Discovering the Key Ingredient that Propels Dynamic Teams to Success

Key to SuccessRecruiting top talent to join your team is essential to moving your business forward and reaching your full potential, but adding star players to your lineup is only part of the process. More work is required to take full advantage of your new talent as well as make the most of your existing staff. Corporate trailblazer Google recently undertook a massive study of exactly what qualities make for the most successful teams and their conclusions might surprise you.

Google People Operations Analyst Julia Rozovsky shared the results of Google’s experience on the re: Work blog last week and I highly recommend you check it out:

The five keys to a successful Google team

The Big Picture according to Google? Who is on a team matters less than how the team members interact, structure their work, and view their contributions.

Don’t get the wrong impression, you must to have the right players on your team (it’s okay, you can call us if this is a problem) but what you do with them once you have them may be just as important. Creating the right team dynamics is the best way to ensure that everyone; new hires as well as your existing talent, can make the most of their potential.

Overwhelmingly, Google researchers found the most important quality in a successful team was the ‘psychological safety’. While the term may conjure up painful images of corporate retreats and hokey trust games, our everyday actions have the potential for far greater impact on team dynamics than anannual getaway.

It’s important that everyone on your team feels safe to take risks, to ask questions, to clarify purpose.

Don’t laugh. There really is no such thing as a stupid question or a stupid idea. Good innovation necessarily generates a lot of ideas. Granted, some are decidedly better than others. It’s all part of the process. But if you scorn the idea of the ‘McOyster’ today, the team member who thinks tomorrow that a coffee-flavored slushy would be a great idea might just keep that idea to herself and BAM you’d miss the Frappuccino.

CVirtual CEO
Susan Moreno, CEO



It’s A Big Ocean Out There

Image Credit:


May 1, 2015
Would you fish with an unbaited hook and expect to catch a prize-winner? Of course not.

So as a person responsible for team-building, are you trying to reel in game-changing talent using a naked hook left to rust in a muddy pool?

In last week’s post (Available Here) we focused on the importance of assembling a strong, engaged team of talent in order for an organization to achieve high levels of success. Top talent is highly educated, creative, likes a challenge and is often hard to ‘hook’. Attracting this type of talent requires a candidate marketing strategy that is well thought-out and well-executed.

Business leaders recognize the need for a strategic plan to market their products and services to potential customers, but often fail to spend similar amounts of energy and resources on a ‘candidate’ marketing strategy. The roadmap to attract top-tier talent needs to encompass more than simply posting a boring job description on a free job board. Developing a goal-oriented hiring plan is a must.

Making a list of ‘Why People Work Here’ for your organization is a great starter exercise for small businesses as part of developing hiring stratagem. If the list is short or (heavens!) non-existent, make changes in your organization and then market, market, market your company’s cultural and benefit trends. An organization’s complete hiring plan must start prior to first engagement with a candidate and continue well after onboarding is finished. Recruiting and retention are vital to your business success.

Even without an open position, dynamic organizations are always on the hunt for the next superstar!

Now, let’s get fishing!

Susan MorenoSusan Moreno
CVirtual CEO

Next week: Tips for Developing a Killer Hiring Plan

Video Interviews Know No Bounds

Conference Room

Regardless of whether or not you are currently using video to conduct first interviews with your prospective new hires, it is rapidly gaining popularity in all industries. I personally attribute this to the cost effective manner in which it takes you through the hiring process. Video interviews know no geographic or scheduling constraints, which proves more efficient and convenient for all parties involved. Before this new technology, if you were located in California and received a spectacular resume from someone working full-time in New York, you had to coordinate times for a phone interview and inevitably fly them out for an in-person meeting. With a pre-recorded digital interview, your candidate can take it as their schedule permits, and you can watch their responses at your leisure from your desktop, laptop, or mobile device. If this doesn’t highlight enough perceived value for you to look into your options, I strongly suggest you take a look at the infographic below provided by UndercoverRecruiter.

pic7Guest writer: Eric Playford
Marketing Manager

Retrieved from:

The Future of Video Interviewing [Video Interviewing Infographic]. (n.d.).

CVirtual is the TiVo of Hiring

CV Logo 2014 FFYNHWe as people hate to waste time and we, as a company, will never waste yours. 

