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Recruiting and Training Trends Blog

5 Interview Skills Every Interviewer Should Have in 2016

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Go ahead. Google “Interview Questions”. I guarantee you that most, if not all, of the results will be for job seekers and candidates on how to ace their interview. Perfect! But what about new Human Resource professionals who need to learn how to interview properly? Where is the resource for great interview questions for hiring managers who need to brush up on their interview skills? Or perhaps you’re a startup that needs to learn how to hire that first employee and interviewing is something you’ve only ever done from the other side of the table.

No matter what your interviewing situation, here are tips that will help you ace the interview… when you’re the interviewer.

Do ask the same general interview questions, in the same manner, with everyone.

EEOC is not a joke and it was put in place to override the subjective nature of human beings. Asking the same general interview questions of each interviewee is a great way to avoid discrimination claims in the future. Tools like phone screens and pre-recorded video interviewing software also help with this. ClearCompany’s own video screening tool integrates with the ATS and has a question bank included. Or you can use these general interviewing questions. 

Don’t use “icebreaker” questions in an interview

It’s only natural to want to get socially comfortable with a jobseeker or candidate. However, it’s not only a bad idea, it’s illegal. Consider what Lori Adelson, a labor and employment attorney and partner with law firm Arnstein & Lehr, tells Business Insider.

“State and federal laws make discrimination based on certain protected categories, such as national origin, citizenship, age, marital status, disabilities, arrest and conviction record, military discharge status, race, gender, or pregnancy status, illegal. Any question that asks a candidate to reveal information about such topics without the question having a job related basis will violate the various state and federal discrimination laws.”

In fact, a recent CareerBuilder survey, 20% of hiring managers indicated they have asked a question in a job interview only to find out later that it was illegal to ask.

Tweet This: Why you shouldn’t be using ice breaker questions in interviews: 

Do ensure the interviewee has a fair shot

If you’re interviewing for an open position, chances are there’s someone, somewhere in your organization doing the work of two or more people. While this is frustrating, you can only make the very best hire for your company if you are prepared for the interview. Having any materials handy (like a resume or portfolio) printed or on your screen, allows you to ask about specific assignments and deliverables. Encourage hiring managers to do the same and send you three important questions to ask the interviewee about their skill set. Best practices suggest interviewers spend just 20-30% of the interview talking and the remainder, listening closely.

Don’t just skim the surface

Achievements on a resume are to be celebrated because they (sometimes) prove the applicant knows their stuff. But don’t take numbers or certificates earned at face value. Ask specific questions about the project or skill mentioned and what the numbers were based on or what they learned from a specific project mentioned the candidate, as notable. You might be surprised the answers!

Tweet This: Don’t take numbers or certificates earned at face value on resumes, do this: 

Do keep great records

It’s never a good idea to let applicants float off into the ephemera. If you liked them enough to bring them in for one interview but don’t think they’re a fit for your currently open positions, enter them into your applicant tracking system or Recruitment Management System to follow up with later. It’s never too late to start building your future talent pool!

Visibility Software’s recruitment system is the perfect tool to get you started. See what makes our applicant tracking system one of the best.

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Want to Be Promoted? Quick Tips for Recruiters

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No matter what position you work in or what company you work for, chances are you want a promotion. Unfortunately, 62% of employers say bad attitudes hurt an employee’s chances of getting promoted. While you may not love the position you’re in and dream of having a little more responsibility, sticking it out and proving to your employer you’re ready to move up can be the kicker that helps you get the promotion you’re looking for. Let’s dive into these quick tips for recruiters.

When it comes to the field of recruiting in particular, you may wonder what you need to do to get promoted. You aren’t alone, and there a few things recruiters need to have in order to start climbing the mountain.

Know the whole organization

Recruiter, know thyself. And everything else. Talent leaders have a grasp on just about every part of the company they work for, including performance, engagement, organization development, succession planning and personnel management. Knowing what’s going on at your company will not only make you better at your current job, but also pave the way for new opportunities.

According to a survey, 81% of executives say their HR talent needs to value business more than the average HR skill. Knowing these ins and outs will allow you to have the vision to know what decisions you need to make now and with authority, and which you can take your time on. As you start to take interests in other parts of the company, your manager will eventually notice you have an eye for the inner workings of the organization and not just its results.

