Category Archives: Fun Stuff

Apple’s Interview Questions Revealed

Apple's Interview QuestionsWhat does it take to get a job at Apple? It might be a dream job for many but aside from the talent and experience required for the role, a candidate needs to keep a cool head in one of the highest-pressure interviews they’re likely to have.

Business Insider have gone through a number of questions, submitted to Glassdoor, that applicants have been asked at interviews at Apple. Some were practical, others technical, but there’s also a fair few esoteric ones in there too.

A sample of the questions can be seen below, alongside the roles they were related to:

“If you have 2 eggs, and you want to figure out what’s the highest floor from which you can drop the egg without breaking it, how would you do it? What’s the optimal solution?” — Software Engineer candidate

“Explain to an 8 year old what a modem/router is and its functions.” — At-Home Advisor candidate

“How many children are born every day?” — Global Supply Manager candidate

“There are three boxes, one contains only apples, one contains only oranges, and one contains both apples and oranges. The boxes have been incorrectly labeled such that no label identifies the actual contents of the box it labels. Opening just one box, and without looking in the box, you take out one piece of fruit. By looking at the fruit, how can you immediately label all of the boxes correctly?” — Software QA Engineer candidate

“How would you breakdown the cost of this pen?” — Global Supply Manager candidate

“Are you smart?” — Build Engineer candidate

“You put a glass of water on a record turntable and begin slowly increasing the speed. What happens first — does the glass slide off, tip over, or does the water splash out?” — Mechanical Engineer candidate

“Are you creative? What’s something creative that you can think of?” — Software Engineer candidate

“You seem pretty positive, what types of things bring you down?” — Family Room Specialist candidate

“If you’re given a jar with a mix of fair and unfair coins, and you pull one out and flip it 3 times, and get the specific sequence heads heads tails, what are the chances that you pulled out a fair or an unfair coin?” — Lead Analyst candidate

“What was your best day in the last 4 years? What was your worst?” —Engineering Project Manager candidate

“How would you test a toaster?” — Software QA Engineer candidate

Zero Fee Recruiter is a new and better way to find great talent.

We are the world’s largest passive candidate marketplace. We provide you with only qualified and verified professionals that we have vetted for each position you are looking to fill.

ZFR focuses on passive candidates that we source through our proprietary system, “Reach Out”, and this enables our team to reach candidates that are not actively looking.

We guarantee results! It’s that easy…

The 7 Deadly Sins of Recruiting

I will try harder in class - notRecruiting is a tough job. Sometimes, you’re going to make mistakes.

That’s okay. As James Joyce said, mistakes are the portals of discovery.

But, what’s not okay is to adopt one of the seven philosophies listed below, because they’re going to lead to a lot more than one mistake. These seven philosophies lead to a pattern of errors that will end in a ruined employer brand, a bunch of frustrated people and a company that’s devoid of top talent.

Which is precisely why they’ve been named the seven deadly sins of recruiting.

1. Greed: You fiercely negotiate starting salaries


So you want to go all William Shatner and negotiate the lowest possible salary you can for your new hires. Great, right, as it saves the company a lot of money?

Well, not really. Truth is, research shows you don’t pay people what they’re worth, they’re likely to leave. At the very least, they’ll grow resentful and less engaged.

You shouldn’t overpay for talent. But underpaying is just as bad, if not worse.

2. Sloth: You mass spam prospects for every open position


Most people know how to cut and paste. You don’t need to show off how good you are at it by cut-and-pasting the same InMail over and over (and over) again.

Here’s the thing: it’s ineffective, and will only cause more work in the long run. Additionally, it kills your employer brand, so you make it harder for you (and everyone else within your company) to recruit in the future.

Take a minute to personalize your InMails and try to target people who are somehow connected to your company. You’ll get a much higher response rate and it will save you time in the long run.

3. Gluttony: You feast only on active candidates


This is a glutton’s recruiting strategy: post a position and wait for the flood of (mostly irrelevant) resumes to come in, providing a hefty and largely innutritious snack for them and their fellow recruiters.

