Online Recruitment Tools

Online Recruitment Tools

Online Recruitment Tools for the Modern Recruiter

2 min read

Online Recruitment Tools

Key Features of Online Recruitment Tools to Make Recruiting Easier:  With low unemployment and strong competition for qualified candidates, there has never been a better time for online recruitment tools.  Implementing online recruitment tools to not only work more efficiently but also to save valuable time in the recruiting and employee onboarding process is now easy thanks to full-featured applicant tracking systems such as ApplicantStack.

Here are just a few key features of online recruitment tools:

Automate screening by using pre-screener questions

  • Setting up pre-screener questions is a fantastic way to save time
  • Add scoring and knockout questions and focus on only the top-rated candidates
  • See Save Time with Pre-Screening Questions for more detailed information on pre-screener questions

Rediscover candidates you already have in your database that might be a fit

  • Use search and reporting tools to find candidates that match certain skill sets
  • Use advanced Boolean search options to only focus on candidates that match the current job requirements
  • View a candidate’s profile where key data is stored such as resume, cover letter, and applications along with any past feedback

Provide automated communication and scheduling flexibility

  • Set up automatic email responses to candidates letting them know you received their resume and application
  • Easily use our scheduling feature that integrates with most calendars
  • Allow candidates to also choose available times on your calendar eliminating calls or emails
  • Enable all team members to arrange candidate interviews without your assistance

Collecting and managing Manager feedback

  • Centralized data in one spot makes collaboration simple
  • Use the standard feedback forms or create your own
  • Score/rate candidates so you can focus on the top-rated candidates in one convenient place for your team to review and make quicker job offers before your competitors do
  • Build your own phone screen templates and reference check forms to store feedback and notes

Reporting on all the progress

  • Use our standard reports to see which sources are providing the top candidates
  • See how long it takes to fill a position and see if there are any bottlenecks that require attention
  • Run EEOC reports to stay compliant
  • See job workflow and candidate summaries, and so much more

Take advantage of the online recruiting tools for the modern recruiter to save time and hire the right candidates faster!

 

Online recruitment tools are also known as cloud recruitment software and recruitment tracker.

To learn more about ApplicantStack, Click here to request a Free Trial!

Human Resources Valuable Time

Human Resources Valuable Time

Human Resources Valuable Time

Addressing Human Resources Valuable Time:

Recently, I had an email exchange with a Human Resources Manager who indicated she was too busy to evaluate an applicant tracking system (ATS).  As a former technical recruiter and someone whose colleagues are former HR professionals, I get it.  The hundreds of resumes sitting on your desk and in your inbox, the mounds of paperwork, the countless email exchanges back and forth trying to schedule interviews with the candidate and team members, the feedback forms that require attention, the progress reporting to management, the thousands of other tasks that fill an already busy day…no wonder there isn’t any time.  Most human resource professionals do not have a second of their valuable time to find the tools that can assist them.  The amount of time it will take to research all the different options available, implement and learn a new system, and justify the expense are all items that I am sure my recent contact has been grappling with.

If knowing that taking out 30 minutes (a guesstimate at the amount of time it takes to initiate a free trial and post your first job ApplicantStack Getting Started Video [4:49] could potentially save hundreds of hours in the long run, why wouldn’t you do it?

Here are just a few of the problems that could be solved with an ATS

Problem 1:  The hundreds of resumes sitting on your desk and in your inbox

  • Save time by having all your resumes and applications organized and centrally located and easy to search via multiple criteria
  • Use screener questions and scoring to focus on the top candidates
  • Set up automatic email responses to candidates letting them know you received their resume and application
  • Easily move the candidate through your recruiting process – workflows can be set up to mimic your current process

Problem 2:  The mounds of paperwork

  • Store all new hire and employee onboarding paperwork electronically
  • Never worry about having out-of-date forms in different systems…it’s all stored and managed centrally
  • Easily see what forms applicants have completed
  • Create checklists to streamline the entire process
  • Enable new hires to sign all state and federal forms, elect health insurance, view employee handbooks, watch training videos, and more before their first day of work

