From September, 2013

How Do the Top Business Executives Hire?

Recently Linkedin ran a series titled, “How I Hire” in which more than 80 top executives, including a notable billionaire, shared their thoughts on what they look for when they hire. Below are a few notable excerpts, which I will summarize at the end.

“Some managers get hung up on qualifications. I only look at them after everything else. If

somebody has five degrees and more A grades than you can fit on one side of paper, it doesn’t necessarily mean they are the right person for the job. Great grades count for nothing if they aren’t partnered with broad-ranging experience and a winning personality.” Richard Branson

“I look for people who make me somewhat uncomfortable. I look for people who are different from me, who hold different views than I do, who have different areas of expertise than I do.” Sallie Krawcheck – Former Bank of America exec.

“If you agree that direct experience isn’t always a requirement, how should you operationalize this fact in your hiring process? Start with the assumption that great people are everywhere, but they may not have found their passion. Or they may know their passion, but they haven’t gotten a foot in the door yet.” Cyrus Massoumi, ZocDoc CEO

“I find that people who are curious, and who care about their companies and industries can grow their roles to become company leaders.” Jim Whitehurst, Redhat CEO

“Whether a company is large or small, diverse backgrounds and experiences make for better business decisions by fostering healthy debate, more ideas, new perspectives, and increased innovation.” Clara Shih, Hearsay Social CEO

“I want anyone I bring onto my team to be someone I can learn from, someone who inspires me, someone I can see taking the company to the next level. Someone I can trust. Someone who I believe will go far in their career down the road.” Randi Zuckerberg 

“The four Es [energy, energize, edge, execution] are great individually, but they’re even better when a candidate has them all wrapped up in a burning ball of passion.” Jack Welch

“I want smart people who want to learn. It doesn’t matter who you know, where you went to school, or where you grew up.” Ted Fine, Head of Programming at Bloomberg 

Here are the key takeaways as I see them that we can learn from the quotes above:

  • Don’t get hung up on qualifications – Find the person with the best personality.
  • Don’t get hung up on grades – Straight As or the school attended mean little if the candidates are being placed into the wrong areas.
  • Hire outside your comfort zone – Hiring for diversity brings fresh ideas to the table and helps to increase innovation.
  • People can be trained – Though not directly mentioned, the top executives agree that hiring for personality or passion rather than skills is more effective.  If someone is enthusiastic about the role, they will learn what is necessary.
  • Passion – Your organization can’t be taken to the next level without individuals head over heels for what they do.

While the traditional hiring process of finding the most skilled candidate to do the job makes sense, successful business leaders beg to differ.  Passion, personality, energy and even a differing point of view trumps skills, good grades and an Ivy League pedigree.  I would encourage all hiring managers when evaluating their job candidates during the interview to read between the lines.

Hire-Intelligence Announces Interview4 Video Interviewing Apps for iOS and Android

Gloucester, Virginia (PRWEB) August 23, 2013

Interview4 Video Interviewing AppHire-Intelligence, a leader in live and recorded online job interviews and creator of the Interview4 video interviewing platform, announced the launch of the Interview4 app for iOS and Android.

In addition to the launch of the Interview4 app, which will allow job candidates to complete a video interview on their mobile devices, Hire-Intelligence is also launching a mobile version of the Interview4 user portal. The mobile portal will allow employers and recruiters to set up and review candidate interviews on their smart phones.

These mobile extensions of the Interview4 video interviewing platform represent Hire-Intelligence’s continued efforts to improve the efficiency of the hiring process for both the employer and for the job seeker.

Hiring managers and recruiters can log into Interview4 through their mobile device and review candidates, share video interviews with colleagues and post comments on the candidates’ performance.

“More and more hiring managers and recruiters were requesting the ability to not only review candidates while on the go, but to also set them up for video interviews. Our new enhancements give them the power to speed up their hiring process,” explained Jim Robinson, President of Hire-Intelligence. “The ability to take a video interview on a smartphone is really incredible, and frankly presents the candidate much better than I ever expected.”

The Interview4 app is free to download at both the Google Play and Apple iTunes Store.

