Hireology Blog

The Key to Hiring for Your Franchise Location

Posted by Maggie Coffey on April 17, 2014

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

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

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


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

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


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

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

Reduced Turnover

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

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

What else can a hiring system do for your franchise?

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Topics: how to hire

Looking to Hire Salespeople?

Posted by Ellyn Rosenthal on April 16, 2014

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

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

Inside the ebook:

  • 5 Best Interview Questions
  • The responses you should expect

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

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Topics: Interviewing Help

The Worst Interview Questions

Posted by Ellyn Rosenthal on April 14, 2014

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

The Questions We've all Been Asked

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

Pointless Questions

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

What if...

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

Getting Too Personal

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

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


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Topics: Interviewing Help

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

Posted by Erin Borgerson on April 14, 2014

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

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

Technology is Crucial

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

1. An email service

2. A cloud storage space (Like DropBox)

3. Instant messaging or chat functionality

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

Make in-office connections

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

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

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

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

Build a Remote Culture

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

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

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

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

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

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



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

Using Social Media to Transform Your Hiring Process

Posted by Maggie Coffey on April 10, 2014

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

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

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

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

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Topics: recruiting

The Heartbleed Bug and Hireology

Posted by Erin Borgerson on April 10, 2014

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

What is the Heartbleed bug?

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

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

How can you stay protected?

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

What's Hireology doing about it?

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

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

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

Should I change my Hireology password?

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

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


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Topics: Hireology Updates

A Look Inside the Hireology Office

Posted by Ellyn Rosenthal on April 9, 2014

There is nothing more enjoyable than leaving work with a smile on your face and looking forward to returning the next day. Company culture is a hot topic within many of our blogs because it is one of the most important aspects of working in the office. The culture here at Hireology is really the core that keeps everyone together, happy, and productive. 

When you enter Hireology's office you will see the ping-pong/conference table to the left, Will Farrell's character Ricky Bobby posted on the walls, a Nintendo console under the television, exercise balls as chairs, a bean bag to sit on and a custom made Hireology bar. Labcoat_ceremony_2These things themself are artifacts displaying the exciting culture inside the office. We love to work hard as motivation to take a break to play a ping-pong tournament with our fellow employees. There is nothing better than hearing laughter and ping-pong balls bouncing from the table while sitting at your desk. 

The first time I stepped through the glass doors of Hireology’s office I could instantly feel the happiness radiating off of the employees. Anyone who saw me greeted me with a smile and an upbeat “hello.” I thought to myself, “Is this too good to be true?” After being in the office for several weeks the happiness and greets never stopped. I began to notice that I was even excited to wake up at 6 a.m. and head to work.

So, why was everyone really happy? The answer is the company culture. Here at Hireology work is mixed with a lot of fun. We start everyday together speaking in a big circle and continue the day working and feeding off of each others personalities. Work is not just sitting at a desk and staring at your computer here at Hireology, instead it is a small family colaborating with one another to produce the best work possible. 


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Topics: company culture

Spring Cleaning Your Hiring Process

Posted by Maggie Coffey on April 8, 2014

Spring is in the air. And if you’ve experienced the same winter as most of the nation, then chances are you’ve been ready for spring since November. But forget spring cleaning the traditional way. Instead, focus your efforts on sprucing up your hiring process. Because if it’s anything like your garage (or closet, or junk drawer), it needs some serious tlc.

To help make the process as painless and effective as possible, we put together this guide called "Spring Cleaning Your Hiring Process." Starting with one's career page and moving to the job applications, interview guides, and screening process, this guide aims to assist managers in overhauling and improving their approach to hiring. 

So what do you say - ready to get cleaning? Download the free guide below or click here.

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Topics: recruiting

Losing Candidates? Check Your Follow Up Method

Posted by Ellyn Rosenthal on April 7, 2014

Let’s say you just interviewed a candidate for a job opening and now you have to decide whether to hire them. Right after the interview you most knew whether whether or not the candidate is a good fit for the position, but you wait to follow up for whatever reason. If this scenario sounds familiar, it is time to re-think the way you approach following up with candidates.

Making a Decision

After interviewing a candidate, you most likely have an idea in your head.20625224_s Even if the candidate interviewed with a couple people in the office, it doesn’t take long to get together and discuss. This is why it shouldn’t take long to make a decision about a candidate. Even if you really liked the individual, you should quickly know if they are a top contender.

Giving a Timely Response

There is nothing more frustrating than waiting for a response after a job interview. Many companies can take anywhere from one day to three weeks before they follow up with a candidate. In this fast paced lifestyle, it is time to jump on board and begin responding to candidates quicker.

