There are best and worst practices for every business. The recruiting and HR space is no different. Candidates take note of the things you do well… and not so well. With the consistent development of new tools for the space, the hiring process is constantly under construction. The best practices change and evolve along with the technology. There are easy solutions to these poor hiring practices. Communication, applications, and job descriptions all are necessary to the hiring process, however they are in desperate need of improvement according to many candidates.
What’s a good relationship without communication? It doesn’t exist. A good recruiter develops and fosters relationships with their candidates. After talent applies for a position, they expect a response. After all, it’s only polite, right? Well, 75% of candidates never hear back from employers. Not only is that not a good practice, it’s simply unacceptable. On the flip side, however, 60% of candidates feel they have a relationship with the company before they apply for a position. Most of these applications stem from a connection through social media, a career page, or through a ERP – employee referral program. So, it stands to reason then that an organization with a well-developed ERP, career page, and social media strategy will have the capability to attract candidates. It’s up to the recruiters to use their skills – or their tools – to keep in contact with them.
All the Time in the World
You might think your candidates have a great amount of time to dedicate to your application process, but in reality, they have other things on their to-do list as well. The advancements in technology have left the human attention span dwindling. Yes, 1 in 2 candidates will spend at least 3 hours per week looking at online applications and job openings, however, that doesn’t mean they spend a lot of time on each one. Nearly 30% of candidates won’t spend more than 15 minutes on an online application on average. Millennials don’t quite fit into that group… 35% of them will spend 45 minutes or more filling out the application of their dreams. However, if yours takes longer than the average 15 minutes, there’s a good chance the majority of your talent pool will abandon the process before they’ve completed the application.
The Job Description is a Bit Stale
“Self-starter,” “leader,” “detail-oriented.” These are found in a vast majority of job descriptions, and they make the job search stagnant. Poorly written job-descriptions don’t make your job as a recruiter any easier. In fact, they can make them harder. A description that doesn’t have much to do with what the talent would actually do in the position doesn’t give much room for the candidate pool to self-select out of the hiring process. That means there will be more candidates to sift through before you find the right one.
Unfortunately, there is such thing as being too picky in recruitment. There is too much focus on the “perfect” candidate. Most recruiters report that 50% of candidates simply don’t possess the basic skill set needed for the job. Now, there is nothing wrong with sending them that rejection letter if they don’t have the rudimentary requirements fulfilled. However, an individual who is willing to learn on the job could be just as viable as someone who already has the skills. Most companies will use an Applicant Tracking System to help filter out the candidates who don’t quite par up to the experience level as the job description requires.
Your employer brand depends on the opinions of candidates. However, with the three-quarters of candidates mentioned earlier who aren’t privileged enough to hear back from their recruiters, it stands to reason that some recruiting practices need adjustment. You can’t have a relationship without communication, and even if that relationship doesn’t end in employment; recruiters should in the very least send the dreaded rejection letter. The hiring process can be updated as well with shorter and more concise applications and more dynamic job descriptions. Visibility Software’s Cyber Recruiter can help you with these. Cyber Recruiter has an automated function that allows recruiters to send automatic emails to candidates updating them on the hiring process as well as uploading the job descriptions to job boards and the career page. Not to mention, Cyber Recruiter can automatically filter those who don’t quite match up to the online job description.
Give us a try. We’ve got the software you need and the people to help. Cyber Recruiter is the solution to your recruitment trials.
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Applicant Tracking Systems and training programs are common HR tools in many companies. Within the next 18 months, 57% of large or medium organizations plan to make a major purchase for their HR departments. There are many options to choose from to make lives of HR professionals and recruiters easier. So, for starters, how well do you know Applicant Tracking Systems and training programs? While there’s a lot of truth floating around in articles, some articles don’t quite give such a good impression. There are some fallacies surrounding the HR technology. Here’s your chance to test your knowledge.
Applicant Tracking Systems are complicated and don’t save much time
The proper ATS can be somewhat of a trial and error if you don’t have a comparison tool to help you along the way. There are companies who don’t provide the tech support their new-to-ATS clients need, some don’t have the functionality companies require, and sometimes the organizations that use them simply don’t choose the right one. You’re not alone… 1 in 3 small companies rated their ATS performance as less than effective. However, there is no right or wrong answer to which ATS your company should pick because needs are different in every organization.
