Hiring can be a daunting process, especially when bombarded with hundreds of CVs from hopeful candidates. Going through these CVs can take you days, if not weeks, especially when you still have your day-to-day duties to fulfil.
But a few simple tips and tricks can help automate the process and make hiring the right person a lot easier.
The job boards
First things first, when posting the job on boards, don’t allow the board to manage the applicants because then you have to log into their system and filter through the applicants.
Instead, ask potential applicants to send you an email or use your own form on your website.
What I do (and highly recommend) is create a specific email address for the job and set-up an auto-responder for that email.
Auto-responses are available for every email application, including Gmail. So, when an applicant sends you an email, an automatic reply will immediately be sent to them.
And what do you put in the automatic reply?
Well, to validate the candidate is legit and the CV hasn’t just been sent to the masses, send a reply that asks them to do a simple but relevant task.
For a recent PPC role, I sent an automatic reply which thanked applicants for applying and asked, in order to proceed with their application, to write a few sentences on how they would have proceeded with a recent ad overspend issue that our agency encountered a few weeks prior.
This cut the number of applicants down by 75%, removing those who were not that interested in the role.
The initial interview
Before you get a potential candidate in for an interview, it’s recommended to do an initial phone interview. It’s difficult to validate a candidate on a 10-15 minute phone call unless you’ve got some specific questions.
When hiring for example, a PPC Manager role, I invited candidates to join me on a Skype or Join.Me call.
Here, I shared my screen over an AdWords account and asked them to take me through a quick 15-minute 30-day audit. As they couldn’t control the screen, they had to describe to me how to navigate, what to do and where to look at.
This was incredibly helpful as it shown which candidates could communicate effectively and be intuitive with the interface while knowing their craft.
I made things a little bit trickier by setting the date range to 20-days, rather than the 30-day timeframe that the audit required. Those that missed the trick were wheedled out as they were unable to do the task at hand.
These two techniques help to filter down the number of CVs you receive quickly and test your candidate’s expertise easily whilst saving you time.
Which is great if you’re not cut-throat like me.
I’ve sat through many two-hour-long interviews before knowing I’m not going to hire the person, but felt too guilty to end it early and push them out the door. This process safeguards against that.
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