Technology And The Future of Recruiting

January 14th, 2019

ABR HR Insights Magazine

Feature Article: Technology & The Future of Recruiting

Every issue of our HR Insights Magazine contains advice and guidance from industry thought leaders that can give your company a leg up in managing all aspects of the employment lifecycle within your company. In this issue we examine:

  • Technology and the future of recruiting (feature story)
  • Recruitment principles for every hiring situation
  • Balancing fund and productivity in the workplace
  • Benefits of microlearning

Great Ideas & Partnerships Begin With A Conversation

Sure, companies that stick with conventional recruitment and retention strategies can still build connections with candidates and employees. But as new technologies and practices continue to alter the hiring landscape, organizations that don’t change with the times may find themselves falling farther and farther behind. Want to explore new possibilities for your company? Let us know how we can help!

Free Webinar: How To Research Pay Before You Apply

January 10th, 2019

Free Career Webinar With Live Q&A

Learn from top employment experts to help you navigate your career! These sessions address topics most important to your search and allow time for you to ask questions.

Research Salary Before You Apply


Date: Tuesday, January 15th 
Time: 
10:00 am CST (8:00 am PST, 9:00 am MST, 11:00 am EST)

Description: Salary may not be the only thing you consider when looking for a new job, but it is always a consideration. You don’t want to waste your time or the company’s time, if the salary is not what you need to earn. During this session we will address how to do the following:
• Research salary levels
• Determine the compensation package you will accept
• Understand the impact of location on the spending power of a salary offered

Your Employment Connection To The Future

We want to help you build your career, by providing the opportunity, expertise and support you need. Search our current job openings here:

How To Create A Job Reference Page

January 9th, 2019

What Employers Want In A Job Reference Page

So what’s the big deal about job references? And why does EVERY job you apply to ask for them? Employers aren’t asking to be annoying, promise!

The reason job references are so important is employers want to know about your work habits from past employers. Learning this information from people you’ve worked for in the past helps demonstrate that you’re qualified to do the job and will be a good team member.

 

Making A Job Reference Page

Employers are looking for the following information on a job reference page:

  • your references full name
  • their current job title
  • the company name
  • street address
  • city, state, zip code
  • telephone number
  • email address

It’s also good to include a brief sentence about your relationship to your reference.

Job Reference Page Visual

For example, your job reference page could look like this:

Be sure to let your references know that you are searching for a job! This will allow them time to reflect on your past work and prepare to address reference questions.

Most employers, ABR Employment Services included, need a minimum of two job references in order to consider you for employment. Help employers help you speed the hiring process along by having your references ready to go and up to date!

Free Resume Help On ABR JobConnect

December 12th, 2018

Free Resume Help A Few Clicks Away

Ring…ring.

Hello, ABR Employment Services; how may I help you?

Yeah, you’re an employment agency, right? Well, I need some help creating a resume. Can you help me? 

We get that question — a lot! And yes, of course we can help you! We want to see everyone we interact with to succeed.

ABR JobConnect, Your Free Job Resource

For over eight years, we’ve offered everyone a free job resource tool called ABR JobConnect. Create a free account and you’ll be guided through how to build your resume!

How To Access The Free Resume Help Tool

To use this free resume building tool, login or create an account on ABR JobConnect. Then:

  1. Select the ‘prepare’ tab
  2. Click on ‘the ‘create’ box (box 3)
  3. Then click on the sentence ‘If you do not currently have a resume, click here to use our Resume Builder ‘.

Follow the steps and your resume will be created in no time! 

Here’s what else you get when you register for a free account on ABR JobConnect

 

December Webinar Feature: Interview Preparation Tips

December 3rd, 2018

https://www.abrjobs.com/2018/12/03/interview-preparation-tips/Interview Preparation Tips

Seeking interview preparation tips? Looking to avoid future interview mistakes? You’ve come to the right place! We cover these topics this month during our free webinars. A live Q&A session will be held at the end to address your questions.

Re-THINK! Job Search Mistakes Even Smart People Make


Date: Tuesday, December 4th
Time:  11:00 am CST

Description: Re-THINK and Get Results! We are going to break it down, so you can see the Job Search Mistakes being made and more importantly how to turn these mistakes around, so you can get results.

Come ready to learn! This webinar is designed for smart people who are ready to get back to work. I have helped place thousands of people get hired for jobs they love, and I want to help you, so you too can land your dream job.

