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Simply memorize our PHR PDF Questions and feel certain about the test. You will pass your PHR exam with high marks or your money back. We have collected a database of PHR test prep from real exams to allow you to memorize and pass Professional in Human Resources (HRCI PHR) exam on the specific first attempt. Basically set up our Exam Simulator and prepare. You will pass the PHR exam.

Exam Code: PHR Practice test 2023 by team
PHR Professional in Human Resources (HRCI PHR)

- Business Management (20%)

- Talent Planning and Acquisition (16%)

- Learning and Development (10%)

- Total Rewards (15%)

- Employee and Labor Relations (39%)

Functional Area 01 | Business Management (20%)

Using information about the organization and business environment to reinforce expectations, influence decision making, and avoid risk.


01 Interpret and apply information related to general business environment and industry best practices

02 Reinforce the organizations core values, ethical and behavioral expectations through modeling, communication, and coaching

03 Understand the role of cross-functional stakeholders in the organization and establish relationships to influence decision making

04 Recommend and implement best practices to mitigate risk (for example: lawsuits, internal/ external threats)

05 Determine the significance of data for recommending organizational strategies (for example: attrition rates, diversity in hiring, time to hire, time to fill, ROI, success of training)

Knowledge of:

01 Vision, mission, values, and structure of the organization

02 Legislative and regulatory knowledge and procedures

03 Corporate governance procedures and compliance

04 Employee communications

05 Ethical and professional standards

06 Business elements of an organization (for example: other functions and departments, products, competition, customers, technology, demographics, culture, processes, safety and security)

07 Existing HRIS, reporting tools, and other systems for effective data reporting and analysis

08 Change management theory, methods, and application

09 Risk management

10 Qualitative and quantitative methods and tools for analytics

11 Dealing with situations that are uncertain, unclear, or chaotic

Functional Area 02 | Talent Planning and Acquisition (16%)

Identifying, attracting, and employing talent while following all federal laws related to the hiring process.


01 Understand federal laws and organizational policies to adhere to legal and ethical requirements in hiring (for example: Title VII, nepotism, disparate impact, FLSA, independent contractors)

02 Develop and implement sourcing methods and techniques (for example: employee referrals, diversity groups, social media)

03 Execute the talent acquisition lifecycle (for example: interviews, extending offers, background checks, negotiation).

Knowledge of:

12 Applicable federal laws and regulations related to talent planning and acquisition activities

13 Planning concepts and terms (for example: succession planning, forecasting)

14 Current market situation and talent pool availability

15 Staffing alternatives (for example: outsourcing, temporary employment)

16 Interviewing and selection techniques, concepts, and terms

17 Applicant tracking systems and/or methods

18 Impact of total rewards on recruitment and retention

19 Candidate/employee testing processes and procedures

20 Verbal and written offers/contract techniques

21 New hire employee orientation processes and procedures

22 Internal workforce assessments (for example: skills testing, workforce demographics, analysis)

23 Transition techniques for corporate restructuring, mergers and acquisitions, due diligence process, offshoring, and divestitures

24 Metrics to assess past and future staffing effectiveness (for example: cost per hire, selection ratios, adverse impact)

Functional Area 03 | Learning and Development (10%)

Contributing to the organizations learning and development activities by implementing and evaluating programs, providing internal consultation, and providing data.


01 Provide consultation to managers and employees on professional growth and development opportunities

02 Implement and evaluate career development and training programs (for example: career pathing, management training, mentorship)

03 Contribute to succession planning discussions with management by providing relevant data Knowledge of:

25 Applicable federal laws and regulations related to learning and development activities

26 Learning and development theories and applications

27 Training program facilitation, techniques, and delivery

28 Adult learning processes

29 Instructional design principles and processes (for example: needs analysis, process flow mapping)

30 Techniques to assess training program effectiveness, including use of applicable metrics

31 Organizational development (OD) methods, motivation methods, and problem-solving techniques

32 Task/process analysis

33 Coaching and mentoring techniques

34 Employee retention concepts and applications

35 Techniques to encourage creativity and innovation

Functional Area 04 | Total Rewards (15%)

Implementing, promoting, and managing compensation and benefit programs in compliance with federal laws.


01 Manage compensation-related information and support payroll issue resolution

02 Implement and promote awareness of non-cash rewards (for example: paid volunteer time, tuition assistance, workplace amenities, and employee recognition programs)

03 Implement benefit programs (for example: health plan, retirement plan, employee assistance plan, other insurance)

04 Administer federally compliant compensation and benefit programs Knowledge of:

36 Applicable federal laws and regulations related to total rewards

37 Compensation policies, processes, and analysis

38 Budgeting, payroll, and accounting practices related to compensation and benefits

39 Job analysis and evaluation concepts and methods

40 Job pricing and pay structures

41 Non-cash compensation

42 Methods to align and benchmark compensation and benefits

43 Benefits programs policies, processes, and analysis

Functional Area 05 | Employee and Labor Relations (39%)

Manage, monitor, and/or promote legally compliant programs and policies that impact the employee experience throughout the employee lifecycle.


