Quiz: Think You're Cut Out For Conducting Interviews?

Posted by James Patrick Kahler on August 22, 2014

It's back to school time, which also means it's time to start conducting interviews for companies looking to replace their interns. If you're not a seasoned hiring manager and you think you have what it takes to conduct an interview, let's see what you know!

 Discover how scorecards can help you hire the best candidate. Download our eBook below! 

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Ten Types of Interview Questions to Avoid

Posted by James Patrick Kahler on August 22, 2014

Have you ever been asked a question that made you question the person with whom you were talking to?



Let’s assume you said yes. More often than not, asking a confusing question will defeat its purpose, especially during an interview. Whether or not you’re looking for a specific response, a puzzling question can have a negative effect on both people in the conversation. They might think you’re odd and in return, that may reflect poorly on you—potentially ruining the entire interview.

Interview questions are meant to help give you a better understanding of the candidate, how qualified that person is and what he or she’s personality is like. It’s a simple process that shouldn’t be over-analyzed.

Off-the-wall questions do not only create a negative outlook from the candidate’s perspective, they also can offend a candidate or make that person feel less intelligent.

They Asked What!?

In order to avoid a bad interview, here some types of questions that you should steer clear from asking a candidate: 

  •       Do your parents view your career and aspirations as a failure?
  •       If you were stuck in a broken-down car in the middle of nowhere with a cellphone that had no dial tone, how would you go about fixing it?
  •       What do you think it would cost to rent out Madison Square Garden for a night?
  •       Do you currently have a significant other?
  •       If you could be a vegetable, what kind would you be and why?
  •       Would you consider yourself a taxi or limo person?
  •       If you were dead, what would your family and friends say about you at your funeral?
  •       If you saw a person steal a dime, would you report it to the police?
  •       How many tennis balls can fit in a dump truck? 
  •       Are you a Democrat or Republican?
Obviously, these questions are ridiculous. Even if you’re trying to evaluate a candidate’s response to an analytical question, you can still do so without wording a question as some of the aforementioned examples.

Keeping interviews simple and conversational is typically the best routine with a strong success rate. It also helps make the candidate feel more comfortable, which will most likely give you and your company a better reputation when it comes to conducting interviews. 

Want to learn more about what kind of interview questions to avoid? Download our eBook now!


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Preparing to Recruit Gen Z: Three Things to Consider

Posted by Emily Woodward on August 18, 2014

As the workforce is busy adjusting to the growing presence of millennials, a new generation is waiting in the wings. In just a few short years, "Gen Z" will become the hot new HR topic, and hiring managers everywhere will be scrambling to recruit the best of those born between 1995 and 2010. 

Highly digitalized and riding the hype wave that every coming generation does, Gen Z promises to bring a new set of skills and ideals to the workplace. And though not every individual will fit the generalized mold of their age group, its overall differences will make recruiting Generation Z a different game. Generation Z

Here are three things to consider as you prepare for this new wave of talented youngsters:

A new approach to social media

Gen Z's refusal to adopt Facebook into its social media repertoire is the first sign of its differences from Gen Y. While millennials came of age when our current Internet culture was still emerging, all Gen Z has ever known is it evolving. The first generation of true "digital natives", this group has already moved on in favor of niche communication tools like Snapchat and Instagram.

If your company plans on using social media to catch their attention, it needs to take this into account. Facebook and email will likely be no good, with quicker, more interactive recruiting methods taking over. Be ready to create numerous new social media accounts for your company, and to take innovative risks with the way you use them. 

Incorporating "intrepreneurship"

In the face of this constant digital innovation, Gen Z has developed a mindset that's far more entrepreneurial than that of the generations before them. To them, innovation and breakthrough ideas are not only encouraged, but are a feasible norm. Stories like Mark Zuckerberg's inspire them to start something of their own, and they value the idea of the road less travelled.

In order to attract a generation of people who would rather work for themselves than for you, creating like-minded opportunities in your office is key. Companies that promote intrepreneurship, or acting with the mindset of an entrepreneur but in an established organization, will find success by offering active opportunities to these candidates.

