Hiring Managers: Fasten Your Seat Belts!

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2017 is shaping up to be a year unlike any other. The changes that may affect the way you do your job are varied and significant.

And we’re not only talking politics here; there’s a sea change in the attitudes of the job candidates you’ll be meeting, and the variety and diversity of their expectations may pose significant new challenges for you unless you know what to expect.

Don’t worry, we’ll tell you.

10 Best Practices to Improve Onboarding Programs

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The long, arduous interviewing process is done. A great candidate has passed the background check and drug test with flying colors. After interviewing a great many applicants, you’ve found a person you’re confident will make a significant contribution of value to your Fortune 1000 business. The hard part’s done. Pat yourself on the back.

But you may want to postpone the celebration, at least until onboarding is complete. The process of welcoming your new superstar into the organization is critical; in today’s job market, a poor onboarding experience may compel a new hire to quickly flee from even the most reputable employer. And a smaller, hungrier competitor may snap him or her up in a heartbeat. So it behooves you to make your new employee’s onboarding experience as smooth, welcoming and productive as possible.

Simplistic as it may sound, all that’s needed is a well-defined plan incorporating 10 simple but vital concepts.

10 Steps to Improve the Candidate Experience and Become the World’s Leading Brand*

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After a long and arduous interview process, you’ve found a great candidate. And now you’ve scheduled your star candidate’s background check.

Now don’t tell anyone, but it’s at this critical moment in the hiring progression that you can dramatically improve your business’s already-stellar reputation and accelerate your on-boarding process by helping the candidate prepare for their background check.

And it’ll take just a few moments of your time.

Après Interview: When Employers Don’t Get Back to Candidates

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Peruse any job website or bulletin board focusing on jobs and one of the most frequently asked questions – and probably the greatest source of anger, discouragement and confusion in searching for a job – is why organizations don’t communicate with candidates following the interview.

Typically, recruiters and hiring managers say they’re too busy to let candidates know they didn’t get the job. And no one enjoys being the bearer of bad news.

A candidate who never hears back, particularly when he or she is told “We’ll be in touch,” may make your company famous – and not in a good way.

Letting candidates down can be done quite simply. Read on to learn more.