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Hire Before It’s Too Late: Quarter 3 Industry Hiring Statistics

Posted by James Patrick Kahler on August 29, 2014

It’s a sad time of the year, depending who you are. Summer is just about over, our beach days are limited and school bells are ringing again (do school bells still exist?). For most companies across the country, the worst part is that college interns are leaving. That’s right, your cheap labor is leaving and it’s time to consider hiring a full-time employee.

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Regardless of whether or not you plan on bringing someone onboard full-time, most companies are expected to increase their staff at the end of this quarter. This isn’t irregular. We typically see this trend during this time of the year. However, compared to recent years, the end of this quarter is expected to be a blockbuster hit for recent college grads.

Let’s Look at the Numbers

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Here are some interesting facts concerning industry hiring in the U.S., according to a study conducted by the ManpowerGroup:

  • “Of the more than 18,000 U.S. employers surveyed, 22% anticipate an increase in staff levels in their Quarter 3 2014 hiring plans.”
  • “…anticipated staff reductions remain among the lowest in survey history at 4%.”
  • “U.S. employers report a seasonally adjusted Net Employment Outlook of +14%.”

According to the same study, “This is the strongest Net Employment Outlook since Quarter 2 2008, when the Outlook was also +14%.” The Manpower Group’s study continues to predict an increase in industry hiring for Quarter 3, which is good news for not only young professionals, but for the U.S. economy as well. 

Eat While It’s Still Hot!

The majority of American companies are hiring and if you’re one of them, don’t procrastinate. The longer you wait, the better chance you’ll have of hiring an actual procrastinator—someone who waited until the end of summer to apply for a job, because he was too busy lounging poolside and flirting with Mrs. Robinson and…well, you get the point. 

(If you don’t get this reference, watch the 1967 classic, The Graduate. It’s a good one.)

There’s a large pool of talent out there and you have a better chance of getting the best candidates if you actually read some of those resumes that are probably lying on your desk right now. And much like summer, interns are seasonal. So fill the void of your intern’s absence by hiring a young professional like the rest of the county. Go ahead, everyone’s doing it!

Need help finding the right candidates? Learn how to hire without spending a penny by downloading our eBook!

 

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Topics: Recruiting, Hiring

An Overview on Amazon's Hiring Process

Posted by Natalie Pike on August 28, 2014

In a recent Mashable article, Amazon CEO Jeff Bezos discussed his hiring process as well as three questions that make the difference when hiring. Here’s what can be taken away from the article:

We all know Amazon as the world’s biggest leader in online shopping, but at one point it was just an idea.  How does a small startup business transform into a massive online vendor?

By hiring the right people.

In his 1998 letter to shareholders, Bezos wrote, “I’d rather interview 50 people and not hire anyone than hire the wrong person.  It would be impossible to produce results in an environment as dynamic as the Internet without extraordinary people...Setting the bar high in our approach to hiring has been, and will continue to be, the single most important element of Amazon.com’s success.”

This philosophy has created one of the most in-depth hiring processes in the world. This rigorous screening process takes a toll on both the candidates and the workers. Despite the exponential growth at Amazon over the years, the process still takes place and continues today. Amazon, currently made up of approximately 110,000 employees, is more-than-willing to spend hours and hours when it comes to screening candidates. Bezos_Blog_Image

According to Valerie Frederickson, a human resources consultant who has worked with several Silicon Valley companies, “There is no company that sticks to its process like Amazon does. They don’t just hire the best of what they see; they’re willing to keep looking for talent.”

Bezos swears by three critical questions before hiring a single candidate.

1. Will you admire this person?

Admiration is the first bit of criteria on Bezos’ list. Most of the time, candidates admire the people working at their desired company, however Bezos wanted hiring managers to admire the candidate. According to Bezos, admiration meant that this was a person who could be an example to others.

2. Will this person raise the average level of effectiveness of the group they’re entering?

Elevation is the next goal for new hires. Bezos said, “The bar has to continuously go up. I ask people to visualize the company five years from now.  At that point, each of us should look around and say, “The standards are so high now--boy, I’m glad I got in when I did!”

3. Along what dimensions might this person be a superstar?

Having an interest in the company’s culture is the third and final thing Bezos looks for in a new hire.  He seeks someone who will help cultivate a fun and interesting work environment. It doesn’t need to be related to the job either - Bezos gives the example of how a National Spelling Bee champion would be an ideal candidate because of not only how well-rounded they are, but how they are truly unique.