Add a purpose to your jobs

A large part of Generation Z's entrepreneurial tendencies come from their desire to find purpose in what they do. This desire for fulfillment through work has been much-talked about in millennials, and it will only grow stronger in the coming generation.

The good news is that your company can cater to this need no matter the size or importance of the job. Branding-wise, emphasizing a specific purpose (especially a social one) will make you shine in the eyes of Gen Z. In your job descriptions, mention how candidates can contribute to this higher purpose in the open role. More than anything, Generation Z wants their jobs to be more than just a job, so eliminating things like the inflexible 9-5 will make them feel like you respect that desire.

While our predictions about Gen Z in the workplace are merely speculative at this point, if they follow suit to previous generations the HR industry is about to see some changes. For further information on a group we know a little more about, check out our guide to hiring millennials.

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Topics: Fresh Perspectives New Ideas, Hiring Millennials, Hiring

Improving the Candidate Experience: Communication is Key

Posted by James Patrick Kahler on August 15, 2014

The clock is ticking. You hit the refresh button on your computer multiple times and there’s still no reply. What gives?


This is the feeling most job candidates experience while going through the interview process with a company. It’s an uncomfortable feeling that can be off-putting, giving candidates a negative outlook towards that company. Why does this happen? As the Captain from Cool Hand Luke once said, “What we got here is…failure to communicate.”

The candidate experience is so important during the hiring process. Poor communication with a candidate reflects a company’s reputation negatively; which can potentially cause a wildfire of undesirable PR on the Internet.

So, how can hiring managers avoid this situation with candidates?

Since we can’t interview Paul Newman, we decided to talk with our very own Director of Marketing (and experienced interviewer), Erin Borgerson, for some communication tips with job candidates during the interview process.

Q&A with Erin Borgerson


Hireology: What’s the most important key to communication with candidates in-between interviews? 

Erin: Timing! Always be prompt with your responses to candidates and never keep them waiting. This is for two reasons: 1. It's respectful, they are looking for a job and your company might be a dream position for them and not responding promptly will put a bad taste in their mouth. 2. If you delay your responses to candidates they may accept another job offer or assume you aren't interested.

Let’s say you have a great candidate that you like, but isn’t quite qualified as another or simply isn’t the best fit for the job. However, since you are impressed with the candidate and would like to consider he or she for another position in the future, how do communicate with that person? 

I am always honest. I reach out and tell them that other candidates have the exact experience we are looking for so we won't be moving ahead in the process with them, however we would like to keep their information on file for future positions.

Do you have an example of this situation? If so, please share.

Before we had the funds to hire a graphic designer on full-time, we were interviewing interns. One intern candidate was a great culture fit but didn't have the experience we were looking for, so we hired another candidate and passed her off to our sister company. When the internship ended, we were looking for a full-time graphic design hire, and ended up hiring the intern that we originally turned down. If she hadn't been accepting and thankful to our honest rejection initially, she would never have secured a job 6 months later.

What are some red flags of candidates, with regards to communication, during the in-between part of the hiring process? 

Candidates who don't respond within 24-hours of an email, candidates who email a response to a phone call, candidates who are too pushy and call daily to see if you are interested in them.

What communication advice do you have for Hiring Managers with candidates during the interview process? 

Be prompt, timely, honest, and thorough ALWAYS!


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Topics: Interviewing Help, Recruiting, Hiring Tips, Hiring

Posting the Perfect Job Description for Millennials

Posted by James Patrick Kahler on August 13, 2014

There’s a good chance that thousands of companies reside near your office, with many of them co-existing in the same industry as your business. With so many different employees to find and connect with in the area, it can be somewhat overwhelming finding the ideal Millennial candidate for your open position.

Therefore, it’s crucial to post a job description that attracts a young professional’s eye.

First, we have to ask ourselves: exactly who are Millennials? It’s a question many researchers and hiring managers may be asking themselves as they continue to try to understand this wave of young professionals (considered to be anyone born from the early 1980s to the early 2000s) that are becoming a stronger part of the American workforce. Often referred to as ‘Generation Y’ or ‘the social generation,’ one thing is clear about this age group: “they are 77 million strong” and “make up 24% of the U.S. population” (according to a recent Nielson consumer report).