01 Analyze functional effectiveness at each stage of the employee lifecycle (for example: hiring, onboarding, development, retention, exit process, alumni program) and identify alternate approaches as needed

02 Collect, analyze, summarize, and communicate employee engagement data

03 Understand organizational culture, theories, and practices; identify opportunities and make recommendations

04 Understand and apply knowledge of programs, federal laws, and regulations to promote outreach, diversity and inclusion (for example: affirmative action, employee resource groups, community outreach, corporate responsibility)

05 Implement and support workplace programs relative to health, safety, security, and privacy following federal laws and regulations (for example: OSHA, workers compensation, emergency response, workplace violence, substance abuse, legal postings)

06 Promote organizational policies and procedures (for example: employee handbook, SOPs, time and attendance, expenses)

07 Manage complaints or concerns involving employment practices, behavior, or working conditions, and escalate by providing information to appropriate stakeholders

08 Promote techniques and tools for facilitating positive employee and labor relations with knowledge of applicable federal laws affecting union and nonunion workplaces (for example: dispute/conflict resolution, anti-discrimination policies, sexual harassment)

09 Support and consult with management in performance management process (for example: employee reviews, promotions, recognition programs)

10 Support performance activities (for example: coaching, performance improvement plans, involuntary separations) and employment activities (for example: job eliminations, reductions in force) by managing corresponding legal risks

Knowledge of:

44 General employee relations activities and analysis (for example, conducting investigations, researching grievances, working conditions, reports, etc.)

45 Applicable federal laws and procedures affecting employment, labor relations, safety, and security

46 Human relations, culture and values concepts, and applications to employees and organizations

47 Review and analysis process for assessing employee attitudes, opinions, and satisfaction

48 Diversity and inclusion

49 Recordkeeping requirements

50 Occupational injury and illness prevention techniques

51 Workplace safety and security risks

52 Emergency response, business continuity, and disaster recovery process

53 Internal investigation, monitoring, and surveillance techniques

54 Data security and privacy

55 The collective bargaining process, terms, and concepts (for example: contract negotiation, costing, administration)

56 Performance management process, procedures, and analysis

57 Termination approaches, concepts, and terms

Professional in Human Resources (HRCI PHR)
HR Professional test
Killexams : HR Professional test - BingNews Search results Killexams : HR Professional test - BingNews Killexams : Human Resources Management Certificate Program Killexams : Human Resources Management Certificate Program - Continuing Education - UNG

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Establishing Connection...

Thu, 03 Aug 2017 06:26:00 -0500 en text/html
Killexams : HR Theory & Organizational Readiness

Tara Duggan is a Project Management Professional (PMP) specializing in knowledge management and instructional design. For over 25 years she has developed quality training materials for a variety of products and services supporting such companies as Digital Equipment Corporation, Compaq and HP. Her freelance work is published on various websites.

Sun, 22 Jul 2018 07:14:00 -0500 en-US text/html
Killexams : Inside the elaborate $85,000 tests Fortune 500 companies provide CEO candidates to determine if they’re right for the job No result found, try new keyword!Psychometric tests help paint a full picture of the candidate, indicating whether they have the soft skills needed for modern leadership. To that end, some executive search firms like Spencer Stuart ... Mon, 21 Aug 2023 02:16:55 -0500 en-us text/html Killexams : Now Hiring: What’s your sign?

Editor’s Note: Happy Hour is an HR Dive column from Reporter Ginger Christ. Follow along as she dives into some of the offbeat news in the HR space.

Looking for a new job can be a job in itself. Writing cover letters, updating resumes and securing references can be time consuming and, to be frank, overwhelming — and that’s just when a company asks for the basics.

But a exact viral tweet lamenting the job search process in Los Angeles alerted me to just how involved — and personal — the job hunt can be. The tweet referenced a job ad posted on Indeed that said final applicants would be required to provide their birth chart. 

The ad for a part-time personal assistant reads, “Final applicants will need to provide their date, time and location of birth for an astrological synergy assessment and sign a non-disclosure and non-compete agreement.” Neither the person who tweeted about the job nor the job poster responded to requests for an interview. 

As a journalist, I’ve had to complete grammar and writing tests and report stories to prove my competence as well as alignment with a company, but that’s been the extent of my added hiring process tasks. I turned to social media to learn about others’ experiences with the job search.

One person had to take a driving test during an interview — for a dental assistant position — while others mentioned taking cognitive skills and aptitude tests.

Another challenged the limitations of ethnicity questions on applications, explaining that “the choices are usually White, Black, Hispanic, Hawaiian, two or more races, etc. Many other ethnicities don't identify as any of these. The only other choice is ‘decline to answer.’”

An HR professional offered this insight in a comment: Asking overly personal questions can hinder DEI progress in the workplace. She said the birth sign question “seems to be counterproductive and can easily introduce bias into the workplace. Progressive HR professionals have been striving to move away from such practices for quite some time. It often feels like taking one step forward and then encountering ten steps back.” And, in some cases, asking probing questions can be illegal.

The reality is that workers are making decisions about companies based on the interview process. Nearly half of the 1,500 respondents to a survey last year by hiring software company Greenhouse said they’ve turned down job offers based on negative interview experiences. 

From some brief Googling, someone with my birthday – Dec. 24 – is ruled by Capricorn and “as much an enigma to themselves as to everyone else.” I hope that helps clear things up, boss, if you’re studying this. 

Wed, 23 Aug 2023 05:05:00 -0500 Ginger Christ en-US text/html Killexams : Learning Opportunity Resources

Employees and Supervisors should collaboratively identify the most relevant and applicable learning for an employee’s role with the University. The following learning opportunity resources can be used as an idea starter to assist in determining appropriate learning as it pertains to professional development and job growth. This is not intended to be an exhaustive list of resources. The guidelines have been updated with a JEP Learning Plan Process.

Academic courses offered by Miami University as well as other educational institutions may be eligible for Job Enrichment credit. 

Access: Follow the application/registration process specific to the institution offering the course.

Testing: Obtain a passing grade if taken for credit.

