Online Jobs Ads Increase In Healthcare and Technical Positions

Online Jobs Ads Increase In Healthcare and Technical Positions

onlineOnline advertising for vacancies in Health Care and Technical occupations were the only bright spots in an otherwise disappointing job climate, according to information released by the Conference Board for the month of August.

Overall, 2011 is advertised job vacancies fell by 163,900 from July to August, 2011. This drop followed a previous decline of 271,000 from June to July. According to June Shelp, VP at the Conference Board, “Following a very strong first quarter, labor demand has fallen off in the second quarter and into the third quarter [of 2011], reducing the earlier gains.”

Despite the overall soft performance, there were some encouraging results in specific industry sectors. In particular, health care and technology showed increases in the number of online job postings of 26,300 for a total of 513,700. This strength traced to occupations such as: registered nurses, speech-language pathologists, family and general practitioners, and occupational therapists.

 

SHRM Report Indicates Increased Recruiting Difficulty

SHRM Report Indicates Increased Recruiting Difficulty

shrm- recruitingAccording to the Society for Human Resource Management’s (SHRM) Leading Indicators of National Employment®, (LINE®), the challenges facing employment and recruiting are increasing.

In September, the hiring rate is expected to decline -9.6% in manufacturing and -15.3% in the service sector.  This will contribute to the recruiting difficulty. In August, the index for recruiting difficulty rose sharply and increased +15,6% in manufacturing and +14.1% in service.

The full report is available to SHRM members at SHRM.org

About SHRM:

The Society for Human Resource Management (SHRM) is the world’s largest professional association devoted to human resource management. Our mission is to serve the needs of HR professionals by providing the most current and comprehensive resources, and to advance the profession by promoting HR’s essential, strategic role. Founded in 1948, SHRM represents more than 275,000 individual members in over 140 countries, and has a network of more than 575 affiliated chapters in the United States, as well as offices in China and India.

Recruiting Software for EEO and OFCCP Compliance

Choosing the Right Recruiting Software can Help with EEO and OFCCP Compliance

The Office of Federal Contract Compliance Programs (OFCCP) is responsible for ensuring that companies follow the proper policies and procedures regarding Equal Opportunity Employment (EEO).

An important part of these requirements is that companies follow guidelines for collecting, storing and reporting information that is gathered for Internet job applicants.  There are specific data collection methods, record keeping and reporting requirements that companies must be aware of and follow in order to be in full compliance.

The good news is that an emerging set of software applications called Applicant Tracking Systems can help companies comply with these regulations by automating the capture, collection, storage and reporting of these data.

To help ensure EEO and OFCCP compliance make sure your Applicant Tracking System can:

  • Capture voluntary EEO information from each applicant.
  • Automatically record the reason for “non-selection” for every applicant.
  • Record the minimum qualifications for each job position.
  • Track the workflow associated with each applicant in case of an audit
  • Provide reporting that can show the company captured the key information for each candidate and for each hired candidate

For more information visit the United States Department of Labor website here.

What to Look for in a Recruiting Software Application

As more companies offer recruiting software applications, and promote different feature sets, it’s hard for companies to know specifically what to look for in order to make the right choice. Naturally, companies need to make sure any recruiting software they consider is easy-to-use and fits within the budget. In terms of capabilities, here are some of the key features to look for in an HR and Recruiting Software application.

Workflow and Process Automation: a key reason to add software to the recruiting process is to save time and increase efficiency. Make sure the software can automate the key steps in your recruiting process and show you the status of each of the key steps and manage the workflow and approval process in order to reduce the time-consuming, manual steps.

Create and Post Online Jobs: it should be fast and easy to copy a written job description and post it online to your Career Site with a single click. When the position is filled, it should take only a click to take the post off the website.

Candidate Screening and Qualifications: the recruiting software should enable you to quickly build screening questions and score and rank applicants using a rules wizard that helps narrow down the applicants to the top prospects.

Create a Customized Company Career Site: companies should expect to be able to easily create an online Career Site that matches the look and feel of the company website.

Easy Resume and CV Importing: with a single click, a recruiting manager should be able to select a single resume or a group of resumes and upload them. When large batches of applications come in, the recruiting application should be able to use a “parsing engine” to extract key information from the resumes and place them into a database and all incoming email should be automatically placed into the application for follow up.

Single, Searchable Candidate Database: all new and existing resumes should be placed into a single, searchable database to make it easy for HR managers and recruiters to find the most qualified candidates whether they are new applicants or already in the database.

Email Communication with Candidates: it is very important to promptly and efficiently communicate with a large number of applicants. All email communication should be easy to do with triggers build into the workflow to save time.

Candidate Reporting: hiring managers want to see reports that show a pipeline of candidates and presents the qualifications of the top candidates. You should expect to get standard reports as well as to be able to develop custom reports.

Compliance Management: companies need audit trails and compliance reports in order to comply with EEOC and OFCCP requirements. This should be built in and automated to make it easy to verify the company compliance.