Digital Onboarding for Remote Employees

Digital Onboarding for Remote Employees

Remote work is rapidly becoming an accepted and even desired part of the American lifestyle. Take a look at these statistics. Some might surprise you!

Remote work isn’t just a fad or trend. A recent survey found that 80% to 90% of the workforce says they would like to telecommute at least part of the time. It’s an option that more companies are considering – especially as the job market heats up.

If you’re hiring remote workers, how can you make sure they’re a part of the team? How do you integrate them with your corporate culture and teach them the responsibilities of a new job from a distance? The answer: digital onboarding.

Why Use Digital Onboarding?

Remote employees are accustomed to working from home. Ideally, your new hire is self-motivated, excited to get to work, and independent. Digital onboarding offers several advantages that traditional onboarding doesn’t. And it’s not just good for remote employees. In-office workers will appreciate these benefits, too.

It’s Easy

Instead of dampening first-day enthusiasm with a litany of paperwork to fill out and mindless videos to watch, digital onboarding gets that stuff out of the way ahead of time. Your new employee will be able to spend Day One – whether that’s in the office or out of it – learning the ropes of his or her new role rather than whiling away the hours in a conference room.

It’s Standardized

Every employee goes through a similar onboarding process. When you set up digital onboarding with software like ApplicantStack Onboard, you ensure that every box is checked, every time. Collect all necessary paperwork using a library of state and federal forms. Distribute company policies, benefits information, and other notable documents so they can be reviewed at any time in one place. If your onboarding process is less than successful, you can examine what works and what doesn’t and make changes so that everyone has the same positive experience.

It’s Efficient

Printing and passing out entire reams of legal documents and forms is tedious (and expensive!). Digital onboarding allows you to download documents once, and distribute them to new hires without making multiple trips to the printer. You don’t need to take up an employee’s valuable time to walk a new hire through the onboarding process. Digital onboarding guides your new hire step by step, at his or her own pace.

It’s Engaging

The most engaged employees are actually those who telecommute three or four days a week. Surprised? This kind of schedule offers a good balance between on-site collaboration and off-site autonomy. In-person onboarding isn’t always necessary. Let your new hire do what he or she can do from home. Then, maximize time at the office by building in-person relationships with teammates and colleagues. Digital onboarding gets the mundane tasks out of the way, so you can focus on what really matters when you’re face to face.

It’s Thorough

Use your onboarding software to create a checklist for your new hires and your hiring managers. Authorized users can log in to make sure that tasks are completed, and follow up with anything that’s still missing. Upload safety or training videos to YouTube and link them to your checklist. Your new hire will be able to view them instantly at his or her convenience. Assigning tasks ensures that every box is checked so nothing is overlooked.

Whether you’re hiring someone who will be working remotely full time, occasionally telecommuting, or working from the office every day, digital onboarding makes the onboarding process less painful for all involved. No one wants to spend his or her first day on the job filling out forms.

Want to learn more? Watch this brief demo. Ready to try it out for 15-day? Click here for a free no-obligation trial.

Best Practices for Seasonal Hiring

Best Practices for Seasonal Hiring

While seasonal hiring isn’t limited to the holidays (think summer lifeguards), the winter holidays are most commonly associated  with hiring seasonal employees. Seasonal hiring presents a particular challenge to employers. Competition for quality employees is stiff. Onboarding needs to be successful and immediate. If you don’t start training early, seasonal employees are left to sink or swim.

So what seasonal hiring best practices can help your hiring team overcome these challenges? Do you know how to recruit seasonal players? There are a few rules of thumb that will lead you to success during this busy season.

Hire Early.

Some major retailers begin the application process for seasonal employees as early as June, especially when the job market is tight. With major players adding tens of thousands of workers each holiday season, a small or medium-sized business has to make sure it’s competitive. If you don’t start advertising seasonal positions early on, you’re going to be behind the ball when the holidays roll around.

Offer Benefits.

If you haven’t begun advertising your seasonal jobs yet, don’t panic. You can still beat out the competition by offering better benefits. What kinds of things do seasonal workers want? Higher wages never hurt, but flexibility tops the list of demands. New apps and sites have made it easy for seasonal applicants to comparison shop, so you need to find a way to stand out. Leverage technology like your applicant tracking system to enable applicants to schedule interviews at their convenience. Make sure you’re able to tell your workers their schedules at least a week in advance. Although these employees won’t stay with you for long, they will affect your bottom line.  And a happy employee is a productive one, especially in sales.

Advertise Appropriately.

