Category Archives: Tips

How Hiring Contingent Workers Can Solve Your Hiring Challenges

Contingent WorkersAccording to a 2013 Addecco Staffing survey, 92% of executives believe there is a very real “skills gap” that prevents employers from finding and hiring top talent. Many thought leaders in the recruiting and staffing industry have weighed in on whether the skills gap is real or imagined. But it’s clear that in certain sectors, such as STEM (science, technology, engineering and mathematics) there are not enough workers with the desired skill set available in local talent pools. In response, many organizations have sought to get creative. Some employers have sought to reach beyond local talent pools, hiring workers located abroad. Others have sought to train existing employees to embrace new skill sets, and others have turned to hiring contingent workers to obtain the talent they need.

The Manpower Group estimates that contingent workers will grow to 64.9 million workers in America by 2020. Particularly in the healthcare field, where jobs such as registered nurses have spiked in demand by a whopping 34.6%, contingent workers have become a preferred solution to close the skills gap. As the American economy continues to improve and workers increasingly value flexibility in their work, the contingent worker trend shows no signs of slowing. Employers seeking to fill difficult positions are increasingly embracing this trend. But do you know how to hire these contingent workers strategically?

Strategically Hire Contingent Workers

Contingent workers have become one of the leading ways organizations fill vacant positions. In the healthcare sector, these workers are available to help already overworked staff address growing concerns regarding patient care. These workers provide the necessary support that hospitals need during busy flu seasons, community health programs, and more. But hiring contingent workers and managing them is no easy feat. Many organizations have found that recruiting, training, on-boarding, managing and off-boarding them can be extremely costly and difficult. Try the following tips to hire and manage your contingent workforce better:

  • Use a Vendor Management System.  Vendor Management Systems (VMS) are a growing trend in managing contingent workers. This technology has grown in popularity because managing contingent workers and managing risk has become extremely difficult. With so many moving pieces involved in a contingent work assignment, many organizations find they are unable to develop transparency and risk management strategies on their own. VMS providers are able to offer software that solves this problem with centralized data management, vendor classification, contract and data storage, payrolling capabilities, and more. VMS systems allow organizations to gain a comprehensive view of their risk, costs, and data and to manage it proactively.
  • Partner with a Contingent Workforce Management provider. In order to hire contingent workers, many organizations must keep lengthy lists of staffing companies in the hopes of obtaining the talent they need. Using one supplier to manage the hiring of contingent workers simplifies the process and saves organizations money. Under this model, one supplier would manage multiple staffing companies. Using a vendor neutral approach, this allows organizations to obtain the best talent at the best rates and best contingent workers. Staffing suppliers are better able to determine organizations’ needs under this model, proactively competing to provide the best talent at the best rates. With a dedicated program manager, staffing suppliers are also better able to forecast placement, working to develop targeted talent pools.
  • Develop strategic labor strategies.  When hiring contingent workers, it’s important to have an overall strategic labor strategy. Stakeholders should meet to define the size and scope of the project requiring contingent workers, which roles are critical to its success, budgetary guidelines, and opportunities that may exist to hire contingent workers full time after the assignment has ended. Often, contingent workers are highly skilled workers who seek autonomy and flexibility in their work environment. Organizations that can provide these options could find they are better positioned to hire these workers after their assignments end. In many cases, organizations find this to be a wonderful recruiting tool for their next great hire. A solid labor strategy will help identify these opportunities, reducing vacancies in the organization as a whole.
  • Develop a system for performance management. Once contingent workers are hired, it’s important to check in and see how they’re doing. Because these workers are often project based, clear guidelines must be established to determine what a successful assignment would look like, how the talent will be evaluated, and how contingent workers will be managed if they’re not accomplishing project goals.

In many industries, organizations are facing an uphill battle to hire during a skills gap. With the addition of contingent workers, this makes hiring in these industries easier with opportunities for organizations to save time, save money, and to effectively manage risk.

Zero Fee Recruiter is a new and better way to find great talent.

We are the world’s largest passive candidate marketplace. We provide you with only qualified and verified professionals that we have vetted for each position you are looking to fill.

ZFR focuses on passive candidates that we source through our proprietary system, “Reach Out”, and this enables our team to reach candidates that are not actively looking.