Active candidates are great, no doubt, but they only represent about 30 percent of the market. By going after passive candidates as well, you hit a much wider crowd, and often a more talented one.

After all, often the most talented employees are not looking for a job.

4. Wrath: You treat the candidates you reject poorly


Here’s an attitude research shows far too many recruiters take: they treat the candidate they eventually hire great, and the rest they forget about. And while perhaps this isn’t done out of wrath, it certainly inspires it.

Here’s the thing: treating rejected candidates poorly kills your employer brand and can even hurt your sales. Just by reaching out to them to tell them they are no longer being considered, and providing some feedback on why, can exponentially improve their attitudes towards your company.

5. Lust: You search for applicants who don’t exist


“I want a salesmen with at least 15 years experience selling SaaS solutions whose been in the top 10 percent in sales the past five years and has a….”

Sure, we all would. But, if you are going to lust, lust realistically. The best way to do that is to analyze your talent pools and see what requirements are truly necessary before you post a job.

6. Envy: You think you need a giant budget to compete


We’d all love millions of dollars to spend on content creators and targeted job ads, like (insert name of well-funded competitor) does. But, the fact is, there are thousands of ways you can improve your recruiting efforts, without spending a dime.

To improve your employer brand, you can try these tricks that require no extra cash. You can ensure your interviewing and onboarding experiences are strong. And, as mentioned earlier in this article, you can make it a point to reach out to the candidates who apply to your company, even if they don’t get the job.

A bigger budget is always nice, but the fact is more money actually stifles your creativity. Sometimes, forcing yourself to improve something without using more resources to do it is one of the best ways to dream up innovative solutions. 

7. Pride: You think the best candidates are just lining up to work for your company


This is the worst sin of them all.

Google, for example, is widely regarded as one of the best places to work in the world and gets two million applications a year. And yet they still spend millions on advertisements enticing people to work at Google, a great career site and their head of HR uses every form of publicity out there to help him recruit.

The point is, no matter how great your company is, you need to constantly put resources into your employer branding and recruiting efforts.

There are millions of companies out there your candidates can go to. The minute you stop putting energy into luring top talent, the minute they find one of the countless other jobs out there instead.

Zero Fee Recruiter is a new and better way to find great talent.

We are the world’s largest passive candidate marketplace. We provide you with qualified professionals that we have contacted and vetted for each position you are looking to fill. We deliver only candidates that are interested in the position, are available in your location and have agreed to your salary range.

ZFR focuses on passive candidates that we source through our proprietary system, “Reach Out”, and this enables our team to reach candidates that are not actively looking.

We guarantee results! It’s that easy…

The Past, Present & Future of Mobile Recruiting

Mobile RecruitingIt’s obvious that we use our phones for everything from online shopping to driving directions, our mobile devices are there for us. It’s replaced our camera, camcorder, alarm clock and more.

The popularity and convenience of smartphones makes them a powerful tool for recruiting too. Job seekers are attached to their phones and other devices, and use them in their search for new positions.

Mobile recruiting has come a long way over the past few years, and still has room to improve and grow. Here’s a look at the evolution of mobile recruiting and where the technology is heading in the future:

The Past

  • Back in 2007, mobile recruiting was a crazy concept. Cell phones were becoming the norm, the first iPhone was released, and Twitter was rising in popularity.
  • In the beginning, mobile recruiting was all about better connecting with busy candidates. With mobile, employers could send text message alerts to let job seekers know about open positions, send emails with candidates on the go, and boost their social media efforts.
  • As more people began using smartphones, employers could use QR codes to drive job seekers to their company or career websites.
  • Some companies took advantage of the opportunity by creating job search apps. CareerBuilder released their first job search app in 2008, and others soon followed. Job seekers could now search for jobs at any time, any place from a device they almost always carried in their pockets.
  • Although job searching from mobile devices was possible, applying for jobs was another story.
  • Job seekers needed to switch to a computer to actually apply for the jobs they found on their phones or tablets. Mobile applications were either not available, not optimized for mobile, or too long and inconvenient.

