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Ways to Hire & Onboard Remote Workers

Ways to Hire & Onboard Remote Workers

Ways to Hire & Onboard Remote Workers Recruiting remote workers has shifted to become a main focus for many businesses. Prior to the pandemic, many companies had little to no best practices in place for recruiting, hiring and onboarding remote workers and had to...

Tips & Trick for Onboarding a New Hire

Tips & Trick for Onboarding a New Hire

Tips & Tricks for Onboarding a New Hire Finding a new employee may seem like the end of a journey, but a new one is just beginning. Ensuring a smooth onboarding process is critical. It’s not as easy as filling out forms and starting the new job. Having a...

Using Data to Help the Hiring Process

Using Data to Help the Hiring Process

Using Data to Help the Hiring Process Recruiting employees is vital to the success of your business, but it can be difficult to focus your efforts. Recruitment software can help your business analyze data to produce the best results.  Leveraging the power of data can...

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Recruiting Best Practices
3 Surprising Ways an All-In-One Solution Will Disappoint You

3 Surprising Ways an All-In-One Solution Will Disappoint You

Let’s say that, for your next date-night, you choose the new fancy steakhouse in town. Their chef is world-famous, and you’ve never seen such stellar reviews for a pricey steak dinner. They promise to cater to your every need for the evening, and the meal does not disappoint. That is, until your dessert arrives. Where the rest of your dinner thrilled, your bland, boring soufflé falls, literally and figuratively, flat.

Sure, you might go back for that killer steak, but the next time the waiter asks if you’d like a dessert menu, you politely pass, despite your insistent sweet-tooth. Why would you settle for a lackluster lava cake, when the best bakery in town is right down the street? The bakery staff are experts in their craft, and their passion and expertise are reflected in their unique creations and uncompromising service. You know that their meringues and macarons will never, ever disappoint. Dessert is important! Why would you compromise? read more…

One Question That You Can’t Ask Job Applicants

One Question That You Can’t Ask Job Applicants

Overlapping Caution, Warning, Danger and Hazard Tape Background In an effort to continue working toward closing the gender wage gap, more states are enacting laws that prevent an employer from asking a candidate or applicant for compensation history.

read more…

Best Practices for Hiring Non-Profit Talent

Best Practices for Hiring Non-Profit Talent

With 2020 (finally!) behind us, 2021 brings a sense of change and hope possibly greater than ever before. While last year was a difficult year for non-profit organizations and donations, we know the future looks bright for the industry and expect it to bounce back after the year of hardships.

According to a 2020 report from Johns Hopkins University, the nonprofit sector is still the third largest in the economy, with over 12 million jobs. With a rebound in fundraising and private sector spending in 2021, non-profits will continue to be a great industry for placements.

For recruiters, non-profit placements can be tricky considering a candidate would probably want to align more with the organization’s viewpoints and efforts. These types of organizations also don’t have quite the placement power that bigger companies do when seeking top talent, so they can be at a disadvantage.

That said, here are some best practices to follow when hiring non-profit talent:

1. Include the company values and mission in the job description

In order to communicate the role and its responsibilities, the main purpose of the opportunity has to be there. In non-profit specifically, this description may also contain the value in working with the company. The goal is to grab those candidates who share those same value sets.

Including the nonprofit organization’s mission statement and core values, as well as clear expectations for potential hires, can help ensure a smoother hiring process with a more productive workforce.

2. Utilize multiple recruiting channels

When it comes to nonprofit job orders, promoting the open positions across different channels can help expand the reach to find that position’s perfect candidate. Websites like Monster, LinkedIn, CareerBuilder along with nonprofit specific websites such as Idealist, Foundation List, and National Council of Nonprofits are great for spreading the word on a really good opportunity.

The more avenues that are experimented with, the better chance the position can gain some traction and get filled!

3. Recruit with referrals

For non-profit job orders, sometimes the best way to get traction on it is by word of mouth. Or in this case, referral via technology. Creating an effective way to start referrals between candidates can result in better placements and longer employment for jobs.

4. Proactive Recruiting

Oftentimes the best way to get a placement is simply to do some proactive recruiting. Gathering lists or pools of talent can oftentimes help when you find job orders that need filling. Taking the initiative to scout out talent ahead of time can save your clients time in the long run when waiting for positions to be filled.

Using a type of applicant tracking system can help you to store your candidate information can be really beneficial as well, making communication and scheduling times to talk much easier. Equally as helpful during times of proactive and reactive recruiting.

If an Applicant Tracking System offers it, you can also take advantage of their other features such as onboarding that make life easier for bringing on new hires!