Tweet This: What’s more important to you, business or average HR skill?

Remember to look at the big picture

This leads us to our next point: 60% of companies are now investing in big data in order to help make their HR departments more data-driven. Data allows recruiters to look at the needs of the organization and align them with market realities; the more a recruiter understands the market they work in, the better they can help their business make the right calls.

Having a knowledge of everything within and outside the organization, and being able to ask questions like, “is this the best move for my company in the long-run, or just now,” can set you apart from other recruiters. It shows you’re capable of connecting the dots between disparate areas, and that you have the company’s best interest at heart.

See yourself as a Talent Advisor

Another number recruiters should pay attention to: 20% of HR employees are locked into a mindset and lack commitment to deliver real value. Recruiters and talent advisors are seen on two completely different levels; recruiters are seen as taking orders from higher-ups whereas talent advisors are seen as partners with a more respectable level of talent insight.

When you begin thinking of yourself as a talent advisor, even if you aren’t officially one yet, you’re preparing yourself for the position; it will show your boss that you take yourself seriously and have committed yourself to advancing within the organization. The more you can show your boss that you’re not afraid of responsibility and can educate yourself in every position at the company, the better you look when it comes to time to fill the position you’re gunning for.

Tweet This: On-the-fly promotion tips:

Following all of these steps can show your boss that you are educated, you care about the organization and have the chops to not only run your company’s hiring efforts, but excel far beyond that with your company. That’s exactly what companies want in a leader, and it’s what you should aim for if you want that promotion.

Ready to reach the next level of productivity? Then try a demo of Cyber Train, Visibility Software’s online learning management software that will make sure every one of your employees is up to par.

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Want to Be Promoted? Quick Tips for Recruiters

tips-for-recruiters.

No matter what position you work in or what company you work for, chances are you want a promotion. Unfortunately, 62% of employers say bad attitudes hurt an employee’s chances of getting promoted. While you may not love the position you’re in and dream of having a little more responsibility, sticking it out and proving to your employer you’re ready to move up can be the kicker that helps you get the promotion you’re looking for. Let’s dive into these quick tips for recruiters.

When it comes to the field of recruiting in particular, you may wonder what you need to do to get promoted. You aren’t alone, and there a few things recruiters need to have in order to start climbing the mountain.

Know the whole organization

Recruiter, know thyself. And everything else. Talent leaders have a grasp on just about every part of the company they work for, including performance, engagement, organization development, succession planning and personnel management. Knowing what’s going on at your company will not only make you better at your current job, but also pave the way for new opportunities.

According to a survey, 81% of executives say their HR talent needs to value business more than the average HR skill. Knowing these ins and outs will allow you to have the vision to know what decisions you need to make now and with authority, and which you can take your time on. As you start to take interests in other parts of the company, your manager will eventually notice you have an eye for the inner workings of the organization and not just its results.

Tweet This: What’s more important to you, business or average HR skill?

Remember to look at the big picture

This leads us to our next point: 60% of companies are now investing in big data in order to help make their HR departments more data-driven. Data allows recruiters to look at the needs of the organization and align them with market realities; the more a recruiter understands the market they work in, the better they can help their business make the right calls.

Having a knowledge of everything within and outside the organization, and being able to ask questions like, “is this the best move for my company in the long-run, or just now,” can set you apart from other recruiters. It shows you’re capable of connecting the dots between disparate areas, and that you have the company’s best interest at heart.

See yourself as a Talent Advisor

Another number recruiters should pay attention to: 20% of HR employees are locked into a mindset and lack commitment to deliver real value. Recruiters and talent advisors are seen on two completely different levels; recruiters are seen as taking orders from higher-ups whereas talent advisors are seen as partners with a more respectable level of talent insight.

When you begin thinking of yourself as a talent advisor, even if you aren’t officially one yet, you’re preparing yourself for the position; it will show your boss that you take yourself seriously and have committed yourself to advancing within the organization. The more you can show your boss that you’re not afraid of responsibility and can educate yourself in every position at the company, the better you look when it comes to time to fill the position you’re gunning for.