What did you do before TiVo?  You suffered through commercials or got up to get a snack or used the bathroom, right?

What do you do when you have a bad interview or an interview is going painfully, painfully long?  You simply can’t get up to get a snack or use the bathroom.  No matter how bad you want to.

Fortunately for you, CVirtual has created the TiVo for the hiring interview process with its pre-recorded virtual interviews.

We’re all familiar with how TiVo works. It records your program and allows you to fast-forward past the commercials so you can get back to your show faster.

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How CVirtual works to help not waste your time. We:

  1. Spend 45 – 60 minutes understanding the company, culture, and job position
  2. Create a job description and post it
  3. Reach out to passive candidates and our database of candidates
  4. Source all resumes
  5. Create a Virtual Interview based on questions that are important to you as the hiring manager
  6. Send out a Virtual Interview link to most the qualified candidates
  7. You review, skip, or fast-forward the interviews that you don’t like or feel are the best fit for your company


Can you imagine your life without TiVo or any other DVR type of device?  What about virtual interviews?

You might not have experienced virtual interviews yet.  Let us show you how easy they make life when you have a position to fill.

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Let us spend 45-60 minutes with you to understand your company, culture, and the open position.  We’ll do the rest and send on over qualified virtual interviews of candidates for the position.  If you like what you see and want to move forward with one of the candidates, we can enter a contract and help you fill that position.

To set up a time to discuss your company and its needs, contact Ashley at 877-300-1950 to schedule a time with a specialist who knows your industry inside and out.


Never Make a Bad Hire Again with These 3 Priceless Hiring Hacks

Have You Heard the Bad News?

It costs you money, and a LOT of it too, when you make a mistake hiring. It’s not a matter of “if” but “when.” It’s inevitable.

We call those hiring boo-boos bad hires.

It Happens to the Best of Us.

And frankly, to some employers, it happens more often than others.

We feel for you… because there’s not a quick fix or easy answer to help you either.

You See, It’s Complicated.

I once made a set of 6 hires in no less than 6 weeks. It was for the same position too.

I’d like to think that because it was a phone sales position that you would cut me some slack. After all, it takes a special someone to fill a position like that. But the reality of the situation was that we were desperate to fill the position, because it was our ONLY position.

So we took the first, second, third… and sixth person that looked somewhat decent for the position.

Well, you know how that went.

As you’re aware, the cost of a bad hire can be as much as 5X’s the person’s annual salary according to the Bureau of Labor Statistics (BLS).

Let Me Share Some Industry Hiring Statistics with You…

• 70% of the external customers (applicants) and 28% of the internal customers (hiring managers) indicate they are dissatisfied with the hiring process. (Source:

• 50% of the process users (both managers and new hires) later regret their “buying” decision(Source: The Recruiting Roundtable). In addition, 25% of new hires later regret taking their new job within one year. (Source: Challenger, Gray)

• 46% of new hires leave their jobs within the first year (Source: eBullpen, LLC) and 50% of current employees are actively seeking or are planning to seek a new job. (Source: Deloitte)

• Nearly two-thirds of hiring managers come to regret their interview-based hiring decisions. (Source: DDI)

Lest You Think This is an Entry Level Issue Only, Take a Look at This…

• Nearly half of new executive hires quit or are fired within the first 18 months at a new employer (Source: Corporate Leadership Council).

And this problem isn’t just with hiring. Some of the same issues abound with promotions too.

Take a Look for Yourself…

• Newly promoted executives don’t do much better: 40% of newly promoted managers and executives fail within 18 months of starting a new job. (Source: Manchester, Inc)

So What is It?

Do we just not know what we want as hiring managers? Or is it that we’re just not finding or identifying top performers when we see them?

Could it be that we’re maybe not as good as detecting a poser, someone who poses to be something or someone that they’re not, when we see them?

The Goal is to Hire the Best.

Having top performers within our organization can increase our success.


• Hiring and retaining below or even average performers have real opportunity costs because top performers can increase productivity, revenue, and profit by between 40% and 67% over average performers. (Source: McKinsey & Co.)

So What Can You Do?

There are a few tips, tricks and techniques I’ve learned over the years that have helped me to pinpoint whether or not someone will be an asset to the company or not.

