Does your Recruiting Process Resemble a Kid’s Game?

Sometimes recruiting can feel like an endless game of Marco Polo, where you are blindly posting job openings and hoping that someone will respond. Being in the dark about your recruiting effectiveness can leave you disoriented and disillusioned. Thankfully, there are tools to help.

With myStaffingPro applicant tracking system, you can track your recruiting initiatives and pinpoint the best sources. Instead of relying on candidates to select the correct source, we appended the apply link from job boards with tracking tags. In turn, the candidate’s sourcing information is automatically populated with the correct value. The result is accurate information about the reach of the job board posting and its results. Using the sourcing reports, you can then identify which job boards are referring qualified candidates and how many are hired. With myStaffingPro, you can analyze your recruiting spend against the source information of your hired applicants to maximize your expenditure.

Interested in learning more? Visit http://myStaffingPro.com to request a demo.

Is Your Recruiting In A Hopeless Place?

Sometimes pop songs can remind you of a moment. A moment in time, an experience, a milestone, a job. The Rihanna hit “We Found Love” brought me back to my recruiting days at the temporary staffing desk. A typical week would involve interviewing and hiring thirty plus candidates, placing twenty of them, following up on the hundred placed else ware, and terminating a handful. Through the experience, I learned how to handle employees spitting on managers, sleeping in closets, failing drug tests, and stealing. Then, there was the paperwork! I would go through a ream of paper a week. From paper employment applications, WOTC forms, Forms I-9, W-4s, as well as testing and payroll; it never ended. Not to mention the countless hours I spent manually entering applicants into an HRIS (even though it wasn’t tied to payroll).

Thankfully, in the last ten years technological advancements have reduced the administrative burden and reams of paper. Applications can now be accepted online via an applicant tracking system that is also integrated with a payroll and HRIS system. With the right software, recruiters can now find love in a once hopeless place.

 

Looking for an applicant tracking system?  myStaffingPro provides an online requisition approval, application, and workflow processes.  For more information, please visit http://myStaffingPro.com.

5 Reasons Employee Assessment Should be Part of the Hiring Process

Fortune 100 companies and small businesses alike are leveraging the benefits of employee assessment companies to help them hire the right employees. The financial impact of a bad hire can have dire consequences for your business. According to the US Department of Labor, replacing a bad hire can cost 30% of the first year’s potential earnings. The Recruiting Times has estimated that it can cost as much as $7,000 to replace a salaried individual contributor and as much as $40,000 to replace a senior executive. With these figures in mind, it’s easy to see why integrating employee assessment tools with your recruiting software is a critical step in your recruiting process. Here’s a closer look at five specific benefits that these tools can add to your hiring process.

Help eliminate hires based on false information

As a recruiter, you’re relying in large part on a prospective employee’s resume to give you insights into their experience, education, and expertise. Each of these areas is important to determining both their ability to do the job you’re hiring for, as well as their long-term viability as an employee. The statistics on job seekers fabricating information about their experience are staggering.

The Society for Human Research Management has estimated that as many as 53% of applications contain false information. Pre-screening adds another layer of protection, in addition to interviews and reference checks, to help you weed out non-qualified candidates.

Reduce the potential financial impact of a bad hire

As discussed above, a bad hire can cost your company thousands of dollars to replace. There are also additional impacts that are harder to quantify, from damaged employee morale due to perceived turnover to managing workflow and customer relationships. Another potential risk is a company potentially facing a negligent hire suit. A negligent hiring claim arises when a poor hiring decision leads to harm to a customer, co-worker, or other individual.

As a result, the company can face a lawsuit and then it is incumbent upon the employer to prove all steps were taken to properly vet and screen the employee. An article in Fortune Magazine suggests that employers have lost as many as 79% of negligent hiring suits, and judgments average in the range of $1 million per lawsuit. Proper pre-screening helps prevent these issues from arising, and provides a solid precedent that the company follows rigorous hiring procedures in the instance that a suit did arise.

