Human Resources Valuable Time

Human Resources Valuable Time

Human Resources Valuable Time

Addressing Human Resources Valuable Time:

Recently, I had an email exchange with a Human Resources Manager who indicated she was too busy to evaluate an applicant tracking system (ATS).  As a former technical recruiter and someone whose colleagues are former HR professionals, I get it.  The hundreds of resumes sitting on your desk and in your inbox, the mounds of paperwork, the countless email exchanges back and forth trying to schedule interviews with the candidate and team members, the feedback forms that require attention, the progress reporting to management, the thousands of other tasks that fill an already busy day…no wonder there isn’t any time.  Most human resource professionals do not have a second of their valuable time to find the tools that can assist them.  The amount of time it will take to research all the different options available, implement and learn a new system, and justify the expense are all items that I am sure my recent contact has been grappling with.

If knowing that taking out 30 minutes (a guesstimate at the amount of time it takes to initiate a free trial and post your first job ApplicantStack Getting Started Video [4:49] could potentially save hundreds of hours in the long run, why wouldn’t you do it?

Here are just a few of the problems that could be solved with an ATS

Problem 1:  The hundreds of resumes sitting on your desk and in your inbox

  • Save time by having all your resumes and applications organized and centrally located and easy to search via multiple criteria
  • Use screener questions and scoring to focus on the top candidates
  • Set up automatic email responses to candidates letting them know you received their resume and application
  • Easily move the candidate through your recruiting process – workflows can be set up to mimic your current process

Problem 2:  The mounds of paperwork

  • Store all new hire and employee onboarding paperwork electronically
  • Never worry about having out-of-date forms in different systems…it’s all stored and managed centrally
  • Easily see what forms applicants have completed
  • Create checklists to streamline the entire process
  • Enable new hires to sign all state and federal forms, elect health insurance, view employee handbooks, watch training videos, and more before their first day of work

Problem 3:  The countless email or phone exchanges trying to schedule interviews with the candidate and team members

  • Easily use our scheduling feature that integrates with most calendars
  • Allow candidates to also choose available times on your calendar eliminating calls or emails
  • Enable all team members to arrange candidate interviews without your assistance

Problem 4:  Collecting and managing Manager feedback

  • Again, centralized in one spot
  • Use the standard feedback forms or create your own
  • Score/rate candidates so you can focus on the top-rated candidates in one convenient place for your team to review and make quicker job offers before your competitors do
  • Build your own phone screen templates and reference check forms to store feedback and notes

Problem 5:  The reporting on all the progress

  • Use our standard reports to see which sources are providing the top candidates
  • See how long it takes to fill a position and see if there are any bottlenecks that require attention
  • Run EEOC reports to stay compliant
  • See job workflow and candidate summaries, and so much more

Problem 6:  The thousands of other tasks that fill an already busy day:

  • You might have some time in your day to get to these now

 

Find out more about ApplicantStack by starting a free trial here.

ApplicantStack and Google for Jobs

ApplicantStack and Google for Jobs

Google logoApplicantStack has integrated with Google for Jobs to make finding the right candidate even easier.

ApplicantStack and Google for Jobs: You can now automatically push your jobs to appear in Google for JobsGoogle for Jobs is a new job search engine powered by Google and is a job search tool which boosts the exposure of your job listings to help you attract more relevant candidates to your roles.  Job seekers can search for and apply to open positions directly from Google search. Google’s advanced technology makes it easier to find jobs that are a good match for what you’re looking for in your next position.  It is similar to how Indeed pulls job listings from many different sources.

How to post to Google for Jobs in ApplicantStack

When using ApplicantStack, simply go to your jobs launch page and select “Google for Jobs” here:

ApplicantStack - Google for Jobs launch

 

Simply continue as you would with any other job board included in your ApplciantStack account.

 

 

 

How can candidates find your jobs on Google for Jobs

When a candidate searches for a job in Google, they can easily select apply with “ApplicantStack”ApplicantStack and Google for Jobs

and they will be directed to your ApplicantStack job board where you can track the candidate in your workflow, communicate with them right from your ApplicantStack portal, & hire the right candidate!

 

Please note that Google does have full discretion of what they place in their feed. By submitting your job through ApplicantStack, there is no guarantee that your job will post on Google for Jobs.

 

Try ApplicantStack for Free for 15 days!

How to Save Time with Pre-screening Questions!

How to Save Time with Pre-screening Questions!

Pre-screening Questions

Pre-screening QuestionsGoing through hundreds (sometimes even thousands) of resumes can be very time-consuming.  Being a human resource professional, there are many items on your to-do list and freeing up some time is always a plus.  That is where Pre-screening Questions can come in handy.

Here are a few ways to save time using pre-screening questions:

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Location-based Pre-screening Questions:

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Once you have a clear understanding of the job requirements you can easily set up pre-screening questions to bypass those candidates that don’t meet the job criteria.  For example, if your job is for a specific location, you might want to make that a pre-screening question.

“Are you able to work in the New York City office?”

or you can be extremely specific about the location

“Are you able to work 9:00 am – 5 pm EST in the office located on 23rd Street and Madison Ave. in NYC?”

Answers to both questions can be set to “Yes” or “No” where “No” would be a knock out question.

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Salary-based Pre-screening Questions:

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Another pre-screening question that can save you a lot of time is to set up a yes or no question for a salary-related question.  (Please be aware of your state and local laws regarding salary questions – some states are no longer allowing salary-related questions).  If you are looking to hire someone for a job and know the salary cannot exceed $85,000, getting a clear understanding of salary expectations might be beneficial.  Consider creating a pre-screening question such as:

“The salary for this position is $75,000-$85,000.  Is this salary range acceptable to you?”

