myStaffingPro recently announced that they have updated their Hiring Manger Quick Response (HMQR) by adding new scheduling capabilities. On top of giving HR professionals the ability to request and receive information and feedback on applicants, hiring managers will now be able to seamlessly mange the scheduling of interviews.

“Before we had HMQR we had difficulty getting feedback on candidates from our managers and the rest of the interview team,” one myStaffingPro client, Sarah Conroy of Penobscot Bay Media, was quoted as saying in the recent press release.

Instead of setting HMQR to require training as many staffing software options do, myStaffingPro has given this software option an innovative, easy-to-use interface. This also enables users to review applicants’ information and submit feedback without having to log into myStaffingPro. This will save HR professionals time and give them the ability to quickly handle information when they the available time without having to check to make sure they are logged in to the program.

The updated HMQR module now features a request form, feedback request, a web-based hiring manager portal, and a scheduling tool designed to create interview appointments. The feedback request will be specifically useful to recruiters because they can alter the form to include only desired hiring mangers, add response due dates and applicant attachments. After the form has been fixed to contain the desired information, these requests can then be sent by e-mail or text messages to hiring mangers with a link to the portal.

After the hiring manger has the link to the portal, they will have to ability to access and review the applicant’s information, requisition for more information, or submit their feedback immediately. If the hiring manager desires, they can then create appointment times and request that the applicant schedule an interview during one of the already allotted time slots.

Once the hiring manager finishes offering their feedback, the information is immediately tied to the applicant’s file. This makes it accessible through myStaffingPro so that it can be accessed at another time. During this whole time the individual who requested more information is constantly sent updates so that they can know the status and progress of their request. myStaffingPro believes the result of this is a streamlined process that will improve response rates without requiring training.

“Our pre-release testing partners have been overwhelmingly enthusiastic about this cutting-edge HR technology,” said myStaffingPro’s product development manager Jennifer Brogee in the release.

PrincetonOne HirePursuit, which handles the RPO side of PrincetonOne, has been working with iCIMS since 2004. The two companies recently signed a three-year contract to extend their partnership. Currently iCIMS has over 750 clients globally that utilize their Software-as-a-Service (SaaS) options.

Prior to choosing to extend the partnership for iCIMS’ Talent Platform, HirePursuit researched a variety of different applicant tracking systems providers. Afterwards, the company decided that iCIMS’ system continues to be best choice for their clients because it remains the most technologically advanced option.

“PrincetonOne HirePursuit has been a longtime partner with iCIMS. Once we made the strategic decision to not develop proprietary software, we committed to constantly evaluating the marketplace to review applicant tracking systems to ensure that we are providing the best solution for our customers,” said HirePursuit’s President Michelle Gillin in the recent release. “Year after year, iCIMS has proven that it is truly the best in applicant tracking.”

By using iCIMS’ Talent Platform, HirePursuit feels that it will have one of the most state-of-the-art talent management solutions on the market today. iCIMS is a one-stop recruiting resource for streamlining internal recruiting operations, which the company believes saves corporations both time and money through integration, automation and collaboration.

iCIMS’ talent platform was ranked as one of the top five largest applicant tracking system providers in 2009 on the Workforce Management Hot List. It also made Inc. magazine’s Inc. 5000 list for the last two years. The company has won several industry awards such as HRchitect’s “Beauty Contest” for talent acquisition and mid-market applicant tracking solutions. On top of this iCIMS has be endorsed by TMP Worldwide Advertising & Communications, which is a global leader in human capital solutions.

The interactive toolkit, available at no cost through http://www.pwc.tv, provides students with sound, objective advice that assists their job search efforts during this difficult economic period. It can be valuable not only for graduating seniors, but also underclassmen seeking internships or looking for guidance on how to shape their personal brand. The materials are being distributed to career services offices and faculty at more than 200 U.S. colleges and universities.

PricewaterhouseCoopers partnered with Lindsey Pollak, career development specialist and author of “Getting from College to Career: 90 Things to Do Before You Join the Real World,” to create the dynamic, interactive toolkit. The online resource leverages content from successful workshops recently conducted at The University of Texas at Austin and The Ohio State University. As part of the toolkit, Pollak is hosting a blog that enables students to ask additional career development questions.

PwC is one of the largest employers of college graduates in the United States. While the firm’s recruiting strategy is adapting to meet client demands and economic conditions, PwC expects to hire approximately 3,000 college graduates in 2009 – roughly the same number as 2008.

The Department of Veterans Affairs has announced its plans to increase the number of disabled veterans who obtain employment within the VA. Currently, 30 percent of VA employees are veterans, while 8 percent of employees are service-connected disabled veterans. This is the second-highest number of veterans employed in cabinet departments aside from the Department of Defense.

The VA’s Veterans employment Coordination Service plans to contact all severely injured veterans of the Iraq and Afghanistan wars to determine interest and qualifications for employment with the VA. There are currently 2,300 injured veterans from those two wars, and 600 have shown interest in working for the VA.

