Top Resume Tips From HR Managers

resume tips from HR

Keeping a good resume can be both difficult and mundane, and like most things in your career, it requires regular maintenance and updating. If you feel like your resume needs some sprucing up, keep reading to learn about the five best resume tips from HR we have to offer, especially if you’re a professional searching for further or novel work in your particular field.

Top Resume Tips From HR Managers

Highlight Key/Buzz Words

Including important terms or common buzz words unique to your industry will help to distinguish your resume. Clearly highlight specific words and phrases, depending on the skills and experiences that are considered assets to your field. You can seamlessly integrate these words into all of your achievement bullets, so that employers can easily detect obvious and compelling evidence of your activities, expertise and value. Further, if you want to bolden these words, it definitely makes your resume more “skimmable” and draws positive attention to the right places.

Omit Surplus Words

While there are certain words you definitely want to incorporate into your resume, conversely, there are likely words and phrases you could do without as well. In the professional world, your resume is only supposed to be about one page. Regardless, you want to ensure your grammar, syntax, and word economy are concise and clean. If you need a second pair of eyes, grab a peer or family member with excellent writing skills and ask them to help you touch up and potentially condense the writing in your resume to keep it sharp.

Specify Your Skills

You likely know that any good resume includes a “skills” section. This encompasses basic office and professional skills you may have, for instance, Microsoft Office and foreign language proficiency. What skills do you have beyond that, and which ones are particularly relevant to HR? Human development, management, organizational behavior? Think about pertinent skills and experiences you have that you could add to your resume when it’s time to polish it up.

Keep It Short & Sweet

Again, your resume should only be one page. This means you only need to include what you deem the most relevant and valuable. Remind yourself that you’ll often hear “Walk me through your resume” in an interview. Save the lengthy explanations for the cover letters and interviews. Furthermore, make sure your resume is short, sweet, and to the point. Your resume should convey what you’ve done and what you’ve accomplished; the face-to-face meetings are the place to show how you think and the type of employee you’re likely to be.


Time your resume appropriately depending on your most recent experience, both professionally and educationally. If you’re not a recent grad, it’s okay to move your education section to the bottom (as opposed to the top, where many people often format it to precede their work experience.) Make sure your timeline is accurate in terms of all the jobs you’ve worked at. Place the most recent ones at the top, and make sure your bullet points clearly convey, in an attractive way, the duties for which you were responsible at each role. This isn’t a groundbreaking tip. But shifting things around and making sure your timeline is clear and linear when it comes to resume editing is a great way to do some spring cleaning.

Resume upkeep isn’t fun, but there’s no reason it needs to be difficult or frustrating. Just keep these resume tips from HR handy when it’s time to give your resume some polishing, and you’ll be looking great!

Y Scouts, a leadership search firm, finds purpose-aligned and performance-proven leaders to help organizations achieve their missions faster. Ready to supercharge your leadership search and get the right person in your organization? Contact Y Scouts.

How To Choose From Multiple Job Offers

How To Choose From Multiple Job Offers

Having multiple companies interested in you and juggling job offers is certainly a good problem to have on your hands. Regardless, it’s difficult to choose between several attractive job offers, and you’ve likely got a lot of options to weigh. Give yourself a pat on the back for all the hard work you’ve demonstrated that has landed you in this situation, and check out the list below to gain some helpful tips about how to choose from multiple job offers.

How To Choose From Multiple Job Offers


You may be tempted to choose a job based on the salary or hour pay it provides. This is common. While pay is definitely a factor to consider, your salary has the potential to adjust. If you show up to your job with a positive attitude, dedicated work ethic, and continually perform strongly, your salary will adjust accordingly. Your salary can be upwardly altered by raises and bonuses, while benefits are unlikely to adjust. Try assessing the benefits of your job offers, based on insurance, retirement plans, and vacation time or paid leave.