Tweet This: On-the-fly promotion tips:

Following all of these steps can show your boss that you are educated, you care about the organization and have the chops to not only run your company’s hiring efforts, but excel far beyond that with your company. That’s exactly what companies want in a leader, and it’s what you should aim for if you want that promotion.

Ready to reach the next level of productivity? Then try a demo of Cyber Train, Visibility Software’s online learning management software that will make sure every one of your employees is up to par.

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Every Recruiter's Nightmare: Useless Resume Words

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Recruiters…bless their hearts. As if reviewing hundreds, thousands, a LOT of resumes isn’t grueling enough, the same, tired, infuriating and useless resume words candidates use to describe themselves and their experience keep hard working recruiters up at night. It doesn’t matter what classes they’ve taken, which previous jobs they’ve had, candidates will always use certain words that, if these experts are to be believed, make their chances of getting a call back considerably low…

This question originally appeared on Quora.

Q: What are the most useless, meaningless and/or ridiculous “resume words”?

VARIOUS!

It is single-handedly the most useless adjective on a resume-it essentially boils down to saying nothing new about the nouns that it prefaces.

I mean the difference between this sentence: Worked on various projects and this one: Worked on projects. is nothing…You should be specific or go home!

I deleted various from almost every resume I review, and I have not yet encountered a sentence that didn’t make logical and grammatical sense without it…I stand this excessively long answer.”

Erin Berkery-Rovney, Associate Director of Employer Management and Alumni Relations at LIM College

“I throw up in my mouth a little every time I see the following words/phrases:

  • Results-driven
  • Hard-working
  • Customer Service focused
  • Visionary
  • Multitasker (Multi-tasking means doing multiple things poorly)
  • Focused, driven, determined (As if you’d say you’re flighty, unmotivated and lazy)
  • Team player

…Essentially, skip the fluff and get to the point. Be specific, be direct. Tell your personal story with data and discuss what you have done and how.”

Pleas Andrew Honeywood, writer, career coach and entrepreneur

“…any derivative of the word ‘SYNERGY’.

Synergies, synergic, and synergism…This was actually a clever buzz word about ten years ago…

I’ll even see this word used on resumes for menial work in restaurant and hospitality jobs.  WHY?!  It’s blatantly overused and needs to be at the top of the list.”

Tweet This: “Synergy.” A blatantly overused resume word according to @BJHennessy. Read more resume don’ts: 

 

Brian Hennessy (@BJHennessy), film and TV producer

“…Great question!

  • Alot (always two words, not one!)
  • Eradicated
  • Refreshing (when talking about self)
  • Voyeur (once saw an intern use this word to describe how he watched someone to learn a new task – gave me the willies just to read it! LOL)
  • Mastermind
  • Revenue builder (so what, she helped the company make money?)
  • Rejuvenated
  • Rewarding
  • Soiree (used to describe generic event planning)
  • Matriculated”

Victoria Darling (@leRockStarCV), Founder of Rock Star Resumes

“Recently CareerBuilder did a survey to find out the answer to this from the recruiters, as per which, the words are:

  • Go getter-38%
  • Think outside of the box-27%
  • Synergy-26%
  • Go to person-22%
  • Thought leadership-16%”

 Kritika Harjai (@KritikaHarjai), blogger at CareerBuilder India

“Problem Solver.”

This is, unfortunately, one which I see often on older peoples’ resumes, and seems to be code for “my skills are obsolete, but I’ve seen a lot of stuff and can still contribute in a general way.”

Tweet This: When @NedHorvath sees “problem solver” on a resume, he actually reads “my skills are obsolete.” 

Your experience is valuable (I’m way over the hill m’self) but complements a current skill set…Get current, and let the problem-solver be evident from the stories your resume tells.”

Ned Horvath (@NedHorvath), Software Development Leader, Agile/Lean coach and Principal Engineer at the University of Texas

Every recruiter, hiring manager or career coach might have different preferences, aches and pains when it comes to reviewing resumes. Will this ever change? Nope, but at least there is recruiting technology out there, like applicant tracking systems, that help make their job a whole lot easier. Need some help in that department? Let Visibility Software help!

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7 Ideal Candidate Traits to Look for in 2016

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Hindsight is 20/20, and managers aren’t immune; they regret their hiring decisions about 50% of the time. Unfortunately for you, every failed hire costs you time and money. If you’re looking for a way to avoid hiring mishaps, it might be useful to stop looking solely at qualifications and start looking for predominant personality traits. Which characteristics should you look for? Below are the 7 traits we think correlate most with quality employees. 