Hire-Intelligence (“hi”) is a human resources technology company that creates job candidate assessment protocols to increase the efficiency and effectiveness of the recruitment and hiring process. The founders of Hire-Intelligence have more than 20 years of experience in the human capital management (HCM) world. This knowledge of the HCM industry informs all of the company’s hiring software and service offerings. The goal is to provide high-value tools and services to the HR world, delivering real, measurable ROI to users.

Hire-Intelligence Client Relationship Manager Ryder Cullison Participates in Video Interviewing Panel at the 31st Annual National Industry Liaison Group Conference

Gloucester, VA (PRWEB) August 07, 2013

Ryder Cullison, Client Relationship Manager for Hire-Intelligence, recently participated in a July 30th panel discussion entitled “Video Interviewing and Affirmative Action Compliance” at the annual ILG conference. The panel addressed the growing use of video interviewing in the recruitment selection process. The panel discussion was facilitated by Teresa Turner, President of Synchronized Resources Inc. Sandra Hueneman from Manchester Consultants and Nita Beecher from Mercer joined Cullison on the panel.

The NILG conference brings together many voices focused on the common goal of equal employment opportunity and establishing the framework necessary to get it right. Topics covered included affirmative action and EEO and OFCCP compliance.

The purpose of the video interviewing panel discussion was to explore potential compliance issues with the new technology of video interviewing and to help the audience understand what measures from a compliance standpoint should be taken to incorporate video interviewing into their hiring process. The panelists answered many questions including the need to potentially make accommodations for those with disabilities who have been invited to take a video interview.

Hire-Intelligence is the creator of a leading video interviewing tool, Interview4. Cullison has worked with Hire-Intelligence for over ten years and has helped pioneer the company’s efforts to bring their Interview4 video interviewing solution to the market. Hire-Intelligence and its predecessor organization have helped employers hire more efficiently and effectively by using candidate video interviews in the hiring process starting in 1987.

“I was very impressed when Teresa took a poll of the room asking how many people were currently using a paid video interviewing tool in their hiring process. The positive result corroborates the many surveys showing that video interviewing usage is rising,” stated Cullison, who went on to say “I walked away with a fresh understanding of the many challenges compliance people face during the hiring process in addition to those of job candidates within certain demographics. This experience will help us to strengthen our Interview4 video interviewing software. It makes our business alliance with Synchronized Resources very rewarding!”

Hire-Intelligence (“hi”) is a human resources technology company that creates job candidate assessment protocols to increase the efficiency and effectiveness of the recruitment and hiring process. The founders of Hire-Intelligence have more than 20 years of experience in the human capital management (HCM) world. This knowledge of the HCM industry informs all of the company’s hiring software and service offerings. The goal is to provide high-value tools and services to the HR world, delivering real, measurable ROI to users.

Hire-Intelligence Partners with SER National to Deliver Interview4 Online Video Interview Training Software to SER Youth and Veterans’ Employment Programs

Gloucester, Virginia (PRWEB) May 30, 2013

Hire-Intelligence, a leading provider of custom web-based job candidate evaluation software and services, announces their partnership with SER-Jobs for Progress National, Inc. (SER National), a network of Community Based Organizations (CBO’s) that advocates for the underserved and underprivileged by developing streamlined educational, training, employment, business and economic based initiatives. Hire-Intelligence has committed nearly $50,000 of in-kind software development and licenses to provide job interview training, as well as job candidate video introductions to potential employers, using the Interview4 online video interviewing system.

Kicking-off the first leg of this inspiring partnership, computers equipped with webcams and headsets were set up at Workforce Solutions Greater Dallas’ YouthWorks Centers in Irving and Grand Prairie, Texas. Whitney Guest Sisler, Director of Business Development from Hire-Intelligence’s Virginia headquarters, was on-hand to introduce the program participants to the customized Interview4 video interviewing application, showing them how to complete online practice job interviews as well as create and share personal video introductions they could submit to employers. Classroom lab-style settings provided a great opportunity for the Youth to actively engage in interview practice and coaching.

