How To Hire Your Perfect Next Employee Series: Candidate Screening

How To Hire Your Perfect Next Employee Series: Candidate Screening

Initial Screening

Welcome to our series How To Hire Your Perfect Next Employee: The Ultimate Guide. In today’s post, we describe how to do candidate screening with ApplicantStack.

Before we continue, let’s review where we are in the series:

Everyone wants to find the perfect hire. But finding that perfect person in a pile of applications can be daunting.

Manual candidate screening is one of the most difficult parts of hiring. How do you review hundreds of resumes and applications? How do you find the perfect applicant before your competition does?

What Are The Challenges of Manual Candidate Screening?

  • Creating effective scoring criteria
  • Isolating a pool of qualified candidates quickly
  • Keeping track of applicants from multiple job boards
  • Tracking each applicant in the hiring process
  • Filtering out unqualified candidates
  • Collaborating with your hiring team

Scoring applications with ApplicantStack is ridiculously efficient.

ApplicantStack shines a spotlight on the best candidates by automatically scoring them.

Manage Applicants in a Central Dashboard

All applications come into a central dashboard. ApplicantStack scores the applications based on your criteria. Immediately.

No more printing and sorting. Everything is digital and accessible wherever you and your hiring team are.

With ApplicantStack, you won’t have to:

  • Print resumes and applications
  • Sort through stacks of paper applications
  • Worry about losing track of candidates
  • Waste time on unqualified applicants
  • Duplicate processes among your hiring team

Sort Applicants By Score

In the applicant dashboard, sort the applicants by score to see the highest scoring candidates at the top and the knockout candidates at the bottom.

Review The Applicant’s Summary and Resume

Select the top candidate on the list to review the candidate’s summary, source (where they applied from) and resume. You can also see how the score was calculated.

Move Applicants Quickly Through The Hiring Process

If the candidate is a fit for the job, send them to Manager Review. If not qualified, mark the candidate as Do Not Pursue. A candidate can also be fast tracked. Continue through the list to process all candidates.

ApplicantStack Auto Notifications

You can set up automatic emails to candidates as well as internal team notifications.

How Does ApplicantStack Expedite Candidate Scoring?

  • Create questionnaires with custom scoring criteria
  • Knockout questions eliminate unqualified candidates
  • Identify a pool of top applicants quickly
  • Assign tasks to hiring team members
  • Checklists show where each applicant is in the hiring process
  • Manage applicants from multiple job boards from a central dashboard

In our next post in the series How To Hire Your Perfect Next Employee: The Ultimate Guide, we will show you how to schedule interviews.

Take a look at this entire series as an infographic!

How To Hire Your Perfect Next Employee Series: How To Schedule Interviews

How To Hire Your Perfect Next Employee Series: How To Schedule Interviews

Schedule Interviews

Welcome to our series How To Hire Your Perfect Next Employee: The Ultimate Guide. In today’s post, we describe how to schedule interviews with ApplicantStack.

Before we continue, let’s review where we are in our series:

The Challenges of Interview Scheduling

Manual interview scheduling is a logistical headache. It is also a bottleneck in the hiring process for many companies. There are just so many moving parts. There’s the applicant’s availability. Each member of the interviewing team has schedule constraints.

How do you get all of your managers and applicants scheduled for an interview without all the back-and-forth of email confirmations and schedule alignment?

Barriers to Applicant Communication

If you’re trying to schedule by phone, you may have to make several attempts. Manual emails are error-prone. Listing the wrong time is easy to do when you’re sending dozens of emails out simultaneously. When an applicant needs to reschedule, the chaos starts all over again.

ApplicantStack Schedules Interviews Brilliantly

ApplicantStack makes scheduling interviews a breeze. You can even give candidates the power to select a date and time that is mutually available.

How ApplicantStack Automates Interview Scheduling

ApplicantStack integrates with Google Calendar and Office 365. You have two ways to schedule: you can choose a time or allow the applicant to select an interview time from pre-cleared calendar slots.

If you enable applicant self-scheduling, the candidate will be emailed a link to your scheduling calendar. When they follow the link, they will see your interview calendar. They can only schedule during a slot your hiring team has already designated.

The benefits of ApplicantStack automated interview scheduling:

  • Improves the applicant experience by allowing self-scheduling from a connected device
  • Decreases time-to-hire by eliminating back-and-forth calls and emails
  • Reduces abandoned applications due to schedule confusion
  • Allows your hiring team to focus on top candidates instead of manually scheduling interviews

Automated Interview Scheduling Improves The Applicant Journey

It’s getting tougher and tougher to find quality employees in today’s labor market. To be competitive, you need to provide an exceptional applicant journey. Confusing interview scheduling downgrades the applicant journey quickly.

