For a second time this year, OSHA (Occupational Safety & Health Administration) has postponed the effective date for anti-retaliation provisions in handling employee complaints under the Affordable Care Act (ACA).  A recent legal challenge in the U.S. District Court for Northern District of Texas has resulted in the delay.  The new date is set for December 1st, 2016.

Within the ACA, employers are forbidden to retaliate against workers who report alleged violations of the act’s health coverage reforms.  Under the new OSHA provisions, certain employers will be required to do the following:

•    Educate employees of their right to report work-related injury and illness without fear of retaliation
•    Include a guide employees can reference for reporting work-related injuries and illnesses without discouraging them from reporting
•    Retaliation against employees for reporting alleged fault is prohibited

Incentive programs pertaining to safety-related activities are allowed, however employers must be careful not to create programs deterring workers from reporting injuries or illnesses (i.e. rewarding employees for low reporting rates).  Regarding automatic post-injury drug testing, unless employers have a reasonable suspicion and are following state or federal law, this can now be viewed as a retaliatory action.

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The Equal Employment Opportunity Commission (EEOC) announced a new Federal Law, requiring most private employers with 100 employees or more to submit summary pay data and total hours worked for the year as part of the annual EEO-1 report.  The new law is designed to help avoid pay disparities based on gender, race, or ethnicity.

What To Expect:

• The new annual deadline for EEO-1 reports will now be March 31st, 2018.   (Originally September 20th).  EEO-1 reporting will not be due in the 2017 year.
• The new “Workforce Snapshot Period” will be October 1st – December 31st.  (Originally July 1st – September 30th)
• Federal contractors and subcontractors with 50-99 employees will not be required to submit wage summaries on their EEO-1 reports
• Per usual, employers with 99 employees or less, and Federal contractors/Subcontractors with 49 employees or less, are not required to complete an EEO-1 report.
• View the newly updated EEO-1 Form here

Source, manage, hire, & remain compliant.

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Equal pay for women is finally seeing movement in the workplace, despite the often negative association with, “feminism.”  Why is it that even today, layman and professionals alike, will wrinkle their nose at the word? It might have something to do with stories you heard from your grandmother; women chanting in the streets and burning their bras in protest for equality in the eyes of the law and society. These days, there’s a lot less bra-burning, but more women fighting for equal pay for equal work—and thanks to some recent legislative efforts, women are closer than ever to that goal.

Massachusetts and Maryland are two states that have recently made history by writing gender pay equality into law like never before. It is now illegal for employers to ask their applicant’s about salary history–a move dedicated to closing the gender gap of pay in the workplace.

How does this bring equality that much closer?

Women have historically made less money than men for the positions they hold, so this bias will not be brought into any new positions. This forces companies to decide a salary based solely on merit.

Will this make a difference?

Yes! In today’s world, only 14% of executive jobs are operated by women—a number that has stayed stagnate since 2010, while women are a whopping 33% more likely to get a college degree than men. Refusing to allow salary history to influence a decision will not only bring more money to the table, but also allow for more representation of women in the workplace.

How will feminism help me in the office?

To believe in feminism is to believe in gender equality. To believe in gender equality, one must assign work equally and employees of the same position should start at the same pay. Most importantly, one needs to believe that jobs and promotions should be given to people who deserve them, not based on gender or appearance. This will support efforts to represent women in all positions, especially higher level ones.

Feminism has never been solely for women either; more than 90% of men and women believe that taking an extended family leave will hurt their career. Of this large number, more than half believe it will harm their career a great deal. Tackling gender-bias in the work place will cause less stress to both men and women when it comes to already stressful, or joyful, times for families.

How does my boss feel about gender equality?

The good news is that companies are supportive of gender equality efforts. The bad news is that the message doesn’t always relay to the employees. Of the 118 companies polled, 74% claim that they are dedicated to equality in the workplace. But of these companies, over 50% of employees think this is untrue, and only a third of those polled believe it’s a priority for their direct manager.

Why are these changes happening now?

Fortunately, we are moving into an era that has seen women differently since they were children. Growing up in a less gender divided world—think back to playing basketball as a whole gym class in fifth grade, not as boys and girls teams—and you’ll understand how and why millennials find it extremely important that gender equality is exercised in the workplace.  82% of millennial women view the company’s policy on gender equality, diversity, and inclusion to be one of the most important parts to deciding where they will work—and since women are 20% less likely to leave a company when they reach a leadership role, companies are trying to jump on the bandwagon.

