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We asked HR professionals to tell us about their time in HR. Here are their stories.
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And the No. 1 tech story for 2016?
The case of the recruiter who tossed out a job applicant after discovering that he used OKCupid to send a woman an obscene and threatening message.
That article, Vulgar Comments on Dating App Cause Recruiter to Dismiss Candidate, and others on social media behaviors, device management and how to keep candidates from abandoning online job applications topped the list of the best-read HR technology articles on SHRM Online in 2016.
Here's the story of the recruiter and the OKCupid exchange:
"In late July, Boston-based Sam Oliver, an independent recruiter for tech startups, took notice of a friend's Facebook post: a screen shot of 'graphic and threatening' comments that a man had sent to the friend via the dating app OkCupid," SHRM Online reported.
[SHRM members-only how-to guide: How to Use Social Media for Applicant Screening]
"In the screen shot of their exchange, I could see his profile photo and recognized him," Oliver said. She used Google's reverse-image search and discovered the photo he used on OKCupid was identical to one "on both his LinkedIn and AngelList profiles, which is where I recognized him from," she said. He had applied for a job at one of Oliver's clients through the job site AngelList.
"Part of my job is to filter through the inbound candidates," she noted. "This man had submitted his LinkedIn profile, resume and a short bio to my client for consideration for a software developer position."
She immediately withdrew his application from consideration for the position and told him why and "that he should be nicer to women on the Internet," she said.
As determined by page views, other most-read HR technology stories included:
Tech Company SAP Eliminates Annual Performance Reviews SAP, Europe's largest software maker, decided to eliminate its annual performance reviews—even as it continues to sell performance review technology to other organizations. SAP's head of HR Wolfgang Fassnacht told Reuters that annual performance reviews don't work. He told the news agency that "people are open to feedback, also to harsh criticism, until the moment you start giving scores. Then the shutters go down."
Device Management and the New Overtime Rule How will you manage people who use smartphones for work almost around the clock? For nonexempt hourly workers who must be paid at least time and a half their usual rate of pay for working more than 40 hours per week, experts say HR should prepare to track the time employees spend using their smartphones for work purposes. After all, several studies show that people with smartphones wind up worker longer hours. That's because many are accessing work long after their workday ends and on the weekends via e-mail, texting and apps such as WhatsApp, Slack, Asana or Basecamp. They'll often answer work-related questions from colleagues and clients via instant messaging on LinkedIn and Facebook Messenger, too.
Study: Most Job Seekers Abandon Online Job Applications One of the problems that continues to plague recruiters is job candidates abandoning online applications. Some 86 percent of candidates use smartphones to look for jobs. People hate performing repetitive tasks when applying for jobs on small devices—such as re-entering resume data into fields in an applicant tracking system after they've submitted their resume.
To 'Friend' or Not to 'Friend'? The answer to the question of whether or not you should friend your subordinates on Facebook isn't always black and white, as HR professionals told us. Some didn't have a problem with accepting friend requests from employees, but others recommended HR "tread lightly" when doing so. Some suggested connecting on LinkedIn instead, citing it as a more-professional platform. Concerns about connecting on Facebook—and retaining those connections after a promotion—ranged from finding out too much information about employees to being accused of favoritism or impropriety.
When Candidates Cite Online Data in Pay Negotiations "Wise candidates look at [salary] numbers and try to put them into context," said Jennifer Loftus, SHRM-SCP, national director of Astron Solutions, an HR and compensation consulting firm in New York City. It's important that HR professionals recognize that often, candidates are doing their homework when it comes to salary in hopes of being better negotiators. But it's up to recruiters to encourage employees to consider their total compensation—vacation days, leave policies, medical benefits, etc.
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