Post your seasonal job where it’s most likely to be seen by the kinds of people you’re looking for. College job boards, Craigslist, and Facebook are all good sites to find someone who wants seasonal work. An applicant tracking system like ApplicantStack can make it easier to post jobs to niche sites. You can even track which applicants are coming from which sites to determine your most effective advertising avenue. Unless you need very specific skills or have certain prerequisites, you may want to skip the fee-based job sites. Those tend to be frequented by applicants who are looking for a longer-term career rather than a seasonal job.

Interview In Person.

Or at least on video. When you’re only hiring someone for a few months, attitude matters most. You don’t have time to nurture and teach your seasonal employees to connect with peers and customers. In retail, especially, likability matters. A resume won’t tell you if a candidate is respectful, enthusiastic, confident, and poised. That’s something you need to see to assess. In-person interviews are time-consuming, especially if you’re hiring en masse. ApplicantStack integrates with Google Calendar and Outlook, so you can eliminate scheduling complexities and easily find times that work for everyone. Consider hosting group in-person interviews, or use video interviews instead. Face-to-face interviews are part of seasonal hiring best practices because they yield the best results.

Think Long Term.

Don’t neglect to ask about an applicant’s long-term plans just because he or she is only with you for the season. If you can hire someone year after year, that person will become familiar with your processes. College students, for example, can be a great choice for seasonal hires. They may have the same season off each year for several years. They like knowing that they can count on you to employ them when they’re on break, and you like knowing that your seasonal new hire isn’t completely “new.” If someone might need a seasonal job next year, take that into account during the hiring process.

Be Ready to Go.

Once you’ve sealed the deal with your new hire, get the ball rolling as quickly as possible. Use your applicant tracking software to send and receive the necessary paperwork. Smooth out any wrinkles in your onboarding process. If possible, upload safety and training videos to your new hires’ accounts so they can view them at their convenience. Use a questionnaire to get your employees’ uniform sizes and order them ahead of time. Set yourself – and your new hires – up for success by giving them as much information as they can handle before Day 1.

Seasonal hiring best practices can guide you as you make your hiring choices for the holiday season. Snap decisions are necessary, though, and you’re likely to experience some turnover. Once your employees are on board, don’t neglect them. Employee engagement can help lower those churn rates. Training should be ongoing; offer opportunities for promotion. Who knows? That part-time worker may become a key full-time asset.

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.

How to Hire the Best Home Care Aides

How to Hire the Best Home Care Aides

When an agency wants to hire home care aides who will be most successful, what should it look for in its applicants? In-home care providers play a unique role in their clients’ lives. They have a major impact on a person’s quality of life, but don’t typically have a part in health care decisions. The work environment is unusual. Home care aides do not see colleagues every day. They spend most of their time in the client’s home, working with him or her on a one-on-one basis.

What kind of people are best suited for this career? And how can an agency that wants to hire home care aides determine the best candidates? Here are a few things to keep in mind when learning how to recruit a home care aide.

Hire Home Care Aides Who Aren’t Squeamish

Home care aides are subject to a surprising number of occupational hazards. One study found that almost 10% of clients smoked indoors while the caregiver was present. Another 16.2% of personal care aides reported contact with feces, while 5% came into contact with blood.  The vast majority were expected to clean bathrooms and/or kitchens, often with bleach or other strong chemicals.

Home care agencies should make sure that applicants know and understand the job expectations prior to hiring. Setting expectations up front will reduce turnover.

Hire Home Care Aides Who Are Capable

Home care is physically demanding. In the aforementioned study, 11.2% of home care aides reported a work-related injury resulting in medical care or lost work time during the past year. About 34% reported back pain. Home care aides may need to physically move their clients, and should be able to lift at least one hundred pounds.

Prior to hiring a home care aide, home care agencies must ensure that this person is physically capable of meeting the demands of this job.

Hire Home Care Aides Who Are Easygoing

A home caregiver must be vigilant when it comes to a client’s health and safety. But the best home care aide doesn’t take things personally or erupt with anger when a client lashes out. In an occupational hazard study, almost 20% of home care aides were victims of verbal violence in the past year. About 6.6% were on the receiving end of some kind of physical violence, including aggressive physical contact, pinches, scratches, slaps, or punches. Aides report that this type of behavior typically came from patients with dementia.

Agencies need to hire home care aides who understand the illnesses or limitations of their clients. A good home care aide needs to control his or her temper and respond appropriately, even when a client is unreasonable or abusive.

