What Is a Background Check Service?

March 14th, 2017 Comments off
background check service

Hiring a new employee is always a nerve-wracking undertaking — and for good reason. According to a 2016 CareerBuilder survey, 75 percent of employers have hired the wrong person. In addition to costing businesses in terms of lost productivity, lower morale and a compromised quality of work, bad hires cost employers an estimated $17,000 on average. That’s where background check services come in.

According to the same survey, 37 percent of employers who made a bad hire said it was because the employee lied about his or her qualifications. Background check services can minimize such mistakes. They help identify if and when a candidate is being honest about his or her qualifications.

But there’s more to employee background check services than verifying resume claims. Background check services include criminal background checks, employment history verification and a variety of other services to help you hire with confidence, protect your business and protect your current workforce.

Here are four benefits of using background check services:

  1. They minimize hiring mistakes. Background check services look into a candidate’s educational background (degree obtained, schools attended, etc.), employment history (place of employment, years employed, title, etc.), references listed, and any professional licenses he or she claims to have obtained. If a candidate is misrepresenting him- or herself, a background check service will bring any misrepresentations or false claims to light. This can help employers avoid hiring someone who is potentially unqualified for the job (in addition to being untrustworthy).
  2. They improve regulatory compliance. When hiring, employers must adhere to several state and federal guidelines to ensure fair hiring practices. If a company fails to comply with any of these regulations, it could result in steep fines or legal action. A quality background check service provider can help ensure you meet all the necessary compliance requirements.
  3. They improve workplace safety and security. Drug testing, criminal background checks, credit checks and sex offender searches help employers identify any incidents in a candidate’s history that could indicate a potential “bad seed.” Investing time and money in thorough background checks could reduce workplace theft, accidents and violence, thereby creating a safer working environment for your employee.
  4. They decrease negligent hiring risks. Because criminal background checks and drug testing help minimize workplace violence incidents, they also minimize negligent hiring risks. If, for example, an employee is attacked by a co-worker, the victim may file a negligent hiring claim, arguing that the employer knew or should have known there was something in the employee’s background to indicate a dangerous or untrustworthy character. In addition to facing legal action, companies often see damage to their reputations as well. A quality background check service could prevent such a (costly) situation from arising.


Make your next hire with confidence. Check out How to Find the Right Background Check Provider.


What Happens When A Great Interviewee Turns Out to Be A Bad Employee

November 16th, 2016 Comments off
business, people, fail, paperwork and technology concept - businessman with laptop computer and papers working in office

Hiring employees is a risky business. The entire hiring process is designed to prevent a bad hire from slipping through, yet most employers say they’ve made a bad hire in the past. So how does this happen and, more importantly, what do you do to correct the mistake of a bad hire?


How Bad Hires Happen

You’ve probably already come to accept that some job seekers lie on their resumes and applications. More than a third of employers who have made a bad hire say it was because the candidate lied during the application process.


However, employers aren’t always completely blameless. In some cases an employer may be so eager to fill the open position that they’re willing to overlook potential problems with the candidate. It’s also not uncommon for candidates who are particularly skilled at the interview portion of the hiring process to slip through without much scrutiny in other areas, including cultural fit and whether they are capable of performing the job.


How to Prevent a Bad Hire

There are a number of things employers can do to avoid hiring a potentially toxic employee. Following up with references and actually drilling down to understand the strengths and weaknesses of the candidate, rather than simply confirming titles and dates, can go a long way.


Splitting the interview into several stages is also an effective blockade against bad hires. While the first round of interviews may be relatively brief, as candidates get closer to landing the job, stretch it out a little more. After all, you’re hiring them to work with you all day every day, not in one-hour spurts.


It also helps to get more people from the team involved in the interview process. While a skilled interviewer may be able to put on a convincing enough act to win over one interviewer, fooling an entire team is less likely.


How to Remedy a Bad Hire

Still, bad hires do happen, and in many cases letting them loose simply isn’t an option. So what can you do to make the most out of a bad situation?


The answer is almost always communication. Make your expectations as a manager clear and specific, and don’t shy away from letting the employee know when he fails to live up to them.


If behavior is the issue, make it clear what specific behaviors need to be changed. Telling an employee that he needs to start showing up on time will be more effective than asking him to improve his attitude.