You may think assessing a company and choosing a job solely based on the company culture seems silly or unimportant. However, you should keep it in mind while deciding. Did you like and gel with the people who interviewed you, or the other employees you met? Do you know what kinds of events the company puts on for its employees? More importantly, how does the company largely treat their employees? You’re not going to love your job one hundred percent of the time, even if it is your dream job, so being surrounded by a positive culture, friendly office environment and good, like-minded people will end up mattering more to you than you initially may think.

Skills and Advancements

No matter what kind of job you ultimately accept, there is always room for improvement, learning, and growth. Think about the position where you can see yourself most highly refining your skills, as well as the position you feel like may facilitate upward movement within the company. Is one job going to teach you more things, challenge you more, and shape you more than another? Does one job look more promising in terms of linear movements and potential future promotions?

It will require a lot of thought, time, and research about your offers to weigh skills and advancements as reasons to select a job, but they are important things to consider. However, you’ll likely thank yourself later on for considering these things upfront and going in with a solid idea of what to expect. Your decision should largely rest on what you think will benefit your career and professional life the most long-term.


You can make countless pro and con lists, ask friends and family which offer they would accept, and even scour this list of tips, along with many others that are likely similar. But the most important thing to identify that should overwhelmingly aid your decision is to identify your priorities. What’s most important to you personally? Whether work-life balance, location, salary, benefits, or any other factor, once you nail down your priorities, you’ll clearly see which job proves the best fit for you.

Hopefully, these tips helped you focus your line of thinking to narrow down and weigh your options. Best of luck when you’re considering how to choose from multiple job offers. Remind yourself that you deserve to be in this admittedly difficult position. Be proud of all your hard work.

Y Scouts, a leadership search firm, finds purpose-aligned and performance-proven leaders to help organizations achieve their missions faster. Ready to supercharge your leadership search and get the right person in your organization? Contact Y Scouts.

The Passive Candidates vs. The Unemployed Candidates

passive candidates

When it comes to vetting candidates for a role, there are many factors to consider. What’s the culture fit? Does the resume experience align? What do reference checks reveal? Is the job applicant currently out of work, or simply a passive candidate? Here, we asked a handful of business leaders to dive into the passive candidates versus the unemployed ones.

The Passive Candidates vs. The Unemployed Candidates

Be Cautious

As millennials start to dictate the new hiring trends, it’s sometimes hard to distinguish between an active and a passive job seeker. Side hustling has become a way of life, and if the job seeker has completely put his/her career on hold, waiting for another job opportunity, then it raises a red flag with me. It wouldn’t necessarily be a stop sign — I would still interview them, but I would try to raise the question and pinpoint their exact situation.This is a great gray area, but it is really telling for businesses looking for specific skills — especially the companies seeking extremely proactive people.

– Neil Napier, CEO of JobRack

Seek Out Passive Candidates

As an organization who headhunts top performing salespeople, we target gainfully employed (or passive) candidates. Why? In the sales industry, candidates who are employed, or have longer job stays, tend to be A-players. If they are unemployed, or have shorter job stays, it’s an indication to us as recruiters that they were either let go for not meeting targets or quit because they weren’t generating sales, thus not earning commission.

While there are some exceptions, we only go after gainfully employed salespeople. So to us, it is extremely important.

Tips for other organizations: Headhunt these candidates yourself. Don’t go looking for passive candidates on job boards or websites such as Indeed or Monster. The gainfully employed candidates aren’t spending their days applying to jobs. Find them through social networks like LinkedIn, and reach out to them with the opportunity.

– Taylor Dumouchel, Executive Sales Recruiter at Peak Sales Recruiting

Look For Other Qualities

You might think that passive candidates hold an advantage, considering that they are currently working. But that’s not always true. Although the economy has generally recovered from the most recent economic downturn, the unemployment rate is by no means low. There are still plenty of qualified folks out there looking for work. And while this is something to pay attention to, it is probably a mistake to factor someone in or out based upon any particular status – passive or unemployed.

Instead, look at other more reliable characteristics such as a solid work history, stellar references, or even smaller things like showing up for the interview on time with a well-written resume, as a quick example.