Automated interview scheduling with ApplicantStack strengthens your company brand. You are less likely to lose an applicant due to a clunky interview scheduling process.

Thanks for checking out our series How To Hire Your Perfect Next Employee: The Ultimate Guide.

In our next post, we will discuss how to efficiently collect feedback from members of your hiring team.

Take a look at this entire series as an infographic!

How To Hire Your Perfect Next Employee Series: Making Your Selection

How To Hire Your Perfect Next Employee Series: Making Your Selection

Make a Selection

Welcome to our series How To Hire Your Perfect Next Employee: The Ultimate Guide. In today’s post, we describe how to make a candidate selection with ApplicantStack. We will explain how ApplicantStack streamlines the background and reference check process.

Before we continue, let’s review where we are in the series:

Make Your Hiring Selection With Confidence

The time has come to make a selection from your pool of top candidates. You want to be careful, but you risk losing applicants if this stage takes too long.

You have candidates at every point in the hiring workflow. You can’t afford bottlenecks anywhere along the applicant journey. Every stage is critical, including this one.

Don’t let background and reference checks slow down your hiring process. ApplicantStack helps you optimize this critical stage by narrowing your pool of candidates to the best possible options. Then it eliminates final concerns with background checks and calls to references.

What is a Background Check?

A background check as part of a job application is a review of the applicant’s records and history. The employer wants to determine if the applicant is honest and trustworthy. They want to know if he/she poses a threat to the company in any way. For example, if the applicant has been convicted of theft or an assault, it would raise red flags.

Employers also check other information specific to the job role. For an accounting position, the employer might review the applicant’s financial records. If the applicant was highly leveraged with debt, the potential employer probably wouldn’t be comfortable letting them handle company funds.

Most employers contract with a company that specializes in performing background checks.

The purposes of a background check include the following:

  1. To confirm the applicant’s identity
  2. To determine if the applicant has a criminal record
  3. To confirm the employment history listed on the resume and/or application
  4. To confirm the education listed on the resume and/or application
  5. To review the applicant’s driving record
  6. To review the applicant’s credit history

There are federal and state laws that regulate background checks. It’s important that employers understand how to conduct legal background checks.

When Should I Perform a Background Check For a Job Applicant?

Background checks are generally performed following the review process, before an offer is extended. You can move this action to any point in the process based on triggers in the workflow. When the background check step is triggered, an email is automatically sent to candidates asking them to complete the screen process.

What is a Reference Check?

Employers perform reference checks to evaluate and verify an applicant’s employment history. The candidate provides the names and contact information for the references on their resume or application.

There are two main types of references: professional and personal. A professional reference is usually a previous (or current) employer, manager, business associate, or client. A professional reference provides information about work history and skills.

If an applicant is new to the workforce and has no professional contacts, they might provide a personal, or character, reference. A personal reference may be a teacher, professor, coach, member of the clergy, or supervisor at a non-profit.

Reference checks vary in the types of information obtained. The employer might simply verify dates of employment and the job title. With a more extensive inquiry, the employer seeks information about the applicant’s performance in previous job roles.

Reference checks are regulated at the federal and state level.  It’s important to understand how to conduct compliant reference checks.

How Can ApplicantStack Simplify Reference and Background Checks?

In ApplicantStack, you can trigger reference and background checks at any stage in the hiring process. The applicant provides the references on the questionnaire during the application process. Emails are sent directly to references. All feedback is imported into the candidate profile.

ApplicantStack Automation + Customization

Intelligent automation and the ability to customize prevents logjams. This is true for the background and reference checking stages as well as the other workflows in the hiring process.

  • Background screening
    • This workflow can be triggered at any stage in the hiring process
    • The applicant is automatically sent a screening email
  • Reference checks
    • This workflow can be triggered at any stage in the hiring process
    • Auto emails are sent to the applicant’s references
    • Responses are imported into the candidate feedback tab

Does ApplicantStack Integrate With Background Screening Companies?

ApplicantStack integrates with several background screening companies and we’re adding more all the time. Our current background screening partners are Accurate Now, Amerisearch, CareerBuilder Employment Screening, DISA, and Trak-1.

Select Your Perfect Next Employee

Based on the feedback during the previous steps, you can now make your selection of the top choice candidate. When this stage is finished, you are ready to offer the job to your top candidate!

Join us for the next post where we will teach you how to extend a job offer.

You can watch other videos in this series on our How to Hire Your Perfect Next Employee playlist.

Take a look at this entire series as an infographic!