“One of the critical success factors in today’s America is the imperative to tie educational needs with career aspirations,” said Brian Marques, Assistant Director of Network Initiatives for SER National. “As a valued partner, Hire-Intelligence offers the technology and pedagogy to bridge the gap between academic instruction and hands-on, real world skill development for individuals with significant employment barriers. With the access and training provided by Hire-Intelligence in their new Interview4 hiring system, SER National is not only able to better prepare out-of-school youth for employment, but also re-engage them in the overall education process by connecting learning with useful skills.”

Damaris Flores, a YouthWorks participant who is working toward her high school diploma to secure a better job, said of the training, “It’s really fun, and you’re actually learning about interviews… you can actually see yourself, which helps a lot. This helped me to see the kinds of questions that employers ask you. It helped me see that they want to know about you, as well as allowing me to think about how I would respond.”

Jim Robinson, President & CEO of Hire-Intelligence is a big supporter of SER National and their employment programs. “As a human resources technology company we strongly believe in doing our best to create web-based applications that bring the right employees together with the right companies. But our philosophy goes deeper than that. We are committed to serving the broader community by giving back. SER National is a great example of the kind of organization we are proud to support. SER embodies the kind of strong community awareness, sharing, education, skills training and hands on involvement that is needed to keep all our youth strong, competitive and engaged, not only for their personal benefit but also for the good of our society.”

The partnership with Hire-Intelligence is intended to enhance SER National’s employer relationships and capacity for job placement of program participants. Hire-Intelligence has committed to expanding support to other SER programs including Fair Start Fair Park – YouthBuild South Dallas, and VetPals.

The VetPals program, to be launched this year, will aim to provide U.S. Military service members with one-on-one coaches and community resource liaisons to support those recently returning U.S. Military Veterans and their families in reaching their goals for employment, education, and public service.

ABOUT Hire-Intelligence:
Hire-Intelligence is a human resources technology company that creates online productivity tools to increase the efficiency and effectiveness of the recruitment and hiring process, while bringing the right employers and candidates together. The founders of Hire-Intelligence have more than 20 years of experience in the human capital management (HCM) world. This knowledge of the HCM industry informs all of the hiring software and services we offer. Our goal is to provide high-value tools and services to the HR world, delivering real, measurable ROI to our customers.

In addition to the Hire-Intelligence Communications Test Suite, the Hire-Intelligence Adaptive Behavioral assessment and the Interview4 video interviewing solutions, additional complementary hiring solutions are in development. Hire-Intelligence has home offices in Virginia and New York, and services clients throughout the U.S. and the world.

ABOUT SER National:
SER National is a national network of Community Based Organizations (CBO’s) that formulates and advocates initiatives resulting in the increased development and utilization of America’s human resources, with special emphasis on the needs of Hispanics, in the areas of education, training, employment, business and economic opportunity. SER is the Spanish verb for “to be” and also reflects the means by which their mission is accomplished – Service, Employment, and Redevelopment.

SER National aims to develop the capacity of the SER network through the provision of technical assistance, research and planning, program and policy development, and fundraising. SER’s vision is “to enable the Hispanic community and other underserved populations, to fully participate in the socio-economic mainstream, achieving equal access and parity in all aspects of American society.”

Hire-Intelligence Announces Interview4.ME, a New Online Service to Help Job Seekers Practice Their Interviewing Skills

Gloucester, VA (PRWEB) April 25, 2013

The Interview4.ME web application is being launched to help job seekers with their job search. The free service adapts the Interview4 online video interview software to allow job candidates to:

  • Create short introductory videos to be used as part of a job referral;
  • Practice answering tough interview questions; and
  • Get experience using video interviewing, particularly important given the rapid growth in the use of web video to screen and interview job candidates.

Job seekers can find the site at http://www.Interview4.ME where they can setup a free account. Upon logging in, job candidates have the opportunity to answer the 5 most commonly asked interview questions. Their webcam and microphone record their responses. The candidate can then playback, review, and re-record their responses as many times as they want until they are satisfied that they are ready for their next interview.

