Hiring the right talent is vital to the success of your business. But busy entrepreneurs don't have time to waste sifting through dozens of resumes to evaluate candidates.
"But at the same time you can't--or shouldn't--outsource the entire process," says J.T. O'Donnell, founder and CEO of Careerealism.com, a job search advice site, and CareerHMO, a career coaching membership site.
"I stopped asking for resumes a long time ago," she says. "Years in the staffing industry taught me they weren't useful when evaluating candidates. I also stopped creating 'traditional' job postings altogether since they only resulted in a tidal wave of applicants to wade through, the majority of whom were unqualified for the role."
Here's the approach she takes to streamline the process and still ensure she finds and hires great employees:
Step 1: Don't post a job; post the problem the employee will solve.
Write out what problem this new hire is going to solve. Be rich in details. Explain what pain they will alleviate and how you see them accomplishing that as quickly as possible in the role.
Next, explain why your company exists. Again, be rich in details. What problem does your company solve? What pain does it alleviate for its customers?
Finally, tie in how the right candidate will support those efforts.
Step 2: Ask candidates to answer three key behavioral questions.
Ask candidates to share as much as they can about the following:
Step 3: Ask for their LinkedIn profile, Twitter name, and any other online presence that supports their candidacy.
Make it very clear you do not want a resume or any other materials submitted beyond answering your three questions and providing social profile links.
Step 4: Provide an alias email address and have applications sent directly to you.
Set a deadline of 10 business days for applications to be submitted. Then share the posting via all your social channels and sit back and wait for the right applicants to come in.
Why does this approach work?
Give it a try. You'll increase the quality of the applications you receive while decreasing the quantity, letting you work smarter, not harder, on your hiring process.