Resumes are screened, filtered, ranked, shared and stored as a vital part of the hiring process. There are several ways an applicant can submit their information and some of these methods provide useful benefits to you as the employer. We’ve compared various methods of resume intake to show which should be left in the past, and which make the screening and hiring process easier. Continue reading The Best Ways to Collect Resumes
One feature to boost your employer brand
One simple applicant tracking software feature plays a big role in how you are perceived as an employer: the regret letter. Receiving timely feedback and information from an employer, whether good or bad, is always better than silence. Studies have shown that a job seekers single biggest frustration is a lack of feedback from employers.
There are a few options an ATS can offer which make communicating with candidates simple and painless. Different hiring patterns make certain options better suited to your company. Continue reading Regret Email Options in your ATS
“One day my father-in-law, who is a confirmed non-internet user, was asked to give a talk at a school regarding Remembrance Day. He spoke about the war and how proud he was to be Canadian and why we have Remembrance Day. When he opened up for questions, one of the children asked why the Canadian flag had two red strips and a red maple leaf on it. He thought quickly on his feet, but wasn’t completely sure of his answer. Before he had finished a youngster had done a Google search and had the correct answer. Needless to say, he was embarrassed and learned a valuable lesson about this generation… you can’t fool them.”
Generation Z (born between 1995 and 2011) are the new generation just starting to enter the workforce. Each generation brings unique qualities to the age bracket before them, and the rapidly changing global technology has defined Gen Z.
The above story illustrates how connected this young generation is: they use technology instinctively and immediately. This constant connection is one aspect that defines this age group. To a greater degree than the Millennials before them, Gen Z’s rely on and are always attached to their mobile devices. This allows them to be globally aware, constantly socially connected and capable of finding out information instantly.
For an in depth look at Gen Z in the workplace, read the Dawn of Generation Z white paper.
Is the upcoming generation prepared to find work and be productive? Are we ready for this group of youngsters? It’s important, that as their future employers, mentors, teachers and advisers that we do our very best to prepare them for the world we live in today.
We’ve written about what makes this generation unique, and how our workplaces should be changing with the incoming digital and social workforce.
Studies and employer experiences show that Gen Z are:
- More socially and globally connected than any previous generation
- Display the high self-esteem and confidence that comes from a lifetime of positive feedback and an internet knowledge base at their fingertips
- More likely to be entrepreneurial
- Extremely attached to their technological devices – frequently at the expense of their job
- Sometimes unreliable or unwilling to take responsibility
- More comfortable communicating online or by text than via a phone call
Guest post by Vanessa Fardi, NEUVOO
Knowing other languages in a world that, thanks to globalization, has forced people to be bilingual and almost makes them forget their mother tongue, definitely comes in handy when looking for a new job.
Numbers do not lie, today, nearly 60% of the job offers require the candidate to master a second language. English and German are taking the lead in the list for the most popular languages required by employers, especially in the areas of engineering, finance, new technologies and health. Continue reading Getting a job using your second language
If you use a software system to manage and store candidate and employee information, you have an obligation to own this data and keep it secure. With so many services crossing the Canadian and US borders, privacy of data can be easily compromised. Here are five major security checks you should ask to ensure who owns and who has access to your information.
Who is your software provider?
There are a plethora of HR software providers in the US, with more and more startups leading the way in innovation and new technology. Some of the most popular and highest rated companies are based in the US, making purchasing from these suppliers seem like a no-brainer. Most of these software systems are cloud-based, meaning they aren’t hosted on your own company’s servers. Cloud software is useful in that it allows access from anywhere with an internet connection, and is maintained by the vendor, not your IT staff. On the other hand, this type of service raises our second question:
Where is the data centre located?
Since the software is hosting, updating and maintaining their system, they typically need to store their application and client database in a data centre. With the massive US tech industry, the majority of data centres are based in the States. Even Canadian or European providers may host some of their servers in the US.
Who owns the data centre?
Knowing who owns the data centre is equally as important as where it’s located. If a data centre is owned by a US-based company, it is subject to the Patriot Act and PRISM program. This means that the US government and the NSA have the right to access the data.
How are backups handled?
Backups should be made regularly, at least once a day. Incremental (backing up changes since the previous backup) or full (entire system backup) are two different methods of saving data, and are both acceptable. Backups should be stored in a different location than the primary data centre used for the software. This is to ensure that if there is a failure at the data centre, the backups remain unaffected. Check that your data backups are stored on a secure Canadian server in a different geographical location from the data centre.
What does your contract say?
A final critical check is to read the provider’s agreement to see who owns the data. While you may be given private access to your database for the duration of the contract, some software providers may keep the data once that contact is up. To maintain access to your data or to transfer it to another provider, make sure that the contract states you own your data and it will be provided to you at the end of the agreement. There is typically a small fee for the time and effort of providing data, which you may wish to be familiar with ahead of time.
Read more about security and other considerations in our Canadian HR software buyer’s guide.