Intelligence

Several studies have shown that 76% of an employee’s productivity and contribution to their company is determined their level of intelligence. The key to evaluating intelligence is asking purposeful, intelligent questions. One of the most noticeable hallmarks of intelligence is curiosity; the more questions your potential hires asks about various aspects of the company, the more likely they’ll be an intelligent, curious and resourceful employee. While intelligence is important, keep EQ in mind when looking for new employees as well!

Tweet This: 76% of an employee’s productivity to their company is determined level of intelligence.

Ambition

Top performers tend to be more driven. A study ARCH Profile earlier this year indicated that the level of an employee’s ambition has a significant impact on their performance. For example: 89% of ambitious employees set high work standards for themselves and 88% of employees consistently look for ways to improve their performance or complete tasks more efficiently. These are exactly the kinds of things you should look for in a candidate. Remember to ask questions about work they’re proud of and what they want to accomplish with your organization. Often Recruiters or Hiring Managers find themselves threatened obviously ambitious candidates. Instead, envision how that ambition can accelerate your succession and workforce planning! 

Tweet This: 89% of ambitious employees set high work standards for themselves.

Autonomy

SHRM found that 47% of employees feel independence contributes greatly to job satisfaction. In fact, some of the best places to work in the U.S. have created cultures allowing employees to have the freedom to think, create and work on their own. The less you micromanage the team, the better. Ask candidates about a time they were left responsible for a project and came through to help find the hire you’re looking for. Have your managers implement clear concise directions for every new campaign and create a focus on central, transparent communication channels like Slack, Yammer and more to facilitate autonomy.

Leadership

Nearly 23% of job openings specifically asked for leadership skills and although that can be an overused buzzword, it’s nonetheless necessary in qualified candidates. Looking for leadership requires interviewers to get into the gritty details about a candidate ability to lead teams and how they managed high-pressure situations. You can also scan the resume for frequent promotions and indications the candidate was placed in leadership roles relatively early. But don’t stop there, make your workplace a place where leaders can (and do!) emerge.

Cultural Fit

Choosing an employee with a personality that fits the company culture can be somewhat difficult, but it has become a necessary feature in candidate assessments. Employees who fit into the company culture are less likely to quit, ultimately resulting in a higher retention rate. Everything from the job posting to the interview should be inundated with aspects of the company culture so you andcandidates are able to determine their fit. 

Positivity

Happy employees can increase productivity 12%, since they’re more likely to have the motivation to produce better work. When you’re happy with your job and the work you do, you tend to put a little more effort into both. Looking for happiness can be difficult (a seemingly disgruntled candidate could be having a bad day and a cheery one could be pretending for the interview), but when you assess for fit, ambition and a few other traits on this list, happiness should follow. Remember that happiness is not the only indicator for positivity but it’s certainly the easiest one to identify during the interview process! 

Tweet This: Happy employees can increase productivity 12%. Read more:

Self-motivation

According to Gallup, 63% of employees worldwide are not engaged at work. Self-motivation is a valuable skill: it means an employee will seek out work and go the extra mile more often, leading to a more positive and productive workplace. To determine if your potential candidate is self-motivated or not, ask them about how they work between big projects, how they feel about taking on other people’s work, and what kinds of hobbies they have.

This list should give a great idea of what to look for in candidates when trying to find someone who’s a better fit, is more productive, and can deliver results. Every industry will still need to evaluate for their respective hard skills, but evaluating for these traits should give you a firm template to use no matter what job you’re hiring for and avoid those poor hiring decisions. 

Improve hiring decisions implementing a recruitment system that enables recruiters and hiring managers to rank applicants making it easier than ever to identify qualified applicants. Further streamline the recruitment process with Visibility Software’s applicant tracking system

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Top Exec Secrets to Hiring Unleashed

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How can you hire better? It’s true that there is no one answer to this question, but it’s easy to see that continuing the same practices is not the solution. Today we have sourcing technology, a large diverse applicant pool and several generations of potential hires, so let’s try something different.