By following this simple job-posting guideline, you can attract the perfect young candidate, maintain a strong presence within the world of Gen Y job seekers and therefore, help ease the hiring process for your company in the future.


This is the social media generation—the group of young adults who helped form a world connected with endless information accessible at most people’s fingertips. Knowing that the Millennial generation is constantly on the Internet, browsing various sites at a time, checking their social media pages, email, etc., it’s vital to have a presence on the web, especially on social media sites.

With that being said, it’s just as important to keep your job posting short and sweet. Gen Yers don’t want to spend time reading every little detail or qualification about your open position. The briefer, the better, and the more likely he or she will actually read the entire post!

Be Unique

Similar to submitting an attractive resume, a job description must have that ‘pop’ or ‘pizazz’ in order to make it stand out. Recent studies have shown that most Millennials prefer culture and meaningful work, in contrast to having a large salary with boring work. Thus, it’s essential to highlight anything that’s special within the position and your company.

Here are some things to consider before writing your job post:

  • What can this candidate do to help the company that other positions can’t?
  • What sets your company culture apart from others?
  • In what ways can this position make a difference within the company and its future?
  • What kind of social or ethical work does your company do outside of the office?

Post! (in the right places)

Ok, so we all know that posting your job openings on social media sites, as well as popular job boards, are easy ways to get your company and job listings out there to potential candidates. However, in order to truly capture the attention of the type of Gen Y candidates you want, you must make sure you’re posting your open position in the right place.

You want your job description post to reflect both your company and culture. For example, if you’re hiring for an accountant position, it might be more appropriate to post your opening on a more formal site, such as LinkedIn, whereas if you’re hiring for a graphic designer position, a creative organizational site such as AIGA might be a better place to post. This way you can flush out candidates who might be serial applicant fillers!

When it’s all said and done, the Millennial generation is not much different than other generations. They’re looking for jobs just like any other unemployed people. The only difference is their searching process, along with some specific career-oriented preferences. Much like fishing, if you know where to fish and you have the right bait, then you’re bound to reel them in!

Want to step into the minds of Gen Yers? Download our ebook below! 


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Topics: Hiring Millennials, Job Description, Sourcing Candidates, HR & HR Technology

Hireology Announces $10 million in Funding from Bain Capital Ventures

Posted by Erin Borgerson on August 12, 2014

It's an exciting morning in the Hireology office.

The team is thrilled to announce that we recently closed a $10 million round of Series B funding from Bain bain_capital_venturesCapital Ventures. The investment--our second in two years-- is a milestone that will help us continue to transform the way businesses hire. 

When Hireology was founded by CEO Adam Robinson and co-founders Michael Krasman and Jeff Ellman in 2010, it was an idea based on the simple desire to make hiring better. Four years later, we've grown from a fledgling startup with a mission to the provider of the leading selection management platform. In that time, we've used our predictive analytics and selection technology to help over 1,500 customers make quality hires, earning multiple awards and having a lot of fun along the way. 

And we aren't stopping there. With this round's capital, you'll see us continue to grow Hireology's quirky, talented team, bring awesome new features to our customers, and provide intelligent solutions that change hiring for the better. 

Joining our Board of Directors is Mike Krupka, the Managing Director of Bain Capital Ventures, who will bring an unparalleled level of industry insight to our team. With Mike and the BCV team's expertise, Hireology is ready to take the next steps in industry innovation, and we're eager to see what's on the road ahead. 

Read the full press release about the funding here

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Topics: Hireology Updates

Building A Remote Engineering Team and Culture: 5 Tips from Hireology

Posted by Erin Borgerson on August 11, 2014

This is a guest blog post by Hireology's lead engineer, Jen Payne

When Hireology set out to find top engineering talent, we opened our virtual doors to developers across the Hireology_remote_engineering_teamcountry searching within, and outside of, our Chicago base.  Finding talent is not always easy but when the right people (the majority of those outside of the Chicago area) were hired and made members of the team, another difficult task was faced: building a remote engineering team and culture as amazing as the culture in our Chicago headquarters. While there will always be hiccups when it comes to working remotely together and improvements can be made in various areas, we truly believe that we have fostered an outstanding remote engineering culture. 