If the employee isn’t living up to expectations in terms of skills and quality of work, plan extra time in his projects for additional feedback and collaboration. You may also want to work with the employee to find relevant classes or training programs that may help get him up to speed.


Never miss a thing: Get CareerBuilder’s expert recruitment tips in your inbox

62% of Employers Expect to Transition Holiday Hires to Full-Time Employees

October 10th, 2016 Comments off
candidate behavior

Adding seasonal headcount is something of a holiday tradition for many employers, and this year that tradition continues. According to CareerBuilder’s Q4 U.S. Job Forecast, 33 percent of employers plan to hire seasonal workers this year, right on par with last year.

While overall seasonal hiring rates may be holding steady, the study does indicate a major shift in how employers view seasonal workers. According to the study, of employers who are bringing on additional seasonal workers, 62 percent say they expect to hire some of their seasonal staff for full-time positions after the holidays.

What does this mean for you?

Transitioning temporary workers to full-time roles is not a trend exclusive to holiday hiring. According to a separate CareerBuilder study, of employers who planned on hiring temporary workers this year, 58 percent expected to transition some to full-time status.

This cautious approach to expanding headcount makes sense for many employers – particularly those facing the skills gap. By first hiring a worker in a temporary position, you can not only ensure they are a good fit with the team and the company culture, but you can also provide them with the on-the-job training necessary to fill a potentially higher-skill position.

Never miss a thing: Get CareerBuilder’s expert recruitment tips in your inbox. 

Your Straight-Up Guide to OFCCP Compliance

August 17th, 2016 Comments off
Your Straight-Up Guide to OFCCP Compliance

Most of the time when I talk to people about OFCCP compliance, I’m met with blank stares, glazed-over eyes, and vacant nods. OFCCP compliance isn’t exactly wrought with attributes that command amazement and interest.

But find an HR leader who is currently in the throes of an OFCCP audit or operating within the increased scrutiny of a conciliation agreement — and you’ll quickly find yourself becoming the most interesting person in the room.

I absolutely love OFCCP and EEO compliance, because it’s made up of a symphony of rules and regulations that give concrete directions for how companies must post their open job listings, recruit/source talent, engage with inbound applicants, and much more. It’s an iron-clad recruiting, hiring, compensation, and employment plan, lined out in painstaking detail and blessed by the federal government. Yet, OFCCP is also a confusing series of hundreds of tangled regulations that is becoming more and more difficult to decipher.

Many employers feel as soon as they get their compliance strategy set up, the regulations change again. And many have been burned badly by their compliance vendors, who have not adapted their technology or approaches to the modern compliance landscape.

I realized that the OFCCP compliance landscape leaves employers with questions that need some straightforward, actionable answers. So CareerBuilder and I have created a no-frills OFCCP compliance FAQ guide. to help you:

  • Understand what OFCCP compliance is, and whether your company falls under OFCCP jurisdiction.
  • Discover if your job listings are OFCCP-compliant.
  • Make sense of the lengthy, complex and ever-changing rules of OFCCP compliance.
  • Get in front of regulatory laws and trends coming soon.
  • Know what actions you need to take next to ensure you’re compliant, and what to do if you get audited.


Get the “7 Must-Knows for Surviving a Compliance Audit” guide.



New Webinar: Get Tips From a Compliance Expert (& Earn an HRCI Credit)

August 9th, 2016 Comments off

Knowing how to be compliant in your recruitment process should be at the top of your priority list – but for many companies, trying to make sense of the lengthy, complex and ever-changing rules of background screening compliance is a job in itself. When it comes to background screening, you can’t afford to make mistakes – which is why we’re here to help.

Join CareerBuilder and Pamela Devata on Tuesday, August 16 at 1 p.m. CST for a special webinar, “Background Screening Compliance: Keeping Your Company Out of the Litigation Fray.” Pamela will share her expert tips to being compliant as an employer when it comes to your background screening responsibilities. Oh, and did we mention that participating in this live webinar will also earn you 1 HRCI credit?

You will walk away knowing:

  • Your employer responsibilities under the FCRA.
  • Recent employer litigation around background screening compliance.
  • The impact of the recent Robins v. Spokeo decision.
  • Best practices to avoid litigation in your own organization.


