Applying for Jobs Online: Using a Mobile Solution for Your Online Recruiting

Applying for jobs using mobile devices is becoming increasingly common. According the Pew Research Internet Project, 58 percent of Americans own a smartphone and 32 percent own a tablet. With the increasing proliferation of mobile devices, recruiters need to develop online application processes that are mobile-responsive. If an interested candidate is unable to navigate your company’s job application on their device of choice, you’re likely to see an increase in application abandonments and candidate frustration. Here’s a closer look at the factors you should bear in mind when choosing a mobile solution for your online recruiting.

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Searching and applying for jobs online has become one of the most common methods for viewing available positions and finding new employment. Mobile device usage is transforming how online recruiting processes and technology is deployed. TalentHQ estimates that 60 percent of candidates view recruiting pages via mobile devices, and 40 percent abandon non-mobile friendly processes. Having what candidates view as a non-functioning or low-functioning recruitment application can damage your brand equity and cause more tech-savvy candidates to look elsewhere for jobs. When choosing your online recruiting solution, it’s important to select an application with strong mobile functionality.

Compatibility with a range of mobile devices

Basic mobile solutions aren’t enough. With the wide range of devices on the market today, including Apple® products and a variety of AndroidTM models, businesses need to ensure that their mobile presence is optimized for each potential device. For example, myStaffingPro’s recruiting suite offers accessibility with mobile, tablet, and Macintosh-friendly application processes. The more you anticipate a range of devices and choose a solution that works with them all, the better results you’ll get with mobile recruiting initiatives.

The benefits of social integration

Another important component of mobile recruiting is seamless social media integration. Social media promotion can be one of your most effective strategies for reaching networks of qualified candidates. Whether its industry groups on professional sites such as LinkedIn or groups of connected individuals in the same profession, social media is an important mechanism for sharing information. Selecting a recruiting solution with an integrated social component enables your employees to more easily participate in referral programs, and makes it simpler for your job listings to be quickly shared with receptive audiences.

A mobile content strategy

It’s helpful to keep in mind the limitations of mobile devices when creating your recruiting content and designing your process. For example, does your company background material run for several pages or leverage formats like PDFs that may not work with all mobile devices? Consider the length and format of your supporting documents, and consider offering excerpts with links to more detailed information for candidates browsing on smaller screens. Mobile recruiting goes beyond technology; it’s important to pair the best technological solutions with processes and collateral designed with the mobile context in mind.

If your company is currently developing strategies to better meet the needs of candidates applying for jobs online, contact myStaffingPro today. Our advanced online recruiting tools streamline your processes, connect you more efficiently with qualified candidates, and eliminate unnecessary administrative work from the recruiting process.

Recruiting with Microsoft Dynamics GP

Are you using the Microsoft Dynamics GP Human Resources (HR), Applicants, and/or Requisitions tables?  Maximize your HR capabilities by adding recruiting to the font-end.

myStaffingPro applicant tracking system offers:

Automatic Requisition Export – Maintain accurate and current requisition information with an hourly requisition export from myStaffingPro to Microsoft Dynamics GP.

Configurable Applicant Data Transfer – Determine when and what information is transferred to Microsoft Dynamics GP with myStaffingPro’s flexible integration options.  Standard applicant export fields include but are not limited to:

  • First, Middle, and Last Name
  • Address and Phone Number
  • Apply Date and Dynamics GP Status
  • Requisition Number
  • Referral Source and Description

Microsoft Dynamics GP Import – Receive myStaffingPro data into the Human Resources (HR), Applicants, and/or Requisitions tables of Microsoft Dynamics GP.

Integration Administration – View the integration’s details and track the transfer status, date, and completion time.  If desired, the automatic transfer can be suspended and scheduled for a later date.

Customization - Add custom fields to myStaffingPro, and include the fields in the Microsoft Dynamics GP data transfer.

Microsoft Dynamics GP is our number #1 integration.  To learn more, please contact us at http://dynamics.mystaffingpro.com

Interview Fail-Safe Plan

The good news: The applicant CAME to the interview.

Now what? Are you afraid of what your hiring manager might say? Or ask? Provide structure to the interview process with a predetermined interview guide. An interview guide:

  • Provides consistency amongst candidates and interviewers
  • Reduces compliance and legal risks
  • Supplies a standard rating scale to compare applicants

With myStaffingPro applicant tracking system, you can easily implement an interview fail-safe plan. For more information, please visit http://interview.mystaffingpro.com or call us at 800-939-2462.

