iCIMS Hire Expectations™

This past weekend was Mother’s Day. In honor of all mothers out there, I wanted to highlight some of the many lessons my own mother taught me while I was growing up. The truth of the matter is what you do in everyday life, the lessons you learn, and experience you gather cannot only help your own personal growth, but can also help you hone in on key qualities that can make you a better recruiter.

Now, I can’t say my very old-fashioned Italian mother will be like everyone else’s mom, but her lessons can be accepted throughout many family households. So let’s go back to the basics.

Lesson One: Do your homework! Did you find yourself waiting until the last minute to do projects growing up? Talk about procrastination, huh? But really, I don’t think there are any spark notes on how to become a better recruiter because it’s different for everyone, in every industry, and in every company. So why not follow industry bloggers, sign up for upcoming webinars, and read recruiting whitepapers to stay educated on trends and where recruitment is headed. With four different generations in the workforce, staying alert on trends can help you revitalize and invigorate your HR processes. I once heard, “the more you learn, the more you’ll earn”. Reap the benefits of that free information and come ready to work to measure your results.

Lesson Two: Clean your room! This might be the one I still battle with from time to time, but mom always said, “Clean your room”. Be organized and able to manage applicants and applicant workflows. There is always going to be that one item buried at the bottom of the laundry that you just can’t find. Don’t just bury resumes on top of resumes. Find a way to automate your communications, eliminate paper processes, and track every candidate that comes into your organization.

Lesson Three: Make yourself stand out from the crowd! As the youngest child of four, I remember always being compared to my older brothers and sisters (which, of course, wasn’t the worst thing ever, but I wanted to be my own person). In recruiting, how do you help your company stand out? Have you created a warm and inviting employment brand? In the social revolution we are in, capitalize on social networking to listen and engage with your candidates. There is nothing better than signing into your applicant tracking system to see the number of applicants waiting for a call from you and your company. It only makes your job that much easier.

I assume whoever originated the phrase “mothers know best” was not referring to human resources recruitment; however, life lessons applied to recruiting aren’t too farfetched. Happy Mother’s Day to all the mothers out there! We appreciate your hard work and life lessons.

There never seems to be enough time in a day. Whether it be spending time with friends and family over the weekend or tending to numerous to-dos during your workweek, it seems impossible to fit in everything.
 
For example, as a recruiter you may come into work realizing that you need to fill five positions by the end of the week. So, you decide to pass on the bagels in the kitchen, because these job openings won’t post themselves! By noon, you are sorting through the never-ending paper pile of resumes and applications. You realize lunch is no longer an option. Suddenly, the day is coming to a close but you still need to schedule interviews and bring new hires onboard. You stay late and decide which frozen dinner you will have later. There has to be a more efficient way to source, screen, and hire the talent you need!

Here are some tips that will increase your quality of hire and decrease your time-to-fill …without miss breakfast, lunch, or dinner:

Breakfast: Sourcing

Breakfast is the most important meal of the day. Likewise, sourcing is an important part of recruiting. Don’t waste time manually posting open requisitions on every job board known to man. Automate it. If you are using recruitment software, it should allow you to post jobs once and share them with one-click. You can also automate your posts by choosing times and dates for posts to go out, just set-it-and-forget-it! To reach large audiences and passive candidates, send your “position announcements” to social media communities and build your talent pool.  Furthermore, attract applicants with a branded career site where candidates can learn more about your company and its careers. Now that all of your jobs have been posted to your job boards, career sites, and social media networks, have a bagel. You deserve it!

Lunch: Applicant Tracking

Resumes and applications seem to be pouring in at the speed of light. How will you screen, rank, and qualify the large volume of applicants? How will you track which candidates filled out the application forms and which didn’t? How will you effectively communicate with all of the candidates? HR management tools, such as applicant tracking systems, can simplify all of these processes for you. No more sifting through papers. Eliminate your paper processes by electronically screening and collecting resumes, cutting down the time to find qualified candidates. View candidate information in an electronic profile and search within those profiles easily and quickly. Lastly, these systems often allow recruiters to send mass personalized and branded emails to candidates in one shot. Think of how much time you’ll have now-I think the cheeseburgers are calling my name!

Dinner: Onboarding

Dinner is the last meal of the day; and onboarding is the last stop in the candidate lifecycle. If you want increased new hire productivity, retention, and engagement, the onboarding process should be quick and easy. Cut down on time to productivity with an onboarding portal. In this portal, host electronic paperwork that new hires can fill out before their first day, as well as view information about the company’s culture, mission, vision, and values.  It’s a sure-fire way to have new hires quickly up and running on their first day. Home cooked meal, here I come!