Thankfully, it seems as though women in the coming years will not have to overcome the barriers that women in the workplace have in the past. Every person can contribute to a life where gender inequalities do not exist, so the next time you are hiring try to look at a candidate’s resume and credentials before their name or gender; the hire may surprise you!

Have you ever glanced at a person and assumed they were successful, or decided right off the bat they were likely a bum? You are not alone. According to PsychCentral author Janice Wood, first impressions are more important than fact. The less time a person has to make a judgement, the more likely they will go with their gut long term. That’s why, when it comes to a job interview, first impressions are important to get right the first time. Here are a few tips on how to influence a hiring team with first impressions:

Body Language is often the first thing a person will notice. Often times we are unaware that being nervous or anxious can result in awkward body language that might give off the wrong impression. Becoming aware, in example, by improving your posture and sitting up straight while conversing, will show a level of confidence that will help convince an employer you are the right person for the job. Maintaining eye contact can also help, which will show you are engaged, attentive, and connecting with the interviewer.

Style is another tool that can improve your appearance and confidence while offering a great first impression. Style will help a person demonstrate their personality and assure employers you will show up to work looking neat, tailored, and appropriate. As Nicholas Rule, PhD. researched in his study for PsychCentral, it is nearly impossible to not judge a book by its cover. Because of this, people likely connect a neat and stylish person with one that is intelligent, organized, aware, and successful. Style is something that can be easily, so it’s important to keep this in mind before going into a job interview!

“I like to smile, smiling’s my favorite!” This quote by Will Ferrell’s character in the movie “Elf” pretty much sums up this tip for a first impression. Smiles can make a huge difference in a person’s first impression because it reinforces that a person is friendly, approachable, and cordial. An emotion and smile study by psychologist Paul Ekman at the University of California San Francisco shows that a full smile, even when it’s feigned, can reduce stress and actually make yourself and those around you happier. Being in a positive mood during an interview will leave a lasting first impression. Lastly, don’t be afraid to “smile” and introduce yourself to everyone on your first day of interviewing. This will be a great show of confidence and a friendly gesture to break the ice and show you will fit well with the culture.

4. Intelligence. Employers are looking for candidates who have a certain degree of intelligence when it comes to a particular job position. If the employer reads your resume and thinks you are competent and can add value to the company, you’ve already won half the battle. The next step is to prove all of that during the first-impression, also known as the first job interview. Employers will want to interview those who have a solid work experience, a college degree, or sparkling recommendations. Yet, the candidate needs to still impress the interviewer to get hired. Convince the interviewer you are more than what a piece of paper says. Speak clearly, express your thoughts and be prepared to answer questions about yourself, your past experiences, and the current job position you are applying for. Bringing a notepad and pen to the interview is a great indication you are detail oriented, eager to learn, and are interested to know everything about the job position. Make sure you are knowledgeable about the company too–you don’t want to enter a job interview with absolutely no clue about the organization!

5. Ask Questions: Asking questions on an interview is important when analyzing if you are a good fit for the company. When you ask questions, it indicates you’re paying attention, and also shows you are a serious candidate who is interested in understanding all aspects of the job position and organization before signing on. Listen to the interviewer and ask the right questions to decide if this is a journey you desire.

First impressions can be a positive lasting impression, so make sure your next business venture begins on the right foot!

In our previous post, “How Employer Branding Improves Recruitment,”  we explained why a branding strategy is important for success in business and recruitment. One of the key ways to improve company brand is a powerful marketing strategy that results in the creation of a talent network (also referred to as a talent community or talent pool).

A talent network is a community of individuals who considers a particular organization a preferred employer. That is, they have a positive view of the company overall and believe it would be a great place to work; (and if given the opportunity, would apply for employment).  Individuals who are attracted to a company’s brand may be passive, or might be actively searching for a career change, however individuals within a talent network tend to be more qualified, compatible, and likely to remain with a company long term.  That’s why it’s important for businesses to maintain constant contact and engagement with their followers so when opportunities arise, those who are interested and likely compatible with company culture will be motivated to apply for open positions.

