How Augmented Reality Can Enhance Candidate Experience

Augmented reality (AR) is dominating the gaming world with Pokémon Go; and with its many applications, it is sure to become a front and center technology for many industries—including recruiting and marketing.  Companies are always pioneering new ways to attract and retain top talent, and with the use of AR, they will certainly catch the attention of prospective applicants and convert them into new hires.

There are a few active examples of AR, one of which was put into play by the popular furniture store Ikea.  With their AR application, shoppers could place furniture in their home and see exactly what it would look like if they were to purchase a specific piece.  Ikea’s application yielded 8.5 million downloads according to Alexander Oser, a Strategy Associate at Apple.  If such an application made a large difference for Ikea shoppers, it can surely be used by companies to attract candidates with virtual candidate experience.

Augmented Reality


How Will Augmented Reality and Virtual Reality Revolutionize the Candidate Experience?

  1. Improving candidate experience and brand loyalty with Virtual Reality

There are many times when a candidate is a perfect fit for a job based on their degree and qualifications, but they do not mesh with company culture.  With the implementation of augmented reality, a candidate can take a virtual tour of the office and meet employees prior to a physical interview.  According to a study published by LinkedIn, 66% of candidates believe that the culture and values of a company are some of the most important things when seeking a job—so this new app could help by narrowing down the applicant pool to those who know they are a great fit with the company, and vice versa.  When a potential candidate is “viewing and chatting” with company employees, they can get a sense of the office environment, the personalities they’ll be working with, and a glimpse of what they can expect if hired. Current employees can become company ambassadors, explaining why they enjoy working for the organization, benefits, and what exactly they’re looking for in a new hire.  If the prospective candidate doesn’t feel that they are compatible, they can move on and continue their job search, whereas if they desire to be a part of the team, they can pursue the position. The utilization of augmented reality throughout the application process can make it more enjoyable, as well as smoother for both new hires and hiring managers; saving copious amounts of time and money.

  1. “Cool” Factor for the Millennials

It goes to say that Millennials will make up the majority of the workforce in coming years. Not only will augmented reality applications streamline the hiring process, it will also make your company attractive to professional and “tech savvy” candidates.   When you have the “cool factor” of augmented reality, many prospects are going to be interested in looking further into your company. According to LinkedIn’s Global Talent Trends survey, 59% of people claim that once they discover an appealing job, the first thing they do is explore the organization’s website.  If the company had an augmented reality application, the candidate could instantly gain perspective and interest in the high-tech and fun way they recruit.   For example, the Oser study explains the use of an augmented reality app in Tokyo where an adorable penguin guides users around the streets of the city, ultimately leading them to a popular aquarium.  The study claims that the company’s ticket sales rose 152%, and of all app users, 90% would recommend the penguin city guide to others.  The attraction is half the battle, but with augmented reality and virtual reality applications candidates will be fascinated long before stepping foot into a company’s office building.

  1. Beyond Text Based Job Searches

Imagine pointing a Monocle-type app at a building that then generates a list of companies who are hiring within the building. It could also tell you the “best rated workplaces,” or which companies will be at the next career fair in your area.  Considering 90% of people are interested in hearing about new job opportunities, yet 64% remain passive, the application would appeal to the majority of smartphone users, who may become active job seekers with the convenience of an augmented reality app. Not only is this convenient, but also amusing—especially when wandering places such as New York City or San Francisco.  An application that presents companies in this way would encourage qualified candidates to be on the lookout for a better opportunity as well as encourage companies to maintain an excellent reputation which can improve their candidate pool.  This next generation job search can serve as a benefit for both candidates and employers by giving unique insights into a company while capturing talent that might not have discovered the opportunity otherwise.

  1. Gamification of Hiring

Millennials are extremely different from any other generation.  They are tech savvy, phone savvy, and desire immediate gratification—including within the job market. With augmented reality becoming the new norm, an employer can engage a potential new hire with challenges and games that test their knowledge, values, and critical thinking abilities.  This is a tricky yet fun way to test what is important to the candidate and their ability to perform well for the company.  With the use of augmented reality, candidates can complete work-related assessments in their free time or on the go, which can indicate their work ethic and timeliness.  In 2016, 41% of people plan to remain at their current company for 2 years or less, while 22% of people have no idea how long they see themselves working for a specific job.  That remaining 37% of candidates are considered “job loyal,” or planning to stay at their job longer than 3 years.  This is an aspect that could be extremely important to companies when trying to save money and time throughout the hiring process, and could be tested using a values quiz on an augmented reality application before the candidate is hired.

