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Manage Talent: Lessons from Inbound 2014

Posted by James Patrick Kahler on September 19, 2014

TGIF, right? It’s the end of the work week and while most of us might be trying to finish up last minute work or probably daydreaming about our weekend plans, there’s one thing we can all agree on: getting out of the office is N-I-C-E!

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It’s always pleasant to step aside from work to enjoy the simple or finer things in life (I guess it all depends on how much coin you have in your pocket. I’m perfectly fine with watching football in my mustard-stained sweatpants all weekend. I don’t think I’ll be yachting in the south of France anytime soon, but I digress).

Getting out office gives us some fresh air and a chance to gain new perspectives on things. A different outlook can help us improve both our personal behaviors and our performances in the office.

If you manage talent, it’s especially valuable getting time out of the office, even if you’re still working. It’s a simple way to gain some peace of mind and work on strengthening your skills. Staying on top of your game as a leader not only benefits yourself as a manger, but your entire team as well. 

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For the last five days our Director of Marketing, Erin Borgerson, spent time away from our headquarters at a conference in Boston. The event was called Inbound, which is an annual conference hosted by HubSpot that focuses on all things marketing, including “four days of inspiring events.” And inspiration is exactly what Erin obtained from the event.

To get a better sense of the conference and the importance of improving oneself away from the office, I asked Erin about her time at Inbound. Here’s what she had to say:

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"To start off, Inbound is a conference where marketing (and sales) professionals gather to learn and grow as inbound marketers. During the 6 keynotes, 25 sessions, and 4 workshops I attended I was able to stuff my brain with knowledge.

It was refreshing to hear multiple speakers emphasize the importance of hiring the right people. HubSpot's Chief Marketing Officer, Mike Volpe, stressed that an organization cannot grow without the right people in the right seats.

Dharmesh Shah, the Co-Founder and CTO of HubSpot, also encouraged business owners and hiring managers to look outside the box when it comes to talent. Sometimes the best employee doesn't have a degree in the field that they are hiring for.

Finally, the focus of the entire conference was the advances in technology that have given marketers the tools they need to build a brand, promote their company, and develop a strategy to push sales and revenue forward. 

It was definitely nice to get away for a little bit and work on building up my knowledge with inbound marketing. I now feel revitalized and ready to get back to work. I’m excited to incorporate everything I learned into my work, as well as share it all with my team so we can produce even better work moving forward." - Erin

(Scroll through HubSpot's tweets to learn more about what happened during the conference. http://twitter.com/hubspot)

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Topics: Fresh Perspectives New Ideas, Talent Management, Company Culture, Management

Elements to a perfect job candidate

Posted by Natalie Pike on September 18, 2014

Happy National Cheeseburger Day!

Once upon a time, in 1896, the original "Hamburger Sandwich" was created. 30 years later, the cheeseburger was born.  As the story goes, the cheeseburger was created by a chef named Lionel Sternberger. A homeless man was sitting in Sternberger's restaurant and suggested he put a slice of cheese on top of the hamburger. The rest is history!

So, in light of National Cheeseburger day, ask yourself this: What ingredients go into your perfect cheeseburger? Is it ketchup, mustard, lettuce, and tomato? Or perhaps bacon, BBQ sauce, and a fried egg? It varies depending on the person and their taste buds.  Ingredients_For_Candidate

This translates directly into the qualities you're looking for in your ideal job candidate. Each and every position requires different characteristics that make a candidate successful. The most critical step in the hiring process is having a deep understanding of your open job, and what it takes for someone to succeed in the role. If you are looking for a Marketing Coordinator, you'd probably want someone who is innovative, approachable and proactive. While an engineering position requires someone who is dependable, detail-oriented and efficient. You should find what elements your current successful employees have and use those to determine whether you should hire the job candidate or not. Our Elements of Success helps you figure out what characteristics to choose from and acts as guideposts for every step in your hiring process. 

Now, if I had to create the most undesirable cheeseburger on earth, I'd combine pickles, american cheese, ketchup and mayo. However, I bet thousands of people out there would find this combination delicious. It all depends on what your're looking for and find most appealing. Think about the exact qualities you want in your employee. If you hire people with the same combination of traits, it's unlikey your company will succeed.  Ignore the "Top Five Qualities" articles and think about what your business truly needs and what ingredients make your perfect candidate.

 

Not happy with your past hiring decisions? Take a look at our guide to find out the reasons why!

