Category: Candidate experience

Bring the Candidate’s Voice into Your Hiring Process

Job seekers often realize very quickly that not all hiring processes are created equal. While the job search should be a time of optimism and excitement, it is often ruined by hiring processes that are not optimized for the job seeker’s convenience. Some recruiters get the process totally right, some get part of it right, and others simply miss the mark altogether.

Even if your hiring process isn’t totally perfect, there are some non-negotiable aspects that must be in place in order to keep optimistic and engaged candidates moving through your pipeline....  read more

Why You Can’t Afford Not to Hire College Graduates

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College. Just the word conjures up memories of the four ‘p’s: parties, professors, Pop-Tarts and pizza. However, there’s two more ‘p’s that every college student thinks about: their potential paycheck. Hiring managers can often crush those dreams as sometimes, they are not interested in hiring these recent grads. Many hiring managers only want to deal with people who have experience. Combine that with how recent college grads can often be lost in the job application process, and things can get a bit messy. Strategic Director Krista Williams discusses on HR Daily Advisor some of the reasons why hiring college graduates is not only a good move, but why companies and experienced employees can benefit from working with them.   

HR Daily Advisor: I have been working with college students … well, since I was in college. In most, if not all, of my positions I have had the fortune of working with interns, new graduates, placement offices, faculty, and students. My support has not only been to assist in job placement but also to support the transition of students from the life of ramen noodles and 10 a.m. classes to meeting the demands of a completely connected work environment with high expectations. 

I enjoy the aspect of the students being full of life, holding huge aspirations, and having absolutely no idea how to get where they are trying to go. I have partnered with placement offices at several colleges and managed college hiring programs for several organizations. Over the years, some things have changed and some things haven’t at all....  read more

What You Can and Can’t Ask a Veteran in a Job Interview

For some reason, when interviewing military veterans, hiring managers and recruiters seem to be at a loss when it comes to certain issues. We’re not really sure why – veterans are just like any other prospective employee who hasn’t proudly served our country. There are some sensitivities around their background and experience that is classified (for different reasons), and other information that can be discussed at great lengths. However, where do you draw the line between what is appropriate and what isn’t? Strategic Director Krista Williams discusses on Recruiting Trends what you can and can’t ask veterans and the rationale behind each of these points.  

Recruiting Trends: Hiring managers and recruiters need to be aware that there are certain questions they can and cannot ask military veterans during job interviews. The Uniformed Services Employment and Reemployment Rights Act (USERRA) protects the rights of veterans during civilian job interviews....  read more

Through the Looking Glass(door)

For recruiters and companies, logging on to Glassdoor and reading current or former employee reviews can be as frightening as a Freddy Krueger or Jason Voorhees movie. However, unlike the movies, these reviews don’t end after two hours, they aren’t predominately fiction, and worst of all – you’re not going to enjoy a tub of popcorn while seeing what’s on the screen. The good news is that you don’t need to go to the land of Oz in order for your to company to reap the benefits of Glassdoor. If Chief Brody can kill Jaws, then you can make Glassdoor beneficial to your employment brand. On Recruiter.com, Business Development Manager James Holt uses some of his favorite movie quotes for how companies can deal with negative Glassoor reviews/box office bombs, and how to turn them into positives/Oscar winning pictures. 

 

Recruiter.com: If you’re like most HR executives, logging into Glassdoor can be like one of those vanity mirrors with the bright lights: even the tiniest imperfection is magnified beyond belief, leaving you gasping in horror at what you see.

Many of these executives who read the entries on Glassdoor are shocked to find that those reviews completely contradict how they think their employment brand is perceived. Negative feedback by hires who turned out to be a bad fit or disgruntled past employees can drive a wedge between your recruitment marketing efforts and savvy candidates that use every available avenue to vet an opportunity. Prospective employees are no different than consumers today: they check online reviews and will trust them more than any marketing collateral, believing it to be more authentic because it comes from “real people,” not a “faceless company.”...  read more

You’ve Been Asked to Start a Veteran Hiring Program. Now What?

With Memorial Day coming up, military veteran hiring is a very topical subject matter within the HR industry. There are a lot of benefits when hiring veterans, as they have strong leadership and teamwork skills, character, structure and discipline, and loyalty. Companies also really enjoy promoting the fact that they hire veterans. Strategic Director Krista Williams used her background in veteran hiring to write about the next steps and potential tips for companies who have implemented a veteran hiring program, as featured in Recruiting Trends.

Recruiting Trends: If you’ve been asked to start a veteran/military hiring program, there are some important issues to be aware of before you put your program into place. In my work with clients, I help them develop effective strategies to create veteran hiring initiatives that tap into the great source of talent that our ex-military community offers. One thing I’ve seen, though, is a tendency for companies to think hiring vets is as simple as deciding to do so. Not so! ...  read more

Seven Step RPO is part of the Motion Recruitment Partners LLC family of innovative recruitment companies