You might want to vet an unemployed candidate a little more thoroughly than a passive one, such as finding out why they have yet to find a new job, but either candidate could potentially be a benefit to your organization.

– Andrew Schrage, CEO of Money Crashers

Seek Out Quality, Regardless Of Employment Status

As a business owner I would have more problems with a passive candidate than an unemployed one.

When I’m vetting a candidate, I look more at their skills and dedication to their craft than whether they are employed or not.

As a very specific example, if I’m looking for a social media manager and I come across someone who is unemployed but has been studying for a few years and really knows his craft, that candidate would have a lot more potential to me than someone who is passive and doesn’t seem to care that much about his work.

When it comes down to vetting, I would always recommended looking into what work your perspective candidate has done in the past. Have they had any successes with their profession? Can they prove that they are a professional at their work? You can also research and ask open-ended questions about their profession and see what type of answers they give to evaluate if they sound right for the job.

You should also never rush into hiring someone. Always give it at least a few days after your interview to think it over and decide if they’re right for the position.

– Alex Reichmann, CEO of iTestCash

When it comes to vetting passive candidates and unemployed candidates, what’s your approach? Let us know!

Y Scouts is a leadership search firm that finds purpose-aligned and performance-proven leaders to help organizations achieve their missions faster. Ready to supercharge your leadership search and get the right person in your organization? Contact Y Scouts.

Best 7 Research And Development Interview Questions

research and development interview questions

If you’re looking to hire an R&D professional, we have the rundown on the best research and development interview questions to ask during your next hiring cycle. An R&D role involves the innovation, introduction and improvement of products and processes — so a great hire can truly propel your company forward.

Top 7 Research And Development Interview Questions

What fuels your competitive drive at work?

Research and development roles require at least some sense of healthy competition, particularly against business competitors. Does the candidate have a drive to succeed? Does he or she have both the skills and the passion for the work?

Explain how you have used research methods in prior roles.

You can follow this up by asking, “What tools or programs would you need at your disposal on Day One of this role in order to succeed?” Dig deep to find what research methods (and even specific technology) the candidate has used to make products or processes more efficient.

In your opinion, which is the better approach: Working quickly to develop a good solution or taking more time to craft an excellent solution?

This is one of the top research and development interview questions, as it reveals how the candidate performs under pressure. Much of the role involves working under deadlines. But how does the quality of the work match up to those pressures? This question will help you discover if the candidate can balance various factors, such as time-sensitivity and quality of results.

Elaborate on the most challenging project you have worked on. What challenges are you looking for in this role with our company?

An excellent R&D professional would never wish to remain stagnant or avoid challenging projects and situations. This question will clue you in to the intensity of projects the candidate has completed, as well as any aspirations to grow he or she may have.

What do you know about our company, and what would you bring to the table in this role?

All candidates should have researched your company. It’d be laughable any other way — a research and development professional showing up to the interview without any research. Does he or she have any improvements in mind for your company? Top-tier R&D professionals are especially astute at formulating better and better ideas and products. Thus, the candidate should have some fresh ideas to bring to the interview based on his or her research about your business.

Have you ever faced difficulties in convincing others of your own ideas? What did you do to get them on board?

This is one of the best research and development interview questions, as it reveals the candidate’s leadership style and ability to promote ideas before bringing them to fruition. How does he or she go about informing team members or other departments (see below) of blueprints for a great project? What happened after convincing fellow employees your idea was valid?

How would you cooperate with other departments? Which other departments would be most crucial for your work, or would influence your role most?

How effectively does the R&D candidate work with other teams and departments to achieve goals? This question is a must. You can also conduct a reference check following the interview to see how the candidate fared with other coworkers. A research and development professional shouldn’t just work solo; collaboration is essential to creating a positive culture and fostering positive business results.

What other research and development interview questions would you add to this list? Let us know — and contact the professionals at Y Scouts when hiring for R&D roles.

