Human Resources Software

4 Steps to How Online Application Systems Work

Job applicants want ease of applying, convenience, and they want it online.  Unless it’s at a job fair or through networking, people are online doing their job searches.  It only makes sense to pair the ability to apply for the job, right alongside the job description.

At, our goal is to make you and your company look good.  We have written the software with small and large businesses in mind.  You get to customize what you want and easily make it your own site.

There are four main steps to online application systems, including:

1.  Your company posts a job opening using very easy to use software; everything is linked to your existing website if desired.

2.  Applicants see your job postings and apply using an easy online application form, with the ability to attach their resume, references, etc.

3.  Your company is notified of each new application received and can immediately begin reviewing to find potential candidates for the job.

4.  Your company makes a decision about the applicants and can easily delete applications and narrow the search down to a select few.

Here are some of the most frequently asked questions and

How Many Applications Can I Receive?  

We do not limit the number of applications you can receive from our software.

Whether you receive 1 or 1,000 applications, the price is the same. Even if you only receive one application per month, our software is well worth the price to enable the on-line application process, while giving your company the tools you need to receive, track, and manage all current and previous applications.

Can I Accept Mobile Employment Applications?  

Absolutely. We have enabled our software to make accepting employment applications from a mobile device a piece of cake. Mobile visitors will automatically be re-directed to a mobile-friendly website and still enjoy your fully-functional employment application.

What Website Will I Use?

We let you choose your own domain name and you will use that domain name on your website and other on-line job postings to point applicants in the right direction.

How do I know when a new application has been completed?    

We e-mail you every time an application is received. Then, you just login to view/organize the new application.

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Liar, Liar





These all have something in common:  they in fact are just lies. 

In a study from the University of Massachusetts, people who never met were put into pairs and instructed to get to know each other over a ten minute period of time.  Each discussion was videotaped and reviewed later by the researcher and the participants themselves.

The results were a little surprising.  In a ten minute period of time, 60 percent of the participants admitted lying at least three times.  Some lied up to a whopping twelve times – more than one lie per minute!

The conclusion was that when we are presenting ourselves to others, we often lie to make the situation go smoother and to make ourselves seem more appealing. 

Job interviews often last around ten minutes and job applicants definitely have more to prove than if they were just having a normal conversation with someone.  So, how do you tell if someone is lying or making up stories to impress you?

There are many clues which can be used as a guide to spot liars.

Body language is one important factor. A person who is lying avoids eye contact, touches their face and nose and smiles using only the immediate muscles around the mouth while the eyes remain alert and watchful.

Watch for verbal clues such as; answering in an unnaturally loud or exuberant manner, denying something instead of just stating it simply, avoiding answering questions directly, giving instead hints or clues and adding unnecessary details in an attempt to make the lie seem authentic.

Understanding the psychology behind why people lie is not difficult, but individual motivations might be hard to pin point. When conducting interviews, perhaps stressing at the beginning that absolute truth is extremely important to you and that you will check details of their resume may cut down on some of the padding and exaggerations.

(Some material above came from

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The Anatomy of a Handshake

Quite often the beginning of a job interview will start with a greeting and a handshake.  Many body language experts have broken down various handshakes and analyzed possible meanings.  Some may say that body language reading is quite “hokey”, while others put a lot of stock in its meaning.

It has been thought that a firm handshake means a firm mind or personality.  But what about those people from other countries who don’t shake hands firmly because of cultural tradition or custom?

Regardless of your views, breaking down the anatomy of a handshake and paying attention to possible meanings is a fascinating exercise and could bring enlightenment and details to a job interview that would otherwise be overlooked.

The Anatomy of a Handshake

Palm Down Handshake – Usually a firm handshake, the ‘upper   hand’ tends to impose and/or create a dominant impression.

Palm Up Handshake – Usually not a strong handshake, the   lower hand has submitted to the upper hand dominance. How all this ultimately   translates into the subsequent relationship and outcomes can depend on more   significant factors than the handshake.

Handshake Using Both Hands – Whether genuine or not, this handshake   is unduly physical and (often) uncomfortably domineering.

Equal Handshake – a vertical handshake, most handshakes are like this, when   neither person seeks to control or to yield.

