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.
Updated April 16, 2020
If you’re switching from manual to automated hiring, let’s talk about ATS implementation.
Has the pandemic suddenly increased your staffing needs? Is your hiring team overwhelmed?
Now is the time to switch from manual hiring processes. Get an applicant tracking system (ATS) you can get up and running this week.
Let’s talk about the rollout of your new ATS.
Pulling off a successful ATS implementation is as important as choosing good software.
Make sure the transition is handled correctly.
5 Steps For a Successful ATS Implementation
Here are the steps for a smooth rollout:
- Get approval for a new system
- Choose your recruiting software
- Create an implementation plan
- Appoint an Implementation Manager (IM)
- The IM creates an implementation timeline
- Transition in stages
- Create redundancies until every process has transitioned
- Learn the system
- Train your hiring team
Let’s talk about each step.
1. Get Approval For an ATS
Find out exactly who must approve the purchase of an ATS. Your company might have a formal process—forms, signatures, budgeting, etc.
If you are having trouble persuading the decision maker, present a report. The report should detail how the system will improve recruiting metrics. Then show the second-stage benefits that will follow. Increased profitability. Higher quality employees. An improved company culture.
2. Choose Your Recruiting Software
Research features. Don’t settle for a sub-par system. Make sure it integrates with other software you are using.
The main focus of this article is ATS implementation. After we discuss the implementation process, we’ll describe important ATS tools.
3. Design an ATS Implementation Plan
A good plan is specific and realistic. Anticipate problems and include solutions.
Appoint an Implementation Manager
If your company is small, this might be you. If you have a hiring team, there might be a better person for the job. The IM sets the tone for the rollout. They should be competent, organized, enthusiastic, and persuasive.
Set a Timeline
Your IM will create your plan. Transition processes in stages. Break it down to the steps and sub-steps.
Create a timeline. Depending on the size of your organization, two or three weeks per process should be sufficient. You can modify your timeline if necessary.
Build in an overlap period so you have backup until the ATS has fully taken over the workflow. For example, send manual emails until you are sure the auto-email triggers are set up correctly in the software. Test each workflow repeatedly. You may have to adjust ATS settings.
4. Learn How to Use the Software
When you’ve purchased your software, learn how to use it. Do this with your IM. This may sound obvious, but you would be surprised at how many hiring managers skip this step. Don’t assume you can figure things out while you teach your hiring team. For a smooth software implementation, know how to use the software inside and out. Your expertise will instill confidence in those who will use it.
5. Train Your Hiring Team
Augment your hands-on training with resources from your ATS vendor. While you are training, document the process. When you hire recruiters going forward, you’ll have documented training materials. Make it an onboarding workflow in your onboarding tool.
For the first few months, remind your hiring team to use the system. Old habits die hard. Sometimes people forego the quick and easy way for the old, familiar way. If you end up with an incomplete software implementation, you can’t use your ATS to its potential. Your hiring metrics won’t improve as projected.
Don’t Make It Optional
Don’t make using your ATS optional. Even if you encounter resistance. Pretty soon, everyone will be comfortable with the system. They will appreciate the convenience and ability to accomplish so much more in less time. (By the way, ApplicantStack clients report that their hiring teams embrace the system immediately, learn it quickly, and never look back.)
Make sure your IM is available to help during the transition and going forward. Show that you are dedicated to making the system a success.
Does Your ATS Have These Functions?
As mentioned previously, we’ve included a rundown of ATS must-haves. These functions are available in current generation ATSs.
Single sign-on posting to multiple job boards
It’s a hassle to remember login credentials for Indeed, ZipRecruiter, CareerBuilder and the other job boards you post to. Single signon makes sure the posting process doesn’t slow you down.
Customizable pre-screening questionnaires
Many recruiters choose an ATS based on filtering powers alone. No hiring team has time to do a first-pass review of hundreds of applications. Automation lets you filter out the vast majority. Your time is best spent on the small pool of qualified applicants.
