In order for HR directors to cope with contemporary challenges, they need current information. Since HR spans multiple disciplines, it can be a full-time job keeping up. We’ve rounded up the best minds in the industry so you don’t have to.
16 HR Influencers You Should Be Following
1. Ward Christman
Twitter @HRTechAdvisor LinkedIn
Chief Advisor at HR Tech Advisor, Co-Founder @HRTechAlliances
As an applicant tracking system software company, we follow Christman closely. He has over 20 years experience advising e-recruiting vendors. But you don’t need to be an ATS provider to benefit from his guidance. Check out his LinkedIn page where he lists 15 areas of business expertise. Any startup or established company can profit from his knowledge.
2. Glen Cathey
Twitter @GlenCathey LinkedIn
Recruiting, Sourcing, Strategy, Innovation, Ethical AI, Data/Analytics, Search/Match, Lean, Agile, Social Engineering. Speaker, Blogger, INTJ, He/Him
Glen’s Twitter bio line (listed above) reflects his breadth of experience. If you have an applicant tracking system, you are employing technology he helped to develop. When you read his blogs, it’s easy to see why he advises the experts.
3. Sharlyn Lauby
Twitter @sharlyn_lauby LinkedIn
Author, Speaker, Blogger, HR Consultant
Founder of HR Bartender, President of ITM Group Inc.
The Society for Human Resource Management (SHRM) named HR Bartender one of the top 5 HR blogs. Lauby posts several times a week, writing about topics that span the HR world and beyond. She’s also the president of ITM Group Inc., a training and human resources consulting firm. She has written books on recruiting, effective meetings, leadership training, and employee engagement.
4. Jon Ingham
Twitter @joningham LinkedIn
Author, Keynote Speaker, People and Organization Development Strategist
Jon Ingham is a global thought leader on values-based HCM and HR technology. Millions of people visit his blog, Strategic HCM, every week. His 2006 book ‘Strategic Human Capital Management: Creating Value through People’ has never been more relevant and should be required reading for any HR director.
5. Trish McFarlane
Twitter @TrishMcFarlane LinkedIn
Blogger, Podcaster, Speaker
CEO and Analyst for H3 HR Advisors, CEO/Co-Founder of HRevolutionize, LLP
Author of HR Ringleader Blog
Trish McFarlane has worked in public relations, public accounting, IT, and healthcare. You can catch Trish on her podcast which she co-hosts with Steve Boese (featured below). You can also follow her on Twitter where she has 43K+ followers. She advises on social media, leadership, change management, training, and performance management. If you work for a large firm that’s growing quickly, it’s worth your while to tap her knowledge.
6. Steve Boese
Twitter @SteveBoese LinkedIn
Blogger, Podcaster, Tech Columnist
Co-Chair of Human Resource Executive’s HR Technology Conference
Steve Boese’s HR Happy Hour Show, has been the most downloaded HR podcast since it was launched in 2009. He’s is also Human Resource Executive’s inside tech columnist. If your HR position requires a lot of IT acumen, Steve is a great resource.
7. Jim Knight
Twitter @KnightSpeaker LinkedIn
Keynote Speaker, Author, Risk-Taker
Jim Knight’s ‘Culture That Rocks: How to Revolutionize Your Company’s Culture,’ is a bible for HR directors tasked with strengthening their company culture. Since the 90’s, he has been a trendsetter on training, development, and team building. He is active on Twitter where he cranks the fun factor up to eleven.
8. Suzanne Lucas
Twitter @RealEvilHRLady LinkedIn
Blogger, Speaker, Twitter Personality
Creator of EvilHRLady
Suzanne Lucas’ EvilHRLady is legendary in the HR blogosphere for her unique insight and biting wit. Do a quick search on her blog on any HR topic. Chances are, you’ll find several articles in her extensive library of posts. Or join her 27K+ Twitter followers and see what all the buzz is about.
