Workforce Management Archives

12 Quirky Ways to Build Company Culture

in Workforce Management/by Randi Renee Doerr, SPHR, SHRM-SCP

One of the most powerful employee woo-ing tactics a company can use is maintaining a unique and rewarding organizational culture. Everyone loves a good story, and as brands compete to stand out from the landslide of content that is posted everyday, traditional storytelling has once again become one of the more effective techniques for converting prospects into customers and engaging job seekers to apply for jobs.

This blog celebrates twelve nontraditional ideas for championing company culture…which is such a huge part of a company’s story.

1 – Make it easy and fun for employees to share the culture story

HubSpot does this especially well. I had the opportunity to hear Co-Founder, Dharmesh Shah, speak about HubSpot’s culture and their wildly successful Culture Code presentation at Element Three’s Go Inbound Marketing Conference last summer. What a fantastic way to celebrate why employees love their company…while at the same time creating a powerful marketing message to earn more business and attract more top talent.

Culture Code: Creating A Lovable Company from HubSpot

2 – Have a coloring contest

But not just any coloring contest…one in which jerky unicorns are celebrated. Hey, SNL’s bathtub Simon has got nothing on mystical creatures gone fiendish. ExactHire employees recently rolled up our sleeves and peeled the paper back on our crayons. Special thanks to “Unicorns are Jerks” coloring book author Theo Nicole Lorenz for bringing new flavor to our competitive coloring competition! Below you can find a few entries from those of us cool enough to participate:

3 – Get outdoors and do something active

The extent to which you experience the great outdoors will of course be dependent on the needs of your staff…but just changing your scenery and breathing some fresh air can do wonders. Set up a grill in the parking lot or take it to the next level and plan a group zip-lining adventure! Our team took to the treetops last fall after achieving an internal quarterly goal. We’re all smiling in this picture…which was taken before we stepped off the ledge into the woodsy abyss. Everything was perfect in the end, though, thanks to the adventure provided by GoApe.

4 – Pose for a unique holiday card

Fall is my favorite season of the year. I love the crisp weather, the colorful leaves, everything pumpkin-flavored, and of course, our annual ExactHire Thanksgiving card to clients. We like to get a jump on celebrating the holiday season around here, while at the same time remind our customers that we may be small, but we are mighty when it comes to personalized service from a core group of people.

5 – Have “show and tell” day or a talent show

While you may get to know your workers pretty well after months or even years of working together, do you know their passion for various hobbies? Plan an event where staff members may optionally participate by demonstrating their craft or sharing their creations with the team. Talents could include photography, scrapbooking, woodworking, cake decorating, brewing craft beer or making wine, food preservation, making jewelry, flower arranging and quilting, for example.

6 – Group exercise

It’s no secret that wellness initiatives have increased in the workplace as organizations fight to control health insurance costs and maintain current employee benefits. If your building has a gym on site, then grab a buddy and burn some calories. No gym? Bring a pilates DVD from home and designate an empty conference room as a group exercise spot at lunch on certain days. Just make sure to check on any policies that need to be put in place first, and research potential liabilities with your business insurance provider. Have participants sign releases, as well.

7 – Embrace themed lunches and dress up days

Having a potluck isn’t so quirky or unique. However, not every company puts the effort into planning themed culinary events….complete with suggested coordinating attire. One of our favorite lunches at ExactHire featured Tex-Mex dishes and Western wear outfits. Giddyup! Of course Halloween always gives us an excuse to don a costume, as well. And if food prep isn’t your forte, keep it simple and plan an office Spirit Week! Yes, just like high school…college sweatshirt day, farmer day…but maybe not backwards clothes day (we do have some limits, of course). At ExactHire we chose to relive the glory days last year by bringing in our letter jackets, senior portraits and yearbooks.

8 – Follow the action of big events together

While we certainly don’t stream basketball games from our laptops to the overhead projector in the conference room year round, we do watch the NCAA tournament over a lengthy lunch during a couple of days in March (if any of us care about the teams playing, that is). In addition to dressing up in our favorite team gear (I told you we were into themes, didn’t I?), employees are invited to optionally complete a bracket just for fun. If basketball is a cultural mismatch for your company, consider other spirited competitions such as the World Cup, the Oscar nominations, NASCAR races and the Olympics.