How To Hire Your Perfect Next Employee Series: Offering a Job

How To Hire Your Perfect Next Employee Series: Offering a Job

Offer a Job

Welcome to our series How To Hire Your Perfect Next Employee: The Ultimate Guide. In today’s post, we describe how to make a job offer to your top candidate.

Before we continue, let’s review where we are in the series:

Making an Offer to Your Perfect Employee

You’ve completed the assessment part of the hiring process and are ready to make an offer to your top candidate. ApplicantStack can help you make this final step quickly and effectively.

There are three main components in extending a job offer:

  1. Creating the offer letter
  2. Communicating the offer to the applicant via phone call and email
  3. Receiving their acceptance (hopefully!)

Don’t Delay!

When you’ve made a selection, don’t delay! If possible, telephone the same day they complete their final interview. Remember you have competition. Now that you have identified this person as the perfect candidate, you can be certain others have as well. The applicant could be waiting for job offers from several of your competitors.

How to Make a Job Offer Telephone Call

  • Be excited! You want your new hire to feel your enthusiasm.
  • Clearly tell them that you are formally extending the offer
    • Start date
    • Job title
    • Compensation/bonuses
  • Ask if they can accept over the phone
  • Notify them that you are sending an email with the formal job offer letter

What Do You Include In a Job Offer Letter?

The job offer letter initiates the employer-employee relationship. It’s a comprehensive document similar to a legal contract.

These are the basic elements in an offer letter. Your company may require additional information.

  • Position/Title
  • Name/Position of Supervisor
  • Reporting Structure
  • Work Schedule
    • Full-time or part-time
    • General work hours
    • Shift, if applicable
  • Employee Type
    • Overtime exempt/nonexempt
  • Job Duties
  • Base Salary/Wage
  • Equity, if applicable
  • Bonuses/Commissions
  • Wage Disclaimers, if applicable
  • Benefits and Eligibility
  • At-Will Employment

Important Documents to Accompany Offer Letter

Depending on the position, you may need to include other documents. These may include confidentiality and noncompete agreements. As well as invention assignment and intellectual property terms.

ApplicantStack Offer Letter Templates

Creating an offer letter template in your ApplicantStack document library is easy. Add as many merge fields as needed (see the previous list). A merge field imports information you have recorded elsewhere. In the video, we show you how to create a merge field for the job start date.

The candidate will receive an email including the offer letter and can sign the acceptance electronically. The offer letter will be available in the candidate profile record.

The Benefits of Using ApplicantStack For Extending Job Offers

  1. Create offer letter templates for each position—you will always be ready to extend an offer
  2. Merge fields in letter templates allow you to import information stored in the system
  3. Brand your offer letter with your company logo and colors to reflect your company brand
  4. Electronic signature allows your perfect candidate to accept the offer upon receipt of the email

Improve Recruiting to Take Advantage of a Favorable Business Climate

If you have a slow hiring process, you are at an extreme disadvantage. If you can’t find qualified people, you can’t implement your business goals. This is an unnecessary obstacle to success. There are growth opportunities in every industry. And a host of emerging industries as well! To take advantage of these opportunities, you need the right people to execute your vision.

ApplicantStack Was Created by Recruiting Professionals Using Best Practices

ApplicantStack hiring software helps you establish best practices to find quality employees in a timely manner. Regardless of the size of your company, follow our step-by-step How to Hire Your Perfect Next Employee guide. There is no reason to reinvent the wheel when it comes to recruiting workflows.

Brand New Employer?

If you are a start-up, congratulations! You can incorporate recruiting best practices from your first round of hiring. You will start out strong and continue that way. Plus, your hiring team will never become burned out with tedious manual processes.

Do You Have a Recruiting Mess on Your Hands?

If your hiring process is in trouble—no problem. Follow our guide to revamp your recruiting system. With the right software (ApplicantStack, of course!) it won’t take long to identify and remove process bottlenecks. Get started now and you will finish 2019 strong. Your hiring team will also appreciate using the best hiring tools for their critical job role.

ApplicantStack Helps You Create an Applicant-Centric Hiring Process

ApplicantStack also helps you create an outstanding applicant journey. It’s the only way you can hire competitively and establish a positive employer brand.

Join us for the next video where we will go over the last step in the process: Hire.

You can watch other videos in this series on our How to Hire Your Perfect Next Employee playlist or check out our brand-new How to Hire Your Perfect Next Employee infographic!

How To Hire Your Perfect Next Employee Series: Hiring Your Perfect Employee

How To Hire Your Perfect Next Employee Series: Hiring Your Perfect Employee

Hire Your Perfect Employee

This is the final post in our How To Hire Your Perfect Next Employee: The Ultimate Guide.