The Present

  • As we’ve become more and more reliant on our smartphones and other devices, job seekers are now applying to jobs at any time from their mobile devices. In fact, a 2014 Glassdoor survey of 1,000 employees and job seekers found that 89% of those surveyed use a mobile device during their job search, and 45% use their mobile device to search for jobs at least once each day.
  • Although mobile is popular among job seekers, many employers are still trying to shift their focus to the new recruiting possibilities. In a 2014 survey conducted by CareerXroads, seven in 10 companies surveyed said they rarely used mobile to hire executives, and a similar amount said the same when hiring hourly and entry-level employees.
  • Employers who have embraced mobile recruiting are focused on two trends: mobile-optimization and mobile applications.

Optimization: Job seekers expect a mobile site that is easy to read and use from any device. This means companies are going beyond mobile-friendly and optimizing their sites for multiple mobile devices. Employers who fail to do so won’t have much luck attracting job seekers on mobile.

Mobile Applications: As mobile technology advances and becomes more popular, job seekers want to complete every stage of the process, from the search to the application, from their phones and tablets. More companies are embracing the mobile application and finding ways to make the process easier for candidates.

Some enable candidates to use their LinkedIn or other social profiles to complete sections of the application. Others are creating simplified applications that job seekers can easily complete from their devices without getting frustrated.

The Future

  • Until now, the focus of mobile recruiting has primarily been on the candidate. The future of mobile recruiting is all about creating seamless programs that make the process easier for both job seekers and employers.
  • More organizations will adopt the use of mobile on their career sites and job applications, and provide candidates the mobile experience they deserve.
  • Mobile technology will also give recruiters a simpler way to review and sort candidates, communicate with their top picks, and work with their hiring teams to choose the best person for the job.
  • Only time will tell if job seekers will be using their Apple watches to apply for jobs in the future, but mobile will continue to evolve to provide job seekers and recruiters a more convenient and effective way to complete the hiring process.

Zero Fee Recruiter is a new and better way to find great talent.

We are the world’s largest passive candidate marketplace. We provide you with qualified professionals that we have contacted and vetted for each position you are looking to fill. We deliver only candidates that are interested in the position, are available in your location and have agreed to your salary range.

ZFR focuses on passive candidates that we source through our proprietary system, “Reach Out”, and this enables our team to reach candidates that are not actively looking.

We guarantee results! It’s that easy…

Which Came First – Recruiting Analytics or Analytics in Recruiting?

Which Came FirstThe “which came first?” question is age old but lately I haven’t been thinking about it in terms of the chicken or egg, but in relation to recruiting and how it evolved to where it is today. You can’t think about the current state of recruiting without considering the thing that drives so many recruiters’ actions and helps those outside the profession understand what they do: analytics. It’s not only become a way for you to track and measure how you’re doing, but also to help your organization’s executives see the value you bring as well. But when it comes to analytic recruiting, which came first – recruiting analytics used to measure your efforts or analytics in recruiting used to guide what you do?

Rising to the challenge

As with any aspect of the business, it’s vitally important to be able to prove the value, worth and even cost savings that HR and recruiting provide. Specifically with recruiting, the challenge is to provide business leaders with actionable information that helps them make decisions about investments, marketing strategies and new products. But where does HR fit in since much of what we do isn’t easily linked to dollars and cents? Fortunately, while HR may not be about the numbers, recruiting is perfect for the analytics game. Analytics in recruiting are a viable way to quantify the cost and the impact of recruiting and hiring programs and even HR processes. By looking at analytics, we can measure the success, or failure, of initiatives and show business leaders what worked, what didn’t and what the next steps should be. They also enable companies to track year-to year-trends and changes to critical variables. HR and recruiting is about much more than just recruiting analytics, but the numbers provide a way for organizations to measure the value of the time and money spent on HR activities.

Before it all began

Analytics as a measurement tool are nothing new – they’ve always been a way to evaluate, prove and plan. However, they haven’t always been used so heavily to measure recruiting efforts. Recruiting has grown and evolved into more than just job postings. Recruiters have more ways to reach candidates, build relationships and create candidate pipelines. Most important to this conversation, they have earned the recognition in their organizations and with that came the expectation of providing analytics just like every other department in the company.