Reserve your spot now: Register for the webinar.

Pro Tips For Hiring in the Senior Care Space

July 27th, 2016 Comments off
Tips For Hiring in the Senior Care Space

There has been a lot of chatter about the nursing shortage and other issues faced by the health care recruitment community, but the opportunities and challenges of hiring in the senior care space are a bit unique. We wanted to know what it takes to work in this niche space and how to successfully identify and recruit individuals who will excel in this unique environment.

So we sat down with Sheryl Messenger — HR director at Sedgebrook Retirement Community in the Lincolnshire, IL location — and LauraAshley Parrish — director of HR at The Cypress of Charlotte, a retirement community in Charlotte, NC — to discuss their recruitment insights.

Here’s what they shared:

What are some of your top challenges recruiting within the senior care space?

Sheryl: One thing that differentiates us from other medical and health care fields is that we deal with seniors and, even for those who are in the non-direct care area, we need to have people who are comfortable working with the elderly and also being in a position of having relationships with people who when they leave our community, it is a permanent leave. The issue of dealing with death and being able to handle and cope with that as well as getting the right staff to be able to care for those who are very fragile. You can be a CNA in a hospital or a tech who does tests. [But] when you’re in the senior care field, [there needs to be a lot of] relationship building.

That’s one of the differences between dealing with most recruiting and having people who can handle that kind of emotional stress and still be able to go on and do their jobs every day.

Do you have personality tests to determine the type of individuals who can handle that?

LauraAshley: Our population here [at The Cypress of Charlotte] is very high with dementia and Alzheimer’s; we don’t [deal] as much with employees being able to handle the hospice piece and the lives [like Sheryl and her team] — it’s more about being able to handle the daily interactions with members due to things they say or do or repetition that can become very frustrating when you’re dealing with it for eight hours a day.

We have a few things in place regarding how we recruit: We have two heavily-populated hospitals here in Charlotte and so we don’t have a lot of people we select who have that background because they haven’t dealt with [the population we have to tend to] in a hospital [setting]. They’re typically in a little more fast-paced [environment], whereas we’re a little slower-paced and it’s an 8-hour versus 12-hour shift. So we tend to stay away from individuals who only have a hospital background and are looking [instead] for somebody who’s a newer grad and hasn’t developed what we call “bad habits,” as well as individuals who have worked in a home-care setting, long-term care that’s a little more similar to us.

We have an extensive behavioral interview process that goes through those situations and we throw out scenarios [such as]: “How would you handle it if someone one minute asks you this question and five minutes later you’re getting the same question?”

And we, on purpose, ask them the same question multiple times throughout the interview to see if they are going to get frustrated with that and to see how they handle it. We have a good measuring tool right then to see if they’re getting frustrated or staying relaxed because what they deal with on a daily basis with the members is going to be far worse than me asking the same question three times in an interview.

What are the key types of positions you’re hiring for? Within senior care space, are there any roles on the patient care side where you’re seeing shortages or have a hard time hiring for?

Sheryl: We hire everything from housekeepers and cooks to managers, maintenance, finance people, [etc.]. In our area, we’re having difficulty hiring CNAs primarily because in our immediate area we have probably 12 new communities that are going up — primarily rental and assisted living and dementia — and that workload is much lighter in terms of the physical workload compared to skilled nursing, so we lose some of our people to the lighter workload; and also there just aren’t enough to go around.

Have you found any good places to source CNAs?

Sheryl: We partner with College of Lake county and their CNA training program – their classes do clinicals in our community so that we actually have a chance to see them work and can pick the cream of the crop as they graduate. We’d like to have people with a little more experience, but if we can get them on the front-end and train them the way we want them to be trained, that’s a good thing, too.

LauraAshley: We have the opposite problem here. We can find CNAs all day long but finding RNs is hard.

[We find that] the new graduates who come in don’t want to work here because they hear long-term care or assisted living or skilled nursing and think it’s not going to be a skill set they’re going to want to work with. But once they come on board and see what we do and can [understand] the relationship they build with the members — versus in a hospital setting where, best case scenario, you have them for 21 days — the ones who are in it for the right reasons really want to have that relationship with the patients and see that this is a better opportunity for them than one of our hospital systems.