We guarantee results! It’s that easy…

9 Employee Retention Statistics That Will Make You Sit Up and Pay Attention

Employee Retention StatisticsRetention in the workplace is in a predicament — the revolving door is circulating faster, and the organizations struggling with this are on the lookout for a solution.

They want to keep employees long after they’ve been hired and maintain high levels of productivity, but to do so, they need to examine some of the causes of poor retention.

Insights into the state of retention today

Let’s look at some statistics to keep in mind as you look to solve your retention concerns.

1. Some 73% of organizations revamp their on-boarding to improve their employee retention. It’s not the only reason companies update onboarding, but it’s an important one that should clue you into how important retention is at most companies. This is the time in which new hires connect with the company, so improving the correlation between their work and the organizational values will help boost employee longevity.

2. One third of new hires quit their job after about six (6) months. During the early stages of your employees’ careers, it’s critical to outline milestones for your new hires to accomplish. Without these goals to help attentively cultivate new employees, it’s easy for them to become under-challenged or overwhelmed. Both situations create an unnecessarily heavy burden on your recruiters and your employees.

3. Referred employees have a 45% retention rate after two years. As it turns out, most referred employees are more likely to stay in their new role. That 45% number is much lower than the average employee sourced from, say, a job board (80%), possibly because they’re working with people they already know in a position they’re more likely to functionally fit. Your referral program is invaluable to the success and tenure of your new employees, and like your on-boarding process, reassess it as needed to improve retention.

4. Nearly four out of five (78%) of business leaders rank employee retention as important or urgent. With the cost of employee turnover and the benefits of having retaining well-trained employees versed in company policies and procedures, making sure new hires don’t leave for avoidable reasons is one of leaders’ top concerns, and should be one of yours, too.

5. Remote workers are 50% less likely to quit. Employees who telecommute to work are typically more satisfied with their jobs, so it makes sense they’d be less likely to quit – they’re able to work at their own pace, in an environment they’re comfortable in. This makes remote work options a powerful way for companies to retain employees.

6. One third (33%) of employees knew whether they would stay with their company long-term after their first week. Only one-third of employees … that’s a pretty small number in terms of retention. Your company’s first impression is incredibly important. You simply can’t afford to let your new employees figure out their place in your company; you need to engage them early and often with a specific strategy and goal in mind.

7. Some 35% of employees will start looking for a job if they don’t receive a pay raise in the next 12 months. They may not be some of the most loyal employees, but you can expect to see some possible retention problems if the company can’t provide the team with raises. No matter how long your employees have been with your company, they expect a raise every year. But if you’ve on-boarded new hires well, created a connection between their role in the company and the overall values, this might not be as much of a problem as you’d expect.

8. One third (33%) of leaders at companies with 100 plus employees are currently looking for jobs. Even those in senior leadership roles aren’t immune to leaving. Don’t let your leadership fall prey to feeling undervalued at your organization; give them the reassurance they need to stay. Otherwise, they’ll likely head for greener pastures.

9. 32% of employers say they expect employees to job-hop. With the increasing number of employees who stay at a company no longer than three years, some companies have begun making it part of their hiring plan. It’s smart to keep trends like this in mind when building a hiring plan, but it’s also smart to figure out their root cause, and see if your company can’t do something to stop job-hopping from happening in the first place.

These statistics don’t paint a pretty picture about the state of employee retention. The good news is that you can use these statistics as a way to develop new strategies to retain employees for the long haul, and hopefully develop a new hiring process along the way.

Zero Fee Recruiter is a new and better way to find great talent.

We are the world’s largest passive candidate marketplace. We provide you with only qualified and verified professionals that we have vetted for each position you are looking to fill.

ZFR focuses on passive candidates that we source through our proprietary system, “Reach Out”, and this enables our team to reach candidates that are not actively looking.

We guarantee results! It’s that easy…

Role of Senior HR Leaders in Modern Organizations

Role of Senior HR LeaderOver the last decade, HR has evolved through various phases. It started from protecting the women employees in the industrial environment and gradually changed to hiring, attendance, compensation, and later to motivation, selection, assessments, etc. With time and experience of these professionals in their work, job titles of HR business partner or Senior HR Managers were created. To have a business impact in today’s economy and build sustainable organization, the present senior HR leaders have to focus on some of the critical areas and be the change makers of the organization.