Implementing these timesaving tips will allow you to source, screen, and hire the talent you need. You might even have time for a mid-day snack!

According to a recent article I read from ERE.net titled “Our Most Effective Source of Hire” by Randell Birkwood, more and more companies are starting to measure their quality of hire in order to save money while increasing productivity.  While reading this, my competitive mindset automatically kicked in and I started thinking about what kind of qualities great employees have – as it is probably these qualities that produce a high-quality, highly-productive, workforce. In any case, I believe that great performers have determination, strength, and drive.

Sport teams that eventually make it to the Olympics have tryouts prior because they want to filter out mediocre talent and only recruit the best performers. Organizations that screen candidates with applicant tracking systems do so to get the best competitive, hardworking talent out there. The people that want it, go after it, follow up, and don’t give up on it. This year, I was engrossed with watching the USA Girls Soccer team. During every intense game they played I was on the edge of my seat! Win or lose this team left me feeling empowered with the reality that in life those who succeed have almost all of the following qualities; loyalty, passion, commitment, drive and adaptability, all in which can sum up a successful organization’s corporate culture.

As the captain of the girls USA soccer team, Christie Rampone is preparing her team for their fourth trip to the Olympics. Her job is not only to play soccer, but also to motivate and represent the team with the importance of teamwork, vision, values, playing by the rules, and not giving up when pressure sets in. Just as in any company or organization you work for, you will have a boss, manager, or team lead that will work close with you to instill the mission and values that are expected of you. In my experience at iCIMS, my team lead has been one of the biggest inspirations for not only myself but all my peers around me.  Our marketing team is extremely driven and everyone feels confident and motivated to work harder and longer to deliver their best quality performance. Seeing that success and inspiration in your team members reflects back on management and proves the “leadership style” they use works.

Success of a team is not measured by how far you can kick a ball, or how big of an organization you work for. Finding the right employees for your organization plays a key role to what your work atmosphere will be like and the success you can expect to see. There are so many ways this day and age to apply for a job. In the article I read it reported on the quality of hire from a source of hire perspective globally. Here are their findings in order of most successful.

• Former Employees. 
• Passive Candidates
• Employee Referrals
• Staffing Agencies
• Contractor Conversions
• Job Boards

But what would you look for in a candidate that would make them stand out from the thousands of other candidates who want the same position? Some people truly believe “it’s not about what you know, it’s about who you know,” but would you agree that, that alone will lead to a quality employee?  Who you know might get you in the door, but the employee must prove themself to be an outstanding addition to the team in order to be considered quality.

It’s important to invest in your employees. You want them to be adaptable, driven, communicate well, be customer-oriented, innovative, and deliver their work with passion and integrity.  I believe all these qualities should exist in a person you hire but also need to be nurtured as the employee works at your company. Successful organizations can support quality employees by providing the right training, insight into the corporate culture, and clear articulation of goals they are working towards achieving. As a result the percentage of new hires that pass their one year anniversary and meet or go beyond their expectations for the year will be no surprise and the company will continue to grow and succeed.

I’ll start off with a little disclaimer: I am by no means an expert on this subject. However, if you are interested in optimizing small business recruitment, here’s why you may want to keep reading anyway: I am a recent job hunter who ended up working for a small business, and I couldn’t be happier.
 
If you’re interested in small business recruitment, you probably already know that there are over 27 million other small businesses out there. That is a LOT of competition when it comes to recruiting top talent! On top of that, there are millions more larger companies who prove to be even stiffer competition when it comes to getting the attention of job seekers. Let’s face it, people daydream about working for popular, enterprise-level companies much more often than they do about working for a small business.

The good news is that in reality, we all know that the chances of even getting a response from that huge company are pretty slim, never mind the chances of actually working there. Maybe that daydream isn’t so glamorous after all. Maybe a small business would appreciate the talents and ambitions of top job seekers much more than the companies that won’t even read your resume nor have the courtesy to tell you that they aren’t interested in your application.

Job hunters will come to these realizations relatively quickly, and small business recruiters need to be waiting with open arms once they do!