Submission Requirements:

Cost: All costs associated with academic courses are the responsibility of the employee (tuition fee waiver benefit may apply for Miami University courses). is an online learning portal providing access to online training courses specific to nutrition, cooking, and the culinary fields. provides user-friendly online courses that help aspiring chefs reach their ACF Chef Certification goals. By taking courses using our self-paced online service, staff earns the required credit hours for initial certification or certification renewal, all from the comforts of home or the confines of work. There are no term schedules; students may register online at any time.

Access: Contact your JEP Administrator


  • All quizzes/tests are automatically graded online. After each quiz, a list of missed questions (and your answers) is generated by the database. This gives you a better opportunity to brush up on your knowledge, and (if needed) take the quiz again.
  • Once you complete the course, you are greeted with a confirmation of completion. You will receive an authentic certificate of completion via email within a week.

Submission Requirements:

Cost: Campus Services centrally covers the cost for courses listed on a Professional Development Plan for a Food and Beverage Team Member and approved by the area Director. Average cost for a preliminary course is $150.  Average Cost range for a refresher course is $25 - $65.

American Management Association (AMA) courses are self-study books designed to enhance your professional development skills.

Access: Department approval required prior to ordering. Ordering and payment process


  • Follow the “How to take this course” instructions in the front of the AMA course book.
  • Submit pre-test (optional) and post-test form to AMA for grading to:
    • American Management Association
      Attention: Customer Care
      600 AMA Way
      Saranac Lake, NY 12983
  • Obtain a grade of 70% or greater on the post-test.
  • Re-testing:
    • If a post-test score is below 70%, the test can be retaken one time. Contact

Submission Requirements:

Cost: All costs associated with AMA books are paid for by the employee's department budget and retained by the department. The current retail price averages $159; Miami University receives a 50% discount off retail prices.

CE Direct provides online learning opportunities for allied health professionals and nutrition professionals. is an online learning portal providing access to online training courses specific to nutrition, dietetics and the restaurant field.

Access: Contact your JEP Administrator

Testing: Obtain a grade of 75% or greater on the overall assessment.

Submission Requirements:

Cost: Campus Services centrally covers the cost for courses listed on a Professional Development Plan for a Food and Beverage Team Member. Average cost for one person to have unlimited access is $12.25 per year.

Cleaning Management Institute (CMI) is a Custodial Technician self-study book that is split into two levels, Basic and Advanced. The Basic Level includes six modules, and the Advanced Level contains three modules. Each module covers a different cleaning subject and each has a corresponding proctored, certification exam.

Access:Contact your JEP Administrator


  • Contact your JEP Administrator to schedule a test
  • Test is an open book, proctored exam
  • Exam answer sheets are sent to company for grading
  • Grades are sent for each module directly to you
  • Obtain a grade of 80% or greater on each module test.
  • Re-testing:
    • If the test score is below 80%, the test can be retaken after 3 weeks from the original test date.
    • Each module is graded independently; therefore, you only need to retake the modules in which a score below 80% was received.

Submission Requirements:

Cost: Campus Services and Physical Facilities centrally cover the cost for courses listed on a Professional Development Plan for staff within their respective department and approved by the area Director. Cost for a Basic or Advanced CMI test is $54.99. Cost for a Basic or Advanced retest is $24.99 per module. Cost for a study guide is $54.99 for Basic, and $99.99 for Advanced.

The American Hotel and Lodging Educational Institute (AHLEI) offers more than 30 hospitality management courses, available through traditional home study (correspondence courses called “Distance Learning” Opportunities) or online through our “CourseLine®” program. Take individual courses or work toward earning Areas of Specialization certificates, a Hospitality Fundamentals certificate, a Hospitality Operations certificate, a Hospitality Management Diploma or a Food and Beverage Management Diploma.

Access: Contact your JEP Administrator


  • Proctored exam
  • Must obtain 70% or higher

Submission Requirements:

Cost: Campus Services centrally covers the cost for certifications listed on a Professional Development Plan for a Campus Services Team Member and approved by the area Director.Average cost range for a certification is $125 - $180.

Continuing Education in Global Initiatives, in collaboration with ed2go, offers a wide range of interactive online courses. The online courses are affordable, convenient, and may qualify for Miami’s Job Enrichment Program. These classes are not for college credit and may require additional supplies, computer software, and texts. The Professional Development Online Instruction Center offers a wide range of courses from computer applications such as Microsoft Word and Excel, to website development, and language courses to name just a few. The Career Training Online Instruction Center provides a robust learning center where you can learn specific trades such as computer science, construction & trades, and computer applications. Most of these courses provide the required education needed in order to take certification exams in the specific field.

Access: Professional Online Instruction Center | Career Training Online Instruction Center


For the professional development courses, you must pass the final test with a 65% or higher in order to receive a certificate of completion. Each career training course has its own final test policy.

Submission Requirements:

Cost: Professional development courses range from $105–$129. Career training courses range from $499 to $5,495. Since these are non-credit bearing, the Miami tuition fee waiver does not apply. However, some departments have covered the cost of the courses when they pertain directly to the staff’s job duties, some departments have not. Be sure to speak with your supervisor regarding payment prior to enrolling.

HR Staff Development offers a wide array of learning opportunities, programs and other resources that support employees in their efforts to develop professionally and enhance their skills. These workshops are designed for faculty and staff at all levels within the University who are interested in developing skills for professional growth. Learn more about Staff Development current offerings.

Access: Miami Learn

Testing: Courses may include prework, in-class participation, postwork and course evaluation.

Submission Requirements:

  • Course attendance is not automatically captured in MyCard. 
  • Provide a screenshot of your Development Plan from Miami Learn that includes a status of "Attended" and the date of the course.

