Disney’s Success Story: A Focus On Hiring

Posted by James Patrick Kahler on January 28, 2015

There’s one thing that’s hard to refute about Disney and that’s the success of their brand. Whether it’s one of the seemingly BenchesSkyendless companies owned by The Walt Disney Company or simply just their logo, the Disney brand is one that’s trusted by its customers. People know what to expect when they interact with Disney—which is something all business leaders should strive to accomplish for their brands.  

The question is though: how does a business leader dream big and actually get there?

Fast Company recently interviewed former Disney Executive Vice President Lee Cockerell. In the article, Cockerell explained some of “the secrets” behind Disney’s success and how he helped maintain and grow such achievements during his 16-year career there.

5 Tips for Disneyesque Success


There are probably many different factors that attribute to Disney’s continuous success over the years. However, sometimes the unthinkable can be achieved with the most fundamental things or as Cockerell suggests, “with a focus on hiring well.”

Here are five things the former Disney EVP recommends for the success of any business:

1.) Details Matter

At Disney, we believe everything’s important. Every detail. We don’t want any paper on the ground. We’re fanatical about—you don’t have to be happy to work at Disney, but you do have to act happy for eight hours. Because we’re putting on a show."

2.) Importance of Hiring

We ended up developing questions for every single position at the company. We also learned what to listen for. Employers a lot of times will look at a resume, check if the person has their hair combed or the right tie on, but there’s a lot more to people than the image they put on for an hour when you’re interviewing them. We try to go deeper. A lot deeper.”

3.) Upholding Expectations

Our managers are not bashful about enforcing policies, procedures, and operating guidelines. I think the silver bullet for Disney is training. We don’t turn them loose on customers until they’ve been heavily trained. We don’t practice on our customers. Because at the end of the day, the people at Disney are the brand."

4.) Transparency

I can tell you, in most businesses, you’ll see people complain that they don’t know what’s going on.”

Cockerell goes on to mention a weekly newsletter he published that went out to all of his employees…

“I published this for six years. People thrive on being recognized, and a lot of times we’d get letters from guests saying so-and-so took care of us on this ride. We’d acknowledge that employee, and it got to be a big deal and a good way to teach other employees—here are the kinds of things you do that guests appreciate." 

5.) Great Leaders

"When you think about it, the customer doesn’t come first—great leaders come first. You can’t have a great company without great leadership. They create the right environment and the kind of culture where people are able to do more than they think they can."

Some of you may have heard of this advice before. Nevertheless, it reinforces how important hiring the right people is for the success of one’s business. A business has to have a solid foundation of good, hard working people; those who are qualified to not only get the job done, but also do it to his or her best capabilities as well. Without these type of workers, there are no good leaders and the rest just falls apart.

Take the advice from the former Disney EVP, something tells me he knows what he’s talking about—and it all starts with making the right hire!

Trying to hire a Disneyesque team? Download the free eBook below and start improving your hiring process today!

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Topics: Talent Management, Company Culture, Management, Hiring

Countdown to the Super Bowl: Hire a Winning Team

Posted by Natalie Pike on January 27, 2015

We're five days away from a West coast vs. East coast show down. Who will take the cake? The defensive, dominant Seattle Seahawks or the offense-driven New England Patriots? Either way, both teams have proven they deserve to be there.

This will be Seattle's second Super Bowl appearance in a row, while as we all know, the Patriot's have seen their fair share of Lombardi Trophies. So, what does this tell us?

They both have incredibly talented teams.  


Hiring managers constantly struggle to hire top-performing employees. An even bigger obstacle is figuring out how to retain them. Here are 5 ways to hire (and keep) a winning team:

1. Don't be needy.

Hiring the right people takes time. If you act desperate and hire the first person who walks through the door, odds are they aren't going to be the best fit. You may be barely holding your head above water and feel like you need help as soon as possible, but trust me, the extra couple weeks it'll take you to narrow down your applicant pool will be worth it in the long run.   

