The biggest part of a candidates experience takes place before even making contact with them. Oftentimes, this process begins the moment they find a job post from your company. Ensuring that this process is smooth for job seekers sets the tone for how they approach...
The Applicant Manager Blog
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Did you know that the percentage of US employees testing positive for drugs has increased over the past 2 years? This includes an increase in usage across nearly all workforce categories and drug test specimen types, according to Quest Diagnostics. Drug screening is an effective way to screen out applicants with drug abuse problems.
Most private employers can decide whether to test for drug use at their own discretion. However, there are some exceptions. The federal government does regulate safety-sensitive industries. For example, companies hiring drivers have to follow drug testing regulations put in place by the Department of Transportation (DOT).
Perhaps no other industry in the employment marketplace has been affected by the COVID-19 pandemic as much as the Hospitality industry. Due to the nature of the professions within this industry, you can understand why the pandemic has had such a detrimental effect.
But as anybody who works or has worked in Hospitality can attest, it was a unique and complex industry before the pandemic began. In fact, it’s unlike any other. As a result, HR is often plagued by challenges and obstacles not encountered by those working in other industries.
We’ve addressed the benefits and advantages job video interviews before in this blog. And of course, the COVID-19 pandemic has forced most employers to utilize video interviews when screening candidates for their open positions.
Here’s the good news. The video interviewing of the past was expensive. It required costly, bulky equipment, and required coordinating a time and place with compatible equipment on the other end. Now, almost everyone has the capability and access to conduct video interviews via phone, tablet or laptop.
Building a strong brand presence should be more than just a focus for the marketing team. Creating a positive employment brand is an important component when it comes to recruitment. Companies like Google and Salesforce have reputations for being great places to work, from their creative and collaborative work environments to excellent perks, like Google’s free cafeteria for employees. When a company has a reputation for being an awesome place to work, applicants come flocking.
Put yourself in an applicant’s shoes. When they apply for a job at your organization what is their experience? Do they receive an acknowledgement that their application has been received? Will they be contacted even if they’re not a good fit or when they fail at a step in the recruiting workflow?
What some employers don’t realize is that not only do most candidates expect an automated reply that acknowledges their application, the majority also expect a personal email response and even anticipate a phone call.