Hiring Your Next Employee: The Ultimate Guide

Hiring Your Next Employee: The Ultimate Guide

At some point in your role as a hiring manager you’re going to be faced with the question of how to hire the employee. Hiring an employee is one of the most critical functions you can fulfill as a hiring manager.

Hiring an employee is a lot like getting married; you’re going to spend a lot of time with this person. Employees who work in the same office spend over 2,000 hours together each year. You need to find the person who has the skills, work ethic, and fit for your culture.

How do you find the employee? It’s a matter of knowing the steps and sticking to them.

This hiring guide will teach you all the essentials and some extras that will help ensure that the next time you hire a new employee it’s a match. Everyone wants great employees. You have a much better chance of hiring them if you have an efficient process in place.

Let’s get started

Step Zero: Know Your Organizational Needs

Before you rush headlong into hiring, take a moment to review your company’s needs. It’s a good idea to write a few things down as you get started. This will help you stay on track and address the needs that initiated hiring a new employee in the first place.

Here are some points to consider:

  • Is there really a need for a full-time employee?
  • Can the job be temporary, part-time, seasonal, or outsourced?
  • Does the new job affect your ACA status?
  • Where is the job in the organization?
  • How will the change affect the organization?
  • Is there a deadline for hiring?

Test Your Assumptions

Even if you feel that you know what your company needs, take the time to test your assumptions. Run through some scenarios as a sanity check. Check with other managers and interview employees.

Ask questions about the role you are considering. You’ll use this information to refine your understanding for the job role in the next step. Be wary of bias. Employees and even managers will craft their answers to get the extra help.

To avoid biased answers, ask direct questions about the specific functions the new employee will fulfill. Ask about expected outcomes, and how those outcomes will move the business forward.

Collect your notes and refine your written understanding of the business case for hiring a new employee. Now run a few scenarios to determine if your expected outcomes are viable, what it will take for the employee to meet those expected outcomes, and whether the outcome solves the original problem.

Resources for Knowing Your Company Needs A New Employee

Here are a few resources that can help you gather your thoughts on why you might need a new employee. Look for ideas to focus your hiring effort on solving your original need with a better understanding of your objectives for the new hire:

Step 1: Create a Job DescriptionStep 1 Create a Job description

Hiring your next employee begins with writing a great job description. The job description serves many important purposes:

  • Defines the job responsibilities
  • Reduces the candidate pool to those who qualify
  • Introduces the applicant to the company and its culture

It’s important that your written job description includes all the right components to communicate all the right requirements. This will help you get to your most compatible hiring candidates faster than your competition.

The Components of a Great Job Description

Keep your job description simple and to the point. Be sure to include all the details that a candidate needs to know about the job. The job description is your first opportunity to attract qualified candidates and filter out the ones who aren’t a good fit.

The components of a good job description include:

  • Job location
  • Job title
  • List of job responsibilities
  • List of candidate requirements
  • List of desired candidate credentials
  • Statement about company and benefits
  • EEOC statement

Effective job descriptions avoid acronyms and jargon. They are clear and concise. They convey the company’s personality and make it easy for candidates to judge whether they want the job and if they qualify.

Be sure to choose and stick with a standard format for all of your job descriptions. This will make it easier to create new job descriptions and will present your company in the best light.

You can find plenty of examples of job descriptions by searching Google or visiting popular job sites like Indeed, LinkedIn, JuJu, and CareerBuilder. Use these examples to craft your own unique version. If you copy a template to get you started, be sure to rewrite the description so that it fits your company profile and prioritizes your key requirements.

Get Team Input on Job Descriptions

When you have your description drafted, get input from the team. This will help you refine priorities and get buy-in from your team on the kind of person you are seeking. This early input will assure you won’t have any surprises in later stages of the hiring process.

Share your job description with key team members and consider asking them the following questions for focused feedback:

  • Is it complete?
  • Is there a clear distinction between requirements and nice-to-have qualities?
  • Is this an accurate description of what the company needs?
  • Is the pay rate appropriate for the described position?
  • How does this description compare to jobs listed by the competition?

The job description is important both during the hiring process and as a clear yardstick for measuring performance. If you cannot evaluate an employee against this description, you should revise it.

Resources for Writing the Job Description

In addition to the advice in this section, there are many resources on the web to help guide you. I’ve gathered some of the more helpful job description resources and listed them here for you. These additional resources will help you write the description for your next hire:

Step 2: Pre-Screen PreparationStep 2 Prescreening prep

With a great job description in hand you can expect to attract top talent. Before you post the job, take a few minutes to think about what criteria you will use to determine which applicants deserve your attention.

It’s important to have this list together before you post your job so you are ready to handle incoming applications in a timely manner. Screening applicants will take more time if you aren’t prepared. When applications start coming in, you’ll want to screen them as quickly as possible so you don’t lose a candidate in the waiting.

Defining Your Screening Questions

Look at your list of requirements (…I told you they’d come in handy). For each one, think of a question that you can ask each applicant to determine if they are qualified. Sometimes this will be a yes/no question. For example, you might require that the applicant be authorized to work in the US. Or you might require that they be at least 21 years old. In these examples, the answer is clear cut. Ask a yes/no question.

Other qualifications are better posed as multiple-choice questions. For example, if you require a specific college degree or certification, you could ask their highest level of education and provide a list to choose from. Consider this example:

  • High School Degree
  • Associate Degree
  • Bachelor’s Degree
  • Master’s Degree

Similarly, you could ask for years of work experience and provide ranges. Remember, if you have ranges be sure they don’t overlap!

Be sure to include answers that fall outside your requirement range. In this example, “High School Degree.” This will allow candidates who don’t match your criteria to self-select for the wrong options. In this case, “High School Degree” becomes a knockout answer in your screening if you are looking for an associate degree or higher.

Prioritizing Your Screening Questions

Once you build your list of questions, consider which ones are appropriate during the initial screening. You want to be able to identify those applicants who are truly disqualified, but you don’t want to eliminate anyone that might be a good candidate for an exceptional reason.

For example, you may find a candidate that doesn’t have the right education level, but that does have an unusual breadth of experience.

Prepare for Screening Early

Take the time to create the screening tools now, rather than waiting until the first applications roll in. There are three great reasons for this:

  1. You will have enough to do when your inbox fills up with applications.
  2. You can still make changes to your description if necessary because you haven’t already posted it!
  3. 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.

Prepare to Watch For Keywords In Resume Reviews

Another element of pre-screening comes through the resume.

Think about the keywords you expect to see in a resume that matches the job description. For example, if you are hiring a waitress you might expect the words restaurant, waitress, or server. If you are hiring a controller, you might look for CPA and MBA.

Make a list of the keywords you think will indicate a match. Think about the relative weight each word carries. In the financial officer case, perhaps CPA is more important than MBA.

Using an Applicant Tracking System for Automation

If you use an applicant tracking system (ATS), you may be able to use both the questions and keywords to auto-assess your candidates. This can save a tremendous amount of time.

Applicant tracking systems allow you to automate much of this process. Look for an applicant tracking system that can help you screen candidates automatically.

Even if you don’t have an applicant tracking system, identifying and quantifying your review criteria before you post your job is a good investment. Your competition may be looking for similar job candidates, and you don’t want to slow down the hiring process at this stage.

Be ready and refine your list of questions so that this early phase can go as quickly as possible.

Alert the Team

While you’re at it, make sure that you alert the people on your team who will be involved in the evaluation and selection processes. They need to know what the evaluation criteria are, what their roles and responsibilities are, how the process will work, and how to keep the process moving.

Advanced preparation and transparency are key to success.

Resources That Will Help You Prepare for the Screening Process

In addition to the advice in this section, you can find additional resources to help you prepare for pre-screening your incoming job applicants.
Here is a list of additional resources that will help you prepare for the screening process.

Step 3: Post the Job

step 3 Posting a jobWe’ve come a long way from the old days of placing job ads in print newspapers. In those days, if your best candidate didn’t read the employment section that day, you were out of luck.

You could turn to ‘head hunters’, but there is a hefty price to pay for that. If you have a storefront, you can post your ad in the window or on a bulletin board, but that only gets you as far as the foot traffic walking past your window.

These days, online posting is where it’s at. If you are serious about hiring a new job candidate, your options are online. The question is where to post, and how.

Here are your answers…

Where and How to Post a Job

When it comes to posting a job listing online, there are almost too many options. On the social network side there’s Facebook, Twitter, and LinkedIn. All are important, but there’s more…

There are free job boards like Google for Jobs. There are paid job boards like CareerBuilder and Monster. There are hybrids where you can post free or enhance with a paid version like Indeed and LinkedIn. You can post to your own website and push to search engines or post on specialty boards like Craigslist. Your employees can post to their social media, too.

With all these choices, it can seem daunting. And the thought of a deluge of unqualified applicants can be depressing. Who has the time to post to a dozen sites and manage all the incoming applications?

…Not many busy professionals, but if you want to find the candidate in the shortest time, your best option is to post to as many job boards as possible.

Building Your Job Posting Strategy

You need to have a strategy for where you advertise your job and how you track the performance of each applicant source. To begin, keep it simple…

The first and most obvious source for candidates is your staff. Someone on your team may be qualified and want to apply for the job. Be sure to give them a way to apply. You may even want to give them a few days head start on the process. Hiring candidates from within the company is less expensive and provides an opportunity to hire experienced workers into more responsible positions. This strategy can be very effective and allows you to shift your hiring strategy to a more entry-level position if you are successful. Risk is lower, and you’ll save a lot of time and expense.

Your staff may also have people in their social network who can qualify for the job. Many companies provide incentives for referrals for just this reason. Social media has made it easy to reach friends of friends. Referrals can shorten your hiring timeline and increases your trust in the new employee. Make it easy for staff to alert their connections to the job opportunities at your company.

Another obvious place to put your job openings is on your own job board. If your company has a website, put it there. Make sure applicants can see the entire job description and have options to apply or refer a friend. The application process should include a way for the applicant to send their resume and provide contact information.

If you have an applicant tracking system, it may offer a custom job board for you. These can be handy because they have built-in search and display options that your own website may not support, and can be connected to your site through a “Jobs” link. They also typically provide a way to upload a resume and fill out an application. These handy options can reduce the time it takes to find a viable job candidate.

Commercial Job Boards

Free and paid job boards are essential for today’s job hiring environment for several reasons:

  • People seeking jobs routinely visit these sites.
  • Your posting is on equal footing with other postings, making small and mid-size companies more competitive for job applicants.
  • Filters and search criteria may identify your company as the best match for a qualified applicant that otherwise may not have thought to consider your position.