Here is a sneak peak of the mistakes we are going to Re-THINK:

  • Disempowered Thinking
  • Online Resume Submittal
  • Ineffective Networking
  • Low Self-Confidence
  • Not Being Clear
  • Lack of Preparation for Interviews
  • Not Fully Communicating Your Value
  • Lack of Commitment to Job Search Activity
  • Fear of Follow Up
  • Not Having Support

This will give you the confidence you need to get your job search into “high gear”. Say GOODBYE to these mistakes and let’s get you back to work!

Interview Preparation Tips: Outwit Your Competition 


Date: Tuesday, December 18th
Time: 11:00 am CST

Description:
 The most qualified person does not necessarily get hired, it’s the person who aces the interview. How can you PREPARE better than your competition, so you end up with a job offer? During this session, you will learn the following:

  • Nine specific steps to prepare for an interview
  • Additional tips to improve the results of your job search process

How to Handle an Uninformed Interviewer


Date: Thursday, December 27th
Time: 1:00 pm CST

Description: Have you ever been frustrated when you realize the person interviewing you doesn’t understand your credentials or the position, they are presenting to you? What can you do to turn this situation around, so you are considered for the job? During this session, we will address the following:

  • How you can be scheduled for a subsequent interview
  • How to turn this type of interview into your favor
  • Why it’s important to understand the priorities of this individual

HR Insights Magazine: Winter Issue

November 19th, 2018

Feature Article: ABR Professional Search

In every edition of our HR Insights Magazine, influential and wide-ranging thought leaders in HR, recruitment, staffing, management, and other fields discuss themes that are relevant to our clients’ businesses.

The feature article of this issue spotlights our professional search division. CEO Jim McNett explains how contingent and priority search services were created to in response to client needs for mid-level management positions.

contingent priority search

Great Ideas & Partnerships Begin With A Conversation

If you are having trouble finding your perfect candidate, take some time to reconsider how—and where—you’re searching for and evaluating them. They may already be in our database! We can help you reframe your search criteria and focus your efforts in new directions so you have more success in finding what you need. Get in touch with us now.

Workplace Inclusivity: There’s Still Work To Do

November 15th, 2018

We’ve Come a Long Way, Baby?

It seems hard to believe, but according to the U.S. Bureau of Labor Statistics, women now make up 51.6% of the employees in “management, professional, and related occupations” in the USA. That’s a magnitude of change from how things were just thirty years ago! Pursuing greater inclusivity helps organizations hire and promote the best talent without being misled by biases, live up to the corporate value of fairness, and create work environments that engage everyone. Things are better today, but there is still plenty of work to be done to increase inclusivity in the workforce.

Fix gender imbalance in other roles

Women and men may be approaching equal representation in professional and managerial jobs, but what about other areas? Consider, for example, jobs such as a roofer, stonemason, crane operator, and carpenter, which are over 95% male; and jobs such as dental hygienist, speech-language pathologist, and early-childhood teacher, which are over 95% female. (And before tackling any of those, HR–in which women are overrepresented–should probably get its own house in order first.)

Tap other overlooked or underrepresented talent pools

Just as women have long been an overlooked talent pool, there are almost certainly other groups that are similarly under tapped. These might include groups that have faced discrimination, such as overweight people, for example, or people who are short, whose voices are a certain pitch, or who have some other characteristic that might elicit prejudice against them. Making this a priority is not only good for business but also helps companies promote fairness.

Help overlooked people in need

If the goal is compassion, then the inclusion movement might consider groups in need who are overlooked. For example, there are many people who are highly stressed because they have a close relative who suffers from addiction or a severe mental illness. These people typically soldier on without complaining. A worthy social responsibility goal for diversity and inclusion departments is to help these people in need.

Focus on individuals rather than on groups

Companies that want the best candidates need to stop overlooking people for appearance reasons (e.g., body shape, tattoos, fashion style) connected to stereotypes and assumptions about certain groups. Instead, the organization should make better use of assessment tools so that really hire the best person for the job–a practice that is both good for business and fair to candidates. Similarly, initiatives that actively promote environments in which all individuals get along may be more useful than initiatives that stress group-based cooperation.

Looking to add talent to your  workplace?

The award-winning Best of Staffing team at ABR Employment Services will help you add exceptional people to your team. Just tell us who your ‘ideal’ candidate is and we’ll do the rest.

Editorial Note: Portions of this blog originally appeared in the November, 2018 edition of ABR Employment Services magazine, ABR HR Insights. It  was originally written by David Creelman, CEO of Creelman Research.

OSHA Position Post-Incident Drug Tests & Safety Incentive Programs

November 8th, 2018

On Oct. 11, 2018, the Occupational Health and Safety Administration (OSHA) sent a Standard Interpretation Memorandum to its regional administrators and to state plan designees clarifying its position on post-incident drug tests and safety incentive programs. According to the memo, such tests and programs are permitted if properly written and implemented.