I speak from experience when I tell you that any company of any size can present itself as being just as daydream-worthy of an employer as those big names out there. Here are the top three reasons that working for a small business, fewer than 250 employees, quickly became my dream job:

1. They engaged me at every step of the way: Just acknowledging a candidate’s application will set your company apart from most others. On the applicant’s side, there is nothing worse than sending out resumes and waiting in deafening silence for a response, and more often than not, that response never comes. Be the company that not only acknowledges candidates, but thanks them for their interest and lets them know whether or not they can expect to hear from you again. In today’s job market, even a friendly rejection is often welcomed in comparison to the waiting game.
2. They let their brand do the talking: As a job-seeker, the number one factor that decided how I felt about a company and whether or not I was interested in applying was their website and career page. No matter how stellar your company may be, if your website does not convey that same level of success, it may as well not even exist. I will admit that I personally am a tough critic in this area, but I am not the only one. In a recent informal study conducted by SHRM, two company career sites were judged by 100 recent graduates. Despite the fact that both companies were industry leaders in their fields, the company with the site that was less dynamic and technologically advanced was overwhelmingly viewed as being both unsuccessful and an undesirable employer. If you want applicants to feel an immediate connection and interest in your company, it is imperative that your brand and company culture shine through via your web-presence.
3. Their messaging spoke to me: When I started looking into applying at iCIMS, I felt like the messaging on their career page and within their job description was talking specifically to me. First, they made it clear that they were more than open to hiring recent college graduates, and I couldn’t have been happier to hear that. Then, they detailed the qualities of the perfect applicant, and again, I found myself thinking, “Yes! That’s me!” Take the time to figure out exactly who you are looking for, and then make that known. The candidate you are searching for will feel a strong connection to your company just by identifying with a well-worded, honest description of who would best fill your job opening.

Needless to say, by the time I was brought in for an interview, I was already completely sold on the idea of working for iCIMS. The level of engagement that their recruitment process featured made me feel important, and their attention to detail when it came to displaying their identity on the web ensured me that I was dealing with a company with a strong vision, value set, and future. Incorporate these tips into your small business recruitment strategy and I can promise you, you’ll have applicants chomping at the bit to proudly call themselves your employee.

Is it possible to improve a recruitment programme with the UK economy in this state? Yes.

Reduce expenses through greater efficiency. Easier said than done right? As with any industry the only way to find out what is broken is to analyse and evaluate your current processes. I said this last week about Healthcare and I’ll say it again about the UK: Once you can properly analyse, then you can start creating a newer and better process, which should improve your recruitment programme.

One of the biggest challenges/time-wasters/expenses for recruiters is data entry. Your first step towards improvement is eliminating data entry so that you can refocuse that time on bringing in new recruits faster, evaluating top talent more easily, or providing a more optimal induction experience.

What’s my point? Automating your processes will improve your recruitment programme even in a recession because it will save you time and money spent on things not worth your expertise.

Check out today’s webinar on iCIMS e-Recruitment System to see how people are utilising systems to automate data entry and file potential top personnel away for the future.

What? Free Walkthrough of the iCIMS e-Recruitment System
Who? Charlie Gray, Solutions Consultant
When? April 26th at 2:00pm BST
Cost? Free
Registration? Right HERE!

It's 2012, and the corporate landscape is a lot different than it was 20 years ago.

The media has undergone fundamental changes, and the way companies engage with customers has evolved. Social media has revolutionized the way people experience and engage with brands. More importantly, it’s changed what people expect from brands. It’s no longer enough for companies to simply push their goods. People want to learn, share, experience something novel, and form relationships. And they want to do all of this quickly, easily, and intuitively.

At the same time, our understanding of human decision making and buyer behavior has evolved, thanks in large part to the work of behavioral economists. It’s not enough to produce a high-quality, affordable product. Focusing strictly on quality and value is unreliable, and largely irrelevant, these days. Someone else will sell whatever it is that you’re selling, and they’ll do it better, or more affordably. Further, if people only bought the cheapest or highest-quality products available, 99% of us would be out of business. My point is that people don’t always make decisions logically; instead, decisions are heavily influenced by social and cultural factors.

It seems that while behavioral economics and social media emerged and evolved independently, they both lead us to the same conclusion: it’s all about the experience you can provide your customers. If you stick to traditional (push) methods, you will fall behind. No one will trust you, you won’t stand out from your competitors, and you won’t grow. To stand out nowadays, you need to build an emotional connection, tell a story, and deliver an experience that taps into the needs and desires of your audience.