Best Interview Questions from Top Execs

As much as 80% of employee turnover is due to bad hiring decisions, so use your interview questions wisely. Here are a couple questions from top executives, who steer away from the cliché questions.

Tweet This: 80% of employee turnover is due to bad hiring decisions. Use interview questions as a preventative:

Hannah Paramore, president of Paramore, asks the question “How old were you when you had your first paying job?” She says – “I’m looking for how deeply instilled their work ethic and independence are versus entitlement.”

Jenny Ming, president and CEO of clothing store Charlotte Russe asks candidates “Tell me about your failures.” She states that this question can be very telling and is “looking for somebody who’s very comfortable admitting when something didn’t work out.

PayPal cofounder, Peter Thiel, asks “Tell me something that’s true, that almost nobody agrees with you on.” He loves this question because “It sort of tests for originality of thinking, and to some extent, it tests for your courage in speaking up in a difficult interview context.”

The thought process you make the candidate go through is sometimes more important than the answer.

 

Look out for Flags

25% of the companies surveyed say that a bad hire in the last year has cost them at least $50,000. Screening is a crucial part of hiring; the key to avoiding bad hires is to never interview a candidate who failed the screening process. A Fortune 500 company estimated they could have eliminated 97% of their bad hires, if they had a better applicant screening process.

Tweet This: 25% of the companies surveyed say a bad hire last year cost them at least $50,000. 

A narrow range of job and life experience can show an unwillingness to step outside their comfort zone. Another red flag may be their potential impact of your company. Unless you are hiring a temporary position, most companies would rather have an employee who can make a large impact beyond simply being a good fit for the position they were hired.

Asking too few questions is indeed a red flag. It’s possible but highly unlikely that you have covered every question, and your candidate has done all their research. What’s more likely is that they are uninterested, or not passionate about the role. This is ok because not everyone is a good fit, but do not allow them to continue in your hiring process.

Beyond the Normal – Something Different – Be Real

Consider job matching and utilizing a simple work value assessment – 57% of large U.S. employers use pre-hire assessments. Hold an interview in a slightly informal setting, the traditional environment will almost always yield the same standard answers. An interview is time well spent, except for when they are not. Don’t schedule an in-person interview until you have asked them to complete a task for you–possibly give them an example task of what they may be doing for your most difficult client.

Tweet This: 57% of large US employers use pre-hire assessments. What are your thoughts?

 

Hiring is part science and part art. There is no one way to get the best candidates, but if you are looking for the best today has to offer you need to make sure your hiring practices match those you want to hire. With the right recruitment system, like Visibility Software’s applicant tracking system, you can ensure a seamless screening process.

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4 Things Your Candidates Wish You Knew

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It’s not uncommon to find articles about what employers want and expect from candidates. But as 83% of recruiters agree, the job market is now candidate-driven. Candidates and employees provide the foundation of every company but are often the last ones asked for the opinions on important, company-wide decisions.

Candidates’ opinions are valuable, and educating yourself on what candidates need from the hiring process can help decrease your company’s turnover. And in case you don’t have the courage to ask them yourself, here are 4 thingscandidates wished you know. 

“Money isn’t the most important thing to me.”

Money is one of the most important parts of work, but it’s not always the most important part of a job. Millennials especially don’t want to work just any job anymore. They want to love their job far more than they want money. How much more? According to Brookings Institution, about $60,000 more: 64% of Millennials said they would rather make $40,000 a year at a job they love than $100,000 a year at a boring one. 

Tweet This: Money is one of the most important parts of work, but it’s not always the most important part of a job.

While we can’t speak for all of them, many Millennials (who are the largest generation in the workforce) are chasing happiness, satisfaction and engagement over money, and employers need to take notice if they want to attract them.

Solution: Hire the employee because they are passionate about the work they’ll be doing. Don’t just hire because you need to, hire because it will ultimately help your organization. Look into philanthropy programs, charitable giving, sustainability campaigns and benefits to supplement your straight compensation packages. 

“I don’t know how to work at your company…because I am new.”

Starting a new job is never fun. Having to learn a new art, a company’s policies and culture it — can be extremely taxing. According to a recent study, 76% of employees want on-the-job training. Candidates want new hire training and continuous employee training throughout their entire career. 