9. Jacob Morgan
Twitter @jacobm LinkedIn
Author, Keynote Speaker, Futurist
Co-founder of The Future of Work Community
As a self-described ‘futurist,’ Jacob Morgan is the co-founder of The Future of Work Community. If your company wants to radically transform the employee experience, listen to Jacob’s weekly podcast. He talks to corporate leaders whose organizations are disrupting the workplace. Only have five minutes? Subscribe to his YouTube series ‘The Future in 5’ for a quick shot of inspiration.
10. Laurie McCabe
Twitter @lauriemccabe LinkedIn
IT Analyst, Blogger
Co-Founder and Partner at SMB Group
Are you the owner or HR director of an SMB? More interested in the practical than the theoretical? Laurie McCabe delivers pragmatic advice you can act on right now. She’s the Co-Founder of SMB Group, where she helps business owners unlock value from technology. McCabe was recognized as a 2018 Fit Small Business top influencer. For the past ten years, her blog has contained a goldmine of IT and general business management wisdom.
11. William Tincup
Twitter @williamtincup LinkedIn
Writer, Speaker, Advisor, Consultant, Investor, Storyteller & Teacher
President of Recruiting Daily
William may be one of the most prolific podcasters in the industry, with over 1000 podcasts to his credit. If you are an entrepreneur, there is no one better to follow. His experience extends well beyond the world of HR.
12. Bill Treasurer
Speaker, Author, Consultant
CEO of Giant Leap Consulting
Bill Treasurer has written multiple bestsellers about courage and leadership. He has also advised NASA, CNN, the Centers for Disease Control, and the U.S. Department of Veteran’s Affairs. If you feel like you’ve hit a career plateau, Bill’s your man.
13. Josh Bersin
Twitter @Josh_Bersin LinkedIn
Research Analyst, Public Speaker, Author
Founder of Bersin by Deloitte
Bersin by Deloitte conducts global research in human resources and HR technology. Bersin writes about global trends in leadership and talent management technology. If you are concerned about employee experience at your organization, check out Bersin’s The Employee Experience Platform: A New Category Arrives. Last month, he launched The Josh Bersin Academy, billed as the the first global development academy for HR and talent professionals.
14. John Sumser
Twitter @JohnSumser LinkedIn
Principal Analyst for HRExaminer
Before you invest in HR software, consult John Sumser’s online magazine, the HR Examiner. It’s the premier authority on HCM technology. No one has a more impressive history in the field. Consider this: Sumser had a PC in 1981 and an email account in 1982. In the 90’s, he documented the first online job boards—when the internet itself was a novelty. If you are trying to tame your processes so you can take a high-level strategic view, you couldn’t have a better guide.
15. Katrina Collier
Twitter @KatrinaMCollier LinkedIn
Candidate Engagement Author, Keynote Speaker
Founder of DisruptHR London, Bristol, Cambridge, York & Glasgow and The Searchologist
If you are struggling to differentiate your recruitment marketing from your competitors, you need Collier’s best-selling The Robot-Proof Recruiter. It is one of the best books on improving the candidate experience and thereby boosting response rates.
16. Meghan Biro
Twitter @MeghanMBiro LinkedIn
Speaker, Author, Podcaster, Talent Management Leader
Founder and CEO of TalentCulture Consulting Group
Meghan Biro launched the blog TalentCulture in 2008. At TalentCulture, you can find articles and podcasts about recruiting, social business, workplace culture, career strategy, leadership, and HR tech. Meghan draws on her experience advising Microsoft, Google, and IBM and other global giants.
Thinking about hiring summer interns? A good internship program is a win-win. The interns can apply their schooling in a real world environment. They can start networking with professionals in their chosen industry. You can establish relationships with potential future hires. The managers that supervise the interns can improve training and mentoring skills.
What Is An Internship?
An internship is a structured learning experience for a college student. Internships typically last three months and may be part-time or full-time. Interns may be paid a wage or earn course credit. Unpaid internships are becoming less common in the United States. This is because employment laws require that interns be paid a wage in most situations.