The same holds true for HR. Your market consists of your candidates and employees. Offering a competitive salary and an interesting job description is no longer enough to make you stand out. Top talent has tons of options, and can find similar job requirements and salaries at plenty of companies. So what makes them apply to yours? What makes them choose your company once they’re offered a job? And what makes them stay at your company once they’ve accepted a job? It comes down to the experience you can offer your candidates and employees.

Build a strong employment brand

Make it easy for people to find you and quickly understand who you are on social networks and your company’s website and career page. Tell a story. Tell people what makes you different. Use your company’s logo, colors, and other branding. Take advantage of video. People are particularly responsive to faces, so show pictures and video of your current employees. Talk about company events and achievements. Interact with potential candidates. Answer their questions. Make sure your candidate experience is pleasant – after all, if you don’t value them as a candidate, you won’t value them as an employee.

Additionally, make sure you stand for something. A strong mission statement and clear values should not be underestimated.  If it’s engaging enough, it might even gain you recognition – take, for example, the Holstee Manifesto, which has been shared online over 500,000 times and viewed 60 million times. That’s right – a mission statement was viewed 60 million times. I’ll admit, reading it made me want to work for them – simply because I was inspired by what they stand for.

Foster a Positive Company Culture

Differentiate yourself. Build a strong company culture that people want to be a part of. Your employees will perform better if you can make work a pleasant experience that they look forward to.

Make sure your employees feel valued – or better yet, make sure your employees ARE valued – from their very first day on the job. Nurture your new hires. They want to know what it will be like to work for your company. They want to know who they’ll be working with. They want to know what the office looks like. (Shameless iCIMS plug: An Onboarding portal is a great tool for giving new hires a glimpse into your company culture and allowing them to get the headaches of HR paperwork out of the way before their first day on the job.)

Once they’re up and running, give your employees what they need to grow. Help them learn. Guide them. Be accessible. Social media has led millennials particularly to expect transparency, openness, and collaboration. Reward them for their successes, and help them learn from their mistakes. Be patient. Acknowledge their hard work. Provide incentives to motivate them. Help them to feel connected to your company’s goals and mission. Help them see how their work impacts those goals. The more connected and valued they feel, the more likely they are to thrive, grow, and stay at your company.

In the world of Human Resources, the best employment brand and company culture will win the hearts – and therefore, the minds – of top talent. Provide a positive, motivating, engaging experience, and you’ll see your quality of hire and retention rates soar!

Recommended Reading:

http://danariely.com/tag/behavioral-economics-2/

http://nudges.org/2011/10/09/where-is-behavioral-economics-headed-in-the-marketing-worlding/

http://www.hrexaminer.com/employment-branding-elephant

This guest blog is by Brian Fancher, Director of Best Practices at Tracker Corp.

While at first glance the Employment Eligibility Verification Form (Form I-9) may appear to be a harmless formality for onboarding new employees, most HR professionals nowadays aren’t fooled.  If you follow the HR compliance landscape, then you know that the I-9 matters. Arguably, it’s one of the most costly and complicated one page forms in the universe. After all, the government publishes a 69 page manual and maintains an extensive website in order to instruct the masses on how to complete it correctly.

And why does completing an I-9 correctly matter? Well, the bottom line is that I-9s that contain errors or are missing or incomplete can affect an organization's bottom line. Instead of the high-profile immigration raids of years past, government officials have been focusing less on rounding up undocumented workers and more on targeting unscrupulous employers through the use of Form I-9 audits and investigations of their hiring practices. This shift in I-9 enforcement strategy is what people are calling the Obama administration’s “quiet immigration raid” policy. And regardless of how quiet it is, I-9 audits and fines are on the rise.

According to recent testimony from Janet Napolitano, Secretary of the Department of Homeland Security, since Fiscal Year 2009, Immigration and Customs Enforcement (ICS), the arm of DHS that oversees I-9 compliance, has “audited more than 6,000 employers, debarred 441 companies and individuals, and imposed more than $76 million in financial sanctions—more than the total amount of audits and debarments during the entire previous administration.” Last year alone, ICE conducted I-9 audits on over 2,740 employers and imposed an average fine of $110,000, up to $1100 per form in error. These are impressive numbers, indeed.

When you add these I-9 challenges to the ever expanding state and federally mandated E-Verify requirements, employers start to realize they need a serious tool to help manage the employment verification process. That’s where software can really help.