Job boards provide an easy mechanism to connect you with more job seekers. The more job seekers you can get in front of, the higher the chance you will find that next candidate. Job boards will also reduce the time it takes to find a candidate. This is critical in today’s competitive job environment. The faster you can find that job candidate, the quicker you can fulfill those job requirements we talked about in Step 0.

Professional job boards are critical. Use them.

Which Job Boards to Choose

Now comes the complicated part: choosing the job boards that are right for you and the job at hand.

You may find that paid listings are worthwhile when there is a lot of competition for applicants. Paid listings get a higher profile on the site. You may also find that for some jobs, you have better success with niche job boards.

Free listings are a no-brainer. Post your job to as many free job boards as possible. This will take some time, but you can reduce that time if you have followed the advice in the first three sections of our process:

  1. You know your organizational needs.
  2. You have a solid job description ready to cut and paste.
  3. You have your pre-screening questions ready to go.

Paid job boards are essential if you are competing with other national companies, have specific skill requirements that are unique, or have highly specialized requirements. Paid job boards can be important, too, if you are hiring for a highly competitive job role or need a candidate fast.

Paid job boards will highlight your listing based on a higher level of criteria. They will also use featured tools to match your job description with candidate skills. You may find that paid listings offer more advanced tools that can help you solve your hiring needs faster, and with a more candidate.

Tracking Your Job Applicants

Whichever you choose, or if you choose all the above, be sure to track the source of all applicants so you can tell which ones are delivering good candidates. Remember that results may vary based on the particulars of the job description, so track that too.

Variables that might affect the quantity and quality of responses from any given job board and posting include job location, job type, education level, years of experience, hours, and physical requirements.

Of course, time is the gating factor in doing this kind of analysis. If you are doing all this by hand, you may find that you are quickly overwhelmed. An ATS system can be very handy in reducing the amount of effort you have to apply to track applicants. Applicant tracking software will also help you generate important data that can make your next hire even more competitive, quick and easy.

Setting Up Your Job Boards

Each job board has its own setup requirements. Try to keep your company and contact information similar across the boards. This will help you minimize maintenance activities.

Keep your login information secure but easily accessible for when you do your posting. Schedule time to post each job to the boards you choose. Be ready on the receiving side to field the applications as they come in. If you are doing this by hand, you’ll need to plan time to watch for email notifications or login to view new applications. Respond to them as quickly as you can.

Don’t Forget Social Media

Remember that social media can be an effective channel for job posting as well. Create company accounts for Facebook, Twitter, and LinkedIn to cover the major bases. Make posting to these channels part of your regular job posting routine.

It’s easy to forget your social networks. You’ll want to plan time each day to check each social network for new applications, comments, shares and likes. Don’t forget to check your inbox for questions or private messages; social networks offer a wide range of communication options. You need to keep an eye on each of them.

Applicant Tracking Software Can Help

Applicant tracking systems can be a big help in the job posting process. Doing all this by hand is possible, but applicant tracking software will reduce the time required by a significant amount. It can also help you find that job candidate a lot quicker. You’ll beat the competition to the better candidate and fill your job needs faster.

Applicant tracking software can provide many efficiencies, letting you:

  • Post to all job boards at one time.
  • Manage your credentials for each job board so you don’t have to login separately.
  • Automatically track application sources and job applicant details.
  • Post to social media and track responses automatically.
  • Generate unique links for posting to niche job boards or email.
  • Create and maintain an internal job board.
  • Automate screening of candidates based on your criteria.
  • Automatically receive and store applications and resumes.

If you are serious about hiring or have a high turnover in your business, consider an applicant tracking system to help you optimize your hiring process.

Resources To Find The Right Job Boards For Your Next Job Opening

Here are some additional resources you can look to for advice on which job boards to post to. Many job boards provide niche opportunities or special features that may be specific to your industry. Do a little research before you decide, make a list, and post to as many as you can:

Niche job sites:

Step 4: Initial ScreeningStep 4 candidate screening

Now comes the fun part! Once you’ve defined and advertised your job, get ready to field applications.

The beginning of this step in the process should be an email from you to your applicant that acknowledges receipt of their application. You’ll want to communicate to your applicants as soon as possible to let them know they are in the running. This will keep their attention on your company and tune them into responding quickly.

Set this up as an automated task so that you:

  • Save time otherwise spent sending individual responses.
  • Appear interested and responsive.
  • Avoid phone and email calls from applicants seeking status.
  • Present a consistent and timely message to all applicants.
  • Buy a little time for screening.

Focus Your Candidate Screening

The first level of screening should focus on 2 objectives:

  1. Knockout the clearly unqualified.
  2. Highlight the top candidates.

You can save your team a lot of time by removing candidates that do not make the grade for the job.

At the same time, though, be careful not to knockout a candidate that might be exceptionally qualified. For example, if you have a job that requires an undergraduate degree in computer science, anyone without it might be considered unqualified. However, you might have a candidate that has extraordinary experience that makes them worth hiring (Bill Gates, Steve Jobs and Mark Zuckerberg were all college dropouts).

Use the questions and keywords list you devised in step 2 to help you do a quick evaluation and sort the applications. You may want to do this in batches or at the end of the job opening window to save time. However, this may come at the cost of losing top talent to time.

Sorting Out Top Job Candidates

After the quick sort, go through each candidate in detail starting with the top candidate. Double check the knockouts. Then decide which ones deserve to go to the next level.

For those not moving on, consider whether they should be retained in the pool of potential future candidates. For example, if the applicant is a student who will graduate the following year, perhaps they could be a candidate for an internship in the summer or an entry-level position in the future.

Keep Communicating with Job Candidates

It’s a good idea at this point to send another email to all candidates. Give them a status update. For candidates moving on, let them know that they will be scheduled for a phone or in-person interview. For the rest, let them know that they were not chosen for the position.

Be sure to follow company guidelines and HR best practices for the content of these emails.

Watch for Bottlenecks in Your Screening Process

The initial screening can be a painful process for all involved. There can be a great deal of inefficiency, particularly if you have a high response rate. This step in the process can be fraught with danger.

You can miss great candidates because knockouts are too restrictive. You can lose other great candidates because they are snatched up by others before you finish your process. You can waste precious time wading through unqualified applications.

If you find the screening process to be a bottleneck for your organization, consider an applicant tracking system. An ATS can automate many of the tasks associated with this important first touch with applicants. For example, you can set up automated emails for each step in your process.

You can also typically have the applications go directly to the ATS (instead of your email) and scored against your criteria. This allows you to skip right to reviewing candidates in priority order. It is much easier to review candidates when you see them in context of each other and can go to details quickly and easily without jumping back and forth between files or pieces of paper.

Resources to Help You Screen Your Job Applicants

Here are additional resources to help you screen your job applicants. This is a critical stage of your hiring process, and it makes sense to have a good grasp of what you’ll be dealing with. Applicants will respond to your communications in a variety of ways, some positive and some with frustration.

Be prepared to handle the task by learning all you can in this area. Here are some great resources to help you build on this advice:

Rejection Letter Examples

Screening Questions

Screening Methods

Step 5: Schedule Interviewsstep 5 scheduling interviews

Once you’ve eliminated the unqualified, it is time to go to the next level. Interviews.

Typically this is either a phone interview (as a second screening) or an in-person interview. Either way, the candidate and one or more of your staff need to agree on a date and time for the interview.

Scheduling seems like a simple task but rarely is. It can be particularly frustrating when calendars are constantly filling up. Another issue is how the substance of the interview is shared with others. As much as possible, try to move the process quickly and efficiently so that valuable time is not wasted.

Scheduling Interviews

On the scheduling side, use a scheduling tool that can access the calendars of all your staff involved in the interview. You can then set a date and time for the interview and communicate it to your candidate.

Even better, set a window for the candidate to select a date/time combination that also works for them. This is particularly important if you have multiple candidates and multiple interviewers.

For example, if you have 10 candidates that appear qualified based on their applications, you should conduct an initial phone interview with each prior to an in-person interview. This will give you a chance to reduce the number of people you have come into the office for team interviews.

You’ll save a lot of time if you can send an automatic email to each job candidate. Invite them to choose an interview date and time based on your calendar. Offer a selection of times, or use a tool such as Calendly to offer a range of times with automated scheduling. Even better, use your ATS system to manage everyone’s schedule.

As each of the 10 candidates in our example follow the link, they see the combinations still available to them. Once each chooses an interview slot, the pool of available times goes down by one.

Include Team Scheduling to Optimize Time

In another example, let’s say you are hiring 10 seasonal waitresses. You have 20 applicants that seem qualified so you want to schedule them for an in-person interview with you and several team members.

In this case, you’ll want to schedule time with your team and announce a speed-date interview session to each of your candidates. Scheduling specific times won’t be necessary if you block out a time and receive candidates as they come in. Candidates won’t mind waiting a few minutes to get started, and you can round-robin your team so that everyone is conducting an interview at the same time.

Send an automated email inviting the candidates to come at a specific date/time that fits your team’s schedule. Receive candidates as they come in.

You may even want to do a series of phone and in-person interviews in a similar round-robin format where you hand off to the next teammate after each 15-minute call. Whichever method you choose, scheduling is going to be a big part of the process.

Everyone Involved, from candidate to hiring manager, needs to be looped in as efficiently as possible. Fortunately, most people now use either Google or Outlook calendars, so coordination should be possible.

Resources for Scheduling Interviews and Managing Time

Here are some interviewing related resources that will help prepare you for interviewing new job candidates.

Here are some scheduling related resources that can help you optimize your time and reduce the impact on your team during the interview process.

Step 6: Collect Feedbackstep 6 collecting feedback

One of the hardest steps on the path to hiring can be quantifying feedback. If the process is working right, unqualified candidates were eliminated early, so there can be a risk of feedback becoming very subjective.

Start with Hiring Criteria

To help ensure that all of your staff evaluates candidates in a consistent manner, start with the hiring criteria.

Make sure everyone is on board with the qualification list and what constitutes a good match. Create a feedback form that everyone uses so that you can compare all perspectives. Make it as quantitative as possible, then give some room for opinion. Let everyone weigh in, and then combine the data for easy review.

Collecting Feedback from your Team

Make sure you include instructions for providing feedback. Instructions can include the interview criteria themselves. Also include the method for providing feedback, whether by email or printed form. Let your team know when the feedback is due, and be wary that this process can take a lot of time.

To shorten the time, ask for feedback immediately. This will keep the interview process as short as possible. You’ll also get fresh feedback that doesn’t rely on memory.

