Happy Friday! Take a look at this week’s must read articles for recruiters:
Before You Take Your Next Job in Recruiting—the Questions to Ask and Why (Read @ Indeed Blog)
Recruiters know — better than anyone on the planet (except perhaps for journalists and a handful of other professionals) — the importance of asking questions. It’s that necessary step in every interview when they hand the proverbial mic over to the candidate to see what they want to learn about the job. And for a long time, not asking questions of an interviewer was seen as the kiss of death, an immediate write-off that sent countless candidates packing due to a perceived lack of interest, passion, curiosity or preparedness.
What the Research Is Saying About Hiring Autistic Job Candidates (Read/Watch @ ERE)
Job candidates who are autistic are often thought of as a good fit for technology jobs such as roles testing the user experience of a website. But, autistic candidates tend to have skills that fit a wider array of roles, according to Matthew Lerner. Lerner, of Stony Brook University, is a leading researcher on autism-spectrum issues. He’s part of a large, global group of organizations that has taken a look at how to address the sky-high unemployment rate in the autism community.
Nevada Is the First U.S. State to Make It Illegal to Refuse Employment for Marijuana Usage–and It Won’t Be the Last. How to Adjust Your Drug Screening Policies. (Read @ Evil HR Lady)
Nevada wasn’t the first state to approve recreational marijuana usage, but it is the first to make it illegal to discriminate against users. That’s not the language used in the bill, but that’s what the law does. Instead of leaving it up to an employer to determine if they want a drug free workplace, you have to treat marijuana users as equals to non-users.
GREAT JOB DESCRIPTIONS MATTER (Read @ Fistful of Talent)
I black out with rage whenever someone tells me they want TA or recruiting to report to marketing. While recruiting has both a marketing and sales component, the backbone of hiring is the job description—a compensation, compliance, and technical tool meant to define the knowledge, skills, and abilities required to perform the role. Job descriptions are the infrastructure of a comprehensive people and talent strategy, and job descriptions start in HR. Sorry, marketing.
Employers hire the formerly incarcerated despite internal hurdles (Read @ HR Dive)
Transparency and commitment to hiring goals can prevent perceptions from getting in the way, speakers at a U.S. Chamber of Commerce event said. WASHINGTON — A customer once told Jeff Brown, president and CEO of Philadelphia-based grocery chain Brown’s Super Stores, that his future “wasn’t that bright,” since his stores were located in underprivileged communities with high rates of incarceration.
5 Tips to Help You Craft a LinkedIn Message Sales Reps Will Respond To (Read @ Recruiter.com)
“Account executive,” “new business development manager,” “account growth manager”: No matter what you call your sales representatives, they’re the lifeblood of your company. And they’re in high demand. In fact, sales reps consistently rank in the top 10 for the most in-demand talent.
4 Tips for Writing Better Job Posts (Plus Before and After Examples) (Read @ LinkedIn)
You have about 14 seconds to grab a candidate’s attention with your job posts. But the uncomfortable truth is, many job posts are not worth a second glance. “People are straight up guessing,” says Katrina Kibben, CEO and founder of Three Ears Media. “We have never been taught how to write job postings. Honestly, most of us have never been handed a decent example.”
WOTC Questions: Is WOTC Available for Part-Time Summer Employees? (Read @ WOTC Blog)
Yes, WOTC is available for all summer employees, including Summer Youth. If you employ students or other part time workers who are WOTC eligible. The only difference is that it may take slightly longer for them to reach both the minimum (120) or maximum (400) number of hours in order for you to receive full credit due to working part time.
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