  1. Interview Using Virtual Reality and Augmented Reality

In addition to the many things that are accessible using augmented reality, AR enables a virtual first interview.  Although most companies will eventually meet a candidate in person, the edge and convenience of getting a first impression using video can influence a second interview, or dissuade one.  A virtual option where a hiring manager can see the candidate while the candidate gets a first-hand look at the office from the comfort of their home gives the company a competitive edge, while saving time and resources for interviewers and recruiters.  For companies hiring long distance or remote candidates, this is a great option for recruiters who are thousands of miles away but want to vet candidates to ensure they are qualified for the position.  Augmented reality is a great advantage to ensure businesses are hiring the best candidates regardless of their location.


Augmented Reality as seen with Pokémon Go is a game changer for the future, especially when it comes to recruiting.  With constantly evolving technologies, it’s important for HR professionals to utilize new emerging technologies that rethink the candidate experience and implement new strategies. Keep your company ahead of the game and successful in getting the best talent around the world with augmented reality!

Written by: Alex Goldfarb

The Importance of Integrating Hiring Managers Into An ATS

Applicant Tracking Systems (ATS), provides an easier way of hiring qualified candidates. Let’s face it, if you are a mid to large sized company without this software you are falling behind. According to The Wall Street Journal, 90% of large companies implement an ATS and it would be very difficult to find a fortune 500 company without one. Although Applicant Tracking Systems are generally beneficial to companies with a large client base, most of them are not being used to their full potential. Many systems lack the engagement of hiring managers and hiring teams, which prevent the best possible candidates from being hired. Hiring managers need to be integrated into the ATS to help your company reach its full potential in the following ways:

  • Integrating Hiring Managers/Hiring Teams creates a way for more strategic hiring:

By using a Hiring Manager or Hiring Team, a candidate’s resume is reviewed by qualified personnel that knows what they are looking for. For example, a Hiring Manager in Pereless Systems’ ATS has the opportunity to approve a candidate and move them to the next step of the hiring process or send their application to another partner on the hiring team to approve. By doing this and getting the opinion of every member of the hiring team, the best possible candidate is going to be hired.

  • The Best Possible Candidate will be Hired:

By integrating a Hiring Manager/ Hiring Team in your ATS the possibilities of hiring the best possible candidate is increased immensely. By having a group of hiring professionals reviewing resumes through the use of an ATS the best possible candidates will be chosen, and help fill your company with the best possible employees.

Written by: Spencer Pereless

Companies using an ATS to hire candidates without integrating a hiring team are missing out on all of the benefits an Applicant Tracking Systems has to offer.  Request a demo to see how our ATS can help your company!

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How Employer Branding Improves Recruitment Strategy

Employer branding is the method of promoting company culture and reputation to attract and retain high quality job applicants. In today’s job market, employers are in a constant battle with competitors to snag top talent that will remain with the company long term.  There is an increasing amount of evidence linking successful attraction and retention rates to businesses using employer branding strategies.  As a result, more companies are becoming aware and involved with branding recruitment, with 61% already implementing it while 25% are planning to in the near future.  What’s it all about?