Effective training programs function like classrooms
In recent years there have been major changes to training programs and the ideas behind them. With the skyrocketing popularity of gamification, organizations such as the U.S. Navy found significantly higher employee engagement levels during the training programs. Gamification can increase employee skill by at least 40% by utilizing behavior motivating strategies. It works because it makes a connection between positive and negative behaviors in line with organizational goals. Nearly all of this training could be ineffective if the skills are not revisited on a regular basis.
Candidates believe they probably won’t hear back from an employer
After candidates apply for a new position, it is surprisingly common that they never hear back from the employer again. Left in the dust to assume they didn’t meet the job requirements. An overwhelming 75% of candidates never hear back from the companies they submit applications to. With a well-fitted ATS, your company doesn’t have to fall into that habit. Automated responses by an ATS can alert an applicant they will not be continuing in the hiring process, so there is no reason not to use that capability.
Employees will be less productive at home due to distractions
It is surprising considering most employees are conditioned to get dressed, get in the car, and go to work. However, a poll by Gallup suggests otherwise. The study revealed that working from home sometimes, less than 20% of the time, is good for employee engagement. Teleworking is an example of the type of flex-work schedule new employees look for in their dream job. The fresh graduates are predominately Millennials who crave the type of work flexibility that allows them to telework, freedom from the traditional suit and tie, and mostly a better work-life balance – even if they don’t have families.
HR tools have grown out of the cubicle bubble and into the technology world as the modern age becomes more virtual. It is crucial to have a well-developed understanding of the tools that are available to your company. Applicant Tracking Systems are helpful for the companies that have a flow of hundreds of applications per position, and it’s helpful for the companies with 1,000 employees or less. Training programs aren’t any different. They need to be constantly adjusted and tweaked to maintain informational integrity and skill retention. So, how did you do on the quiz? Not every ATS was created equal… not every training program has to have binders and PowerPoint presentations.
We have answers to your questions. We have support for your troubles. Most importantly, you have us.
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The three-headed watchdog for the afterlife, Cerberus, guarded the entrance to Hades. The mythical creature ensured no one entered who wasn’t qualified to do so. He assisted the god of the underworld, not the poor souls who passed by. Just the same, recruiters serve as guardians to the gates of employment. They allow those through the hiring process doors who meet the requirements and keep out those who don’t. They don’t work for those who come to the doors, they work for those behind the doors.
Recruiters, headhunters, scouts, any way you put it, they look for the best candidates. But they do not work for the candidates. They are employed by organizations to help fill open positions. They use online resume postings to help find that ideal candidate for the spot; they actively seek out potential employees. According to BusinessDictionary.com, the definition of a recruiter is:
“An individual who works to fill job openings in businesses or organizations. Recruiters will work from resumes or by actively soliciting individuals qualified for positions. A recruiter’s job includes reviewing candidates’ job experiences, negotiating salaries, and placing candidates in agreeable employment positions. Recruiters typically receive a fee from the hiring employers.”
Nowhere in that definition does it say recruiters are at the service of candidates. That’s simply because they aren’t. This isn’t to say they don’t work with candidates to find the right position; but if they don’t fit the job description, they simply don’t fit.
Recruiter Jim Giammatteo says, “The recruiter’s aim is to successfully fill a position, and in the cold light of day, you are just another step in that process.” The talent acquisition statistics are for the benefit of the recruiters, not the candidates.
It is a misconception that employer scouts and the tools they use to aid them in the hiring process are to work for the benefit of the candidate.Applicant Tracking Systems work at the beck and call of the recruiter who uses them. So when did it become common belief in all of the articles about recruiters and ATS that they service the jobseekers? Try typing in “Applicant Tracking System” into Google… the first page of results tell candidates how to write it so their resumes aren’t removed from the talent pool before it sees human eyes. Many jobseekers follow these misconceptions:
1. LinkedIn connections are just as good as a traditional resume.
While there are 300 million LinkedIn users, that doesn’t mean candidates should expect to be contacted by a potential employer. These connections on LinkedIn are great fodder for professional connections, but that doesn’t necessarily lead to employment. Recruiters and employers are more likely to respond if there is an actual connection, not one founded on the intangible nature of the internet.
2. General applications sent to recruiters will land candidates a job.
Simplicity might be beautiful, but generalities in applications won’t land you jobs. ATS match keywords and key phrases from candidate resumes to the job description; so the more general the resume, the less likely the job offer.