 

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Topics: How to Hire, Hiring Tips, Hiring

Don’t stop with the iOS8: Signs your hiring software needs an update

Posted by James Patrick Kahler on September 17, 2014

"Hey man, did you upgrade your iPhone with iOS8 yet?"

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That seems to be the number one question being thrown around by "iPhone hipsters" today as Apple releases their latest operating system for their mobile devices.

Upgrades are typically pleasant. I mean, who wouldn’t want a better version of…well anything? Having the best of version of things tends to be the most desirable tech need for people nowadays, especially if you’re trying to keep up with Joneses (better referred to as the “Carters” today or “Kardashians” if you’re into that kind of…thing).

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Anyways, staying on top of technology improvements is essential, especially if you're using tech for your profession. It gives you an easy competitive advantage and keeps your head above water when it comes to learning new social trends. For those of you in the hiring and recruiting profession, this applies to you.

Hiring software is a vital tool used by most professionals in the hiring business, and just like the majority of software products, it’s nearly useless if it’s outdated. Therefore, it’s important to stay ahead of the game and make sure that you’re using hiring software that not only works, but is also highly functional for both operators and users.

10 signs it’s time for an upgrade 

 If you find yourself scratching your head when trying to use and/or fix your software, then it’s probably time for a change. Here are some signs that will tell you that it’s time to upgrade your hiring software:

  1. You’re low on applicants
  2. Can’t delete older job postings
  3. Having trouble adding new job postings
  4. Applicants can’t upload resumes, cover letters, etc.
  5. Emails aren’t being sent properly
  6. Applicants are receiving unwanted/irrelevant email responses
  7. Problems getting background checks and security information
  8. Can’t post positions to desired job boards
  9. Difficulties saving interview notes and scorecards
  10. It doesn’t work and gives you too many headaches! 

Need additional help upgrading your recruiting method? No sweat! Just download our complimentary eBook for some easy tips. 

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Topics: Recruiting, HR & HR Technology, Hiring Tips, Hiring

Hiring like Miss America. Four mistakes you may be making

Posted by Natalie Pike on September 16, 2014

After reading a recent Inc article, I noticed how similar participating in a beauty pageant and job interviewing can seem. Here is what I took away from it:

Being talented, answering questions to the best of your abilities, and looking better than ever...what do you think of when you read these qualities? A job interview? A beauty pageant? You may think these traits should apply to both, but they really shouldn't.

1410751850010-AP415174952888_1-1On Sunday night, Miss New York was crowned as Miss America 2015 for the third year in a row. Kira Kazantsev kept the New York streak going, while Courtney Paige Garrett, Miss Virginia, was the first runner-up. What makes Miss America different from Miss USA though? Among other reasons, Miss America has a talent portion. In fact, according to a Bustle article, "talent is the most important portion of the competition — it accounts for 35 percent of each contestant’s final score." After some thought, we realized this is very similar to what most people think about job interviews. 

If you are following pageant protocol, here are four mistakes you are making when hiring. 

1. It's all about the looks 

I'm sure we all wouldn't mind some extra eye candy around the office, but really, what does that have to do with the job itself and getting what needs to be done, done...right? If anything, it would only cause more of a distraction. Obviously, being beautiful is a major factor when deciding who will win Miss America. However, this shouldn't be included in the job description. Don't get me wrong, the candidate should be dressed professionally, but it's important to consider what this person will do for your company, not just what they look like.  

2.  Hiring from the same place

Like I said before, this is the third year in a row where Miss New York has won. It looks like they know what they're doing. This is not something you should consider when hiring the best candidate possible. Is every hire going to come from the same previous company? I sure hope not. As we all know, Amazon and Google are known for their amazing culture and employees, but this doesn't mean you should rule out someone because they are coming from a start-up down the street instead.

3. Expect an end result in the 20 second time slot. 

Miss America contestants are always asked difficult, intense questions that really require some deep thought and consideration. What they say in the given 20 seconds can change their entire life for either the good or the bad. We've all seen the video below, of Miss South Carolina answering a geography question.  Que awkwardness in 3...2...1...

Such as...I'm sure if she had more than 20 seconds, she could have came up with a better, more educated answer.  When hiring, you want candidates to answer your questions with a clear answer on how to fix major company problems. How are they supposed to do this in under a minute? Consider giving them the question in advance, inform them of the issues at hand, and have them present a quality answer and solution. 