Define the Purpose

Most of the present day organizations are struggling to explain (to the candidates as well as employees) why they exist. The purpose driven organizations have an inspired brand, which moves around distinctive, authentic and inspirational ideology. Experienced HR professionals are expected to design policies which both employer as well as employees are liable to follow. Through these policies they need to define work culture, organizational goals, performance indicators, salary structure, leaves and other such related areas.

Imbibe knowledge on Talent Recruitment

Recruiting right talent has been a tricky business since ages. Senior leaders carry a long, tried and tested experience and are well aware of the good, bad, and ugly of the HR world. However, junior HR professionals might succumb to pressure situations and end up recruiting misfit employees through miscommunication and even redundant job description. This results in higher attrition rate and sour employer-employee relationship. HR leaders should create, market and sell the value proposition, which reflects the true culture and the reason for candidates to join the company. Senior HR’s should keep on training young talent on how to crack the recruitment mystery.

Align employee goals with organization goals

Employees should know their purpose and how it is connected to their job, department and organization’s purpose. To build a successful and sustainable team it requires unified team effort. All the departments and teams should know how their efforts are aligned with the organization. The experience of senior HR leaders is most crucial here to make sure that the alignment is driving the business in the right direction and getting the best results. Along with they can easily handle if some employees are resisting the change.

Focus on building Employee Strength

Being new to the job, junior HR’s might be handling a lot of transactional work, as it is also necessary for them to learn and grow in this profession. One important area that might get ignored here is to build employee strength. This is one area where senior HR managers can step ahead to apply their experience in development and engagement of the employees; and motivate them to achieve the best results. Strength, which is comfortably developed, can be changed into world-class performance.

Implement best tools in the organization

Throughout their work experience, senior HR leaders are aware of how manual management of recruitment and other HR activities is time wasting, money consuming and most frustrating task. This is where leaders should initiate and pass on their knowledge of must have HR tools in the organization to help recruiters achieve their task.

Ethical Recruitment

Ethical recruitment helps recruiters to become trusted employees of an organization, where recruitment is to be made on the basis of merit and not on recommendation. A strict policy and regular trainings from HR leaders is mandatory here to make their organization a trusted employer. Ethical recruiters should build a profile for each post, which are based on a scoring system and not just based on personality. It is important to give the organization a fair and honest view of the candidate, and vice versa.

Zero Fee Recruiter is a new and better way to find great talent.

We are the world’s largest passive candidate marketplace. We provide you with qualified professionals that we have contacted and vetted for each position you are looking to fill. We deliver only candidates that are interested in the position, are available in your location and have agreed to your salary range.

ZFR focuses on passive candidates that we source through our proprietary system, “Reach Out”, and this enables our team to reach candidates that are not actively looking.

We guarantee results! It’s that easy…

Top Tips for Choosing an Online Recruitment Provider

Choosing an Online Recruitment ProviderYou no longer need to spend a fortune with recruitment agencies, newspapers or job boards as online recruitment service providers can provide a great alternative. But it is important to avoid costly mistakes with whom you choose.

Personnel Today revealed 86% of employers think online recruitment is more cost effective than other methods. Job seekers feel exactly the same as other sources show that 91% prefer online job boards.

But online advertising costs can be prohibitively expensive and the choice bewildering. That is why the low cost online recruitment service delivered by flat fee recruiters is a natural way for companies to reduce their cost per hire.

But before you dive straight in be careful of flat-fee providers who could be flat-out frauds. Here are a few things to check before you choose an online recruitment service provider.

Beware fixed fee providers who don’t charge a fixed fee

Seemingly lower prices can quickly add up with hidden costs. Even worse are suppliers who suggest you don’t pay anything until the job is filled but have is a sting in the tail (read the small print). Finally be careful of ‘guarantees’, which are often about a minimum number of CVs and have nothing to do with quality.

Avoid expensive employer branding

Some companies will recommend (sell) employer branding on your adverts to earn themselves extra commission. Ask for the evidence proving it generates a better response (we’ve never found any). If you’re willing to pay a premium for employer branding, then expect frustrating calls from applicants and sales people throughout your day – it’s like having a target painted on your back.