An intern is closely supervised by a professional who is working in the field. An internship should increase professional and academic experience. It should develop hard and soft skills. It may lead to future employment with the company.
As a structured program, it should have specific educational goals, a timeline for completion, and performance benchmarks.
It’s important to understand that summer interns are not temps or volunteers.
How Can Summer Interns Benefit Your Company?
An internship program can be a key component of your long-term hiring strategy. Hiring summer interns allows you to evaluate potential future employees. And you’ll have extra hands without a long-term commitment. They can help you sustain productivity while your employees are taking vacations.
Interns shake things up with a fresh perspective. They bring energy and enthusiasm. You can learn from them as well. They possess the latest academic knowledge in your field.
How Do You Create An Internship Program?
Find meaningful projects that are sufficiently challenging. Don’t relegate the intern to hours of filing or similar tasks. Colleges advise that busy work be limited to less than twenty percent of work hours.
Determine needs: Which teams need help? What specific projects will the interns work on? What are the timelines for the projects?
Remember that you are selling your company. If you find a potential superstar, they aren’t going to be impressed with running errands. Or an unstructured program. The point is for the intern to have a trial run of an actual job role in their field of study. If you have weeks of filing that needs to get done, a temp would be a better choice.
Train Intern Supervisors
Decide who will supervise the interns. Make sure they understand what’s required. Document this as part of your overall internship program. You probably want an additional person to evaluate the interns’ performance.
Beware of Unpaid Internships
Unpaid internships have strict legal requirements. It’s better to pay your interns. Besides, there is stiff competition for top candidates. Even if you meet the requirements for an unpaid position, you may not have any applicants.
Identify Schools And Apply
Decide which schools you want to source from. Contact the careers offices for the necessary forms and requirements. You may have missed the deadline for this summer, but you will be prepared for next year.
Creating Job Descriptions For Intern Positions
Even though it’s a temporary stint, a good job description is essential. An internship program is only successful if you find the right interns. As with all positions, create a highly detailed description. Specify the length of assignment and total number of hours per week.
Don’t neglect to include the negative factors. If the schedule is not flexible, for example. If there are surprises, the intern may quit early. Then it will have been a waste of time and money for everyone involved. It will also reflect poorly on your company.
List the documentation required for application. You may want a transcript in addition to a resume.
ApplicantStack Simplifies Internship Programs
ApplicantStack has tools that make it easy to hire summer interns.
Interns expect efficient, mobile-friendly job application processes. Remember, today’s college students grew up performing every conceivable task with their smartphone. You can’t compete for top intern talent if you have an outdated recruiting interface.
If you haven’t automated your hiring processes, there’s never been a better time. Cloud-based systems like ApplicantStack Recruit are easy to use and set up. They are not only affordable, they provide an ongoing ROI comparable to other top business software.
This is the second post in our series: Hiring Your Perfect Next Employee: The Ultimate Guide. In today’s post, we will show you how to do prescreening prep in ApplicantStack Recruit.
Before we continue, let’s review where we are in the series:
What is Prescreening Preparation For a Job Posting?
Prescreening prep defines scoring criteria for filtering and hiring applicants.
These are the steps:
- Create an application and/or questionnaire in ApplicantStack
- Determine the scoring system for the questions in ApplicantStack
Why does prescreening prep come before posting the job? Once you begin the process, you are competing with other employers to find great candidates. Take the time up front so you don’t slow yourself down after the start.
Plus, you can still make changes to your job description if necessary because you haven’t already posted it.
ApplicantStack makes prescreening preparation quick and easy.
Create Your Perfect Screening Questions
You should have a list of job requirements from your job description. Using the requirements, create a questionnaire in ApplicantStack. The candidate will complete the questionnaire before you decide whether to interview him/her.
In the questionnaire form, write a question and answer for each requirement. The question should reveal whether a candidate meets the requirement.
ApplicantStack provides several ways to structure your screening questions:
- Yes/No answer (binary choice)
- Multiple Choice
- Select One answer from multiple choices
- Select Many from multiple choices
- Enter Date
- Choose File Type
- Allows applicant to upload a file and designate the file format
- Electronic Signature
ApplicantStack allows you to create the ideal questionnaire for your hiring needs.
