Recruiting News Round Up

This week's top recruiting stories:


Why HR Needs to Stop Passing Over the Long-Term Unemployed
One of the very bad things about the Great Recession is that those who were not doing well already got hurt the worst, and that also seems to be the case for the economic recovery. Hiring has picked up, but not for the long-term unemployed, those out of work for more than more than 26 weeks. We'll get a new look at the data when July jobs numbers are released Friday.

LinkedIn Reports Big Quarter; Recruitment Surpasses Monster
LinkedIn this afternoon reported another amazing quarter, handily beating Wall Street’s expectations on every metric and surpassing Monster in recruitment revenue.

So What “Can” I Ask in the Interview? Some Best Practices for Employers
Today, on the last part of our journey  we visit Employer Best Practices City.  We have already outlined illegal questions, i.e., ones employers can’t ask.  We then talked about questions employers shouldn’t ask (ill-advised questions).  So what can employers ask? How does an employer ascertain whether a candidate is a) qualified for the job and b) suited for the job and the company culture?

Three Ways to Ensure You Don’t Lose the Perfect Candidate
Often, the hunt for the perfect candidate can be long and arduous. So when the right candidate walks in, you know – and you want to snag them quickly. Chances are, if the candidate is talented and personable, with all the right skills for your industry, they’re very much in demand. How can you ensure you’re the one they choose?

Monster Takes Down ‘For Sale’ Sign, Hinting at Big New Initiatives Ahead
Efforts to sell all or part of Monster Worldwide have ended and the company is now focused on growing its business globally.

What Does a Candidate’s Social Media Profile Reveal about their Personality?
Although resumes are not dead in the water, their importance in the hiring process is diminishing as recruiters can get the same information (and much more) simply by searching a candidate’s social profile.

16 Steps to Help You Give Job Applicants Solid Feedback
Here are some action steps to consider if you have decided to provide more information and feedback to your job applicants. They are broken down into two categories and listed from the simplest to the most complex.

About iRecruit

iRecruit is a web-based applicant tracking software designed to provide any size of business a cost effective, affordable and simple way to handle their recruiting process online. iRecruit provides you with your own career center that will allow your applicants to select the position they are interested in, and apply online through your website!

Weekly demos, Tuesdays and Thursdays at 2pm Eastern Time (Register Today), or call us at 1-800-517-9099 to schedule a demo at your convenience.   

5 Things To Include on a Company Career Site

Padnos' Career Site

Setting up an online career portal for your company website is challenging. Every day potential candidates are clicking on to your Careers page, and then clicking away because they don't see what they like. Tools like Google Analytics can help you track those patterns so you can see where you might need to improve. Keeping a visitor interested in your company career website can be difficult, and the key to keeping visitors interested is as simple as asking, if it were me, "What would I like to know before I apply?"

We recommend including the following key elements on your career site:

Company Values & Culture
Applicants want to visit your website to learn more about your company before they consider applying. What's it like working at your company? What is the employee culture like? This is how you let applicants know you are an Employer of Choice. For example, Sigma Space includes an excellent People of Sigma Space video on their iRecruit Career Site.


Diversity / Equal Opportunity Employment Statement
All company career websites should include a statement that you are an Equal Opportunity Employer. For example:

[Company name] provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, disability, genetic information, marital status, amnesty, or status as a covered veteran in accordance with applicable federal, state and local laws. [Company name] complies with applicable state and local laws governing non-discrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. Via SHRM

Job Application & Available Job Openings (linked with your Applicant Tracking Software)
This should go without saying, of course, you should be listing all available positions on your careers website. Use your applicant tracking software to keep your list as fresh as possible. If you're not currently hiring, you can still solicit resumes and interest for future consideration. See example iRecruit Job Applications. Application forms should be kept as simple as possible to make it easy-to-use, and candidate friendly.

Social Networking Links
Every week it seems there are new social media statistics released from various perspectives. The stats are only growing. Take advantage of your own built-in audience to attract and engage passive candidates using social media sites like LinkedIn, Twitter, Facebook and Google+.  Sharing your job openings on these networks, and asking for your friends, colleagues and followers to share your posts can help build an audience of passive candidates and contributes overall to building your employment brand.

Employee Benefits
What are the benefits of working with your company? Do you offer Health Insurance, Dental Insurance,     401(k), Education Assistance, Holiday and Vacation Pay? Listing all your employee benefits makes your company more attractive to passive candidates than companies that do not list any benefits.  Don't hide this information, make it visible and easy to find.



About iRecruit

iRecruit is a cloud based applicant tracking and recruitment software designed to provide any size of business a cost effective, affordable and simple way to handle their recruiting process online. iRecruit provides you with your own career portal that will allow your applicants to select the position they are interested in, and apply online through your website!

Weekly demos, Tuesdays and Thursdays at 2pm Eastern Time (Register Today), or call us at 1-800-517-9099 to schedule a demo at your convenience.