Background

Federal law and OSHA regulations prohibit retaliation against employees for reporting work-related injuries and illnesses. In May 2016, OSHA published a final rule interpreting the retaliation prohibition broadly. The rule stated that some post-incident drug testing and safety incentive programs may deter employees from reporting injuries and illnesses, thus resulting in unlawful retaliation. It left employers uncertain as to when implementing such testing and programs could result in citations by the agency for alleged retaliation.

The October 2018 memo sets out OSHA’s new policy, stating that “[a]ction taken under a safety incentive program or post-incident drug testing policy would” not violate anti-retaliation requirements unless “the employer took the action to penalize the employee for reporting a work-related injury or illness rather than for the legitimate purpose of promoting workplace safety and health.”

Post-Incident Drug Testing

OSHA’s new memo specifically states that “most instances of workplace drug testing are permissible.” According to the agency, examples of permissible drug testing include:

• “Random drug testing”;

• “Drug testing unrelated to the reporting of a work-related injury or illness”;

• “Drug testing under a state workers’ compensation law”;

• “Drug testing under other federal law, such as a U.S. Department of Transportation rule”; and

• “Drug testing to evaluate the root cause of a workplace incident that harmed or could have harmed employees. If the employer chooses to use drug testing to investigate the incident, the employer should test all employees whose conduct could have contributed to the incident, not just employees who reported injuries.”

So employers may lawfully implement not only random drug testing programs, but also post-incident drug testing programs, as long as all employees whose conduct could have contributed to the incident – and not just the employees who were injured in the incident – are tested.

Safety Incentive Programs

OSHA’s new memo further notes that “[i]ncentive programs can be an important tool to promote workplace safety and health.” According to the agency, incentive programs that provide positive “rewards [to] workers for reporting near-misses or hazards” and encourage “involvement in a safety and health management system” are “always permissible.”

The memo also says “rate-based” programs that reward employees “with a prize or bonus at the end of an injury-free” period or evaluate managers “based on their work unit’s lack of injuries…are permissible…as long as they are not implemented in a manner that discourages reporting.” “[W]ithholding a prize or bonus because of a reported injury” is allowed “as long as the employer has implemented adequate precautions to ensure that employees feel free to report an injury or illness.” These precautions can include:

• “[A]n incentive program that rewards employees for identifying unsafe

conditions in the workplace”;

• “[A] training program for all employees to reinforce reporting rights

and responsibilities [that] emphasizes the employer’s non-retaliation policy”; and

• “[A] mechanism for accurately evaluating employees’ willingness to report

injuries and illnesses.”

This means employers may lawfully implement safety incentive programs if steps are taken to ensure employees feel free to report injuries and illnesses.

Bottom Line

OSHA’s new memo recognizes the value of post-incident drug testing and safety incentive programs if applied in a consistent and non-retaliatory manner. Employers should review their drug testing procedures and incentive programs for compliance with the agency’s new guidance.

The content of this blog originally appeared in our November 2018 e-newsletter, ABR HR Insights. It was written by David E. Dubberly, a member of Nexsen Pruet, LLC. See more workplace safety blogs here.

Job Search Tips & Job Search Support Webinars

November 1st, 2018

Looking for job search tips that work? Or wonder about how do you go about finding your passion? Ever think job post applications are a time-waster? Want assistance to  overcome barriers in your job search? You’ve come to the right place! We’ll cover all of these topics this month during our free webinars. A live Q&A session will be held at the end to address your questions.

Finding Your Passion


Date: Tuesday, November 6th
Time: 11:00 am CST

Description:  Since work is so much a part of our lives, we want it to be meaningful and fulfilling. Come find out why and how to get the answers you need to find your passion. During this session you will:

• Learn how to instantly build your self-confidence
• Learn the essentials needed shift your emotions empowering you toward your future
• Learn how to accelerate your success and how to stay on your path
• Learn how to eliminate unwanted habits and behaviors that are holding you back

Join us to discover your unique contribution and gain access to all the resources within you to fulfill your purpose with power. It will be energizing, inspiring, and fun!

 

Job Search Tips 2018


Date: Tuesday, November 13th
Time:10:00 am CST
Description: Finding a job is not rocket science, but it can be overwhelming if you are not obtaining results from your efforts. During this session, you will learn the following:

• What works in today’s job market
• How to get the attention of Hiring Authorities
• The importance of your Social Media Presence
• The dynamic duo of LinkedIn and Keywords

 

Are Applying to Job Postings Worth Your Time?


