pepelwerk helps simply your Talent Aquisition and Development technology, reduces cost per hire, and predictively builds your workforce. 

Who is a pepelwerk customer?

• Interested in equitable hiring 
• Interested in matching people to jobs based on attitude, attributes and abilities (skills and knowledge)
• Interested in reaching more young adults, military in transition and adults in career transition
• Interested in skilling and reskilling current employees and developing candidates to close skills gap
• Interested in predictively building their candidate pool 
• Employers who are growing more than 5%
• Employers who are downsizing or restructuring 
• Employers who are looking for skilled people that match their team and company attitude towards work

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No need to recreate the wheel of sourcing, screening, and evaluating. Let the pepelwerk hire hub provide you with pre-screened, pre-qualified candidates so that you can hire a diverse and skilled workforce and can get them onboard as soon as possible to start getting work done.

Simplify Sourcing

You don’t need to or want to have your hiring practices associated with targeted ads. It’s risky and unnecessary. We will grow your talent pool for you.

Skilling, Upskilling, Reskilling

Have you ever met a candidate you liked but just didn’t have the technical skills you needed? Of course, you have. Not a problem anymore. Offer reskilling or upskilling on-demand to your candidates and employees to close the skills gap.

Blind Matching

Getting millions of resumes is only beneficial for pay-per-click job boards. It doesn’t benefit the candidate or the person hiring. Let us pre-screen, qualify and remove applicants who can’t do the job. You focus on getting to know the applicants who are a match for the job.

Integrate With HR Management Systems

The pepelwerk hiring hub is the ideal pre-hire experience that works and integrates with your existing payroll, human resource management system, or service management platform.

It’s About The People Not The Technology

Companies offering a job on pepelwerk have a vested interest in creating a working world that is equitable. No fluff here. Just measurable social impact. and support for all applicants.

Privacy & Compliance

pepelwerk is a closed ecosystem. This means that you can’t search for personal or identifiable information. We don’t just comply with all PII and GDPR, we go above and beyond.

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QJumpers is an AI based talent sourcing and recruitment solution, ideal for remote hiring.

QJumpers offers and handles automated AI based head hunting technology, mobile friendly job applications, job requisition, customizable workflows, talent pool management, interview scheduling, collaborative decision-making, onboarding automation, and more!

Users can integrate their existing job boards, onboarding tools, payroll, and human resource information systems; as well as connect to various assessment providers, background check systems, careers portals, and social media sites.

QJumpers’ customizable workflows allows users to use the software in the way that suits their individual recruitment processes. Permissions, roles and viewing rights can be controlled, and jobs can be delegated to different team members. With the job requisition module, multiple workflows with fixed or stepped approvers can be created, override power can be assigned to certain users, and all approvers receive email alerts. QJumpers also enables the generation and management of a range of employment offer documents, including offer letters, schedules, tax forms, induction information, and more!

QJumpers’ talent pool provides each organization with their own database of potential new employees, with search and filter functionality to locate the ideal candidate when new opportunities open. Candidates can be grouped into various lists and tagged to make sourcing easier. An audit trail for each candidate is generated from contact histories and notes on candidates, and users can view which jobs each candidate applied for, their application status, when they were shortlisted and by who, and all emails generated. A range of reports can be created to provide insight into the number of applications, withdrawn applications, applicants shortlisted/interviewed/hired, active and filled roles, time to hire, and more!

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ProForce has elevated the standard in comprehensive Employer Branding through the use of our proprietary Employer Brand Strength Assessment ^TM – the most comprehensive Employer Branding and Talent Attraction assessment tool of its kind!

ASSESSMENT SCOPE INCLUDES…

• 200+ Public Data Points that Impact Employer Reputation including,
• Job Descriptions
• Total Rewards
• Candidate Communication
• Position Management
• Opportunity Marketing
• Recruiting Operations
• Consumer Reputation – Social Proof
• Third Party – BBB
• Third Party – TrustPilot
• Third Party – Yelp
• Third Party – Other
• Achievements – Awards
• Achievements – Recognition
• Achievements – Press Coverage
• Achievements – Industry Opinion
• Social – Facebook
• Social – Instagram
• Social – Twitter
• Social – Other
• Social – Employee Engagement
• Social – Leadership Engagement
• Employer Reputation – Glassdoor
• Employer Reputation – Indeed
• Employer Reputation – Other
• MicroCultures – Workforces
• MicroCultures – Geographies

The ProForce Employer Brand Strength Assessment ^TM

THE PROBLEM…

If you are not getting High Quality Applicants for your open jobs, the root cause may be your Employer Brand. A Candidate’s initial exposure to your Employer Brand reputation and the subsequent Candidate Experience (CaX) ultimately determines if they will be in the applicant pool.