5. Streamlined Recruiting

Many candidates won’t want to have their time wasted by a long recruitment process. Rather, having materials, meetings and clear and open communication in place ahead of time is a good way to pursue candidates and save time.

This can be tough for a nonprofit organization that usually wants to match the values and ideals of the candidate and visa versa – however with clear communication throughout, the process can be streamlined.

6. Get nonprofit recruiting Firm help

If nothing else, you can turn to recruiting firms that only specialize in nonprofit placements. These firms often already have pools built up filled with candidates that can be placed into job orders. This is a surefire way to make sure there is an efficient and timely onboarding process.

9 Ways to Recruit Talented Employees

9 Ways to Recruit Talented Employees

Employee smiling in foreground as colleagues collaborate in open office environmentBecause of today’s candidate-centric job market, organizations now face steeper challenges when it comes to recruiting. One of the biggest obstacles recruiters face when it comes to reaching top talent? Breaking through all of the online noise to grab job seekers’ attention.

In this post you’ll find nine processes, tools, and technologies that will help recruitment professionals like you understand how to recruit talented employees despite the increased competition for applicants and attention.

read more…

How Much Does it Cost to Recruit an Employee?

How Much Does it Cost to Recruit an Employee?

Recruiter using a laptop and calculator to determine the cost of hiring a candidate.Have you ever taken time to quantify the costs involved with recruiting a new employee? If you’ve never actually tracked the time, dollars, and resources required for finding a single, new employee, you likely only have a very vague, incomplete idea of the actual costs.

Ignorance is bliss, right? Maybe. However, knowledge is power. Instead of continuing to cruise along looking at your recruitment process through rose-colored glasses, let’s dig into the direct and indirect costs of this vital function.

read more…

Should Employers Use Social Media to Screen Job Applicants?

Should Employers Use Social Media to Screen Job Applicants?

A phone showing Facebook login screen and Scrabble tiles spelling "social media"

If you use social media to screen applicants, you’re not alone. The Harris Poll conducted a national survey of hiring managers and HR professionals on behalf of CareerBuilder during the spring of 2018. The study revealed that 70 percent of employers now use social media sites to research applicants during the recruiting process.

Maybe you’re wondering why that number isn’t higher? After all, we live in an increasingly connected world where more and more people have social media accounts. Why not take advantage of that free peek into the personalities and characteristics of would-be employees? 

Social media screening has rewards, but it also carries risks. In this post, we’ll break down the pros and cons of using social media screening when hiring. Let’s get started!

The Benefits of Using Social Media to Screen Applicants

The information is free and easy to access on public profiles. One obvious benefit to reviewing job applicants’ social media presence is that the person’s details are often public and freely available for anyone to review. A quick search on a social network can quickly reveal a lot about a job seeker.

A social presence can give you a glimpse into what other people say about the applicant. Sites like LinkedIn give people the opportunity to recommend others. Testimonials on a person’s profile can give you insights about what a candidate may bring to the job.

A review of social media can help you weed out the bad apples. Unfortunately, some people have social profiles that are celebrations of poor judgment, bad decisions, criminal activity, and other generally bad behavior. Fortunately for you, you can see these behaviors and weed out applicants before you ever invite them in for an interview. 

The Risks of Using Social Media to Screen Applicants

Your decision-making could be unconsciously biased by what you see. Let’s say a candidate you screen via social media has a pretty clean profile. He loves sports, has a dog. Oh, he also mentions that he’s a member of a certain religion and is proud of his heritage.

Or what about the woman who just applied? Maybe you see her terrific profile plus the fact that she’s just announced that she’s pregnant. You know you can’t discriminate based on pregnancy, but you may still have had a little nagging thought of, “oh, she will go on maternity leave within the year if I hire her.” Unconscious bias can affect everyone from time to time.

If you wouldn’t (and you shouldn’t) ask questions during an interview that would require disclosure of the information mentioned above, then you need to carefully weigh the risk versus the reward when it comes to reviewing social media profiles, especially the personal ones like Facebook and Instagram. 

Social media screenings could leave you open to allegations of discrimination. If you plan to use social media screenings as part of your process, you may find a candidate accusing you of discrimination under Title VII of the Civil Rights Act. A person could claim you saw his or her ethnicity, religious affiliation, or other protected information and used that information in your decision making.

Even if you don’t use social media screenings, it’s not inconceivable to think people could make these same accusations just based on the assumption that you might have viewed their public profiles.

A thorough screening policy coupled with documentation about each candidate’s qualifications and your decision-making process could be useful if you ever face a lawsuit.

