Hiring can seem like a daunting and overwhelming task.

Finding the right candidates for your roles is like searching for a needle in a haystack. So many candidates, so many resumes, not near enough time. So, how do you simplify the process in order to find the candidates you want to know more about, while still giving all of your candidates a great experience with your company?

With 72% of hiring managers saying that they are struggling to find and source skilled candidates and some industries reporting a labor shortage of anywhere from 250,000 to 400,000 jobs during the COVID-19 pandemic, what is the secret to attracting qualified candidates to your posted positions? 

A simple, well-oiled hiring process.

This guide will help you find great candidates in no-time-flat.

What is the Hiring Process?

A typical hiring process begins when an employer sees a need to fill a role and ends when the selected candidate accepts the job offer. 

Seems pretty simple, right?

The steps in between are where things can get sticky, so building out a solid hiring process can help your hiring team become organized and save hours of time on repetitive tasks. These steps can be different by role and by company, but typically there will be 4 main steps: planning, attracting and interviewing candidates, and the job offer. We will dig deeper into these steps throughout this guide.

Planning and optimizing your hiring process will:

• Strengthen and optimize your recruiting strategy
• Save you time by speeding up your recruiting process
• Attract quality candidates for every job posting
• Build an A+ team
• Increase employee retention

Are You Ready to Hire?

First thing’s first, ask yourself ‘What is my hiring need?’. 

Start the planning process with the team hiring manager and any other team members that will be involved in the hiring process to put together a list of tasks and responsibilities for the new position they will be hiring. Many times, if this simple task is skipped, you could be hiring for a position that is unstructured or not needed at the current time.

When you come to the conclusion that the position is a necessity, take the time to put together the necessary skills the position will require, who the candidate will be working with, and what you will need for proper onboarding.

Questions to consider about the role:

• Do you have enough work for the role?
• Does the role fit into the growth of your company?
• Will this position create more revenue for the company?

Questions to consider about the hiring process:

• Who will the person be working with and how will they collaborate with them?
• Who will onboard the new hire and train them?
• Who will ultimately be responsible for the success of the new hire in the first 90 days?

Job Leveling will ensure you understand how the new hire will fit into the team dynamic, who will interview the candidates for the position, and what the specific interview will consist of.

What is Job Leveling?

According to an article by SHRM, job leveling is a “process that defines and evaluates the knowledge and skills that are necessary to perform the job and establishes the job’s duties, responsibilities, tasks, and level of authority within the organization’s job hierarchy.”

In other words, you would use the strategy of job leveling to clearly define the role you are seeking to fill. This entails specific skills the candidate will need to possess in order to do the job at hand,  job tasks and responsibilities on a day-to-day basis, and how they fit into the company’s organizational hierarchy (manager, supervisor, C-level, etc.).

It is important to have the entire role planned out and clearly outlined so employees and employers alike will understand roles and responsibilities in the company, who they report to, what is expected of them, and how they can eventually move up in the company. Having a clear plan of development and growth in the company will ultimately increase employee retention and morale.

Plan & Optimize Your Hiring Process

In today’s tight and uneasy talent market, having an optimized hiring process will keep your recruiting flow moving forward without typical hiccups. Keeping talent engaged and your time-to-hire short, you can be sure you will attract the right candidates.

Your Hiring Timeline

According to survey data collected by Robert Half, when faced with long hiring processes, 39% of survey respondents lose interest and pursue other roles, while 18% decide to stay put in their current job, and 32% said a protracted hiring process makes them question the organization’s ability to make other important decisions.

That’s a lot of forfeited talent.

Keep your hiring process simple and short by planning out your workflows. While each role may have a different workflow, you can plan your general guidelines by department.

For example, if you are hiring developers, your general hiring workflow could be a variation of this:

• Initial phone screen 
• Video interview with technical interview questions 
• Skill assessment 
• Final video interview
• Background check
• Offer

Remember to only include members of your team in the hiring process that will be working directly with the new hire. Cut out any unnecessary interviews, choose skill assessments that showcase the candidate’s skill level in one go, and narrow down desirable candidates for final interviews quickly. 

Interview Questions

Pre-plan the interview questions you want to ask the candidate and have them readily available during your initial phone and video interviews. These questions will be based on the background of the candidate, their ability to complete the required tasks of the job, competence, and overall interest in the position. The same interview questions should be asked to every candidate. Keep phone interviews to a short 20 to 30 minutes max and video interviews to no more than an hour. We will cover interviewing more a little later.

Throw in a few questions that give the candidate the opportunity to demonstrate how they problem solve and how they are at communicating. This can give you a better understanding of the candidate’s soft skills.

During each of the interviews, make certain to leave time at the conclusion of the interview for the candidate to ask any questions they may have about the position, the teams they will be working with, and about the company. Assure they have a good grasp of the position and what is required.

Recruitment Marketing

Now that you have this beautifully organized and optimized hiring process, how do you attract qualified candidates to your new role?

Build your employer brand

Why would someone want to work for you?

It is important to showcase your company as a great place to work. Not many candidates would want to work for a company that is lacking information about itself online or with a bunch of negative reviews. Your company’s reputation is a great place to start when boosting your presence on the web.

Work on your social media presence. Many candidates will check out your company’s website, but will also head over to LinkedIn and Facebook to see what you are posting about, how your brand looks, and what kind of followers you have. Keep up to date and consistent with posts about your company and have current information in your about sections.

Ask current employees for company reviews and videos. See if they would be willing to answer a few questions about their time at the company, what they like the most about working there, and what could be improved. Typed-out answers are great, but if they would be interested in putting it in video form, it can give it an extra boost and a face to the review.

