What is Inbound Recruiting?

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What is Inbound Recruiting?

The concept of Inbound Recruiting is driven by the fact that 73% of candidates begin their job search with a Google search. Organizations looking to attract and retain top talent are reacting to this digital landscape transformation in the same way as Marketers. Human resources and recruiting functions have increasingly become the “marketers” of their organization as a workplace, and Inbound Recruiting is a reflection of that.
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Survey Reveals Interesting Differences in How Organizations Select Candidates

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Survey Reveals Interesting Differences in How Organizations Select Candidates

While nearly all (98%) Northeast Ohio organizations conduct interviews as a means of evaluating job candidates for both exempt and non-exempt positions, data from the 2015 ERC Hiring Trends & Practices Survey reveals interesting differences among those that utilize other methods of selection.  

Differences in selection methods for exempt and non-exempt positions

Drug testing, physical exams, and employment knowledge or ability tests are performed more often for candidates applying for non-exempt positions. On the other hand, more employers use reference checks and pre-screening phone interviews for exempt positions. In addition, compared to non-exempt positions, ERC’s research found that 25% more organizations invite candidates applying for exempt positions back for a second interview.
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Recruiting and Hiring Practices of Northeast Ohio Employers Revealed

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Recruiting and Hiring Practices of Northeast Ohio Employers Revealed

The 2015 ERC Hiring Trends & Practices Survey, which assesses the responses of 102 Northeast Ohio organizations, shows that well over a half (66%) of local employers are currently not using a formal applicant tracking system in their recruitment and hiring efforts. The most common reason, as cited by 45% of employers, is that their existing internal process is sufficient. In addition, nearly one-fourth of participating organizations also acknowledge a lack of resources as a reason for not implementing a formal applicant tracking system.

For the 34% of local organizations that do utilize this type of system, ADP is most commonly mentioned as a vendor.
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The Changing Landscape of Online Recruiting

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The Changing Landscape of Online Recruiting

It’s no secret that the landscape for recruiting has changed dramatically with the rise of social media. In the early stages, recruiters felt they were ‘recruiting’ on social media by simply posting a status update that they were hiring. Then, many social media platforms began selling job postings and targeted display ads. LinkedIn has always sold expanded access to members and their profiles. To further complicate matters, some social sites are now aggregating job listings (similar to Indeed’s model).

Now, aggregator sites like Indeed or Glassdoor, who used to scrape jobs from many job boards and employer sites, are no longer pulling in ‘every’ job to their database. They have moved to a model of aggregating less and selling more direct job listings. The impact is that the best place for a job seeker to find ALL job postings is unclear, and the ability for a hiring company to broadcast a job opening across multi platforms (for free) is no longer guaranteed.
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Keeping up with Background Screening

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Keeping up with Background Screening

As a Human Resources professional, it’s highly probable that your organization conducts pre-employment and/or employee background screening or is interested in doing so. According to a 2012 Society for Human Resource Management (SHRM) report, 86 percent of companies conduct some type of criminal background check.

Many ERC members work with our Partner, Corporate Screening for their background needs. Matt Jaye, National Sales Manager at CS, shared some information about the background screening industry, how to select a provider, and how technology has affected the industry.

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What HR Professionals Need to Know about the EEOC’s Guidelines on Criminal Backgrounds

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According to a survey released by the Society for Human Resource Management in 2012, approximately 69% of organizations reported that they conduct criminal background checks on all of their job applicants. However, what happens if something questionable shows up on the background check that reveals a criminal past? Do you have the right to ask them about it?

Yes, you do. The Equal Employment Opportunity Commission (EEOC) guidelines strongly recommend employers speak to their candidates about a criminal history brought up in a background check.

In a Guidance document released in 2012, the EEOC describes the circumstances under which an employer’s use of arrest and conviction records can violate Title VII’s disparate treatment and disparate impact theories. The EEOC continues to embrace a test that evaluates criminal history, known as the Green factors

The Green factors include:

  1. The nature or gravity of the offense or conduct
  2. The time elapsed since the conviction and/or completion of the sentence
  3. The nature of the job sought or held

But what is significant about the enforcement Guidance? It tries to assist employers with a better understanding of how the EEOC believes these factors should be applied.

Application questions

As a best practice, the EEOC encourages employers to not ask about convictions on an employment application. However, if the employer does ask the applicant about their criminal background past, the Guidance recommends that they only ask questions that are relevant to the position and job duties.

Arrest records

The Guidance states that an employer may not use arrest records to solely treat an applicant differently and cannot use arrest records alone as a reason to deny employment. However, if an employee has been arrested, the Guidance allows employment decisions to be based on the conduct underlying the arrest. As long as the reason for which the employee or applicant was arrested is relevant and makes the individual unfit for the position, than the employee or applicant may be terminated/not offered employment for the arrest.

Individualized assessments

This is when an employer will inform an employee or applicant that he or she will be screened for a criminal background. The individual is given an opportunity to respond and then the employer considers the circumstances before making a decision.

“In the Guidance, the EEOC states that employers who develop a targeted screen using the Green factors as well as the individualized assessment, can avoid Title VII liability.”

Compliance with federal law:

“The Guidance affirms that an employer who is conducting criminal background checks in order to comply with another federal law or regulation will not violate Title VII.”

However, the EEOC states that if a screening exceeds the scope of a federally imposed restriction, liability can occur if an employer doesn’t provide evidence that justifies an enhanced policy.

EEOC Guidance check list for HR professionals

HR, compliance, termination, or compensation questions?

ERC has a team of HR Help Desk Advisors to provide timely and trusted answers.

Contact the Help Desk

4 Steps in the Recruiting and Hiring Process

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human resource hiring proces human resource hiring process 4 Steps in the Recruiting and Hiring Process

Whether handled by supervisors and managers or assigned to a centralized human resources (HR) department, hiring decisions are among the most important decisions made in any organization.

Good hiring practices can eliminate or reduce many legal risks, reduce costs, increase productivity, and improve morale. Ill-advised hiring decisions, on the other hand, can result in turnover, duplicative training, missed opportunities, and lost customers.

In addition, an ill-advised hire may lead to employment termination; and every termination (no matter how justifiable and well documented) exposes the company to the risk of a wrongful termination lawsuit or discrimination claim from the disgruntled former employee. For all these reasons, it pays to take the time to find the right person for the job the first time around.
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6 Interviewing Tips for your Next Hire

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6 Interviewing Tips for your Next Hire

Finding the ideal candidate the first time around saves both time and money for you and your job applicant, but finding this perfect addition to your team is more easily said than done.

Still, there are a few ways to ensure that the person sitting in the interview seat is the exact candidate for the job, and that you won't be left wishing you'd made a different decision.

1. Understanding the job and essential requirements 

Prior to a position being advertised, the company needs to take a hard look at the opening and determine if this should be a replacement position, or if there is an opportunity for internal movement, absorption, additional essential functions or requirements. Be clear about what is required to perform the job.
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