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).

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.

Job boards and employee referrals are the most popular sources used by Northeast Ohio employers to attract qualified workers, according to a new report released by ERC. The 2015 ERC Hiring Trends and Practices Survey highlights hiring practices of 102 participating employers.

The traditional hiring process for an employer consists of roughly three stages: collect resumes, conduct an in-person interview, and then offer the job to the most qualified candidate. However, today can be a completely different story.

When it comes to recruiting potential employees, social media has become a popular resource for finding candidates that will fit the required job skills and become a top-performing employee. But is using information from social media profiles a legal and reliable part of the recruiting process?

When we hear "social media" and "HR" in the same sentence, it's usually in a negative context. "How can we keep employees off of social media at work?" or "I saw something bad on a candidates social media profile, what do I do now?"

In the summer of 2014, ERC hosted Kelly Royer of LinkedIn for an educational session on Recruiting with LinkedIn. Kelly shared some of her tips for finding talent on LinkedIn, as well as improving your individual and company presence.

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.

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.

Companies today are looking for a candidate who not only fits the description of a position based on their experience but will also make an impact with their personality and responsive skills.