Ensure your adverts have the best coverage and duration

Some providers say they have a ‘relationship’ with a job site, but this does not necessarily mean your job will be shown on that site. Therefore check they are bona-fide. Also, don’t be duped by a 28-day campaign, which could mean seven days advertising on four different sites, totaling 28 days). Instead choose a company that gives 28 days on every site if you want to get the best response.

Be certain you receive every job application

Some suppliers only show you the applicants they want you to see, possibly so they can promote some of your applicants to other clients. Equally you could be wasting your time with another company’s applications.

Let technology take the strain

Choose suppliers that can intelligently filter applications and use automated telephone and video screening tools to keep your shortlists short. This will avoid your inbox being inundated and reduce the burden of recruitment.

 Overall, be sure to ask lots of questions and take the time to seek out a reputable online recruiting company advertise your vacancy.

Zero Fee Recruiter is a new and better way to find great talent.

We are the world’s largest passive candidate marketplace. We provide you with qualified professionals that we have contacted and vetted for each position you are looking to fill. We deliver only candidates that are interested in the position, are available in your location and have agreed to your salary range.

ZFR focuses on passive candidates that we source through our proprietary system, “Reach Out”, and this enables our team to reach candidates that are not actively looking.

We guarantee results! It’s that easy…

The Secret to Recruitment Marketing: Attracting Top Talent in 4 Steps

Secret to Recruitment MarketingSimply put, an organization cannot function or remain successful without highly skilled individuals. How to attract talented employees to your company is often the question HR leaders face. This is where recruitment marketing comes into play. To ensure you are attracting top talent, it is imperative to adopt a marketing mindset – one that considers industry and competitor trends; global, national and regional drivers; and effective methods of engagement. Of course, having a solid brand, and more importantly, solid employer brand, is the first step in the attraction phase. Once this has been accomplished, it is time to design and execute a strategic recruitment marketing plan to gain top talent.

Below are four steps to keep in mind when using marketing strategies to attract and recruit top talent. 

STEP 1: YOUR EMPLOYMENT BRAND AND REPUTATION

Before building a strong workforce, a company has to be cognizant of its reputation in the industry. Social reputation sites such as Glassdoor and Indeed are just a couple of examples of ways that prospective candidates can get an idea of what it’s like to work for your company. These reviews will give you a nod to what employees love about your company.

A company must start from within before marketing its employment brand though. Do you have a strong employee value proposition (EVP)? And more importantly, do your recruiters fully understand the EVP and communicate it effectively to prospective talent? Recruitment marketers need to be experts in recognizing their company’s strengths and sharing those with candidates. The ultimate goal is to find genuine matches between candidates and your company’s roles and departments.

It’s also important to keep in mind that reputation monitoring is never over, and should be an ongoing process across the entire organization.

STEP 2: INITIAL OUTREACH

Initial outreach is key to gaining a candidate’s attention and a ho-hum email won’t make you stand out. You need to show the candidate how your company is like none other and how much impact they would have on the organization. Your outreach email is your first impression. Make it good!

What is it about your company that will grab the candidate’s attention in a short amount of time? If you include a job description, make it fun! Each job description should be catered to the target candidate pool. If you want to catch the interest of a web/app developer, include humor or terms that bring the job description to life. YouTube links, company culture pages and articles about your company’s success will help your email get read.

STEP 3: OPEN COMMUNICATION

So, you have their attention. Now, what? Keep that line of communication open and keep them engaged. Don’t be that “robotic recruiter” we’ve all heard complaints about. Always be mindful of your target candidate. Remember, candidates are people who are looking for or open to a job opportunity, so make it conversational. They can naturally discern when someone is genuine and invested in their actual interest. This is a simple concept but one that goes unnoticed quite often.

Personalize each email with a something that caters directly to the candidate (e.g., they mentioned an upcoming trip so you can include “safe travels” in the follow-up email.) If you are on the phone, make it a conversation. Listen to the candidate and refer back to things they’ve mentioned. This ensures the candidate that you actually are listening to them and care about their thoughts. When a candidate feels comfortable and genuinely engaged, they will naturally be more attracted to your company. Recruiters are the front line and “face” of the company. So, give your organization a good “look.”