Apply Scoring Criteria For Job Applications
In ApplicantStack, you create scoring rules for resumes, applications, and questionnaires. There are two ways to score each question: 1. Assign a numeric point value or 2. Designate it as a knockout question. You can also apply scoring rules to keywords in resumes.
ApplicantStack Recruit Automates Candidate Scoring
When the applications start coming in, ApplicantStack will score them automatically using your rules. The system will calculate a total score for each applicant. This serves as a first pass assessment of the candidate’s match to the position. It will also eliminate applicants with knock-out questions.
Questionnaires and scoring in ApplicantStack make it easier for you to focus on top scoring candidates.
Work Efficiently as a Team in ApplicantStack
Make sure that you alert the people on your team who will be involved in the evaluation and selection processes. They need to know:
- The evaluation criteria
- Their roles and responsibilities
- How the process will work
- How to keep the process moving
ApplicantStack streamlines the entire process. It also creates the ideal applicant journey. You can see the scoring criteria in the system. Workflow checklists show where each applicant is in the process. Assign tasks to team members so everyone knows what they are supposed to do. Each member of the hiring team can add notes for all to see.
To recap, here are the benefits of doing prescreening prep with ApplicantStack Recruit:
- ApplicantStack automatically scores applications and questionnaires
- ApplicantStack eliminates unqualified candidates before you spend time on them
- By automating the scoring process, you can spend your time focusing on the top scoring candidates
- ApplicantStack questionnaires help create an ideal applicant journey
In the next post in our Hiring Your Perfect Next Employee: The Ultimate Guide series, we will show you how ApplicantStack posts to the top job boards.
Take a look at this entire series as an infographic!
This is the third article in our How To Hire Your Perfect Next Employee Series. In today’s post, we will show you how to post to job boards with ApplicantStack.
Before we continue, let’s review where we are in the series:
You’ve created your job description and your prescreening is in place. Now it’s time to post to job boards. Posting jobs manually is a long, tedious process.
Challenges of Posting Jobs
- Which job boards and career sites should I post to?
- How can I speed up the process of posting to each job board?
- How can I manage the logins and passwords for multiple sites?
- How can I track applications from multiple job boards?
- How can I keep track of applicants in the hiring process?
ApplicantStack Makes Job Posting Easy
ApplicantStack makes it easy to manage this step in the hiring process. You can post to all of your favorite job boards at once. This includes your public and internal job boards.
ApplicantStack Manages Your Logins
ApplicantStack manages your logins so you don’t have to log in and out every time. Single signon is a huge timesaver when posting jobs to job boards.
Which Job Boards Does ApplicantStack Post To?
- Google for Jobs
- LinkedIn Limited Postings
- Niche sites
Note that the paid sites are enabled by inputing your account information. ApplicantStack will also post to your company career page and social media sites as well.
ApplicantStack Supports Niche Sites and Emailed Job Postings
In ApplicantStack, manual posting links allow you to post jobs to niche sites like Craigslist. You can also email a job posting from the system.
ApplicantStack Supports Internal Recruiting
Internal recruiting provides many hiring benefits. In ApplicantStack, you can set the job to post internally first. Choose the number of days. After this period, the job will post to the 3rd party job boards you’ve chosen.
Multiple Application Options
When someone visits your job posting, they can apply, refer a friend or apply using using their LinkedIn profile.
ApplicantStack Makes It Easy For Applicants To Upload Resumes
Candidates are prompted to upload their resume via a local drive, Google Drive, or Dropbox. Many job candidates will view your posting on a mobile device. The resume upload options make ApplicantStack mobile-friendly. Mobile support is an important element in the ideal applicant journey.
ApplicantStack Pulls Contact Details From Resumes
Contact details are parsed from the resume and input into contact data fields in ApplicantStack. You won’t ever need to manually input contact information again.
