iCIMS Hire Expectations™

Compliance.  It’s no one’s favorite subject, but it’s a necessary and imperative part of Human Resources.  One mistake can cost hundreds of dollars, and lots of mistakes can cost, well, A LOT.  Yikes.

Every single company is required to accurately maintain and store compliant I-9 records.  Adding on to that, all federal contractors and subcontractors are required to use E-Verify®, in addition to there being several state and local government mandates.  Further, should The Legal Workforce Act pass, 99% of employers (that includes public AND private companies) would be required to use E-verify®.

Just to give a little background, E-Verify® is an internet-based system operated by the Department of Homeland Security in partnership with the Social Security Administration that allows participating employers to electronically verify the employment authorization of their new hires within seconds.

Staying compliant means making sure each document has the correct information, including correct dates, candidate information, signatures, and more.  Without a doubt, keeping everything straight would be an overwhelming task for anyone.   How does your company handle compliance?  If you’re still using a manual process, you have a much greater chance of being at risk for audit violations than someone who has automated their processes.
 
Fortunately, technology is available to help streamline your I-9 processes by guiding candidates and HR personnel through form completion, ultimately reducing administrative paperwork and eliminating oversight errors.  With these benefits available, there’s no better time than right now to reform your manual compliance initiatives and embrace technology, or potentially face the wrath of the ICE.

Here are a few tips to help get you started:

• First, take a look at this map to discover what your state’s laws are regarding E-Verify.  Is your company in compliance with existing regulation? 
• Second, evaluate your current process.  If an audit was conducted at your company today, how well would you fair?  With technology that alerts users to inconsistencies and errors throughout completion, take the risk out of the equation.
• And third, STAY EDUCATED!  Remember, legislation is constantly changing, so make sure your HR department has the appropriate policies in place. 

Eight months ago, I graduated from college with a shiny new bachelor’s degree.  I knew my family and friends would be very proud of my accomplishment.  However, it seemed no one was really that interested in my diploma.  They were, understandably, more curious about something else:

 “Did’ja get a job yet?” 

I spent my entire senior year of college on the job hunt; applying to positions, preparing for interviews, and visiting potential employers.  During that time period, I developed a complaint or two about the job hunting world.  My classmates and peers also shared my resentment, and we used each other to talk and vent our frustrations.  After some time, I developed what I like to call “application fatigue”, and it was hard to stay motivated in the job search process.

Ironically, I ended working for a company that provides HR talent and management solutions, including applicant tracking, and it has been interesting to finally see the other side of human resources…the recruiter side.  
Recruiters, here are some tips to help ensure a more pleasant candidate experience (and hopefully a more pleasant experience for you, too):

1.    Take a step back and look at your organization from a candidate’s perspective.  How would they see you?  Job seekers are increasingly using technology to figure out a company’s culture before they even apply.  How well does your company take advantage of media to encourage candidates to apply?  Drive quality candidates to apply to your positions with branded career sites.  Use new technologies like mobile applications, videos, and social media to stand out and engage potential candidates. 

2.    So, a potential candidate liked what they saw on your branded career page and has applied to a position within your company.  The application process should be smooth, quick, and easy.  A good applicant tracking system can help eliminate candidate grievances with a superior resume parsing feature, a product with few bugs (and a commitment to fixing those that exist), and features that ensure that top, quality candidates don’t get lost in the shuffle and are easy to find. 

3.    Now, you want to begin the interview process with an applicant that seems like a good fit.  What else can be done to ensure a pleasant candidate experience?  HR Departments, although a fancy media presentation can make a great first impression on candidates, you are the front line.  A candidate’s perspective of the organization may not start with you, but it certainly finishes with you.  For companies that hire hourly positions especially, you will most likely end up rejecting candidates that are also loyal customers.  Don’t leave applicants with a sour taste in their mouth and a negative view of the organization.  After interviews, there are two things candidates will remember most, and they are 1) your attitude and 2) how they were treated while onsite.  Once you’ve made a decision to hire or reject, follow up quickly. (No one likes the waiting game!  Seriously, NO ONE.)  If you need more time to make a decision, keep candidates in the loop.  They’ll sincerely appreciate it.

4.    Voilà!  You’ve hired a quality candidate and it was a pleasant experience for everyone involved!  Your new recruit can’t wait to hit the ground running!  And, since I have your attention, how’s your onboarding experience for new employees, by the way?  ;)