Y Scouts is a leadership search firm that finds purpose-aligned and performance-proven leaders to help organizations achieve their missions faster. Ready to supercharge your leadership search and get the right person in your organization? Contact Y Scouts.

How To Tell If You’re Truly Hiring A Team Player

hiring a team player

How can you tell if you’re really hiring a team player? The interview process alone can’t possibly reveal that — so it requires delving a little bit deeper to find employees who pull their own weight and more.

We asked leaders from all over to answer this question: “How do you know you are truly hiring a team player?” Before your next hire, take a look at some real insight and wisdom from various business leaders.

Hiring A Team Player

Going The Extra Mile

Deniz Sasal, Founder of The Career Mastery, says trust is paramount.

“Just as everything else in life, trust plays an integral role in choosing a candidate,” he says. “This is a critical element that many employers somehow tend to forget.”

Sasal continues:

“A new addition to a team should not only have the desired skills and experiences, but also should be someone of integrity, someone who will proudly represent an organization in his/her social and professional circle, someone who will go extra mile because he/she believes in the organization and fights for its future success. Now, that’s what I call a true team player and that’s why I believe trust and integrity should play a key role in choosing candidates. You can always bring a new hire up to speed with training, yet it’s not easy to instill integrity in someone.”

Another crucial point he noted: “A candidate who tries to deceive the interviewer in a job interview will continue to do so once hired.”

Offering Hands-On Collaboration Opportunities

Jonathan D. Roger, Operations Director & Certified ScrumMaster at AndPlus, suggests adding a hands-on activity to the interview process.

“We’re a software firm. A key part of our interview process is having the candidate come in and build a simple application with a couple of our senior engineers in the space of 30-45 minutes,” he says. “This often makes it easy to tell whether or not a candidate plays well with others. Some candidates grow frustrated when offered suggestions, which often leads to a no-hire decision. Candidates who are receptive to criticism and treat our engineers like resources and teammates rather than annoyances always seem to be our best team players.”

Volunteering, Mentoring & Facing Failure

Founder & CEO of Source Capital Funding, Inc., Sacha Ferrandi, offered unique insight on hiring and identifying team players.

“There are many traditional ways to identify team players,” he says. “However, we have found that there are other several more non-traditional traits to look for that indicate a great, team-focused candidate.”

Ferrandi provided three key traits to seek out when hiring a team player:

1. Volunteer Experience.

Look for volunteer experience that goes deeper than donating or one-time community events. The key here is to find candidates that volunteer their time and actually go out and make an impact with the organization they volunteer at. This shows a dedication to their community and indicates that they like to help build and hold together a team.

2. Handling Failure.

One great way to gauge a candidate’s team-oriented traits? Talk about a time of failure. Look for someone that is comfortable taking the blame and not pushing it off on others. Especially as businesses win or lose as a group, having a member who has the mentality of: “Well, I did my part. It was someone else’s fault.” — does nothing to grow a team’s long-term cohesiveness.

Putting blame on others, even if others are responsible, is a warning sign of a bad team player. No one likes working with someone who throws people under the bus. Having someone like this on your team could be detrimental to your group’s success.

3. Mentoring

Does your employee or potential candidate mentor others? This trait is an exceptional quality to have in a team environment because it demonstrates that the person wants to help others succeed. This is especially true for roles that require specific knowledge. Those willing to share their expertise and help grow others’ careers fit extremely well in any organization.

hiring a team player

Watch For Warning Signs & Seek Out Certain Traits

Bret Bonnet of Quality Logo Products points out: You never know for sure what you’re getting beforehand, but in my experience, employees who are true team players:

a.) Are more productive.

b.) Stick around longer.

c.) Cause fewer problems.

“We’re slowly but surely replacing those who don’t want to play ball (and get upset when their favorite type of sugar packets go missing from the snack room) with those who care more about the company’s goals,” Bonnet adds.

