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Improve Communication With Candidates This Holiday Season

Posted by James Patrick Kahler on December 17, 2014

If you’re a candidate in the middle of an interview process, you know how annoying or uneasy it can be waiting to hear back from a hiring manager—I know through firsthand experience; it’s never fun. This is especially true during the holiday season and long breaks. Communication is typically delayed, often unintended on the employer’s side, through all of the craziness in the office. This can make the candidate feel ignored and unappreciated.

Like a commercial continuously airing on TV to remind you that X is now 25% off until Christmas, your potential employees could be acting the same way this holiday season—constantly asking you about the next steps of the interview process.

CanTalking

On the other hand, if you’re a hiring manager there are some things you can do to help alleviate the pain for your interviewees. Follow these steps below to retain positive communication with your candidates during the holidays:

4 Tips for Better Communication This Winter

Be Thorough—Right off the bat it’s crucial to explain your entire hiring process to your applicants. Make sure they are aware of each step, the amount of time the process will take and how you communicate with them in between each step.

Be Prompt—Timing is everything. You never want to keep your interviewees waiting too long. Otherwise, you might lose great people to other employers. In fact, according to an article posted on Forbes, “44% of workers who didn’t hear back at all when they applied for a job said their opinion of the company worsened.”  WinterTime

Be Honest—There’s no need to hide anything. Maintaining open and truthful communication between you and your applicants will help keep the interview process flowing smoothly. They’ll be glad to know you’re being honest with them and it’ll help limit their number of emails being sent to you, inquiring about the next steps.

Keep Their Interest—Although this might not be necessary, it’s certainly helpful. If your interview process is delayed due to the holidays, try offering something to your applicants that upholds their interest in your company. This can be anything from a link to a video about your office culture to a funny email your boss once wrote. Anything that highlights your company in a positive light is nice to send to candidates in waiting. They’ll be glad you sent it and it’ll also help spark some extra interest in your organization.

Don’t lose candidates because of poor communication. No matter how busy you might be during the holidays, you’re never too busy to write a quick email to your candidates informing them on the status of their interview process.

Can’t find enough candidates this holiday season? Download our complimentary eBook and learn how to increase your pool of potential employees!

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

"Culture" Takes the Cake!

Posted by Natalie Pike on December 16, 2014

1cul·ture noun \ˈkəl-chər\ : a way of thinking, behaving, or working that exists in a place or organization (such as a business). 
King

Well, that's one of three different definitions of what was recently named Merriam-Webster's Word of the Year: culture. The other meanings involve the arts and the cultivation of bacteria, so we'll stick with the business version. 

According to Peter Sokolowski, Editor for Merriam-Webster, "we're simply using the word culture more frequently. It may be a fad. It may not. It may simply be evolution." Culture has meant so many different things to all sorts of managers over the past year. While it may mean an air hockey table in the conference room to some, that's really not what will make or break your company. 

So then, what makes a good company culture? I recently read an Inc. article where founders from the Young Entrepreneur Council discussed the most persistent myths and what you can do to fix them. Here are the top seven biggest culture myths I took from the article:

1. Perks = Culture

"Many startup founders mistakenly think that fun perks automatically make for a good culture. Don't get me wrong--happy hours, Ping-Pong tables and catered lunches are great, but they're not going to keep employees happy unless you work to create a fundamental culture of respect. It's a lot easier to provide perks than it is to make sure that employees feel motivated and valued." -- Jared Feldman, Mashwork

2. Culture Doesn't Start With You

"Most CEOs don't realize that they are defining the culture by how they are behaving. Snap at people often? Anger will become part of your culture. Undermine your staff? Bureaucracy will invade your culture. Pretend everything is always amazing? You'll create a culture full of fakes. If you want a culture that is always evolving and becoming more beautiful, invest in doing so yourself." -- Corey BlakeRound Table Companies