9 – Holiday decorations

Somewhat unconventional holiday decorations are even better. Make sure that however you celebrate the season, it includes representation from all of your employees’ beliefs and preferences. This past December someone in our office got a little stir crazy one afternoon and found some older, eclectic decorations in the hallway closet. Here you can enjoy a collage of some of the displays…

10 – Go to war, but in an altruistic way

If you happen to have any children in school, you likely already know all about “penny wars.” Do your combat the harmless way by arming yourself with loose change to deposit in jars according to which company department you prefer to see as victor. Award some amazing prize (such as an extra PTO day, a coveted parking space or some highly desirable swag) to the winning department members. Then, donate all the proceeds to your company’s favorite non-profit organization or charity.

11 – Head to the fair to hang together

Depending on your office location, a local fair may not always be practical. Maybe you go to a circus or festival instead. My co-workers and I always look forward to the annual office outing to the Indiana State Fair. Where else can you climb on tractors, watch professional log rollers, admire crocheted afghans and eat at least eight different fried items on a stick together? And, don’t forget to get group photos together in front of various landmarks year after year!

12 – Develop your own internal system of communication

Sometimes you hear about twin toddlers developing their own twin language to communicate to one another. Similarly, the cool thing about company culture is developing your own fun set of traditions and communication methods that are unique to your organization. We like to welcome new employees by sharing some of our own common communication quirks:

A great deal of professional candor and friendly banter that embraces all of our behavioral traits (we live and breathe our employee assessment scores everyday)
New dry erase wall clings popping up with messages all the time
Exaggerated hand gestures (yes, I’m guilty of air typing with monster arms)
Singing your thoughts on a topic

Don’t be afraid to try some unconventional approaches to build company culture. Sometimes the wackiest ideas are the most successful.

Speaking With Passion – Job Seekers Can Learn From The Seattle Seahawks

in Workforce Management/by Tom Branson

Well, the Super Bowl matchup is set. And although my hometown team took quite the proverbial…uh…kick in the face (is that a proverb?), I believe the two best teams from the 2014 season are headed to Phoenix. I’m still trying to purge the Colts-Patriots game from my memory and extract foot from mouth.

The Packers-Seahawks game was obviously the best matchup of the two. There were a lot of great plays during the game, but let’s review the post-game interviews to see what job seekers can glean from what I’d like to call the Seattle Interview Technique, or “SIT”.

Bringing Passion To The Interview – SIT

You remember last year, when a rising star named Richard Sherman approached a post-game interview with….well, with a little bit of energy?

Classic. No one will forget that. Some thought it was crazy, but it’s actually what SIT is all about: passion.

Sure he scared the daylights out of Erin Andrews, but he got everyone’s attention too. And if you can’t grab the interviewer’s attention, you won’t likely stand out as the best. But job seekers, a little bit of advice: Even if you are THE BEST, let’s stick to answering the interviewer’s questions.

So fast forward to this past Sunday. There was obviously a lot of energy and emotion after Seattle’s improbable comeback. There was a lot of SIT on display too!

This is the ideal SIT. There’s passion, but humility. Communication is clear. Word choice is good. Ms. Andrews probably walked away with tears in her eyes, convinced that Mr. Wilson was the best QB around–or at least the best fit for the Seahawks.

Job Seekers: You don’t have to be the best. You just have to be the best fit for the job and the organization.

Later on, wide receiver Doug Baldwin channeled Richard Sherman and made the case that he and his team had overcome doubters. Apparently, this was an attempt to convince the interviewer that he possessed perseverance and unrelenting confidence in the face of adversity.

There was a lot of passion in this outburst (unfortunately the video has been lost to the internet), but there was a minor detail that undercut his point: The Seahawks were actually the #1 playoff seed and 6-point favorites in that game; very few doubters to be found.

But meh, whatever gets you going in the morning. SIT is not always easy to execute. It’s a balance between exuding passion and coming across as a professional. For me, this example of SIT rang hollow. Thankfully, Russell Wilson’s interview forced this contrived mess to the back page.

Job Seekers: Passion is great, but don’t force it. It could actually take away from, rather than enhance, your performance.

It’s important to note that SIT is not practiced by all Seahawks. In fact, one player has decided to go the opposite direction. Seattle’s starting running back, Marshawn Lynch, has popularized his own, highly controversial technique, MUM–which isn’t an acronym at all. When Mr. Lynch decides to respond to a question, it’s usually only a few words and often repeated throughout the interview.

Yeah, sometimes you are just THAT good. You can walk into an interview, throw down your portfolio, and let your work speak for itself…drop the mic. But even if you are that good, the interviewer still has a job to do. The interview–unnecessary as it may seem–is an important process for the employer–the employer who you chose to engage with by the way. Yeah.

Job Seekers: Please only attempt this technique if your performance is so excellent that it speaks for itself…or if you have an endorsement deal with Skittles. Yeah.

