Recruiting Experiences

Ace The Interview With This Prep Technique

On their journey to find their next opportunity, a jobseeker will answer a multitude of interview questions from a variety of interviewers. These are important conversations that make or break the chance of moving forward for a job opportunity. Read on for tips to ensure success. Often, Recruiters and interviewers ask specific questions with ideal answers in mind from their candidates. One of the best pieces of advice I can give to those preparing to interview is to formulate a handful of ‘STAR’ stories that aid in exemplifying your skillset, contribution, and experience. Candidates sometimes tend to beat around the bush while indirectly answering the interviewer’s questions due to a lack of structure in their answers. However, a Recruiter is your ticket to a next-step meeting with a hiring manager. It is important to be clear in the stories and attributes conveyed during initial interviews. Indirect answers could cause the recruiter’s submittal notes to reflect less than the candidate’s full potential, resulting in the creation of a roadblock to the new job opportunity. So, what are STAR Stories, you say? STAR Stories

Situation: What happened? Set the stage while providing context and background.

Task: What were the challenges or problems faced?

Action: What did you (INDIVIDUALLY) do and how did you react?

Result: To round out your answer, state the benefits, savings, and/or rewards that occurred.

The benefits of STAR stories, and structured interview answers in general, are numerous. Primarily, it sets the interview conversation up to go increasingly smoother for both parties involved. When the interviewer isn’t getting the type of answer they’re looking for, it forces them to get more creative with asking probing follow-up questions, which takes time away from talking more about your accomplishments and the opportunity at hand.

Further, once you’ve prepared that handful of STAR stories to store in your back packet, interview preparation will become much less of a time commitment. Assuming you’re applying and interested in a similar pool of jobs, you’ll be able to recycle those STAR stories in each interview process. Choose and build your stories off your proudest and most representative achievements. When an interviewer asks to provide an example the next time, you’ll be excited to share.

It seems straightforward, but another meaningful tidbit of advice for those interviewing is to ANSWER THE QUESTIONS. Listen to what these interviewers are asking for in their questions so that your responses can be puzzle pieces to their inquiries. I’ve seen many candidates, unfortunately, be rejected based on their conversation topics of choice. These might include negative feelings about past employers or simply indirect answers to questions. Interviews are a candidate’s time to shine; Get out there and sell yourself!

We all go through interview processes. Preparing for interviews through methods such as STAR stories increases the efficiency and effectiveness for both ourselves and the interviewers. An interview should be a conversation for the interviewer to get to know the candidate as much as the candidate to get to know the interviewer. It shouldn’t only be the responsibility of those interviewing to stay on task and be prepared for the interview. As an interviewee, implement efficiency into the process by preparing for your interviews with STAR stories.

Looking for some interview prep or resume writing assistance?

Connect with me or my teammates and explore Recruiting Experiences’ resume writing services!

7 Simple Tips to Maximize Your Resume’s Impact

In my days spent as a recruiter, I’ve witnessed a number of simple oversights on resumes that have come between a job seeker and a potential job opportunity. From our side to yours, I’m here to spread the word and set you up for success when it comes time to prepare for your next job search.

Tip #1: Less is more! Limit those resumes to one page front and back (MAX)! Highlight your key skills and contributions because that is what a resume reviewer is going to seek out within the first 10 seconds. That first impression is crucial and may make or break your next steps in a hiring process.

Tip #2: Fine tune your resume on LinkedIn – Update it! In this day and age, it’s rare to find a job opportunity without the use of social media. Your LinkedIn profile is the living and breathing version of your resume. It’s also doing work for you around the clock – even when you’re not ‘Open to Work.’

Tip #3: Exact address isn’t necessary but location MATTERS. City and State carry heavy weight for location-based jobs. This doesn’t just mean those that have in-person requirements. In the remote world, many companies are now favoring certain time zones or cities to begin their recruiting searches. A resume with no type of location determiner could be a roadblock to a great opportunity.

Tip #4: Focus on specifics. Highlight Individual actions, metrics, and contributions in the successes of goal completion. Your resume is your opportunity to sell yourself. Focus on only team outcomes or skills can be detrimental. Don’t let a reviewer be left wondering – did they really contribute or make an impact? Also, name drop your platforms and system knowledge – they’re often the keywords that recruiters are searching for.

Tip #5: Address and explain any gaps or jumps in-between jobs, if possible. Many times, there’s a simple explanation; It was on contract or for an internship. Don’t leave room for reviewers of your resume to assume or fill in the blanks.

Tip #6: PDFs are friendly. Recruiters and hiring managers are taking advantage of modern technology in the form of Applicant Tracking Systems (ATS) and Human Resource Information Sytems (HRIS- more on these here). However, those systems tend to struggle when pulling the correct formatting and information over (especially form Word docs!). Save yourself some trouble & stick to PDFs when sharing your resume.

