This Week at Red Branch: Reference Checking, Being Tech Savvy, Layoff Preparation

Employees, Millenials, Recruiting, Retention

We have been very busy reading, writing, and posting all over the internet for clients this week. Here is a quick glance of what we’ve been up to at Red Branch Media.

Doing a reference check is usually a step that is skipped during the hiring process. This week Recruiterbox posted an article with four tips to make checking a candidates references easy and valuable.

4 Tips for Smarter Reference Checking

Reference checking can be a pain. Often times it is unsatisfactory and time-comsuming. Unless you have a defined process for reference checking, you can be stuck with a whole lot of nothing. The goal of obtaining the proper information to make an objective decision about the hiring of your candidate can be impeded by legalities, small talk and opposition from former employers.

When you streamline the process, and focus on efficient and effective questions and practices, reference checking can become a whole lot more simple. When creating your own process for reference checks, consider the following:

Save Reference Checks for Last

It is common practice for companies to save reference checking until they are ready to make the candidate an offer. This practice saves time and shows respect to the candidate. When you consider that it might not be common knowledge that this candidate is looking for a new position, it is best to save this step for last. It isn’t always plausable that the candidate will inform their current employer of their potential move. Read more tips…

We have all been talking about Millennials entering the workforce for a while now. Wowzer has released an article about how a tech savvy company will attract more Millennials than one that isn’t. Where is your company headed?

Landing College Talent with Video Interviewing

small__6761027605These younger candidates are looking for technology, flexibility and guidance in their candidate experience. You can offer them all of the above with video interviewing. In fact, quite often, this new generation of workers will choose these things over monetary compensation. Attracting talent, means knowing what they’re looking for.

Lure Them In with Your Tech Appreciation

This new generation of talent is beyond tech savvy. Technology is entirely native to them. By offering video interviewing, it shows that you share the same appreciation for technology. The interviewing process is one of the first impressions that you will make on candidates.

According to a recent study in the journal, Personal and Ubiquitous Computing, “Smartphone users have developed what they call ‘checking habits’ — repetitive checks of e-mail and other applications such as Facebook. The checks typically lasted less than 30 seconds and were often done within 10 minutes of each other.On average, the study subjects checked their phones 34 times a day, not necessarily because they really needed to check them that many times, but because it had become a habit or compulsion.” Read more…

Careerminds posted an article with simple easy steps to prepare for a layoff.

Preparing for a Layoff Meeting in 3 (kind of 5) Steps

Downsizing, layoffs and reductions in force…whatever you want to call them, are tough. Being prepared is so very important. There’s a lot on the line here, feelings, reputations and livelihoods should all be treated with respect. Thinking back to meeting planning 101, this meeting should have a structure, including a beginning, middle and end. CareerMinds has taken the guess work out of this structure by breaking down the seven steps to a layoff meeting.

The Beginning from the Manager

Get straight to the point. This is awkward enough without starting off with small talk. This can feel abrupt, but you’re doing no one any favors by circling around a point for an hour. Immediately notify the employee of the layoff and give them the real reason. Handing the employee a load of bull about why this is happening will only come back to haunt you. Stick to the truth and make it brief. Read more…

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