He continues: “It all starts with the interview questions. When interviewing candidates we do our best to avoid any off-the-shelf questions that the employee might have had a chance to prepare for. The goal is to make them uncomfortable or catch them off guard. Then, we hear real, honest answers instead of rehearsed answers.”

At his organization, Bonnet says, they pose questions such as:

Saturday is your boyfriend’s/girlfriend’s birthday. Saturday is also the night of the big company party. Do you attend the company party or celebrate the birthday? Why?

On the surface, it doesn’t seem anything too complicated. But if they can’t give a good reason for missing the company party, their answer to this question often weighs heavily against their chance of getting hired. People who are unable to celebrate it on a different night/day than a mutually agreed upon day where 100% of your co-workers will be in attendance does not belong at your company.

Finally, check for other telltale signs of employees who are not team players. This includes: Those who ALWAYS keep their office door closed, and those who ALWAYS wear headphones. Candidates with extroverted personalities also ultimately have a higher likelihood of being a team player.

Dig Deep

David Waring, Co-Founder of Fit Small Business, says the interview process gives employers the chance to dig deep and figure out if they’re hiring a team player.

“For an experienced candidate, the type of jobs they had prior can give you great insight as to whether or not they are a team player,” he says. “For example, salespeople who work on commission are used to an environment where they need to worry about their own sales and productivity. They are generally out for themselves rather than working as a team. So if you are looking to hire a team player, proceed with caution.”

Waring added that projects, interactions and even extracurricular activities can shed light on your hire.

“For other types of positions, simply asking the candidate what types of projects and interactions they have had with their team can give you good insight. However, you need to consider this on a granular level rather than a high-level view of things.”

Finally, the questions they ask at the end of the interview can give you great insight. If they’re asking about culture and interacting with people, then that is a positive sign. If they ask about compensation and growth in position, while it’s not a bad thing, it doesn’t give any insight into whether they will be a good team player or not.

It May Not Be Completely Innate

Deborah Sweeney, CEO of MyCorporation, says her goal is to hire team players.

“We screen for ‘team player-ness’ by asking questions about their work ethic, examples of how they contribute to their prior companies and willingness to go above and beyond,” she says. “Sometimes we can identify people who we believe could be team players with a little nurturing and then we pair them with other already-established team players in our company.”

Sweeney continued: “I don’t think being a team player is innate. It needs to be learned at times. It also often comes from management. A team player mentality can be contagious; when leadership in a company are team players, then the team tends to rise to the occasion. So, if someone has the right attitude, you can further evolve their ‘team player’ status by setting expectations, setting a good example with leadership and rewarding behavior that shows a can-do attitude.”

What other advice do you have for hiring a team player? Let us know — and contact the professionals at Y Scouts when hiring a team player.

Y Scouts is a leadership search firm that finds purpose-aligned and performance-proven leaders to help organizations achieve their missions faster. Ready to supercharge your leadership search and get the right person in your organization? Contact Y Scouts.

Best 6 Product Manager Interview Questions

product manager interview questions

Are you looking to hire a project manager to propel your company forward and make revenue goals come to fruition? Take a look at the top product manager interview questions to pose during your next hiring cycle.

Best Product Manager Interview Questions

Tell me about recent product launches in your last role and how you determined their success or failure.

A good product manager understands the problem he or she is trying to solve before solving it. This means that the candidate will have clear, data-driven metrics for success and failure pinpointed before the work begins. As such, the interviewee should be able to clearly tell you if the launch was a success or a failure.

Walk me through the steps of how you would design “X Product.”

A great candidate would follow up with clarifying questions for this one. This is one of the top product manager interview questions, as it reveals a specific example of a product—and how the interviewee would execute the idea from start to finish.

If you were given two products to build from scratch, but you only had the time & resources to construct one, how would you decide which one to build?

Product strategy means saying “no” sometimes. Product managers should prioritize by selecting the project that will likely generate 80% of the impact and forecast what that impact is. Also, he or she should factor in the SWAG cost in resources, money and other scarce resources before deciding to build.

