This Week at Red Branch: Go Mobile or Go Home, Taking Time Off During The Holidays, & How Virtual Interviewing Saves Money

HR, Recruiting

Red Branch Media has had a very exciting week! Check out some of our client wins and new developments from the past week.

Visibility Software posted an article this week about how most companies have gone mobile but they need to keep up with new trends. Not only is it important to have a mobile friendly site but it needs to be appealing as well.

We Are Living in a Mobile World, and I am a Mobile Recruiter

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Think back to when Material Girl was released. That song hit the scene with a bang in 1984. What did your cell phone look like in 1984? If you had one, it was the Motorola Dyna Tac 8000x, priced at just under $4,000 and weighing in at a smidge less than 2 pounds. At that price today, the Dyna Tac 8000x would cost $9,200. THAT is how far mobile has come since the first commercial cell phones, and it just keeps evolving.

The push to take recruiting efforts into the mobile space has been a strong one. By the end of 2013, there will be more mobile devices on Earth than there are people. Everyone and everything is mobile. It’s not just about incorporating a trend into your recruiting practices; it’s about evolving with a new way of life.

Mobile technology is driving big changes in talent acquisition. The number of candidates using mobile devices to search and apply for new job opportunities is growing exponentially –especially in international markets where a mobile device is often the only access people have to the Internet.” –The Brandon Hall Group

Now that we’ve nailed down the importance of going mobile, here are a few very important features to include in your mobile recruiting initiatives that might have a lot to do with your applicant tracking system. Read more…

Recruiterbox has their continued HR and the Holidays series. This week they break down employees asking for time off during the holiday season. Obviously, there are a lot of people that want extra time off to do shopping and spend time with family and friends. How do you as an employer deal with the time off requests?

HR and the Holidays: The “Time Off” Issue

It’s the holidays, and time off requests are rolling in like tins of unwanted baked goods. There are football games, family gatherings, it’s cold and flu season, there are a thousand extra errands to run, and oh yeah…the holidays themselves. This time of year can present a big problem in the world of HR and leadership.

We realize that everyone has a life outside of work, but that doesn’t mean that production stops. This is still a business, and the buck stops with management. Here are a few tips to get you through this tough HR and management tangle during the holidays.

Plan Ahead

Ask everyone to get their time off requests in as early as possible. This should be done in a friendly email or memo and it should communicate clearly exactly how these requests should be placed. If your company has a self-service portal, give clear instructions on how to use it and let it be known that there is only one way to request off.

Planning ahead means more than scheduling ahead, it means having a plan of action. Sometimes an employee’s time off request happens to land on a big dead line or smack in the middle of a project in which you will need them. This shouldn’t be an automatic decline of their request. If at all possible, create a plan of action with them that allows them that time. For the employee, this may mean working ahead, putting in extra time or making the proper preparations to work remotely. Read more…

GreenJobInterview posted an article that talks about their four different products and how they are better than their competitors. Read why below.

What’s the Difference?: Virtual Interviewing Software

Screen Shot 2013-12-16 at 10.02.02 AMDid you know that more than 60% of companies are now using video interviewing in their recruiting process? What about the fact that we saved our clients $18 million in the last year? Virtual interviewing, video interviewing, digital interviewing, no matter what you call it, it has firmly entrenched itself in the lives of the majority of your colleagues.

Virtual interviewing saves money and it saves time, so what was once viewed as the “scary new tool” that only Fortune 500 companies could use, is now a game changer for smaller companies too. As this industry keeps expanding its reach, more and more and companies and options have popped up. From the consumer’s standpoint, it must feel like walking down a never-ending aisle of the same exact products. And not every company does a good job of differentiating itself. How can an HR organization know if a certain product or platform is right for them? How can a staffing company figure out which type of digital interviewing they want to implement? These questions can be difficult to answer in a world that still thinks video resumes are the same as video interviewing (hint: they’re not). Read more…

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