Cost: All costs associated with HR Staff Development workshops are paid centrally through Staff Development.

Innovation Educators provides access to over 300 professional development training courses, as well as access to unlimited webinars for faculty, administrators and staff. This valuable resource is available at no cost to members of the Southwestern Ohio Council For Higher Education (SOCHE) and Miami University is a member! 


  1. Go to Innovative Educators and enter Miami's coupon code "SOCHE17" and select Lookup Member Site.
  2. Click the link provided to create your account (one time only)
  3. Once you have an account, you can access directly here.
  4. Scroll down to "Search Digital Library" for learning categories.

Testing: All course content must be viewed.

Submission Requirements:

Cost: Innovation Educators webinars are available at no cost to Miami University employees using the SOCHE17 coupon code.

Linkedin Learning has more than 6,600 courses, ranging from computer programming to project management including instruction on various computer software, programming languages, and business topics.

Access: Linkedin Learning (new users must get a Lane Library card and register to create an account)


  • Course is taken online
  • Courses may include assignments and tests

Submission Requirements:

Cost: Linkedin Learning is offered through Lane Library at no cost to users.

The training programs offered by NCCER meet national industry standards. Individual modules may be completed at home and at the participant’s pace. Course completion timeframe may vary for each module. Points do not expire for participants in the Apprenticeship Program.

Access: Contact your JEP Administrator


  • Obtain a 70% or higher
  • Re-testing:
    • If the test score is below 70%, the test can be retaken after 3 weeks from the original test date.

Submission Requirements:

Cost: Physical Facilities centrally covers the cost for courses listed on a Professional Development Plan for staff within their department and approved by the area Director.  Average cost range for a course is $79 - $122.

Percipio is a digital learning platform that engages and inspires staff to learn. It's micro-learning videos provide quick, targeted learning focusing on specific tasks delivered in real-time. It will create new ways of thinking about improving performance and skills.

Access: Percipio (Miami unique ID and password required)
Mobile Access: Percipio - you will be required to login and send a push to access courses


  • All course content must be viewed.
  • Obtain a grade of 70% or greater on the overall assessment.
  • Books, briefs, simulations, Skill Benchmarks and videos are not eligible for Job Enrichment credit.

Submission Requirements

Cost: All costs associated with Percipio are paid centrally through Staff Development.

Develop your skills with accredited, trade-specific training from Penn Foster. This program provides hands-on training and practical exercises that will allow you to receive a career diploma. The coursework may be completed at home, and at a pace that’s right for you. The completion timeframe varies for each program. Points do not expire for participants in the Apprenticeship Program.

Access: Contact your JEP Administrator

Testing: Obtain a passing grade for the course.

Submission Requirements:

Cost: Physical Facilities centrally covers the cost for courses listed on a Professional Development Plan for staff within their department and approved by the area Director.  Average cost to complete coursework for a career diploma varies by trade.

TPC Training consists of self-study books designed to enhance industrial, maintenance, and business skills for service and maintenance professionals. Each course consists of multiple lessons, programmed exercises, and self-check quizzes for optimal learning. All courses include a final test proctored by the appropriate Job Enrichment Administrator.

Access: Contact your JEP Administrator


  • Contact your JEP Administrator to schedule a test.
  • Test is a onsite, closed book, proctored test within 72 hours
  • Obtain a grade of 70% or greater on the final exam.
  • Re-testing:
    • If the test score is below 70%, the test can be retaken after 3 weeks from the original test date.

Submission Requirements:

Cost: Campus Services and Physical Facilities centrally cover the cost for courses listed on a Professional Development Plan for staff within their respective department and approved by the area Director.  Average cost range for a course is $57 - $85.

Universal Class is an online learning program offered through local public libraries that provides a diverse offering of intellectually stimulating courses for people interested in the lifelong pursuit of knowledge for either personal or professional reasons.

Access: Universal Class (new users must register to create an account)


  • Course is taken online
  • Courses may include assignments
  • Course test is completed and a certificate of completion is awarded

Submission Requirements:

Cost: Universal Class is offered through Lane Library at no cost to users.

University Sponsored Non-Academic Learning Opportunities can change from year to year. As a result, the points you can earn from completing them may vary. Please contact your Job Enrichment Administrator for eligible points.

Access: Responsibility of employee and/or supervisor

Testing: Varies per learning opportunity

Submission Requirements:

  • Course attendance is not automatically captured in MyCard. 
  • JE Credit may be issued pending your status in the Job Enrichment Program.
  • Submit a JEP Learning Opportunity Form to HR Staff Development within 6 months of completion along with documentation such as:
    • Event description with learning objectives
    • Detailed agenda, including time frames, indicating sessions attended
    • Proof of successful completion or attendance:
      • letter or certificate of completion

Cost: Costs associated for these events are the responsibility of the employee and/or department.

It is recommended that JE participants seek out learning resources that would be most relevant for their role and provide the best opportunity to develop skills and grow professionally. Collaborate with your supervisor to list the areas you want to focus on for your development and then identify relevant and applicable learning opportunities to achieve your goals. These learning opportunities might include webinars, conferences, specialized training, certifications, and product/vendor training.

Feel free to explore these professional organization sites to discover other learning opportunities!

