5 Stats On Talent Management and Succession Planning

Posted by James Patrick Kahler on February 27, 2015

Everyone wants a piece of the pie. Whether you’re an entry-level employee starting out at a new company or a sugar-craved kid at a birthday party, everyone wants a taste of the cake. In the case of working professionals, the sweets are the steps we take to “climb the ladder,” get promotions and eventually take leadership positions at that same company we started working for years ago. 


We all know what it’s like to aspire to be better or do great things in life. However, what about the other end of the spectrum? What about managers who are already in a leadership position? For those of you who are currently in a leading role at your company, it’s essential to think about succession planning to build both your talent and culture within your workplace.

According to Software Advice, an HR and recruiting technology research firm, succession planning is “the process of identifying and developing current employees for future leadership roles.” If you’re a manager that helps your current employees build their talent and encourage them to work hard to earn success, there’s a good chance you’re going to build a positive, supportive work culture at the same time.

Key Findings On Succession Plans

Software Advice released a report that “surveyed a sample of employees, as well as employers currently implementing succession plans, to find out how these plans impact employee engagement.” Here are some of their key findings from the report:

  •  62% of employees surveyed say they would be “significantly more engaged” at work if their company had a succession plan.

  • 94% of employers surveyed report that having a succession plan positively impacts their employees’ engagement levels.

  • Over 90% of younger workers (age 18 to 34) say that working at a company with a clear succession plan would “improve” their level of engagement.

  • 79% of employers surveyed note they have succession plans in place for mid-level manager positions.

  • 81% of employers report using some form of software to organize the process of succession planning.

Most people enjoy feeling needed or appreciated for who they are as individuals and they good work that they do. One way to improve the culture in your office is with talent management and succession planning. Combined, it’s a useful tool for employee motivation and is a great way to prove to your employees that your business truly appreciates hard work

In honor of the release of House of Cards season three on Netflix today, I thought it’d be appropriate to quote the real man behind the character of Frank Underwood. There are simply just too many awesome Frank quotes. I couldn’t pick one, so here’s a good one from Spacey himself:

 “If you’re lucky enough to do well, it’s your responsibility to send the elevator back down.”
– Kevin Spacey

You can’t expect your employees to succeed in the long run if they aren’t the right fit. Download our complimentary eBook and get some extra tips on how to build the best team!

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Topics: Talent Management, Employee Engagement, Company Culture, Succession Planning

How Would You Describe Your Dealership’s Hiring Process?

Posted by Natalie Pike on February 26, 2015

It shouldn’t come as a surprise when I say the majority of auto dealerships struggle with hiring qualified employees. They deal with an immense amount of turnover and find it tough to even find candidates that are interested.  It’s starting to affect the value of the dealerships in a negative way. Adam

Hireology CEO Adam Robinson sat down and wrote a blog for Dealer Refresh, explaining why hiring success is so difficult to achieve. 

This is what he said:

I define “hiring success” as having the ability to predictably and consistently hire the right people for your store (or stores). Take some small comfort in the fact that, as an industry, we’re all pretty bad at meeting this standard. In fact, our company’s research on hiring effectiveness at retail automotive dealers shows that dealerships hire the right person for the job approximately 50% of the time.

In other words, 50% of the time, the person who’s hired for your open job was not someone who should have been given the opportunity in the first place. It’s no wonder why the average dealership experiences turnover that approaches 70% a year.  With results like that, why even bother having interviews? Why not just flip a coin and save yourself the trouble?

You’re running a tight operation in every aspect of your business, but you’re probably not treating the recruiting and hiring process with the respect and diligence it deserves. The act of hiring new employees is no different than any other business process: when the process is thought-out, trained, documented, and followed, the results are consistent and are highly likely to produce the outcome you want. “Winging it,” on the other hand, will produce wide swings in results, with zero predictability.

Take stock for a moment and ask, “Which one describes my hiring process?”