We’re doing the same thing as Sheryl [in terms of] partnering with the colleges and educating [them] on what we do versus what they think we do.

Talking about employer branding, what are some ways you try to attract new grads?

LauraAshley: We’ve taken the approach of a country club — instead of focusing on the fact that we are skilled nursing or home care, we focus more on the hospitality piece, the atmosphere, the environment. We have a gorgeous property here, so we’ve really played that up and tied it into the environment they’ll be working in. We started doing that about six months ago and we’ve seen some success with that.

Can you think of anything you did five years ago that wouldn’t work now to attract the right candidates?

Sheryl: We used to be able to do recruiting on a more personal level — we used to be able to post flyers in local grocery stores and in church bulletins [etc.]. We had a lot of ways to get to a person on a more direct level — those things have disappeared.

Our best source of recruiting are our current employees. From time to time, we run a special on referral bonuses because we need their help. We have longevity in terms of our employees [and] if they love working here and they’re doing a good job, then they’re our best source of the next good employee. Most CNAs and most nurses have more than one job in long-term care, so they’re working somewhere else [too] and they’ll [tell people there that they] should come work at Sedgebrook.

LauraAshley: I agree with everything Cheryl just said and will also add too that social media [is a] huge factor for us. We’ve gone from where I used to see people would apply to a job based on job title, [but it] has now gone to catchphrases — what is catching their attention either in a picture or the first three words and they don’t care about job title anymore. So it’s a marketing creativity session to see what we can put out there that will grab [their attention and draw] them to our website and get them to apply.

Want more health care insights? Put insight into action: Learn more about how you can find nurses right now to fill your open positions now.

Get the Latest Staffing and Recruiting Insights in This Webinar

July 7th, 2016 Comments off
Get the latest staffing and recruiting insights in this webinar

Did you know? Only 21 percent of staffing and recruiting firms feel they are doing “extremely well” when it comes to aligning their recruitment strategy with the behaviors of job seekers today – and nearly half of firms (44 percent) say they don’t believe the job search process is difficult for today’s job seekers, according to recent research from CareerBuilder.

Curious what else your peers and competitors are experiencing when it comes to their recruitment strategy in a hyper-competitive market? Want to know how you can stay ahead of the latest trends — and rise above the status quo? For staffing and recruitment professionals who want to stay at the top of their game, it’s vital to take stock of everything from your strategy and systems, to your clients, candidates and team members, on a quarterly basis. Doing so will ensure you’re operating at an optimal level.

Get timely research and insight to improve and expand your strategy during CareerBuilder’s Pulse of Recruitment webinar for staffing and recruiting businesses on Thurs., July 14 at 11 a.m. CT. Host Kassandra Barnes, director of product marketing and research, will review key findings and go into detail about how they can have an impact on your recruitment strategy.

Don’t miss it! Register to reserve your spot for “Staffing and Recruiting Pulse of Recruitment Insights.”


Get the Latest Health Care Insights in This New Webinar

July 6th, 2016 Comments off
Get the Latest Health Care Insights in This New Webinar

Did you know? Only 10 percent of health care firms feel they are doing “extremely well” when it comes to aligning their recruitment strategy with the behaviors of job seekers today — and more than half of firms (52 percent) say they don’t believe the job search process is difficult for today’s job seekers, according to recent research from CareerBuilder.

Curious what else your peers and competitors are experiencing when it comes to recruitment in a hyper-competitive market? Want to know how you can get up-to-the-minute trends — and stay a step ahead of the competition? For health care recruiting professionals who want to stay at the top of their game, it’s vital to take stock of everything you’re doing and view it in the context of what your peers and competitors are doing.

Get timely research and insight to improve and expand your recruitment strategy during CareerBuilder’s Pulse of Recruitment webinar for health care businesses on Thursday, July 14 at 1 p.m. CT. Host Kassandra Barnes, director of product marketing and research, will review key findings and go into detail about how these findings can have an impact on your recruitment strategy.

Don’t miss it! Register to reserve your spot for “Health Care Pulse of Recruitment Insights.”