This system forces a product manager to really think through themes, create a plan, allocate resources, eliminate the need to prioritize different projects against each other, and forecast impact. That’s what makes this one of the top product manager interview questions.

Tell me about your current role on your team, or previous role. Who else did you work with, and how did you work with them?

Excellent product managers will discuss working with analysts and engineers. Listen for indications that the candidate follows a continuing regular and flexible feedback loop with everyone involved.

Share some insight on how you would improve our own product.

This is one of the best product manager questions to ask, because it opens the floor for the candidate to be honest about your product. What works? What doesn’t? How could it be improved? Dig deep on this one; it also reveals if the interviewee has done his or her research.

How would you explain product management to a stranger?

An excellent candidate for the position of product manager would know the ins and outs of the role. Watch out for a candidate who hesitates or speaks in cliches and offers an unclear picture of product management.

Do you have any more product manager interview questions to add to this list? Let us know!

Y Scouts is a leadership search firm that finds purpose-aligned and performance-proven leaders to help organizations achieve their missions faster. Ready to supercharge your leadership search and get the right person in your organization? Contact Y Scouts.

Top 7 Business Development Interview Questions

business development interview questions

If you’re looking to add a business development manager to your company, the first step is to ace the interview. Asking the right business development interview questions ensures you’re choosing the right candidate for the role.

Take a look at some of the most important topics to cover when interviewing a business development manager candidate.

Top Business Development Interview Questions

How has your background prepared you for sales?

One of the best business development interview questions uncovers the candidate’s prior experience in the field. What past roles have led him or her to your company? Furthermore, what specific skills have led the candidate here?

How do you feel about working to targets? Can you share your annual quotas in your most recent job?

A truly talented, driven business development manager would be enthusiastic about working to targets. After all, that is what the role encompasses.

Have you ever lost an opportunity to do business with an important partner? Why? What did you learn from the experience?

A candidate’s failures are just as important to discuss as his or her successes. Thus, when it comes to the best business development interview questions to ask, this is a must.

Pick something in this room and then sell it to me.

Test the candidate’s most basic selling techniques. Seek out a focus on differentiation as well as value. If the interviewee hesitates or can’t present valid selling points for a random item in the room, it’ll reveal traits you may not want in a business development manager.

What does your ideal customer look like?

Ask the candidate to share the kind of customer he or she would love to serve, because this will uncover the interviewee’s priorities for how they seek out clients. It will also show you the way in which the candidate wants customers to react to proposals.

How do you sell unpopular ideas to people? Also, what keeps you motivated in your work?

A great business development candidate would focus on the positive aspects of any idea, and then explain why it will benefit someone. Ideas might be unpopular, but their outcomes are often welcomed once people understand more clearly what is being proposed. Hitting targets and achieving goals should be a business development manager’s primary motivation. Is he or she motivated by wanting to do an excellent job and improve business?

How would you keep in touch with existing customers?

Prospective customers may be a shining twinkle in the eye of a business development manager—but so should current and returning customers. One of the best business development interview questions points the focus at the customers.

Do you have any more business development interview questions to add to this list? Let us know!

Y Scouts is a leadership search firm that finds purpose-aligned and performance-proven leaders to help organizations achieve their missions faster. Ready to supercharge your leadership search and get the right person in your organization? Contact Y Scouts.

Top 8 Social Media Manager Interview Questions

social media manager interview questions

Social Media Manager Interview Questions

Looking to hire a new Social Media Manager, but not sure where to start with getting to know the candidates during the interview? Well, start here—because we have some social media manager interview questions that are sure to get the answers you’re looking for (or not looking for).

Top Social Media Manager Interview Questions

What online communities have you managed in the past?

This question can help you separate the social media manager from the social media user. If the candidate is able to tell you about pages he or she worked on beyond creating a profile and simply posting content to it, then that’s a good sign. You want someone who will tell you they built a relationship with the community through engagement.

How do you stay in tune with the latest updates, innovations and platforms on social media?