But if you think back to before that all began, when recruiting was low key and seen as more of a cost center than a revenue generator, recruiting was still driven by numbers. Recruiters may not have been providing robust reports to executives and may have had far fewer tools with which they could measure, but it was still all about the numbers. In fact, recruiting has a history of being sales focused, evaluating measurements like number of calls made, prospects engaged, conversions produced and even employees retained.

From the very beginning, recruiting has been about analytics. This simple fact proves that recruiters have been using analytics in recruiting far before they started using analytics to measure recruiting. So in the question of which came first, the answer has to be analytics in recruiting. Recruiters have been using metrics and analytics to demonstrate their sales effectiveness since the beginning of recruiting.

Zero Fee Recruiter is a new and better way to find great talent.

We are the world’s largest passive candidate marketplace. We provide you with qualified professionals that we have contacted and vetted for each position you are looking to fill. We deliver only candidates that are interested in the position, are available in your location and have agreed to your salary range.

ZFR focuses on passive candidates that we source through our proprietary system, “Reach Out”, and this enables our team to reach candidates that are not actively looking.

We guarantee results! It’s that easy…

Get Your Brain In Gear With These Mind Exercises- Zero Fee Recruiter Likes To Get Your Mind Working

mind game
1. ZFR predicts that your result will be 18
  • Think of a number.
  • Add 7 to it.
  • Subtract 2.
  • Subtract your original number.
  • Multiply by 4.
  • Subtract 2.
2. A bear walks south for one kilometer, then it walks west for one kilometer, then it walks north for one kilometer and ends up at the same point from which it started. What color was the bear?
Answer below
3. An investor trading through a discount stock broker that charges $10.00 Dollars per transaction bought 200 shares of Vola Tile Corporation at $50.00 Dollars per share. The stock quickly increased in value by 50%, but then lost 40% of its value. The investor sold the stock. How much money did the investor gain or lose?
Answer below

The Answer;

Answer 2: The bear was white because it was a polar bear. The only place on earth where a bear can go south, west and north equal distances and end up where it started is the North Pole.

Actually, the bear could go west two or five kilometers instead of one and it would not make any difference — the bear would be making a circle around the North Pole. East and West you travel along parallels which are circles equidistant from the poles. North and South you travel along meridians which are circles that cross both the north and the south poles.

Answer 3: The cost of 200 shares at $50.00 Dollars each is $10,000.00 Dollars.

The 50% gain on $10,000 is $5,000, making the new total $15,000.00 Dollars.
The 40% loss on $15,000 is $6,000, reducing the total amount to $9,000.00 Dollars.
This is a $1000.00 Dollar loss, plus $10 Dollars for the Buy transaction, and $10 Dollars for the Sell transaction.

The investor lost a total of $1020.00 Dollars.

ZFR helps you find great talent.
Zero Fee Recruiter is a new and better way to recruit.
We provide you with qualified professionals that we have contacted and vetted for each position you are looking to fill. We deliver only interested candidates that are available in your location and your salary range.
We Source-We Contact-We Qualify-We Deliver- You Hire, It’s That Easy…
ZFR focuses on passive candidates that we source through our proprietary system “Reach Out” and this enables our team to reach candidates that are not actively looking….
Yes, Our team is USA based!

The Greatest Recruiting Movies From The 2000′s

There are countless films that highlight the glamorous (and usually unrealistic) lives of people with fast-paced jobs. Stockbrokers, salespeople, realtors, even accountants. All of these professions have had their time in the cinematic limelight.  Recruiters? Not so much.  There are, however, a few films that do highlight recruiters in ways that give the profession its due.  Here are four films that feature recruiters in some capacity, from the corporate world to the crime world to the military world, and the lessons that come with them.