Tip #7: Ensure all contact information on the resume is correct and active. This is an extremely easy, but crucial, step. Your resume should be a one-way ticket to contact you, make sure that is true before your next job search. Furthermore, phishing is something we all must endure, but recruiter and hiring manager emails are often lost in the crossfire of avoiding potential spam. If you’re actively job seeking – clarify all modes of communication are prepared, ensure your voicemail box is not full, and CHECK YOUR SPAM!

Overall, the job market today belongs to the candidates. The search for the right role can be a long one, so do what you can to step-up your resume game with these simple tips. As a foundation, think about the types of roles you’re seeking and tailor your resume to amplify the skillset you bring to the table. As someone who works with resumes and hiring managers daily, take it from me – spending a bit of time on these hacks initially, will pay-off in the end. Happy Hunting!

HRIS Systems – Why Do Small and Mid-Sized Businesses Need Them?

Hi, everyone! My name is Caly Grogan, and I am a Talent Generalist over at Recruiting Experiences. I am so excited to engage with the blog for the first time!

During my time at Recruiting Experiences, I’ve been able to see that many companies out there are spending more time (and money!) than necessary on HR-related processes that could be streamlined by using updated HRIS systems.

What’s an HRIS system?

A human resources information system (HRIS) is a software solution that maintains, manages, and processes detailed employee information and human resources-related policies and procedures.

The core HRIS features often include:

  • ATS (Applicant Tracking System): Helps to gather and organize information about applicants all in one place. HRIS systems have ATS’s built-in to aid with tracking candidates, evaluating them, and making great hiring decisions.
  • Employee Directory/Database: A main goal of an HRIS is to manage all the sensitive employee information that HR is responsible for. Being able to access this information from anywhere at any time is key to a streamlined process.
  • Onboarding: The onboarding process can be grueling for an employee who has to go through a manual process of hardcopy paperwork. Fortunately, the process does not need to be a time-consuming responsibility of HR because onboarding paperwork can be completed digitally by the new hire before they even come into work on day one.
  • Time and Labor Management: Employees have the independence to enter their own work hours and leave requests as they see fit within an HRIS. Further, the ability to track employee timelines and overall attendance rates can be easily improved.
  • Payroll: An HRIS allows for the number of hours worked to be accurately calculated, so appropriate employee salary amounts and future scheduling can be more simply determined. • Reporting: HR reporting is critical as it provides companies with the ability to forecast future HR events for risk mitigation and effective planning by using predictive analytics. Tracking issues, planning more effectively and strategically, and data-driven decision making are made possible by reports and using them advantageously.
  • Performance Management: Performance evaluations can be designed and customized to fit company needs, so employee objectives can also be planned in alignment with the company’s strategic objectives. The ability to see and evaluate accurate employee performance and effectiveness reports permits the monitoring of goal progress.

Storing employee information, tracking data trends, and doing manual processes such as benefits administration all becomes easier and more efficient using an HRIS system. Some of the most popular companies who implement HRIS systems for small and mid-sized businesses today include BambooHR, Paylocity, and Rippling.

Lack of HR and HRIS

Unfortunately, many small-to-medium businesses do not prioritize a Human Resources function until the company is seemingly drowning without one. It may appear that a manual process with a singular administrative assistant is working for a small firm, but it leads to an overload of work for the acting HR person(s), an absence of processes, and decision-making without data. It is important for Human Resources departments to have a strategic seat at the table as their work ensures that many laws are followed, data is tracked, and employees get the assistance they need. Accordingly, HRIS systems free-up Human Resources employees to do the more strategic and complex work that needs to be done because actions such as typing in individual benefits for each employee are not necessary in today’s technological world.

Why Should your Company Invest in an HRIS?

Human resources, as a business function, is extremely busy with responsibilities including recruiting, time-tracking, benefits, payroll, onboarding & training, legal compliance, and employee relations/engagement. Managing the volume of responsibilities without quality, smart tools is exceedingly time-consuming, confusing, and difficult. That is where an HRIS can help. An HRIS serves as a one-stop-shop for the employee base of a company, ending the need for many vendors. Finding a process that is scalable and repeatable enables employee self-service, centralized employee communication, increased HR automation, and powerful people insights. Through the use of HRIS’s, human resources employees are given time back into their day to manage their people and focus on their teams’ initiatives. Moreover, it allows the team to make more strategic decisions. By storing all company and personnel data in one place, there is an opportunity to see a more holistic view of the company so that areas for improvement can be better identified. Consistent reporting pushes companies to achieve their business goals while also empowering HR to make more informed decisions and prove impact.

Interested in chatting more about HR-functions and HRIS systems? Let’s connect! My email is, and you can find me on LinkedIn here.

Sources referenced:

1. What is HRIS? | Oracle

2. 4 Ways Your Company Can Benefit From an HRIS (

3. Definition & Functions of an HRIS Application (Human Resources Information System) – Dokodemo Blog (

4. What is an HRIS, and Why Do I Need One? | Eddy