What is Mobile Recruiting?

There’s no doubt about it; we live in a digital age. Since every business professional today seems to be on the go and accessing everything and anything from their smartphones, mobile recruiting has become one of the newest (and most popular) trends in HR.

Mobile recruitment, also called “mRecruiting,” is the ability to recruit and engage a possible job candidate via their mobile device.   This new technology allows for organizations to deliver a digital call to action and capture a candidate’s phone number right off the bat. For example, when a candidate is standing in line at a business location or even a job fair, a sign could read “text JOB21 to 88899 to receive information on retail management positions.”

This allows for the recruiting company (or employer) to not only engage the individual, but it will also add them to their distribution/contact list where they are able to promote other job openings or important information.  Several organizations are in the process of developing compelling mobile campaigns in order to engage qualified prospects.

Many of the mobile recruitment sites permit job alerts to be sent out and received on smartphones, allowing potential new-hires the chance to review possible positions remotely and allowing them to have constant contact with the ever evolving job market.

Can mobile recruiting benefit your organization?

In a country where nearly everyone is mobile and the numbers continue to increase each and every day? YES! With society becoming more and more tech-savvy and our younger mobile-addicted generations entering the workforce, mobile recruiting appears to be a wave of the future.

Contact your HR Shield Advisor today in order to learn more about this recent trend. Mobile recruiting can allow you to attract the most desirable candidates in your industry!

Many of us have heard of KSAs, especially when it comes to job performance. KSAs (Knowledge, Skills, and Abilities) are demonstrated through qualifying experience, education, or training. As an employer, paying attention to a potential employee’s KSA’s are extremely important—they are often used to distinguish the "qualified candidates" from the "unqualified candidates" for a position.

When handed or sent a completed application from a potential candidate, the application must fully address the KSAs specified in the vacancy position. Assuming you, as the human resources professional or hiring manager, have identified specific prerequisites for the job, your candidate’s skills and background should match as best as possible. If a candidate’s information shows the relevant education or years of experience that satisfy the requirements and has great knowledge, skills and abilities, you can advance further consideration in the evaluation process.

KSAs are defined as:

  • Knowledge – An organized body of factual information about the candidate’s knowledge. The “Knowledge” section of KSA should indicate what rules, regulations, policies, practices, and more the candidate is familiar with.  How will this knowledge apply to your work environment and the vacant position? Did the candidate give you examples of significant situations where this knowledge has been applied?
  • Skills - The proficient manual, verbal, or mental ability of operating data, technology or other items. For example: computer skills, software experience, presentation development, machinery experience. How will having skill(s) with these various types of mediums apply to the job? How much experience does the potential candidate have using each item?
  • Ability - The power or ability to perform a task. For example, having the talent or capacity to multitask and operate numerous instruments at once. Will the candidate’s experience and ability to utilize numerous tools have a positive impact on your working environment? 

While KSAs are only part of the resume and application process, they can truly make one candidate standing out amongst the rest. Look for examples that demonstrate initiative, innovation, leadership, complexity and most importantly, team work!

Hiring employees involves a long list of important details that, if not handled properly, can lead to poor performance. For more advice on hiring and scanning resumes, contact the HR professionals at HR Shield.

As a business owner or a human resources professional, you may be interested in hiring interns for your workplace. The business case for creating an internship program is strong, and offers many benefits to both the organization, and the intern. And, an internship program could turn out to be the source of your next great employee.  

Benefits for the employer:

  • Employers have access to a pool of great potential candidates: Many local or nearby colleges have an overabundance of students looking for internships. They may even assist in selecting the perfect intern for your organization and know who the hardworking candidates are. The pool of potential interns not only includes students, but skilled workers that have recently been laid off or let go during periods of recessed economic conditions. Many experienced people are looking for opportunities to get their foot back in the door.
  • Employers obtain inexpensive, yet professional, labor at the cost of providing training and experience to the intern. As a result, interns typically work for minimum wage, part time, and without benefits. Note: Interns are still considered workers of your organization and can make employment claims in areas such as time & wages. Consult a professional before making any assumptions on wage and hour policies for your intern.
  • An internship program can be a key component of an organization’s diversity efforts and bring added insight and value from different demographics. 
  • Employers can gain brand recognition and increase community involvement through internship programs, as well as improve employee morale.  Creating mentor- mentee relationships is rewarding for both employees and interns, and further develops relationships within the community.
  • Employers gain a first-hand perspective of the intern’s knowledge, skills and abilities by watching the intern in action. If in need of full time help, an intern could quickly turn into your next great employee!  Alternatively, the process of finding a new employee usually includes reviewing resumes or job applications of candidates you may not know.  

