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...
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 COVID-19 pandemic has transformed the employment marketplace, and one area which it has definitely impacted is that of the interviewing of candidates. When states across the country first started implementing lockdowns in 2020, in-person interviewing was hard to...
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.
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…
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)
>
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.”
read more…
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.
read more…