Using Behavioral Interviews To Eliminate The Hacks

Posted by James Patrick Kahler on December 19, 2014

Hacks, imposters and frauds—they’re out there and they could be right in front of you during your next interview!


Ok, so maybe these are harsh words to use when referring to applicants, but in light of the recent hack-attack on Sony Pictures, the word “hack” seems fitting. Many people lie during job interviews because they think it’ll increase their chances of getting the job. It’s important you know how to weed out these types of applicants during interviews; otherwise you’ll be going through the same interview process weeks later to replace the unqualified employee you just hired.

Behavioral interviews are an easy way to figure out who are capable of filling your open position. Nevertheless, they are also a great way to tell which applicants are fabricating their resumes, experience and knowledge of your respective fields of business. If you’re not already using this type of interview during your hiring process, it’s highly recommended you give it a shot. If you’re already using them, try using these three tips to help improve your process. 

Never Take Their Word For It

It’s ok to trust someone and believe what he or she says, but not a stranger you’re interviewing for the first time. It’s crucial you take everything an applicant says with a grain of salt during the initial interview. If an applicant tells you he or she is a “real go-getter” and follows up with you way too late after speaking with you, what does that tell you about the applicant? Keep an open mind, but don’t believe EVERYTHING they say at first.


Use Follow-Up Questions

One of the best ways to see if an applicant is lying or elaborating about something is by asking him or her to explain their answer. If the applicant can continue to accurately explain his or her answer without any noticeable flaws, then there’s a good chance that applicant knows what he or she is saying. Follow-up questions simply help you recognize the degree of knowledge a person has on the topic at hand.

Score The Interview

It’s difficult to accurately measure an applicant’s performance during an interview if you don’t measure his or her performance. Using a scorecard to rate the applicant’s answers give you a better sense of whether or not the person is qualified the job. Scoring also helps you separate the applicants who are ready for another interview and those who are unqualified for the position. It’s nice to see on paper how an applicant scores and makes the selection process much easier. 

Although most applicants are probably not “hacks,” behavioral interviews are a useful way to separate the qualified from the not so qualified. Use these interview tips during your next conversation with an applicant and you could be avoiding potential turnover…and those pesky hackers who completely ruin interviews (pun intended)!

Don’t make these 8 mistakes during behavioral interviews! Download the free eBook below to see where you can refine your interview techniques.




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

Holiday Hiring: 5 Reasons Why Now is the Best Time to Hire

Posted by Natalie Pike on December 18, 2014

When you think of the holidays, snowmen, hot chocolate, decorations and candy canes might come to mind. However to most hiring managers, the thought of recruiting during this busy season becomes a big headache. They assume that applicants are too distracted by the holidays to pay attention to their job search.

Don't get me wrong, the holidays are crazy busy for both managers and candidates, but that doesn't mean you should put a stop to your hiring efforts as soon as the first snowflake falls. In fact, we can give you reasons why hiring during the holidays is a smart idea. 

Here are 5 reasons why this season is a great time to find top talent. 

1. Take advantage of those holiday networking events

Right when you thought you couldn't possibly eat one more snickerdoodle, another holiday party is right around the corner. Look at these events as huge opportunities to connect with potential hires. Make the most of these frequent get-togethers--you never know, your next best hire could be waiting on the other side of the punch bowl.

2. Think about your hiring budget

Most companies create an annual budget for recruitment. Some budget cycles might fall on an abnormal month, but if it falls on the calendar year, hire around the holiday to ensure you make the most of your resources before dipping into next year's funds. 

3. Candidates have more free time during the holidays  

It's highly likely that the majority of your applicant pool has a few days off around the holidays.  While some could be heading off to the Caribbean to escape Chicago's frigid temperatures, others will be at home continuing their job search. Take advantage of this time and bring these dedicated individuals in for an interview-before all those slackers who spent their time off laying on the beach come back. 

4. You're more likely to get the best of the best

This goes hand in hand with number three. Those who are spending their days off and dedicating their time to the job hunt are the ones you want working at your business. This proves they truly have their heart and mind set on succeeding in your open position. 

5. Benefit from their New Year's resolutions

We've all been there before. We hope that the new year will bring us greater success, money, contacts, etc...Many employees are hoping to kick off 2015 with a new gig. Think of it this way as well, maybe your employees decide to move on. You now have open gaps in your company. Capitalize on candidate's that are hoping for a fresh start in the new year. 

To most, the holidays are a busy time that isn't ideal for hiring. Think outside the box and make the most of the recruitment advantages that this season has to offer. 

So now you want candidates, but you don't know how to find them. Download our free eBook and find out the best ways to source applicants during the holidays!


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

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.


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). 

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.


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. 


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


  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