For dealers, the issues that typically arise when hiring a new employee are compounded by the fact that recruiting resources (and headcount!) are severely constrained. If you’re fortunate enough to have a dedicated human resources person on staff, he or she is probably bogged down in payroll, administration, medical benefits, training…basically, doing everything but developing sound hiring practices. Auto_Dealership

If you’re going without a dedicated HR resource at your store or stores, then chances are nobody is consistently held accountable for properly executing your hiring process. Which, I can tell you with certainty, is why most dealers struggle to attract and retain quality people.

Without a clearly defined process, followed to the letter with each and every open position – with each and every candidate – the only consistency you’ll experience is unpredictable and uncontrollable hiring results. Having a clearly defined hiring process is the most important thing you can do to increase your chances for hiring success.

So what do I mean by “Hiring Process?”

The hiring process is the list of steps that take a manager from understanding and defining the job opening through to the new employee’s first day on the job. It’s the path that a store follows when management decides that there’s a need for a new employee, and ends when the newly created position is filled.

Ideally, it’s simple, straightforward, and, with minimal training, is usable by everyone in your store regardless of experience or background.

This column exists to teach you a proven, straightforward, and effective method for hiring new employees. In doing so, together we will eliminate the guesswork and put you and your team in full control of its recruiting destiny.

Lower turnover at your dealership now. Take a look at our eBook and learn exactly how you should start. 

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Topics: Hiring, Automotive Industry

The Good, the Bad and the Ugly: What to Look for on Resumes

Posted by Natalie Pike on February 25, 2015

When hiring, a resume is typically the first thing you see dropped off on your desk or popped up in your inbox. It's the candidate's first chance to stick out and make a good (or bad) impression. Resumes are the starting point of the interview process and it's important to know exactly what you should be looking for.

The Good23043506_ml

  • One Page: Candidates should know not to take up too much of your time. Their resume should be as simple as possible. If their resume doesn't exceed one page, they're off to a good start.
  • No Objective: We all know the applicant wants the job. We don't need to know what job they're applying for. An objective is just a line that takes up space and reiterates what we already know. 
  • Accomplishment Orientated: According to Career Cup, a company that offers tools to help engineers prep for interviews, "bullets should focus on accomplishments - that is, the impact the applicant had - rather than their responsibilities."

The Bad

  • High School Jobs: These should rarely be posted on a resume. If you see a list of these, take a look at their education. The only exception to this is if they only have a high school degree. 
  • The Unprofessional Email: The Yahoo, Hotmail and AOL email addresses are red flags to look for on resumes. Okay, so I used to go by, but the past is the past people! They Good_the_bad_and_the_ugly_posterwere acceptable a few years back, but it's time for everyone to create a more professional email address ( as soon as possible. 
  • A photo: This also falls into the "Bad" category because it is acceptable in some circumstances. Say you are hiring for an acting or modeling position. Obviously, you want to know what the applicant looks like. In any other case, see a photo? Toss it in the garbage.  

The Ugly

  • Poor Grammar and Misspellings: There is this functionality on all computers called Spell Check. If an applicant decides not to use it or not re-read their resume 10 times, it's their own fault. This is the #1 no-no to look for on resumes.
  • A Second Page: Refer to bullet point number one. 
  • References: This is a whole separate section of the interview process. If a candidate is listing their references on their resume, they are using them as a space filler because of their lack of experience.  

Reviewing resumes efficiently is the first step in hiring a better team. Keep all of these tips and tricks in mind when filtering through resumes. The signs of a good or bad hire are right in front of you and noticing them will make or break your next hiring decision. 

Dig deeper and find out even more red flags on resumes by reading our complimentary eBook!

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Topics: Interviewing Help, How to Hire, Hiring Tips, Hiring

New Infographic and eWorksheet: ROI & the Importance of Hiring

Posted by James Patrick Kahler on February 24, 2015

Have you ever thought about how much money you’re spending per hire in your office? Or what about the expenses your business runs through every year from lost employees? If you haven’t, the results from looking into this matter may be quite surprising.

ROI & the Importance of Hiring is our new infographic that highlights the facts and statistics behind cost-per-hire (CPH) and turnover rate. Click on the image below to read the entire infographic!