3. Recruiters are drawn to aesthetically pleasing resumes.
Most recruiters use an Applicant Tracking System, so the pictures, fancy borders, and intricate font won’t even make it to the hiring manager. Companies like Starbucks for example, use their ATS as a means of resume regulation. Because they received 7.6 million applications in one year, they required a system to track qualified and unqualified candidates. Truth is, the ATS probably scans resumes more thoroughly than the recruiter would anyway. A study by TheLadders discovered that recruiters only spend a total of 6 second reading a resume. The most important thing on that document? A candidate’s current position and title.
Cerberus kept the gates to the underworld; recruiters keep the gates to employment. So, while it never hurts to make LinkedIn connections and keep social media profiles tasteful, chances are hiring managers from large companies won’t be the ones initiating the hiring process.
Visibility Software has the tools companies to stay ahead of the piles of resumes and recruiting roadblocks. See how we can help you achieve your recruitment goals.
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Making a large purchase for the company – like an ATS for example – isn’t a simple decision. A negative candidate experience can damage your company branding and, likewise, the employer brand. Considering 46% of applicants have a poor candidate experience, make sure you have the right tools. A fitting ATS can ease the hiring and onboarding processes. Finding talent is already a hard process, so nurturing the right candidates should be an important process. With the right ATS, both attaining and retaining talent won't be a challenge any longer.
That averages to about 300 million searches monthly. 300 million. Without an ATS how could you even begin to compare with the others who took the plunge with a talent acquisition management system? Truth is, you can’t. An ATS can help to optimize your career page and job postings to ensure their keyword accuracy and raise the posting’s organic SEO. Job applicants spend an average of 76 seconds looking at a job description so it’s important to make the best of the time you’ve got to attract the talent you want.
70% of companies with fewer than 1,000 employees don’t use any form of ATS.
Why? Why on earth wouldn’t you use a tool that will ease the stress and workload of the HR department? One thousand employees may statistically equate to a small company, however 1,000 is still a large number… a number large enough to overwork any small business HR department. Large and mid-sized companies plan to purchase new HR software within the next 18 months (100% and 50% respectively) so there is no reason a small company can’t join in. Yes, some talent acquisition management software systems can cost a pretty penny, but there are options. Visibility gives their clients the options of renting or buying Cyber Recruiter.
1 in 3 small companies rated their ATS performance less than effective.
So, roughly 33% of small companies didn’t have the right tools to help them choose the ATS that would work best for them. They form an opinion that talent acquisition systems aren’t worth it or they don’t work. That’s simply not true. There are different choices for a reason. If only there was a company that offered an assessment of some kind to help small companies choose. In addition to the option to rent or buy Cyber Recruiter, Visibility also offers a free comparison tool before implementing the software so you can decide which ATS is right for the company.
54% of small companies take one to two months to hire a new employee.
That is from start to finish; from posting to offer acceptance. Should it take that long? That’s about average. But with an ATS the process can move a little faster. Not to mention, it will reduce your employee stress levels as well as reduce cost.
Ever wondered why large companies use Applicant Tracking Systems to filter candidates for open positions? Well this is why. Microsoft, for example, sees a flow of 50,000 resumes… weekly. Maybe with 100 or more HR professionals evaluating the resumes, a company of this magnitude could stay on top of the pressing workflow. But wouldn’t it be easier – and less costly – to use an ATS?
Applicant tracking systems can be a puzzle for candidates. Even worse, however, they can be conundrums for the recruiters who use them. And for the companies that purchase them? They can be a financial burden in comparison to the return in reduced hiring costs. This doesn’t have to be the case. An ATS that fits company structure and values is the first step to solving recruiting burdens. Recruiters will appreciate the effort and the effects will reach the candidates, creating a positive candidate experience.
With an ATS like Cyber Recruiter, you can make the most of your talent acquisition process for your recruitersand your candidates. Try the demo today to see how recruiters in your company will benefit.
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Ready or not, here the Millennials come. By 2025 it’s expected that Millennials will comprise a whopping 75% of the global workforce. If you’re not careful, you’re going to lose them fast. Three years is all it takes for the average Millennial to decide they’re done with you. Can you imagine a workforce where three-fourths of its employees are job-hopping every three years?