Transparency into your company policies and culture. More than ever before, candidates want to know what it is like to work for your company. They want transparency into what your company stands for, its policies, and its team members. Recently, digital marketing agency Brainlabs did just that and published their entire employee handbook on their company website, in an effort to showcase exactly what drives their company culture.

Create your job description

There are several things to remember when you are writing a job description that will grab the right audience.

Be concise and clear. Give specific details of what the role is and the necessary skills needed for the job. Be clear in the type of candidate you are looking for and what their day-to-day tasks and responsibilities will look like.

Leave out “nice-to-haves”. Only list the qualifications that the candidate needs to have. Leave out the long lists of skills that would be nice if the candidate had, but aren’t necessarily a part of the job. Including these can deter qualified candidates from applying. In fact, women are only likely to apply if they meet 100% of the requirements, while men will apply if they meet 60% of the requirements.

Avoid Unclear Language and Gender-Specific Terms. Leave out terms like “sometimes” and “occasionally” and instead choose words like monthly or quarterly to provide structure. Avoid terms like “rockstar” and leave out gender-bias terms that would imply you are looking for a male or female for the role. Instead, use inclusive language and pronouns like “they/them”.

Promote your open role

Now that you have your workflow and your job description, it is time to put it out there in the world. But, where should you promote your job open to get the best-qualified candidates?

If you are using an ATS, you will undoubtedly have the option to push your job opening out to dozens of free career sites. This can be a great start to getting your position seen and a great alternative to paying to promote your job if you don’t have the funds. Other free ways to promote your position are by posting on your social media channels, having your current employees share the position on their social media profiles, and including the position on your website’s career page.

If you do have the budget to promote your new job position, check out a number of different industry-specific job boards that fit the candidates you are trying to reach. It is also a good idea to include diversity job boards to discover highly-skilled diverse candidates.

The Candidate Experience 

It’s a candidate’s market and making sure they have the best experience possible could be the key to standing out from the competition. Candidates want to be treated for what they are – humans. So why not take a few extra minutes to make them feel appreciated? After all, you want them to work for your company.

Job Application

This may seem obvious, but keep the job application short. Collecting every last detail about the candidate or asking them to type out their job history is unnecessary when the information is already available on their resume. 

If you need more information about the candidate, feel free to send them a questionnaire after they have applied and have met the job criteria. This will not only be a better experience for the candidate but will save you time in the long run.

Candidate Communication

Communicate, communicate, communicate! 

Communicating at every step of the hiring process is a guaranteed win when it comes to a killer candidate experience. Whether or not the candidate gets the job or not, you will want to keep them in the loop throughout the process. 

Once the candidate applies, send them a quick (and personalized!) email thanking them for taking the time to apply and when they may expect to hear back from you. This lets the candidate know that you received their application and that you appreciate their time. 

For each next step in the process, make sure you have an email that goes out to the candidate. Ready for an interview, send them an email that makes it easy to schedule a time that works best for both of you. Ready to send them an offer? Make it easy with electronic signatures. Is the candidate disqualified or not right for the position? Let them know! Send them a personalized email about why they weren’t considered and a couple of takeaways. Going the extra mile for your candidates helps them improve and keeps them feeling good about your company. You never know, they could be a fit for a position at your company in the future.

Structured Interviews

Earlier, we touched on pre-planning your interviewers and your interview questions based on the role you are hiring for. This is a critical step in keeping your interviews structured. There are a few more ways you can conduct successful interviews:

Start with a short, qualifying phone interview. Give a quick overview of the role and the company. Measure the candidate’s fit for the role based on their previous experience and see if the candidate is truly interested in the role. Always make sure to respect the candidate’s time by being on time for the interview and ending the interview on time. You should follow up with a quick email thanking the candidate for their time.

Follow up with an in-depth video interview. If the candidate did well in their initial phone interview and has completed any necessary questionnaires or skill assessments, it is time to have a one-on-one video interview. This is where you can spend extra time getting to know the candidate and going more in-depth about the job and the skills needed. Ask specific skill-based questions to access their knowledge and skill level. Pay attention to body language and social cues, as this will help you as the interviewer make any necessary shifts in how you interview. Making the candidate feel comfortable or playing to their strengths will give them the opportunity to shine.

Combat your biases

There is no place for biases in the hiring process; they still exist. So, what can you do to combat your biases and give each candidate a fair shot?

Educate yourself and acknowledge your own bias tendencies. 

According to The Office of Diversity and Outreach at UCSF, unconscious biases are social stereotypes about certain groups of people that individuals form outside their own conscious awareness. Everyone holds unconscious beliefs about various social and identity groups, and these biases stem from one’s tendency to organize social worlds by categorizing.

Knowing your personal biases will help you combat them during the hiring process and recognize the negative effects of bias within your organization, as well as the benefits of uncovering bias in decision-making processes. 

Use the right tools

Using technology to help you in your hiring process can save you valuable time on everyday mundane, repetitive tasks and save your company money.

Using an applicant tracking system can organize your hiring process in a snap. Post your jobs through your ATS to multiple job boards at once, organize your candidates per role, and keep communications all in one place. Save precious time by automating emails and other day-to-day repetitive tasks so you can spend more time getting to know your candidates.

In today’s hiring environment, having a video interview tool that is reliable and fast is a must-have. Choose a tool that compliments your hiring goals and streamlines your interviews. Candidates expect to connect fast and have less technical glitches.

Another must-have is a reliable skills assessment tool. With a multitude of assessment vendors who make the process smooth and even fun, give your candidates access to the best way to showcase their talent and skills.

Onboarding

A smooth onboarding process is crucial in employee retention and engagement in the first month of employment. 

Deliver what you promised in the interview process. If you mentioned a specific amount of time for training and who they will be training with, make sure their trainer is there every step of the way with an outlined process for success.