4. Conversation is non-existent

Last but not least, there is nothing worse than an interview with zero conversation. You ask the candidate a question and they answer. Back and forth, back and forth. This is the protocol for a beauty pageant. The judge asks the question and the contestant answers. They don't have a chance to ask anything in return. If you want the best employee for your company, there needs to be a conversation. Not only do you want them to be a perfect fit for your business, you want them to want that as well. So, make sure to ask if they have questions for you, too. 

Let's put away the glitzy dresses and bikini tops and focus on what's important - the knowledge, passion and abilities of your future employees. 

 

If you're interested in cleaning up your hiring process, read our ebook now!

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Topics: Interviewing Help, Hiring Tips, Hiring

Avoid burning cash flow with three hiring solutions

Posted by James Patrick Kahler on September 13, 2014

Feeling empty inside?

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Sorry, I was speaking to your company’s bank account, not you—but I hope you’re doing well!

Recruiting is never easy, especially if you’re doing so on a tight budget. How are you suppose to find the right candidates if you don’t have the money to post on certain job boards or are limited to conducting only a few interviews? It’s a perplexing task to tackle; yet it’s not impossible.

There are numerous ways to attract and obtain qualified candidates on a budget. Nevertheless, there are only three simple approaches you should take if you want to make the right hiring solutions without spending a Scrooge McDuck pool-load of money.

Post On Your Own

You don’t always need the big name job boards to find a candidate. Sometimes, it’s as simple as posting your open positions on your own social media sites. There’s a good chance candidates will be looking at your websites if they’re trying to get a job within your industry.

Posting on your own sites will allow candidates to get a better sense of your company’s culture, as well as give you a direct channel to connect with those same candidates. Plus, it makes you look good. If you’re proud of your company and its workplace environment, brag about it! Young professionals want to work in these type of cultures, so if you show it on your site, they’re more than likely to come knocking on your door.

Get An Intern 

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Isn’t cheap labor just the best? Ok, so that’s not how you’re supposed to talk about interns, but in all honesty—hire an intern! Interns have plenty to offer your business in a relatively short amount of time, for very little money.

Interns usually bring that extra energy your company might be looking for, including creative thinking and the willingness to learn. Hiring an intern is like giving back to the community. We’ve all been there before, whether it was for college credit or the opportunity to land a job. So pay back the people who once helped you out by hiring an intern. You’ll be glad you did…and so will your bank account.

Avoid Turnover

So this point is somewhat obvious, right? As much as most employers want to avoid having their employees leave after a short period of time, it happens more than you would think. According to a U.S. economics report from the Bureau of Labor Statics, “there were 4.6 million separations in July and the rate was 3.3 percent.” The aforementioned “separations” means any reason for a turnover, such as an employee quitting, firing, layoffs, etc. The point to take from here is that turnover happens all the time in our economy, but it can be avoided. 

Turnover also costs the employer money, so how can you evade bad employees? It’s simple really. All you have to do is make better assessments of your candidates. There are many ways to do this, but the most traditional are typically doing phone screens before interviews, conducting personality tests and running background checks.

You might need to spend some money with this process, but in the long run you’ll be saving more money. Do this and you’ll lower the risk of hiring someone you’ll eventually regret.

Need more hiring solutions to work with your budget? Take a look at our complimentary eBook for more help!

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Topics: Recruiting, Hiring Tips, Hiring

The 5 best questions to ask when hiring for culture fit

Posted by Natalie Pike on September 12, 2014

Whether it's a ping-pong table in the conference room or a giant pink gorilla named Crusher, it's part of what makes Hireology, Hireology. Company culture is extremely important to us and we think it should be a big deciding factor when hiring candidates for you, too. You want to hire the job applicant who not only has great skills and qualifications, but exhibits the best fit within your organization's culture. 

These are the top 5 best interview questions to ask when hiring for your company's cultural fit. You want to make sure you get to know the candidate outside of work. It's important to get a feel for their personality and hobbies.  They should prove that they are the right person for your specific organization. Take a look!

 

Make sure you don't cross the line and ask illegal interview questions. Download our whitepaper now!

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Topics: Interviewing Help, Company Culture, Hiring Tips, Hiring

Beyond the iPhone 6: Six ways Apple aces employee motivation

Posted by James Patrick Kahler on September 11, 2014

If you have news notifications activated on your smart phone or if you pay attention to the news in general, you’ve probably heard of the hoopla surrounding Apple this week. I’m pretty sure the USA Today app on my phone made me aware of the Apple news at least 10 times over the last few days (we get it Apple, you’re big time). 

