2016 Recruiting Tech Trends You Need to Know About

2016 Recruiting Tech Trends You Need to Know AboutIn this special begebenheit of The Recruiting Reel, Janine Woodworth discusses the most important 2016 recruiting tech trends we should all be implementing in the New Year.TheRecruitingReel Episode 8 is live Featuring JanineWoodworth and AllThingsBiz Watch it hereClick To TweetHeres the transcript of the episode Josh Tolan Hey everyone, my name is Josh Tolan and Im the CEO of Spark Hire, the leading video interviewing platform used by thousands of organizations around the world.And this is The Recruiting Reel, a video series in which we discuss real recruiting challenges with prominent recruiting experts so you walk away with actionable tips you can apply to yur own recruiting.Todays episode features Janine Woodworth who is currently a Senior Talent Acquisition Consultant at the Talent Function Group. Throughout her career, Janine has led global talent acquisition projects for some of the worlds largest brands including Apple and Sun Microsystems which was acquired by Oracle.Janines expertise ranges from recruiting systems and operations, process re-engineering, change management, and in-house corporate recruiting for the High Tech and Healthcare industries. This episode of The Recruiting Reel is the 2nd episode of ur two parte New Year SpecialAnd in this episode about 2016 Hiring Predictions, Janine shares a couple recruiting tech trends that she thinks are going take off in the next year.Take it away JanineJanine Woodworth Hi My name is Janine Woodworth, and I am a Consultant with Talent Function. Talent Function is a boutique consulting firm that helps our clients with their recruiting technology and processes. And today Im going to talkto youabout the trends that Im seeing in recruiting for 2016.Certainly the first one Im sure you heard before is recruiting analytics. I anticipate that more and more recruiting organizations are going to jump on this bandwagon and really look to recruiting technology analyt ics vendors to help them with identifying their challenges that they face with regard to people or processes and the technologies.If youve got the right analytics and technology offerings, you can do a what-if analysis, you can really develop some modeling to really optimize the recruiter performance and the bench-strengths you have within your teams.So that I expect to be huge and if youve got the analytics and youve got a data, you can take that to your leadership within your organization to really help drive the budgets that youll need for other technologies or solutions or maybe additional people that you may need on your team.Certainly recruiting analytics is number one, and secondly Im hearing a lot of need in the marketplace for interview scheduling tools and technology solutions. Weve got recruiting assistants that are certainly costly, but its also just the time and the lack of efficiency with how much time our recruiting teams really working to get their interviews on the schedule, all the logistical details with regard to that, and there are technology solutions out there in the market.I think that this is a growing technology, and I expect more and more companies are going to be jumping on that, but we do really have a huge need in the market to reduce the cost of interview scheduling, and wouldnt it be nice if we had some solutions out there that could help us really leverage our Outlook, have candidates self-schedule themselves, if therere revisions to the calendars that have auto-updates in the interview teams Outlook calendars and schedules. So, a lot of opportunity in interview scheduling as well, and expect that well see that in the coming year.Good luck to all of us in our recruiting adventures in 2016. ThanksJosh Tolan The technologies that Janine focused on are already starting to catch on amongst todays most innovative recruiting teams and I do believe that shes spot onwhen she says these technologies are really poised to take off within the next year.Adding on to this, I think that were really going to start seeing recruiting teams embrace theidea of asoftware stack, likemarketing and sales teams are doing at todays leading organizations. The stack is going to be different for each business, but the recruiting teams that can build a stack of effective recruiting technologies and implement them within a repeatable framework for success that empowers new recruiting team members to get up and running quickly those are going to be the teams that win the war for talent in 2016.I want to thank todays expert, Janine Woodworth for coming on theshow. I encourage you guys to check out talentfunction.com and read Janines bio to learn more about her background and even schedule a consultation. And while youre at it, follow Janine on Twitter JanineWoodworth.Thanks for watching The Recruiting Reel, for moreHR and recruiting related content, head over to hr.sparkhire.com and subscribe to our newsletter. Also, follow us on Twitte r, sparkhire. And subscribe to our YouTube channel to be the first to know about the newest episodes of The Recruiting Reel.I hope you liked our two part New Year Special. Thanks for watching Happy New Year and happy recruiting, everyone

Personnel File Access Policy and Links to Samples

Personnel File Access Policy and Links to SamplesPersonnel File Access Policy and Links to SamplesAll Human Resource departments keep extensive records. Thelaw requires HR to keep many of them for certain time periods. Employees are well aware that these records exist (and some are under the impression that the file follows them from company to company, which is not true). Because employees know these records exist, they will want to view them from time to time to see what the file contains. When deciding how to provide employee (and former employee access) keep in mind any laws that apply to your business. Many states have laws that require a company to make specific parts of the file available to current and former employees.Check with your employment attorneyto ensure that your policy is in befolgung with all laws. Federal law, for instance, requires that records related to the Americans with Disabilities Act are kept separate from personnel records. If your company is subject to HIPAA, make sure your medical record keeping is in compliance with that as well. You may have a great deal of leeway in what you allow employees to see in their file. But, keep in mind that even if you determine that an employee cant have access to certain information, such as reference checks, that in the case of a lawsuit that information is discoverable. Therefore, instruct your staff to record things accurately and follow the law at all times. Employee records are not the place for inside jokes or snide comments. These do not go over well in a court of law. As a general rule, having one gatekeeper to the records ensures that procedures are followed and consistent. You dont want one HR manager allowing people to take their records back to their desks while another refuses access at all. Requiring everyone to go through a single source helps keep things consistent and legal. Laws regarding records and record zurckhalten and access are tricky. Make sure that you stay up to date. Th e policy below is a good start for your business, but keep in mind that your state and local laws may vary. Sample Employee Records Access Policy All employees, former employees, and representatives of employees may view certaincontents of their personnel filewith advance notice to Human Resources staff. Documents that relate to the employees qualifications for hire such as the application,promotion,disciplinary action, and transfermay be viewed. Additionally, the employee may review policy sign off forms and training records. Documents that the employeemay not reviewincludereferences or reference checks, records of any investigation undertaken by management, medical records, documents related to a judicial proceeding, any document that would violate the confidentiality of another employee, and documents used for employee planning. Procedure An employee who wants to review the allowable contents of theirpersonnel fileshould contact Human Resources with 24 hours notice (weeke nds excluded). Former employees, or people unknown to the Human Resources staff, must present identification and/or proof of permission to access the personnel file. Employees must review their personnel files in the presence of a Human Resources staff person. Employees may not remove from the office any part of the personnel file. The employee may request photocopies of the file or portions of the file. Within reason, the Human Resources staff person will provide photocopies. For extensive copying, the employee will need to pay for the photocopies. If the employee is unhappy with a document in his or her personnel file, in the presence of the Human Resources staff person, the employee may write an explanation or clarification and attach it to the disputed document. Under no circumstances will HR staff or the employee alter the actual document. The employee may also ask to have a document removed from the personnel file. If the Human Resources staff person agrees, the document may b e removed. If the Human Resources staff person disagrees, the matter may be appealed in the manner prescribed in the companyOpen Door Policy. Hopefully, you have found this policy useful as you develop your own personnel file access policy for your organization. Please customize the policy to fit the needs and culture of your organization.