A customary resume (or a LinkedIn profile) might be important for any individual who’s searching for work, however top entrepreneurs never depend on it while hiring.
Honestly, most of them think resumes are a waste of time.
Some portion of the issue is that it’s human instinct to exaggerate or even glorify a simple role. In any case, the greater issue is that there are a considerable measure of things resumes can’t inform you regarding a candidate—like whether he’s the kind of individual you would want to work with or whether he/she’ll fit in with your organization’s style.
Instead, I’ve used a few non-traditional techniques that help me look beyond the resume to find great employees. Here are some tips for finding the best hires for your business without relying solely on a piece of paper or virtual profile.
The initial phase in the procuring procedure frequently includes an application. In the tech business, where a promotion for a advertisement more often than not brings about a high volume of applications, experienced entrepreneurs play close attention for how individuals handle this initial interaction. Do candidates create a customized, intriguing cover letter and catch up with an email or telephone call a week later? Or then again do they basically shoot their resume without setting aside the opportunity to interact beyond that? Somebody who doesn’t set aside the opportunity to be “remembered” appears to be less eager and doesn’t appear to be a serious applicant.
One clever way to weed out the candidates who are just blasting out their cover letters is to add a special code or a hashtag to your application. I’ve been known to say something like “be sure to include #iactuallyreadthis on your cover letter.” I know immediately that the people who don’t put my special code in their letter aren’t paying attention to detail. And that fact alone tells me they probably aren’t right for us.
When you bring your narrowed-down bunch of candidates in for interviews, you’ll definitely want to sit down with them and ask the standard questions, including soliciting specific examples from their previous work experience. But expert recruiters also like to see how people perform on the job, rather than just have the candidates tell them.
For example, if you’re hiring someone to answer phones, have candidates answer a mock phone call and see how they do. If you’re looking for developers, have them refactor some code. Even if you’re looking for something less task-based, like a project manager, you can have the candidate look at a current project outline and see what kind of questions or suggestions he or she might have.
You’ll also want to look beyond the skills and experience to make sure the candidate fits well with your company culture. At my many successful companies, they don’t want to see a candidate on his/her “best behavior”—rather they want to see how he/she’ll be to hang out with during lunch or maybe even over a beer, because that’s part of our culture.
It isn’t conceivable with all positions, but if possible, take the potential employee for a test drive before employing full-time. Times for testing are relatively similar to entry level positions, yet better paid and more serious. They can keep going for fourteen days or a couple of months, however can give you a clear conception of whether the individual is an ideal choice for your office.
For example, recruiters give potential graphic designers and developers a few (paid) freelance projects to start with and then see if they have the skills the recruiters are looking for. Look at it from an investment standpoint: If the salary is $60,000 and you invest $1,000 in a freelance project and discover that the person isn’t the right fit, you’re not out $1,000—you just saved yourself $59,000!
It’s additionally critical to pay from a legal point of view. The individual could have an awesome thought that you need to push ahead with, yet in the event that he or she wasn’t paid and you don’t wind up making a full-time offer, you could keep running into legal issues in the event that you wind up utilizing the idea..
If you do go down this path, try not to mention the possibility of a full-time position so if the person doesn’t work out, it’s easier to move on to the next candidate. Make sure to clearly state that the period of work-for-hire is for a certain number of weeks and includes specific responsibilities.