2017 Trends in Recruiting via Social Media

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When HireRight published its first Employment Screening Benchmark Report ten years ago, we did not survey respondents about their use of social media. It seems odd now, but a decade ago, social media wasn’t even on the hiring map. That’s changed quite a bit, as we’ve seen in HireRight’s 2017 Employment Screening Benchmark Report. Social media has become part of the fabric of talent management, and a critical one at that. Ignoring it today would be like running job postings exclusively in newspapers, or using only snail mail to correspond with job candidates.

Read more about the impact of social media on the hiring process, and take a look at a number of suggested Best Practices for using social media as part of your hiring program, here.

Blind Recruitment – The Way to Overcoming Bias in Hiring?

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Partiality. Prejudice. Bias.

They’re ugly words in any circumstance. Uglier still even when applied – even unconsciously – by a human resources professional when considering a candidate keen for a job. Yet interviews, even those conducted by the most seasoned, cautious and responsible hiring professional, may inadvertently be tainted by unintended preconceptions.

But what if, in the hiring process at least, we could overcome all of our preconceived notions? What if we could distill the hiring process so we recommend or hire based purely on each candidate’s merits?

Yes, this is a radical notion that flies in the face of standard practices. Yet it could work, and is working, in fact. Read how.

The Surprising Benefits of Hiring Older Talent

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Employers ignoring the many thousands of highly qualified tenured candidate applying for your open requisition may be denying themselves a great opportunity.

Seasoned Baby Boomers seeking to remain or re-enter the workforce offer loyalty, experience, the opportunity to mentor other staff, and numerous other attributes you may not find elsewhere, and probably at a most agreeable price.

Take a look at this article and see if you agree there’s a very savvy, steady and hard-working legion of talent you may want to give a second look to.

A Brief Course in Education Verifications

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It’s best to verify all elements of a resume and job application – including those of newly-hired C-level executives.

Since many candidates have assumed that a prospective employer may not bother verifying his or her educational background, he or she may exaggerate or provide fabrications in this area.

Demonstrating due diligence by directing a background check company to thoroughly validate job candidates’ education references will keep an employer at the head of the class.