Standardized candidate scoring
Standardized scoring is more important than you might realize. If you treat candidates differently, bias will influence selection. You will miss great candidates. If you’re trying to add diversity, this will hamper your efforts.
Texting engages applicants. Plus, it eliminates scheduling confusion. And it speeds up the whole process. But texting needs to be documented and managed carefully. In-application texting saves a record of conversations.
It doesn’t make sense to re-enter information once an applicant is hired. Reducing tedious processes is one of the main reasons you are getting an ATS. If your onboarding has been unstructured up to this point, now’s a good time to 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.
Candidates love picking an interview slot from a calendar. Self-serve scheduling makes everything easier for the candidate and your hiring team. Eliminate a common bottleneck.
Structured interview templates
Structured interviewing is a best practice used by successful companies.
Stage change email triggers
Let automation do its thing. Your ATS should send emails to keep your applicant informed and engaged.
Share hiring team feedback
Review the collaboration tools. Will they work for your team?
E-signature simplifies new hire paperwork and benefits enrollment.
The Right Software + The Right Hiring Techniques
To experience all the benefits of an ATS, consult our series How To Hire Your Next Employee. Combine best practices with good software. That’s the winning combination for successful hiring.
ApplicantStack Recruiting Software
ApplicantStack has the tools described here plus many more. You can try it for free for 15 days. Let us help you have a smooth ATS rollout.
By Liz Strikwerda
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
- 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.
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.
- 31% of workers have quit a job after less than 6 months (SHRM)
- 53% of employees said they could do their job better with improved training
- Only 32% of employers have a formal onboarding program
- 56% of self-labeled ‘disengaged’ employees said they got poor training or no training at all
- 17.5% of employees said they didn’t understand what was expected of them until they had worked 90 days or more
- The cost of losing an employee can be twice the employee’s salary or more (LinkedIn)
- Onboarding has the second-highest business impact of all 22 HR practices (LinkedIn)
- Unhappy and disengaged workers cost the U.S. $483-$605 billion each year (Forbes)
- 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.
5 minute read. Last updated April 2, 2020
U.S. healthcare professionals are demonstrating once again that they are true heroes.
Well-designed technology is important in all aspects of healthcare from patient care to research to administration.
Let’s look at the importance of mobile healthcare workforce management solutions.
Healthcare organizations should use a Human Resources Management System (HRMS) with mobile tools:
- Lower administrative costs
- Improve patient care
- Increase employee satisfaction
- Track hours for EPSLA tax credits and small business coronavirus relief
Why Workforce Management is Critical: A Summary of 4 Key Findings
1. Unemployment in the healthcare sector was 2.1% December 2019. Last month, there were 1,117,000 job openings in the healthcare industry. (Bureau of Labor Statistics)
2. Healthcare is the fastest growing industry: employment in healthcare occupations is projected to grow 14% from 2018 to 2028, adding about 1.9 million new jobs. (Bureau of Labor Statistics)
3. The DOL continues to penalize home care agencies for minimum wage and overtime pay violations. A Virginia-based home health business, for example, agreed to pay $1.2 million for failing to pay overtime to workers from 2015-2017. (Home Health Care News)
4. Registered nurses, the occupation with the third highest job growth from 2018-2028, are projected to grow from 3,059,800 to 3,431,300, an increase of 371,500 new jobs. (AMN Healthcare)
What California’s AB 5 Means for Home Health Companies
AB 5 took effect January 1, 2020. Under the law, all workers are defined as “employees” in California.
AB 5’s three part test, called the ABC Test, uses these standards. All must be applicable to classify a worker as an independent contractor. (At Home Nursing Care)
The worker must be:
- Free from the control and direction of the hiring entity,
- Performing work that is outside the usual course of the hiring entity’s business,
- The person is customarily engaged in an independently established trade, occupation or business.
What’s New In Mobile Workforce Management?
