The Top 5 Skills Every Recruiter Should Possess

Recruiters play a vital role within organizations: sourcing and cultivating the key talents needed to make a business thrive. Yet recruiting is a multidisciplinary career path. There are a range of skillsets that serve recruiters well, from the ability to navigate the latest applicant tracking systems to great people skills. Here’s a closer look at the specific skills that today’s recruiters need to thrive as they help build successful companies.

Strong technical skills

Increasingly, recruiting demands advanced technical skills. Job hunters are relying more and more on internet-based job listings to find opportunities. Recruiters promote positions through a wide variety of methods, including web job boards, social media, professional groups, and targeted online headhunting. As a recruiter, it’s important to be comfortable with the technology behind applicant tracking systems, which manage the recruiting process. Not only is this function essential to the recruiter’s job, but understanding how to make the most out of an online recruiting solution can help better candidates and reduce administrative load.

Understanding business operations and internal relationships

Successful recruiters understand the specifics of the business that they’re recruiting for. Positions are more than just a list of skills and required education and experience. Each role plays an important part in moving a business forward. The ability to understand each business’ needs will help in every stage of the recruitment process, including consulting with hiring managers, developing job descriptions, and interviewing candidates. Recruiters must take the time to understand as much as possible about the industry that they’re in, and the company’s unique value proposition. By using this approach, recruiters are also better positioned to promote their companies to interested candidates.

People and relationship building skills

Recruiting is a very person driven field. Developing the ability to connect with and be trusted by a wide range of individuals serves recruiters well in a number of capacities. It helps HR professionals connect more effectively with hiring managers to clarify their needs. Recruiters with friendly, professional, and approachable demeanors make a positive impression on candidates and build the kind of relationships that lead over time to attract top talent.

Process-oriented approach

Recruiting great candidates is a science. The best recruiters understand this and take a process-oriented approach to how job ads are developed, how they’re marketed, how candidates are vetted, and structuring the interview process. Taking a process-oriented approach keeps all recruitment activities focused, objective and scalable across the organization. It also offers a consistent experience for candidates and internal stakeholders, which is important for both external brand building and employee morale.

Strong professional judgment

Recruiters make decisions every day that affect the future of a business, from which candidates to interview to making recommendations on who to hire. They also handle a wide variety of highly sensitive information, from candidates’ personal information to internal salary information. Strong professional judgment is essential, to ensure that recruiters act with discretion and make the kinds of decisions that lead to strong hires.

Even the most talented recruiters work best when supported by the right technology. Contact myStaffingPro today to learn more about this industry-leading applicant tracking system and arrange for a personalized software demonstration.

4 Mistakes Employers Should Avoid Making When Terminating an Employee

By: Suzanne Lucas

Absolutely the worst part of being a manager is terminating an employee. Even when you know it’s the right thing to do, it’s hard—and not being prepared can lead you to make errors. If you’ve got this task ahead of you, here are 4 mistakes you don’t want to make.

1. Terminating too quickly
Jill totally messed up on that project, so she needs to go. Do you expect this level of perfection from other people on the staff? Is this how Jill always acts, or is she normally a great employee who just made a big mistake? Take time to calm down and think through the consequences of firing someone. Will your business be better or worse off with this person gone? Has anyone else made a similar mistake and not been terminated? Employers should be consistent in their disciplinary policy to mitigate their exposure to discrimination litigation.

2. Terminating too slowly
What if Jill really is a problem employee? It’s not just one mistake, she makes multiple mistakes: she doesn’t respond to emails, she doesn’t return client phone calls; she comes in late, leaves early, and eats other people’s lunches. How long do you let this go on? Many managers ignore very real problems for a very long time. Often, they’ll “punish” their good workers by pushing the bad employee’s work off onto the other staff. When problems begin to manifest, it’s probably time for a formal Performance Improvement Plan (PIP). This should include a time line with goals and consequences for each stage.

3. Not Being Ready for the Termination Meeting
You’ve documented Jill’s poor performance; she’s failed to meet the terms of her PIP, and today is the day you intend to terminate her. If you just try to wing it, you may say something wrong. Instead, prepare what you want to say before you walk into the meeting. Have all termination paperwork ready and signed off on by all applicable parties. The termination meeting should generally be short, no longer than 15 minutes.

4. Not having a witness
All terminations require a witness, preferably someone from Human Resources or your manager. The witness should never, ever, be a peer or direct report of the person being terminated. If you can’t get a witness, hold off on the termination for a day. Why? Because terminations are often emotionally traumatic and what you say may not be what your employee hears.

Suzanne Lucas spent 10 years in corporate human resources, where she hired, fired, managed the numbers, and double-checked with the lawyers. Follow her at Twitter, connect with her at LinkedIn, read her blog, or send her an email.



Improve your employee retention when you select the best applicant for the position. Please visit to learn more about our applicant tracking system.

Hiring with Onboarding

How much paper do you use on the employees first day of work? Let’s be optimistic, and assume that you have the W-4, I-9, employee handbook, and employment application down to 40 pages.

40 sheets of paper x 250 hires = 10,000 sheets of paper a year, or 20 reams, or two cases!