Improve hire quality and cultural fit

The standard employee assessment can focus on a wide range of issues, from determining specific experiences to understanding more about a candidate’s psychological profile and work style. Each of these areas is important to finding the right candidate. By determining what information you need prior to selecting candidates for interviews, an integrated employee assessment program can help you identify highly qualified candidate pools.

Employee assessments are also exceptionally useful for gathering data about qualities and traits that are harder to uncover through resume review and early conversions. These factors can include work style compatibility, general approach to problem solving, and overall cultural fit with your organization. Employee assessment tools offer an objective measure of these issues to help inform your hiring decisions and clarify areas that should be probed more deeply during one-on-one interviews and during the reference check process. Since these areas can be as vital as experience and education to a new hire’s long-term success at a company, their importance shouldn’t be overlooked.

Employee assessments help companies mitigate risk, while recruiting more effective. By integrating your employee assessments with your online recruiting software, it’s easy to manage your workload, provide a good experience for candidates, and get fast and accurate results.

Buying Guide for Applicant Tracking Newbies

According to Software Advice, a majority of buyers were evaluating HR software for the first time. Furthermore, the most requested HR application was applicant tracking.

Before you schedule that first applicant tracking demo, ask yourself the following questions:

  1. Who will use the system?
  2. What is your hiring process? What key processes do you want to automate and track?
  3. How do you want to access the information? (mobile phone, tablet, computer)
  4. Where will the information be stored? (online/hosted or installed)
  5. How much do you want to pay? (One time fees, ongoing fees, customizations and configurations)

For additional information on how to select an applicant tracking system, please download our complimentary toolkit at http://toolkit.mystaffingpro.com/

Feature Based Applicant Tracking Buying

One of our sales representatives is from the Detroit area and he regularly compares the applicant tracking buying process to that of a car. He contends that before you go into the dealership, you need to be prepared and have an idea of what you are looking for. Sports car, mini van, or SUV. Ferrari or Ford. Leather or cloth. The options go on and on.

Case in point, according to Software Advice, 44 percent of all potential HR software buyers cited missing functionality as a reason for replacing their current system.

Top Reasons for Replacing Current Software

SA Graph - Top Reasons for Replacing Current Software

In the sales process, it is easy to miss out on the fact that there is only one set of cup holders or that heated seats are in another package. Before you sign the dotted line, prioritize the features you are looking for in an applicant tracking system and rank them against vendors.

Feature Score Comments
Social Media Tools
Mobile Capabilities
Candidate Experience
Requisition Management
Hiring Manager Workflow

 

What are you looking for in an applicant tracking system? Unsure? Download our complimentary toolkit at http://toolkit.mystaffingpro.com

Are you Keeping Up with the Minimum?

Minimum Wage to Increase in Several States This Summer

The minimum wage rates are set to rise in a number of states over the coming months, generally as follows:

  • California: $9.00 per hour, effective July 1, 2014
  • Delaware: $7.75 per hour, effective June 1, 2014
  • District of Columbia: $9.50 per hour, effective July 1, 2014
  • Michigan: $8.15 per hour, effective September 1, 2014
  • Minnesota: $8.00 per hour (enterprises with annual gross volume of sales of $500,000 or more) and $6.50 per hour (enterprises with annual gross volume of sales of less than $500,000), effective August 1, 2014

If an employee is subject to both state and federal minimum wage laws, the employee is entitled to the higher minimum wage. Be sure to comply with any city or other local wage requirements (which may be higher than the state or federal minimum wage) that may apply to your business.

SHRM Orlando

SHRM is back in beautiful Orlando this year. While the masses are in queue to visit Mickey, we’ll be sharing laughs with Robin Roberts and learning from the former First Lady Laura Bush. In the evening, we’ll be shouting “I like it, I love it, I want some more of it” alongside Tim McGraw. In addition to the stellar speakers and entertainment, the expo hall will be abuzz with more than 700 exhibitors. myStaffingPro will be engaging with partners, friends, and prospects in booth 765 with the Paychex Inc. team. Stop by to learn more about our end-to-end possibilities and enter to win!

