Root Out These 7 Insidious Hiring Biases to Increase Workforce Diversity

Root Out These 7 Insidious Hiring Biases to Increase Workforce Diversity

Hiring bias limits efforts to increase workforce diversity. Companies that do more than pay lip service to diversity identify the types of bias in their process. After that, they create a detailed plan to eliminate it. To carry out their plan, they dedicate the necessary resources, measure outcomes and modify as needed.

Working toward demographic parity is not just the right thing to do from a moral standpoint. It’s the best thing to do from a business standpoint. At the end of this article, we discuss the benefits of increasing workforce diversity.

First, we’ll discuss seven insidious types of hiring bias. After that, we will outline an 11-step roadmap to eliminate the bias and build a more diverse and inclusive workforce.

7 Types of Hiring Bias to Root Out

These are categorized as cognitive biases. A cognitive bias is a flaw in judgment. Think about a coin toss that comes up heads ten times in a row. While there’s always a 50% chance that the next flip will be tails–it seems unlikely.

hiring bias1. The Halo Effect

We all know that first impressions matter. This is related to the halo effect. Once we have a favorable opinion of someone, it takes a lot to change our mind. Another element of the halo effect is the idea that because a person excels in one area, he or she will also excel in others. For example, we might assume that because someone is an excellent public speaker, he will also make a good content writer. In reality, these skills don’t necessarily influence each other.

2. Expectation Bias

This is related to the Halo Effect discussed previously. A recruiter might read through dozens of resumes. One candidate looks particularly good ‘on paper.’ When that person comes in for an interview, the recruiter may be more likely to overlook obvious flaws. For example, the person doesn’t make eye contact or is inarticulate. If you expect someone to be something–whether that’s good or bad–he or she is likely to fulfill those expectations.

3. Confirmation Bias

Confirmation bias is the tendency to seek out information that validates your current opinion. For example, people who tune into Sean Hannity are typically more conservative. People who watch Rachel Maddow are typically more liberal. As a hiring bias, it’s the tendency to focus only on the aspects of a person that coincide with the recruiter’s pre-established opinion.

4. Anchoring Bias

Anchoring is a hiring bias in which the hiring manager fixates on one piece of information. As a result, they give it more weight than it deserves. Say, for instance, you have a candidate who is the president of the local Mensa Society. Even if the candidate isn’t the best for the job, it may be tempting to overlook her flaws because ‘She’s in Mensa!’

5. Social Comparison Bias

Managers hiring for their team are especially vulnerable to this one. The social comparison bias is the tendency to dislike or feel competitive with others who may have similar skills. For example, suppose you’re known as the company’s expert on a certain software application. You may feel reluctant to hire someone whose skills exceed your own. For decades, research has shown that this is a relatively common phenomenon. Therefore, it’s an issue you’ll want hiring managers to consciously avoid.

6. Ingroup Bias

Ingroup bias is the tendency to favor people who are similar to oneself. Those who are part of the same ‘group.’ Like sexism or racism–it’s blatantly unfair. But there are less obvious examples of ingroup bias. Some hiring managers, for example, might look more favorably on fellow alumni. You may feel a sense of camaraderie with a candidate who participated in the same fraternity or sorority. There are several types of ingroups, so make sure your team watches out for them.gender parity

7. Shared Information Bias

While this type of bias may not directly affect your candidates, it can certainly draw out the hiring process. Shared information bias is the tendency for members of a group to discuss information that everybody is already aware of, rather than focusing on hidden information that is only available to some. For example, if one interviewer notices an irritating quality in a candidate, he or she should share this with the group–even if it doesn’t seem relevant. All members of the team should have the full scope of information.

Now that we have discussed types of unconscious bias, hopefully you will consciously avoid them. Many experts suggest that AI is the solution. An applicant tracking system (ATS) can be used in many ways to root bias out of your hiring process. For example, an ATS can hide aspects of a candidate’s profile that you don’t want to consider. Also, you can use an ATS to manage gender- and ethnically-neutral job descriptions. Plus, you can decrease the shared information bias when everyone keeps notes in a central location. Lastly, tracking all candidates and hires in a centralized location makes it easier to track your diversity metrics.

An 11-Step Roadmap for Increasing Diversity Through Recruitment

Once you’ve identified the types of hiring bias going on, it’s time to make a plan to reduce and, hopefully, eliminate them. Use these steps to create a plan designed for your company. Many factors will affect your plan. For example; your industry, the size of your hiring team, the number of yearly hires, and your current level of diversity.

1. Set Measurable Goals

Firstly, assess your workforce. Consider gender, ethnicity, and age. Also educational background, socioeconomic status and geographic location if you have remote workers. (If you don’t have remote workers, why not?)

In addition, be mindful of not discriminating based on sexual orientation or gender identity. Though this information would be difficult and inappropriate to address in an assessment. (Under no circumstances should you ask any employee about his/her/their sexual orientation or gender identity! It would be illegal and in extremely poor taste.)

Secondly, create a diversity mission statement. Let your employees know about your diversity hiring goals. If you use an HR portal, remind your employees of your diversity mission frequently.