Hire Home Care Aides Who Are Eager to Learn

As the need for in-home caregivers increases, the role these workers play in their clients’ lives will begin to expand. These attendants are perfectly suited to act as positive influences on the elderly population. With the influx of senior citizens, home care aides are expected to take on greater responsibilities such as providing physical activity programs.

Agencies should hire home care aides who wish to improve the care they offer by taking advantage of learning opportunities. In turn, home care agencies should ensure that these opportunities are plentiful for their aides.

Hire Home Care Aides With Varied Interests

Burnout is high for home caregivers. This is a demanding career; it’s not for everyone. A meta-analysis of research on nursing home health care aides found that a rich personal life is the only mitigating factor that significantly alleviates emotional exhaustion.

Home care agencies should discuss a candidate’s other interests, hobbies, and social support structures during the interview or application process. This will give the agency a better sense of a candidate’s susceptibility to burnout.

Hire Home Care Aides With Long-Term Plans

It takes time for a caregiver to establish a relationship with a client. Continuity of care is essential for the health and wellbeing of those seeking to hire home care aides. Studies show that a health care aide needs to work consistently with a client for optimum satisfaction of both client and caregiver. Over time, the aide learns strategies to handle the client, as well as client preferences and medication schedules.

Home care agencies should pass on candidates looking for a short-term, temporary job in favor of those who have chosen this field as a career. This is a difficult job, and it takes dedication, perseverance, and a willingness to learn. An applicant tracking system can help agencies determine which candidates are best suited to their clients’ needs. Home care hiring doesn’t need to be a time-consuming process. With the right tools, home care agencies can find the best care aides quickly and easily.

 

ApplicantStack Receives Highest Satisfaction Rating in ATS (Applicant Tracking Systems) by G2 Crowd

ApplicantStack Receives Highest Satisfaction Rating in ATS (Applicant Tracking Systems) by G2 Crowd

ApplicantStack Highest Satisfaction Rating ATSApplicantStack receives multiple recognition from the G2 Crowd Summer 2018 report, including Highest Satisfaction Rating in Applicant Tracking System (ATS) Overall.

Today, we are excited to announce that we have been featured in multiple G2 Crowd Summer 2018 reports including:

ApplicantStack also won the following recognition and badges in the Applicant Tracking Systems (ATS) category:

  • Won the ‘Best Results Badge’ (ROI related questions)
  • Won the ‘Best Relationship Badge’ (What it’s like to work with the vendor related questions)
  • Won the ‘Best Usability Badge’ (Ease of use related questions)

As well as the following in the Onboarding Category:

  • ApplicantStack Named #1 in Highest Satisfaction in Onboarding Mid Market Grid
  • Won the ‘Best Implementation Badge’
  • Won the ‘Best Relationship Badge’
  • Won the ‘Best ROI’ and ‘Best Results’ Badges in Mid Market Results Index
  • Won the ‘Best Usability Badge’

We achieved these rankings by receiving higher scores from verified users compared to similar products in each category.

“Securing a spot on G2 Crowd’s reports is a noteworthy accomplishment,” said Marty Duffy, vice president of research, G2 Crowd. “Rankings on these reports are a result of high product scores and happy customers; so ApplicantStack should be proud.”

“We are very excited to be recognized yet again by our customers for both – Applicant Tracking and Onboarding Systems.” Said Nathan Shackles, founder, and CEO of ApplicantStack.  “We continue to strive to deliver the best product and support to our customers.”

Reviews from Our Customers

 We’re happy for the recognition but even happier to hear what our customers had to say:

“My favorite ATS out there”

“By implementing ApplicantStack and using it to it’s full capacity, we are able to eliminate a lot of administrative burden that would exist without it. From a business perspective, we love the reporting capabilities which allow us to present data to the leaders and utilize that data to identify areas of strength, as well as continue to improve areas in need.”

“ApplicantStack made my job easier in many ways”

“We are able to get suitable profiles and source candidate with minimal effort, coordinate with candidates easier, track candidates application, status and notes very easily, accessing all the required details any where in the globe as this application is a cloud based, generating reports which ever way we wanted. These are few examples. Overall, we have saved a lot of time using this application and able to use those saved time in our core business process. Thanks for Applicant Stack team for developing such a wonderful application.”

G2 Crowd is the world’s leading business software and services review platform, leveraging it’s 388,000+ user reviews to help its more than one million buyers each month make smarter purchasing decisions. Products included in the [Report] have received both a minimum of 10 reviews and 5 responses from real users for each of the [Report]-related questions featured in our review form by January 10, 2018.

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.