2. Switch up your interview process.

The majority of HR professionals have a list of questions they ask the candidate no matter the position. They'll ask the questions and maybe jot down a few notes for each one. Instead, try implementing a consistent interview program. Here at Hireology, we have a 3-step process. The first interview is a phone screen, the second and third are face-to-face. Mind you, all of these questions are stored online and include spaces to type out the applicant's responses. This creates an organized procedure that leaves no room for error.

3.  Ask about their mistakes. football_field

In reference to the interview process, make sure to include a question about something in the past that they would change or a mistake they've made. According to Michael Houlihan, a New York Times bestselling author, "we asked candidates about situations that were difficult, where they'd had a moral challenge," he said. "We were looking for a situation where they had to admit they made a mistake, and how did they handle it? If the mistake cost money, did they pay retribution when they didn't have to, or work extra hours to make up for it? If they said, 'I never made a really big mistake,' you would worry about that person."  

4. Have them provide a writing sample. 

This one depends on the job you're hiring for. Any one can say they're a good writer, but without proof, you never know. After a phone interview, you should have a good idea of how they communicate verbally. If they seem to be a good fit so far, give them a topic and have them write some sort of content. It could be a shortened blog post, a summary of a news article, a one-page description of why they're the best person for the job, etc. This will give you their communication style from the opposite side of the spectrum.

5. They're hired? Don't give up now.

It's a common practice for hiring managers to throw in the towel (pun intended) once their star candidate is hired. This might be the biggest mistake you can make. How successful can you be if your best employees only last a couple months? Think about raises, a strong company culture, praise for their hard work...anything to keep them engaged and happy to come to work every day.

Bring out the beer, pizza and hot wings. Sit back, relax and watch Katy Perry belt out "Teenage Dream." And most importantly, see the best of the best duke it out during this year's Super Bowl. Take it from these guys, drafting (or hiring) a winning team leads to endless success.

Want more tips on how to hire an award-winning team? Download our free eBook! 

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Topics: Interviewing Help, Employee Engagement, Company Culture, Management, How to Hire, How to Hire a..., Hiring Tips, Hiring

Is your hiring platform like a SkyMall product?

Posted by Natalie Pike on January 23, 2015

We heard some devastating news today. The world of air travel will never be the same. SkyMall, the in-flight hair_cuttercatalog filled with the most bizarre and unusual products, is declaring bankruptcy. No more passing the time by circling your favorite items and telling yourself, "I HAVE to buy this." Maybe you were into the Hair-catcher or the Sleep Neck Brace. Or maybe it was The Human Slingshot. While these products seem extremely cool, they were all very useless and led to the inevitable demise of the business. 

The same could be said for the amount of hiring platforms available. Let's take this as a lesson learned. Think about the plethora of products in the SkyMall magazine. How many of them would really be a necessity and beneficial to your life? Not many.

Each hiring software has a bunch of different components that make it what it is. Most of them offer hundreds of qualities that may be appealing to the eye, but won't truly help you hire the right person. 

I sat down with Hireologist Anthony O'Boyle and discussed how Hireology's product compares to others. 

"Hireology differs from other hiring platforms because it offers a system that encompasses each step of the hiring process. Someone can recruit, run interview guides, and verify the candidate's information all from one platform," he said. "From the recruiting perspective, we only partner with job boards that will actually make a difference. Other sourcing companies claim to post to thousands of different job boards, but there are only a few that yield results. We only invest the customers' resources in solutions that work." 

We've all been through a ton of different interviews. Whether it's a phone interview or a face-to-face, no interview is the same. I asked Anthony to talk a little bit about our interview process and what makes it so unique. 

"Our interview process ensures that the interviewer is asking the right questions for the position. We separate our questions based off behavioral and personality tendencies relevant to the job family that best represents the role. The candidate is then given an overall score that reflects how well they exhibit these tendencies. An overall picture is painted for the interviewer, giving them insight into how successful the candidate will be.

Here at Hireology, it's a science. We don't play guessing games. We spit out a clear number that tells you who you should and shouldn't hire. Take your mind (and eyes) off of useless products. It could eventually lead to the demise of your business. 

Again, focus on what's important. Take a look at 5 more reasons managers make bad hiring decisions. It's free! 

