Should You be Using Snapchat in Your Hiring Strategy?

Posted by  Alissa Parr, Ph.D.

Just when I think I’ve seen it all, I hear about a new hiring strategy by a company that blows my mind. This time? Using Snapchat to submit a job application. That’s right. McDonald’s in Australia recently announced that it would start accepting applications on Snapchat. As the first step in the process, job candidates would upload a short 10-second video. Rest assured, McDonald’s thought ahead and even created a filter that puts the job candidate into a McDonald’s uniform. After watching the video, recruiters will decide whether the candidate should move onto the next step in the process, an online application process. That’s definitely unique! Let’s take a closer look at this…


Are Employee Assessments the Same as IQ Tests?

Posted by  Jaclyn Menendez

Recently, I was talking with a friend who was in the middle of applying for a position at a new organization. He mentioned that the latest stage of the application was an IQ test. I am always curious about employee assessment processes for organizations, so I probed a bit more and asked him what it consisted of. “Oh, you know,” he replied, “it asked me things like if I like working with other people, and if I lose my temper easily.”


3 Other Ways Hiring Impacts Your Company

Posted by  Vicki Cooper


We all have unique backgrounds, levels of education, and industries in which we work.  But I'm very confident there's one thing we have in common: We've all been part of a hiring process. Even if you aren't directly involved in your company's interviewing, employee assessment, or onboarding process, you likely have your opinions on how your process stacks up compared to others you've participated in or heard about over the years.


5 Things about Applicant Faking in Assessment Tests That You Should Know

Posted by  Amber Thomas


No one likes a liar, right? Dishonesty is not something that most people are comfortable with, because it implies that someone is trying to “pull one over on us” or “get away with something.” It follows, logically, that you wouldn’t want someone to “fake good” on pre-employment applications, their resumes, assessments, or in interviews. We want to know what we are going to get when we hire someone into the organization. We feel personally offended when someone turns out to be different than what they said they were (especially if we’re doing the hiring!).


How to Leverage an Assessment to Fit Your Needs

Posted by  Rachel Reid


So you find yourself interested in assessments but have no idea how to use them for your unique business needs? This might seem daunting as there are, in fact, many ways to leverage an assessment to fit your needs.  However, understanding the different methods will equip you with the knowledge to add effective tools to your selection and development processes. In fact, the types of assessments and the manner in which they're used vary greatly. Assessments can be used in multiple ways to achieve results, and knowing these options can help HR professionals leverage the assessments in the way that will be most beneficial to their unique hiring procedures.


3 Steps to Reducing the Stress of a High Volume Hiring Project

Posted by  Brian Dishman

high-volume-hiringFacility startups and major hiring expansions are some of the most stressful activities that a Human Resources Manager will face during the course of a career. Other than a mass layoff or facility closing, there is probably not a major Human Resource activity that causes more sleepless nights than a facility startup. Hiring several hundred people over a compressed and ever-shifting timeline can be an incredibly daunting challenge.


3 Ways to Retain Millennials

Posted by  Lindsey Burke


Earlier this week, we talked about how Generation Z will soon be joining the workforce. But these days, it's still all about Millennials. Baby Boomers are retiring or are on the cusp of retirement, and leaving lots of jobs that need filled. While it's important to find people to fill those jobs, it's just as important to retain them. But it's no secret that Millennials are known as the "job hoppers."  So what's an organization to do?


What to Expect From the Next Generation Joining the Workforce

Posted by  Sarah Trageser

generation-z.jpgThere’s a new generation on the block poised to enter the workforce in droves. After reading that, you’re probably rolling your eyes thinking “Yes, everyone knows about Millennials already, no need to beat a dead horse.” Believe it or not, this is not another blog post about Generation Y. Somehow, another 20 years has slipped by in the blink of an eye and now there’s an even younger group of soon-to-be professionals about to hit the application trail.


4 Steps to Falling in Love with Your Hiring Process Again

Posted by  Amber Thomas

love-hiring.jpgAre you falling out of love with your hiring process lately? After a rough day of interviewing dozens of candidates that have no business in your candidate pool, are you left crying on the couch with a tub of ice cream in hand? No one wants that. When making hiring decisions the stakes are high, the people you bring into the company could be with your organization for years to come – that’s a pretty big commitment. Loving the hiring process and choosing the right hire is possible.

Here are a few tips that will leave you swooning over your hiring process once again:


5 Keys to Streamlining Your Hiring Process

Posted by  Rachel Reid


Now that you have made the decision to streamline your hiring process, what happens next? First of all, it’s great that you’ve made this decision! An efficient hiring system not only increases a positive candidate experience and reduces time to hire, but can translate into financial savings for the company.

A more streamlined hiring process will allow you to fill open positions with quality candidates much quicker than a non-streamlined process. However, before you can jump into this process, there are a few guidelines you should be aware of to help make this project run as smoothly as possible.


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