Thirdly–and this is most important–make a specific goal to increase your target hires in each underrepresented group by X in X months.

Lastly, include your diversity mission statement in your employee handbook and training materials. Put the statement on every piece of recruiting communication. Use it on internal documents so it’s always top of mind for your employees.

Keep in mind that diversity doesn’t just mean varying nationalities. It’s also important to hire professionals from a range of industry backgrounds and diversified levels of experience while paying attention to gender balance. The beauty of diversity is there is no perfect formula. Every team will look unique. (Sheryl Lyons, “The Benefits of Creating a Diverse Workforce,” Forbes)

2. Incorporate Employee Resource Groups

Make diverse candidates feel more comfortable by using employee resource groups (ERGs) during interviews. (Hopefully, you have ERGs. If not, encourage your staff to create them and support them in the effort.)

Employee Resource Groups (ERGs) are voluntary, employee-led groups that foster a diverse, inclusive workplace aligned with organizational mission, values, goals, business practices, and objectives. Other benefits include the development of future leaders, increased employee engagement, and expanded marketplace reach. (Catalyst)

workforce diversity

3. Review Resumes Blind

Studies show that resumes with white-sounding names receive more callbacks or interviews than those that seem non-white. Consequently, many candidates ‘whiten’ their names and backgrounds. But why should a candidate’s name affect whether he or she is a fit for an open role? You can use an ATS to remove names and hide demographic information. This will help your team avoid unconscious bias during the resume review process.

4. Diversify Your Hiring Team

Is your hiring team diverse? Applicants will notice. If minority candidates have several job openings to choose from, the makeup of the interview team could be a factor in their decision. Diversify your interviewing team. This will help them make better collective decisions.

5. Train Employees on Hiring Bias

You can’t increase workforce diversity if your employees don’t understand unconscious bias. Therefore, it’s important to conduct formal training. You can create your own internal training program, hire a consultant, or use online resources like Google’s unconscious bias training.

The Harvard Business School’s Implicit Project (requires registration) is an eye-opening exercise. It can help people recognize and measure their biases. At the start of training, consider having participants take a few surveys to learn what social stereotypes they may be harboring. Encourage them to challenge their assumptions.

6. Retool Your Job Descriptions and Job Requirements

Do you use gender-neutral terminology? Scrutinize your job descriptions and take out any gender-specific language. Instead of ‘he’ use ‘he or she’ or ‘s/he’. You can always use the job title in place of any pronoun.

Many words used frequently in job postings discourage women from applying.  Here is a free gender decoder tool. Just paste in your job description. Create job description templates after carefully crafting them to avoid bias. Manage them in an applicant tracking system.

Just as important as giving your job descriptions a makeover, consider your job requirements. If ‘corporate culture match’ is a hiring criterion, remove it. This is an easy place for unconscious bias to creep in. It will hinder your efforts to increase workforce diversity. Furthermore, if your company culture reflects a homogenous workforce, you don’t want to use it as a measuring stick anyway. Increasing workforce diversity will improve your company culture.

7. Use Structured Interviewing

In addition to retooling job descriptions, rewrite interview scripts to avoid bias. Train your interviewers to use them correctly along with EEOC guidelines. Manage your structured interviewing scripts in your ATS. Standardizing interview questions enables a consistent and fair experience for all candidates.

Lastly, remind employees to avoid asking questions that could lead to a candidate sharing his or her age, religious affiliation, sexual orientation or gender identity. This information doesn’t relate to a candidate’s ability to perform in the role and could bias hiring decisions. If the candidate volunteers the information, instruct your interviewers to steer the conversation elsewhere and discourage them from sharing the information with the rest of the panel.

8. Seek Diverse Referrals

In addition to revamping recruitment communications, use your employee referral program. Encourage employees to refer applicants from underrepresented groups. Our closest associates are likely from our same demographic group. When moving outward in our network, however, we find more diversity. Therefore, encourage your employees to look beyond their first- and second-degree connections.

Pinterest created a program designed to increase the diversity in their engineering teams. They asked their engineers to refer potential job applicants from target demographics. They discovered that if their employees made a conscious effort, they could find referrals from underrepresented groups. Pinterest’s diversity referral program was a success. They are taking additional steps to increase diversity in other departments. (Medium)

9. Improve Onboarding

You might wonder what onboarding has to do with workforce diversity. It comes after a candidate accepts the job, after all. The reason onboarding is key is because good onboarding reduces turnover. Hiring more employees from inadequately represented groups is the first step. Retaining them is the second step.

Consider the employees who have quit your company in the last five years. Identify whether minorities, women or older employees have shorter tenure. If they do, you’ve got problems with culture and management. Your company may not be welcoming to underrepresented groups. The topic of turnover leads to the next section.

10. Use Exit Interviews

Hopefully, you don’t have a lot of employees quitting. If you do, use exit interviews to learn why they are leaving. You may discover you have problems with your managers. Perhaps your company doesn’t support work/life balance. Maybe there are limited opportunities to progress along a career path. Are your advancement policies discriminatory? Find out what’s going on and fix it.