Where the answer provided is either “Yes” or “No” where “No” would be a knockout question:

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Experience-based Pre-screening Questions:

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Experience-based questions are another fitting example of pre-screening questions.

If you are looking for candidates with a minimum of 3 years’ experience as a C# developer, you could set up experienced-based questions with a range:

“How many years of C# development experience do you have?”

With the following ranges:

< 1-year

1 – 2 years

> 2-years

You can either set up a value for the ranges and/or set <1-year experience as a knockout question.

Having multiple pre-screening questions can save valuable time for a human resource professional in finding the top candidates and ultimately the right new employee. 

 

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Try ApplicantStack for yourself and see just how easy setting up pre-screening questions are!

Click below to start your Free 15-day ApplicantStack trial:

Request a free no obligation trial!

 

 

Best Software Companies 2018 | G2 Crowd

Best Software Companies 2018 | G2 Crowd

At ApplicantStack, our best indication of success is the happiness of our customers. Today, we are excited to announce that we have been recognized by G2 Crowd on their Best Software Companies 2018 list. The list recognizes the top 100 software companies based on real customer reviews in 2017, and we are so excited to be featured!

We are also pleased to announce that we have been named one of the Top 50 Small Business in 2018.

Best Software CompaniesBest Software Companies - Top 50

G2 Crowd is the world’s leading business software and services review platform, leveraging it’s 300,000+ user reviews to help its more than one million buyers each month make smarter purchasing decisions. To qualify for inclusion on the list, a company must receive 100 or more reviews in 2017.

This is a significant recognition because this rating came entirely from our customers. This recognition by our customers is incredible, and something we’re extremely proud of and thankful for.

To the customers that have reviewed us on G2 Crowd, thank you! We appreciate your feedback and will continue striving to exceed your expectations.

See for yourself and start a FREE 15-day trial!

ApplicantStack: Best of 2017

ApplicantStack: Best of 2017

 

 

ApplicantStack: Best of 2017

ApplicantStack - Best of 2017

As we prepare to recycle the 2017 kitten and puppy calendars for their updated versions, we want to take a minute to look back at what a wonderful year 2017 has been.  We bring you the “ApplicantStack: Best of 2017”  The ApplicantStack team has worked hard to bring our customers new features to make recruiting and onboarding even better!

Although we are gearing up for an exciting 2018, here are some features that we rolled out in 2017:

 

May 2018 bring you many new opportunities, and may your goals for the New Year ahead stay firm, turning all your goals into reality and all your efforts into great achievements.

Request your 15-day no obligation trial here! 

New Employee Onboarding Checklist [Updated 2019]

New Employee Onboarding Checklist [Updated 2019]

Onboarding a new employee can be quite challenging and time-consuming.  Every phase of the employee onboarding process is important, so make sure to have a new hire checklist to onboard your new employee.  You can use the following outline as a guide, however, every organization will have its own unique requirements.  These tasks will need to be adjusted for the type of employment (full time, part time, seasonal), but having an initial, general list will provide a good starting point for different positions.  We have outlined a new employee onboarding checklist to make it less daunting.

Step 1:

Create a list of tasks that new employees will need to complete and that current team members will need to work on/setup prior to the new employees first day.  Example tasks to put on new hire checklist could include, but are not limited to:

Prepare any State & Federal tax forms that need to be completed.  Some of these forms might require input from multiple individuals.  Having a system in place where these can be created and completed online can save time and resources.  The ability to upload these forms form a library can be beneficial to any busy HR professional.

Prepare any job-related forms that will need to be completed and/or signed by the employee or current team member.  Having a system in place to easily upload and create fillable forms can make this task much easier.

Gather any health insurance forms and benefits information

Identify any computer or other peripheral needs that need to be set up prior to the employee arriving on the first-day

Order any technology equipment

Order phone and create new extension

Obtain a new photo ID

Order business cards

Order any materials/supplies needed by the new employee

Make any arrangements for parking/transportation

Add new employee to relevant email lists

Identify any socialization tasks such as a tour of facilities or welcome lunch/meeting

Step 2:

Put together any supporting documents and links to any videos.  These should be items that do not require any input or signatures.  Example supporting documents might be included on a new hire checklist include, but are not limited to:

Welcome message for new employees

Contact namesNew Hire checklist - library

Phone/extension list

Any training material or videos that will need to be watched

Benefit packages to review

 

Step 3:

Assign tasks from the new employee onboarding checklist to current team members and new hires.  An automated process for task reminders is an invaluable tool.  Having the ability to set deadlines with reminders will ensure that the tasks will get done.  It is also helpful to be able to visually see the progress indicators that show any outstanding tasks.

Assign all tasks to any relevant person with a due datenew hire checklist - checklist

Order assignments according to time needed to complete tasks and dependencies between tasks

Create email remainders

Monitor completion of tasks on the new hire checklist

Step 4:

Establish clear communication with the new hire.  Having an employee portal to facilitate the new hire checklist can make this much easier.  An employee portal can be viewed as their own virtual assistant that can help the onboarding process run smoothly.  Here are some items to include when using a portal:

Their manager’s contact information

List of tasks from the new hire checklist

Any materials that they need to review and/or sign (from Steps 1 & 2) A progress indicator and list of deadlines to help the new hire complete all the tasks

Step 5:

Review your plan and make necessary tweaks for the next employee.  Don’t assume that one new hire checklist is going to fit all employees!  Luckily fully-automated tools such as ApplicantStack Onboard allow for on the fly updates and customizations.

Ready to implement your new employee onboarding checklist? Download a copy of our checklist here:

New Employee Onboarding Checklist