Tag: hiring

Overwhelmed by LinkedIn Applications? Here’s How to Tilt the Scale in Your Favor

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Yesterday, I saw something unbelievable: I ran across an IT Project Manager job posting from a small business owner on LinkedIn that had received a whopping 984 applicants! One job, 984 applications. Imagine being the recruiter or hiring manager who has to wade through 984 applications for one job. That’s insane.

You posted a job on LinkedIn, and now your inbox is flooded with 100, 200, 500, or even 1000 applications. It’s a classic case of “be careful what you wish for.” At first, the sheer number of responses might feel like a good problem to have. After all, more applicants mean more chances to find the perfect candidate, right? But when you’re wading through hundreds – or even thousands – of resumes, it quickly becomes clear that more isn’t always better.

If you’re drowning in applications, you’re not alone. But here’s the truth: most of those resumes are likely a waste of your time. The reality is that with each passing minute, you’re losing the ability to effectively manage the talent coming your way. It’s time to be ruthless and strategic. Here’s how to regain control and make LinkedIn work for you, not against you:

1. Just Hire Me

As an experienced IT leader with a background as a former software engineer, entrepreneurial innovator, digital product manager, and project manager, I bring a unique blend of skills to the table, as well as an MBA in new product development from MIT and a BA in behavioral neuroscience from Yale. I’ve been in the trenches, building and managing digital products in innovative IT organizations from the ground up, and I understand the challenges you face. My ability to bridge the gap between technical teams and business objectives ensures that projects are not only completed on time but also deliver tangible results that drive business growth. Let’s cut through the noise together and focus on what really matters: finding the right fit for your team. I’m ready to jump in and make an immediate impact. Send a distress call (or just a DM) to Cornelius McNab, MBA and let me know how I can help.

2. Embrace the Filter, Literally

LinkedIn offers a range of filters to help you sift through applicants, but are you using them effectively? Set strict criteria from the start. Use filters like location, skills, experience level, and even current job titles to immediately cut down the number of resumes. If you’re still left with too many, consider adding more specific filters or increasing the required experience level. This isn’t about being exclusionary; it’s about zeroing in on the candidates who are the best fit.

3. Kill the ‘Apply Now’ Button, If You Dare

The easier it is to apply, the more irrelevant applications you’ll get. If you’re really overwhelmed, consider removing the ‘Easy Apply’ option. Yes, this will reduce the number of applications, but it will also ensure that the candidates who do apply are serious about the role. This small hurdle can drastically cut down on the noise and help you focus on quality over quantity.

4. Automate the First Cut

You might cringe at the idea of using AI to scan resumes, but in this situation, it’s a lifesaver. AI tools can help you sort resumes based on keywords, experience, and qualifications, allowing you to immediately eliminate candidates who don’t meet the basic requirements. It’s not foolproof, but it’s a crucial step in managing a massive influx of applicants.

5. Leverage Pre-Screening Questions

Add pre-screening questions that require more than a simple yes or no. Make them specific to the role and challenging enough that only serious candidates will take the time to answer thoughtfully. This will not only help you weed out less qualified candidates but also give you insights into the thinking and problem-solving skills of those who do apply.

6. Set Up a Waiting Room as Your Own Version of a Digital Filter

Create a separate, private page that applicants are directed to after they submit their application. Here, include a brief, optional task – like a small project or a question that requires a written response. This is where you separate the wheat from the chaff. Most people won’t bother, but those who do are likely to be more invested and qualified.

7. Don’t Be Afraid to Hit Pause

If the influx is too overwhelming, don’t hesitate to pause the job posting. Take a step back to reassess your strategy. Use the time to process the current batch of applications more effectively. Pausing the floodgates doesn’t mean you’re giving up; it means you’re giving yourself the space to do your job properly.

8. Be Blunt with Your Communication

Send a clear, automated response to all applicants acknowledging their application and setting expectations about when they might hear back. But don’t be afraid to include a line that says, “Due to the high volume of applications, we will only be able to respond to those who meet our criteria.” It might seem harsh, but it’s better than leaving candidates in the dark.

9. Outsource If You Have To

If your internal resources are stretched too thin, consider outsourcing the initial screening process to a recruiting agency. They can help you filter through the noise and present you with a shortlist of the most qualified candidates. Yes, it’s an added cost, but when time is money, it’s a worthwhile investment.

10. Consider the Long Game

Think of your hiring process as a funnel. Every applicant you attract is a potential brand ambassador for your company, whether they get the job or not. Even if you can’t engage with every applicant personally, make sure your process is respectful and leaves a positive impression. An automated rejection letter might seem cold, but it’s better than leaving people hanging.

