5 Signs Your New Hire Won't Work Out

Posted by Natalie Pike on November 21, 2014

This is a guest blog by Abby Perkins from Talent Tribune

Every business wants its new hires to flourish. Unfortunately, that’s not always the case – according to a recent study by LeadershipIQ, 46% of new employees fail within the first 18 months of accepting a new job.

It’s never fun to realize you made a bad or ill-informed hiring decision. The good news? It’s often easy to tell early on if a new employee won’t work out.

Most new workers strive to prove that they have what it takes to be an asset to the company. But those who act like they just don’t care? Well, they probably don't. Here are 5 telltale signs to look for when evaluating whether a new employee will work out in the long term:lazy

1. They have attendance issues

Attendance problems are always a red flag, but it's even more troubling when they start right off the bat. If a new hire habitually arrives late – especially if it’s in the first few days or weeks of employment – it’s a sign that he or she doesn’t care enough to make an effort. Additionally, new employees who make a habit of leaving early show that they’re not eager to commit to the team or be part of the company – they’re not even willing to put forth the effort to make a good first impression. 

2. They lack enthusiasm for new projects

Whether your new employee is fresh out of college or a transfer from another company, he or she should be enthusiastic about applying their knowledge, skills and work experience to new projects. If your new hires seem to be dragging their feet when it comes time to get to work – or if there’s a sharp drop in their enthusiasm from the interview to the first day – that’s when alarm bells should be sounding.

3. They don't want to learn

New hires should be eager to show their new managers what they can do, and to take on new responsibilities. More importantly, they should be eager to learn from those around them about company processes and strategies. Employees who make it obvious that they’re not interested in learning new things are unlikely to want to gain knowledge down the road. Motivation should be at its peak when an employee is new, and early signs of apathy point to long-term problems.

4. They fail to understand basic tasks

New employees may be nervous about starting a new job, but they should be able to grasp basic tasks within a relatively short period of time. If new employees are completely unable to do the basic tasks that fall under their job descriptions on their own after a few weeks (or after their training period is up), it’s a sign that they may not develop into valuable assets. Asking other employees to lend a hand is fine for the short term, but an employee who needs constant assistance will eventually put a drain on resources – and patience.

5. They resist change

It’s understandable for new hires to want to help out by offering a unique perspective or an innovative view on how to complete tasks. However, employees who insist on doing everything the way it was done at their old company prompt a serious question – why didn’t they just stay with their previous employer? If employees aren’t willing to adjust to the way things work at your company, it’s unlikely that they’ll have the flexibility or agility you need.

New employees who just don’t cut it from the start are, unfortunately, unlikely to work out in the long term. While HR professionals and managers should try to work with new employees to make it work, it’s better for the employee – and the organization – to know when to let a bad employee go. Keeping an eye out for early warning signs is a good place to start.

Abby Perkins is Editor in Chief at Talent Tribune, where she writes about jobs, workplace culture, and HR solutions.


Don't let yourself hire the wrong person. Read these five reasons managers make mistakes before you make one yourself!



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

The Biggest Hiring Mistake You Can Make

Posted by Natalie Pike on November 20, 2014

You've all had a superstar candidate slip through your fingertips or, as Katy Perry would say, you've had "the one that got away." For some hiring managers, this is even worse than firing someone who they thought would be a rockstar employee and turned out to be a dud. While these are both big mistakes, they aren't the biggest one. According to ghostwriter Jeff Haden, here's the biggest hiring mistake you can make:

Failing to follow up with every person who applies for a job.

A recent study said that approximately 94% of the people who apply for a job don't get closure. "We've yet to meet a job seeker, hiring manager, recruiter or company who feels that figure is off," John Younger, CEO of Accolo, said.

So, if you're asking yourself, "why is failing to follow up such a big deal?" you've probably never been the one left hanging. Not giving your applicants closure is incredibly rude, first of all. It's the same as someone giving you a compliment and instead of saying thank you, you just walk away. More importantly, there are serious repercussions for your business. A friend of Younger is the COO for a global retailer with over 100,000 employees. He spoke to an applicant who was so upset by the way she was ignored that she never shopped there again.

