The movie “The Social Network” has stirred interest again in the many ways social networking can be used.  One market that is expanding rapidly is online recruiting and hiring for corporations and even small companies. 
An increasing number of recruiters and organizations are turning to LinkedIn, Facebook, Twitter and more obscure niche social networking sites to speed up the recruitment process and reduce costs.  The process does, however, need to be managed appropriately. 
As I browsed LinkedIn I saw company (group) memberships that allowed current and past employees to join, and there were job listings on the site.  Some provided alternative links for non-employees to check out  jobs. I also noticed that companies join professional organizations in their industry and through that link attract more-qualified candidates for their needs.
There are a number of ways to use the social media to recruit.  Company blogs may include job opportunities with links to social media sites provided.  For a specific set of skills a company may post a technical question on their network and use the responses to identify a potential recruit.  The social networks also provide another way for a company to highlight their organization to attract a specific group of people.  Organizations may encourage employees to create a LinkedIn account to enhance its employee referral program. 
Cautions for companies diving in to the new social media – don’t stop using your other sources, but allocate efforts among the different recruiting tools.  Also, make sure that your application process is sophisticated enough for the new group of tech-savvy applicants.  Seamless processes help insure that the folks you are interested in will get through.  Otherwise they may  just get impatient and move on to another opportunity.
For job seekers, the trick is to get involved in these networks by searching for appropriate groups and individual links that further your career search.  As mentioned above, getting involved in discussions related to your experience could get you noticed by a recruiter.  Make sure that your own social network page is professional and targeted to the market you are interested in. 
As always, good luck!

Tags: applications, candidates, For Employers, hiring talent, Hiring Trends, industry news, job seeker, recruiters, social network

Both processes – hiring and firing – are stressful for both parties involved.  They both require careful review and documentation.  Here are some pointers on what to document, and other thoughts on the process.  This information is gathered from various sites providing human resource management information.
First, documentation for that personnel file:  (this is an outline, not a legal list, as state & federal regulations change)
Employment application and resume
Letters of reference or other reference check documents
College transcripts
Job Descriptions (all, former and CURRENT)
Any other records related to hiring such as testing, statements of compensation rates and benefits
Record that Personnel Policy & Procedure Manual has been provided/reviewed
Education & training records during employment
Letters of recognition/disciplinary notices
Performance evaluations (should be at regular intervals)
Exit interviews
Termination records
If required, a current photo or copy of license

For more detailed information on legal aspects of employee file documentation check your state and federal Department of Labor sites.  Do not included medical or insurance records, immigration forms, safety training records, child support/garnishment notices, litigation documents, workers’ compensation claims, EEO forms.  These are maintained in separate employer files.

If the employee is to be terminated (and this event should only occur as a last resort or for legal violations) there are things you should review.  In addition to the above list, there should be current copies available of policies listing unacceptable employee behaviors, the company’s right to discipline and terminate employees, records of disciplinary counseling and formal disciplinary action, and written documentation of any internal investigation related to the termination.  These documents are all “discoverable” by the terminated employee, and therefore should be clearly written, accurate, and free of any inflammatory statements about the individual.
As mentioned above, the firing should not be done on the spur of the moment, and it certainly should not be a surprise to the employee.  One important step is an independent review of the termination involving someone else in management, to assure that the firing is justified and legal under all applicable laws.  On the other hand, if you have a problem employee and don’t deal with the issue, the end result is that your  best employees might leave in frustration.  A delicate balance, but important to consider.

