Hireology Blog

The New Fad: Weird Interview Questions

Posted by Ellyn Rosenthal on April 22, 2014

Many companies are following the fad and asking weird interviewing questions in order to get to know a candidate in a different way. These questions don't pertain to the job specifally, for example, "How lucky are you and why?" Although many companies are using weird interview question, we are curious whether or not they actually work.

Our ebook takes a deep look into how affective weird interview questions are and if companies should be joining the trend.12288407_s Before we start asking out of the box question we want to make sure they are actually getting the results that gaurentee a good hire. After taking a deep look into this trend we came up with fantastic results.

Key points:

  • Do weird interview questions work?
  • How about culture fit?
  • Suggested questions to ask

If you are looking for new and weird questions to incorporate into your interviews, read our insightful ebook and get more information before you make the change. 

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The Case for Hiring with an Algorithm

Posted by Erin Borgerson on April 21, 2014

A simple equation outperforms human decisions by at least 25%.algorithm_hiring_research

Does the above statistic make you still want to hire based on a gut feel? New research, analyzed and profiled in the May article of the Hardvard Business Review, explains that humans are very good at getting information on the candidates, but they are very bad at "weighing the results."

This means that hiring managers who are making their decision based on how much they "like" the candidate are actually hiring someone who won't perform as well as someone hired based off of an equation.

The Harvard Business Review titled, In Hiring, Algorithms Beat Instinct states, "If you simply crunch the applicants’ data and apply the resulting analysis to the job criteria, you’ll probably end up with a better hire."

The predictive power of numbers was researched by psychologists, Nathan R. Kuncel and Deniz S. Ones, who also found the research to hold in the hiring of any position, including the C-Suite.

Kuncel and Ones found that humans "can be thrown off course by such inconsequential bits of data as applicants’ compliments or remarks on arbitrary topics." So when you are deciding between two candidates and one of them complimented your flamingo tie, you are probably going to "like" this candidate better, therefore basing the hiring decision off of their appeal.

By leaving selection to the machines, hiring managers get a point decision, instead of compliments to base their hiring decision on. This eliminates the gut-feel hiring, unless your managers still make the decision based on candidate appeal. Unfortunately there is no system to get your hiring manager to use an algorithm model when hiring, at least not yet.

Read the full article here

Find out what illegal interview questions you are asking, in our popular whitepaper which can be downloaded below!

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Topics: Fresh Perspectives New Ideas, Science of Hiring

Hireology's Hiring Process Through the Eyes of a Candidate

Posted by Ellyn Rosenthal on April 18, 2014

After graduating college in May 2013 reality kicked in and like many fellow graduates I realized I didn't have a job. After months of applying and not getting much of a response I decided I wanted to take an internship to spruce up my resume. As my search continued I came across Hireology's PR/Marketing internship. After going through the details of the job I immediately thought to myself that this is the place I want to work. Just by reading the job description I knew the culture at Hireology had to be fun.

Shortly after applying I was surprised to receive an email to set up a phone interview. Normally, it was taking a week or longer to get any sort of response from other companies, so you could imagine when I got the email quickly I was excited. A couple of days later I had a phone interview. The questions were different than what I was used to because I wasn't being asked the normal questions about my experience. I felt like I was telling more of a story about who I was. Two days passed and I snagged an in-person interview. 

When I walked inside the office I got the feeling that this wasn't like the regular offices I've been interviewing at. Everyone seemed happy to the point where I found it was kind of scary.12747742_s The fact that I was interviewing at a ping-pong table verified that everyone was genuinely happy to be here. Hireology was the first place that ever asked me about my high school experience. The interviewers weren't just trying to get a feel for my experience, they were obviously concerned about whether or not I was a good culture fit. The SAME DAY I got the golden call, I was hired. 

About a month and a half into my internship I was bummed because it was half-way done and I didn't want it to be over. Luckily for me, a position opened and immediately, I applied. Just like that I was interviewed and luckily I was hired. 

Overall, what really stood out about the hiring process at Hireology was the speediness and the culture. Unlike other companies, right away I was exposed to the culture at Hireology. A lot of companies don't realize that culture is one of the biggest traits that candidates are looking for. I believe other companies were only looking at my resume, or not even looking it at all. The people at Hireology actually got to know me and they gave me a chance.

