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Archive for the ‘Recruiting’ Category

Recruiting on Facebook

As a thought leader in talent acquisition and a leading provider of social recruitment tools, iCIMS fields a lot of questions from recruiters pertaining to the use of social media in recruitment. Surprisingly, one of the most common concerns employers express involves advertising jobs on Facebook: Specifically, could Facebook job advertising damage the company’s employment brand reputation if the jobs end up posted near objectionable content?

Here, I think recruiters can take a lesson from marketing. The fact of the matter is, with such massive competition to attract the best talent, recruiters have, by necessity, become marketers for the company’s employment brand. Recruiters’ customers are job seekers and your products are the jobs you are trying to fill.


In the world of marketing, concern about the dangers of social media and brand reputation is certainly not new; it has existed since the first emergence of Web 2.0 in the mid-1990s. Back then, advertisers were desperately trying to figure out how to capitalize on a growing trend of un-moderated consumer interaction with peer-to-peer sharing, content syndication, self-publishing, and social media interaction. Since then, we have seen additional risks emerge within the world of Web 2.0: Rating- and review-oriented sites allow individuals to post potentially negative reviews, functions like the ability “Like” brands on social media allows companies brand content to display on personal feeds, which risks appearing near inappropriate content. Early on, there was no way for advertisers to know what uncontrolled interaction and uncontrolled content was going to do to their reputations.

The overwhelming prominence of social media in the modern world meant that, ultimately, marketing departments who wished to remain competitive in an increasingly social world had no choice but to take the leap into social media. In the end, businesses learned a new way to grow their customer base!

So, what about Objectionable Content? Questionable content was indeed a big fear for some. Still, many marketers pushed forward as common sense reminded them that Internet users see ads and content all the time, they are smart enough to look at each piece of content as its own entity. Think about it this way, if a person posts a You Tube music video to their Facebook profile and shortly thereafter posts a photo of the family dog, do you assume the family dog is a rock star? Of course not! Also, the wisest marketers realized that the benefit of free word-of-mouth advertising far outweighed many of the risks.

Even though most users are aware of distinction between separate pieces of content and engage with each piece as a distinct item, many social media providers understand that business still needs to be cautious when it comes to their brand reputation. Accordingly, social media providers such as Facebook have taken steps to keep social content as clean as possible with policies and content standards.
Still, some may question – Why bother with Facebook when I feel much more secure with content on Linkedin?

Simply, Statistics show that Facebook is, by far, the most popular and most engaging social network available today. That means, people pay attention to other people’s status updates and they are more likely to click on Facebook posts, see your job, and apply.

Furthermore, it’s often said that birds of a feather flock together. In the world of social media, that means that your smart employees are likely to have smart friends. You want those friends to take an interest in your job postings because you want smart people to fill your open positions. If you want to reach them, you need to grab their attention where they live – and that is on Facebook.

Rick Casmass at Valiant or Click Here for a free assessment.


Recruiting on Facebook

As a thought leader in talent acquisition and a leading provider of social recruitment tools, iCIMS fields a lot of questions from recruiters pertaining to the use of social media in recruitment. Surprisingly, one of the most common concerns employers express involves advertising jobs on Facebook: Specifically, could Facebook job advertising damage the company’s employment brand reputation if the jobs end up posted near objectionable content?

Here, I think recruiters can take a lesson from marketing. The fact of the matter is, with such massive competition to attract the best talent, recruiters have, by necessity, become marketers for the company’s employment brand. Recruiters’ customers are job seekers and your products are the jobs you are trying to fill.


Continue Reading…


Valiant Partners with TaxBreak, a division of neon Workforce Technologies, Inc., to Expand 'Return on Investment' Platform

Valiant’s existing and future clients remain top consideration when choosing the best products and services to offer within our ‘Return on Investment’ platform, and we continuously strives to provide value-added services for opportunities to maximize returns. One in five new hires may qualify a business for up to $9000 in tax credits. We have joined forces with TaxBreak, the industry’s leading tax credit provider, to ensure every credit opportunity is captured for each of our clients. By capturing these lucrative tax credits, our clients are able to maximize their returns on the unavoidable costs of hiring, increase cash flow and reduce income tax liability. A custom unique integration with TaxBreak offers a program that allows us to pre-screen applicants and identify every credit opportunity, including those with multi-location employees. Focused ONLY on tax credits and business incentives, TaxBreak holds the secret to simplifying the process and maximizing tax credit potential through compliance, which is optimized through their industry-leading software and technology.


