Setting Social Recruiting System Guidelines for Your Recruiters

Posted by Mark Jackson on Wed, May, 20, 2015 @ 07:05 AM

Setting-Social-Recruiting-System-Guidelines-for-Your-Recruiters

Social recruiting is here to stay. In recent years, it’s become a great source of hire for many companies; social has leaked into all aspects of the recruiting process, from employer referral to sourcing to distributing job postings. In recent surveys, companies have made their love of social clear: 

Tweet This: 44% of companies say social recruiting increased candidate quantity and quality. 

With all of the social recruiting benefits, companies poised to take advantage of it stand to gain better employees from the process. However, using social media in alignment with a recruiting system may not come naturally to your recruiting team. Use these tips to improve your social media recruiting system: 

 

Developing Social Media Literacy

Social media recruiting doesn’t just happen. Posting your job ads to Facebook and Twitter and expecting candidates to engage with them is asking for trouble, or at best throwing your resources away on matters of chance. 

Companies must train their employees on the proper use of social media if they’re thinking of using it with their recruiting system. Justin Levy (@justinlevy), senior social communications manager at Citrix, warns companies they should have a social media strategy that involves teaching employees how to use social media.

"Companies should have social media guidelines and should conduct social media training to educate employees on best practices, the opportunities, the potential pitfalls and requirements when leveraging social media on behalf of the company." 

Levy’s advice was oriented around employee usage, but it applies to social media recruiting as well. If you’re invested in developing your brand on social media, trying to wing it is only going to make things harder.

 

Knowing Your Limits

Perhaps the most important guideline companies should train their employees on is respecting privacy. Social media helps candidates peruse jobs more easily than ever, and helps companies get a better look at the candidates they’re interested in. However, companies have an onus to respect what candidates have and have not divulged on social media.

Companies can reject candidates based on what they’ve said on social media, but they cannot ask for a candidate’s (or an employee’s, for that matter) social media passwords and other information that isn’t publicly available.

Besides privacy, companies should follow a number of other guidelines, such as being consistent with checking candidates’ social media profiles if they have decided to do so (to avoid bias), waiting until candidates have been interviewed to check their profiles, and documenting any social media practices during the recruiting process to create legal backup. 

 

Avoiding Other Legal Hurdles

One other guideline to keep in mind is the make sure social media recruiting isn’t your only tool. Not only is sticking to one outlet for recruiting a bad idea from a practical standpoint, but it also could lead to potential discrimination. Candidates from protected classes who may not have access to social media could claim they are being discriminated against by companies whose recruiting system is purely social, and in some cases, racial discrimination by one employee against another could be the responsibility of the employer.

Tweet This: Sticking to just one recruiting outlet could potentially lead to discrimination.

Though it’s a powerful tool, employers must understand that social media recruiting comes with its share of guidelines, and those in charge of hiring (whether it’s a hiring manager or HR) must follow those restrictions both to find better hires and to avoid litigation.

No matter what your recruiting system strategy is, Visibility Software’s applicant tracking system, Cyber Recruiter, will help you keep track of candidates every step of the way. Sign up for a demo and see how we can help take your social recruiting to the next level. 

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Tags: cyber recruiter, Best HR Software

3 Tips for Great Software Implementations from #DTHR

Posted by Mary Sue McClintock on Tue, Dec, 16, 2014 @ 10:12 AM

In case you missed it, our very own CEO, Sean Pomeroy, was recently on the DriveThru HR podcast, where he covered a number of interesting topics regarding HR technology with hosts Bryan WempenNisha Raghavan and William Tincup including the false promise that alluring technology can often make, how to create team chemistry beyond technology, and the desire to get his open weekends back after having kids. But what we really loved was how he gave simple, smart tips about great software implementations (after all, that’s what we do).

Vintage-Car

 

1. Don’t Fall for the New and Shiny

Perhaps the biggest takeaway from the show was people need to begin stepping away from the idea that a piece of technology alone will solve a problem, and that once they have the latest and greatest in whatever process they’re trying to optimize, the solutions will quickly arise. Your search should begin with a solution to a problem and how technology can help fix that, not what new piece of tech you can use.

Share on LinkedIn"I remember someone telling me one time, ’nobody buys a drill because they want a drill. Nobody says gosh, I want the best drill ever! They buy a drill because they want a hole.’" - Sean Pomeroy, (@Sean_Pomeroy)

 

2. Don’t Always Aim For Perfection 

One of the biggest issues the hosts cited when a group begins using a new technology is having to repeat part of the process after the company has become more well-acquainted with the tools. The core of the problem is communication, and neither the client nor the vendor are really at fault. Clients don’t always begin a project with a perfect strategy and can lose sight of the goal after seeing the bells and whistles. Better best practices brief, asking questions about what the client wished they had. The goal of perfection can interfere with the actual task.

