Applicant Management System-3 WC Blog 558
Applicant Tracking System-3
Pre-employment Screening-4
Streamline Your Hiring Process With An Applicant Management System
When you are hiring a new employee do you conduct pre-employment screening? Do you have an Applicant Management System in place? What are the resources you use to know who it is you are hiring? I ask these questions because I recently attended a training session, where I work at, conducted by our Human Resources Department. The training was to instruct faculty and staff in the proper methods of conducting position searches. I have been doing hiring for a lot of years and different employers have different methods of conducting job searches. Several take-aways came out of our session. For starters, one of the things that has bothered me about my current employer is that much of our process is still paper based. During this training we were excited to learn that our college is going to transition to an Applicant Tracking System. Our Human Resources instructor was ecstatic, apparently those of us having to keep track of all of this paperwork are not the only ones frustrated with the current system. While this will be a state initiated program you can have your own job Applicant Management System without being a government agency. Loss Prevention Systems Inc. offers a system of their own that can help businesses with a more efficient process.
“What is an Applicant Management System?” you may be wondering (at least I hope you are asking the question at this point). It is a system that can keep the majority of your hiring process in an electronic format. You know all of those file folders that probably have loose papers hanging out with personal information on each of the job candidates you have considered? They are either drastically reduced in size or eliminated altogether. In each folder you may have had three or four pages of application, resume, background check release forms, and perhaps drug testing consent forms. You might have applicant questionnaires and I-9 forms filed in there too. I know that some of these papers fall out or get misplaced and who knows what kind of personal information is then floating around and potentially winding up in the wrong hands. Bill Bregar, CEO of Loss Prevention Systems Inc. (LPSI) recognized all of the problems associated with the traditional hiring process and found a way to ease that burden on retail owners who already have enough on their plates to deal with. With the system offered by Bill’s team at LPSI employers can customize applications to flag only those applicants that meet specific criteria. No more need to go through 100 applications to find the 10 candidates that truly meet the skill sets you are seeking. How about an electronic release form from candidates so you can have pre-employment screening checks conducted by LPSI? All of it done in one central electronic location. These are just a few of the many benefits an Applicant Tracking System offers.
In our training we were also taught to stick to the process for interviewing and stay away from outside sources of information about a candidate. You might find this useful in your hiring process as well. With all of the social media platforms it seems on the surface that there would be nothing wrong with looking up an applicant’s social media pages. Are they putting things out there that would raise a red flag with you and could influence your hiring decision? It was brought to our attention that if we were to look at an applicant’s social media and see that they are a single mom, pregnant, have some type medical issue or any number of other things we could be putting our employer at risk. For example if an applicant posts that they are having migraine headaches (and add a frowny face) and they are not hired and they find out we did view their post they might say they were discriminated against. It could be alleged we were concerned they would call out of work regularly so for that reason they were not hired. The message for us in the training was that additional information outside of the application and interviews should come from pre-employment screening and reference checks.
Owners and managers of retail stores are constantly pulled in many directions for their time and attention. Making the hiring process easier so that energy can be focused elsewhere is important. Hiring properly and avoiding legal issues is also important. Let LPSI get you started with a pre-employment screening process and Applicant Tracking System that will make the applicant search a breeze. You can also avoid all of those legal landmines in the process.
Need information on an Applicant Tracking System? Give us a call at 1.770.426.0547 now.
When you are hiring a new employee do you conduct pre-employment screening? Do you have an Applicant Management System in place? What are the resources you use to know who it is you are hiring? I ask these questions because I recently attended a training session, where I work at, conducted by our Human Resources Department. The training was to instruct faculty and staff in the proper methods of conducting position searches. I have been doing hiring for a lot of years and different employers have different methods of conducting job searches. Several take-aways came out of our session. For starters, one of the things that has bothered me about my current employer is that much of our process is still paper based. During this training we were excited to learn that our college is going to transition to an Applicant Tracking System. Our Human Resources instructor was ecstatic, apparently those of us having to keep track of all of this paperwork are not the only ones frustrated with the current system. While this will be a state initiated program you can have your own job Applicant Management System without being a government agency. Loss Prevention Systems Inc. offers a system of their own that can help businesses with a more efficient process.
“What is an Applicant Management System?” you may be wondering (at least I hope you are asking the question at this point). It is a system that can keep the majority of your hiring process in an electronic format. You know all of those file folders that probably have loose papers hanging out with personal information on each of the job candidates you have considered? They are either drastically reduced in size or eliminated altogether. In each folder you may have had three or four pages of application, resume, background check release forms, and perhaps drug testing consent forms. You might have applicant questionnaires and I-9 forms filed in there too. I know that some of these papers fall out or get misplaced and who knows what kind of personal information is then floating around and potentially winding up in the wrong hands. Bill Bregar, CEO of Loss Prevention Systems Inc. (LPSI) recognized all of the problems associated with the traditional hiring process and found a way to ease that burden on retail owners who already have enough on their plates to deal with. With the system offered by Bill’s team at LPSI employers can customize applications to flag only those applicants that meet specific criteria. No more need to go through 100 applications to find the 10 candidates that truly meet the skill sets you are seeking. How about an electronic release form from candidates so you can have pre-employment screening checks conducted by LPSI? All of it done in one central electronic location. These are just a few of the many benefits an Applicant Tracking System offers.
In our training we were also taught to stick to the process for interviewing and stay away from outside sources of information about a candidate. You might find this useful in your hiring process as well. With all of the social media platforms it seems on the surface that there would be nothing wrong with looking up an applicant’s social media pages. Are they putting things out there that would raise a red flag with you and could influence your hiring decision? It was brought to our attention that if we were to look at an applicant’s social media and see that they are a single mom, pregnant, have some type medical issue or any number of other things we could be putting our employer at risk. For example if an applicant posts that they are having migraine headaches (and add a frowny face) and they are not hired and they find out we did view their post they might say they were discriminated against. It could be alleged we were concerned they would call out of work regularly so for that reason they were not hired. The message for us in the training was that additional information outside of the application and interviews should come from pre-employment screening and reference checks.
Owners and managers of retail stores are constantly pulled in many directions for their time and attention. Making the hiring process easier so that energy can be focused elsewhere is important. Hiring properly and avoiding legal issues is also important. Let LPSI get you started with a pre-employment screening process and Applicant Tracking System that will make the applicant search a breeze. You can also avoid all of those legal landmines in the process.
Need information on an Applicant Tracking System? Give us a call at 1.770.426.0547 now.