Make the new hire feel important on their first day. This can be especially hard with more remote workers being hired every day. But, take the time to welcome the employee and even have them schedule time with key employees to get to know who they will be working with and how to get in touch with them. If you are still in the office, show them around, take them to lunch, or do something special to recognize them on their first day. Communicate with your new hire throughout the day to see how they are coming along and if they need any help or have questions.

It’s Time to Get Started

While there is no one-size-fits-all approach to hiring, you can still make the process reflect your company’s values and optimize it to give your candidates the best possible experience.

This guide can help get you started and as you grow, be sure to add in more of what works best for your company and candidates.

Ready to get started with your hiring process? Start a free trial of JobScore today.

The post Simplify Hiring: Your Strategic Hiring Process Guide appeared first on JobScore.

Diversity hiring shouldn’t be a roadblock for your HR team. With the right tools and job boards on your side, you can build a team full of talented people and fully integrate diversity hiring into your process in no time flat.

You aren’t just hitting your compliance numbers here. You are expanding your team to include top talent from all different backgrounds and cultures, giving your team the boost it needs to be at the top of the industry.

Teams that are diverse challenge the status quo of the “normal” workplace and in turn, give your company the leg up in ingenuity and skill.

In today’s climate, diversity hiring isn’t just something you need to think about implementing into your hiring process. It is the key to the overall success of your business. Employees from different cultures and backgrounds strengthen your team and build valuable relationships among internal teams.

Why use diversity job boards?

Aren’t other jobs boards diverse? Don’t they house candidates from all over looking for great opportunities?

Sure they do. But the fact is that when you don’t seek out diverse candidates, you are liable to keep pulling in the same types of candidates that are the main demographic for certain types of jobs.

Take tech teams. Only 38% think that D&I initiatives work in their primary team. That leaves almost two-thirds of tech teams in need of diverse talent.

When you include D&I initiatives in your hiring process, you are effectively:

• Creating a workforce with greater profitability and value creation, with diversity at the executive level being 33% more likely to have above-average profitability 
• Harboring a team of excellent individuals that are gender, age, and ethnically diverse makes better decisions up to 87% of the time.
• Build an inclusive environment where employees feel more appreciated, heard, and comfortable sharing their ideas. Where they feel they can be their authentic selves.

“For me, it’s business first, and business as a vehicle to achieve social justice and civil rights.” – Todd Sears on the changing forecast of D&I Initiatives

Job Boards for underrepresented groups and people of color

1. Circa 

Who they represent:

Circa encompasses all underrepresented groups of highly-skilled workers. These workers come from organizations that provide employment and training services, ensuring they will be high-quality candidates.

What you can do with/on the board:

• Connect directly to their network of 15,500+ community-based organizations.
• Connect with and distribute your jobs automatically to thousands of diverse organizations
• Use their resources to help remove bias from your hiring process
• You select and control the frequency and jobs to be sent out.

About the board and who they are:

Circa is a SaaS-based workforce development company. Our story began in 1994 as LocalJobNetwork, a connected system of job recruiting sites serving all 50 states. Since then, our solutions have evolved in step with emerging business needs and a fast-changing workforce. Today we bring a spectrum of best-in-class products to solve diversity recruiting and compliance challenges for some of the country’s most innovative companies.

How to promote your job on the board:

Employers will have to request a demo to chat with Circa’s customer success team. The customer success team will help you navigate all of their job board services to formulate a plan that is best for your hiring needs. This job board integrates right into your JobScore account.

2. Nexxt Diversity

Who they represent:

All underrepresented groups and minorities

What you can do with/on the board:

• Get in front of candidates where they are with targeted exposure to affinity-based niche sites
• Identify active and passive diverse candidates from over 42+ million portfolios
• Create a recruitment marketing strategy to broaden your position’s exposure

About the board and who they are:

Nexxt was born out of more than 20 years of experience in the hiring space and a crystal-clear vision for where recruitment is headed. With a strong background as a fast-paced company that consistently strives to foster growth and innovation, Nexxt uses today’s most effective marketing tactics to reach the full spectrum of talent.

How to promote your job on the board:

With Nexxt, you are able to choose from a job posting or a job slot depending on how many positions you want live and how flexible you want to be with your postings. Utilize their programmatic job promotions to get your jobs seen by quality candidates anywhere they are online.

3. Black Career Network

Who they represent:

Top Talent from the Black community

What you can do with/on the board:

• Post jobs to be featured as a spotlight job in search results
• Post your jobs to partner networks automatically to get 10x the exposure.
• Seek new candidates across their network including 350K new members every month

About the board and who they are:

Black Career Network is part of the PDN network of job boards. Their mission is to utilize the collective strength of our affiliate companies, members, partners, and unique proprietary platform to be the standard in business diversity recruiting, networking, and professional development for women, minorities, veterans, LGBT, and disabled persons globally.

How to promote your job on the board:

Their basic plan posts your job for 60 days. Premium job posts get you a 90-day listing, a feature company spot, sent out to over 1 million job seekers, and pushed through their partner network.

4. Black Jobs

Who they represent:

Highly-engaged talent from the Black community, with over 75% reaching the job board from their mobile or tablet.

What you can do with/on the board:

• Post jobs to be featured as a spotlight job in search results
• Post your jobs to partner networks automatically to get 10x the exposure.
• Seek new candidates across their network including 350K new members every month

About the board and who they are:

Their web site features the latest well-paying job opportunities for African American job seekers from companies who are sincerely dedicated to diversity hiring. Ultimately, their goal is to help reduce the high rate of unemployment in Black communities.

How to promote your job on the board:

With several different plans to choose from, you can list your jobs with Black Jobs for 60 days based on how many jobs you will be hiring for now and in the future.