11. Revisit Your Benefits

Does your company recognize employees in different life stages? Do you support working mothers and fathers? Which holidays do you recognize? If your benefits are designed for a homogenous workforce, it will hamper your workforce diversity goals.

Offer benefits such as onsite daycare, childcare subsidies and flexible schedules, and let new hires know that you are willing to accommodate cultural and religious holidays and diversity-friendly (but office appropriate) apparel choices.
Wall Street Journal

The Business Advantages of Workforce Diversity

Let’s discuss the benefits of workforce diversity from a business standpoint. A diverse workforce has increased depth of experience, knowledge. and skills. It is more productive and innovative. It’s impossible to successfully introduce a product into a new market if you don’t understand the culture. Diverse teams can better serve diverse clients.

Through 2022, 75% of organizations with frontline decision-making teams reflecting a diverse and inclusive culture will exceed their financial targets. And gender-diverse and inclusive teams outperformed gender-homogeneous, less inclusive teams by 50%, on average. (Gartner) 

The consulting group BCG found that organizations with above-average diversity on their management teams had higher innovation revenue. 19 percentage points higher, in fact, than companies with below-average leadership diversity. 45% of total revenue versus just 26%. Note that this study involved leadership teams. This underscores the importance of increasing diversity at the highest levels. If you focus only on entry-level positions, you won’t experience the same benefits.

In conclusion, let’s reiterate the steps to increase workforce diversity. First, understand the types of hiring bias. Second, identify which ones are inherent in your process. Third, create a detailed plan to eliminate the biases. Fourth, set a measurable goal for increasing diversity. Fifth, follow the plan and measure results along the way. Sixth, tweak the plan as needed until you reach your diversity goals.

Post-Lockdown Business Recovery: Unify Human Resources Functions to Lower Costs 20%

Post-Lockdown Business Recovery: Unify Human Resources Functions to Lower Costs 20%

Human resources functions are critical for business recovery. HR is tasked with redesigning processes for safety and compliance. They must also lower overhead. For some small businesses, survival depends on it.

How can Human Resources functions reduce labor costs?

Let’s suppose you need to reduce expenses by 20%. You can’t move forward without bringing back the employees you furloughed. Your experienced high performers will help you get back on your feet. You don’t want to cut their pay. Like your business, they aren’t exactly rolling in dough right now.

Where do you start?

Consolidate Your Human Resources Functions

Here is your solution. It consists of two straightforward components:

1. Get a unified Human Resources portal
2. Use best practices for Human Resources functions

5 Steps to Lower Costs 20%

Drastic cost-cutting requires everyone’s cooperation. This means executives, managers, administrators, and employees.

First, we’ll do the math. Then we’ll discuss unified Human Resources portals in more detail.

1. Reduce Overtime—5% Savings

Managers can’t be full-time overtime cops. They wouldn’t get anything else done. An HR portal monitors overtime. It sends the manager an alert when an employee is approaching the end of their straight time hours for the week. The manager can take the necessary staffing actions to save the labor budget from time-and-a-half.

2. Optimize Shift Scheduling—3% Savings

Predict scheduling needs to prevent expensive overstaffing. When you unify human resources functions, the system collects data. Use historical data to forecast staffing requirements.

3. Reduce Cost-Per-Hire—5% Savings

The applicant tracking tool in the HR portal improves efficiency. It saves your hiring team all that tedious manual work they hate. The system stores job descriptions, applicant questionnaires, interview scripts, and all the email templates discussed previously. It also shortens time-to-hire which further optimizes your hiring budget.

4. Automate Human Resources Functions–4% Savings

The HR portal automates up to 80% of Human Resources functions. The best practice here is to create checklists to eliminate redundancies. Assign tasks to team members and record progress in the system. Collaborate in a centralized interface. Get rid of spreadsheets that aren’t updated in real time.

5. Reduce Employee Time Theft–3% Savings

When an employee misrepresents more hours than actually worked, it’s called time theft.

There are several different methods:

  • Punching in earlier than authorized
  • Punching out later than authorized
  • Failing to punch out for unpaid breaks and meals
  • Buddy punching

A unified HR system has many options for time tracking. Workers can clock in with a web clock or hardware clock. Depending on the type of time clock, employees can buddy punch by sharing their system pass codes, swipe cards, or fobs.

Sync your HRMS with a biometric time clock. It requires a biological identifier so employees can’t clock in for each other.

Managers set shift rules in the system. The time clock enforces schedules based on the custom settings.

What is a Unified Human Resources Portal?

A unified HR portal is an integrated suite of tools. A systems that manages all HR processes is called a Human Resources Management System (HRMS).

It is a cloud-based system employees access with a connected device. For example, a smartphone, tablet, or computer. The software has an interface (or gateway) through which employees, managers, and admin handle HR-related transactions.

How Does an Employee Use The HR Portal?

The employee opens the company HR portal. If they are using a mobile phone, they use the companion app.

They are greeted by a branded dashboard. If they are an hourly worker, they clock in for their shift. You can customize prompts for critical company messaging. For example, employers are using their HRMS to remind employees of social distancing, work from home policies, and the latest COVID-19 workplace guidelines.

