Increasingly, Individuals with Disabilities (IWD) are proving they belong in the American workforce. Employers are taking notice, though there is still massive room for improvement. According to 2014 data from the U.S. Department of Labor Statistics, 82.4 percent of IWD nationwide are unemployed, in stark contrast to the 6.1 percent unemployment rate for those without disabilities. What's more, the vast majority of those IWD who are employed work within segregated environments, devoid of individuals without disabilities.Read More
The Internet has changed the game when it comes to recruiting. Where newspaper ads, flyers, and phone calls once formed the backbone of the job search process, there now exist webpage banners, job sites, email campaigns, and applicant tracking systems (ATS). That means not only have the avenues for connection to candidates increased many times over, but employers also have more powerful tools to manage applicants and determine which ones are the best fit.
However, all these techniques are moot if potential candidates never make it to the company job listings webpage, spend some time exploring, and decide to fill out an application. In sales, the maxim is, “Always be closing.” That applies for recruiting too—ads must lead candidates in the right direction and then convince them to take action. Luckily, the Internet has methods employers can follow to promote their job page.Read More
These days, it isn’t enough to create a résumé that can catch the eye of hiring managers. Today’s résumés must also satisfy the increasingly effective screening process of applicant tracking systems (ATS) designed to weed out gaudy résumés with little real substance. The trick is, sometimes developing a résumé for one purpose can neglect the other.
This trend is ultimately a plus for both employers and job seekers. No longer will you have to convince hiring managers of your prerequisites or overwhelm them with boosted anecdotal evidence. Meanwhile, employers can trust the résumés that do make it through the ATS screen will be up to par and worthy of consideration. It’s a win-win—as long as both candidates and employers keep a few points in mind.Read More
The most successful hiring strategies among organizations of today rely on software platforms to compile and analyze data more efficiently than humans. However, a committed team of HR professionals is still a necessary resource for a functioning HR department. When a team of professionals can leverage their hiring management software, the entire process reaches a new level of productivity and results.
The trick is to find the right balance: Empower HR professionals to be independent and follow their instincts, but also ensure there is a software platform in place to ease some of the logistical processes. Here’s how your organization can optimize HR solutions and enable professionals to work side-by-side with an applicant tracking system (ATS).Read More
One of the most important aspects of a successful business is its ability to attract talented new employees. Without a steady stream of candidates, an organization will fail to register meaningful growth, develop existing business relationships, or maintain a high level of competitiveness. While any company understands the benefits of marketing, some still think it’s acceptable to skimp on recruiting. These organizations need to rethink their spending strategies, and to do so, they should examine a few of the common reasons why companies fail to invest in strong recruiting practices:Read More
It goes without saying: Process inefficiency can cause productivity to stagnate. However, most professionals may not realize the extent to which that happens. According to The Boston Consulting Group, “business complexity” refers to “the number of requirements companies have to satisfy.” From 1955 to 2010, that value has grown by 35 times, while corporate requirements have also increased six-fold. The BCG surveyed 100 U.S. and European companies, and since 1995 “the amount of procedures, vertical layers, interface structures, coordination bodies, and decision approvals needed in each of those firms has increased by anywhere from 50 percent to 350 percent.”
This data shows companies have had to jump through more and more hoops with each passing year, and productivity suffers. In the top 20 most complex businesses, managers spend 40 percent of their time writing reports and between 30 and 60 percent of their time in coordination meetings—time that cuts into productivity. Instead, these organizations should focus on eliminating redundancies and unnecessary processes wherever possible. HR is an area that would clearly benefit from such an effort.Read More
In any organization, teamwork is the name of the game. By spreading tasks among a trustworthy, hardworking group, goals are met faster and the organization at large benefits. For HR professionals, the same holds true—there are too many responsibilities for any individual to reasonably handle alone. That’s why it’s important for HR professionals to each take on a specific role rather than depending too heavily on a few individuals to carry the brunt of the burden.
When it comes to delegation strategies, there are three items to consider. First is how management can learn to let go of the reins and entrust their teams with more important tasks. The second is how HR professionals can be prepared to take on greater responsibilities. Finally, the third is for HR teams to delegate what they can to a powerful software platform that can relieve some of the burden on managers and their teams.Read More
Any good HR professional understands the benefits of a balanced, diverse workforce. Not only does it help companies comply with OFCCP regulations, it also builds workplace culture, adds new perspectives, and helps your brand appeal to a broader array of candidates. Race, ethnicity, age, gender, and background are all important parts of workplace diversity, but any organization that claims to have a diverse culture must also be sure to hire Individuals with Disabilities (IWD).
With that said, IWD don’t only improve diversity ratings, they can have a positive effect on your company’s performance. Ultimately, that’s why you should make an effort to hire IWD—for good business practice, not to meet a quota. The right applicant tracking system can help you find qualified IWD and make it easier to hire them, but you must also examine how these individuals can make the biggest impact. Read on for the four top benefits of IWD in the workplace.Read More
In the past decade, there has been much talk and accompanying evidence on how technology has allowed the world to grow more connected. Thomas Friedman’s 2005 book, “The World is Flat,” discussed in great detail how globalization and easier international communication has encouraged new opportunities for business and commerce. That trend has manifested itself on a broad scale, but also within individual industries: Each sector has embraced technology as a means of improving connectedness and reach.
HR and recruitment are no exceptions. Now that technology is a core part of so many organizations, no longer is a company’s size and budget crucial to its ability to attract talented candidates. Here are several reasons why the small businesses have the ability to compete with larger counterparts for the same talented individuals:Read More
As an experienced HR professional, by now you know a few of the common mistakes involved in recruiting. More importantly, you know how to leverage an applicant tracking system to help overcome some of those pitfalls—especially the ones that may otherwise go unnoticed. However, do you know the real benefits of that meticulous approach? As it turns out, the costs of an inadequate recruitment process—or one that doesn’t incorporate the best in applicant tracking software—may be higher than you realize, according to HRMorning.com.
In any industry, it’s important to understand the difference between direct costs and indirect costs. Here is a quick refresher:Read More