"The company received approximately 3.5 million job applications a year," said Youngler. The retailer lost hundreds of customers due to so many applicants being fans of the store and then not receiving any feedback after applying or interviewing. 

When friends and family ask how it went and the response is that they never heard back, it makes your business look bad and it shines a negative light on your hiring process. People talk. One bad comment turns into a thousand bad comments and before you know it, no one is even applying for a position at your company anymore.

So, before you post your next job opening, come up with a plan on how you will provide feedback to every single applicant whether they get the job or not. Type up a letter, send an email or use an applicant tracking system. Deciding how you close the loop isn't as important as actually closing it. These applicants take the time and put themselves out there, knowing the possibility of rejection. Don't leave them hangin'. 

Guilty of making this mistake? Find out why by reading our free eBook. 


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

Hiring Solutions: 5 Signs It’s Time For A Facelift

Posted by James Patrick Kahler on November 19, 2014

Whether you’re an aging celebrity in Hollywood or the storefront of a 50-year-old mom and pop shop, facelifts are sometimes necessary for business. The same can be said about the hiring process at your organization—if it’s seems outdated, then it’s probably time to restructure your system. 124H

Old habits die hard, but they can still go away. One of the most unwanted and hardest habits to kick at businesses everywhere is turnover. The problem of offices behaving more like rotating doors with their employees is one that affects countless companies across all industries. Although this is a serious issue, it doesn’t have to be a permanent one. 

Just like solving any problem, you have to find the source first. Who you hire affects your turnover rate and therefore, makes your hiring process the main source. The first step towards refurbishing the way you operate hiring at your organization starts with identifying your main issues.

5 Signs It’s Time To Update Your Hiring Process

  1. You realize your turnover rate is high, yet you’re not concerned—if you’re worried about making money at your company, then you should be concerned about turnover. You actually spend more money on turnover than you ever would if you used a hiring management system. It pays off to research and analyze your potential employees.
  2. You’re swimming in a pool of resumes—ok so maybe not an actual pool, but if you have a file packed with resumes, then your process is definitely outdated. Filing folders and cabinets are now obsolete within the world of hiring. Make sure you’re using a hiring platform that allows you to store and review all resumes online. It’s much easier to operate and will help everyone involved in the hiring process get on the same page.
  3. Most of your applicants get hired—this is straightforward. If the majority of your applicants are receiving job offers at your company, your hiring system is likely flawed. Consider conducting behavioral interviews, utilizing interview scorecards and background checks to make sure you’re hiring the right candidates.
  4. You’re asking illegal interview questions without knowing it—there are numerous questions that are illegal to ask during interviews, such as “where are you from?” or even “do you own a car?” Make sure you are up-to-speed with the law and try using new interview questions that are not only safe to ask, but much more effective as well.
  5. You’re hiring on gut feelings—there’s a reason why most companies conduct multiple interviews, tests and background checks. Having an actual hiring system that gives you reliable data on candidates increases your accuracy and therefore, helps lower your turnover rate. If you’ve been relying solely on personal feelings to hire candidates, stop.

Finding hiring solutions is a different process for everyone. Nevertheless, problems such as turnover are common in most industries and yet there are ways to help fix it. Be sure to evaluate your turnover rate and the way you hire your employees.

These are only a few signals that will tell you it’s time to restructure your hiring process. Download our free eBook below if you’d like to find more red flags to help improve your hiring efforts!

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Topics: Management, How to Hire, Hiring

10 Of The Weirdest Interview Questions And Why You Shouldn’t Ask Them

Posted by Natalie Pike on November 19, 2014

The desire to be a “hip” and “cool” company is common among most businesses these days. Some bring in a modern espresso machine, some implement Thursday night happy hours, and some ask weird interview questions.

The Top Ten Weirdest Interview Questions: 

1. “ If you were a pizza deliveryman, how would you benefit from scissors?
          - Asked at Apple

2. “ If you could sing one song on American Idol, what would it be?
          - Asked at Red Frog Events

3. “ If you were a box of cereal, what would you be and why?”
          - Asked at Bed Bath & Beyond


4. “ Why is a tennis ball fuzzy?” 
          - Asked at Xerox

5. “ How would you use Yelp to find the number of businesses in the US?”
          - Asked at Factual

6. “ How does the internet work?”
          - Asked at Akamai

7. “ You’re a new addition to the crayon box, what color would you be and why?"
          - Asked at Urban Outfitters

8. “ What was the last gift you gave someone?”
          - Asked at Gallup

9. "Describe to me the process and benefits of wearing a seat belt."
          - Asked at Active Network

10. “What is the funniest thing that has happened to you recently?”
          - Asked at Applebee’s

While these questions are creative and can easily get the brain juices flowing, there are many reasons why they aren't going to find you your next best hire.