“I am proud of this effort,” Dr. James B. Peake, secretary of veterans affairs, said in a press release.. “VA knows the true quality of our men and women, and we should be a leader in employing them.”

The coordination service, which was established last year to recruit veterans, has nine regional coordinators who work with local facility human resources offices throughout the country to find potential job candidates and let local managers know about special authorities available to hire veterans.

“Our team is spreading the message that VA is hiring, and we want to hire disabled veterans,” Dennis O. May, director of VA’s Veterans Employment Coordination Service, said in the release.

VA coordinators participate in military career fairs and transition briefings and partner with veterans organizations, the Department of Labor’s Veterans Employment and Training Service, as well as VA’s Vocational Rehabilitation and Employment Service, the Marine Corps’ Wounded Warrior Regiment and the Army‘s Warrior Transition Units.

This platform has several new features and has been updated to increase it’s functionality and usability. The Recruitment Communication Platform has been designed as a do-it-yourself style website that allows the use of video, blogging, chat and widgets in order to get a company’s personal culture and brand out their to potential workers. Social media tools have gained a lot of popularity in employment because they are a highly effective way to gain the attention of Generation Y.

In addition this, the Recruitment Communication Platform gives users applicant tracking abilities. HR mangers are able to identify, interact with and track candidates they are interested.

This web-based HR program is delivered as an on-demand solution, allowing users to access information whenever they need. It integrates with already existing sites or can be used by itself, making it more flexible than many products.

“Our new Recruitment Communication Platform and the partner program launch represent a huge transformation for Standout Jobs in the short year since we first got off the ground,” said Ben Yoskovitz, who is the co-founder and CEO of Standout Jobs, in a recent press release. “Our software has always delivered value to our customers, whether through money saved on recruiters’ fees, time and energy reclaimed by executives tasked with sourcing candidates, or HR professionals looking for specific skill sets in niche communities on the web. We’ve incorporated all the great feedback we’ve received from the HR community, and feel our Recruitment Communication Platform is the best the industry has to offer to meet their needs.”

This online recruitment program is available to companies free for 45-day trial period. The costs of Standout Job’s Recruitment Communication Platform starts at $249.00 a month. There is no limit to the number of jobs, candidates or users that a company have for this price.

Clearview Staffing Software recently released a brand-new nationally validated set of tests and skills checklists for home health, nursing and social work along with its release of RSS 3.7.1, which is a hiring software solution designed for both recruiting and qualifying medical professionals. These additions expand upon the existing tests and checklists. Included in the software are features such as online employment applications, skills checklists and competency tests.

Some of the new tests that Clearview has added to its hiring software cover such topics as Advance Directives, Complaints and Grievances, Color Vision, OSHA, Home Health for RN, LVN and CNA, Nursing Sitter, Adverse Drug Reactions and Drug Therapy Monitoring, Substance Abuse, Wound Care, Social Worker, Clinic Nurse, Long Term Care, and Rehab and Skilled Nursing. All together the company has added 20 new competency tests and skills checklists.

“The addition of the new tests and skills checklists is a reflection of our commitment to meeting the specific needs of our customers,” said Clearview Staffing Software President David Gorman. “Our existing test and checklist bank already covered the most relevant and used topics, however, we will continue to talk with our customers about their needs and grow our library of content based on their input and what is relevant in the industry.”

RSS 3.7 was launched in May of this year. All of the competency tests and skills assessment content included was both created and validated by a Clinical Advisory Board of experts led by Tammy Barben, RN, MSN.

“The goal in bringing in Tammy and her team was to have a group of experienced, advanced degreed professionals who understand what is needed to properly assess clinical proficiency, and who are capable of developing content that is relevant by today’s healthcare standards,” explained Gorman.

If a potential employer contacts a prior employer, they can talk openly about your work history and performance. But there are some very clear and serious stipulations.

A former employer or manager can say anything about your performance as long as it is accurate, truthful, and relevant. If your performance was less than expected and you missed deadlines, lacked in quality of work produced, or performed your job poorly, the former employer is free to provide this information. The important thing here is that the information must be TRUTHFUL!

This is why the majority of employers have established a very clear-cut policy related to employment background checks. They will only provide dates of employment, final salary, and job title or description. This ensures that the information they provide is very clear, concise, and not open to interpretation.

Providing information about a former associate’s performance can become a nightmare for both the employer and the employee. By keeping things focused on the facts that cannot be disputed, it ensures less chance of communicating erroneous or misleading information, and reduces the liability of a former employer who might disclose inaccurate information when recruiting. But it’s up to the employer to determine how much to disclose.

Of course, for those employees who have a stellar record of high performance, quality, and integrity, it’s unfortunate that their former employer cannot boast about these attributes! The policy applies to both situations. As with any ‘protection’ afforded to individuals, there is always an up-side and a down-side!

Your track record for paying bills on time and maintaining a reasonable credit rating give clues about your character and integrity. Validating information provided on your resume indicates honesty and sincerity.