Share Feedback to Your Team

After the interviews are complete and all the evaluations are in, make them available to the team so they can do a final assessment on which candidates are top contenders. Make it as easy for them as possible, presenting all assessments for each candidate, and a roll-up for all candidates.

It’s a good idea to provide a summary survey that each team member can complete. This summary survey can ask them questions about their final analysis including which candidate they felt was the most for the job.

Have each team member name their top three candidates in order of priority to make it easier to match the best job candidates.

Make it as easy as possible to narrow the field.

Resource on How to Assess Job Candidates

You can learn more about interviewing and assessing candidates from this resource.

Step 7: Make a Selectionstep 7 Making selections

At this point, you should be down to only a few candidates for the position.

It’s time to check references and do background checks.

Checking References of Job Candidates

You may have collected references at the very beginning of the process or may do it now. In any case, this is usually the point where you invest time talking to previous employers and looking for any issues that were not already uncovered.

Try to automate this process as much as you can. For example, send an automated email to the references asking them to fill out a linked questionnaire. To speed this step, call references and fill out the questionnaire yourself. Either way, try to gather information in a consistent manner from each reference for each final candidate.

To save time, you can begin checking references during the interview process. Create a checklist and ask a team member to conduct phone interviews while candidates are being interviewed.

Performing Background Checks on Job Candidates

There are many organizations that can conduct a background check and other specialized checks that you might require such as drug testing and driver history. Notify the candidates to let them know you are conducting the checks.

Background checks are best handled by a professional company that specializes in background checks. Note that there may be regulations to navigate. Be careful not to ask for information that may be protected either federally or by state law.

If you are conducting background checks, make sure your job candidates know up front. There is likely paperwork and agreements to sign before background checks can be initiated.

Let everyone know what the criteria are for the background checks, and provide candidates the opportunity to opt out if they have concerns.

Making a Selection

Once the checks are complete, it is time to make a selection. Give the selection team access to all candidate information (unless it is confidential) and make it easy to compare candidates if there are more than one still standing. There are tools available to speed this process and make it easier to review all candidate and reviewer information.

Resources to Help You Make a New Hire Selection

Here are some additional resources that can help you make a selection. This is the most nerve-wracking part of the hiring process, and it deserves some additional know-how. Learn as much as you can about selecting your next new hire and get comfortable with the stresses of selecting candidates.

Step 8: Offer the Jobstep 8 Offer Job

Now that a decision has been made by you and your company, it is time for the applicant to weigh in. If everything has gone well, the candidate is excited about the job and wants to join your company. If everything has gone fast, the candidate is still available for hire.

Send an Offer Letter

Send an offer letter that states clearly the key information about the offer, including wage, location and start date. You might also want to include where and when to report and any other details that are specific to the offer.

Give the candidate a signature line and send it out.

Get to this process as quickly as you can. Remember you have competition out there. Now that you have identified this person as the ideal candidate, you can be certain that others have, too.

It helps to have a job offer ready to go before you start the process. Begin with a template…

Use a Job Offer Template

Use an offer letter template to make this a speedy and consistent process. Create the template in advance and have it ready to go for this and your next hire.

Include your company logo, standard text and merge fields where you can easily add the details for the specific offer. Keep this template on hand for future job offers so you don’t have to reinvent the wheel. It helps to save time, too.

The offer step is important to execute as quickly as possible, so it helps to have the tools standing by to get the job done fast.

Resources to Help You Formulate Your Job Offer

Here are some samples and resources that can be useful in defining your offer.

Step 9: HireStep 9 - hired

Congratulations! You have crossed the goal line and have successfully filled the job.

But just as in football, there is still work to do after the touchdown. Time to go for the extra point—onboarding your new hire now, before they report to work.

Onboarding Your New Hire

Onboarding is a topic for another day, but suffice it to say that there is a huge upside to tackling onboarding ahead of the first day. It makes day one more productive and less painful for everyone from the new hire to hiring manager and colleagues.

It also helps establish your new hire faster and more productively. Onboarding can save you months of ramp-up time and helps build company loyalty in your new employee. Statistics show that employees who experience a thorough onboarding process are more likely to spend more time at the company, and will be more productive, faster.

Onboarding typically includes a lot of paperwork. Instead of having new hires spend hours in the new workplace filling out forms, give them the power to do the work at their convenience before reporting to work. Employee self-serve portals, online documentation, digital employee handbooks and a personal digital file cabinet are all part of the onboarding process.

With onboarding, employees have the opportunity to complete tasks before they come to work. Then when they come to work, they are ready to work.

The Components of Onboarding

The onboarding process is specific to every company, so it’s hard to determine a standard. However, there are common onboarding processes that you will want to consider.

Here are some common components of onboarding:

  • Tax forms
  • WOTC forms
  • ACA forms
  • Benefits enrollment
  • Direct deposit and payroll details
  • Emergency contact information
  • Employee handbook review
  • Policies and procedures
  • Safety instructions
  • Timekeeping instructions

There is a great deal of efficiency to be had for all involved simply by moving these processes off paper and online. There are plenty of tools available to help you make that happen and make everyone involved jazzed about getting down to business on day one.

Resources for Onboarding Your Next Employee

Here are some resources that can be useful in understanding the scope of onboarding and ways you can streamline the process.

The Ultimate Guide To Hiring Your Next Employee

So there you go. If you’ve made it this far you have a pretty complete understanding of the hiring process. Use this guide to plan your next hire. You’ll find the steps in this guide to be invaluable to finding and hiring your next employee.

Good luck!

Why GPS Tracking is a Must-Have for Home Health Employee Management

Why GPS Tracking is a Must-Have for Home Health Employee Management

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:

  1. Lower administrative costs
  2. Improve patient care
  3. Increase employee satisfaction
  4. 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:

  1. Free from the control and direction of the hiring entity,
  2. Performing work that is outside the usual course of the hiring entity’s business,
  3. 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?

Small Business Coronavirus Relief Starts April 1st: How Can My Business Qualify?

Small Business Coronavirus Relief Starts April 1st: How Can My Business Qualify?

Updated April 3, 2020.

What programs in the coronavirus relief bills help small businesses?

The federal government has passed three multi-trillion-dollar relief bills. The first bill, The Coronavirus Preparedness and Response Supplemental Appropriations Act was passed March 6, 2020. It provides $8.3 billion in funding for federal agencies to respond to the COVID-19 outbreak.

In this article, we focus on two small business relief programs. They are part of the second and third bills:

  • The Emergency Paid Sick Leave Act (EPSLA): tax credits for providing mandatory coronavirus-related paid sick leave. This Act is part of the Families First Coronavirus Response Act (the 2nd big bill which was passed on March 18, 2020)
  • Paycheck Protection Program: A small business loan that can be forgiven if certain conditions are met. This program is part of the Coronavirus Aid, Relief, and Economic Security (CARES) Act (the 3rd big bill that was passed March 27, 2020)


When does the Emergency Paid Sick Leave Act become effective?

April 1, 2020: the programs apply to leave taken between April 1, 2020 and December 31, 2020.

What are most important things for small businesses to do right now to qualify for coronavirus relief?

  1. Track employee hours for at-home, onsite, and mobile employees
  2. Don’t cut wages, furlough employees, or lay off employees before you learn what you can qualify for

Is my business eligible for a Paycheck Protection Loan?

Your business is eligible if you:

  • Have fewer than 500 employees
    • Part-time, full-time, temp, and independent contractors count as employees
  • Are a single-member LLC, corporation, 501(c)(3), sole proprietor, Veteran organization, or Tribal business

If you maintain your workforce, the Small Business Administration (SBA) will potentially forgive the portion of the loan proceeds that are used to cover the first 8 weeks of payroll and certain other expenses following loan origination. (SBA)

Is qualifying for a Paycheck Protection Loan the same as qualifying for a regular SBA loan?

It is easier to qualify for a Paycheck Protection Loan

Employers receive 100% reimbursement

  1. Health insurance costs are also included in the credit
  2. Employers face no payroll tax liability
  3. Self-employed individuals receive an equivalent credit (Internal Revenue Service)

The [Paycheck Protection] law allows businesses to take out loans equal to 2.5 times their average monthly payroll from 2019, so you need to know what that payroll number is. It should include salary and wages, of course, but also health care benefits and paid sick leave.Neil Bradley, EVP US Chamber of Commerce – Explanation of March 27th, 2020 Stimulus Bill in Inc Q&A)

What should small business owners do right now to determine if they qualify for a Paycheck Protection Loan?

  1. Look at your payroll to see if you kept the employees you had
  2. If you reduced headcount, there will be a reduction in loan forgiveness available
  3. If you’ve cut wages by 25%, that dollar value will affect the loan forgiveness as well (Neil Bradley, EVP US Chamber of Commerce – Explanation of March 27th, 2020 Stimulus Bill in Inc Q&A)

Can I qualify for a Paycheck Protection Loan if I have already let employees go?

Yes. If you bring them back on your payroll. (Neil Bradley, EVP US Chamber of Commerce – Explanation of March 27th, 2020 Stimulus Bill in Inc Q&A)

How to convert loans into grants (forgiveness)

They will look at your expenses for the eight weeks AFTER the origination of the loan. Every dollar that is spent on the following will count:

  • Payroll
  • Utilities
  • Rent
  • Interest on mortgage debt

This will be dollar for dollar based upon those expenditures for loan forgiveness, in other words, 100% of the loan can be forgiven. Neil Bradley, EVP US Chamber of Commerce – Explanation of March 27th, 2020 Stimulus Bill in Inc Q&A)



Can I qualify for the Emergency Paid Sick Leave tax credit if I have employees outside the U.S.?

The 500-employee requirement applies to only employees in any state of the United States, the District of Columbia, or any U.S. territory. Therefore, if you have over 500 employees in total, but less than 500 in the U.S. (including territories and Washington D.C.), the Emergency Paid Sick Leave Act applies to your business. You are required to pay for coronavirus-related sick leave (as defined under the Act) and are able to qualify for tax credits.

How do I calculate hours worked by a part-time employee for purposes of COVID-related paid sick leave or expanded FMLA?

A part-time employee is entitled to leave for his or her average number of work hours in a two-week period. Therefore, calculate hours of leave based on the number of hours the employee is normally scheduled to work.

How do I calculate required paid sick leave if my part-time employee’s schedule varies from week to week?

Use a six month average. If the employee’s number of normal hours scheduled has not yet been determined, or if the employee’s schedule fluctuates from week to week, you may use a six-month average to calculate the average daily hours. Such a part-time employee may take paid sick leave for this number of hours per day for up to a two-week period, and may take expanded family and medical leave for the same number of hours per day up to ten weeks after that.