5. Black Tech Jobs

Who they represent:

The brightest Black tech talent across America

What you can do with/on the board:

• Source from the  largest community of top tier black tech talent on the web
• Engage with this highly-skilled, underutilized tech talent market
• Utilize their shared job networks for a unique pool of diverse candidates

About the board and who they are:

Black Tech Jobs is committed to bridging the diversity and inclusion gap in tech. Their team is focused on connecting the best and brightest black tech talent to career opportunities in America’s leading companies and building a community of tech talent focused on helping job seekers find their next opportunity.

How to promote your job on the board:

Similar to Black Jobs, you can list your jobs with Black Tech Jobs based on how many jobs you will be hiring for now and in the future, but for an extended 90 days.

6. Dyversifi

Who they represent:

Highly-engaged talent from the Black community, reaching those who are willing to tell real stories of what it is like to work for top companies.

What you can do with/on the board:

• Tell the real story of your company and why you are looking for top diverse talent
• Identify aspects of your minority employee experience to improve
• Send targeted job listings to candidates

About the board and who they are:

The mission at Dyversifi is to share these stories so other minorities can learn from them and ultimately find a company and career that they love. They gather tailored insight into the minority experience and make it available to any individual looking to learn what it’s like to work at a certain company and how to succeed once you get there. Their vision is to level the playing field and connect minorities with the career opportunities out there for them.

How to promote your job on the board:

Try Dyversifi for free for 30 days and see the vast network of high-quality talent the job board can offer.

7. Jopwell

Who they represent:

Highly-skilled  Black, Latinx, and Native American students and professionals.

What you can do with/on the board:

• Diversify your applicant pipeline and market your brand as an employer of choice
• Become a partner with Jopwell, not just another job poster
• Interact with the Jopwell community at-scale via content on The Well and social media channels

About the board and who they are:

Jopwell is a career advancement platform for Black, Latinx, and Native American students and professionals. They assist companies with their diversity recruitment, marketing, and retention efforts at scale.

How to promote your job on the board:

Sign up to become a partner and feature your company as a top employer looking for top diversity talent.

Job boards for Hispanic / Latin / Latinx

8. IHispano

Who they represent:

Motivated and highly-skilled talent from the Latinx community

What you can do with/on the board:

• Post jobs to be featured as a spotlight job in search results
• Post your jobs to partner networks automatically to get 10x the exposure
• Seek new candidates across their network including 350K new members every month

About the board and who they are:

IHispano is part of the PDN network of job boards. Their mission is to utilize the collective strength of our affiliate companies, members, partners and unique proprietary platform to be the standard in business diversity recruiting, networking and professional development for women, minorities, veterans, LGBT and disabled persons globally.

How to promote your job on the board:

Like the Black Career Network, IHispano has basic plans to post your job for 60 days. Premium job posts get you a 90-day listing, a feature company spot, sent out to over 1 million job seekers, and pushed through their partner network.

9. LatPro

Who they represent:

Top candidates from the Bilingual and Hispanic community 

What you can do with/on the board:

• The largest resume database of qualified Hispanic and bilingual job candidates
• More than 200,000 unique Hispanic and bilingual professional visitors per month
• Over 90 exclusive partnerships with prestigious Hispanic organizations give you access to a greater number of Hispanic professionals than any other diversity recruiting source can provide

About the board and who they are:

When Latpro was founded nearly 20 years ago, our guiding principle was to act as career support for Hispanic and bilingual professionals in the United States. While that goal continues to inform all that we do, our commitment to diversify the workplace has motivated us to expand our services to include career guidance and support for Asian-Americans, Veterans, Workers with Disabilities, and members of the LGBTQIA+ Community. 

How to promote your job on the board:

Like the Black Career Network, IHispano has basic plans to post your job for 60 days. Premium job posts get you a 90-day listing, a feature company spot, sent out to over 1 million job seekers, and pushed through their partner network.

Job Boards for the Asian Community

10. NAAAP

Who they represent:

Adept talent from the Asian American community

What you can do with/on the board:

• Get in front of over 25K+ Asian American professionals
• Use NAAAP’s 38 years of experience to help you find top talent
• Increase engagement on the job board by being included in their Job Flash email

About the board and who they are:

The National Association of Asian American Professionals is a non-profit organization that cultivates and empowers Asian & Pacific Islander leaders through leadership development, professional networking, and community service.

How to promote your job on the board:

Choose from 30 or 60-day postings and upgrades for having your job posting syndicated to all of the sites in their job board network. 

11. Asian Career Network

Who they represent:

Motivated and highly-skilled talent from the Asian community

What you can do with/on the board:

• Post jobs to be featured as a spotlight job in search results
• Post your jobs to partner networks automatically to get 10x the exposure
• Seek new candidates across their network including 350K new members every month

About the board and who they are:

Asian Career Network is part of the PDN network of job boards. Their mission is to utilize the collective strength of our affiliate companies, members, partners and unique proprietary platform to be the standard in business diversity recruiting, networking and professional development for women, minorities, veterans, LGBT and disabled persons globally.

How to promote your job on the board:

Like IHispano, Asian Career Network has basic plans to post your job for 60 days. Premium job posts get you a 90-day listing, a feature company spot, sent out to over 1 million job seekers, and pushed through their partner network.

Job Boards for the LGBTQ+ Community

12. Out and Equal

Who they represent:

Individualized, engaged and talented members of the LGBTQ+ community.

What you can do with/on the board:

• Reach the LGBTQ+ by engaging within communities built to support its members
• Choosing Out and Equal gives you access to 10 other diverse network job boards

About the board and who they are:

WorkplaceDiversity.com, the source for diversity talent, is an experienced job-board for corporate recruiters who are seeking experienced diverse candidates. Their main focus is to help connect organizations that support and value diversity and inclusion within the workplace. They present organizations with a central location to accommodate any of their online recruiting needs.

