Most of our days are spent being reactive. Whether it’s our phone ringing, our email pinging, or a glass falling and shattering to the floor, we immediately react and respond once it happens. When it comes to candidates applying for our open job positions, we do the same: react and vet their qualifications. While we cannot predict when we’ll receive a phone call or an email, we can become proactive when it comes to sourcing candidates for open jobs.

In today’s job market, the process of seeking new employees is primarily the same for all companies: A new job opportunity is posted on social media, job boards, or a company’s website while a Human Resource professional watches and waits for new candidate resumes to flow through their Applicant Tracking System or their email inbox. They wait to react to this influx of data to read through and dissect it searching for the perfect candidate for their open positions. Basically once the job is posted everything else that follows suit is reactive until hiring takes place.

In comes our superpower, “seeing into the future!” While we cannot literally determine the future, we can provide the tools that allow us all of the “superpower” ability to be proactive with our recruiting efforts. Meet Pro-Link by Pereless Systems. Perhaps there’s an upcoming project on the horizon that will require hiring new employees, or your company goes through seasonal attrition and you need to fill some positions, or there’s a top priority of building a pool of qualified candidates for future recruitment–whatever the case may be–Pro-Link is the key to being proactive. This tool will aide in actively seeking out and building a database of qualified passive candidates that are a perfect fit for your company’s open positions. Some of these candidates might be employed at companies just like yours, (we can discover this from viewing their public social media profiles). With Pro-Link, you can now capture and store their information, start conversations with them, and attract them to your organization’s future job opportunities–all while tracking your activity and efforts.

If I could choose, I wouldn’t drop a glass on the floor, get into a car accident, or fall down the stairs, but unfortunately I can’t see into the future to know these things will happen. When it comes to recruiting, I do choose to put my superpower to use, and become proactive with my processes. Even if I am not hiring someone today, I know that soon I might need to, so I can become proactive in my efforts by building my own talent pool of qualified candidates to seek out when the time comes. It’s that simple, and with Pro-Link I am a superhero!

So…… what’s your superpower?

Use your Proactive superpower with CRM from Pereless Today!

Finding the Right Person

To have a successful company, you need to have successful people. Recruiting successful people can be very difficult, however we can simplify this task. The process should be short, sweet and right to the point. If the hiring manager tackles it the right way, then finding your future employees shouldn’t be so difficult. There are multiple different fields you can tackle to make sure the recruiting process is run efficiently.

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It’s about that time of the year, co-workers are starting to sniffle and cough and it seems like more and more people are getting sick. Though it seems admirable and shows an employee’s commitment to their company to still come to work sick, there has been a movement taking off insisting and encouraging employees to stay home! That’s right, stay home, as in don’t come in to work.A recent study has found that employees going to work, while sick, costs the US Economy almost $160 Billion in lost productivity. That is a big number to digest, but think about it, how effective are you when you are sick? Sure there are some people who still perform well while sick, like Michael Jordan during his famous “Flu-Game” for all those basketball fans out there, but the fact is we are not Michael Jordan. When you come to work while sick, you are reallocating time you would’ve spent resting and getting better to trying to stay productive at work. This reallocation of time undoubtedly prolongs the time the employee remains sick thus effecting the employees’ productivity and effectiveness over that time. Wouldn’t it be better to sacrifice a day or two of productivity rather than having a week or two span of inefficiency?

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Indeed has a clear mission: They help people get jobs. They are driven to maintain the best search experience possible for the millions of job seekers who use their site. Their approach stresses simplicity, relevance and above all, a laser focus on what is best for the job seeker. As a result, millions of job seekers make Indeed their search tool of choice and Indeed is the #1 source of external hire for employers.

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It’s no secret that more and more candidates are applying to jobs on the go. There has been a significant rise in the number of mobile applicants; though the numbers vary based on industry, the general consensus is the same. What does this mean for companies? Well it’s rather simple my dear Watson, it’s time to upgrade your recruiting process! You need to make sure your application and career pages are all mobile and responsive, this means that it can be viewed and easily navigated by applicants on their various mobile devices, whether it be a phone or tablet. A mobile and responsive career page and application process makes it easy to expand your reach to potential candidates.

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If you are looking for a job, or even work in the HR department of a company, there is a good chance you have heard of Indeed. Indeed is a job board that is growing in popularity exponentially! More and more candidates are going on Indeed to find their next job; according to Indeed, 180 million (that’s right MILLION) people use Indeed every month and 72% being their search on Indeed. Those are staggering numbers that should stand out to anyone working in HR and are looking to maximize their exposure for job openings. After all, don’t you want to maximize the exposure of your jobs? It is the best way to attract more (Qualified) candidates for your open position.

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Let’s be honest, the workplace is its own community. Employees are bound to see the same people and interact with their own group of co-workers five to six times a week; so it’s safe to say that your office will operate as a small community. This is something unavoidable and could prove to be a strength or a weakness. How so? Well it’s quite simple, if everyone is working cohesively and have positive interactions with one another, it could promote a healthy environment for new ideas and innovation; it can even boost employee morale and improve productivity! On the reverse side, if there are groups of people who don’t agree with decisions or actions, it could harm productivity and lead to employees questioning leadership. This will effect timetables on projects as employees can be less motivated to get their work done and could stir up some “anarchy” within the workplace as employees tend to act uncooperatively.

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Companies have been trying to diversify their staff for the past decade. Without a diversified staff, sometimes ideas could be stagnant and unoriginal. Intel, Google, Apple and other companies have taken this into effect and are making these changes. For every women, veteran or minority that an employee refers they will receive a bonus $4,000 dollars, which is more compared to if they were to refer a Caucasian male. We have covered all of the benefits and advantages you could have with a diversified workforce in our first two blogs in this series; however, what happens if we do not follow this path of diversity? What if we don’t make a change?

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In our previous blog, we began writing about how companies are beginning to diversify their workforce. We shared stories from big name companies that are taking this change to a whole different level. However, we only talked about how other people are taking on this challenge. The question is, how could you possibly benefit from this change? How is this going to change the environment and attitude of your workforce? There are many advantages to having a diversified workforce and we are going to unveil these secrets.

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In today’s society, diversity is one of the words that is buzzing around the workforce. When you walk into a building and look around at the people you will be working with, what do you see? Almost half the staff is Caucasian males, while the other half is split between females, minorities and veterans. Big name companies such as Apple, Google, and now Intel have realized this problem and are shelling out serious dollars to solve it.

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