Why Hiring is THE WORST and how we’ve made it a wee bit better.

October 25, 2016 | Natasha Ness | 3 Comments |

Hiring is just the worst, isn’t it?

I mean, right out of the gate, you decide to hire someone because you are missing a skillset on your team, your team is overworked and overloaded and needs some extra hands, OR you lost one of your main peeps due to attrition.

You could also be a growing company that has been anxiously waiting for your HR Manager to give you a ring-a-ding ding and say, “Girlfriend, we’ve got the budget, you get some more headcount. Off to the job site races we go, friend!”

However you got to the place you’re at, you need to find someone to fill the spot! That someone who needs to be worth all the headache of hiring them. So, now you got headcount approved, you have a sizable budget, and your job is posted to the company website and some job boards. BUT what’s next?

The Current Hiring Process.

Here is where the excitement becomes pure exhaustion and the reasons why:

  1. There’s a lot of fakers out there, man.
    • Regardless of the type of position you’re hiring for, there’s always going to be those who fib and troll on their resumes; weeding out those people can be super challenging.
  2. Should I post it as “Marketing Manager” “Marketing Coordinator“, “Social Media Marketer” or “Marketing Unicorn“? Yikes.
    • Decisions, decisions, but often all the same hoopla. Think about it. When you search for a job, you have 1 or 2 titles in mind. Now think about the hundreds to thousands of people who are applying for those types of jobs. Do they have those same titles in mind too?
  3. All. Those. Resumes.
    • Depending on if you filter out candidates through some automated system or maybe review each resume individually, it’s a lot of work to review all your applicants messages, resumes, and even Google stalking. Furthermore, if you’re leveraging an HR manager, are they looking for the same items as you?

Let’s not forget here, you have to do all this, plus the interviews (all 2-4 of them per worthy candidate) while working your full-time job and managing your existing team members. Man, I’m exhausted just typing about it!

A MUCH Better Way to Go About it All

At LeadMD, we’ve made a lot of hires, some great and some not so great. Over the years, we’ve perfected our own hiring process. We most certainly have some variations depending on the role, but there is consistency, and here’s a surefire list to keep your hiring process nailed down, not break your back, and land you the candidate of your wildest dreams!

  1. Post the same job under 3 titles
    • If I’m posting a “writing” position for my creative team, I wont just put “Writer/Editor”. I’ll do some research. What are the job titles of people I know on LinkedIn that do this job, and what are the current jobs right now available on Indeed for hire? Instead of posting that job once, we’ll post the same job under 2-3 headers. So “Writer/Editor” becomes more appropriately titled “Marketing Copywriter” and secondarily “Marketing Coordinator” and “Content Marketing Manager”. This casts a wider net and ultimately leads to more candidates in your murky hiring pool.
  2. Post on your personal and professional social channels and tag as many people in your company as you’re friendly with.
    • LinkedIn is great for posting open positions, especially from your company website, but use your Facebook and tag some friends and coworkers to see what they think as well. Based on their Facebook settings, that tag will show up on their friends’ newsfeeds and again, casts an even wider net. When I posted the below Facebook message, I tagged five co-workers, including my CEO and CSO, as well as on our company Facebook page. I received 24 “likes”, 10 total shares between my company page and my personal Facebook, and about a dozen texts, LinkedIn in-mails, and Facebook Messenger messages; six of which resulting in applicants. Kaching.
  3. Don’t review all the resumes
    • Yeah, don’t do it! There’s going to be a lot, instead….
  4. ….Make a position-specific survey!
    • Yes, DO THIS. Send all of your applicants an automatic response with a survey. Ask some foundation questions for marketers like:
      • What’s your experience with Social?
      • Share an experience where you had a successful, yet challenging client interaction?
      • What is the best thing you’ve ever written?
      • What’s your favorite past project? And what would you have changes if you could do it all again?
      • Your full name, email address, and work samples (yeah… DON’T forget this one!)
    • Then make some very specific questions to the position. For designers I hire, I ask many questions around software skills and their ideal end-to-end creative process.
    • Based on these answers, check out their resumes and take it to the next level. But if someone isn’t willing to fill out a survey, even if they have a top notch resume, ditch them. You’ll save yourself some trouble later.
  5. Ditch the phone interview, and turn on that webcam
    • We do webcam interviews, not phone. Getting a sense for a candidate’s body language has been eye opening. In the past when we did phone to in person, we saw a big disconnect from their phone tone to their in-person one, using the webcam helps alleviate some of that.
  6. Give them a practical or assessment
    • My favorite part! Give these people something to do that is close to what they will do in their day-to-day. For some of our positions, we ask that they do a mock client call or plan a campaign based on a “client request” and piece of content. Seeing someone’s attitude and work in actual work is really a HUGE value to the process. It’s also the closest way to see how someone will actually be on the job.
  7. Decision by committee + presentation
    • For the final interview, bring in more than just yourself to the interview. Have one of your peers or teammates join you in the process. This person isn’t just going to work with you, they’re going to work with a number of individuals in your organization. So get them on board and interested early on to weed out those that won’t be a good culture fit for your company.
  8. Get the executive stamp of approval
    • Our executive team can’t always make the in-person interviews, and you likely won’t either, but see if you could get one of the big guys (like your director, VP or CMO) to do a 15-minute touch base with the candidate before you make the big leap of offering them the position.
    • Find out what they may ask so you have a standard list prepared that your candidate may be asked in the final inning.

Hopefully, this will help you in the hiring process. I know it’s helped us!

Are you ready!? Let’s hire you that unicorn!


  1. […] years at LeadMD, our team tweaked, changed and overhauled the hiring process until one day we realized we were going about it all wrong. Two years ago, we […]

  2. […] years at LeadMD, our team tweaked, changed and overhauled the hiring process until one day we realized we were going about it all wrong. Two years ago, we […]

  3. […] years at LeadMD, our team tweaked, changed and overhauled the hiring process until one day we realized we were going about it all wrong. Two years ago, we […]

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