If you own a home healthcare business and have not explored the latest HRMS mobile tools, keep reading. New mobile time clocks ensure timekeeping accuracy wherever your employees are throughout the day or night.
Geofencing restricts out of area punches. Schedule enforcement restricts out-of-schedule punches.
Your supervisors will appreciate how easy it is to see what’s going on with everyone in their department. They can be set up quickly and are surprisingly affordable.
Mobile Tools for Home Health Aides
When your workers are mobile, ordinary employee timekeeping and scheduling tasks are more complex. It’s hard enough to track rotating nurse schedules in a busy LTC facility. When employees are spread across town, you need convenient mobile apps.
A home healthcare worker wakes up and hits the ground running. They check their patient roster and medication chart. “Do I have the necessary supplies for Mrs. Parker’s post-surgical needs?” “Is Mr. Jones still on the route, or was he transferred to residential care?”
They may battle commuter traffic to get to their first appointment. When the aide arrives, he or she helps the patient get bathed and dressed, which often requires heavy lifting. The caregiver then takes the patient’s blood pressure and other vital signs, administers meds, makes breakfast, and does some housekeeping.
A Difficult Job Requires an Easy Mobile App
Keep in mind that many patients are dealing with chronic pain, restricted mobility, and the limitations of aging, so it’s understandable that they are not always happy campers. (Who can blame them?) Working as a home health aide can be rewarding. But it’s definitely not easy to care for people with physical, mental, and emotional challenges.
The last thing a mobile worker needs to deal with is difficulty logging work hours, uncertainty about scheduling, or time card hassles. Burnout due to excessive overtime is common in the industry and, like many healthcare employees who work long hours; they live for their vacations. (“I better not get shorted on my PTO!”)
GPS Tracking is a Supervisor’s Best Friend
Being a supervisor is not a walk in the park, either. What if an aide wakes up with the flu when two others are on vacation? The sick one certainly can’t risk transmitting their illness to a patient whose immune system is already compromised. How can the supervisor quickly find a replacement so that all patients are visited on schedule?
HRMS scheduling tools help you manage large teams efficiently. Patients receive the care they deserve. Effective management is also key for controlling labor expenses.
Scheduling Mobile Workers
If you are responsible for scheduling, you know it can be pretty tricky. You have to take into account, oh, maybe a hundred variables. (I may be exaggerating, but it seems like it.) When creating schedules, you have to keep track of your employee’s certifications, patient visit durations, adequate shift coverage, patient status, travel time, and route details.
Scheduling impacts patient outcomes, profitability, employee satisfaction, and compliance.
- Mobile time clock apps capture hours and automatically tracks accruals
- Mobile employees can punch in from their smartphone or the tablet they are already using to record patient data
- GPS tracking records location of clock in/out
- Geofencing restricts out-of-area punches
- Aides can check schedules, request shift trades, receive automatic schedule updates and company announcements, approve time cards, and monitor accruals from any mobile device, any time of day
- Supervisors have real-time, location-specific oversight with pinpoint GPS
- Supervisors can create schedules in minutes using job codes, patient and employee locations, and hours thresholds to ensure efficiency and compliance
This user sums it up succinctly:
“By far, the biggest benefit of using TimeWorksPlus and TimeSimplicity is having visibility to ensure we have the right people, in the right places, at the right times to provide the best care possible.”
Breathe Easier Knowing You Are Protected
The healthcare industry has been under increased FLSA scrutiny in the past few years. Wise owners review their policies regularly
Pay special attention to minimum wage laws, employee classification, proper payment of overtime, Payroll Based Journal (for LTC), and ACA employee hours regulations. You may also live in a state that has added new Family Leave or predictive scheduling laws.
Did you know that employees can download a free time tracking app from the DOL website and log time? If an employee thinks they are being treated unfairly, he or she can request a DOL investigation.
Would your time and attendance records stand up to an audit?
Updated March 26, 2020
Video interviewing is helping essential businesses interview candidates during the coronavirus pandemic.
