November 29, 2016

Construction, engineering and manufacturing employees

Recruiting isn’t easy but for employers in the skilled trades; it’s especially tricky.

Boomer generation retirements reveal an enormous skill gap and visible talent shortage which is creating a competitive and limited market of skilled candidates. Because of this, it’s more important now than ever, to make sure that your company’s recruiting strategy isn’t just cutting through the clutter, but through the competition.

At BirdDogHR we know it isn’t easy, but we’ve got some recruiting tips from Construction, Engineering and Manufacturing employers that can give you a head start in selecting and retaining the best candidates for your organization.

Recruit and retain your candidates by:

  • Offering opportunity
  • Finding those who will thrive in your culture
  • Test candidates focus and core competencies
  • Expand your reach to those who aren’t looking
  • Prioritize employee development
  • Lean on automation to free up HR for strategic thinking

BirdDogHR has all of the resources to help you in your candidate search from our own fully integrated Talent Management System to our experienced Managed Services team which is ready to serve as an extension of your HR team.

September 16, 2016

Hashtag image

It’s no secret that social media can be good for business, but most people don’t know that it can also be invaluable for recruitment. BirdDogHR’s Michelle Stedman wrote an article for HRO Today about using the right hashtag to reach the right talent.

Hashtags are a string of characters behind a pound sign. They mean different things on different platforms but typically hashtags are used for organizing ideas or topics. An example would be a job seeker searches Twitter for #Jobs. In return they’ll see an entire feed of people and companies posting their job openings. Or they could search #HRJobs or #TexasJobs.

In the article, Stedman dives into the different kind of hashtags and two of the platforms that utilize them: Twitter and Instagram. Learn more about using social media for recruiting.

September 14, 2016

Buffer logo

Social recruiting can find employees that fit your company needs, but if you aren’t managing your social media accounts appropriately you could miss out. Do you know the specific analytics of your social media accounts? What time of day is best to post on your company Facebook wall? Or advertise a new blog post on Twitter? Pinpointing these small details on your social channels can be a full-time job in itself, unless you’re connected to Buffer.

BirdDogHR Recruitment and Applicant Tracking System customers have full access to Buffer’s social media management services. With Buffer, BirdDogHR customers are able to post to hundreds of different social media sites.

On Buffer, as social media content or job postings are created, you can easily select which of your accounts you want to post to. Buffer allows you to post the same message to all of your accounts or create a customized message in case your Facebook post needs to be tweaked for your LinkedIn audience.

Buffer understands your social analytics and shares your content at the best times throughout the day, so your followers and jobseekers will be more likely to see your updates.

September 9, 2016

OFCCP logo

An Applicant Tracking System (ATS) not only finds your organization the best applicant out of a large candidate pool, but also can ensure accurate record keeping and compliance, especially for federal contractors. The Office of Federal Contract Compliance Programs (OFCCP) was put in place to assess the effectiveness of federal contractor’s Affirmative Action Program (AAP). It’s important to have an ATS that’s built with your compliance needs in mind as federal regulations are constantly changing or updating.

August 24, 2016

Stick figure holding mobile phone

Social recruiting, social hiring, social media recruitment. Regardless of which term you prefer, all mean the same thing and all are important for a successful recruiting and hiring process. Social media has become a critical part in the recruitment stage and isn’t going away anytime soon. Whether your organization is social media savvy or not, leveraging platforms like LinkedIn, Twitter, Facebook, etc. can improve your chances of snagging candidates that seem out of reach.

Use Social to Boost Your Employer Brand

Are you using social media to promote your employer brand? If not, your online presence may have become outdated. Using social media is a simple way to give the world an inside view of your employer brand. Having a consistent corporate message across all platforms is important for building and maintaining relationships with jobseekers. Provide timely information about company news or current job openings to keep followers up to date.

August 8, 2016

Man looking at his tablet device in a coffee shop

As any good HR manager knows, social media can be a very powerful tool when recruiting new employees. Companies have turned to Facebook, Twitter, and other networks to help build their company’s image to attract potential candidates. When done correctly, you can incorporate social media into your hiring strategy by sharing images from corporate events and your daily corporate life, all with the goal of showing off what makes your company great. Today we’re going to share some tips on how to best leverage social media to grab new talent and incorporate social media fully into your recruiting strategy.