  • Improvements In Applicant Quality:  Businesses using proper branding strategies have seen a drastic improvement of incoming candidate quality for job positions.  Prospective and passive candidates who are familiar with your brand, or can become easily informed, are eager to apply for a company they deem an ideal place to work.  According to a 2015 survey,  respondents cited brand reputation as one of the top three factors when making career decisions.  That same survey also found that experienced candidates are more likely to approach recruiters based on branding perception.  Companies who provide transparency in its values, incentives, and relationships with employees will attract candidates with a clear understanding of how they’d fit within a culture and add value to its brand.
  • Increase Of Passive Candidates: Companies with ongoing commitment to branding are able to source candidates who are knowingly or unknowingly passive.  CareerBuilder led a survey that analyzed 265,000 job postings concluding companies with active branding experienced 3.5% more applicants per job posting than any other company in their industry.  In addition, the Corporate Leadership Council surveyed 90 organizations with 28,000 new hires and tenured employees revealing organizations with a managed employer brand could source over 60% of the labor market compared to 40% of companies without it.   Strong brands can create a talent community base with a heightened sense of motivation to seek employment with their preferred employer.
  • Lower Recruitment Costs & Quicker Time-To-Fill:  With job seekers more likely to apply for branded companies and more willing to contact recruiters, this can significantly cut down on recruitment costs and time-to-fill deadlines.   Recruiters will spend less time waiting for candidates to apply, less time focusing on posting job advertisements, and more time reviewing a likely large applicant pool with qualified candidates.  Not to mention, employer branding often involves social media, providing platforms for recruiters to post job opportunities that can reach a large audience while providing resources for prospects.  Plus, it’s free to use.  One study revealed that 30% of candidates said they used social media sites like Facebook, Google+, and LinkedIn to learn more about companies and open job positions.
  • Less Turnover: Turnover is the rate at which employees leave a company and are replaced.  According to CareerBuilder, 35% of workers cited that, in general, they voluntarily left a job because of company management. 67% said they would not, or are not sure, if they would recommend their employer to others while 34% valued their company as a, “poor” or “extremely poor” place to work. These are harsh indications of poor company culture and are typically unknown to a new employee at the time of hire.  Companies with branding are almost always guaranteed to live up to their promise, or risk sacrificing reputation.  Serious, qualified candidates know that highly reputable companies are the best places to work, and businesses who brag about their company normally provide evidence to back it up.  That is not to say that companies who are viewed as not-so-fun places to work can’t improve.  It’s important for management to be honest and willing to implement new changes that will improve company culture and perception. Employer branding research can be the starting point towards success.

In a competitive economy, businesses are looking to secure the best new hires by actively managing their image as a positive place to work.  Although investment in employer branding is an ongoing process, and new methods are needed to enhance reputation, it will solidify a company’s position within an industry and influence qualified talent to engage you for employment!

*Managing and organizing a large amount of incoming applications is not easy without an applicant tracking system.  Request a demo or visit our homepage to learn more about how our software can help streamline your hiring process, assist in your branding strategy, and help you proactively recruit for the best talent in your industry!

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5 Ways Pokemon Go Provides Strategies For Recruitment

By: Alex Goldfarb, Spencer Pereless & Nikki Holcombe

The new Pokemon Go augmented reality gaming app is a huge hit among millennials. Created by Nintendo, players traverse the physical world using a digital map on their smartphones to catch virtual Pokemon that “appear” at popular places in their area. Not only is Pokemon Go a craze, but it encompasses characteristics that are parallel to the world of HR and recruitment.

1. Proactive Pokemon Hunting

The best Pokemon are almost never going to be right in front of you when you open the app. The best characters are located in popular places around town, places that require you to get out and proactively look for them. In recruiting, it is often more effective to go out and find candidates rather than letting them find you. Sometimes, the best candidates are passive and unaware of your company, but if you use Candidate Relationship Management (CRM) provided from Applicant Tracking System (ATS), there is a good possibility that you will find the best candidate and Pokemon. Proactive recruiting and proactive Pokemon hunting are a must have tool and skill in these days in order to find the best candidates and pokemon out there.

2. Right Tools to “Catch Em All”

In Pokemon Go, people look through their smartphone cameras to find Pokémon. When an animated creature appears, they toss Pokéballs at it until it is subdued. There is often a desirable character right in front of a player, but if there were no Pokeballs left, it would be impossible to catch it. Similarly, there are often quality candidates somewhere in your talent pool, or passively existing on websites like LinkedIn, but if you do not possess the correct tools, like an ATS, CRM and a good hiring manager, these candidates will slip away and be snagged up by one of your competitors. A similar situation happens in Pokemon Go when a Pokemon is not caught in a quick amount of time–it is be picked up by someone else. With the correct tools, one can find and acquire the perfect candidate for a job position, and catch whatever Pokemon happen to cross their path.

3. Using a “Lure Module” incentive

When your friends, family members, or acquaintances tell you there is a large amount of Pokemon nearby, you are going actively search for them. Similarly, when someone you know posts about a job opportunity at a company they love, it can help “lure” people into applying for the position. Referral programs are social postings about openings within a company, and they are one of the key drivers for hiring success and increasing company’s brand through employee incentive referral programs. Similar to Pokemon Go tracking popular capture spots, an ATS can record traffic and sources on these referral posts just like the GPS on Pokemon Go tracks the popular capture spots. Players who go to Pokemon populated areas receive the reward of catching multiple characters at once, whereas employees who refer successful new hires receive rewards in the form of monetary bonus.

