3 Statements Your Recruiting Team Should Avoid

3 Statements Your Recruiting Team Should Avoid

The current hiring landscape is vastly different than it was just ten years ago. Gone is the 9-5 workday. Gone is the standardized application process. Gone is the time when employees worked for years in the same position at the same company.

Today’s employees find new jobs through social media and word of mouth – not by handing out resumes printed on expensive paper. One survey found that 85% of all jobs are filled through networking. In this modern era of job recruiting, which rules no longer apply? If you hear these statements, your recruiting team is on the wrong track.

“The Recruiting Team Will Be In Touch.”

If what you really mean to say is, “If you haven’t heard from us, you haven’t gotten the job,” then your recruitment mindset is stuck in the ’80s. Social media recruiting expert Andy Headworth bemoans the lack of respect given to today’s applicants. Consider this: one bad experience can cost you hundreds of potential candidates. If your company fails to communicate promptly and courteously with a candidate (despite the many tools out there that make automatic, personalized responses easy and convenient), you’ve left someone angry and frustrated.

Now, let’s say that person takes to social media to vent about his poor experience. According to Harvard Business Review, those negative reviews seriously injure your reputation and even increase your cost per hire by 10% or more. There’s no excuse for a lack of communication with – and consideration for – your applicants.

“If You Don’t Meet the Criteria, Don’t Apply.”

Sharlyn Lauby of the HR Bartender blog notes that during the Great Recession, companies added criteria to the knowledge, skills, and ability (KSAs) needed to apply to jobs. Now that jobs are widely available again, do recruiting teams need to lower expectations a bit? Lauby argues that the better option is to “make investments in employee training and development.”

Others, including Headworth, believe that recruiters should push back on unnecessary requirements. He works “on the premise of always recruiting for 70/75% of the skills needed.” For Headworth, cultural fit is more important. New hires can learn on the fly, but you can’t teach culture.

Whichever viewpoint you subscribe to, a recruiting team should be able to look beyond certain skills to find the potential in a new hire. Of course, there are some ‘must haves.’  Candidates shouldn’t apply to be a nurse if they don’t have a nursing degree. But many of those ‘nice to haves’ are currently used as exclusionary criteria – to the detriment of the employer.

“Follow the Interview Script.”

We get the appeal of this. After all, you can’t compare and contrast candidates’ answers if they aren’t asked the same questions. But there’s a trick to a masterful interview. HR Blog Fistful of Talent calls it the “secret weapon of candidate interviewing.” You need to listen more than you speak.

The most revealing interviews don’t come from drilling a candidate on employment history, education, and past projects. You’ll learn the most about a candidate if you have a conversation. This could take several forms, from chatbots to social media to video interviews.

Learn to use silence effectively. If you’re not saying much, your applicant will jump in. And what he or she has to say could show you much more about how that person’s brain works than a traditional interview.

So What Should You Hear?

The power dynamic in hiring is becoming more balanced. Recruiting teams can no longer simply demand that applicants “show their stuff.” In return, applicants know what they’re going to get if they choose to join up. Companies need to sell themselves.

In the past, hiring managers and candidates have had a teacher/student type of relationship. One person clearly had the upper hand (and the power to pass or fail the other person!). Today’s relationship is more like a blind date. You’re just two parties hoping there might be a spark between you. Any good relationship starts with mutual respect. The language your recruitment team uses should reflect that.

ApplicantStack Joins ADP Marketplace to Simplify Employee Onboarding

ApplicantStack Joins ADP Marketplace to Simplify Employee Onboarding

ApplicantStack, the leading applicant tracking system and employee onboarding system, announced today the availability of its integration on ADP® Marketplace.  ApplicantStack helps companies simplify the task of onboarding new employees and adding them to ADP Workforce Now® payroll.

This seamless integration with ADP Workforce Now payroll allows ApplicantStack hires to be automatically pushed over to ADP Workforce Now at a time of your choosing. No need to copy/paste your hire any more. When the integration pushes the hire to ADP Workforce Now, ApplicantStack sends all of the data about that hire. Simply log into your ADP Workforce Now account and see a list of hires pushed over from ApplicantStack. Users will have a chance to edit the hire, if needed, before pressing the submit button in ADP Workforce Now to add them to your payroll.

“We are thrilled to join the ADP Marketplace to help deliver this solution to small and mid-size employers,” said Nathan Shackles, CEO at ApplicantStack.

ADP Marketplace is a cloud-based HR A Store designed to help employers dynamically manage an ecosystem of enterprise applications from ADP and world-class partners. This enables companies of all sizes to extend the value of their workforce solutions seamlessly across their entire organizations via a secure, single-sign-on process.

About ApplicantStack

ApplicantStack: the affordable, easy-to-use, full-featured recruiting and employee onboarding system trusted by 2,500+ companies since 2009 to automate and streamline their recruiting and onboarding process.