Passion + Performance = Success

The Seattle Seahawks have earned their position in the Super Bowl thanks to an impressive combination of experience, talent, and superb performance. However, it is their passion for what they do that gets attention and makes them standout in interviews. It’s not always the top performers or veterans that make it to the top, many times it’s the people who can combine those tangibles with a driving passion to be THE BEST.

ExactHire provides technology for hiring that helps organizations hire individuals with the right mix of talent, experience, and passion. Pre employment screening solutions include background checking, reference checking, and behavioral/cognitive assessments. For more information, please visit our Resources page or contact us today.

Image credit:
Loudest crowd roar at a sports stadium Seahawks-10 by Philip Robertson (contact)

Don’t Hire A Liar – Reference Check Tips

in Hiring Process, Workforce Management/by Nancy Meyer, SHRM-CP

Have you ever looked at a resume and wondered if it was too good to be true? Unfortunately, sometimes that is a legitimate question.

Honesty is always the best policy. This not only applies to personal life, but to professional life as well. Recruiters have limited time to review resumes, so applicants need to convey positive attributes and display themselves in the best light possible on that piece of paper; however, lying–or even exaggerating–is unacceptable. Applicants should be aware that we are all interconnected in this digital age, and verifying resume content is easier than ever through reference and background checking.

Last summer, CareerBuilder conducted a survey of over 2000 employers. Fifty-eight percent of those employers surveyed stated that they had identified one or more lies on a resume. According to the survey, here are the most common lies caught on resumes:

57%

Embellished Skill Set

55%

Embellished Responsibilities

42%

Dates of Employment

34%

Inaccurate Job Title

33%

Academic Degree

26%

Companies Worked For

18%

Accolades/Awards

View All Results

Looking at some of those points above…candidates need to realize it is not difficult to verify one’s academic degree. By simply calling the Registrar’s Office of the higher education institutions listed on the resume, a recruiter can receive verbal confirmation from the school’s employee that the candidate did or did not graduate with degree XYZ. This information is considered “Directory Information”, and sharing that information is compliant with the Federal Educational Rights and Privacy Act (FERPA).

In some careers, particularly health professions careers, there are state and nationwide license verification websites that provide the initial date of certification, license expiration date, and any action taken against the individual’s professional license. All of this information is accessible to the public.

The Importance of Reference Checking

If you have moved through the channels with a candidate and seem impressed enough to prepare an offer, it is important to conduct thorough reference checks to get a better feel for the candidate from different perspectives. Reference checks provide a great opportunity to ask questions about a candidate and get feedback, ideally candid feedback, from other people who know the candidate. It is important to remember, though, that the references provided by the candidate are, in all likelihood, people who have agreed to give a glowing review. If possible, use your professional network to speak with other co-workers of the candidate to gain more in-depth perspectives. These individuals could give an entirely different view of the candidate.

Our ExactHire ATS employment application can be configured to include a section to acquire information from the candidate regarding his/her references. You can request any of the following items: Reference’s Name, Reference’s Company, Reference’s Phone Number, Reference’s Email, Reference’s Relationship to Applicant, and the Number of Years the Reference has Known the Applicant. You can even designate the number of references you want the applicant to provide.

Making A Plan For Reference Checks

You want to be consistent with the questions you ask of references for all your candidates. Always find out why the candidate left the position listed on their resume, and then consider using this list to guide your discussion (courtesy of HCareers and Laura Smoliar via Inc.):

Verify the candidate’s dates of employment, title, and role.
Is the candidate eligible for rehire? Why or why not? What was his or her reason for leaving?
Determine the candidate’s advancement in the company. Did the candidate receive any promotions or demotions, or did the candidate remain in the same role throughout her tenure?
What was the candidate’s beginning and ending salary? How often did the candidate receive salary increases?
What kind of duties and responsibilities were assigned to the candidate? Did the candidate complete them satisfactorily? Did the candidate go above and beyond what was required without being asked?
What were the candidate’s strengths as an employee? Would you describe the candidate a hard worker?
Ask the reference to evaluate the employee’s performance the tasks likely to be assigned in the new position.
Was the employee punctual? Were there any issues with tardiness or absenteeism?
Did the employee get along well with her peers? With managers? With customers?
Is there anything else I should take into consideration before I hire this candidate?
Tell me about a time when the candidate had a conflict with a co-worker. How did the situation unfold?
What kind of schedule did the candidate keep? Did co-workers ever have trouble working with the candidate because of schedule issues? Tell me about a time when this was a problem.
Tell me about a time when the candidate surprised you. What were the circumstances? What did the candidate do?
If you were to hire the candidate again, what role do you think would be ideal? What role would not be a good fit, and why?
We all get frustrated with each other from time to time. Tell me about a time you were really frustrated with the candidate.
In which situations does the candidate really shine? Tell me about an example.
What else you’d like me to know about this individual?