Tweet This: 76% of employees want on-the-job training. Read more:

Another study showed that 66% of employees want their companies to provide them with more training opportunities, 62% think this training helps them be more effective at their jobs and 76% say they expect companies to invest in their career development. So if you want better employees, you’re going to have to put more effort into building them after you hire them.

Solution: Try implementing training opportunities for your employees throughout the year: conferences, seminars, etc. Can’t afford to send your employees somewhere? Try putting together smaller workshops held management or investing in anonline training software. As a bonus, this may be a perk for candidates saying “yes!” to your job offer.

“I want a company that has a great culture.”

The word “culture” gets thrown around a lot these days. Most businesses won’t deny how important company culture is in the success of their employees. However, culture (or a lack thereof) could be the very thing causing candidates to disengage from work or worse, leave altogether. In 2014, 9% of employees left their job because of workplace culture.

Tweet This: 9% of employees left their job because of workplace culture. Don’t be “that company.” 

Solution: Examine your current company culture, take a look around and see what could or needs to change. Try taking an anonymous survey of what your employees feel is wrong with the current culture. Making small changes here and there canimprove the quality of the new hires you bring in later on and possibly increase employee happiness.

“I know when you’re lying…”

Everyone should appreciate honesty in all aspects of a position, workplace, and employee. However, a study found that approximately one-third of employees quit because they may have been deliberately misled during the interviewing process, and the job wasn’t what the listing described. 

Solution: While this may come as a no-brainer, be honest about the tasks and the expectations of the job. Lying or misleading a candidate is not worth the cost of a high turnover and the hit your reputation as an employer will take.

Candidates and employees want to be able to take a job offer with confidence, grow into their role properly, be happy and support themselves and their families. Remembering these 4 basic rules of thumb can help you increase employee happiness, build a strong culture and save you money from having to hire new employees every week.

Want to a create the most painless path to employee success? Then sign up for a demo of Visibility Software’s online training software, which makes it easier than ever to track every employee’s progress on any new training initiative you can think of.

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How the Right ATS Improves Candidate Experience

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According to a recent report from Software Advice, nearly 26% of recruiters said using an applicant tracking system is one of the top contributing factors for applicants having a good candidate experience. A good applicant tracking system allows your company to guide every candidate through your hiring process from beginning to end with ease. Unfortunately, not every company can take advantage of this streamlining, and it costs them money and candidates. And of course, some systems are better than others. So as always, it’s important to ask the right questions about your applicant tracking system to see if it’s your process or your software that’s making your organization’s candidate experience terrible.

 Is your ATS simple?

A good ATS is simple and to the point. It helps guide applicants through the process, and makes it as easy as possible. At its best, an applicant tracking system is invisible. The last thing you want your ATS to do is to be overcomplicated, confusing and an extremely long process for the candidate, making applicants focus on the how of application process rather than the why. A recent study showed that almost 49% of candidates think extremely long applications were a major deterrent to applying for the position. If your applicant tracking system makes applying more complicated than it should be, drop it. A great ATS should be as easy to navigate as a consumer website, why isn’t yours?

Tweet This: 49% of candidates think extremely long applications were a major deterrent.

Is it Effective?

In order to have the best candidate experience, your ATS needs to do what it sets out to. For your applicant tracking system to be effective, here’s what it needs to have: requisition management, automated workflow, applicant-facing tools, pre-screening, scoring and compliance. Analyzing your current situation, your job posts, and how your ATS feeds into the rest of your hiring process can allow you to improve every part of hiring, but only if your ATS can deliver on its part of the bargain. If you feel like you have to work around your applicant tracking system instead of with it, it’s not effective. Once every element of your hiring (including your ATS) works in harmony, every part of your hiring will end up benefiting. Ask your new hires how they feel about your applicant tracking system and be ready to process their honest answers.

Tweet This: For your applicant tracking system to be effective, here’s what it needs to have:

Is it convenient?

Have you ever been to the hospital, reached the front desk to tell someone your emergency, then, once you finally reach the emergency room, the nurse asks you what’s wrong? And then, once the doctor finally comes to check on you, they also ask you what’s wrong? It’s frustrating to have to repeat yourself, especially when you’re in need of dire care. When something like this happens, all you can think to yourself is, “are these people even talking to each other?” It’s incredibly frustrating annoying, and while hospitals may have their reasons for the lack of communication, the amount of time they waste in treating a patient is all the same. 