Now, I’m not 100% dead on accurate at this. I don’t ever think you can be either, but this does help me in the process.

I picked this one up from Ryan Holmes, CEO of Hootsuit. It’s called the Secretary Test.

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Secretary Test

When speaking to candidates he noticed that they were always polite and courteous. Then one day he asked his secretary about one of them and she said that they were rude, pushy and downright demanding. So while they would bulldoze over this assistant they would put on a show for him.

One of the things to note is whether or not your candidate plays well with others. Because if they don’t, you want to find out as soon as possible. Seeing how they treat your secretary is a GREAT indication of how well they work with others.


Another thing to do is to take a Social Media Peek into a candidate’s feeds on Facebook, Twitter and/or LinkedIn.

Now before you go hardcore Eric Snowden on me or think I’m secretly working for the NSA and promote spying on people, I want you to think about it for a second.

Yes, people have personal lives outside of work. We all do and as much as we’d want our employees to leave their personal lives at home, they don’t. That just doesn’t happen.

Remember that string of bad hires I had? Well, one of those bad hires didn’t show up for 3 days and without a single phone call!!

They showed up on the fourth day to find they’d been replaced.

It just so happens that he was drunk for two days and passed out in a gutter the day he was supposed to show up for work. Had I saved myself the trouble and peeked into this person’s Facebook feed I would’ve seen that he gets so smashed every weekend that he makes even the most hardcore frat boy blush with his double fisting action.

Look how Ryan Holmes saved himself from potentially the same situation.

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“A few years ago a promising candidate for a job at our company tweeted this from his personal Twitter account: “going to a phone interview with @hootsuite and I am drunk after a few hours in the #congress2012 beer tent.” We found it and needless to say, he was not hired.” (


As you can see that one technique ended up saving Ryan a ton of money in what could have turned into a bad hire.

Here’s one more technique that Ryan uses when hiring. He calls it the Curveball.

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The Curveball is when you hide an unexpected question in the fine print. From his experience, he’s found that those that really excel and are effective are the ones that take the time to read the fine print.


An example question is something like, “Please list three websites you visit often.”

Ryan stated that “Candidates who overlook this question or don’t provide a full answer aren’t worth interviewing.” From his perspective people tend to be the most alert and thoughtful during this initial stage of the job application process. If they can’t pay attention to details here, how will they perform once they’re hired?

Maybe this works for Hootsuit, but what about you?

Does it really matter what someone does on Facebook or doesn’t answer a silly question hidden in the fine print?

If it can be an accurate way of finding the best of the best, then YES!!

Look at it This Way.

Here’s what Steve Jobs had to say about it, “I noticed that the dynamic range between what an average person could accomplish and what the best person could accomplish was 50 or 100 to 1. Given that, you’re well advised to go after the cream of the cream … A small team of A+ players can run circles around a giant team of B and C players.”

We Can’t Have it Both Ways.

There are studies out there that suggest that you spend no more than 6 seconds per resume, and here I’m suggesting that you play games :) to find out who’s best suited for the position and your company because it can cost you tens of thousands, if not hundreds of thousands of dollars over time.

So is it 6 Second Decision or a $100,000 Decision?

Another way of looking at this situation is that the cost of a bad hire can cost more than hiring a recruiter to do it for you. But what if you get a lousy recruiter who’s just looking for a payday and not your company’s best interest? You’re out BOTH!!

I’m a bit biased when I say that recruiters are one of the best ways to find top talent. One of the things we do here at CVirtual is we don’t ask for any money upfront.

We ask for you to spend 30 minutes with us. Allow us to get to know you, your company and the position you’re hiring. From there we’ll get to work finding both active job seekers and passive candidates for you.

We’ll send them a virtual interview and have them answer a few important questions for the position that you’re looking to fill. We’ll send over only the best, most qualified candidates for the position for you to preview.

If you like any of them, you can retain our services and invite them in for a live, face-to-face interview. You only pay us our recruiting fee if you hire one of the candidates we find for you.

It’s really a painless process and we’ve taken away all of the risk. All we’re asking for is 30 minutes of your time, and in exchange we’ll save you hours, if not days, in the process of trying to find someone yourself.

Get Started Today!

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