Any good recruiter or hiring manager knows that self-education is a great way to improve your skills. Having trouble sealing the deal with a superstar prospect? Can’t quite master the Facebook scene? Just want to read up on the latest and greatest in the recruiting world? These are the best human resources blogs to check out now. Learn how to recruit, hire, and onboard with aplomb!
Best HR Blog for Recruiting
The Searchologist is dedicated entirely to the world of recruiting. As part of The #SocialRecruiting Show, Katrina Collier interviews diverse experts on every recruiting topic under the sun. This blog offers the benefits of multiple perspectives. You can join in the discussion, view it later, or just read the textual rundown. If you want something to do on your lunch hour, these Crowdcast videos are an educational (but not boring!) way to pass the time.
Best HR Blog by a Thought Leader
John Boudreau seems to be three steps ahead of every other HR expert out there. In addition to being one of our favorite authors, he’s the research director for the Center for Effective Organization at USC and a professor of management and organization at the Marshall School of Business. A prolific author, his blogs are always thoroughly researched and well written. If you want to know where the recruiting world is headed, Boudreau writes some of the best human resources blogs out there.
Best HR Blog for Motivation
The RBL Group is a leadership consulting firm with an emphasis on HR. If you’re feeling a bit burned out or have a case of the Mondays, check out the RBL Insights Blog. This is one of the best human resources blogs on our list because each blog includes actionable advice to implement immediately. We especially enjoy the blogs authored by Dave Ulrich (author of one of the five books every hiring manager should read). His take on the concept of time, for example, offers a whole new perspective on time management.
Best HR Blog for HR Issues
Once you’ve got the talent, you need to retain it. The HR Bartender blog is written by the wise and approachable Sharlyn Lauby, who created the blog as a “friendly place to discuss workplace issues.” Her blogs address things that HR managers will encounter time and time again – how do you handle grief in the workplace? Do you need an onboarding intervention? How can you combat employee disengagement? Some of the best posts are part of the #AskHRBartender series, where Lauby answers reader-submitted questions about HR conflicts.
Best HR Blog for Humor (and Education)
Fistful of Talent is written by a group of experts from the HR and recruiting world. You’ll find yourself nodding in agreement and even laughing out loud as these witty authors mull over everything from avoiding lawsuits to the benefits of hiring the formerly incarcerated. Fistful of Talent is more like a series of op-eds than a collection of newspaper articles; you’re definitely getting someone’s take on something rather than ‘just the facts.’ But the opinions you’ll read are informed, coherent, and thought provoking (as well as humorous). It makes a refreshing change!
Best HR Blog for Techies
The Boolean Black Belt blog focuses on technological solutions for recruiting problems. Author Glen Cathey was inspired when, as a technical recruiter, he leveraged Boolean search strings to narrow down his candidate pool. His blog is full of tips for leveraging recruiting technology. With practical hacks like how to get unlimited LinkedIn InMails, Cathey gives applicable advice so you can maximize functionality of tools you’re already using.
Best HR Blog for Recruitment Solutions
(You knew this was coming, right?) We’ve got to toot our own horn a little bit here! We think our very own ApplicantStack blog features some great content on solving recruitment and onboarding challenges. Covering everything from the basics of recruitment tools to industry-specific advice, we share what we’ve learned as a best-in-class ATS provider. Want to know more about how we can improve your onboarding and recruitment processes? Watch this video demo now!
In 2015, Time called cloud computing “the most important new technology in decades.” Spending on cloud computing is expected to grow at more than six times the rate of IT spending from 2015 to 2020. The adoption of cloud technology is growing in every country and every industry.
But despite these statistics, there’s some confusion about what cloud computing actually is. How does it relate to software? More specifically, what is cloud based recruitment software, and how can it benefit my hiring team? We’ll address each question in turn.
What Is Cloud Computing?
A cloud in the sky is made up of tiny raindrops caught up in turbulent winds. These raindrops obscure our vision to form a cloud. The internet works similarly. The ‘droplets’ are called packets, and they appear to travel in chaotic fashion, swirling alongside billions of other packets in an electromagnetic wind.
Here’s where the analogy breaks down. You never know where a raindrop will land, but packets have assigned destinations. They rarely take the shortest route, but that doesn’t matter when they travel at the speed of light. Cloud computing uses resources more efficiently.