Access: Responsibility of employee and/or supervisor

Testing: Varies per learning opportunity resource

Submission Requirements:

  • Submit JEP Learning Opportunity Form to HR Staff Development within 6 months of completion along with documentation such as:
    • Event description with learning objectives
    • Detailed agenda, including time frames, indicating sessions attended
    • Learning event provider information (organization, instructor name, phone, website, email address, etc.)
    • Documentation from learning vendor:
      • registration confirmation
      • certification hours
      • certificate of completion or other attendance verification
      • test results with passing score requirements

Cost: Costs associated for these learning opportunities are the responsibility of the employee and/or department.

Tue, 21 Dec 2021 03:46:00 -0600 en-US text/html
Killexams : Why ChatGPT Is Bleeding Money, Not Taking Over Your HR Department No result found, try new keyword!Businesses are struggling and looking for cheaper solutions, but now isn't the time to replace professionals with bots. Tue, 15 Aug 2023 03:30:00 -0500 text/html Killexams : HiringThing Review 2023: Features, Pros And Cons

The main features of HiringThing include job posting, résumé import, candidate matching and more. We were able to test out nearly all of them for their ease of use.

Syndicated Job Posting

It’s easy to find the “Create a New Job” button right when you log in to HiringThing. Upon clicking that, it takes you to a form where you populate all the necessary information for your job listing.

Right when you log in, the “Create a New Job” button is easy to find.

HiringThing’s new job post screen

When you’re done with the job post, you can save it as a draft to come back to later or simply hit “Publish,” and it instantly posts to free job boards, such as FlexJobs and LinkedIn Limited. The system then directs you to more job boards you can purchase access to. These job boards include but are not limited to:

  • CareerBuilder
  • DiversityJobs
  • Indeed
  • LinkedIn
  • Monster
  • ZipRecruiter

Unless you’re already a subscriber to these premium job boards and can simply link your account to HiringThing, the cost of adding each one through HiringThing can add up quickly. For this reason, HiringThing may not be the most cost-effective option for specialized, high-demand and hard-to-fill roles.

Résumé Import

You can import an applicant’s data through drag and drop or via email with HiringThing’s Resume Import Tool. Dragging and dropping or uploading a file from your computer’s hard drive into the system automatically converts it into an applicant file.

You can also import applicant documents via email by sending the file to the job posting’s specific email address found in the system. However, you have to go into the job itself to find the email address specific to the job posting and copy and paste it into your email, which can be cumbersome.

HiringThing’s Resume Import feature via email

The system needs about one hour to reflect the uploaded files in the system, which is a long time, making it easy to forget to check if the upload worked. We were able to add a file manually using the first method, but we did not see a new applicant file created under the applicant section of the dashboard, even after one hour had passed.

Candidate Matching

HiringThing has keyword tagging and customized pre-screening questions that help you more quickly identify the most qualified candidates for any given position.

Keyword Tagging

When creating a position, you can add a series of keywords separated by commas. HiringThing will then surface applications that best match those keywords, and you’ll see an alert displayed when there’s a match.

Form Builder

For applicants who apply directly from your career site, you can set up a customized form that poses pre-screening questions related to anything from job experience to specific certifications. This can be helpful to screen out candidates that don’t meet minimum criteria.

However, keep in mind that applicants applying from job boards won’t see this form, so you should choose the option that doesn’t allow applicants to apply from the job boards. When selecting that option, applicants will be redirected to your career site where they can proceed with their application.

You can get to the Form Builder feature either through a specific job listing’s settings or by navigating to “Account Details.”

When testing out the Form Builder, we had the option of creating a template to save time in the future. When creating the template, you can choose what types of questions to ask:

  • Text-based
  • Essay questions
  • Multiple choice
  • List of checkbox attributes
  • Yes/No
  • Date for applicant’s earliest start date
  • Employment history
  • Education history

For some question types, such as Yes/No questions, you can set a rule that automatically tags or archives an applicant based on their response. For instance, if a minimum criterion for a new Sales Associate is at least two to three years of experience, you can filter out applicants that select “no” to the question about whether they have that experience.

The employment and education history questions require applicants to type in that information manually, which can make for a frustrating job candidate experience, as the résumé usually contains this information already.

However, HiringThing gives you full control over the kind of screening questions you want applicants to fill out, so you don’t have to necessarily pose questions that require manual data entry.

HiringThing’s Form Builder

Scorecards for Candidate Evaluation

HiringThing enables you to create customized scorecards before you start evaluating candidates in order to mitigate bias in the review process. You can enter customizable text fields, called “Titles,” and those fields will appear in an applicant’s review section.

The “Title” field is misleading because it’s not the job title. Rather, it denotes the attributes by which you want to evaluate candidates. For example, if hiring for a Sales Manager position, you may want to add titles such as “integrity” or “leadership.”

We found two ways to create a scorecard. For the first method, you have to navigate to the main menu > Account Details > Feature Management, and scroll down to the “Scorecards” section. It’s important to note that once you enter titles this way, they automatically apply to all subsequent jobs that you post after creating the scorecard and cannot be applied retroactively to existing job openings.

This can be frustrating if your general criteria change over time because changes can’t be applied to current openings, and you’d have to enter them into those individual jobs manually per the second method below. It’s therefore important to settle on a general set of criteria that you’ll rarely, if ever, need to change.

The second way to create a job scorecard is to edit a specific job and expand the “Advanced Options” section, and the titles will appear in each applicant’s “Review section.” We found this method more intuitive. Plus, we like that you can add specific criteria for specific jobs.

HiringThing’s Scorecards display different pre-set attributes, and you provide a star rating and optional notes for each candidate.

Candidate Relationship Management

HiringThing facilitates candidate relationship management via email and SMS.

Managing candidate statuses and communication were some of the easiest tasks we tested out in HiringThing. You can individually change an applicant’s status or do so in bulk to save time. You can add statuses including “offer extended” and “offer accepted/rejected” in the “Workflow” section of Account Details.

