PODCAST: Creating AAP Job Groups: It’s an Art, Not a Science!

Posted by Lynn A. Clements, Director, Regulatory Affairs on August 4 2017

Listen to Lynn Clements, Director of Regulatory Affairs, discuss best practices in creating job groups for affirmative action compliance. Job groups are the unit of analysis for many AAP components. Creating job groups that best reflect your organization is the key to ensuring your AAP is a useful management tool and mitigates compliance risks.

Lynn talks about the rules employers must follow to create job groups and why employers should regularly review and update their job group structure. Additionally, she provides a handy resource for AAP professionals, “Five Tips for Creating Strategic AAP Job Groups,” as a take-away reference.

The Dangers of “Pipeline Requisitions” in Recruitment

Posted by Misty Glorioso, PHR, SHRM-CP on May 18 2017

I have had several clients recently ask me about “Pipeline Requisitions.” And I will tell you, as I told them, as a compliance consultant, I am not a fan of them. The pipeline requisitions go outside my comfort zone, they go outside the box—the nice, clean, compliant box that clearly specifies the applicant data that needs to be included in an affirmative action plan

Key Qualities of a Successful Mobile Recruitment Strategy

Posted by Lauren Collinson, Senior Communications Specialist on October 10 2016

In the digital age, optimizing recruitment efforts for mobile users is a must. Mobile devices are quickly replacing desktop computers as the preferred method for searching, reviewing, and applying for jobs. Embracing mobile recruitment is a way for today’s employers to expand their reach and increase the likelihood of finding and hiring top performers. Companies who fail to adopt a mobile-first approach put themselves at a competitive disadvantage. 

Rules of Thumb for High-Volume Job Openings

Posted by Lauren Collinson, Senior Communications Specialist on September 13 2016

Crafting a job description that will be seen by as many candidates as possible—and subsequently handling the work that comes along with it—is a difficult part of a recruiter’s job. If you find yourself wondering how you can improve your process, first be sure you’re adhering to the following rules of thumb:

Master Sourcing in the Recruiting Process

Posted by Carla Pittman, Senior Manager, Berkshire Associates on September 8 2016

With so many different avenues and methods of sourcing available, it’s no surprise that HR professionals get overwhelmed sometimes. However, with the combination of a calm and collected approach, focused strategy and intuitive technology, HR professionals can create the most effective modern candidate hiring techniques available.

Do Not Hide From Job Seekers! Optimize Your Job Listing

Posted by Lauren Collinson, Senior Communications Specialist on August 31 2016

Job descriptions have become incredibly complex, which has both helped and hurt HR departments. Here are a few tips to optimize your listings to ensure the right job seekers are finding them. 

Attract Top Talent with These Three Strategies

Posted by Lauren Collinson, Senior Communications Specialist on February 26 2016

On average, only five candidates will be called in for an interview, Glassdoor reported. This leaves HR spending massive amounts of energy on less than ideal candidates, only to find the handful of elite talent hiding in the pile of résumés.

By attracting more top talent to job listings, HR’s job is made much easier to accomplish, and corporate gets a better pool of qualified employees. Here are some strategies to boost the quality of résumés you receive:

How to Craft the Perfect Job Posting

Posted by Carla Pittman, Senior Manager, Berkshire Associates on December 10 2015

Your company’s success largely depends on its ability to acquire talented new candidates who can bring new skills and perspectives to your staff. Attracting those individuals intentionally is critical—you can’t count on them stumbling upon your website by accident. That means optimizing your job postings to match what the modern candidate is looking for, along with the best practices for online advertisement. Luckily, it isn’t as complicated as it sounds—here are four essential tips to bear in mind:

How to Attract More Career Page Visitors—and Retain Them

Posted by Berkshire Associates on November 23 2015

The Internet has changed the game when it comes to recruiting. Where newspaper ads, flyers, and phone calls once formed the backbone of the job search process, there now exist webpage banners, job sites, email campaigns, and applicant tracking systems (ATS). That means not only have the avenues for connection to candidates increased many times over, but employers also have more powerful tools to manage applicants and determine which ones are the best fit.

However, all these techniques are moot if potential candidates never make it to the company job listings webpage, spend some time exploring, and decide to fill out an application. In sales, the maxim is, “Always be closing.” That applies for recruiting too—ads must lead candidates in the right direction and then convince them to take action. Luckily, the Internet has methods employers can follow to promote their job page.

What Each Military Branch Says About Veteran Candidates

Posted by Berkshire Associates on October 15 2015


Depending on their branch, different Veterans may have different character traits—but all of them value honor, respect, loyalty, courage, and hard work.

People tend to lump Veterans into one single category, but in reality, Veterans are as diverse a demographic as there is. That’s because military personnel tend to come from all different types of backgrounds and regions. However, there is another aspect of the military that distinguishes one Veteran from the next: branch.

Each military branch plays a critical role in protecting U.S. interests, but they do have different functions. As a result, Veteran candidates from the Air Force might be of a different mentality than those from the Coast Guard or the Army, for example. Employers that recognize the unique benefits and attributes of specific military branches will have a better chance of knowing what those individuals can bring to their organization. Read on to learn more about the characteristics of Veteran candidates from different branches.