Recruiting & Hiring Blog for HR Professionals

The holidays are here, but that doesn’t mean small business owners have time to slow down.

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!

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...  

If you’ve ever been single, pursuing a relationship of some kind, then you know how unsettling the process can be. One person tries to impress the other, communication flies back and forth, and if, at any point, one person thinks he or she is doing well but the other does not, everything breaks down. The expectations of the eager person are crushed, and the other person moves on in pursuit of something better. 

Job seekers face similar perils when job hunting. There’s the anxiety of the unknown and the reality that rejection will probably happen before the search is over. But the responsibility of presenting well does not strictly fall upon the pursuing job applicant—companies have an obligation to attract the best candidates, too. And not all companies do a good job of putting their best foot forward.

Ask any hiring manager about the practice of hiring recent college graduates and you’re likely to get a strong opinion -- be it a glowing recommendation, or a cautionary tale.  It’s true that young people are perceived a certain way in the world, and job recruitment is no different.  But the truth is that recent college graduates represent a highly skilled potential workforce that cannot (and should not) be ignored.  Many are trained in the latest technologies and processes that can contribute to a company’s success (and often at a fraction of the cost of more experienced workers that demand higher salaries).  But just like any other topic in hiring, it’s important to find the RIGHT candidate.

It should go without saying that making the right decision for your next Customer Service Representative role can go a long way towards overall customer satisfaction. Think about your own negative experiences when calling customer support. How did that affect your view of the company? Chances are it left you with a sour taste in your mouth.

As our co-founder Patrick Clark told Mashable last May: "It's infinitely more expensive to acquire a new customer than it is to keep an existing customer happy. The best way to keep them with you is to pay attention to them.” The following three qualities are integral to creating a customer-first culture within your organization.

In everyday life we make choices. From the gas station we choose, to the brand of clothing we wear, to the grocery stores at which we shop, we somehow concluded that these buying decisions are a right fit for us. As creatures of habit, we tend to stick with our choices – that is until something better comes along. We’re then free to change our mind and try something new. In our work life however, we don’t always have that freedom.

Most franchisees and small business owners struggle to find customer service representatives that can help their organization grow. In the past we’ve shared general hiring tips on how to hire your next employee, but we know that finding a CSR is a unique hiring process. Always remember, CSRs are the face of your business. You need to find savvy individuals who can build a strong rapport with your customers so that they remain loyal to your company for years to come.

There can be costs of a bad hire to any organization, no matter how big or small. As with most situations, it is better to be proactive rather than reactive. The key is to catch these problem employees before they become a part of your company. Finding the problem applicants early on in the hiring process can allow you to get to your “super star” candidates earlier. So here are 5 tips that can help you identify problem job candidates in the early stages of the recruitment process: