Virtual Interviews - Pros and Cons

The start of this year has swept cascading changes around the globe that have trickled down to just about every sector of society, affecting our schools, businesses, and daily routines. One big shift that has affected multitudes of workers has been the transition from working in an office environment to working from home. Because of this, businesses have had to adapt to the current climate and rethink the way they conduct business as well as the way they screen potential new hires. What this means is that savvy human resource departments have incorporated virtual interviews into their workdays as a temporary replacement for the in-person interview. As you might expect, this particular way of interviewing comes with its challenges, but there seem to be more strengths than weaknesses when it comes to the virtual interview.



Conducting a virtual interview offers both the job seeker and HR representative the ability to save valuable time. The job candidate doesn’t have to worry about traffic causing them to be late for their interview, and the HR representative can forego the office tour or catered lunch, allowing more time to interview the candidate and see how they might fit into the organization.


Virtual interviewing will allow companies to see what kind of an environment the candidate has available to them. If there is too much background noise or distractions going on during the interview, it may indicate that the person may not have an appropriate home office environment set up where they can conduct their work.


When the interview has concluded, and if your organization has recording ability available, it is possible to replay the interview for other team members that were unable to participate in the live interview. Instead of working from handwritten notes or memory, you can review the interviews of the top candidates before choosing your new hire.



Depending on which area a potential applicant resides, they may not have the best Internet service, and this may cause issues such as the video freezing multiple times during the interview. This may also cause the connection to cut in and out, and valuable communication can be lost this way. Other problems associated with a weak Internet connection are a grainy video feed or delayed audio issues.


Some job applicants may actually feel uncomfortable conducting a video interview. They may be subconscious about their living conditions, and this, in turn, can cause a strong candidate to perform worse than they otherwise would have at an in-person meeting.

Video interviewing has reduced time spent on travel, money spent on interview expenses, and has offered companies the chance to record job interviews and review them if needed. They have also allowed hiring managers to get a glimpse into the applicant’s world and gauge whether the candidate is set up appropriately at home for work. For these reasons, the benefits of this type of interviewing style outweigh the negatives, and because of the ever-changing situation on the landscape, the virtual interview is something that is here to stay.

For more information, please contact us.


Is Your HR Department Riding the Artificial Intelligence (AI) Wave?

Twenty years ago employees flocked to jobs that offered good pay, good benefits, pension plans and retirement funds. But employee culture has changed. Employees have lost faith in company funded retirement programs. Now they seek employment where personal happiness is a goal, rather than just a paycheck or pension plan.

At Furman Feiner we are a recruitment advertising agency, and our customers are like partners. We know your HR pros are tasked with attracting, hiring and maintaining the best possible employees. They are continually bombarded with sales pitches for advancing technology meant to smooth their processes. Is the AI wave worth the time and cash investment? We think so!

Artificial Intelligence & HR Applications

Artificial Intelligence continues to make inroads in everyday HR operations. How does it work? In a nutshell, AI uses tremendous amounts of data to help HR pros with decision making and employee engagement. It allows your HR team to manage employee information on a macro-level.

We think Forbes says it best “AI is not some magical computerized persona; it is a wide range of algorithms and machine learning tools that can rapidly ingest data, identify patterns, and optimize and predict trends.”

But is it right for your organization?

AI could have a home in your HR department if you need help:

  • streamlining recruitment
  • recruiting large numbers of staff at a time
  • improving healthcare options appropriately
  • removing unconscious hiring or training bias
  • achieving immediate statistics regarding recruitment and retention


Nothing is perfect though! Some HR teams may suffer from a talent gap… HR staff must be capable of using AI to it’s fullest to make the ROI worthwhile. So if you invest in HR AI software you may as well invest in some HR staff training. Another concern is privacy. We all need to keep our employee information confidential. It’s a natural concern, particularly for very large organizations, to have a database full of employee info.

At Furman Feiner Recruitment Advertising, we’re helping clients find the best people at the best ROI. To learn more how we do this, contact us today.

Advantages of Hiring a Recruitment Agency...Like Us

More often than not, an organization fails to launch a successful recruitment campaign because they just don’t get the right message in front of the right eyes. It’s that simple. So before you gear up for your next hiring search, read on to learn about a few things we do as a recruitment advertising agency that will make your next hiring campaign a success.

1. We know the lingo.

A recruitment advertising agency specializes in creating copy that appeals to your target market. We’re experts at speaking the lingo, whether to potential students in higher education or  veteran healthcare workers. Once you partner with us, through a combination of research and creative analysis we’ll reach the interest of prospective candidates with the right tone and voice — and hold their attention.

2. We maximize your brand’s impact.

We work with you to understand what your brand’s all about. You give us the details, and we set up a profile containing your company’s most compelling attributes. Then we use our industry know-how to engage members of your audience on all the marketing channels they use with compelling stories which demonstrate what your brand’s all about. From the mobile marketplace to print to radio, we’ll make sure your jobs reach the right eyes.

3. We communicate your core values.

We craft messaging that speaks to the aspirations of your ideal candidate. By getting to the heart of your core values and by conveying those values to the right audience, we attract qualified applicants for your company. From there you can start the screening process with the top candidates in your pool.

The Bottom line:

When you use an expert advertising agency with years of experience and the know-how to get your message out, you’ll never want to go it alone again. For more information about what we do and how we as thought leaders in recruitment advertising make the difference between a successful hire and a failed search, contact us today.

Furman Feiner Advertising: Attract. Engage. Retain.

2019 Workplace Trends

More than ever before, employers are facing new challenges in keeping dedicated employees for their thriving businesses. Across all age groups, employees are seeking satisfaction in the workplace instead of only income when searching for new positions. Understanding what potential employees want is half the battle when it comes to attracting new employees. We’ll review some workplace trends that your company can expect to see in 2019 and how your team can make them work for your office.

Digital Technology is a Must

By 2020, Gen Z is expected to make up 36 percent of the workforce. As a generation who has grown up with the latest technology, they will expect to carry that convenience into the workplace. Software and training programs will take the place of tedious tasks. Gen Z employees who don’t find these conveniences will likely go elsewhere.

Unconventional Hours and Office Space

Flexibility is a huge draw for workers, especially with families. Technology allows employees to get work done practically anywhere internet is available. Taking care of personal business during work hours and bringing work home may become the new normal, as work-life and home-life continue to blur. Parents may finally feel they can strike a balance without making so many sacrifices.

Positive Workplace Environment is Expected

Employees are seeking more satisfaction within their careers. Employers should focus on getting the word out about what makes their organization enjoyable and worthwhile. Businesses need to figure out an authentic way for employees to share their satisfaction in the workplace.

Technology is clearly creating new opportunities for employers to create a better workplace environment. Employees seeking a new job will look elsewhere if you can’t meet this demand. We can help your company adapt to reach the right employees, give us a call today at 212-953-2211.

Welcoming Gen Z Into The Office

The new kids on the block, known as Generation Z, are preparing to graduate college, interning in your office and are about to begin to enter the workforce…but are you ready for them? This generation consists of individuals born between 1995 and 2012. Millennials have been the center of attention, raking in both positive and negative reviews when it comes to workplace habits. However, it’s time to focus on their predecessors, with 32% of the world population making up Generation Z, it’s important to understand what drives them and how they view the world.

While Millennials invest in new experiences and postpone buying a house, Generation Z values saving money for college and putting away funds for retirement. Millennials have lived in a world with and without technology, but Gen Z can’t live without their phones, accustomed to consistent online communication, this generation can use up to five digital screens at the same time…talk about multitasking!

Gen Z is more inclined to be entrepreneurs. Their desire to turn hobbies into an income or build their own company means they are creative and innovative. When employed, they appreciate the option to work remotely and through multiple devices. Impacting culture, changing the world, and earning respect are also equally important to them.

When attracting Gen Z candidates, it is important to focus your recruitment advertising efforts online. Job openings can be promoted on social media, where Gen Z seems to spend most of their time. It’s also helpful for the application process to be readily available through a mobile platform. For a generation who appreciates remote access, enabling your application process on mobile devices will allow this generation to work simultaneously while commuting or binging their favorite Netflix show. Finally, Gen Z values companies who are inclusive and authentic. Make sure your company’s values shine through on your website and other media platforms, so Generation Z job candidates see a true representation of the company they’re applying to become a part of.

We can help you make the transitions necessary to reach this new generation, give us a call today at 212-953-2211.

Attracting the Right Candidates 101

To attract the right job candidates in today’s competitive job market, it’s critical to be mindful of one’s recruiting practices. Whether it’s your company’s job descriptions, the overall application process, or even your firm’s social media presence, it’s imperative that your organization does not shortchange its recruitment efforts. Superb recruitment techniques can help set your firm apart from your rivals.


One cannot underestimate the importance of creating strong informational and accurate job descriptions that inspire applicants to apply, while at the same time provide applicants with a realistic idea of the projects they’ll be responsible for. First, understand the language that today’s workforce is motivated by when crafting a compelling job description. Research shows that with millennial job seekers, it’s important to utilize language in your job description that emphasizes flexibility, challenging work, and advancement opportunities. However, given the diversity of the labor pool, the language used should vary, depending on what specific skills your company is looking for.


Below are just some of the basic questions you may want to ask yourself as you review your application process. Here, the main idea is to put yourself in the shoes of your prospective job applicant and ask some crucial questions:

  • Are the application instructions easy to follow?
  • Is the application process time-consuming or relatively quick?
  • Can the applicant apply easily on multiple platforms such as through social media, corporate website, mobile device, etc.?

If you find that your application process is easy to navigate through, applicants will be more likely to have positive things to say about the process and even your company. Additionally, you may want to create an automatic response that notifies candidates that they will be contacted if they’re a good fit.


