3 Surprising Ways an All-In-One Solution Will Disappoint You

Enterprise SolutionLet’s say that, for your next date-night, you choose the new fancy steakhouse in town. Their chef is world-famous, and you’ve never seen such stellar reviews for a pricey steak dinner. They promise to cater to your every need for the evening, and the meal does not disappoint. That is, until your dessert arrives. Where the rest of your dinner thrilled, your bland, boring soufflé falls, literally and figuratively, flat.

Sure, you might go back for that killer steak, but the next time the waiter asks if you’d like a dessert menu, you politely pass, despite your insistent sweet-tooth. Why would you settle for a lackluster lava cake, when the best bakery in town is right down the street? The bakery staff are experts in their craft, and their passion and expertise are reflected in their unique creations and uncompromising service. You know that their meringues and macarons will never, ever disappoint. Dessert is important! Why would you compromise? Continue reading

The Applicant Manager Announces Partnership with Verified First

The Applicant Manager Streamlines Hiring Through Partnership With Verified First
In-house screening tools will improve efficiency of hiring process

Verified-First
Verified First, the premier background and drug screening company in North America, announced that their screening tools are available through integration with The Application Manager (TAM), a customizable, cloud-based applicant tracking system. As the premier pre-employment screening provider, Verified First brings a wide variety of background verification services to companies who utilize TAM’s system. The SaaS applications offered by Verified First and TAM are integrated via a patent-pending technology developed by Verified First. Continue reading

How Google for Jobs is Changing the Job Search Game

Job MazeWhen job sites like Monster and CareerBuilder hit the scene, employers and job seekers alike were excited about how much easier posting and searching for new positions was going to be. And it was. Then, Indeed and LinkedIn came on the scene, and because their sites scrape data from the Monsters and CareerBuilders of the world, it made it even easier to search for jobs when, rather than checking several different job boards, one could find all of their postings in only a few places.   Continue reading

One Question That You Can’t Ask Job Applicants

Overlapping Caution, Warning, Danger and Hazard Tape BackgroundIn an effort to continue working toward closing the gender wage gap, more states are enacting laws that prevent an employer from asking a candidate or applicant for compensation history.

Delaware is the most recent state to sign a law (effective December 2017) restricting employers from asking for compensation history. They can however, consider a candidate’s salary history should the applicant share that information voluntarily. It will still be legal for employers to share the salary range of the positions they are hiring for, and to ask a candidate what their desired salary range is.   Continue reading

ANNOUNCEMENT: Click Boarding and The Applicant Manager Partner to Deliver an Easier, Better Way to Recruit & Onboard Candidates  

 

Click Boarding and TAM Partner

Click Boarding, a SaaS provider delivering an easier new hire onboarding solution, and The Applicant Manager (TAM), a cloud-based recruiting software solution, today announced a partnership that will make it easier for HR to manage recruiting and onboarding. By delivering ‘easy’, it greatly increases the likelihood that new hires will be just as excited on their first week on the job, as they were getting that first phone call from the recruiter.

“The Applicant Manager and Click Boarding partnership makes perfect sense as we both build customer-centric solutions that focus first and foremost on simplicity to deliver better experiences,” says Christine Marino, Chief Revenue Officer, Click Boarding. “Now HR can recruit and onboard candidates with the greatest of ease, while candidates remain excited about the company they’ve joined.” Continue reading

Algorithims: Efficient Recruiting or Risky Recruiting.

Algorithms and Your Recruiting SoftwareAlgorithms are everywhere. They’re determining who we hire, which friends’ status updates we see online, and the rate you’ve been given on your car insurance. They may have even had a hand in how you landed on this article.

Imagine having a lower credit score simply because you shop at a store in a neighborhood deemed “lower income” or “unsafe” because it’s on your way home, or close to where you work. If this seems unfair, that’s because it probably is. Though they’re being used everywhere, algorithms aren’t infallible.

While it may be less concerning as it relates to the social media posts you see as you scroll through your phone, there is cause for great concern as we consider the role algorithms play in our hiring processes. Continue reading

Five Strategies to Effective Recruiting in a Candidate Driven Market: Making the Final Selection

This is part five of our five-part series about effective recruiting in a candidate driven market.

By: Edna Nakamoto and Jessica Barrett
making-the-final-selection
This week wraps up our five-part series on recruiting in a candidate driven market. We’ve covered strategic planning and determining need, and internal and external recruiting. In our previous installment, we looked at external assessment tools. As promised, today we’ll be talking about the final step in the recruiting process: Making the Final Selection.

Making the Final Selection

There is one key thing that that should happen even before the prescreening process begins, and that is for you to remember that you are the expert on market conditions. It is your job to educate your hiring managers on what is going on within the landscape of a candidate-driven marketplace. Don’t expect them to already be aware of that, especially those managers who rarely do any hiring. This will make the expectations going in to the interview process clear, and the process that much smoother. Continue reading

External Assessment Tools: Part Four of a Five Part Series on Recruiting

This is part four of our five-part series about effective recruiting in a candidate driven market.

By: Edna Nakamoto and Jessica Barrett
external-assessment-toolsIn part three of our series on recruiting, we discussed internal screening. Today, we’ll be looking at some of the assessment tools available to us when our search for talent takes us outside the organization.

With the average cost of recruiting, hiring, and training being $4,000, and the cost of turnover being $16,000 for entry level employees and $120,000 for mid-level associates, it’s easy to see why employers care so much about making the right hire the first time. When putting candidates through the assessment process, having the right tools is critical for employers. Continue reading

How Slow Hiring Processes Can Hurt Your Organization

Are you losing good applicants because your hiring processes are taking too long? In this rebounding economy there are more jobs available than ever and it’s an applicant’s market. The best applicants are receiving multiple job offers and hiring decisions often move quickly. It’s already a challenge to secure the best talent in a competitive market, so don’t lose applicants because of slow hiring processes.
Continue reading