5 Tips to Know About Applicant Tracking Systems Looking for an applicant tracking solution that can simplify your HR experience? With the right ATS, you can analyze, track, and strategize your talent acquisition processes better. Expect more than a system that helps...
If we have learned anything in the last year, it is that remote work has brought with it a new way of working. While many have sour opinions of remote work life, many are up and leaving their jobs if they don't allow some flexibility around it. Given that there was a...
Software Advice recently selected The Applicant Manager as a FrontRunner in the ATS software category. Based entirely on both user reviews and user experience, the FrontRunner recognition is given to platforms that perform the best in each category. TAM is now...
As a recruiter, it’s easy to get so buried in the weeds at times that we forget there are thousands of other people out there having the same challenges and asking the same questions. Indecisive hiring managers, frustrating candidates, too many requisitions to fill, and not enough hours in the day. The good news is that in those moments when you come up for air, or at least another cup of coffee, there are resources available to not only support you, but to remind you that you are never in this recruiting gig all alone.
There are some fantastic sites and blogs out there that if you’re not already familiar with, are worth your time to check out. The following list is made up of resources that provide a world of information on recruiting and Human Resources, but not in the most traditional way, which is just one of the many things that make them so enjoyable. read more…
Years ago, companies could hide behind their impressive buildings and stock earnings, leaving potential employees wishing for a glimpse behind the marble-tiled foyer to find out how it might feel to be one of “them”. Knowing someone who worked there might be the lucky break that could give them the inside scoop they needed to find out bits of knowledge regarding salaries, corporate culture, and advancement opportunities. This would sometimes be all the first-hand information available to a job-seeker before deciding to interview with a company they admired from afar.
Those days are over.
Not only are companies more purposely transparent through the use of websites and a heavy social media presence, but because of sites like Glassdoor, a TAM Integration Partner, their current and past employees have the opportunity to share anything they care to about things like pay, benefits, working conditions, hours, growth potential, and leadership. (see below information on the upcoming Glassdoor webinar)
There are plenty of reasons that some people choose to go out on their own and work as independent contractors: flexible hours, unlimited income potential, control over income taxes, and control over the trajectory of their careers. There are also many reasons companies like to hire independent contractors, two of the most common being scalability and cost.
Some companies question when they should begin to transition from hiring independent contractors to full-time employees, but a more serious question should be, are your independent contractors already employees who have been misclassified? According to the U.S. Department of Labor (DOL), most workers are employees. The DOL issued a guidance in July of 2015 stating that the “misclassification of employees as independent contractors is found in an increasing number of workplaces in the United States…”. The guidance goes on to state that when employees are improperly classified, those workers may not receive protections common in the workplace, such as minimum wage pay, overtime compensation, unemployment insurance, and workers’ compensation. The reality is that this is another one of the situations where “it’s good until it’s not.” Thus, the problem is that employees classified as independent contractors will request to be classified as such until they realize that they are in dispute with their employer, e.g., they are terminated and request benefits normally provided to employees.
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With all the job boards available, it’s not always easy to decide where your time and money are best spent. So what is the best job board? The short answer – there really isn’t just one. Not for everyone, anyway. There are, however, better ones. The key is figuring out what makes sense for your business, and to spend your time and money in those places. Let’s begin by breaking things down…
Most everyone is familiar with the fun, “crazy” culture at famous tech companies like Google and Facebook. Napping pods, comfy lounge spaces, game rooms, free food, and putting greens are certainly a diversion from most corporate environments. It’s common for startups to take a new approach, after all, there are certain risks associated with being different that commonly pay off. There are times, however, when this is not the case.
Bad Crazy
In early February, CEO and founder of Zenefits, Parker Conrad, resigned from his position at the Human Resources software startup. The underlying cause? According to newly appointed CEO, well-known Silicon Valley entrepreneur, David Sacks, “Our culture and tone have been inappropriate for a highly regulated company.”
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Recruiting has changed. The advent of so many startups, a new generation of workers, social media and technology, have all changed the game. Not only has the way we go about crafting job descriptions and posting roles changed, but even the start of the recruiting phase now begins well before a position is actually open. With everything that is evolving within talent acquisition, what hasn’t changed is that better recruiting leads to lower turnover and a lower cost per hire.
Consequences of a Bad Hire – Beyond Turnover Cost
This recent study shows the average cost per hire to be at $4,000. But what is the turnover cost per hire if they’re bad hires? Turnover costs are estimated to be one-third of a new hire’s annual salary or more in order to replace them. However, the consequences of making a bad hire go beyond this. There are other costs as well, such as reduced morale among employees, disruption to a department, slower production, an increased workload, and depending on their position, the potential of lost sales or customers.
There are a whole host of factors that contribute to employee turnover; boredom, low pay, lack of recognition, limited advancement opportunities, dissatisfaction with management. However, one of the largest reasons for high turnover, 80% according to a statistic by The Harvard Business Review, is due to making a poor hiring decision in the first place.
It may appear that your new employee has made the final decision to join your organization the moment they accept your offer, when in reality, the majority of the time, an employee is still making that decision up to six months after they’ve begun working for your company.
This study, sponsored by The Society for Human Resources Management Foundation (SHRM Foundation), found that half of all hourly workers leave within 120 days, citing issues with onboarding and training as one of their largest reasons for job dissatisfaction. Replacing employees is not only time consuming, it’s costly, and causes lost productivity. Additionally, high turnover can do long-term damage to company morale.
Companies seeking to be an employer of choice recognize the value in creating an engaging company culture. A large part of that engagement is a high-quality onboarding process. Onboarding is no longer doing paperwork for a few hours on a Monday morning. Employers of choice understand that onboarding is an ongoing part of an effective recruitment and retention strategy. For true engagement, employees both new and seasoned, need to be a part of the Plan. They need to feel like they understand organizational goals, how sales affects the overall success, and how their role contributes to the organization’s success.
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Without an applicant tracking system (ATS) to handle your OFCCP/Affirmative Action reporting, you could find yourself swimming in a sea of spreadsheets. Not only that, but you may unknowingly be inviting unwanted trouble.
There are many benefits to producing OFCCP reports through the right ATS, not the least of which is mitigating risk by making sure that recruiters are being compliant. Companies are able to monitor recruiting operations and identify any issues or problems before they become an issue, allowing themselves time to take corrective action prior to any potential OFCCP reviews or audits. Additionally, with the right applicant management system, OFCCP/Affirmative Action reports can be produced easily and quickly. Having those reports available on-demand ensures timeliness, accuracy, and consistency.
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Gwynne Monahan, best known by her Twitter handle @econwriter5, is a senior content writer at Inflection and GoodHire. In the following guest post, Gwynne d
One only need to look at Colorado to see the financial windfall states can receive by legalizing recreational marijuana. In its fiscal year post-legalization, it cleared almost $70 million in tax revenue. That was more than the tax revenue from alcohol sales. It’s surprising more states haven’t followed suit, but there’s another side to the story. What happens to pre-employment drug screening, or random drug tests on the job?
While I’d prefer the legalization of recreational marijuana over, say, taxing my Netflix usage, the question gives me pause. Technically speaking, marijuana is an illegal substance.
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