Want to know how much your business is spending on cost-per-hire and turnover? Download the free eWorksheet below and find your expenses today!

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Topics: Talent Management, HR & HR Technology, Hiring, Science of Hiring

4 Ways to Find and Hire Hardworking Millennials

Posted by Natalie Pike on February 19, 2015

When you think of Generation Y, sick days, casual dress code and the desire to steal your job may be a few qualities that come to mind. In reality, millennials are the group you need to hire as soon as possible. By next year, millennials will account for 36% of the U.S. workforce and by 2025, they will account for 75% of the global workplace. They are committed, intelligent and multi-taskers extraordinaire.

Scoop them up before they're working for your competitor. Here's 4 ways to find and hire hardworking millennials.

1. Give an honest interview

Millennials like to hear things straight to the point and want to know what they need to do in order to keep their job. Tell them what your exact expectation is for the role. Mention what makes you mad or what you will not tolerate in the office. You want a hard working employee, so make them work for exactly what you want.



2. Don't hire them if they exhibit a huge sense of authority

We've all been there. Your first "real" job typically requires some labor outside of the written job requirements. Millennials know that working their way up the totem pole is essential to a successful career. If they don't, let them know. If someone walks into your office with a noticeable sense of entitlement, I'd suggest trying another candidate out instead.


3. Don't let their alma mater sway you.

Yeah, we're all impressed with the Harvards, Stanfords and Yales of the world, but what does that really matter when it comes to the success of your open position? According to Lesley Jane Seymour, Editor In Chief at More Magazine, "My hardest-working, most attentive, most intelligent starters still come from schools with un-fancy names. They’re millennials, not slackers. I have come to believe that America’s top-tier schools are doing their graduates a disservice by boosting their expectations about starter jobs."


4. When you find a superstar, make them happy and don't be scared to lose them.

Top tier millennials are hard to find. Once you do, give them what they want. You can be rough and tough during the interview process. I mean, you want the best of the best. But once you found that great fit, give them a raise once in a while or let them take some vacation time off. Hopefully, they'll stick around. If they eventually decide to move on, you've gained their loyalty and you never know - they could come back to you in the future. 


Get ahead of the game. Your competitors just hired their first millennial yesterday. Don't wait around for an exceptional team to just walk through the door. Take these four ways into consideration and go find (and hire) yourself some great Gen Y talent. 

Want even more dirt on millennials? Get inside their minds by reading our top-rating eBook!

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

4 Ways To Boost Productivity & Improve Your Hiring Process

Posted by James Patrick Kahler on February 18, 2015

We all have those days when we’re feeling sluggish or offbeat. Sometimes it’s because we’re lacking sleep or have too much on our schedule to handle. Other times it could just be because BuzzFeed is killing it with awesome quizzes for the day. Regardless of what causes us to be unproductive, there’s always that one thing we need but can’t quite obtain on these types of days: focus!


Inc. Magazine recently published an article about the psychology of productivity and used results from their Inc. 500 survey. According to the survey, “85 percent of fast-growth-company CEOs work 10 or more hours a day” and that “Under such circumstances, personal productivity isn’t just a metric. It’s also a mandate.” 

Those hours may be necessary for CEOs, yet the same can be said about employees in other positions, especially hiring managers at these “fast-growth-companies.” It’s hard to stay on top of your work if you can’t be consistently productive, yet alone hire the right people in a timely manner. 

If you’re looking for ways to increase your personal productivity, whether in the office or at home, here are the four ways according to Inc.’s article:

#1. “Go to the Root of Your Procrastination”

Addressing why you procrastinate is the first step towards strengthening your productivity. Sometimes the reason why is because of fear or the fear of making the wrong decision. “With uncertainty comes fearfulness. You have to acknowledge that fear.” - Timothy Pychyl, Professor of Psychology at Carleton University

#2. “Focus on Progress, Not on To-Dos”

It’s easier to tackle projects if you chip-away at them, rather than focusing on the long-term, overall goal. Plus, there’s always self-satisfaction in seeing your own progress. Although to-do lists are helpful for organization, it’s worth it to “maintain a ‘have done’ list—or at least reflect on your accomplishments for a few minutes at the end of each day—to keep yourself motivated.”