Instead of storing all of your data on your computer all of the time, cloud computing stores the data in a data center. When you want a specific thing – say, a document or a video – your computer retrieves it from the cloud. When you’re done using the resource, your computer doesn’t have to store it anymore and is free to use that memory on other things. If you have a Google account, you might use Google Photos. Those pictures aren’t stored on your computer; Google stores them, and you can access them whenever and wherever you have internet access.
How Does Cloud Computing Relate to Software?
Cloud computing has enabled a new industry of Software as a Service (SaaS). Essentially, SaaS providers offer their software over the internet. Instead of buying a CD or downloading a software, users typically purchase a subscription. The software is accessed through the internet, so it doesn’t take up space on the computer and it can be used anywhere and on any device. SaaS is the next generation of software, and the explosive growth of the industry shows no signs of slowing.
What Is Cloud Based Recruitment Software?
Cloud based recruitment software like ApplicantStack is a tool used by hiring departments to streamline the recruitment process. Any applicant tracking system can save time and money by reducing cost per hire. But cloud based recruitment software offers some major advantages over traditional software.
Bring Your Own Device (BYOD)
BYOD stands for Bring Your Own Device, and it’s becoming the new standard for business. Employees don’t want to have multiple computers and phones for work and personal use. Cloud based software is available anywhere you have internet, so employees can access business software from their personal computers – without downloading it. For better or worse, things like ‘snow days’ are becoming a thing of the past. If you have internet access, you can still work.
Work From Home
Along the same lines, the flexibility to work from home is important to many employees, including HR teams. Working from home can actually boost productivity significantly, but if your software is tied to your cubicle, it’s an impossibility. Cloud based recruitment software gives your recruiting team necessary data access from home, vacation, or anywhere else. Employees who telecommute report a better work-life balance and even have improved health and wellness, according to CNN.
There are lower upfront costs, because you don’t need highly capable computers to host the software. Most cloud based recruitment software comes as a subscription, so you pay as you go. If you no longer need it, you stop paying for it. It’s easy to use from the start, and updates happen automatically. Your software will never be outdated, and you won’t have to pay for an updated version.
There are many benefits to using cloud based recruitment software. (Learn more here!) SaaS is the wave of the future, and its widespread use is only projected to grow. Get started today with a free trial of ApplicantStack, and see how easy it is.
The pool of applicants for home care jobs is growing exponentially – as is the demand for candidates. The Bureau of Labor Statistics cites a job growth rate of 41% between 2016 and 2026; over one million jobs will be added to this field. Home care jobs are growing at a more rapid rate than any other type of career. And as demand increases, competition for the best home care providers will get tougher. How can you stand out from the crowd?
Optimize Your Listing for Home Care Jobs
Crafting a captivating job listing is a combination of art and science. You want to be specific about your own expectations, so you aren’t recruiting candidates who aren’t willing to do the job. You also want to make sure you’re mentioning the factors that matter most to those seeking home care jobs.
What You Want
First, be clear in your job description. Are you looking for part-time or full-time employees? Seasonal, temporary, or long term? Will home care aides work with several people of various ages and capabilities, or will they focus on just one or two clients?
Note any physical, educational, or experiential prerequisites so as to eliminate unqualified candidates before they begin the application process. Explicitly state any necessary knowledge, skills, and abilities (KSAs).
What They Want
In today’s job market, both parties have to bring something to the table. With so much demand for home care jobs, the benefits and bonuses you offer your staff can set you apart from other employers. According to recent studies (learn more here and here), the most important indicators of job satisfaction among home care workers include:
- A consistent, predictable number of hours
- A flexible work schedule
- The ability to work independently
- Employer-provided health insurance
- The ability to develop a long-term relationship with a patient
If the home care jobs you are offering provide these benefits, emphasize them in your job post. Knowing that you provide the things that are most important to your prospective applicants will help your job posting resonate.
Where to Post
Even the greatest ads for home care jobs won’t gain any notice if they aren’t posted in the right places. Where are candidates looking for home care jobs? According to CareerBuilder, candidates use an average of 16 resources during their job search. Make sure you have your job posted in these key places.
