Recruitment Made Simple and Effective

by Tom "Bald Dog" Varjan, Organisational Provocateur

Every now and then we all need some temporary help with various projects, or even full-time help on a permanent basis. Although we can do it ourselves, it is more cost-effective to hire someone else to do it for us, so we can focus on high-fee activities.

I propose that the traditional, resume-based approach is a waste of time, very often landing the best liars.

Let us start with a shift in our thinking, and forget about resumes. Can you imagine yourself beating your way through a truckload of paper full of self-aggrandisement? I cannot. Maybe there is a good reason why a good friend of mine calls resumes Ridiculum Vitae.

Here I share with you a system which I have derived from several other systems, and stirred it up little bit.

It is based on "two-step" advertising methods, so you get instant response only from the right people.

I have also used this method with clients to recruit permanent staff for some pretty big companies.

First, place a classified ad in the right paper. You will get lots of calls but never mind. Read on. The ad asks responders to call a dedicated voice-mail number, on which they cannot leave messages. Alternatively you can ask people to email an autoresponder that will deliver the full message.

The ad can be something like this: Wanted! Capable, organised person to do contract work from home. Call xxx-xxx-xxxx anytime or email xxx@xxx.com for details and instruction on how to apply.

The voice-mail and the email messages give a very detailed description of the work you are looking for people for. It also explains in some detail what skills and attributes you are seeking in the person, and gives clear instructions to candidates what to do next. The message clearly tells callers NOT to send resumes.

You give out no phone number. It is your choice whether or not to mention the company's name. Personally I would, but I would also stipulate that other forms of contact with the company regarding this matter will be ignored. Also give out a fax number or email address.

Prospects are asked to answer three questions on a max. one page document.

1) What makes you the right person for this gig?

2) What are your past experiences and traits that qualify you for this gig?

3) What sort of dough do you expect for your work?

Remind them that no resumes, no cover letter, only one sheet with the three answers. For contact information, ask only for their first names and nicknames.

Also, remind them to check the same voice-mail or email in a week, so they can check whether or not they have been shortlisted. The shortlist will be announced using nicknames.

This can be the 24-hour message:

Hi, this is Fred Cringingnuts from The Fiendish Fraud Friends Accounting Inc. Thanks for considering our contractor opportunity. Let me give you some details here. We are looking for a person to help us to with our marketing efforts. If selected, you will work as an independent contractor and paid by your invoice. You must have a GST number, which we can help you to obtain.

The project is about assisting the consultant who is helping is with our marketing plan.

Your work is to document our marketing plan, marketing research and design and maintain a database. You will be the Master of the database, that is, you will keep it up to date.

You need a well-equipped home office, with high-speed Internet, fax and phone. We provide you a copy of the database, which will be regularly synchronised with our central database, so we all are on the same page. You also must be organised, effective and have a good phone manner.

If you are interested, I would like you to fax me to the following number: xxx-xxx-xxxx.

Send no resume, but only answer three questions on one single sheet written in 12 point Times New Roman fonts. [Making sure the person can follow instructions]. You can even create a template which candidates can obtain through the autoresponder. A template makes the look of the application letters consistent, so it will be easier for you to read.

1. What makes you a good candidate for this gig?

2. What work experience qualifies you to do this project?

3. What is your expected hourly compensation?

For identification use your first name and nickname of your choice.

The names of the shortlisted candidates will be announced by their first and nicknames on this very same voice mail number after [date]. You will also get further instructions as to how to proceed from there.

Thanks for calling.

Now comes the interesting part. Responses only from qualified people start coming in. Their letters will be interesting. Can these people follow instructions? Eliminate any letter that goes beyond the three answers or do not follow your instructions.

This way you only get good and great candidates. As you start reading each letter, you find out more about each person.

After you have made your shortlist, announce it on the same voice-mail or email, using candidates' first and nicknames, so the right people can be in touch with you.

The good news is that after this process and the interviews with candidates, you move ahead without wasting your time on resumes. Using marketing language, resumes are features, not benefits.

Ignore references. Look, if you cannot read a person face-to-face, no reference will save your arse. Besides, it is very easy to trick people with references. Anyone can pose as a former employer. Even the person him/herself.

One more thing. If, after the face-to-face interviews, you still assume that your candidates are lying, thus you need third party verification, then there is a very serious trust issue. Asking for references is basically a euphemism for "I don't trust you" or "I don't believe you".

With this attitude, why should anyone trust you?

Some candidates may even want to see your company's balance sheet or profit loss account to make certain your company is...

1) capable of paying them

2) worth investing their times, efforts and talents

And never mind pure technical skills. For good collaboration, you need the right person more than just anyone with the right technical skills. If you have a belligerent arsehole who can type at 60 wpm, then ignore her and work with that passionate, enthusiastic and authentic cheerleader who can do only 20 wpm, but does it with zest and a shine in her eyes. The work will take a bit more, but you will better enjoy the collaboration. You will have a better experience and she will do 60 wpm before you can say Jemima Puddleduck.

Remember: Passion teaches us in an hour what experience teaches us in a millennium.

This method totally eliminates unqualified people, and the people you will end up with will be of pleasant experience to work with. You will also have a pool of good people on file for future projects of any nature.

This method goes against conventional wisdom, but most service firms following conventional wisdom are mediocre imitators. Follow this method if and only if you want to rise a bit higher than that.

Copyright Tom "Bald Dog" Varjan. All rights reserved. You are free to use this article in whole or in part. One favour though: Can I ask you to you include complete attribution, including a live website link. Also, can you please let me know where you plan to publish the article.

The attribution: This article was written by Organisational Provocateur, Tom "Bald Dog" Varjan of Dynamic Innovations Squad, a firm specialising in helping consulting firms to sell their expertise at the highest margins. Get Tom's free Practice Management Black Paper when you sign up for his monthly newsletter, Commando Consulting: Lessons And Practices From The Ultimate Professional Service Firm, The Military. Visit Tom's website at http://www.di-squad.com.

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