Pumping Handshake – A vigorous pumping handshake tends to indicate energy and enthusiasm of the shaker towards the other person, the meeting, situation or project, etc). There is a sense of attempting to transfer energy and enthusiasm, literally, from the vigorous handshaker to the shaken person, hence the behaviour is popular in motivational folk and evangelists, etc.

Weak Handshake – Avoid the common view that a weak handshake is the sign of a weak or submissive person. It is not. Weak handshakes can be due to various aspects of personality, mood, etc. People who use their hands in their profession, for example, musicians, artists, surgeons, etc., can have quite gentle sensitive handshakes. Strong but passive people can have gentle handshakes. Old people can have weak handshakes. A weak handshake might be due to arthritis. Young people unaccustomed to handshaking can have weak handshakes. It’s potentially a very misleading signal.

Firm Handshake – Avoid the common view that a firm handshake is the sign of a strong solid person. It is not. Firm handshakes are a sign of outward confidence, which could mask deceit or a weak bullying nature, or indicate a strong solid person. Strength of a handshake is not by itself an indicator of positive ‘good’ mood or personality, and caution is required in reading this signal. It is widely misinterpreted.

The Arm Clasp with Handshake – When a handshake is accompanied by the left hand clasping the other person’s right arm this indicates a wish to control or a feeling of care, which can be due to arrogance. To many this represents an unwanted invasion of personal space since touching ‘permission’ is for the handshake only.

(Information on handshakes from

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The Gut Instinct

Imagine yourself back in high school.  You walk into a new class, sit down and meet the teacher for the first time. How long does it take you to figure out if you will like this teacher, get along with this teacher, or perhaps have the most tortuous semester known to man?

Even at a young age, your gut instinct tells you things, and it tells you lightning fast.  You will literally know in seconds whether someone rubs you the wrong way.

This same principle in a classroom applies to your job applicants.  You may get the most qualified applicant in the world on paper.  You have a great phone interview and think this person could be “the one.”  You have a face to face interview and when you meet them, you get that little twitchy feeling in your gut that tells you to run like the dickens.

Don’t ignore the twitchy feeling.

A hiring manager in a call center was desperate for warm bodies.  It was a busy season and they needed help.  The applications poured in and one man in particular had stellar experience and seemed to fit the bill.  During the face to face interview, the interviewee would not make eye contact and seemed a little nervous and scared.

The hiring manager got the twitchy feeling in her gut, but hired the man any way because he was a well-qualified warm body.

Long story short.  The man worked a few weeks and then repeatedly no-showed.  The manager couldn’t reach him on the phone and couldn’t find him.  A few days later, the man’s picture was in the newspaper, and it turns out, he was part of a major shoplifting ring in the area.

Don’t ignore the twitchy. 

It will protect you and help you every single time in your hiring.

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How to Hire a Ninja

When we talk about hiring a ninja, we definitely don’t mean hiring a sword-wielding, nunchuck waving, fierce assassin…that would be awkward for everyone, not to mention a real liability in the workplace.

A ninja is precise.  A ninja is specialized.  A ninja has legendary abilities.  A ninja will get the job done.

Every company needs ninjas working for them.  The question is:  How do you go about finding a ninja?

There is a definite trend in employment applications.  The trend is that more and more people (a.k.a. ninjas) are heading online to fill out applications and find a job.  These ninjas are stealthy, they know where to look to find the best job, they want ease of application and they want employment pronto.

Ninjas, or the best qualified applicants, look for a straightforward online application.  Nothing complicated.  Fast.  Clean.  Precise.

Three Keys to Hiring a Ninja include:

  1. Karate Chop your Job Descriptions – Do your job descriptions pop?  Are they specific enough?  Are they using key words that will attract the ninja you need?  If not, you need to rewrite, revamp and give them a good “hi-yah” and make them say what you want them to say and attract who you want to attract.
  2. Power your Website Up and Keep Those Jobs Current – Ninjas are turned off by outdated information and less than stellar online applications.  Get your no-contract website with up right now and start attracting ninjas.  Your job postings are never inter-mingled with other companies and you will attract the type of ninja you need in a flash.
  3. Track those Stealthy Ninjas – sometimes ninjas creep in and are a little too stealthy when applying for jobs.  Those too stealthy ninjas are ones we don’t want – job applicants with a past that is a little shady or ones that have embellished their resumes.  Do your homework, check social media sites for their profiles and ask for and check those references. Everytime.

Happy Ninja Hiring and may Good Karma Rest Upon your Company.