We spent our careers in human resources, bogged down with paperwork and craving more time and resources. Our goal is to provide organizations the tool we always wish we had. We created ApplicantStack, a simple, gets-the-job-done software that has everything companies need and nothing you don’t. It’s not another system to manage, but the tool that helps you manage your day.

ADP and ADP Workforce Now are registered trademarks of ADP, LLC.

Why Employment Branding Is Essential for Job Recruitment

Why Employment Branding Is Essential for Job Recruitment

While marketing, human resources, and job recruitment play different roles, their overall goals are the same. Attract and keep employees and consumers, so you can grow your business.

Competition for quality talent is stiff. The job market is tight. Unemployment is hovering at 4%, the lowest its been in years. In fact, the United States is currently enjoying “full employment,” as defined by the Federal Reserve. Forbes predicts that wages will increase to encourage comfortable employees to job-hop.

All of this is good news for job-seekers, but poses a real challenge for job recruitment. Posting on social channels and job boards will not be enough to find qualified candidates. As competition for talent increases, strategic companies are developing employment branding strategies to stand out from the crowd.

What Is Employment Branding?

Employment branding is an active, focused effort to define the market’s perception of what it is like to work at your company. It drives the kinds of candidates you attract.

A good employment branding strategy saves you time by cutting back on the number of unqualified or undesired applicants. It strengthens your company image and positions your company as a great place to work. It spells out your value proposition to applicants.

Sounds good, right?

Getting there isn’t easy. Employment branding requires collaboration. You have to tear down department silos. Managers and directors of marketing and human resources must work together towards a strategic goal. Unfortunately, any disruption in leadership or culture is going to be, well, disruptive. But the results are worth the efforts for your job recruitment process and your long-term growth.

How to Build an Employment Brand

All businesses need recruiting, human resources, and marketing to succeed and grow. These functions sculpt the business, increase profitability, and encourage growth. Your marketing team and your human resources department should keep the following in mind as they create your employment brand.

Have a marketing mindset

Develop applicant personas. You must understand the wants and needs of your potential employees so you can develop targeted employee value propositions. Rework your job descriptions so they appeal to individuals who have varying skill sets. We’re no longer in the age of the one-size-fits-all career page. Company details like culture, perks, work-life balance, and telecommuting options should be included (and promoted) in your job descriptions and company career pages.

Set a goal

What are you trying to accomplish with your employment branding strategy? Well-defined goals with trackable KPIs are needed to measure success. Don’t just try something and hope for the best. Be intentional with your marketing efforts.

Communicate effectively

Job descriptions, career site pages, and social media messages should be written with employment brand goals in mind. Broad, general messaging will attract resumes from every kind of applicant, including the less serious ones. Be specific in your job descriptions, and tailor them to match your employee personas. This will attract quality candidates who are right for your company, which in turn increases employee retention.

Unleash your marketing team

Traditional marketing channels are not off-limits. Get creative and use digital channels to support your brand. Videos showcasing company culture will appeal to viewers. Make sure you respond to reviews on forums like Yelp, Glassdoor, and Google. Remember, marketing tactics apply to candidates as well as potential customers.

Stay organized

If you haven’t invested in an applicant tracking system to optimize your job recruitment, now is the time. A good employment branding strategy will increase the number of applications you receive. An ATS is crucial for managing information, notes, and messages.

Applicant tracking systems won’t just keep you organized. You can use your system to automatically respond to resumes and increase the efficiency of the application process. Job candidates will remember your company as organized, professional, courteous, and responsive. In turn, this will enhance your employment brand reputation.

Measure and analyze

Your applicant tracking system can run and analyze reports on your efforts so you can put data insights into action. Are you getting a lot of unqualified applications? Perhaps your messaging isn’t specific enough, or you aren’t asking the right pre-screening questions. Your applicant tracking system can help you institute broad changes in moments.

Your employment brand should let people know that your company is a great place to work. Employment branding doesn’t happen at once. It requires buy-in and collaboration from many departments. If you pull together, you can attract a winning workforce.

 

10 Facts About the Home Care Hiring Process

10 Facts About the Home Care Hiring Process

The home care hiring process isn’t easy. The industry is booming, and job seekers have keyed in on the fact that this career has a low barrier to entry. These ten facts about the home care hiring process might surprise you – and they’ll definitely inform the way you advertise your next job opening.

In 2017, the median annual salary for a home health aide or personal care aide was $23,130. 

Home care aides make roughly $11 an hour – more than 150% of federal minimum wage. The Occupational Outlook Handbook reports that this career requires only a high school diploma or GED and short-term on-the-job training. In short, home care agencies can expect to be deluged with applicants who are eager for these positions.

This field is expected to grow by 41% from 2016 to 2026.

This is one of the fastest growing jobs out there. The average growth rate for all occupations is just 7%. As baby boomers age, they’re going to need in-home care to improve their quality of life.

