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...
This is part three of our five-part series about effective recruiting in a candidate driven market.
By: Edna Nakamoto and Jessica Barrett
In part two of our five-part series on recruiting, we took a look at resources, strategies and processes. We’ve already briefly touched on the topic of internal screening, but today, we’re going to further unpack this important topic.
All too often, as soon as an employee gives notice that they are leaving, organizations quickly post the open role to fill the vacancy as soon as possible. It’s a natural reaction as losing someone means lost productivity, lost revenue, and a heavier workload for their colleagues. However, taking a step back and examining your current talent pool may prove to be the best first option.
This is part two of our five-part series about effective recruiting in a candidate driven market.
By: Edna Nakamoto and Jessica Barrett
Two weeks ago we started our five-part series on recruiting, where we began by examining how we determine recruiting needs and establish strategic processes. This week, we’re going to take a look at recruiting resources, specific strategies, and more on processes.
Obviously one main focus of every recruiting team is where and how they will find candidates. In today’s recruiting climate, the opportunities for sourcing are significant. Let’s take a look at some of the tried and true, and some you may not have considered.
This is part one of our five-part series about effective recruiting in a candidate driven market.
By: Edna Nakamoto and Jessica Barrett
Recruiting today is not the same as it was even a few short years ago. The market is candidate driven, meaning the talent you’re seeking is receiving multiple offers at a time, being contacted by recruiters regularly, and in the position to change employers easily when their work stops being fulfilling. If you or your team are looking at making your recruiting more effective as you navigate these market changes, or are just jumping into recruiting, join us for our five-part series about effective recruiting in a candidate driven market.
Several states throughout the nation continue to experience significant change as it relates to employment. As of July 1, 2016, still more changes will be going into effect, and employers will need to be ready. These changes, affecting minimum wage and paid sick leave (PSL), can be expected to continue throughout the country.
In response to concern over the need for a living wage, State and municipalities are raising minimum wages and creating their own PSL laws. A great example is read more…
There are times when we assume that bigger is, of course, better. A bigger house, a bigger car, a bigger office. Through experience, we come to learn that bigger is definitely not always better. Just like a bigger house isn’t necessarily the best fit for a single person, or a sports car the right choice for a family of eight, your Applicant Tracking System (ATS) isn’t necessarily the better fit, just because it’s the biggest option on the market.
In the world of Applicant Tracking Systems, there are three different profiles companies generally fit into:
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TAM and GoodHire recently joined forces to present a webinar on background checks. They discussed the FCRA requirements that result in the most claims and how to comply, the role and requirements of the EEOC, when and how to use employment credit checks and drug screening, and how ban-the-box laws affect background checks.
In addition to reviewing relevant state laws and consulting with legal counsel, here are six must follow steps to create compliant employment screening policies for your business.
When New York City passed the nation’s most severe restrictions on employment credit reports in 2015, it joined 11 states and several other cities that limit the practice. Similar legislation is pending in 17 other states and at the federal level.
Even in places that have passed bans, though, exemptions exist. That’s because, despite the controversy, employment credit checks play an important – and in some cases required – role in due diligence around hiring.
The Controversy
A 2012 survey from the Society of Human Resource Management found that 45% of employers run employment credit reports to reduce or prevent theft, while 22% run them to reduce legal liability for negligent hiring.
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…
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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