A candidate’s answer to an interview question should be more than a few words long.  Asking an odd question makes the candidate feel unprepared and it will most likely elicit a short response.

The main reason hiring managers use weird interview questions is because they are looking for culture fit. Surprise! Bizarre questions have nothing to do with your company culture. You may be creative and goofy by asking them, but the candidate’s response won’t be an answer that proves they’ll fit into the company dynamic. There are five questions that are best for hiring for culture fit. A weird question isn't one of them.  

Last, but not least, asking odd questions wastes valuable time when you could be asking about their previous experience. It’s more important to know the ins and outs of their last job than why they think a tennis ball is fuzzy.

Don't get us wrong...there are some weird interview questions that DO work. Take a look here:

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

Hireology Insight: Use A Behavioral Interview Guide

Posted by James Patrick Kahler on November 14, 2014

According to our mother’s or the wonderful women who raised us, we are all the most special people in the world—we’re perfect and there’s no one else like us. It’s truly a great feeling if you're lucky enough to have someone feel that way about you (thanks mom!), even though it’s not necessarily true. However, if we apply this logic to our recruiting process, then we should be hiring people exactly like ourselves, right? Not quite. behavioral_interviews

Are You An Entrepreneur? Don’t Hire Yourself, an article recently published in Forbes, talked about the reasoning for hiring people outside of your own personality and exact skills. In the article, the author says, “…as your company grows, those (your) same attributes and skills are not always suited to building a solid, stable company. For that, you need complementary skills, not just more of the same.”

That might be a hard pill to swallow if you’ve believed in the aforementioned logic your whole life. Nevertheless, it’s true what the author says about not wanting to have “more of the same.” 

Advice from a Hireologist

There are several reasons why you shouldn’t “hire yourself.” To elaborate more on this subject, I sat down and spoke with our very own Hireologist, Casey Murray. Here are some of the key points Casey says to consider during your interview process: Casey_square

  •       Know what behaviors make a strong candidate for your open position
  •       Know that past behaviors predict future success
  •       Keep an open mind—don’t limit the interview to whether or not you like  the candidate
  •       Take the gut feeling out of the interview with scored interview guides
  •       Use data and analytics to decide if you want to hire the candidate, not whether or not you want to go grab a beer with him or her

One of the best ways to employ some of the key points that Casey mentioned is by using a behavioral interview guide. It’s an easy way to learn what a candidate’s attitude is like and gain a better sense of his or her accountability. Behavioral interviews also allow you to look into a candidate’s past related job success and whether or not he or she is a good culture fit with your company.

So the next time you interview a candidate, keep an open mind. There’s a reason you’re hiring someone to do the work—not yourself. Plus, who knows? The person you’re hiring could be someone you might want to go grab a beer with...or two!

Improve your hiring process today by downloading our free white paper on behavioral interviews!

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Topics: Personality Assessments, Hiring Tips, Hiring

Ford's CEO: 4 Ways To Find New Talent

Posted by Natalie Pike on November 14, 2014

Hiring in the automotive industry is at an all time high and it isn't slowing down anytime soon. In order to stay ahead in this competitive industry, Ford CEO Mark Fields said they needed to expand the way the company approaches recruitment. Retaining talent that creates a positive work culture is equally important. Fields recently spoke at the Detroit Free Press 2014 Top Workplaces awards show, which attracted close to 500 people.  

"Creating a great place to work is one of the biggest challenges for us," said Fields who technically manages over 180,000 employees. One in five new hires leave a job in the first 45 days if they feel it's not a good fit. The auto industry is said to generate up to $1 trillion in new revenue by the end of this decade. "With this growth, the need for top talent is greater than ever before."  