How To Build A Talent Network

Build a Solid Website For Reference

How does a company begin to build a talent network?  First, you need to master your marketing strategy beginning with your company website.  According to a study produced by ManpowerGroup Solutions, 1 in 4 job seekers considered brand and/or company reputation as one of the top three important factors in making a career decision.  9 out of 10 candidates use a company’s website as a primary source for information.  Your website is the virtual real estate of your company.  Make sure your site has all of the information candidates are looking for: benefits, company values, culture, and information about the job itself.    This will shorten the candidate assessment process for recruiters while providing applicants with the information they need to decide if a job is right for them.  For whatever reason, if a candidate decides against pursuing a position, a great experience while visiting your website or during an interview could result in them applying for a suitable position in the future, referring friends and family, and most importantly, becoming a member of your talent community.  It is all about the first impressions and lasting impressions, so make it count!

Have a Presence On Social Media

A powerful website can be a valuable source of information for prospective applicants, however the next step is to market your business and make sure people know you exist.  Luckily, we live in an age of social media.  Because social networking is essentially free and easy to use, companies are using these platforms to post job listings that have the potential to reach thousands, even millions of people within seconds.   According to a SHRM survey, in 2015, 89% of HR professionals used social media to post job advertisements, while 75% used it to contact potential candidates.  77% of those professionals used social media platforms to increase brand and recognition.  Of the most popular social networking platforms used, 96% of professionals used LinkedIn to recruit for candidates, while 66% used Facebook and 53% Twitter.  When it comes to candidates, 1 in 3 used social media platforms to gather information about a company or job position, ultimately leading them to the company’s main website to learn more.  Increasingly, social media is becoming a crucial tool for marketing and building talent networks for companies.  Having a solid presence online will set the tone for what candidates (and clients) can expect and allow them to keep track of your company.

What does a Talent Network Provide The Employer and The Candidate?

For the employer:  Talent networks provide employers a source of qualified and potentially loyal candidates.  It provides a go-to list of individuals with certain skill sets and compatibility that can help a company grow in times of need.   Talent pools usually consist of all different levels of work experience, ranging from entry-level to upper-management, so recruiters have diversity and flexibility.  Because recruiters are often burdened with the stress to fill a position quickly, talent communities can help avoid the predicament of hiring someone only to realize they are not a good fit.  With a solid talent network that is parallel to your industry, employers can proactively recruit and alert the most qualified prospects for their jobs.

For the candidate: For candidates who are supportive of a particular company, remaining connected through a talent network is a great advantage in the long term.  Individuals who have applied for positions in the past or who are not necessarily considering a career change might find themselves influenced by an open opportunity once announced.  According to CareerBuilder, organizations with managed employment brands could source more than 60% of the labor market.  That’s because people already know what to expect!

Overall, talent networks are key for successful recruitment and business growth.  Build a website, mark your territory on social media, promote your business, and remain engaged with your audience and they will never forget about you! 

“I believe in talent communities, in attracting and engaging with people as early as possible.  if you wait until you need them, you don’t have the luxury of time and you don’t have the same depth in the talent pool.  they are probably also already  interviewing-and you have increased your competition unnecessarily.” – Lisa Schiller, VP of Client Delivery of ManpowerGroup Solutions

Building a talent network without an ATS & CRM solution can be difficult.  Learn more about how Pereless Systems can streamline your recruitment process in more ways than ONE!

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Marketing your company and career opportunities to potential candidates can be difficult.  In today’s tough job market, businesses are looking for new ways to engage, attract, and retain top talent while candidates are searching for specific indicators to help them decide which company they should work for.    There are many tools candidates can use to research a business in depth; and those tools should be provided by a knowledgeable company.  So, if you’re having trouble attracting and retaining top talent, you may need to do a full review of your strategies and make sure you are covered on all basis.  Below are a couple ways to get back on track and engage the talent you need!

Engage By Catching Their Attention

To get your company or job positions out into the public eye,  you and your team need to develop a well-managed and effective marketing strategy.  This includes vital steps such as partnerships with different career sites, advertisements through blogs and other digital venues, outgoing emails linked to your personalized website, and of course social media postings.