That’s a lot of paper, and that’s just one year.

At myStaffingPro, our onboarding system has collected more than 4.5 M onboarding documents. That is enough to fill the Capitol Rotunda with paper.

What is the carbon footprint of your hiring process?

Go green with an electronic onboarding system! Visit to see what myStaffingPro can do for you!

5 Tips for Onboarding Employees

The onboarding process is the candidate’s first look into what your company is truly like. The rose-colored glasses of the hiring process have been replaced with the fear and anxiety of starting something new.

Ease candidates into your culture with these five onboarding tips:

  1. Get the paperwork out of the way: The first day of work can be completely consumed by paperwork. Get ahead of the curve with an onboarding system that allows employees to complete key paperwork online.
  2. Communicate key information: Before they walk on the premises, give them an idea of what to expect. Provide key details such as when to arrive, where to park, what door to enter, who to ask for, and what to wear.
  3. Prepare for them: Make sure that YOU are ready for the employee. Setup their office, parking, and security protocol so that they can get in and feel like they have a place.
  4. Grab lunch: Lunch the first day can be worse than the politics in a high school cafeteria. Get to know them and eliminate the lunchroom quagmire by taking them out of the office for lunch.
  5. Give them a takeaway: After their first day of work, the employee is going to be peppered with questions by their friends and family. Give them something to brag about. If you are a restaurant, send home a meal. A bank, send them home with some cool swag. The sky is the limit. The important thing is that they feel like a part of the team, and that they are assured they made the right decision.

Get Employees Onboard with Onboarding

You did it. You got the candidate all the way through the hiring process, and now you just have that “small” stack of paperwork to get them through to start at your company. The list includes:

  • Employment application
  • State tax form
  • W4
  • I9
  • Employee handbook
  • Non-Harassment policy
  • Computer usage policy

The new employee only has to enter their name, address, phone number, date, and signature on every form, fill out every field; while you hover over them anxiously checking every field and watching the clock tick by.


The first day is the employee’s most important day of employment. Don’t break it by overwhelming them with paperwork and manuscripts of policies. Instead, create a welcoming environment by enabling to complete their paperwork online at their convenience with an onboarding system. To learn more about how an onboarding system can help, visit

What is an Onboarding System?

Onboarding is the process of preparing a new employee for their first day of work. A successful onboarding system can ease the employee’s anxiety by creating a smooth transition between the offer and payroll process.

Instead of manually completing tasks, an onboarding system can:

  • Welcome the employee to the company.
  • Provide information about the company’s benefits and culture.
  • Collect information and signatures on the W-4, I-9, and a state tax form.
  • Distribute the employee handbook as well as computer usage, non-harassment, and other policies
  • Send notifications to managers, IT, and security so that the appropriate arrangements are made for the employee’s first day.
  • Provide instructions on where to park, how to enter the building, and the expectations for the first day.

The goal of an onboarding system is to ease the first day jitters by reducing the paperwork burden of the first day, while providing information that allows them to prepare. Are you looking for an onboarding system? Visit to see what myStaffingPro can do for you!

Preparing for the Rise in Mobile Recruitment

According to the Society for Human Resource Management (SHRM), mobile recruitment is on the rise. It’s estimated that half of all traffic to career sites currently comes from mobile devices. Given the mobile usage statistics, it’s unsurprising: the Pew Research Internet Project notes that 58% of Americans own a smartphone while 42% own a tablet. Job hunters now have the flexibility to find, apply to, and remotely interview for positions from any mobile device. For companies committed to finding the best candidates and offering a great applicant experience, there are several steps that their recruiters should focus on.

Optimizing your corporate website for mobile

One of the most important digital recruiting steps that a company can take often dovetails with their other mobile marketing priorities. Today, a mobile-optimized website is the number one digital marketing priority for leading companies. A website that’s optimized for mobile users has several advantages. It looks great and functions well on a wide range of smartphones and tablets. It also has functionality that allows applicants to navigate through the site and application process with ease. Priority functions include the ability to review company background information, access the company’s career site, review job ad details, and apply for jobs from a touch screen device. Mobile optimization sets the foundation for successful recruiting in today’s diverse technology landscape.

Using applicant tracking with mobile integration

Another component of being ready for mobile recruitment is choosing an applicant tracking system that offers mobile integration. Applicant tracking systems with mobile components enable companies to provide a seamless candidate experience throughout the application process. In addition to basic mobile navigability, mobile-friendly applicant tracking systems simplify the application process for easy processing on mobile devices. They also offer features such as 24/7 application status checking and easy recruiter communications.

Embrace social media as a promotional and recruitment tool

The role of social media is increasingly important in mobile recruiting. Users on mobile devices are more likely to find jobs through social media channels and share jobs with colleagues. The leading applicant tracking systems promote engagement with social media tools, RSS feeds, share functionality, and email marketing. Promotion and engagement tools help expand the applicant pool, and make it easier for site visitors to share jobs with interested colleagues.