The auto dealer has hired more than 23,300 jobs and he doesn't expect it to calm down. Here are his four ways to find new candidates. 

1. Social Media

In order to find today's best, you must use Facebook, LinkedIn, and Twitter. These platforms are where the talent is—especially millennial talent. The possibilities are endless and the potential audience is massive. Promoting your job on social media is a simple task. Tweet a simple sentence about your open job, create a custom tab on your Facebook page focusing on available positions, and the easiest of all, look for candidates on LinkedIn—they’re everywhere!

2. New Attitudes

Professional business wear is the standard for most auto dealerships. In order to stay ahead of the pack, Fields decided to make a small change that would create a big difference. "We have changed our company dress code. Yes, jeans are now welcome at Ford," he said. I know, it's just a pair of pants, but this actually matters to a lot of people. Wearing jeans versus a skirt or dress pants doesn't only mean changing an article of clothing. It means more comfort, which could lead to less stress and a higher focus on work. 

3. Reach Out To Different Places

Think outside of the box and determine where your ideal candidates are. Ford was looking for summer interns. Where would most interns be throughout the year? College. Ford expanded recruiting efforts on college campuses with guest lectures, business case studies, and even tailgate parties. Fields said the entire senior team was involved in making regular campus visits. Because of this implementation, the number of college interns has increased by 20%.

4. Show Why They'd Want To Work At Your Company

What makes your company special? Why would someone want to work there? Whatever it is, show it off. Fields created a center where his HR managers would conduct interviews in an environment with pictures showing the company's heritage and products. In addition to showing off the company during the interview process, once the candidate was hired, they'd hold a reception where the new employee met the senior leadership team.   

"It's amazing what happens when a culture of positive leadership takes root in an organization," Fields mentioned. "It's infectious, and it's energizing." While posting to social media, taking a trip to a college campus, and allowing your team to wear jeans are essential to finding new candidates, culture may be the most important. It's not something you can buy. It's created within a cohesive environment of people who all believe in the company and work their hardest towards the same goal. Follow Ford's best practices for finding talent and you'll be happy with the results. 

Finding new candidates will also decrease turnover. Read more on how to hire effectively with our FREE guide!

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Topics: Hiring Millennials, Company Culture, Recruiting, How to Hire, Hiring, Social Media

Teamwork Stretches Beyond The Stars: Killing Sales Turnover

Posted by James Patrick Kahler on November 12, 2014

Want to hear something crazy? The plot from the movie Armageddon has become a little bit more realistic today. What!? Yes, I know it sounds crazy but it’s true. According to CNN, scientists from the European Space Agency (ESA) has confirmed that the “Philae probe has landed on the surface of a comet.” (Click here for the storyTeamwork_Jets

So it’s true, Bruce Willis and a team of oil drillers could potentially land on a comet or asteroid and save the human race, right? Whether or not that could actually ever happen, the mere fact that humans were able to accomplish such a feat is simply amazing. It’s also a good opportunity to realize what we can obtain through great teamwork—sounds cheesy, but it’s true.

Wonderful things happen when a team works well together. It’s been proven by great sports teams of the past, innovative companies that have changed the way we go about our daily lives and instances such as today with the spacecraft landing. Nevertheless, these moments are typically never reached with ease. There are usually problems or hardships that must be overcome in order to reach the main goal. In the corporate world, one of these issues is sales turnover.

3 Ways To Top Turnover 

Sales turnover is a serious problem for many companies, yet it’s not impossible to overcome. One of the best ways to tackle turnover is with fundamental teamwork. Here are some easy ways to build a team of salespeople that will work hard together and enjoy working at your company, all at once—and therefore, help lower turnover: Bad_Hires

  1. Choose The Right Candidates—chemistry is essential with teams. Before you can make a team work well together, you have to make sure you’re employing the best-fit people for the job. A simple way to do this is by conducting phone screens and using scorecards during interviews with candidates.
  2. Create The Perfect Environment—it’s hard to accomplish something special if negative energy or a boring atmosphere surrounds you. If you expect your employees to come to work each day with a positive mindset and high energy, you better be creating an enjoyable work culture. Every business is different, so there are countless ways to create the perfect culture. A few ways to set the best stage for your employees to work in are by implementing a flexible work schedule, casual dress code or by starting company rituals that are unique to you and your employees.
  3. Team Bonding—if you’ve ever been part of a team before, you’ll know how important chemistry is between teammates. If you want to succeed together, you have to trust one another. Make sure you spend time out of the office with your sales team. Going out for dinner, bowling or a sports game are all fun ways to help get your team to know one another and bond. Do this and your employees are bound to work better together.