It can be challenging to reach references by phone. Often when you do make contact with references, they can be hesitant to say anything that could be negatively construed or bring legal ramifications. But it is important to have a plan when calling, so that when you do make contact, you can collect useful information that supports strong hiring decisions

LinkedIn Research

If you take a look at a candidate’s LinkedIn page, you might be able to verify information found on the candidate’s resume. Furthermore, if you have mutual LinkedIn connections, those connections might be able to give you another perspective on the candidate’s professional background. But be cautious when using social media to review an applicant; you cannot discriminate against a candidate because of disability, age, gender, family, religion, sexual orientation, military history, employment status, or other protected categories.

Bottom line: any information that falls into a protected category cannot be used as a determining factor in offering a job to a candidate.

The Perfect Fit

There is no way to know 100% that a particular candidate is the best fit for a position or organization. But no matter how you check a candidate’s references, thoroughly evaluate the perspectives given to you from others and cross-reference that with your team’s professional views on the candidate. After analysis, if you feel like the candidate is going to be a good fit for the position and your organization as a whole, then you have utilized the information acquired during the reference check process to make a valuable decision and ideally a successful return on your investment.

Image credit: Pinotxo by azken_tximinoa (contact)

How Can My Jobs Page Better Engage Job Seekers? – Whiteboard [VIDEO]

in Workforce Management/by Tom Branson

If your company is looking for tips on how to increase the number of applications received for job openings, then check out this Whiteboard Chat. In this video, Jeff Hallam offers suggestions on how to streamline your Jobs page to make it easily navigable, and able to engage job seekers to share your career opportunities with others, sign up for future job alerts and easily complete an employment application.

Video Transcript:

Hi, today we are going to talk about how to make your Jobs page more attractive and more engaging for candidates. The reason this is such a big deal is there’s been quite a seismic shift in what’s happening out there in the job landscape over the last couple of years. It wasn’t that long ago that employers could do about anything that they wanted and require about anything that they wanted and people were so desperate for work that they would jump through about any hoop that was put out there in front of them. And that has changed dramatically with the improvement of the economy and with things getting better out there. And candidates, are starting to become a little more demanding and a little more discerning in terms of what they are and aren’t willing to do. So having a page that can actually catch peoples’ eye and get them engaged right out of the gate is often times kind of your ticket to entry to be able to play in that talent game. And so a lot of these are going to be things that you may have thought of before or may have heard of before, but maybe haven’t actually implemented from your end.

So one of the first of those is consistent branding with the rest of your corporate website. So instead of simply putting up a logo and a white page, make sure that the skin of the site, the images that are used, the frames, etc…everything matches up with the rest of what people would see on your corporate website. It makes it appear more natural, it makes it seem like it’s a little bit more a part of your organic site, and again it’s one of those things that can help people feel more confident about what group they’re actually applying for a job with.

And I mentioned images, and skin…no question that every opportunity that you have to inject images, and especially video, into your careers site is always going to be a plus. It catches peoples’ eye, people remember pictures, they remember videos, much more than anything we are going to write out there in terms of words and phrases.

It should go without saying, but maybe and I think this is important, I’m stunned at how often I can go to a page that’s set out there for somebody’s jobs and it’s not clear to me where I can actually find a job opening. So as you design this part of the site, make certain that it’s very clear to someone where they can find your openings so that they don’t have to look around for that. Again, while it may not seem like a big deal, you could lose people very quickly in that process.

This is also a great opportunity to tout any achievements of the organization…you know we were named to the top 10 employers in the region…we grew at a certain exponential percent, etc. Those are all opportunities, along with being able to get some perspective from current employees as to why do they enjoy working here. Those are things that are people, other than you as an HR professional, or as the owner of a company, talking about why this might be a great place to work.

Once someone has navigated to the site and they’ve found a job and they are interested in it, typically they are going to land at and should land at a page that will tell them more about that opportunity so they can determine if they really are a good fit there. This is fairly typical where you would find this…some issues that we sometimes will see that are fairly common. First off, only giving people the option of reading that job description and apply. If they don’t apply, one of the first things you can do now is use mechanisms, whether it’s social media, email or a combination of the two, to give them avenues to stay connected with your organization. Things change. They may like their job and are okay today, and they may hate it two months from now. You may not, this may not be the ideal job for them, but you may have a new job that opens up six months from now that may be perfect for them. So giving them a very simple and easy way to stay connected to you allows them to stay in an environment where once that change occurs there’s a much better likelihood that you will connect with them.