The time to prepare is now. Employers need to set in place a proactive plan to catch Millennials’ attention and keep it. Otherwise, they’re going to experience high turnover rates and even higher turnover costs. In fact, the cost to replace Millennial employees is more expensive than hiring someone more experienced. To be exact, 87% of hiring managers report that replacing Millennials costs anywhere from $15k to $25k.
So, what can employers do to ensure their organization doesn’t resemble a ghost town in ten years?
Understand What Millennials Crave
This generation isn’t all for fun and games. If you think that having a ping-pong table in the office and taking the team out for happy hour after work is going to keep these young folks around; you need to catch up with the times. It’s not 2006, and your company culture isn’t fresh anymore. Fun perks like these are being offered more and more, and Millennials are beginning to see these as requirements in their job search. Therefore, opt for a different approach:
“Millennials seek jobs that offer fulfillment and growth. If you don’t invest in your relationship with young employees early, they may fall into the arms of the next attractive employer who gives them a call.” - Andrew Fayad, CEO and Managing Partner of eLearning Mind
Pique Millennials’ Interest
Attracting the Millennials isn’t as difficult as retaining them, and the first three years have proven to be crucial. This is where your onboarding and training process comes in to play. Having these processes aligned to Millennials’ wants and needs can be difficult to do at first, especially when change is needed. The first step is to pique their interest. They want to know what you have in store for them within the next 6 months; not the next 5 years. They want to know what they’re about to learn, what projects they’ll be working on, who will be a part of their team and everything in between.
“Right now, this millennial candidate wants to get to work and make a difference. They’re eager to be taught and to learn--all while putting their summer internship to good use.” - Rachelle Falls, @CorporateHRGirl
Nearly 40% of Millennials are interested in a career that provides a sense of accomplishment. Which is why your training process needs to determine the direction Millennials expect their career path to take them. Instead of sitting them down in a lecture-style training session, forcing them to watch a video and slamming an employee handbook on their desk; try a more one-on-one approach.
Open up the dialogue to make them feel valuable by offering a mentoring program. High-performing millennials look to higher ups for advice, feedback and affirmation, and this segment of the onboarding and training process is better off as informal.
Jeanne Meister, author of “The 2020 Workplace: How Innovative Companies Attract, Develop, and Keep Tomorrow’s Employees Today”, explains it best:
“A lot of companies’ structured mentoring programs have failed as they have tried to put structure to something that is basically a relationship.”
Get Techy With It
Technology plays the star role in the Millennial's life. Last year, it was estimated that about 4.6 million college students took at least one online course. Online education is gaining popularity, and in five years it’s expected that nearly 50% of all college classes will be conducted online.
Speak to their style of learning and communication by engaging them in an interactive training program that gives them control. 81% of Millennials have a smartphone, so training programs that use technology are more likely to engage this mobile generation. Using a tech-savvy training program grabs their attention and exhibits your organization’s innovative approach to business.
Millennials have a wandering eye when it comes to innovation. This generation craves the next best thing, so retaining the wandering Millennial is going to be a challenge for the future workforce. The first step in keeping this ever-changing generation interested begins with the training process. Cyber Train allows you to align Millennials’ expectations with your organization’s training needs. Request a demo today to see how Cyber Train can benefit your Millennial training program and encourage those Millennials to stick around for awhile.
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You’ve been under the impression that your recruiting methods are faultless; but my friend, you’re terribly wrong.
Slowly, you’ve begun to notice a declining number of quality candidates applying for job openings. That fateful day has arrived, and you’ve realized that candidates are actively rejecting you as their choice employer. You can’t help but ask yourself “why?” Well a report by Staffing & Recruiting Pulse Survey showed that 46% of your contemporaries say their most desirable candidates were offered a more desirable position by another company; better than you could give them. Even though less than 10% of candidates reject job offers by 77% of recruiters it’s just as aggravating when you feel you’ve given them the opportunity of a lifetime… and another recruitment program one-ups you. Maybe it’s your ATS, or maybe it’s your antiquated process; any way you look at it, candidates are rejecting YOU and you have to figure out why.
You don’t give them what they’re worth
Candidates have worked long and hard (or studied long and hard for those fresh graduates). They know their worth, and if you can’t give it to them, they will find it elsewhere.