How to promote your job on the board:

Choose a plan to post on just Out & Equal or post to the entire WorkplaceDiversity.com network. Postings start at $200 for 60 days.

13. LGBT Connect

Who they represent:

Highly-skilled members of the LGBTQ+ community

What you can do with/on the board:

• Reach the LGBTQ+ by engaging within communities built to support its members where they are
• Choosing LGBT Connect gives you access to 10 other diverse network job boards

About the board and who they are:

Also part of the WorkplaceDiversity.com family, LGBTConnect.com is an experienced job-board for corporate recruiters who are seeking experienced diverse candidates. Their main focus is to help connect organizations that support and value diversity and inclusion within the workplace. They present organizations with a central location to accommodate any of their online recruiting needs.

How to promote your job on the board:

Choose a plan to post on just LGBT Connect or post to the entire WorkplaceDiversity.com network. Postings start at $200 for 60 days.

14. Campus Pride

Who they represent:

Recently graduated talent from the LGBTQ+ community. Campus Pride envisions campuses and a society free of anti-LGBTQ prejudice, bigotry, and hate. 

What you can do with/on the board:

• Learn to expand your job descriptions to LGBTQ+ candidates by excluding gender-related pronouns or phrases
• Find unique candidates who are high-skilled and fresh from college
• Access pools of young talent at over 1,200 campuses nationwide

About the board and who they are:

The Campus Pride National LGBTQ-Friendly Job and Career Fair Program is designed to support young adults entering the workplace.  As the leading national LGBTQ college nonprofit organization, Campus Prides strives to build future leaders from college to the workplace.  Campus Pride works to directly connect young adults with LGBTQ friendly and inclusive careers to make the job search easier and more accessible.

How to promote your job on the board:

Posting packages available starting at $95 and depend on how many jobs you choose to post on the job board.

Job Boards for the Veteran Community

15. Veterans Connect

Board Represents:

Highly-trained veterans coming out of the military to find skilled work.

What you can do with/on the board:

• Get connected to American veterans who are highly-skilled and dedicated
• Post jobs in a space committed to helping our heroes find their next job

About the board and who they are:

Also part of the WorkplaceDiversity.com family, VeteransConnect.com is an experienced job-board for corporate recruiters who are seeking experienced diverse candidates. Their main focus is to help connect organizations that support and value diversity and inclusion within the workplace. They present organizations with a central location to accommodate any of their online recruiting needs.

How to promote your job on the board:

Choose a plan to post on just Veterans Connect or post to the entire WorkplaceDiversity.com network. Postings start at $200 for 60 days.

16. Recruit Military

Who they represent:

Veterans that have trained to become your company’s greatest assets.

What you can do with/on the board:

• Virtual Career Fairs allow you to reach thousands of veterans across a region
• Attend our premium veteran career fairs and meet the most highly skilled labor force in the country, U.S. military veterans
• Gain access to transitioning military job seekers by attending a well-recognized RecruitMilitary career fair on select military bases

About the board and who they are:

RecruitMilitary helps employers connect with America’s best talent — its veterans. Services are free of charge to veterans and their spouses during their job search. We host the nation’s largest single-source veteran database with over 1,400,000 members and publish the nation’s second-largest veteran hiring publication.

How to promote your job on the board:

Contact Recruit Military’s service team to get started building a program that will be tailored to your specific veteran hiring needs.

Job Boards for Women

17. Women’s Job List

Who they represent:

Untapped network of highly-skilled women looking to break through the glass ceiling

What you can do with/on the board:

• Find talent from the most visited job board for 15 years running
• Employers get access to a talented pool of candidates that would otherwise go undiscovered

About the board and who they are:

Women’s Job List was created to give employers a tool to promote diversity and inclusion within their workplaces and to provide job seekers with easy access to those companies. For over 15 years, Women’s Job List has successfully matched thousands of job seekers with diversity minded employers. Our client list includes great companies like Microsoft, UPS, Benjamin Moore Paints, Pratt & Whitney, and many more. Our mission is to not only continue our proven success in job matching but to work with both clients and users to tear down walls in the workplace that stifle innovation and create barriers to progress.

How to promote your job on the board:

Register for an account and have one of Women’s Job List rep get you started to hiring top-quality talented women candidates.

18. Women for Hire

Who they represent: 

Talented women from all levels of employment

What you can do with/on the board:

• Access to the board’s 200K visitors each month
• Partnership with more than 500 colleges and universities throughout the country 
• Automatically post jobs from your website to WomenForHire.com, which was rated one of the Top 10 Career Sites for Women by Forbes

About the board and who they are:

Women For Hire, the leading women’s and diversity career recruitment specialist, offers comprehensive products and services exclusively for top employers in every field that support and enhance your company’s commitment to diversity. 

How to promote your job on the board:

Posting packages vary by the number of jobs and start at only $40 per post with a higher number of positions posted.

19. Tech Ladies

Who they represent:

Underrepresented women in the tech industry

What you can do with/on the board:

• Connect with 100,000 Tech Ladies around the world
• Diversify your development team with top talented women

About the board and who they are:

Tech Ladies is a worldwide community with 100,000 members. Through a supportive online group, a free job board, and opportunities to learn, we help Tech Ladies grow their careers.

Founded by Allison Esposito Medina, Tech Ladies started as a small coffee meetup in New York City in 2015. She left her job at Google the following year to run Tech Ladies full-time.

How to promote your job on the board:

Connect with their team to post jobs to top engineers, data scientists, designers, product managers, marketers, and more.

Job Boards for Fair Chance Hiring

20. 70 Million Jobs

Who they represent:

Millions of skilled candidates with a criminal record ready to contribute positively to society.

