【实用帖】都说社交招聘很火，但具体该怎么做呢？
原文作者：JeffHaden
在尝试过一切的招聘方法后，只要四个步骤，可以让你放弃『发布岗位说明书的招聘信息』、『收集、删选简历』等繁杂的传统招聘作业。
J.T. O'Donnell说：
我们都知道招进好人才是事业的成功关键。但是，忙碌的创业者，并没有筛选大量简历的时间。然而，你不能因此而把整个招聘流程外包给出去！
我已经很久不看简历了，在过去的工作经历告诉我，从简历评估候选人的效果很差。我也不再制作传统的职位招聘需求，因为那会招来海量的不合格的履历，我还得逐一过滤。
（J.T. O'Donnell,是Careerealism.com、CareerHMO的创办人与CEO）
下面是Donnell的4步法，不但简化了传统的大量招聘工作，同时还找到了优秀的员工。
【步骤一】：不要发布『岗位说明书』，只发布『要你解决的问题』
（1）把新进员工要解决的问题写下来，尽量详细地描述。同时也解释他们要为企业减轻那些痛苦，以及你希望他多快就可以完全承担这个角色。
（2）说明你企业存在的理由。一样，也要尽量地描述。还有，你的企业解决了客户什么问题？为客户缓解了那些的不适？
（3）总结说明一个合格的求职者该如何尽力达到成果。
【步骤二】：请求职者回答3个关键行为面试题
请候选人充分分享他们对下述问题的看法：
（1）你对我们的业务与所处行业，有什么认识?
（2）对于我们『该做什么，才能让客户感到有重大意义』这件事，你如何来学习？
（3）对于我们业务，你最有兴趣的方面是什么？
【步骤三】：请他们提供社交平台的帐号、个人信息，查看是否符合候选人的资格（LinkedIn profile, Twitter）
清楚告示，要求求职者在回答上述3个问题与社交情况之前，绝不要寄给你任何简历或其他信息。
【步骤四】：提供一个化名的email，让求职者将答案直接给寄到此email
（此举应该是避免他透过你正式的Email查出你的社交平台帐号）
设定以上发布后10个工作日后，作为最后期限，要求有兴趣的候选人在最后期限内，把三个答案寄给你指定的Email。然后，请在你全部的社交平台张贴这些回答，接着，坐等合适的候选人上门面试。
为什么『4步法』会有效？
1.懒虫一看到要回答这么多问题，不会来申请。
2.寄履历表来的人，一定是没仔细看要求，可以直接删除。
3.最后期限驱使候选人尽速提交申请资料，当然，也可以筛掉懒人。
4.透过三题回答，可以看出候选人的撰写与沟通的风格、能力与技巧。你会看见他们如何理解和链接自身与企业之间的关系、以及他们希望扮演的角色。
5.透过他们提交网路社交帐号的机会，直接呈现他们想对你展示的专业信息。不愿意提供社交帐号的人，也许他们有一些想对你隐藏的事，他们也不会来申请。
6.你可以从最棒的回答中看出：候选人如何解决你的问题、为何他是解决你问题的适当人选。这也将为你未来进一步的招聘“首次面试”变得轻松、有效，同时你也知道了，在首次面试中要问些什么。
7. 由于求职者事先用心回答了问题，他们会更投入你后续安排的面试与招聘流程。 (既然他们花了时间，他们就更想得到这份工作。)也很棒的是，得到这份工作会让求职者，会有“胜利赢家”的感觉，他们会更有冲劲，试着在一开始工作就试着超越你对他们的期望。
不妨试试看吧！求职的数量会下降，而求职的品质会提升。 这会让你更有智慧地应付招聘作业，而不是辛苦地工作。
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Is This the Perfect Way to Hire?
You don't ask for resumes and you skip the traditional job posting. Onefounder says this four-step process trumps everything else she's tried.
Hiring the right talent is vital to the success of yourbusiness. But busy entrepreneurs don't have time to waste sifting through dozens of resumes to evaluate candidates.
"But at the same time you can't--orshouldn't--outsource the entire process," says J.T. O'Donnell, founder and CEO of Careerealism.com, a job search advice site, andCareerHMO, a career coaching membership site.
"I stopped asking for resumes a long time ago,"she says. "Years in the staffing industry taught me they weren't useful when evaluating candidates. I also stopped creating 'traditional' job postings altogether since they only resulted in a tidal wave of applicants to wade through, the majority of whom were unqualified for the role."
Here's the approach she takes to streamline the processand still ensure she finds and hires great employees:
Step 1: Don't post a job; post the problem the employee will solve.
Write out what problem this new hire is going to solve.Be rich in details. Explain what pain they will alleviate and how you see them accomplishing that as quickly as possible in the role.
Next, explain why your company exists. Again, be rich indetails. What problem does your company solve? What pain does it alleviate forits customers?
Finally, tie in how the right candidate will support those efforts.
Step 2: Ask candidates to answer three key behavioral questions.
Ask candidates to share as much as they can about the following:
What do you know about our business and industry?
How did you come to learn that what we do is important to our clients?
What is your favorite aspect of our business, and why?
Step 3: Ask for their LinkedIn profile, Twitter name, and any other online presence that supports their candidacy.
Make it very clear you do not want a resume or any othermaterials submitted beyond answering your three questions and providing socialprofile links.
Step 4: Provide an alias email address and have applications sent directly to you.
Set a deadline of 10 business days for applications to besubmitted. Then share the posting via all your social channels and sit back and wait for the right applicants to come in.
Why does this approach work?
1.Slackers won't apply, since they see researching your company and writing out answers to your questions as too much work.
2.Candidates who submit a standard cover letter and resume clearly did not read and follow directions. They can be eliminated without a second thought.
3.The deadline motivates candidates to get their applications in, again, weeding out the lazy folks.
4.Asking candidates to answer your three specific questions provides a sense of their writing and communication style and ability. You'll also see how well they understand and connect with both your business and the role they hope to fill.
5.Asking for Linkedin profiles and other social media presence gives candidates a chance to direct you to professional information they want you to see. If for some reason they don't want you to see their online presence (maybe they have something to hide?) they won't apply.
6.The best responses show how the candidate can solve your problem and why he/she is the right person to solve that problem. That also makes for a far more relaxed and productive first interview; you'll have more to talk about.
7.Applicants are more committed to the interview and hiring process simply because they invested in the process during the application stage. (In part they'll want to land the job simply because of the time they put in.) Better still, landing the job will feel like a big "win" and they'll be more likely to try to exceed your expectations when they start.
Give it a try. You'll increase the quality of theapplications you receive while decreasing the quantity, letting you worksmarter, not harder, on your hiring process.
JeffHaden learned much of what he knows aboutbusiness and technology as he worked his way up in the manufacturing industry.Everything else he picks up fromghostwriting books for some of thesmartest leaders he knows in business. @jeff_haden
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