As mentioned earlier, after an interview you probably have a good idea about a candidate. It shouldn’t take more than 48 hours to follow up in some way. If you know right away it won’t work, go ahead and send them a rejection letter or email. At least at this point they are no longer waiting for an answer and they can move on with their search. If you think the candidate is a great fit, let them know. If you think a candidate is “the one” let them know that they are a top contender for the position and a decision should be made in X days.  

Representing The Company

The first impression a candidate gets about a company is usually through the interview. Before the interview the only knowledge of a candidate is from hear say, the company website, or the company’s social media content. Keep in mind when interviewing candidates that you are the only face of the company they see. Taking a long time to follow up with a candidate is a bad look for the company. Not responding in a timely matter is just like saying the candidate isn’t important.  

Following up after an interview is just as important as the interview itself. There is no reason not to give any type of answer. The longer it takes to respond to a candidate the more they loose interest in the company.  

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Topics: hiring tips

Is Groupthink Leading You to a Bad Hire?

Posted by Morgan Gleasman on April 4, 2014

Groupthink, a psychological phenomenon that results in groups making irrational or dysfunctional decisions, is a large issue within most teams. When groups are making decisions, groupthink can lead to poor decision making due to a desire for harmony or conformity.This can affect decisions throughout departments within an organization. Although groups often have the best intentions, they frequently make poor decisions due to the effects of groupthink.

One of the most important decisions a company regularly makes is who to hire. If companies make poor hiring decisions it has the potential to affect everyone in the company, and the business as a whole. A bad hire can lead to a domino effect of negative experiences within the company.

Symptoms of Groupthink

There are eight symptoms of groupthink that regularly appear in group decision making situations. These symptoms are illusion of invulnerability, collective rationalization, illusion or morality, excessive stereotyping, pressure for conformity, self-censorship, illusion of unanimity, and mindguards.

13607576_sIn hiring situations, some of these are more frequent than others. Companies have different ways of running their hiring processes, but most companies have multiple people making decisions on who to hire. Whether it is an executive or HR team, or interdepartmental or single-department group, poor hiring decisions are sometimes made due to the symptoms of groupthink. The most common symptoms to recognize in hiring situations are illusion of invulnerability, pressure for conformity, self- censorship and the illusion of unanimity.

Illusion of Invulnerability

Often times groups can be overly optimistic and take significant risks when making decisions. If group members liked a candidate personally, despite a lack of  necessary competencies or experience for the role. Organizations sometimes take a risk on a candidate with less experience, and convince themselves they can train the person to be an excellent employee. This can cause problems when a candidate doesn’t learn the necessary skills quickly enough, or isn’t not accurate or efficient in newly learned skills.

Pressure for Conformity

 Members of the group tend to pressure naysayers by making them feel as though they are disloyal to the group as a whole. By doing this, members feel pressured to conform to the expressed opinion or decision as opposed to stating their argument against the current decision. This can happen in hiring decisions when one person has an argument for why someone shouldn’t be hired, but the discussion is leading toward making an offer. By discouraging their opinion and getting them to conform, the group can miss out on a valid reason for not moving forward with a candidate that could cause problems once hired.


Sometimes group members withhold their dissenting views and counterarguments. Though this is something internal within a member, it can be caused by a lack of openness in the group, and can lead to vital information or perceptions, which would have a large effect on the decision, being withheld. If a group member experienced or noticed something about a candidate that no one else did, it is important that it is shared with the group during discussion. If they self-censor, and keep the information to themselves, it cannot be considered by the group when making a final hiring decision.

Illusion of Unanimity

The group falsely perceive that everyone is in agreement with a group decision. People often follow-up a decision with the questions “Does anyone have any issues with this decision?”. Though the person asking the question may genuinely want to hear dissent, the group can feel as though their dissenting view is not actually wanted, and remain silence. In these situations, people feel that silence equals agreements, even though multiple group members may not agree. If people assume everyone is in agreement on a candidate due to silence, they will likely move forward with a decision, even if others are silently in disagreement. This can come into play when choosing to hire someone who people actually don’t want to hire, and when rejecting someone people feel should be issued an offer.

Avoiding Groupthink

Unfortunately, everyone is vulnerable to groupthink in one situation or another. However, there are a lot of things that groups can do to avoid the dreaded effects of groupthink when making important decisions. First of all, groups should be made aware of the symptoms and consequences of groupthink. Through education, members are more self-aware of their personal susceptibility, along with the signs of groupthink, making them more likely to lead the team away from a groupthink situation. The group leader is also an important factor in avoiding the consequences of groupthink. Group leaders should create an open and accepting environment, and encourage airing objections and doubts, and being accepting of criticism. Groups should also consult outside experts, and discuss tentative decisions with colleagues outside of the group before a final decision is made.

It is important to equip decision making groups with the knowledge and resources necessary to reduce groupthink in hiring decisions. Hiring teams should be educated on groupthink effects, given outside experts to consult with, and discuss candidates in an open and encouraging environment.
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Topics: hiring