So what’s the main lesson here? Bruce Willis and Ben Affleck could potentially blast off into outer space and land on an apocalyptic asteroid to save mankind someday, yes. But also that they or the brilliant scientists at the ESA, NASA, etc. could never accomplish the astounding work they do if it wasn’t for their fantastic teamwork.

The same goes for those in the business of sales. Turnover is a tough obstacle to overcome if you’re constantly losing employees. Therefore, the best way to combat that is by hiring the right people who work well together and are able to succeed at your company for the long run.

Don’t stop here, seriously. Check out our free eBook below and learn how to build a great team—you’ll be glad you did! 

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Topics: Fresh Perspectives New Ideas, Company Culture, Management, Hiring Tips

5 Reasons To Hire A Veteran

Posted by Natalie Pike on November 11, 2014

Veteran's Day is known for honoring those who served in the military and fought for our freedom. Starbucks CEO Howard Schultz said Americans need to not only honor veterans - but, hire them. "There is a stigma attached to many of them about either PTS (post-traumatic stress) or brain trauma or things of that nature when in fact I can personally demonstrate through the hiring of people at Starbucks who served that they have done extraordinary things," he told USA TODAY.

While there are 3.4 million current job openings, there are nearly 900,000 unemployed veterans in the United States, according to the Labor Department. The number one reason for open jobs is that employers are finding that workers don't have the skills or training they need to be successful. The VOW Hire Heroes Act of 2011 offers tax credits to employers as incentive to recruit military vets. 

Veteran's Day is a reminder that there are plenty of other reasons to hire veterans. Here are 5 of them:

1. Leadership

Vets are trained by the military to lead by example through motivation and inspiration. They know how to manage behaviors as well as understand the dynamics of leadership in both a high-ranked and peer structure. They provide direction, know how to delegate tasks, and except constructive criticism.

2. Respect for policies


After serving in the military, vets have a new found understanding for accountability. The know how policies and procedures work for an organization to succeed and exist.  They grasp their position and takeresponsibilty for all of their actions. 

3. Faster learning curve

Servicemen are forced to learn at an accelerated rate. There is no flexibility when it comes to time. They have the proven ability to learn new skills and concepts. People don't typically enter the military knowing the ins and outs of combat. They learn transferable skills in just a short amount of time and will do the same at your company. 

4. Teamwork

The first thing that comes to mind when I think of those who served is "family." I can't count how many videos I've seen on YouTube that show a veteran talking about the sister/brotherhood or intense bonds they've formed with their batallion. Vets understand how genuine teamwork grows out of a responsibilty to their colleagues. Group productivity is essential to company success and this group of people knows how to make it happen.

5. Perform under pressure

A struggle many employees deal with is how to cope with pressure at work. Say you absolutely need a project done by 5:00pm and there is no way around it. Most workers would either not being able to finish on time or deliver a result filled with mistakes and errors. Veterans understand tight schedules, limited resources, and short deadlines. They have developed the capacity to know how to accomplish priorities on time, in spite of stress. They know the importance of finishing a task and making sure it's done right. 

So, in addition to tax credits, think about everything else that veterans can provide you and your company. Why wouldn't you want a team player who works well under pressure and is accountable for their actions? This group offers something that most candidates don't which is why they might be your next best hire. 

Could your company benefit from someone with these traits? Check out our free guide for more reasons why you should hire our heroes. 



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Topics: Recruiting, Hiring Tips, Hiring

The 6 Stereotypical Millennial Candidates & Ways to Coach Them

Posted by James Patrick Kahler on November 6, 2014

Have you ever seen a preview for a movie before? Of course you have (If you’re reading a blog on the internet, then there’s a good chance you’ve seen plenty of previews). Anyways, I’m sure you’re like me when I say it usually only takes me a matter of seconds within seeing a preview to decide whether or not I will want to see the movie. The same can be said about conducting interviews.  bad_candidates_mini

According to the article “First Impressions” published in Psychological Science, two psychologists said that it only takes a tenth of a second for a person to make an impression from a stranger’s face—or in our case, a candidate’s face. Nevertheless, this sets up disaster for those who believe in and act upon certain stereotypes.

