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Charge Your Recruiting Efforts with Social Media March 28, 2014

Posted by Darwin in Uncategorized.
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Social media is a powerful tool to promote business, but it has also become an integral part of finding and hiring new employees. With the vast reach of the internet, your business reaches a larger pool of job applicants when you post jobs on social sites. Facebook, Twitter and LinkedIn are three large social media platforms where you should be promoting job opportunities and reaching out to potential employees.

Keep all social media communications professional.

It is important to remember that all job postings on social sites must meet the same standards as traditional job postings. Language has to be discrimination free and when you post a potential job to Facebook, the language used on Twitter and LinkedIn for the same job should be the same. Remember that both potential employees and customers will see your postings, so keep all language neutral and professional.

Social profiles can indicate employee suitability.

Most companies do some form of internet search on candidates who have applied for a job. Employers can learn an abundant amount of information about potential employees by checking social media profiles, but this practice is cumbersome. There is a lot of gray area when checking online for social information regarding potential employees because you are not allowed to discriminate. A social media profile may give you the wrong impression of a candidate based on qualities you are not allowed to consider as you search for employees.

All good job candidates are using the internet in their job search.

Your business will lose out on great employees if you are not using social media to promote job opportunities within your company. Social reaches most job searchers, while using traditional methods such as in print newspapers is old-fashioned. Most job seekers today have never looked at the classified ads in a print newspaper to search for a job but instead post their resume on any number of social media websites. To remain competitive in today’s business world, you have to develop an active, evolving¬†social media recruiting¬†presence.

Employers must record the gender, ethnicity and race of all applicants.

It is vital to know that when you begin accepting applications for a potential job, you must keep accurate records of every job applicant that applies for the position. This can get tricky if you have posted the job online in a number of places. Even though you might use Twitter, Facebook and LinkedIn to promote a job posting, each applicant should be directed to the same application page where the statistical data needed to comply with government regulations will be collected.

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How to Hire Long Term Employees March 14, 2014

Posted by Darwin in Applicant Tracking System.
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With the rapidly evolving business landscape, human resource management departments face many challenges. The first challenge is attracting qualified candidates. Integrated technology systems like the applicant tracking system (ATS) allow a company’s recruitment staff to collect and store a candidate’s data and monitor and track all stages of the hiring process. This software can also be used to post job openings, screen resumes and generate interview questions via email. It streamlines the whole employee-seeking process and helps companies select the best candidates for potential hire. Today, human resource staff needs to leverage technology to enhance their function in an organization.

Once the right applicant has been hired, it’s essential that employers keep them long term. What’s the price tag of the loss of a good employee? Experts put the cost between 70 to 200 percent of the employee’s compensation. Of course, the compensation system must be designed to motivate employees and the benefit packages should be structured to meet employee needs, but it takes more than that to keep today’s employees. The old notion of just happy that you have a job is a fast ticket to employee turnover.

Employee retention studies have revealed that what really influences employees to stay is meaningful work, an opportunity to learn, recognition and a positive work environment. Human resource managers should ensure that these strategic organizational factors are in place. Training programs should be available for employees to grow and advance. Take the time to discover employee learning needs and wants. Opportunities for learning can include in-house training programs, outside workshops and reimbursement for college courses.

Leveraging the manager-employee relationship helps build trust and creates an attractive work environment. While mentors and trainers have their value, the employee’s manager has the greatest influence. It’s best to have one in place who is approachable, fair and helpful. When an employee’s direct manager is less than pleasant, employees run for the exit door. Managers and supervisors should have relationship training programs. The more knowledge these key players have on how to work effectively with people on a one-to-one level, the more likely strong bonds will develop to help retain employees.

Getting the employee’s families involved in the company culture also creates a positive work atmosphere. Take employees and their families out to dinner when major milestones have been met and hold special social activities, such as holiday parties, birthday celebrations and family picnics. It’s both fun and creates good will.

Keeping valuable employees is a challenge that companies can meet with the right strategies.