How Should You Proceed?

If you plan on using social media to help you vet candidates for open positions, you should keep these tips from Les Rosen of Employment Screening Resources in mind.

  • Perform a social media check with the applicant’s consent only after you’ve made a job offer. The offer is contingent upon the completion of the check.
  • Develop a standard screen process that demonstrates how hiring decisions are based objectively on job description criteria.
  • Consider using a third party to perform the social media check with the third party providing only job-related information to help you make a hiring decision.

However, a better alternative to social media screening is to use an applicant tracking system (ATS) that keeps you focused on the objective, job-related data when screening applicants. An ATS gives you the tools to look beyond simple resumes, applications and pre-screening questions in evaluating job candidates, with options like custom-prescreening and pass-fail questions to screen out under-qualified candidates. 

Click below to read our guide to selecting the best ATS for your business.

Learn More

Employment and Social Media in Recruitment and Selection: Screening Job Applicants

In terms of social media and job applicants, if you use social media sites to screen applicants, then you’re not alone. According to a survey conducted last year by The Manifest, a business news and how-to website, 90% of employers find social media important when they evaluate candidates. In addition, 79% of HR professionals have denied a job to a candidate due to inappropriate content on social media.

In other words, that’s nine out of every 10 employers who find social media important when evaluating candidates. Considering the proliferation of social media in our lives, that number is not too surprising. In fact, it probably wouldn’t be surprising if the number was 10 out of 10. And who knows? One day in the near future, that will most likely be the case.

After all, we live in an increasingly connected world where more and more people have social media accounts. Why not take advantage of that free peek into the personalities and characteristics of would-be employees? Well, since we went to all the trouble of posing this question, the least we can do is attempt to answer it.

Using social media to screen job seekers and applicants has rewards, but it also carries its fair share of risks. In this blog post, we’ll break down the pros and cons of social media and job applicants in the recruiting process. Let’s get started!

Social media and employment: the benefits of screening applicants

So when it comes to social media and job applicants nine out of 10 employers would not use social media to evaluate applicants unless they believed there is some sort of benefit derived from doing so. So before we discuss the risks involved in using social media for this purpose, let’s take a look at some of the benefits, including the following three:

#1—The information is free and easy to access on public profiles.

One obvious benefit to reviewing job applicants’ social media presence is that the person’s details are often public and freely available for anyone to review. A quick search on a social network can quickly reveal a lot about a job seeker.

#2—A social presence can give you a glimpse into what other people say.

What they say about the applicant, that is. Social media sites like LinkedIn give people the opportunity to recommend others. Testimonials on a person’s profile can give you insights about what a candidate may bring to the job and what kind of value they can offer.

#3—A review of social media can help you eliminate “bad apples.”

Unfortunately, some people have social profiles that are celebrations of poor judgment, bad decisions, criminal activity, and other generally bad behavior. Fortunately for you, you can see these behaviors and eliminate applicants before you ever invite them in for an interview. According to the same Manifest survey mentioned above, 79% of HR professionals have denied a job candidate due to inappropriate content that they found on the candidate’s social media accounts.

The risks of using social media in recruitment and selection

However, there is a “flip side to the coin” in terms of using social media in recruitment and selection. Your first question might be, “Is it even legal to check out applicants’ social media profiles?”

The short answer is “Yes . . . as long as the hiring manager or HR professional is viewing public information.” (And you’d be surprised by how many job applicants have their social media profiles set to “public” without even realizing that’s the case.) Another answer to that question might be, “Yes . . . for now.” Since the protection of consumer data and privacy is such a hot topic these days, there’s no telling what the future holds in terms of social media and employment. Of course, this possibility opens up a set of other questions. For example, if a law is passed prohibiting hiring managers to use social media to screen job applicants, then how will that law be enforced? And if it’s successfully enforced, what will the penalties be?

But regardless of whether it’s legal (or even ethical) to use social media in the hiring process to screen job seekers and applicants, there are still very real risks involved with doing so. Below are two of the biggest risks:

#1—Your decision making could be unconsciously biased by what you see.

Let’s say a candidate you screen via social media has a pretty clean profile. He loves sports, has a dog. Oh, he also mentions that he’s a member of a certain religion and is proud of his heritage.

Or what about the woman who just applied? Maybe you see her terrific profile plus the fact that she’s just announced that she’s pregnant. You know you can’t discriminate based on pregnancy, but you may still have had a little nagging thought of, “oh, she will go on maternity leave within the year if I hire her.” Unconscious bias can affect everyone from time to time.