Likewise when you look at the description itself, try very hard even though we’ve been schooled from days gone by that we have to put every single thing about a job in the description, understand that very few candidates are actually going to read that full description. They’re going to look for bullet points, look for keywords and phrases and that’s when you drive whether they think they are qualified and whether they apply or not. So try to crunch that down as much as you can, make it as clear and concise as you can, but make sure you still keep all the relevant information in there about what will this job look like day to day, what are some key skills that somebody needs to have or qualifications to be considered for that opening.

Now when somebody gets to the point where they are actually ready to apply, again we talked about kind of the shift in the landscape. It’s not any more evident than here where that shift has occurred. So whereas, as recently as two or three years ago, I could require of my candidates a full online application and I would get plenty of applicant flow, that probably is not going to cut it in today’s environment. So, more and more you are seeing organizations make that process a little easier for people. Letting them auto-fill a lot of their application information from their LinkedIn profile. Letting them fill a lot of that information from job sites like Indeed where they can create profiles in advance. Doing those types of things once you’ve gotten to this point in the process now kind of continues to reinforce that perspective you’ve tried to set up up front with those candidates of being a welcoming, cool, neat place to work.

So, when you look at all of this, again, the idea of this is really nothing more than to try to bring to light some core things that you can do that can help make you stand out a little bit more in the eyes and in the minds of people who are out there looking at your career site. And again, doing it this way, making some of these changes and keeping some of these things in mind ultimately can help you as you go through and compete with other organizations in the war for talent.

Colts Vs. Patriots–Background Check

in Workforce Management/by Tom Branson

Big game in Foxborough this weekend. And while the matchup features two teams–106 men total–much of the discussion is around just two: Andrew Luck and Tom Brady.

These two quarterbacks differ in many ways, most obviously their age: Brady is 37 (frequently the age when an elite QB’s production drops off) and Luck is 25 (frequently the age when elite QBs start earning the title “elite”). So you don’t need John Clayton to tell you that Brady has the advantage of experience, and Luck the advantage of youth.

But that simple comparison–and the countless, more nuanced ones–will mean nothing come Sunday. The best TEAM will win, and these two franchises know a lot about winning.

A Little Background Check

It’s no accident that the Colts and Patriots are playing for the right to represent the AFC in Super Bowl 49. The ownerships expect excellence, and they’ve brought in the right people to make that happen. Imagine what would happen if these teams handled personnel differently…say, like the Browns.

Actually, you don’t have to imagine that. Here’s what it would look like:

Cleveland Browns Past 15 Years

(Source: http://www.clevelandbrowns.com)

1999	2	14	.125
2000	3	13	.188
2001	7	9	.438
2002	9	7	.563
2003	5	11	.313
2004	4	12	.250
2005	6	10	.375
2006	4	12	.250
2007	10	6	.625
2008	4	12	.250
2009	5	11	.313
2010	5	11	.313
2011	4	12	.250
2012	5	11	.313

Ouch. Note that the past two seasons are not even listed on the team website. Yeah, it’s that bad. But why?

Is it bad luck? Is it the “Cleveland Curse”? Perhaps, but successful organizations like the Colts and Patriots don’t operate at the mercy of superstition. They take control of their situation, do the work, and are prepared to make the critical hiring (signing) decisions that will ensure continued success.

It’s the difference between: Drafting Peyton Manning or picking Ryan Leaf; Drafting Tom Brady in the sixth round or choosing Tim Rattay; Making Brady your franchise player or sticking with Drew Bledsoe; Handing over the reins to Andrew Luck or hanging on to a five-time League MVP.

It’s the difference between drafting “Johnny Football” or choosing character over celebrity.

The Colts and Patriots have sustained success over the past decade because they possess a clear vision for their organization. But more importantly, they have effectively vetted their “job candidates” to maximize the number of players who fit in with their vision. And when faced with critical personnel matters, they gather the best information, perform thorough analysis, and remain true to their vision in making the right hiring decisions.

Sunday’s Game

Back to the matter at hand: big game in Foxborough. I’ve listened to a lot of talk. I’ve heard from the experts and from less-than objective fans. A cold, wet night will make things interesting. Everything indicates that this should be a fantastic game to watch. But who will win?

As an Indianapolis native, I am certainly biased. But I’ll not let that keep me from making the right pick…

Colts 24 – Patriots 20

Note: This prediction takes into account that Luck’s beard has grown much more powerful since Week 11. Now gimme 2 claps and a Rick Flair!

