For most organizations, a combination of hiring internally and externally is the best way to land the top candidate.
Many companies swear by the internal hire—as soon as a new position opens up, they send a company-wide email with the goal of promoting someone already in their midst. Others turn their gaze outward to find someone with different but complementary experience. But which one of these strategies tends to yield the better hire?
The answer is not simple and won't necessarily apply the same way to two different companies. Organizations should determine what their needs are, who their employees are, and what direction they hope to go in. Read on for the benefits and drawbacks of hiring from outside and within.
The Joint Reporting Committee opened the EEO-1 website for 2015 reporting earlier this week. Many employers were surprised to learn there were changes made to the reporting requirements. These changes may be difficult for some employers to manage. The EEO-1 site identifies the changes on its main web page, which include:
There are two ways to approach hiring for diversity, but the best bet is to use both.
By now, employers should understand the benefits of hiring a diverse array of candidates to fill open positions. To summarize, a diverse workforce has a balanced skill set, a creative and varied approach to problem solving, and the ability to handle new situations with insight. There are several ways you can influence diversity hiring at your organization, such as listing positions on international job forums, publishing openings in other languages, and attending career fairs in a wide range of communities. But those are specific methods of attracting diverse candidates, not higher-level strategies.
When most HR professionals hear “affirmative action,” words like compliance, regulations, or even audit may follow. Seldom, are words like strategic, methodical, or tactical associated with affirmative action compliance. Which may seem odd, since the regulation impacts just about every aspect of workforce management. In fact, Office of Federal Contract Compliance Programs (OFCCP) has made it clear—what is outlined in a federal contractor’s Affirmative Action Plan (AAP), should be woven into the company’s personnel policies and practices. That’s quite significant. And certainly warrants an investment in time, resources, and good old fashioned training.
To hire the best candidates, you first need to draw them to your website—and keep them there.
Drawing attention to your job postings requires the right kind of advertisement. There are a few ways to go about that advertising, but let’s be clear—it’s necessary if you hope to draw talented candidates to your organization. One way or another, during the recruitment process, you need your job postings to reach the right audience. Much of advertisement is about bringing that news to potential applicants, but you can also accomplish that task by drawing them to you.
An optimized job postings website will attract the top talent, but you have to keep them interested. A jobs page that’s lacking compelling content doesn’t encourage prospective employees to apply. Therefore, advertising your job page is a two-step process: Bring the best candidates to your page and then wow them with what’s there.
Starting August 17, 2015, many federal contractors received a 2015 Customer Experience Survey from Office of Federal Contract Compliance Programs (OFCCP) as part of its ongoing customer service initiative. This survey is geared towards federal contractors that have undergone a compliance evaluation in the past four years. According to OFCCP:
Applicant tracking systems hold distinct advantages over more traditional means of processing job applications.
In this technologically advanced age, there are very few advantages to doing things the old-fashioned way. When there is a system available that can make a process more efficient and accurate, it’s a good idea to put it to use. That isn’t true of all things—there are fields in which the human touch is necessary. Often, a combination of technology and humanity is what proves to be the best option. But in the realm of recruiting, new technology like an applicant tracking system can bring better candidates to the jobs they deserve. Here are five ways this software gets the edge over traditional recruiting:
Reach out to potential candidates more effectively by updating your old job postings to reflect modern trends.
It can be tempting to post the same old job postings whenever someone in your company decides to move on. It’s faster, it saves effort, and clearly it worked in the past. But as digital media, mobilization, and the Internet rapidly expand, it is a good idea to examine those advertisements and determine how you might improve them.
This isn’t to say printed job ads, fliers, campaigns, and other traditional means cannot be effective in the digital age. In fact, complementing your online strategy with physical ads might help you reach a wider audience. But you should still make sure those printed listings point to a digital resource center. Read on for three simple ways to get this done.
What are the core principles of a great hiring process?
The process of finding exactly the right applicant to fill an open position is a multifaceted undertaking. It can seem overwhelming at first—there are often scores of candidates, and many of them may be equally suitable. Deadlines, multiple positions, the need for diversity, and other complications can make this task even harder. But regardless of the industry, job level, or the timeline involved, there are five essential steps that any employer should undertake. While peripheral aspects of the hiring process change from situation to situation, these core principles remain the same.
Office of Federal Contract Compliance Programs’ (OFCCP) new Section 503 requirements have thrown many federal contractors and subcontractors for a loop this year. Finding resources and support to ensure compliance has been a top priority. With that in mind, OFCCP has posted a new interactive tool that contractors may find useful. A Checklist for Compliance with Section 503 of the Rehabilitation Act of 1973 has been developed by the Department of Labor’s Office of Disability Employment Policy, in coordination with OFCCP. The checklist is designed to help contractors assess their compliance with the affirmative action program (AAP) requirements of Section 503 by answering a series of “yes/no” questions about their company’s practices and policies.
Berkshire Associates is a human resources consulting and technology firm that specializes in helping companies build their ideal, balanced workforce. As an industry leader, we specialize in applicant management, compensation management, affirmative action, workforce planning, diversity, and professional training. Since 1983 we have serviced this nation’s most recognizable companies; and as a result we have mastered solutions that work for our clients. Through our expertise, we will deliver results that successfully and continually work towards building a balanced and equitable workplace.