Here are five ways we make working remotely work.

1. Communication

Everyone knows that to be a successful group, communication is key.  Our methods of communicating have evolved as additional team members have been added, and we now primarily use online tools such as GitHub, HipChat, Google Hangout, and Skype to stay connected. Whether it’s discussing upcoming features in a release, performing code reviews, pairing, participating in meetings, talking about our day, or what’s going on after work we’re constantly communicating. We’re communicating with the office too.  Each morning an office-wide standup is held, and those of us who work remotely join via Google Hangout, which is visible on a large television by everyone onsite. When meetings and monthly town halls are held, we’re there too, via video, but participating and taking in information as if we are there in the room.  It’s important for engineers who work remotely to not feel as if they’re alone on an island, and regular communication between team members and others in the company helps alleviate this feeling.

2. Autonomy and Accountability

While communication is important, so is leaving someone alone so that he or she can focus in order to complete the task at hand.  It’s easy to want to micro-manage remote employees.  After all, you have no idea if they’re even at their desk working.  Even though they appear “Available” in HipChat, there’s no way to really tell if they are crushing the newest feature or surfing the web.  At Hireology, it’s always pretty busy.  There are new features to develop, improvements to make, bugs that need fixing, tests to write.  We are held accountable by our output. We hire engineers with whom we can forge a relationship built on trust.  As teammates, we trust each other to do what needs to be done in order to make Hireology the best hiring platform available.

3. Quarterly Visits

Some honest face time is important, even for a team that is almost entirely remote.  The engineers visit the office once per quarter to sit together and plan, work out issues, and just get to know each other and the Chicago-based employees. Waiting until the engineers are in the office to have important company-wide events (such as lab coat ceremonies, talent shows, and bowling competitions) sends the message that even though remote employees are not always seen, they are important and welcome. Being together, face-to-face, builds camaraderie, not only between engineering team members, but also between the team and members of other departments in the company.


4. Passion for People

Hireology’s purpose is to “rid the world of bad hires” and we take this mantra very seriously within our own company and teams.  Becoming a member of the engineering team here at Hireology takes work - there are various stages of interviewing, completing a homework assignment sufficiently, and lastly fielding off-the-wall questions from your potential future coworkers. In the end, we have a passion for people who have a passion for their craft and for their team. Even as we grow, we remain a closely-knit team and stay that way by following Hireology’s proven process for finding individuals who we know will be successful in their role. 

5. We're Not So Serious

Spend one day in our main HipChat room and you’ll discover that while we are a team who is dedicated to great work, we are also a team that likes to have fun.  You’ll find links to crazy YouTube videos, memes, animated gifs, and more emoji than tween girls at a One Direction concert.  We’ve had puppets show up on screen for meetings, crazy hat days, and times where one or more people burst into song just for the heck of it. The point is that we enjoy working and having fun together, even though we’re not physically in the same office.  Silliness is not only permitted, it’s encouraged.

Making the decision to be open to hiring engineers who are not necessarily local has paid off because we are finding the best engineering talent available anywhere.  We’re growing rapidly, as a team and as a company, and yet are able to remain connected and involved.  Hopefully these five tips can help you build a remote engineering culture as well!

Want to hire your own engineering talent? Grab our ebook and start hiring!


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Topics: Fresh Perspectives New Ideas, Employee Engagement, Company Culture, HR & HR Technology, Hiring

What the McDonald's Ruling Means for Your Franchise System's Hiring Process

Posted by Emily Woodward on August 9, 2014

Engaging in a franchise partnership means stepping into a relationship of exchanges and mutual benefits. 

As a franchisor, you hand out little pieces of your business to willing partners, allowing them to use your established brand and operations to find success of their own. And as a franchisee, you put an invested effort into expanding the overarching business, offering a chance for growth without complication. 13226461_l

With these two-sided benefits, however, can come the question of where to draw the line between shared responsibility and individual liability. In terms of employee affairs, the recent McDonald's ruling by the National Labor Relations Board has put the answer up in the air. 

