LinkedIn is being overrun by bots

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If you’ve had the great misfortune of posting a job on LinkedIn recently tell me if this sound familiar…

You hit the post button on the job and within seconds dozens of applicants come flooding in.

“Awesome,” You say to yourself.

I knew those pesky recruiters didn’t want me to know how easy it was to make great hires.

You leave the post up for a few days before coming back to it.

It’s only then, as you fire up your laptop that you realize you’ve made a terrible mistake…

The Context

See the reason, you had so many applicants so quickly wasn’t because Linkedin’s talent pool was jumping for joy to work at ACME agency, it’s because unscrupulous computer wizards (that’s the technical term) wrote software that allow people to apply to THOUSANDS of job applicants per day.

Your joy at having so many applicants quickly turns to frustration as you realize…

Most of the people who applied to your job didn’t even bother to read it, let alone thoughtfully consider if they were a good fit.

In order to find the few applicants who might have been a good fit, you and your team will have to sort through dozens, if not hundreds of unqualified applicants.

But if you and your best team members are busy sifting through resumes… who’s focused on growing lead generation and sales?

And what happens if you need the role in seat sooner?


Two Ways To Qualify Candidates Before You Burn Out

So unless you want your agency to stay stagnant and make less money than you should be, you need a way to separate the unqualified candidates from the qualified ones.

The secret here is actually really simple…

Treat your recruiting funnels just like you would a marketing funnel.

You don’t like meeting with leads who aren’t qualified, so find ways to qualify your leads BEFORE they make it onto your calendar.

We can do the same with our recruiting funnels. Three ways to do this:

1. Require a 2-minute introduction video

The single biggest time waster for your hiring process is candidates who didn’t read the job description and have no idea what the job is about applying to your job.

So much time is wasted not only sifting through resumes, but on interviews with candidates who don’t want to or can’t do the job, can’t meet the basic job requirements, or obviously aren’t a good culture fit.

You can avoid 95% of these time wasters by asking each candidate to prepare a 2-minute Loom video explaining why they’re the best fit for the job.

(I think asking candidates to use Loom is actually an important part of the trick here. If they can’t figure out how to set up and use a free loom account, it’s unlikely they’ll be a good fit for much of anything in your agency. You don’t want people who have to be told how to do every little thing.)

Most applicants won’t do this because most of your applicants are bots or people who applied to every job they could find.

Exactly the sort of person you want to weed out without much time.

(There’s actually a third type of person who won’t record a video. Entitled people who think they deserve to get on an interview before putting any effort into an application. Avoid these people at all costs. They’re toxic vampire to your organization.)

2. Separate your “screening” questions from your “behavioral” questions

If you’re fortunate enough to have a large pool of candidates after the previous step I can literally cut the amount of time you spend in interviews in half.

Instead of scheduling one thirty-minute interview with every candidate that looks sort of interesting, have a member of your team run 15-minute screener interviews.

The focus of these screener calls isn’t really to gauge behavior fit, it’s to filter out all the obvious BAD fits.

A few examples of calls I like to ask on screener calls:

• Can you work in our time zone?

• What are your compensation expectations?

• Why are you interested in this position exactly?

• Tell me about your experience with XYZ job in the past

Sick of sorting through unqualified applicants?

You probably think it’s ridiculous how much time it takes to find just one good employee for your agency.

And because of that, you can’t service your existing clients as well as you’d like or take on more accounts because you’re always short-staffed or trying to hire someone good.

If that resonates, you should hop on a call with one of my Recruiting Specialists to see if what we do at Go Carpathian can work for you.

We built Go Carpathian to be so good at vetting new hires that you don’t even need to interview our talent.

(You can if you want to of course, but we interview everyone twice in addition to the rigorous hiring process we put every candidate through so you can hire them just from the super detailed candidate summaries we give you.)

Imagine how much faster you could scale your agency and how much more time you could spend doing things other than the mindless drudgery of sorting through unqualified applicants.

If this resonates with you, tap the link below to schedule some time to chat. We’ve met with over 500 agency owners so you’ll be in good hands for the call.

→ Click here to see if you’re a good fit for our done-for-you recruiting service.

Until next time,

Nathan

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Nathan
Co-Founder | Lean Leverage & Go Carpathian
Helping you hire the best & the brightest
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