3. Employee Feedback Isn't Important

"Some CEOs do not treat employee feedback as if it was as important as their own thoughts, because they are not viewed as equals. Though it is clear a CEO's role is more expansive then other positions, the culture of a company can be negatively affected if people's ideas and thoughts are suppressed. Each employee has a unique view of the organization, and the culture of sharing views is important to the company's success." -- Phil ChenSystems Watch

4. Culture Doesn't Need to Be Defined

"Chris Wood of Paige Technologies says it best, 'Organizations are really only a representation of the people in them; employers must be diligent about mapping culture.' Products and services can be duplicated, but people can't. Your people drive your culture and they are the one defining difference of a company. CEOs forget to understand and define the culture that they have in place early on." -- Jason GrillJGrill Media | Sock 101

5. Culture Is Just a Set of Values

"We help many growing companies build culture, and the one thing most CEOs get wrong is forgetting to operationalize it. Culture isn't just a set of core values on the wall--it's a set of consistent behaviors. You have to be clear what those values look like in practice (we call them work rules) so current and future employees see culture in action and understand how works gets done in the company and align the company to them." -- Susan LaMotteExaqueo

6. You Can't Hire for Culture

"You have to carefully select the type of people you add to your team if you're going for a particular culture. For instance, if you're a fashion company, you probably want to hire people that are actually passionate about fashion. It's good to have people with different ideas, but generally they should have a shared common interest. With that shared interest, you can build a culture that your team members and customers can get behind." -- Andy KaruzaBrandbuddee

7. Compensation Is the Only Motivator

"Once they reach a certain salary, most non-sales employees could honestly care less about additional compensation. Employees work to feel needed, so remind them that they are your company. Recognize them, and make it public recognition." -- Justin Gray, LeadMD

One reference that caught Sokolowski's eye is from a book called "How Google Works," which includes a description of a software fix by a few engineers that made ads more relevant on the search engine:

"It wasn't Google's culture that turned those five engineers into problem-solving ninjas who changed the course of the company over the weekend," wrote the authors, former Google CEO Eric Schmidt and former head of product development Jonathan Rosenberg. "Rather it was the culture that attracted the ninjas to the company in the first place."

While these seven phrases are completely fabricated, the idea that culture is the key element to a successful business is 100 percent true. It's not just the people, but also their actions and so much more. Keep this in mind and you'll be part of the true meaning of this year's most popular word.  

Like I said, you have to carefully hire the right people for a successful team. Read our complimentary eBook and find 51 ways to do so!

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Topics: Company Culture

From the Mouth of a Millennial

Posted by James Patrick Kahler on December 12, 2014

This is a guest blog by Vinnie Balistreri from The Good Jobs

         As a 25 year old, still fresh out of college, budding professional, I will make up 1/3rd of the adult population by 2020 (Brookings, May 2014). Soon Millennials, like myself, will be the majority of the talent pool you are recruiting from. I’d like to share a little about myself that should help frame the recruiting discussion around Millennial job seekers.

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In 2008 I Was Just Leaving High School, Headed for College         

          My grandparents saw The Great Depression and my parents felt the economy crash in 2008. I have never felt the effects of a poor economy and don’t appreciate a paycheck the same way as my parents. What I did see was the decline of “the company man” and that employee/employer loyalty can collapse. I need more than a number to keep me happy and keep me loyal to your organization. Additional benefits are what are compelling to me, not a pension and a paycheck.

I Have Close to $30,000 of Student Debt 

           Most of the Millennial population is entering the workforce with a negative net worth. We have this number bearing over us that we know we will need to work hard to remove. Our values lie with career development, mentorship, and the ability to grow our skill sets. We’re a generation willing to work hard if we can find the right tools. Being transparent about what you offer to help your employees grow would entice me.

I’ve Always Been Given a Gold Star

            I have been over privileged. Participation ribbons have rained down on me while growing up. I’ve been given gold stars for just showing up. That kind of constant encouragement is what the Millennial generation thrives on. We require constant attention and feedback. If we can’t receive feedback, we can’t improve. If we can’t improve, we will leave and find a position where we can.