Recruiters and Job Applicants are Working Remotely
- Recruiters can interview candidates while working from home
- Applicants can talk to hiring managers while self-isolating
- Hiring teams can record video interviews for remote collaboration
Face-to-face interviewing is very difficult if not impossible right now. The days of in-person interaction are on hold. Video interviewing platforms are critical right now.
Video interviewing platforms create a streamlined, consistent and convenient interview process—a process that makes life easier for both applicants and hiring managers. When hiring processes have been turned upside down, anything that makes life easier for recruiters is worth its weight in gold.
So how does it work?
Hiring managers looking to invest in video interviewing platforms have two options: one-way recorded interviewing or two-way live interviewing.
One-Way Video Interviewing
Employers using the one-way video interviewing process send a list of questions and topics to the applicants ahead of the scheduled interview date. Applicants have the opportunity to read over the questions and come up with answers on their own time (like after dinner, over the weekend, or really whenever they want). Then they send back a video of themselves answering the questions. It’s simple and efficient.
- Create text or video based questions
- Limit think time
- Control the number of allotted takes
- Restrict max answer length
One-way video technology places responsibility in the hands of the applicants by giving them time to formulate answers and requiring them to submit their response on their own time. While they don’t have to make the drive to an office, they do have to set up a video recording of themselves.
Two-Way Video Interviewing
The two-way live video interview process is similar to traditional face-to-face interviews. Hiring managers who want to use this process need to contact the applicant and schedule a time that works for both parties. Applicants scheduled for a two-way video interview prepare as they would for a traditional interview process—by compiling a resume, analyzing their strengths and weaknesses and coming up with answers for possible questions.
- Record full-length interviews
- Brand your interviews
- Conduct interviews directly in your web browser
- Receive concierge support
What are the benefits of video interviewing?
There are plenty of reasons to invest in video interviewing platforms. Some of the benefits hiring managers gain from switching to video interviewing are:
- It’s cost effective
- It’s easier to schedule and can take place after work hours
- Allows for consistent interview questions
- Easy to track performance and compare applicants
- Reveals how candidates handle technology
- Helps hiring mangers find employees they wouldn’t have found otherwise
The right video interviewing technology saves time, energy and money. It allows hiring managers with packed schedules to find the right time for an interview—even if it’s after work hours—and gives applicants the convenience of interviewing from their own home (or wherever they feel most comfortable).
The option to choose a convenient location is one of the most valuable benefits. Video interviewing gives candidates who aren’t entirely committed to pursuing an open position the opportunity to interview—without having to worry about the inconvenience of transportation. And sometimes the best fit for an open position is the talented candidate who isn’t sure what they want or isn’t sure if they have the time to drive across town for an interview.
Tips for successful video interviewing
There are, of course, a few important things to remember when using video interviewing technology. Unreliable internet connection, difficulty performing in front of a camera, finding a quiet place for the interview—these are some potential difficulties for video interviews. But these problems are easy to avoid and hiring managers should give applicants a brief explanation of how the process works beforehand.
Hiring managers also have the choice to use video interviewing for some positions and not others. They may want to reserve video technology for applicants from out of town or those applying for remote positions. The flexibility of video interviewing gives hiring managers and applicants the opportunity to communicate and determine which option works best.
There’s no reason for employers to miss out on streamlining their interview process and securing the best talent. Companies that implement video interviewing technology may have an edge over companies relying on in-person meetings.
Getting the most out of video technology
Video interviewing technology alone is helpful. But when paired with an applicant tracking software, it’s transformative—it’s the missing piece of the hiring puzzle that completes the picture and enhances a company’s performance.
HR reps and hiring managers who use an applicant tracking software integrated with a video interview system are able to perform one-way or two-way live video interviews and compare applicants with help from other applicant tracking software features. Using these tools together allows for a seamless hiring process, from screening applications to performing interviews to onboarding.