HR Portal Employee Dashboard

The employee dashboard has, well…everything.

  • Clock in/out, current punch status
  • At a glance: next pay date, link to company directory
  • Payroll: links to recent pay stubs, tax forms
  • Engagement: employee recognition board, check-ins, anonymous suggestion box, chat
  • Documents: employee handbook, training materials, benefits forms
  • Timecard
  • Work schedule
  • Time Off: requests, approvals, PTO balance
  • General HR: to do lists, employee filing cabinet

How Does a Manager Use The HR Portal?

The portal gives the manager complete employee oversight. They have all employee information in a centralized location. It is updated in real time.

Employee Tracking

They see who is clocked in and when they clocked in. GPS-enabled timekeeping lets them see where mobile or offsite employees are working.

Manager Approvals

All requests and approvals are managed and stored in the same place. Managers approve shift changes and time off requests. They monitor and approve time cards.

Manager Shift Scheduling

In the schedule module, managers create employee schedules. The scheduling tool has drag-and-drop. Just drag employees into shifts. Use the system templates or make your own. For example, if your staffing fluctuates during the year, make a template for the busy season and another for the slow season. Copy schedules forward.

Schedule Alerts

The schedule tool will alert you if you double book an employee at two locations. Set limits for maximum hours to prevent expensive overtime.

Shift Rules

Do you have shift requirements for skills and/or certifications? For example, a restaurant that employs minors who can’t serve alcohol. The manager needs some servers of legal age for every shift. If this is the case, set shift skill requirements. Each employees’ qualifications are recorded in their profile. The schedule tool compares shift requirements with the employees scheduled. It will alert you if you don’t schedule the pre-set number of employees with the necessary skills/certifications.

How Does The HR Team Use The System?

The system manages the paperwork and other functions with workflow stages. Let’s discuss system actions linked to workflow stages.

Workflow Stages Trigger Actions

This begins during the hiring process. When the applicant applies online, it triggers an application confirmation email. If the hiring manager wants to advance the applicant to the interview stage, the system sends an email with a link to the interview self scheduler. The emails use merge fields to customize the message with the job role, applicant name, and other pertinent information.

As the applicant advances through the recruiting stages, the system performs actions relevant to the hiring stage.

When the hiring manager changes a new hire’s stage to onboarding, the system emails all the new hire paperwork. E-signature allows the employee to sign the necessary documents. Read receipts let the HR team know when documents have been completed.

The HR team monitors the health benefits enrollment and tax paperwork. The employee enters their direct deposit information for the payroll department.

WorkforceHUB Unifies Human Resources Functions

SwipeClock WorkforceHUB is an affordable, intuitive HRMS that can unify your Human Resources functions. If you decide to implement a unified solution, keep in mind that one million employees use SwipeClock products every day. We’ve been helping small to mid-size organizations lower labor costs since 1999.

HR First Responder Toolkit for Business Recovery

HR First Responder Toolkit for Business Recovery

Post-COVID business recovery depends on HR leadership. Johnny C. Taylor Jr., President & CEO at SHRM (Society for Human Resource Management), called HR professionals corporate first responders. They are on the front lines helping organizations work through pandemic-triggered disruption

HR will need to be the stewards of physical and mental health, continuity, and wellness. Johnny C. Taylor Jr.

HR first responders will help restore economic security for businesses, communities, employees and their families.

Consider the ways the coronavirus pandemic has required HR leadership:

  • Abrupt workforce relocation due to shelter-in-place and lockdown orders
  • Widespread absences due to quarantined employees, sick employees, and employees who can’t work due to lack of childcare
  • Mass lay-offs and furloughs for businesses that had to close temporarily or reduce services
  • Employee fear and anxiety
  • High-volume remote hiring and onboarding for essential businesses
  • High volume hiring for essential businesses and industries
  • Managing new paid sick leave, expanded FMLA and Paycheck Protection Loan qualification
  • Employee health and wellness policies

How can Human Resources drive business recovery? With ingenuity, agility and compassion.

In the earliest days, we thought [coronavirus] was strictly a healthcare issue. But it became clear how quickly it morphed into a people issue and how CHROs are playing a critical role in helping their companies get through this. Johnny C. Taylor Jr.

SwipeClock WorkforceHUB Human Resources Management System (HRMS) is your first responder toolkit.