Build your recruiters’ mobile recruitment skills

Your team needs to be ready to embrace mobile recruitment. The evolution of the corporate hiring environment has changed everything, from how companies advertise jobs to the technology needed to support the application process. Strategically, mobile recruitment and other developments in the human resources space have fundamentally changed the skills that recruiters need to have. Companies can proactively hire recruiters or train their staff to focus on a high level of technological aptitude, the ability to integrate social media and Web 2.0 features into the recruiting process, and a willingness to use different technology tools to source and interview candidates.

Is your company ready to embrace mobile recruitment? Contact myStaffingPro today to arrange for a software demonstration and learn more about how our applicant tracking system enables companies to offer a world-class mobile recruiting experience.

What Features Do The Best Applicant Tracking Systems Offer?

Today’s high-tech applicant tracking systems are an essential part of the hiring process. These technologies integrate features that allow your team to access the information needed to recruit top talent for your company, through a single interface. Formerly time-consuming activities such as posting and marketing jobs, sourcing resumes, and communicating with candidates become a streamlined process with the right technology. Yet, there are a number of systems on the market and it can be hard to know which features to prioritize and what to look for.

Robust recruiting support

The top applicant tracking systems include a wide range of recruiting features. It’s important to assess both back-end performance and front-end capabilities. On the back-end, consider how much control and customization can be done to support your company’s hiring process. How easy is it to develop a job description and seek the internal approvals needed to post the job? Can the system easily post the job to your career site, as well as any external job boards that you’re working with? What level of visibility do you have into data and analytics? On the front-end, look for applicant tracking systems that offer a great candidate experience.

A streamlined candidate experience

A great candidate experience requires software that makes it easy for prospective applicants to find jobs, submit applications, and stay in communication with your company throughout the hiring process. The right applicant tracking system makes it easy to create a dedicated careers site and promote jobs via job boards, social media, and other channels. The application process should be simple and focused, with the ability for candidates to save their information and apply from a variety of devices. Finally, communication tools that enable your team to acknowledge applications, respond to applicant questions, and send automated updates to keep everyone informed while minimizing administrative work. A positive candidate experience is important from both a branding and employee relations standpoint.

Social media and web integration

Today’s social media and web-based tools give companies an edge in reaching the right candidates. The ability to share your jobs via social media or targeted job boards can help you find high performing, tough to reach candidates. Social sharing features allow candidates to share jobs with friends or to easily post your available positions to an industry discussion board or LinkedIn Group. By choosing an applicant tracking system that enables this kind of organic promotion, companies can gain more exposure to a broader range of highly qualified candidates with minimal effort.

End-to-end integrations

Companies use a wide range of partners in the hiring process to handle everything from verifying references to randomized drug testing. It’s important that any system you’re considering has the capabilities to integrate with services that you use today, as well as those you’re likely to add in the future. Some common products and services that may integrate with your applicant tracking system include assessments, background screening, drug testing, consulting, HRIS systems, job boards, payroll providers, and more.

Data, analytics, and reporting

Human resources relies on data for many purposes. HR departments need access to hiring data for budgeting, financing planning, internal performance reviews, board meetings, and even government reporting. The best applicant tracking systems offer the capability to track a wide range of data, from how many applications a specific position received to the number of days needed to fill a position. Customized reports and an intuitive interface should make it easy to view and analyze any relevant data to your unique specifications.

The right applicant tracking system can dramatically reduce the workload associated with recruiting, while improving the candidate experience and helping you make better hires. myStaffingPro offers an industry leading solution that’s appropriate for a wide range of businesses. To learn more or arrange for a software demonstration, contact us today.

New Year, New Minimum Wages

Are you ready for the New Year? Effective January 1, 2015, the minimum wage rate will increase for the following states:

State Minimum Wage Rate
Alaska $8.75
Arizona $8.05
Arkansas $7.50
Colorado $8.23
Connecticut $9.15
Florida $8.05
Hawaii $7.75
Maryland $8.00
Massachusetts $9.00
Missouri $7.65*
Montana $8.05
Nebraska $8.00
New Jersey $8.38
New York $8.75
(effective 12/31/14)
Ohio $8.10**
Oregon $9.25
Rhode Island $9.00
South Dakota $8.50
Vermont $9.15
Washington $9.47
West Virginia $8.00

Some counties and cities may require a higher minimum wage.

In addition to updating payroll, updates should be made where impacted by the new minimum wage rate. Changes may be needed to your applicant tracking system to reflect new wage scales. For information about applicant tracking systems, please contact myStaffingPro at 800-939-2462.

* For businesses with annual gross sales of at least $500,000.

** For employees at businesses with annual gross receipts of more than $297,000 per year

Select the Best Applicant Tracking System

We are always looking for the best. Who has the best pizza? Where can I get the best car service? Depending on whom you ask, or where you live, you will probably get a different answer. Thankfully, you don’t have to be in a certain place at a certain time to get the best applicant tracking system. But, what is considered “the best” may change depending on your needs. Cut through the clutter and determine which system is the best fit for you with the help of our applicant tracking evaluation worksheet.

The applicant tracking evaluation kit provides:

  • Questions to help identify your software needs
  • Scoring matrix to help rank and evaluate vendors

Learn more, by downloading our Applicant Tracking Evaluation worksheet.