This blog was written by Ellyn Rosenthal who started at Hireology as a PR/Marketing intern in February. She has now offically joined our team as Office Manager. 

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Topics: company culture

What to Look for When Hiring an Intern

Posted by Maggie Coffey on April 18, 2014

There's no denying that the key to getting an entry-level job today is internship experience. According to Forbes, "internships truly have become the 'new interview' in the job search process for students and employers alike." But with so many students vying for a limited number of positions, it can be difficult to determine just which candidate you should hire for the summer.

Hireology's marketing department has spent the last month trying to find a graphic design intern who has an innovative approach to design, understands our brand, and is a culture-fit. This isn't our first go-around, 11284161_sso with use of our interview guides and scorecards, we were expecting the hiring decision to be a breeze. The good news was that we had great candidates apply. Out of the 58 total candidates, we interviewed 13. We narrowed down the candidate pool to six candidates, but for nearly a week, we just couldn't decide who to hire.

Even us, the hiring experts, still struggle to decide just who the best person for the job is. But when it came down to it, we realized we were struggling to make a hiring decision because we were distracted away from the core goals of the position. So here's three tips to keep in mind when it comes time to hire your next intern:

Don't become distracted

You wrote a job description for two reasons - to give candidates a better idea of the responsibilities of the role and to help yourself better identify the right person for the job. That being said, you are going to get resumes from candidates under-qualified, overqualified, and just right. But the key is determining what just right entails.

We needed a graphic designer who also had a passion for marketing. Someone who could understand the impact their designs have on a given audience and make adjustments to determine which has a greater impact. We were also looking for a candidate who had basic knowledge of HTML and CSS. Most importantly, we needed an intern with layout experience. We knew exactly what we needed, but after narrowing down our candidate pool, we found ourselves debating between hiring someone with advanced coding knowledge and minor layout experience versus someone with basic coding knowledge and lots of layout experience. 

So when it doubt, look back to your job description. If you have two great candidates, both of whom have scored well on their interviews and have passed all necessary verification checks, hire the person whose experience most closely mirrors your job description. 

Don't settle

While you may just be hiring an intern, that doesn't mean you should settle. You're making an investment, so make it pay off. There are candidates out there who have what it takes to excel in your internship, you just have to make sure you're sourcing in the right places. Here are a few places to find great candidates:

  • Indeed
  • LinkedIn
  • Local university job sites

There will be growth

Whether this is your intern's first of seventh internship, they are going to learn and they are going to grow. It's up to you to show them the way, to help them succeed in the role. The more you put into training your intern, the better their work will be.

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Topics: how to hire

The Key to Hiring for Your Franchise Location

Posted by Maggie Coffey on April 17, 2014

Posting a "help wanted" sign on the door isn't enough. Nor is posting an ad in the newspaper. As a matter of fact, relying on just one method to recruit applicants likely isn't going to end with a great new hire. After all, almost every aspect of a franchise is part of a system, right? So why is it one of the most critical parts of your franchise isn't?

Think of a hiring system like your POS system. While it requires manual operation, the aspects that it does automate, for example daily income and return-based expenditure, are what make the system valuable. It likely also enables you to look up receipts, track the highest-grossing products, and determine which day of 8066692_sthe week brings in the most customers. Imagine trying to run your business without such a system. Everything would have to be tracked manually, thus severely increasing the risk for inaccurate information. Talk about a nightmare.

Sure, it may sound like we're comparing apples and oranges. But the key to hiring for your franchise is implementing and utilizing a hiring system.

Organization

Hiring isn't easy, especially when there are resumes and applications piling up on your desk. So how are you supposed to hire the best person for the job if you haven't even looked at every application? 

When evaluating which hiring system to implement, make sure candidate storage is one of the features. Now this can take many different shapes, so it is best to look for a system that notifies you when a new candidate has applied, stores all of their documentation in one central location, and enables you to contact the candidate directly from the platform.

Consistency

Determining which candidate is the best fit for a role is nearly impossible when Candidate A went through a completely different interview process than Candidate B. This becomes an even greater challenge when you have multiple managers at multiple locations conducting interviews. So how do you address this issue when multiple hiring managers are involved? You guessed it - with a system!  