Date: Monday, November 19th
Time: 2:00 pm CST
Description: It’s important to spend your valuable time on activities that will provide you with the greatest chance of success in your job search. During this session, you will learn how to:

• Identify viable job postings
• Screen for red flags in job postings
• Determine Best Use of your Time
• Get your resume in the hands of Hiring Authorities

 

Overcoming Job Search Barriers


Date: Monday, November 26th
Time: 2:00 pm CST
Description: It is estimated that eight out of ten employees currently working would change their job if given a better opportunity. That is great news for someone like you who is conducting a job search. During this session, we will discuss some of the greatest barriers you are facing in your job search including the following:

• Social Media
• The Mental Game
• Over-qualified or Under-qualified
• Too Many Choices

Your Employment Connection to the Future
Our monthly free webinars are just one tool we offer people looking for work. Partner with us on your job search. We’ll help you get noticed by area employers that are hiring and provide personal support along the way! Contact any ABR location to get started.

Social Media Profiling In Hiring: Pros and Cons

October 29th, 2018

social media hiring

Using Social Media for Hiring

The rise of social media has created new opportunities and challenges in the workplace, affecting each and every department in different ways. The recruiting and HR departments are no exception, with businesses of all sizes increasingly looking to access candidates’ social media profiles when shortlisting.

However, with great power comes great responsibility and recruiters need to strike a fine balance in deciding how deep to go when tapping into social media data.

To get a thorough understanding of this dilemma, I spoke to Fiona McLean, CEO of The Social Index. With a background in both corporate hiring and HR, McLean is in the perfect position to shed light on the benefits and risks associated with social media profiling.

Why Tapping Into Social Media Profiles Makes Sense

McLean highlighted three key areas in which social media profiling can add value to the recruitment process:

First, using social media data to refine the information on file about a candidate enables recruiters to draw up a stronger short-list. They can also more accurately assess whether a particular candidate will be a good cultural fit or not. As covered in previous TalentCulture blog posts, creating a strong company culture is now a big concern for businesses of all sizes. Social media can be a powerful tool in matching talented employees with the compatible workplaces they are looking for.

Second, a candidate’s social media footprint can indicate how extensive their professional network is, as well as how engaged they are with their contacts. Although this is especially relevant in roles such as business development, being able to leverage employee connections can be valuable in many different organizations and roles.

Third, social media activity can also provide invaluable information about how a candidate deals with certain situations. For example, recruiters may seek to assess how they are likely to react during conflict or how empathetic they can be. This is potentially a valuable source of insight when assessing somebody’s suitability for a customer service role, for example.

The Dangers of Discrimination and Inconsistency

While the above points illustrate some of the many benefits of mining social media profiles during the recruitment process, McLean was eager to point out that there were also potential downsides.

One of the main issues of contention with social media research is where we draw the line when it comes to collecting data. It can be difficult to judge which data is relevant to a candidate’s prospective role and occupation and which is not. Getting this wrong can have serious implications.

For example, if a candidate has reason to believe that they have been denied an opportunity due to their ethnic background, religious beliefs or political ideologies then there is a real risk of a company being on the wrong end of a discrimination claim.

Another potential problem when looking at candidates’ social media profiles is ensuring consistency. Some people are more active and public than others in the social sphere, making it difficult to agree on a consistent and sufficient set of data to use when assessing suitability. A tried and tested methodology for assessment is needed to ensure a level playing field.

There is also the important issue of consent. How do recruiters communicate their social media research process and ensure that candidates are comfortable with that?

Setting Parameters With Social Research

According to McLean, recruiters should be actively looking to utilize social media research while minimizing the pitfalls highlighted above.

Companies already communicate the various stages of their recruitment process (e.g. interviews, selection criteria, assessments, etc.) and social media research can be incorporated into this. This should be clearly tied to the specific requirements of the business and job role to help put candidates at ease and secure consent.

Using a third party which specializes in collating and presenting relevant social media data for recruiters will also help to allay fears over potential bias and discrimination.

The upsides of using social media profiling in hiring suitable candidates are just too important for it to be left out of the recruitment process. Balancing social data collection with respect for boundaries and applying this research in a clear and consistent manner is a task all recruiters need to be engaged in.

Put Our Award Winning Recruiters To Work For You

Utilizing social networks such as LinkedIn is just one element of our hiring process to deliver exceptional results. Partner with an eight-time Best of Staffing agency to help you find and hire great people!

Editorial Note: This blog originally appeared in the October, 2018 edition of ABR Employment Services magazine, ABR HR Insights. It has been edited and was originally written by Tony Restell, founder of Social Hire.