Jazz Notes https://notes.jazz.co Bridging the gap between recruiting and performance. Wed, 25 May 2016 15:29:59 +0000 en-US hourly 1 Enhancing the Candidate Experience with Workflows https://notes.jazz.co/2016/05/25/enhancing-candidate-experience-workflows/ https://notes.jazz.co/2016/05/25/enhancing-candidate-experience-workflows/#respond Wed, 25 May 2016 15:21:39 +0000 http://notes.jazz.co/?p=5150 Stay organized and improve communications with recruiting workflows A candidate’s experience with your company’s hiring process is a reflection of […]

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Stay organized and improve communications with recruiting workflows

A candidate’s experience with your company’s hiring process is a reflection of your organization’s culture, mission, values, and people.  If a candidate has an awful experience, they are unlikely to take a job with your company, let alone recommend your organization to people in their network.  A good candidate experience is characterized by a visibly organized processes, clear communications and supreme responsiveness. Here’s some best practices to add a wow factor to your candidate experience:

Don’t Leave Candidates Hanging

Qualigence International, a prominent U.S. recruiting research firm found that a poor candidate experience occurs when hiring teams leave candidates wondering about their status. When outlining the various reasons for a poor experience, candidates indicated the following reasons:

  • 86% never received confirmation emails from recruiters.
  • 83% never received notice when the position was filled.
  • 58% said that employers never communicated how long the hiring process might take.

Enhancing your Candidate Experience

Jazz customers are able to ensure strong candidate communication by building complete recruiting workflows. The simple act of building a workflow within Jazz helps a hiring team think through and document the key recruiting milestones within their organization. A clearly defined recruiting process helps recruiting teams articulate a general hiring timeline to would be employees.

using workflows

Within Jazz, workflows can be linked to automated tasks and emails and these workflow helpers can be attached to recruiting stages to automate activities such as:

  • Providing a standard phone screen interview guide to the initial recruiting stage.
  • Assigning a task to a recruiting coordinator to check references.
  • Sending a scheduled email to inform a less preferred candidate that they are no longer being considered.

using workflows

Workflow Best Practice

Workflows can be created one time for the entire company. Once the workflow is connected to a newly created job, it can be customized. Once a workflow has been a attached to a job, hiring managers can customize the workflow with position-specific interviews and automated emails or tasks. In order to tailor your communication to candidates, automated emails can be branded and templated with dynamic fields containing candidate-specific and/or position-specific language.

using workflows

If you organize your recruiting process around hiring workflows within Jazz, top-notch candidates will notice your orderly approach and admire your attention to detail.  Exceptional candidates who might not have been a good fit for your previous job openings will be impressed by your strong communications during the recruiting process. These “missed connections” can remain in your passive candidate pool and may be more likely to apply to jobs in the future.

By harnessing the power of workflows, you can enhance the candidate experience while at the same time improving your recruiting process and eliminating busy work.

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Defining Your Hiring Process Using Roles & Permissions https://notes.jazz.co/2016/05/23/using-roles-and-persmissions/ https://notes.jazz.co/2016/05/23/using-roles-and-persmissions/#comments Mon, 23 May 2016 17:03:05 +0000 http://notes.jazz.co/?p=5141 Define your Hiring Process using Roles and Permissions Information is sacred. Sensitive pieces of data falling into the wrong hands […]

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Define your Hiring Process using Roles and Permissions

Information is sacred. Sensitive pieces of data falling into the wrong hands could create a crisis for you, your team, and your company. Don’t let that happen! Use roles and permissions to define your hiring process before you begin the implementation with any system. Understanding how members of your team can access the system, before you fully integrate your organization, will save you panic and lost sleep. If you’re like me, you value your time snuggled up in blanket at night without the worry of what your employees could know. With that in mind, let’s dive in! Outlined below are the roles and best practices to help you accomplish this task using the Jazz Platform but this train of thought is useful for any system.

Owner (Tour Manager)

The supreme leader of your Jazz account! There can only be one owner for each Jazz account. This person is the primary point of contact for Jazz and is responsible for configuring the implementation of the system. The Owner role functions almost identically as the Administrator except for one extra section, Privileges. The Privileges section allows the Owner to define overarching permissions for the User and Recruiter roles. Make sure to review these and set them accordingly before you begin inviting new team members into the system.

Administrator (Lead Singer & the Band)

Administrators are the top of the role class. They are the coach of the team, the star of the play, the conductor of the orchestra. This role type does it all and knows it all. Provide this to the team members that are entrusted with all forms of sensitive data. This includes running reports, creating templates, and changing settings. Administrators can see all candidates, jobs, and completed evaluations so only give this account to team members that require this enhanced level of access.