Back to School with the Employment Brand

This back to school season makes me think of the “new year new start” branding possibilities.  Kids nationwide are building their personal brand with book bags, binders, locker decorations, shoes, etc.  In my household, it’s everything princess.  My little girl is strongly in the Rapunzel camp.  Everything needs to be pink, purple, and sparkly.  Throughout the back to school buying process, everything, and I mean everything, had to fall in line with the personal brand identity she had selected for this year.

Although it’s not offered in one of the big box stores, this same branding activity holds true with our employment brand.  When picking out your employment brand, think about:

  1. What culture are you trying to convey?
  2. What imagery are you trying to provoke?  Cutting edge, tranquility, professionalism, fun, practical, secure, etc.
  3. What tone do you want to set?  Are you known for your whiffle ball tournaments at lunch, avant-garde costume parties, formal cocktail events, flash mob dance parties?
  4. What are the right words, or messaging, that should be used to convey your employment brand?

How are you going to communicate and demonstrate your employment brand?

  • Start small by switching out the stock photography on your career site with pictures of employees
  • Add testimonials from current employees
  • Produce and post videos from the executive team, about a day in the life, testimonials from current employees, as well as “behind the scenes”  and event footage
  • Link to the social media profiles of your executive team and hiring managers
  • Link to your Glassdoor.com profile

This blog is just the tip of the iceberg, however, it is an important discussion to have.  How are you managing your employment brand?  Does your applicant tracking system provide tools to promote and reinforce it?

Worst Interview Questions and Responses

Interviews can be a nerve-racking event in a person’s life. Especially when you aren’t exactly sure what will be asked. Job seekers can find advice and tips on how to present themselves during an interview, but do interviewers know what questions are offensive, inappropriate, and are just the worst interview questions you could ask?

Here are 7 of the Worst Questions Interviewers Ask:

1) So, what’s your background?
You have my resume…?

2) What is your biggest weakness?
This is almost cliché because there’s never really an honest answer. Hello! I’m trying to be hired and you can make your own judgments. Otherwise, I’ll say chocolate is my weakness.

3) What’s your salary history?
What I was paid at McDonald’s in high school is irrelevant, but since you asked, I wasn’t lovin’ it.

4) Do you think you can handle this workload?
No. I’m just sitting here because I want you to ask me questions for a job I don’t think I can handle…

5) If you were a tree, what kind of tree would you be?
Umm… since I was completely prepared for this question and KNEW you would ask such an intelligent question, I would have to say a weeping willow because that’s what I want to do after sitting through this interview.

6) If I offered you the job, would you accept it?
No I wouldn’t. Why would I want that? A job? Pshh! I’m just here to see your pretty face.

7) What does your husband do?” or, “What church do you go to?” or “Do you have kids?
(Just walk out… Interviewer is a creep)

Worried about what your hiring managers might ask in an interview?  Learn about myStaffingPro’s interview guides and hiring manager tools that keep interviews professional and complaint.

Ease the Headache of Interview Scheduling

Photo Credit: D Sharon Pruitt

You’ve narrowed down the applicant pool, and your hiring managers like what they see.  Now, you just have to get the applicant in for an interview.  Time to play the dance of the telephones.  Calling the hiring manager(s), calling the applicant, calling the hiring manager again.  On and on and on again until schedules align and a time is finalized.   Sometimes just getting them in the door can be downright exhausting!

OR, you could utilize an automated process to do the fancy footwork for you!  myStaffingPro’s hiring manager quick response portal provides:

-        Interface for managers to review applicants and “approve” them to move forward in the hiring process

-        Scheduling tool where the hiring manager can select days and times that they are available for an interview

-        Automated email notification to the applicant to inform them that they were selected to move forward in the hiring process with a link to select an interview time.

-        Continuous email communication that provides information on the progress of the approval and interview scheduling process

The result is the same.  However, the process is streamlined, and simplified to maximize efficiency.  How do you manage the interview scheduling process?  Are you getting a headache from the never ending telephone dance, or are you using an automated tool?

Are you passing the “Usability” test???

Can job seekers easily search and apply for job openings from anywhere at any time? Are these listings accessible to them?