HR First Responder Toolkit For Business Recovery

WorkforceHUB includes the following:

  • TimeWorksPlus for mobile and remote employee timekeeping
    • Geolocation and geofencing for location tracking
  • ApplicantStack for mobile applicant tracking and remote hiring
    • In-application texting
    • Video interviewing capability
    • Structured interview scripts
    • Designed for essential business high-volume hiring
  • Absence management
  • Remote onboarding/offboarding
    • Online new hire portal with e-signature
    • Onboarding checklists for administrations with completion tracking
    • 100% remote onboarding/offboarding
  • Shift planning platform
    • Staggered schedules
    • Schedule rules for occupancy limits
    • Complicated team scheduling rotation for social distancing
  • Employee wellness and engagement
    • Manager checkins
    • Recognition wall
    • Anonymous suggestion box
  • TimeWorksTouch employee time clock
    • Biometric time clock with bacteria-resistant fingerprint register
    • Customizable prompts for COVID-19 symptom checking
    • Syncs with TimeWorksPlus for onsite and offsite clock in/out

HR first responders are exceptional communicators

As you create your business recovery plan, it’s impossible to overstate the importance of effective communication. The landscape has changed dramatically. As employees come back to the office, they will encounter a whole bunch of new rules. Workstations will be rearranged. There will be social distancing policies. They will have less face-to-face interaction with coworkers. Consistent, concise communication will help them succeed.

Dangerous rumors and worker fears can spread as quickly as a virus. It is imperative for companies to be able to reach all workers, including those not at the worksite, with regular, internally coordinated, factual updates about infection control, symptoms, and company policy regarding remote work and circumstances in which employees might be excluded from or allowed to return to the workplace. These communications should come from or be vetted by the emergency response team, and they should be carefully coordinated to avoid inconsistent policies being communicated by different managers or functions. Clearly this requires organizations to maintain current phone/text and email contact information for all employees and test organization-wide communication periodically. If you don’t have a current, universal contact capability already, now is a good time to create this. Harvard Business Review

Managers will need to over-communicate. They should interact with employees face-to-face (six feet apart, of course) as much as possible. They need to continue supporting at-home employees daily (or more often) by video conference. An HRMS can support communication by automating announcements, alerts, symptom checking, and policy education and reminders.

Our employees right now are looking for our leadership. They want to know that we can handle the unexpected. They want answers to their questions. While we might not know what’s happening with the virus, we do know how to run the business. Sharyn Lauby, HR Bartender

Human Resources is stepping up

HR first responders are up to the task. They will lead America’s businesses into a bright post-pandemic future.

Rebuilding Your Business and Need to Hire Fast? 9 Nifty ATS Tools

Rebuilding Your Business and Need to Hire Fast? 9 Nifty ATS Tools

Need to hire fast because you are getting ready to reopen?

Hire fast, hire strategically

There are more qualified people on the market than there have been since the 2008 era. Optimize your processes. Competitors who make talent sourcing a priority will snag the best candidates first.

What’s the best way to speed up hiring for re-staffing?

Get a cloud-based applicant tracking system (ATS). Hire from anywhere. While working at home, on the road, or at the office. Your team can work together while social distancing. A mobile-friendly interface lets candidates apply, interview, and onboard remotely.

Are you using manual hiring processes?

Spreadsheets? Multiple job board accounts? Paper applications? You can’t hire fast in 2020 with old processes.

Manual processes are inefficient. Plus, they are hard to analyze. If you can’t extract KPIs, how can you evaluate? Start gathering metrics.

What is an Applicant Tracking System?

An applicant tracking system is a specific type of recruiting software. It automates the hiring process from job posting to offer letter. ATS are cost-effective, easy to use, and quick to set up.

Why automate recruiting with an ATS?

  • Process applicants more quickly and efficiently
  • Pre-screen candidates when they apply
  • Manage many job openings simultaneously
  • Stop duplicating work
  • Collect and track hundreds of applications
  • Create branded templates for job descriptions, questionnaires, and emails
  • Post to job boards with single signon

Let’s talk about some key features of modern ATS.

1. Communicate faster with in-application texting

ATS recruitment texting allows you to text candidates from the software. It stores a record of the texts. Multiple members of the team can text as if from the same person. Include links in text messages. For example, link to an interview scheduling calendar. The morning of the interview, send a map link. Include parking instructions. Super. Easy.

2. Pre-screening questions qualify candidates immediately

An ATS allows you to add application screening questions. This ensures the applicant meets basic qualifications. Like education level or certifications. Apply scoring rules to questions. Higher-scoring applicants will automatically rise in your review queue.

Does pre-screening take out human evaluation?

No. It simply eliminates the need for unnecessary evaluation. It gives you more time to engage with the most promising candidates. Pre-screening plucks the best from the larger pool. When your ATS has identified them, start the human review. Send the resumes to the hiring manager. Do phone screens. Advance to in-person or video interviews. Your ATS supports your processes. Pre-screening lets you spend your time where it will have the most impact.

3. Mobile recruiting lets you hire from anywhere

Manage candidates using an ATS mobile app. Work on any device. How are your posts doing? Which applicants have done screening? Who’s interviewing tomorrow?

You have all that in your pocket. Around-the-clock. Recruiting superstars use mobile tools. You can too.

4. Post jobs faster with single signon

To hire fast, you need to post your jobs fast. With an ATS, your job posting gets immediate online exposure. Post to LinkedIn, Indeed, ZipRecruiter and Glassdoor (just to name a few) with a couple clicks. While you’re at it, post to your social media sites. And careers page.