STEP 4: ACCEPT OR DECLINE

“They can’t all be gems,” but that doesn’t mean they won’t eventually be the perfect candidate for another open position for your company. Recruitment marketing does not end the moment a candidate is rejected or he or she rejects your offer. Invite candidates to your talent community, and let them know that this relationship can continue. A position might open up that better suits their skillset, they might gain more experience down the road or they might know people they can refer. A key component in recruitment marketing is understanding that the line of communication never ends.

Zero Fee Recruiter is a new and better way to find great talent.

We are the world’s largest passive candidate marketplace. We provide you with qualified professionals that we have contacted and vetted for each position you are looking to fill. We deliver only candidates that are interested in the position, are available in your location and have agreed to your salary range.

ZFR focuses on passive candidates that we source through our proprietary system, “Reach Out”, and this enables our team to reach candidates that are not actively looking.

We guarantee results! It’s that easy…

Employee Benefits – What You Should and Shouldn’t Offer

Employee BenefitsWhether you’re a small business owner or running a multinational, one key question to consider is what, if any, employee benefits you are going to offer. Potential staff will be on the lookout for strong benefits packages, which can act as a valuable incentive to attract the best talent. On the other hand, they can be costly to provide and may prove to be more effort for the company than they are really worth. If you’re thinking of offering benefits, the following are some factors to consider.

Are They Really Necessary?

Although offering benefits isn’t strictly necessary for the running of your business, it is nevertheless advisable. It may not be immediately beneficial cost-wise, but you should reap the rewards in the longer run. Appropriate benefits will not only attract the top talent, but will boost overall company morale. You will have team members who will produce better work and will want to stay with the business for longer.

By the time a new hire starts, they will have been through one or more interviews and may have been subject to psychometric assessments and even group exercises. Having worked hard to prove that they were the right candidate, they will feel entitled to something in return. It is important to remember that your work force is your greatest asset, so keeping them happy is key. If they feel that they may be at a disadvantage in comparison with peers in other firms or that they could get a better deal elsewhere, they will leave and the business will suffer as a result.

What Kind of Benefits Should I Offer?

In deciding upon what to offer, think of the age range and demographic of the majority of your employees. Individuals in their 20s and early 30s are more likely to be drawn in by company getaways, bonuses for performance and company cars. An older demographic might be more interested in private health insurance, disability insurance and pension plans. Offering training is always a good idea. It allows individuals to continue learning and demonstrates your commitment to their personal growth. In return, you benefit from more qualified and capable employees.

Where Should I Draw The Line?

It is important to remember that you should never commit to something that could be detrimental to the company. The first and perhaps most obvious rule is not to commit to benefits that you cannot genuinely afford. If you’re a startup, you are unlikely to be in a position to lavish expensive tangible benefits on your team. Happily, however, they will understand that the real rewards will be reaped at a later stage as the business grows. Many startups offer stock option schemes, which garner engagement and commitment based upon future performance. Some, however, overly dilute the business’ equity and pay the price at a later stage so it is important to balance your offer in line with candidate perceptions and market norms.

One final, yet surprisingly common mistake is to offer unwanted benefits. Once again, consider carefully the demographic of your workforce and use market intelligence or perhaps create an anonymous survey in order to gauge their views and align benefits packages accordingly.

Zero Fee Recruiter is a new and better way to find great talent.

We are the world’s largest passive candidate marketplace. We provide you with qualified professionals that we have contacted and vetted for each position you are looking to fill. We deliver only candidates that are interested in the position, are available in your location and have agreed to your salary range.

ZFR focuses on passive candidates that we source through our proprietary system, “Reach Out”, and this enables our team to reach candidates that are not actively looking.

We guarantee results! It’s that easy…

6 Must-Knows for a Better Candidate Experience

Business man carefree outstretched armsWe’ve talked before about how devastating ignoring candidates can be to your business — and guess what? The rules haven’t changed. If anything, as technology continues to be more and more intertwined in job seekers’ personal and professional existence and as their expectations of employers get higher, it’s all the more vital that you as an employer learn how to communicate with the people who want to work for you.

Or, you know, don’t — but don’t say we didn’t warn you…

CANDIDATES ARE YOUR CUSTOMERS

The experiences candidates have throughout the application process can make or break their impression of a company, as a new CareerBuilder study shows. Not only may candidates be so turned off by a bad experience that they’ll opt out of applying — they may also choose to stop being your customer (and may tell others to do the same).