4. Location, Location, Location

In order to find the pokemon that you want, you need know where to look.  For instance, to catch characters like Horsea or Magikarp, you need to be near water since they belong in aquatic environments.  This is the same concept for recruiting. You need to be able to post to the right job boards in order to find the best fit for your company. With the Sourcing Analytics provided from your Applicant Tracking System (ATS), you can direct your resource to maximize your ROI, and find the best candidates.

5. Patience for Pikachu

In the beginning of Pokemon Go the player is given the option to choose either Charmander, Squirtle, or Bulbasaur. Rather than picking one of these three Pokemon to start your Pokemon Go journey, some users walk away and explore new options. When exploring new options users are greeted by a Pikachu as their starter pokemon. Likewise, many companies, when they have a vital employee resign, rush to hire the first decent candidate that comes along. Instead, hiring managers should wait and conduct many interviews in order to ensure that they are getting the “Pikachu” or the best option possible. With an ATS, it is easier to preface many options about a candidate, and with the schedule feature, it is easy to fit and organize many interviews into a single day for countless new hire options.


Request a demo today to see how Pereless Systems Solution can transform your recruiting to catch em all!

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Pokémon Go, Pokémon, Gotta catch em all, and Pokémon character names are trademarks of Nintendo and respective Companies.

Top 3 Websites For Social Media Recruiting

Social Media Recruiting is the process of businesses utilizing popular online platforms to attract and source candidates for job opportunities.  Using social networking sites for recruitment is a growing trend among organizations, with 84% of human resource professionals citing they currently follow this strategy.  Companies have attributed much of their success in finding quality, long-term employees to recruiting online, and have praised it for its cost effectiveness, ease of use, and its potential for reaching a large audience.  So, what are the top three websites that businesses are using for their social media recruitment strategies?

According to a study released by the Society for Human Resource Management (SHRM), in the year 2015, 96% of HR professionals used LinkedIn for social media recruiting, while 66% used Facebook and 53% Twitter.   89% used these platforms to post job advertisements while 75% contacted candidates and 73% sought out passive job applicants with specific skill sets.  Each of these platforms serve slightly different purposes, yet all are useful for finding new hires and increasing your presence on the world-wide web.


  • LinkedIn is a hub for business professionals that offers free and premium accounts.  Users can search for career opportunities, build and maintain relationships, and share valuable information.   Most importantly, it is a great source for employers to post open job positions and proactively search and recruit passive candidates with skills compatible to their industry (all while using the free service).  LinkedIn has millions of users, so creating a company profile, highlighting your brand, and building a positive reputation is a must if you’re serious about getting highly qualified applicants into your organization.
  • Facebook is a free, easy to use social media site that is great for recruitment, marketing, and building a solid client base. The “Page” feature allows employers to create a unique Facebook page that includes your company name within the URL, making it easy for individuals to search and locate your business.  Users can “like,” “follow,” rate, and share the page with their friends, as well as leave comments and send private messages to the page owner.  Employers can connect and interact with their followers, utilize analytic tools to gain important insights to customers activities, and alert followers of available job opportunities.  If you have an awesome company culture that is consistently showcased through Facebook, your loyal fans will line up to become a part of your team when the opportunity arises!
  • Twitter is a completely free social networking site allowing its members to share bits of information instantly.  For employers, one of the most important elements of this platform is the use of “hashtags” (or keywords), connecting your posts to a general topic.  For example, your company has an open position for a human resource manager, and you’d like to post this out to the Twitter-sphere.  Researching a commonly used hashtag (in this case, #HR), then including it within your post along with a link directing individuals to an application will get your post visible to all Twitter members who search for that specific hashtag.  Include as many hashtags as you’d like, however there is a 140 character limit per post, so use them wisely!   Users can also follow your account and “Retweet” (or share) your posts, getting your job listings maximum visibility within the Twitter world.

In the modern technological age, social media recruiting is the new method for publishing job opportunities and marketing your company brand. With an increasing number of business professionals embracing these strategies, your company cannot afford to skip out on it!

Pereless Applicant Tracking Ranked Promising HR Tech Solution In 2016!

