And yet many companies still use resumés to determine if a candidate will get to the next step, which brings us to….  . •    You're still doing phone screens. However, most companies still play phone tag trying to screen candidates and setup interviews. Remember mullets? But eventually the mullet fell out of favor, along with disco and parachute pants. That fact that it's a phone. MORE

Because of the barrage of resumés, recruiters are spending most of their time screening “paper,” rather than connecting with people. When our requisition “load” is heavy, we will default to key word scanning, or an even simpler rule of thumb – “first seen, first screened.” Please, have a seat, and welcome to corporate recruiting! How are you doing?” you ask? MORE

You probably don’t know a lot, though, about legal compliance in background screening. Background screening applies to every industry and every employer, and it’s in your best interest to make sure you’re doing it in accordance with laws and regulations. Why Compliant Background Screening is Important. 1. The primary federal law regulating background screening in the U.S. MORE

Sign up today and get connected to job seekers who are screened, available, and ready-to-go What’s eating restaurant profits? Rising rents, food spoilage, and empty tables are the usual suspects but another culprit is also taking an excessive bite. Labor costs are cannibalizing profit margins. Younger workers are failing or quitting at a higher rate, so this process gets repeated more often. MORE

Following this template, getting to the offer stage requires phone screens, multiple interviews, and shadowing team members. ‘Hire slow, fire fast’ is a mantra that is repeated as gospel in the talent sourcing and recruitment community. While a rigorous evaluation is critical to the hiring process, that doesn't mean that hiring managers should take forever to find the right hire. Here’s why! MORE

Re-screening employees may prove to be a very valuable practice for your organization, either on a regularly-scheduled basis, when an employee is promoted, or conducted randomly. Re-screening is a prudent and reliable best-practice procedure to ensure your employees are still the best people for the job. HireRight offers industry-leading re-screening to meet your organization’s needs. Take a look at this brief article and contact HireRight today to initiate your re-screening program. Has he or she run into problems that could jeopardize your business? MORE

With Hoops Talent On-Demand, our clients get access to a pipeline of talent - job seekers who have been pre-screened and are ready to go. There is a direct (and hopefully positive) correlation between your recruiting and retention efforts. The folks at Great With Talent  talk about ignoring the relationship recruitment and retention as HR suicide. Dramatic? Overstated? Absolutely not. MORE

Some talent platforms, including applicant tracking systems (ATS), focus on screening out candidates instead of identifying the top applicants. Online talent platforms are transforming hiring by helping to quickly connect jobseekers with opportunities that match their needs. In fact, by the year 2025, online talent platforms could potentially add $2.7 trillion to the global GDP.  MORE

Lengthy screening processes are another challenge. Rigorous screening is vital in order to hire a quality workforce and is a top priority for hiring managers in healthcare - in fact, 32 percent of healthcare managers say that education and verification is a key initiative. Filling positions in the healthcare industry is growing more and more difficult each day. Here are two. MORE

Is your screening process systematic so that candidates are asked the same questions in the same way? When deciding what traits to look for in your recruiting pool, there are lots of opinions and little consensus. Others say the only thing that matters is ‘fit’, the holy grail that is almost impossible to quantify. So what are the top traits that employers are looking for? Coachability. MORE

Companies spend a significant amount of resources finding, screening, and hiring new employees, and then drop the ball when it comes to one of the most defining early experiences for new employees, onboarding. Here’s an important question to ask if you're involved in talent acquisition: do you have a system in place to connect recruiting to onboarding? Make It Engaging. It's not. MORE

Is your screening process systematic so that candidates are asked the same questions in the same way? When deciding what traits to look for in your recruiting pool, there are lots of opinions and little consensus. Others say the only thing that matters is ‘fit’, the holy grail that is almost impossible to quantify. So what are the top traits that employers are looking for? Coachability. MORE

We’ve already discussed the benefits of using competencies to evaluate candidates in the 5 Unique Benefits of Competency Based Recruitment and Selection , but what about using them internally to evaluate each other? Recruiting & Sourcing MORE