Social media never stops changing. It seems like every day there’s a new update. Thus, it’s important for even the absolute best social media guru to stay on top of new trends. If you want to hire someone who will create success in this position, make sure he or she has ways of finding out about and learning the new trends pretty quickly.

Which social media platforms do you recommend for our company and why?

This question is one of the top social media manager interview questions because you can take it farther and request more details. Candidates should always research the company before they head in for an interview, so by asking this question, you can see if they know your online brand. If they know your brand, they should be able to go through each platform and say exactly what you should do for each. And if a candidate can do that, you’ll get to see how well they know their social media.

What would be your first goals for our company?

Social media goals should always go beyond something as simple as getting more likes or followers. You’ll want to hear details from the interviewee. How will the candidate actually acquire those likes and followers? If he or she can walk you through how to grow engagement through various methods, then you’re on the right track toward hiring a great social media manager.

How do you deal with negative comments or a brand reputation crisis?

Social media managers might see many negative comments and reviews, so how a candidate deals with them is obviously important. Furthermore, how he or she defines a crisis could say a lot about the interviewee’s experience. If a social media manager’s idea of a crisis is someone blasting the company in a Facebook post, then chances are he or she hasn’t seen too much action in that area. However, it’s not just about how much this candidate has dealt with in the past. You also want to hear how they would approach any new issues while at your company. What steps would he or she take to calm the situation and control it?

What customer service experience do they have?

This goes along with the last question, in a way. It’s not all sunshine and rainbows on social media. Sometimes, you’re going to have angry people come at you—so it’s important to have some customer service experience. A candidate who is familiar with customer service will prove that he or she knows how to express empathy and compassion. Plus, it shows the candidate can deal with an upset customer in a professional way.

What is your biggest social media failure?

Failure happens. It is how you accept it as well as what you learn from it that’s important. Maybe your candidate does not have any huge failures, but he or she certainly has made some mistakes. Maybe the interviewee posted the wrong information or forgot to post an important announcement—all “fixable” issues. If he or she can still admit to doing those things and describe how to keep from making that mistake in the future, that’s what you really want out of this question.

Tell me a story.

This one’s a bit different—and a bit fun. Social media is all about telling a story about your company, so you’ll want someone who can tell a compelling story. See what your interviewee comes up with. If the candidate can tell it well and make it interesting, then they have the basic skills required to do excel in social media management with your company.

Do you have any more Social Media Manager interview questions to add to this list? Let us know!

Y Scouts is a leadership search firm that finds purpose-aligned and performance-proven leaders to help organizations achieve their missions faster. Ready to supercharge your leadership search and get the right person in your organization? Contact Y Scouts.

Detecting Deception & Lies In The Recruitment Process

lies in the recruitment process

Recruiting can be tough. But it’s even tougher when you detect a red flag during your interactions with a candidate. This comprehensive guide will help you determine if a candidate you’re attempting to recruit might be fooling you.

Detecting Lies In The Recruitment Process

Zeroing In On Any Non-Specifics

As a general rule of thumb—and it may not directly point to lies in the recruitment process—but if a candidate does not provide very specific stories with details, you should remain skeptical. Does he or she talk in general platitudes or clichés? Is the candidate unable to recall specific stories or examples around their generalities? If the answers to both of those questions is “yes,” the candidate might simply be saying what he or she thinks the interviewer wants to hear, rather than truly backing it up with a memorable story.

Think about it. If someone were to ask you about some of your toughest moments, the things you are most proud of, your biggest learning lessons, you’d have some concrete examples. It may take you a second to remember, but if a candidate fails to recall specific examples or stories, it should make any recruiter nervous. This is not to say the candidate is definitely lying. However, it certainly raises a red flag.

Burned Bridges?

Furthermore, when a candidate is incredibly slow in delivering a list of references, it could be a cause for concern. This means he or she is unwilling to put you in touch with former supervisors or subordinates. “I don’t want you to talk to my boss, and I sure don’t want you to talk to people I’ve managed in the past.” Those are usually signs that the candidate might not prove as great of a fit as you might believe.

