From Facebook to Pokemon Go, modern day employees have a lot of distractions in the workplace. Here are 5 ways to ensure more productivity.
Don’t blast out the job posting to every talent agency, career network, job site and university. But don’t keep it a secret either. You’ll need to look beyond your circle of friends and colleagues, but keep the posting on sites and in networks that fit the company, its values and the position qualifications.
Great article filled with practical advice that highlights the “theory of quarters” when it comes to recruiting & hiring.
“For starters, if you’re not using an applicant tracking system, you should be. ‘Studies have shown that you can actually improve your efficiency by at least 50% through an applicant tracking system.’ And there are plenty to choose from. Find whichever one works best for your hiring needs. The point is that once you have this software in place, you’ll also have a data layer for your recruiting efforts.” ~ Eric Feng, Flipboard CTO
While there certainly are more than these, Monster.com put together a list of five questions that aren’t legal to ask during a job interview. Recruiters take note:
For example, it’s illegal to ask any questions related to protected classes, says Charles A. Krugel, an HR attorney. “Protected classes typically include race, gender, nationality, religion, military status and age (40 and up). Usually, such questions are intended to identify those class members. More often than not, it’s ‘loaded’ questions that are asked, or those where it’s fairly obvious that the asker has a hidden agenda and the question has little to do with the job’s essential duties.”
Some examples of these questions include,”I notice that you live in Brookfield, there’s some nice country clubs and retirement communities there — are you a member of any of them?” and “If you need to commute to work, how would you do that?” The first question can relate to socioeconomic status, gender, race, religion and age, Krugel says., while the second may be looking for information on socioeconomic status and race.
There’s no doubt that the Screening Questions module is one of the most powerful features contained in the Hirebridge platform.
Did you know that each job can contain its own screening questions, which allows you to deeply profile your candidates regarding their qualifications based on the position they’re apply for. You can tag specific responses as qualifiers and dis-qualifiers, as well as assign point values to each response.
This module provides you with a powerful “virtual assistant” that helps you segment out candidates that meet your minimum criteria, as well as being able to weight those that are most qualified.
If you’re not leveraging the power of the Question Sets module, or need any help setting them up, send an email to firstname.lastname@example.org and we’ll be happy to assist.
We’ve just added the ability to post a job directly from Hirebridge to LinkedIn! Here’s a walk-thru detailing how it works:
If you want this installed within your Hirebridge account, simply send an email to email@example.com and let us know.
Via Lifehacker.com …
Job boards and Craigslist don’t work because everybody’s already there. Here’s where to look, and how to look good, in the (still incredibly rough) job market.