Before implementing any platforms, make sure it has interview guides and scorecards. This will help reduce the inconsistency of interviewing and overall candidate experience, thus helping you to make a more accurate hiring decision.

Reduced Turnover

How many employees have left your company in the last six months? As they walked out the door did you see a trail of money leaving with them? The higher your turnover, the greater your financial loss. Sure, hiring can be expensive. But I promise you that turnover is always going to cost even more. 

So combat turnover by making the right hiring decision initially...with a system. Through a consistent hiring process, the use of interview guides and scorecards as well as background and reference checks, you can help reduce turnover. 

What else can a hiring system do for your franchise?

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Topics: how to hire

Looking to Hire Salespeople?

Posted by Ellyn Rosenthal on April 16, 2014

Looking to hire talented salespeople? Unfortunately, every salesperson that walks through your door isn't necessarily the best. 22610196_sLucky for you we have come up with sales interview questions to help you find your sales diamond in the rough. 

By using our 5 best sales interview questions you will easily be able to decipher which candidates will bring the most success to your company. Interviewing is the most important part in the hiring process because you are able to ask the candidate specific questions to get a feel of who they are and what they can accomplish. 

Inside the ebook:

  • 5 Best Interview Questions
  • The responses you should expect

Next time you are looking to add more salespeople to your team make sure you are ready to ask our 5 best interview questions. Make your next hire, your best hire. 

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Topics: Interviewing Help

The Worst Interview Questions

Posted by Ellyn Rosenthal on April 14, 2014

Obviously, the whole point of conducting an interview is getting to know candidate and determine whether or not they are a good fit for the position. Coming up with the right questions can be a tricky task and sometimes they don’t turn out that great. Unfortunately, some companies hire candidates that did a great job selling themselves during an interview, but they end up not being the right person for the position. The best solution is to ask solid questions that relate to the job instead of asking “getting to know you” questions.

The Questions We've all Been Asked

When candidates prepare for interviews they practice answering the questions they expect. More likely than not, we have all been asked, “What would you say is your biggest weakness?” Followed by, “What would you say is your biggest strength?” These questions are bad to ask because the responses have been rehearsed. Candidates are just telling you the answers that make them sound desirable as well as giving you the answers they believe you want to hear.

Pointless Questions

We believe employers tend to ask pointless questions in order to get a better sense of the candidate's personality. One of the most common questions is, “If you were stranded on a desert Island, what items would be the most important for you to bring?”24539384_s Does the answer to this question in any way relate to the job? No. Sure, you might get a feel of the candidate’s interests, but the most important part of hiring it to choose a successful individual.   

What if...

Hypothetical questions can be good questions to ask because they allow you to get a feel for how a candidate would react to certain situations at the job. These questions can really cause an issue when a candidate is hired and they end up not dealing with things the way they said. A better way to get the same information is to ask them about real situations they overcame at their previous work. Actions definitely speak louder than words.

Getting Too Personal

Asking questions that are too personal and possibly illegal is the biggest mistake you can make. Even though we all think this is common sense, personal questions are still popping up in interviews. Don’t ask or discuss anything that has to do with family, religion, or political views. Before you ask a question, ask yourself if it were something you would want to answer.

The type of questions asked at an interview can either make or break the hiring process. It makes more sense to ask questions that have been proven to help hire talented employees. The time spent on finding the right questions can prevent bad hires and save time in the long run.  

 

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Topics: Interviewing Help

Hiring and Building a Remote Team? Here's 10 things to prepare

Posted by Erin Borgerson on April 14, 2014

hiring_remote_workersWorking from anywhere is possible with technology and virtual workers are now the new normal. Research shows that 3.1 million full-time workers work remotely and that number is growing steadily. Experts believe this is because people with technical skills are hard to find and "as a result, it will be necessary for organizations to look farther afield for talent and develop a team of virtual employees."

If you are hiring remote workers and want to be successful, you must spend time preparing your environment, in-house team, and management skills before beginning the hiring process.