In today’s post, we describe how to hire with ApplicantStack. Hiring is the hand-off point between the applicant tracking process and the onboarding workflow.

Before we continue, let’s review where we are in the process:

  • Create a Job Description
  • Prescreening Preparation
  • Post Job to Job Boards
  • Candidate Scoring
  • Schedule Interviews
  • Collect Team Feedback
  • Making a Selection
  • Extending a Job Offer
  • Hiring Your Perfect Next Employee

Hiring simply means the applicant accepted your offer of employment. They are now a lucky member of your team. Congratulations!

From Job Description to Hire With ApplicantStack Applicant Tracking Software

First, we created a precise job description.  We performed prescreening preparation by defining scoring criteria. As part of this process, we created a filtering questionnaire. The questionnaire included knockout questions that eliminated a slew of candidates before we wasted any time evaluating them.

After that, we posted the job to job boards, social media, and our careers page. The applications started coming in. ApplicantStack gathered the applicants into a database. We could see how many we had in real time. We could see which job board each applicant came from. The system filtered and sorted the applicants based on our criteria. Note that we hadn’t read even one resume at that point.

Automated Applicant Scoring

ApplicantStack scored each applicant and ordered them by their scores. We could see our top candidates throughout the process.

Have you noticed that we haven’t done any manual data entry? Each applicant entered their information in the initial application. ApplicantStack imported the data into the candidate profile and everywhere else it needed to go.

Applicant Communications

ApplicantStack has been communicating with each applicant throughout the process using email templates we created. Each applicant knew exactly when their application was received. If they were knocked out during the questionnaire, the system sent them a prompt, tactful notification.

After that, ApplicantStack simplified scheduling interviews. Our hiring team conducted the interviews. We gathered hiring team feedback.

ApplicantStack Helped Us Find The Perfect Employee

Then, we made a hiring selection with confidence. Just to be sure, we confirmed our decision with background and reference checks. Then we sent a professional, branded offer letter.

ApplicantStack Ensured a Successful Hiring Decision

Our perfect next employee accepted our offer! This is what we do in the ApplicantStack dashboard for this step:

You can celebrate now!

But not for long. You’ve got a lot of work to do.

This transition is the first step in the onboarding process. It’s vital to communicate next steps effectively.

Why Onboarding Can Make or Break Your Company

Why is it essential to get the handoff from hire to onboarding right?

The quality of onboarding influences everything that comes next.

If your hiring process was effective, your new hire starts with high expectations. They are eager to dive in. Effective onboarding meets the expectations of an employee who experienced an exceptional recruiting process.

Good onboarding:

  1. Is structured
  2. Is personal
  3. Establishes loyalty
  4. Helps the new hire be successful
  5. Improves collective team morale

What is Poor Onboarding?

There is an epidemic of poor onboarding in companies of all shapes and sizes. Read through these and see if they sound familiar.

  • The new hire enters an atmosphere of confusion or apathy
  • No one takes ownership of the onboarding process
  • The process is impersonal
  • HR bombards the new hire with paperwork
  • The manager doesn’t communicate expectations
  • The new hire doesn’t receive enough training

When a new hire experiences haphazard onboarding, they start questioning their decision to take the job. They wonder if they have a future at your company. This belief can be impossible to change.

U.S. Employers Don’t Take Onboarding Seriously

The Aberdeen Group (a market research firm) reports sobering statistics about the state of onboarding:

  • 31% of workers have quit a job after less than 6 months
  • 53% of employees said they could do their job better with improved training
  • Only 32% of employers have a formal onboarding program
  • 56% of self-labeled ‘disengaged’ employees said they got poor training or no training at all
  • 17.5% of employees said they didn’t understand what was expected of them until they had worked 90 days or more

Distinguish Your Company With First-Class Onboarding

The good news? The overall sad state of onboarding presents an opportunity for you. You can create a superior onboarding process with SwipeClock WorkforceHUB. WorkforceHUB is a unified Human Resources portal that manages the entire employee life cycle.

Exceptional onboarding will be an important competitive advantage. Your secret weapon for business success. The benefits will compound over time.

Thanks For Your Interest in SwipeClock ApplicantStack

We hope you have enjoyed our series How To Hire Your Perfect Next Employee: The Ultimate Guide.

We are working on our next Human Resources series: How To Onboard Your Perfect Next Employee: The Ultimate Guide. It will also include a comprehensive whitepaper, videos, blog posts, and a handy infographic.

Take a look at this entire series as an infographic!