The 2015 Candidate Behavior study, conducted by Inavero on behalf of CareerBuilder, surveyed more than 5,000 workers and 2,000 hiring decision makers about the hiring experience. The study sheds light on the differences between what candidates expect from potential employers during the job application process — and what employers actually deliver.

Did I mention those differences are quite vast?

So what do you need to know right now about the candidate experience to help you better meet their expectations and get more great people applying to – and happy with – your company?

1. CANDIDATE EXPERIENCE CAN IMPACT YOUR BOTTOM LINE.

Though 82% of employers think there’s little to no negative impact on their company when a candidate has a bad experience, 58% of candidates are actually less likely to buy from a company if they don’t get a response to their application.

Conversely, 69% of candidates are more likely to buy from a company if they’re treated with respect throughout the application process.

2. YOU NEED TO USE DATA TO REALLY CONNECT WITH CANDIDATES.

Even though candidates consult up to 18 resources throughout their job search — including job boards, social networking sites, search engines and online referrals — 58% of employers don’t use tracking or coding technology to learn where their candidates are coming from. Consequently, they may be missing opportunities to connect with candidates where they are actually searching.

3. CANDIDATES PREFER BAD NEWS TO NONE AT ALL.

For some candidates, the myth of the infamous application “black hole” is all too real. 52% of employers say they respond to less than half of the candidates who apply, which is problematic: Not only do most candidates expect an automated reply that acknowledges their application, the majority (84%) also expect a personal email response (even if the news is negative).

4. ONGOING COMMUNICATION IS CRITICAL FOR CANDIDATES.

When it comes to candidate communication, many employers are falling way short. Even though 41% of candidates expect to be notified post-interview if they weren’t chosen for the job, 73% of candidates who interviewed with companies said they were never given an explanation of why they didn’t get the job.

5. CANDIDATES WANT YOU TO BE PERSONAL AND SIMPLE.

When it comes to keeping candidates engaged and interested in their opportunities, a company’s application process can be its own worst enemy. 40% of candidates feel the application process has become more difficult in the last five years. Of those, 57% complain the process is too automated and lacks personalization.

6. CANDIDATES MAY BE WILLING TO ACCEPT LOWER SALARIES.

As noted earlier, treating candidates well is good for the bottom line. More than 3 in 4 candidates (77%) are willing to accept a salary that is 5% lower than their expected offer if the employer created a great impression through the hiring process; even more (8%) would do the same if the company had a reputation as a great employer.

These findings underscore the importance of having a strong employment brand. Even so, 52% of employers do not have one, giving the other 48% a distinct edge when it comes to capturing in-demand candidates at competitive prices.

Zero Fee Recruiter is a new and better way to find great talent.

We are the world’s largest passive candidate marketplace. We provide you with qualified professionals that we have contacted and vetted for each position you are looking to fill. We deliver only candidates that are interested in the position, are available in your location and have agreed to your salary range.

ZFR focuses on passive candidates that we source through our proprietary system, “Reach Out”, and this enables our team to reach candidates that are not actively looking.

We guarantee results! It’s that easy…

What Do You Do When Job Candidates Ask About the Background Check?

Screening CandidatesMost job candidates will have many questions for an employer throughout the hiring process — including questions about the employment background check.

Do you have the answers?

Ultimately, knowing these answers benefits you, your company, and the candidates. Being transparent throughout the hiring process as a whole, and especially during the background screening process greatly affects your candidate experience.

Here are questions that you should be prepared to answer about your background checks:

Why does your company use pre-employment screening?

The reasons employers use employee background checks can vary — from protecting clients to enhancing workplace safety to identifying the best candidates.

Whatever your reason, sharing this with your job candidates will help set them at ease. They should know that you’re not trying to disqualify them, but instead you want to find the information that will help you make a smart hiring decision.

What kind of information are you looking for?

This answer will again vary depending on your company’s hiring policy, the position and federal and state screening laws.

Every company is different — and no two background checks will look alike. Because your company should have its own customized screening services, make sure you’re open with your candidate about the kind of information you’re looking for.

