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5 Things to Know About Hiring This Week

Posted by Alison Ortscheid on September 20, 2013

The 3 Things You Should Never Do In An Interview

There are many things that you should not include in your interviewing process, and then there are things that you should NEVER include. Erik Sherman highlights three major things you should never do while interviewing. 

Don't ask pointless questions at interviews!1. Ask stupid questions. Asking questions that are supposed to be brain teasers are truly only asked to make the interviewer feel superior. Before asking a question, make sure to ask yourself if the question is going to help you get information about the candidate, or if you are just doing it to feel powerful. For example, Clark Construction Group has been known to ask a trick question about a penguin in a sombrero. Anyone with common sense would know that a penguin in a sombrero has nothing to do with a candidates qualifications. 

2.  Demand a performance. Of course every interview does come with some demand. Candidates are usually expected to look and act their best. However, taking this too literally can be dangerous! A certain company was reported to have asked candidates to dance during an interview. Candidates often reported that they felt uncomfortable and embarrassed. Asking candidates to do too much is a big no-no and often are a huge waste of time. 

3. Begging for a candidate to kiss your behind. Asking questions that are pushing the limits should not be included in an interview. A candidate reported an interview with Kraft foods where they were asked to rate their interviewer from 1 to 10. Obviously, the employer was expecting a butt-kissing and the candidate felt the need to say '10' when it might not have been the truth. These types of questions make a candidate feel extremely uncomfortable. 

Read the original article for more details. 

Hiring Lessons You Should Keep In Mind

Let's be honest, the recruiting and hiring process is a grueling one. However, there are some lessons that CEO's have learned need to be done, despite them causing agony. Carolyn Cutrone summarizes what the group os CEO's came up with. 

First off, you must go through that huge pile of resumes you've been avoiding. If you don't look through the pile, you're never going to find any candidates. Some CEO's say they use keyword searches the drastically minimize their piles. Second, don't always trust referrals. Most likely, the person is going to say good things about the candidate whether or not they're actually a good employee. Another key lesson to consider is affordability. Of course you want someone who has a ton of experience, but you must also take into consideration if you can afford the person, or if they are actually out of your league. Lastly, come up with a fool-proof list of questions. 

For examples of CEO's favorite questions, as well as more information, read here

Hiring For Culture Fit Is The Wrong Idea

Most companies think that the way to grow a company is by hiring people who fit into the culture. However, as Barry Shuler explains, this is not the case. Although it is important to hire people that are fit for the actual job, finding people who will fit perfectly into the company's culture is not a good idea. Intead of cloning your current culture, you want the culture of your company to evolve. 

Every company has a culture. You hire managers who hire people who are similar to them and think alike. However, you want differences so your culture breeds and evolves.

The first 4 letters are CULT. The first 25 people you hire will all be very similar culturally. However, as your company begins to expand, you should hire some diverse people. These first 25 people (a mini cult almost) may feel threatened. Don't let them intimidate the new hires.

They don't fit in.  Looking for the person who is the perfect fit for your company could cause you to overlook the candidates who are most talented and qualified for your job position. In your company, don't focus on finding candidates who 'fit' in and focus on creating a range of employees. 

Counterculture. Instead of looking at your company culture as homogeneous, look at it with a melting pot mentality. Creating a diverse culture in your company is suggested and very important! 

Read on for more information on company culture.

How To Make Your Company A Good Place To Work

Do you want your company to be considered a good place to work? Rethink how you hire. Stephanie Meyers racalls an interview with the founder of a company called Return Path, who shed light onto what he does in order to make his company one of the best places to work in the U.S.

First, Matt Blumberg advises that companies hire extensively. Instead of just interviewing with 1 people, have the candidate meet and interview with 7-8 people, or even more for larger positions. That way, if the candidate is hired they will have already met the people they willMake your company great to work for! work with. Also, you will have more feedback. Using this feedback, he suggests not just using it as a consensus, but do consider the red flags and use them to ask the candidates references questions. Next, it is important to describe the job to a tee. By doing this, the employee won't be coming i blind, and you can also avoid bad hires by making sure the employee is good for the job.

To read more of the interview, visit the article


How To Avoid Hiring Jerks

We may not talk about it much, but we all know that nobody wants to work with a jerk. Lucky for us, Chip Paucek touches on the many ways that you can avoid hiring a jerk so they stay out of your company! 

1. Weed out jerks during interviews. Ask open ended questons such as "What do you love", and then stay quiet and let them talk. Their answers can often give hints to if the person is a jerk.

2. Check references, but don't use ones they provide. Always do reference checks, even if you have to do them yourself. People will usually tell a CEO the truth, when they may lie to an HR person.

3. Character is important. Don't ever skip over character because the person has a good skill set. You can always teach skills, but you can't teach a person to stop being a jerk. 

4. Keep the jerks out of your workplace. Let employees voice their opinions and they will openly tell you who the jerks are in your company. Then, take action. Keep them out of your company.

5. Promote the people who aren't jerks. You need people who brighten the room when they come to work. When you find this person, promote them. This will help your company succeed.

Still curious? You can read the entire article here.  

Still wondering how to interview and hire to the best of your ability? Check out our interview preparation ebook! 


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