I currently have 8 employees. I have had to hire a total of 11 employees in this current business and many many more in past ventures and jobs.
I used to dread the process. Trying to get applicants and then trying to guess who is the right person based on resumes… No wonder research suggests that odds of finding a good employee are about 50/50 no matter the hiring process or amount of resources dedicated to finding the right applicant.
Truth is, everything has changed for me. I love hiring new people now because I've found the formula that works for me. If you follow the below steps you will save a ton of time and stress while greatly maximizing the chances of finding good people.
Indeed.com Is Magic
Trick number one, use indeed.com. This site is gaining in popularity and is overtaking the monster.coms' that have owned the space for decades.
Indeed allows employers to post jobs for free. There are a large number of upgraded features that cost money but I've never paid for any of them and haven't felt like I was missing anything.
Indeed also has a mobile app that makes it easy for employers to peruse job applicants.
Lastly indeed will optionally auto-notify rejected applicants that they didn't get the job. Awesome!
Job Title Is Everything
The number one thing I'm looking for is someone who really wants to work for me. Not just someone who really wants a job but that truly would rather work for me than anywhere else. So the job posting process is designed to filter out anyone else.
The first step to doing that is to use a job title that says exactly what you actually want… not what society thinks should go on the new employee's business card.
Recently I hired for a customer service rep. The job title used:
“Firearm Enthusiast and Relationship Professional”
Before that my last hire was a mobile app developer. Job title used:
“Firearm Enthusiast and Mobile Developer Extrordinare”
Yes I start all my job postings with Firearm Enthusiast because I want people who are excited to work for me and will be happy to be part of our company's mission. Why beat around that bush?
Have Something Super Valuable
If you want to hire really awesome people you have to offer an opportunity that really good people would consider.
If your pay sucks, your benefits are not existent, and the work environment is not inviting you cannot get good applicants.
We try to pay more than any other company would. We allow everyone to work from home. We don't regulate vacation days or time off. It may not be like working for Google but about half of our employees have taken pay cuts to work for us because of the value of the opportunity.
Ask/Require Cover Letter
Resumes are, in my opinion, not very good at telling me what I actually need to know. Do they really want to work here?
Sure the resume will tell me if they are qualified and if they have experience but it won't give me any sense for their level of desire.
That is why I request a cover letter. I do this at the bottom of the job posting under the job duties and responsibilities. Something to the effect of “If you actually want this job you will include a cover letter talking about your specific passion for firearms and/or the second amendment and that will also prove that you actually read this job posting all the way through.”
With that in place I immediately reject all applicants that don't include a cover letter. Those who do write a cover letter get considered and only then do I glance at resumes.
Do Short Phone Interviews To Narrow Down the Group
If you have followed the above process you are going to have a decent number of good applicants. Do not interview them all!
Instead call the top 10 or so and conduct 5 minute phone interviews. This should make it easy to get it down to a final short list of 5 or less than you can interview.
Ask Them To Ask Questions
My favorite interview question? “What questions do you have for me about the company or opportunity?”
I don't have a simple or magical explanation as to why this works but it does. I always get great insight into the individual when I let them air all questions they have.
Good luck with your next hire!