your team and managers.  This gives little more guidance to the people interviewing candidates, but may not be screening them.    

 6) Invite Candidates to Apply for Available Positions When all candidates are labeled and noted, you may proceed to invite them to apply for the open jobs.  While we provide you with a template to message your applicants, you are free to customize this.  (Adding payrate, hours and benefits is highly encouraged here)


Is there a limit to the number of tags?

You are able to create up to 20 different tags for your Talent Pool. In addition, you may assign up to 5 tags to a specific candidate.

Will Talent Pool be sorted by tags?

Your Talent Pool will not be sorted by tags. Using our smart filters on the left-hand side of the page, you’re able to narrow down results based on tags, position, years experience, availability, and more.

When I create a tag, is it automatically assigned to the user?

Tags are not automatically assigned. Simply click on the newly created tag to add this label to a candidate.

Can I share my Talent Pool shared with anyone else?

Your Talent Pool can be accessed by anyone with a login for one of your brands.

How do I add notes to a candidate?

When you select a member from Search & Connect, click the “Notes” icon on the right hand side. Simply type anything you wish to save to a candidate’s card and click “Add notes”. Notes can be viewed by anyone with a login for one of your brands, as well as who posted the note and when it was added.

How do I contact people in my Talent Pool?

From your Talent Pool, click “Select” under each candidate icon that you wish to communicate with. On the top right of the page, click “Invite to Apply” and select the position from a dropdown menu. Type a message and click the “Invite” button to send your response.

Using Talent Pool, you’re able to create a customized list of top hospitality professionals who are the perfect fit for both current and future openings with your company. This new feature is another way for you to collaborate with your colleagues to build the most qualified team of talent for each of your brands.

Happy Hiring! 

Looking to Hire in Hospitality?

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How to Avoid Discriminatory Job Posts and Avoid Fines

Experienced Waitress Wanted Signs like the one posted above will soon be a thing of the past. What's the problem with it you ask? Read below.

Recently, the NYC Commission on Human Rights aka the "City Commission" increased its efforts to enforce the NYC Human Rights law. The committee has focused particularly on job postings examining advertisements on Craigslist that indicate a preference towards a particular gender or age. An example of this is a job posting for a "waitress" as opposed to using a more neutral job title of "server".  Another example is when an employer states that they are looking to hire someone described as "energetic". The term is often considered a code word for only wanting a "young" employee.

The committee goes a step beyond highlighting this type of language on job posts. In order to create further evidence of a violation, the committee sends multiple inquiries to the employer in question. These inquiries contain nearly identical resumes, however, some are sent from male applicants and others from female applicants. Tracking software is used to see if the employer only opens emails from only one gender or from both.

If discriminatory practices are in place, the City Commission sends an agency-initiated complaint of discrimination to the employer, alleging discrimination in employment based upon the job post and the protected class at issue (ex. age or gender). After the complaint is filed, the City Commission mandates supervisor training and an financial penalty ranging from $2,500 - $5,000.

Workplace Discrimination

The City Commission isn't the only government agency combing through Craigslist. The federal Equal Employment Opportunity Commission (EEOC) and other state agencies have been doing this for years. In addition to sending out resumes, these agencies have been known to send "spotters", who often apply to jobs in person in order to weed out discrimination based on gender, age, race etc. Hospitality and the Retail industries are prone to these types of investigations. It is not limited to the restaurant industry.

In order to avoid this type of investigation and the fines associated with it, employers should be extremely vigilant and thorough when drafting job posts, ensuring that they do not indicate any preference that may violate anti-discrimination laws. Employers are also advised to maintain records of each applicant and individual that interviewed for each job, including maintaining all resumes and applications submitted. Harri is already compliant to this law. Harri's built in features such as having the correct terminology preloaded for job posts and our Applicant Management System (AMS). Our AMS easily allows employers to track, message, store and hire; all from one dashboard for a cost less than Craigslist.

In addition to keeping records and using proper job posting techniques, staff training is also imperative. Employers should ensure employees that screening is not based on unlawful factors. Finally, a system of checks and balances should be implementing prior to posting ads online.

[Courtesy of The NY Alliance]

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You probably noticed a big change when you logged into your Harri profile this week. We listened to your feedback and just rolled out an exciting update to our Applicant Management System, making it easier than ever to screen, message and hire candidates all in one place. With this all new system, it only makes sense for you to manage all your applicants using Harri. Share your profile URL on your social media, website and wherever else you are promoting your jobs.

1. Your Applicant Management System got a facelift with an easier to read interface:

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Screen Shot 2014-05-01 at 11.48.12 AM



2. Enable SpeedyScreen to seamlessly review candidates:

3. Select from one of the three tabs to Interview, Save for Later or Pass:

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Screen Shot 2014-05-01 at 11.49.23 AM

That's it! Harri still functions in the same way, we just wanted to save you even more time when finding the right candidate.

How to Quickly & Efficiently Manage Your Harri Applicants

Harri is all about happiness in hiring, which is why we’ve designed our Applicant Management System in a way for you to most efficiently (and quickly!) manage and communicate with your applicants. Check out the quick video below to learn all the tips and tools associated with your own Applicant Management System!