#3. “Beware of Time Thieves”

Everyone has a guilty pleasure, which sometimes consumes more of our time than we’d prefer (eh hem, BuzzFeed). The key is acknowledging what that time consuming thing is and trying to focus on what really needs to be done during a specific moment in time.

“If you didn’t have any of that (other unnecessary, time consuming things), and you could do one thing right now that would help get you to the next level of contribution, what would you do?” – Greg McKeown, author of Essentialism: The Disciplined Pursuit of Less

#4. “Be In-the-Moment With Everything You Do” 

The last step towards helping boost your productivity is by living in the moment, as cliché as it may sound.

“The more time, thought, and energy you expend going down a road, the harder it is to change course when the destination looks dicey. New research from Insead and the Wharton School shows that subjects who meditated were much more likely to abandon a lost-cause project than those who did not.”

Apply these four steps to your daily routine and you might be surprised at how much more productive your days become. Apply these steps during your hiring process and you could end up hiring better-fit employees as well. 

Looking to make your hiring process less timely and more efficient? Download our free eBook below and learn how to gain more free time in your day!

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Topics: Fresh Perspectives New Ideas, Talent Management, Management

2 Secrets to Success: Lessons Learned from Jon Stewart

Posted by Natalie Pike on February 17, 2015

Jon_Stewart_PhotoIn 1999, The Daily Show was taken over by comedic genius, Jon Stewart. Former host, Craig Kilborn, was a tough act to follow and some thought Stewart would flop under the pressure. 16 years later, I'd say he exceeded all expectations. A few days ago, Stewart announced his retirement, making his fans and followers feel a whole mix of emotions. This made me think: What made him so successful? Why did he become a legend, while others crashed and burned?

According to Inc, the secret to his phenomenal run of success is quite simple.

Take a stand on what matters 

Controversial and serious issues are what get the blood boiling. Without speaking openly about them, Stewart would've been lost. "From Bush-Gore to the Iraq War to Hurricane Katrina, the funnyman emerged as a news source that many Millennials said they trusted more than traditional network anchors," said Michael Schein, founder of Michael Schein Communications. "What set Jon Stewart apart was that when it came to the most pressing issues of the day he rarely supported the status quo." He became what some would call a "legend" because he embraced topical, controversial topics.

Tell the truth 

Jon Stewart had a message he wanted to deliver during every episode of The Daily Show. It was always something that either he or his fan base would care about. The same should go for you, your employees and clients. If there is something you all feel hasn't gotten the attention it deserves, do something about it. "Get your message out into the world however you can. Speak about it, publish articles about it, blog it, podcast it. Get the world (or at least your industry) to see you as a voice of change. People pay big money for innovators in their field, and playing it safe is never innovative," said Schein. 

Do you want to run a successful business and become a manager who sticks out from the rest? Follow in Jon Stewart's footsteps. Don't shy away from controversial topics and make your mission known. Your employees and customers will be by your side every step of the way. 

Still struggling with success? Find out why you're making bad hiring decisions by reading our FREE eBook!
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Topics: Talent Management, Management

Uncertainty in Franchising: How the NLRB Could Change the Industry

Posted by James Patrick Kahler on February 16, 2015

The franchising community is facing unprecedented change with a recent decision from the National Labor Relations Board (NLRB). In July 2014, the NLRB’s Division of Advice announced that a franchisor could be designated as a joint employer of its franchisees employees. That seemingly simple declaration could alter the franchise model as it is known today. Law

Uncertainty in Franchising: How the NLRB Could Change the Industry is our new eBook that provides an insight on the NLRB’s ruling, it’s potential effects on the franchising industry, as well as resources for taking action.

