From Facebook to Pokemon Go, modern day employees have a lot of distractions in the workplace. Here are 5 ways to ensure more productivity.
Don’t blast out the job posting to every talent agency, career network, job site and university. But don’t keep it a secret either. You’ll need to look beyond your circle of friends and colleagues, but keep the posting on sites and in networks that fit the company, its values and the position qualifications.
Great article filled with practical advice that highlights the “theory of quarters” when it comes to recruiting & hiring.
“For starters, if you’re not using an applicant tracking system, you should be. ‘Studies have shown that you can actually improve your efficiency by at least 50% through an applicant tracking system.’ And there are plenty to choose from. Find whichever one works best for your hiring needs. The point is that once you have this software in place, you’ll also have a data layer for your recruiting efforts.” ~ Eric Feng, Flipboard CTO
While there certainly are more than these, Monster.com put together a list of five questions that aren’t legal to ask during a job interview. Recruiters take note:
For example, it’s illegal to ask any questions related to protected classes, says Charles A. Krugel, an HR attorney. “Protected classes typically include race, gender, nationality, religion, military status and age (40 and up). Usually, such questions are intended to identify those class members. More often than not, it’s ‘loaded’ questions that are asked, or those where it’s fairly obvious that the asker has a hidden agenda and the question has little to do with the job’s essential duties.”
Some examples of these questions include,”I notice that you live in Brookfield, there’s some nice country clubs and retirement communities there — are you a member of any of them?” and “If you need to commute to work, how would you do that?” The first question can relate to socioeconomic status, gender, race, religion and age, Krugel says., while the second may be looking for information on socioeconomic status and race.
There’s no doubt that the Screening Questions module is one of the most powerful features contained in the Hirebridge platform.
Did you know that each job can contain its own screening questions, which allows you to deeply profile your candidates regarding their qualifications based on the position they’re apply for. You can tag specific responses as qualifiers and dis-qualifiers, as well as assign point values to each response.
This module provides you with a powerful “virtual assistant” that helps you segment out candidates that meet your minimum criteria, as well as being able to weight those that are most qualified.
If you’re not leveraging the power of the Question Sets module, or need any help setting them up, send an email to firstname.lastname@example.org and we’ll be happy to assist.
We’ve just added the ability to post a job directly from Hirebridge to LinkedIn! Here’s a walk-thru detailing how it works:
If you want this installed within your Hirebridge account, simply send an email to email@example.com and let us know.
Via Lifehacker.com …
Job boards and Craigslist don’t work because everybody’s already there. Here’s where to look, and how to look good, in the (still incredibly rough) job market.
Via Work Goes Strong …
Here’s an excellent piece that covers some of the major mistakes job seekers make when constructing their resumes.
Author Leslie Ayers writes:
If you read my column regularly, you know I believe a great resume is like the golden ticket to the job you really want. It tells a potential employer what you can do for them, and establishes you in their mind as someone they want to meet.
As an added bonus, a great resume makes you feel more confident in your job search, and it serves as a guide in an interview so that all of the important things someone should know about you are covered.
Hirebridge is excited to announce that we have added the ability to forward resumes and documents!
You can now attach each candidate’s resume in its original format when forwarding their information to others for review. Additionally, if you have the Multiple Document Manager, you can now attach them as well.
When using the Forward Candidate feature, you’ll notice new Include The Following Documents section, which provides you with a list of the documents that you can attach to the email:
Simply check-off the documents you want to include and they will be attached to the email. It’s that simple.
Via VentureBeat …
Finding and keeping good talent can be a difficult task in any industry, but in the New York online ad market (where we compete) it’s especially challenging, as the sheer number of “cool” companies in the space makes it highly competitive from a recruiting standpoint. Over the years I’ve learned a lot about what it takes to find and nurture good talent. The bottom line is something you probably already know: The right people can drive growth for almost any business.