If you wouldn’t (and you shouldn’t) ask questions during an interview that would require disclosure of the information mentioned above, then you need to carefully weigh the risk versus the reward when it comes to reviewing social media profiles, especially the personal ones like Facebook and Instagram.

#2—Social media screenings could leave you open to allegations of discrimination.

If you plan to use social media screenings as part of your process, you may find a candidate accusing you of discrimination under Title VII of the Civil Rights Act. A person could claim you saw his or her ethnicity, religious affiliation, or other protected information and used that information in your decision making.

Even if you don’t use social media screenings, it’s not inconceivable to think people could make these same accusations just based on the assumption that you might have viewed their public profiles. A thorough screening policy coupled with documentation about each candidate’s qualifications and your decision-making process could be useful if you ever face a lawsuit.

Social media and job applicants: how should you proceed?

Now that we’ve addressed the benefits and analyzed the risks involved with social media and employment, we still have one more question to answer: “How should you proceed?” As is often the case in situations such as these, “With caution” seems to be the correct answer. However, you’re sure to be seeking a more specific answer to that questions. 

So if you plan to use social media in recruitment and selection, then keep in mind these three helpful tips from Les Rosen of Employment Screening Resources:

  1. Perform a social media check with the applicant’s consent only after you’ve made a job offer. The offer is contingent upon the completion of the check.
  2. Develop a standard screen process that demonstrates how hiring decisions are based objectively on job description criteria.
  3. Consider using a third party to perform the social media check with the third party providing only job-related information to help you make a hiring decision.

When it comes to social media and employment, “better safe than sorry” should be the mantra. Do not underestimate the power of unconscious bias. Regardless of your best intentions, it has the potential to negatively affect your decision making, and by extension, the results of the hiring process.

Social media, the hiring process, and your ATS

A better alternative to using social media in recruitment and selection is to use an intuitive and powerful applicant tracking system (ATS). The best ATS software for recruiting and hiring can keep you focused on what’s most important in terms of screening applicants: simple, job-related data.

The right applicant tracking software can look beyond simple resumes to find the information you need to make the best hire possible. It does this through, among other things, custom prescreening and pass-fail questions designed to screen out under-qualified job candidates.

The Applicant Manager (TAM) is just such an ATS! TAM offers a full suite of applicant tracking and evaluation features that can help you source, recruit, and hire the best job candidates for your company’s open positions. These features include a simple all-in-one candidate profile, custom interview guides for job-related assessments, easy applicant disposition (thumbs up or thumbs down), and multiple options for sharing resumes and soliciting feedback.

Click below to read our guide to selecting the best ATS for your business!

Learn More

(Editor’s note: the information provided in this blog post should NOT be construed as legal advice. If you have specific questions about this topic, consult your legal counsel.)

OFCCP Regulations and Guidelines for Government Recruitment

OFCCP Regulations and Guidelines for Government Recruitment

Diverse cast of government contracted workers discussing ideas at the conference tableDoes your company have any contracts with the federal government or plan to become a federal contractor in the future? If so, you should familiarize yourself with the rules and regulations of the Office of Federal Contract and Compliance Programs (OFCCP) to ensure you’re up to date on recruiting best practices.

The OFCCP’s mission is to ensure that federal government contractors and subcontractors comply with legal obligations to take affirmative action and prevent discrimination. Sounds simple, right? Yes, but there are specific details you need to be aware of so that you are fully compliant.

Let’s take a look at the OFCCP rules and regulations and how they may apply to your organization’s recruitment efforts.

read more…

3 Problems in the Recruitment & Selection Process (and How to Solve Them)

3 Problems in the Recruitment & Selection Process (and How to Solve Them)

Two men at computer collaborating on how to get past their challenges in the recruitment and selection processIn 2018, the U.S. unemployment rate is the lowest we’ve seen in ten years.  While that’s exciting news for the economy and job seekers, it means increasing competition for recruiters and hiring managers. The hiring goals you’ve laid out within your recruiting process are going to be even more challenging to meet than you may have anticipated. In fact, you’re probably facing one or more of the problems below. Don’t worry, we have some tips to help you through them!

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What is an End-to-End Recruitment Process?

What is an End-to-End Recruitment Process?

Using a phone, laptop, and pens to create an end to end recruitment processAn end-to-end recruiting process, also referred to as “full cycle,” encompasses the complete recruiting process from conception to execution. Successful on-boarding is the end goal. When human resource departments and recruiting consultants take the end-to-end approach, companies are more likely to place the right people. 

Here are six steps to create an effective turn-key recruitment process.

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