The simple math that will change the way you hire forever

Great article filled with practical advice that highlights the “theory of quarters” when it comes to recruiting & hiring.

“For starters, if you’re not using an applicant tracking system, you should be. ‘Studies have shown that you can actually improve your efficiency by at least 50% through an applicant tracking system.’ And there are plenty to choose from. Find whichever one works best for your hiring needs. The point is that once you have this software in place, you’ll also have a data layer for your recruiting efforts.” ~ Eric Feng, Flipboard CTO

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5 Job Interview Questions that Are Illegal to Ask

While there certainly are more than these, put together a list of five questions that aren’t legal to ask during a job interview. Recruiters take note:

For example, it’s illegal to ask any questions related to protected classes, says Charles A. Krugel, an HR attorney. “Protected classes typically include race, gender, nationality, religion, military status and age (40 and up). Usually, such questions are intended to identify those class members. More often than not, it’s ‘loaded’ questions that are asked, or those where it’s fairly obvious that the asker has a hidden agenda and the question has little to do with the job’s essential duties.”

Some examples of these questions include,”I notice that you live in Brookfield, there’s some nice country clubs and retirement communities there — are you a member of any of them?” and “If you need to commute to work, how would you do that?” The first question can relate to socioeconomic status, gender, race, religion and age, Krugel says., while the second may be looking for information on socioeconomic status and race.

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The Biggest Interview Mistakes HR Experts See (and How to Avoid Them)

These may be obvious to some, but it’s surprising how many people make inappropriate and derogatory statements when they’re being interviewed.

Via …

They meet more people in an afternoon than most of us do in a year. But what faux pas do human resources pros see again and again during the interview process? We picked the brains of two high-profile executives to find out what you definitely should and shouldn’t say, as well as what they secretly think of your résumé.

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Get to your best candidates faster by leveraging Screening Questions

There’s no doubt that the Screening Questions module is one of the most powerful features contained in the Hirebridge platform.

Did you know that each job can contain its own screening questions, which allows you to deeply profile your candidates regarding their qualifications based on the position they’re apply for. You can tag specific responses as qualifiers and dis-qualifiers, as well as assign point values to each response.

This module provides you with a powerful “virtual assistant” that helps you segment out candidates that meet your minimum criteria, as well as being able to weight those that are most qualified.

Question Set

If you’re not leveraging the power of the Question Sets module, or need any help setting them up, send an email to and we’ll be happy to assist.

Can H.R. Managers Think Like Economists? They Need To

Via Forbes …

Deloitte just released its Human Capital Trends 2013, a year-long research effort which looks at talent and leadership trends around the world.

The research explains why talent and leadership gaps have become the top business challenge this year. We are now in a world of uneven economic growth with lagging skills and the need to build new leaders in many countries around the world.

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Introducing Closed-Loop, Frictionless Feedback.

One the most common and frequent challenges we hear from recruiters is getting managers to review candidates and provide feedback to them. Often times, there is a breakdown in communication during this process, which becomes an obstacle to everyone involved.

We’ve been hard at work studying how to address this need from every potential angle, and to devise a solution that “feels” and “acts” natural — something that recruiters and managers alike will embrace to help them be more productive and reduce their workloads.

We call it, Closed-Loop, Frictionless Feedback.

Frictionless Feedback

It’s really quite simple in its approach, yet incredibly powerful, flexible and complex in its abilities. The key benefits are as follows:

  • Natural process that takes little to no training
  • Recipient does not need to log in to provide feedback
  • Feedback can be collected from single or multiple recipients
  • Point values can be assigned to specific responses
  • Specific responses can be tagged as qualifiers and dis-qualifiers
  • All activities are logged at the user and candidate level
  • Ability to automatically disposition candidates based on specified criteria
  • Comprehensive reporting and compliance tracking

We’re excited to help every company and organization leverage this incredible and unique component to streamline their recruiting process, so send an email to and we will provide you with complete details.

The Worst Way to Reject a Job Candidate

Via Mashable …

A study by online job site CareerBuilder found that candidates who had a bad experience when applying for a position are less likely to seek employment at that company again. They are also more likely to discourage friends and family from applying or even purchasing products from that company. Overall, more than one in four workers have had a bad experience when applying for a job.

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