Recruiter (Guest Appearances)

Working with third party recruiters or staffing firms? This is the role for them! Not to be confused with internal recruiting titles, the Recruiter role is a heavily locked down account. When given this permission type, the only candidates that are visible are those they submit themselves. They cannot see other profiles in order to prevent poaching. Just like with hunters around the world, poaching isn’t acceptable and Jazz provides you a way to prevent this.

User (Technicians, Dancers, Crew members)

The role that is used when none of the above fit! In this instance, it is okay to be like everyone else. User is the default permission level to give members of your team. This role can perform the basic functions within Jazz such as screening candidates, conducting interviews, scheduling events, and conducting evaluations. They can even be set to allow for job creation or can be further restricted from seeing other’s evaluations and comments. User accounts are not able to see sensitive information, such as Salary and EEO information, keeping those secrets safe within the system!

Define your Process (Plan the tour)

Armed with this knowledge, you can now implement the correct permissions levels for your organization. With an understanding of what your team members have access to, you can accurately define your hiring process for your company within the Jazz Platform or any system within your organization. You will now know who can see what information and ensure that the right people are taking action to efficiently move candidates through your pipeline!

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Should companies start offering pet bereavement leave? https://notes.jazz.co/2016/05/19/companies-start-offering-pet-bereavement-leave/ https://notes.jazz.co/2016/05/19/companies-start-offering-pet-bereavement-leave/#respond Thu, 19 May 2016 19:56:03 +0000 http://notes.jazz.co/?p=5129 Market research firm, Harris Poll, recently reported that nearly all pet owners in the U.S. (95%) consider their pet to be a […]

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Market research firm, Harris Poll, recently reported that nearly all pet owners in the U.S. (95%) consider their pet to be a member of the family. Some pet owners show this affection by showering their pet with gifts, home cooked meals or even birthday parties – I’m guilty of 2 of the 3 myself ;). So when the inevitable day arrives and your beloved pet passes, should your employer give you paid leave? More companies are saying – Yes. And here’s some of the reasons why:

Dr. Lianna Titcombe, director for the Pet Loss Support Group of Ottawa and advocate for pet bereavement leave, says it’s important for companies to introduce standing policies for bereavement time off for the death of a pet. “Many people who come through the door of our support group see the loss of their pet as significant as the loss of a spouse; and many relate it to like losing a child, especially the ones who do not have human children.”

While employers are not obligated to, it’s not out of the ordinary for some to quietly grant bereaved pet owners time off on a case-by-case basis. As in many cases, an employee cannot perform at their best under the stress of grieving for their loss.

According to CBS News, some U.S. companies have started offering this boutique benefit to their employees, including, pet insurance provider Trupanion, Maxwell Health and software company VM Ware. Trupanion gives employees one paid pet bereavement day. While Maxwell Healtha and VM Ware do not have formal pet bereavement policies in place, they are flexible about granting days off. Kimpton, a San Francisco-based restaurant and hotel group made Fortune’s “Best companies for dog and cat lovers” list for giving its pet-parent employees perks like pet insurance, bereavement leave, and on-site amenities like water bowls, treats, beds and toys.

Those who oppose the benefit wonder how the line can be drawn. If it’s okay to allow time off for the death of a dog or a cat, does the same apply to a hamster, fish or a lizard?

What do you think?

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The Cost of the Closet and the Rewards of Inclusion https://notes.jazz.co/2016/05/17/the-cost-of-the-closet/ https://notes.jazz.co/2016/05/17/the-cost-of-the-closet/#respond Tue, 17 May 2016 13:06:23 +0000 http://notes.jazz.co/?p=5115 A recent report published by the Human Rights Campaign (HRC) found that more than half of our nation’s LGBT workers are in the […]

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A recent report published by the Human Rights Campaign (HRC) found that more than half of our nation’s LGBT workers are in the closet, and over 30 states have no laws governing workplace discrimination against sexual orientation or gender identity. While our state laws catch up, HR departments can lead the charge in creating a safe space for everyone to feel comfortable at work.

Why does this matter?

It boils it down to engagement and retention. HRC’s study found that 1 in 4 employees will stay in a job specifically because the environment is inclusive. While this study is specific to the LGBT community, the same principles can be applied for anyone in a minority group. Having a positive workplace perception is key to productive employees who add value to your organization.

The business impact of retaining your performers along with engaging all of your employees to ensure health and happiness of your organization is a win-win. HR leaders have long touted the importance of employee engagement–regardless of gender identity, sexual orientation or any other classification. HRC reported that 30% of LGBT workers have felt distracted, unhappy, or depressed at work due to lack of engagement and unwelcoming environments.