It was very easy to select a pre-made email template for requesting an interview, rejecting a candidate or other typical recruiter communications. Paying customers have access to HiringThing’s SMS option as an additional communication method.

Interview Tools

HiringThing enables collaborative interview scheduling by syncing with your Outlook, Exchange, Microsoft 365, Google or iCloud calendar. You can select a specific date or time or, even better, allow the candidate to select from a range of dates and times that you provide them.

Using a Google account will automatically use Google Meets as a videoconference tool, unless you link your account to another videoconference tool such as Zoom. Otherwise, 8×8 is the default videoconferencing solution for HiringThing.

Workflows and Automations

HiringThing helps you expedite your hiring process by automating job requisitions, candidate screening, interviewing and any other workflows you set up.

HiringThing enables you to set up a workflow for opening, approving and posting job requisitions. Rules for screening questions noted above also automate the candidate selection process by filtering out candidates who don’t meet the minimum requirements and automatically sending them a “Thanks but no thanks” email. That way, you won’t spend time sifting through résumés from unqualified candidates or sending rejection emails.

HiringThing’s new automated interviewing workflow allows you to send an automated interview invitation in one of two ways: as soon as anyone submits an application to the job or based on a change in application status.

You might want to use the former if you’re hiring for a niche position that draws few candidates, all of whom you want to interview. Otherwise, you’d more likely utilize the second workflow option that invites candidates to an interview after you change their status. However, with either option, make sure all who are involved in the process keep their calendar availability up to date.

Unfortunately, we weren’t able to try out the workflows setup in the test environment, as this feature is only available to paying customers.

Fri, 18 Aug 2023 04:05:00 -0500 Lauren Hansen en-US text/html
Killexams : Acing the Remote Job Interview: Expert Tips for Candidates From HR Professionals

Remote interviews have their own unique quirks, challenges and qualities. These HR professionals shared how candidates can navigate them.

Written by Lucas Dean

July 31, 2023Updated: August 1, 2023

The rise of remote work comes with video interviews — and all of the unique anxieties and considerations that follow. 

Picture this: a candidate sits down for an in-person interview after having diligently researched the employer. Things are off to a great start, the potential hire is providing confident, well-informed answers, when suddenly the interviewer freezes mid-sentence. 

After a few seconds that feel much longer, the interviewer begins speaking again and asks the final few words of a question. The interviewee, suddenly out of the loop and thrown off their game, asks, “I’m sorry, but could you repeat that?”

If this happened face-to-face, one would probably feel they had experienced a disorienting glitch in the matrix. In a digital environment, however, it’s common and expected. Regardless of how unsurprising, moments like these can derail an otherwise promising introduction. 

Herein lies the crux: many of the expectations for remote interviews are the same as in-person ones. Preparation and gathered knowledge remain incredibly important to get a foot in the door. Presentation and eloquence are sought after. 

But there are the additional unique and sometimes technical demands — the internet connection, home surroundings, lighting, camera and audio quality, and so on — of a remote interview. 

By prepping for the ancillary aspects of a remote interview, jobseekers can ensure they leave a positive, lasting impression free of unwelcome interruptions or awkward interactions. 

Here’s the advice the HR professionals at Buildout and Sprout Social shared about nailing the remote hiring process. 

Emily Rizzo

Principal Recruitment Partner

More than 30,000 leading brands rely on Sprout Social’s all-in-one social media management platform to gain data-driven insights into their marketing and create deeper connections with their audiences.

What should a candidate do to prepare for the remote hiring process at Sprout? 

Test your tech. First off, be sure to check that you have a strong and stable WiFi connection. In case there are any connectivity issues during your interview, contact your recruiter and ask for a dial-in option. I also recommend familiarizing yourself with the video conferencing software you’ll be using and ensuring that you have the latest version downloaded on your computer. If you plan on presenting a slide deck for a presentation and have to share your screen or plan to use a second monitor, it’s important to practice and work out all the kinks the night before. Lastly, don’t forget to turn off the notifications on your computer and smartphone so the interview isn’t interrupted.

Do your homework. At Sprout, we appreciate when candidates come prepared for their interview having researched our company, solutions and values. If the information hasn’t been provided to you in advance, ask your recruiter about the structure of the interviews and if there will be any focus areas or themes that will be covered during your conversations. I would also review the LinkedIn profiles of the interviewers you’ll be meeting with and have questions prepared for each of them.

At Sprout, we appreciate when candidates come prepared for their interview having researched our company, solutions and values.”

What is the most important thing a candidate should do during a remote interview at Sprout? 

Be specific. Let’s say you’re interviewing for a leadership role and you describe yourself as an inspiring people leader. Our interview teams would love to hear examples of how you’ve inspired your teams versus simply stating you’re an inspiring leader. Or, if you’re a people leader who’s been leading remotely over the last few years, we would welcome hearing some of the techniques you’ve implemented for motivating teams since moving into a remote setting.

Bring us your point of view. Once you’ve had the chance to meet with the hiring manager and additional members of the interview team, we encourage candidates to begin formulating their perspective on the role for which they are interviewing. We value hearing what you’ve learned throughout your interviews and how you could leverage your skills and background with our current team, processes and culture.

What other advice do you have for candidates looking for remote work?

I polled our team of 30 recruitment practitioners, and they overwhelmingly agreed that being authentic and present is the number one piece of advice they have for candidates looking for remote work. Now that most of us work remotely, we realize how it could be tempting to read prepared answers during an interview or provide a presentation by studying directly from your notes. Embracing the opportunity to connect from a distance and letting your genuine self radiate through the screen will resonate much better with the team and company with whom you’re interviewing.