Share on LinkedIn: “We’re getting ready to record a video library. We already have a lot of our items… and instead of trying to get everything perfect... I’m having my team try to have more fun with it. It’s okay if you cough in the middle, it’s okay if you have verbal slip here or there, or if something’s not perfect, and so I think these things help build a relationship between parties." - Sean Pomeroy, (@Sean_Pomeroy)

 

3. Establish a Human Relationship With Clients 

Vendors want to be considered collaborators, not just vendors. Can they ever become trusted advisors? According to Sean, they can. He looks at the process of a new hire as dating, and you have to give and take in a relationship. Visibility Software has what we call outbound tech support, where we ask a client if they have any questions about the software, or if anything’s bothering them. By letting the client know that the relationship works both ways, we're able to foster better relationships with our clients and earn their trust. Don’t just keep selling to them. Don’t confuse support with sales.

"As a software technology user, I get tired of having an account person call me every month, and I start to say I have problem — ‘oh, you can open a case, you can call, you can do that’ Then I get a new guy for the tools we’re using every six months and he says ‘oh, do you have twenty minutes to meet?’ and the first thing that he asks is 'how many more user seats do you need for this month, or this year?'” - Sean Pomeroy, (@Sean_Pomeroy)

 

Finally, the DTHR crew asked Sean where he thought HR technology would go in the next year. For us, it’s becoming apparent that LMS is up and coming, while ATS are already established. There’s also the historic battle between staffing ATS and ATS, which has now become a battle of auxiliary features. With more auxiliary technology, like posting and social media tools, cropping up everywhere, it’s becoming clear that these technologies don’t have core aspects of the trade like applicant or requisition management. The end result ATS will try to implement the auxiliary features and the auxiliary features will try to build a proper ATS. More mergers, more consolidations, more acquisitions, more startups are a guarantee as well, which, in Sean’s mind, will make for a much more competitive and interesting field.

 

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Tags: Best HR Software, best software service, best software, Sean Pomeroy, #DTHR

Four Free Ways to Better Your Workplace

Posted by Maren Hogan on Tue, Aug, 20, 2013 @ 10:08 AM

small__385583570We spend a whole lot of time there. It's a place of learning, stress, friendships and so much more. Why not work at improving it? If we have to be away from our friends an family 40+ hour/week, perhaps a stab at improvement is worth while. According to a U.S. Bureau of Labor and Statistics graph, the average worker between the ages of  25 and 54 with children spends the largest chunk of their time on work at, 8.8 hours. The second largest chunk of time was dedicated to sleep, at 7.6 hours. For most companies, there isn't a "Workplace Betterment" budget, so unless we all work for Google or Amazon, this is a group, shoe-string effort that takes a little creativity. 

Give Them Some Choice
Traditional offices have the same desks, same chairs, same devices and same walls. Let your team know that they are free to make some choices about their workspace and facilitate the changes. Maybe someone prefers sitting on an exercise ball sometimes, maybe they want to take a laptop and sit outside for a while. They'll have to come in for a charge, and exercise balls are meant to be sat on in 20 minute intervals. The up and down and movement are stimulating. People perform better when they get up periodically and walk around. Personal touches to their workspace allows employee to get more comfortable. It can also facilitate more interaction among your team. 

Reward with Freedoms
As long as company information is safe, employees should be given their choice of device as well. BYOD is becoming very popular. 60% of companies are now switching over to BYOD. People are accustom to their own favorite technology, so let them use it if there's no harm in it. 

Additionally, people absolutely love the freedoms that come along with teleworking. There must be something to this relatively new trend because 20% of today's workforce telecommutes. If the type of work permits, perhaps you can reward employees with a few days of work from home. This is also a great way to find out if this model of work is a good match for your company. These little freedoms are what employees love. 

Not every industry is built for a work from home model, you can still offer some time off, early days, extended lunch times. More often than not, people will prefer personal time over a Subway gift card. If they want a sandwich they'll buy it, they simply can't buy more time.

Push Vacation Time
On that note, we have learned from Companies like Evernote and Netflix that holding a tight rein on vacation time is an outdated business practice. Employees that take vacations are more productive, less stressed, happier and healthier. It's not just enough to let employee know that they can take vacation, because they won't. It has been successful trend for employers to lead by example. They too return to the office in a better state for work. 

