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How to Hire Long Term Employees March 14, 2014

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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.


Hiring Manager Tips in 2014 January 10, 2014

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Last month, one would assume in honor of the new year, Mashable published “10 Hiring Tips for Your Small Business.” The notion that hiring for a small business is more integral than for large, established companies is spot-on, because we all know there is nothing like the right team to help a business grow.

The article also points out something that, as a hiring manager, you already know. The longer it takes you to find the right candidate, the more the hiring process costs. While the article advises us to take the price of a drawn-out candidate search into consideration, it doesn’t fail to mention the cost of employee replacement, which I argue is far more costly in the end than a drawn-out hiring process.

Getting the right candidate the first time around, someone who will do the job well and will stay in the position for at least a few years, always trumps making a quick decision to save costs on hiring.

As for making the right choice for a new hire, Mashable goes on to provide several tips, including:

Going to where the best candidates are for the job, and being constantly on the look out for talent.

They recommend being on the right job sites, and attending meet-ups and conferences. Not mentioned is a source that many recruiters fail to consider when hunting candidates – freelance sites. Freelance sites are an excellent place to find creative talent, because you can commission a project for a set rate and get a feel for how a person works before making a job offer.

Many freelancers would be happy to be scooped up to do what they do well for a steady paycheck.

Laying out all the demands of the job in a clear manner.

Mashable points out the problem from the employee side, how being clear prevents confusion about the job and frustration for the new hire. As a hiring manager, it is also important to think about how much time you will save in interviews by eliminating people who don’t have the skills for the job right away.

Being Flexible

Flexibility in work schedules and workspaces keep employees happy, Mashable argues.

What the article neglects to mention is the money it can save on company expenses. Setting up remote work arrangements with talent means you won’t need a place to put them on-site, and it provides the employees all the flexibility they could possibly want in their work environments.

While the Mashable article provides many more great tips, like impressing quality candidates instead of expecting them to impress you, and making them feel like part of the team right away, one area it fails to hit on at all is one of the greatest advantages hiring managers have these days – the apps and technology that make the job easier.

If you are always on the lookout for employees, a business card app, like Cam Card, provides a means of quickly collecting job candidate contact information for sorting later.

Applican Tracking Systems, which can be either web- or machine-based applications, work with both manual entries and automated data-gathering from job listings, referrals from employees, and incoming data from other external sources. With sorting options, it provides an easy means of elevating the right candidates so that the job of weeding out those candidates to call in for interviews practically does itself.

While the Mashable article is on the side of seeking out qualified candidates in advance, it also doesn’t recommend something that many hiring managers for start-ups have come to realize. When one stumbles upon a candidate with a lot to offer, it is often worthwhile to make room in the budget to hire that person even if there is no currently open positions. A growing company will need new employees soon enough, and the best candidates don’t stay on the market long.

Hiring The Best In Sales Employees October 4, 2013

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When it comes to hiring sales employees, you should always be looking at those who have a proven track record of being able to sell the product or service they have been tasked with selling. A resume is not always indicative of what a person has to offer your company. While it may be great that a person worked for another company for 10 years, were they consistently at the top for sales?

Forbes recently published an article containing the top 50 questions that you want to ask a sales professional. These can allow you to get in-depth to what a person is capable of and whether they will be able to perform for your company given the sales environment that you have fostered.

You don’t want to be overly firm or overly friendly during an interview, but you do want to make sure you get to ask at least some of these 50 questions to get to know the person sitting across from you a little more.

Top questions to ask include:

– What sales quotas are you used to being given??

– What is your sales technique?

– Can you provide an example of a contract negotiation that you completed?

– What market did you find to be the most profitable?

– What kinds of marketing methods have you used?

– What kinds of customer relationship marketing tools have you used?

– What was your average sale at your last position?

– What are your best traits as a sales representative?

Especially if you are not familiar with the company that a person worked for in the past, you need to be able to familiarize yourself with the selling standards. Did they work in a similar selling environment? Were the target demographics the same? Will their knowledge translate well into your company?