If you’re searching for criminal records, explain to candidates that you want to protect your company, clients and other employees, and ensure that a potential employee does not have a past that could affect their job.

If you’re searching for resume discrepancies, explain that it’s not uncommon for minor discrepancies to be uncovered — such as dates of employment. However, also let them know if a larger discrepancy like claiming a degree they have not earned will affect your decision.

In short, regardless of the specific information you’re searching for — tell your candidates. Helping them understand why you’re looking for specific information will build trust and put them at ease about the screening process.

How long is the background screening process?

There’s no easy answer for this one, as it largely depends on the information you request in your background checks.

If you’re conducting a criminal background check, this will depend upon how many counties you’ve requested and how long it takes those courts to respond to a possible criminal hit. Employers should be in contact with their background screening provider, as they should be able to communicate if there’s a delay for any reason.

Another aspect that might affect turnaround time is if an education or employment verification is requested. For example, a more extensive employment history might also cause a delay.

Will anything you find disqualify me for the job?

Depending on state or federal screening laws, you may or may not be able to conduct a background check until later in the hiring process. Regardless of when you request a background check, it’s essential to be clear with candidates if there’s a particular record that might disqualify them.

It’s also crucial that your company hiring policy should clearly outline the type of criminal record or resume discrepancy that would disqualify a candidate — unless you want to find yourself in the middle of a lawsuit.

It’s also important to note that many employers actually prefer that a candidate be up front about their criminal past. While this is not always possible due to ban the box laws, if you’re able to ask for disclosure before the background check, clearly communicate your company policy for hiring candidates with a criminal record.

Will I be notified if something is found?

If a criminal background check uncovers disqualifying information on your candidate, you are required by law to send a pre-adverse and adverse action notification. While your background screening company was in compliance and verified the information there are still cases when a criminal record might be incorrect.

For example, if a record was expunged, but it was still reported, it’s vital that your candidate have the opportunity to dispute the information. Let candidates know that if information is found that they believe to be untrue, they will be notified and have sufficient time to make a dispute.

If you’re unsure about how to comply with the two-step adverse action notification, contact your background screening provider for legal counsel.

When all is said and done, your candidate experience will only be as good as your transparency about the background check process.

Zero Fee Recruiter is a new and better way to find great talent.

We are the world’s largest passive candidate marketplace. We provide you with qualified professionals that we have contacted and vetted for each position you are looking to fill. We deliver only candidates that are interested in the position, are available in your location and have agreed to your salary range.

ZFR focuses on passive candidates that we source through our proprietary system, “Reach Out”, and this enables our team to reach candidates that are not actively looking.

We guarantee results! It’s that easy…

 

4 Tips for Recruiting Generation Z

Recruiting Generation Z

Just when you’ve grown accustomed to Generation Y (Millennials in the workplace), HR leaders are being advised to prepare for the introduction of Generation Z to the workforce and their own demands. With millions of babies being born each day, this demographic will soon make up the largest segment of our populations. These young adults are often described as an “extreme version” of the Millennial, if you can imagine that. They live in a world where they need more than two devices to stay connected; they are speedy communicators and have an innate ability to be productive and to make an impact.

And they are dreamers looking to make a change. A study by New York-based marketing agency Sparks & Honey, found that 37.8% of Generation Z hope to “invent something that will change the world”. This enterprising and connected generation will radically change how HR recruits. Here are some top tips and technologies that will be commonly used to recruit them in the future:

1. Distraction: Gen Z-ers are constantly swapping between multiple devices and numerous digital tools which have enabled them to have tremendous skills in multi-tasking. They are dialed into all social media portals and they can use some sort of application for almost everything they do. It’s more important now than ever that your recruitment strategy is social and mobile. Applicant tracking systems will help enterprises to understand which channels Generation Z are using the most to connect with the company and optimize their recruitment strategies for these channels.

2. Visual: 20-somethings have a short attention span and are highly visual so consider how to make your brand standout through visual technologies. You could tweet a 6-second Vine video or upload a video to YouTube and tweet the link.

3. Technology savvy: This generation was born fully equipped with smart phones and tablets. They appreciate being flexible, adaptable, smart and fast. Therefore, if you haven’t already done so, it’s critical to have a mobile app, a mobile career site for candidate applications, videos, blogs and social updates, all with a simple look and feel. You should put emphasis on being agile and visual!