I Have Grown Up With Technology

            Technology has taught me to be resourceful. If there’s information I need I can find it. This includes information about YOUR COMPANY! If I want to understand what it’s like to work for you I will dig deep and connect the dots. It’s better for you to be straightforward with me and tell me honestly what it’s like to work there. You cannot be the best employer for every person. However, if I align well with your company I will be a more productive, happier, and more loyal, employee.

            I expect honesty from my employer. There needs to be a level of transparency that you offer job seekers, millennial or otherwise, so that trust can be built. Job postings need to be love letters, not check boxes of criteria. It’s the employer’s job to court the job seeker and if you believe in the organization you work for it should be an easy task. Believe in what you have to offer and people will begin to believe they should work for you.

Vinnie Balistreri is a Culture Strategist at The Good Jobs, a turnkey employment branding solution that helps companies communicate their culture in order to find top talent.

Don’t stop here! Learn more about the Gen Y candidates you’re hiring by downloading the free eBook below. 

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Topics: Hiring Millennials, Recruiting, Hiring

Hireology Product Update: Revamping the Phone Screen Process

Posted by Natalie Pike on December 11, 2014

The phone screen is a crucial stage of the recruiting process, where you narrow down your list of promising candidates into the select few who have what it takes to be successful. It is also the first opportunity recruiters and hiring managers have to interact with a candidate and learn about what they can bring to your organization. Yet, given their importance, why do many companies still struggle when conducting phone screens?

There are often two major problems companies encounter. The first is that the individuals conducting the phone screen will often “wing it,” just improvising along the way without a consistent process. Not only does this raise some legal risks, but by not asking each candidate the same questions, it will be more difficult to determine the best person for the job. The other problem is that many companies lack a uniform method for evaluating those conversations, meaning the wrong candidates may be advanced to the next stage and possibly hired.

When done correctly, the phone screen can give you the relevant insight you need in a short amount of time to determine the candidates who should be brought in for an in-person interview. But without a consistent phone screen strategy, and a way to measure and analyze the results, identifying the best candidates is much more difficult.

So what can be done to revamp the process? The answer is consistency; for phone screens to be most effective in identifying quality candidates, the process must be the same for each candidate. Recognizing this need, we recently updated our phone screen guide. The result is an intuitive, user-friendly platform that brings much-needed consistency to phone interviews while helping companies make well-informed, data-based decisions about their candidates. Screen_Shot_2014-10-06_at_6.33.16_PM

What else can Hireology’s updated phone screen do? Consider the following benefits: 

Easy customization: Although the solution provides everything needed to conduct an effective phone screen, users can change the script, drag and drop questions, move sections around and delete questions with ease.

Greater insight into candidates: Hireology's phone screen guide enables users to see which parts of the job are most important, and they receive a visual representation of what competencies candidates were found to be strong, average or weak. This ensures they get the most value out of the interview and can choose their candidates wisely.

Interview snapshot: At the moment the interview begins, Hireology automatically takes a snapshot of the phone screen guide. Any changes made to the template will apply to all future users of the template, but existing notes will stay intact.

As finding the right talent has become increasingly difficult, employers need every advantage they can get. And more often than not, the phone screen is the crucial stage in which the top candidates are identified and move forward in the hiring process. But for the phone screen to be most effective, the right technology is essential. We’re pleased to provide a solution that can streamline phone interviews and help more companies identify their best candidates faster.

 

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Topics: Interviewing Help, Recruiting, Hireology Updates

Avoid Hiring Mistakes: 5 Ways To Control Stress

Posted by James Patrick Kahler on December 10, 2014

Do you ever feel like your blood pressure rises this time of year? Pressure in general typically seems to be prevalent during the holidays, both inside and outside the office. From finding gifts for loved ones and rushing to meet end-of-year deadlines, the month of December takes the cake for being one of the most hectic months of the year. 