Stay Ahead of the Latest Recruitment Trends With a New Webinar

July 6th, 2016 Comments off
Stay Ahead of the Latest Recruitment Trends

Did you know? Only 8 percent of Enterprise organizations feel they are doing “extremely well” when it comes to aligning their recruitment strategies with the behaviors of job seekers today, according to recent CareerBuilder research. In addition, nearly half of organizations think their application processes are just “average.”

Curious what else your peers and competitors are experiencing when it comes to their recruitment strategy in a hyper-competitive market? Want to know how you can stay ahead of the latest trends — and rise above the status quo? For any recruitment professionals who want to stay at the top of their game, it’s vital to take stock of your strategy, systems and team members on a quarterly basis to ensure everything is running as smoothly as possible. Get timely research and insight to improve and expand your recruitment strategy during CareerBuilder’s Pulse of Recruitment webinar for Enterprise businesses on Thurs., July 14 at 12 noon CT. Host Kassandra Barnes, CareerBuilder’s director of product marketing and research, will review key findings and go into detail about how they can have an impact on your recruitment strategy.

Don’t miss this one — register to reserve your spot for “Pulse of Recruitment Insights.



Surprise! Your Recruitment Process May Not Actually Be Compliant

June 30th, 2016 Comments off
Elements of a Compliant Talent Acquisition Strategy

Every night I try to unplug and watch a little TV.  It’s a mindless exercise and it allows me to absorb “dumbed-down” content that is a departure from the decidedly more heavy and consequential compliance content that I spend my days trudging through.

The other night, I saw a commercial for some new futuristic toothpaste. Apparently it was this new “revolutionary, advanced” toothpaste that would allow me to get cleaner teeth through their new breakthrough toothpaste technology. I could look better, be better, smell better — and also stay away from the dreaded dentist. After all, this product enabled me a better life, right? A simple squeeze from this tube would propel an army of nano-miro-cleaning-action-stain-fighting-bubbles to scurry throughout my mouth and eliminate everything bad that lived inside my pie-hole.

I was sold. And this toothpaste got me thinking. What if there was a way to improve upon something so simple, yet so complicated, in such a way that it would change the course of our lives (or at least our morning routines) as we knew it?

Naturally, it got me considering OFCCP and EEO compliance — and the slew of new regulations, proposed regulations and new and updated enforcement protocol employers will soon be required to shoulder in order to have a compliant recruitment process in place.

After my article last year about my OFCCP compliance predictions for 2016 (of which 4 of the 6 have already come true), I began investigating what ATS providers were doing in the compliance realm. I looked into what both current and longtime OFCCP compliance job distribution outfits were doing to reiterate and improve their methods to ensure compliance in both mandatory job listings and reporting. But I also took a look at each “compliance provider/vendor” in depth to do some fact-checking; after all, OFCCP compliance technologies and offerings in the HR landscape are nothing new, but the “updated” and somewhat complicated OFCCP regulations are. By proxy, I expected these compliance vendors (some of which make some serious money) to enhance their offerings to meet the crazy modern needs of the updated compliance landscape. I was wrong.

I wanted to take a peek further, to see if the old compliance stalwarts in the HR tech space had evolved to meet the needs of the modern employer, but most importantly, what their statistical outcomes were. Where had they succeeded and where had they failed? What did the state workforce agencies have to say? Did the OFCCP want to weigh in on the compliance performance of longtime compliance vendors who had been hired to protect their clients?

Needless to say, most of these “compliance vendors” weren’t so highly regarded at all. Regardless if they were for profit, non profit, publicly traded, or a small boutique agency; whether they were representing five companies or 700 companies; it didn’t matter: They all sucked. And the government thought as much. So what about OFCCP audits? What about enforcement? Were their client employers being raked over the hot-coals of compliance violations? Yes, yes they were.

I approached my investigations with a sense of vigor, but I remained optimistic.

Because the OFCCP audits actions of an employer’s past (usually against a specific date range and physical establishment location), I felt as though these current findings and audits/enforcement trends were based on an employer’s far-off past. For me, “the past” is a forgivable time period.

Yet what I kept finding were more and more gaps… and it wasn’t just based on past practices; it was based and predicated on the actions that employers were CURRENTLY taking.

When I asked a handful of employers why they would continue to subject themselves to vendor failures, compliance violations and subsequent increased scrutiny, the answer almost resoundingly was, “compliance is hard… and we must trust our vendors, even though we have been screwed by them.”

