News And Events
Keep up with the latest from COATS.
Finding Strong Candidates: Red Flags
Over this series, we’ve covered a lot of the ways that candidates can tell you, “I’m not that great a candidate, really.” But there are also two more subtle ways a candidate can remove themselves from the “Strong” category.
Finding Strong Candidates: The Interview
While skills testing and background checks can give you empirical data about a candidate, the information you glean from their interview is a lot fuzzier.
Finding Strong Candidates: Reference & Background Checks
Reference checks and background checks are two separate things, but with one common goal: to find out if this person really is who they say they are.
Finding Strong Candidates: Skills
While employment history is often the focus of candidate reviews, skills are just as important—if not more so. A good resume will help a candidate get a job, but only skills will help them do the job.
Finding Strong Candidates: Unemployment
You’re bound to interview lots of candidates who have been unemployed for some time, so learning how candidates handle unemployment will tell you a lot about them.
Finding Strong Candidates: Employment History
Whether presented on a resume or an application, where a candidate has been is often used to gain the most knowledge about where they could possibly go.
Finding Strong Candidates: Referrals
We’ll be doing a seven-part series over the next few weeks, sharing tips for finding the diamonds in the rough of your waiting rooms. And we’re leading off with one of the most obvious sources of great candidates: referrals.
July 2011 Legal Roundup
A record settlement in an ADA case, retaliation overtakes race in EEOC claims, worker’s comp benefits for illegal workers, more on the legal standing of Facebook posts and the worst way to welcome someone back from a medical leave, all in this month’s legal roundup!
Adding Value: Resume Parsing
You’re working the web, using social media, networking online, texting your candidates, doing everything with the touch of a button. Then, when you get a resume, you… start entering the info manually, like it’s 1992 or something. What’s wrong with this picture?
Adding Value: Job Posting
You already know that job-seekers are online, using job boards, aggregators and social media to find work. Why not have your jobs there when they look?
Adding Value: Online Applications
In a high-tech age where you know immediately whenever a friend across the country is waiting in line at a coffee shop, paper applications seem a little… last-century. Your candidates are searching for jobs online and interacting with your company’s web site online; why not make it easy for them to apply online too?
Growth: How to Add Value to Your Staffing Business with COATS Options
Like we say, “everything you handle is right here.” However, sometimes you don’t want to handle too much, especially when it comes to time- and money-eating tasks like data entry.
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