On Tuesday, September 9th, Apple CEO Tim Cook unveiled several new products, including the iPhone 6 and Apple Watch from a live event hosted in their corporate hometown of Cupertino, California. And if you have ever seen Apple make an announcement before, you’ll know that they do it bigger than Apollo Creed’s pre-fight ring entrance in Rocky IV

Regardless of the hype and what you may think of Apple’s products, it’s hard to dispute their success. One of the biggest factors for their numerous achievements over the years can be attributed to their team and how they handle their employee motivation.

Apple’s six factors for employee motivation 

It’s hard to imagine Apple creating innovative products without creative, intelligent and hard working employees. The fact that they’ve been able to continue to produce such popular gadgets, year after year, attests to their leadership. Here are some essential aspects of Apple’s blueprint for keeping their employees motivated, at both the corporate and retail level:

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  1. A Comfortable Salary—Apple pays all of their employees pretty well, even for those working at the retail level. This helps keep employees focused on their work, instead of worrying about when their next paycheck will arrive.
  2. Benefits—All employees receive benefit packages, including perks like free iPhones. This also helps workers remain focused on the task at hand.
  3. Encouragement—Apple inspires employees to be unique and think differently. This helps employees feel more comfortable in their own skin, therefore increasing their comfort and production levels at the office.
  4. Work Environment—Collaboration and innovation is key. Apple employees have the freedom to work alone or with others, without feeling nitpicked by upper management.
  5. Core Values—Majority of Apple employees believe they are contributing to a higher purpose, meaning that they are doing “something beyond themselves” or “helping make a difference” in the world. Whatever Apple’s mission statement is, most employees seem to believe 100% in it.
  6. Development Programs—Employees are encouraged to improve their abilities and succeed. Therefore, Apple provides multiple educational and developmental programs for all of their workers.  

Every company has their so-called "tricks" for keeping employees pleased and driven. The key is creating a place where you can keep your workers comfortable, inspired and determined to help your business meet its goals. It is then when you can say you have created and produced the type of success that's hard to dispute. 

Check out our free white paper below for great ways to keep your employees motivated and happy! 

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Topics: Employee Engagement, Company Culture, Management

"Top Recruiter" and the reality of hiring

Posted by James Patrick Kahler on September 10, 2014

Have you ever watched reality TV shows with your friends or family and thought to yourself, “I could do that” or “why don’t they make a show about us?”

I know I've said both at least a dozen of times.

Depending on what you may do for a living, the possibility of having a television series about your daily life may not be that far-fetched, especially if you’re in the recruiting business.

Top Recruiter is a realty competition show that currently airs solely in the Internet. Created by executive producer Chris LaVoie and LaVoie Entertainment, this series brings together some of the top recruiters in the industry to compete in a week long hustle to see who’ll be crowned with the title, “Top Recruiter.”

Here's a preview from Season 2:

According to CBS Miami, the goal of the show is to provide “unemployed and underemployed Americans insight into how they can lift themselves out of the downward spiral.”

While a good chunk of this show is developed with drama, over-the-top personalities and made for TV challenges, it also highlights the talent that exists in the $140 Billion recruiting industry. All of the contestants in the show are real recruiters from respected companies. Each contestant delivers a unique approach towards hiring solutions for every challenge in the competition.

Top Recruiter aired the first episode of Season 3 on September 9th, 2014 and will be focusing on a cast of recruiters from all over the world this season. 

If you’re just now discovering this show, here are some notes to from the first two seasons WITHOUT SPOILERS! 

Top 5 takeaways from Seasons 1 & 2 of Top Recruiter getting_more_candidates

  1. The show is still emerging and for the better. According to Batsheva Chase, a season one contestant, most of the original season was heavily scripted. Season two has more natural dialogue and interactions between the contestants, which makes for extra enjoyable viewership.
  2. It takes place in Miami, a flashy city with also a high unemployment rate. Yet, all of the competitors live together in a Miami-based mansion (wouldn't be much of a reality show it they all didn't live under one roof, right?)
  3. Top Recruiter includes competition judges, who are also seasoned recruiters from respective companies.
  4. The show helps give viewers and job seekers a glance into the minds of these successful professionals. Viewers can learn what recruiters and hiring managers are looking for in a candidate, how they think, what not to do in an interview and job hunting advice, just to name a few.
  5. Each episode is less than 30 minutes with approximately 10 episodes per season. Therefore, catching up to Season 3 won’t take long! 