Retail's Role in Job Creation

During January’s State of the Union, Obama called on the retail industry to create jobs and aid in the continuation of the nation’s economic recovery. As an industry that supports one out of every five U.S. workers, much of the retail industry met Obama with open arms. So, how does the retail industry plan on tackling this challenge? Aside from benefiting from the tax breaks the Obama administration is offering, retail recruiters will need to keep recruiting costs low and retention rates high in order to afford this major growth.

Retail's Role in Job Creation

Where to begin: Tips for Recruiting in Retail

  • Invest in screening qualified candidates now; better hiring practices will save money (by increasing retention) later. This means a standard assessment, an application, a brief interview and perhaps drug screening or criminal background checks.
  • Advertise the value. Employees that want to stay on board site career growth, learning, being a part of team, management recognition and others as contributing factors. Advertising these points to candidates will help them see the value in a retail career path.
  • Utilize HR technology to organize the high-volume of applicants. The retail industry comes with unique challenges when it comes to supporting both hourly and salaried employees, attracting candidates, and taking in applications. Tailor career portals around specific needs, segmenting corporate hiring from store hiring from internship hiring and beyond. Some HR technology providers can even set up in-store kiosks for walk-in traffic and applications.

Next Steps: Learn from other Retail Professionals
Want to learn more about recruiting in Retail? In the NYC area? Register for iCIMS’ HR Recruiter Event, March 9th in NYC! This event will provide HR professionals with the opportunity to discuss their unique ways of overcoming the many challenges that are linked with today’s talent management programs. Recruiters will have the chance to share their experiences and gain feedback from other retail industry professionals, as well as discuss best practices, network, and offer suggestions for the future. This evening event will feature a presentation from iCIMS’ client Tory Burch and is complimentary to attend. [If you’ve missed this event, please look out for a recap of talking points in an upcoming blog at www.icims.com/blog/.


2011 List of Background Screening Trends

Insights about hot topics that hiring professionals need to watch in the coming year

Discrimination issues, global screening, contractors, credit checks, social networking and a tsunami of legislation headline the 2011 list of top background screening trends from EmployeeScreenIQ. Since 2007, we’ve developed an annual list for HR professionals and executives; this year’s picks are designed to equip hiring professionals with advance information on crucial screening topics before they become everyday news. Without further adieu, the top nine trends for 2011 include:
1 – EEOC takes aggressive action toward employment background checks. The Equal Employment Opportunity Commission (EEOC) has increased their scrutiny of hiring practices, exposing employers to a greater risk of discrimination lawsuits. The EEOC is especially targeting “bright line” hiring decisions that automatically exclude candidates with criminal records, arrest Continue Reading…


Applicant Tracking System Eliminates Paper Applications, Streamlines Processes

Implementing an applicant tracking system at its company-owned restaurants has helped Burger King Corporation (BKC) address a variety of challenges it had faced with its previous hiring process.

Challenges to Tackle

The national fast-food chain used to accept paper job applications from walk-ins, but that process was proving to be too cumbersome. The overwhelming majority of applicants were walk-ins, and most stopped into a restaurant during the midday rush—between 11 a.m. and 2 p.m., says Jose Tomas, executive vice president and chief human resources and communications officer, Burger King Corporation (www.bk.com). At that time, managers are “busy making WHOPPER® sandwiches and taking care of guests.”

Sometimes, managers could interview an applicant on the spot. But if they were too busy Continue Reading…


Secrets Of Successful Hiring

Successful hiring practices will get the right people through the door and on your staff. The trick is in identifying those people who will best fit your company culture. Studies have shown that employees who are a good fit for a company are happier, stay longer, and are more productive than employees who are simply there to do their job. It’s a fine line but the difference is in attitude. That distinction makes all the difference for company morale and productivity.