5. Accelerate hiring with self-service interview scheduling

Top candidates are on the market for 10 days or less. Slow interviewing scheduling can extend the timeline considerably. Self-serve scheduling makes everything faster and easier for the candidate and your hiring team. Let candidates pick an interview slot from a calendar. Eliminate a bottleneck by integrating with Office 365 or Google Calendar.

6. Interview strategically with structured interview templates

Structured interviewing is a best practice used by successful companies. It not only helps you hire fast, it helps you diversify your workforce. It makes EEOC compliance easier. It helps your hiring managers improve their interview skills. This brings us to a related ATS feature: candidate scorecards.

7. Hire faster with candidate scorecards

Standardized candidate scoring is fast and slick. And speed isn’t the only advantage. It improves the effectiveness of your evaluation process. This is how it works: 1. Create scorecards for each candidate. 2. Each member of the interview team fills one out. 3. Your ATS tallies the scores. 4. Sort on top scoring candidates.

8. Stage change email triggers

In your ATS, create a workflow with hiring stages. Base it on your team’s manual process. Create email templates for each stage. “We’ve received your application,” “Your interview has been scheduled,” etc. Insert merge codes to pull the candidate name, job position and other information. Then let automation do its thing. When you move a candidate to a new stage, your ATS sends an email. Keep your applicant informed and engaged.

Recruiters without auto-emails often ghost candidates. This is not only rude, it trashes your employer brand. Auto-emails are indispensable if you want to hire fast and protect your reputation.

9. Turn fast hiring into fast onboarding

It doesn’t make sense to re-enter information once an applicant is hired. Don’t go half way with your process upgrades. If your onboarding has been unstructured, automate it. You’re already making a major transition by automating the hiring tasks. Don’t disrupt everything down the line by waiting to implement onboarding software.

Want to learn more about how to hire fast with an ATS?

This is not an exhaustive list of ATS tools. There are a lot more! (We highlighted nine in this post because we thought it sounded good with “nifty” in the title.)

Get a free ApplicantStack trial for fast, smart hiring. ApplicantStack is SwipeClock’s affordable, easy to use ATS solution.

One silver lining of post-crisis rebuilding is the chance to create something better. The team at SwipeClock wishes you success as you move your business forward.


Fast, Remote Healthcare Employee Onboarding

Fast, Remote Healthcare Employee Onboarding

Expediting employee onboarding is extremely important for many healthcare organizations right now. Many healthcare facilities are ramping up hiring for departments affected by COVID-19. An HRMS with a new hire onboarding portal is quick, easy, and compliant.

If you are onboarding multiple healthcare new hires at once, an HRMS is a must-have. A Human Resources Management System includes everything you need to manage onsite and offsite employees.

In this article, we will focus on the New Employee Onboarding Portal.

An HRMS includes:

  • Federal and state tax forms
  • Benefits enrollment and plan information
  • Employee handbook
  • Payroll setup
  • E-signature
  • Completion confirmation
  • WOTC application and filing
  • Background and reference checks

Does it take a long time to get new employees up-to-speed?

When you hire a new employee, you want them to start contributing as quickly as possible. In hospitals, clinics, and senior care facilities, it’s never been more important to get employee onboarding right.

Manual onboarding can be a big pain. Structured onboarding with an HRMS improves engagement, retention, and your overall employer brand.

When your new hire accepts your offer letter, your HRMS emails them a link to the New Employee Onboarding Portal.

The portal walks them through all the paperwork. Your administrators can monitor task completion. The new employee can fill out all the paperwork at home before they arrive at work their first day.

WorkforceHUB Onboarding now has Ethics and Code of Conduct training!

An essential part of onboarding is to train new hires on compliance and document their understanding and agreement to follow the policies. Millions of U.S. employers are turning to Learning Management Systems (LMS) for affordable and effective employee compliance training. SwipeClock is excited to announce a new partnership with Syntrio, a premier LMS and provider of business ethics training. The Syntrio Ethics and Code of Conduct Course is now integrated into WorkforceHUB onboarding. Administrators can include the Syntrio ethics training as part of the new hire process. For more information, visit WorkforceHUB.

Make the first day less stressful

Take away the stress of the first day by telling them in advance where to park and how to clock in. An HRMS onboarding portal can send them a welcome email with all pertinent first-day information.

Ensure their manager or someone on their team greets them at the door. Make sure everyone on their team introduces themselves the first day. Set up their workstation before they show up.

Don’t cram everything into the first day or week. Prioritize establishing a relationship over completing processes.

9 Employee Onboarding Key Findings

(Source: The Aberdeen Report)

Onboarding is critical. And many U.S. employers don’t get it right.

  1. 31% of workers have quit a job after less than 6 months (SHRM)
  2. 53% of employees said they could do their job better with improved training
  3. Only 32% of employers have a formal onboarding program
  4. 56% of self-labeled ‘disengaged’ employees said they got poor training or no training at all
  5. 17.5% of employees said they didn’t understand what was expected of them until they had worked 90 days or more
  6. The cost of losing an employee can be twice the employee’s salary or more (LinkedIn)
  7. Onboarding has the second-highest business impact of all 22 HR practices (LinkedIn)
  8. Unhappy and disengaged workers cost the U.S. $483-$605 billion each year (Forbes)
  9. 44% of CFOs say poor hiring decisions greatly affect morale (Robert Half)

You can create a superior onboarding process with an HRMS. Improved onboarding will help new hires get up to speed quickly so your facility can care for increased patient loads now and in the future.