The more questions you ask, the more you can learn about the person sitting across from you (or over the phone). This will allow you to make better hiring decisions for your sales department and be able to meet your own goals within the company.

There are various tools that you can use to hire the best in sales employees beyond asking questions. An applicant tracking system can also allow you to organize applicants easier and be able to search within the resumes in order to find particular types of individuals – those that have used certain keywords or meet certain basic requirements.

A sales employee is the face of your business. They are responsible for interacting with consumers and getting the sales you need to stay financially stable. Hiring these employees is nothing to take lightly, so you need to use all the tools (and all the questions) you can.


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

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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.

Employers Have Many Options in Hiring Strategies February 22, 2013

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Human Resources departments in companies have to be flexible and willing to change. The practice of placing offerings on “Help Wanted” websites can be a less than productive way to find the right applicant. Posting a job with specific requirements can have people who are qualified apply, people are close to qualifying but not quite, and people you wouldn’t trust to wash your dog. It takes time to sort through all of those applications to find the group of people to interview.

Often, an internal recruiter, or someone who is actually part of the HR department of the company with a position to fill, will use search firms to create a larger pool of qualified candidates to sort through. It is more difficult, both practically and ethically for an internal recruiter to get the attention and create interest from someone who already has a job and even more so for someone who already has a job at a competitor’s company. The outside company can search for candidates, while the internal recruiter can make certain the candidates actually meet the requirements for the position; this can be especially important for specialized employment chances such as engineering.

One of the things that both outside searchers and internal recruiters must both do is get those qualified candidates to fill out applications. Many companies are turning to job application software to help make that process more efficient. In many ways, job application software is just what it sounds like, a job candidate fills out a job application online, and the application is then returned to the HR department. What the software allows simplifies the rest of the job hiring process too.

The application can be a general or as specific as required for each position to be filled. The candidate will have an opportunity to upload a resume and other information that the hiring company may require. There is a section of the application in which references are listed; however, the people listed as references will sent an email with specific information that is important for that job. Sometimes the person making the reference will simply be required to fill bubbles for a candidate, sometimes a written reference can be part of the process.

By having the references, history of employment, education, and other pertinent information all included in the electronic application, it is easier and less cumbersome for the HR person to determine who should be interviewed and who to pass on. Another benefit is the electronic file will stay there so there will no longer be file cabinets full of applicants who had applied in case other openings occur.

Companies are finding it necessary to be more creative and flexible in how they recruit and hire prospective employees. Applicant tracking systems are just a part of how that flexibility can make the job easier.

Finding the Best Talent in Industries That Aren’t Really Hiring February 8, 2013

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how to find talentCompanies and recruiters, who are attempting to find the best talent in industries that aren’t really hiring, know a secret. It is discovering how to use the right Applicant Tracking System to take the overwhelming task of filtering through stacks of resume’s and highlight the cream of the crop.

When the job market tightens, it becomes a hiring company’s dream with skilled applicants flooding human resources hoping for a career. However, a recent survey by Towers Watson revealed that almost 72 percent of employers say they are having difficulty attracting skilled and qualified employees. Recruiters and corporations are successful when they use the latest cutting-edge technology of tools available.

Here’s five industries projected to be among those who aren’t really hiring in 2013:


  • Non-Profit and Religion Work
  • Journalism and Publishing Jobs
  • Legal Work
  • Electricians
  • Data Processing and Entry Level Computer Work

As a recruiter looking to fill these positions or a hiring manager within one of these industries, it’s time to streamline the process. Learn how to implement and use an Applicant Tracking System to stay on top of the competition. 

Non-profit and religion work thrives when the economy supports the ability for members to make donations. When the economy turns sour, these organizations don’t have any money to throw away on charity paychecks to employees with hearts bigger than their abilities. The right Applicant Tracking System filters criteria making your job or hiring less burdensome and more productive.