ExactHire provides SaaS solutions that optimize the hiring process for organizations who seek excellence. Our HireCentric ATS includes background check integration and, when paired with other pre-employment screening programs like reference checking and behavioral assessments, supports smart hiring based on job fit.
Learn how your organization can improve your hiring process with HireCentric. Contact us today!

Image credit: Go Colts…Go Colts…Go Colts! by Steve Baker (contact)

How to Assess Your Small Business’s Pre-Employment Screening Maturity

in Hiring Process, Workforce Management/by Randi Renee Doerr, SPHR, SHRM-SCP

A turnkey, effective pre-employment screening process is critical for today’s small business. We rely on pre-employment screening efforts to alert us of red flags with a candidate, verify the accuracy of one’s employment records, ensure the safety of existing employees, and explore whether one may thrive despite the demands of a position. And don’t forget the importance of saving time for busy HR Directors by reducing the chance of expensive turnover later.

There is a wide spectrum onto which companies may fall when it comes to pre-employment screening process maturity. Identify your small business’s place on this Bell curve as a first step toward improving your new hire screening, background checking, and reference checking methods.

Your Pre-Employment Screening Process Maturity Level

It’s time to get real. How do your company’s resources impact your placement on the maturity curve? Into which category does your company fall on the image below?

Manual

Companies lagging behind in this phase are resistant to technology in most areas of talent management. They are focused on manual activities such as using hard copy paper employment applications, collecting printed resumes at job fairs, and promoting the ability to apply in person (despite the absence of an on-site kiosk for electronic submission of applications). Businesses in this bucket may not even be doing background checks or reference checks on candidates who have received a conditional offer of employment. If the company has started to grow more quickly recently, putting these methods in place can be further delayed if nepotism is present and new hires frequently come from existing employee referrals. Additionally, it is unlikely that the standard employment application offers the opportunity to incorporate well-planned screening questions that flesh out whether candidates meet at least the basic qualifications for a position. Lastly, you can assume that any web presence on behalf of human resources is completely managed by the IT department.

Disjointed

Companies in this bucket are often plagued by a lack of staff bandwidth (often an HR department of one trying to support too many employees) and poor buy-in from upper management. They launch isolated efforts to supplement the pre-employment screening process, but do not execute a universal, organization-wide strategy. For example, they utilize employee assessments for only some positions; use inconsistent techniques for reference checking and/or fail to train all hiring managers to follow the same protocol; inconsistently use social media to screen applicants (potentially a big liability); job-specific screening questions are underutilized and ultimately depend on the attentiveness of the hiring manager involved; and there is no automated way to group job candidates based on whether they satisfied basic qualifications. Additionally, these companies may still be collecting background check-related information (such as previous residences and Social Security number) on the employment application (without a compelling industry-related reason) because it is easier for them…neglecting the fact that it can disengage applicants and raise a red flag when the solicitation of that information is not connected with a conditional offer of employment.

Organizing & Conforming

Companies in this stage have the right structure in place for optimizing the pre-employment screening process – including an applicant tracking system and a means to collect employment references and electronic employment applications from applicants. While the integration of technology has advanced these companies into the “late majority” part of the cycle, activities such as reference checking are likely still handled inconsistently and may eat up the HR staff’s time. Though they probably have a go-to background checking vendor in place, they still may be collecting disclosures to run these checks in a cumbersome way (i.e. emailing candidates later in the process with a separate request form and then not having an automatic way for results for the check to flow back into an applicant tracking system). Upper management supports HR initiatives as it recognizes the need to put sound practices in place as the company grows, but the pace of growth is still outpacing the ability to get the right HR resources in place quickly enough. The HR department has a lot on its plate and needs to become even more efficient and strategic as pre-employment screening efforts have covered the tactical bases like background checking and reference checking, but still haven’t touched screening question development on a consistent basis.

Embracing & Engaging

For these companies, a strategic process is in place so that consistent screening techniques are used for every position in the organization and thoughtful job evaluation is used to create relevant and results-oriented job-specific screening questions. The right applicant tracking software technology is in place to allow human resource administrators the ability to quickly and easily view applicants that meet basic qualifications based on answers to questions…and those applicants that score particularly well are highlighted, accordingly. Success in hiring leads to further engagement from hiring managers to help develop job questions, respond about candidates quickly and utilize pre-employment testing tools. This partnership with hiring managers leads to opportunities to continuously re-evaluate and repeat success in the future.