Help Managers Support Newly Remote Employees: 7 Tips From Psychologists & Leadership Experts

Help Managers Support Newly Remote Employees: 7 Tips From Psychologists & Leadership Experts

Has your company been forced into remote working due to the pandemic?

Remote work can be great in normal times. By no stretch of the imagination is this a normal time. It’s never been more crucial for leadership to step up.

Managers play an important role in helping newly remote employees adjust. Those who succeed will help their organizations survive this crisis.

Considering managers have high influence on their teams–they account for at least 70% of the variance in team engagement–their own experiences with your company can affect your entire workforce. “Covid-19 Has My Teams Working Remotely: A Guide for Leaders,” Gallup

This puts pressure on those who coach managers; HR directors, executives, business owners and consultants.

How are psychologists and leadership experts counseling managers?

  1. Set clear expectations
  2. Use repetition
  3. Be transparent about your company’s response to the pandemic
  4. Be realistic about productivity
  5. Be proactive about employee engagement
  6. Share your webcam during video conferences
  7. Be empathetic but positive

Let’s discuss what your employees are going through.

An earthquake during a pandemic followed by an economic cliff dive

The Salt Lake City, Utah area was shaken by a 5.7 magnitude earthquake on March 18. Like you, we were already dealing with the pandemic. Then the ground literally started moving under our feet.

The ground is still moving under your employees’ feet. And there are new aftershocks every day.

Leaders need to recognize that employees are going through a lot. It’s not just work as usual but done remotely — it’s work done remotely while dealing with what may feel like an existential crisis. Ravi Gahendran, Ph.D.

Your employees are not only worried about their health. Many of them have a partner or spouse suddenly out of work. State unemployment websites are crashing. The government loan relief program is having a bumpy rollout. Family members are sick with COVID-19. Hopefully, you haven’t had any deaths among your team but that is increasingly becoming a sobering possibility.

These types of thoughts are going through their heads:

Is my job secure?
What if I get sick?
Can the virus live on takeout pizza boxes?
My 6-year-old has been playing Minecraft for three weeks straight, am I a bad parent?

The importance of compassionate management

It’s your managers, first and foremost, who can guide your employees through this. But your managers are dealing with the same things.

A sudden change in the practice of management can be hard on managers. They may worry about disruptions to the workflow they’re accountable for. Some may feel they have to be physically present to be good coaches, unsure that they can engage workers from a distance. Rather more negatively, there are still some managers who don’t trust workers they can’t see. All of them will have to manage workers in a new way, and fast. Gallup

How can HR Directors, executives and business owners help managers successfully manage newly remote employees?

Don’t assume your managers know how to handle this abrupt change. Be specific about what you want them to do. Do you expect them to check in with their teams daily? Provide resources for them to help their teams adjust.

Action items

Now, let’s discuss what managers need to be doing.

7 Tips For Managing Newly Remote Employees

1. Set clear expectations

All of us need a plan to follow. Especially when we are stressed and distracted.

Make sure your managers set clear expectations with their teams. Newly remote workers might have children at home. Are they expected to work a normal schedule? How quickly should an employee respond to a Slack message?

Help employees set up a routine for at-home working. Though this is a basic productivity technique, don’t assume they are automatically doing it. Even if they followed a structured schedule at the office, it may have fallen by the wayside. Help them set up a basic schedule with enough flexibility to adapt to changing routines.

2. Use repetition. Use repetition.

Our anxiety meters are pegged day after day. It’s hard to remember things. It’s hard to stay focused. Your managers can help their teams by patiently repeating what’s important.

The 10x10x10 rule applies here: Say something 10 times in 10 different ways for people to retain 10%. “4 Actions to be a Strong Leader During COVID-19 Disruption,” Gartner

Action items

Use your HR portal or company message board to repeat important information:

  • CDC coronavirus updates, health and social distancing advice
  • Updated COVID-related regulations for the states in which you have employees
  • Company PTO policies, government sick leave updates, FMLA specifics
  • Expressions of gratitude for employees’ hard work and specific contributions (name names!)
  • Tips on using videoconferencing applications (e.g. how to upload a personal photo for a virtual background)

3. Be transparent about your company’s response to the pandemic

Engaging work can be a welcome escape when life has been turned upside down. But when you don’t know what’s going on at work, it makes a fraught situation even worse.

In the previous step, we discussed setting clear expectations. This brings transparency to the employee-manager relationship. Your employees deserve to know what the executive team is doing as well. Are they considering furloughs? Are they closing some locations? Are they applying for government relief to help recoup operating expenses? If you have employees worried about being laid off, it would be reassuring to know that leadership is proactively working to keep everyone on the payroll.