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Topics: Science of Hiring

Sourcing Candidates Poorly Destroys Your Talent Pool

Posted by James Patrick Kahler on January 22, 2015

Here’s something to think about…

If one million people were asked if they’d rather wait in line for 15 minutes or two minutes (for any reason), I guarantee you that 99.9% of those people would prefer the latter line. It’s a no brainer right? Why would anyone choose to waste time for no good reason? 


As “captain obvious-ish” the aforementioned statement is, it’s crazy how applicable it is to the hiring processes of companies everywhere. Some businesses offer the 15-minute line while others offer the two-minute one when it comes to applying for an open position. So if you had to judge which company offers the better candidate experience during the sourcing process, it’s even more obvious who takes the cake—that’s right, the two-minute one!

The businesses that demand a long, info-packed application process for their applicants are slowly shooting themselves in the foot when searching for the best talent. Studies have shown us that job seekers prefer a shorter application process. This is especially true for the most talented ones. If they’re not already being recruited, the last thing they want to do is fill-out a long and tedious application.

Software Advice, an HR and recruiting technology research firm, just released a report that reveals what’s considered a good candidate experience by surveying both job seekers and recruiters. Here are some of their key findings:

  • Job seekers cited unclear application instructions (93%) and extremely long applications (90%) as the primary causes of a bad candidate experience.

  • 46% of recruiters cited that an unsophisticated hiring process hinders their ability to provide a clear timeline to the candidate.

  • Recruiters surveyed cited that sufficient training, the use of ATS software and adequate staffing contribute most to a positive candidate experience.


Create A Two Minute Application 



While sourcing candidates, it’s important to make sure your application process is quick and easy to fill out. I’m not saying you have to completely restructure your hiring process; just consider the applicant’s point of view. Offering a simple application form will attract more applicants to actually complete the form. In return, you’ll have better odds of landing top-notch talent for interviews. 

Simplifying your application process is indeed, easy. If you’re not hiring for an over-the-top, specific position, then there’s not much need to ask for from the applicant. After you set-up a location to post your open jobs, all you really need from the applicants is the following information: 

  • Name (first & last)
  • Email Address (ask for email confirmation as well)
  • Applicant’s Address (plus city, state & zip code)
  • Applicant’s Phone Number
  • Resume
  • Cover Letter

Sourcing candidates shouldn’t be the most time-consuming step of the hiring process. You can usually tell if an applicant is qualified by simply looking at his or her resume, so don’t require unnecessary information if you’re only going to interview a handful of applicants anyways.

Keep it simple and you’re bound to have plenty of applicants waiting in line for your open position. If not, then you’re doing your job descriptions all-wrong—but that’s another blog for another time!

Don’t wait any longer! Download our free eBook below and learn how to get 100 candidates by next week.

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Topics: Recruiting, How to Hire, Hiring Tips, Hiring

Turnover Solutions: Why Your Employees Are Leaving You

Posted by Natalie Pike on January 20, 2015

Employee engagement is something we talk about quite frequently. The biggest complaint we hear from hiring managers is that their candidates aren't sticking around and once they eventually hire one, he or she leaves. Satisfying your employees has a direct correlation to reducing turnover. 92H

"70% of employees are disengaged in the workplace," according to Gallup, a data-driven news provider. In other words, we can expect seven in 10 workers to regularly watch the clock and wait until 5:00pm, check out of their priorities, and hit the road. A recent Forbes article said, "companies with disengaged employees have between 30% and 50% higher turnover than their counterparts. However, engaged employees can improve your company’s bottom line by as much as 19%."   

Most of the time, employees walk in on their first day with high hopes, positive thoughts, and excitement. It's up to you to keep them feeling that way every, single day. 

So, how do you do this? How can you start retaining great employees and re-engaging your team?

Reward Top-Performing Employees

If you’re experiencing turnover in top performers, you might want to re-evaluate your rewards and promotional opportunities. Turnover mostly comes from low-performing or new employees, so when an employee leaves a position in which they are exceeding, it’s likely because they feel undervalued. Offer incentives, bonuses, and room for promotion. You'll see an increase in motivation and competitive drive. 

