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Have you Heard?
37% of companies use social networks to research potential job candidates
Nearly two in five companies (37 percent) use social networking sites to research job candidates, according to a new survey from CareerBuilder. Of the employers who do not research candidates on social media, 15 percent said their company prohibits the practice. Eleven percent report they do not currently use social media to screen, but plan to start. In a 2009 study of employers who conduct online background checks, 45 percent said they used social media to screen job candidates.
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Interview Question of the Week
Q: Tell me about three other job opportunities
you've recently applied for . Why those?
Commentary: The response to this question can tell you a great deal about the true interests the candidate possesses. Are they looking for any job or a specific type of job? Probe to learn more about why they applied for those jobs. What was enticing? What aspects of the items referenced in the ad grabbed their interest? How do the characteristics of your opportunity match up with what essentially are the areas of greatest interest to this candidate? If you find major differences this candidate may not be a fit. If you find similarities you've found one more reason to strongly consider this candidate for hire.
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HR Best Practices Tip
The Handbook Receipt
Be sure to provide all employees with a Receipt for the book, which they must sign and return to you for placement in their employee file. Further, be sure that the receipt clearly states that by signing that document they acknowledge receipt of the book AND that they have read it thoroughly. This is far more powerful than simply stating that they agree to read it.
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Reader Question
 Q: How do small to medium sized companies structure their compensation programs?
A: Bonus structures for smaller companies usually don't differ all that much from their larger counterparts. The bonus amounts are usually a function of company performance, individual performance and possibly team/division/group performance if applicable. While smaller firms may be less precise in these calculations, instead working off gut instincts vs. a set formula, the general concept is still intact - reward performance and results.
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Legal Disclaimer
Information provided in The OperationsInc Navigator is researched and reviewed by the HR experts at OperationsInc. The information in every issue of The OperationsInc Navigator is in part gathered via information available in the public domain, as well as in part the original, copyrighted work of OperationsInc and is protected under U.S. copyright laws. As such, you may not reprint or publish in any format any article or portion of article The OperationsInc Navigator without the express permission of OperationsInc. OperationsInc provides the information in this e- newsletter for general guidance only. The information provided herein should not be used as a substitute for consultation with professional human resources, legal, or other competent advisers. Before making any decision or taking any action, you should consult a professional adviser who has been provided with all pertinent facts relevant to your particular situation.
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