It is the second biggest reason candidates go with another option when they look for a job. Compensation and benefits don’t always meet candidates’ expectations according to 30% of recruiters. If they have the track record to prove they’re the best fit for the position, then shouldn’t they be compensated accordingly? If compensation resources are limited, it should be at least given room for discussion on the matter.
With the Millennial workforce beginning their professional journey, it is ever-important to be as flexible as possible with potential new hires. They desire a position that allows them time to volunteer, the ability to work from home – or the local coffee shop if they so desire – and a greater balance between their personal and professional lives. In fact, 88% want a better work-life integration than their preceding Gen X-ers.
Your employer brand is just awful
If jobseekers get to your career page and don’t see a single logo or any pre-employment cultural building information, your career page isn’t doing its job.
Everything from the faceless email to the numbing application negates any and all culture your company just might have internally. But your employer brand couldn’t be more dismal. That’s just where it starts. The mass rejection or “you’ve made it to the next step!” emails leave the company faceless to candidates. They want to know whom they are going to work for, and mass correspondence won’t do that. With 43% of email domains sending messages directly to the spam folder strictly based on the “from” name, recruiters will have little success finding credible candidates with a mass email.
Your application process is worse than “antidisestablishmentarianism”
Your talent has already been searching for a job, spending hours of their time trying to find you in the first place. The last thing they want is to spend hours trying to navigate your career page or the application itself.
If you think that word is complicated, look at your application process; I promise it’s worse. If your career page is as unorganized as your pile of resumes, you’ve clearly purchased (or rented) the wrong Applicant Tracking System. Recruiters aren’t the only ones to experience the trials of your complicated or outdated ATS; candidates know first hand the troubles that accompany a poor system. Even though 76% of candidates prefer to apply for an open position through a career page, 58% of candidates who have a poor experience say it’s due to irregular updates. That can all be changed with the right ATS.
You’re simply not going to attract every candidate that crosses your path, but that’s not to say you certainly can’t try. You can fix the complicated process of applying to your organization. Don’t let your recruitment program fall by the wayside because it’s the only thing standing between your company and that one candidate who can change things for the better.
Visibility Software’s Cyber Recruiter takes the burden off of your recruiters and gives your candidates the ease of application to your company. Want to see how? Take the demo or give us a call to see how we can fix your hiring process.
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After strong bipartisan support from Congress, President Obama passed the Workforce Innovation and Opportunity Act to reauthorize the Federal Workforce Development laws. It has been over a decade since they have been revisited, and the American workforce has long needed the federal workforce development system to be updated. The bill helps employees become accustomed to the modern era with the skills they need – be it technological or otherwise – to perform better and get better jobs. It will also aid those with disabilities to remain competitive in today’s workforce.
Chairman of the House of Education and the Workforce Committee, Representative John Kline said, “Today is a good day for the American people. We’ve shown what’s possible when we work together toward a common goal and right now there is no greater goal than putting Americans back to work.” With a House approval of 415 to 6 and a Senate approval of 95 to 3, the overwhelming support of the Workforce Innovation and Opportunity Act bodes well for the currently broken workforce development system.
“Too often job training programs are focused on providing the skills need for yesterday’s jobs, not the jobs of today and tomorrow.” – Obama Administration Official
What can you learn from this new bill?
While, yes, the federal training programs will undergo drastic changes in the near future – as the bill was signed by the President on July 22, 2014 – that doesn’t mean your company has to sit by and watch. The federal government isn’t the only entity that needs to revamp their training program. It may not be to the same extent, but many organizations are stuck in the pre-technology era of training with classroom settings.
Preparedness to enter and remain in the workforce is reliant upon the quality and technological responsiveness of the office training programs to the changes in workforce personality and tech development. It is estimated that by 2022, 11 million workers will be ill equipped to succeed in a professional office. The level of higher education will begin to matter less as within that 11 million, 6.8 million workers will have bachelor’s degrees and 4.3 million will have vocational degrees, some college credits, or associate’s degrees.
You can change the cycle by developing new training programs beyond the paper and classroom settings. Your training program has a direct impact on your retention. Companies that have inadequate training programs can expect to see 41% of their employees planning to leave within the first year. On the other hand, employees who partake in excellent training programs are much less likely to leave the company within the first year, at only 12%. Employees who don’t feel adequately trained in their positions won’t have much motivation and certainly won’t be engaged at work. It’s hard to be motivated to do something you just don’t know how to do well.
