Happy Friday! Take a look at the latest recruiting news that popped on our newsfeed this week:
Improving Indeed’s Search and Job Quality (Read @ Indeed Blog)
At Indeed, our mission drives everything we do: we help people get jobs. Providing job seekers with the best possible experience is what keeps them coming back to Indeed. It’s also what makes us the best place for employers to find the right fit every day.
As we have shared in the past, we are constantly striving to improve the job seeker’s experience. Our Search Quality team is dedicated to reviewing jobs to make sure they are of the highest quality and provide the kind of experience we believe everyone deserves. This includes ensuring jobs contain accurate information and provide easy access to job details and contact information. Also important is ensuring companies don’t use posting practices that unfairly inflate job visibility and adversely affect job seekers, such as reposting or posting jobs in locations other than where the employee will actually work.
When Employers Demand a Salary Range From Applicants but Refuse to Suggest One (Read @ Slate)
Of all the weird and frankly nonsensical practices that companies use in hiring, probably none are as bizarre as our conventions around negotiating salary. Given that paying employees money in exchange for their labor is what hiring is all about, you’d think that salary would be discussed early, clearly, and directly in any hiring process. But for some reason that approach is more the exception than the rule. Instead, many employers play coy games around salary, hiding what they plan to pay and even taking offense when candidates bring up money.
When To Buy a New Applicant Tracking System (iRecruit blog)
At iRecruit we frequently field questions from callers, people on demos, and email asking various questions about iRecruit, iConnect or the Work Opportunity tax Credit. We always ask the caller, “what’s prompting you to look for a new Applicant Tracking System?” These are just a few of the responses recruiters and managers tell us about why they are looking for a new ATS.
How to hire for a position you’ve never held before (Read @ Fast Company)
Many business owners find themselves in positions where they need to hire people for roles that they barely understand. If you’re an entrepreneur, you’ve probably experienced what it’s like to wear multiple hats. You’re the default salesperson, operations manager, and bookkeeper. But at some point, you’ll need to hire other people to do those tasks who, frankly, can do those jobs better than you.
WOTC Questions: What is the best method or protocol for asking these new hires these sensitive questions and to get them to participate? (Read @ WOTC Blog)
CMS Says: You can give the new employee instructions indicating your company is participating in this federal program to initiate jobs and indicate that it does not affect their actual employment. Also note that participation is voluntary. Our best advice is to be consistent, making sure that the WOTC forms are available to ALL new employees when you do your onboarding, and not people that are “handpicked” to receive the forms. If using our online service, and iRecruit, you can send reminders to new hires who have not completed your WOTC forms to encourage participation.
What to Do When That Shiny New Job Isn’t the Right Fit (Read @ WSJ)
A new job—even with a posh title and lavish pay—can sometimes fall short of expectations. It’s a persistent problem for job-hopping executives, aggravated by today’s hot job market. Companies sometimes woo stars with pledges of powerful management assignments that don’t match reality. “I see employers trying to win people over by exaggerating a job’s importance or not disclosing its challenges,’’ says Dan Smith, chief operating officer of Raines International Inc., an executive-recruitment firm.
These 4 Factors are Increasing Your Time to Hire (Read @ Verified First)
The unemployment rate dropped to 3.7 percent in September, and it continues to drop. While this is good news for the national economy, it makes recruiters’ jobs increasingly difficult. With a job force that is mostly employed, recruiters will most likely need to make their jobs attractive enough to convince applicants to leave their current jobs.
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