What you can do with/on the board:

• Get high-volume, energized traffic through the board’s job-seeker marketing campaigns
• Build a targeted fair-chance hiring campaign using email, text, and phone
• Find candidates with diverse backgrounds and history to bring experience and skill to your workforce

About the board and who they are:

I realized that if the process of reentering society was hard for me, it had to be hard for a lot of my brothers and sisters who also did time. And that was when I came up with the idea for 70 Million Jobs. My team and I want to help YOU land a job. My personal goal is to find jobs for one million people.

We talk to large, national employers every day who are ready and willing to give people a second chance. And we want YOU to get a job with one of those companies. — Note from Founder and CEO, Richard Bronson who spent two years in prison before launching 70 Million Jobs

How to promote your job on the board:

70 Million Jobs delivers high-volume, energized traffic through our job-seeker marketing campaigns. They tailor their efforts to your specific needs and hiring process through a three-step recruitment marketing process.

21. Honest Jobs

Who they represent:

Mostly untapped, skilled persons with prior criminal backgrounds–just look at that mission statement! 

What you can do with/on the board:

• Tap into this demographic enjoy more loyal employees, tax credits, and more. 
• Get in touch with qualified applicants with criminal records that are not a direct conflict with the duties of any given job opening. 
• Discover great candidates you may have passed up in the past

About the board and who they are:

Their mission is to reduce the time from incarceration to making a livable wage through an honest job.

Of the 626,000 people who come home from jail and prison every year more than 60% of them are still unemployed one year later. Additionally, those who do gain employment are paid 40% less than the general population annually. 

How to promote your job on the board:

It’s 100% free to create a business account and post all of your job openings.

Their Premium plan gives you additional features such as Priority Ranking, Candidate Search,  WOTC Verification, Multiple Administrators, and More.

Job Boards for People with Disabilities

22. Inclusively

Who they represent:

Talented and experienced persons with disabilities

What you can do with/on the board:

• Create an inclusive workforce by matching you with talented and experienced candidates
• Employ people with disabilities to have 89% higher retention rates, a 72% increase in employee productivity, and a 29% increase in profitability
• Hire for authentic inclusion to drive disruptive innovation
• Integrate across multiple Applicant Tracking Systems so you can use your existing workflows when leveraging the Inclusively platform

About the board and who they are:

Inclusively’s human-first employment network and innovative technology provide people with disabilities equal opportunities to get hired and succeed at work. We use human-first search criteria to match candidates and their Success Enablers (accommodations) with employers who want their commitment to diversity to be truly inclusive.

Only 29% of Disabled Americans Participate in the Workforce

Out of the 50 million Americans who are disabled, only 29% participate in the workforce compared to the 75% without a disability. We’re Working to Change That.

How to promote your job on the board:

Sign up on their website to chat with their team of disability hiring experts to get started.

23. AbilityJobs

Who they represent:

Persons with disABILITIES

What you can do with/on the board:

• Search the largest Nationwide Pool and Resume Database of Job Seekers with disABILITIES
• No back-fill from other job board aggregators like Monster or Indeed
• A-D-A Badge* and Recognition as an Employer seeking to hire persons with disABILITIES

About the board and who they are:

Since 1995, abilityJOBS.com has helped hundreds of thousands of job seekers with disABILITIES connect with leading employers, establishing itself as the premier resource for disABILITY talent acquisition and branding.

Additionally, abilityJOBS maintains the largest resume bank of candidates with disABILITIES.

How to promote your job on the board:

Unlimited job posting subscriptions with added value packages or single item purchase

Now that you have resources to get you started, make sure to craft a job description that is thoughtful and showcases your company’s commitment to diversity hiring. 

Once you’ve got that down, JobScore can take your diversity hiring to the next level.

Ready to post your open positions and hire diverse candidates? JobScore has helped companies just like yours hire better.

Start your free trial

The post Top 23 Diversity Job Boards to Amplify your Hiring appeared first on JobScore.

I imagine all of you are caught up in the juggernaut of the coronavirus pandemic. As a valued customer, I wanted to share a few things with you:

JobScore has always been a remote-work-friendly company. We’re all productively working from home now – and we’re ready to help. As work from home veterans, please don’t hesitate to hit us for tips and tricks if remote work is new for your team.

While asking everyone to stay home, practice social distancing and follow the CDC guidelines I shared a story that our team really liked. They asked me to pass it along, so here it goes:

My brother in law is a medical doctor. He also has a master’s degree in public health. Above and beyond the standard advice, he shared something very wise:

1. Focus on having a strong immune system. Table stakes are to get plenty of sleep, eat right and exercise. This seemed obvious, but then things got real. He said:
2. Too much stress weakens your immune system. That’s right – worrying gives you a greater chance of getting sick.
3. Laughter strengthens your immune system. So, one of the best ways you can fight off the virus is with quality guffaws.

As “people people” involved in recruiting we encourage you to find ways to laugh & be lighthearted – because it’s good for you and those around you. We’re trying to do that ourselves. As confidants and councilors, we encourage you to help your coworkers and loved ones reduce their stress levels… and if there’s any way we can help you laugh or de-stress, please let us know.

So what’s next?

We’ve been thinking about how recruiting will change in the current environment. We’ve already prioritized projects to promote work from home job opportunities and make it easier to schedule video calls. That said, we’d love to hear from you at emailtheceo@jobscore.com about how recruiting is changing at your organization and what we can do to make things easier.

Happy hiring and take care of yourselves!

The post Recruiting as times get tougher appeared first on JobScore.

We’ve been working with customers who do business in the European Union to meet their GDPR compliance obligations prior to the May 25, 2018 deadline.