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Keeping the Spooks Away from Your Office

When conducting job interviews, it’s hard to look through your crystal ball and make sure you’re hiring who you think you are.  When people submit online job applications, you can’t meet them and you don’t have the luxury of forming a first impression.  All you can do is hope that the words you’re reading on paper are an accurate portrayal of the job applicant.

To keep the spooks and freaks away…follow THREE simple guidelines:

1.  Don’t Just Call the References – call other places the job applicant has worked in the past.  Find out what kind of person they are by going the extra mile in your checking.  There is no “lemon law” with hiring employees – once you’ve hired them, you’re stuck with them!

2.  Check Social Media – every seriously considered job applicant should have a background check and/or drug test performed, but you should also check their social media sites.  Are there a plethora of drunk, partying pictures on their Facebook page?  If there is questionable material, run!  And run fast!

3.  Go With Your Gut – even if everything looks great on paper, you will be well served if you follow your gut instinct on a person.  If something feels “off”, then it probably is and you should follow that instinct and not be overridden by what looks good on paper.

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Your Business Habits will Change Your Business

In his book, “The Power of Habits,” author Charles Duhigg cites many studies all relating to how habits shape our personal lives, businesses/careers and basically every facet of our lives.

It all boils down to the old adage, “If you do what you’ve always done, you’ll get what you’ve always got.”

In business, if you are not happy with how things are going, then change the way you do things.

If you want to make your business more tech-friendly, then start using social media, start accepting online employment applications, get your website up to snuff, and basically change your business habits.

Businesses who don’t use social media or do online job applications can often seem antiquated in today’s world.  Changing a few things up will make a huge difference in the way things are perceived in your business.

Changing business habits may be hard to do, but having a fresh outlook will bring new energy to your business and improve things all around.

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What Younger Workers Have to Offer

In a previous post, we talked about hiring more mature employees and what they can bring to the workplace.

On the flipside, younger employees also bring a different energy to the workplace and may just be the shot of adrenaline your business needs.

Younger employees sometimes get a bad rap due to supposed immaturity, irresponsibility and lack of discipline.  While this can be true in some instances, there is a lot to be said for bringing younger employees into your business.

Here is a top FIVE list of reasons why younger employees are an asset to any business:

1.  New, Fresh Ideas – workers that are fairly fresh out of college bring the latest industry ideas and information to the workplace.  They have been educated with ideas that are fresh and they can, in turn, bring those ideas into your business.

2.  Energy – let’s face it –  younger workers probably don’t have the stresses and time constraints that older workers have.  They are young, they have energy and can bring that into your business to infuse it with that extra “oomph” it might need.

3.  They are Responsible – we don’t buy into the idea that young people are irresponsible.  We believe that younger workers know how to work and know how precious employment is in this job market.  If expectations are given at the very beginning, employees (even younger ones) will rise to the challenge.

4.  Creativity – younger workers bring a lot of “outside the box” ideas to companies.  They have grown up in a different age than many of the other workers and they know social media, technology and new innovations backwards and forwards, inside and out.  They can come up with creative solutions faster than anyone else.

5.  Money – in a business, money is king and drives most decision-making.  Luckily for hiring managers, these younger workers don’t expect (or demand) salaries as high as some of their more mature counterparts.  If budgeting is a key concern when hiring someone, younger workers, fresh out of school might be the way to go.

Note to Younger Workers:  If you want a “grown-up” job, then always, always (did we mention always?) dress for the part.  Don’t dress down for interviews – always dress like a professional…not a professional on casual Fridays.

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The Benefits of Hiring Older Employees

There has been a lot of debate over whether mature (older) workers are being overshadowed by their younger, flashier counterparts.

In a recent survey by Adecco, the results were a little surprising.  Over 500 hiring managers were surveyed by phone and one the key findings was that these managers prefer older, more mature employees.

Actually, these managers were 3X more likely to hire a mature employee than a younger one.

Here are some surprising details that came out of the survey:

  • Female hiring managers, are more likely to hire a mature worker (66 percent) than male hiring managers (52 percent).
  • Hiring managers think mature workers and younger workers possess different personality traits.  For example, hiring managers are most likely to associate mature workers with being reliable (91 percent) and professional (88 percent) while they say younger workers are creative (74 percent) and strong networkers (73 percent).
  • When it comes to skills that need strengthening, hiring managers feel mature workers need more technological know-how (72 percent), while that is the skill that younger workers need to develop least (5 percent).
    • Younger workers, on the other hand, need to improve their writing skills (46 percent), while far fewer mature workers need to do so (9 percent), according to hiring managers.