What if the employee hasn’t been employed for six months?

Use the number of hours agreed upon when hired. If the six month average cannot be tallied because the employee has not been employed for at least six months, use the number of hours that you and your employee agreed to when hired. And if there is no such agreement, you may calculate the appropriate number of hours of leave based on the average hours per day the employee was scheduled to work over the entire term of his or her employment. (Department of Labor)

When calculating Emergency Paid Sick Leave pay, am I supposed to count overtime?

Yes. The Emergency Family and Medical Leave Expansion Act requires qualifying employers to pay workers for hours they would have been normally scheduled to work even if that is more than 40 hours/week.

However, the Emergency Paid Sick Leave Act requires that paid sick leave be paid only up to 80 hours over a two-week period. For example, an employee who is scheduled to work 50 hours a week may take 50 hours of paid sick leave in the first week and 30 hours of paid sick leave in the second week. In any event, the total number of hours paid under the Emergency Paid Sick Leave Act is capped at 80.

Does the Emergency Paid Sick Leave apply to employee leave taken in March?

No. The Emergency Paid Sick Leave is effective April 1, 2020.



What records do I need to keep for COVID19-related employee sick leave or expanded family and medical leave?

Private sector employers that provide paid sick leave and expanded family and medical leave required by the FFCRA are eligible for reimbursement of the costs of that leave through refundable tax credits. If you intend to claim a tax credit under coronavirus relief bill (or any other program) for your payment of the sick leave or expanded family and medical leave wages, you should retain appropriate documentation in your records.

What is the easiest way to track employee hours, PTO accruals, and overtime?

Employee time tracking systems create online timecards as employees log their hours with an online web clock.

Where do I get the forms to apply for the tax credit?

The Department of Labor directs employers to contact the Internal Revenue Service (IRS) for forms, instructions, and information for the procedures that must be followed to claim a tax credit, including any needed substantiation to be retained to support the credit. (Department of Labor)

What is the best way to verify employee hours to apply for a tax credit for Emergency Paid Sick Leave or a Paycheck Protection loan?

Employers need to track employee time accurately wherever they are working. Intelligent employee web clocks allow employees to punch in and out for shifts from any remote location using a laptop or smartphone. Intelligent clocking filters punch options based on current state to reduce errors and improve accuracy. Intelligent web clock is an easy and accurate way to record remote employee time.

What if an employee has already taken FMLA leave? Are they eligible for emergency paid leave?

Yes, if you are a covered employer, an employee can take sick leave under the Emergency Paid Sick Leave Act in the coronavirus relief bill.

How is a full-time employee defined under the Emergency Paid Sick Leave Act?

For purposes of the Emergency Paid Sick Leave Act, a full-time employee is an employee who is normally scheduled to work 40 or more hours per week.

What is a part-time employee under the EPSLA?

In the Emergency Paid Sick Leave Act, a part-time employee is defined as one who is normally scheduled to work fewer than 40 hours per week.

How long can an employer claim coronavirus relief tax credits?

Eligible employers will be able to claim these credits based on qualifying leave they provide between April 1, 2020 and December 31, 2020.

If I provided paid leave before April 1, 2020, can I claim a tax credit under the Emergency Paid Sick Leave Act?

The Department of Labor clarified that emergency paid leave is not retroactive, so no tax credit can be claimed to leave provided to employees prior to April 1, 2020.

If I have under 50 employees, am I automatically exempt for the EPSLA requirements?

No. The FFCRA gives the DOL the authority to exempt businesses if the requirements under the EPSLA or the EFMLEA would threaten the viability of the business.

If I have under 50 employees, how do I get an exemption from the DOL?

As of this writing, the DOL has not provided explicit instructions. We will update this article when the information becomes available. However, it’s always critical to document revenue, employee timecards, and PTO policies.

Can employees substitute accrued PTO or sick leave for the initial ten days of unpaid leave under the EFMLEA?

Yes.



Where can I find more information about tracking employee time, qualifying for tax credits or a Paycheck Protection Loan, or managing remote employees?

How do I pay quarantined workers? Absence management for COVID-19.

How To Manage PTO For Remote Workers

Professional Services/Tech: Use Geofencing to Track Remote Employees During Covid-19 Pandemic

What Are The Best Guidelines For Creating A PTO Policy For Your Business?

How to Buy Employee Time Clocks For Small Business in 2020: The All-Encompassing Guide

 

Video Interviewing Helps Recruiters Hire Remotely While Social Distancing

Video Interviewing Helps Recruiters Hire Remotely While Social Distancing

Updated March 26, 2020

Video interviewing is helping essential businesses interview candidates during the coronavirus pandemic.

Recruiters and Job Applicants are Working Remotely

  1. Recruiters can interview candidates while working from home
  2. Applicants can talk to hiring managers while self-isolating
  3. 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.

Hiring During the Coronavirus Pandemic: 3 Ways to Compete With Amazon and Walmart

Hiring During the Coronavirus Pandemic: 3 Ways to Compete With Amazon and Walmart

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.

Geofencing Helps Prof. Services Companies Track At-Home Employees

Geofencing Helps Prof. Services Companies Track At-Home Employees

The professional services/tech industry is fortunate that many of the jobs can be done at home. Now that employers have expanded telecommuting due to COVID-19, they need a good way to track virtual teams. There is a misconception among some that you only need to track hourly workers. This is simply not true. It’s even more important to track all employee hours during the coronavirus regardless of how employees are paid.

Professional services/tech/legal/scientific companies need to track time and attendance for ALL employees—hourly and salaried.

7 reasons you need to track time for all employees:

  1. Make sure you pay employees accurately (the last thing they need is a problem with their paycheck)
  2. FMLA/FLSA compliance
  3. To maintain employee hours records for any coronavirus government employer relief programs
  4. To maximize your labor budget
  5. Accurate PTO calculations
  6. Establish accountability (for everyone)
  7. Help managers keep projects on schedule

Time and Attendance Systems for Remote Workers

Mobile time and attendance apps help you track team members wherever they are working. Employees use a smartphone or tablet to clock in from any location. The app is synced with (or a part of) the time and attendance system.

Tech/legal/prof services/scientific companies use mobile time tracking apps for employees at home and employees who move around during the day.

Don’t Get a Time Tracking System Without Geofencing

Trying to choose a time tracking system for the coronavirus? Consider geofencing capability. Don’t go half-way. If you have at home employees, there is no reason to use a system without geofencing.

Geofencing Provides Ultimate Oversight During COVID-19

If you need to know if employees clock in and out at the right location, geofencing is the best way to do that.

Before we proceed, let’s back up a little.

What is Geofencing?

Geofencing is a tracking capability used in concert with a pre-set virtual boundary. The virtual boundary is called a geofence. It is based on an actual physical location.

The Location Triggers an Action

Identifying a virtual boundary is the first component. The second piece is the action that occurs. For example, a monitoring app can send a text to a parent when their child arrives home. A marketing app can text a coupon when you approach a business location.

How Does the App Track Location?

Geofencing requires GPS, RFID (radio-frequency identification), Wi-Fi or cellular data to track the location of a mobile device or RFID tag.

How Do You Use Geofencing For Employee Time Tracking?

In the employee time tracking app, draw a geofence around a site on a map. Most apps let you identify multiple geofences. Assign employees to designated areas.

The app tracks their location relative to the geofence.

9 Benefits of Geofencing for Mobile Employee Time Tracking

  1. Identify employees who clock in or out beyond their authorized location
  2. Receive a notification in real time if a punch occurs outside the fence
  3. Generate reports of punch times and locations for a specific employee or group
  4. Track employee hours for accurate payroll
  5. Retain employee time cards for FLSA, FMLA, coronavirus relief recordkeeping
  6. Enforce time and attendance policies
  7. Ensure employees know they are at the correct location
  8. Track employee hours per project or job location
  9. Track employee mileage for company reimbursement

Do You Have a Problem With Time Theft?

Employees can’t clock in when they aren’t in their authorized work location. For additional time theft prevention, pair geofencing with schedule enforcement. Schedule enforcement restricts early or late punches. You will have two safeguards; 1. Geofencing restricts out-of-bounds punches. 2. Schedule enforcement restricts out-of-schedule punches.

Allow Managers to Manage

Managers are more effective when they don’t have to monitor offsite employees. During the coronavirus, all of us have full plates with family and work responsibilities. The system sends an alert if an employee punches in outside of the geofence. Managers can focus only on problem punches, not the in-bounds punches. Managing by exception saves time and improves efficiency.

Manage Fluctuating Daily Service Schedules

Do your mobile employees serve clients directly? Geofencing helps you manage fluctuating daily service schedules. If an employee gets stuck in traffic, you can see where they are. They don’t have to call you from the road, risking safety and tying up a phone line. Know immediately if you have to modify the appointment schedule.

How to Implement Geofencing for Tracking Remote Employees During the COVID-19 Pandemic

If you are planning to use geofencing during the coronavirus, here are issues to address before the rollout.

1. Inform Employees

Inform employees that you are introducing geofencing. If you don’t tell them and they find out later, they will feel like they are being spied on. Don’t erode their trust. Especially when they are worried about the COVID-19 pandemic. Explain all the benefits discussed previously. You don’t want them to have the misperception that it will only be used to reprimand late or absent employees.

2. Review Mobile Device Policies/Cell Phone Plan

A geofencing app may use mobile data and can affect battery life. If your employees use their own mobile devices, take this into consideration. If you provide devices to your mobile employees, review your business cell phone plan. You might want to change your plan before using a geofencing app.

3. Teach Employees How to Use The System

Time tracking apps are super easy to use. It may seem unnecessary to give formal training. But you can’t assume that every employee and manager understands exactly what to do. Train them thoroughly: how to punch in and out, how to view time cards, and how to request time off. If your system syncs with scheduling, show them how to view their schedule and request a shift trade. During the coronavirus, this training may need to take place during a teleconference. If you have an HRMS portal, include a link to training.

4. Review Time and Attendance Policies

You should have explained time and attendance policies to employees when they were hired. Remind employees of the policies before implementing geofencing. Include the policies in your employee handbook. Ensure that managers treat all team members equally when it comes to time and attendance.

The team at ApplicantStack appreciates the employers and employees who are flattening the coronavirus curve by allowing employees to work at home.

We Are With You

We Are With You

Dear ApplicantStack Customer,

I am writing to let you know that we are with you as we face the COVID-19 global challenge. I know this is affecting your family, your employees, and your livelihood. I know you have concerns, just like I do.

