Recruiting & Hiring Blog for HR Professionals

Earlier this month, Hyrell’s Director of Marketing posted a great article about Growth Hacking your Hiring Process. For those of you who don’t know, “Growth Hacking” is a popular marketing approach which focuses on finding low-cost and innovative alternatives to traditional techniques.

As a small business owner, we know that you are a big fan of finding low-cost and innovative alternatives to help run your business. Plus, you know that any small advantage can lead to major results if you are able to utilize it properly. So start thinking like a marketer and “growth hack” your approach to social recruiting on Twitter.

For many job seekers, your company’s job description is the first thing they read to learn about a new role within your organization. Unfortunately, many job postings fail to include three critical things:

1. A description of how the role supports business objectives
2. Realistic expectations for experience and qualifications
3. Insight into the company culture and work environment

HR pros and industry thought leaders will often wax poetic about the importance of job descriptions and how writing a killer job description is an essential first step in the recruiting process. But if you work in the every-day trenches of the HR world, finding the time to continuously develop and refine your job descriptions may seem like an impossible task.

We know that you are stressed. Often overworked and underappreciated. And that adding yet another thing to your never ending to-do list does not sound ideal. But take a moment to consider the power of a great job description and how it can improve your overall hiring process.

We’ve all been there. In the prime of our youth. Forced to slave away all summer to earn minimum wage. And as a result, we all have stories to tell about our best (and worst) summer jobs.

So to kick off the first Friday of June, we are re-posting Jimmy Fallon’s latest Hashtag game: #WorstSummerJob. Watch the video from Thursday night’s episode of The Tonight Show and share your own funny summer job stories on twitter with the hashtag: #WorstSummerJob.

We know that establishing structure is the key to success when designing a Virtual Interview screening process. Last week we focused the formula for a great Virtual Interview question and outlined how to use background context, straightforward questions, and helpful response tips to build the perfect question.

Now that we understand the structure, it’s time to start writing!

Here are five stylistic approaches (with specific question examples from Hyrell’s Virtual Interview Library) that you can use to start building your own bank of Virtual Interview Questions:

We’ve all been there before—staring blankly at a computer screen as we try to craft the most compelling job description. Rest assured, you’re not the only one who’s suffered from writer’s block. Even the world’s greatest writers needed a jolt of inspiration from time to time, and the same can be said for writing a great job posting.

Here are nine of our favorite job description writing tips from the literary legends themselves.

Each day, hiring managers are facing new pressures and demanding time constraints. With mounting stacks of resumes, it can seem like an impossible task to thoughtfully evaluate so many incoming applicants. However, with a little help from our Virtual Interview Process, you can streamline your initial applicant evaluation and focus your time and energy on the most qualified candidates. 

Franchisees and business owners know that it can be a struggle to find top notch talent for their small business. When you need to hire a new employee,you’re often pressed for time and need to make decisions quickly in order keep your business on the right track.

With little to no HR experience, your franchise hiring process can quickly turn into a game of “resume roulette,” with few rules and very little oversight.

Historically, recruiters and employers have avoided hiring candidates that appear to have a history of job-hopping from their resumes. Totally understandable—companies want to hire and invest in employees who plan to stick around. But job-hopping has become less of a concern for HR, especially as the trend has become more common amongst younger generations, specifically millennials.

Future Workplace recently reported 91 percent of millennials, which includes those born between 1977 and 1997, expect to stay in a job for less than three years. That means they would have up to 20 jobs throughout their careers!

Hyrell provides an easy-to-use applicant tracking system for companies of all sizes. But did you know that in addition to our monthly subscription services, we also help thousands of franchisees across the country find the best employees for their small businesses?