At the end of the day, when you’ve spent so much time and money to attract job seekers, the most important thing is to be accommodating.  With the changes in technology, people have become more reliant on other forms of communication and it is vital for an applicant tracking system to be able to handle multiple devices.  It’s important for employers to make sure their website and application process works on a multitude of devices including: computers, laptops, smart phones, tablets, etc.  In addition, it is essential that it work on multiple internet browsers!

myStaffingPro Applicant Tracking System does just that! It allows candidates to search and apply for positions through a multitude of ways such as the web, Facebook, mobile, and IVR (Interactive Voice Response). These various methods allows the job seeker to apply in the method that is the most convenient to them.

So what’s this candidate experience “usable” test? Test your usability capabilities at http://mystaffingpro.com/Quiz.asp.

Best ATS Ever – myStaffingPro

I’m a huge fan of The Food Network’s show The Best Thing I Ever Ate.  The concept of the show is that chefs share with you the best thing that they ever ate so that you can then have the same experience. Yum; right!

In my best attempt to recreate that show for you, I’ll be sharing the best things about myStaffingPro applicant tracking system.

  1. Configurable search.  This sounds basic, but it really isn’t.  I can’t tell you how many BAD BAD BAD user interfaces I have seen where you can’t configure the fields to search off of or the columns that display.  Let’s face it, the people that are coding the software aren’t recruiters.  So why do so many systems restrict what you can search by.  You don’t know my crazy process!  Please just give me an awesome tool so that I can configure the search to what I’m looking for.
  2. Review datasheets one at a time.  Looking for a way to easily zip through responses from several applicants?  Review datasheets one at a time is the answer.  This feature allows you to quickly scan the applicant’s response to the prescreening process, update their status, add comments, and then move on to the next one.  There is no searching around, what so ever!  Simply build the list of applicants and go.
  3.  Hiring Manager Quick Response Portal.  This might be my favorite feature of all.  When  you are ready to obtain the hiring manager’s feedback on an applicant, simply update their status, and the hiring manager will be notified.  The email notification provides access to a simplistic portal where the hiring manager can review the applicants information and “accept” or “deny” them.  It is easy as pie!
  4. Social media.  I admit, I’ve been drinking the social media kool-aid, but I just can’t get enough of it.  Employment branding, applicant experience, and recruiting reach can all be improved by incorporating social media.  Don’t believe me?  Check out Midmark’s success with social media.
  5. Support.  Hello!  If you spend the bucks for an applicant tracking system, you want someone to help you get it in place and running.  This is a no-brainer in my book.  However, so many systems leave you high and dry.  Our team continuously receives high remarks in our customer satisfaction surveys,  and has even received national accolades.  Who are you going to trust with your implementation process?

Looking for the best applicant tracking system ever?  Contact us at sales@mystaffingpro.com or visit http://mystaffingpro.com.

And for you foodies out there, the best apple and blueberry pie I’ve ever had was at the Grand Traverse Pie Company. (It was so good I had to get both)  The best steak I’ve ever had was at the Lonesome Dove Bistro in Ft. Worth Texas.

SHRM in Review

Another year, another great SHRM Conference. This year, the exhibitor floor was bustling with activity! Seven years in, I thought I’d share my top 7 highlights from SHRM:

  1. Eating delectable treats from the Harry & David booth while chatting about their usage of myStaffingPro.
  2. Meeting some of our new Paychex Inc. family members.
  3. Connecting with some of our favorite users at Valley Services, Griffith Laboratories, SAFY, Kelly Services, JMC Steel, Hoss’s Steak House, just to name a few.
  4. Talking to attendees about the speakers and the great food in Chicago.
  5. Sharing the benefits of myStaffingPro applicant tracking system with the attendees.
  6. Meeting with partners and talking about employee performance, background checking, recruiting strategies, and how all of our systems integrate with each other.
  7. Tweeting and interacting with bloggers, social media specialists, and the like on the trade show floor.

In addition, SHRM let us introduce two new, but well respected in the industry, sales reps.

How long have you been going to SHRM?  What were your highlights?

5 Ways to Advertise Job Openings to Veterans

This Memorial Day, give back by extending your recruiting reach to veterans. Take an extra moment to forward your job openings to veterans using these 5 recruiting ideas:

  1. Contact the Wounded Warrior Project. These guys are awesome! They provide programs and services to severely injured service members during the time between active duty and transition to civilian life.
  2. Post job openings on the Veterans Job Bank. Check with your applicant tracking system to see if they are already integrated. (myStaffingPro is, and we don’t charge a thing to submit your openings)
  3. Contact an American Job Center near you
  4. Contact your State’s Director for Veterans’ Employment and Training (DVET)
  5. Contact a local Veterans Service Organization, such as your local American Legion, AMVETS, etc.