I want you to know we appreciate your business. We understand that this is a difficult time and are dedicated to providing continuous, uninterrupted service during our national response to the COVID-19 pandemic.

We know you depend on our ApplicantStack solution to run your business. We also realize that our solutions may be more important than ever as we all consider how to hire, onboard and manage a workforce remotely or under changing conditions.

We are working through many of these challenges as well.

I want to assure you we are working to help your business during this critical time. Your business is important to us, and we know you depend on us for support. We are grateful to you and hope you and your team are safe and healthy.

Steps we’ve taken as a company

We have taken the following steps to protect the health of our employees and ensure our services and support will continue for you without interruption:

  1. I have instructed all staff to work from home and to remain as isolated as possible for the next two weeks. We feel strongly that we must do what we can to help “flatten the curve” and our solution is to work remotely.
  2. Our phones have been re-routed through our telephony service so that operations will continue without interruption. All inbound calls will be answered as normal.
  3. Our servers are safe, secure and under the constant watch of our technical staff who have full access as normal.

Our HR team is in contact with our employees and monitoring their health status so we can respond accordingly. Fortunately, our team is healthy. I hope yours is as well. We are following guidance from the Center for Disease Control and local health agencies for reducing the rate of transmission.

We are doing everything we can to make sure that SwipeClock service and support will continue to operate without interruption, our solutions will be available without interruption, and that we continue to deliver product improvements that we’ve promised.

If you have any questions, I invite you to call us at 801-617-1234.

Thank you,

—Coleman Barney, SwipeClock CEO

How do I pay quarantined workers? Absence management for COVID-19.

How do I pay quarantined workers? Absence management for COVID-19.

Updated March 19, 2020 with the latest information about The Emergency Paid Sick Leave Act of 2020 (part of the Families First Coronavirus Response Act).

Mandated or voluntary quarantine create confusion for employers and employees alike. Most of us have never experienced a global public health crisis that has affected virtually every aspect of our lives.

Business owners and Human Resources professionals are doing their best to protect their employees while continuing to serve their customers, clients and—in the case of healthcare providers—their patients.

How do you pay quarantined employees? What if they aren’t sick?

First, we will look at obligations under federal laws. Whether or not the employee is sick is a determining factor for FMLA. We discuss FMLA after we discuss broader Fair Labor Standards Act (FLSA) requirements. This is intended to be a general guide. Competent legal guidance is a good idea.

NOTE: On March 18, The Emergency Paid Leave Act of 2020 was passed. This new legislation provides additional assistance to individuals affected by the COVID-19 crisis. It provides employers with tax credits to offset newly required paid sick leave, paid family and medical leave and specific health plan expenses. We explain how this law affects how you pay employees who take sick leave due to the coronavirus pandemic.

How do I pay quarantined employees?

  1. Identify employee status
  2. Use a timekeeping app to track hours
  3. Determine if FMLA, union contracts, or PTO applies

Identify employee status: exempt, nonexempt, fluctuating work week (FWW), subject to collective bargaining agreement

Is the employee exempt?

FLSA requires employers to pay an exempt worker his or her weekly salary in any workweek in which they work. Whether or not they are quarantined.

Did the exempt employee perform work during the week in which they were quarantined?

If a salaried employee is quarantined after they perform work during a workweek, the employer must pay them their entire salary for that week.

Exempt quarantined employees working at home?

If quarantined exempt employees are working at home, they must be compensated the entire weekly salary for any week in which they perform work.

Exempt quarantined employees at home not working?

The employer doesn’t have to compensate an exempt employee for a workweek in which the employee doesn’t perform any work. We talk about PTO ahead.

Is the employee nonexempt?

The FLSA requires employers to pay nonexempt employees for the time they actually work. Thus, an employer need not compensate hourly employees for time spent in quarantine unless the employee performs work OR there are state requirements for providing paid leave to hourly, nonexempt employees.

Do you have hourly employees working at home during quarantine?

If hourly employees work at home during quarantine, they must be paid for all of their time worked.

How do I track time for hourly employees working at home during quarantine?

Use an employee timekeeping system with a mobile app. Your hourly quarantined employees can clock in at home on their phone, tablet, or laptop.

How do I know my hourly (nonexempt) quarantined employees are at home working?

If you want to ensure your hourly at-home employees are where they say they are, get an employee timekeeping app with geotracking. Their manager (or you) can see where they punch in and out. Geofencing takes it a step further. If you configure a geofence in your mobile employee timekeeping app (it just takes a second), you will be alerted if the employee tries to punch in outside of the fence (geographic location). Read more about geofencing here.

Paid by fluctuating workweek (FWW)

Nonexempt workers paid on a FWW (as defined by the FLSA) generally must be paid their full FWW compensation for each workweek in which they perform any work, whether under quarantine or not.

Exempt quarantined employees with PTO

If your employee is quarantined, you can generally require them to use vacation time or PTO, pursuant to your company PTO policy. This is tricky. If you have any question, consult your legal counsel.

What if I send an hourly employee home in the middle of a shift?

Your state law may require you pay the nonexempt worker for a minimum number of hours for the day. Check with your state department of labor.

Do you have union employees?

Union contracts could affect your absence management during the coronavirus.

Employers with union employees should review their collective bargaining agreements to determine if there are any restrictions on asking people to take unpaid administrative leave or sick leave. The Society for Human Resources Management (SHRM)

The Emergency Paid Leave Act of 2020

This law provides additional assistance to individuals affected by the COVID-19 crisis. As part of this program, employers with fewer than 500 employees will be required to provide:

  • Up to 80 hours of emergency paid leave to full-time employees along with special considerations for part-time employees.
  • Up to 12 weeks of job-protected leave related to caring for a child.
  • In addition, the bill requires group health plans, health insurers and government programs to provide free coronavirus testing.

What Do Employers Need To Do To Qualify?

Employers can qualify for tax credits if they are able to:

  • Provide employees with a special allocation of qualified PTO;
  • Track employee usage of qualified PTO separately from regular PTO; and
  • Report qualified PTO usage in a compliant tax filing.

The Emergency Paid Leave Act of 2020 defines an “emergency leave day” as a day in which an individual is unable to work due to one of four qualifying reasons related to COVID-19:

  • The worker has a current diagnosis of COVID-19.
  • The worker is quarantined (including self-imposed quarantine), at the instruction of a health care provider, employer, or government official, to prevent the spread of COVID19.
  • The worker is caring for another person who has COVID-19 or who is under a quarantine related to COVID-19.
  • The worker is caring for a child or other individual who is unable to care for themself due to the COVID-19-related closing of their school, child care facility, or other care programs.

It also defines other key terms including “eligible individual,” which is someone who was working in the thirty days before they were impacted by COVID-19.

Qualifying for relief under this law can help your business weather this crisis.

What if I have to close my business temporarily due to the coronavirus?

If you have to close your business temporarily due to the coronavirus, you can generally require exempt employees to take vacation or PTO. You must compensate the employee their full weekly salary. If the worker doesn’t have earned vacation or PTO, you must pay them their regular weekly salary IF they do any work during the week. Otherwise, they could lose their exempt status.

Does FMLA leave apply for employees or family members who may contract coronavirus?

Yes, assuming that the FMLA applies to the employer, coronavirus would qualify as a “serious health condition” under FMLA. The employee could take FMLA leave if either the employee or an immediate family member contracts COVID-19 (or any other illness). In addition, the worker would be entitled to job reinstatement. Your state may have additional protections.

For an employee to invoke their 12 weeks of unpaid FMLA leave, he or she must have a “serious health condition” and otherwise satisfy the FMLA eligibility criteria. Although the symptoms of COVID-19 have been reported as flu-like, COVID-19 may be considered a serious health condition depending on the circumstances. Accordingly, an employee with COVID-19 or an employee who is taking care of a qualifying family member with COVID-19 may be permitted to take protected FMLA leave. However, employees who refuse to come to work out of fear of contracting COVID-19 would not typically qualify for FMLA leave. (SHRM), February 27, 2020

If your company is subject to FMLA, and the employee is eligible for FMLA, you must provide unpaid leave. Make sure you follow state leave laws as well.

Would I need to pay workers’ compensation for workers who contract coronavirus?

If the employee contracted the disease in the course of their employment, it would probably apply. Does the employees’ work require them to be exposed to persons who are infected? Most healthcare workers meet this criteria. If an employee incidentally contracts the disease from a co-worker, there will likely be no workers’ compensation liability.

Haven’t sent workers home yet?

This graph has been published everywhere in the past few weeks. I am including here in case you haven’t seen it. It helps show why it’s critical to enact measures now to slow the spread of the coronavirus.

Allowing employees to work at home protects your business, your community, and healthcare workers.

How to design an absence management policy that works

When the coronavirus crisis has passed, you will still have to manage absences. Let’s discuss how to create an absence management policy.

Employee absences occur within every company. It may occur in the form of tardy employees, sick leave, or paid time off. Designing a good absence management policy that works for both your company and your employees can be a daunting task. Go too strict and inflexible and you may have higher attrition and more stressed out employees who produce less. It is a balancing act between cost and benefit. After all, when employees take time, you essentially pay them not to work. What benefit does that have on your company?

First, let’s define the difference between absence management and leave management. Absence management is the program or policy that your company has to control unexpected leaves due to illness, injury, or emergencies. Absence management includes how you control unscheduled, unexpected, and excessive absences. It includes how you handle late employees.

Leave management covers expected and planned time off. It is the process by which employees request time off work and managers approve or deny those requests.

Your company should clearly outline the policy and procedures for handling both types of employee absences in your employee handbook. This provides employees with a clear idea of employer expectations and a clear path for both unplanned and planned absences.

Absence Management

Absences come in all different forms and sizes. It can come in the form of employee tardiness, minor illnesses, or long-term absences. How you deal with and handle absences will have a great impact on employees as they return to work and re-engage with their jobs.

Absences have a negative impact on the business in several ways:

  • Increase employer expense: Employers have to “fill in the gaps” by hiring temporary staff, filling in for a subordinate, or paying other employees overtime. Instead of working on more productive tasks, managers spend time filling vacancies or covering for employees. Higher wages are paid, either to temporary staff or through overtime. This is a hard cost of absences.
  • Lower morale: Employees who routinely cover for absent employees can feel burnout quicker. They may feel used. Increased workloads mean higher stress. If one employee is perceived to be absent an unfair number of times, this can increase perceived bias by management to allow these absences.
  • Increased mistakes: Staff that is required to cover other job positions or meet with clients they don’t have relationships with are more likely to make mistakes. Employees who return to work after repeated absences or a lengthy absence is more likely to make a mistake or be unaware of changes.
  • Decreased productivity: Covering shifts can mean your employees are unable to focus on the priorities of their own responsibilities. This happens as “emergency” tasks take priority over less urgent, but more important tasks. Employees get stressed, which makes distraction easier.