A good way to find candidates who will be a good fit for your company or group is to look within the company first. It stands to reason that an employee with a good track record and favorable reviews will be someone you’ll want to advance within your company or group. When you promote from within, you also send a clear message that employees who want a future with career growth in your company have a chance at that future without having to go elsewhere.

Another excellent way to identify candidates who will be a good fit for your company or group is to ask your current employees for referrals. If they are good fits for the company culture, chances are good they’ll know others who will be. This isn’t the same thing as hiring your employee’s friends. It needs to be clear that you’re looking for people with a similar work ethic and approach to company goals. Then create an incentive that rewards employees who suggest people who go on to become successful hires.

A final step to take in your hiring process is to have the candidate interviewed by several people within the company. Have your people ask about the things they consider important for a good fit with the company. The key here is to hire someone who is not only competent, but able to mesh with others in the company. Again, this is not about popularity but about an attitude and approach to work that is synchronic with what is already working and in place.


Retaining Outstanding Performers

In any organization, there are employees who distinguish themselves as highly capable, outstanding performers. Clearly, you want to retain these employees. They not only perform their jobs in exemplary fashion but inspire other workers to do the same. They are as much an asset to your business as your client list or your patented processes. Retaining them should be a priority.

The first step to retaining outstanding employees is attracting them in the first place. If your business is small, this may not seem likely, but The Wall Street Journal’s How-To Guide suggests several ways to attract top notch candidates. The Guide advises pointing out the reduced amount of bureaucracy, the greater breadth in each job, and the flexibility to tailor a position to the needs of the employee. It also suggests attracting new employees through an employee referral program.

Once on board, The Inc. Motivating Workers page identifies 10 tasks that can be delegated to your most capable workers. Why delegate? Quite frankly, it gives your staff greater latitude in the day-to-day operation of your business and greater challenges in the scope of their responsibilities. What to delegate? Inc. suggests that payroll, human resources, IT issues, and time tracking are tasks that can be left to experts who can deal with the issues efficiently, reporting the results back to you while leaving you out of the details along the way. What to delegate as a way of keeping your best workers challenged? How about social media campaigns, customer care, task-oriented meetings, brainstorming and purchase decisions?

In short, the more you can give your highly capable employees to keep them challenged within the bounds of a reasonable workload, the happier they will be with their level of responsibility and position within the company. All of which results in a win-win for you because your time is freed for the tasks only you can perform, while the rest is done properly by people who appreciate the trust that you put in their abilities and who take pride in their accomplishments.


Powering your Part-time Hiring Strategy

Looking to add some part-time employees for the holiday season/new year?

Before your organization can count the money saved with adding part-time workers vs. full-time, it’s important to educate yourself on the logistics and legality behind it.

Whether your retail business is looking to add seasonal hires or your mid-sized organization is growing, part-timers may be the key to keeping costs down and productivity high. Before you start recruiting, take a moment to review the basics:
Recruiting for Part-Timers:

Despite the down economy, students may still be your best bet for part-time help, especially for summer, evening, or weekend hours.  Allbusiness.com suggests:

To tap into this applicant pool, try advertising in local and student newspapers/websites, as well as on bulletin boards at nearby high schools and colleges. You can also call nearby schools to see if they have employment offices that match students with potential employers. Other resources include temporary agencies and websites targeted at seasonal or part-time employment. In addition, retirees are good candidates for part-time help; consider advertising at local supermarkets or calling nearby retirement associations.

Leveraging an applicant tracking system can be a big part in keeping your part-time and full-time talent pools separate during the recruitment process. Use an ATS that constructs a dynamic workflow within the Applicant Flow to mimic the client’s hourly/part-time recruitment strategy. This includes additional Bins and Status Levels designed to match the hiring process for part-time candidates. Additional process includes screening questions focused on availability and experience to limit and manage large applicant volumes.