I was shocked.

But I shouldn’t have been.

See, during my investigations, I finally bought that future space age-style toothpaste.  I couldn’t wait to try it. I got home, removed the packaging covered with what looked like shattered mirror bits and trippy fractals, pumped some of the pricy goop out onto my toothbrush and went to town. And you know what happened? Nothing.

There were no nano-bots scurrying throughout my mouth, no micro-foaming action (other than normal toothpaste-foaming action). There I was with a mouthful of empty promises — and a mouth full of disappointment.

I had been duped. This toothpaste didn’t do anything it had promised!

It was easy for me to throw the tube of toothpaste away. But for an employer community that banks on their vendor-partner being 100 percent perfect in a compliance context (which it has almost never been), it’s not nearly so simple.

As an employer, I beg you: PLEASE do a major vendor analysis this year specifically for compliance. You won’t regret it.


Check out our latest recruitment resources to help you get an edge over your competitors when it comes to recruitment.

Managing the Nursing Shortage: A Q&A With Signature Health’s VP of Talent Acquisition

June 22nd, 2016 Comments off
Managing the Nursing Shortage: A Q&A With Signature Health’s VP of Talent Acquisition

There are a combination of issues coming together to create the “perfect storm” in health care recruitment today and contribute to the growing nursing shortage, according to Jim D’Amico, ‎vice president of talent acquisition at ‎Signature Health.

Research shows that one of the most in-demand jobs today is for nursing positions, and a recent CareerBuilder survey showed that 46 percent of health care employers said the role they struggled to fill above all others was that of qualified registered nurses.

We sat down with D’Amico to find out how ‎Signature Health is dealing with the challenge.

CB: What’s contributing to the nursing shortage?

JD: We’re definitely seeing a nursing shortage in the industry. Everybody is very concerned about this because it’s not a short-term problem.

Because of how education and technology has changed, nurses are doing more on the care side and have more knowledge and skill than in the past — they are doing what in the past only doctors used to do.

CB: What are you doing differently to help fill nursing shortages?

JD: If you want to recruit nurses, you have got to be mobile. You have to give them the option of doing everything they need to apply via their phone — your open job listings, application process, career site, etc. has to be mobile-optimized.

We asked nurses how they look for jobs. Guess what? I have an office; they don’t. They don’t have a place with a desktop where they can sit down and look for jobs. They typically will get to their cars and pull out their phones — so you have to be ready for them to get the information they need to apply right there.

A lot of nurses may go home and may not have computers anymore; they’re on phones and tablets right now.

Jim D’Amico, ‎Vice President of Talent Acquisition at ‎Signature Health

Jim D’Amico, ‎VP of Talent Acquisition at ‎Signature Health

CB: How can joining together with educational institutions help to close the nursing gap?

JD: Well, the panic is increasing as people are doing the math and realizing that the number of people heading into nursing school is not enough.

That’s why we’re talking to people who are in middle school about careers in health care and why nursing is a good role. It helps to sell it early. Students are often coming from environments where they’re the first person to ever go to college, so a career in nursing can change their community.

Education requirements may get tougher, which further delays people from hitting the ground running.

Even if we had bigger classes of nurses, I don’t know that every geographic area would have enough clinicals for nurses. They’re feeding into each other. Some of the technologies accelerate the learnings in different ways. For instance, places like The Cleveland Clinic have really cool robots — they are leveraging more technology to prepare more nurses to be in the field.

CB: Can you give us an example of how you partnered with an educational institution?

JD: Davenport University in Grand Rapids, Michigan, developed a program we benefited from called a veteran’s degree in nursing. We could recruit folks who were corpsmen or medics (not nurses) and in two years you could go to Davenport and become an RN. I’d love to see more schools do that, and there is no cost because the initiative is supported by the U.S. Department of Health and Human Services. So we can hire them to work for us at a lower level while they’re going to school.

CB: What else are you doing differently to help fill the nursing shortage?

JD: We’re changing the way we post and advertise our jobs so it’s more about what we expect you to accomplish than what you’re expected to do every minute of the day. We are also tying it in with social media where people can share knowledge and opportunities.