Performance & Scaling

Scalability is of central concern for companies in this stage. They seek to further optimize their pre-screening efforts and are intimately attune with promoting a positive employment brand to both applicants and current employees. By regularly tracking key performance indicators such as time to hire and cost per hire, among others, HR personnel have already proven the business case for using technology to their CFO and company ownership. Many of these companies have undergone a significant spike in hiring recently, and have sought additional ways to leverage technology to avoid taking on more staff unnecessarily. Examples include bi-directional integration with background checking, behavioral and cognitive employee assessment tools and automated reference checking software in which the applicant is especially engaged to impact the responsiveness of his/her references. The HR department, whether comprised of one person or many individuals at this near-mastery level, is very agile, uses practical, easy-to-learn HR technology software and likely has enviable statistics when it comes to number of offers extended to accepted and turnover.

Talent Leader

These companies are completely passionate about attracting and hiring top talent…having employment brand ambassadors from entry-level employees all the way up to the CEO. The return on investment for pre-employment screening efforts has repeatedly been proven as well as scaled as the business expands (and expansion for small business can often mean a pretty drastic percentage increase in growth)…thanks in part to savvy reporting tools available in hiring software such as applicant tracking systems and online reference checking software. Other companies will look to this organization to mimic its hiring techniques and try to steal talent…but the latter attempt will often fail as the leading company has done a great job of pre-screening talent and engaging candidates and employees in the process. The talent leader will have little trouble fielding applicants for most job postings due to its reputation as a choice employer.

Does your business fall into your preferred category when it comes pre-employment screening maturity? What resources can help you move ahead on the pre-employment screening process maturity curve? To find out, visit our ExactHire resources section or contact us today.

Image credit: Curve of Droplets by Andreas. (contact)

New Goals For HR Efficiency

in Workforce Management/by Nancy Meyer, SHRM-CP

‘Tis the New Year! Whether that brings you joyous excitement or “Bah Humbug”, the new year is here, and changes are sure to come. And while we cannot slow time, we can control how we respond to the changes that the New Year will bring. With positivity, wonder, and excitement, we can look forward to those changes and learn from them.

In our personal and professional lives, resolutions for change are a common concept for this time of year. However, often these resolutions are not in line with what we actually need. And when those lofty resolutions are not met, additional stresses often erupt for us. Life can be stressful enough as it is. Why add more stress with unrealistic/unneeded resolutions? It may be better to look at existing needs and set goals to meet them.

In the world of human resources, we mix with people daily. And in the grand search for the “holy grail” candidate, we often neglect the needs of our organization and ourselves . Let’s look at three goals that could enhance organizational efficiency and make each workday a more positive, productive experience.

Streamline the Hiring and Onboarding Process

Explore tools to help you manage your organization such as Applicant tracking software, employee onboarding software, reference check software, employee assessment solutions, and paperless HR resources. ExactHire offers these tools along with a support team that values forging relationships through hands-on installation and implementation of our solutions. After all, successful partnerships are built on solid relationships.

Organize Applicant Data for Daily Use and Internal/External Reporting

Are you familiar with the Reports Dashboard of ExactHire’s HireCentric portal? There are numerous standard reports here to organize your data with report options that include various types of applicant searches, EEO data, and time calculation among many other topics.

For example, there is a report that shows a list of incomplete applications. By running an “Incomplete Applications” report, you can see who started an application for your organization but has not yet submitted it. If you want to reach out to those individuals who have incomplete applications, HireCentric has a useful feature that allows you to email those applicants. If you want to create custom reports, you can do that in HireCentric also.

Enlighten Your Team

Without a doubt, our support team is here to answer your questions and be your advocate whenever you need us. Also, we have a library full of tip sheets located at support.exacthire.com that can help you get the most out of your tools. With this knowledge base, you are empowered to fully learn new features that you can share with your team. We are ready to assist you as you explore our tools, and we want you to have the resources that are most beneficial to enhancing your organization’s functionality.

There are countless opportunities that lie ahead this year, but let us take a few moments to appreciate where we have been and where we are going. At ExactHire, we value our clients, and we are here to assist you and your organization not only in this New Year, but in the many years ahead. To learn more about how ExactHire can create HR efficiency for you, contact us today!

Image credit: High Efficiency by Tom Magliery (contact)

Fresh Eyes On Your Hiring Process

in Hiring Process, Workforce Management/by Jeff Hallam

How is your hiring process? Does it get the job done? Could it be better?

Several months ago, new owners took possession of our office complex. Since then, parking lots were re-surfaced, carpeting was replaced, signage was updated, entry foyers were completely remodeled, and many other improvements were made.