Why treat your candidates the same way? After being questioned so many times about who they are and what they do and having to fill in the same information over and over, it shouldn’t come as a surprise that your candidates are dropping out. A recent study showed that companies saw a drop out rate as high as 48% because of a complicated applicant tracking process. Don’t do this to your candidates. It will decrease your talent pool and give you bad reputation as an employer. You need every advantage you can get as an employer looking for talent, and anything keeping you from top talent needs to go.

Tweet This: Companies saw drop out rates as high as 48% because of complicated ATS processes. 

If your current ATS isn’t your company’s standards for hiring and it doesn’t make anything easier for the candidate it may be time to look into a new solution. Your ATS is a key part of your hiring process, so don’t let your current one cost you candidates and your company money. Instead, a good applicant tracking system should expand your talent pool giving your candidates the most optimal experience. Not sure where to look? Visibility Software’s applicant tracking system is a great place to start.

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Why Recruiting Veterans Could be the Best Thing for Your Company

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Veteran candidates are untapped hiring gold nuggets in the recruiting world today. Why? Veterans have the skills and the experience necessary to join and lead civilian teams when assessed properly, given clear succession paths and goals. Recruiting veterans makes great business sense, and attracting these experienced men and women is a crucial part of a smart talent acquisition strategy.

Did you know the military has over 7,000 job positions across more than 100+ functional areas, and 81% of these jobs have a direct civilian equivalent? Maybe not because it’s not advertised that well. The current unemployment rate of veterans is shockingly higher than the national average at 15%. People in high places are doing what they can to change that, but for now, it’s up to recruiters, hiring managers and HR professionals to do a little legwork.

The military trains people to lead example as well as through direction, delegation, motivation, and inspiration. Veterans understand the practical ways to manage behaviors for results, even in the most trying circumstances. They also know the dynamics of leadership as part of both hierarchical and peer structures.”- Military.com

Military hires are used to leading teams and having a very clear hierarchy. They don’t need to be leaders immediately upon entering your workforce though. Work on attracting military veterans knowing where and how they can use the skills they have within your workforce. Other attributes of military veterans:

  • Mature Leadership
  • Adaptable Problem-Solving
  • Accountable Resourcefulness
  • Confident Decisiveness
  • Responsible Discipline

Learn to translate military acronyms and jargon into your own industry focused keywords. If you already have veterans within your organization, create a mini-think tank on how to recruit new ones and mentor them. Military.com offers a skills translator that can translate military skills into plain speak for those of us in the business world.

Tweet This: Learn to translate military acronyms and jargon into your own industry focused keywords.

Diverse skills. Diverse workforce. The military trains veterans in a variety of fields, check out this handful of jobs the military trains its participants in:

  • IT
  • Engineering
  • Healthcare
  • Transportation
  • Leadership
  • Public Relations
  • Accounting
  • Law

Military vets embrace diversity with ease, and add valuable viewpoints and experiences to the workplace.The veteran workforce has everything you need, and they join the ranks of civilian job seekers every day.

“Veterans have learned to work side side with individuals regardless of diverse race, gender, geographic origin, ethnic background, religion, and economic status as well as mental, physical, and attitudinal capabilities. They have the sensitivity to cooperate with many different types of individuals.”– Military.com

With leadership skills, diverse skills and the ability to work alongside much of your workforce, veterans should be the ultimate talent pool. So….why aren’t they? Programs like the Veterans Career Transition Program (VCTP) connect many veterans to specific careers and then train the veterans with educational programs & workshops that help ease their transition back into the working civilian world (in their designated areas of expertise of course.) A lot of these programs also offer soft skill training. The veteran workforce is your untapped market of gold, and there are just a few simple steps to take to attract these ideal workers. In fact, it can be great for your recruiting budget as well as many military-focused niche job boards offer free job postings to help spread the word about opportunities.

Check out some niche sites/ job boards many veterans use. Look for military placement sites, job boards and career fairs. Other great spots to recruit veteran candidates are college campuses or Guard and Reserve units. It is usually easy and welcomed for recruiters to set up visits in these locations.

