If you’ve been fortunate enough to find a qualified, personable candidate who fits all the right molds of an open position it can feel like you won the jackpot. They interviewed with everyone well, have applicable experience, and can even start when you want them to. There’s just one more step to take: checking their references.
As an HR professional, I am sure you are very aware of the long and arduous process of finding the perfect candidate to fill a position. Reading resumes, going over applications, checking in with references, interviewing, running background checks and so on are tasks that take a long time and keep you from focusing on other important responsibilities. It's a long process and we all wish we didn’t have to do it so often. Depending on the level of turnover at your company, some might be doing this more often than others. Is there a way to make this process easier? Does focusing on entry-level candidates help the process? Many employers believe that hiring experienced professionals is the smartest thing to do because they don’t need as much guidance or training, they have already worked in professional settings, and they know what they need to do in order to get things done in a timely manner. Whatever the reason may be, employers tend to prefer hiring experienced professionals rather than entry-level professionals. What employers need to realize is that there are many pros to hiring entry-level candidates over experienced professionals.
Previously I have shared with you the benefits of going paperless, or how technology can make your HR department’s life easier. The truth is that doing things the old fashioned way has little to no advantages nowadays, which is why technology has become much more advanced in order to streamline processes. When recruiting, HR departments get swamped with resumes and cover letters, and whether these are paper or electronic, they need to be stored somewhere. Does your company have a central location or database where the HR department can keep the company’s recruitment efforts? If your answer is “no”, then I encourage you to consider getting an ATS, or Applicant Tracking System. An ATS is a software that allows you to handle all of your recruitment needs electronically. It allows recruiters to collect and store candidate data and any other job-related data in order to track and monitor the process each candidate goes through during the hiring process. Having an ATS has many benefits for any company or even small business, and I’d like to share some of those with you.
If you’re reading this blog, I’m going to assume your company either doesn’t have an Applicant Tracking System (ATS) or doesn’t utilize it to its full extent. A solid ATS can turn your hiring process into a well-oiled machine that will relieve stress from your HR department and offer an enjoyable, easy to follow process to your potential job candidates. What exactly is an ATS, though? It's a software application that enables the electronic handling of recruitment needs. A bad candidate experience can negatively impact a company's ability to recruit quality hires, as well as its bottom line, so implementing an ATS is the best step to simplifying this process. Not convinced? Let me throw some facts and figures at you.
Always make sure to do integrity checks such as background checks, references, education, etc. If drug testing is important to the position, we want to make sure that happens. We also always do work references and it is always a red flag if someone cannot produce good work references. Once we have all of our ducks in a row we can make an offer. This offer can be contingent on final clearance of all the integrity checks we just mentioned.
So let’s start from day one. How is someone greeted when they walk through your door the first day? The first week? How about the first month? Is there a plan set in motion that helps somebody get acclimated to this new culture? Is there someone that is constantly with that person, and I don’t mean every minute, but frequently checking in with that person and making them feel welcome. If we could all just stop for a minute and remember what it was like to be that person. This begs the question, how long should the onboarding process last? Well, it takes about 6 months to a year for somebody to feel at home on average in any organization. You really do have to have a plan and it has to be very tight as far as making sure that person is frequently talked to and has interaction going on; this is especially important the first three or four weeks.
The following is a transcription from a webinar we co-hosted with Express Employment Professionals.
We’re going to look at some learning objectives very quickly:
- Identify the current state of employment nationally and locally and how it impacts the current workforce and workplace.
- Gain a better understanding of the causes for the talent crisis.
- Identify three strategic onboarding practices: engagement, training, and development.
The following is a transcription of a webinar we hosted with Purple Squirrel Advisors.
We want to cover what we’re seeing here in Michigan from a trends and challenges standpoint. I’m sure if we have participants attending from other parts of the Midwest we have similar challenges with our Manufacturing base here. Governor Rick Synder has talked a lot about the gap between what companies need and what our system is producing. We’ve heard one speaker recently refer to the new currency in today’s economy as talent. What we’re seeing in many of our clients is their growth is being constrained by people, and also not having the right people in the right seats.