Additionally, to assist candidates in getting their foot in the door with hiring managers, Interview4.ME allows candidates to create a 60 second video introduction. Once completed, the candidate has the option to share a link to their video interview or introduction with friends and colleagues for feedback and for use in referrals. They can even send the video intro directly to potential employers.

“In these tough economic times, with so many people looking for work and with hiring nowhere near pre-recession levels, we have worked to come up with ways that we could help job seekers succeed in finding a job,” says Jim Robinson, President of Hire-Intelligence. “With many companies using software to analyze candidate’s resumes, it’s easy for even highly qualified candidates to miss the mark. Being involved with video, we know how much of what we humans learn is visual, so we came up with the idea of a short video introduction as a way to allow a job candidate to provide a visual message that goes beyond their resume. When you realize that as many as half of all jobs are secured via a referral, you can see how valuable this tool will be.”

Interview4.ME also addresses the problem that many people have limited experience being interviewed and as a result many job seekers just don’t interview well. Interview skills are critical, given that the final step in the hiring process is usually one or more face-to-face interviews. But many job candidates are ill prepared to handle some of the tough interview questions most commonly asked and as a result their floundering hurts their chances of being offered a job. Interview4.ME uses web video to allow a job seeker to practice answering the 5 most common interview questions.

Interivew4.ME can also benefit recruiters and search professionals trying to place job candidates. If a search firm’s candidate has been invited by their client to take a video interview, the search professional can first direct the candidate to Interview4.ME to practice the video interview prior to engaging in the actual video interview with their client. This enables the candidate to optimize their lighting, sound and background environment before the big interview thus maximizing their chances for securing placement.

Hire-Intelligence, LLC is a human resources technology company that creates online productivity tools to increase the efficiency and effectiveness of the recruitment and hiring process. The founders of Hire-Intelligence have more than 20 years of experience in the human capital management (HCM) world. This knowledge of the HCM industry informs all of the hiring software and services offered by the company.

Hire-Intelligence Announces New Video Interview Format That Showcases Job Seekers

Gloucester, VA (PRWEB) October 05, 2012

Hire-Intelligence, a provider of web-based productivity tools for hiring, announces the release of version 3.0 of Interview4, the online video job candidate screening and interviewing tool. The Interview4 web-based video interviewing solution provides organizations with an effective and efficient way to screen job candidates. Research shows video provides much more human insight than other non face-to-face methods. Employers gain the comfort of knowing more about candidates and their potential as employees prior to the face-to-face interview. Other benefits of using Interview4 include reduction of scheduling hassles, time and cost savings in the hiring process, and the ability to conduct and make more informed, better hiring decisions using video.

In addition to the original recordable Virtual and Live Interview solutions, with the launch of Interview4 Version 3.0 Hire-Intelligence adds a third interview solution, the “Showcase”. The Interview4 Virtual Showcase is designed to help candidates put their best foot forward. Job candidates receive the “interview” questions in advance of recording their interview and are allowed to re-record their responses to each question.

“Our original versions did not allow the candidate to see the questions in advance nor was the candidate able to re-record their responses,” explained Hire-Intelligence President Jim Robinson. “Our original virtual and live webcam interview tools were designed to provide an interviewing environment that emulated a face-to-face interview. In a traditional interview candidates don’t get the questions in advance and they can’t hit rewind to re-answer a question they might have flubbed. But some of our clients wanted more flexibility and a broader range of interview capabilities, so we are giving them that with the new Showcase option. Interview4 continues to provide our clients with an easy to use and flexible, time and money saving way to screen candidates in advance, or even as an alternative to the face-to-face interview.”

Now that Interview4 version 3.0 offers three interview options, users will have to decide which interview approach best fits their hiring situation. Recruiters and executive search consultants in particular expressed interest in a showcase format. Additionally, with unemployment still high, Hire-Intelligence wanted to contribute its efforts to helping candidates connect as positively as possible with employers.

Perhaps one of the greatest improvements to Interview4, besides the showcase solution, is the improved video quality. Lead Hire-Intelligence developer, Justin Dalton explained, “Video resolution has doubled in quality. Not only that, but we’ve spent countless hours working on the candidate experience to make Interview4 both welcoming and easy to use. We’re very proud of the work we’ve done here to improve the experience for both our corporate clients as well as job seekers.”