So, if you’re interested in building your team from the ground up, get a good idea of your company culture and shape it into your hiring process. Stick to your guns and take the time in finding the perfect person for the position.  Regardless of whether you agree with this philosophy or not, something should be said for how successful Amazon (and other tech companies) has been over so many years and if Bezos attributes this success to his hiring process, we’re buying it.

 

Amazon and Google are both known for asking weird interview questions. Here's why they don't work...
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Topics: Fresh Perspectives New Ideas, Hiring Tips, Hiring

Franchise Solutions: Consider The Value In Assistance

Posted by James Patrick Kahler on August 27, 2014

In honor of national Tug-of-War Day and Just Because Day, I found it necessary (just because) to share some helpful information for those of you entering the Franchise Industry. Much like a game of tug-of-war, your mind might be wondering back and forth between different ideas or important decisions to make during this point in the franchise process...

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...but there's no need to panic; help is always nearby. There have been plenty of franchisees before you who’ve all gone through the same process as you might be going through right now. So take a big sigh of relief knowing you’re not alone.

While conducting some research on what kind of help people have used for their early stage franchise solutions, I found several recommendations and things they all had in common.

Invest in Support

Assistance may come in distinctive forms, whether it’s the advice from a friend, the support team from the franchisor or simply from the friendly guy that’s writing this blog. Either way, always consider free advice. Why not? You’re making a big investment with your respective franchise; therefore you should be considering all of the elements that create an appropriate business decision.

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Here are some things to consider before forking over the check for your franchise investment:

  • Company Training Seminars: Most franchisors host seminars for those interested or already invested in the company. Getting educational material and advice from your actual franchisor might be one of the better sources for support.
  • Networking: Old fashion, but it works! See if there are any franchise-specific networking events nearby.
  • Asking Questions: Does this franchise fit my personality? Do I truly believe in this brand? How does my professional experience match up with this franchise?
  • Research: Probably one of the most vital things you should do before making your decision. Check to see what kind of business history the franchise has and how it expects to succeed in the future.
  • Consultation: Whether you’re deciding how to conduct your franchise hiring or looking for more advice, be sure to consult with experts. Entrepreneur’s Source is one of several organizations that can help match you with a franchise that’ll suite you best.

These are only a few ideas to help you with your franchise solutions during the preliminary stages of this exciting business venture. If you found these ideas to be completely useless, don’t blame me…because it’s apparently Global Forgiveness Day too!

Need solutions for franchise hiring? Download our eBook for simple tips!

 

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Topics: Fresh Perspectives New Ideas

Working on Labor Day? 4 Ways to Keep Yourself Busy

Posted by Erin Borgerson on August 26, 2014

working on labor dayThink you are the only one slaving away at work on Labor Day? You aren't alone, in 2013 39% of American employers kept operations open.

While your family, friends, and co-workers (who thought ahead to take it off) are barbecuing and enjoying the great outdoors, you will be working the cash register or staring at a computer. Sound like a waste of a day? Your hiring process could probably use some work.

The following 4 ways will keep you off Facebook silently sending death threats to people posting selfies on the beach. 

1. Go after passive candidates

Who has time to recruit passive candidates? Labor Day is the perfect time to go after candidates who aren't necessarily looking but are still willing to hear more about your job.

Send them a message on LinkedIn, Tweet them, or shoot them an email. Either way, you are more likely to get a response on their day off then on a weekday when they are at work.

2. Post your job to a job board

45% of Beyond.com users will spend Labor Day looking for a job so expect a rise in candidates by posting your job to a job board on Labor Day.

Consider niche job boards where the candidates have a more specialized set of skills.

3. Research new HR Technology

From automating your reference check process to implementing an interview scorecard - the list of innovative HR technologies gets longer each year. 

Take Labor Day to research some options for your company or business. Your boss will be impressed with your proactive mentality.

4. Respond to Candidates

Have you ever sent an email or card to a friend, only to not hear back? That feeling you get when you feel neglected is exactly what every candidate feels who has applied to your jobs and not heard back.

The candidate experience is crucial to a company's recruiting efforts and a simple "Thanks for Applying" email will help candidates see your company in a positive light.

In the end, Labor Day is just another Monday and if anything you will be able to earn brownie points from your boss by improving your hiring process one little step at a time. 

Want 11 more resources to help you hire? Grab our free hiring resources ebook below!

 

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Topics: Employee Engagement, Recruiting, Hiring

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?

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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?

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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

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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!

 

Download our ebook to give a fresh face to your career site!

 

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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).

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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.

Simplify

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