Recruiting & Hiring Blog for HR Professionals

Generation Y (also known as the millennial generation) includes people born from the late 1970s to the early 2000s. According to the U.S. Bureau of Labor Statistics, by the year 2020, Gen Y employees will comprise more than 40 percent of the workforce in the United States. Although there are many stereotypes about Gen Y workers, in reality, there are many compelling reasons why organizations should be eager to hire people from this demographic group.

Here are five things to think about as you consider hiring your next Gen Y employee:

The recent EEOC hearings on social media in the workplace have the HR industry buzzing. Over the next few weeks, we’ll be sharing our analysis of the testimonies from these hearings and things you should take into consideration for social media recruiting.

Do you know what social media is? Most people think they do. As we already know, social media is only becoming a larger focus for HR and recruiting. But if the recent hearings held by the EEOC are any indication, there is nothing close to a clear definition of what “social media” actually means.

For human resources (HR) professionals, implementing an applicant tracking system is a no-brainer. However, the people responsible for making that investment decision usually aren’t members of the frontline HR team. As a result, it’s often necessary to convince leaders at higher levels that adopting an applicant tracking solution is a good idea. You may find you have to persuade your immediate supervisor, as well as executives in your organization.

To help you out, we share five tips for selling applicant tracking to key decision-makers within your organization:

One of the most powerful and beloved features of the Hyrell hiring system is our Virtual Interview Process. This unique way of collecting applicants responses to various free form questions gives hiring managers a great picture of the applicant early on in the recruiting process. The Virtual Interview allows you to evaluate each applicant by reviewing their qualitative responses and then scoring those responses, creating an overall applicant score.

We asked our team to tell us why this is such an awesome feature…

For most managers, interviewing is an important part of their job responsibilities. However, some people are more skilled at conducting interviews than others. Managers who know how to prepare for interviews are more likely to hire the best candidates, resulting in greater productivity for their departments.

Here we share five best practices you and your fellow hiring managers can use as you get ready to fill open positions:

Finding the right applicant tracking system is already challenging for many businesses—but with all the social media tools available these days, how do you decide which ones to use to support your hiring and recruiting efforts?

Mediabistro states 14.4 million job seekers in the United States have used social media to search for a job. In fact, 29 percent of survey respondents use social media as their primary tool for job searching. If you haven’t incorporated social media into your recruiting process yet, this means social media could be a new opportunity to expand your talent pool.

Many believe LinkedIn is on its way to becoming the No 1. corporate recruiting portal. In terms of social media, it’s already the No. 1 social network used by recruiters, according to a study by Mediabistro. And with more than 277 million users and more signing up everyday, LinkedIn is turning into one of our favorite tools for connecting companies and job seekers in a professional online environment.

Maybe you already use LinkedIn to support your company’s marketing and sales efforts, but have you considered how you can enhance your company LinkedIn page to attract talent? Here we share three ways you can enhance your presence and your company’s profile on LinkedIn to create more visibility for your job openings and engage job seekers.

If you missed Part 1 of our series on “How to Choose the Right Applicant Tracking Solution,” be sure to check it out here.

The right applicant tracking solution can help you streamline the hiring process, identify top talent faster and create a positive applicant experience. But with hundreds of applicant tracking systems on the market, how do you decide which solution is right for you?

We covered four simple questions you and your recruiting team can ask to get started in “How to Choose the Right Applicant Tracking Solution – Part 1.” Today we share four more questions that will help you determine which applicant tracking features and functionality you really need based on your company’s hiring and recruiting process.

If you’ve already mastered the art of attracting great applicants, your business is way ahead of the curve. But what good is it to invest in attracting talent if you can’t efficiently track your applicants throughout the hiring process? Even worse, what if your current applicant tracking solution is making the hiring process more difficult and burdensome than it should be?

Running a successful business can’t be defined in just one way. It is challenging, rewarding, tiring, and awesome all at the same time. But one straightforward way to make things better when trying to run a successful business is to hire good employees.