Body Language & Verbal Contradictions

Other forms of lies in the recruitment process might include nonverbal cues and contradictions when recounting stories. Contrary to popular belief, avoiding eye contact and fidgeting are not surefire signs of deception on the candidate’s part. However, you might take note of a candidate touching their face, crossing their arms or leaning away. Of course, many mannerisms stem from the pressure of an interview setting, but in recruitment, it’s smart to always be wary of these potential signs.

Another way to detect deception and lies in the recruitment process? Watch out for a candidate who delivers contradictions in his or her stories. This could clue you in on a candidate who’s describing things that may not have happened at all, or happened in a way other than the candidate describes.

Don’t be fooled during your next recruitment process! Do you have more questions regarding detecting deception and lies in the recruitment process, or do you need assistance finding the right people for your organization? Let us know!

Y Scouts is a leadership search firm that finds purpose-aligned and performance-proven leaders to help organizations achieve their missions faster. Ready to supercharge your leadership search and get the right person in your organization? Contact Y Scouts.

Why Work At Y Scouts?

why work at y scouts

Why work at Y Scouts? Take a look at some perks of working with our small but growing team in Scottsdale, Arizona. From our purpose-based mission to our camaraderie in the office, here’s why working at Y Scouts is a wonderful thing.

Why Work At Y Scouts?

Working With A Purpose-Driven Organization

It all starts with our purpose at Y Scouts and why we exist as an organization. You will love working at Y Scouts if the idea of transforming how people and companies are connecting to work that really matters is something that would matter to you. That’s at the most fundamental level. If the idea of changing the way people and companies are connecting in the employment space fails to excite you, then it doesn’t matter what we offer you—what job, salary, stock, bonus, etc. It starts with that firm foundation.

The “Hiring Laboratory” Of Y Scouts

The second thing is, do you enjoy being a part of a nimble, small, startup-minded entrepreneurial organization that’s constantly testing, experimenting and trying new things? Some people need structure. They need resources. They need clarity. We might say that we’re none of that. We know what our purpose is and what our mission is, but beyond that, we’re in a constant laboratory. Y Scouts is a hiring lab of sorts. And we’re constantly figuring out how to continue to do what we’re doing better.

Thus, some of the top benefits of working at Y Scouts include: the opportunity to create impact, to see the fruits of your work immediately, to have your voice heard from day one, to contribute right away, and to feel like you’re part of a family—a team.

Our Five Values

At Y Scouts, our mission is to transform how leaders and companies connect to work that matters. Branching off of that focus are our five core values: Authenticity, Gratitude, Perseverance, Relentless Learner, and Teamwork. Take a look at how our team approaches and embraces each of these Y Scouts values:

Our Office!

We’re right in the heart of sunny Old Town Scottsdale, which draws visitors from all over the world. Earlier in 2016, Y Scouts moved into our new office—”a home that can accommodate our growing team. We also wanted a new home that would foster a walkable environment. With our new office at Y Scouts, we want to encourage our team members to get outside, to be active, and to be able to walk to and from lunch and not have to get into a car every time you need to go somewhere. Old Town Scottsdale afforded us that opportunity,” according to Co-Founder & Managing Partner Brian Mohr. Since he and Max Hansen started Y Scouts in 2012, the team has grown and everyone loves the new digs in Scottsdale! Take a look at some photos of our beautiful office.

Do you have more questions regarding “Why work at Y Scouts?” Let us know!

Y Scouts is a leadership search firm that finds purpose-aligned and performance-proven leaders to help organizations achieve their missions faster. Ready to supercharge your leadership search and get the right person in your organization? Contact Y Scouts.

Find An Exceptional Leader

Looking to hire an exceptional leader? Searching for the ideal candidate? Contact our team.

Are you a leadership candidate seeking the next step in your career? Join our leadership community.