FREMONT, CA—Jun 20, 2016— Pereless Systems, a leading provider of Recruitment Management solutions, has been listed as one of the 20 Most Promising HR Technology Solution Providers 2016 by CIOReview.

“We are pleased to recognize Pereless Systems as one among the 20 Most Promising HR Technology Solution Providers 2016,” said Jeevan George, Managing Editor of CIOReview. “Pereless Systems’ proven track record of successful client deployments in HR arena demonstrates its prowess by offering recruitment management solutions that helps to meet large companies’ recruitment processes.”  

Pereless Systems is specialized in providing products and services like Applicant Tracking System, Recruitment Management Software, On-boarding Software, Pre-Employment Services, HR Software, ATS Software, and Cloud Based Recruiting. It provides a top tier Applicant Tracking System with first-class customer support and innovative new features. Its Applicant Tracking System (ATS) helps organizations in finding talent and stay competitive while keeping up with federal requirements and regulations. It develops products to meet the growing demands of HR Recruiters to take their recruiting process paperless while retaining valuable candidate records for reporting.

About CIOReview

Published from Fremont, California, CIOReview is a print magazine that explores and understands the plethora of ways adopted by firms to execute the smooth functioning of their businesses. A distinguished panel comprising of CEOs, CIOs, IT VPs including CIOReview editorial board finalized the “20 Most Promising HR Technology Solution Providers 2016” in the U.S. and shortlisted the best vendors and consultants. For more info visit:

About Pereless Systems

Pereless Systems is a software company founded in 2000 with its headquarters in Red Bank, New Jersey. Its main business objective is to develop an innovative, web-based ATS solution that could help businesses perform essential recruiting and employment duties more efficiently. For more information visit:


Pereless Systems

This Applicant Tracking System Is Your CRM

An Applicant Tracking System (ATS) helps businesses manage their recruitment efforts and newly hired employees.  Customer Relationship Management (CRM) nurtures the relationship and maintains communication with your clients.  Remaining connected to your contacts is vital to keeping them satisfied, and when it comes to job recruitment, it can assist in acquiring and retaining top talent.   Luckily, there is one applicant tracking system that can regulate both processes for your business.


An Applicant Tracking System (ATS) is more than just software that tracks and stores applicant information.  ATS is the solution for your proactive (and reactive) recruiting efforts, allowing you to reach out and connect with potential qualified candidates through social networking sites.  Recruiters can search and engage individuals matching certain skill sets and criteria using Linkedin, Indeed, Monster, and CareerBuilder, then build and store contact lists within the ATS.  Not only will your system provide a portal for all interested applicants to apply for job opportunities, it will provide your hiring team with an innovative tool that allows them to source for candidates, build relationships, and turn passive applicants into new hires.  Now more than ever, employers are becoming more proactive in their efforts to source for the best talent within their industry. Nurturing relationships with the intent to convert individuals into employees is very similar to the CRM process, which is why ATS is the CRM for recruiting! 

Our ATS also includes features that will enhance your online presence and reputation.   Generate QR codes to promote your job opportunities in creative ways, use the Social Post feature to instantly post jobs and company information to your social media platforms, customize your career pages, and instantly post your open listings to job boards, all while using just one system.

With dynamic applicant tracking tools from Pereless Systems, you are in control of the entire recruitment process.  Attract and source prospects without settling for less with an inferior recruitment tool.  Recruit, engage, secure, and hire the best candidates for your business using the best-in-class ATS!

Don’t settle for less with an inferior applicant tracking system.  Learn more about how our CRM can streamline your recruiting process, find you qualified candidates, and build relationships that will last!

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Why Should You Have An ATS?

Back when your essential laptop used to be considered a pen and pencil, there was no such thing as an ATS (Applicant Tracking System). Candidates would have to print out their resume and cover letter and present an application completely handwritten. This wasn’t the easiest thing for recruiters. They had to compile the information from each application and develop a sense of where they believed each candidate should be placed in the recruiting process.  As the ideal way of managing the recruiting process became more difficult and technology began to catch up with ideas most people could only dream about, businesses began to shift in the direction of the ATS.


Time management is everyone’s concern throughout the week.  Becoming overloaded with work causes an overwhelming increase in work hours. An ATS can fix the problem. With the use of an applicant tracking system, recruiting efforts for filling job positions is easier than ever.