The 6 Stereotypical Millennial Candidates & Ways To Coach Them is our new eBook that touches on recognizing the common labels these young professionals receive during interviews, as well as how to coach them to become successful employees who will stick around for the long-run.

While reading this insightful eBook, we are confident you will:

  • Be able to identify the typical, unfair stereotypes of millennial candidates
  • Enjoy the fun profiles of these stereotypical candidates while learning how to properly lead them towards a successful career within your company
  • Gather useful facts from scholarly reports conducted by several esteemed psychologists
  • Find the list, of personality traits of candidates you should hire, to be very helpful along with specific coaching tips

Check out our finest eBook yet by clicking on the guide below. Don’t worry; this one is free so it’s on us. Enjoy! 

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Topics: Fresh Perspectives New Ideas, Personality Assessments, Hiring Millennials, Hiring Tips

Blind Job Postings are Bad Mojo

Posted by Natalie Pike on November 6, 2014

This is a guest blog by George Blomgren from The Good Jobs.

I’ve been asked to do blind recruitments many times over the years. When I push back, I’m always surprised to discover that many employers aren’t aware of the downsides. Frankly, the downsides are so bad, I suggest that you do anything you have to do to avoid blind recruitments. 

There are four primary reasons they are such a mistake.

1. Why is it blind?

Job seekers will scratch their heads and wonder what circumstances led to the blind posting in the first place. Wherever their imagination takes them … it won’t be good. Ask yourself: what kind of candidates will accept your secrecy, and apply regardless?

2. The obvious assumption

Lacking the answer to #1, most savvy job seekers will assume the most common answer. You are secretly replacing someone before you yank the rug out from under them. No matter how good your reasons for doing that (if that’s even the correct reason), think of it this way. When you post blind, this is the ONLY thing job seekers think they know about you: that you are the kind of employer who does things like that. (Again, you won’t be given a chance to explain your reasons.)


3. Rightfully paranoid

 Job boards are full of job postings that aren’t what they seem to be. Scams, identity theft, employers/recruiters building up their resume database, etc. Smart job seekers are very cautious about which jobs they apply for. For obvious reasons, blind postings are inherently suspect.

4. The best talent cares what team they play for.

To the extent that you may be an employer of choice and have a great brand and a powerful story to tell candidates…a blind posting just throws all that goodness away.

If that’s not enough, here are three more reasons…

5. Your blind recruitment frequently won't stay blind on the inside. 

I have seen secretive recruitments compromised in so many different ways — well intentioned friends in HR, billing snafus, once when a hiring manager was confronted with a rumor about an impending termination (although it was just a random rumor, it happened to be true and the hiring manager spilled everything).

6. It also isn't as blind as you think it may be from the outside. 

Unless you are a very common type of business in a large metro area, any level of detail can identify you. I once worked with a cataloger turned ecommerce retailer in rural Wisconsin, when they were trying to secretly replace their IT/web guy. As I pointed out to them, they would have to specify their location in order to post the job. In conjunction with any detail about the core requirements (like knowledge of their ecommerce platform), their identity was immediately obvious to anyone in the area with any IT knowledge … including the incumbent.

Note: pure sourcing or hiring a headhunter (instead of just doing a blind posting) doesn’t solve this problem. Candidates will still quickly figure out what employer is being represented, and chances are good that people with similar skill sets know the incumbent.

7. Once it’s exposed, the fact that you tried to keep the recruitment secret often backfires,

leading to a much worse situation than whatever you were trying to avoid. The retailer I mentioned above learned this the hard way. (Important lesson: never piss off the only person in the company who knows all of your really important passwords. Furthermore, the only person who even knows exactly what all that list of passwords consists of.)

Whatever your reason for wanting to do a blind recruitment, there are almost certainly better alternatives.

Bottom line, think twice before posting blind.


Want more info on job postings and what to include in the description? Here's a free guide!



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