Personal care aides have one of the highest rates of injury and illness.

Home care aides are subject to a variety of dangerous working conditions as they work with the elderly and infirm in their clients’ homes. Over 80% of home care aides reported that they were expected to clean the bathroom or kitchen, typically with bleach, ammonia, or other strong chemicals that could cause injury. Over one third of care aides reported back pain in the past year, and 11.2% had suffered from some kind of work-related injury. Many others complained of bites, hits, slaps, punches, and verbal abuse. How does this affect the home care hiring process? Hiring managers and agencies should make sure that applicants are aware of the potential for issues of this nature.

Despite this, most personal care aides love their careers. 

The same study asked home health aides how they felt about their jobs. Almost 90% said they would recommend the job to a friend; that number was higher for agency-hired aides (88.6%) than client-hired aides (86.5%). Care aides cited the flexible work schedule, predictable hours, and ability to work independently as reasons they continue to work in this field.

There are thousands of home health agencies in the United States. 

The Centers for Disease Control reported that there were at least 12,400 home care agencies in 2014. That number has likely only grown in the ensuing years. Job seekers have several employers to choose from. Companies need to stand out during the home care hiring process by offering potential employees the benefits that are most important to them.

Home care aides want health insurance and consistent patient assignments.

When care aides were questioned about whether or not they intended to leave the job, employer-provided health insurance played a big role. Care aides want to develop long-term relationships with patients, and they want regular hours they can count on. Surprisingly, wage had little effect on whether or not a care aide left his or her role.

The role of home care aides is changing.

As the population ages, the job of the home care aide may become more challenging. Home care aides will be spending a lot of time with their clients, and can exert significant influence over their daily habits. That’s why the home care hiring process is so difficult. You need to find high-quality candidates who are easy to train and up for the challenge.

The number of people expected to need home care aides is projected to double by 2040.

In 2015, just under 14 million American senior citizens reported that they were struggling to live independently. Experts predict that that number will double over the next 25 years. There may be a shortfall of 350,000 direct care workers by that time.

Demand for home care aides is greater than supply.

Long-term care accounted for 21.4% of Medicaid spending in 2016. Despite the size of this budget, almost half a million people are on wait lists for home- and community-based care. Home health agencies will need to fast-track the home care hiring process to fulfill this demand.

Fully 94% of recruiters and talent managers using recruiting or applicant tracking software say it has improved their process.

This Capterra study finds that applicant tracking software like ApplicantStack is beneficial in every industry. Applicant tracking software can make the home care hiring process efficient and easy. Want to learn more? Start your free trial today, and see how ApplicantStack can help you prepare for the influx of home care aide resumes that is sure to come.

 

 

 

 

Why You Need to Give Candidate Interview Feedback

Why You Need to Give Candidate Interview Feedback

At some point, every employee goes through the hiring process. From entry-level workers to executives, most candidates submit applications and, if they make it to this step, should receive candidate interview feedback.

Providing candidate interview feedback can seem painful, regardless of whether or not you are hiring the person. As the interviewer, you’re criticizing someone’s performance. What if the candidate becomes defensive? It’s tempting to only offer candidate interview feedback if you’re asked for it. Don’t take the easy route here. Candidate interview feedback can benefit you as well as the prospective new hire.

How Candidate Interview Feedback Helps You

Practice Makes Perfect

The ability to deliver constructive criticism is an essential leadership skill. Even if you’ve read the best HR books out there, there’s no substitute for practice. Delivering feedback to an interview candidate is the perfect way to hone your technique, particularly if you aren’t going to hire the person anyway.

Determine What You Want

Giving feedback to your interview candidates allows you to critically analyze exactly what you’re looking for in this new hire. This is especially important for higher-level candidates, who will have a significant impact on your company. As you assess what you did or did not like about a candidate, you can change your hiring strategy accordingly. Learn more about what you don’t want, and you’ll be better able to articulate what you are looking for.

Establish a Relationship

Offering candidate interview feedback sets the stage for a future relationship with an applicant. You want this person to feel eager to re-apply in the future, or for a different position. Maybe this person has someone in his or her network who is thinking about applying. Candidates should leave feeling good about your company – even if they aren’t offered a job. The best way to do that is by taking a vested interest in their careers.

When 51% of job applicants share their interview experiences on social media, you want to make sure that experience is a positive one. More than half (61%) of applicants search for company reviews, and what they see affects whether or not they apply.

How can you make sure you’re providing a good experience as fodder for those positive reviews? Offer candidate interview feedback. One study found that 66% of applicants who didn’t hear back from a company felt negatively towards that company. Over half were unlikely to apply for another job there as a result. Giving candidate interview feedback can seriously impact your company brand – and the people who choose to apply to future job listings.

It’s never easy to tell candidates that they didn’t get the job. But offering candidate interview feedback makes it less painful, since they aren’t left wondering what they did wrong. It’s a win-win for you and your applicants.