Trading in the printed word for an electronic version online is a convenient trend that has caused a steady downturn of journalism and publishing jobs. This means skilled writers are looking for placement and turning to sites online where Applicant Tracking Systems are noticed and successfully draw in the best applicants.

Hiring has slowed gradually in the once prosperous field of law with 2013 projected, in some states, to be the worst law job market in decades. Tap into this pool of talented and well-trained specialists before these licensed graduates give up their hunt to land a fulfilling job. Use strategically placed ads linked to an Applicant Tracking System on professional law journal sites.
The housing market is expected to one day pick up the pace, but is currently leaving skilled electricians behind. Create a conduit through which job placement can flow with the right Applicant Tracking System. Properly advertise it to spark the necessary connections between potential electricians who notice and take the time to apply.

As entry-level technology jobs narrow, don’t be left stagnate with an analog hiring process in a digital world. Use an Applicant Tracking System in computer-related recruitment where it is already readily understood among those applying.


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

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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.

Work with a Top Applicant Tracking Systems March 23, 2012

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If a review of your human resource management tasks and results indicate that your business could benefit from increased efficiency and more organization, it may be time to put one of the top applicant tracking systems to work for you. These types of solution oriented business technologies have a lot to offer when it comes to organizing and managing information and increasing the efficiency of human resource management operations, especially when it comes to the myriad of processes involved in meeting staffing needs by locating and hiring the best possible applicants for the positions that need filling in a business.

Staffing is different these days, because businesses operate in such different ways, thanks to the wealth of technological advancements in communication and information management. Even the smallest of businesses has the opportunity to be a global player, with both its labor force and its customers scattered throughout the world. The top applicant tracking systems are designed to be able to operate in this brave new business world, facilitating such business practices as the outsourcing of labor on a global level and the functioning or the virtual office or business, one that isn’t housed in the traditional sort of brick and mortar defined location.

Being able to access information about potential job applicants across a wide geographical expanse is an important element of being able to select the best and brightest for your organization. The data management offered by such business oriented technologies increases efficiency in seeking the best applicants for the job, as your time is never spent looking over the information of unsuitable applicants, because those are filtered out before you ever see them. A quality applicant system can help to make interviewing processes much easier, as well as ensure that the interviewing techniques remain compliant with existing employment law on local, state, and federal levels.

Human error and its associated costs are reduced when using a quality applicant tracking system. There is no need to invest a whole lot of time in closely tracking the progress of change in employment law, because the leading applicant tracking systems handle that for you, one of the many quality features you have access to when you use the best. Making sure that your labor force is as diverse as it needs to be to be considered in compliance with labor law no longer has to eat up human resource management labor hours. The risk of mistakes that could cost your business in terms of money and reputation is decreased.

Enhancing your human resource management functions and efficiency can be as easy as putting one of the leading applicant tracking systems to work for you in your business organization. Information is power and effectively managing that information to your best advantage, especially when it comes to staffing issues, can do a lot to increase your company’s chances for success, right now and over the long term. Your labor force is what produces your product or service, making the quality of that labor force an essential element to your bottom line, so make sure you can get the best with a quality applicant tracking system.

Does Investing in Applicant Tracking Guarantee Hiring Success? February 24, 2012

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In considering whether or not investing in the leading applicant tracking system guarantees success, it is important to define what success means to you. If you are asking this question of yourself while deciding if these types of software and systems are worth your investment in terms of your overall business success, it may be best to break that question down into parts. After all, the quality of your employees, while certainly being a huge part of your business success, isn’t the only part of your success. Your good business sense is the foundation that everything else rests upon.

Reframing the question may be more useful to your decision making process. Can using a high quality applicant tracking system or recruitment software guarantee success in finding the most suitable applicants for the positions in your business that are key to its overall competitiveness and success? When you invest in this type of software or system, you gain a system of applicant information management that would be impossible to replicate in a human resource management department via hands-on labor hours at any cost.