 

Benefit from Recruiting Process Compression

Does your recruiting process suffer from process bloat? Is there so much lag time that even the most straightforward hire goes on and on and on? Shrinking the lag time between recruiting steps can help you compress your hiring process without sacrificing due diligence or quality of hire.

5 Ways to Compress your Recruiting Process:

  • Reduce the requisition approval process with an automated workflow.
  • Conduct interviews virtually.
  • Change approval processes from sequential to simultaneous.
  • Utilize a hiring manager approval portal to get expedited feedback on applicants.
  • Launch multiple processes at the same time.

Are you looking for an applicant tracking system to compress your hiring process? Visit myStaffingPro.com to learn about our automated workflows and tools.

 

 

 

 

Speed Interviewing

In this day and age, we want everything faster. I want my coffee faster, my French fries faster, and the person in front of me to drive faster. As Maverick would say, I feel the need….the need for speed!

Speed dating has been around for a while, but what about speed interviewing? Could you interview someone for 10-15 minutes and make an educated decision as to whether or not you want to bring him or her in for a second interview? What types of questions would you ask? Would you want to sit in a room with dozens of other employers vying for the same candidates?

As a candidate, how would you stand out from the others in such a short period?

As a competitive person, I’d be game for sitting at either side of the table. In my opinion, this tactic might work for sales openings, but fail miserably for accountants or IT professionals.

Would you try it?

The Benefits of Integrating Background Check Software with Recruiting Software

The integrity and performance of your employees is your company’s greatest asset. As a result, it’s critical that you evaluate the claims that candidates make regarding their backgrounds and education. In many cases, further background checks are required to minimize your company’s risk exposure. Background screenings are becoming a routine part of hiring, but they can also be time consuming for your staff and onerous to outsource. Here are some of the advantages of using an integrated background check service with your recruiting software.

Optimize your workload: Recruiting software eliminates a lot of administrative work for your HR team and hiring managers. Background checks, if conducted in house or outsourced as a separate service, can require managing a wide range of administrative details from consent forms to informational sheets to paying vendors. By choosing an integrated background check software solution, it’s easy to move to that step automatically. From verifying degrees to checking for criminal convictions, a full background screen can be underway with just a few clicks.

Simplify documentation and improve the candidate experience: If you’re ready to move forward with an employee, time is often of the essence. Once you’ve decided to move to the background check stage, you can simplify the process for the applicant by allowing them to review the disclosure online and electronically sign it, eliminating potentially days of lag time.

Centralize your FCRA compliance requirements: The Fair Credit Reporting Act (FCRA) requires that employers comply with several provisions. The first and most important is to get written permission from the applicant to conduct a background check. The second is to make any disclosures of “adverse action.” That is to say, if you might potentially use information in the background check to deny a candidate a job, you need to let them know in advance. If you do deny a candidate a job because of what you find in their credit report, you are legally obligated to provide the candidate with a copy of the report as well as a copy of A Summary of Your Rights Under the Fair Reporting Act. Integrating your background checks with your recruiting software enables you to keep compliance information centralized, and even set limits on the number of days a signature will remain valid.

Easily track progress and review results: After your request has been initiated, it’s easy to keep track of your background check progress. You’ll be able to quickly verify whether a request for a specific candidate has been submitted, confirmed, and completed. You can track the time to completion and conduct an in-depth review of the information that’s provided. All of this can be completed online and centralized in a candidate’s file.

Manage access to results: Different organizations have individual sign-off paths for background check information. Whether it’s your top recruiter, your VP of HR, or your hiring manager that needs to provide the sign-off for hiring, it’s easy to share results or restrict access in accordance with your company’s HR and information protection policies.

Background checks no longer need to be the time consuming and stressful process they once were for your HR staff. By integrating your background check software with your online recruiting platform, it’s easy to manage your workload, provide a good experience for candidates, and get fast and accurate results.