We are also very aggressive about recruiting out of the military — there are a lot of clinical professionals. When you recruit them, a lot of them came from rural environments, so it’s a good opportunity to boomerang them because there is more of a willingness to go to rural areas. That’s a plus because it’s unlike in urban settings, where you have a bigger candidate pool and more sources to pull from.

CB: What other trends are you noticing?

JD: We’re seeing more of a focus on engagement in the nursing profession than in the past, where more active steps are being taken. Even two years ago, people weren’t doing as much with stay interviews. People are fighting more today to retain nurses when they turn in their two weeks’ notice.

There is also a focus on continued education, and talking to nursing professionals about career ladders when they weren’t there or visible before. All of this helps with retention.

We in the health care industry are not partnering with each other as much as we should; we’re too competitive. But we need to remember that it goes beyond our competitive needs — it’s the needs of our communities that need to be addressed.

Put insight into action: Learn more about how you can find nurses right now to fill your open positions.

​You Need a Nurse, Stat! 5 Ways to Fill Your Nursing Openings

June 17th, 2016 Comments off
You Need a Nurse, Stat!

In the United States, we are facing a major nursing crisis unlike anything we have ever seen. When I ran talent acquisition at a major health system prior to the recession, I thought we had problems. Then the recession hit, and our problems were a bit less serious. Two things helped us. First, fewer nurses retired because of the recession. Second, colleges were first starting to address the crisis by adding additional capacity.

The recession hit full bore, and the nursing shortage didn’t seem that bad. In fact, we started seeing new graduate nurses unable to get jobs. So, we went back to focusing on bigger issues.

Fast forward to 2016, and the nursing shortage is now back — and back in a big way.

According to the Bureau of Labor Statistics, 1.2 million vacancies will emerge for registered nurses between 2014 and 2022. By 2025, the shortfall is expected to be “more than twice as large as any nurse shortage experienced since the introduction of Medicare and Medicaid in the mid-1960s,” a team of Vanderbilt University nursing researchers wrote in a 2009 paper on the issue.

To make all of this even worse, all those nurses who didn’t retire during the recession are now retiring en masse. That isn’t a good sign for nursing vacancies, because it’s also one more sign that our population at retirement age is growing exponentially. This also means we’ll need more nurses.

If you’re in the health care industry, you already know all of this. You’re living this nightmare each day. Your recruiters are beyond frustrated in trying to fill openings, only to have more nurses leave every day. So, what can you do?

Let me give you five things you should be doing to fill your nursing openings:

1. Fish in ponds where there are fish! CareerBuilder recently released data that shows exactly where the largest populations of graduate nurses are coming from, and where there is likely an abundance of nurses to hire. The study shows that not all areas are feeling the same pain.

2. Ramp up your relocation plan. People are more willing to move for job positions than you think, but you have to be competitive with relocation. Relocation agreements are expensive, but couple those with a stay agreement and it becomes a great way to retain that talent.

3. Don’t give up on your alumni. An alumni hiring strategy isn’t a one and done proposition. Your past employees want to come back and work for you, but you need to stay after them on an ongoing, continual basis. Your strategy should include at least monthly communication, to include: email, direct mail, text messaging, and social media.

4. Be THE company at your local nursing school. Graduates don’t know who has the best jobs. They get told that by their professors and by those organizations who are on their campus constantly. You have a choice to make. You can be just another company that shows up, or you can be THE’ company that shows up. That investment will be worth it!

5. Develop a gold-plated save strategy. The easiest nursing vacancy to fill is the one you don’t have to fill. Develop a save strategy that will help you retain nurses who put in their resignation. Put them in front of your CEO and CNO before they leave. Ask them specifically what it would take to keep them. You would be shocked at how small and simple some of these requests are from exiting nurses.

Lastly, definitely check out CB’s Where To Find Nurses Now data. It’s pretty amazing and gives you a ton of suggestions on where you should be looking for your next nursing hire!

How to Prepare Your Campus Recruitment Strategy (Before School’s in Session)

June 14th, 2016 Comments off
How to Prepare Your Campus Recruitment Strategy

It is June, which means classes around the country are out for the summer. Teachers are getting a bit of a respite from dealing with students, and some businesses are taking a breather from the campus recruiting scene. However, smart companies are already ramping up their recruiting efforts for the fall — if they even took a break in the first place. So, what can organizations do to prepare for a successful series of hiring for the 2016-2017 academic year?