Filter Candidates With Custom Questionnaires
When the candidate applies, they are presented with a custom questionnaire associated with the job posting. The responses are automatically scored using your scoring rules.
Equal Employment Opportunity Commission (EEOC) Questions
If you choose, ApplicantStack presents EEOC questions. Answers remain private and only accessible via a summary report and not by the individual candidate.
ApplicantStack Notifies Both The Candidate And The Hiring Team
Upon application, the candidate will receive an email acknowledging receipt of the application. The software also notifies the internal team that a new candidate is ready for review.
How Does ApplicantStack Simplify Job Posting?
- Post to chosen job boards at the same time
- Organic and paid postings
- Use a single signon for multiple job board accounts
- Applications from all sites flow into ApplicantStack for centralized management
- Automated applicant notifications
- Automated hiring team notifications
- The system parses candidate contact information from the application—no manual data entry
- Custom questionnaires filter applications immediately
- Supports internal recruiting
How Does ApplicantStack Create an Ideal Applicant Journey?
If you want to find quality employees, you need to create an ideal applicant journey. ApplicantStack creates a positive experience for the candidate throughout the recruiting process.
- Applicants can upload resumes from their local drive, Google Drive, or Dropbox
- Applicants can apply from their mobile device
- Applicants can apply with Indeed or LinkedIn
- Questionnaires presented with the application introduce your company to the candidate
- The applicant receives a confirmation email immediately upon application
Our next post in the series How To Hire Your Perfect Next Employee: The Ultimate Guide, we will teach you how to do candidate screening.
Take a look at this entire series as an infographic!
Welcome to our series How To Hire Your Perfect Next Employee: The Ultimate Guide. In today’s post, we describe how to do candidate screening with ApplicantStack.
Before we continue, let’s review where we are in the series:
Everyone wants to find the perfect hire. But finding that perfect person in a pile of applications can be daunting.
Manual candidate screening is one of the most difficult parts of hiring. How do you review hundreds of resumes and applications? How do you find the perfect applicant before your competition does?
What Are The Challenges of Manual Candidate Screening?
- Creating effective scoring criteria
- Isolating a pool of qualified candidates quickly
- Keeping track of applicants from multiple job boards
- Tracking each applicant in the hiring process
- Filtering out unqualified candidates
- Collaborating with your hiring team
Scoring applications with ApplicantStack is ridiculously efficient.
ApplicantStack shines a spotlight on the best candidates by automatically scoring them.
Manage Applicants in a Central Dashboard
All applications come into a central dashboard. ApplicantStack scores the applications based on your criteria. Immediately.
No more printing and sorting. Everything is digital and accessible wherever you and your hiring team are.
With ApplicantStack, you won’t have to:
- Print resumes and applications
- Sort through stacks of paper applications
- Worry about losing track of candidates
- Waste time on unqualified applicants
- Duplicate processes among your hiring team
Sort Applicants By Score
In the applicant dashboard, sort the applicants by score to see the highest scoring candidates at the top and the knockout candidates at the bottom.
Review The Applicant’s Summary and Resume
Select the top candidate on the list to review the candidate’s summary, source (where they applied from) and resume. You can also see how the score was calculated.
Move Applicants Quickly Through The Hiring Process
If the candidate is a fit for the job, send them to Manager Review. If not qualified, mark the candidate as Do Not Pursue. A candidate can also be fast tracked. Continue through the list to process all candidates.
ApplicantStack Auto Notifications
You can set up automatic emails to candidates as well as internal team notifications.
How Does ApplicantStack Expedite Candidate Scoring?
- Create questionnaires with custom scoring criteria
- Knockout questions eliminate unqualified candidates
- Identify a pool of top applicants quickly
- Assign tasks to hiring team members
- Checklists show where each applicant is in the hiring process
- Manage applicants from multiple job boards from a central dashboard
In our next post in the series How To Hire Your Perfect Next Employee: The Ultimate Guide, we will show you how to schedule interviews.
Take a look at this entire series as an infographic!