Impact of the NLRB Ruling

For those of you who are not yet well informed with the NLRB’s ruling, here are some of the major impacts it’ll have on the franchise industry:

  • Franchisors and franchisees will face increased fees and costs
  • Franchisors are open to new lawsuits
  • Franchisees will no longer be in charge of their hiring
  • New growth-stiffing increases to the maximum wage
  • The Affordable Care Act will come into effect in new, damaging ways.
  • Franchise growth may be killed
  • Franchise locations will close
  • American jobs will be lost

Key Takeaways

By reading our eBook, you’ll be able to gain a better understanding of:

  • What is the National Labor Relations Board Joint Employer Ruling?
  • The potential impact of the NLRB.
  • Plus a complete toolkit for defending the franchise community!
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Topics: Fresh Perspectives New Ideas, Franchise Hiring, Franchise News, Franchise Hiring and the Law

13 Qualities of Top Talent

Posted by James Patrick Kahler on February 13, 2015

A business simply runs better when it has top performers who bring their A game to the office everyday. Obvious, but it’s true. The same can be said about pretty much anything that requires meeting goals: sports teams, a chef’s kitchen staff or even trivia teams that meet up for drinks once a week after work.


It’s hard to get ahead if you don’t have talent on your team.

According to a recent article published in Franchising World and written by Allan Young, CEO of ShelfGenie, “Once the ideal team of A-players is created, team members will be aware of the things they are accountable for and understand expectations for helping the organization achieve its defined goals.”

It’s important to keep Young’s words in mind throughout the hiring process. While hiring managers can’t always predict whether or not a candidate will be an “A-player,” there are certain traits to look for that most top performers embody.

The 13 Traits To Look For 

In honor of Friday the 13th, here are qualities hiring managers should look for in a candidate who’s a potential all-star employee:

  1. Positive—no one wants negativity in the office…ever!
  2. Smart—every talented leader or teammate has to have some sort of intelligence to perform well.
  3. Upfront—honesty is the best policy and works well for synergy in the workplace.
  4. Independent—teamwork is great, but if you can’t get things done alone, then it’s difficult to be a leader.
  5. Passionate—it’s easier to perform well if you truly enjoy what you’re doing.
  6. Goal-oriented—having aspirations helps your determination to get things done. Without it, performance slacks.
  7. Responsible—owning up and acknowledging your faults and obligations is a chief characteristic of respectable key players.
  8. Humble—no one wants an ass hole in the office either!
  9. Poised—you can still be humble and have confidence, which is crucial during crunch time.
  10. Natural Leader—even if you’re not a manager, leadership skills are of value at every level.
  11. Enthusiastic—positive energy is contagious and being upbeat can help others in the office that might be a little shy.
  12. Cooperative—being able to listen and respect others' ideas is imperative for successful teamwork.
  13. Fun—this almost goes without saying, but fun people are the best kind of people to have in the office…always!

For more assistance with hiring top talent, download our eBook below. Why not? It’s free!

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Topics: Personality Assessments, Talent Management, Recruiting, Hiring Tips, Hiring

WEBINAR: 10 Fixes You Can Make to Improve Your Career Page

Posted by Natalie Pike on February 13, 2015

Career_PageLast month, Hireology teamed up with our friends over at The Good Jobs for a webinar! 

This year, everything is changing. Applicants are looking for jobs like crazy and managers are hiring more candidants than they have in years. But, how are they going to get those applicants interested in their open jobs? It all lies in their career page. 

A messy career site will turn applicants away in minutes. Your career site is your brand. Everything listed on that site, including the text, images and videos, is the personality of your company. You're busy, we know, so why not make your career page work harder while you sit back and relax? There are many ways to push the work off of your plate and onto the career site itself. All it takes is a couple fixes on your end and you'll be watching the applicants roll in in no time.

Drop everything and watch Hireology and The Good Jobs combine forces and break down "The Top 10 Fixes You Can Make to Improve Your Career Page." 

By participating in the webinar you'll learn about:

1. Ways to leverage your current career page
2. Understanding where job seekers are seeing your culture
3. Approaching your career page with a marketing mind set

Interested? Click the link and enjoy!

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Topics: Company Culture, How to Hire, Hiring Tips, Hiring