Anyone who’s involved in the hiring process knows how challenging it can be to manage all the moving pieces. For every single job you’re hiring for, you first need to create a job description; this job description then gets posted across a variety of different job boards online or throughout your IRL networks; next, applicants start flowing in, each sending in a resume or application, but also often sending in other documents like cover letters, work portfolios, or certifications; and then you have to shuffle all of these candidates through each stage of the hiring process, from phone screening to in-person interview to formal offer and more.
Flexible work schedules are gaining in popularity, and it’s likely that more and more companies will continue to start offering more flexibility in some form or another. Of course, there isn’t just one type of “flexible working” situation – it can take many forms, including remote telecommuting; flexible schedules like four 10-hour shifts per week; or alternative daily schedules with different start and end times than the traditional 9 to 5. Should your organization start accommodating flexible working schedules in some capacity? Weigh the pros and cons for yourself.
The benefits of integrating two platforms together is clear – syncing all your information in one place makes it easier for you to work faster and more efficiently without switching between platforms. But full-scale custom integrations between platforms can sometimes be time-consuming, technically complex, and labor-intensive for all parties involved. And sometimes the platforms don’t integrate at all.
A new year means a new start. And while many of us are resolving to eat healthier or exercise more, hiring professionals are no doubt entering 2019 with some ideas about how to make their hiring processes even better. Here are a couple of resolutions we could all strive for when it comes to hiring great employees this year.
The hiring process is exactly that – a process. It contains certain steps that take you from the initial sourcing stage all the way up to the moment an employee is officially hired. And just as with any process, the order of the steps matter.
Remote working, virtually unheard of a couple decades ago, has become increasingly common. One study suggests that more than two-thirds of workers telecommute at least one day per week!
Finding and hiring the best candidates is highly competitive in today’s hiring landscape. About 73% of employers have been struggling to find the right candidates for their open positions, and this trend shows no signs of stopping – in fact, companies anticipate needing to hire even more people in 2019.
In today’s hiring landscape, finding talented candidates with the right set of skills is harder than ever. After going through all the steps to source candidates, read resumes, administer assessments, interview candidates, and send out the offer letter, you still need your candidate of choice to say yes to your offer of employment. When jobs were scarce, you might have assumed that most offers would be followed up with an enthusiastic “yes,” but with job openings now exceeding the number of job seekers, you may have to put a little more effort into converting that candidate into your next star employee. Here are a few places to start:
2018 was a difficult year for hiring, and 2019 is shaping up to be just as challenging. Earlier this year, the job market crossed the threshold into having more job openings than unemployed workers to fill them. Job seekers had more options than ever, which meant they also had the power to be a little more choosy with their next job opportunities. There were several consequences to this tight labor market – we saw a rising trend in candidates ghosting on interviews, and we also saw the growing importance of maintaining a solid candidate experience.