Before the purchase, I think that most visitors walking into our building–myself included–would have considered it to be a pretty nice place. It got the job done. But the new owners, by seeing things through fresh eyes, were able to identify things that needed improvement. And now, it is indeed markedly better.

This leads me to the topic of improving your hiring process. Is yours, like most, similar to how our building was–functional, but in need of some improvements?

If you’re not sure, below are some items to contemplate when looking at your hiring process with fresh eyes:

5 Areas of Your Hiring Process To Review

Career Page — Do you have one? Does it really help potential applicants get a sense of why they might enjoy working with your organization? Does it match the current branding of the organization? Is it easily found through your website?

Application/Resume Submittal — Is it applicant-friendly? Does it take too much time or effort for the applicants to get their information to you? Can applicants apply from a tablet or mobile device? Are you and your hiring team able to get the information you need to properly screen applicants for further consideration?

Consistency and Flow — Are all applicants for given positions considered equally? Are the same screening/interview questions asked of everyone for given positions? How is feedback from hiring managers and others gathered? How well is the overall process documented? Are applicants moved along smoothly and as quickly as possible? Is there easy access to assessment results, background check results, reference check results, etc?

Communication — Do all the internal staff involved in the hiring process receive updates regarding the status of open positions? Are applicants notified as they’re moved through or out of the process? Are applicants notified that positions in which they’re interested are closing?

Future Needs — Are good applicants earmarked for future openings? Do you have a mechanism to easily identify those good applicants when certain opportunities come available in the future? Is there solid documentation to help remind you and others why these applicants should be considered for other openings?

Taking a fresh look at your hiring process may help you identify important areas for improvement. In making these improvements, you should see better efficiency and improved hiring results.

To learn more about how ExactHire can help you in your “remodeling” efforts, visit our website to learn about our HireCentric ATS and other HR Solutions or contact us today!

Image credit: Eyes For You by Alan L (contact)

Holiday Team-Building – 3 Twists

in Workforce Management/by Tom Branson

Thanksgiving. Christmas. New Years Day. Each of these holidays is unique. The first is primarily celebrated in the U.S.–though similar holidays are found around the world. The second began as a Christian holiday, but is now celebrated by people of many faiths. The last one is pretty universal, assuming you follow the gregorian calendar (my favorite calendar by the way).

So for workers across the world, this series of holidays–and others in between–presents the perfect opportunity to take a break. But time away from the office doesn’t mean that team-building must cease. On the contrary, now is the perfect time to strengthen bonds between co-workers!

Team-Building, Nicely Wrapped

The Gift Exchange

Gift exchanges can go one of two ways. Co-workers are ecstatic at receiving just what they wanted for under $30, or they are disappointed by a less than useful/exciting/thoughtful gift. But it doesn’t have to be that way!

Try this variation on the exchange: ask each co-worker to purchase a gift under a certain value that will be placed into a silent auction. Place all these gifts on a large table with a bid sheet and provide each person with “auction dollars” for bidding. These dollars could also be earned/won through another activity like holiday bingo or office trivia.

Caution: Always carefully consider whether re-gifting is a good plan. If it wasn’t good enough for you, make sure you’re not just paying forward that disappointment.

Sweet Team-Building

The Holiday Party

This year, bring the party into the office. A good ‘ol fashion pitch-in lunch on a workday ensures that everyone can participate. Our company plans several of these throughout the year, but for the “Holiday Potluck” we include an optional “Sweet Treat Exchange” as well. Some socializing, a full belly, and a variety of take-home sweets makes for a fantastic team-building day.

Caution: If it’s an after-work party, be careful with holiday cocktails: one too many cups of eggnog could lead to a not-so-happy New Year.

Team-Building to Make a Difference

The Charitable Donation

“‘Tis better to give, than to receive.” Directing dollars away from gift buying and parties, and instead, investing it in a local charity is a powerful way to impact the community. This also underlines the “reason for the season”.

For an even more effective approach, your team can focus on working with one charity throughout the year. Pair the holiday donation with a service day that occurs earlier in the year. This makes for a richer experience and a greater impact than just a one-off donation.

Caution: Be sure that this activity is optional, anonymous, and provides co-workers with an opportunity to vote on the receiving charity. Not all charities will be in alignment with the beliefs and values of all team members.

Providing opportunities for social interaction and team-building among co-workers strengthens company culture. A strong culture is also enhanced by hiring people who fit the job and the company. ExactHire provides hiring technology that helps to ensure job fit and supports a strong company culture. Learn more by contacting us today!

Image credit: Red Snowflake Gift Tag by tengrrl (contact)