iCIMS Hire Expectations™

Today, there is less room for interpretation of the law, and companies must operate within the restrictions of a strictly regulated employee environment.  This includes a large amount of administration-enforced laws and regulations such as ERISA, COBRA, EEO, OSHA, ADA, FMLA, and FLWA/FLSA, not to mention age discrimination, sexual harassment and workers ’ compensation. (Most employers with at least 15 employees are covered by EEOC). What laws have posed a struggle for corporations to comply with?

Companies often spend a great deal of time ensuring compliance with the EEOC or Equal Employment Opportunity Commission, which is in charge of enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex, national origin, age (40 or older), disability or genetic information. The laws apply to all working conditions regarding hiring, firing, promotions, wages, benefits, and even training. If a corporation is not compliant with the EEOC, investigations will occur and harsh penalties may arise as well.

Despite the significance of evolving regulations, many organizations are still struggling with manual EEO data entry and time-consuming, inefficient report generation. Companies must not neglect ,even though being compliant is extremely time consuming. For example, every applicant interviewed must be on file regardless of if the applicant is hired; and the activity must be recorded and kept on file for a specific period of time. What does this mean for HR? More time spent in the recruitment and candidate management processes and in most cases, more manual data entry.

I think there is an easier way to comply with federal regulations!  Technology has advanced to simplify this compliance process, i.e. applicant tracking systems, web-based databases. These types of web-based software usually come equipped with easy-to-use tools that enable users to collect, track, and report upon EEO data in compliance with federal regulations. These systems are automated; that is correct, I said automated, which means a tremendous amount of time saved regarding manual data entry and documentation management. (Not to mention less paper!) The collection and storage of all EEO information can now be stored automatically in a centralized location. Companies are able to stress less about compliance issues with an automated system as opposed to manual data management.

Companies are conducting their own audits yearly, or even mini- audits approximately every six months, to ensure they are 100 percent compliant. Moreover, communication regarding internal and external reporting requirements is critical. How is a company able to comply if they are unfamiliar with the requirements? Not only is understanding the requirements vital, but establishing a set of company guidelines or standards is also very important. Many companies are already doing this. By setting these guidelines, employees are less likely to deviate from the requirements, and thus, companies are more likely to successfully follow federal and state mandates. Taking the right preparatory steps can make compliance a much easier process.

Along with saving corporations from lengthy investigations, and severe penalties or fines, automation can provide secure measurements such as maintaining an EEO Administrator login to control who has access to sensitive information. As a side note…automation also serves another purpose. It tends to foster more time-saving and efficient processes such as: pre-screening candidates with "knockout" questions, separating those who meet basic qualifications from those who do not, and storing candidate source search strings.

By automating all EEO regulations and requirements; I think it is possible for the issue of compliance to be as easy as pie - of course with the proper preparation and more importantly, the right solution!

During our celebrations on this very Earth Day, it’s important to explore what major changes and reforms have been made and what lies ahead for the Human Resources Industry. In recent years, companies are making a more conscious effort to help contribute to society. By doing this, they are finding that they are better able to attract top talent, improve business processes and foster a positive brand perception.

When choosing a company to work for, applicants seem to value eco-friendly initiatives much more than even ten years ago. In fact, according to the Corporate Environmental Behavior and the Impact on Brand Values survey, 81% of US participants would rather work for a company that has a good reputation for environmental responsibility. What does this mean for HR? Companies that implement a green strategy can improve candidate engagement and thus, talent quality, with less recruitment tools.

Human resources processes demand a great deal from the environment. HR professionals are finding heavy paper usage throughout the entire HR function. By going green, organizations can eliminate their reliance on these paper copies and completely automate the entire talent lifecycle from applicant tracking to succession planning. For example, some systems can take any candidate or employee form and convert it into a fully searchable, reportable, web-based portal. Applicants can apply to an online career portal and employees can fill out their new hire paperwork on a web-based onboarding portal, thus eliminating the usage of thousands of sheets of paper. Additionally, a web-based talent management solution operates on a single web-based system cutting the maintenance and trouble shooting costs associated with using multiple disparate systems,

Additionally, more emphasis is now being put on a company’s tangible contributions to the global environment beyond just a check made out to a foundation. By actualizing a “green approach”, companies can often see an improvement in brand perception as it shows a “we care” image to prospective investors and clients. According to BCG, consumers are willing to spend more on a product that is healthier, safer or more beneficial for the environment, regardless of the current economy state.

What do you think lies ahead for human resources? I believe that companies will become even more environmentally aware and proactively implement these HR green initiatives.

One thing we can be thankful for on this Earth day is the change that has begun in human resources: the adoption of paperless, web-based systems! Let’s continue to reduce our paper usage and help to make the world a cleaner and safer place! Happy Earth Day!

In our present economy, a college degree with an exceeding grade point average or even a diploma with a difficult area of expertise is not enough to set one apart from other job applicants. Companies want something more, something like “real world experience”. However, recent college graduates may ask, “How do I get the ‘real world experience’, if a company is not willing to hire me without it?” Well, companies are willing to hire them; as an intern! 

We are in an age where experience sets one apart and although interns may not necessarily be paid for a position; there are several other rewards they will receive. An internship gives hands on experience that cannot be taught in the classroom to help one’s future career. These intangible benefits include professional skills, on the job training in a specific area, networking opportunities and significant experience to add to one’s resume. Interns are given priceless knowledge along with potential college credits (which is fundamentally the same as money). And, now that we understand how important and useful an internship is and how essential it is to undergraduate resumes, we must realize just how many students will be applying to such a position. So, how does a company source the right talent? We’ve all heard horror stories of an intern who just didn’t follow directions, or perform the duties and responsibilities expected by the company. It is also important to remember that when you hire a new intern, you are spending valuable resources to train and coach them. How can companies avoid hiring the wrong candidate?

Businesses are looking for an intern who will bring value to their company while taking advantage of the information and direction given to them by other employees and management. Some organizations are paying fees (which can add up quite quickly) to source talent from multiple, disparate resources such as third party vendors or internship websites. Is there an easier way to go about finding a hard-working intern?

Applicant Tracking System (ATS). Applicant tracking software provides recruiters with collaborative tools that help them attract, screen, and hire the best talent, giving them an edge over the competition. Recruiters are able to create specialized recruitment campaigns designed exclusively for interns through online university career portals. Recruiters can then easily source those hard-working interns they originally set out to find. 

Not only does a web-based applicant tracking program improve the process of finding a prospective intern, but it can also reduce the costs associated with hiring interns. No longer are third party vendors needed. Additionally, through these online career portals, interns can upload resumes, complete an online application, and utilize email-based communication. Think of all of the paper an organization can save!

An ATS can also foster candidate engagement. Meaning, in this case, more interns will apply to a company with an ATS. Why is this? An ATS simplifies the entire application process enabling a stress-free, time-saving way to apply to a job. 

As a company it is important to ask yourself: Are your interns adding true value and helping your company succeed? And more importantly, do you have the tools to find the cake that’s worth the candle or the intern whose worth your company and employees’ knowledge, time, resources and dedication?