March 2017
Image for display purposes only.
California Employers Association - The California Employer's Report. The Information Newsletter for Today's Employer
Image for display purposes only. Image for display purposes only. Image for display purposes only.
In This Issue:
•   A Message From Kim...
Image for display purposes only.
•   Counsel's Corner: How to Comply With E-Verify Requirements
Image for display purposes only.
•   Trainer's Tips: Ten Trillion Gallons of Rain
Image for display purposes only.
•   Holiday Pay & Employee’s on a Leave of Absence
Image for display purposes only.
•   Employee Entitled to Same Position Upon Return From FMLA?
Image for display purposes only.
•   Name-Calling or Religious Harassment?
Image for display purposes only.
•   Pay for Training Time Overview
Image for display purposes only.
•   Requiring Medical Documentation From Employees
Image for display purposes only.
•   Tips for Shortening Your Hiring Cycle
Image for display purposes only.
Image for display purposes only.
Image for display purposes only.
Image for display purposes only. Image for display purposes only. Image for display purposes only.
Features

March Events


Image for display purposes only.
Image for display purposes only.
Image for display purposes only. Image for display purposes only. Image for display purposes only.
Tools & Links
•   Employer Resources
Image for display purposes only.
Image for display purposes only.
•   Forward to a friend
Image for display purposes only.
•   Print this issue
Image for display purposes only.
•   Subscribe
Image for display purposes only.
•   Search back issues
Image for display purposes only.
Image for display purposes only.
Image for display purposes only. Image for display purposes only. Image for display purposes only.
Who We Are
•   About Us
Image for display purposes only.
•   CEA Staff
Image for display purposes only.
•   CEA Partners
Image for display purposes only.
•   Contact Us
Image for display purposes only.
Image for display purposes only.
Image for display purposes only. Image for display purposes only. Image for display purposes only.

 

Image for display purposes only.
Tips for Shortening Your Hiring Cycle

You just spent the last month interviewing applicants for a security management position. Unfortunately, by the time you came to a decision, the candidate had already accepted an offer from another employer. You suspect your lengthy hiring process is to blame for this and other missed opportunities. What can you do to tighten up your hiring timeline?

Answer: Timing is everything, and for employers trying to hire it could make the difference between securing an excellent candidate and losing out. According to a Robert Half study, from the day of the initial interview to the day an offer is extended, the largest percentage of workers (39%) said a process lasting 7-14 days is too long and 24% felt a timeframe of 15-21 days was too lengthy. The long wait after an interview can be particularly frustrating. Nearly one-quarter of candidates lose interest in an employer if they don't hear back within one week after the initial interview, and another 46% lose interest if there is no status update from one to two weeks post-interview.

The hiring process is a window into the corporate culture, and people will take themselves out of the running if they suspect their career potential will be stifled by a slow-moving organization, explained Paul McDonald, senior executive director at Robert Half. To help employers consolidate their hiring timelines, McDonald shared the following tips:

  • Determine the need. Is it full-time or project/temporary? Is anything preventing you from hiring the right candidate now?
  • Gather the stakeholders. Set the timeline for the hiring process and get everyone's commitment that hiring is the number one priority. Block calendars for interviews. Review the job description and salary range, noting where you can flex for the right candidate.
  • Interview candidates. Conduct the screening interview via Skype or FaceTime. Consolidate on-site, in-person interviews to one day if possible. Get feedback immediately from the candidate and hiring managers to determine interest levels.
  • Keep communication lines open. Inform candidates when you expect to make a final decision. If there is a delay, call them to give them an updated timeline. Silence can indicate a lack of interest and encourage people to pursue other roles.
  • Make the offer. Make a verbal offer contingent on satisfactory reference and background checks. Be prepared to negotiate salary and perks, and then set the start date.


CEA is your recruiter. Let us lighten your load by helping screen resumes and conduct initial interviews so that you can make the right decision quickly once you have 3 top candidates presented to you. Our recruiting process is cost effective and gives you a high return on your investment! For more information, click here

Source: "Time to Hire" survey, released August 11, 2016; Robert Half

Share this article:  LinkedIn Twitter Facebook
Image for display purposes only.
< Previous Article Top
Image for display purposes only.

Image for display purposes only. Image for display purposes only. Image for display purposes only.

 Newest Members

Globe Express Services, LTD - Charlotte, NC
J and J Farms - Visalia, CA
Lusk Farms Inc. - Visalia, CA
A Beautiful Smile - Fresno, CA
Local Government Commission - Sacramento, CA
T&T Janitorial Inc. - San Diego, CA

Milestones
Celebrating your membership with CEA through the years!

Yuba City Scrap & Steel Inc. - 55 years
Flory Industries - 47 years
EDCO Disposal Corp. - 41 years
Dos Palos Co-op Gin Inc. - 41 years
Derrel's Mini Storage Inc. - 36 years
Sierra Telephone - 33 years
Best Western Petaluma Inn - 32 years
Tel-Us Call Center - 31 years
Gaylord Mfg. Co. - 26 years
Jess Smith & Sons Inc. - 25 years

Image for display purposes only.
California Employers Association - 1451 River Park Drive, Suite 116, Sacramento, CA 95815 800 399-5331 www.employers.org

The California Employer's report is an opinion and discussion magazine for CEA membership. Opinions expressed by authors are their own, and not necessarily those of CEA. CEA reserves the right to edit all contributions for clarity and length, as well as reject any material submitted.

This report is intended to inform employers of current development in labor law and employer/employee related issues. It is not intended to provide legal advice to deal with subjects addressed in this edition. Information is gathered from sources believed to be reliable. CEA, however, cannot be responsible for its accuracy.

To ensure delivery of The California Employer's Report, please add 'ceainfo@employers.org' to your email address book or Safe Sender List. If you are still having problems receiving our communications, see our white-listing page for more details.

Copyright. © California Employers Association. All rights reserved. No part of this publication may be reproduced by any mechanical, photographic or electronic process, nor may it be stored in a retrieval system, transmitted or otherwise copied (except members of the California Employers Association may copy all or part of this publication exclusively for personal use or use in the operation of that member’s industry business other than a publication) without prior written permission from the publisher. For permission to make photocopies, contact CEA at 800.399.5331.

DISCLAIMER: The Employer’s Report is educational and information in nature, and not intended as legal, expert or other professional advice, or as any form of recommended minimum standard or best practice. The accuracy and appropriateness of the information presented herein is dependent upon the actual facts and circumstances in each particular situation, all (facts and circumstances) of which are unknown to CEA. As such, CEA DOES NOT CERTIFY OR GUARANTEE THE ACCURACY OR APPROPRIATENESS OF THE INFORMATION OR IDEAS PRESENTED HEREIN, AND DISCLAIMS ANY AND ALL EXPRESS OR IMPLIED WARRANTIES OF MERCHANTABILITY OR FITNESS FOR ANY PARTICULAR PURPOSE. CEA does not endorse, nor has it accredited, certified or approved any of the persons or entities providing materials herein. Users are advised to carefully review the ideas and information presented herein with qualified human resources and legal advisors prior to acting upon or implementing said ideas and information.
Image for display purposes only.