Be a Leader

Leadership is the key to the success of a team. Without it, new employees have no direction and are basically driving with their eyes closed. One of the most common reasons for departure in workers is a poor
relationship with the manager. Make sure you build a strong connection with your employees. Don't drive them away - make them want to stay. 

Align Talent and Growthlazy-1

Each company has goals they want to reach by either the end of the week, month, quarter or year. It's important your employees know what those goals are. What are they working for? Andre Levoie, CEO of ClearCompany, conducted a survey called "How Leaders Grow Today." According to the survey, over 43% of workers are familiar with company goals but couldn’t actually list them. “Employees need to understand their purpose in your organization. The best companies have systems in place that help them achieve this from the onboarding process to the employee’s day-to-day work," Levoie said. 

Turnover should be a problem you never have to face. Lead by example, reward your employees with what they deserve, and educate them on both the short and long term goals of the company. Follow these tips and you'll prevent turnover all together. 

When it come to sales positions, turnover is pretty common. Stop the madness! Take a look at our free eBook.

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Topics: Employee Engagement, Management, Hiring

New White Paper: Hiring in the Automotive Industry

Posted by James Patrick Kahler on January 19, 2015

Managing an effective team at a dealership isn’t easy to do. It’s hard to find salespeople who’ll stick around for the long run; that’s why there's a 66% turnover rate facing the auto industry, according to the NADA’s 2014 Dealership Workforce Study. While turnover can take a toll on any business, it seems to be a serious issue amongst dealerships—one that seems nearly impossible to fix. However, that’s not true. Mini_Whitepaper_Overcoming_Challenges

Here at Hireology, we understand the difficulties of building a solid team at dealerships. Nevertheless, the turnover rate at dealerships doesn’t have to be so high and we can tell you why. We now have a white paper that dives into the state of hiring at dealerships and gives insight on how to help lower turnover and develop a team of salespeople that are fit for the foreseeable future.

This white paper includes insight on the following topics:

  •       When Hiring Goes Off Course
  •       Test Driving Candidates Before Hiring
  •       Steering Your Auto Dealership In A New Direction
  •       Putting The Right People Behind The Wheel At Your Dealership
  •       How To Reduce Turnover

Click on the free white paper below to gain industry-leading insight on how to improve the hiring process at your dealership. You’ll be glad you did! 

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Topics: Fresh Perspectives New Ideas, Talent Management, HR & HR Technology, Hiring, Science of Hiring

Missing Out On Using A Hiring Management System?

Posted by James Patrick Kahler on January 16, 2015


In honor of one of my favorite movies, Catch Me If You Can, I’m going to use a quote from one of Hollywood’s finest—Christopher Walken:

“Two little mice fell in a bucket of cream. The first mouse quickly gave up and drowned. The second mouse, wouldn’t quit. He struggled so hard that eventually he churned that cream into butter and crawled out. Gentlemen, as of this moment, I am that second mouse.” – Frank Abagnale Sr. 

Most people strive to be the second mouse that Christopher Walken’s character mentions in the movie. I mean, why not? People want to succeed, earn respect and accomplish amazing feats. It’s a normal human desire.

Nevertheless, there’s nothing wrong with a getting a little help along the way, especially when it comes to your job. This rings true for hiring managers who are hiring purely off of “word of mouth” recruiting or by using limited resources. These types of hiring strategies severely lower your chances of finding quality candidates, as well as raise the probability of a higher turnover rate at your company.

There’s a reason why most hiring managers use a hiring management system. According to a recent report from Software Advice, an HR and recruiting technology research firm, there are some important facts that highlight the significance of using a hiring management system in the recruiting business. In the report, Software Advice polled nearly 200 HR professionals about their current HR software usage. Here are some of their key findings:

89% of respondents were either “somewhat” or “very satisfied” with their software, making it clear that HR software is worth the investment. 

44% of respondents plan to increase their investment in performance review applications in 2015.

42% of respondents plan to increase their investment in personal tracking applications in 2015. 

