My $100M Hiring Strategy

Summary

• Generate high-quality applications by optimizing job titles to attract more qualified candidates. For example, changing a job title from "Content Manager" to "Senior Content Manager" resulted in receiving better applications.
• Avoid abbreviations in job titles to increase visibility on search platforms—spell out words like "Senior" instead of using "Sr."
• Use clear and widely understood job titles, such as "Vice President of Customer Success" instead of confusing titles like "Head of Student Happiness."
• Do not use idiomatic phrases or jargon in job titles, as these can result in lower search rankings and may deter applicants.
• Refrain from including salary ranges in job titles to avoid being downregulated on job boards.
• Be specific and aligned with the messaging to candidates, similar to effective marketing strategies.
• Improve the candidate experience with both direct (interviews, communication) and indirect (online presence, brand image) communication, acknowledging that 68% of candidates decline job offers due to poor candidate experiences.
• Move quickly in the hiring process to not lose top talent, as the best candidates typically secure jobs within eight days.
• Implement a scaled interview process, adjusting the number of steps to match company resources and capabilities.
• Start interviews with a 15-minute screening call to ascertain basic suitability.
• Clearly explain the company mission, values, and the role's purpose at the start of an interview to set expectations.
• Test for cultural fit by asking questions related to company core values.
• Conduct a skill test interview using situational questions to assess problem-solving abilities.
• Ensure personal goals of candidates align with company goals in an "alignment interview."
• Include a final "CEO interview" to offer a broader vision of the role's potential growth and build a relationship of trust and loyalty with the candidate.
• Recognize that the skills needed to attract clients are similar to those required to recruit candidates and can be equally rewarding and critical for business growth.
• Stay tuned for advice on retaining top talent once they are part of the company.

Video

How To Take Action

I would suggest implementing strategies to attract top talent efficiently. First, optimize your job titles to make them clear and relevant, like using "Senior Content Manager" instead of just "Content Manager," but avoid abbreviations like "Sr."

To improve visibility and attract the right candidates, make sure your job title is precise and understandable, without jargon or idiomatic expressions. It's also smart to leave out salary ranges in the title to maintain good standing on job boards.

Communication is key to a great candidate experience. Be direct in your interviews and emails, and make sure your online presence reflects the brand image you want candidates to see.

Speed up the hiring process because top talent often gets hired in just eight days. You can do this by reducing unnecessary steps and keeping communication clear and straightforward.

For interviews, start with a quick 15-minute call to check the basics. Then, in a longer interview, explain the company's mission and the purpose of the role. Ask candidates questions that reveal if they fit your company's culture and have the problem-solving skills you need.

Make sure the candidate's personal goals line up with the company's in an "alignment interview." Finally, have a "CEO interview" where the big picture of growth and opportunity is shared, creating trust and loyalty.

Remember, the skills for attracting clients help with recruiting, too. It can be exciting and essential for your business's success. Stay ready to adapt and keep learning about talent retention for continual growth.

Quotes

"If you know who you're looking for, you've got the messaging right."

– Leila Hormozi

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"Own your flaws if you want to attract candidates."

– Leila Hormozi

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"Done is better than perfect."

– Leila Hormozi

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"You're not just hiring an employee; you're literally purchasing their brain."

– Leila Hormozi

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"People with reciprocity of trust with the CEO are going to be better, more efficient workers."

– Leila Hormozi