Businesses can post open positions to job boards and customized career pages, organize and review incoming resumes and cover letters, schedule interviews, contact candidates through email and text message, develop job specific pre-screened questions and run reports for review-all while using one software system.  So the real question is, why wouldn’t companies begin using an applicant tracking system?

Candidates applying to companies using a quality ATS also have an advantage. When filling out an application, candidates are typically registered into the applicant tracking system by creating an account using an email or phone number.  Applicants providing this information are then granted a connection with the company, giving them avenues of communication and access to application status updates.  Another important feature is applicant support. Pereless Systems, a provider of a specialized applicant tracking systems, offers applicant support for companies using Pereless hosted and managed career page sites. Candidates can submit a ticket if requiring assistance during the application process, which are then pushed immediately to the support team where they are answered efficiently and precisely.  With this, organizations can be sure that all of the best candidates are receiving the support they need to successfully submit an application to fill open positions in a timely fashion.

Another important feature of an applicant tracking system is the ability to search candidate resumes for skill keywords.  Recruiters use the ATS to develop and post an appropriate job title and description to grab the attention of prospective candidates. Then, the ATS user can search for specific keywords matching the description, singling out specific applicants who have the experience for the position and appear to be the right fit overall. For example, a recruiter is looking for a candidate who has applied for the position of being a full-time chef for a particular restaurant. Keywords for this job may include chef, restaurant, cooking, etc. If an applicant’s resume states that he has knowledge elsewhere such as in engineering or computer science, he obviously isn’t a qualified candidate for the job, and therefore won’t show up in the keyword search.  This simplifies the recruiter’s process of sifting through new applicants and makes it easy to narrow down the search to the most qualified, practical choices.

Once you hire a new employee, a great way to welcome them to your company is by using an ATS offering an Onboarding Portal. Onboarding allows you to send new hires to a designated portal, introducing them to your company and allowing them to complete any necessary documentation. The Onboarding portal is a custom field which has the capability of containing reports such as company information, certain benefits, social media sites linked to the company’s account, training videos to enhance the employee’s knowledge, company policy, and messages relaying dress code, office hours and organizational tips. Current employees also have the chance to welcome new hires through message boards making them feel comfortable, appreciated and open to new faces. Finally, new hires have the ability to update EEO information if there has been any updates to their personal profile or contact. Even though this process does not apply to candidates and only employees, we see the reduction of cluttered files in the desk and an increase in organized files through the Onboarding Portal.

Applicant tracking systems have been around long enough that the regular apply process is now considered outdated.  The more secure, steadfast, and dependable system of a recruitment software such as an applicant tracking system is the most reasonable way to bring in new hires. As technology becomes more advanced, the business world will see many improvements and changes to their ATS.  As recruiters begin to shred all of those useless applications and feel bad about all the trees they might have killed, remember that the future with an ATS looks clearer than ever.

Written By: Nolan Pereless

Tips For A Successful Summer Internship In 2016

Written By: Alex Goldfarb

Successful internships are a win-win endeavor for both a driven student and a company.  The student is gaining valuable insight into the working world, their major or area of expertise, and a possible future job, where a company is getting to see first-hand how a potential candidate performs and integrates to the workplace culture—hopefully keeping them on the radar for future employment.  There are many horror stories about internships going wrong, but with a few helpful hints for the intern and the employer, your summer internship is a sure success!community+blog

For the intern:

  • Dress for success: Even if the company is casual, it’s better to come a bit over dressed rather than sloppy on your first day. Try nice pants and a blouse or button up for a safe choice.
  • Be aware of company goals and culture: What does the company sell? Who is the owner? Who is the CEO? Even if your position is temporary, and you never come into contact with the owners, it helps to have done your research on the organization you’re working with.
  • Be outgoing: By no means should you discuss your wicked hangover with coworkers, however learning a bit about their family and social lives will break the ice and impress coworkers—making the job space enjoyable and allowing you to build future personal connections.
  • Ask questions and take guidance: If a boss or coworker gives you advice, TAKE IT! They are definitely giving it for a reason. Also, if you don’t understand something, asking is the best way to learn and get better at your job.
  • Challenge yourself: You want to show that you can accept and complete a challenge. Your first internship should be an opportunity to step out of your comfort zone to discover your strengths and weaknesses.