The Cause of Employee Absenteeism

First, let’s take a look at many reasons why employees are absent from work:  

  • Minor illness or injury: employees are absent for a short period of time.
  • Personal emergencies: alternative childcare for a sick child, domestic violence, car malfunction, or another personal issue that impedes the employee’s ability to show up to work timely or at all during a particular shift.
  • Reccuring medical conditions: impact the employees’ absences over the course of a long time. They also impact presenteeism, when an employee shows up to work, but fails to be fully productive due to the medical condition.
  • Mental illness and health: stress and burnout impact employee mental health. They also exasperate mental illnesses such as depression or anxiety. Mental illness is often cited as a top reason for employee absences, even when it is not the reason reported to management.

Understanding these reasons helps you to develop a better plan around absence management.  It is important to get the real reason why an employee is absent. But, that’s not the only step.

Clarify your policy around absences

Your policy should address things such as tardies and short-term leave. It should also include extended leave policies. Define what is unacceptable. Identify solutions for employees facing unexpected absences and who should be notified. Outline company resources to help with employee absences. Your resources can include direct managers, human resources, or outside help.

For example, domestic violence often shows up with an excuse of injury, car troubles, or other excuses. Mental illness is the same. Employees cite other external reasons for absence when anxiety or depression is the actual cause. You can help employees to deal with these external factors by providing resources that employees can turn to in a crisis. This can help to stem absences.

Be sure to include information regarding employee leaves such as FMLA and make sure that your policy covers absences protected by law such as those caused by pregnancy disability or other disabilities.

  • Identify your policy around absences:
  • Identify employee procedure when absences occur
  • Outline resources for employees facing an absence
  • Cover absences covered by the law

Track and Measure Employee Absences

It’s impossible to really understand the absences in your company if you aren’t tracking them. Make sure that you have a reliable timekeeping system that will accurately track employee schedules and absences when they fail to show up for work. You can take a granular look at individual days and shifts or look at overall patterns, trends and seasons.

This allows you to see specific employee patterns, identify managers with increased absenteeism, or show potential issues with specific locations or shifts.

If you don’t track absences, you can’t improve it. Measuring allows you the data you need to address issues without attacking individuals or making employees defensive. For more information on how Timeworks Plus can help your business track and monitor employee absences, fill out the form below this article.

Stay in Communication

When employees are tardy or absent, it is vital to communicate with them. Don’t assume that employees know that regular tardies are an unacceptable habit. Instead, touch base with them, find out the real cause behind the tardy and discuss options for solutions. When employees are sick, touching base, instead of simply acknowledging a text, is vital to showing them that you care and are concerned with their well-being. It also provides a great way to keep employees informed of changes while they are gone.

Generally, touching base early in the absence provides a way for the employer to check in on the employee, provide well-wishes, and to discuss a timeframe for communication that will work for the employee and manager. Employees can identify how they would like to be contacted during an extended leave and how often. Some employees like regular check-ins while others feel pressured to return to work if they hear from their employer too often. Thus, it’s important to discuss and set up a framework for all contacts at the company to follow. This will also help to reduce redundant calls from managers, HR, and payroll.

Employers can use an employee portal to provide updates to absent employees. Updates, communications, and resources can be made available. Thus, employees who are absent for an extended period can check in, read the latest or watch news releases, and feel a part of the company during that time. This provides flexibility, but also provides a verifiable method of issuing employee notices without harassing the employee.

Have a “Back to Work” Process

Create a “back to work” process. This can be something as simple as a checklist kept in your workforce management software. It should include steps such as a return to work interview, reorientation on new policies and procedures, and updates on changes while they were gone.  

  • Welcomed back to work by manager
  • Back to work interview
  • Reorientation on updates, changes, or news
  • Collection of all documents related to the leave

Employees returning to work after an absence should have a “back to work” interview. Managers can welcome the employee back to work and update them. This can be an informal discussion where their manager updates them on any relevant news during a brief absence.  This can include updates on customer messages or conversation with other account reps.

Or, it can be a lengthier process wherein employees are given time and resources to adjust to working again.

It can include a modified schedule for the employee to climatize back into full-time work. Or it can include a discussion regarding how the employer can accommodate an employee’s long-term disability or medical needs.

Back to work processes should include gathering any further documentation required by FMLA, sick leave, or other labor laws. They can include setting the employee backup on benefits and re-orientating them to the workplace and new policies implemented during their absence.

By utilizing a back to work policy, you help to ensure that employees returning to work don’t feel unnecessary stress and anxiety over the change in schedule and responsibilities.

Leave Management

Unlike absence management, leave management usually revolves around planned absences. From a numbers standpoint,  leave management appears to be counter-intuitive. You pay employees to not work. However, leave management lowers employee stress, provides better work/life balance.

Accurately plan for leave requests

How many employees can be off at a given time?

If you have a number in your head, then consider if that number should be the same year round. Although many managers have a set number of employees who can “take” time off on any given week, the reality is much different. Business ebbs and flows. Some weeks allow for more employees to take PTO, while other weeks produce greater demand. But the only way to really know the demands of the business is through historical records.

The winter holidays (Thanksgiving through New Years) is often a very busy time for retailers. However, other employers may see a marked decrease in customer traffic and demand. Make sure to rely on your workforce management data and plan week by week for allowable absences. This will help you to approve extra PTO requests when the business needs naturally slows down.

Make PTO easy for employees

Don’t shame employees who take time off. Don’t make it difficult for employees to request time off. Time away from work is important for employees to maintain a healthy balance and it ranks as a high priority on employee benefits.

Ideally, PTO is requested in advance. However, employees are human and subject to poor planning. Family or friends may invite them on spur-of-the-moment activities that are highly valued to the employee. So it’s important to provide a means for employees to request time off.

An employee portal becomes a valuable tool because employees can request time off at the time they are thinking about it. They don’t have to wait until the next workday to request time off. It provides managers with current requests. This means that both employees and managers can better plan for time off.

Another way to provide flexibility for PTO requests is to allow employees to initiate “shift swapping.” This allows employees to agree to swap a shift, which then has to be approved by a manager. This helps eliminate the time spent by managers to find a replacement. Shift swapping is handled in TimeSimplicity.

Employers can enable PTO sharing, where employees can donate extra time off to an employee who faces special circumstances. This helps to build community and foster goodwill.

Lastly, don’t forget to give employees access to self-service when handling their leave tasks. Provide access to your employee handbook, Q&A, and leave balances on the employee portal. Finally, let employees submit FMLA certificates electronically vía the portal.  

Respond to leave requests promptly

Managers who respond to leave requests immediately help foster communication. Employees can immediately know if they will be able to continue their plans for time off. Managers can view time off requests vía their workstation or a mobile device.

Use an absence calendar

An absence calendar helps managers to see at a glance who is scheduled off today and in the near future. THey can better plan. Absence calendars make it easier for managers to respond because they can quickly see who is scheduled to be off during the same time period. Managers can access their absence calendar on their mobile devices.

Be transparent

Employees don’t like to be left in the dark. Be transparent and they are more likely to be part of the solution. If employees understand how much time off is allocated and why they are more likely to plan around busy seasons. Employees know when they are buses and when they have periods where there is more conversation time. Let them be a part of the conversation.

Additionally, transparency helps to alleviate disgruntled employees who don’t get requested time off. Employees see how many requests are ahead of theirs and learn that earlier requests get approved easier. If you prioritize time off by seniority, then having a clear process helps new employees to know when the deadlines for senior requests are over so they can promptly request time off.

Conclusion

Reduce the impact of unexpected absences through a good absence management process. This helps you to increase employee notice of absences and helps employees to transition back to work. Employees time off helps them to recover from illness, reset their stress levels, and increase production. Make sure you have the tools and policies in place to maximize your ROI. 

By Annemaria Duran and Liz Strikwerda. Last updated March 16, 2020

Coronavirus: What Your Healthcare HR Department Needs to Know Right Now

Coronavirus: What Your Healthcare HR Department Needs to Know Right Now

Every day, healthcare employers realize that the coronavirus situation is impacting HR in yet another way.

Let’s go over the urgent issues for Human Resources departments in healthcare, social services, daycares, and dental practices.

Buckle up. There are a lot.

What should my HR department be doing about the coronavirus?

  1. Protect employees
  2. Let employees work at home if possible
  3. Consider paid sick leave
  4. Administer FMLA, worker’s comp, disability correctly
  5. Understand how the EEOC Pandemic Preparedness guidance may influence ADA compliance
  6. Prepare for things to get worse

1. Protect employees

Require all employees to use preventative practices to avoid exposure or transmission of the virus. If an employee comes to work sick, send them home before they come in contact with co-workers.

If an employee is confirmed to have COVID-19, inform your staff or possible exposure. You don’t have to reveal the employee’s identity. Require exposed co-workers to follow CDC guidance of risk assessment.

Use your HR software to enforce policies

If you have an HR portal, post continual reminders about best practices for infection control. Include proper hand washing, disinfecting work surfaces frequently, coughing into a tissue and throwing it away, and social distancing.

Place posters throughout the workplace reminding employees of your policies. Consult the CDC website frequently for updates on best practices.

Non-essential employees

If your employees who don’t provide patient care clock in with a webclock, post a message on the clock in portal requiring them to go home if they experience flu-like symptoms. Tell them to leave immediately and either call, email, or text their manager when they get home.

Make it easy to disinfect in your workplace

Provide soap and water, tissues, alcohol-based hand sanitizers, disinfectant wipes, and no-touch waste baskets throughout your facility.

Ask your custodial staff to disinfect door handles, bathroom faucet handles, remote controls, countertops, and other high-touch items more frequently.

If you use a biometric time clock that requires employees to touch a screen, disinfect it between employees following the manufacturer’s instructions. Provide hand sanitizer next to the clock so employees can disinfect their hands after clocking in. Consider getting a no-touch biometric clock such as an iris scan model.

2. Let employees work at home and provide IT support

In healthcare workplaces most employees need to be onsite. Evaluate how many administrative workers can work remotely. Provide IT support if necessary so employees can stay virtually connected and do their jobs.

Use a human resources management system (HRMS) to help employees understand and follow company policies.