Identify Your Social Employment Brand

Attracting potential candidates to your company is one thing; attracting the right potential candidates is another. Understanding how you plan to show off your company is important to ensure new employees thrive underneath your company’s values and goals and get along with their employees. This can be accomplished by nailing down your corporate employment brand, defined as how your mission, vision and corporate culture are perceived on social media. In other words, how to do you show that your company is a great place to work?

August 5, 2016

Young man wearing glasses smiling at coworker

The time for adaptability is now, adaptable to the changing workforces and those in it. Millennials are entering the workforce in great numbers which will only increase with time. In fact, the quest to name the next generation, the generation that is expected to succeed and surpass the Millennials, has already begun. You can either run from it or adapt.

In March of 2015, MTV surveyed 1,000 children born after December 2000 to find a name these children wanted to associate themselves with. With 544 different options, the unofficial next generation name was chosen. The Founders.

April 19, 2016

Sticky note image

As race, gender, disability, and veteran unemployment rates remain high, the OFCCP has made it their priority to end discrimination over minority groups during the recruiting process. Many federal contractors main challenge is remaining compliant as the OFCCP makes policy changes. Recruiting software can keep up with changing compliance regulations and assist with recruiting record keeping to help those HR leaders that wear multiple hats. 94% of HR leaders say their ATS or recruiting software has positively impacted their hiring processes by creating compliance and delivering a specialized skill-set. (Source)

February 8, 2016

Mobile phone infographic image

As mobile devices become easily accessible to the public, job seekers are using them more and more often to search for jobs. If your career page isn’t mobile-optimized, you could miss out on opportunities or worse, let the competitor snag the top talent out from under you. It’s important to make your job postings accessible from a mobile device as mobile recruiting transitions from a trend to an established form of recruiting. 70% of job seekers stated that they use their smartphone or tablet as a critical tool in their search (Source).

As many job seekers already utilize mobile-optimized career sites, it’s important that you to get hooked on mobile recruiting. As Millennials enter the workforce they expect a quick and easy application process because they grew up in the age of the smartphone where information was only seconds away. The longer and trickier you mobile application processes takes, the faster you will lose candidates to competitors. Make the application process quick and enjoyable for those highly sought after candidates, because if it’s not, they will go someplace that is. 9 in 10 job seekers report they are likely to use a mobile device during their job search and application process within the next 12 months (Source).

November 11, 2015

Thank You Veterans

BirdDogHR would like to share our gratitude to all that have served in our military. In honor of Veterans Day, we praise you all for the sacrifices made every day for our country.

Connecting companies that want to hire veterans with this highly skilled talent pool is a recruiting strategy that we can help with. BirdDogHR offers easy access to veterans looking for work while simultaneously helping organizations meet OFCCP veteran recruitment outreach regulations.

Prominent leadership and loyalty are characteristics showcased by veterans. In order to reach those skill sets the BirdDogHR ATS offers enhanced job distribution to veteran-focused job boards. Our job distribution is available with RecruitMilitary, Military Pipeline and ArmedServicesJobs job boards that have a main focus on helping veterans re-enter the workplace.

Happy Veterans Day from BirdDogHR and thank you for your service and sacrifice. You are the definition of the American Hero. 

April 2, 2015

It’s a constant challenge that doesn’t have to be a challenge at all.

Using a mobile device to reduce recruiting challengesRecruiting top talent for your organization should be as simple as flipping a switch. Why? Because your company’s reputation in the industry should already have top recruits lined up, waiting for the next opportunity to be one of the few who gets to walk in the door. Once that job posting goes up, they come calling.

It’s a nice thought, isn’t it? So, how do you get from this long-shot thought to an everyday reality? It may not be as far away as you think.

Put yourself in the recruit’s shoes. Who do you want to work for? Is it a company that is on the cutting edge of technology that will connect with you in the ways and places you’re most comfortable with, or is it an “our way or the highway” organization that hasn’t changed their recruiting policies in decades? One that makes you put in hours of work just for the privilege of applying for a job.

In our Top 5 Recruitment Strategy Trends for 2015  whitepaper, we break down five strategies that companies are implementing to become the “go-to employer” for top talent in the industry. They include:

Simplify Your Recruiting and Hiring