Recruiting & Hiring Blog for HR Professionals

Having a general outline of the types of questions to ask a potential employee is a MUST for an effective and organized interview process.

Questions that require only a “yes” or “no” answer will do you little to no good, and won’t reveal much information – but how do you know which questions will offer the most insight? All interview questions are not created equal, so know what types of questions will benefit you most before meeting your candidates. 

Indeed and Hyrell have joined forces to increase job applicant traffic. Beginning today, job seekers who find Hyrell postings on Indeed may use their mobile phones to quickly and easily apply to any position.

Have you ever wondered how your company's interview process stacks up?  Have you tried to figure out how many interviews the average company conducts or how many candidates they usually interview for a position?  

Well look no further, the results of Hyrell's Interview Process Survey are here!

What is your current employee retention strategy? If you cannot immediately answer the question, or at least begin envisioning your current organizational approach to employee development, then we’ve already identified a core reason why you are continually hiring customer service representatives.

Here at Hyrell, we know that the Holiday Season is a time for laughter and cheer. So kick back and check out The 12 Headaches of the Hiring Process...  

We know you want to find the best person for the job to fill your open position. But to do that, you have to make sure you are attracting (and not repelling) the best applicants. Mistakes at the start of the hiring process can leave you with a dismal applicant pool, and ultimately a bad hire for your team. So stop scaring off the best candidates by avoiding these 5 common mistakes:

HR has not typically been responsible for a sellable “brand” for applicants. In many respects, creating the company brand is something that largely falls on the marketing or public relations department. We have all heard of a video going “viral” and an average person shooting to instant Internet stardom. However, actions of the HR department going “viral” can have negative effects.

Social media has now turned the tables on employers. Millennials (who tend to be stereotyped as demanding in nature) grew up with the Internet in ways Baby Boomers and Generation X did not. They expect to have a lot of information available on the Career’s page, and they prefer updates throughout the recruitment process.

So with the stage set, and the stakes high, HR needs to create their own brand that offers value to potential applicants. The question is: How do you build a solid talent brand?

You’d like your company to invest in an applicant tracking system, but the key decision maker is afraid the software will miss qualified candidates. This concern may be fueled by personal experience—perhaps he felt he was wrongly passed over when he applied to a company that used this type of software. Alternatively, he may simply have been misled by inaccurate information on the Internet.  

You shouldn’t let the conversation about implementing an applicant tracking system fall by the wayside, however. A persuasive way to alleviate fears is by educating decision makers about how an applicant tracking system screens candidates and comparing it to the manual process your team uses today.  

Here are four facts you can use to help decision makers see past their concerns.

In our personal lives, we are obsessed with having the latest and greatest technological advancement to hit the market. Whether it is the new smart phone, tablet, or computer, we have to have it. Society has advanced to the point where we actually laugh at the “old-fashioned ways” we used to do things. However, in the world of HR, the question remains: how can we leverage new technological advances and incorporate them into our hiring practices? 

Oversee the onboarding process. Manage employee relations. Maintain benefits programs. Ensure legal compliance. Make policy recommendations. Have you ever taken the time to list all that’s expected of you as an HR manager? Depending on the size of your company, your list could take up pages.