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. Harvard Business Review

Pay at-home workers accurately

You can track employee time for at-home workers with inexpensive employee timekeeping and scheduling apps. Your employees can clock in with their smartphone, view their schedules, and access their timecard.

3. Consider paid sick leave

If an employee gets COVID-19 or experiences symptoms, consider offering paid sick leave. Many people can’t miss even one paycheck. Companies who don’t offer paid sick leave risk having ill employees come to work and infecting others. Even employees who are not ill may need to quarantine or self-isolate.

Employers with union employees should review their collective bargaining agreements to determine if there are any restrictions on asking people to take unpaid administrative leave or sick leave. The Society for Human Resources Management (SHRM)

When can I let employees come back to work after quarantine?

They must have had no symptoms for at least 24 hours. Free of fever 100.4°F (37.8° C) or higher. That means  WITHOUT using medication that could mask or suppress the symptoms including fever-reducing painkillers or cough medicine. NOTE: this is current CDC guidelines. This could change when more is known about COVID-19. Check CDC updates frequently.

Don’t require a doctor’s note

Don’t require a doctor’s note for not coming in to work, verifying recovery (or no symptoms after quarantine period). Many healthcare providers are overwhelmed and may not be able to provide the documentation for several weeks. If they quality for FMLA leave, they may need a doctor’s verification at some point. We discuss FMLA below.

4. Coronavirus and FMLA, worker’s comp and disability

FMLA, worker’s comp, and disability can be complicated in the best of times. HR professionals have several questions about how to administer these as it applies to coronavirus.

This is the most recent guidance from the Department of Labor.

Does FMLA leave apply for employees or family members who may contract coronavirus?

Yes, assuming that the FMLA applies to the employer, coronavirus would qualify as a “serious health condition” under FMLA. The employee could take FMLA leave if either the employee or an immediate family member contracts COVID-19 (or any other illness). In addition, the worker would be entitled to job reinstatement. Your state may have additional protections.

For an employee to invoke their 12 weeks of unpaid FMLA leave, he or she must have a “serious health condition” and otherwise satisfy the FMLA eligibility criteria. Although the symptoms of COVID-19 have been reported as flu-like, COVID-19 may be considered a serious health condition depending on the circumstances. Accordingly, an employee with COVID-19 or an employee who is taking care of a qualifying family member with COVID-19 may be permitted to take protected FMLA leave. However, employees who refuse to come to work out of fear of contracting COVID-19 would not typically qualify for FMLA leave. (SHRM), February 27, 2020

Coronavirus FMLA takeaway: If your company is subject to FMLA, and an infected worker (or the worker’s immediate family member) is eligible for FMLA, you must provide unpaid leave. Make sure you follow state leave laws as well.

Would I need to pay workers’ compensation for workers who contract coronavirus?

If the employee contracted the disease in the course of their employment, it would probably apply. Does the employees’ work require them to be exposed to persons who are infected? Most healthcare workers meet this criteria. If an employee incidentally contracts the disease from a co-worker, there will likely be no workers’ compensation liability.

Coronavirus worker’s comp takeaway: Consult with a medical professional on infectious diseases for advice on whether an employee’s illness is work-related.

Would I need to pay my employees disability benefits if they contract the coronavirus?

Yes, if such payments are provided in your company’s benefit plan.

Employer coronavirus disability takeaway: Review the limits of coverage in your benefit plan to ensure they have medical resources to administer the program.

5. Coronavirus and ADA compliance

In many situations, the coronavirus will most certainly qualify for “direct threat” status as defined by the U.S. Equal Employment Opportunity Commission (EEOC) Pandemic Preparedness guidance. Consult your legal counsel to navigate the gray area where ADA rules and CDC recommendations intersect.

  • Keep personal health information confidential
  • Don’t single people out as having an increased risk due to racial or ethnic factors
  • Any employer who prevents workers who’ve recently traveled to China may be vulnerable to an ADA violation

Maintain confidentiality for people exposed, self-quarantined, or with confirmed cases of the disease. You need to inform your employees if they were exposed to someone with COVID-19, but you don’t necessarily need to divulge the employee’s identity.

A “direct threat” is “a significant risk of substantial harm to the health or safety of the individual or others that cannot be eliminated or reduced by reasonable accommodation.” If an individual with a disability poses a direct threat despite reasonable accommodation, he or she is not protected by the nondiscrimination provisions of the ADA. Pandemic Preparedness in the Workplace and the Americans With Disabilities Act,  (EEOC)

6. Prepare for increased cases

This will most likely get worse before they get better.

  • Cross-train employees to decrease the impact of absenteeism
  • Evaluate business travel policies
  • Consider which conferences and meetings you should cancel or reschedule
  • Train managers and employees on updated company policies
  • Multi-state employers: determine if you need to modify policies for managing multiple locations. For example, you may need to give increased authority to onsite managers to make decisions based on local conditions.

Create an Infectious Disease Outbreak Response Plan using CDC guidance.

Why 2020 Hiring is Hopeless Without an Applicant Tracking System

Why 2020 Hiring is Hopeless Without an Applicant Tracking System

5 minute read. Updated March 1, 2020.

What is an Applicant Tracking System (ATS)?

An applicant tracking systems is a type of HR software that automates the hiring and onboarding process

7 Sober Hiring Stats You Can’t Ignore

  1. According to the U.S. Department of Labor, there are 670,000 more job openings than there are unemployed potential workers.
  2. About 7 in 10 companies reported talent shortages in 2019, the highest level ever. That’s more than three times higher than a decade ago. (Manpower Group)
  3. Top candidates are on the job market only 10 days only before accepting a job offer.
  4. 94% of companies with recruiting software report that it’s improved the hiring process.
  5. 35% of small organizations use ATS.
  6. Many companies are using recruitment texting. Some studies put text open rates above 90%! Compare that with around 45% for emails.
  7. 64% of applicants would share negative application experiences with friends and family and 27% would actively discourage others from applying.

11 Undeniable Benefits of Applicant Tracking Systems

1. An Applicant Tracking System Saves You Lots of Money

Applicant tracking systems provide an impressive ROI. How much? A small company can save up to $10,000 using an ATS.

Companies using applicant tracking system reap the rewards. New-hire turnover is 40% less on average, and they can fill vacancies 20% more quickly.

New Hires Generate Revenue More Quickly

ATS’ help you fill positions faster. This shortens the time it takes for the new hire to generate revenue. ATS with onboarding tools further shorten the time-to-productivity.

2. Hire Top Performing Candidates Before Your Competition

An ATS help you identify top candidates and present an offer before the applicant is hired by a competitor. These high-demand employees drive productivity and innovation.

3. Track Hundreds of Resumes With Ease

When it comes to administration, ATS automation is truly impressive. Systems can handle hundreds (even thousands!) of applications, resumes, and other workflows.

Not only do you save on the cost of labor for the hiring team, but you also free up their time.

They can use that time on improving hiring strategies. Improved hiring strategies can then help your business grow even faster

With the strategic use of an ATS, you can become the budget hero in your company.

4. An ATS Creates a Dynamite First Impression

During the recruitment process, your goal is to attract top people to your company. You aren’t just recruiting; you’re marketing. Shockingly, 69% of unemployed people wouldn’t take a job if the company had a bad reputation—they would rather stay unemployed!

Applicant tracking systems help you put your best foot forward. Automate communication with candidates, so no one falls through the cracks. Get your job listed on prestigious job boards across the internet. Brand your application portal so it’s unique to your company. This is how you communicate a professional image of your company to job seekers.

5. Your Competitors Are Using An ATS

If you haven’t implemented an ATS, take note. 98% of Fortune 500 companies and at least 66% of large companies use it. The adoption rate for small companies is lower, but growing quickly. Last year, it was estimated that 35% of small organizations use ATS.

Keep in mind that you are also competing with talent sourcing agencies. The ATS adoption rate for professional recruiters is nearly 100%.

6. Recruitment Texting is a Must in 2020

Many companies are using recruiting texting in their hiring operations. The open rates for marketing texts are legendary. Some studies put the text open rate above 90%! Compare that with around 45% for emails.

Consider this: if a person has set up texting notifications, they can see a preview without opening the message. If the text is short, they can probably see the whole message in the notification window.

If you aren’t engaging with your candidates through texting, you are falling behind. ATS texting helps you leverage the power of many candidates’ preferred method of communication.

7. Quickly Narrow Down The Application Pool

First, you create a job posting. Your ATS posts it to multiple online sites (of your choosing). The applications start coming in. The system collects and organizes them in a central database. It creates a profile for each applicant.

As you know, job seekers format their resumes in a variety of ways. The ATS extracts the information and organizes it in the same format for each candidate profile. In the profile template, there is a field for each relevant piece of data.

For example, there is a field for each degree earned, each previous job title, and each skill.

This type of organization gives you searching superpowers. You can analyze and compare by work experience, education, or previous employers. Or job titles, skills, or demographic variables.

Let’s talk about resume filtering. The software uses keywords from the job posting. It matches the keywords with those found in the resumes. Consider how long it takes you to read one resume. An ATS can parse thousands of resumes in seconds.

This process weeds out the candidates who don’t have the necessary qualifications and it delivers a pool of qualified candidates before you need to read a single resume!

8. Screening Questions Help You Find Better Candidates

When you’re reviewing resumes, you’re going to choose quality over quantity every time. No one wants to waste time going through dozens of unqualified applicants. An applicant tracking system allows you to add screening questions to your application to ensure applicants meet basic qualifications like education level or years of experience. Some applicant tracking systems let you create scoring rules that weigh certain questions more heavily, so better applicants automatically rise in your review queue.

9. ATS’ Can Post To Multiple Online Job Boards

With an ATS, your job posting gets maximum online exposure. Most will post to LinkedIn, Indeed, ZipRecruiter, Glassdoor, CareerBuilder, and Monster (just to name a few) with one click. While you’re at it, post it to your social media sites and careers page.

You create the job posting in the ATS, and the software takes care of the posting. This is a huge timesaver for busy hiring managers.

10. Applicant Tracking Systems Improve Collaboration

You are more likely to find high quality candidates if multiple stakeholders can weigh in.

But if expanding the hiring team slows down the process, the top candidates will lose interest. They will seek out firms that move faster.

ATS databases enable effective collaboration. Each decision maker can enter notes and applicant ratings. (The rating system is customizable, by the way.) Mobile apps allow recruiters to access the ATS from any internet-enabled device. Some systems include video interviews that team members can watch at their convenience.

11. Applicant Tracking Systems Help You Comply With Labor Laws

To say that recruitment compliance is complicated is an understatement.

