6 Strategies to Growth Hack the Hiring Process

6 Strategies to Growth Hack the Hiring Process

Create a job advertisement, do an interview or three, call references, think about it, make an offer, wait for the candidate to think about it, and hire the new employee. It also includes other things like brand management, corporate revenue goals, and long-term planning. This means that the only candidates you have to interview are those who made it past all the typical first steps. We’re in a job seekers’ market. Some recruiters do, and others don’t. Use recruiting software to save time If the cost of hiring a recruiter doesn’t work for you, or you want to keep hiring internal, recruiting software could be the answer. If you’re serious enough about a candidate to interview them, you should find out if they can really have the skills you need. It often takes a few calls to reach a reference, which can add a few more days to the process than you were expecting. This list ensures that you hire people who will mesh well with your corporate culture. Acting quickly is the ultimate way to growth hack your hiring process.

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If there’s one thing the Internet hasn’t totally revolutionized, it’s the hiring process.

Hiring new employees is still based on the same old system.

Create a job advertisement, do an interview or three, call references, think about it, make an offer, wait for the candidate to think about it, and hire the new employee.

All of that takes a lot of time and resources.

And if you get it wrong? A bad hire can cost your company a lot of money.

For 41% of employers who made a bad hire, it costs them over $25,000.

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If you hire the wrong person, you don’t just have to cough up the expense of replacing them.

Some of your best performers might leave when they get too frustrated by their underperforming co-workers.

There is an easier way to ensure you’re hiring star-quality employees.

I’ve grown my team from no one to several dozen people in the span of a few years.

This kind of rapid growth would not be possible without a fast, reliable system to find the best people and get them on board.

When I started building my team, I applied my knowledge of Internet marketing tactics to the hiring process.

By learning some basic marketing skills, you can speed up your hiring process and end up with talented employees in a fraction of the time it used to take.

Here are my best strategies for growth hacking your next hire!

What does growth hacking mean?

But first, what does it mean to “growth hack” something?

Growth hacking is a term used in marketing circles. It means that everything you do has one specific goal: Grow your user base.

Think of it like marketing on steroids.

Traditional marketing involves growing users through acquisition. It also includes other things like brand management, corporate revenue goals, and long-term planning.

Growth hacking relies on quick action and learning from data to change your strategy and reach even more people.

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The sole focus of growth hacking is to get new users for your product or service, or new readers for your website.

When it comes to hiring, think of growth hacking as a way to become laser focused on finding only the very best people.

And doing that very quickly.

Sounds like what you want to do, right?

Poach the best talent from other companies

A good source of talented individuals are people who already have jobs.

It sounds funny, but I’m serious!

Why wait for people to apply to your listing when you can go out and approach them?

Known as “head-hunting” or “recruiting”, this practice of stealing talent from other employers has been around forever.

In fact, 85% of jobs are filled through networking or referrals!

But now, the Internet makes it easier than ever.

A great tool for this process is LinkedIn. This social network for professionals has almost 500,000 members of which 90% are open to hearing from a recruiter.

The site has a large job-listing section, but its true power lies in LinkedIn’s Recruiter subscription.

With a Recruiter profile, you can search for candidates who match your specifications. This includes people who are already employed but are open to changing jobs.

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When you browse profiles with a Recruiter profile, your name doesn’t show up to the person whose profile you’re browsing.

This is an effective way of hunting for candidates without exposing who you are.

When you view a profile, you’ll show up as “Recruiter” in their statistics, like this:

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With the subscription, you also get 30 InMails (LinkedIn’s version of email) per month.

This allows you to send messages to people you aren’t connected with. You can let them know what position you’re hiring for and ask them to click a link to apply. You can also invite them to your message.

The person who receives the message can type a reply or select one of LinkedIn’s pre-written options.

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If you’re not sure how to use LinkedIn to find good candidates, check out this video.

The tips I share in it apply to finding customer leads and job candidates.

Use a recruitment agency

One of the hardest things to accept as an entrepreneur is how little time you actually have.

You may think you have time to handle hiring team members, but most likely, you don’t.

You could spend that time doing more important things for your company.

You could work on your personal content marketing strategy or plan your big-picture goals.

Handing off the hiring process to someone else can be a huge time saver if you have the budget for it.

Most recruiters work on a per-hire basis, meaning that they get paid when you hire one of their candidates. Many have a policy of ensuring that person passes their three-month probationary period before taking payment.

The fee for using a recruiter can be all over the map, but it is typically a percentage of the annual salary of the job you’re advertising for.

So if you want to hire a marketing specialist for $50,000 per year, a recruiter’s fee may be 25% of that person’s annual salary. This means you would owe the agency $12,500 for filling the position.

It can seem like a lot of money, but if you’re trying to find a very specific type of person, it can pay off in the long run.

The best way to be successful with recruiters is to find one that specializes in your industry. You can do a simple Google search for “your industry + recruiter + your location” to get some options.

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These results are all recruitment agencies.

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There are some big benefits to using a recruiter for your employee search.

It saves you time.

Recruiters will advertise the position and proactively seek out candidates from their own talent pool. They also perform the first screening interview.

This means that the only candidates you have to interview are those who made it past all the typical first steps.

Instead of having to deal with all applicants, you get to jump ahead a few steps to screen just the qualified candidates.

Money-back guarantee.

Most recruitment agencies offer a refund if their placement quits or is fired during a certain time period. For 84% of agencies, that’s somewhere between 30 and 90 days.

That’s about the same time as the typical three-month probationary period you have when hiring a new candidate anyway (depending on where you live).

You really don’t have anything to lose by giving a recruiter a try.

There are, however, a few drawbacks to using a recruiter besides the hefty price tag.

It can harm your brand.

Choosing the right recruiter to partner with is really important.

How candidates are treated during the early screening process can affect what they think of your…