Gotta use Glassdoor. “Far too many companies haven’t even claimed their Glassdoor profiles. Their company pages are stock and bleak, and they present only the bare minimum of information. To stand out from the crowd, spice it up. Add pictures, videos, awards, information about your culture, your philanthropic commitments, etc. to your profile.”
Use a survey to narrow down candidates. “Here’s how it works in practice. When candidates submit a resume, prompt them to take a five-minute survey. There are several immediate benefits. First, the candidates prove they’re interested by investing an additional five minutes. There are plenty of resume blasters out there — reps who apply for any position with a pulse. They are unlikely to begin and even less likely to finish your survey. We’ve just eliminated them in one fell swoop. Here are a few sample questions to give you a feel for what this might look like…
Which two of the following do you consider our closest competitors? (Pick list: include three competitors and three non-competitors)
If you only had thirty seconds, how would you explain what we do to someone you met in an airport or coffee shop?
Ask about real stories. Behavioral questions ask candidates to share specific examples of how they’ve performed in past situations. Ziprecruiter’s Kevin Gaither, who earlier shared his approach for sending LinkedIn messages to candidates, commented, “too many managers ask questions about how someone would handle something. To me, that’s just a BS way of trying to get at the answer, because how they would respond is not nearly as important as how they have responded in the past. I’m not looking for textbook answers. I’m looking for real stories.” So many candidates are asked the same exact questions in the interview process that their responses are rehearsed.
Be fast and deliberate when hiring. “Take a look at some of the most highly rated employers on Glassdoor, and you’ll notice a common thread: Their interview processes are lean. Many run from soup to nuts in just two weeks. If you want your perfect candidate to choose you, you need to move quickly. Here’s my (admittedly aggressive) timeline.
Phone screen — Day 2
On-site interview and shadow — Day 5–8
That’s ten business days from application to offer. Personally, I prefer the offer to come from either the CEO or the VP sales — As high as you can go. This is a final opportunity to make the candidate feel special. Just like with job descriptions, add some personality and sizzle to the offer letter.”
Productive time is short. “Productive time in the role is just simple math: Tenure minus ramp time. On average, that’s just eight to fourteen months.”
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