The laws are always in flux and they vary by location, industry, and business size. Small companies have fewer resources to ensure that processes are compliant.

ATS help you comply with regulations related to hiring. Vendors update SaaS systems to stay current with hiring regulations.

In addition, ATS generate reports to protect you in case of a legal challenge.

For example, suppose a rejected candidate alleges discrimination. Don’t worry. Your ATS has the documentation to validate your legal hiring criteria.

Who uses Applicant Tracking Software?

If you receive applications, you need an applicant tracking system. ATS software clients include:

  • Independent recruiters
  • Staffing agencies
  • Executive search firms
  • Large enterprises
  • Small and medium-sized businesses (SMB)

Typically, the applicant tracking software is managed by the human resources department or a hiring manager.

We’ve touched on a few ATS functions. Let’s take a deeper dive into the inner workings of applicant tracking systems.

What Does an Applicant Tracking System Do?

ATS systems perform a wide variety of functions to make the recruiting and onboarding process easier for managers as well as new employees. Any applicant tracking software should perform the following five functions.

Post Jobs

What is an Applicant Tracking System researching and applying for jobs online is nearly universalThere are incredible people out there just waiting to fill your positions – but if they never see the job posting, they won’t apply. A 2015 Pew Research study found that “researching and applying for jobs online is nearly universal” for job applicants. When selecting an ATS software, look for one that gives you access to critical job posting boards like Monster and Indeed.

In 2015, almost 60% of younger job seekers used their smartphones to search for job openings, and half of that population used a smartphone to fill out a job application. Those numbers are only expected to increase. Any of the ATS systems you look into should be mobile-friendly, creating job listings that allow applicants to submit documents via mobile phone and to bookmark jobs for later.

As any amateur job seeker will tell you, networking is the best way to find a job. Your applicant tracking system needs to sync with the most popular social networks – LinkedIn, Facebook, and Twitter. You don’t have to worry about unqualified applicants when you use applicant tracking software because they’ll be weeded out. You just want to get your posting in front of as many eyeballs as possible.

Track

Inc. reports that for every job posting, companies receive an average of 250 applications. Larger companies will be flooded with applications for each job they offer, and that’s not necessarily a bad thing. ATS software should allow you to quickly and painlessly sift through applicants, bringing the best-qualified people to your attention and automatically rejecting unqualified candidates.

Most ATS systems allow you to create pre-screening questionnaires. Applicants are required to answer certain questions, and ‘wrong’ responses will remove them from the candidate pool (while automatically sending a thoughtfully worded e-mail thanking them for the application). Some ATS systems go a step further, assigning value points to each question so you can sort candidates by score.

The best applicant tracking software integrates and automates resume parsing, resume storing, and reference checking. If it doesn’t have to be done by a human, why not automate it? The HR department or hiring manager shouldn’t have to sort through dozens of easily eliminated candidates. An applicant tracking system performs the menial tasks of analyzing dozens of candidates, so the hiring manager can focus on the few who really stand out from the crowd.

Communicate

Communication is key in every aspect of life, and that includes the hiring process. The way you communicate with a potential new hire says a lot about your company’s values, and knowing where they stand in the application process is essential for applicants.

ATS systems let you automatically update candidates with news about the job posting. Give stragglers a gentle nudge to complete an application, or let someone know that you’d love to conduct an interview. Past applicants will appreciate knowing if the job has been filled, and may opt to receive job updates from your company in the future.

Once you’ve narrowed down your applicant pool, applicant tracking software eliminates the back-and-forth of trying to schedule an interview by creating a calendar with open slots for preliminary phone or in-person interviews. Out-of-state jobs may require video interviews so you can analyze behavioral tendencies; some kinds of applicant training software offer this integration as part of the package. The hiring manager enters the times he or she is available, and the interviewee selects the option that works best. No more complicated weeks-long games of email tag to find a time that works for everyone!

Applicants want to know how they are doing throughout the process. One study shows that the key pain points are right after submitting the application, when 49% would like feedback; if not selected for an interview, when 39% would like feedback; and after the interview if they weren’t selected, when 43% would like feedback. Each of these is an opportunity for the HR department or hiring manager to show that the company truly cares about its potential employees. ATS software makes this easy to do.

Hire

Once you’ve found the best candidates, the applicant tracking system can streamlines the hiring process, particularly if you’re using collaborative hiring. Many jobs require input from multiple decision-makers. The ATS software consolidates reviews and reports from every stakeholder, so hiring managers can take in everyone’s opinions at a glance.

Candidates can be scored and rated separately, and a good applicant tracking software includes collaborative tools and reports so everyone is on the same page. Want a background screening? Your applicant tracking system should be able to provide that, too. After you’ve extended an offer to your prospective employee, many ATS systems offer additional abilities so you can onboard the new hire.

Onboard

The application process may be over, but onboarding is just beginning. Your new hire has documents to fill out, resources to review, and forms to e-sign. ATS software should have an onboarding portal where you can consolidate documents. Your new hire can sign in, review and securely sign necessary paperwork, and use the portal as a resource to check back on onboarding documentation and company guidelines whenever he or she chooses.

Your applicant tracking system may even sync with payroll, so you can quickly get your new hire into the system and properly compensated. Tasks can be created, edited, and managed for both the new hire and the hiring manager. And all of your documentation is secure and accessible in cloud storage.

The right ATS is your hiring manager’s best friend. Try ApplicantStack for free today. You’ll wonder how you ever did without it.

How Manager Feedback and Interview Evaluations Improve Hiring in 2020

How Manager Feedback and Interview Evaluations Improve Hiring in 2020

Updated February 17, 2020

If you aren’t using candidate evaluation forms, you aren’t collaborating effectively.

Candidate Evaluation Forms For Interview Feedback

What is a candidate evaluation form? It’s a tool that allows members of the hiring team to rate applicants based on the same criteria.

8 Ways Candidate Evaluation Forms Improve Recruiting

1. It ensures each interviewer is thorough in their evaluation
2. It speeds up the interview feedback process
3. It helps prevent bias in job interview evaluation
4. It measures hard and soft skills
5. It simplifies collaboration among your hiring team
6. It helps differentiate candidates with near-identical qualifications
7. It saves time when first-round rejected candidates are considered for future positions
8. The systemized scoring increases the usefulness of your talent pipeline database

The Interview Feedback Review Process

How do you evaluate candidates without a systematic way to rate them?

Let’s consider a common scenario.

You currently have a mission-critical position to fill and a fairly tight deadline to hire a qualified person. You have posted the position on your website and other outside resources like Monster, CareerBuilder, Indeed and Craigslist.

What comes next is a stack of resumes. Followed by the interview process. In 2020, you’re competing with many other companies to find the best talent. You can’t afford a slowdown in your process.

The top candidate could be hired by your competitor. The most desirable candidates are off the market in 10 days.

But you need to proceed strategically so you don’t hire the wrong person.

You pick up the first resume and encounter some mission statements like…

  • “Motivated individual seeks challenging position for personal and professional growth”
  • “Industry expert and thought leader available to implement revenue-ramping methodologies.”
  • “Professional guru with proven track record of driving key performance metrics seeks next challenging opportunity.”

…and you then proceed to read through four more pages of the resume.

Buried in the resume amid the industry keywords and buzzwords is the information that is relevant to your open position. After reading about 10 of these resumes, you can’t remember which candidate had which qualifications. It’s a good idea to organize the applicants into categories like “Unqualified”, “Potential” and “Top Prospect” as you are reviewing the resumes so you can focus on the shortlist of more qualified candidates when you revisit them.

The next step in the process is to make every effort to forward only the best applicants to your manager for review, so you don’t waste the manager’s time and earn his/her confidence that you understand the critical needs.

Obtaining Interview Feedback

One of the most challenging aspects of the hiring process is about to occur… obtaining useful feedback from your staff during this review process. No matter how many employees you engage in the hiring process, it’s important that you gather the feedback in a consistent and meaningful way.

Let’s discuss how you use candidate evaluation forms filled out by your managers and staff during the review process.

Standardize Interview Feedback

Utilizing multiple choice, ratings or scale questions when requesting feedback may prevent receiving vague reasons they are not interested and emails that are difficult to interpret. While you will find feedback questionnaires helpful during the review process, you will find them even more necessary after the applicant has been interviewed.

When each member of the hiring team contributes to the interview feedback form, you elevate the entire process. Each person’s perspective and expertise improves the scoring.

The result? You will find best-fit employees quickly.

Job Interview Evaluation Comments Samples

Here are some examples of effective interview feedback evaluation forms. You can modify them as appropriate for the specific position. For example, if the position requires additional skills not listed here, add the skills to the first evaluation sample.

Interview Feedback Examples (Pre Interview)

Very often the manager reads the candidate’s resume and uses a gut feeling to determine if the candidate should be considered. They may even make a judgment based on the resume format, the number of jobs and where they went to school. If you ask the manager exactly what it is they liked or didn’t like, you will receive more meaningful information and can make a more informed decision about whether you should invite this candidate in for an actual face to face interview.

Pre interview questionnaire

Examples of Effective Manager Feedback Questions (Post Interview)

The feedback you receive from the staff involved in the face to face interview can also be based on more fair and factual information if guidelines for evaluation are distributed. It is recommended that the skills or competencies needed to be successful in the job are listed so the interviewer can explore these areas during the interview and rate each candidate effectively. Please note the two different examples below.

Negative/Positive Interview Comments Example #1

Post Interview 1-1

Post Interview 1-2

Post Interview 1-3

Negative/Positive Interview Comments Example #2

Post Interview 2-1

How Job Interview Feedback Fits in the Applicant Journey

Job interview evaluation influences other applicant touchpoints. As such, it can help you improve job descriptions, interview scripts, and other candidate communications.

It also helps members of your hiring team become better at evaluating candidates. It’s a key best practice for any company that is serious about improving hiring outcomes.

Benefits of a Structured Interview Feedback Process

  1. Avoids typical evaluations of candidates that may be filled with ambiguity, superficial statements, and generalizations.
  2. Your hiring decision is based on objective information that the candidate’s skills match your job or project requirements—not because they are an excellent resume writer.
  3. The standardized evaluation questions point out the different opinions of the interview/ evaluation staff and help raise any red flags about the candidate.
  4. Ensures your hiring process is in compliance with the Equal Employment Opportunity Commission (EEOC).
  5. Helps avoid costly hiring mistakes.
  6. Using multiple selection methods helps to ensure you are choosing the best candidate–No single technique on its own can predict on-the-job performance and success.
  7. Streamlines the process and ensure a better, fit—increasing employee retention and productivity.