Fewer Barriers to Hiring Mature Workers

  • Hiring managers think that the greatest challenge in hiring a mature worker is their difficulty learning/adapting to new technologies (39 percent), while the greatest challenge in hiring a younger worker is their unknown long term commitment to a company (46 percent).
  • Hiring managers are also concerned that both mature and younger workers may resist taking direction from someone of a different age.
    • Hiring managers think that a challenge in hiring a mature worker is their resistance to taking direction from younger management (33 percent).
    • Similarly, 27 percent of hiring managers also believe that a challenge in hiring a younger worker is their resistance to taking direction from older management.
  • However, almost two in five (39 percent) hiring managers say they don’t find any challenges related to hiring mature workers, while more than a quarter (27 percent) say the same about the younger workers.

Hiring Managers Say Both Young and Mature Workers Need Interview Improvement

  • Hiring managers say mature workers’ biggest interview mistake is having high salary / compensation demands (51 percent), followed by overconfidence in their abilities and experience (48 percent). Younger workers biggest interview mistake is wearing inappropriate interview attire (75 percent), followed by posting potentially compromising content on social media channels (70 percent).
    • Interestingly, these younger worker mistakes are the two that hiring managers say mature workers are least likely to make—wearing inappropriate interview attire (24 percent); posting potentially compromising content on social media channels (19 percent).
  • While more than a third (35 percent) of hiring managers say that one of the biggest mistakes mature workers make during an interview is being unable to sell themselves, women feel this way more than men. Forty-two percent of female hiring managers felt this way compared to 27 percent of male hiring managers.
  • Three in five hiring managers (60 percent) say that one of the biggest mistakes a younger person makes during the interview process is showing a lack of interest in a job by not asking questions about the company or position.

These findings have a lot of valuable information for mature workers, and younger workers as well.

Mature workers need to sharpen their technology skills and maybe not be as demanding as far as salary goes in order to obtain employment. Salary negotiations can always come later and is not something that should drive a job interview.

For more details on this study, visit

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Creative Job Interview Questions

What phrase or word best describes you?  What color best represents you and why? 

We’ve all heard weird job interview questions that make you think, “What does this have to do with anything?”

Well, sometimes the questions are posed just to see how fast people can think on their feet.  Other times, the questions are very telling.

For example, when asked the question, “what phrase best describes you,” one employee answered quickly and said, “the phrase the best describes me is ‘Rise and Shine’ because I rise quickly to any challenge and my performance shines.

This employee got the job.

Answers to weird and seemingly nonsensical questions may be the key to getting hired for a job over another applicant.

Here are a few questions that might be fun to ask during job interviews just to see what will come out the applicant’s mouth.  Or, if you are an applicant yourself, then formulate creative answers to these questions so you are prepared for whatever may come.

1. What drink are you most likely to order at a restaurant?

This answer could show some personality traits, but may also tell the company whether you drink alcohol or not. In order to keep health insurance costs low, the company may try to hire non-drinkers.

2.  What is the last book you read?

A book choice shows personality traits, interests and intelligence in one quick answer.  Employers like employees who are intelligent and also read industry-specific books or motivational reads that relate to their business.

3.  What was the last movie you went to see or what is your favorite song?

Again, these questions highlight interests and personality traits.

4.  If you won millions of dollars in the lottery, what would you do with the winnings?

This answer highlights the interviewee’s goals, planning, generosity, responsibility and creativity.

5.  If hired, what are the top three things you’d do on your first day at work here?

This answer will be very telling to see if the interviewee has a firm grasp on how to initiate themselves into a new environment and also how much they understand about what the job entails. 

6.  How would you describe yourself in three words?

This question may elicit more canned responses, but you can tell a lot by a job candidate by the words they choose.  Once they say the words, ask details about each word.  For example, if they use the word “resourceful,” turn it around and ask them to describe a situation where they were resourceful. 

Interviewing for a job can be a fun and fulfilling experience for both parties involved, and asking weird and off the wall questions if nothing else, will give you lots of humorous fodder for the water cooler discussions around the office.

Job interview questions were found at: