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Mobile Hiring Applications Are Integral for Today’s Employers March 8, 2013

Posted by Darwin in Applicant Tracking Database, applicant tracking software, Applicant Tracking System.
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Human resources departments in computer and technology companies need to keep up to date with mobile applications. Actually mobile applications applies to all type of work, because most industries use the computer. With so many job hunters using mobile phones and tablets, the traditional online job search has changed.

Mobile user don’t appreciate job websites that take more than 5 to 10 seconds to download. Your company will lose some good job candidates when you don’t use applications that optimize your website for mobile users. Many people use mobile phones at work, home, or when driving. The are trying to search for a job when not at work or commuting by bus or train. Job search sites like CareerBuilder and Indeed have found the amount of mobile searches by applicants has doubled.

Employees want to search at lunch time and apply quickly. If the applications process is too time consuming, they will not return or followup. Sometimes these are the best candidates, especially for high tech jobs that require certain skills. When your job websites is not optimized for mobile devices someone calling from a smartphone often sees small print that they cannot read. Surprisingly only two percent of Fortune 500 companies have applications for mobile job searches. This means that they lose out on these candidates.

Some job sites offer employers mobile applications geared to mobile users so they can get more candidates to apply. It let’s them send a resume and answer questions that are hard on traditional job search sites with mobile phones and tablets. Yet, few companies use these simple applications losing dozens of good candidates this way. If your human resources use an applicant tracking system you can upgrade to a new system of software that includes mobile features.

An applicant tracking system with social media features would help a company recruit applicants on Facebook and other social media sites. This is not unheard of because many businesses have a Facebook page that customers and employees visit. The tracking system should make your website optimized for smart phone and other mobile devices. Now many tracking applications have a feature that allows mobile users better access and interaction.

Many US workers telecommute or work from a satellite office, client, home or cafe so a cloud enabled applicant tracking system helps you attract the mobile and tablet users. When it comes to recruiting new applicants, human resources departments need to upgrade their applicant tracking system to attract more mobile job search.


Pre Employment Screening: Applicant Tracking Solutions With This Feature November 30, 2012

Posted by Darwin in Applicant Tracking Database, applicant tracking software, Applicant Tracking System, pre employment screening.
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When hiring new employees, background checks are essential. More specifically, pre-employment background checks are used by many companies before they even consider hiring someone. The screening process for a potential employee will give you the appropriate information you need to see if they are the right fit for you and your company.

There are many bullet points under the pre-employment screening process that a recruiting professional might want to consider. The first is a credit report. Some employers, for one reason or another, decide to hire a candidate based on their credit report – but they cannot just obtain one freely. According to the Fair Credit Reporting Act, before an employer obtains a credit report they must get written consent from the candidate. A copy of the credit report must be given to the applicant and they have the right to challenge the report. Bankruptcies, which can also apply to a pre-employment screening can appear on a candidate or employee’s credit report. However, discriminating or hiring based on a person who has filed for bankruptcy is prohibited under the Federal Bankruptcy Act.

Education is often a factor when it comes to the hiring process. Even so, there are regulations when it comes to obtaining school records such as transcripts. Along with some state laws, the Family Educational Rights and Private Act are to remain confidential and require permission from the student.

Another facet of the pre-employment screening process are criminal records. A candidate’s criminal past can also help inform a recruiting professional’s decision. However, there are regulations that vary from state to state when it comes to hiring a candidate based on their criminal history so it would be wise to consult with a law professional so that everything is compliant.

The use of lie detector test in a pre-employment screening process is not allowed under the Employee Polygraph Protection Act. There are some exceptions such as security guard services, alarm system professionals, businesses that utilize armored car services and many who are involved in the pharmaceutical business.

Medical records also play a role in pre-employment screening. Again, an employer cannot discriminate against a potential employee based on a persons physical or mental disability. This is prohibited by the Americans with Disabilities Act. However, an employer can ask about a candidate’s ability to do the tasks of the job they are applying for. For example, if the applicant is applying for a job that requires heavy lifting, the employer can ask if they do have the ability to perform tasks that require heavy lifting.

There are many ins and outs when it comes to the pre-employment screening process. By knowing what to screen for and how to screen for it, a business can make their hiring process effortless.

Applicant Tracking Databases for Seasonal Employee Issues May 18, 2011

Posted by Darwin in Applicant Tracking Database, recruiting, small business.
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It doesn’t matter what time of year you’re reading this. There is a seasonal situation looming in front of you that will require the hiring or laying off of employees. The size of your company doesn’t play a part in this, aside from the level of your economic impact on the local community you draw your workforce from. Everyone is affected by the ebbs and flows of consumer purchasing, the price of petroleum in winter or summer, or the environmental conditions that allow some businesses to thrive and others to struggle. If you’re in business, you’re dealing with one or two of these, maybe all of them.  

How can an applicant tracking database help you in times when seasonal employee issues arise? If you’re a seasonal landscaping or snow removal firm it should be obvious. At the beginning of your season, you hire a bunch of new employees. At the end, you let them go. You’ve been using different systems for years to keep track of it all, but how many times have you sat back with a group of your regulars and said, “Gee, I wonder whatever happened to so-and-so. He didn’t apply this year and I can’t seem to find his number.” If you had applicant tracking software, you’d have that number on hand.

Smaller companies can keep track of former employees with paper filing systems or standard databases, but what about those candidates who applied for work before, went through screening and reference checks, and were refused for some reason that isn’t likely to change in a few years? They eventually apply again and you go through the same process, drawing on the money and resources you don’t have to come to the same conclusion. Why waste all that time and energy when you can invest in applicant tracking that will tell you this person is a “Do not Hire”?

Companies that hire large numbers of seasonal employees tend to overlook the small details about the hiring and firing of former seasonal employees. The right software allows you take notes during the recruiting and hiring process. Did the candidate show up on time for his or her first interview or did they reschedule? Were those behaviors present on the job once they were hired? At the end of the season, did the candidate finish up the job or take off a few weeks early to go to school or another job?

These questions are important, especially in a tough economy where potential employee pools are so large. You can continue to do business as usual and just plug in warm bodies until the job gets done, but how much are you losing by doing that? All industries have their superstars and deadbeats. You want the former, yet somehow end up with too many of the latter. Applicant tracking databases can help you avoid that and get you ready for your busy season with the right people by your side. Wouldn’t that be a better and more profitable way to do it this year?