Stressed

This is especially true for hiring managers. Depending on his or her respective business, many managers are looking to hire for the new business year. Finding quality candidates while tackling other responsibilities at the office isn’t easy. It can also cause stress.

According to an article from Psychology Today’s website, Vinita Mehta, Ph.D. writes that:

80% of people report feeling stress on the job; almost half say they could use guidance in learning how to manage stress; and 42% say their coworkers could use that guidance, too.”

That’s some serious stress she’s talking about—and yet, is anyone doing anything about it? One of the top five common reasons why managers make hiring mistakes is because of the pressure he or she receives from above to fill the position quickly. As a way to help you (and anyone else who might be dealing with stress) handle stress this season, here are some different exercises to practice as recommended by Dr. Vinita Mehta:

5 Easy Ways to Alleviate Stress

WaterFall

  1. “Confide in someone who gets it.”—It’s much easier to deal with stress when you talk to someone who’s experiencing the same type of emotional reactions.
  2. “Write down your negative thoughts and then throw them away.”—Several studies conducted at The Ohio State University have found that the physical act of tossing “written negative thoughts” into the garbage helps get rid of them.
  3. “See the world.”—While traveling the world would most definitely help get rid of stress, Dr. Mehta suggests being exposed to nature via imagery, whether it’s a painting of water falls hanging on your office wall, using a screen saver with images of various national parks, etc. She says that exposing yourself to this kind of imagery helps “reduce blood pressure, heart rate, muscle tension, and the production of stress hormones.”
  4. “Listening to relaxing music.”—This one is easy to do. Pop in those headphones and listen to music that will actually help you unwind, such as classical, acoustic or any slow-tuned jams. You’ll be surprised how valuable this can be for helping you lesson stress.
  5. “Breathe deeply.”—Dr. Mehta also recommends this classic exercise for eliminating stress…because it works! She says that, “breathing from our abdomen or bellies stimulates our parasympathetic nervous system and helps promote (or restore) a restful state.”

Although some of these descriptions may seem like a bunch of medical jargon, the exercises are really easy to do and practice in most workplaces. If you’re a hiring manager dealing with the pressure to make a quick hire, give these exercises a try. It might help you make a better hiring decision…as well as lessen the stress to help you find the perfect gift for a loved one!

Are you looking to avoid more hiring mistakes? Download our eBook below and learn how to make better hiring choices—free of charge! 

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Topics: Fresh Perspectives New Ideas, Employee Engagement, Management

4 Reasons Why You Should Always Be Hiring

Posted by Natalie Pike on December 10, 2014

A company can't be successful without talented people. They are the building blocks of the majority of businesses around the word. Hiring managers should be prepared to bring in motivated new hires as often as possible. In nearly every non-seasonal work atmosphere, there is no such thing as a down time when it comes to recruiting. A manager who dismisses this kind of talent regularly, is doing a disservice to his or her company.

A one-of-a-kind applicant can walk in the door at any time. Don't make the mistake and pass them up. 

Here are four reasons why you should always be hiring. NowHiring-300x300-1

1. Increase your talent pool

Unfortunately, very few HR specialists can say that their staff couldn't be better. If you're one of them, it probably took you a significant amount of time and hard work to get there. Bringing in new hires frequently boosts employee motivation and creates a sense of competition around the office. The more this happens, the more your company will grow and the more successful it will be. 

2. Expect the unexpected

Don't sit back and relax. Before you know it, you'll look around and realize you're extremely understaffed. Say you have more than enough employees one month. That can all change in the blink of an eye. Things happen and people quit. Or get fired. By keeping your options open and having a ton of applicants to chose from, you're immediately prepared to hire someone the second that issue arises. 

3. Shorten your entire process

Keeping an endless supply of applicants at your fingertips will shorten your entire process. You won't have to go through the hassle of re-building your job profile, customizing your interview questions, sourcing candidates, and pre-screening  your applicants.