After screening and ranking applications, hiring managers and HR departments can determine which applicants they want to interview. And after scheduling and completing the interviews, they can watch the videos, compare them to performances from other candidates and submit feedback using their applicant tracking system review features.
Use Video Interviewing to Connect With Quality Candidates Anywhere
Companies who want the top talent need the right technology. An applicant tracking system like ApplicantStack integrated with a best-in-class video interviewing platform, gives companies the edge they need to find the right fit for open positions. By relying on video interviews, hiring managers can save time, energy, and money—all while analyzing each applicant.
ApplicantStack, the affordable, full-featured applicant tracking system trusted by over 1,500 companies to manage their candidates and workflows, integrates with Spark Hire, Inc. for video interviewing.
Spark Hire is a video interviewing platform used by more than 3,000 organizations to make better hires in a fraction of the time. For more information about Spark Hire go to Spark Hire.
If you are an HR director, it’s boom or bust right now when it comes to talent management. Essential businesses are in a hiring frenzy. Others, regrettably, are laying off or furloughing workers.
We hope you are in the former category.
But how do you compete for talent with Walmart, Amazon, Fed-Ex and CVS?
Let’s look at 3 ways creative HR directors are hiring during the COVID-19 crisis.
3 Ways to Hire During the Coronavirus Chaos
1. Partner With Your Customers and Vendors
Are you a talent acquisition specialist for a B2B company? Have any of your customers or vendors recently let employees go? There’s no reason you can’t follow the lead of CVS and source partners’ recently laid off employees. If you are a professional services company, you may have relationships with hundreds of organizations.
CVS is embarking on one of the most ambitious hiring drives in its history with plans to hire 50,000 full-time, part-time and temporary workers—and it has decided to tap directly into its customers’ workforces by taking on furloughed workers from the Marriott and Hilton hotel chains. The drugstore chain said it would use a “technology-enabled hiring process that includes virtual job fairs, virtual interviews and virtual job tryouts.” Market Watch
Most SMBs don’t have the resources of CVS but you can use the same techniques on a smaller scale. Talk to colleagues who have business relationships with your partners’ or customers’ recently laid off employees. These may include account managers, event planners, buyers, and supply chain managers.
These potential employees have already been vetted by companies you know and trust. They probably have a favorable view of your company. Passive recruiting is a lot easier when you are trying to source talent that is currently unemployed!
2. Host Virtual Job Fairs
Create an event using chat rooms, video conferencing, company videos, and webinars. Assign each hiring manager a presentation. Enlist your best brand ambassadors (current employees who love your company) to engage with job seekers.
A virtual job or career fair is perfect for attracting both onsite and remote workers. For telecommuting positions, you aren’t limited to job seekers in a geographic radius.
If you are looking for employees in your community, you can tailor the event to a specific demographic. If a local employer just cut workers, be straightforward about targeting their former workforce.
Who do you invite?
Use your applicant tracking system (ATS) to search for resume keywords in your talent database. Chances are, some of these people have recently been laid off. Create a job fair email template in your ATS and email an invitation to qualified candidates in your pipeline. Include a link to your registration page.
Request employee referrals. Each of your employees probably know several people out of work right now. Don’t forget to advertise on your social media sites. Ask your vendors and business partners for referrals. Talk to career counselors at schools in your community. Make the sign-up process fast and easy.
Virtual job fairs speed up hiring
For the recruiter, these events [virtual job fairs] compress the time to first engagement and ultimately the time to hire. Candidates are given the opportunity to engage with an actual recruiter from the company they are interested in on a specific day and time. That’s something you normally don’t have that early in the process. (SHRM)
3. Offer Flexible Schedules
Schools are closed. People are caring for sick family members. Workers need flexible schedules as much as they need steady jobs.
There’s never been a better time to offer flexible and non-traditional schedules—for both onsite, mobile and at-home employees.