Benefits for the Intern:

  • Interns gain real-world experience before furthering their schooling, time, efforts or funds towards qualifying themselves for a certain career. An internship helps individuals realize whether or not they are selecting the right career path.
  • Interns gain realistic expectations about workplace demands, and are better prepared for full time employment in the future.
  • An intern can expand his or her network of contacts by entering the working environment, and can use the new relationships to secure opportunities. New contacts can help find employment in the future, serve as references or make important recommendations and introductions within the industry.  
  • Internships serve as great resume-builders for entry-level employees in the workforce and add value and experience to candidate’s credentials.
  • By working within an organization and proving themselves as a hard, diligent worker to the employer, an intern can be at a competitive advantage over other job applicants if an opportunity for full time employment arises within the organization.

Internships are more often than not win-win situations for the employer and the intern, but as a business owner or HR professional, it is recommended that you proactively identify any potential pitfalls by taking advantage of affordable advice from licensed HR experts.

HR Shield is available to review all internship programs and provide instant access to all the information, training, forms and expert advice you need to keep interns safe, stay compliant and protect your bottom line. We’ll help you identify exactly which regulations you need to satisfy and what you need to do to stay compliant across the board including: Fair Labor Standards Act, I-9 Compliance, Discrimination, Sexual Harassment, Equal Employment Opportunity, Privacy and more!

Contact us today for more information: 877-636-9525.

Need some tips for writing a great online job board advertisement? Before you begin writing your company’s recruitment advertisement, first consider how much money is available for recruitment and the timeframe in which the position needs to be filled. Based on this information, you then can determine the most appropriate media and availability with regards to cost and deadlines. Online job board advertisements allow more room for copy, contrary to print advertising which typically charges advertisers for each and every line of copy.

If you plan on placing more than one ad, or will have several openings, developing a brand and consistency in the ads will deliver a good impression to the candidates. Logos, pictures and colors generate greater interest. You want to draw people to your ad and sometimes by simply bolding the position title, more people will be attracted.recruitment

Here is a recommended outline with tips for online recruitment advertising:

  1. Title of position:  Be sure the title is clear and concise. If your job title differs than the norm, perhaps consider using an alternate job title that clearly explains the role. Often online recruitment ads will only list the job title; make sure yours stands out amongst the other listings.
  2. Job Summary:  Online job boards will show a brief job summary, generally the title and one or two sentences, from which interested applicants can click through to see the full posting . This job summary is the most important part of your ad. If it doesn’t grab attention and compel the reader to click through to your full ad, then you could be missing out on some great candidates. Your job title should be clear, and the first couple sentences of your posting should grab the reader’s attention.
  3. Company:  What does your company do, where it is located, what industry are you in? Make the overview compelling.
  4. The Job Description:  Include main functions of the role, key skills, previous experience desired, relevant qualifications, and bullet point the position's key tasks.
  5. Core Competencies:  Which personal attributes are required to be effective in the role i.e. innovation, motivation, organization.  Describe what the successful candidate will be like. Talk about team fit and the culture of your organization.
  6. Prospects & Job Benefits:  What does your company have to offer? Is there career progression, privileges, benefits, vacation time, etc?
  7. Contact:  Recruiter’s name, phone number and email address – Make sure they know what times you’re available too!
  8. Specific Requirements :  If you have specific requirements such as salary restraints, minimum education or experience, be sure and list these clearly in your ad copy.

For specific questions or concerns about hiring (or terminating), contact HR Shield.

According to an article in the New York Times and other recent media coverage, reviews of job vacancy postings on popular sites like Monster.com, CareerBuilder.com and Craigslist.com have revealed hundreds of instances where employers would only consider (or at least “strongly prefer”) applicants who are employed or just recently laid off.

Does your company reject the unemployed simply because they are unemployed? If you do, be careful. You’re walking a thin line between what’s considered a fair recruitment practice and what’s considered discrimination, and your job posting could result in a complaint from the United States Equal Employment Opportunity Commission (EEOC).

When looking for a potential candidate, you do not want to make reference to whether or not the applicant is unemployed. This could be considered discrimination against the unemployed, and while not yet illegal, it could create a number of problems for your organization.

So, what’s the difference between “unemployed” and “unemployable?” In some cases, the long-term unemployed person may be someone who was a poor performer in their previous position and was amongst the first group to be terminated. In other instances, with the economy the way it is, the unemployed person may be a hard working individual with great work ethic, but was laid off for no other reason than the steady decline of demand within their industry.

As an employer, a best practice is to be clear about your vacant job’s duties and responsibilities, and to conduct thorough interviews that will assess the candidate’s skills and competencies for those job requirements. You can inquire about previous employment and periods of unemployment, but only when appropriate. The person sitting in front of you may be a very capable candidate for your company, regardless of how long they have been out of work.  A thorough screening process will assess the candidate’s knowledge, skills and abilities that are relevant to the position; regardless of whether or not that person is or has been unemployed, and will help you find the best qualified candidate.

When advertising a vacant position, be careful to avoid other types of discrimination as well. You cannot state number of years experience wanted, ethnicity preferred, age, union, non-union, gender, disability; it is illegal to discriminate against anyone on the basis of personal characteristics. If possible, have an HR professional review and approve the ad copy prior to placement.