eBook: Let’s Talk

November 18th, 2014

Google’s People Chief, Laszlo Bock, spoke at LinkedIn’s Talent Connect Conference about how they hire their employees. Contrary to popular myth, they do not focus on brain teasers, but instead focus on meaning. It is important to give structured interviews to really understand the candidates and to ensure that they would fit into your company’s culture, but at the same time bring something new into the mix. It is important to see the candidate not for their past titles, but instead the work and skills the person has. Can they see a problem, step in, help solve it and be able to give power to others to handle future challenges.

It is important to not compromise on quality of the candidates. Give them a reason to want to join your company and give meaning. This can, at times, be achieved through really getting to know your candidates during the interview process. Allow them to drop the interview façade and meet the person behind the resume. Push for a job conversation instead of a job interview.

Check out the eBook below to learn more about five common interview questions and their conversation counterparts:


Rather than pushing for an interview, seek conversations with quality candidates. Let’s talk.


  • http://www.smartrecruiters.com/blog/how-to-get-candidates-to-drop-their-job-interview-facade/
  • http://www.smartrecruiters.com/blog/give-candidates-a-reason-to-join-we-all-want-meaning-says-googles-people-chief-laszlo-bock/

Top 10 Ways to Recruit Millennials

November 11th, 2014


In today’s recruiting age, many believe the way to keep millennials is with a full range of perks, whether free food, dry cleaning, gym membership, etc. However, these individuals are in for a rude awakening. Millennials account for 1/3 of the total United States population and $170 billion in spending each year. Today, human resources should focus on matching motivations and giving their employees the tools to help them grow. They often care more about the opportunity to grow and develop more as a professional than the amount of money on their paycheck. Check out these top 10 ways to recruit the best talent of the millennials.

Don’t merely recruit—instead, initiate relationships and engage the best talent

  • Advertising to attract the millennials is a waste of time and money. Companies should instead use social media to influence the generation about their company and make their presence known. This could turn the interview process into more of a dialogue, rather than the old-style interrogations of earlier generations, since the employers could now focus on identifying, attracting and hiring the best talent. Relationships can also be nurtured through promoting challenges, internships and projects for young talent.

Collaboration vs. Managing

  • Today, more than ever, the traditional approach of supervising and managing is not effective. Strong managers are instead building teams and engaging with their employees. This often happens with decentralizing their decision-making function, embracing new technologies and communicating like peers. Collaboration becomes a two-way street and maximizing the generational mix of employees.

Improve performance real-time—don’t wait for annual reviews

  • Millennials are used to two-way conversation, especially with their immersion in interactive technologies. They gravitate to quick, constant feedback. Rather than waiting until the annual review, long after most of the performance has taken place, continual feedback will lead to improved performance and quicker results.

Offer flexible work options

  • Millennials don’t want to have to force fit their lives into an inflexible job. Instead, offer an environment that gives opportunity to blend their business and personal lives together in a way that makes sense for them. Flexibility can mean telecommuting from home or non-traditional hours.

Engage in social media

  • Find them on the platform they use most: social networks. By creating and maintaining social media profiles, you open the door to new potential employees and give them a path to easily get to know your company, its products and services, as well as a chance to network and interact with company employees.

Put a real name behind corporate communication

  • If you utilize a corporate social media account for interacting and hiring potential candidates, call out specifically whom they are interacting with, even if as simple as adding initials. This will give interactions more of a personal connection, which millennials would greatly appreciate.

Know your “why”

  • No matter what else HR might tell a millennial, they ultimately will want to know why they should take the job. How will it help them with their overall goals?

Be respectful of all recruits, including those not chosen

  • It’s important to maintain strong relationships with millennial recruits, whether they receive a job with your company or not. They will be the first to tell their network about their experience. If they have a strong experience, a recruit can become a recruiter, even when not hired as the recruit.

Live the company brand and culture

  • Culture is crucial for millennials. If your corporate culture is suffering, it will hinder your chances with much of the millennial generation. It is important to be honest and genuine about the employer brand and present it well. If the employer doesn’t live up to their values, millennials will simply quit. Loyalty will come with living up to the brand’s promises.

