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nowHIRE White Papers & ResearchCurrent White Papers (Requires Brief Registration)
Fact: Record financial sanctions for worksite enforcement violations were imposed by the federal government in 2010. Fact: The Government will continue to enforce immigration laws to employers through I-9 audits, finebs, debarments and other enforcement strategies according to Secretary Janet Napolitano, the head of DHS. Fact: All employers are at risk for sanctions investigations in 2011, regardless of size or location(s). Reduce Your Risk by downloading nowHIRE's Latest Article "How to Avoid Costly Mistakes and Ensure You are I-9 Compliant. You'll learn: - Four (4) Simple Steps to Keep You Compliant
A new series from nowHIRE, High Volume Hiring Brief, addresses key pain points and unique challenges faced by organization with high-volume hiring needs. This month's inaugural article, "HR as Profit Center = Smart Hiring + Tax Credits," discusses how tech savvy hiring can impact the bottom line and quarterly financials. Topics discussed include:
Pressure is mounting on companies as I-9 compliance and employment verification becomes a more time-consuming and complex problem for the nation's businesses. Get the latest information from nowHIRE's complimentary white paper to effectively manage I-9 compliance. "Don't Let the ICE Man Cometh: Effectively Manage I-9 Compliance Using a State-of-the-Art System" provides the latest information on penalties for non-compliance, how E-Verify fits into the equation and how automation can take the headache out of the employment verification process.
Effective talent management in healthcare begins with understanding the true value of talent to an organization. People costs account for up to 70 percent of the total cost of doing business—and with good reason. It's people who administer medication, prep operating rooms, and provide hospice comfort and a thousand other skilled functions that make the healthcare industry what it is. However, the healthcare industry suffers from a turnover rate of 15.5 percent overall, and as much as almost 40 percent for niches such as assisted living RNs and Certified Nursing Assistants. Since the cost of turnover is estimated at 1.5 times the salary of a departing employee, it is in every organization's financial interest to hire well. 
Going green is all the rage, but it's more than a fad; it's a global necessity. The need to conserve resources reaches across all sectors of life, so it's natural that businesses would follow suit. In a 2007 survey by accounting firm Grant Thornton LLP, 77% of executives said they anticipated spending more on green-minded programs. In addition to all the corporate social responsibility initiatives companies undertake, they can also take steps to streamline and even transform business processes to be environmentally friendly. Organizations can significantly reduce their carbon footprint by switching to paperless recruiting and hiring processes.
Today's jobseekers are a diverse and savvy lot, using the wealth of technology resources available to find and apply for jobs. Organizations need to be creative and compelling in their approach to woo and secure top candidates. The standard, static career site will no longer do. You need to understand the world your candidates live in, how they use technology, and why that affects how you build your site—and your brand. Online social networking has changed the applicant/employer conversation, and you need to embrace and apply elements of online networking in order to join the conversation—and carry it out to a satisfying conclusion for all involved.
Because people are the most valuable resource in any organization, it's a competitive necessity to have the best processes in place to attract, hire, train, identify and retain the best employees. But you also need to have the right system in place to keep track of your recruiting processes and your people. The right applicant tracking system (ATS) automates, evolves and streamlines the recruitment and hiring processes, increasing efficiency and contributing to enterprise-wide productivity. But what exactly is an ATS, and what precisely can it do for your organization? Inside are the answers to the most frequently asked questions about applicant tracking systems.
Effective talent management begins with understanding the true value of talent to an organization. People costs account for 70 percent of the total cost of doing business—and with good reason. It's people who create business plans, develop new products and services, answer customer service calls and ring up purchases at the cash register. Because people are the most valuable resource in any organization, it's a competitive necessity to have the best processes in place to attract, hire, train, and retain the best employees. But you also need to have the right system in place to keep track of your recruiting processes and your people. Whether you are in the market for a new applicant tracking system or you're a first-time buyer, keep in mind that one size does not fit all. The right system can streamline your workflow process, speed time-to-fill and save thousands of dollars in administrative costs - all the while helping you populate your organization with the right people in the right places. 
Finding the right Applicant Tracking System (ATS) is a critical business mandate for small and large companies alike. The right ATS automates and streamlines hiring processes, increasing efficiency and contributing to enterprise productivity. When organizations select an ATS, one of their primary considerations is ease of use for the recruiter or hiring manager. That makes sense, since these are the people who will be using the system to manage their recruiting efforts. But they aren't the only people who'll be using the system. Candidates, both active and passive, will often get their first impressions of employment with your company from the company career site and, if still interested, from the online application process. |