This feeling can be contagious and could create an overall negative attitude that discourages collaboration and productivity. Employee engagement is critical — a survey by the Harvard Business Review ranked high level of employee engagement as the third most important factor for success in a business.

But don’t worry — it’s not a complete uphill battle. Over 70% of LGBT employees confirmed that their supervisors have never made negative comments about LGBT people. For the most part, company’s have their heart in the right place and are taking extra measures to include and empower every worker to feel engaged, comfortable, and productive.

For more information about how you can build an inclusive work environment, join us for an exclusive webinar this Thursday, May 26th, hosted by: Beck Bailey, Deputy Director of Employee Engagement at the Human Rights Campaign.

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Increasing Adoption Amongst Teams: Collaboration Best Practices https://notes.jazz.co/2016/05/16/increasing-adoption-amongst-teams-collaboration-best-practices/ https://notes.jazz.co/2016/05/16/increasing-adoption-amongst-teams-collaboration-best-practices/#respond Mon, 16 May 2016 14:00:04 +0000 http://notes.jazz.co/?p=5093 As a recruiter or hiring manager, you’re determined to find a top performer for your open position and have a […]

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As a recruiter or hiring manager, you’re determined to find a top performer for your open position and have a laundry list of “must-haves” to check off when comparing potential employees. Your ideal candidate profile probably includes some of the following characteristics:

  • Effective communicator
  • Relevant experience
  • Strong decision-making skills

But above all, you should be searching for a candidate with the willingness and ability to collaborate effectively. And here’s why: transformative organizations increasingly rely on collaborators who can work well across teams and in a myriad of scenarios.  

In a recent article, Forbes Magazine explained Why The Ability To Collaborate Is The New Competitive Advantage, and how this advantage extends to both high-performing candidates and high-performing hiring teams. Collaborative best practices are a differentiator for many candidates, and are essential to your hiring strategy.

Collaborative Hiring Teams Succeed

There are many advantages to including key stakeholders in a collaborative hiring process:

  • Leverage the knowhow of domain experts on your team  
  • Ensure early feedback and buy-in from your top decision-makers
  • Maintain a diversity of opinions that can help your team reduce oversights and avoid hiring mistakes

As experts in the field have noted, including your team in the hiring process increases the team’s commitment to making the new hire successful. Hiring teams that implement collaborative processes using effective tools can track team discussions while experiencing great efficiencies with reduced “busy work”. Ultimately, keeping track of your hiring process on a digital platform can allow your hiring team to accelerate the time to find an ideal candidate match.

Collaborating with Jazz

Jazz customers succeed at finding top performers and strong collaborators by leveraging a variety of team-oriented tools. Collaborative features within Jazz can be customized with individual preferences to meet each user’s specific needs. In the following examples, we’ll explore just some of the ways that Jazz enables hiring teams to collaborate and improve adoption by key stakeholders.

Requesting Comments

You may have colleagues who are new to recruiting software and have not yet logged into the platform. To make steps toward involving these collaborators, you can request comments via email so that they can add their feedback to specific candidates without ever having to login to Jazz. Their comments will be collected in the Discussion tab with all of your other candidate feedback from other sources.

requestingcomments

Daily Digests

As your teammates start to see the value of collecting all candidate feedback in one place, they may be interested in tailoring the Jazz experience to fit their needs. In order to stay abreast of the current candidate pipeline, collaborators within Jazz can adjust settings within their personal profile that allow them to receive daily digest emails with all new candidates or upcoming interviews.

dailydigests

Calendar Sync

The next step in engaging your team with Jazz is interview scheduling. To streamline interview scheduling, users of Jazz can integrate their Outlook or Google calendar.  Those users who schedule interviews will be able to see when the interviewers are available and can add interviews to other’s calendars without ever leaving Jazz.

calendarsync

Interview Guides

Jazz users can use Interview Guides to prepare hiring team members prior to an interview. Organizing Interview Guides within Jazz allow you to:

  • Coordinate questions and feedback across your hiring team
  • Provide candidate feedback on a desktop or mobile device
  • Send Interview Guides to non-Jazz users
  • Remind interviewers to input their candidate feedback

Interview feedback collected in the Interview Guide is documented and added to your ongoing candidate discussion stream. Jazz also provides the ability to report on major metrics that matter, including data collected during the interview guide process.

interviewguides

These are just some of the features that Jazz offers to enable collaborative engagement with your hiring team. Jazz allows your team to make collaboration your competitive advantage in talent acquisition and beyond.