While HR departments are scrambling to pre-screen and schedule candidates via telephone, those same candidates are posting, tweeting, and texting on mobile devices. A recent report on the labor market outlook said that the US leads all major markets in unfilled jobs. There are various reasons cited including the lack of technical competencies and stagnant wage growth. MORE

Although most companies follow a screening protocol that includes phone interviews, far too many hiring managers actually interview candidates in person that they were on the fence about after the phone interview. In today's fast-paced business world, hiring managers need to speed up the recruiting process in order to get the best talent. Update job descriptions for every position. MORE

Are you still doing phone screens when most millennials use their phones primarily for texting and emailing? From ABC’s Shark Tank to HBO’s Silicon Valley to bestselling books like Steve Jobs , the narrative of startups is embedded in our culture. It’s the story of a founder with an idea who executes on it and changes the world. And it always happens in the garage. Ideation. Concepting. MORE

You screen the talent pool first. The solution to an easier, faster, more effective screening process is through video. Screening CandidatesInterviewing candidates is time consuming. It’s exhausting. It’s expensive. How can you shorten the interview process without sacrificing great clients? MORE

HR professionals work diligently to find and screen candidates, only to get pushback from managers about the quality or quantity of applicants. Doing this upfront will improve the level of candidates that make it through initial screens. The relationship between HR and hiring managers, specifically when it comes to filling open positions, can be complicated. MORE

Hiring managers want the best people available and they want them identified, screened, interviewed and hired yesterday. Identify anything in the screening process that may have contributed to a poor fit and fix it. When it comes to filling open positions, the relationship between hiring managers and HR is equal parts exhilaration and exasperation. TREAT HIRING LIKE A PROJECT. MORE

There’s revising the job description, posting to job boards, reviewing resumes, tracking down candidates for phone screens, conducting multiple in-person interviews, and then trying to get consensus from everyone involved. One of the most difficult situations a company faces is quickly identifying, vetting, and onboarding new hires when a position opens up. Morale. Time Spent Hiring. MORE

While HR departments are scrambling to pre-screen and schedule candidates via telephone, those same candidates are posting, tweeting, and texting on mobile devices. A recent report on the labor market outlook said that the US leads all major markets in unfilled jobs. There are various reasons cited including the lack of technical competencies and stagnant wage growth. MORE

In the era of Glassdoor, Yelp, and Google reviews, the first recruiting touchpoint happens way before a phone screen. Here’s a summary: •    Make sure recruiters understand business objectives – Without knowing the goals of the organization, recruiters won't know what to look for when screening potential new hires. What is ‘culture’ in the workplace? So, where to start? MORE

HR professionals work diligently to find and screen candidates, only to get pushback from managers about the quality or quantity of applicants. Doing this upfront will improve the level of candidates that make it through initial screens. The relationship between HR and hiring managers, specifically when it comes to filling open positions, can be complicated. MORE

Companies spend a significant amount of resources finding, screening, and hiring new employees, and then drop the ball when it comes to one of the most defining early experiences for new employees, onboarding. Here’s an important question to ask if you're involved in talent acquisition: do you have a system in place to connect recruiting to onboarding? Make It Engaging. It's not. MORE

Screening candidates will never go out of style, but doing it via the phone or in-person… will. If you’ve already adopted video interviewing into your candidate screening process, congrats! Either way, here are some of the best questions to ask: Screening Candidates Video InterviewIf not, make sure to check out our offer for 2 months free of video interviewing. MORE

There’s revising the job description, posting to job boards, reviewing resumes, tracking down candidates for phone screens, conducting multiple in-person interviews, and then trying to get consensus from everyone involved. One of the most difficult situations a company faces is quickly identifying, vetting, and onboarding new hires when a position opens up. Morale. Time Spent Hiring. MORE

Finding the right values in new hires isn’t always easy, but effective screening plays a large role in determining a restaurant’s future. This is an excellent opening question because it immediately screens out non-team players. A cohesive restaurant staff that demonstrates teamwork and attentiveness to guests impacts every aspect of your business. Why ask? Why ask? Why ask? Why ask? MORE