Wed, 02 Aug 2023 10:41:00 -0500 en text/html
Killexams : This is what good HR looks like

This article is an on-site version of our Working It newsletter. Sign up here to get the newsletter sent straight to your inbox every Wednesday

Hello and welcome to Working It.

This week’s big FT workplace talking point is Pilita Clark’s column about tattoos now being widely accepted in professional settings. There are hundreds of reader comments. Everyone, it seems, has a VERY STRONG opinion about visible ink at work, with self-declared older people least tolerant. (And then there’s reader Happy Ever After: “I find tattoos disgusting.” 🤢)

I keep my upper arm tattoo under wraps at work — but I am of course firmly on the “pro-ink” side. Every piece tells a story, and many of them are fascinating.

Send (safe for work) opinions on tattoos, your furry co-worker photos to cleanse my palate, and anything else that you think we should be covering here to

What does ‘good’ HR look like?

Whenever the FT covers workplace disputes, employment tribunals and allegations of sexual harassment, one theme often emerges: the shortcomings of human resources departments. Here’s FT special investigations editor Madison Marriage, on the Working It podcast:

“Every story I’ve ever written to do with bullying, harassment, sexual assault in the workplace, HR has been a malevolent force, not a force for good. So I would advise people to be very wary of HR. My experience is that they are there to help the company, not the people lower down the ranks.”

The HR department has an inherent tension because it “serves two masters”, as it’s often put: first the company, and its best interests, and second, the human capital (aka “talent”, but probably not called that when there’s a dispute going down). When powerful organisational interests, money and fear collide, things easily go wrong.

One big change that would help stop this rot, as we discussed last week, is having human resources executives on every company board of directors, so they have far more influence to make sure matters of corporate culture and staff satisfaction are taken seriously — and measured — at the highest levels. Brand new research from the CIPD, the UK HR sector’s professional body, shows a bleak situation: “In all, 99 per cent of boards have a chief financial officer or a finance director among their board members, but just 2 per cent have an HR director as an executive board member.” 😳

That’s big-picture thinking. But what does “good” everyday HR look like? By this I mean the kind that will create a healthy corporate culture and help to prevent catastrophic situations. I put this question to Meena Anand, incoming chief executive of the City HR Association.

Good HR, she says, is about “creating some guardrails around organisations — being clear about what is expected from individuals”. Meena had a long career in global HR and saw many situations where internal communication was . . . less than clear 🌫️.

“Whenever there is a disconnect it is always mismanaged expectations. I have done loads of disciplinary and grievance issues and the one thing that comes up time and time again is that the manager has a set of expectations and the employee or their team has a different set of expectations.”

One of my own issues with HR is that there’s just so much of it. Are these poor people being asked to do too much, meaning they can’t focus on their best work? No, says Meena. “The whole thing about HR is that it is about people, so it can’t just be about one thing.” HR, in other words, reflects the whole beautiful, messy world we inhabit. By way of explanation, Meena sent me the photo below.

I’m not sure it exactly addresses my concerns about HR professionals being spread too thin, but I like the style.

What does “good HR” look like? What are your experiences in navigating HR, good and bad?

a t-shirt carrying all the things that human resources managers are eg unofficial lawyer, event planner
I dare CHROs to wear this next time they meet the CEO

This week on the Working It podcast

This week you have another chance to hear our popular episode on imposter syndrome, and how to turn this common form of self-doubt into a positive. My guests are Sian Beilock, a neuroscientist and academic, and Viv Groskop, a podcaster, stand-up comedian and executive coach.

We’ve had a short summer hiatus but will be back with new episodes very soon, with new producer Mischa Frankl-Duval in charge. A big welcome to Mischa — and do get in touch with your ideas for the podcast.

Office Therapy

The problem: I am pitching for a new role with larger team responsibilities but my manager believes I am not ready for it. To be clear, he is not denying me the role, but has warned that I will have to change my style of working and will need constant “coaching” to take tough decisions.

I feel he is setting me up for failure because he expects me to do as he does, even if I do not agree with his rationale (eg back to office five days vs hybrid). Any challenge to his decisions will be seen in light of (in his opinion) my inability to carry out “tough asks” from management. Should I manage the team the way he expects me to? Or stick to what I believe is the right way?

Isabel’s advice: It’s not you — it’s him, but as I have learned (rather belatedly), you are powerless to change other people — all you can change is how you respond to them. So you can work around this insecure man, doing his bidding while pursuing your independent course, as far as you can. Or you can decide to move, internally or otherwise🚶🏼‍♂️.

Michael Skapinker, a psychotherapist and coach, offers more nuanced thoughts: “I suggest asking for a discussion about your boss’s views of where you are and where you should be, so that you have a clearer picture of what he needs from you. I sense, too, that you have your own ideas of where things should be going, which are not your boss’s ideas. You can gently try to talk him round in your ‘clear the air’ chat. Or you can leave. It’s an unfortunate fact: the boss is the boss and you are not.”

Got a question, problem, or dilemma for Office Therapy? Think you have better advice for our readers? Send it to me: We anonymise everything. Your boss, colleagues or underlings will never know.

Five top stories from the world of work

  1. Why productivity is so weak at UK companies: An in-depth look at the UK’s poor productivity conundrum, by senior business writer Andrew Hill, who digs into the possible causes and then gets philosophical towards the end . . . what is productivity anyway?