The reach of a quality applicant system goes far beyond the region your business operates in, allowing you to scour the nation, even the globe, for applicants with the specific skill sets you need to bring your business to the next level of success. This type of information management helps to ensure that you are looking in all the right places for your recruits eliminates the waste of time in sifting through applicants that do not meet your specific requirements, helping you target the best suited applicants quickly and efficiently.

Labor hours matter in the overall cost of doing business. If your definition of success includes getting more done at a reduced cost, then the leading applicant tracking system may be just the right move for you. There’s a lot involved in successful applicant tracking, from first contact, to the interview process, to the actual hiring to maintaining employment law compliance. That is an awful lot of information to be dealt with, requiring a great deal of labor hours to do well, if placing those responsibilities and tasks in the hands of a human resource team is the way you choose to go. Technology can slash those hours and greatly reduce the costs involved with finding the right people for your organization.

Putting a high quality job applicant tracking system to work for you can virtually guarantee your success in quickly and efficiently finding the best solutions to your staffing challenges. Using your good business sense to make the right choices when it comes to selecting the means, methods, and tools to increase your success in attracting the type of applicants you need to achieve your business goals will enhance the potentials of you achieving the success you desire. In the end, it is your choices that matter the most. Choosing applicant software to help you obtain your goals can be one of the most important step you make for the overall well-being of your business.

Web based Recruiting Software Changes Everything for a Human Resources Department December 31, 2011

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The way it’s currently done works, no doubt about that, but the availability of a system that cuts

down on time and costs, and speeds up the headhunting process is too good an opportunity
to pass up. I’m talking about Web based job recruiting software as a tool to hasten the work of
Human Resources Managers all over the world.

It used to be (it still is in many places) that when a company was in need of people, it would
place an ad in a newspaper of general circulation. Careful attention is usually made to make
the ad jump out of the Classified Ads page and grab prospective applicants’ attention. Ad
placements don’t come cheap, and it’s a horrible waste of money for the ad to generate only
half a dozen responses. Besides, the ad should attract good prospects, and, usually, the more
responses there are, the better the chances that some good candidates will emerge.

Depending on the number of responses, the ad may be placed again. As the responses come
in, the applications will be screened, with the more promising ones going to the shortlist, while
the rest will be receiving “Thank you, but…” letters soon. The shortlist of prospects will be
contacted for a series of interviews and testing, normally no more than three to four each day,
to determine how they measure up against the desirable qualities the job demands. All this
information becomes part of a file on that particular applicant.

The system works, no doubt about that, but there’s a better way than just running print ads.
Web based recruiting software offers an electronic alternative, one that gives you the lowest
possible recruitment and hiring costs. Applicant tracking software does that by speeding up
the management of resumes and applicant information. You advertise your need online, and
applicants apply online. Their curriculum vitae are stored online and retrieved online.

Using the traditional way, you get to reach only to those who buy the newspaper which carries
your ad. Not so with Web based job recruitment software systems; your market is the entire
world. For instance, if you’re looking for a VP of Operations for your oil interests in Dubai who
speaks Arabic and has a working familiarity with the Arab mind, and who has stayed in the
Emirates for at least five years, you won’t find that person by advertising in the Sunday paper.
You need to go to the web for that. Job recruitment software providers often have tie ups with
job and resume boards like Monster, Hotjobs, and Career Builder, expanding your data mining
reach. The bottom line: lower recruitment and hiring cost.

HR needs to fill positions quickly, so it doesn’t really matter much how HR does it, right? Wrong.
In the first place, there are a number of ways to find candidates, each one associated with a
particular cost and a specific area of effectiveness. Candidates could be found at career fairs or
campus interviews and the cost per hire would be low, but then what kind of candidates would
HR come up with for that VP of Operations job? The likes of the vacancy would probably dictate
a newspaper ad, or candidates generated by job portals or recruitment vendors, but would the
cost then be what the company could afford? Look into web based recruiting software for your
HR department. You’ll eliminate the problems, the costs, and the extra work you have to do if
you use those other, older, inefficient and less effective methods.