Additional features include the ability for managers to share their custom question sets with other managers, which previously was not possible. This greater flexibility allows for more collaboration among users of the system. Also managers and recruiters may share only relevant parts of a candidate’s interview with their colleagues or clients, saving review time as they can focus on the most relevant responses. All of these enhancements further Hire-Intelligence’s commitment to hiring productivity, including a full-featured yet flexible video interviewing tool.

About Interview4
Interview4’s recordable online virtual and live video recruiting and interviewing solutions efficiently streamline the hiring process by giving hiring managers and decision makers three different video platforms by which to thoroughly pre-screen candidates anywhere prior to a face-to-face meeting. Using Interview4’s multi-platform technology, hiring professionals are better informed and better armed with knowledge about a candidates’ potential. While significantly cutting the time and financial costs associated with the process, this innovative technology bridges the gap between the resume and that first face-to-face meeting, enabling hiring managers to more effectively pre-screen unsuited candidates out of the in-person hiring process so they may focus on meeting with the best candidates.

About Hire-Intelligence
Hire-Intelligence (H-I) is a human resources technology company that creates online productivity tools to increase the efficiency and effectiveness of the recruitment and hiring process. The founders of Hire-Intelligence have over 20 years of experience in the human capital management world, including the use of video in screening job candidates since the 1980’s. This knowledge of the human resources and recruitment landscape informs all of the hiring tools H-I offers. The Hire-Intelligence portfolio currently includes the Hire-Intelligence AT (Adaptive Behavioral Assessment), Hire-Intelligence CTS (Communications & Skills Test Suite) and Interview4 Video screening and interviewing application. In its quest to improve the productivity of the hiring process, H-I is hard at work on additional software tools. Hire-Intelligence has home offices in Virginia and New York and services all categories of clients both in the United States and abroad.

Hire-Intelligence Introduces Interview4 Online Video Job Interviewing

January 24, 2011, Gloucester, VA – Hire-Intelligence, LLC is seeking to make it easier to hire great employees. Interview4, their online video interviewing tool, allows candidates to essentially interview themselves online with their webcam from the comfort of their home. Upon completion, hiring managers can quickly screen through the candidate’s recorded responses and determine if there is enough interest to bring the candidate in for a face to face interview.

Jim Robinson, President of Hire-Intelligence, said that Interview4 is a game changer in the world of hiring. “Interviewing job candidates, whether by phone or in person, takes a lot of time to schedule and a lot of time to perform. All that effort often leads to discovering within the first five minutes of the interview that the candidate is not a great fit for the job. That’s why online video screening with Interview4 makes a lot of sense. The time savings alone makes it an effective solution, but the ability to see more candidates, and to identify the best candidates earlier in the hiring process, positively impacts not just the cost, but also a company’s quality of hire.”

Time savings and the elimination of scheduling hassles are primary reasons why Tom Eley, President of EPC, LLC and the original founder of Hire-Intelligence, uses Interview4 in his recruiting practice. “In the executive search business delivering quality candidates to your clients quickly is a must. Interview4 allows me to source and interview candidates outside my client’s geographic location then deliver the recorded interviews right to their inbox for review. This process saves my clients time and money, plus it sets me apart from my competitors.”

When you factor in the travel related costs of flying in candidates, Interview4 reduces an organization’s hiring expenditures even more. “The ability to interview candidates outside of your geography is not only cost effective but helps organizations hire top talent by expanding their hiring pool,” added Robinson.

In addition to the virtual one-way solution that allows candidates to interview themselves, Interview4 also provides a live two-way solution that enables hiring managers to directly interact with the candidate. In both instances the interviews are recorded.

Ryder Cullison, Client Relationship Manager for Hire-Intelligence remarked, “The ability to record the interview is key. Many conferencing tools such as Skype allow for online interviews but don’t allow the administrator to record the candidate’s responses. Having a recording allows the hiring manager to share the candidate’s interview with their colleagues. Interview4 also allows the interviewer to set markers in the video which make reviewing the video interviews easier. It’s like Skype on steroids.”