Technology is Crucial

According to an article on Business 2 Community titled It's a Small World After All: 3 Tips for Recruiting and Hiring Virtual Workers, it's crucial to prepare the technology infrastructure needed to successfully collaborate. This includes setting up:

1. An email service

2. A cloud storage space (Like DropBox)

3. Instant messaging or chat functionality

4. A video service for company meetings and events (Hireology's remote team uses Hutt!)

Make in-office connections

An important part to a remote worker's engagement and success is ensuring they feel part of the in-office team:

5. Assign each new remote worker with an in-office buddy that will help them answer questions, connect them to the office, and help them feel included

6. Purchase a HD webcam to include your remote workers on meetings when Skype just won't cut it

7. Plan quarterly/yearly trips for the remote workers to visit the office and connect in-person with office employees

Build a Remote Culture

A 2013 Forbes article titled Why Millennials Are Ending The 9 To 5 found that "the primary indicator of whether Millennials stay at a company is if there is a 'good cultural fit.'"

Ensuring your remote team feels engaged in your company's culture is crucial to the success and retention of your remote team.

8. Provide a chatroom or similar platform where remote workers can connect, share stories, and hold discussions. Check out Campfire

9. Create projects that remote team members can collaborate and work on together

10. Celebrating a big deal in the office with after-work drinks? Provide funds so remote workers can celebrate as well. Nothing beats a free drink!

What do you do to prepare for hiring and building a remote team? Want to learn more about hiring technology talent? Grab our guide to hiring developers and engineers!

 

 

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Topics: hiring millenials, how to hire, How to Hire a..., hiring tips

Using Social Media to Transform Your Hiring Process

Posted by Maggie Coffey on April 10, 2014

More and more managers are turning to social media for help in the recruitment process. Why? Because 26497018_sit's easy, accessible, and (in most cases) cost effective. However, as more and more companies are trying this new approach to recruiting, marketers everywhere are shuddering in fear.

Social media recruiting involves so much more than just copying and pasting a job description. The post needs to have (at the very least) a target audience, be concise, and most importantly - actually have a link to apply to the job. It sounds simple; after all, how difficult is it to remember a link? But take it from us, Hireology's marketing team, more companies than you would expect have made an error like that.

So to help you make the most of your social recruiting efforts, while making sure everything you are doing is legal, we'll be holding a webinar on Thursday, May 15th at 11 a.m. CST. "Using Social Media to Transform Your Hiring Process" will discuss...

  • How to most effectively attract passive and active job seekers
  • The ins and outs of Facebook, Twitter, and LinkedIn
  • Legal concerns and safeguards 
  • And much more!
To register, click below (or right here). 

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Topics: recruiting

The Heartbleed Bug and Hireology

Posted by Erin Borgerson on April 10, 2014

At Hireology we take zero chances with our users' personal information. With a widespread encryption bug called Heartbleed affecting nearly 2/3 of the worlds servers, Hireology is taking early and swift action to ensure no information is leaked.heartbleed

What is the Heartbleed bug?

According to Mashable, "the bug affects web servers running Apache and Nginx software, and it has the potential to expose private information users enter into websites, applications, web email and even instant messages. The Heartbleed bug has the ability to allow malicious operators to defeat this security layer and capture passwords as well as forge authentication cookies and obtain other private information." 

This means that hackers could gain access to your personal information and payment information. It's being called a "major security issue" and "the worst security hole the internet has ever seen" by sites like CNN.

How can you stay protected?

security patch for the bug was released and is quickly making the rounds. It's also advised that you change your passwords in the applications that have been affected. Click here for an updated list.

What's Hireology doing about it?

At this time, Hireology's data and information has not been compromised. To take additional precautions, Hireology's engineering team immediately applied the security patch and updated the servers to ensure complete protection.

In addition to the application of the patch, Hireology Chief Technology Officer, Attila Domokos, had his team change all passwords and tokens associated with Hireology's external services like payment providers and email sending platforms. 

Finally, all Hireologists changed their email passwords to ensure the safety of our customer's information.

Should I change my Hireology password?

At this time the Hireology team does not anticipate a security issue; however, users are strongly encouraged to change their passwords in order to ensure complete safety. (To change your password inside the Hireology app, login and click Settings > My Info > Edit your personal information)

Make sure you change your social media passwords as well. And while you're at it, register for our social recruiting webinar!

 

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Topics: Hireology Updates