  2. Interview with LinkedIn’s CEO Ryan Roslansky: I somehow missed this last week so am re-upping Andrew Edgecliffe-Johnson’s excellent interview. Ryan is behind the social platform’s reinvention beyond job-seeking, into careers and leadership. May contain humblebragging.

  3. How I learnt to live with shyness: Not strictly a work-related article, but Emma Jacobs’ beautifully written piece covers many of the socially awkward experiences that will be familiar to shy people at work — and she highlights the upsides of this personality trait.

  4. Leaner times will test employers’ commitment to worker wellbeing: The more employers help staff with mental health support, the more they will be open to claims that they are falling short if they cut spending as the economy contracts, reports Brooke Masters.

  5. NatWest chief Alison Rose steps down after Nigel Farage row: Still an evolving story as this edition of Working It is finalised, this tale will perhaps one day serve as a case study of misalignment between “inclusive” values internally and wider business demands and obligations.

I have paused serious reader comments this week (but do keep them coming) to spotlight Tucker, occasional co-worker to the FT’s US newsletter editor, Emily Goldberg. I am especially impressed by the aesthetically pleasing and dog-matched background in her (parents’) home. More like Tucker, please 🐾. It is about to be August, after all.

A brown dog with a chew toy
Tucker tucks in

One more thing

Anna Sinfield, the original producer on Working It when we launched, is an audio ⭐️ who has gone on to great things. Her new series, “The Girlfriends” is already number one in the podcast charts. It redefines true crime, reclaiming justice for Gail Katz, murdered in the 1980s by her husband. It’s all done through the efforts of a group of women — including some of his ex-girlfriends. It is, remarkably, funny as well as moving and anger-inducing.

And finally . . . can you help with this research 🙋🏽?

A callout from Working It reader Calum Carson, senior research associate at the University of Lancaster. He’s running its Inclusive Remote and Hybrid Working Study, and is seeking input from people in the UK with a disability and/or a long-term health condition with experience of remote or hybrid working in the past five years. You will, Calum says, “be part of helping to identify how employers can make remote and hybrid working more inclusive of disabled workers’ needs in the future”. Fill in the short form here and follow the project on LinkedIn.

One Must-Read — The one piece of journalism you should read today. Sign up here

Disrupted Times — Documenting the changes in business and the economy between Covid and conflict. Sign up here

Wed, 26 Jul 2023 04:00:00 -0500 en-GB text/html
Killexams : KnowBe4 Phishing Test Results Reveal Half of Top Malicious Email Subjects Are HR Related

KnowBe4 releases Q2 2023 global phishing report and finds HR related email subjects utilized as a phishing strategy and make up 50% of top email subjects

TAMPA BAY, Fla., July 25, 2023 /PRNewswire/ -- KnowBe4, the provider of the world's largest security awareness training and simulated phishing platform, today announced the results of its Q2 2023 top-clicked phishing report. The results include the top email subjects clicked on in phishing tests and reflect the use of HR business-related messages that pique interest from employees and can potentially affect them.

Phishing emails continue to be one of the most common methods to effectively perpetuate malicious attacks on organizations around the globe. Cybercriminals are constantly refining their strategies to stay up-to-date with market trends and outsmart end users and organizations by creating phishing email subjects that are realistic and believable. They prey on emotions and aim to cause distress, confusion, panic or even excitement in order to entice someone to click on a phishing link or malicious attachment. In fact, KnowBe4's 2023 Phishing by Industry Benchmarking Report revealed that nearly one in three users are likely to click on a suspicious link or comply with a fraudulent request.

Phishing tactics are changing with the increasing trend of cybercriminals using email subjects coming from HR related to dress code changes, training notifications, vacation updates and more. These are effective because they may cause a person to react before thinking logically about the legitimacy of the email and have the potential to impact an employee's personal life and professional workday.

Holiday phishing email subjects were also utilized this quarter with four out of the five top holiday email subjects appearing to have come from HR. Incentives referring to national holidays such as Juneteenth and the Fourth of July, holiday celebrations and schedule changes were used as bait for unsuspecting end users. Additionally, the report reflects the consistent trend of utilizing IT and online service notifications as well as tax-related email subjects.

"The threat of phishing emails remains as high as ever as cybercriminals continuously tweak their messages to be more sophisticated and seemingly credible," said Stu Sjouwerman, CEO, KnowBe4. "The trend of phishing emails revealed in the Q2 phishing report is especially concerning, as 50% of these emails appear to come from HR – a trusted and crucial department of so many, if not all organizations. These disguised emails take advantage of employee trust and typically incite action that can result in disastrous outcomes for the entire organization. New-school security awareness training for employees is crucial to help combat phishing and malicious emails by educating users on the most common cyber attacks and threats. An educated workforce is an organization's best defense and is essential to fostering and maintaining a strong security culture."

To get a copy of the Q2 2023 KnowBe4 Phishing Report infographic, visit here.

About KnowBe4
KnowBe4, the provider of the world's largest security awareness training and simulated phishing platform, is used by more than 60,000 organizations around the globe. Founded by IT and data security specialist Stu Sjouwerman, KnowBe4 helps organizations address the human element of security by raising awareness about ransomware, CEO fraud and other social engineering tactics through a new-school approach to awareness training on security. Kevin Mitnick, who was an internationally recognized cybersecurity specialist and KnowBe4's Chief Hacking Officer, helped design the KnowBe4 training based on his well-documented social engineering tactics. Tens of thousands of organizations rely on KnowBe4 to mobilize their end users as their last line of defense.

Media Contact
Amanda Tarantino
Public Relations Officer


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Tue, 25 Jul 2023 00:12:00 -0500 en-US text/html
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