The question remains, then: How do you make your training program better? A training program is only as good as the success and engagement of the trainees. A technology-friendly and advanced system will engage the newly hired Millennials, and help the Baby Boomers use their resources more wisely. The perfect training program caters to different learning types, as well as the growing learning gap between workforce generations. With Millennials comprising an estimated 46% of the workforce by 2020, you cannot afford to adjust your training program through the changes in technology.
Technology developments in the workplace are always changing, and it can be difficult to keep up with the latest trends. However, there is no reason to let your training program fall through the cracks; you can keep track of legal requirements and corporate expectations with the right tools. Luckily for you, Visibility Software has a program that fits your training needs. Cyber Train allows HR managers to track requirements easily, streamlines approval communication, and ensures compliance with federal guidelines.
Download the comparison tool to see why we have the edge on the competition. If you still are unsure, try the demo to see how Cyber Train can change your program for the better. Take a moment to give us a call and let us know what you think!
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We’re here, and we’re ready to roll. It’s Sage Summit season, and I am ready to learn and talk with other HR thought leaders in the recruiting and training space. Sage Summit 2014 is an exciting conference for, that’s right, HR. Human Resources isn’t always thought of as the most exciting field, but when you have celebrity companies and people involved, recruiting and workplace training doesn't seem so dull. I have the privilege of presenting amongst featured keynote speakers like Magic Johnson, Jessica Alba and Robert Gibbs. Sage Summit brings great entrepreneurs and thought leaders together to learn and share ideas.
There are a number of talented and influential thought leaders speaking this year, and many more have booths at the conference. You can go to the Sage Summit website to see who will be speaking and learn a bit about their entrepreneurial background. Authors, CEOs, Democratic advisors, the co-founder of Twitter, and the big wigs at Sage will impart their experiences and knowledge.
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Baby Boomers are still working. Even though they’re beginning to retire from their career-centered jobs, 47% of them say they will work after they retire. So, you can’t assume that your training program geared towards the entering workforce will be effective for your late Boomers. They did not grow up with the same technology used in most training programs, but that doesn’t mean they can’t learn. In fact, they are the generation that spends the most of the latest and greatest pieces of technology.
The learning curve isn’t as steep as you think
In fact, the field with the highest Boomer growth is teaching. It is one of the best second careers for the aging generation. Many trade schools look for those who have real life experience, and if you can’t learn you can’t really teach. Teachers have to be adept in new and emerging technologies to appeal to their students and provide the best learning experience. And you can do the same for your mature new hires.
“The misconception that boomers do not appreciate tech crosses all generations. I’ve heard it from fellow baby boomers who say, ‘Wow, you’re so into technology,’ and on down to 20-year-olds who are also surprised.” –Marilynn Mobley, Strategic Counselor for Edelman, Boomer Insights Generation Group.
Although they only constitute 25% of the population, they consume nearly double that in technology spend. So, they aren’t as technology inept as most people think. They have a deeper wallet to spend their money on the – as Millennials put it – pricey electronic devices. The Baby Boomers’ financial stability plays a part in their growing technology trend.
It’s not retirement; it’s reengagement
They grew up in a generation focused on hard work and just because they’ve reached legal retirement age and now fully qualify for Social Security, that doesn’t mean they are ready to settle down yet. “Reengagement,” as it’s called, refers to the restlessness many newly retired people experience after some down time at home or vacationing. On average, this phase is 9 years of contingent work or self-employment.
“I often think about dogs when I think about work and retirement. There are many breeds of dog that just need to be working, and useful, or have a job of some kind, in order to be happy. Otherwise they are neurotically barking, scratching, or tearing up the sofa. A working dog needs to work. And I am a working dog.”—Martha Sherrill, Author of Dog Man
Baby Boomers, even though they may be retired, are not ready to stop working... or stop learning for that matter. Boomers are ready and willing to learn, they just learn differently. They just won’t get the most out of your Millennial-focused training program. Why? Millennials are optimistic team- oriented learners and they function best in active learning situations. Boomers, on the other hand, love learning for the sake of learning and require interaction and discussion time. Adjust your training program to tend to both generations’ strengths.