Your Careers Page
Candidates will use your Careers page not only to find information about open home care jobs, but also to get a better sense of your company culture. Your Careers page can be your “secret weapon in the war for talent.” Put significant time and resources into designing it. Include information about career paths, opportunities for advancement, salary ranges, prerequisites, and corporate culture. Use videos and images to paint a picture for prospective applicants. At some point, the vast majority of applicants will visit this page (even if they find your job through another board or site), so make sure you’re wowing them.
There are literally hundreds of job boards out there, from major players like Indeed and Monster.com to industry-specific sites like HealthCareJobsite and HealtheCareers. (Although these sites emphasize the health aspect of home care, they also offer listings for general home care jobs.) Leverage an applicant tracking system to mass-post job listings to all of the relevant boards with just a few clicks.
LinkedIn is the primary player in this category, although you may want to consider posting your job to Facebook as well. On LinkedIn, you can broaden or narrow your selection criteria by choosing more or fewer job functions and industries. If your job posting isn’t performing well, open it up a little by adding categories. You can renew your posting every two weeks, so it shows up at the top of the listings when applicants search for similar jobs.
Finding and recruiting candidates for home care jobs can be difficult. Be honest and thorough in your job description and post your job where your candidates are looking, and you’ll soon have scores of qualified resumes in your applicant tracking system.
One of the hardest things about investing in a new technology is understanding how, exactly, it will impact your company. In short, is this purchase going to be worth it? Is it going to make things easier for you, or will it be costly and difficult to implement? What kind of a return on investment will you get from this purchase?
At ApplicantStack, we completely understand this mindset. After all, there are dozens of products out there promising to save you time, hassle, and money. We’re not interested in empty promises. We’re interested in the facts. We developed this cost-per-hire calculator so you can actually see the projected return on investment for your company.
Like most data systems, the most accurate input yields the most accurate output. So before you start filling out the cost-per-hire calculator, collect some data. Consider the one-time and recurring costs you put in when recruiting new employees. Then, let the Cost-per-Hire Calculator do its magic.
What Does the Cost-Per-Hire Calculator Show Me?
The cost-per-hire calculator computes several figures based on your information. Here’s what you’ll learn.
Current Cost Per Hire (CPH)
Cost per hire is the total amount you spend to find, recruit, and sign each new employee. There are two primary factors involved in this number: internal expenses and external expenses. Internal expenses include organizational costs paid for within your company, like HR salaries. External expenses are paid to outside vendors like job marketing boards or hiring agencies.
How Much You Could Save
This is your projected cost per hire after you implement ApplicantStack. The cost-per-hire calculator examines your overall data to compute exactly how much money your company could save annually. Many of our clients see savings of 10% or more, and these savings compound over time as employees become fluent with the easy-to-use software.
Labor Cost Per Hire
This is the amount you’re spending on employees, recruiters, or other agencies for each new hire. It includes the wages paid for the many hours spent reviewing resumes, scheduling interviews, and corresponding with candidates. An applicant tracking system reduces this number by automating many of these tasks.
Advertising Cost Per Hire
The amount you spend on advertising also contributes to your total CPH. The Society for Human Resource Management’s (SHRM’s) Talent Acquisition Benchmarking Report found that 68% of companies use paid job boards to find new hires. Some use print, radio, and even television advertisements to make their job openings known. These all add to your advertising costs. Many applicant tracking systems cut down on these costs by offering access to paid job boards and social media sites, including LinkedIn and Facebook.
Also called the submission-to-hire ratio, your hiring rate is the percentage of applicants who are offered and accept a position. If you received thousands of applicants and only hired three new people, you’d have a very low hiring rate. A lower hiring rate can indicate that your prescreening methods aren’t effective; too many unqualified people are applying. In contrast, a high hiring rate could mean you’re receiving fewer applications, but they come from more qualified candidates. ApplicantStack helps you find the candidates you want by screening out the less qualified and posting your job where it can be seen by the right people.
Recruiting Time Per Hire
How much time does it actually take for you to hire a new employee? If you’re receiving a lot of applications, it’s going to take your team a long time to go through them. ApplicantStack uses online scheduling, pre-application questionnaires, resume ranking, and automatic email responses to reduce your recruiting time per hire, which ultimately saves you money.
Ready to try it? Our new cost-per-hire calculator uses a unique formula to help you determine your current hiring costs – and how much you could be saving with ApplicantStack. Check it out here.
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, 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.
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.