In the digital age, the challenge isn’t finding applicants, but finding the right ones. By being strategic, setting clear boundaries, and utilizing the tools at your disposal, you can turn an overwhelming situation into an opportunity to discover top talent. Remember, it’s not about how many applications you receive; it’s about finding the best fit for your team.

Hire Character. Train Skill.

In today’s very competitive job market – man, is it competitive! – where the unemployment rate fluctuates and the demand for skilled professionals soars, the quest for the perfect candidate can feel like navigating a maze. Businesses are not just looking for workers; they are seeking individuals who will contribute to their culture, drive their vision forward, and adapt to the ever-evolving landscape of the industry. Is that why so many corporations post their job openings publicly, but then choose to promote from within rather than hire an outsider? Perhaps. This brings us to a crucial principle that can guide successful hiring practices: hire character, train skill.

Understanding the Landscape

The modern workforce is a melting pot of talent with varied skills, experiences, and educational backgrounds. While technical skills and specialized knowledge are crucial, they are not the sole determinants of a candidate’s potential success. As the job market tightens, businesses need to focus on more than just what a candidate knows; they should consider who the candidate is.

Why Character Matters

Character encompasses traits such as integrity, work ethic, resilience, and interpersonal skills. These qualities are often more indicative of long-term success than technical prowess alone. A candidate with a strong character will not only fit into a company’s culture but also contribute positively to it. They are likely to exhibit greater commitment, adapt to changing circumstances, and collaborate effectively with others.

Furthermore, character is often harder to teach than skill. While technical abilities can be developed through training and experience, instilling a solid work ethic or a genuine commitment to the company’s values is much more challenging. Therefore, hiring individuals with the right character ensures that your team is composed of people who are not just capable, but also motivated and aligned with the company’s mission.

Investing in Skill Development

Once the right character has been identified, the next step is to invest in skill development. In a rapidly changing business environment, skills can become outdated quickly. Therefore, companies must be prepared to invest in ongoing training and development to keep their workforce competitive. This approach not only enhances employees’ technical abilities but also demonstrates a commitment to their growth, fostering loyalty and engagement.

Training should be seen as a long-term investment rather than a one-time expenditure. By providing continuous learning opportunities, businesses can ensure that their employees remain at the forefront of industry advancements and technological innovations. This not only boosts productivity but also helps in retaining top talent, as employees are more likely to stay with organizations that invest in their professional development.

Practical Hiring Tips

  1. Evaluate Character Through Behavioral Interviews: Use structured behavioral interviews to assess candidates’ responses to past challenges and their approach to problem-solving. Look for signs of resilience, integrity, and teamwork.
  2. Prioritize Cultural Fit: Ensure that candidates share the company’s values and vision. This alignment is often more critical than having an exact skill match.
  3. Provide Comprehensive Training: Design onboarding and training programs that not only address specific job skills but also promote personal growth and adaptation.
  4. Foster a Learning Culture: Encourage a culture of continuous improvement by offering regular training sessions, workshops, and access to industry resources.

In a job market characterized by volatility and increasing specialization, the mantra “hire character, train skill” becomes particularly relevant. By focusing on candidates’ character traits and investing in their skill development, businesses can build resilient, adaptable teams that drive long-term success. As you navigate the complexities of hiring in today’s environment, remember that while technical skills can be taught, the right character is a foundation that will support your organization through its most challenging and transformative times.

The Impact of Leadership: Influence vs. Intimidation

In my journey through the entrepreneurial world and within Fortune 500 companies, I’ve come to understand that leadership is not just about directing teams but about shaping their experiences and outcomes. The distinction between influence and intimidation is pivotal in this process.

Early in my career, I worked under a manager who was a master of intimidation. His approach was straightforward: command compliance through fear. During one project, his method of “leadership” involved berating team members who made mistakes and fostering an environment where everyone was scared to voice concerns. This style may have resulted in short-term compliance, but it stifled creativity and led to high turnover. It was a clear lesson in how not to lead.

Contrast that with a different experience later in my career. I was leading a startup team through a critical product launch, and our resources were tight. Instead of resorting to intimidation, I chose to lead through influence. I shared our vision passionately, listened to team members’ ideas, and involved everyone in the problem-solving process. I made sure that my expectations were clear but approached each challenge as a collaborative effort. The team responded with enthusiasm and dedication, resulting in a successful launch and a stronger, more cohesive unit of high-performers.

Influence is about inspiring and empowering, not controlling. It’s about creating a culture where people feel valued and motivated to contribute their best. Intimidation, on the other hand, breeds resentment and fear, ultimately undermining long-term success.

The impact of these two approaches is profound. When you lead with influence, you cultivate trust and respect, which drives genuine commitment and fosters innovation. Intimidation may force short-term results, but it often comes at the cost of long-term relationships and organizational health. In the end, the choice is clear: influence is the key to sustainable leadership.