WHY DO EMPLOYERS CONDUCT BACKGROUND CHECKS?
Employers are attempting to verify all information you have provided and identify any misleading or false information. Their primary objective is to ensure that you have the skills and behaviors required to perform at an optimal level. By thoroughly conducting a background check, they also minimize their risks that you present a detriment to the organization in any way.

The increased risks of terrorism and white-collar crime have driven companies to routinely deploy background checks. Federal or state government requires an employment background check for certain jobs such as individuals working directly with minors or mentally disabled individuals.

HOW DO THEY RECEIVE PERMISSION?
Employers are required to get your written consent prior to launching a personal background check. This is usually done during the initial interview phase on the application. More detailed information from medical records, military background, and educational background require specific authorization from you.

HOW DO THEY GET INFORMATION ABOUT ME?
Once you give written consent, an employer is free to investigate your credit history, driving record, criminal or court records, and financial background.

A background check may include interviews with your neighbors or associates. The questions are designed to evaluate your character and general reputation. This type of background check is especially critical for jobs such as law enforcement.

Employment background checks can be conducted by the company itself, an online data broker, or a third-party that specializes in background checks. Some companies engage private investigators for this purpose. They must all follow strict guidelines for protecting your privacy.

WHAT IS MY RESPONSIBILITY?
You have a responsibility to ensure that the information maintained about you and your background in various databases is accurate. Even with today’s advanced technology, errors can occur easily. It is advisable to periodically request a copy of your credit report and bank records to ensure they are accurate. If your job requires driving, you should request copies of your DMV records.

If you believe you have been denied a position as a result of inaccurate or incomplete information, you have a responsibility to correct any erroneous information with the appropriate entity and request corrected and current information be sent to your potential employer.

When you have nothing to hide in your past, an employment background check should not be intimidating. However, if there are shadows in the background that will be brought to light, be sure that you have already explained them on your resume or through discussion with your potential employer. This may avoid a rejection letter down the road!

When you mention video resume, you get mixed reactions. Some employers are all for it, and think it’s a way to stand out, other employers wouldn’t be caught looking at one. So how do you know if you should have a video resume?

You should have a video resume, if you want a job in marketing, sales, the arts, creative design, freelance, or even human resources. This gives you the advantage where you’ll stand out from the pack. There are so many qualified people out there, and a lot of times you need an edge over your competition. Well a video resumes is a great edge, you are showing that you’re creative and that you can think outside of the box.

And now with video resumes becoming popular, more and more websites are accommodating for it. Interview Studio not only hosts your video, but will also design one for you too. Once you have your video and you have a job you want to apply for, send out your resume with the link to your online video resume. A place which hosts your video for free is YouTube.

Some business owner’s also think that video resumes are great. Having a video of the candidate lets employers see the candidate and evaluate them. They can see the person’s personality, whether or not he/she will fit into the environment. By viewing resumes at Vault, or MarketYourself.ca employers are able to find suitable candidates to call for interviews.

On the negative side, if you are not careful how your video is presented, it can do more harm than good.

If you do decide to produce your own video resume keep it as professional as possible, don’t be long, and only stick to information that you would say in an interview. People like Aleksey Vayner, and others on YouTube have revealed too much and turned off prospective employers.

Another point for the bad, some employers won’t even look at a video resume. They are too worried about being sued. It wouldn’t take much for a lawyer to get a discrimination case if it was revealed that video resumes were used. As it is, businesses aren’t comfortable with accepting pictures on resumes.

The last point against video resumes, there really is no laws about them. Video resumes, really don’t have any laws regulating them. What company wants to be the one to set the bar? That reason alone turns a lot of companies off. Whatever you decide, research, find all the facts and decide what’s best for you in your industry. I think video resumes are a great idea; I would just look into how it’s presented and keep it professional.

Another reason for the recent popularity of background checks that include credit scores, is the fact these reports almost always list an individual’s previous residents and employers. With a large portion of the population falsifying or inflating their employment history, credit reports are now assisting businesses in weeding out the untruthful

Employers that require this information are looking for specific things such as a pattern of unpaid bills. Forgetting to pay an electricity bill once in two years is very unlikely to trip warning signals in an employer’s mind. That being said, repeated offenses will place a potential employee in a negative light.

For those with low credit scores this can be increasingly nerve racking, especially since it’s much harder to increase one’s credit without a job to pay the bills. Knowing what cannot be held against an individual in a background check can make a difference.

Although a history of unpaid bills can effect an employer’s decision on whether or not to hire and individual, businesses are not allowed to discriminate against anyone who has had to file bankruptcy. Doing so violates the Fair Credit Reporting Act and can be disputed. Negative credit information that is older than seven years will not effect one’s ability to get hired.

Sadly, lack of credit can be held against an individual. Although some individuals prefer to deal with cash and rent as opposed to buy, a completely blank credit report is seen as a strike against a potential employee by some companies.

If one is denied a position due to the results of credit information that surfaced during a background check, the company that request the investigation has let the individual know why. For some this may give the opportunity to clear up misrepresenting facts, such as how a pattern of unpaid bills was not intentional neglect but due to a long and severe illness or other serious circumstances.