The fix is not a Marketing Strategy. It is not an Employer Branding exercise. It is not a Communication campaign. The path to a great Employer Brand is a commitment to creating a great External Perception and being committed to creating an Internal Culture that is consistent with that External Perception.

THE ROOT CAUSE…

Organizations that fail to Attract the Right Talent typically are using an outdated Recruiting Model instead of leveraging the Talent Attraction strategies being used by today’s global brands.

THE SOLUTION…

ProForce has leveraged years of Consulting, Branding, Executive Communications, Recruiting, Process Re-engineering and Operational Excellence to build a methodology to assess and elevate the organizational messaging of every communication at every phase of the entire candidate experience. Then, our process delivers consistent results through the execution of a well-defined and proven 6-step Methodology.

Everything starts with the ProForce Employer Brand Strength Assessment ^TM

OUR VALUE PROPOSITION…

ProForce empowers organizations to become an Employer of Choice by dramatically enhancing their Employer Brand so they can Attract High-Performing Talent that is also the Right Cultural Fit and win their War for Talent.

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Founded on validated theory and easy to use assessment delivery. As of 2013, all our assessments and associated HR administration are online – available 24/7 from any device or tablet.

• Proven Scientific Theory
• Role Specific Assessment Battery
• Blended Assessment Platform

Organisational Development

MindMill offer a series of HR interventions that assess and develop individuals to optimise an organisations performance potential. These interventions include:  A fully bespoke, no compromise and company specific approach to 360 appraisals. As well as an effective, anonymous Employee Engagement Survey that questions all aspects of an employee’s job. MindMill then produces easy to read reports highlighting themes and trends that allow organisations to improve employee satisfaction and engagement.

Personality Assessments

MindMill Self Inventory (SI) personality measure draws upon the most up to date theoretical thinking on measuring personality. The MindMill Self-Inventory has been developed from the Big Five theory, the most modern and well validated personality theory. Professor Sidney Irvine, the creator of MindMill assessments worked closely with Professor Raymond Christal, who along with Ernest Tupes developed the original Big Five theory of personality. Prof Irvine continued to develop the Big Five based on recommendations – the inclusion of an extra domain of assertiveness, plus instant measures of social desirability and guarded response.

Cognitive Assessments

MindMill cognitive assessments measure natural ability as opposed to academic ability. Our assessments do not dis-advantage any individual – they simply measure the raw potential of an individual (Trainability). MindMill measure trainability with our scale – Capacity to Process Information (CPI), this measurement is a fundamental building block in the rate of learning new skills on the job or success in initial training. This can determine how quickly someone will learn on a new tasks or how much help/guidance they will need in relation to learning new skills on a job.

Body Clock and Individual Adaptation Styles (bands)

This assessment measures an individual’s natural biorhythms or body clock. BANDS is useful in identifying the time of day an individual is likely to perform best, whether they need routine in their job role or if they can be flexible. It also assesses whether an individual is building up sleep debt on a regular occurrence. BANDS is unique yet a very important measure in today’s fast paced or shift based work life.

Jobs and Occupational Inventory (JOIN)

This assessment measures interests and motivation in terms of careers. It presents a wide range of related work activities in the shortest possible framework. Once choices are made, and are assessed for strength of interest, a more-fine-grained appraisal is possible. At the end, there is an option to view descriptions of the two most highly favoured jobs.

Norms

Norms can be identified as the established values, beliefs and behaviours of a particular group of individuals. In psychometric assessments, norms can be used to identify an individual’s behaviour relative to a particular group of people – a norm group. The norm group can range from a general sample such as the UK population to a more specific sample, such as a female graduate sales person.

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