Accept failure

  • Millennials are drawn to entrepreneurial environments that have a culture that accepts failure as a part of the learning and innovation process. It is entrepreneurship and a stake in the future that millennials want. Give them that chance.


  • http://resources.dice.com/2012/05/23/hiring-millennials-tips/
  • http://www.smartrecruiters.com/blog/millennial-recruitment-is-not-about-free-lunches/
  • https://www.linkedin.com/pulse/article/20141028151414-2459096–almost-everything-we-think-about-managing-talent-is-wrong-here-s-why?trk=tod-home-art-list-large_0

eBook: Top 5 Reasons to Let Your People Work Virtually

November 4th, 2014

When habits and mindset are not inhibiting productivity, in today’s professional environment, many associates would prefer to work virtually. Whether due to greater freedom or empowerment, there are many benefits to giving associates an alternative to the traditional workspace.

Check out this eBook below to learn more!


Infographic: Social Media and Recruiting

October 28th, 2014

Social-Media-Infographic---Human-Capital-w (2)

8 Questions Every Candidate Should Ask During Job Interviews

October 21st, 2014

Many candidates have questions they have prepared for an interview, but as a hiring manager, what are some of the best ones that you have heard? Read below for some of the best ones. question 疑問 はてな

1.  What role will I fill?

When it comes to an employee’s role in a business’s strategy, the job title explains only so much. When a candidate asks this question, it will provide clarity as to if they will need to be an ideas person, a mentor to other employees, a creative force, a rule follower, a rule breaker.

2. Why does this role matter to the growth of the company?

This question can be used by the candidate to explore the expected level of engagement. Will the position be a low- or a high-impact role? Will it be universally respected within the company or will they be the undercover hero?

3. Who would my colleagues be?

The best interviews include three to four team members. That way the candidate can insight into team dynamics and personalities.

4. What would I be doing that makes your job easier?

The answers to this question will inform the candidate of the immediate problems each team member is hoping the new employee will solve.

5. What are additional important skills I will need to do this job well?

This will give the prospective employee better insight into if the company needs someone who is also a self-starter or works well in teams.

6. How does the company measure success?

This question will give the candidate a better idea of whether or not they will be successful. The common work habits of people who have this position gives insight into whom the company considered successful.

7. What would you expect from me this month, in three months, and in a year?

When a candidate asks this question, they are trying to gauge what the role is that you had in mind for them to deliver in the next coming months.

8. What is your mission?

Employees are most happy when their goals align with those of their employers. This is one of the most important questions a candidate can ask. It allows for them to see if you both want the same things.

To read the original article, please click here.

2014 IT Salary Survey

October 14th, 2014

Find out which tech positions make the most and where 2015 information technology salary expectations stand in TechTarget’s IT Salary Survey for 2014.

According to the survey, leading the pack were network managers, database administrators and security managers, whose average total compensation increased 22%, 22% and 17% year-over-year respectively. That trumped the 8% increase in average total compensation (base salary plus bonuses) for senior IT executives — including CIOs, CTOs, executive vice presidents and directors of IT— and the 8.7% increase in total pay for CISOs. Business application directors raked in a respectable $148,097 in average total compensation in 2014, but that represented a 10% drop from 2013.

59% of the 1,200 IT professionals who took TechTarget’s 2014 IT Salary and Careers Survey had increased total compensation in 2014, 49% received a raise and 36% received a bonus. Nearly half expect a raise, and 20% a bonus, in 2015.

See a further breakdown below.

Salary Index

To read the original article, please click here.

Simple Tips to Avoid Making Bad Hires

October 7th, 2014

When a company makes a bad hire it can cause major impact to the overall company. This impact can result in lower Bproductivity, lost time and money in hiring and training, decreased employee morale as well exposed negativity to clients which could affect the sales team in the long run.