We’ve just updated our articles on how JobScore is helping employers prepare for the GDPR and our GDPR checklist for recruiters and HR. We also just launched a self service GDPR compliance feature that requires just 3 things:

• A link to your recruitment data privacy notice
• Where candidates should email to access, erase or rectify information
• The # of months you want to retain candidate data

Here’s what the feature looks like:

Add this information and you’ll be good-to-go for GDPR recruitment data privacy on May 25th.
If this prompts any questions, please email gdpr@jobscore.com & we’ll be happy to help out.

The post GDPR Compliance appeared first on JobScore.

JobScore is the first recruitment software provider to help businesses reach millions of people with Facebook partnership

Today we are proud to announce our partnership with Facebook as the first recruitment software provider to help businesses publish their jobs on Facebook. The Facebook partnership provides JobScore customers the opportunity to get jobs in front of millions of people that are often very hard to reach through traditional recruitment advertising.

The reality is that 40% of US small businesses report that filling jobs is more difficult than expected, which is a big problem when you consider small businesses employ nearly half of the U.S. workforce.  This partnership is another way we’re making the hiring process even easier for people and businesses.

Dan Arkind, JobScore CEO said, “it’s hard to understate the importance of Facebook’s entry into the online jobs market. Facebook provides employers almost unfathomable reach and targeting capabilities. It makes sense to help employers reach qualified people where they already spend time with people they know and trust.  We’re honored to partner with Facebook and excited to help shared customers get more value from the platform.”

The new integration helps businesses find qualified people where they already spend their time—on Facebook and mobile devices. The integration provides a seamless experience for both candidates and hiring managers alike. Job seekers can quickly apply using their Facebook profile, and applications go directly into JobScore for review.

Through the partnership customer’s jobs are automatically added to the company’s Facebook page and Facebook’s job board, providing many benefits for shared customers:

• Eliminate hours of manual data entry required to add jobs to Facebook.
• Stop manually reviewing candidates in Facebook messages and email.
• Process and rank applications to surface qualified candidates.
• Provide a great candidate experience by quickly responding in a few clicks.
• Measure how Facebook performs vs. other recruitment advertising options.

The best part? It’s easy to get started.

Simply connect your Facebook page with JobScore:

Once your Facebook page is connected, turn on “Free Job Distribution” to Facebook:

Now your job will automatically be added to your Facebook page and candidates who apply will go directly into JobScore for review.

This gives employers the best of both worlds – the reach and applicant volume of the Facebook platform paired with the ability to process job applications the way they want and hire the right person. This feature is currently in limited release and will roll out to all customers soon.

Want to learn how to get your jobs on Facebook? Please contact us.

The post JobScore announces partnership with Facebook appeared first on JobScore.

Today our CEO & Founder, Dan Arkind gave a presentation on 5 hiring hacks for founders at the 2015 Launch Scale event in San Francisco. Thanks again to the paypal startup blueprint program for the speaking invitation.

Get the slides for 5 Hiring Hacks for Founders here >>

Also, if you like this presentation, please subscribe to the blog, we only had 7 minutes to speak and we’ll be publishing the 6 other hacks we prepared here in the coming weeks.

The post 5 Hiring Hacks for Founders appeared first on JobScore.

Capterra just published a report on the Top Applicant Tracking Software that identifies the Top 20 ATS products on the market.

BullHorn was ranked the #1 most popular ATS product but is designed primarily for recruiting agencies. JobScore was ranked #2 but is designed for employers, making JobScore the most popular ATS solution for companies in the Capterra report.

JobScore was founded in 2004 by Dan Arkind and former recruiters, and was one of the first self service ATS products on the market, growing steadily to now serve over 10,000 customers.

JobScore has achieved success by working closely with companies to build the features they needed to post jobs, generate referrals, find candidates, and manage their hiring online. After ten years in the recruiting software business JobScore’ has grown to provide a full range of solutions from an SMB free offering to enterprise solutions for businesses that want to get better at hiring.

Capterra considered over 250 ATS products on the market, with BullHorn and JobScore ranking ahead of many well-known industry competitors including Taleo, iCIMS, Greenhouse, SmartRecruiters and Jobvite. Capterra is recognized as a leading independent source for reviews of business software. Learn more about Capterra.

The post JobScore ranked as Top ATS appeared first on JobScore.

Apple had their big developers meeting this week. In it, they highlighted updates to everything from their laptops to their cloud technology to their new Pandora copycat.

This post isn’t about any of that. It is, however, about the one item that may have impact on the employment game.

It was practically an afterthought with all that was going on, but an update to how users find iPhone and iPad apps caught my attention: A discovery feature dubbed “Popular Near Me.”

What is it?

It was described as a way to browse through apps based on geographical popularity, thus localizing the app discovery process. For example, if you live in New York and browse apps popular in the area, you might see an app for the Yankees. Likewise, someone in Los Angeles could see an app for the Dodgers.

The Impact on Employment

Finding a job is largely local. Until this latest feature, employment-related native apps had been general in nature. Apps like CareerBuilder and Indeed have ruled, while niche players are mostly bypassed.

This could change with “Popular Near Me.”

Now, local job boards have an opportunity to be found in their local markets in favor of bigger players. Now, an app for, say, jobs in Orlando, Florida could show up in a search for “jobs” to someone in Orlando. Or someone browsing top apps in Seattle could find a local job search apps in the area even though they weren’t even looking for employment.

This new option should be a boon for local newspapers, which have had challenges with their place in the app ecosystem. There’s no reason for Chicago Tribune to be a top app in Chicago, for example. And if you’re a local newspaper that doesn’t have an app, complete with classifieds, you may want to develop such an app.

It’s potentially as important as Google was in creating niche in the early days of the Web. When site owners understood that ranking for “Cleveland jobs” was easier to do as a niche than it was as a general site, it sparked the birth of tens of thousands of sites that wouldn’t have existed in the previous environment.