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Recruiting Intelligence: How to Hire the Latest Round of Grads https://notes.jazz.co/2016/05/10/graduating-class-of-2016-what-hr-needs-to-know/ https://notes.jazz.co/2016/05/10/graduating-class-of-2016-what-hr-needs-to-know/#respond Tue, 10 May 2016 21:04:48 +0000 http://notes.jazz.co/?p=5071 The job market is looking pretty rosy for the graduating class of 2016. The unemployment rate for graduates is 5.0%, […]

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The job market is looking pretty rosy for the graduating class of 2016. The unemployment rate for graduates is 5.0%, the lowest it’s been since 2008 according to the Bureau of Labor and Statistics. With Millennial job seekers on the rise, Employers must understand Generation Y as a persona in order to build a successful hiring strategy. Here’s what you need to know:

Technology has shaped their entire lives

The class of 2016 was born in or around – wait for it – 1995! That means most of these graduates have been raised in homes with computers and internet, drastically shaping the way they learn and interact with the world around them. Thus, this graduating class has grown accustomed to finding information in a matter of seconds, replacing Encyclopedias with Search Engines like Google and Bing. The arrival of smartphones and tablets have further facilitated their need for instant gratification, but have made Millennials extremely resourceful and self-reliant.

They will likely change jobs

While former generations, specifically Baby Boomers, strove for longevity in a single role or company, graduates from the class of 2016 will frequently change jobs throughout their lifetime. A recent study published by LinkedIn reported that young millennials are on track to surpass four job changes by the time they hit age 32. For comparison, Gen-Xers who graduated college between 1986-1990 averaged about two job changes in their first 10 years out of college. So why are Millennials more inclined to jump ship? Analysts suggest that with increased connectedness; Millennials are better positioned to try new environments and/or positions until they’ve found a perfect fit.

Social Media is Everything

The use of social media has grown considerably over the last decade, and doesn’t seem to be slowing anytime soon. According to Pew Research Center, 75% of all Millennials have created a social networking profile compared with 50% of Gen-Xers, 30% of Boomers and only 6% of the Silent Generation. Among those surveyed in Pew’s research, Millennials stand out from other age groups with the frequency in which they visit social media sites. According to Pew, about 29% of Millennials visit their favorite social platform multiple times per day, while only 19% of Gen-Xers and 11% of Baby Boomers visit their preferred social networking site multiple times per day.

So what are the biggest take-aways for you to keep in mind as you hire the next wave of college graduates?

  • Embrace technology and adapt to new communication trends.
  • Invest in employer branding to attract and retain quality candidates.
  • Broadcast your jobs everywhere Millennials are looking: Twitter, Facebook, LinkedIn

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Why SEO is a big part of your Employer Brand https://notes.jazz.co/2016/05/06/seo-employer-brand/ https://notes.jazz.co/2016/05/06/seo-employer-brand/#respond Fri, 06 May 2016 14:40:54 +0000 http://notes.jazz.co/?p=5058 Like consumers, today’s candidates really do their homework to make sure a company is the right fit before applying or […]

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Like consumers, today’s candidates really do their homework to make sure a company is the right fit before applying or accepting a job. But unlike consumers, a job seeker has much more on the line when deciding to take the plunge into employment with your business. And if your brand doesn’t match job seekers expectations, or their SEO results, they’ll have no problem moving on. Try incorporating these simple SEO tips and tricks into your employer branding strategy to be everywhere top candidates are looking:

Increase Ranking

Include relevant, high-volume keywords on your website to help better rank for the terms top job seekers are looking for. Using the right keywords and making relevant content available for candidates across a variety of outlets will drastically increase the likelihood that candidates will find (and stay) on your site. To get a better feel for what keywords are sticking with your prospects, you can use forecasting tools like: SEMrush, and Google’s Keyword Planner.

Building Content 

So now that you have an idea of what keywords your prospects are looking for, it’s time to create some relevant content to reel them in. Building and maintaining a blog is probably the most common (and successful) SEO engine for businesses of all sizes. Start blogging regularly (around 3x/week) using your keyword research as the foundation of topic development. Once you get into a regular cadence of producing content, you will see a natural lift in traffic, SEO/SERP rankings, and will organically develop better relationships with consumers and candidates.

Getting Social

Google searches tend to show results for social media postings, and content published from your website – allowing you to cast an even wider net of impressions. Develop a regular rhythm of publishing your job openings, blog content and company news to Facebook, Twitter and LinkedIn to help build rapport with prospective candidates. If you haven’t updated your company’s social profiles in awhile, replace outdated images with visuals of company perks or photos that showcase your organization in a positive light.