4. Take some work off your shoulders

One of the biggest struggles among managers is handing their work off to others. They may feel like they could do a better job if they just did the work themselves or perhaps it'd get done in half the time. Most likely, the work isn't going to slow down and you'll eventually get overwhelmed. By constantly hiring, you'll increase the size of your staff and have more people there to help you when you need it most. 

There's really no reason why you shouldn't be recruiting all the time. Increase your talent, have backups ready for when you need them, shorten your whole method and spread extra work among your team members. These actions will only benefit your company as a whole. Don't miss out on your next superstar employee!

We haven't even scratched the surface. Read six more reasons to keep hiring here!

 

 

 

 

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Topics: Recruiting, Management, Hiring Tips, Hiring

New eBook: How To Get 100 Candidates By Next Week

Posted by James Patrick Kahler on December 8, 2014

It’s not always easy finding candidates to fill your open positions, especially in a short amount of time. If you could attract a large amount of job candidates in only seven days, would you do it? Of course you would, why wouldn’t you!? 100_Candidates_mini_ebook

How To Get 100 Candidates By Next Week is our latest eBook that helps you quickly spread the word of your open jobs and draw multiple candidates. Having a bigger pool of potential employees helps you find and pick the best-fit people for your company.

Key Takeaways From This eBook:

  • Posting jobs the right way
  • Improving the applicant experience
  • Applying social recruiting
  • Additional ways to get more candidates 

Check out this free eBook now by downloading it below!

 

 

 

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Topics: Fresh Perspectives New Ideas, Recruiting, Hireology Updates

And The Winner Is...Hireology!

Posted by Natalie Pike on December 5, 2014

We are very excited to announce our recent recognition from the Best in Biz Awards.

Hireology has been named a Bronze winner in the the Company of the Year category for 2014. This category consists of three parts: small, medium and large-size businesses. With 75 current employees, Hireology fell into the small-size category and was recognized as one of the top three companies of the year.

best_in_biz_awards_2013Best in Biz Awards is the only business awards program judged by members of the press and industry analysts. All companies based in the U.S. and Canada are eligible to enter the program. According to their website, Best in Biz offers 20 award categories across five focus areas: company; department or team; executive; product; and PR and media. 

Each year, Best in Biz Awards gathers a top-notch panel of judges to review all of the awards submissions. The panel typically consists of 45 members from well-known publications such as Businessweek, Computerworld, Crain's New York Business, Entreprenuer, Fortune, Inc...etc. With their extensive research and experience in the field, the judges are more than qualified to evaluate the entries and choose the top companies among the submissions. 

"We work so hard everyday and to be rewarded by the best in the business is such an awesome feeling," said Erin Borgerson, Director of Marketing at Hireology.  It's exciting that our technology has been embraced and noticed after such a short period of time. 

A special shout out to Lightbank for submitting Hireology into this great awards category. Thank you for the support and congratulations to all of the other winners! 

Want to build your own award-winning team? Read our free guide (it's on us)!

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Topics: Hireology Updates

The 4 Step Process for Phone Interviews

Posted by James Patrick Kahler on December 4, 2014

Remember those things called blind dates? They use to be somewhat commonplace (although awkward) amongst American singles before websites such as eHarmony or “dating” apps like Tinder came to be. how_to_conduct_a_phone_interview

There’s a reason why blind dating has become a thing of the past. People want to know whom they’re meeting up with before they actually meet. They want to know what they’re like and most importantly, what they look like. Now it’s just weird to expect any sort of a connection with a stranger prior to communicating with that person. 

This same idea can be applied to interviewing job applicants. If you expect a natural to come to your interview without talking to him or her beforehand, then you have high hopes my friend. Successful businesses have multiple stages during their interview process for a purpose—it works! 

Phone interviews are traditionally the first steps of successful, structured interviews and are the easiest way to select qualified applicants for face-to-face meetings. Gaining a better sense of the applicants’ personalities, their work experience and knowledge of the business helps hiring managers choose who should be brought in for round two of the interview process.