1. Headhunters 

Headhunters is a Norwegian film that enjoyed a lot of critical acclaim, and one of its stars is Nikolaj Coster-Waldau, the man famous for portraying Jamie Lannister on Game of Thrones.  The story revolves around Roger Brown (Aksel Hennie), one of Norway’s most successful recruiters who finds himself helping Coster-Waldau’s character, the slick Clas Greve, find a job at a successful GPS technologies company.  The flipside of the plot is that Brown is an art thief who targets his high-profile recruits and takes their prized paintings.  Brown and Greve enjoy lunch and a game of squash to talk more about the job, and it is here where the plot takes a sharp turn away from recruiting. Brown’s success as a recruiter stems from his charm and connections with big-name companies, but his failure lies in the fact that his charm is disingenuous, and Greve picks up on that. The takeaway from Headhunters? Don’t try to trick (or steal prized art from) your candidates.

2. Sexy Beast (2000)

Movies that deal with crime almost always involve a seedy character trying to rope in a former criminal gone straight for one last crime. Sexy Beast, a British heist movie, features ex-con and expert safecracker Gary “Gal” Dove, played by Ray Winstone, who is targeted by Don Logan (Ben Kingsley), an old criminal associate, to join a bank heist headed up by a formidable crime lord (Ian McShane). Don Logan is more or less the crime lord’s recruiter, doing whatever it takes to land the right person for the job. Unfortunately, Logan is also an unhinged sociopath whose efforts to enlist Gal involve threats, barrages of insults, and attempts to woo Gal’s friend’s wife.  Eventually, Gal, his wife, and his friends end up killing Logan after Logan attacks Gal in a hate-fueled rage.  Gal actually winds up performing the job to quell suspicion in the wake of the murder, so at least Logan accomplishes his goal, even if it does cost him his life. The takeaway from Sexy Beast? Don’t be too aggressive in pursuing your candidates.

  1. Jack Ryan: Shadow Recruit (2014)

This financial success from earlier this year has the word “recruit” in its title, so its relevance speaks for itself. While the Jack Ryan franchise has never featured any kind of recruiter from the staffing world, Jack Ryan: Shadow Recruit does involve an entertaining recruiting process. Jack Ryan, played by Chris Pine, has an MBA from the London School of Economics and experience with the Marines, so his unique skillset attracts the attention of Thomas Harper, played by Kevin Costner, who is a high-ranking CIA officer working in counter terrorism. While Ryan recovers from a military injury, Harper tracks him down and gets Ryan’s full attention when Harper says to him, “I’m in the CIA.” It is a ridiculous moment that is heightened by Ryan’s incredulousness, but Harper’s recruiting strategy is sound. He doesn’t even need to describe the position to Ryan; he just sells him on the CIA brand. When the two do talk, Harper mentions how he enjoyed Ryan’s thesis from his MBA studies and how invaluable Ryan’s education is.  Ryan is sold even further, respecting the fact that Harper does not just see him solely as a military asset, and he opts to work undercover for Harper as a compliance officer.  The takeaway from Jack Ryan: Shadow Recruit? Always be knowledgeable of the depth of a candidate’s prior experiences.

  1. Friends with Benefits (2011)

This might be the only film out there that truly zeroes in on a staffing company’s actual process, albeit there are a few flaws with it.  Mila Kunis plays Jamie Rellis, an executive recruiter who tracks down Dylan Harper, played by Justin Timberlake, for a creative role with GQ, the popular men’s magazine.  Jamie goes about her recruiting in a rather unorthodox way (but perfect for the movies) in that in her effort to convince Dylan to move from Los Angeles to New York City, she takes him out in the big city to show Dylan how great it is to be a New Yorker.  Of course, Dylan is convinced because Jamie makes NYC look amazing. Anything to land that commission check, right? Jamie’s recruitment of Dylan leads to a friendship and then a casual romance, so the business side of things ends pretty quickly.  There is one crucial moment later in the film that revolves around Jamie’s commission, because Dylan hints at possibly leaving his new job at GQ before his contract ends, which would mean less money for Jamie. It all works out in the end, because it is a lighthearted romantic comedy, but that does not mean there is not a lesson to be learned. The takeaway from Friends with Benefits? Don’t let your candidates get away with too much, because your commission may be at risk.

Hollywood has not figured out yet how to make a blockbuster based solely on the staffing industry, and it does not seem like The Wolf of Recruitment will be coming out any time soon. For now, check out these movies and have fun trying to think up the next great recruiting archetype.