To attract the right talent to your organization, it’s equally important to market your company effectively. Analyze your company’s strengths and highlight them across all social media platforms (Facebook, Instagram, LinkedIn, Twitter) and other marketing materials. Company strengths can range from work environment to organizational values. These strengths can not only encourage positive buzz about your company by word of mouth, but they can also attract talent.

To learn more about attracting the right talent and skills for your organization, give us a call today at 201-568-1634.

Tips for Finding the Best Talent

Finding talent isn’t just about checking off specific skills from incoming resumes. It’s also about finding the right match to company culture. So how can an organization pre-screen candidates to fit both talent and culture? Here are a number of tips to do just that.

Using Online Communities

One often used phrase to describe online communities is “birds of a feather flock together”. The idea is that people seek out groups that share their beliefs and values. This can become an ideal hunting ground for the perfect talent; especially when that online community focuses on a particular technical skill. In addition, you can get a sense for a company fit by seeing how they treat other members of that community.

Checking Out College Grads

It can sometimes pay to go right to the source. Recent college graduates are hungry for real world experience. In addition, these graduates can bring new and exciting methods / technologies with them. That combination can in-vigor an existing team or provide some unique perspective. Working with a college to position your opportunity in front of college graduates can be very beneficial.

Help Them Find You

Sometimes the best option is to have the right people find your company. This is where search engine optimization (SEO) can help greatly. Picking the right title, forming the right header tags, and building a proper meta description will help search engines match up talent to your company. This is because an overwhelming majority of job hunters are using search engines to look for work.

Tailoring your searching locations is essential to match up with the right talent. A better foundation for a talent hunting creates better results. As many companies discover; finding great potential employees isn’t necessarily difficult. What is difficult is finding an employee who matches company culture. It is worth finding though, as these types of employees are willing to stay and grow with the company.

For more recruitment tips and tricks, please contact us.

How to Recruit Millennials

The millennial generation is a unique group of employees. As of 2017, they have become the largest generational group in the United States’ workforce, officially surpassing Generation X employees in number. To keep up with the shift in personnel, human resources directors have been adapting their recruitment methods accordingly.

Understanding millennials

As a general rule, people between the ages of 22 and 37 view their work as something more than just bringing home a paycheck. They expect to be treated with respect, enjoy the camaraderie of working in teams, they look forward to opportunities where they can expand their knowledge base, and they want to feel like their work is meaningful to their company or organization. Millennials also value their personal lives more than their predecessors and in turn, expect employers to give them more work-life balance opportunities.

How human resources should deal with the change

To keep up with the current trends, the recruitment process for the tech-savvy millennials requires social media and recruitment sites to spread awareness for job posting, which are also mobile optimized. Millennials are often attracted to employers who allow them to work remotely. Most importantly, companies should create an environment that makes their workforce feel important, and gives their workers the autonomy to make their own decisions as long as they are within their job responsibilities, and caters to the needs of this generation in order to increase their capabilities.

Millennials are relatively open about what they want and expect from an employer. They may seem demanding, but they take a lot of the guesswork out of the hiring process. A company that is well-prepared should have an easy time recruiting younger talent. It’s key for companies to foster a culture in line with millennial expectations if they want to stay in the game.

3 Tips for Recruiting Talent in a Changing Economy

Unemployment is at an all-time low, and that’s reason to celebrate, right? The answer is yes, unless you’re a company in need of new talent. The unfortunate reality is that when unemployment is low, recruiters have a harder time hiring top talent. However these challenges are merely opportunities for recruiters to think outside the box and get creative.

STEP ONE. Research the kinds of perks, benefits, and environments potential applicants are looking for. Nowadays, candidates—especially younger ones are seeking positions that can not only allow them to pay rent and buy groceries, but that also afford them a pleasant work enviornment, company culture and good benefits. Therefore, job postings that focus on benefits like free breakfast, 401Ks and break rooms with ping pong tend to receive stronger responses compared to those that only list potential salary.

STEP TWO. Consider the reach of your posting. If job seekers can only apply through your website, chances are you’re going to get fewer applicants. On the upside, listing jobs only on your website limits your recruitment pool to candidates who are extremely interested in the position. However, this sort of awareness limits candidate options greatly. For the best results, consider branching out and posting job openings to recruitment sites like Indeed, Monster or LinkedIn, which provides job seekers and recruiters with more options.

STEP THREE. It’s not enough to post a job opening that is only desktop friendly. To maximize interest and candidates, your job posting needs to be responsive. Applications with long surveys and too many repetitive questions discourage applicants. If you were applying to dozens of jobs every week, would you want to fill out multiple applications that take thirty minutes or more? Probably not. Encourage more qualified candidates to apply, through a short but thorough application, while including approximately how long the hiring process will be.

With these three techniques, you’re on your way to improving your recruitment process one job posting at a time. Recruiting qualified candidates takes time, but with these tips you’re sure to find great talent, even when great talent is hard to find.