Work on Your Management Team
The work is getting done and everyone is coming in on time seems to be the standard that a lot of companies hold their managers to. This is way below where the bar should be set. HIgh turnover is mostly attributed to issues with management. Keeping the lines of communication open, gathering feedback from employees and offering continued management training is vital to the health of any organization.

photo credit: herval via photopin cc

Tags: cyber recruiter, Best HR Software, applicant experience

Support that Supports

Posted by Maren Hogan on Tue, Aug, 13, 2013 @ 10:08 AM

small  4941547991We've talked a lot on this blog about choosing the right software for your company's needs. The software should be able to grow, be cost effective and actually work. One of the main considerations however should be support. Technical support, upgrades and updated knowledge libraries are all so very important in order to have effective and relevant software. Even the best software in the world is useless if no one knows how to use or update it. Great support looks a little like this…

Proactive

Does your tech support call you? Leading software companies (like us) have realized the importance of offering relevant and timely tech support. Industry leaders in the software business have taken notice of customer feedback, and started to make their support proactive. Visibility has become known for it's proactive tech support by offering features like "touch base calls". These calls are designed to faciliate the proper use of the software through ongoing training and support. Instead of waiting for the call from the frantic client trying desperately to get something done in a timely manner, proactive support answers the questions and fixes the problems ahead of time.

Optimized

As clients use the software, they find their own ways of doing things. These aren't necessary the ways in which the software was designed to be used, therefore it is not being used optimally. Vendors who offer great support want clients to use the software to the best of its potential. Happy clients are retained clients, and this happens through the optimization of the software. "Wow, I didn't know it could do that!" is phrase that a good tech support representative should hear often.

Transparent

Have you ever had a question about your software, picked up the phone, and waded through a 5 minute-long automated system, only to end up with a sales person charging you for the call and the support? This is an all too common frustration with software support. When choosing your software, be sure to ask questions about support and it's associated costs. Will each call cost me? How much? What if the matter isn't resolved? Ongoing support should be a part of the package.

On the Line

Zendesk has a nifty infographic on the importance of call centers in customer care. An overwhelming majority of customers prefer to contact customer service by phone, 79% in fact. Having software support that actually answers the phone is vital to productivity and sanity. Although most companies can't answer the phone 24/7, there should be some type of support available around the clock.  

photo credit: Vincent_AF via photopin cc

Tags: cyber recruiter, cyber train, Best HR Software, best software service, Custom applications, LMS, best software

Zappos Raises Their Quitting Bonuses?

Posted by Maren Hogan on Thu, Aug, 08, 2013 @ 10:08 AM

small__1454922072That’s right, you read that correctly, Zappos CEO Tony Hseich, offers new hires $2,000, plus payment for work done, in the first week of employment if the employee quits. Sounds crazy right? Well as it turns out, only 2-3% of people take the offer. This bonus has been raised by $1,000 since its advent.

Ending a job on Friday and starting at Zappos on a Monday would be ideal for candidates, but that really isn’t how it usually goes. Most people that start new positions have had a lapse in employment. Even if that lapse was short, the cost of living keeps adding up, and the checks aren’t coming in. When a new hire is offered $2,000 to walk out the door, this can be a very tempting prospect for a lot of people. This speaks volumes about their company culture and employer brand.

Ever since Zappos hit the e-tail scene, they have made a name for themselves in customer care and speed of service. This brand of service doesn’t just happen because of policies, this kind of care happens when employees are engaged and invested. When employees first start at Zappos, they are put through a 4 week immersion of the brand, culture and values that Zappos runs on, it is during the first 1-2 weeks that they are offered the quitting bonus. So why does Zappos offer it and how do they get away with it?

For most companies, if they were to offer this kind of bonus, they’d go down in a ball of quitting bonuses, but Zappos isn’t most companies. They have put their money where their mouth is when it comes to protecting their culture and values. It’s one thing to claim a culture, it’s quite another to put money down on it. This genuine culture and brand starts with their employees.

This doesn’t only facilitate a great image; it’s a very crafty and effective tool against the all-costly bad hire. 25% of companies surveyed for a MindFlash infographic said that a bad hire in the last year has cost them at least $50,000. Hseich has found a pretty ingenious way to filter out those that wouldn’t fit into the company culture by putting their loyalty and excitement about the company to the test right away.

With the right model, and a rock solid employer brand, Zappos has found a way to cultivate a positive company culture, while weeding out the bad seeds, at a minimal cost. Although the 2-3% take the bonus and jet, that ends up being a fraction of the cost of a traditional bad hire. This new and surprising type of bonus won’t work for everyone, but it sure is working for Zappos.

photo credit: SAN_DRINO via photopin cc

Tags: cyber recruiter, Best HR Software, candidates, company culture, employer brand, applicant management, applicant experience