4. Collaboration: This population is extremely interactive, therefore you tailoring the way that you engage with them is important; they are highly expressive and prefer the interpersonal connection. This generation wants to get to know their peers, managers and leaders on an intimate level. They are also fantastic thought leaders, which make for excellent discussion! We know that live video interviewing is gaining popularity but, with this generation, it will be a must-have and they will expect to engage early on in the recruitment process. Sending SMS text notifications for interviews, sending feedback surveys, subscriptions to online blog communities, and social events are all great ways to keep this on-the-go candidate engaged and committed.

It’s important to start to prepare for Generation Z now as they may well be the change that so many businesses desperately need in increasingly digital, competitive and global environments.

Zero Fee Recruiter is a new and better way to find great talent.

We are the world’s largest passive candidate marketplace. We provide you with qualified professionals that we have contacted and vetted for each position you are looking to fill. We deliver only candidates that are interested in the position, are available in your location and have agreed to your salary range.

ZFR focuses on passive candidates that we source through our proprietary system, “Reach Out”, and this enables our team to reach candidates that are not actively looking.

We guarantee results! It’s that easy…

4 Tips to Rediscover the Lost Art of Recruiting

Lost Art of RecruitingAutomation has become an enormous part of our everyday lives, from coffee makers turning on at 6 a.m. sharp to Gmail sorting through emails to Amazon auto-shipping another order of paper towels. Both at work and in our personal lives, we’ve become so reliant on it that we don’t even think about it. It’s just as true in recruiting, where like the rest of the world, we rely on automation to drive results, improve productivity and simplify tasks. However, it’s more important in recruiting than possibly anywhere else to remember the basics.

The problem with the way many recruiters are working is that they see technology as a replacement for human interaction, but this idea is fundamentally against everything we know about recruiting. We know that recruiting has always been and always will be a relationship-oriented, high-touch business, which means a computer will never be able to replicate all that a recruiter does to bring in the best and brightest.  And that’s exactly why it’s time to rediscover the art of recruiting, and find out what it means to be human driven and automation supported.

1. Technology is not a substitute for engagement

HR and recruiting’s use of technology must go hand in hand with exercising good-old-fashioned human interaction and relationship building. It requires a perfect balance of the two and an understanding of when to use each. Above all else, engagement should be where you’re focusing the majority of your time and energy, so be careful not to get in the mentality that the recruiting technologies you use are doing the work for you. Technology and automation enhance what recruiters do, but they’ll never replace it.

2. Put technology to work the right way

The value that technology and automation bring shouldn’t be ignored. There’s a reason recruiters have become so technology dependent. It makes things easier. The best way you can use these tools is to first of all choose the right ones and secondly, let them take care of tasks that take away from you being able to engage with candidates. Put technology to work so you can make time for conversation-focused recruiting.

3. Build a reputation of excellence with your candidates

If we’re going back to the basics of how recruiters recruit and why they do what they do, then I have to talk about the reputation companies gain with candidates over time. This area, above all else, is so heavily reliant on the people doing the recruiting. A reputation of excellence is gained over time by doing things the right way and valuing human interaction. While technology makes your job easier and can support and reinforce your efforts, candidates will remember you above all else.

4. Always make time for follow up and feedback

Don’t put in time and effort in the beginning only to let those connections fall by the wayside. Make follow up and feedback part of your normal routine, and use technology to help you track and remember this. Technology and automation can even be used in your follow up and feedback, but remember that from beginning to end, or from the first interaction to the last, the human element is key.

Recruiting is built upon a foundation of conversations and relationships, but when executed properly, technology can support and enhance what recruiters do. Its magic lies in allowing you to place the focus back on the lost conversation and engagement-oriented history of recruiting.

Zero Fee Recruiter is a new and better way to find great talent.

We are the world’s largest passive candidate marketplace. We provide you with qualified professionals that we have contacted and vetted for each position you are looking to fill. We deliver only candidates that are interested in the position, are available in your location and have agreed to your salary range.

ZFR focuses on passive candidates that we source through our proprietary system, “Reach Out”, and this enables our team to reach candidates that are not actively looking.

We guarantee results! It’s that easy…