When making your next hire, examine how you feel about the organization. Ask yourself these three questions:

  1. Would you want to work there?
  2. Why do you work there?
  3. What makes your organization unique and attractive?

After taking a closer look with your thoughts, consider adding these next steps:

Profile your ideal candidate

  • Poor analysis of job functions can lead to inappropriate recruitment criteria
  • Poor analysis of the required skill sets and behaviors can lead to inappropriate selection criteria

Know where the candidates are

Interview right

  • Inadequate initial screening can lead to wasted time and the wrong candidates on the short list
  • Inadequate interviewing techniques, resulting poorer access to the facts
  • Overselling of the company and career and/or money expectations can lead to a frustrated and unmotivated staff

Resist the temptation to fill the job quickly

  • Pressure and urgency to hire for new positions can result in wrong induction

Always check references

  • Not checking references properly can lead to troublemakers sneaking onto your payroll

To read the original article, please click here.

Hiring Mistakes and How to Recover

October 1st, 2014

BThere was a recent article posted on LinkedIn stating examples of hiring mistakes and how you can recover from them.

Mistake: Overlooking culture fit.

Recovery: Culture should be part of the interview process. An ideal candidate for a job has the skills and qualifications, as well as the cultural values that are important to the company. When interviewing them, ask questions about their activities outside work.

Mistake: Hurrying through the interview because you are pressed for time.

Recovery: Take the time to get to know each candidate, and be efficient with your time. Ask the right questions or make your candidates complete tests. Give each person a rating based on qualifications, likeability/culture fit, and long term potential.

Mistake: Hiring family and friends.

Recovery: You may think you are doing someone a favor, but if the job doesn’t work out, you might lose more than an employee. If you decide to hire family and friends, make it clear in the beginning that personal life stays outside of the office. It would make other employees uncomfortable if someone was getting preferential treatment just because of the personal relationship.

Mistake: Not enough clarity on a job description.

Recovery: Going through job applications from interested candidates is hard enough without confusion about job duties and expectations. Be clear about what you are looking for. Be specific enough so the perfect candidate will reveal themselves in a cover letter or an interview.

Mistake: Onboarding process is limited or nonexistent.

Recovery: Inadequate training for new employees makes the job harder for both of you. The new employee process doesn’t stop after hire. Proper onboarding includes a transitional period. There is always a learning curve for the new hire, such as learning new names and faces, internal processes like file handling, and introduction to day-to-day operations (to name a few).

To view the original article, please click here.

Have you recovered from any recent hiring mistakes? We would love to hear them in our comments section below.

What’s the Most Revealing Interview Question You Should Ask?

September 23rd, 2014

When you are interviewing for your next hire, you may be ready to ask the standard questions, but what is the most revealing interview question you should ask? “Tell me about your friends.”

I am sure you can find an exception or two, but for the most part, good people hang out with good people. High performers usually associate with high performers. Whether it is at work or outside of work, high achievers tend to stick together. The same is usually true for people who do minimum work, gossip and complain.

When you ask this question, truly listen to the answer as it can reveal a lot about the person. Learning more about their friends will also help you discover more like their organizational skills and personality traits you would like to have or not have on your team.

What do you find is your most revealing interview question?

To read the original article, please click here.

It’s an IT Employee’s Market

September 16th, 2014

You’ve probably heard the real estate terminology “it’s a buyer’s marketing” or “it’s a seller’s market.” These phrases allow you to figure out if you should buy or sell property based on factors affecting the real estate market such as lending interest rates, size of the market, supply and demand, the ability to qualify for a mortgage, etc. Just as in real estate, in the business world there are similar factors that influence the equation when determining if it’s an employer or employee market. These factors include: the amount of economic expansion, production, demand of goods, skilled labor force, fixed costs, projected revenues, etc.

As you can see in the infographic below, the evolution of the employee from past to present has taken quite an interesting progression. In IT specifically, it is an ever-changing environment where anything is possible; breaking the norm and liberating the constraints of hierarchical organizations. Now, technological advances improve creativity and collaboration that unleash new opportunities and allow for more innovation within organizations.

it employee market

To view the original article, please click here.