They say numbers don’t lie. HR professionals are taking a liking to using this type of software and it appears this trend is only growing.  So if you’re a hiring manager looking for a more accurate hiring process, consider using some assistance from a hiring management system. You never know, it could help you become that second mouse one day…or at least recruit someone like that mouse.

Don’t miss out on HR software! Download our free eBook and see how you can improve your hiring process.

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Topics: HR & HR Technology, Hiring

4 Ways to Spot a Bad Hire

Posted by Natalie Pike on January 15, 2015

I've learned a million things since I started working at Hireology, however there's one thing that sticks out among the rest--a strong company culture. Chief Hireologist, Adam Robinson, said, "authentic culture is really easy to spot: you can feel it.  It’s inescapable, invigorating and infectious to those who are a part of it." It's the most important success factor for a company. 

A smooth and productive day in the office happens when the right people are there. If the wrong person is there, they stick out like a sore thumb. According to Kevin Daum, Inc. 500 entrepreneur, "it's not always easy to spot these bad apples, especially when times are good. But there are definite signs when someone is creating an unnecessary hassle for everyone else."

Four successful Inc. employees explain the easiest ways to spot a bad hire.

1. Core values

Hireology has 5 core values that we live and die for. It's what we follow every day of the year and it's what makes our company culture so strong. If good core values are properly enforced, it'll attract the right people and make the wrong ones become more noticeable.

"If your core values are intentionally integrated into your review process you will notice quickly the people who are struggling before they become hugely problematic. Then you can push a little harder getting them to conform. Or at least if they can't happily fit the culture, the added pressure will encourage them to leave." - Kevin Daum, Inc. 500 entrepreneur and best-selling author

2. Keep an eye out for their reactions.

 The right hires know your company culture inside and out. When there's a crisis, they know how to handle it.

"If your culture truly supports the idea that the customer comes first, people do whatever it takes, almost regardless of "guidelines" and "procedures" and rules. So if an employee doesn't automatically respond in a way that supports the culture--whatever that culture might be--it's pretty obvious." - Jeff Haden, Owner's Manual

3. Are they even trying? 

In the past, I've seen employees walk in the door at 9:00am and leave at exactly 5:00pm regardless of what did or didn't get done that day. A bad hire doesn't care about what needs to be accomplished. They watch the clock and when it's technically time to go, they do. 


"When I was a manager at a software company years ago, business moved at a very quick pace. A couple of my employees just didn't want to put in the extra effort required to be fully participating members of my team. After trying to change them (mistake!), I realized that they just didn't fit the culture of my department. I helped them find positions elsewhere in the company where their personalities were a better fit." - Peter Economy, The Management Guy

4. They're letting you down. 

As I mentioned before, having a strong company culture is the most important success factor for a business. Unfortunately, most hiring managers don't have a clue on how to build one. 

"Your culture and company values are at the core of just about any decision you make, including who you bring on board and how you manage them. You'll know when someone doesn't fit in as they are likely to let you or your team down quite often. They may even upset customers and cause office disputes. More than anything, you'll know it in your heart." - Marla Tabaka, The Successful Soloist

I think it's safe to say that the majority of business's out there have made a hiring mistake once or twice. Don't worry, it's not the end of the world...yet. Keep your eyes peeled for these signals before it's too late. Once you've got them down pat, you'll prevent yourself from making a bad hire in the first place.

Don't lose sleep over an employee that's not up to par. Download our complimentary eBook and start hiring the right team. Enjoy!

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Topics: Company Culture, How to Hire

Evaluate Your Leadership Before Hiring Millennials

Posted by James Patrick Kahler on January 14, 2015

What’s driving you towards success? It’s an important thought to consider when setting aside plans for growth. Whatever may be the source of what keeps your team, self or business moving forward, the one thing that’s typically a factor of accomplishment is quality.


Nothing succeeds without some sort of positive quality. For example, take a look at successful coaches in sports. Recent CFB Champion coach, Urban Myer of The Ohio State University football team, said that one thing that really drove his team towards success this year was by asking his players: “why are you here?” Asking his unusually young team this question gave the Buckeyes a sense of purpose to play for one another and therefore, motivation to eventually win a national championship.