A good software solution will provide a mistake-proof way to comply with Form I-9 employment eligibility verification and E-Verify regulations. Of course, when selecting a software provider, you will want to choose a solution that enables the paperless preparation, signing, management, auditing and virtual storage of all your Form I-9 records. Some Form I-9 management systems, including Tracker I-9™, offer integration options across systems, including E-Verify, allowing employers to submit information about new hires seamlessly, securely, and with confidence in real time. Further, if you leverage an onboarding solution to manage new hires, make sure the vendor can partner with Form I-9 management systems.

Most vendors out there can deliver on these basic requirements, so consider a provider who goes above and beyond the basics. Look for intuitive, personalizable dashboard interfaces that offer one-click access to daily to-do items, regulatory updates, and insightful features--including best practice videos. Your I-9/E-Verify software should make error-free easy by:

• Instantly checking errors and ensuring no missed or invalid data
• Automatically alerting to deadlines (signatures, re-verification, tentative non-confirmations (TNCs), timely purging and more)
• Integrating data from your employee records systems, to pre-fill I-9s and speed a paperless transition
• Preventing discriminatory over-documentation in Section 2 by automatically showing only the ID docs applicable to status
• Automating the E-Verify process, with configurable options per worksite
• Generating easily-personalized reports that improve management and simplify audits
• Making remote hiring easy and secure, with notary-faxable technology that integrates with the electronic I-9 system Providing an intuitive user-friendly interface, ensuring I-9 managers complete the process correctly and consistently

If your organization is looking to help keep track of all the I-9 documents, E-Verify deadlines, and the ever changing I-9 compliance landscape, you will want to strongly consider leveraging technology to implement a trustworthy electronic I-9 and E-Verify management solution. There are so many advantages to be gained, going electronic makes perfect sense, now more than ever.

Disclaimer: The content of this blog does not constitute direct legal advice and is designed for informational purposes only. Information provided through this website should never replace the need for involving informed counsel on your employment and immigration issues.

2012 is the year for small businesses (SBs) as hiring intentions are at a high percentage. Gallup.com recently published a study concerning small businesses and their hiring intentions, which is expected to be higher than the percentages from 2008 onward. 22% to 8% of small business is aiming to increase the total number of jobs within their companies. This is the first time since the economic crisis that the small business world is experiencing an increase in hires. Small business owners are more hopeful about hiring than in previous years. Now, the only two concerns for small business owners are creating job positions and finding people to fill them.

1. Adding Jobs: Even though small business wants to increase their hiring, there are only certain types of jobs they are able to hire. The job positions they prefer are temporary (72%), contract (36%), or part-time (36%). These preferences are a reason why there is an increase in hirers as well as workers who are taking part-time positions even though they want to work full-time.
2. Finding Employees: With the high percentage of hiring expected in the small business market, the fight for top talent is on. For now the percentage of businesses that find it difficult to find a qualified candidate is at 21%. This percentage is expected to go up in the following months if hiring initiatives keep increasing as such.

Do not worry too much about the small businesses of today. According to Gallup, they “have demonstrated their ability to adjust to the business cycle as needed to survive.” A majority of my work experience lies in this small business market. Before the recession as we know it, there were plenty of work opportunities and SB organizations were growing at a rapid speed. Things changed after the crisis and jobs were cut at a drastic rate. Thankfully 2012 is looking brighter for the unemployed and struggling SBs.  These businesses are functioning better than the last couple of years. Their newest issue is creating new positions, recruiting, and hiring efficiently.

If small businesses stick to their word and increase the employee count then the future is bright. Business owners are taking a great approach to hiring again by sticking with part-time and/or temporary workers. However, with so many different positions, candidates, and employees they have to be organized. They might have to change their HR system from paper to digital, using such items as an ATS to store candidates and resumes. Recently, social networks have been playing a big role in SB recruitment programs. These recruiters can post any open job positions out to the social media sites and see a jump in their talent pool. Today, some of the leading applicants tracking systems are taking on social networking capabilities allowing users to post jobs onto social network sites with a click of a button.

Well, only time will tell…but small business hiring is looking on the up and up!

We all know that the larger a company gets the more difficult it is to manage all recruitment initiatives. In 2011, most recruiters were tasked with finding the right staff and helping to keep that staff productive and engaged. And, with the economy as it was/is, there were a few challenges that recruiters had to overcome in order to reach those goals. According to a 2011 article on ERE, some of the top challenges for corporate recruiting departments were:

1. Requisition Load
2. Incentive Structure
3. Recruiter Skill Set
4. Poor Recruiting Process - Disorganized Applicant Flow Process
5. Distractions

How are recruiters expected to find top talent and keep them productive when faced with the challenges above? Of course, they had to overcome them. According to a study by Deloitte:

70 percent of mid-size organizations that responded saw improved productivity during the time period study (since the onset of the recession). 62.2% attributed the increase in productivity to improvements in business processes and 50.3% attributed it to improvements in technology.