Do you have any other SEO strategies for building a successful employer brand? Let us know!

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Rising Wages Linked to Shortage of Talent https://notes.jazz.co/2016/04/29/report-confirms-accelerated-growth-wages-retain-talent/ https://notes.jazz.co/2016/04/29/report-confirms-accelerated-growth-wages-retain-talent/#respond Fri, 29 Apr 2016 19:16:12 +0000 http://notes.jazz.co/?p=5029 The competition for top talent continues to be fierce among U.S. private sector companies, according to the latest quarterly report […]

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The competition for top talent continues to be fierce among U.S. private sector companies, according to the latest quarterly report published by ADP Research Institute, an affiliate of payroll services provider, ADP. Report findings demonstrated that the U.S. labor market improved in the first quarter of 2016, with faster wage growth in almost all industries and across all age groups.

Analysts suggest the rising wage growth appears to be a reaction from employers in an attempt to retain high-performing employees in a tightening labor market. Over the past year, full-time job-holders (individuals who stay in the same job) saw an increase of half a percentage point in wage growth, while full-time switchers (individuals who jump from one full-time position to another) saw a slight decrease in wage growth. Although this increase in wage growth is significant for full-time holders, job switchers still maintain higher overall wage growth.

ADP_Chart

Source – ADP Workforce Vitality Report

The index, which measured total wages paid to U.S. private-sector workforce, grew by 3.2 percent compared to a year ago. Ahu Yildirmaz, vice president and head of ADP stated, “The findings may be a signal that continued employment growth is leading to a smaller pool of available talent, in turn motivating employers to increase wages to retain experienced workers.”

The assessment is shared by HR consultancy Mercer, who recently published the 2016 Global Talent Trends Study. Mercer’s study shows that 9 out of 10 organizations anticipate the competition for talent will continue to increase in 2016 – with more than a third expecting that increase to be significant.

“Employers are experiencing ever-growing competition for labor. At the same time, unemployment remains high in many countries around the world. The issue goes well beyond lack of available talent,” said Ilya Bonic, Senior Partner and and President of Mercer’s Talent business. “It’s a lack of the right talent where and when it is needed to drive competitive advantage and deliver business results. For talent that has analytics skills, inspirational leadership capability, and a global mindset, demand continues to exceed the supply.”

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How To Answer The Most Common Interview Questions https://notes.jazz.co/2016/04/27/most-common-interview-questions/ https://notes.jazz.co/2016/04/27/most-common-interview-questions/#respond Wed, 27 Apr 2016 18:20:29 +0000 http://notes.jazz.co/?p=4987 So you’ve made it past the resume bots and screening stages to land an in-person interview. Congratulations! Now comes the […]

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So you’ve made it past the resume bots and screening stages to land an in-person interview. Congratulations! Now comes the time, perhaps your only shot, to impress the hiring manager and get an edge on your competition.

To help you nail your interview, we’ve put together a short list of the most common interview questions and how to answer them so you’re prepared for the big day. Let’s go through the line-up!

  1. Why you do want to work here?

In this situation, the interviewer wants to make sure you’ve given the opportunity some thought. They’re also looking to make sure you’re not blindly sending your resume just because there is a job opening. Make sure to highlight the homework you’ve done on the company, your intrinsic interest in the role, and why you’d be a stellar fit. Here’s an example, “I’m interested in this position because I wholeheartedly believe in your mission, and am aligned with your values as an organization.”

  1. What is your biggest weakness?

Now this is a tricky one. Some people will make the mistake of trying to disguise a weakness with a badly spun positive. For example, “I’m too much of a perfectionist,” or, “I’m a workaholic!” The truth is, interviewers have heard these responses more often than not, and would rather you just be honest. A successful response to this question requires two parts:

  • Describe your weakness. Be authentic and pick a weakness that not only aligns to the job, but is fixable. Example, “I turn into a bundle of nerves when speaking in public.”
  • Demonstrate your recovery. You can do this by talking through the steps you’ve taken to improve this weakness. Example, “I’ve started doing mock presentations with friends and family to get more comfortable speaking in large groups.”
  1. Why did you leave (or why do you want to leave) your current position?

In this scenario, most employers just want to ensure you’re loyal and have integrity. If you’re unemployed, be honest and depict your reason for leaving in a positive fashion: “I was a valued member of the team but was let go due to widespread budgetary cuts in the organization.”

If you’re currently employed, focus on what goals you have for your next position: “After a year in my current role, I decided I wanted to be a part of a company where I have a clear growth trajectory and professional development opportunities.”

Do you have any tips for answering other common interview questions? Let us know!

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