Tags: For Employers, hiring process, job seeker

The hunt continues – for good jobs and for good candidates.  The rules for hunting have changed somewhat as companies downsize, but need qualified folks for the jobs they have left.  Candidates have a harder time making connections and getting noticed in the crowd of job seekers. 
There are all kinds of new social networking venues for both companies and candidates to use, including LinkedIn, Facebook, MySpace and so many more. 
First important thing – don’t get too cute!  The resume/Facebook/LinkedIn information should fit the industry you are in and be appropriately professional.  Photos should look somewhat businesslike unless you are in the entertainment industry.  Likes and hobbies aren’t as relevant as past education and experience so keep that list under control.
Second important thing – if the company with job openings has a well-visited site, they may not post on the job boards, but just sort through the applicants that actually check out their company.  I have had some recruiters say that the big boards produce TOO many resumes, and many that aren’t applicable.  So – look for sites that are specific to the industry you are interested in.
Third important thing – it is worth keeping a resume active on  some of the niche sites (such as our site, www.nmtechjobs.org) as companies sometimes search in advance of a new contract or business expansion to see what types of candidates are available in their field.  It can serve as an introduction for you to companies you might not reach otherwise.
Good hunting!

Tags: applications, candidates, For Employers, hiring process, hiring talent, Hiring Trends, industry news, job seeker, job seeker attitudes

An amendment to the Fair Credit Reporting Act was introduced in July of 2009, and hearings are being held now.  Called the Equal Employment for All Act (HR 3149), the act would prohibit employer use of consumer credit background checking on prospective and current employees unless the job involves national security or requires significant financial responsibility.  Employers would still be able to use background screening for a criminal record, etc.
Reasoning behind this was given as “credit checks have a discriminatory impact on racial minorities and violates the letter and spirit of the Civil Rights Act”.  The hope would be that the legislation would open up jobs for those who qualify in spite of a poor credit history.
Employers claim that there is no need for this, as there are remedies provided in the Fair Credit Reporting Act.  In testimony before the Subcommittee, SHRM representatives said that credit histories are merely a part of the puzzle, and that they are necessary because previous employers are reluctant to give a detailed assessment of former workers’ performance history and the hiring agent has to find other avenues to collect information.
There are other reasons for using credit checks.  The National Retail Security Survey estimates that retail lost $14.4 billion in 2009 attributable to employee theft.  A report on Occupational Fraud and Abuse said that financial pressures (living beyond financial means) or (experiencing financial difficulties)  were the most common warning signs resulting in workplace fraud.
SHRM conducted a survey regarding employer use of credit info.  They found that credit checks on all job candidates is the exception – only 13% of organizations do so.  Others do so only for select jobs involving financial responsibility.  Most use the credit check as a final screen, only after a contingent offer.  This gives the candidate plenty of opportunity to explain their credit issues.
One other thing to consider is the current economy, and the resulting credit problems the unemployed encounter.  These are unusual times, and that factor has to be considered when interviewing candidates.  Overall the objective is just to be fair as we evaluate our candidates or employees.

Tags: applications, candidates, hiring process, hiring talent, Hiring Trends, industry news, job seeker

The ultimate goal of job hunting – getting hired!  There are a lot of people working hard at the hunt, so I thought maybe it was a good time to talk about success stories.
First there is the gentleman who attended the recent Kirtland Air Force/Hispano Chamber of Commerce job fair in Albuquerque.  He came prepared and was able to visit with a company representative about his skills and interests.  From that meeting he was invited for a formal interview, and was hired for a $50K a year job.
Then there was the person who was laid off from an out-of-state technology company and was networking in New Mexico.  He contacted the Technology Ventures Corporation recruiting service and shared his resume both on the free job site, nmtechjobs.org and with me.  I noticed that his skills and experience seemed a great fit for a local tech company.  They didn’t have any posted openings, but when I forwarded the resume they recognized his talent and added him to their team. 
One more example is the woman who was laid off from a local technology business and decided to strike out on her own.  Using the contacts and experience she had gained in her former position, she joined local professional organizations and contacted colleagues she knew in her field.  The result of her hard work was a successful consulting business.
So – keep looking, and be creative (an overused term but appropriate).  First and foremost always be prepared for an opportunity by having business cards and resumes at hand.  Dress professionally for any occasion where there might be an opportunity to make a contact to start you on the road to a new career, and keep your schedule flexible so you can take advantage of these opportunities.
Good hunting!

Tags: candidates, hiring process, hiring talent, job application, job fair, job seeker, job seeker attitudes