If we can take this data as any indication of what recruiters did to overcome these challenges and/or could have done, I think we would have seen a lot more productive recruiting (and employees for that matter) in 2011. But let’s not waste this valuable information. How can you improve your business processes for 2012 and what sort of technology could you leverage:

Business Processes: Eliminate administrative work. The more paperwork your recruiters have to sort through and fill out (especially at a mid-size+ company), the more likely things will get lost. Misplacing or misfiling paperwork could prolong the time it takes to respond to a candidate’s application. Poor communication during the initial pre-hire stages can dishearten a future employee, causing productivity to decrease. Excellent communication can prepare the future employee better - helping them reach expectations faster and surpass goals more quickly? Find a way to streamline the process from start to finish. How you ask? Well, have you written out your current process and documented it for all recruiters to follow or do you rely on word-of-mouth training. Creating a simple word document that’s available to all can help cut down on the communication gaps that can often happen in the recruitment process.

Communicate with candidates

Technology: Start implementing technology to drive those business processes. When you become a mid-size company, you can't get away with doing everything manual anymore. First analyze what your current processes are. Then see which areas could be automated. Perhaps resume collection? Maybe the onboarding process? Figure out which processes are seeing the biggest administrative challenges and improve them with technology.

What are you waiting for? It’s never too soon to start optimizing your recruitment program. What are some of the ways that you are improving your recruitment program? And, have you seen a positive impact on your productivity?

There is something about a new year that is very intriguing to me, maybe it’s the idea of getting to start fresh or maybe it’s the concept of not knowing what is coming next. Either way, I assume this is why year after year we make resolutions to improve, change, or alter what currently is. According to a poll on http://www.usa.gov/index.shtml, the top three (3) most popular New Year’s Resolutions for 2012 are to get fit (1), to save more money (2), and to find a better job. Here are some ways to tackle these resolutions and make 2012 a year of success, personally and professionally.

Resolution #1: Get fit.  Now, I’m no fitness expert; however, what I have noticed is the more you exercise, the better you look, and ultimately, the better you feel.  I only started going to the gym a couple of weeks ago, and I have already noticed a huge boost of energy to my daily routine. Unfortunately, I understand how the gym isn’t right for everyone, so why not start small and use your lunch break as an opportunity to become more active by walking around the nearby department store?  After all, it is the little steps taken that go a long way. In the workspace, more and more HR departments are becoming “socially fit”. What does this mean? Leverage social recruiting tools to attract top candidates. The more visibility your job postings have, the more candidates you will reach. Here’s a secret: Streamlining your HR processes is much easier than streamlining your fitness schedule. Start in the workplace and hope to see results fast!

Resolution #2: Save more money. If your resolution this year is to save money, here is a great tip that I received from a coworker. I was told to automatically divide my direct deposit into two separate bank accounts, the “primary pay the bills” checking and the “build a house, a home, and a family someday” checking. By using this innovative idea, I was able to save money without too much effort at all.  Similarly, an onboarding solution allows HR to get online documentation from new employees prior to their first day of work. This allows companies to save on time, paper, and money during the onboarding process and helps get employees started faster!

Resolution #3: Find a better job. Well if this isn’t right up a recruiter’s ally, I’m not sure what is!  If you are looking for a new job, leverage your past experiences to get noticed. Optimize your Linked In, Facebook, and Twitter accounts by updating job information and specialties that can allow you to shine.  If you’re looking for a great growing company to work for, check out the iCIMS career portal (Note: they didn’t tell me to put this in, I did it all on my own!).  If you are happy with your current job (which I hope you are), meet this resolution from the other end of the spectrum and optimize the opportunity presented by adding talented employees to your own staff! What should you do? Positively influence the candidate experience by creating a company-branded and user-friendly career site. It is important to find the most qualified candidates, but also ones who understand the company’s mission and culture.

Today could be the day you make the decision to change your life and/or your HR processes. Only you can decide! Feel empowered by the New Year so much that you make the change to create a more fantastic YOU and a more fabulous HR!  When change is for the better, how can you choose not to?