OnBoarding is the New Way to Go!
When you ask a candidate to fill out a W2 or for that matter any new employee paperwork, it must be filled out by hand. However with an Onboarding Portal which is a standard tool of any Applicant Tracking System you can now have your new hires fill out everything online!
Anyone can just step into your office with a resume in their hands and be interviewed for a job, so don’t you think as the hiring manager it is very important to know what you’re looking for in an applicant prior to the interview?
The Power of Numbers
Over the past 10 years, the idea of freelance work has been becoming more and more popular as the years progress. From the 42.6 million people that decided freelance work was for them in 2004 to the 53 million plus that are currently part of the freelance revolution shows that there are many opportunities to hire great work (Heather Huhman).
When it comes to building an employer brand, it is crucial to think like you are the one applying for a position. Consider what you would want to see in a company that would make you want to hit submit on an application. In the modern day, with the power of the almighty Google, anyone who is interested in working for your company will in fact search your company online. Since this is becoming more popular, it is very important to build a very likeable and inviting employer brand that brings in a more diverse candidate pool.
If you or your company has ever performed an SSAE/SAS/SOC Audit you would quickly realize how important a strong recruitment / hiring process is.
“The basis of these types of audits are the following trust services principles: Security, Availability, Processing Integrity, Confidentiality, or Privacy. The audit will report on one or more of the trust services principles. Entities will undergo these audits to provide assurance to their users that the controls they are providing are in accordance with the relevant trust principle.”
The mobile revolution is here. Is your company ready? It is urgent for HR professionals to ensure their corporate web sites, as well as career pages are both mobile-friendly and responsive. Have you taken steps to stay in front of the curve? In today’s ever changing web environment, if you have not, it will not only cost you organic traffic but may jeopardize the company’s bottom line.
Search Engine Optimization (SEO) by definition is the process of maximizing the number of visitors to a particular website by ensuring that the site appears high up on the list of results returned by a search engine such as Google, Bing and Yahoo. For the modern recruiter, getting candidate traffic to your company career page is so much more than just posting jobs. While it is necessary to give your candidates a great on-page experience by presenting them with a branded career page and intuitive apply process, you must also optimize the job seeker’s search experience by ensuring your jobs show up first on the results list. Here are 5 things you can do today to start getting more traffic:
How can I recruit effectively when I’m in the middle of so many other mission critical HR needs for my organization?
In today’s fast paced business environment the SMB (Small to Medium sized business) HR professionals are being asked to do so much more but have limited resources to assist. It’s not that companies are intentionally doing this but instead it’s more of a bi-product of your growth. As we grow our companies, we just expect business as usual from the so called ‘non-profit centers’ like HR.
March seems to be one of those months where a lot gets done, which is why implementations are in full-swing here at Pereless and users are adopting recruiting technology faster than ever before. There is no better time to introduce a new tool into your company than when we as humans are getting ready for a seasonal change and ramping up our own business operations.
For small but growing companies, trying to find top talent to take your company to the next level can turn into quite a lofty task without the proper technology in place. Small companies often have a small recruiting budget since HR is typically not viewed as a profit-center. This often leads to constrained resources for your HR staff (or whoever is in charge of recruiting), a maze of manual processes, and a pool of disengaged candidates. The reality is, growing companies should focus heavily on recruiting the right people to carry forward the mission and goals of the organization. So how can you get your ducks in a row?