Hiring Part-Time Workers:

A recent article in the LA Times offered some “Did you Know” tips for organizations looking to add part-timers to their workforce:

Did you know…

  • Part-timers qualify for overtime, and meal and rest break rules might apply to them too. In California, which has a daily overtime rule, even an employee who comes in one day a week could be due overtime if he or she works more than eight hours in one day.
  • Some benefits, including certain retirement plans or leave laws such as the Federal Family Medical Leave Act, can be triggered if a worker exceeds a certain number of hours in a year, regardless of the employee’s part-time status.
  • Even a single part-time employee must be covered by workers’ compensation insurance, and minimum-wage laws must be followed.
  • Bringing a part-time worker aboard might bump up a business’ status with regard to employment laws. For example, if adding a part-time worker boosts the workforce from four to five, the business might have to comply with a state’s workplace disability rules.
  • If a small business expects to add part-time workers, it’s important for the owner to learn the rules that apply ahead of time and put the proper procedures in place.

Again, the benefits of utilizing a Talent Management system greatly facilitate the headaches of paper-work (automate it!) and compliance laws (track it!). So before you amp up your work force with part-timers for the holiday season, make sure you have a plan in place! Familiarize yourself with state laws for part timers, and make your life easier by having an applicant tracking/talent management system in place.
Additional Resources:


Part Time and Temporary Employees – Employee Rights Center (findlaw.com)

Part Time Employment Overview (United States Department of Labor)

Understanding the Federal HIRE Act (White Paper)

iCIMS Blogger, Katie Meeker


Simplifying Hourly Hiring: Questions to Ask Yourself

According to a recent SHRM Report March 2010 shows a net total of 21.3 percent of HR Managers who reported an increase in hourly hiring for the month. While the job market still has quite a way to go, an increase is always good news. As the economy prepares for more and more hourly positions, it is a good time for Recruiters and Hiring Managers to evaluate their hourly hiring process.

Hourly employment often sports a notoriously high turnover rate, and thus, it may seem difficult to ease the hiring process. Think again! Start by evaluating how well you find quality candidates. Finding top talent is important not only for worker productivity, but for worker retention. Sourcing workers willing to dedicate themselves to the job will bring you one step closer to an optimal hiring process and a lower turnover rate. As obvious as the following may be, here are three questions to ask yourself:

1. Are you utilizing the data taken from your Workforce Planning Analysis?

Regardless of if your business has pressing seasonal hiring demands, planning is quite important. Analyze your past hiring trends either through a computer program or more advanced talent management systems, as past data may be the key to preparing for future hiring surges. Highlighting  which months see a rise in turnover and which months see a lull in candidate engagement. By doing so, you will be more prepared to proactively source top talent. You will be one step ahead of the rest and your company will be able to hire top talent before your competitor does.

2.  Where are you posting your open positions?

Post positions where your target candidates will see them. Hourly candidates usually apply to jobs that are located within a five mile radius of their home. Therefore, post appropriately. Utilize local print publications, post on local web-boards, use social media sites and of course, have plenty of applications available for walk-ins.

3.  How easy-to-complete is your application process?

Simple is better. By having a straight-forward, concise application process, candidate engagement is likely to improve. Higher candidate engagement=Larger talent pool=Easier to source top talent. Go one step further and make your application an automated paperless process. Nowadays, many hourly hiring businesses are utilizing applicant tracking systems to create an entirely web-based application process, while also installing online application kiosks in-house for walk-in applicants. This comes with two major benefits. Firstly, candidates are more likely to fill out an easy-to-complete application. Secondly, less administrative work for the HR professional: candidate information is stored on a web-based location so you no longer need physical space for employee data storage. Efficient and effective hourly hiring processes means fewer headaches for the recruiter and hiring manager.

Your company could be next in the SHRM hiring analyses; therefore, start evaluating your hiring process today. Be proactive and begin building your quality workforce!

What are some other good ways to ease hourly-hiring processes? Does anyone else have any suggestions?

By iCIMS Blogger Karen Bucks


  
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