The 4 Steps

4_crucial_interview_questions_to_ask

If you’re a hiring manager or HR professional looking to improve your interview process, try conducting phone interviews using this simple four-step process:

  1. CREATE AN INTERVIEW GUIDE—develop a series of questions that ask the applicants about: their career goals, job history, what they’re good at, what they’re not good at and anything else that’ll help you get a better sense of who they are as both individuals and professionals.
  2. PLAN FOR THE CALL—phone interviews should only last about 30 minutes, however it’s a good idea to schedule a little more time just to be safe. It’s an even better idea to block off a full hour on your schedule. That way you’ll have time to prepare before the call and take notes afterwards. Don’t forget to send an email to the candidate the day before the call as a friendly reminder of the interview. 
  3. DIAL UP—once you’ve created a guide to follow and scheduled the call, it’s time to talk to the candidate. Listening is the most important thing to keep in mind during the interview. Since you’ll already have your questions to ask right in front of you, the easy part should be listening—but some people tend to mess this up. Hear what the candidate has to say and see how his or her answers match up with what you’re looking for in an ideal employee.
  4. SCORE THE INTERVIEW—it’s crucial to write down any additional notes you may have immediately following the call. You’ll want to do it then while everything’s still fresh in your mind. After that, read through your notes and evaluate the candidate’s responses. Think about what you’re looking for in the perfect employee. If the candidate seems fit for the position, schedule a face-to-face interview. 

Part of the hiring process is elimination. These phone calls help you avoid wasting time talking to candidates who are unfit for your open position. By the time you have scheduled your face-to-face interviews with your qualified candidates, you should have a pretty good idea of what they’re like before the meeting. 

So the next time you interview a candidate, set up a phone interview first. That way there won’t be any uncomfortable surprises like the ones blind dates may cause, like finding out your date has a swastika tattooed on her forehead! 

Get the scoop! Download our complimentary eBook below for more insights and tips on phone interviews.

 

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Topics: Interviewing Help, Hiring Tips, Hiring

Movember...Hireology Style.

Posted by Natalie Pike on December 2, 2014

Another November, or should I say "Movember," has come and gone. And yet again, our hireologists went all-out to support and raise awareness for men's health. According to the official website, "Movember encourages men to grow and women to support the Mo (moustache) for the 30 days of November to raise awareness to combat prostate and testicular cancer."

It all began in 2003, when two friends were having a beer at the Gypsy Bar on Brunswick St. in Fitzroy, Australia. They questioned where the Mo had gone and decided to bring it back. Inspired by a friend's mother who was fundraising for breast cancer, they talked their mates into growing a moustache and decided to make it a campaign about men's health and prostate cancer. Then, the following rules were created:

OFFICIAL MOVEMBER RULES

1. Each mo bro must begin the 1st of November with a clean shaven face. 

2. For the entire month of November, each mo bro must grow and groom a moustache.

3. Don't fake it. No beards, no goatees, no fake moustaches.

4. Use the power of the moustache to create conversations and raise funds about men's health.

5. Each mo bro must conduct himself like a true gentleman. 
Jimmy_Vineet_Mustaches

Here at Hireology, we've built a culture that gives back to the community. This campaign spoke to us and last year, we decided to start our own, annual Movember tradition. A bunch of team members participated in the campaign and began a friendly competition to raise awareness and see who could grow the best moustache. 

This year, the tradition continued and I must say, we had some killer 'staches around the office.  

"I think Movember is a fun and comical way to help raise awareness for men's health. It's somewhat silly and my mother doesn't like the look, but I always enjoy participating," Jimmy Kahler, Hireology's Content Specialist, said. 

The team is growing at a rapid rate and is excited to raise even more moo-lah and awareness in 2015. 

To donate to Team Hireology, or to the Foundation directly, click here. 

 

Want to build a culture and team that gives back like Hireology does?
Download our complimentary guide.
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Topics: Employee Engagement, Company Culture, Start Ups