Whether you like college football, OSU or not, coach Urban Myer did one thing exceptionally well: he gave his players a purpose. According to an article from Inc., which cited a recent study conducted by Deloitte, the one thing young professionals entering the workforce tend to look for in a leader is a “sense of purpose.”

What The Millennials Want Millennial_Job_Seeker_Image

If you’re hiring millennials, be sure your leadership qualities are up to speed with this generation’s needs. You’ll have a much better chance of attracting Get Y talent, as well as retaining it too. To evaluate your current leadership qualities, refer to these statistics below from the article and study:

  • “6/10 millennials said a sense of purpose is part of the reason they chose to work for their current employer (of 7,800 millennials surveyed across 29 countries worldwide).”
  • “As far as individual leaders go, Gen Y places the most value on qualities such as: strategic thinking, ability to inspire, interpersonal skills, vision, passion, and decisiveness, the study found.”
  • “77% of connected millennials (those who use social media regularly) said part of the reason they chose to work where they do is because of the company’s sense of purpose.”

Keep these statistics in mind while evaluating your leadership. It never hurts to make slight adjustments, especially when it comes to refining your leadership skills. Sooner or later, millennials will be the heart of your business, so it might be best to know what they’re looking for in a leader. Plus, it worked for a championship coach, so it might just work for you!

Wondering what else millennials are looking in an employer? Download our eBook (100% free!) to find out how to attract Gen Y candidates!

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Topics: Talent Management, Hiring Millennials, Management

3 HR Trends You Need To Accept

Posted by Natalie Pike on January 13, 2015

The past few blogs we've written have been revolving around the New Year and what to expect when it comes to HR. It may sound repetitive, but I promise you, this year is different than most for many reasons. Trends are changing when it comes to recruiting and how hiring managers are going about their business. According to a recent Blogging4Jobs post, there are a slew of critical trends that we cannot just not ignore in 2015. These were three that stuck out as the most important: 


Hiring for Culture Fit 

During the olden days, cultural fit was just something hiring managers would wish for. It wasn't a necessity. Times have changed. The positives outweigh the negatives and hiring based on how they fit into the company culture is a priority. Cultural fit leads to stronger employee enagagement, collaboration and productivity. It can also lead to retention and why your employees may decide the company across the street is a better fit. It directly translates to employee satisfaction and whether or not they look forward to coming in to work everyday.

Creative Recruiting 

Candidate flow is the biggest struggle we've heard from hiring managers over the years. How can they get more applicants? With the job market being extremely tight, it's essential to start thinking outside the box. Employers should be trying all sorts of methods to reach and engage talent.  For example, Zappos tossed the whole job posting thing to the side and told potential candidates to join their insider social network if they were interested in a job. Google put up a billboard in California that contained a math question. If candidates solved it correctly, it brought them to a unique recruiting site. Creative recruiting is key to landing top talent in 2015. 

Using Social Media Networks

Gone are the days of head hunting and recruiting programs. Welcome to 2015, where every human being is a possible target for hiring. The amount of open jobs are growing at a rapid rate and hiring managers are looking at all avenues to find the best talent out there. They're taking advantage of their company's social media platforms and looking for connections within their network. As the saying goes, "it's all about who you know." According to the Todd Owens, "Someone, somewhere, is networked to the perfect candidate. It's just a matter of building a culture of team recruitment and leveraging technology to fuel it."

The majority of hiring managers are stuck in their ways. Thinking about building out a social media page, worrying about whether the candidate fits into the company's environment, or forcing yourself to think outside the box when it comes to recruiting can be extremely nerve-racking. Change is a scary thing, but if you want to be successful and have 2015 be the best year yet, these HR trends cannot be ignored. 

Follow these trends and study up on more ways to get candidates knocking at your door. Download our FREE eBook now!

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Topics: Interviewing Help, Employee Engagement, Company Culture, Recruiting, How to Hire, Hiring Tips, Hiring, Social Media