Archive for May, 2014

The Newest Trend in Applicant Tracking Systems

May 29th, 2014

Responsive is the newest trend for applicant tracking systems.

Today’s workforces are freer to work from anywhere they want to work. Employers expect people to be productive while on the move, which requires technology that empowers people to work from anywhere in the world, on whatever device they choose. As a result, workers are fueling the demand for mobile solutions. Employers must respond with responsive products. These platforms understand what screen size is being used to access the platform. Responsive platforms automatically provide context and will appropriately juxtapose the right data being displayed, with the right controls, on any device and on any browser, at speeds we’ve never experienced before.

If a vendor has no plans for creating a responsive version of their applicant tracking system in the next 6-12 months, this should be a huge red flag. 

When it comes to selecting an applicant tracking system, however, many organizations fail to ask the right questions. Employers have traditionally treated the hiring software selection process as a feature comparison—a static selection methodology that often ignores the most critical factor for success: user engagement. Without user engagement employers cannot expect to gain agility, collaboration, and efficiency from their hiring platform. Employers must understand each vendor’s mobile strategy before selecting a product.

Download and share the free Applicant Tracking System Trend Report to learn more.

It’s all About Prevention: EEOC & OFCCP Compliance

May 23rd, 2014

Human resources professionals need to keep track of many moving parts in the course of their job every day, from understanding what kind of talent is currently available to new developments in their industry. One crucial area where it is vital to stay on top of things is maintaining compliance with the Equal Employment Opportunity Commission and the Office of Federal Contract Compliance.

Often it is too late for companies to comply with the EEOC or OFCCP once they are being audited, which underscores the importance of preparing for compliance ahead of time just as you would prepare your financials in the general accounting department.

Not only do you need to prepare to avoid problems with regulators, you have to address equal employment issues from a public relations standpoint.

For example, Google’s annual shareholders meeting was disrupted in May by angry demonstrators led by the Rev. Jesse Jackson, protesting the low number of blacks, Latinos and members of other minority groups hired by the search engine giant. In response to the criticism, Google announced that it would make transparent the number of minority employees it has hired, according to a recent report in the San Jose Mercury News.

Any private employer with 15 or more employees working 20 or more weeks each year is subject to federal law regarding Title VII of the Civil Rights Act of 1964.

Complying with these requirements includes treating everyone fairly no matter what their religion, sex, race, national origin or disability, noted a recent article in the Houston Chronicle. The best approach is to establish a zero-tolerance policy for discrimination and harassment. This means disciplining employees who fail to meet your anti-discrimination policies so you can prevent violations from occurring.

Part of planning ahead includes setting up a records retention program. You must maintain records (payroll, benefits plans and any records of your merit system) for a year after terminating an employee in order to remain in compliance with the equal employment regulations. Details about your pay rates must be stored for two years.

It’s also a good idea to verify that your applicant tracking system is always updated to the latest version. For example, the application tracking system from Newton has an enhancement to take into account all applicable changes to Section 503 and VEVRAA regulations. It improves the voluntary self-identification capability to accommodate the rights of war veterans, for example, and explains the application process better to your job applicants.

Prudent hiring managers will want to make every effort to plan ahead to avoid running into any pitfalls in complying with EEOC and OFCCP requirements as they recruit and take on new employees. This is essential both in terms of avoiding discrimination lawsuits and damaging your reputation in the marketplace.

Are You Hiring The Top Minds of a New Generation?

May 9th, 2014

hiring millenialsIt’s only natural to want to hire the cream of the crop for your company, and this typically means that you will want to focus your recruitment efforts on the top college graduates every year to fill your ongoing workplace needs.

However, today’s top students are becoming increasingly aware of their value to businesses and are interested in better incentives and attention from potential employers. You may need to adjust your approach to ensure that you have a good shot at hiring the top minds of the new generation.

Give College Graduates Plenty of Feedback and Opportunities to Grow

By 2015, some 60% of all available job opportunities will require the skill and knowledge of just 20% of the applicant pool, noted Kathryn Dill in a recent piece at Forbes. She cited statistics from the “Class of 2014: Your Next Generation of Top Talent” survey from Achievers, a company that develops employee engagement applications.

The survey shows that graduates are searching for firms that will provide them with an opportunity to grow in their field, along with plenty of feedback and rewards.

To meet their needs, Dill recommends that hiring managers offer immediate evaluations on a regular basis. Millennial workers are typically staying in jobs for 18 months on average, which means it will do you no good to drag your heels when evaluating their progress and potential.

Increase Use of Social Media in Recruitment

More and more college students and graduates are coming to rely on social media such as Facebook and Twitter to navigate their job opportunities. You should increase your social presence both to advertise the virtues of your company and its culture and to meet potential candidates where they are spending more of their time—online.

A recent report by Srikanth An at ShoutMeLoud notes the importance of using LinkedIn when you are searching for the best available young talent.

A good step is to add every member of your staff to your company’s LinkedIn page to help you establish more second- and third-tier connections to potential recruits.

Be More Accepting of Eccentric and Creative Individuals

Managers may ask HR to find more workers who “think outside the box,” but the eccentric personalities of creative individuals sometimes prevent a recruiter from seeing the value they can bring, notes a recent report by Stephen Glasskeys at Forbes.

Glasskeys cited the examples of self-taught film auteurs Paul T. Anderson and Quentin Tarantino. Although these individuals might have unusual habits and appear unusual (unkempt hair and messy clothing), they have become experts in their field and deliver world-class results.

By embracing unusual people during the recruitment process, you improve the likelihood of finding the most talented minds available in your industry.