The result of alleged labor law violations at individual McDonald's restaurants, the ruling determined that McDonald's Corporation could potentially be treated as a joint employer in such cases. This means that if a labor violation is filed against an independent branch, corporate can be held accountable no matter their level of involvement in the situation.

For now, the decision is specific only to McDonald's, but if it stands despite the company's plans to challenge, the implications could change the hiring game for franchise operations everywhere. Here's what the McDonald's ruling could mean for your hiring process, whether you are a franchisor or franchisee:


If the ruling persists, HR consistency throughout franchises--from corporate to the joint down the street--will become key. As a franchisor, you'll no longer be able to claim third party observer in franchisee-employee disputes. And with your lucrative corporate head in the mix, there will be stronger motivation for complaints to be filed.

Even if your franchise operation doesn't approach the size of the McDonald's network, you'll have become suddenly liable for more people than you bargained for. In order to protect your franchise, you'll need a way to keep a cautious eye on every franchisee location's hiring practices. This might also mean being choosier about who you do business with.

“If you have an owner-operator network representing your brand and you’re not sure what their hiring practices are — how they’re picking talent, managing performance or what they’re doing with regards to the overall process for talent selection — you ought to be really worried,” Hireology's CEO and Chief Hireologist Adam Robinson told the Chicago Daily Law Bulletin


As a franchisee, you consider yourself--not corporate--to be the owner of your store. Underneath the encompassing brand of your franchise, you are the boss of the daily decisions and procedures. The McDonald's ruling could mean the loss of some of this freedom.

In order to protect itself, your franchisor will likely keep an eye on your hiring, firing, and other employee practices. They might even create a uniform code to ensure consistent practices across locations, which could lead to mounting pressure and friction in your partnership.

If the McDonald's ruling goes through, it will undoubtedly change the franchise model that has been standard for so long. And even if it doesn't, the conversation it has sparked will likely amount to a shift in the way you do business. Either way, it's best to anticipate the changes the ruling will bring, and figure out the reaction that will be best for your business--franchisor or franchisee. For more franchise hiring advice, check out our guide to hiring for your franchise locations. 

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7 Buzzwords Hiring Managers are Tired of Hearing

Posted by Emily Woodward on August 6, 2014

The creation of a buzzword is a dismal process. What starts out as a fresh phrase eliciting excitement and energy is soon copied to death, its meaning virtually spoken out of it. The use of such phrases is especially prevalent in the hiring process, where candidates will do anything to present themselves as fresh, capable, and exciting. In the midst of all this resume-padding and self-promotion, hiring managers have to be careful what they believeFrustrated_man

That being said, buzzwords can also be a test, and they have their time and place. The best candidates will either find a fresh way to use them, or provide authentic support out of recognition that they can't stand alone. So if you find yourself inwardly rolling your eyes during an interview, at the very least pay attention to the rest of your candidate's sentence. After all, there's no question that earning the use of a buzzword is a skill in its own right.

Here's our list of the seven hiring buzzwords hiring managers are tired of hearing: 

For more great hiring advice, check out our guide to navigating weird interview questions!

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Topics: Fresh Perspectives New Ideas

New Ebook: Four Sources of Sales Turnover

Posted by Emily Woodward on August 1, 2014

If dealing with turnover is tiring for you and your business, chasing the problem is even more exhausting. In sales_turnover_Landing_Page_Miniebookour newest ebook, Hireology illustrates the four sources of sales turnover to help you identify the best solution for sales retention. 

Specifically tailored to sales team turnover, this ebook makes it easy to understand and reverse common causes. Throughout the guide, you'll find tips for improving your hiring process, management, on boarding program, and more. Stop accepting retention defeat and download Hireology's new guide, The Four Sources of Sales Turnover.

Also included in this ebook:

  • A comprehensive approach to understanding your turnover problems
  • In-depth explanations of turnover-reducing tips
  • Effective preventative measures

Get the guide below!


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Topics: HR & HR Technology, How to Hire a..., Hiring