With coronavirus uncertainty spiking anxiety, one thing managers do have control over is being completely clear on company goals and guidelines. Keep Slack an open space to discuss issues and be honest with employees about what’s going on in the management level. Make goals and make them apparent, and workers will step up to the plate. Business Insider

Be specific about your company’s response to the pandemic and economic situation. The steps will be different whether or not your company is an essential business.

In times of uncertainty, it’s helpful to provide your team with tangible action items. Discussing your own next steps or recommending next steps to your audience gives them a sense of control so they feel like they are contributing to stabilization. Use language such as, “Here are the steps we are taking” or “Here’s what you can do” to demonstrate action. “How to Reassure Your Team When the News is Scary,” Allison Shapira, Professor of Communications at the Harvard Kennedy School, Harvard Business Review

4. Be realistic about productivity

If your employees started working at home in the past month, they would still be in a transition period–even if there wasn’t a pandemic. Don’t expect the same productivity and focus they had in the office.

Work extra hard to communicate in a level manner, emphasize verbal support and encouragement, and if at all possible, avoid criticism. Your workers won’t be at 100% during this time, but by being a source of stability, you maximize the productivity that your employees are able to have in this situation. (Source)

5. Be proactive about employee engagement

Employee engagement has been a buzzy topic in the HR space for years. The fiercely competitive hiring environment has kept the focus on how engagement improves performance, morale, and retention. But just because it’s self-serving from a profitability perspective, it doesn’t mean it’s not the right thing to do.

First, ask each team member how they are doing.

Remote workers’ perspectives can provide rare insights into the organization. Shy, lonely workers need to hear they offer unique value–it can ease social anxiety–and outgoing, lonely workers need more contact. Either way, their insights on the work environment can bring to light connections they ought to make, as well as show managers new ways to improve processes.  “How to Manage the Loneliness and Isolation of Remote Workers,” Adam Hickman, Ph.D.

After asking well-chosen questions, make a conscious effort to listen and understand their answers.

Even a general question such as “How is this remote work situation working out for you so far?” can elicit important information that you might not otherwise hear. Once you ask the question, be sure to listen carefully to the response, and briefly restate it back to the employee, to ensure that you understood correctly. Let the employee’s stress or concerns (rather than your own) be the focus of this conversation. “A Guide to Managing Your (Newly) Remote Workers,” Harvard Business Review

If you have been meaning to start some engagement programs, now is the time to put them into practice. Even small things can have a big impact. It’s a fun, creative exercise to figure out how to adapt them to managing newly remote workers.

Action items

  • Use your HR portal to ask employees for suggestions for remote engagement programs. The most successful engagement programs often come from the bottom, not the top of the org chart.
  • In addition, look at things other companies are doing to promote engagement for remote employees

These are some remote employee engagement ideas from Reddit (in their own words):

  • I started a Teams channel for our HR team to share pictures of their dogs. Just the little things to remain connected.
  • There’s an increase of employee appreciation. Virtual gift cards for delivery services and such for a job well done.
  • Co-workers are picking a “remote” buddy and they’ll touch base every day. Some smaller teams are having virtual happy hours or coffee chats. My direct manager has a daily trivia question she’ll ask and whoever gets the most right by the end of this quarantine gets a prize.
  • Slack works really well for bringing people together. We have a kids channel for people to share photos of their kids, some people have pets channels or other conversation starters. Also, we have a kudos channel where people can say thanks, awesome job to other coworkers.

6. Share your webcam during video conferences

It’s easier to stay focused on the conversation when you can watch the speaker. When none of the participants have their cameras on, the mind tends to wander.

Swallow your pride. Even if you badly need a haircut, turn on your camera. Take off that stained t-shirt and put on a shirt that’s appropriate for your company. If there is real life in the background, all the better. It’s comforting to be reminded that others are experiencing the same struggles.

Effective managers are always on the lookout for signs that an employee needs extra attention. It will be easier to respond to employees’ needs if you can get them to turn on their cameras. Facial cues can be as revealing as the words a person is speaking.

Should managers require their team members to turn on their webcam during virtual meetings? Psychologists warn managers to tread carefully. Encourage, but don’t insist. Give them time. After a few weeks, they might become confident enough to share their webcam.

7. Be empathetic but positive

This is a balancing act. Validate your employees’ stresses. Then build them up and point them forward.

During team and one-on-one video meetings, it may be appropriate to set aside a little time for venting. But don’t end the meeting on a downer. When you’ve acknowledged the gravity of the situation and validated their concerns, shift gears. Affirm your confidence in your team’s ability.

Research on emotional intelligence and emotional contagion tells us that employees look to their managers for cues about how to react to sudden changes or crisis situations. Effective leaders take a two-pronged approach, both acknowledging the stress and anxiety that employees may be feeling in difficult circumstances, but also providing affirmation of their confidence in their teams, using phrases such as “we’ve got this,” or “this is tough, but I know we can handle it,” or “let’s look for ways to use our strengths during this time.” With this support, employees are more likely to take up the challenge with a sense of purpose and focus. Harvard Business Review

No pressure…

Mentoring your managers is critical right now. You’ve got to be at the top of your game.

The team at ApplicantStack wishes you success as you guide your managers during this difficult time.