For the employer:

  • Make a list of things to be done: Your interns often have no idea what to expect. Having a checklist or some sort of structure will enable them to create goals and monitor their progress during the internship period.
  • Provide feedback and give opportunity for questions: Make your interns feel comfortable and able to ask questions if they are having trouble. It is clear that you are in power, but making the temporary employee feel at home ensures a better chance that they will want to return in the future.
  • Prepare your other employees: Especially if your interns are volunteering their time, a mentor is top priority in order to create successful internships. Before interns start, discuss goals and expectations with the current employees that will guide them in the right direction.
  • Understand what the intern wants: Does your intern intend to someday work for your company full time, or merely want another bullet point on their resume? Are they in it for the money or the experience, or both?  Knowing these things beforehand ensures that you and your interns are on the same page before the season begins.

By considering these simple tips, companies and students will greatly benefit from internships.  Go out there this intern season prepared and ready to act with dignity and step out a bit of your comfort zone.  Best of luck to all interns this summer!

Social Media’s Impact On Recruitment #KnowYourLimits

Written By: Nolan Pereless

A potential employee steps into the hiring manager’s office and feels confident in their chances to earn the position they had applied for. They have been practicing the interview process and developing potential questions in which they will be able to answer to feel self- assured. However, the first thing that the applicant meets in the office is the hiring manager with his computer screen portraying their Facebook, Twitter or Instagram account. The potential employee realizes that he had forgot one step in the process, which is depicting their personal life in a respective manner. For many companies this could be considered the make it or break it for obtaining a job with them, however many people still don’t understand why it is such a big recruiting blog pic

Through the hiring process, with the use of an ATS (Applicant Tracking System) the company is able to see the candidates information. They can access their education, previous jobs and any accomplishments or skills that they believe will help enhance the company. However, the candidate is never asked or required to post their social media accounts, and applicants undermine a thorough check of their accounts as well. Let’s just say that a couple nights ago, this person was out drinking and some pictures were taken of the night and tagged to their Facebook account. Some of these pictures that were taken could be considered difficult or unpleasant for other users. The same goes for the company as well. A picture that could be totally harmless to the people in the company, could harmfully affect their business in the long run. Not only does the candidate’s reputation diminish, but so does the company’s. So make an effort to check your account before the interview process, defeating any chances of being questioned about the events you have had in the past.

Besides the fact that it could potentially destroy the company, there are many positives to researching your candidate before extracting them. The first is developing a sense of where they are in the recruiting process. If they had been called in for the initial interview and are awaiting further instructions, a search through the candidate’s social media profile will determine whether or not to they are qualified. The second positive aspect to this is singling out future problems. Someone may fill out an application, provide credentials and upload a resume, but a background check of a candidate’s social media account will develop whether or not the company should continue the hiring process. Next, it is a good first way of getting to know their future employees. By searching through their social media accounts, they will come across similar interests and experiences that will help set the mood for the interview making the candidate more comfortable and open. Finally, social media is a good way to keep up with existing employees. Similar to the hiring process a company’s reputation could be hurt through the personal lives of current employees. Not only will they have the chance to talk to their employees about specific posts, but will help make it easier to fire anyone who could be a potential threat as well.

To get this straight, LinkedIn does not define itself as social media. It is a social networking site that is designed for the working community. In someone’s LinkedIn profile, they will hold their resume compiled full of their past experiences and accomplishments, along with a short biography defining the person they believe themselves to be. The hiring manager may take a look at your LinkedIn and approve of it, however that is not the only thing they are checking. Other social media sites with an applicant’s name on it will show the real person they are and will determine whether or not they are cut out for a position in the company. People need to stop worrying about whether or not their LinkedIn accounts are up to date and start worrying about the past that they have created through their social media accounts.

Social Media is an amazing way to begin the hiring process and an easier way of identifying the true nature behind some of these applicants. We see it most useful when deciding where to place each applicant while going through the hiring process. This includes whether or not they are suitable to be given the job, set up for an interview, or being considered unqualified. It also will determine whether or not they should be given the initial interview in the first place. Do not let your social media become your life. There is no need to post every minute on your Facebook and Twitter, or every picture that you take to Instagram. Instead, post pictures that depict you as a hard worker. Someone who is willing to go out of their way to help the world and make it a better place. Always make sure to keep a respectful and well kept account because you never know who is looking.