Candidates Gone Wild

paris hilton

Recruiters work with people all day every day. Between reaching out to candidates about job opportunities, phone screen potential hires and meeting with clients, a recruiter is constantly have a conversation or building a relationship with someone. Through all of these meetings, candidate placements and interviews, a few comical and crazy things are bound to occur, some so ridiculous you may not even believe them to be true, which is why you should let the Zero Fee Recruiter team weed out all the crazy people for you, before you begin building relationships with prospective candidates. Here are three stories:

Story #1

I’m going to try to sum up the incredibleness of this as best as possible. I had a candidate a few years ago fly into Minnesota from Michigan for a final on-site “formality” interview. Pretty much if he just showed up and didn’t thoroughly embarrass himself, he was getting the job. Well, let’s just say he more than thoroughly embarrassed himself and left without an offer, but rather a trail of unforgettable calamities.

Let’s call the candidate Dorf to protect his innocence Dorf started out by meeting the hiring manager at the airport. The hiring manager told Dorf to look for someone in Chicago Bears gear (he was in the heart of Minnesota so he should have been easily identifiable). Dorf walked right past the manager and proceeded to slam into the glass door of the airport face first. He turned around not more than ten feet from the manager in Bears gear and called him to ask where he was, to which the manager replied, “I’m right in front of you.” The events of horror for Dorf were only getting started.

The interview did not start off much better. An employee at the company accidentally had opened the door to the conference room he was interviewing in and Dorf yelled, “HEY GET OUT OF HERE!!!!” and startled the poor young woman. The other employees were horrified.

After the first part of the interview was completed Dorf and the interviewees went to a different room to meet with other managers. As Dorf walked past an empty office one of the employees asked another where the employee was and Dorf chimed in, “He’s probably doing nothing as always.” Dorf has never even met this person.

If you can believe it things actually got worse. When asked what his life goal was Dorf replied, “To sit on the couch, do nothing and have my wife wait on me.” When asked how he deals with conflict Dorf replied, “Hide under my desk and wait for it to fix itself.” I could go on and on with unforgettable quotes, but I think you get the picture.

Needless to say he was not hired, if you can believe it. From that day forward any screw up at the company is known as a “Dorfism.” We did receive a pretty entertaining e-mail from the hiring manager, which summed things up:

Flying a guy to interview for a position…$850

Breakfast, lunch & dinner…$120

Watching the fool walk into a Plexiglass wall…PRICELESS!

Story #2

Once, I was working with a candidate who went to a third interview with a company for a full time position. She was sitting with the CIO and when he asked her how she felt about the company and the position. She answered, “I am so excited I could just wet myself.” She was very surprised she did not get the job.

Story #3

I have been recruiting for a while now, so I have my share of crazy stories. A few Friday’s ago, however, something happened that has never happened to me before. If it didn’t actually happen to me, I don’t think I would be able to believe the story even happened at all.

I submitted a candidate’s resume to a client’s position who was currently working, but wasn’t happy in his present role. He was looking to get back to his hometown, which happened to be five hours away. Despite the candidate living a five-hour drive away, the client requested a face-to-face interview, which made things a little more complicated. The candidate wanted to take the in-person interview on either a Monday or a Friday, so he could ask for a long weekend and would be able to make the long drive to see his potential employer face to face. I was able to secure an interview time for him on a Friday afternoon, which worked great, as he could leave Thursday, drive the five hours, get a good night’s sleep, and arrive to the interview without being rushed.

Well, the interview came and went on Friday afternoon. The candidate called in and said that everything went well and wanted to know if we had any feedback. Here is where things get funky. The client sent us an email regarding the candidate, detailing the post interview activities. When the candidate left his interview, he drove the wrong way in the parking lot and crashed into the manager’s car. Not only did he crash a car, but also when the police arrived, they found him to be operating the car with fraudulent license plates, and no insurance. A tow truck came and took the car away. The kicker is that the candidate called me after everything had happened and told me that he thought the interview went very well. As you can imagine, he didn’t get the job.