Would you ever hire someone without conducting a job interview? _ Of course not. _ Job interviews are an essential step in the hiring process. This is often the first chance hiring managers have to meet job candidates face-to-face. It is the ideal opportunity to get to know a potential new hire beyond their job application, resume, and cover letter. During the job interview, it’s your job to ask candidates in-depth questions to determine if they can do the job, if they will be a good fit for the company, and if they will be an asset to your team.
Where do the majority of job seekers find your job listings? Is it via employee referral programs, social media, job boards, career fairs, word of mouth, or some other recruitment channel? There are a lot of ways to attract people to your company, but one of the most effective recruitment tools is only a click away. It’s your company career site and you need to take advantage of it.
Writing an effective job ad is the first major step in the hiring process. It’s easy to write a basic job ad and post it online in a matter of minutes, but in order to attract top talent you need to spend time crafting an effective job ad that gets the results you are looking for. There is no recipe or formula for a perfect job ad, but it’s a good idea to use the AIDA model.
A new edition of our video blog series, “The Bright Side of HR” is up! Check out the video and the details below and click here to subscribe to our YouTube channel so you don’t miss more great videos in the future! Offer Letters - A Parallel Onboarding Workflow In the traditional HR world, offer letters are typically presented before all other onboarding paperwork making the process slow and linear.
Social media is everywhere. Billions of people use social media on a daily basis to create, share, and exchange ideas, messages, and information. Both individuals and businesses post regularly to engage and interact with people from around the world. It’s a powerful communication medium that provides immediate, frequent, permanent, and wide reaching information. People post their lives on social media for the world to see. Facebook, Twitter, Instagram, LinkedIn, YouTube, and countless other social channels provide a quick and simple way to glimpse into a job candidate’s personal life - both the positive and negative sides of it.
People make mistakes. It happens in life and in the workplace on a regular basis. Unfortunately, common HR mistakes can cause major headaches. Hiring, managing, and dealing with employees is no easy task. If you are an HR professional, learn about common HR mistakes now before it’s too late. Many common HR mistakes may seem harmless at the time, but they can come back to haunt you later on. Whether they lead to costly legal headaches, terrible employees, fines, or extra hours on the job, be proactive about addressing these mistakes before they happen.
These are the top job interview questions that you should seriously consider asking every job candidate: After carefully scrutinizing countless resumes, you’ve finally selected the job candidates that truly interest you. These individuals could be the next addition to your company’s team, but they have to make it through the job interview process first.
Today, we are very excited to announce the launch of a new Partner Program that will allow YOU to share in WorkBright’s success! The Workbright Partner Program is a community driven effort, sharing a portion of WorkBright’s revenue with the people that are out in the streets singing our praise and helping other companies go digital with their onboarding. Workbright Partners have unique access to company insights, sales materials, affiliate banners, and direct access to the WorkBright Partnership team.
Is it a #HRFail? Oh, yes—and on so many levels! What’s Wrong with That? Even though the job ad doesn’t directly state that male applicants will not be hired, it still in violation of Title VII of the Civil Rights Act of 1964, which not only prohibits discrimination on the basis of sex (and race, color, religion or national origin), but it also prohibits job ads that show a preference based on any of the protected characteristics.
We are so excited to join over 13,000 of our HR friends at this year’s SHRM 2016 Annual Conference & Exposition! The conference begins on June 19th in Washington D.C. and we’ve been scouring the website checking out all the exciting presentations that will run the full 4 days of the conference. Below are the 5 sessions we’re most looking forward to. Check out the full schedule here and let us know the session you’re most excited about in the comments below and reach out to us at [email protected]