Then it’s leisure
This “leisure” time isn’t necessarily leisurely. Most retirees expect some type of health problems in their later years that will prevent them from working. So, it’s not that they don’t want to work after a certain age, 77% just believe they won’t be able to due to impending health issues. The entirety of retirement isn’t just someone’s life on the decline. A job in the first phase of retirement is a second career for most people; the last phase, on the other hand is the leisure the word "retirement" suggests. That leisure stage isn’t necessarily by choice, it’s often forced by health reasons.
“Musicians don’t retire; they stop when there’s no more music in them.” –Louis Armstrong
Just because Baby Boomers are retiring from their first careers doesn’t mean they won’t or can’t have a second. Boomers are just as likely to be technologically savvy as their Millennial coworkers; however, simply because they did not grow up during the technology age, it is expected they don’t know the devices. This just isn’t true. They can afford the expensive devices and are ready to learn new things in an interactive environment. That’s why it is important to keep them in mind when developing or adjusting your training programs. Yes, Millennials are entering the workforce and a fast pace, but their parents and grandparents are back in the office ready and willing to keep up.
With Cyber Train, your company has the ability to train employee performance and ensure compliance with federal regulations. Get ride of the spreadsheets, overflowing filing cabinet, and endless reams of paper. Try the demo of the solution your training program needs and give us a call!
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Making the decision to buy or rent an ATS (or change your ATS provider) is a big one. Of course, your company has certain needs, some of which are more important than others. However, one size doesn’t fit all. We’ve provided a Comparison Tool to guide you towards the ATS that is the perfect fit for your company. It’s a $4 billion industry and is expected to grow at least 20% in 2014. So the question becomes: how is your ATS keeping you competitive in recruiting when the ball is in the candidates’ court.
Some Things to Keep in Mind
You will want a product that you can scale and customize for your company size and structure. One size does not fit all; pay attention to your employer brand and what it requires from an automated system. While many ATS providers offer a variety of basic needs, companies need configurable features that are convenient and provide reporting features in order to stay compliant with federal employment regulations. So what does your company need? That is something to think about before you start your quest for an effective ATS.
So What Should It Have?
Support, configuration, experience, the standards: must have’s in any ATS. Unless you have a highly proficient IT team, a company or SaaS (software as a service) that offers a support system for technical difficulties or trouble shooting if needed is necessary.
“My HR department is pretty smart, so I don’t think they’d really need tech support.”
False. Recruiters and hiring managers are required to attract and bring in the best of the best from the talent pool. However, that can’t happen if your team doesn’t use the ATS properly. Everyone falls into a groove of doing things in their own way. This doesn’t become an issue until their methodologies fall short of the software’s capability, so the ATS ultimately doesn’t perform optimally.
“I can’t change it to company needs, but that’s okay. I’m sure it’ll be just fine.”
False. Especially for small businesses, a configurable and easily integrated ATS is a must. Only 70% of small businesses (companies with fewer than 1,000 employees) have talent acquisition software; only 13% of them rate their talent acquisition process as more than moderately effective.
“The candidate experience doesn’t start until the interview, the ATS won’t affect my employer brand.”
False. Applicants begin forming opinions of your company and company culture from the moment they begin filling out the forms and answering the questions… before they even hit the online “submit” button. Your employer brand is vital to acquiring quality talent. So, correspondence thereafter is critical as well. Don’t add to the 77% of candidates that never hear back from the employer; use the ATS automation capabilities.
The Bare Bones
ATS often fall short when it comes to internal searches on received resumes and applications. You will want to find a system that optimally functions with search capabilities to reduce wasted time. These systems aren’t going to do you any good if you can’t search the data. Data that can’t be measured is useless. A system that can provide metric reports is ideal so you can see (with numbers) what portions of your job need improvement. Make sure your ATS has:
Individual Candidate Tracking
ATS are complicated software programs that make the job of a hiring manager and a recruiter more streamlined and simpler. They should be easy to use and offer industry standards like metrics and simple integration. In the last 5 years, there has been an explosion in the number of ATS and e-recruitment providers all offering different solutions for different business needs. So, take a moment to look at some companies that peak your interest. We have compiled an Applicant Tracking System Comparison Tool, and for your convenience we have already filled out the features and benefits of Cyber Recruiter. With a plethora of options available to you, Cyber Recruiter is the ideal solution to ensure vital recruiting details are not missed during the hiring and onboarding processes.
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