Other vendors are popping up in this industry but Robinson welcomes the competition. “Video interviewing is an emerging technology and our competitors help drive awareness. The team at Hire-Intelligence has been using video for hiring since the mid-eighties, and has been working on Interview4 for more than two years. Our goal at Hire-Intelligence is to provide organizations with a tool that’s so affordable and so beneficial they can’t help but give it a try! Most HR departments are overworked yet tasked with finding top talent quickly. Interview4 allows them to improve both their time to hire, as well as their quality of hire.”

A List Not About Leadership but About Leadership Lists

If you’re a frequent blogger you know that coming up with original material is not always leadership signeasy.  If you are a Tweeter, finding content about which to Tweet every 30 minutes is not so simple either.  So as you scour the web I’m sure you’ve encountered a few subjects that have been done to death.

For example, leadership lessons.  I love when I see lists on leadership lessons because I love to Tweet about them or post them in my Linkedin activity feed.  Unfortunately as I dig deeper into the content of what I’m posting on leadership perhaps all I really am accomplishing with my social posts is to pollute our cyberspace with the smog of overdone content.  Take a look at the recent posts below and you’ll understand of what I speak.

From Business Insider:

The one thing you need to know to be a great leader. 

Okay, if this is the one thing I need to know then I can stop here and never read another leadership list from Business Insider again right?

There are a Few Core Leadership Skills That are Mandatory

Wait a second! This says there are a few leadership skills, not just one!  What gives?

9 Leadership Traits to Look for In New Hires

Hold up! Now I don’t need to look for just “one thing” in my new hires nor a few but nine?

Bloomberg Chairman: Why the “And” Factor is the Real Key to Great Leadership.

The “And” factor?  So this is truly the real key to leadership right?  It isn’t the “one thing” in the first list, the few in the second or the nine in the third correct?  Please stop messing with me!

From Inc.com:

6 Surprisingly Useful Leadership lessons from the VMAs.

So evidently Miley Cyrus and Lady GaGa must know about the “And” factor.  Who knew they were so business savvy?

5 Leadership Tips for Introverts

Screw you extroverts, you don’t get a list!

The Most Important Leadership Skill You’ll Ever Learn

I’d raise hell on this one but technically this is the most important “skill” and not “lesson”.  I’ve got my eyes on you though Inc.

5 Classic Movies, 5 Leadership Lessons

What? “Go to the mattresses” didn’t make the cut?  What kind of list is this?!

10 President’s Day Leadership Lessons

Wow even federal holidays are teaching us about leadership!

Between Venus and Mars: 7 Traits of True Leaders

Oh, here we go!  This list is for “true” leaders, not all you posers reading the other lists.

From CBSnews.com

5 timeless leadership lessons

When you go to this post they actually have a link pointing to additional leadership lessons from Machiavelli.  When you click the Machiavelli link it provides yet another link to more leadership lessons learned from growing up in New York.  Machiavelli grew up in New York?

Leadership Lessons from Meryl Streep

I love you Iron Lady but I don’t believe you sanctioned this list.

Leadership Lessons from Alaska Airlines

I’m a human so I don’t think planes can teach me anything about leadership.

From Forbes:

5 Leadership Lessons: Listen, Learn, Lead

Five, but the headline lists only three?

3 Juicy Leadership Lessons from….Boardgames?

How about this for a lesson, DON’T buy Baltic Avenue!

The Big Lesson About Leadership from Steve Jobs?

This isn’t one lesson, the key lesson, or the most important lesson, it’s the BIG lesson!

Leadership Lessons from LeBron James – 2013 Version

The 2013 version? Crap, I’m still using LeBron’s 2012 lessons!  No wonder I got no game in the office!

Miracle on the Mississippi: 10 Leadership Lessons from Helena

Okay, I’m gonna have to draw the line on taking leadership lessons from a city.

For the record I love visiting every one of these publications online.  I just wanted to paint a picture for you of the leadership madness occurring online.  Now I’m off to write a new post, “Eight leadership lessons from Dom Deluise.”  Stay tuned!