Want to watch episodes of Top Recruiter? Click here! 

Don’t forget that episode one of Season 3 just aired yesterday and can now be viewed by clicking on the link previously mentioned. 

Looking for more hiring solutions? Skim through our eBook below and gain free insights! 

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Topics: Fresh Perspectives New Ideas, Recruiting, Hiring

Drafting your perfect fantasy team? 3 traits to look for when hiring

Posted by Natalie Pike on September 9, 2014

Hot dogs are on the grill, beers are in the cooler, and fans from all over the nation are running around in jerseys and face paint...football season is here. More importantly, to some, fantasy football has begun. 

Here at Hireology, we have a couple leagues of our own and have noticed quite a few similarities when it comes to "drafting your perfect fantasy team" on and off the field. 

When hiring (and drafting) it is important to look for a candidate with the following three key traits.

1. They're a team player

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There is a ton that goes into being a team player both in the workplace and on the football field. You want someone who demonstrates reliability. You can count on a reliable teammate who gets their work done and works hard to reach goals and commitments. They are consistent and follow through on what they're supposed to do. You trust them to deliver a good performance all the time, not just once in awhile. 

Constructive communication is also essential in being a good team player. Teams need people who speak up and aren't afraid to express their feelings with, of course, taking into consideration the respect and work of the team. This type of team member does not shy away from making a point in a positive and confident way.  

2. They score a lot of points

While personality and determination are extremely important factors in a successful candidate, numbers still need to be reached. You aren't going to win a game strictly based off of wanting to win or having a positive attitude. You need to score points.  However, the urge to win and hard work will help you reach those points.  It all goes hand-in-hand. 

Start with considering the most talented candidate and then worry about their personality. Talent is the backbone of your perfect team. If numbers aren't reached, a win is highly unlikely. 

3. They'll fit in with the team's culture. 

People differ in their personalities, values, and attitudes, but fitting in the with company culture as a whole is profoundly important in maximizing productivity. A good culture fit is associated with many positive outcomes. 

A recent meta-analysis by Kristof-Brown reported that employees who fit well with their organization, teammates and supervisor had greater job satisfaction, were more committed, and showed superior job performance. However, employees are not the only ones who benefit from a good cultural fit.  Organizations get a happier, more productive person who is more likely to work hard to help achieve its goals. 

So, when trying to draft the best team possible, make sure your players aren't afraid to take the lead, have enough talent to score points, and fit in with the culture your team has built over the years. The combination of these traits will have you winning the championship in no time. 

 

Start building your perfect team now and check out our e-book!


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Topics: Company Culture, Hiring Tips, Hiring

Hireology Ranks Top 100 for the Chicago Innovation Awards

Posted by Natalie Pike on September 5, 2014

We are thrilled to announce that Hireology has ranked in the Top 100 for the Chicago Innovation Awards.

We were greeted with the news early Thursday morning when a Hireologist spotted our name in the Chicago Tribune after the Nominee Reception the night before. The awards are considered to be the premier networking event in Chicago’s innovation community with every type of organization present. We feel extremely humbled to be recognized by such an established association and are honored to be in such great company with many other talented nominees, including our sister company UrbanboundTribTop100

Hireology's foundation is based upon innovation. Our web-based selection management platform helps companies organize their hiring process and make the best possible hiring decisions. We are constantly on the hunt for new ways to make this process easier for our customers. We work by helping customers identify how a candidate's past behavior will impact their future performance. With an array of hiring tools to choose from, Hireology gives them what they need to select the right person for the job directly from their internet browser. To be recognized by the Chicago Innovation Awards for this technology and innovation is an enormous compliment.

According to the Chicago Tribune, "More than a half-dozen idea factories are slated to open in Chicago over the next couple of years. All are hoping to contribute to the next generation of homegrown tech startups." This shows how welcoming the city of Chicago is to start-up companies and it is an inspiration to be a part of. 

4 years ago, Hireology was founded by three entrepreneurial organization members who hoped a new concept would eventually turn into a platform that would truly change the way a company operates.  It is exciting that this technology has been embraced and recognized after such a short period of time. We are looking forward to finding new ways to leverage technology and make the hiring process as simple as possible.

Congratulations to all of the other nominees!     

 We're hiring! Join our innovative, unique, and slightly weird team!

 

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Topics: Hireology Updates