Problem 3:  The countless email or phone exchanges trying to schedule interviews with the candidate and team members

  • Easily use our scheduling feature that integrates with most calendars
  • Allow candidates to also choose available times on your calendar eliminating calls or emails
  • Enable all team members to arrange candidate interviews without your assistance

Problem 4:  Collecting and managing Manager feedback

  • Again, centralized in one spot
  • Use the standard feedback forms or create your own
  • Score/rate candidates so you can focus on the top-rated candidates in one convenient place for your team to review and make quicker job offers before your competitors do
  • Build your own phone screen templates and reference check forms to store feedback and notes

Problem 5:  The reporting on all the progress

  • Use our standard reports to see which sources are providing the top candidates
  • See how long it takes to fill a position and see if there are any bottlenecks that require attention
  • Run EEOC reports to stay compliant
  • See job workflow and candidate summaries, and so much more

Problem 6:  The thousands of other tasks that fill an already busy day:

  • You might have some time in your day to get to these now

 

Find out more about ApplicantStack by starting a free trial here.

The Salary Question Ban

The Salary Question Ban

“What’s your current salary?” can no longer be asked when interviewing a candidate for a job.  The law, which bans employers form asking candidates about their salary is an attempt to address the gender pay gap. Women, on average,  still earn about 80 cents to a man’s dollar nationwide, according to the National Women’s Law Center, and the gap has not narrowed substantially in the past decade.

The following states, according to Business Insider, have banned the salary question:

ApplicantStack - Salary Question Ban Map

  • Californiahas banned private and public employers from asking about a candidate’s pay history. The law will take effect in January 2018, according to HRDive.com.
  • Delaware banned all employers from asking candidates about their salary history. The law will take effect in December 2017, according to Duane Morris.
  • Massachusettsprohibited all employers from inquiring about a candidate’s pay history. This law will go into effect in July 2018, according to Mass.gov.
  • New Orleans banned inquiries about all city departments and employees of contractors who work for the city. The rule is already in effect, but, in this case, it only impacts individuals who are interviewing to work for the city of New Orleans, according to WDSU.
  • New York Cityhas banned public and private employees from asking about a candidate’s pay history. The law goes into effect October 31, 2017, Business Insider previously reported.
  • Oregonhas banned all employers for inquiring about a candidate’s salary history. The law goes into effect January 2019according to Jackson Lewis.
  • Philadelphia banned the salary history question for all employers. The rule was supposed to take effect May 23, but a judge halted it temporarily due to a lawsuit from the Chamber of Commerce, according to NBC.
  • Pittsburghbanned city agencies from asking about candidates’ pay history. The rule is effective immediately, but only effects city employees, SHRM reported.
  • Puerto Rico banned employers from inquiring about a candidate’s pay history. The law will go into effect March 2018, according to Jackson Lewis.

New ApplicantStack customers will have applications questionnaires that no longer have the question.  If you would like us to include the question, then please contact support at https://help.www.applicantstack.com/hc/en-us/requests/new

For any existing customer that would like the question removed, please contact us immediately at https://help.www.applicantstack.com/hc/en-us/requests/new and we will remove the question from your application.

Recruiting Software for EEO and OFCCP Compliance

Choosing the Right Recruiting Software can Help with EEO and OFCCP Compliance

The Office of Federal Contract Compliance Programs (OFCCP) is responsible for ensuring that companies follow the proper policies and procedures regarding Equal Opportunity Employment (EEO).

An important part of these requirements is that companies follow guidelines for collecting, storing and reporting information that is gathered for Internet job applicants.  There are specific data collection methods, record keeping and reporting requirements that companies must be aware of and follow in order to be in full compliance.

The good news is that an emerging set of software applications called Applicant Tracking Systems can help companies comply with these regulations by automating the capture, collection, storage and reporting of these data.

To help ensure EEO and OFCCP compliance make sure your Applicant Tracking System can:

  • Capture voluntary EEO information from each applicant.
  • Automatically record the reason for “non-selection” for every applicant.
  • Record the minimum qualifications for each job position.
  • Track the workflow associated with each applicant in case of an audit
  • Provide reporting that can show the company captured the key information for each candidate and for each hired candidate

For more information visit the United States Department of Labor website here.