Tweet This: Check out some niche sites/ job boards many veterans use.

In addition to setting up the ol’ job booth at the local career fair, scan some military job boards. These job sites are a tool for military alumni to post jobs, access resume databases, as well as exhibiting at military career fairs and target advertising.

How to reach veterans

Have an area on the career site dedicated to welcoming veterans, and informing them their skills sets and experience are valued in the organization. This section should also house information specific to veterans. Check out how Cisco does it. Other companies doing a great job of hiring veterans (that you could be hiring!) are listed here.

Create company social pages specifically for recruiting veterans. Veterans tend to be part of very supportive communities. If you ask one veteran to share your veteran targeted recruitment page, you will likely be amazed at how far it travels in the social-sphere.

Tweet This: Take these simple steps to improve veteran recruiting.

Some companies even have “Careers for Military” links with jobs specifically designated for veteran skills. This is an ideal area to apply the language and abbreviations they are used to. Create job listings they can directly relate to their own previous experience. ManTech.com can show you how it’s done.

Now that you have got a couple of tricks up your sleeve, start tapping into the golden market of veterans. Look into platforms/job fairs/ recruiting boards your company has neglected to locate and get to recruiting!

 

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How to Recruit the Under-Sourced Veteran Talent Pool

The Next Step After Your Candidate Rejects Your Offer

candidate-rejects-your-offer

Some candidates will buzz through the applicant tracking system, nail interviews and fit into your culture seamlessly. These are the types of candidates you don’t want to think twice about. But it doesn’t always turn out that way; sometimes a candidate rejects your offer. What should companies do when great candidates decide they would be a better fit elsewhere? Depending on the situation, companies may not necessarily need to scramble for another hire, but they should always see what about the process went wrong. And whatever they might do, they should never take it as an affront to their company.

Don’t Take it Personally

There are a number of reasons a candidate might reject a job offer; according to 46% of recruiters in recent survey, the biggest reason candidates reject offers is because they took another offer. It’s difficult to be on the rejection side of a job offer, but the reality is that job offers are like any other business transaction. Perhaps the job simply didn’t fit their expectations, so they chose another opportunity instead.

Tweet This: 46% of recruiters said candidates often reject you due to other offers. Read more: 

Maybe the other offer was a closer drive, it paid better or they were referred current employees at the other company. Regardless, a candidate turning down an offer shouldn’t reflect on the rejected company as an employer. The good news is that it only it happens around 10% of the time, so companies shouldn’t encounter it too often. In most cases, it’s best for companies to simply take their lumps and move on.

 

Be Patient, Grasshopper

According to a recent survey, 55% of employers rejected many qualified candidates in favor of the one you gave the offer. A company’s first step after getting a declination from their most qualified candidate is to contact more candidates before they’re swept away from you, too. Recruiters often battle the clock when it comes to competing to obtain the best candidates for their company.

Tweet This: 55% of employers reject many qualified candidates for this reason:

Or perhaps they aren’t. If the recruiting team doesn’t feel like the rest of their candidates are a good fit for the job and don’t need to fill the opening immediately, they should instead consider waiting until another great candidate comes up. Companies should never sacrifice quality for the sake of efficiency. However, they should avoid the pitfalls of waiting for purple squirrels!

 

Take a Look at The Hiring Process

If companies think candidates declining their offers at the last second might be a regular issue, they should take a second look at how they’re hiring. If a company lacks qualified candidates and typically relies on a single person to have what it takes and accept an offer in a candidate-driven market, it might worth it for them to diversify their recruitment sources. Some of the best sources of hires right now, courtesy of a recent LinkedIn survey, are internet job boards, social professional networks and employee referrals.

Not every candidate looks in the same place, so diversifying avenues of hiring will help companies get ahold of more candidates they may not have known about before. And if candidates denying the offer at the last minute is an issue, they should think about what they can do to either be more enticing as a company or respond to candidates more quickly, so they can make the offer before anyone else does.

Tweet This: Diversify your hiring avenues for this reason:

Companies shouldn’t be too upset when a perfectly good candidate declines their offer. Instead, they should take a closer look at the rest of their candidates, their hiring process and understand that not every candidate who declines does it because of something they did wrong. Instead, they should accept it, cut their losses and keep an eye out for the next great candidate.

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