In the era of Glassdoor, Yelp, and Google reviews, the first recruiting touchpoint happens way before a phone screen. Here’s a summary: •    Make sure recruiters understand business objectives – Without knowing the goals of the organization, recruiters won't know what to look for when screening potential new hires. What is ‘culture’ in the workplace? So, where to start? MORE

Just about every company in hiring mode conducts phone screens prior to bringing candidates in for face to face interviews. Some companies do phone screens followed by full scale phone interviews with hiring managers for expediency or because a candidate is not local. So what's the problem? One word: technology. Plus another word: millennials. MORE

Although most companies follow a screening protocol that includes phone interviews, far too many hiring managers actually interview candidates in person that they were on the fence about after the phone interview. In today's fast-paced business world, hiring managers need to speed up the recruiting process in order to get the best talent. Update job descriptions for every position. MORE

Hiring managers want the best people available and they want them identified, screened, interviewed and hired yesterday. Identify anything in the screening process that may have contributed to a poor fit and fix it. When it comes to filling open positions, the relationship between hiring managers and HR is equal parts exhilaration and exasperation. TREAT HIRING LIKE A PROJECT. MORE

Following this template, getting to the offer stage requires phone screens, multiple interviews, and shadowing team members. ‘Hire slow, fire fast’ is a mantra that is repeated as gospel in the talent sourcing and recruitment community. While a rigorous evaluation is critical to the hiring process, that doesn't mean that hiring managers should take forever to find the right hire. Here’s why! MORE

Because of the barrage of resumés, recruiters are spending most of their time screening “paper,” rather than connecting with people. When our requisition “load” is heavy, we will default to key word scanning, or an even simpler rule of thumb – “first seen, first screened.” Please, have a seat, and welcome to corporate recruiting! How are you doing?” you ask? MORE

Making predictions about interesting screening trends for the next year is one of my most fun year-end activities, just marginally less exciting than the plethora of holiday festivities and family gatherings that are about to be unleashed. The post Screening Trends and Predictions for 2016 appeared first on Employment Background Check Blog - HireRight. With a customer base of tens of thousands of organizations, we at HireRight like to think that we [.]. MORE

Just about every company in hiring mode conducts phone screens prior to bringing candidates in for face to face interviews. Some companies do phone screens followed by full scale phone interviews with hiring managers for expediency or because a candidate is not local. So what's the problem? One word: technology. Plus another word: millennials. MORE

Are you still doing phone screens when most millennials use their phones primarily for texting and emailing? From ABC’s Shark Tank to HBO’s Silicon Valley to bestselling books like Steve Jobs , the narrative of startups is embedded in our culture. It’s the story of a founder with an idea who executes on it and changes the world. And it always happens in the garage. Ideation. Concepting. MORE

Some talent platforms, including applicant tracking systems (ATS), focus on screening out candidates instead of identifying the top applicants. Online talent platforms are transforming hiring by helping to quickly connect jobseekers with opportunities that match their needs. In fact, by the year 2025, online talent platforms could potentially add $2.7 trillion to the global GDP.  MORE

However, in the recent past, the background screening process has been made easier, thanks to the public records and databases being made available online, as well as the many avenues that individuals fills in their details online. This piece of writing will look into the background screening trends for 2016. 1. Re-screening Of Individual Already Screened. HR Trends MORE

For many ClearCompany clients, the hiring process consistently unfolds on a predictable path: a recruiter selects resumes; screens applicants via phone ; schedules interviews; and extends offers. It might seem easy to short-change the screening candidates one the phone, but optimizing this process can yield high dividends toward upgrading your hiring process! Screening Candidates MORE

We know you’ve seen them, the 10,000 articles out there about candidate screening questions. Screening Candidates Video InterviewThe “how to’s” the “dos and don’ts” and, of course, the “best practices” articles that flood the internet. MORE