Continue building a talent pipeline.

Creative organizations are not focusing solely on the class of 2017. Instead, they are looking at the classes of 2018 and beyond. Are you examining the efficacy of your internship programs in identifying quality candidates before they start looking for full-time employment? Have you talked with the faculty who teach core courses about their high-performing students? Are you also paying attention to and establishing relationships with sophomores and juniors who attend job fairs? Do you offer scholarships to high school graduates, and are you building a database of promising future stars?

Improve your anticipatory socialization.

Anticipatory socialization occurs before new hires become part of the organization. Potential employees get a sense of what the organization is like through interaction with company representatives, the company website, and other markers of the organization. Are you aware of how college students and other candidates view your company? What data is your business using when it comes to recruiting and candidate experience? Does it take longer for students to apply for the job than you spend reviewing the application? What is the bounce rate? At what point do candidates quit before completing the application? Do you know your Net Promoter Score? If you align your employment brand, candidate experience, and technology with the recruiting strategy, college students (as will all candidates) will be much more likely to want to work for your organization.

Workforce planning is your friend.

An April 2016 CareerBuilder college hiring report indicated that many college students are not ready for the rigors of the workplace. Employers stated there was too much emphasis on book learning instead of real-world learning (47 percent), as well as a shortage of workers with a blend of technical skills and skills gained from the liberal arts. Also, many employers felt recent college graduates lacked interpersonal or people skills (52 percent) or problem-solving skills (48 percent). Given these deficiencies, smart companies are either prioritizing those with the appropriate soft skills early on in the recruiting cycle or, conversely, ramping up their training and development efforts. If organizations can’t find the skills needed externally, they should consider hiring them and addressing it internally.

Closing the deal.

With rising retirements and improved opportunities for advancement, attention should turn toward what will make candidates say “yes.” As CareerBuilder’s college hiring outlook indicates, more than a third of employers will be offering higher starting salaries than the year before. Beyond salary and advancement, providing unique benefits may help your organization stand apart. Only a small percentage of companies are currently offering student loan repayment programs to help candidates reduce the debt they have accumulated to attend college.  Similarly, with more millennials living at their parents’ home than in any other living arrangement, this might be an opportune time to provide company-sponsored housing as a way to set yourself apart from the competition.

Asking these questions and following these suggestions are the first steps to take as your prepare for the fall recruiting season.


Once you answer these questions, the right data will help lead you to the right college candidates. Get a sample report to gain insight on which schools have the talent you need and more.

Nearly 1 in 3 Industries Projected to Outpace National Job Growth Average

June 6th, 2016 Comments off

CareerBuilder just released a list of fast-growing industries with ample job prospects over the next five years. The study is based on data from Emsi, CareerBuilder’s labor market analysis arm that pulls data from over 90 national and state employment resources.

The U.S. is projected to create roughly 7.2 million jobs from 2016 to 2021 – a 4.6 percent increase — though many industries are projected to outpace the national average during this period.

Says Matt Ferguson, CEO of CareerBuilder and co-author of The Talent Equation:

Based on historical trends and the current hiring situation, we can expect to see nearly 1 in 3 industries add jobs at a rate that exceeds the national average. The growth will be broad-based, covering everything from IT services and developmental therapies to conservation, investment management, online shopping and sports instruction. When growth extends across a wide variety of industries, it’s a good indicator of stability and strength in the labor market.”

What This Means For You

Close to one-third of all U.S. industries are expected to outperform the national average for employment growth over the next five years. Is yours one of them? EMSI’s data shows that the accumulation of new jobs will take place within a diverse mix of industries that require a broad range of skills and experience.

Finding out where your competition is advertising for your fast-growing positions will help you maximize your visibility – and get the best candidates. The Job Posting Analytics feature within Emsi Analyst helps you do this by comparing the volume of job postings for a particular position to the number of hires made, demonstrating how much effort other organizations are putting in to attracting candidates for a position. Based on this data, you can determine whether you need to step up your efforts and increase resources to source the right talent.

See a list of some of the industries projected to add at least 10,000 jobs and see at least 15 percent growth in employment over the next five years.