To date, Beyond.com is one of the few general job sites with a local strategy. The developer behind iPhone apps like Manhattan Jobs and Phillyjobs may have a leg-up on the near-me trend, and it will be interesting to see how their exposure changes, if at all, once the new iOS goes mainstream this coming fall. If they do get favorable placement, I’d look for a wave of localized jobs apps to take-off.

And if I had to guess, they would’ve gotten there be being downloaded by a good number of local residents, which would obviously be aided by promoting the app in their local market.

The evolution of app discovery – much like every medium before it – is starting to segment and specialize. All kinds of content – including jobs – are bound to follow suit.

The post This Apple iOS Update will Impact Employment appeared first on JobScore.

Tumblr has been in the news a lot lately. Getting acquired by Yahoo! will do that. However, for many, the blogging network is rarely talked about as a recruiting medium.

Granted, Tumblr is no LinkedIn when it comes to sourcing your next great executive. However, the service does offer a potential trove of potential candidates to source.

Let’s start with who’s on Tumblr. Fortunately, the service has added Quantcast tracking code to its HTML, so demographic information is publicly available and about as accurate as you’re going to get.

You can check the data on your own, but here are the broad strokes. Tumblr users are:

• Young (18-34)
• Single
• No Kids
• Global
• Diverse
• College Educated
• Mobile* 

*Mobile app data is not calculated via Quantast, so it’s an under-reported datapoint, however, other data supports this.

If this is the kind of audience you’re looking for, read on, Tumblr just might be a place you want to start visiting. And if you’re going to do some recruiting there, here are some tips to get you started:

1. Join. You’ll need to make the decision to join as a company or an individual. You’ll have better luck interacting as a human being, but Yahoo! will likely be making corporate participation easier and normal in the future as advertising options open-up.
2. URL. You’ll have the option of having a Tumblr subdomain (myname.tumblr.com, for example) or a domain of your choice. Either way, consider having a domain name with keywords representing your recruitment goals. You could be hiringengineers.tumblr.com or jobsatcompanyname.com.
3. Presentation. Get yourself a nice theme and make it look lived-in and cared for. Don’t go with the out-of-the-box Tumblr theme you get when you first sign-up.
4. Search. Searching by hsahtags can be very effective. Searching #nursing or #carnegie mellon, for instance, will reveal a variety of users talking about those topics.
5. Explore. Click on these profiles and checkout what these people are sharing. There could also be links to other hashtags that will help you learn more similar topics.
6. Follow. If you see a candidate who looks appealing, follow them. Following people, like most other social platforms, is key to success. And doing this means that user’s posts will start showing up in your main feed.
7. Participate. Now that you’re following prime candidates, interact with them and be part of the Tumblr community. This largely comes down to “hearting” their posts or reblogging them. When you do these things, the user will  be made aware of it (and hopefully go checkout your page / jobs as a result).
8. Discuss. Like any blog, Tumblr allows you to comment on posts. And some blog posts will actually just be questions that you can answer directly. Just don’t be spammy by simply leaving a link to your jobs page.
9. Follow the followers. Many Tumblogs showcase the other users who follow them. Check them out. There’s a chance birds of a feather flock together.
10. Be excellent. Similar to No. 3, don’t let users see a ghost town when they come checkout your tumblog. The good news is, unlike most blog platforms, Tumblr makes it really easy to share content. Publishing YouTube videos, pics and famous quotes are a breeze. Subject lines are also optional.
11. Drive awareness. Add a Tumblr widget or button to your career site and other social channels. If you haven’t communicated with your applicants in awhile, sending them a “Hey, we’re on Tumblr” email might be a good idea to boost your numbers.

It’s a lot to take in. Adding another social platform to your daily activities may seem like overkill, especially one as quirky as Tumblr. But with 200 million monthly users and now Yahoo!’s muscle behind it, Tumblr is certainly one to put on your radar.

Disclosure – Tumblr is a Jobscore client.

The post 11 Tips for Recruiting with Tumblr appeared first on JobScore.

Look who’s getting into the job matching game.

Popular algorithmic dating site eHarmony went mainstream last week that they have their eye on the job search marketplace.

“It seems like there’s a social problem here that needs fixing, much in the same that when we started with relationship matching, there just seemed to be a problem,” said Grant Langston, eHarmony’s vice president of customer experience.

In theory, this seems like a match (pun intended) made in heaven, but I’ll go ahead and predict disaster.

Here are three reasons eHarmony-for-jobs will flop.

1. It’s never worked before. We’ve been down this road before. The story doesn’t end well. Remember itzbig, Climber, Jobfox and Trovix? They’re all gone as matching solutions and only Trovix, a Monster acquisition, cashed out … nevermind the eventual product, 6sense, failed to round the bases.

Langston said, “We don’t see a company in the jobs market that is providing an ‘eHarmony-like’ matching service.” There’s a reason. Google it.

2. No core competency. Big companies with lots of traffic have tried to made inroads into employment for years. Remember eBay’s Kijiji or MySpace jobs? They didn’t make a dent in Craigslist.

The hubris of company’s with eyeballs and brand who think they can make a splash in recruiting never ends well. And, by the way, it reeks of desperation.

3. Recruiting isn’t dating. Motivation to fill out a 29-point questionnaire works if you’re hoping to find true love. It doesn’t work so well with employment. In order for matching to truly work, but parties – in this case, job seeker and employer – must fill out a lengthy dataset. Successful matching doesn’t occur magically, no matter what computer scientists tell you.

Only the most desperate job seekers will do it and employers don’t want to compete lengthy forms to access these candidates.

The guys at Yahoo! Finance were equally skeptical.

They’re right. Stick to the love connections and leave the employment stuff to the professionals.

The post 3 Reasons eHarmony’s Job Matching Will Suck appeared first on JobScore.