The use of Sponsorship is a creative way to revitalize your marketing strategy.  While sponsoring a brand or individual may be expensive, it is a reliable way to attract potential candidates. For example, imagine sponsoring a professional athlete. Professional athletes are admired by fans for the respect that they have on and off field. The people that these athletes attract could be in the millions, so envision the amounts of followers that these athletes have on their social media accounts. Sponsoring a player for a specific event not only helps to boost your reputation but also attracts people that may be curious and interested in learning more about your company.

Social media is not something you want to neglect, so always remember to update your social media page. This allows you to branch out and interact with your audience, become aware and involved in new trends, and most importantly, advertise yourself in the best way possible. Keeping a social foot forward in this world can, and has helped attract new candidates to companies.

Attract By Focusing On The Individual, Rather Than Generalizing To The Public

When you send out that first email to a prospective candidate, you are looking to spark their interest in your company right away. A generalized email describing your company may not attract the candidate that you really want.  Attempting to individually relate to your candidates and make them feel comfortable should be the goal. Do some research, gather information on their successes, and relay why they’d be a great fit in the email. Don’t be afraid to mention the successes you and your company have had over the years. Company reputation is another great way to attract potential candidates.  By personalizing emails, you help to ensure that when the potential candidate clicks into it, they are not immediately clicking the trash bin at the top of the screen. Remember, clicking into and actually engaging are two different things! One may lead to failure and one may lead to success.

Retain By Knowing What’s Best For Your Company

So you’ve marketed your company successfully and a potential candidate has agreed to a conversation. What is the next step? The next step is to convince them why they should work for your company.  The only way to do that is to show them proof of how great your company really is! Knowing your company assets inside and out will help to make the sell a much simpler process.  A great way to do this is by involving your team. There’s no better way to introduce candidates to company culture than by allowing those who already work there engage your prospects. Employees who can interact with applicants and give clear insights to the foundations of your business will help clarify what is expected and promote a team atmosphere serious candidates will appreciate.

Written by: Nolan Pereless

Written By: Alex Goldfarb

To a lot of people, especially in the business world, “feminism” is a dirty word.  It is often thought of as extreme women holding controversial signs, hating men, and going bra-less.  In reality, feminism is so much more than that.  Feminist groups are often the leaders in the gender equality movement.  Specifically, gender equality in the workplace that ensures job positions are granted to those who are qualified, regardless of their gender, and that women in particular are not subjected to disadvantages.

According to a report, “Women In The Workplace,” 74% of companies claim that they are dedicated to equality in the workplace, yet over 50% of employees think this is untrue.  When it comes to women who are pregnant and expected to be absent from the work, over 90% of women and men feel that taking family leave will hurt their careers.  So although companies claim that they are dedicated to and complying with gender equality, many women still fear having a child and taking a leave of absence will interfere with their jobs and put them at risk of losing their livelihood.  Company management clearly needs to do a better job to reassure women that taking family leave will not result in losing their job.  It is no wonder 82% of women consider an employer’s view on equality and diversity as a key factor in deciding where to apply for jobs.

There Is Hope…

Fortunately, the incoming workforce of millennials is expected to view gender equality more progressively.  Caroline Turner, an author for the Huffington Post claims that people born from 1980 to 2000 have a completely different view of gender roles and may finally break the “glass ceiling” of inequality.  She claims that since girls and boys were always able to compete, they no longer find it odd or offensive that both genders have the ability to hold a high position in a company. U.S. states are also beginning to make the move towards gender equality through legislation. Massachusetts recently created a law that an employer can no longer ask a candidate’s current or previous salary.  By removing the question asking an individual’s previous pay, companies are forced to decide a salary based solely on a candidate’s credentials, experience, and merit.  The Massachusetts law, set to go into effect in July 2018, is sure to be the pioneer of equality in the workplace, leveling the playing field by removing an application question that may unfairly influence salary and who gets hired.

Thankfully, it seems that women entering the workforce in the coming years will not have to overcome the many barriers women have experienced in the past. When job applications begin focusing on a candidate’s credentials and experience, rather than their gender or previous pay scale, it can lead to companies furthering their success and growth with the help of intelligent and talented women that were finally given a fair chance.

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.

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.

2. “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.

3. 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.

4. 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.

5. 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

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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