Flexible schedules allow smaller companies to compete
Flexible schedules aren’t just an attractive perk for job seekers. They help SMBs be more competitive in multiple ways.
- Flexible scheduling reduces labor costs
- Reduced absenteeism increases productivity
- Engaged employees drive business growth
- Improved work/life balance helps retain experienced employees
What’s the easiest way to provide flexible work schedules? Cloud-based employee scheduling software is your answer for flex scheduling.
Employee scheduling software lets you create standard schedules in seconds—and flexible schedules in minutes. You create templates for each department, team, or location. You can also create templates for specific shifts or seasons. When the base schedules are in place, it’s easy to drag and drop employees into shifts.
Flexible schedules reduce healthcare employee burnout
Employee burnout is an issue for many industries, especially healthcare. And especially now. When employees have more control of their shifts, they are less likely to suffer psychological stress. Workers with improved mental health are more effective and make fewer mistakes. There’s never been a greater demand for experienced healthcare employees. If you don’t offer flexible schedules, your workforce can easily find positions at competing healthcare employers.
A Refresher Course on Best Practices for Hiring
1. Use an Applicant Tracking System
An applicant tracking system (ATS) allows you to reach far more candidates and track them through the hiring process with smart automation.
The software manages postings in multiple venues, receives and filters applications, parses resumes, and store applications for future openings. Since preliminary screening is automated, it narrows down applicants to a small pool of promising candidates. An ATS is a smart investment for any small business owner who is serious about competing in today’s job market.
An applicant tracking system doesn’t just make your life easier. It is an important tool for attracting top talent and onboarding them when they are hired.
Did you know that desirable candidates will probably find a job within two weeks? If your application system takes weeks, you are losing quality employees to companies with modern, efficient systems. Job seekers have plenty of options. The best applicants will move on if your recruiting system is antiquated.
2. Rethink Educational Requirements
Many employers have discovered that real-world experience can be more valuable than a degree. In a tight job market, you can’t always get college grads. Consider candidates with tech certifications and applicable work history.
3. Fine Tune Job Descriptions
Enlist your managers and employees to write accurate, detailed job descriptions. These don’t need to sound like they were written by a professional headhunter.
Include the salary range. Many applicants don’t waste their time applying when they don’t know what the job pays. Save yourself time by weeding out candidates who are looking for a higher salary.
When creating job descriptions, lessen the emphasis on qualifications the candidate must possess. Consider what your company can do for the employee. Candidates who respond to a benefits-first approach are often the most ambitious and competent.
You can create, store, and update job descriptions with recruiting software. Centralized access makes it easy for teams to collaborate.
4. Shorten Your Applications
Only the most desperate candidates will struggle through a lengthy application. Carefully-designed applications contain only the essentials. Recruiting software has templates to get you started.
5. Define Your Hiring Criteria
Answer the following questions: 1. Who must sign off on the hire? 2. What specific qualifications are necessary? 3. What is the deadline for making a decision?
6. Treat Applicants Like Customers
We’ve all had bad experiences job hunting. These include automated “we received your resume” emails (or worse) no notification that the company even got your application.
Be clear about the timeline. Keep candidates informed during the entire process. Your hiring methods reflect on your company. Respect your applicants as if they were your customers.
7. Formalize Your Interview Process
Create an interview script and make sure managers follow it. Ensure that it meets anti-discrimination requirements. Workforce management recruiting software helps you create and manage interview scripts. Update the questions as job roles evolve.
Good interviewers don’t dominate the conversation. They let the candidate do most of the talking. Pay close attention to the questions the candidate asks. They will yield valuable insight into the job seeker’s priorities and personality.
8. Monitor Employee Reviews
Have you read the online reviews from current and former employees? Smart employers take them seriously and make changes when necessary. Evaluations by actual employees carry far more weight than your website. Good job candidates do their research. Negative reviews hurt your hiring chances. You can’t remove reviews on most sites, but you can respond to them and describe steps you’ve taken to address the complaints.