Surviving an OFCCP Compliance Audit

Who is the OFCCP?

The Office of Federal Contract Compliance Programs (OFCCP) is a Federal agency within the Department of Labor. The Agency ensures that employers with 50 or more employees with Federal contracts (including prime and subcontracts) exceeding $50,000 per year, comply with Equal Employment Opportunity laws and affirmative action.

What are the OFCCP requirements?

  • The OFCCP requires employers to track and retain records and annual reporting requirements including EEO-1 and VETS-100 on applicants, hiring and employment practices. Compliance is required for all domestic and international recruiting activity for positions filled by US Nationals. Employers are required to obtain, when possible, gender, race and ethnicity (EEO) data on both applicants and hires.
  • Applicant logs covering both job seekers and applicants should include, candidate name, date of application, job applied for, location applied for, race, sex and disposition
  • Records must be kept for two years and need to include:
    1. Basic job descriptions and qualifications for all open positions
    2. All applicants that were “considered” including those found on internet searches
    3. Data Management techniques to reduce the # of applicants considered
    4. Candidates contacted about interest in a position-semi-passive and passive candidates, “cold calling”
    5. Applicant flow data
    6. Data for adverse impact analysis

Who does the OFCCP consider to be an “Applicant”?

“Applicants” are those individuals who meet the criteria below and are actually considered for a particular open position. An open position is officially posted or advertised. Being considered means that the employer reviewed and evaluated the individual’s qualifications—the individual does not have to be among the group of finalists considered for the job to be counted in this group.

  • The applicant must express interest in an open position
  • The applicant must complete your application process
  • The applicant must meet your minimum qualifications
  • The applicant does not withdraw from the process*

*If an applicant drops out at any point in the recruiting process, note the date, reason and how you learned they were no long interested.

What are acceptable reasons not to consider an individual for employment?

  1. Not minimally qualified: did not meet age, education, or experience requirements. Incomplete application, failed drug and/or background check.
  2. Candidate Withdrew: could not reach individual to follow up, candidate no longer interested, cannot work the required hours or didn’t like the work environment. Accepted another position during the recruiting process.
  3. Not the best qualified: met minimum requirements but had poor interview, other candidates had stronger work history, references were not favorable

Why should I be concerned?

The OFCCP conducts approximately 10,000 audits annually. The audit includes a comprehensive analysis and review of hiring practices and policies to determine if the employer maintains non-discriminatory hiring and employment practices. According to the International HR Conference last year, an OFCCP specialist noted that if your organization has not been audited, they might be in the near future. It was further noted that the OFCCP was using statistical analysis techniques to predict systematic discrimination in order to target compliance audits. The risks for non-compliance can be high. Fines and penalties in the tens of thousands of dollars can be imposed and the ultimate risk of debarment from working with the Federal Government.

What is the best way to ensure our organization is in compliance?

Implementing an Applicant Tracking System (ATS) is the most efficient way to collect, track and maintain the OFCCP’s required information. Manual processes are inefficient, outdated, very time consuming, and often leave your organization vulnerable to a desk or on-site audit. The ability to supply the necessary information required for a desk or on-site audit, when tracked manually, can take an enormous amount of time and effort and can cripple your recruiting efforts. Applicant Tracking Systems should include the following:

  1. Maintenance of well written job descriptions
  2. Tracking where the open positions were posted
  3. Sufficient applicant data as previously mentioned above
  4. The number of applicants who applied and met the minimum qualifications
  5. Specific reason applicants were not considered (disposition)
  6. Customized reports on EEO data

Additional tips for surviving an OFCCP audit

  1. Develop an effective affirmative action plan and update annually
  2. List every job opening with the applicable state unemployment office
  3. Give the invitation to Self Identify from your Veterans/Disabled Plan to all individuals to whom an offer is made
  4. Keep detailed records of job postings, including an ID number, location and date posted
  5. Keep copies of all resumes and applications received, whether they met your minimum requirements or not